The project shall include, but is not limited to the following deliverables: 1. Market Surveys and Compensation Plan for All Employees. Develop a comprehensive, marketbased, total cost of compensation plan that aligns with Council-adopted policy for nonrepresented and represented positions based on an objective analysis and evaluation of individual job content. Ensure that the proposed compensation plan addresses total salaries and benefits, including the total compensation package of insurance and other benefits. Total compensation may also include paid leave, pay differentials, retirement plans, bonuses, recruitment and retention incentives, take-home vehicles, vehicle allowances, performance pay, and more. Recommendations must be competitive with the market and intended to attract and retain qualified employees. The plan must also take into account compression caused by the effect of contractual agreements with represented employees. The plan must consider applicable Collective Bargaining Agreements (CBAs) to ensure compliance, equity, parity, and eliminate compression between represented and non-represented employees. 2. Provide recommendations for Teamsters 763 classifications and salaries no later than 4 weeks prior to the contractually obligated date of June 30, 2026. 3. Job Audits. Perform detailed job audits (preferably in-person) of all positions and draft up-todate, accurate class specifications to uniformly reflect distinguishing characteristics, essential job functions, minimum qualifications, working conditions, license requirements, regulatory requirements, desired qualifications. In addition, recommend, if appropriate, classification series and levels within the series (i.e., I/II/III, Senior/Lead). Confirm the organizational structure and essential functions of each position. The job audits must include the input of Human Resources, employees and supervisors, and use data collected from previous classification and compensation studies, recent reclassifications, and recommend compensation and class specification placement. 4. Updated Job Classifications. Review and revise existing job classifications and recommend an appropriate classification for each position; recommend and establish a City-wide job classification structure. Evaluate and determine FLSA status for each position based on current Federal and State regulations. Provide written documentation of these recommendations. 5. Updated Salary Schedules. Conduct a thorough market compensation survey for all positions and recommend appropriate salary ranges based on the market survey results, internal relationships, compression, and pay equity. Use market comparison parameters for positions as defined in City of Tukwila Compensation Guidelines. Provide a summary of suggestions to place all studied positions to the appropriate classification and pay rate, including positions that are currently vacant. If a new salary schedule is proposed, provide the new table with a summary and justification based upon data obtained during the survey. 6. Appeals Process. Create and manage, together with Human Resources, a transparent appeals process allowing written or verbal responses and meeting with non-represented and represented staff to summarize and explain decisions and the results.
