Specifications include, but are not limited to: a. Update the Town of Jackson Job Descriptions i. Review the Town of Jackson job descriptions and present a format for job descriptions moving forward based on best practices and compliance with all applicable laws and, ii. Meet with employees and supervisors in each job category to determine whether the job description accurately describes duties, iii. Present findings of job description interviews to inform administration regarding tasks and responsibilities that should remain with each position or be recommended for other existing positions or new positions, and, iv. Present findings of the job description review to recommend title changes, provide updated job descriptions and titles, recommendations based on workload and job capacity, equity across the organization in terms of similar jobs in other departments, and placement on a classification plan and, v. Develop additional job descriptions to reflect increases in responsibilities, scope of work, project opportunities, and mastery of skills related to advancement positions in each department. b. Conduct an employee compensation and classification study vi. Propose entities for approval to be surveyed for each position in the Town organization and, vii. Conduct an employee compensation and classification study of public and private employers who are providing equitable services and, viii. Based on that study, determine if individualized position/job descriptions are needed; and if so, assist in the development of these job descriptions and, ix. Based on that study, prepare a comparative analysis that identifies Town of Jackson's competitive position in the labor market (local and resort communities) and, x. Based on that study, provide a recommendation for total salaries and benefits, including the total compensation package of insurance and other fringe benefits and, xi. Based on that study, prepare recommendations for compensation structure(s) including a classification plan, rules, and policies, including variable/incentive pay options, to maintain competitiveness, reward employees, ensure internal and external equity and, xii. Based on that study recommend a schedule for conducting future compensation and classification studies and, xiii. Based on that study, determine placement of current employees on the classification plan at specific wage points, placement of current employees based on gender and diversity pay equity and, xiv. Based on that study, develop a system for evaluating reclassification requests and placement of newly created positions on the classification plan and, xv. Based on that study, comprehensively review the Town of Jackson stipends currently provided to determine appropriateness, compensation level, equity, and whether additional stipends related to housing/transportation are warranted and recommended, and, xvi. Based on that study, review the practice of increasing wages for seasonal CDL holders during the winter season and, xvii. Based on that study, review the Town’s practice of a staggered hiring bonus for Police Officers along with 2 years of housing assistance, and, xviii. Based on that study, review the Town’s practice of utilizing standby pay for plow drivers, pay for weekend duty.
