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<br />5 <br />Timetable for the compensation study <br />Once a consultant has been identified and approved by the city council, the compensation <br />committee would like to begin market analysis and job evaluation/pay structure analysis as <br />soon as possible, but no later than May 1, 2026. <br />Additionally, the compensation committee would ideally like the market analysis with <br />recommendations to be complete by August 1, 2026. The committee is open to considering <br />other timelines based on consultant resources or past experience. Any recommendations <br />exceeding the preferred timeline need to be provided in detail in the consultant’s proposal. <br />Scope of services <br />A. Conduct a full market analysis of the compensation, classification, and benefit structure <br />for regular (non-seasonal) designated positions in Appendix B. This should include <br />providing an action plan that specifies how the analysis will be conducted, including how <br />input and involvement of staff will occur, what steps will be taken to ensure objectivity <br />and impartiality, and how the market rates for similar jobs in the relevant market will be <br />identified <br />B. Develop a new compensation and classification system based on results from the <br />market analysis that meets the requirements of the law, recognizes tenure, assures <br />internal equity and external competitiveness, and incorporates the market conditions <br />identified in the study <br />C. Design and recommend an implementation strategy for the new compensation system <br />with the lowest financial impact on the city operating process and greatest gain to <br />positions that fall outside of a designated range <br />D. Upon implementation of the compensation system, the consultant will provide training <br />to city staff on the utilization and maintenance of the system. Additionally, the <br />consultant will provide the necessary documentation and other materials so the city will <br />be able to maintain the system independent of the consultant following the <br />implementation of the job evaluation/compensation plan <br />E. The successful consultant must agree to comply with all federal, state, and local laws, <br />ordinances, rules, regulations, and executive orders pertaining to unlawful <br />discrimination on account of race, color, creed, national origin, sex, marital status, <br />status with regard to public assistance, disability, or age <br />Specifications for proposal <br />All proposals submitted in response to this request for proposals must contain the following <br />information: <br />A. Name, address and telephone number of the firm <br />B. Description of the firm (corporation, partnership, etc.) and year established