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REV: 11-14-2022 MI
<br />Recommend each study position for title change or reclassification (as appropriate), create
<br />new classifications (if applicable), eliminate outdated classifications (if applicable), and
<br />consolidate classifications assigned to similar functional areas (as appropriate);
<br />Provide for growth and flexibility of assignment within the new classification structure,
<br />where feasible, in recognition that some job duties and responsibilities may evolve over
<br />time, as well as provide adequate career paths and class series/job families that will foster
<br />career service within the City;
<br />Clearly state definitions of job classifications, the typical job functions, and minimum
<br />required and preferred/desired qualifications such as education, prior work experience,
<br />knowledge, skills, abilities, licenses, certifications, and physical demands and working
<br />conditions;
<br />Provide a classification structure that ensures regulatory compliance, including allocation
<br />of each study position to the correct classification with appropriate FLSA designation as well
<br />as meeting ADA and EEO regulations;
<br />Provide for adequate educational, review, and appeal processes that will result in a
<br />product that is understood by all levels of personnel and is internally equitable; and
<br />Ensure sufficient documentation and training throughout the study, on methods used to
<br />determine appropriate classification and level, methods for logical progression of
<br />movement between classifications, classification concepts and distinguishing
<br />characteristics, as well as the delivery of final reports and recommendations to guide the
<br />organization in implementing, managing, and maintaining the classification system.
<br />In conducting compensation studies, Consultant will:
<br />Make recommendations regarding a list of appropriate, logical and defensible
<br />comparator agencies, benchmark classifications, and benefits to be collected prior to
<br />beginning the compensation portion of the study;
<br />Collect accurate salary and benefit data from the approved group of comparator agencies
<br />and ensure that the information is analyzed in a manner that is clear and comprehensible
<br />to the study project team, Human Resources, management, employees, union
<br />representation, and the governing body;
<br />Carefully analyze the scope and level of duties and responsibilities, requirements for
<br />successful work performance, and other factors for survey classes, according to generally
<br />accepted compensation practices;
<br />Review the City’s compensation structure and practices and develop compensation
<br />recommendations that will assist the City in recruiting, motivating, and retaining
<br />competent staff;
<br />Develop solutions that address pay equity issues, analyze the financial impact of
<br />addressing pay equity issues, and create a market adjustment implementation strategy
<br />supporting the City’s goals, objectives, and budget considerations;
<br />Evaluate benefit offerings in the labor market and make recommendations for better
<br />alignment and/or different benefit offerings as indicated by the analysis and best
<br />practices;
<br />Create a comprehensive final report summarizing the compensation study approach and
<br />methodology, analytical tools, findings, and recommended compensation structure;
<br />Recommend appropriate internal salary relationships and allocate classes to salary ranges
<br />in a comprehensive salary range plan; and
<br />Ensure sufficient documentation and training throughout the study, on methods used to
<br />determine appropriate salary ranges, methods for logical progression of movement
<br />ATTY/AGR.2022.395/Koff & Associates (Page 12 of 17)
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