2-Compensation Study, Price Proposal Form Final.pdf
PDF 112 KB Posted
- Attached to
- Compensation Study Bid No. 2026-0001
- Solicitation number
- 2026-0001
- Issued by
- Peach County, Georgia
About this file
This is a Price Proposal Form for a Compensation Study issued by Rockdale County Public Schools (RCPS) under Bid #2026-0001. The document outlines a comprehensive compensation study project with nine primary scope items, including conducting a full market salary analysis, developing a new compensation philosophy, analyzing and updating salary schedules, establishing compensation guidelines, evaluating employee salaries, developing performance-based salary bands, reviewing compensation processes, creating an employee communications plan, and providing training for system implementation.
The proposal form allows bidders to specify the estimated number of days to complete each project component and the associated cost, with a total of nine core deliverables and an optional tenth item for hourly consultation rates beyond the study's conclusion. The study aims to help RCPS attract and retain talent while maintaining internal fairness, external competitiveness, and alignment with budget restrictions. The scope specifically focuses on analyzing salary markets within Metro RESA and neighboring school districts (Newton, Henry, and Walton), with particular attention to salary placement for full-time employees, addressing compression issues, and creating salary bands for Principals and district-level Director positions and above.
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Other files
| File | Type | Posted |
|---|---|---|
| 1-Compensation Study Final.pdf | ||
| 3-Compensation Study, Price Proposal Form Final.pdf | ||
| 1-Compensation Study, Price Proposal Form.xlsx | XLSX spreadsheet | |
| 2-Compensation Study Final.pdf |
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Text version
Price Proposal Form Rockdale County Public Schools
Compensation Study, Bid #2026-0001
Item Description
Estimated Number of
Days to Complete Cost
Conduct a full market salary analysis with comparable labor markets statewide to include
Metro RESA and neighboring School Districts (Newton, Henry, and Walton).
With RCPS leaders, collaboratively develop a new RCPS Compensation Philosophy that supports RCPS efforts to attract and retain the best talent, while establishes a consistent and competitive market position within RCPS budget restrictions.
Analyze and update salary schedules while minimizing compression and assuring internal fairness and external competitiveness.
Establish guidelines that govern classification and compensation for all RCPS employees. Also, include recommendations for compensation guidelines that will protect the integrity of the compensation system when or if budget constraints threaten the system.
Evaluate all fulltime RCPS employees’ current salaries and make recommendations to establish proper salary placement, eliminate compression issues, and close the gap where inequities occur. Include the financial cost to the district, timelines, and an implementation strategy.
Develop and implement performance based and/or criteria based salary bands in identified areas. The salary bands at the school level would only apply to Principals. Salary bands at the district office would be designed for Director level positions and above.
Evaluate existing compensation and classification processes and make recommendations that align with business standard best practices.
Develop a comprehensive employee communications plan to inform on the results of study, the new compensation philosophy of the district, and the implementation of changes that have been recommended.
Upon completion of the compensation study, the consultant shall provide training to appropriate district staff on the utilization and maintenance of the system. This includes ensuring that all processes are in place, working, and understood by the organization. Additionally, the consultant should provide the necessary documentation and other materials so the district will be able to maintain the system independently of the consultant following the implementation of the compensation study.
Grand Total
Hourly rate for consultation fees, if needed and optional, for implementation stages that may be requested beyond the conclusion of the compensation study.
Company Name:
Authorized Company Official
Authorized Company Official Signature
Date
| Company Name: |
| Estimated Number of Days to CompleteConduct a full market salary analysis with comparable labor markets statewide to include Metro RESA and neighboring School Districts Newton Henry and Walton: |
| CostConduct a full market salary analysis with comparable labor markets statewide to include Metro RESA and neighboring School Districts Newton Henry and Walton: |
| Estimated Number of Days to CompleteWith RCPS leaders collaboratively develop a new RCPS Compensation Philosophy that supports RCPS efforts to attract and retain the best talent while establishes a consistent and competitive market position within RCPS budget restrictions: |
| CostWith RCPS leaders collaboratively develop a new RCPS Compensation Philosophy that supports RCPS efforts to attract and retain the best talent while establishes a consistent and competitive market position within RCPS budget restrictions: |
| Estimated Number of Days to CompleteAnalyze and update salary schedules while minimizing compression and assuring internal fairness and external competitiveness: |
| CostAnalyze and update salary schedules while minimizing compression and assuring internal fairness and external competitiveness: |
| Estimated Number of Days to CompleteEstablish guidelines that govern classification and compensation for all RCPS employees Also include recommendations for compensation guidelines that will protect the integrity of the compensation system when or if budget constraints threaten the system: |
| CostEstablish guidelines that govern classification and compensation for all RCPS employees Also include recommendations for compensation guidelines that will protect the integrity of the compensation system when or if budget constraints threaten the system: |
| Estimated Number of Days to CompleteEvaluate all fulltime RCPS employees current salaries and make recommendations to establish proper salary placement eliminate compression issues and close the gap where inequities occur Include the financial cost to the district timelines and an implementation strategy: |
| CostEvaluate all fulltime RCPS employees current salaries and make recommendations to establish proper salary placement eliminate compression issues and close the gap where inequities occur Include the financial cost to the district timelines and an implementation strategy: |
| Estimated Number of Days to CompleteDevelop and implement performance based andor criteria based salary bands in identified areas The salary bands at the school level would only apply to Principals Salary bands at the district office would be designed for Director level positions and above: |
| CostDevelop and implement performance based andor criteria based salary bands in identified areas The salary bands at the school level would only apply to Principals Salary bands at the district office would be designed for Director level positions and above: |
| Estimated Number of Days to CompleteEvaluate existing compensation and classification processes and make recommendations that align with business standard best practices: |
| CostEvaluate existing compensation and classification processes and make recommendations that align with business standard best practices: |
| Estimated Number of Days to CompleteDevelop a comprehensive employee communications plan to inform on the results of study the new compensation philosophy of the district and the implementation of changes that have been recommended: |
| CostDevelop a comprehensive employee communications plan to inform on the results of study the new compensation philosophy of the district and the implementation of changes that have been recommended: |
| Estimated Number of Days to CompleteUpon completion of the compensation study the consultant shall provide training to appropriate district staff on the utilization and maintenance of the system This includes ensuring that all processes are in place working and understood by the organization Additionally the consultant should provide the necessary documentation and other materials so the district will be able to maintain the system independently of the consultant following the implementation of the compensation study: |
| CostUpon completion of the compensation study the consultant shall provide training to appropriate district staff on the utilization and maintenance of the system This includes ensuring that all processes are in place working and understood by the organization Additionally the consultant should provide the necessary documentation and other materials so the district will be able to maintain the system independently of the consultant following the implementation of the compensation study: |
| 9Row1: |
| Estimated Number of Days to CompleteGrand Total: |
| CostGrand Total: |
| Estimated Number of Days to CompleteHourly rate for consultation fees if needed and optional for implementation stages that may be requested beyond the conclusion of the compensation study: |
| CostHourly rate for consultation fees if needed and optional for implementation stages that may be requested beyond the conclusion of the compensation study: |
| 10Row1: |
| Authorized Company Official: |
| 10Row2: |
| Authorized Company Official Signature: |
| 10Row3: |
| Date: |
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