3-SPECS.pdf

RFP 26-539

Salary and Compensation Study

Section A – Statement of Purpose

Hudson Valley Community College (HVCC) in Troy, New York requests proposals from a qualified experienced consulting firm to perform a comprehensive Salary and Total Compensation Study for all HVCC employees. The college employs approximately 915 individuals, across six (6) collective bargaining units and one management confidential group.

The study must produce actionable recommendations to ensure internal equity, external competitiveness, compliance with applicable laws and agreements and alignment with regional community colleges of comparable size and curriculum offerings and the College’s strategic goals and budget realities.

Section B – Introduction Hudson Valley Community College is sponsored by Rensselaer County and the largest community college in update New York, one of the thirty (30) community colleges in the State University of New York (SUNY) System. HVCC offers degree and certificate programs in three

(3) schools: Business and Liberal Arts; Health Sciences; and Science, Technology, Engineering and Math (STEM) and administers the Educational Opportunity Center for academic and career training at no cost to those that qualify. Hudson Valley enrolls more than 19,000 students in credit and non-credit courses and is a recognized leader in distance learning and workforce development. The main campus is located in Troy, New York on 110 acres, the facilities consist of 24 buildings and an Alumni House within the city of Troy. HVCC North Branch Campus is located in Malta, New York on 6 acres with two (2) academic buildings.

The Office of Human Resources administers the College’s benefit and compensation packages.

All current bargaining unit agreements and employee information are publicly posted on the College website and include faculty, professional classified, and other bargaining units.

Section C: Project Objectives

1. Collective Bargaining Contract Evaluation o Conduct a comprehensive review of all six collective bargaining unit contracts.

Hudson Valley Community College

1. Department Chairpersons Association

2. Faculty Association

3. Non-Instructional Employee Union

4. Non-Teaching Professional Association

5. United Public Service Employees Union

6. Capital District Educational Opportunity Center Alliance

Hudson Valley Community College: Excluded

1. Administrative Code for Non-Teaching Personnel

2. Management Confidential Employment Contract o Assess wage structures, step schedules, and benefit provisions.

o Recommend adjustments to job classifications, salary levels, and responsibilities to maintain consistency and equity across bargaining units.

2. Job Description Review and Classification Updates o Analyze current job descriptions for accuracy, scope of duties, and alignment with comparable roles.

o Recommend reclassification or restructuring where needed to reflect actual levels of responsibility.

3. Compensation and Benefits Benchmarking o Compare HVCC’s salary and benefits packages against peer institutions and regional employer data, peer regional community colleges of similar size, student population, and program offerings.

o Evaluate administrative and academic dean/director compensation relative to non-teaching professionals, including:

Student services and direct support staff Program and administrative assistants.

Maintenance and custodial staff

4. Pay Compression and Equity Analysis o Identify and analyze areas of pay compression and internal inequities.

o Provide actionable solutions to address compression while maintaining fiscal responsibility.

5. Market Valuation and Best Practices o Provide market ranges for all key positions.

o Recommend strategies to ensure long-term competitiveness and retention.

o Ensure recommendations comply with state and federal labor regulations and reflect higher education best practices.

Section D: Scope of Services

The Consultant must provide a complete set of services including but not limited to the following:

1. Meetings with HVCC leadership as determined by the Board of Trustees and the College President.

2. Receive and verify HR data: employees, job titles, FTE, current base salary, pay steps, stipends, adjunct/overload pay, longevity, job descriptions, classifications, payroll history, benefits costs (employer shares) and current collective bargaining agreements.

3. Data of all bargaining units and identification of employees and those non-unit employees (management confidential)

4. Review and Analysis of Bargaining Unit Agreements and Non-Union Practices

a. Comprehensive summary of each bargaining unit agreement: i.e. Contract terms, salary tables/steps, increases, step language, adjunct/contingent pay, supplements, longevity, overtime, call-back, stipends, workload definitions, layoff/recall, health and welfare language, employer contribution levels, retirement language, and other economic provisions. CONSULTANT MUST CREATE An

EXECUTIVE SUMMARY FOR EACH AGREEMENT

b. Comparative matrix listing similarities and differences across agreements and versus non-union compensation practices, e.g. step structure vs. salary schedule;

defined salary increments vs. negotiated percentage increases, differences in premium sharing for health benefits, leave accruals, overload pay policies, longevity.

c. Analysis of how contractual differences translate into total compensation disparities, salary plus employer benefit costs plus paid time off plus other employer costs.

5. Assess internal equity issues and pay compression and lagging groups.

a. Review and recommend a job evaluation or classification method appropriate for

HVCC. Optionally, provide job descriptions, reclassifications recommendations when necessary.

6. Recommend salary structures.

a. Ranges, midpoints, minimums, maximums, step policies for classified, professional and management groups and recommended banding for faculty ranks.

b. Recommend short-term and long-term implementation strategies i.e.. Phased adjustments, one-time corrections, budget impact scenarios. Include suggested language or guidelines to apply consistently across unions and non-union groups when legally appropriate.

c. Provide recommended updates to policy documents, salary administration policy, adjunct pay, stipends, overload and simple contract language or implementation protocols for HR.

Section E: Implementation

a. Written Draft Report with findings, comparative matrices and recommendations.

b. Final report incorporating HVCC comments.

c. Executive Summary for Board of Trustees and President

d. In person presentation to HVCC Board of Trustees, President

e. Implementation of 3-year costs and projected budget impacts

Section F: Consultant Qualifications and Experience

a. Firm overview, ownership, size, and years in business

b. Three examples of similar compensation studies conducted within the last 3-5 years.

c. Resumes of key staff who will work on the engagement.

d. Approach and methodology; job evaluation method, market data sources, total compensation calculation.

e. Sample deliverables and templates, executive summaries.

f. Evidence of knowledge of New York public sector collective bargaining

Section G: Proposal Submission with Timeline for Completion

a. Cover letter and statement of interest.

b. Table of Contents

c. Executive summary of the approach 1-2 pages

d. Given the size and scope of the study, a detailed workplan

e. Realistic timeline to completion

f. Team composition and resumes

g. Example of similar work and client reference

h. Cost proposal; itemized fee schedule, expenses, and payment schedule. State whether the firm proposes a fixed fee or time and materials not to exceed cap

i. Confidentiality and data security plan – how HR/payroll data will be protected.

j. Any expectations of the RFP terms

Evaluation Criteria and Scoring Rubric

Criteria Weight Description Relevant Experience & Qualifications 25% Proven track record with higher ed/public sector compensation studies.

Methodology & Work Plan 25% Clear, comprehensive approach to contract evaluation, benchmarking, and analysis.

Understanding of Collective Bargaining 15% Demonstrated ability to work with multiple unions and management confidential.

Pay Compression & Equity Solutions 10% Practical, cost-effective recommendations to address compression.

Cost Proposal 15% Competitive, transparent pricing structure.

References & Past Performance 10% Positive references from similar institutions.

Total Possible Points: 100%

Section H: Terms and Conditions

Hudson Valley Community College may make an investigation as it deems necessary to determine the responsibility of any bidder or to determine the ability of any bidder to perform the scope of work. The College reserves the right to disqualify any prospective bidder or reject any bid if evidence required by the College from the bidder is not submitted or if evidence required by the College from the bidder is not submitted or if the evidence submitted or investigation of any such bidder fails to satisfy the College that any bidder is responsible, able or qualified to carry out the obligation of the contract or to complete the work as contemplated therein.

The successful vendor must complete and sign the Service and Supply Agreement upon the time of the award, located on the purchasing website. https://www.hvcc.edu

The vendor agrees to have read and complied with all terms and conditions of the specification and bid legal terms. Awarded contractors may not enter into any subcontracts without the prior written consent from Hudson Valley Community College.

Vendors must submit copies of their proposals by Friday November 7, 2025 @ 2pm.

Proposals can be submitted through the Bonfire Portal at the link below:

https://hvcc.bonfirehub.com

Proposals may also be mailed or hand delivered with bid number and due dated to:

Tabitha D’Attilio Director of Procurement Hudson Valley Community College Administration Building, Room 240 80 Vandenburgh Ave Troy, NY 12180

Late submissions will not be considered.

Questions regarding the RFP, may be submitted to Project Manager; Regina M. LaGatta r.lagatta@hvcc.edu https://www.hvcc.edu/ https://hvcc.bonfirehub.com/ mailto:r.lagatta@hvcc.edu