ADDENDUM 1 _ 25020 Fire Classification and Co.pdf

ADDENDUM I

DATE: October 1, 2024

TO: ALL PROSPECTIVE BIDDERS

FROM: Samantha Murray, Community Business Procurement Coordinator

RE: ADDENDUM I, RFP #25020 Fire Classification and Compensation Study

Pursuant to RFP 25020 the following information is provided:

QUESTION 1: How many employees will be included in this study?

ANSWER 1: 168 as of 09/20/24

QUESTION 2: How many different classifications represent the employees included in this study?

ANSWER 2: Nine.

QUESTION 3: Who would be project manager for the County?

ANSWER 3: Niki Jones, Acting Manager

QUESTION 4: Would Human Resources have significant involvement or input into the project?

ANSWER 4: Yes

QUESTION 5: Is a Human Resources project manager going to be assigned as a primary contact? Can you indicate who that will be?

ANSWER 5: Yes. Sara Ivy, Compensation & Payroll Administrator / Interim Assistant HR Director

QUESTION 6: Would the HRIS Developer position have any involvement or input into the project?

ANSWER 6: Yes

QUESTION 7: With the proposal deadline of October 15th, selection in 14 business days, and the performance period up to December 1st, are you anticipating the project to be completed within a 30-day period? Is that correct? If not, could you clarify project completion dates?

ANSWER 7: We have a Fire Union (IAFF Local 2795) that has requested classification and compensation data to be available for their annual negotiations which will begin in January 2025.

QUESTION 8: If the implementation date is July 2025, can you extend the project completion date?

ANSWER 8: See prior question for deadline clarification.

QUESTION 9: Can you provide a copy of the current Fire Step Plan, including the titles associated with each grade?

ANSWER 9:

QUESTION 10: When was the last compensation study completed for the Fire & Emergency Services Departments?

ANSWER 10: The last comprehensive pay study that involved the Fire & Emergency Services Department occurred in 2019; however, they are part of a market study in the development of the current Public Safety Step Pay Plan that has been in use since June 2021.

QUESTION 11: Who was the consulting firm that completed the last compensation study of the Fire & Emergency Services Departments?

ANSWER 11: The 2019 pay study was conducted by Management Advisory Group International, Inc. The 2021 Public Safety Step Pay Plan was developed by Mercer.

QUESTION 12: Why are the other Departments not being included in this study?

ANSWER 12: This study was specifically requested by the Fire Department’s Union (IAFF Local 2795) which was organized in June 2024.

QUESTION 13: On what date does ACCGov expect the project to commence?

ANSWER 13: No later than November 1, 2024.

QUESTION 14: Are job/classification descriptions in good shape, or is the consultant expected to create/revise the job/position descriptions for each job/classification covered by the project?

ANSWER 14: We believe the current job descriptions to be an accurate representation of the duties and responsibilities performed at each rank.

QUESTION 15: Does ACCGov participate in any Industry, Trade or Professional Association wage/salary surveys that might be useful resources for this project? If so, which ones?

ANSWER 15: We respond to most requests for wage/salary surveys on an ad hoc basis.

QUESTION 16: Does ACCGov expect the consultant to conduct a custom salary survey of a select group of peers and other comparable organizations? If so, does ACCGov have a list of comparator organizations that they want the consultant to use, or is ACCGov looking for the consultant to identify the comparator organizations for inclusion in the survey?

ANSWER 16: We expect the selected consultant to solicit recommendations for possible comparators with Fire & Emergency Services and ACCGov Human Resources personnel. If the consultant has additional recommendations, we would welcome discussion on those as well.

QUESTION 17: Are both the Fire Department jobs and the Emergency Services jobs currently assigned to the same pay plans (pay structures/pay grids/pay tables), or are the Emergency Services jobs currently assigned to a different pay plan? Please describe.

ANSWER 17: All Fire & Emergency Services personnel are assigned to the same pay structure/plan.

QUESTION 18: Does ACCGov provide pay increases on the employee’s anniversary date, on a common date for all employees, or based on some other timing? Please explain.

ANSWER 18: If approved by our Mayor & Commission as part of the annual budget, the pay table is updated every July 1st with the new fiscal year. Mayor and Commission-approved step increases that are tied to employment anniversary dates within each position are implemented every January and July.

QUESTION 19: Does ACCGov want the consultant to include an analysis of the FLSA classifications of each unique job title?

ANSWER 19: Yes

QUESTION 20: Does ACCGov desire that all employees receive a job analysis questionnaire or be interviewed during the job analysis stage of the project, or are the current job descriptions adequate enough to satisfy this step?

ANSWER 20: The Fire Union has asked for a comprehensive pay study rather than a market study, so a job analysis questionnaire would be preferred.

QUESTION 21: After the project is completed and implemented, does ACCGov expect to be able to conduct its own job analysis and job evaluations when new jobs are created and existing jobs require re-evaluation, or will ACCGov prefer to have the consultant to provide that service as part of an ongoing maintenance agreement?

ANSWER 21: I expect this to be a topic of discussion with the Fire Union once the compensation study is completed.

OTHER IMPORTANT INFORMATION:

Questions and Answers are hereby added to and become a part of RFP# 25020 Fire Classification and Compensation Study. This Addendum modifies and forms a part of the Quote Documents.

All other terms and conditions remain unchanged.

Any inquiries concerning this Bid should be made to Samantha Murray, Community Business Procurement Coordinator, (706) 400-6048, or email accbids@accgov.com.

The Unified Government of Athens-Clarke County reserves the right to reject any and all proposals, to waive any technicalities or irregularities, and to award the proposal based on the highest and best interest of the Unified Government of Athens-Clarke County.

mailto:accbids@accgov.com

FROM: Samantha Murray, Community Business Procurement Coordinator