Addendum No. 1 Issue Date: 08/03/2026

Project Name: City of Asheville Compensation Study Project Number: 298-FY27-HR-RFP-COMPSTUDY TO: Prospective Applicants

This addendum forms a part of the Request for Proposals and modifies the original Project Number 298-FY27-HR-RFP-COMPSTUDY only to the extent specifically noted below. Failure to acknowledge this addendum in the submittal may subject the submitter to being deemed non-responsive.

This Addendum is posted on the City procurement website at www.ashevillenc.gov/bids. This is the official source of this addendum. All addenda and attachments shall be published to the same location.

This Addendum consists of 3 pages in total.

This Addendum is to address Responses to Questions for298-FY27-HR-RFP-COMPSTUDY.

Answers to Questions

1. Question: Could you please let me know how many employees are included in this study?

Response: 1300

2. Question: How many total employees are included in the study?

Response: 1300

3. Question: Do we have to work with a W/MBE in order to bid? Is there a goal? Do we need to show good faith efforts?

Response: The City of Asheville has adopted the Asheville Business Inclusion Policy to encourage women and minority businesses' participation in the public bidding/RFP process.

The purpose of this outreach effort is to increase the likelihood of availability and utilization of MWBEs in the award of contracts. Proposers are hereby notified that this RFP is subject to that Policy's provisions.

Questions regarding the Asheville Business Inclusion Policy may be directed to the Asheville Business Inclusion Office by phone at (828) 259-8050 or by email abi@ashevillenc.gov.

Proposers are invited to show proof of MWBE status, to include NC Office of Historically Underutilized Businesses or other MWBE certifications. If not already certified with the ABI Office at the City of Asheville, proposers are further invited to become certified with the City of Asheville as an MWBE vendor. Please use this link: ABI Certifications

It is the Policy of the City to (1) provide minorities and women an equal opportunity to http://www.ashevillenc.gov/bids https://asheville.seamlessdocs.com/f/CityofAshevilleCertifications participate in all aspects of its contracting and procurement programs and (2) to prohibit any and all discrimination against persons or businesses in pursuit of these opportunities.

If you have questions concerning the City’s ABI requirements, please contact the ABI Office at abi@ashevillenc.gov

4. Question: What is the City’s preferred timeline for completing the study?

Response: The City’s target completion date for this project is November 2026; however, we are open to vendor timeline recommendations to ensure the process is both comprehensive and accurate. Please include your proposed schedule and rationale in your submission.

5. Question: Could you confirm the preferred format and channel for submitting written questions, and whether responses will be issued by addendum to all proposers?

Response: Questions should be submitted via email to HRProposals@ashevillenc.gov. An addendum will be posted and available to all proposers on the City’s website, https://www.ashevillenc.gov/department/purchasing/bids/.

6. Question: Are all ~400 job descriptions current and usable as-is, or does the engagement include updating/rewriting outdated ones?

Response: Current job descriptions are usable. The project does not include updating or rewriting outdated descriptions.

7. Question: How does the City define "subcontractor" for ABI purposes? Our consultants are individual independent contractors that are integrated into our core project team. They are not firms that we are subcontracting with for a discrete piece of this project. I’m asking to determine whether we would need to meet the MWBE outreach requirement.

Response: The City of Asheville has adopted the Asheville Business Inclusion Policy to encourage women and minority businesses' participation in the public bidding/RFP process.

The purpose of this outreach effort is to increase the likelihood of availability and utilization of MWBEs in the award of contracts. Proposers are hereby notified that this RFP is subject to that Policy's provisions.

Questions regarding the Asheville Business Inclusion Policy may be directed to the Asheville Business Inclusion Office by phone at (828) 259-8050 or by email abi@ashevillenc.gov.

Proposers are invited to show proof of MWBE status, to include NC Office of Historically Underutilized Businesses or other MWBE certifications. If not already certified with the ABI Office at the City of Asheville, proposers are further invited to become certified with the City of Asheville as an MWBE vendor. Please use this link: ABI Certifications

It is the Policy of the City to (1) provide minorities and women an equal opportunity to participate in all aspects of its contracting and procurement programs and (2) to prohibit any and all discrimination against persons or businesses in pursuit of these opportunities.

If you have questions concerning the City’s ABI requirements, please contact the ABI Office at abi@ashevillenc.gov

8. Question: It looks like the project start date is September 7 and completion date (“full implementation”) by November 1. Eight weeks is an extremely aggressive timeline, especially including 400 job titles and a custom survey. Is there any flexibility in the time frame for the project?

mailto:abi@ashevillenc.gov mailto:HRProposals@ashevillenc.gov https://www.ashevillenc.gov/department/purchasing/bids/ https://asheville.seamlessdocs.com/f/CityofAshevilleCertifications mailto:abi@ashevillenc.gov

Response: The City’s target completion date for this project is November 2026; however, we are open to vendor timeline recommendations to ensure the process is both comprehensive and accurate. Please include your proposed schedule and rationale in your submission.

9. Question: What methodology does the City expect for the "demographic disparities" analysis — statistical/regression-based pay equity study, or a lighter internal-equity review?

Response: Vendor needs to determine the methodology to use.

10. Question: Does the City expect any in-person presence (kickoff, focus groups, final presentation to Council), or is this expected to be a fully remote engagement?

Response: Vendor needs to detail the methodology they recommend and propose to use.

11. Question: Please clarify whether the project includes a formal classification component.

Specifically, does the City expect consultants to evaluate positions using a structured job evaluation methodology (e.g., point-factor assessment) and provide recommendations regarding job classifications, grade assignments, and internal position hierarchy?

Response: Current job descriptions are usable. The project does not include updating or rewriting outdated descriptions.

12. Question: How many employees are to be included in the study?

Response: 1300

13. Question: Has the City established a budget for this project? If so, will that amount be shared with bidders?

Response: There is no set budget for this project, we request that you submit your total proposed cost as part of your proposal. Please note that while cost is an important evaluation factor, it is only one component of our selection process.

14. Question: Does the City want the consultant to include both public and private sector data for comparison in the market survey?

Response: Market should be relevant to the City of Asheville/local government.

15. Question: Would the City like the consultant to focus solely on base salary data, or should the analysis also include benefits information—such as paid leave, health, and retirement programs—offered by peer organizations? If benefits are to be included, should the consultant also provide recommendations for potential benefit adjustments based on the market study findings?

Response: Project focus is compensation and does not include benefits.

16. Question: Does the City want the consultant to recommend adjustments to pay schedule as a result of the market study?

Response: Unsure what the term “pay schedule” is referencing regarding the question.

17. Question: Does the City want the consultant to develop recommendations regarding pay policies?

Response: Yes

18. Question: Approximately how many employees are included in the study?

Response: 1300

19. Question: Are Police and Fire included in the study?

Response: Yes

20. Question: The RFP references approximately 400 job descriptions. Are these equivalent to the number of job classifications?

Response: Yes

21. Question: During the pre-proposal meeting, it was noted that the selected consultant would be provided with the City’s existing job descriptions. Could you please describe how and when the current job descriptions were developed and whether they have been updated or validated recently?

Response: Job descriptions were updated in a previous compensation study conducted in 2021. Further updates have continued through job postings and job analysis.

22. Question: Does the City anticipate employee questionnaires, interviews, or desk audits as part of the project, or should the evaluation be based primarily on the City’s existing job documentation?

Response: Evaluation should be based on existing job documentation.

23. Question: Does the City anticipate employee questionnaires, interviews, or desk audits as part of the project, or should the evaluation be based primarily on the City’s existing job documentation?

Response: Evaluation should be based on existing job documentation.

24. Question: Has a budget been established for the project and can that information be shared with bidders?

Response: There is no set budget for this project, we request that you submit your total proposed cost as part of your proposal. Please note that while cost is an important evaluation factor, it is only one component of our selection process.

25. Question: The RFP references approximately 400 job descriptions across exempt, non-exempt, civilian, and public safety roles. How many total filled positions (headcount) does the City have across those classifications?

Response: 1300

26. Question: The scope includes internal pay equity analysis for "demographic disparities."

Which demographic dimensions does the City wish to include in the equity analysis (e.g., gender, race/ethnicity, age, tenure)? Does the City currently maintain demographic data linked to individual compensation records?

Response: Demographic data should include but not be limited to gender, race/ethnicity, age, tenure, and time in current position.

27. Question: How many distinct pay structures or pay plans does the City currently maintain (e.g., general employees, public safety, management/executive)? Are step plans, open ranges, or a combination currently in use?

Response: The City has 8 pay plans. There are no step plans, open ranges or other combinations.

28. Question: Has the City identified a list of comparator or peer organizations for the external market assessment, or is comparator selection part of the consultant's scope of work?

Response: Comparator selection is within the consultant's scope of work.

29. Question: The scope references benchmarking "base salaries and supplements." Could the City clarify the types of pay supplements currently in use (e.g., certification pay, shift differentials, hazard pay, bilingual pay, longevity pay)?

Response: Pay supplements include but are not limited to: education pay, shift differential, augment pay, certification pay, lead pay, hazard pay, bilingual pay, etc. The City does not provide longevity pay.

30. Question:Will the City provide employee census data (position titles, current salaries, pay grades, demographic data) in electronic format at project kickoff? If so, in what format (e.g., Excel export, HRIS data file)?

Response: The City will provide employee census data in an Excel format.

31. Question: Is there a target completion date for the study, or is the timeline proposed by the consultant part of the evaluation under Project Understanding/Approach?

Response: The City’s target completion date for this project is November 2026; however, we are open to vendor timeline recommendations to ensure the process is both comprehensive and accurate. Please include your proposed schedule and rationale in your submission.

32. Question: Can the City confirm the overall number of employees included in the study?

Response: 1300

33. Question: Are there any employee groups, classifications, or populations that are excluded from the study? For example: executives, seasonal employees, part-time staff, union groups, or special populations.

Response: The scope does not include temporary/seasonal employees.

34. Question: What is the City’s current compensation philosophy, and how does it position pay relative to the market?

Response: The City of Asheville’s compensation philosophy is built on transparent, inclusive, fair and equitable pay principles. The organization’s goal is to attract, retain and motivate a diverse and talented workforce by providing a comprehensive, competitive, and performance-based total rewards package that reflects the needs of our employees.

35. Question: Does the City want [vendor] to recommend a revised compensation philosophy, or to work within the existing one?

Response: Vendors may include a recommendation regarding compensation philosophy in their scope of work.

36. Question: What market comparator groups does the City want [vendor] to use? Should we use the City’s prior comparator group list, update it, or develop a new one?

Response: Comparator selection is within the consultant's scope of work.

37. Question: Are there any current internal pay issues already identified that you would like this study to address? For example: salary compression, pay inequities, retention concerns, or internal alignment across pay structures.

Response: Refer to the RFP for the description of work.

38. Question: Are there any known implementation constraints, policy issues, or labor relations considerations [vendor] should account for in the recommendations?

Response: The final budget for implementation has not been established.

Question: What level of implementation support does the City expect from [vendor]? Is the expectation limited to findings and recommendations, or should we also include implementation guidance, communication support, or rollout assistance?

Response: Vendors will need to make these determinations and provide recommendations accordingly.

39. Question: Who are the key stakeholders and decision-makers for the project?

Understanding the review and approval process will help us tailor our approach.

Response: Human Resources, City Manager and Finance.

40. Question: The RFP notes that the contract with the selected vendor will need to be fully executed with full implementation by November 1, 2026. Could you confirm whether November 1 st is intended to be the deadline for contract execution or the deadline for project completion / full implementation?

Response: November 1 is the intended deadline for project completion.

41. Question: Is there an Draft or target cost range for the study?

Response: There is no set budget for this project, we request that you submit your total proposed cost as part of your proposal. Please note that while cost is an important evaluation factor, it is only one component of our selection process.

Applicants must acknowledge the addendum in their RFP response submittal

I understand that failure to acknowledge any addenda may cause this bid/proposal to be deemed non-responsive.

Authorized Signature Company Date

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