RFP 2324-020 Questions and answers.pdf

RFP 23/24-020

Questions and answers 07.18.2024

1. Does the district require an onsite presence to have this conducted?

As provided in the RFP (page 9) the scope of work/tasks required for this project requires more than just a salary survey, it is also an analysis of all position descriptions, operational functions, class specifications, progressions and salary ranges for recommendations on compliance with current and future (January 1, 2025) proposed FLSA regulations which may include the development by the contractor of a new customized, equitable, and competitive compensation program for the District.

The decision on whether the work/tasks as stated in the RFP can be completed virtually, efficiently and competently meet the specific needs of this project, is up to the contractor. The contractor would be expected to provide a communication plan to ensure the HR Office is informed throughout the project and may be required to present the findings and recommendations to the Executive Leadership Team.

Recommendations for Oral presentations of top three ranked respondents will begin at 10:00 a.m. on August 20, 2024, and are limited to 30 minutes each. The District would prefer onsite presence, however, as it was not specifically indicated as a requirement of the RFP, we will allow a virtual meeting.

2. Can this analysis be completed virtually?

As provided in the RFP (page 9) the scope of work/tasks required for this project requires more than just a salary survey, it is also an analysis of all position descriptions, operational functions, class specifications, progressions and salary ranges for recommendations on compliance with current and future (January 1, 2025) proposed FLSA regulations which may include the development by the contractor of a new customized, equitable, and competitive compensation program for the District.

The decision on whether the work/tasks as stated in the RFP can be completed virtually, efficiently and competently meet the specific needs of this project, is up to the contractor. The contractor would be expected to provide a communication plan to ensure the HR Office is informed throughout the project and may be required to present the findings and recommendations to the Executive Leadership Team.

Recommendations for Oral presentations of top three ranked respondents will begin at 10:00 a.m. on August 20, 2024, and are limited to 30 minutes each. The District

3. Please confirm any specific onsite requirements for the project and/or deliverables.

As provided in the RFP (page 9) the scope of work/tasks required for this project requires more than just a salary survey, it is also an analysis of all position descriptions, operational functions, class specifications, progressions and salary ranges for recommendations on compliance with current and future (January 1, 2025) proposed FLSA regulations which may include the development by the contractor of a new customized, equitable, and competitive compensation program for the District.

The decision on whether the work/tasks as stated in the RFP can be completed virtually, efficiently and competently meet the specific needs of this project, is up to the contractor. The contractor would be expected to provide a communication plan to ensure the HR Office is informed throughout the project and may be required to present the findings and recommendations to the Executive Leadership Team.

Recommendations for Oral presentations of top three ranked respondents will begin

07.18.2024 at 10:00 a.m. on August 20, 2024, and are limited to 30 minutes each. The District

4. Are only salaries being considered, or will benefits need to be reviewed as well?

A Benefits Analysis is not listed as a requirement of the RFP.

5. We assume the current salary structure includes additional pay above hourly or salaried amounts (e.g., overtime, bonuses, COLAs, merit pay)? Please clarify what components are currently included as well as any additional items required.

As a government employer, all components above and beyond hourly or salaried amounts are dependent on legislature, available budget, and other factors. These components are analyzed and determined annually and provided for if supported by the budget and based on performance evaluations.

Per District policy non-exempt employees are required to obtain prior authorization to work beyond 40 hours per work-week, and are typically only authorized in an emergency event.

This RFP does not require an analysis on components beyond hourly or salaried amounts, other than FLSA exempt and non-exempt status compliance.

6. Task 1 (Page 9) Indicates a review of “operational functions, positions descriptions, class specifications and other materials as necessary to fulfill project.” With that said, what if any of these will need to be modified or replaced as part of the project?

All materials will need to be reviewed and modifications suggested, if necessary, as a result of the analysis.

7. Task 2 (Page 9) Does the District have a prescribed survey, or will we need to create a custom survey?

The District does not have a prescribed survey, a custom survey will need to be created.

8. Task 2 (Page 9) If the District does have a prescribed or prepared survey, will ya’ll be open to modifications where necessary to get the most accurate and detailed responses?

The District does not have a prescribed survey.

9. Task 2 (Page 9) How many peer institutions does the client anticipate distributing the survey to?

The external market for this study should include peers (cities, counties, other water management districts, and state agencies with similar positions, as well as, similar characteristics, demographics, and service offerings in the North and Central portions of the State of Florida and South Georgia (City of Valdosta, GA).

10. Task 2 (Page 9) What survey method does the District prefer?

The District does not have a preferred survey method.

11. Task 2 (Page 9) What does the District consider as an acceptable survey response rate / number?

07.18.2024

For the purpose of this study, the District would accept a survey response rate of no less than five matches per job from market peers. If less than five job matches are available, the District will accept the use of augmented salary research as long as the resources are reliable.

12. Task 2 (Page 9) In the event of low survey response rates, will the District allow the use of augmented salary research with other data gathering methods / sources?

For the purpose of this study, the District would accept a survey response rate of no less than five matches per job from market peers. If less than five job matches are available, the District will accept the use of augmented salary research as long as the resources are reliable.