Scope of Work.docx

Franklin City Public Schools Department of Human Resources Proposal for a Comprehensive Compensation and Salary Equity Study Submitted to: Department of Finance Prepared by: Department of Human Resources Date: May 2026

Executive Summary The Department of Human Resources recommends that Franklin City Public Schools engage an external consulting firm to conduct a Comprehensive Compensation and Salary Equity Study. The purpose of this study is to evaluate the division’s current compensation structures to ensure salaries are competitive, equitable, and aligned with comparable school divisions and regional labor markets.

A professionally conducted compensation study will provide the division with objective data to support recruitment, retention, fiscal planning, and equitable pay practices. The study will also help identify inconsistencies or compression issues across employee groups and provide recommendations for modernizing salary scales.

School divisions across Virginia routinely conduct compensation studies every 5–7 years to ensure their salary structures remain aligned with the labor market and internal equity standards.

Purpose of the Study The primary objectives of the compensation and salary equity study are to:

· Ensure competitive salaries compared to similar school divisions and regional employers

· Evaluate internal pay equity among positions and employee groups

· Address potential salary compression issues

· Review and update job classifications and compensation structures

· Develop modern salary scales aligned with market data

· Provide data-driven recommendations for revised salary schedules and pay bands

· Support long-term budget planning and implementation strategies

Scope of Work The selected consulting firm will be asked to conduct the following services:

1. Review of Current Compensation Structures

· Evaluate existing salary schedules and compensation practices across all employee groups.

· Analyze the division’s current pay structures for certified and classified staff.

2. Market Comparison Analysis

· Conduct salary benchmarking against comparable Virginia school divisions and regional labor markets.

· Evaluate competitiveness of current pay levels.

3. Internal Equity Assessment

· Analyze pay equity across departments and job classifications.

· Identify areas of salary compression or inconsistencies in pay practices.

4. Job Classification and Position Review

· Review job descriptions and responsibilities.

· Ensure positions are properly classified and aligned with duties performed.

5. Development of Salary Scales The consultant will develop recommended salary scales for all major employee groups, including:

· Teacher salary scale

· Administrative salary bands

· Support staff/classified employee salary scales

· Leadership and central office salary structures These scales should include:

· Step structures where appropriate

· Market-aligned pay ranges

· Recommendations for minimum, midpoint, and maximum salary levels

· Analysis of compression between new hires and veteran employees

6. Salary Schedule Modeling

· Develop recommended salary schedules that align with labor market comparisons.

· Provide cost modeling options for implementing revised salary scales.

7. Implementation Strategy

· Provide a phased implementation plan to help the division adopt new salary scales.

· Provide financial modeling and budget scenarios for implementation over multiple fiscal years.

8. Final Report and Presentation

· Provide a written report outlining findings and recommendations.

· Present results to the Superintendent, leadership team, and School Board if requested.

Implementation Timeline (Estimated)

Estimated total project timeline: 4–6 months