SOW_examples_from_the_OG_repository.docx

City of El Mirage Compensation Study The City desires to undergo a comprehensive compensation study to ensure its compensation structure and related practices are competitive among comparable public sector agencies with whom it competes for talent and to develop implementation strategies.

County of DeKalb, GA Professional Services for Classification and Compensation Study The County of DeKalb, GA (the "County"), is soliciting sealed responses for Professional Services for Classification and Compensation Study. Responses are to be submitted via the City's eProcurement Portal via https://procurement.opengov.com/portal/dekalbcountyga PRIOR TO 3:00 pm on Monday, April 14, 2025. Late responses will not be accepted. Project work includes collaborating closely with the Human Resources Department (HR) and County leadership to develop an enhanced classification system and an associated pay plan that aligns with the County’s objective of maintaining competitiveness in the job market. The objective of the classification and compensation study is to align the compensation plan with industry standards, address evolving workforce needs, and attract and retain top talent, while fostering fairness, transparency, and excellence. By implementing a fair and competitive compensation system, the County strives to empower the workforce, enhance service delivery, and position the County as an employer of choice, building a stronger, more dynamic workforce for the future.

City of Greer Classification and Compensation Study The purpose of this proposal request is to obtain from qualified interested offerors a sealed proposal provided to the City of Greer, “City”, for Classification and Compensation Study. The scope of services is as set forth in the scope of services section.

City of Fort Myers Compensation Study The City of Fort Myers (City) requests submittals from interested and qualified Respondents to provide a compensation review of all job classifications (union and non-union). Under the existing compensation system, each job classification is assigned to a range. As set forth in greater detail below, the compensation study will include: · an overall evaluation of the City’s current grade structure, actual salaries and health and retirement benefits compared with that of other relevant competitors. · a recommended restructuring (if necessary) of the City’s compensation structure for all classifications. · recommendations for implementing proposed changes.

City of Lake Forest Human Resources Consulting Services Human Resources Consulting Services The City of Lake Forest (RFP) for Human Resources Consulting Services. Since 1999, The City of Lake Forest ("City") has contracted for various human resources consulting services, including biennial compensation studies, major updates to the City’s pay-for-performance compensation plan, creation of administrative policies and guidelines, employee relations research, staffing needs assessments, preparation of job descriptions and associated salary ranges, job audits, and reclassification analyses. The City of Lake Forest has approximately 69 budgeted positions and 85 full-time job classifications, which are organized into five departments defined in Attachment "B". Five of the job classifications are part of flexible series. Advancement within a flexible classification with more than one level is tied to an incumbent meeting the minimum qualifications for the higher level, job performance, business need, supervisor recommendation and City Manager approval. The City compares against thirteen local cities based on size, services and proximity. Attachment "C". The City does not have organized unions. For all positions, the City has salary ranges with no steps. Attachment "D". Employees are awarded merit increases based upon the performance review guidelines. All of the City positions have written job descriptions defining the purpose, essential functions, and minimum qualifications necessary to perform the job. Periodic updates of several job descriptions have occurred due to revised job functions and newly created positions. The City will desire a full classification and compensation study in year one, beginning December 2024, and every two years thereafter (December 2026 and December 2028). It is expected that the full classification and compensation study, including JAQ’s and employee interviews, shall not take longer than 3-4 months. The services requested in this RFP will be used to to develop the two year 2025-27 budget. The ability of the consultant to complete the Study within this timeframe is critical. A sample schedule is shown Attachment " E". This analysis will not include Part Time/Seasonal classifications, unless requested by the City. Beginning December 2025 and every two years thereafter (December 2027 and December 2029), the City will desire job audits, compensation and benefits surveys, reclassifications, job analysis, and updates to job descriptions on an as needed basis for a limited number of positions (typically less than 10). It is expected that this process will not take longer than 3 months. This process will not include Part Time/Seasonal classifications, unless requested by the City. Studies are typically completed between December and March with the final reports going to the Council in June. The purpose of this study is to ensure that The City of Lake Forest will continue to attract and retain skilled employees while remaining fiscally responsible. The City will only utilize the selected vendor for executive recruitments on an as needed basis. Past executive recruitments included Traffic Engineer (FY2019-20) Assistant Director of Community Development (FY2020-21) and Assistant Director of Finance (FY2021-22).

City of Norfolk, Virginia Classification and Compensation Study The City of Norfolk, Virginia (“City”) is requesting proposals from interested and qualified consultants to evaluate the feasibility of converting from an open range pay system to a step plan. Subsequent phases may include conducting a classification and compensation study of the City’s existing plan to evaluate moving existing employees to a new plan pay structure and design a stepped pay plan.

City of Thousand Oaks Classification and Compensation Study The City of Thousand Oaks is seeking highly qualified and experienced consultants or firms to conduct a comprehensive Classification and Total Compensation Study to evaluate and provide recommendations to enhance the current compensation structure.

Town of Vienna Classification & Compensation Study Provide for a comprehensive evaluation of every job within the Town to determine relative worth within the organization for internal equity and for the establishment of pay ranges and step progressions within the ranges. Review all current job classifications, confirm, and recommend changes to hierarchical order of jobs using your evaluation system. Establish appropriate benchmarking standards and conduct salary surveys as needed for similar positions with comparable Northern Virginia area municipalities as required. Identify potential pay compression issues and provide potential solutions. Analyze and recommend changes to the present compensation structure to meet market analysis. This recommendation may include recommendations for individual positions as well.

City of Monterey Total Compensation Study The City of Monterey (“City”) is seeking proposals from qualified firms or individuals to conduct a total compensation study of the City’s regular job classifications. The City is a charter city located in the County of Monterey. The City provides a wide range of services, including police, fire, recreation,harbor, cemetery, campground, parking, a conference center, an indoor sports and aquatics center,and library.

City of Edinburg Classification and Compensation Study The City of Edinburg Department of Human Resources is seeking proposals for the above referenced project. It is the intent of this Request for Proposal to award a Service Contract for a Classification and Compensation Study & Analysis for the City of Edinburg. The Study & Analysis will be conducted for non-civil service, City employees. In addition, the City seeks recommendation on staff alignments and reporting relationships. Each Contractor’s performance shall be governed by the Information to Respondents, Specifications/Requirements, and Statement of Qualifications.

City of Pacifica Comprehensive Classification and Compensation Study The City of Pacifica invites interested, qualified, professional consulting services to submit written proposals to conduct a citywide classification and compensation study. The purpose of the study is to select the most-qualified Consultant(s) to address the changes in City operations and staffing, which may have affected the type, scope, and level of work being performed. The City desires to meet the following objectives: 1. Attract and retain qualified employees 2. Maintain competitive salaries and benefits compared to other regional government entities within the area. 3. Ensure positions performing similar work with a similar level of complexity, responsibility, knowledge, skills, and abilities are classified together 4. Provide salaries in proportion to assigned duties 5. Offer justifiable pay differential between individual classes and resolve any compaction issues The City will consider proposals from one or multiple firms for the full or partial scope (e.g., compensation, classification, or both). The selected firm will have to demonstrate specific experience and qualifications in conducting classification and compensation studies. For consideration, proposals must contain evidence of the proposer's knowledge and abilities in the specified area and other disciplines directly related to the proposed services.

City of Bloomington, Illinois Compensation Study The City of Bloomington is seeking proposals from qualified firms to conduct a benchmark compensation study and make recommendations to update our compensation structure in accordance with the study. The study shall cover all of the jobs listed as “Classified” within the City. The purpose of the project is to review the City’s existing compensation plan as well as to conduct a comprehensive benchmark market study to ensure that all positions within the City are internally equitable and externally competitive. The end product of the study will include recommendations for the following: a wage comparison with comparable public and private sector entities, a comprehensive plan based on that wage comparison, and suggestions for the future. The goal of this RFP is to create and implement a comprehensive compensation model to assist with recruitment and retention for the above-mentioned positions. A Classified Role table is attached in OpenGov to assist firms with their proposals. Please be sure that all questions are submitted through the OpenGov eProcurement platform and before the question deadline as this is the only manner in which questions can be asked/answered and no questions will be answered after the deadline.