VSD_Scope_of_Work_Comp_&_Class_Study_-_6_Tasks.pdf

VALLEY SANITARY DISTRICT

CLASSIFICATION AND TOTAL COMPENSATION STUDY

SCOPE OF WORK

Project Purpose and Objectives Valley Sanitary District ("District" or "VSD") is seeking a qualified human resources and compensation consulting firm ("Consultant") to conduct a comprehensive Classification and Total Compensation Study. The purpose of the study is to ensure the District’s classification and compensation system is internally equitable, externally competitive, legally compliant, fiscally responsible, and supportive of employee recruitment and retention.

The Consultant shall review the District’s existing classifications, job descriptions, organizational relationships, compensation structure, and total compensation practices and provide recommendations for an updated and sustainable classification and compensation system.

Task 1 – Project Initiation and Employee Engagement The Consultant shall meet with District management to confirm the project objectives, methodology, schedule, data requirements, and communication process.

The Consultant shall provide an appropriate process for obtaining input from employees, supervisors, and management. The process may include position questionnaires, interviews, focus groups, job audits, or other methods recommended by the Consultant.

The Consultant shall provide periodic project updates and identify issues requiring District direction or approval.

Deliverables:

• Project work plan and schedule

• Employee communication/job analysis materials

• Periodic project updates

Task 2 – Classification and Job Description Review The Consultant shall review the District’s existing classification structure and job descriptions to determine whether classifications accurately reflect the duties, responsibilities, qualifications, organizational relationships, and regulatory requirements of each position.

The Consultant shall:

• Identify outdated, overlapping, or potentially misallocated classifications

• Recommend appropriate classification series and career progression opportunities

• Review classification relationships and organizational alignment

• Review FLSA exempt/non-exempt status and other applicable classification requirements

• Update existing job descriptions and develop new classifications where appropriate

Deliverables:

• Recommended classification structure and allocations

• Classification crosswalk

• FLSA recommendations

• Final updated job descriptions in editable format

Task 3 – Market and Total Compensation Analysis In consultation with the District, the Consultant shall identify appropriate comparable public agencies and benchmark classifications.

The Consultant shall conduct a market survey comparing VSD’s compensation to comparable agencies. Job matches shall be based on actual duties, responsibilities, qualifications, and organizational level rather than job title alone.

The analysis shall include, as appropriate, base salary; employer-paid benefits; retirement contributions; health benefits; leave benefits; certification and educational incentive pay; bilingual, standby, callback, shift, acting and other special compensation; and other significant compensation elements necessary to provide a meaningful total compensation comparison.

The Consultant shall identify VSD’s competitive market position and significant areas in which compensation differs from the selected labor market.

Deliverables:

• Comparable agency and benchmark classification recommendations

• Market survey results

• Base salary and total compensation analysis

• Supporting survey data

Task 4 – Internal Equity and Compensation Recommendations The Consultant shall evaluate internal salary relationships and recommend a classification and compensation structure that appropriately balances external market competitiveness and internal equity.

The analysis shall identify significant salary compression, compaction, inversion, or other internal equity concerns.

The Consultant shall recommend salary ranges and range assignments for District classifications; appropriate salary relationships and differentials; salary range/step structure, as applicable; treatment of benchmark and non-benchmark classifications; career progression opportunities; special compensation or incentive changes, where appropriate; and an appropriate compensation philosophy and market position for the District.

Deliverables:

• Internal equity analysis

• Recommended classification and compensation plan

• Recommended salary schedule

Task 5 – Implementation and Fiscal Impact The Consultant shall develop a practical implementation strategy for the recommended classification and compensation plan.

The Consultant shall calculate the estimated fiscal impact of the recommendations and provide implementation alternatives for District consideration. Alternatives may include immediate, phased, or prioritized implementation based on market competitiveness, internal equity, recruitment and retention, and fiscal considerations.

The Consultant shall provide the District with sufficient information to evaluate the financial and organizational impacts of each recommended approach.

Deliverables:

• Fiscal impact analysis

• Implementation alternatives

• Recommended implementation strategy

• Supporting calculations in editable format

Task 6 – Final Report and Presentations The Consultant shall prepare a draft and final Classification and Total Compensation Study documenting the methodology, findings, market analysis, classification recommendations, compensation recommendations, fiscal impacts, and implementation considerations.

Employees shall be provided an appropriate opportunity to review classification recommendations affecting their positions and submit additional information for consideration before recommendations are finalized.

The Consultant shall present the findings and recommendations to District management and the Board of Directors.

The Consultant shall also provide recommendations for maintaining the classification and compensation system following completion of the study.

Deliverables:

• Draft report

• Final Classification and Total Compensation Study

• Final updated job descriptions

• Recommended salary schedule

• Implementation/fiscal impact model

• Management presentation

• Board presentation

• Recommendations for ongoing administration and maintenance

Final Work Product Requirements All final reports, job descriptions, salary schedules, survey data, calculations, and other materials developed as part of the study shall become the property of Valley Sanitary District and shall be provided electronically in PDF and applicable native editable formats, including Microsoft Word and Excel.