Compensation Study

Skagit Transit is seeking a professional consultant to conduct a comprehensive compensation study for its represented and non-represented employees through Request for Proposals (RFP) Number 25-001. The primary objective is to establish a new Employee Compensation Plan by performing an in-depth analysis of the organization's existing compensation, classification, benefit, and pay structures. The study will initially focus on represented classifications before moving to non-represented classifications, with the goal of developing external benchmarks to inform pay and organizational structure. Proposals must be submitted no later than 2:00 p.m. on June 2, 2025, with all submitted proposals remaining valid for 60 days from the proposal due date. The anticipated contract term will run from the expected award date in June through August 25, 2025. Proposers must agree to all contract terms and conditions without exception, with a sample contract provided as Exhibit A in the RFP documents, which are available on Skagit Transit's website and through a specified online procurement link.

The procurement opportunity emphasizes equal opportunity and specifically encourages participation from small, women-owned, and minority-owned Disadvantaged Business Enterprises (DBEs). Proposals are subject to public disclosure, and all submitted documents will become the property of Skagit Transit. The solicitation is compliant with Title VI of the Civil Rights Act of 1964, prohibiting discrimination based on race, color, national origin, or sex. While no specific budget range is detailed in the provided documents, the study's comprehensive nature suggests a significant investment in understanding and optimizing the organization's compensation strategy. Skagit Transit retains the right to make revisions to the contract prior to execution, providing flexibility in the procurement process. The emphasis on a detailed compensation study indicates the agency's commitment to maintaining competitive and equitable compensation practices across both represented and non-represented employee classifications.