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EXTRA-8326 - USA (Golden, Colorado) - Job Architecture and Pay Equity Consultant Services - Deadline June 11,2020

Product (RFP/RFQ/RFI/Solicitation/Tender/Bid Etc.) ID: EXTRA-8326

Government Authority located in Golden, Colorado; USA based organization looking for expert vendor for job architecture and pay equity consultant services.

[A] Budget: Looking for Proposal

[B] Scope of Service:

(1) Vendor needs to provide job architecture and pay equity consultant services to the government authority located in Golden, CO.
- Developing and ensuring job descriptions accurately describes the job functions performed by the employee
- Utilizing the revised job descriptions to create job families
- Utilizing newly created job families to generate a recommended job levels and thus salary grades
- Conducting compensation benchmarking of jobs to relevant market data
- Creating market-driven compensation structure(s) and 6) conducting an equity analysis to ensure overall compliance.
- Gather the necessary information to evaluate, update, and organize all job descriptions to reflect current responsibilities and requirements. Job descriptions shall be created for all full-time and part-time benefits-eligible positions - ranging from entry level to vice president and part-time non-benefits eligible positions (non-classified positions only).
- Develop a listing of job families and subgroups based on new job descriptions and map each descriptions to the appropriate family and subgroup. These Job families and subgroups should naturally create a career map or career path to show individual advancement within the institution and thus explain the requirements for advancement at each stage of an employee's career.
- Assess market industry benchmark for each position with a minimal of three (3) statistically sound surveys to determine and document comparable industry match for all of non-classified positions. Firm should provide minimum, midpoint and maximum benchmark salaries for each position as well as the recommended matches.
-Recommend compensation plan and structure(s) with the appropriate number of pay grades to support classifications, defining the minimums, midpoints and maximums, as well as the range spreads (to determine range penetration (compa-ratio) and midpoint progression (percentage spread from one pay grade midpoint to the next). Must provide a competitive market position (midpoint) for agency as well as be geographically assessed and adjusted.
- Review, develop or refine associated policies to guide classification and compensation decisions to enable the agency to easily implement, administer, communicate and maintain a salary grade and salary range structure in compliance with the pay equity act.
- The firm shall complete a workforce planning and staffing analysis to pinpoint key jobs, competencies and profiles for achieving the strategic goals and objectives of the institution.
The study will ensure that the staffing levels adequately align with the needs and priorities of the institution and services offered to students and the community.
- Evaluate current incentives amongst different departments and recommend a consistent incentive plan for specific classifications, departments or the institution (i.e. Higher education bonus, comp time, recall pay, holiday pay, severe weather pay, safety, hazard, shift differentials, etc.) and recommend any additional incentive plans.
(2) All questions must be submitted no later than May 28, 2020.

[C] Eligibility:

- Onshore (USA Organization Only);

[D] Work Performance:

NA

Expiry Date : Thursday, 11 June, 2020

Question Answer Deadline : Thursday, 28 May, 2020

Category : Professional, Consulting, Administrative or Management Support Services, HR Services

Country : USA

State : Colorado

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