23-R-52 Classification and Compensation StudyRESOLUTION NO. 23-R-52
A RESOLUTION BY THE CITY COUNCIL OF THE CITY OF
SCHERTZ, TEXAS AUTHORIZING THE CITY MANAGER TO ENTER
INTO AN AGREEMENT WITH PUBLIC SECTOR PERSONNEL
CONSULTANTS TO CONDUCT A CLASSIFICATION AND
COMPENSATION STUDY AND OTHER MATTERS IN CONNECTION
THEREWITH
WHEREAS, The City of Schertz (the "City") Compensation Philosophy requires on-
going review of the City's classification and compensation structure; and
WHEREAS, the City Staff has identified the necessity to conduct a professional
classification and compensation study for the purpose of fulfilling four (4) key goals:
1. Properly classify positions in the City to reflect actual knowledge, skills, and abilities, as
well as the essential duties of each position.
2. To have competitive compensation within Schertz's competing labor market and
benchmark cities.
3. To promote internal and external compensation equity.
4. To foster productive employees, in part, through a fair and balanced compensation
system; and
WHEREAS, the City released an RFP and subsequently received three (3) proposals and,
each proposal was evaluated and all respondents interviewed; and
WHEREAS, City staff hereby recommends that the City Council approve the selection
of Public Sector Personnel Consultants to conduct a classification and compensation study and to
set the total contract scope and amount; and
NOW THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF
SCHERTZ, TEXAS THAT:
Section 1. The City Council hereby authorizes the City Manager to execute an
agreement with Public Sector Personnel Consultants in an amount not -to -exceed $60,000 to
conduct a classification and compensation study.
Section 2. The recitals contained in the preamble hereof are hereby found to be true,
and such recitals are hereby made a part of this Resolution for all purposes and are adopted as a
part of the judgment and findings of the City Council.
Section 3. All resolutions, or parts thereof, which are in conflict or inconsistent with
any provision of this Resolution are hereby repealed to the extent of such conflict, and the
provisions of this Resolution shall be and remain controlling as to the matters resolved herein.
Section 4. This Resolution shall be construed and enforced in accordance with the
laws of the State of Texas and the United States of America.
Section 5. If any provision of this Resolution or the application thereof to any person
or circumstance shall be held to be invalid, the remainder of this Resolution and the application
of such provision to other persons and circumstances shall nevertheless be valid, and the City
Council hereby declares that this Resolution would have been enacted without such invalid
provision.
Section 6. It is officially found, determined, and declared that the meeting at which
this Resolution is adopted was open to the public and public notice of the time, place, and subject
matter of the public business to be considered at such meeting, including this Resolution, was
given, all as required by Chapter 551, Texas Government Code, as amended.
Section 7. This Resolution shall be in force and effect from and after its final
passage, and it is so resolved.
PASSED AND ADOPTED, this fP�— day of , 023.
CITY OF SCHERTZ, TEXAS
MaygolalpOutierrez
ATTE
City Secretary, Sheila Edmondson
(CITY SEAL)
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REQUEST FOR PROPOSAL
SECTION 5
SCOPE OF WORK
5.1 General
The minimum requirements and the specifications for the Services, as well as
certain requests for information to be provided by Proposer as part of its proposal,
are set forth below. As indicated in Section 2.3 of this RFP, the successful
Proposer is referred to as the "Contractor."
5.2 Minimum Requirements
Each proposal must include information that clearly indicates that Proposer meets
each of the following minimum requirements:
5.2.1 Study Objectives:
5.2.1.1 Ensure positions performing similar work with essentially the
same level of complexity, responsibility, and knowledge, skills,
and abilities are classified together;
5.2.1.2 Provide salaries commensurate with assigned duties;
5.2.1.3 Clearly outline job progression opportunities and provide
recognizable compensation growth;
5.2.1.4 Provide justifiable pay differential between individual classes;
and
5.2.1.5 Maintain a competitive position with other comparable
government entities and private employers within the same
geographic areas.
5.2.2 Scope of Services
5.2.2.1 Provide for a comprehensive evaluation of every job within the
City to determine relative worth within the organization for
internal equity and for the establishment of pay ranges and step
progressions within the ranges.
5.2.2.2 Review all current job classifications, confirm, and recommend
changes to hierarchical order of jobs using an approved
evaluation system.
5.2.2.3 Establish appropriate benchmarking standards and conduct
salary surveys as needed for similar positions with comparable
entities.
5.2.2.4 Identify potential pay compression issues and provide potential
solutions.
5.2.2.5 Analyze and recommend changes to the present compensation
structure to meet market analysis. This recommendation may
include recommendations for individual positions as well.
Page 13 of 20
REQUEST FOR PROPOSAL
5.2.3 Information Meetings
5.2.3.1 Prior to commencement of study, Consultant to present
proposed study methodologies and processes to City
Council.
5.2.3.2 Consultant to have an initial meeting with City Leadership to
discuss the process, tasks, and methodologies to be used in
the study.
5.2.3.3 Consultant to meet with department heads to explain study
and process to be used.
5.2.3.4 Consultant to provide frequent updates to City Project
Manager.
5.2.4 Classification Study
5.2.4.1 Consultant to review current classification grade methodology
and propose recommended strategies for the City.
5.2.4.2 Consultant to conduct interviews and/or job audits as
appropriate. Interviews and/or job audits may be conducted
individually or in groups based upon classification.
5.2.4.3 Consultant to update job descriptions to uniformly reflect the
distinguishing characteristics, essential job functions, minimum
qualifications (education/experience and
knowledge/skills/abilities), working conditions (physical
demands, work environment, and travel requirements), and
certification/licenses/registrations requirements for
classification as needed.
5.2.4.4 Consultant to qualify the FLSA status for each job
classification.
5.2.4.5 Consultant to finalize class specifications and recommend
appropriate classification for each employee, including
correction of identified discrepancies between existing and
proposed classifications.
5.2.4.6 Consultant to identify career ladders/promotional opportunities
as deemed appropriate.
5.2.4.7 Consultant to provide a straightforward, easily understood,
maintenance system that Human Resources Department will
use to keep the classification system current and equitable.
Maintenance should include annual activities, as well as the
process we would use in the review of the classification of
individual jobs, as needed.
Page 14 of 20
REQUEST FOR PROPOSAL
5.2.5 Compensation Study
5.2.5.1 Consultant to review current compensation plan (salary grade
levels and steps) and understand current challenges in
recruiting and retaining employees.
5.2.5.2 Consultant to recommend and identify a consistent and
competitive market position that the City can strive to
maintain.
5.2.5.3 Consultant to recommend comparable labor markets, including
both private and public sector employers for compensation
survey.
5.2.5.4 Consultant to develop and conduct a comprehensive
compensation and benefits survey, to include determination of
total compensation.
5.2.5.5 Consultant to recommend appropriate salary range for each
position based on the classification plan, the compensation
survey results, and the internal relationships and equality.
Prepare a new salary structure based on the results of the
survey and best practices.
5.2.5.6 Consultant to recommend implementation strategies including
calculating the cost of implementing the plan.
5.2.5.7 Consultant to identify any extreme current individual or group
compensation inequities and to provide a recommended
corrective action plan and process to remedy these situations.
5.2.5.8 Consultant to make recommendations and to provide
implementation strategies related to other key compensation
practices, based on market demands, including pay for
performance, skill pay, special assignment pay, certification
pay, bilingual pay, promotional pay, and acting assignment
pay.
5.2.5.9 Consultant to provide recommendations for the ongoing internal
administration and maintenance of the proposed compensation
plan. Maintenance should include annual activities such as
market survey.
5.2.5.10 Consultant to conduct a compression analysis to include any
recommendations for implementation.
Page 15 of 20