HR-9136 - USA (Los Angeles, California) - Classification and Compensation Study Consultant Services - Deadline August 2,2026

Vendor needs to provide classification and compensation study consultant services and recommendations that support equitable, competitive, and legally defensible classification andpay practices including applicable policies and procedures, classification specifications, organizational charts, salary schedule, budget, and other relevant information to the government authority located in Los Angeles, CA.– Review current classification specifications– Provide a recommended data collection methodology, including employee questionnaires, interviews, focus groups, or job audits. The District reserves the right to approve the methodology prior to implementation– Recommend revisions to classifications based on observations of the following:a. Classification consolidationb. New classificationsc. Obsolete classificationsd. Career ladderse. Reporting relationships– Prepare revised classification specifications that include essential functions, minimum qualifications, licenses and certifications, physical requirements, working conditions, andsupervisory responsibilities– Present findings and recommendations to District management and/or the Board ofTrustees – Compensation ServicesThe selected consultant will evaluate the District’s compensation program and developrecommendations that support internal equity, external competitiveness, recruitment, retention,and long–term organizational goals. The consultant will:– Evaluate the District’s total compensation, including salaries, health benefits, retirementbenefits, leave programs and other components– Recommend comparator agencies for District approval and explain the following:o Why each comparator was selectedo Geographic considerationso Population servedo Budgeto Number of employeeso Type of government agencyo Comparable operational complexity comparable to a vector control district– Conduct a market compensation survey– Evaluate internal salary relationships and pay equity– Review salary ranges, compensation practices, and applicable benefits– Recommend revised salary ranges– Analyze the fiscal impact of recommended compensation changes