HR-9404 - USA (Atwater, California) - Total Compensation Study Service - Deadline November 2,2026

(1) Vendor needs to provide total compensation study service to the government authority located in Atwater, CA. – Provide comprehensive city–wide total compensation study.– Study shall include all existing city job classifications.– Consultant shall evaluate salary, total compensation, internal equity, classification relationships, market competitiveness, and the city’s overall compensation structure, and shall provide practical recommendations for implementation.– Classification Review:• Review all existing city job classifications and classification specifications, including represented and unrepresented classifications, as applicable.• Evaluate duties, responsibilities, complexity, organizational relationships, and other factors relevant to internal equity and market comparisons.– Comparable Agencies and Labor Market:• Work with the city to identify comparable agencies. document the rationale and relevant characteristics of the comparator group, including geography, population, organizational structure, services provided, workforce characteristics, and relevant labor–market considerations.• Identify material limitations in available comparison data.– Salary Market Survey:• Compare minimum, midpoint, maximum, steps where applicable, range width, and other relevant salary information.• Identify classifications that are below, at, or above the market and explain the methodology used to determine market positioning and recommended salary ranges.– Internal Equity and Salary Compression:• Analyze relationships among classifications, including supervisor or subordinate, entry, journey or senior, manager or director, department director, and other material relationships.• Identify compression or inequity created by market conditions or prior compensation adjustments and recommend corrective actions.– Recruitment and Retention:• Evaluate factors affecting the city’s ability to recruit and retain qualified employees, using available city information and market data. identify classifications or compensation components presenting significant recruitment or retention concerns.(2) All the questions must be submitted no later than October 12, 2026.