Questions concerning this RFP must be received in writing no later than 5:00 on April 25, 2022. Initial Contract Term: June 2022 - September 30, 2022 Questions regarding this solicitation must be made in writing and submitted to the designated contact above no later than April 25, 2022; 5:00 p.m. CT. Telephone inquiries will not be accepted. Questions may be submitted by email to the address above. Answers to questions will be provided in the form of an addendum posted after the question deadline on the CivicPlus, BidNet Direct, and ESBD websites for the benefit of all potential respondents. The County reserves the right to contact the person submitting a question to clarify the question received, if necessary. Each clarification, supplement, or addenda to this IFB, if any, will be posted on the CivicPlus, BidNet Direct and ESBD websites. All potential or actual respondents are responsible for monitoring the websites for such materials. Respondents are deemed to have notice of, and are required to comply with, any such material posted in accordance with this paragraph. Respondents should not rely upon any other sources of written or oral responses to inquiries. Hays County (County) is soliciting proposals for a qualified management consultant to conduct a comprehensive classification and compensation study to assist with maintaining a competitive and equitable classification and total compensation system for all positions (excludes Law Enforcement positions involved in a Collective Bargaining Agreement and certain Elected Officials) when considered in relation to each other (internally) and when compared to the external labor market. Hays County invites qualified management consultants to submit proposals to: o Perform a review of the existing classification plan and related job descriptions, o Perform a review of each departments staffing and organizational structure, o Perform a salary study including public and private employers who are providing comparable services, o Prepare recommendations for compensation policies, including cost of living and merit pay increases, career ladders and variable incentive pay options to maintain competitiveness, reward employees, and to ensure internal pay equity. o Examine and compare benefits in relation to other local governments. o Review the County's current salary administration and salary exception processes and provide recommendations including developing a more systematic process. Items to consider are employees who are returning to the County and their previous pay, employees with direct County experience vs. other similar experience, etc. The method of contractor selection has not been determined at this time.
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