This is a service / maintenance or supply contract in Lakewood Ranch, Florida. Contact the soliciting agency for additional information.

The Peace River Manasota Regional Water Supply Authority (the "Authority") is seeking proposals from experienced consultants to perform a market study to assess the Authority's existing classification and pay plan as described in the Scope of Services. Any questions concerning this Request for Proposals must be presented in writing via email to Angela Sain at ASain@regionalwater.org using the subject line "RFP Question: 2023 Classification and Pay Plan Study" no later than 5:00 p.m. EST on February 10, 2023. SCOPE OF SERVICES: The Scope of Services may include, but not necessarily be limited to, the following: 1. Specifications a. Current pay structures i. Authority: 61 classifications ii. Subject to ongoing changes/updates b. Length of the study i. Study begins March 2023, Presentation to Board no later than August 2, 2023, and implemented at the beginning of October 2023 ii. Milestones and due dates 1. March - Kickoff meeting with executive staff 2. May - Preliminary findings to executive staff 3. July 12, 2023 - Delivery of Board materials 4. August 2, 2023 - Representation of consultant at Board meeting c. Previous pay plan & classification study was completed in 2017 and implemented in 2018 i. Market survey ii. Job descriptions/families/hierarchies 2. Goals for the Study a. To update and ensure equitability in the pay plan and to incentivize, recognize, and retain employees, by assessing the current pay plan and classification situation internally and externally to the Authority. i. Internal review: Review job families/hierarchies throughout the organization. ii. External market: Conduct a market survey of competitors and market peers/comparables, public and private. b. To review and provide updates to the current salary structure that enables the Authority to maintain a competitive, market-driven position with other agencies and organizations within the same geographic area. c. To identify the best plan of implementation for the recommended changes. d. Meet with essential Authority staff during the duration of the study. e. Presentation at Board meeting when seeking approval for changes. 3. Study should include: a. Classifications i. Assess all current job classifications for federal and state law compliancy ii. Assess all current job classifications for specifications for correct FLSA exempt and non-exempt status designations, as well as to ensure compliancy with salary thresholds iii. Assess positions assigned to the same classification throughout the Authority for internal equity/fairness iv. Assign all classifications to pay grades based on an objective evaluation of compensable factors related to the duties/responsibilities assigned. v. Provide methodology for evaluating the classification of positions on an ongoing basis, post-completion of study. b. Pay plan: i. Conduct internal pay equity assessment of authority-wide classification ii. Develop and conduct an external base pay plan survey comparing classifications with local government and private sector entities in order to identify the Authority's competitive position in the labor market. iii. Review the current pay grade and salary ranges of Authority classifications, including recommending appropriate salary ranges based on pay plan survey and study results and appropriate salary ranges for each classification. iv. Recommend alignment of pay grades and base salary ranges of classified positions in order to achieve competitiveness in the regional labor market and internal equity. v. Create options for Authority that provides the financial impact of the recommended salary alignments and changes to pay practices 1. Address compression issues if any 2. Adhere to the Department of Labor (DOL) Wage & Hour to ensure compliance with salary threshold, if required at time of study 3. Assist in the development of a strategic plan to implement study recommendations, including budgetary impact (if any), over one or more fiscal years and alternative strategies as necessary vi. Provide methodology for maintaining and updating the proposed new/modified pay plan system