This is a service / maintenance or supply contract in Pahrump, Nevada. Contact the soliciting agency for additional information.

Classification Analysis 1. Gain an understanding of Nye County's existing classification and compensation structure. Review all background materials including, but not limited to, Personnel Policies, organizational charts, classification specifications, etc. 2. Conduct interviews and/or job audits as appropriate. Interviews and/or job audits may be conducted individually or in groups based upon classification. 3. Review existing position descriptions to ensure current and accurate Fair Labor Standards Act (FLSA) exemption status, essential functions, minimum qualifications for education and experience, required knowledge, skills and abilities, special requirements, and physical and environmental conditions; update the descriptions as needed. 4. Ensure position descriptions are in full compliance with all applicable federal, state, local statutes, and regulations, including the FLSA and Americans with Disabilities Act (ADA). 5. Ensure position descriptions are assigned within the classification system, reflecting equitable placement between various position responsibilities; provide a scoring mechanism for the placement of those positions in the classification system and a recommendation on updates thereafter. 6. Review existing growth opportunities in certain classifications and make recommendations concerning new growth opportunities. 7. Facilitate draft job description review and employee feedback process and provide support for any informal or formal appeals. 8. Present proposed recommendations to the County Manager, Assistant County Manager and Human Resources Director for review prior to making any final classification determinations. 9. Submit recommendations for appropriate implementation measures that the Human Resources staff will need to take. 10. Provide a straightforward, easily understood, maintenance system that the Human Resources Department will use to keep the classification system current and equitable. The classification system should be provided in an electronic medium. Maintenance should include annual activities, as well as the process we would use in the review of the classification of individual jobs, as needed. 11. Conduct a comprehensive training program for Human Resources staff to ensure the staff can explain and administer the new system in the future. The training program should be clearly spread out in the proposal. 12. Prepare a final classification report and assist staff with a presentation of the same at a public meeting of the Board of County Commissioners. Compensation Analysis 1. Review current compensation plan (salary grade levels and steps) and understand current challenges in recruiting and retaining employees. 2. Recommend and identify a consistent and competitive market position the county can strive to maintain. 3. Recommend comparable labor markets, including both private and public sector employers for compensation survey. 4. Develop and conduct a comprehensive compensation and benefits survey. 5. 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. 6. Develop guidelines to assist county staff with determining the starting pay for new employees based on knowledge and experience above the minimum requirements of the position, how difficult the position is to fill, and market competitiveness. 7. Recommend implementation strategies including calculating the cost of implementing the plan. 8. Identify any extreme current individual or group compensation inequities and provide a recommended corrective action plan and process to remedy these situations. 9. 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. 10. Provide system documentation and computer formats to administer compensation plan. 11. Provide recommendations for the ongoing internal administration and maintenance of the proposed compensation plan. Maintenance should include annual activities such as market surveys. 12. Conduct a compression analysis to include any recommendations for implementation. 13. Conduct a comprehensive training program for Human Resources staff to ensure the staff can explain and administer the new system in the future. The training program should be clearly spelled out in the proposal. 14. Prepare a final compensation report and assist staff with a presentation of the same at a public meeting of the Board of County Commissioners. Deadline for Submitting Questions 5:00 PM, July 12th, 2023 Post the bond or other security in the amount of 25% of the total dollar value of appellant's bid/RFP, up to a maximum bond or other security amount of $250,000. Nye County reserves the right to reject any or all proposals, and to waive any informalities or irregularities.