City of Beaufort Sealed Solicitation
Title: EMPLOYEE COMPENSATION STUDY AND WORKFORCE ASSESSMENT
Deadline: 10/31/2024 2:00 PM (UTC-05:00) Eastern Time (US & Canada)
Status: Open
Solicitation Number: RFP 2025-106
Description: The City of Beaufort is seeking proposals for consulting services to conduct a City-wide Employee Compensation Study and Workforce Assessment.
• Pre-Bid Meeting: October 09, 2024, 2:00 PM
• Questions Due: October 21, 2024, 4:00 PM
• Answers Due: October 25, 2024, 4:00 PM
• Bid Submissions Due: October 31, 2024, 2:00 PM
• Public Bid Opening: October 31, 2024, 2:00 PM
The RFP and additional documents may be accessed on the City’s website under current Bid Opportunities at https://www.cityofbeaufort.org/165/Procurement or by contacting the Procurement Administrator at 843-525-7071, or by email to procurement@cityofbeaufort.org.
“EQUAL EMPLOYMENT OPPORTUNITY”
Pre-Bid Meeting Date: 10/9/2024 2:00 PM
Pre-Bid Meeting Details: Pre-Bid Meeting: October 09, 2024, 2:00 PM, Planning Department Conference Room
Documents:
Addition 1
Posted: 10/22/2024
Type of Addition: ADDENDUM 1: QUESTIONS AND ANSWERS
Overview: This Addendum No. 1 to RFP 2025-102 is issued by the City of Beaufort Finance Department. Except as modified by this Addendum No. 1, all areas of the RFP not specifically mentioned in or affected by this addendum shall remain unchanged.
1. What was the date of the last study completed? Was it of the same scope as the current request? Did it include updated job descriptions?
A. 9/21/2021
2. Was the previous study completed internally or with the assistance of an outside firm? Who was the outside firm if one was used?
A. Outside firm, Evergreen Solutions, LLC
3. How many employees and unique job titles will be included in the scope of the study?
A. Approximately about 190 staff members/103 Job tiles
4. Can the city provide the current list of job titles/classifications and current staff quantities?
5. A. Yes
6. Are you asking for the preparation of any new job descriptions?
A. No, not currently
7. What is the budget for the project or the expected range of cost?
A. 50K
8. What is the City’s anticipated start date for the project?
A. ASAP
9. When do you need to have your results for the study?
A. March 2025 would be ideal
10. Is it possible to submit a proposal that excludes the workforce study? This is typically a separate project with a variety of subject matter experts; and the impact that a compensation study is very difficult to navigate at the same time.
A. Yes, we would accept proposals that omit the workforce study.
11. Is the current salary grid constructed with stepped increments or open (with a minimum, Midpoint, and maximum)? Currently using Min, Mid and Max - No, step increment process.
12. Please confirm the submission deadline.
A. October 31.
13. For the custom salary survey, does the City have a list of comparator organizations that they want the consultant to use, or is the City looking for the consultant to identify the comparator organizations for inclusion in the survey? This can be collaborative and will depend on expertise of form.
14. What are the City's fiscal year beginning and end dates?
A. July 1 – June 30.
15. Does the City currently use pay grades, or is each unique job title assigned to its own pay range?
A. Pay Grades
16. How many pay plans (pay structures/pay grids) does the City currently use? If more than one, what employee groups are assigned to each pay plan?
A. 4 - Administrative, Police, Fire and Public Works
17. Does the City provide pay increases on the employee’s anniversary date, a common date for all employees, or based on some other timing? Please explain.
A. The City uses a performance management system which is tied to merit increases based on performance.
18. The RFP requests that a Workforce/Staffing Analysis be conducted. Please explain what's driving this request.
A. The City wants to make sure that we have enough staff to do the jobs and meet the demands.
19. Does the City want the consultant to include an analysis of the FLSA classifications of each unique job title?
A. Not necessary.
20. Does the City desire that all employees receive a job analysis questionnaire during the job analysis stage of the project, or are job descriptions in good enough shape to bypass the need for questionnaires?
A. In favor of analysis questionnaires but would like to discuss further with selected vendor.
21. The RFP requests implementation strategies regarding skill pay, certification/education compensation, special assignment compensation, bilingual pay, promotional pay, and acting assignment pay. Which of these types of pay does the City currently use, and does the City currently have policies addressing these types of pay? Please explain.
A. No real policies, but we do give incentives for the majority of the above.
22. After the project is completed and implemented, does the City expect to be able to conduct its own job analysis and job evaluations when new jobs are created and existing jobs require re-evaluation, or will the City prefer to have the consultant provide that service as part of an ongoing maintenance agreement?
A. No continued service after project is complete.
All Bidders shall acknowledge receipt and acceptance of this Addendum by signing in the space provided in the RFP Signature Page. Bids submitted without this Addendum may be considered non-responsive.
Documents:
Posted: 10/22/2024
Type of Addition: ADDENDUM 1: QUESTIONS AND ANSWERS
Overview: This Addendum No. 1 to RFP 2025-102 is issued by the City of Beaufort Finance Department. Except as modified by this Addendum No. 1, all areas of the RFP not specifically mentioned in or affected by this addendum shall remain unchanged.
1. What was the date of the last study completed? Was it of the same scope as the current request? Did it include updated job descriptions?
A. 9/21/2021
2. Was the previous study completed internally or with the assistance of an outside firm? Who was the outside firm if one was used?
A. Outside firm, Evergreen Solutions, LLC
3. How many employees and unique job titles will be included in the scope of the study?
A. Approximately about 190 staff members/103 Job tiles
4. Can the city provide the current list of job titles/classifications and current staff quantities?
5. A. Yes
6. Are you asking for the preparation of any new job descriptions?
A. No, not currently
7. What is the budget for the project or the expected range of cost?
A. 50K
8. What is the City’s anticipated start date for the project?
A. ASAP
9. When do you need to have your results for the study?
A. March 2025 would be ideal
10. Is it possible to submit a proposal that excludes the workforce study? This is typically a separate project with a variety of subject matter experts; and the impact that a compensation study is very difficult to navigate at the same time.
A. Yes, we would accept proposals that omit the workforce study.
11. Is the current salary grid constructed with stepped increments or open (with a minimum, Midpoint, and maximum)? Currently using Min, Mid and Max - No, step increment process.
12. Please confirm the submission deadline.
A. October 31.
13. For the custom salary survey, does the City have a list of comparator organizations that they want the consultant to use, or is the City looking for the consultant to identify the comparator organizations for inclusion in the survey? This can be collaborative and will depend on expertise of form.
14. What are the City's fiscal year beginning and end dates?
A. July 1 – June 30.
15. Does the City currently use pay grades, or is each unique job title assigned to its own pay range?
A. Pay Grades
16. How many pay plans (pay structures/pay grids) does the City currently use? If more than one, what employee groups are assigned to each pay plan?
A. 4 - Administrative, Police, Fire and Public Works
17. Does the City provide pay increases on the employee’s anniversary date, a common date for all employees, or based on some other timing? Please explain.
A. The City uses a performance management system which is tied to merit increases based on performance.
18. The RFP requests that a Workforce/Staffing Analysis be conducted. Please explain what's driving this request.
A. The City wants to make sure that we have enough staff to do the jobs and meet the demands.
19. Does the City want the consultant to include an analysis of the FLSA classifications of each unique job title?
A. Not necessary.
20. Does the City desire that all employees receive a job analysis questionnaire during the job analysis stage of the project, or are job descriptions in good enough shape to bypass the need for questionnaires?
A. In favor of analysis questionnaires but would like to discuss further with selected vendor.
21. The RFP requests implementation strategies regarding skill pay, certification/education compensation, special assignment compensation, bilingual pay, promotional pay, and acting assignment pay. Which of these types of pay does the City currently use, and does the City currently have policies addressing these types of pay? Please explain.
A. No real policies, but we do give incentives for the majority of the above.
22. After the project is completed and implemented, does the City expect to be able to conduct its own job analysis and job evaluations when new jobs are created and existing jobs require re-evaluation, or will the City prefer to have the consultant provide that service as part of an ongoing maintenance agreement?
A. No continued service after project is complete.
All Bidders shall acknowledge receipt and acceptance of this Addendum by signing in the space provided in the RFP Signature Page. Bids submitted without this Addendum may be considered non-responsive.
Documents: