This Solicitation opportunity from Georgia was posted on April 2, 2025. The submission period has ended. Browse the details below for market research, or find similar active opportunities.

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25-012 Job Classification and Compensation Plan Study

Closed

PE-66241-NONST-2025-000000018State & Local

Submission Closed05/28/2025, 12:00:00 AM UTC

Contract Overview

Solicitation details, issuing organization, response deadlines, documents, and interested companies for this government contract opportunity.

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NAICS: 541612

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City of Regina

POSTED

4 days ago

DEADLINE

in 16 days

AI Contract Overview

The City of Flowery Branch has issued a solicitation for a comprehensive Job Classification and Compensation Plan Study aimed at evaluating and aligning the city's pay structures and position classifications with regional public sector standards. The project’s primary goal is to assess current salary scales, responsibilities, and organizational structures, and to develop recommendations that enhance employee recruitment, retention, and job satisfaction. The scope includes benchmarking all city positions against surrounding jurisdictions, analyzing pay compression issues, updating job descriptions for accuracy and consistency, and reviewing existing classification and salary systems. The study will also involve conducting a detailed market survey of compensation and benefits, proposing new salary ranges, and providing guidelines for equitable starting pay and ongoing internal administration. Regular involvement from key city personnel such as the Human Resources Director, City Manager, Finance Director, and Department Heads will ensure the process aligns with the city’s strategic growth plans and staffing projections. Proposals will be evaluated based on experience, references, project timeline, and cost, with a clear emphasis on the vendor’s ability to deliver within a structured timeline starting around September 1, 2025. The contract size is estimated between $50,000 and $150,000, and submissions are due by May 28, 2025, at 2:00 p.m. Bidders must provide detailed methodological approaches, management strategies, and cost breakdowns, along with references from similar projects. The final deliverables will include a comprehensive report, updated electronic pay scales, and recommendations for ongoing compensation management. The process emphasizes compliance with legal standards such as FLSA and ADA, internal equity, and compatibility with existing payroll systems, ensuring the city maintains a competitive and equitable compensation framework aligned with best practices in public sector human resources management.

General Info

Agency

Georgia → City of Flowery Branch

NAICS

541612 - Human Resources Consulting Services

Place of Performance

GA, USA

Set-Aside

NONE

Documents

RFP 25-012 Job Classification and Compensation Plan Study

rfp

High

AI Contract Breakdown

Uniform Contract Format

Timeline

1 update

PhaseClosed

PostedApr 2

Solicitation

Notice updatedApr 2

Solicitation number changed from 66241 FLOWERY PE-66241-NONST-2025-000000018 to PE-66241-NONST-2025-000000018.

Response DeadlineMay 28

Deadline has passed

Submission Closed

05/28/2025, 12:00:00 AM UTC

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Organization & Contact Information

AgencyGeorgia → City of Flowery Branch

Contacts1 person available

OfficeN/A

Organization / AgencyGeorgia → City of Flowery Branch

Office AddressN/A

Contacts

Nancy Rodriguez

contact@example.gov

+1 (555) 000-0000

Full Description

The purpose of this project is to see where the City of Flowery Branch¿s positions and pay scale are in relation to similar positions in our market and receive recommendations on any adjustments that may be necessary to support employee recruitment, retention, and job satisfaction. This work will include reviewing the compensation structure and responsibilities of existing positions, new positions, and position clusters (job families) to ensure recommendations are consistent with other public sector agencies¿ salary and classification schemas. All work will be done with the regular involvement of the Human Resources Director, the City Manager, the Finance Director and other Department Heads and key personnel as necessary.