This Solicitation opportunity from California was posted on April 20, 2026. The submission period has ended. Browse the details below for market research, or find similar active opportunities.

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Total Compensation Study

Closed

2026-RFP-042State & Local

Submission Closed05/21/2026, 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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UK_1508- Global colleague experience platform

Solicitation # ocds-h6vhtk-079059

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Solicitation # COR26-00271

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City of Regina

POSTED

4 days ago

DEADLINE

in 16 days

AI Contract Overview

The District is seeking to conduct a comprehensive total compensation study, moving beyond the limited "refresh" performed in 2023, which primarily updated salary figures and added new benchmark classifications and comparator agencies. This new study aims to thoroughly assess base salaries, benefits, and total compensation to ensure competitive positioning in the market for attracting and retaining skilled employees. It will cover all 105 classifications across five distinct employee groups, including two SEIU bargaining units (General and Office), two non-union bargaining units (Supervisor, Professional, and Confidential, and Management), and an unrepresented group. The study will evaluate compensation structures, which for SEIU positions currently consist of salary ranges with defined steps and spreads, while other groups have salary ranges without steps. The selected consultant will also review job descriptions and classifications to verify appropriateness, including exempt status, with the possibility of conducting in-depth job evaluations. The study will utilize 20 benchmark agencies, representing a cross section of local, regional, and statewide organizations involved with water and sanitation services, to provide comparative market data. Job descriptions, last fully updated in 2010 but modified as needed since, will be reviewed in collaboration with the District and employee groups. The solicitation outlines a clear timeline beginning with proposal submissions due by May 21, 2026, candidate finalist identification and consultant interviews in early June, contract award by early July, and project kickoff later that month. The consultant is expected to deliver the completed study by June 2027, with ongoing monthly progress reporting. The engagement will require close coordination with the District’s Human Resources and Purchasing offices, aiming to produce a detailed, market-aligned compensation framework that supports workforce competitiveness and sustainability.

General Info

District contracts consultant to conduct comprehensive compensation study covering 105 classifications by June 2027.

Agency

California → Human Resources

NAICS

541612 - Human Resources Consulting Services

Place of Performance

CA, USA

Set-Aside

NONE

Documents

DBE_Attachment.pdf

Total Compensation Study.pdf

AI Contract Breakdown

Uniform Contract Format

Timeline

PhaseClosed

PostedApr 20

Solicitation

Response DeadlineMay 21

Deadline has passed

Submission Closed

05/21/2026, 12:00:00 AM UTC

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Organization & Contact Information

AgencyCalifornia → Human Resources

Contacts2 people available

OfficeCalabasas, CA, 91302, USA

Organization / AgencyCalifornia → Human Resources

Office AddressCalabasas, CA, 91302, USA

Contacts

Sophia CrockerHuman Resources Manager

contact@example.gov

+1 (555) 000-0000

Liz SmithPurchasing Supervisor

contact@example.gov

+1 (555) 000-0000

Interested Companies (22)

Marketway GlobalAnaheim, CA

House Strategies GroupTampa, Florida

In Earth ConsultingIrving, TX

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Full Description

The last total compensation study was conducted in 2023. The study was a "refresh" of the last full total compensation study that was conducted prior to that, in 2017. The 2023 refresh was limited to updating the salary figures of the market comparator classifications that were identified in the 2017 study, with the exception of adding seven new benchmark classifications and two new market comparator agencies. The District seeks to complete a new study at this time (not just a refresh) to ensure market competitiveness and the ability to continue to attract and retain a highly skilled work force. The District desires to complete a total compensation study that compares (1) base salaries; (2) benefits; and (3) total compensation both together and separately to understand its place in the market in regard to both pay and benefits. Currently, there are a total of 105 classifications. There are two bargaining units represented by the Service Employees International Union (SEIU) (the General Unit and the Office Unit) and two bargaining units not represented by a national union (the Supervisor, Professional, and Confidential (SPC) Unit and the Management Unit.) There is also an unrepresented group. There are five distinct groups of employees with corresponding benefit levels which will need to be analyzed separately. SEIU General Unit (58 employees) SEIU Office Unit (18 employees) Supervisor, Professionals, and Confidential Unit (34 employees) Management Unit (9 employees) Unrepresented Group (7 employees) Additionally, the General Manager has their own employment contract. Existing Salary Structure For SEIU positions, the District uses a system of salary ranges with each range having a 7-step increase of approximately 6.27% between steps. The spread from minimum to maximum is 37.63%. Benchmark jobs are placed in ranges in accordance with market. Non-benchmark jobs are placed by comparing them to benchmark jobs. All other positions have salary ranges without steps. The salary spread from minimum to maximum varies based on groups. Study Comparator Agencies Previously, the District used 18 agencies, representing both cities and special districts, in surveying benchmark jobs and benefits. During the 2023 refresh, two benchmark agencies were added, totaling 20 benchmark agencies. All agencies have either water, sanitation or both levels of operations. They represent a cross section of local, regional and statewide organizations. The selected consultant will use these 20 comparator agencies for the study. Job Descriptions Job descriptions were last fully updated in 2010. However, job descriptions are periodically updated as needed, such as when a vacancy for that classification takes place or as the need arises based on other factors. Any changes to job descriptions are approved by the District and the represented employee groups. The District may include classifications for an in-depth job evaluation. The purpose of this job evaluation is to determine whether the current classification is appropriate, including determining its exempt or non-exempt status. Term of Engagement The District requests that prospective firms include in their proposal a proposed timeline of completion with project milestones. The following are proposal milestones. Proposal Due Date May 20, 2026 Finalists Identified May 27, 2026 Consultant Interviews Week of June 8, 2026 Consultant Selection and Contract Preparation Week of June 15, 2026 Award of Contract July 7, 2026 Kick Off Meeting July 21, 2026 Anticipated Completion June 2027 The selected consultant will prepare an overall project schedule including monthly updates that may be presented verbally or in writing.