NS Contract - Personnel The Archer Group to complete a Pay Classification and Benefits Study

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lq- , new professions, reengineered work flow, skill-based career progression, skill-based pay, self-directed teams, etc: • Consultant will develop wage and salary cost projections re uired to implement the • q recommended compensation system, by department and by total organization, including the development of alternative cost models/projections where appropriate and applicable. • Consultant will develop job descriptions for every job under study to include task integrated performance indicators and ADA requisites for compliance with the Americans with Disabilities Act (ADA). • Consultant will conduct a review and analysis to determine if exempt ornon-exempt designations for all positions are in compliance with the Fair Labor Standards Act, to include recommendations on the use of non-exempt salaried vs. non-exempt hourly designations for certain or all non-exempt status positions. • Consultant will develop a transition plan from the current system to the new system. • Consultant will develop a final comprehensive narrative report and an allocation list of proposed placement of classifications and individuals. • Consultant will review the County's current personnel policies related to compensation and make revisions and changes where appropriate in order to ensure that the policies are stated in a clear, concise and easy to understand format structure and for the purpose of ensuring that the policies meet the requisites of operational effectiveness and the requisites of those federal, state and local regulatory acts and ordinances that the County must ascribe and adhere to. . • Consultant will present oral presentations of our final report to the County's management. • Consultant will provide for training and presentations necessary to develop understanding and commitment to the compensation system among supervisors, managers, and senior management staff, including on site, in-depth training for the individuals/employees who will be maintaining and administering the compensation system. • Consultant will develop alternative implementation strategies to assist the County in finding a strategic implementation model formulated within the construct of budgetary feasibility, funding constraints, operational philosophy, performance expectations, employee service and organizational culture. • Consultant will provide and maintain open channels of communications with regard to both process and progress throughout the study. 2 •