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~D <br />• The consultant will propose a process by which comparable private sector salary <br />data, to the extent it may be available, may be examined for various positions for <br />which Orange County must also compete with the private sector. <br />The survey will include benchmark classes and in addition should incorporate a variety <br />of specialized positions as determined in conjunction with the Personnel Director. Salary <br />survey data collected must include salary range minimums and maximums, actual <br />salaries paid, and the number of positions, so that weighted averages may be <br />determined. <br />2. Analysis of findings and recommendations. The consultant will evaluate the salary <br />grade assignment for each class based on the review of duties and responsibilities and <br />salary survey. From this analysis, the consultant will recommend. a classification and <br />salary grade assignment for each position in the existing or recommended County <br />salary schedule. The consultant also will recommend a salary implementation plan for <br />the study results along with estimated costs. <br />3. Pay Policy Recommendations. The consultant will identify and recommend pay <br />strategies and the accompanying policies that will enable the County to maintain an <br />equitable, competitive pay plan on an on-going basis, including addressing salary <br />compression issues. <br />Timeframe: Salary data is to be ready for discussion with Personnel staff and the Manager <br />along with draft allocations by February 29, 2008. Tentative implementation cost estimates <br />also are to be ready by the end of February 2008. <br />G. Scope of the Study -Benefits Portion <br />1. .Labor Market Survey. In the labor market study conducted in the pay portion of the <br />study, the consultant will include an employee benefits survey covering economic and <br />non-economic benefits. For this purpose, economic benefits may include retirement, <br />supplemental retirement, health insurance (including retiree health), dental insurance, <br />life insurance, disability income insurance, long term care insurance, Longevity Pay, <br />Tuition Refund, or other categories. Non-Economic benefits may include Leaves <br />(Vacation; Sick; Others), Holidays, or other categories. The consultant will indicate <br />whether or not benefits surveyed in each jurisdiction are part of a "cafeteria-style" <br />benefit plan. <br />2. Employment Categories. In the labor market study portion covering benefits, the <br />consultant also will identify the employment categories used by each employer <br />surveyed such as permanent or temporary, the definitions for these categories, and <br />approximate number of employees in each. If any employee category other than <br />permanent employment receives employee benefits, the consultant will specify the <br />category and benefits received. <br />3. Special Recruitment. Also in the benefits study, the consultant will identify any special <br />pay or benefits used for recruitment such as additional leave, bonus payments, or other. <br />