Active SLED Opportunity · FLORIDA · CITY OF GROVELAND
AI Summary
The City of Groveland seeks a qualified consultant to conduct a comprehensive citywide classification and compensation study, including job description updates, pay plan design, salary compression analysis, performance management tools, and stakeholder engagement, to support effective human resources management across all city departments.
The City of Groveland seeks proposals from qualified consultants to perform a citywide classification and compensation study and related human resources services. This draft scope is intended for inclusion in a Request for Proposals and is based on the City’s 2018 classification and compensation study, the current Groveland scope memorandum, and the City’s current personnel classification titles. The selected consultant shall provide a comprehensive, implementation-oriented review of compensation, classification, job documentation, and performance management tools for positions across City departments, including administrative, professional, technical, maintenance, utilities, parks, police, and fire classifications, as applicable under the solicitation.Task 1 – Project Initiation and Management.The consultant shall provide overall project management from notice to proceed through final acceptance. Services shall include project kickoff, confirmation of project goals and study population, development of a work plan and communication protocol, identification of required City data, coordination with City staff, periodic status updates, and project schedule management. The consultant shall identify information needed from the City, including organizational charts, current pay plans, budgets, job descriptions, personnel rosters, and relevant policies.Task 2 – Position Inventory and Data Validation.The consultant shall review the City’s current personnel classification titles and confirm the list of positions to be studied, including full-time, part-time, seasonal, exempt, non-exempt, public safety, professional, administrative, technical, and maintenance classifications, as directed by the City. The consultant shall identify duplicate, outdated, vacant, trainee, interim, and specialty classifications as appropriate and confirm department assignment, reporting relationships, FLSA considerations, and other relevant job attributes needed for the study.Task 3 – Classification Review and Job Description Update.The consultant shall review existing job descriptions and position documentation to determine whether positions are properly classified based on the work performed. The review shall consider essential functions, minimum qualifications, education, experience, certifications, supervisory responsibility, complexity, working conditions, and other job content factors. The consultant shall recommend revised class titles, class concepts, exempt or non-exempt designation support, and updated job descriptions in a standardized format for all positions included in the study.Task 4 – Compensation and Benefits Analysis.The consultant shall analyze the City’s current pay plan, salary structure, and related compensation practices. The analysis shall evaluate external competitiveness using an appropriate and defensible market survey methodology and comparator agencies approved by the City and shall evaluate internal equity among classifications. The consultant shall identify positions that may be below market, above market, compressed, misaligned, or otherwise in need of review. To the extent included in the consultant’s methodology, the consultant shall summarize relevant benefits considerations and note their relationship to total compensation.Task 5 – Pay Plan Design and Career Progression Framework.Based on the study findings, the consultant shall develop recommendations for a revised classification and compensation structure, including salary grades or ranges, placement methodology, and guidance for internal alignment. The consultant shall also recommend a skill-based or career progression framework, as applicable, for non-exempt and exempt classifications, including consideration of progression criteria, developmental movement, and logical growth paths where operationally appropriate.Task 6 – Salary Compression, Adjustment, and Implementation Analysis.The consultant shall identify salary compression and other pay relationship issues, including issues associated with tenure, recruitment difficulty, supervisory relationships, and public safety pay practices, where applicable. The consultant shall provide options for implementation, including estimated fiscal impact, prioritization scenarios, and a recommended implementation strategy. If requested by the City, the consultant shall provide phased implementation alternatives for consideration during budgeting and adoption.Task 7 – Performance Metrics and Evaluation Tools.Under the direction of the City and City Counsel, as applicable, the consultant shall develop measurable performance metrics at the division or functional level and prepare a standardized employee evaluation template for consistent, documented feedback. The consultant shall also assist the City with annual performance review tools and associated guidance so that evaluation practices can be implemented consistently across the organizationTask 8 – Stakeholder Engagement and Validation.The consultant shall conduct interviews, workshops, questionnaires, or other information-gathering activities sufficient to validate position content and organizational needs. At a minimum, the consultant shall coordinate with executive leadership, department directors, and designated staff representatives. The consultant shall describe how employee input will be gathered and how findings will be validated while maintaining a structured and defensible methodology.Task 9 – Draft and Final Reporting.The consultant shall prepare draft and final reports summarizing methodology, findings, recommendations, implementation options, and supporting tables. The consultant shall present findings to City administration and, if requested, to the City Council or other public body. The consultant shall address reasonable City comments on draft deliverables and incorporate revisions into final deliverables.
SLED stands for State, Local, and Education. These are solicitations issued by state governments, counties, cities, school districts, utilities, and higher education institutions — as opposed to federal agencies.
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