Active SLED Opportunity · CALIFORNIA · MIDPENINSULA REGIONAL OPEN SPACE DISTRICT
AI Summary
Midpeninsula Regional Open Space District seeks strategic HR consulting services for classification and compensation studies, organizational review, and career pathway development. The multi-phase project includes market surveys, documentation analysis, and recommendations to support workforce development and succession planning. Proposals due May 18, 2026.
The scope of work for this multi-phase, strategic HR consulting engagement, is anticipated to include, but is not limited to, the following components: Classification Studies: Conduct classification studies on individual positions or entire departments. Recommend updates to existing classification specifications and, as appropriate, recommend reclassifications or new classifications and identify outdated or unnecessary classifications for elimination. Compensation Studies: Conduct market surveys (pay and benefits) for one or more District classifications using the District’s 15 comparator agencies, including but not limited to: Early 2027: Field Employees Association – six classifications Early 2027: Midpen Rangers Peace Officers Association – three classifications Mid-2027: Board Appointees – three classifications Date TBD: Unrepresented classifications – approximately 55 benchmark classifications. Recommend changes to the existing compensation schedule based on the District’ compensation philosophy while incorporating HR standards and best practices. Organizational and Documentation Review to Enhance Career Pathways and Workforce Development. The District seeks a comprehensive review and analysis of organizational documentation and staffing structures, including a review of the classification and compensation schedule, with the goal of identifying opportunities to develop or enhance career pathways, support succession planning, and strengthen employee retention and engagement — all grounded in the District’s current and projected operational needs. All recommendations should be clearly aligned with and responsive to the District’s functional requirements, staffing demands, and long-term organizational goals. The intent is to ensure that any proposed changes to career pathways, classifications, or progression models are practical, mission-driven, and tailored to support the District’s ability to deliver services effectively and sustainably. Conduct a thorough review of relevant District documents and materials, including but not limited to strategic plans, organizational policies, operational reports, staffing structures, budget and planning documents, labor agreements, and existing classification and compensation frameworks to: Assess how current and future operational needs are reflected in workforce planning and staffing structures. Identify gaps or misalignments between organizational goals and existing job classifications or career progression opportunities. Understand the District’s strategic priorities, service delivery models, and resource allocations as they relate to workforce development. Establish a foundation for recommending classification, career ladder, and organizational structure changes that are practical and aligned with District operations and current/emerging needs. Compare the current Classification schedule and their job descriptions/compensation ranges with comparator agencies to understand similarities and differences, and to further inform the recommended changes to Midpen’s structure. Conduct various interviews with executive staff and management staff to: Gain insight into operational needs, staffing challenges, and organizational priorities. Identify current strengths, weaknesses, opportunities, and threats (SWOT) related to workforce structure and career development. Following the comprehensive documentation review and interviews, conduct a comprehensive analysis to provide recommendations for: Career Ladders: Develop a clear set of principles to guide the creation of the classification career ladder framework. Identify logical progression opportunities within and across job families. Recommend new classifications, where appropriate, to create clear advancement paths and prepare the relevant new classification specifications with any updates to existing classification specifications within the classification families to ensure proper succession throughout. Align career pathways with operational needs, employee development goals, and retention strategies. Draft a clear career progression framework, outlining the criteria for advancement for each role based on sound HR standards and best practices, including what classifications should be flexibly staffed and what classifications require a competitive recruitment process to fill vacancies. Recommend alternative career progression structures/other retention strategies for roles not well-suited to traditional ladder frameworks or to expanded ladders. Ensure recommendations support long-term organizational sustainability and workforce agility. Support Midpen’s strategic communication plan for introducing the career ladder recommendations to employees by preparing key messaging and factual explanatory information. ANTICIPATED PROJECT SCHEDULE The following is a tentative schedule that is subject to change. The District will inform all vendors of changes in the schedule via addendum. DateMilestone Monday, April 20, 2026 (5pm) Request for Proposals and Qualifications Issued Monday, May 4, 2026 (by Noon) Deadline for questions, clarifications on RFPQ (via BidNet Direct) Friday, May 8, 2026 (by Noon) District Issues Addendum with Responses (via BidNet Direct) Monday, May 18, 2026 (by Noon) Deadline to receive Proposals (via email to rwolfe@openspace.org) Monday, June 1, 2026 Finalists Identified Week of June 8, 2026 Interviews with Finalists Monday, June 15, 2026 Notification to Final Selected Consultants July 2026 Contract award August 2026 Agreement Commences The District reserves the right to conduct personal interviews or require presentations of any or all proposers prior to the selection; request more detailed information from one or more proposers to provide for a reliable comparison between proposals; reject any or all proposals received and to request additional information as deemed necessary and appropriate. **Solicitation Type**: RFQP - Request for Qualifications & Proposals (Formal) **Source ID**: PU.AG.USA.2731582.C18500776 **Piggyback Contract**: No **Question Acceptance Deadline**: 05/04/2026 03:00 PM EDT **Questions are submitted online**: Yes **Bid Submission Type**: Physical Bid Submission **Additional Bidding Instructions**: Email your proposal to rwolfe@openspace.org at the date and time specified in the RFPQ document and Description section above. **Owner Organization**: Human Resources **Solicitation Number**: RFQP-0000000046 **Reference Number**: 0000420233
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.
SamSearch Platform
AI-powered intelligence for the right opportunities, the right leads, and the right time.