SLED Opportunity · IDAHO · NORTH IDAHO COLLEGE
AI Summary
North Idaho College seeks consulting services for a comprehensive compensation study to review and update salary structures for staff and faculty, including market analysis and recommendations to enhance recruitment and retention.
North Idaho College (NIC) is seeking proposals for professional services to review the College’s salary structures, and make recommendations for updating the structures. This may include revisions to the existing structures or creation of new structures in alignment with the College’s compensation policy. This will include review of current compensation (salary/wages) for identified regular, full-time positions (approximately 200 job descriptions) and adjunct faculty positions, and recommendation of possible wage adjustments. The College’s labor market is generally private and public employers in the Inland Northwest for exempt staff positions and more specifically, Kootenai County and Spokane County areas for nonexempt. The labor market for faculty is generally two-year colleges of similar size in the Northwest and Mountain States regions. It is expected the study will indicate what actions should be taken, if any, to avoid loss of qualified staff and faculty, and difficulties in recruiting new employees to NIC employment. The Consultant shall work directly with the College’s HR Department. The Consultant shall meet with the HR team to discuss methodology, develop a plan and resolve any questions around selected benchmark positions. Additionally, the Consultant will meet with the HR team, a group of representatives from college constituent groups, and with College leadership to ensure input is received on survey data comparisons, prior to initiating a survey. After conducting the survey and market analysis, and determining recommendations and their associated costs, Consultant will present the final report and findings to these groups and to the Board of Trustees as requested. The Consultant will collaborate with the HR team at each phase of the study and prior to making any presentations to the College. The College further expects ongoing and open communications between Consultant and College’s HR team over the course of performing the work and services, and throughout each work phase. All recommendations must comply with applicable State and Federal laws and enhance the College’s ability to recruit and retain qualified personnel. Specific Tasks: a. Present project plan, communication plan, costs, information and resources needed, prior to commencing the analysis. b. Present a trend of College’s compensation related to CPI and other appropriate metrics over the past ten years, along with a market study and review of the region for cost of living. c. Recommend a target group of organizations for comparison with each employee group: classified/nonexempt staff, professional/exempt staff, and faculty. Present recommendation and incorporate feedback prior to commencing market analysis. d. Conduct a staff compensation market analysis using private and public employers in the Inland Northwest. Recommendations should include: Appropriate adjustments for our benchmarked full-time regular classifications consistent with compensation philosophy. e. Conduct a faculty compensation market analysis using two-year public higher education employers in the Northwest and Mountain West. Recommendations should include: Appropriate adjustments for our benchmarked full-time regular classifications consistent with compensation philosophy. Approach to identify and compensate high demand disciplines, which may include health professions, nursing, and/or specific STEM fields. Appropriate adjustments for adjunct faculty compensation. f. Provide a clear mechanism/rationale to slot any positions not included as benchmarks in the study. g. Evaluate and propose any modifications to the current staff and faculty salary structures, including total cost. Propose options, to include multi-year implementation. h. Develop conclusion indicating overall assessment of the College’s competitive position considering salary and wage data reported. i. Project trend of compensation activities for organizations surveyed and recommended options to maintain competitive position in the market. j. Present final presentation of findings and implementation strategy to the College’s Leadership (President’s Cabinet), representatives from college constituent groups and potentially to the Board of Trustees as deemed necessary. k. Provide a list of additional services that may be necessary or valuable in performing a more thorough analysis in the future. l. Written recommendations that may exceed the completion of the salary study.
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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