Total Compensation Study

The Las Virgenes Municipal Water District is seeking Proposals for Total Compensation Study. Proposals are to be submitted through the Procurement Portal at https://procurement.opengov.com/portal/lvmwd, no later than 5:00 pm on Wednesday, May 20, 2026.

Background

The last total compensation study was conducted in 2023.  The study was a “refresh” of the last full total compensation study that was conducted prior to that, in 2017.  The 2023 refresh was limited to updating the salary figures of the market comparator classifications that were identified in the 2017 study, with the exception of adding seven new benchmark classifications and two new market comparator agencies.  The District seeks to complete a new study at this time (not just a refresh) to ensure market competitiveness and the ability to continue to attract and retain a highly skilled work force.  The District desires to complete a total compensation study that compares (1) base salaries; (2) benefits; and (3) total compensation both together and separately to understand its place in the market in regard to both pay and benefits.

Currently, there are a total of 105 classifications.  There are two bargaining units represented by the Service Employees International Union (SEIU) (the General Unit and the Office Unit) and two bargaining units not represented by a national union (the Supervisor, Professional, and Confidential (SPC) Unit and the Management Unit.)  There is also an unrepresented group.

There are five distinct groups of employees with corresponding benefit levels which will need to be analyzed separately.

• SEIU General Unit (58 employees)
• SEIU Office Unit (18 employees)
• Supervisor, Professionals, and Confidential Unit (34 employees)
• Management Unit (9 employees)
• Unrepresented Group (7 employees)

Additionally, the General Manager has their own employment contract.

Existing Salary Structure

For SEIU positions, the District uses a system of salary ranges with each range having a 7-step increase of approximately 6.27% between steps.  The spread from minimum to maximum is 37.63%.  Benchmark jobs are placed in ranges in accordance with market.  Non-benchmark jobs are placed by comparing them to benchmark jobs.   

All other positions have salary ranges without steps. The salary spread from minimum to maximum varies based on groups.

Study Comparator Agencies

Previously, the District used 18 agencies, representing both cities and special districts, in surveying benchmark jobs and benefits.  During the 2023 refresh, two benchmark agencies were added, totaling 20 benchmark agencies.  All agencies have either water, sanitation or both levels of operations.  They represent a cross section of local, regional and statewide organizations.  The selected consultant will use these 20 comparator agencies for the study.

Job Descriptions

Job descriptions were last fully updated in 2010.  However, job descriptions are periodically updated as needed, such as when a vacancy for that classification takes place or as the need arises based on other factors.  Any changes to job descriptions are approved by the District and the represented employee groups.

The District may include classifications for an in-depth job evaluation.  The purpose of this job evaluation is to determine whether the current classification is appropriate, including determining its exempt or non-exempt status.

Term of Engagement

The District requests that prospective firms include in their proposal a proposed timeline of completion with project milestones. The following are proposal milestones.

The selected consultant will prepare an overall project schedule including monthly updates that may be presented verbally or in writing.

Project Details

• Reference ID: 2026-RFP-042
• Department: Human Resources
• Department Head: - (-)

Important Dates

• Questions Due: 2026-05-12T00:00:00.000Z

Evaluation Criteria

• Mandatory Elements (1 pts) —
  1. The firm must provide a statement that legally proves they can provide services in the state of California.
  2. The firm has no conflict of interest with regard to any other work performed by the firm for the District.
  3. The firm adheres to the instructions in this Request for Proposals on preparing and submitting the proposal.
• Technical Qualifications (75 pts) —
  1. The firm's past experience and performance on comparable engagements.
  2. The quality of the firm's professional personnel to be assigned to the engagement and the quality of the firm's management support personnel to be available for technical consultation.
  3. Quality of the plan and approach to complete the Scope of Services.
  4. Demonstrated results of projects with similar Scopes of Service. 
• Costs (24 pts) —

  Cost of completing the required Scope of Services. The District will select the firm with the highest overall ranking after considering both technical qualifications and price. For this RFP, Technical Qualifications will have a higher weight than Price.

Submission Requirements

• Please submit your complete proposal, EXCLUDING Cost: (required)
• Please submit your cost proposal here: (required)
• The District is requesting proposals from qualified firms to provide _______________________________. (required) —

  Example: internal audit services including developing a risk assessment, audit plan, and completing audits

• It is anticipated that the engagement will be for ________________________ (required) —

  Example: a one-year period with four (4) one-year options

• Is this a formal bid for LVMWD or JPA? (required)
• Please make the appropriate selection: (required)
• Will you be using an electronic pricing table? (required)
• Is the professional service subject to Disadvantaged Business Enterprise Requirements? (required)
• Will the contractor be performing work on district property? (required)
• Is this services/bid related to the construction phase of the Pure Water Project that is funded with CASRF funds? (required)
• Please confirm your draft RFP was reviewed by Human Resources and approved to move forward. (required) —

  If it was not, you MUST consult with Human Resources before proceeding.

• YOU MUST CONSULT WITH HUMAN RESOURCES BEFORE PROCEEDING. (required) —

  YOU MUST CONSULT WITH HUMAN RESOURCES BEFORE PROCEEDING.