The School Board of Sarasota County, through a Request for Proposal (RFP) process, is seeking proposals from highly qualified, well established, and experienced firm/consultant to complete a comprehensive district wide compensation study and analysis. Market Compensation Analysis a) The firm/consultant will conduct an internal comprehensive job evaluation and external comparison for all applicable positions. b) The firm/consultant will include a comparison and analysis of salaries and wages of like or similar jobs of comparable public-school districts and state organizations with similar positional or organizational characteristics. c) The firm/consultant will include competitive reference points, including but not limited to those indicated below: i. Hillsborough County Public Schools, Florida ii. Manatee County Public Schools, Florida iii. Charlotte County Public Schools, Florida iv. Lee County Public Schools, Florida v. Collier County Public Schools, Florida vi. St. Johns County Public Schools, Florida vii. Marion County Public Schools, Florida viii. Seminole County Public Schools, Florida B. Compensation Analysis a) The firm/consultant will evaluate the existing compensation structure and provide change recommendations as appropriate. l i. Analysis of current pay practices, frequency, position longevity, etc. ii. Review and evaluate current classification and pay structure and position placement within salary ranges. iii. The firm/consultant will conduct a compressional analysis and examine the equity of pay among the present employees based upon qualifications, experience, responsibilities, and longevity. The firm/consultant will identify any outliers and other recommendations for correction if appropriate. iv. The firm/consultant will provide recommendations on pay delivery processes related to steps and longevity, base wage increases, and maximum/minimum wage increases. v. Identify compression areas and recommend resolution strategies. vi. Provide recommendations for compensation structures/rules to maintain market competitiveness and prevent future compression. C. Position Analysis a) Conduct a review between the job title and responsibilities. b) Provide recommendations relative to the educational background of the employee by position (required or preferred). D. Compensation Structure Recommendations and Implementation a) The firm/consultant will develop an implementation strategy and provide plan options for an updated compensation structure. The implementation strategy will include calculated fiscal impact of enacting the plan and all possible alternatives. b) The firm/consultant will provide an analysis of each position/job description, assigning to an appropriate salary grade to ensure fairness and equity. The firm/consultant will include recommendations for all positions that are found to be below or above the assigned salary grade. c) The firm/consultant will provide recommendations for salary placement for newly hired employees. d) The firm/consultant will provide recommendations for compensating employees who have reached maximum earning potential within their assigned salary grade. e) The firm/consultant will provide recommendations for compensating employees who are promoted from within an equitable, meaningful, manner. f) The firm/consultant will prepare a plan, and an alternative plan, for the implementation of salary recommendations, including calculation of detailed cost estimates of each alternative. Additionally, a timeline with consideration to order of implementation prioritization will be developed and delivered

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