Public Sector Personnel Consultants, Inc 7/27/2023

Page 10 of 25 2.3 CURRENT PROGRAMS A. Pay Plans The pay plan for AFSCME-represented classifications consists of 26 ranges. Each range consists of five (5) steps with approximately five (5) percent between steps. The pay plan for Appointive classifications consists of 22 ranges. Each range consists of ten (10) steps with approximately three (3) percent between steps. B. Benefits I. The City offers three (3) healthcare plans; HMA PPO, HMA CDHP, and Kaiser HMO. II. The City is part of the Public Employees’ Retirement System (PERS). III. The City provides paid holidays and accrual of paid leave to eligible, regular-full, and part- time employees. Additional benefits the City offers are dental and vision coverage, flexible spending and health savings accounts, life insurance, disability coverage, AD & D insurance, and supplemental life insurance. 2.4 OBJECTIVE City of Everett requests competitive proposals from qualified firms or individuals to conduct a classification, compensation, and pay equity study. The City desires to maintain classification and compensation plans that are legally defensible, support objective measurement of compensable factors, and maintain internal equity. The City’s compensation philosophy is designed as a strategy to support the City’s commitment to recruiting, rewarding, retaining, and motivating an excellent workforce. This is, in part, accomplished ensuring classifications are placed in competitive and equitable pay plans. The scope of work within this document requires the assessment and recommendation of strategies and practices to ensure classifications are placed in competitive pay structures. The City encourages all responding proposers to propose any changes or services they recommend necessary to achieve these objectives that are not specifically requested herein. The selected supplier shall provide a review of the total compensation which includes compensation and benefits for identified regular, full-time positions and recommend possible wage adjustments that align with the City’s compensation philosophy – to be an employer of choice. The successful proposer will develop a comprehensive analysis on the comparison of the City of Everett's compensation plan to other comparable municipalities and other similar organizations. This analysis and any subsequent recommended adjustments should include the "base pay" as one part of the analysis and the "total compensation package" which includes base pay, health coverage, retirement, deferred compensation plan, longevity pay, life insurance, various types of leave, and all other supplemental types of income as another part of the study. The intent of this analysis and documentation is to determine whether or not the City is competitive in terms of base pay and in terms of its "total compensation package.” The study shall evaluate the City’s present classification, compensation and benefit structure as compared to the specific job market for comparable positions in the public sector. The supplier must perform or provide the following: 1. Conduct project information meetings with the Human Resources Department to explain the scope of the project, methods used, and the City’s role in this process. 2. Review all current job classifications for selected classifications and analyze, document, and validate identified classifications for job definition or purpose; working relationships; essential