This RFP has the following scope of work. My questions about it are in italics.
Scope of Work: Staff has determined the successful partnership will include, but not be limited to, the following:
1. Awarded vendor will meet with JCPS project leaders to discuss the study process and agree on methodology and Job Description Questionnaire to be used with employees and explain study and review process.
What was the agreed upon methodology and what checks were there to ensure it was followed and that it provided an accurate assessment?
2. Review of all current salaried and hourly job classifications through desk audits as required, analysis of knowledge, skills and abilities, education and experience relevance and hierarchical consistency of job definitions, distinguishing characteristics, supervision received and exercised, conformity with ADA relative to essential job functions (including physical demands); and special requirements including licensing and certification requirements.
3. Employees will complete Job Description Questionnaires; supervisors, managers and/or directors will review and comment (but not alter). Copies of completed forms will be returned to employees following supervisor review and comment.
What checks were in place to ensure that the questionnaires were reviewed but not altered? Is there any concern that employees may have responded differently (or not at all) knowing that their supervisors were going to be reviewed? What checks made sure that representation was received from people under all supervisory structures?
4. Comparison of Job Description Questionnaires and job audit results with current job descriptions.
All Job Descriptions may be found at the following JCPS website: http://www.jcpsky.net/Departments/HumanResource/JOBDESC/jobdescalpha.html
5. Evaluation to update and/or create job descriptions as needed to uniformly reflect distinguishing characteristics, essential job functions, minimum qualifications and level of education, working conditions, licensing and certification requirements, regulatory requirements, standby/call-out responsibilities, etc., for all classifications. Identify management, supervisory, administrative, professional, technical and general employees including FLSA status (exempt/non-exempt).
Where are these job descriptions? Who within JCPS has reviewed these for accuracy?
6. Recommend additions and deletions to the current job descriptions.
Again, where are these?
7. Finalize job descriptions and recommend appropriate pay grades within existing salary schedules and provide a plan that includes a phased transition for suggested pay grade adjustments.
Again, where are these?
8. Review existing salary schedule placement procedures for new hires and promoted employees. Provide recommendations for updating and/or clarification of the placement procedures.
1. Establish appropriate benchmarking standards and conduct salary surveys to determine both internal and external deficiencies using both private and public sector resources. The review must include a comparison of peer school districts and similarly-sized corporations with consideration and adjustments for the cost of living and other unique factors that may impact the results of the compensation review. Included in the survey will be the benefit structure for all job classes.
What are these benchmarking standards, how were peer districts and corporations chosen and measured? How was data from these districts and corporations gathered, how was the accuracy ensured, and what methodology was used to decide how JCPS compared to these districts?
2. Identify potential pay compression issues and provide alternative solutions.
3. Recommend appropriate salary ranges for each existing or proposed classification and on the compensation survey results, internal relationships and equity. Recommend a salary range for each position based on median and mean salary of comparable external entities.
Conclusion and Follow-Up
1. Prepare a written report of recommendations that includes discussion of methods, techniques and data used to develop the Plan.
Where is this report? Has the board seen it? Did the Community Advisory Team see it? Did anyone do a smell test?
2. Provide tools that will allow District staff to conduct individual salary audits and adjustments consistent with the study methods used until the next formal study can be completed.
3. Prepare formal exit meeting agenda and plan to attend an exit session for the project leaders and superintendent
What is the purpose of this exit meeting, and is information within part of the guidance for the decision making process?