Request for Proposals - 2026 Compensation Study
| Location: | Iowa |
|---|---|
| Posted: | Feb 9, 2026 |
| Due: | Mar 9, 2026 |
| Agency: | Oskaloosa city |
| Type of Government: | State & Local |
| Category: |
|
| Publication URL: | To access bid details, please log in. |
| Bid Title: |
Request for Proposals - 2026 Compensation Study
|
| Category: | Current bid postings |
| Status: | Open |
|
Attachment Preview
City of Oskaloosa, Iowa
220 South Market Street
Phone: 641.673.9431 Fax: 641.673.3047
REQUEST FOR PROPOSAL: COMPENSATION STUDY
Overview of the City of Oskaloosa
The city of Oskaloosa is the county seat for Mahaska County. Population as of the 2020 census was 11,558,
and the city provides a wide range of public services to residents and business. The city operates under a
Mayor-Council form of government, with an appointed City Manager for administration and day-to-day
operations.
The study covers all employee positions in Administration, Police, Fire, Public Works (Streets and Parks), Pool,
Library, and Development Services. There are 50 full-time, 24 part-time, and approximately 30-50 seasonal.
Project Purpose
The city of Oskaloosa has not undertaken a comprehensive compensation, city-wide compensation study in
recent years. The primary purpose is to analyze, develop and assist in the implementation of a comprehensive
compensation system. The priority is to develop a compensation plan that enhances the city’s ability to
attract, retain and motivate a qualified and diverse workforce to continue excellent public service. The final
compensation plan must be easily maintained to accommodate job changes over time.
Current Job Classifications
The following job classifications will be considered as part of the compensation study. The city understands
recommendations from research and consultation may include new job classifications, elimination of current
positions, combining of positions, changes in exempt/non-exempt status, and other considerations.
Police Department:
Non-bargaining positions: Police Chief, Police Lieutenant, Police Sergeant (including K9 officer), Management
Analyst (administrative position)
Bargaining positions: Police Patrol Officers (including SRO positions), Community Service Officer
Fire Department:
Non-bargaining positions: Fire Chief, Fire Captains, Reserve fire fighters
Bargaining positions: Fire fighter (shift), Fire fighter (day)
Development Services:
Development Services Director, Building Inspector, Management Analyst (administrative position)
City Hall • 220 South Market Street • Oskaloosa, IA 52577
www.oskaloosaiowa.org
City of Oskaloosa, Iowa
220 South Market Street
Phone: 641.673.9431 Fax: 641.673.3047
Public Works:
Public Works Director, Street Supervisor, Engineer Technician, Lead Motor Equipment Operator, Motor
Equipment Operator I, Motor Equipment Operator II, Auto Mechanic, Part-time Public Works, Seasonal Public
Works
Library:
Library Director, Library Administrative Assistant, Children’s Librarian, Information Technology Library,
Library Assistant, Library part-time positions
Parks:
Parks & Recreation Community Services Director, Park Maintenance Operator, Parks seasonal employees,
Pool seasonal employees
Administration:
City Manager, Management Analyst (administrative position), City Clerk/Finance Director, Deputy City Clerk,
Payroll/HR Clerk, Building Specialist
Goals of the Compensation Study
The city of Oskaloosa’s current classification and compensation structures have evolved organically over
many years. While individual positions have been reviewed periodically, a comprehensive analysis has not
been conducted in recent history . This situation is common in municipalities and can lead to challenges in
maintaining market competitiveness and internal equity. Completion of the study will ensure the following
goals:
• Attract and retain a highly qualified, diverse, and motivated workforcecapable of meeting the current
and future needs of the community.
• Ensure positions performing similar work with essentially the same level of complexity, responsibility,
knowledge, skills, and abilities are properly classified.
• Provide salaries commensurate with assigned duties.
• Provide salaries and benefits that are competitive with comparable public and private sectors.
• Establish a clear, consistent, and defensible pay structure that is transparent and easy for employees
and management to understand and administer.
• Identify area of opportunity for additional positions or restructuring of existing positions to meet
current and future business needs.
• Complete study and recommendations presented to the city no later than September 1, 2026.
City Hall • 220 South Market Street • Oskaloosa, IA 52577
www.oskaloosaiowa.org
City of Oskaloosa, Iowa
220 South Market Street
Phone: 641.673.9431 Fax: 641.673.3047
Desired Scope of Services
The study will evaluate the present salary and benefit structure as compared to comparable positions in the
private and public sectors. The consultant will provide the following:
• Review the current compensation and pay ranges for all city positions.
• Identify factors and appropriate weights which accurately reflect the value of the different types of
work. Consideration should be given to potential interim positions during management transition.
• Recognize the city’s collective bargaining obligations. Recommendations for bargaining unit positions
will be advisory and structured to support, but not replace, the collective bargaining process.
• Evaluate positions in comparison to local market conditions for entry level, professional, and
management personnel. The external market survey should include ten or more comparable
organizations (at least three-fourths will be cities with a population of 10,000 to 15,000), and a
minimum of three major private and/or public sector market competitors. Comparable markets will
be determined in consultation with city. The market survey should compare actual job content and
duties of positions to comparable jobs in other organizations.
• Provide evaluation of employee benefits as part of the market survey, including health insurance plan
coverage, employer contributions, wellness programs and incentives, vacation, sick time,
pension/retirement programs, and leave policies.
• Provide a report between survey date and current pay structure with alternatives and estimates of
fiscal impact at various percentage relationships to current market rates.
• Analyze and recommend updates to present compensation structure that are competitive with local
public and private sector labor market competitors and ensure internal equity that is inherently non-
discriminatory. Identify positions experiencing pay compression, define the degree of compression,
and present corrective strategies with fiscal impacts. Review exempt/non-exempt positions and
provide recommendations on transitions between classes.
• Recommend a compensation system that meet all legal requirements, be nondiscriminatory, and
provide compliance with all pertinent Federal, State, and Local laws.
• Develop a new salary structure that includes recommended pay grades and salary ranges (minimum,
midpoint, maximum) for each position, and maintains the current scale structures.
• Prepare new written comprehensive job descriptions (in Microsoft Word format) for all city positions.
Job descriptions should include, but are not limited to job title, FLSA designation, pay grade,
department, general statement of job, essential and nonessential duties, essential safety functions,
supervisory responsibilities (if needed), minimum training/experience, and minimum physical
requirements in compliance with the Americans with Disabilities Act (ADA). Job descriptions must be
legally defensible for FLSA, ADA, and pay equity purposes and suitable for use in grievance,
arbitration, or litigation contexts.
City Hall • 220 South Market Street • Oskaloosa, IA 52577
www.oskaloosaiowa.org
City of Oskaloosa, Iowa
220 South Market Street
Phone: 641.673.9431 Fax: 641.673.3047
• Develop and present a fiscally responsible, multi-year implementation strategy designed to minimize
budget disruption. The plan should include at least three (3) distinct costing options for the city’s
consideration.
• Recommend clear and consistent policies for administering the new pay plan, including guidelines for
starting pay for new hires, handling promotional pay increases, and managing employee movement
through their assigned salary range. Policies will include an employee appeal process.
• Provide comprehensive training to the City Manager, City Clerk/Finance Director, Payroll/HR Clerk
and other designated staff on how to administer and maintain the system.
• Present information up to four times to City Council, Department Heads and/or management staff.
Specifications and Submission Requirements
Proposals will include the following information:
1. Name of the firm and brief history of experience in similar work product. Provide a brief history of
the firm, size, ownership structure, and office location completing work.
2. A list of at least three similar projects for municipal clients performed within the past five years.
3. Provide complete resumes for the proposed project manager and all key personnel assigned to the
project. Include specific roles and relevant experience in public sector compensation.
4. Description of the approach and plan for performing services outlined in the Desired Scope of Services
above, including:
a. Statement of methods and procedures with a detailed description of the plan to accomplish
the work. The description should include the approach, methodology, and procedures used
to gather the data analysis finding and develop recommendations.
b. Content of work product that describes how the work product will be presented upon
completion. Provide a sample of how information will be presented or copy of previously
completed study from a similar project.
c. Work schedule indicating the status completion dates and key tasks/milestones for
implementation of the proposed plan.
5. At least three references of equivalent clients (municipalities of similar size and projects of similar
complexity), including contact name, address, phone number, and email.
6. A fixed, no-to-exceed fee for services presented in the proposal. Include a description and estimate
of any expenses billed separately from professional fees.
7. A sample contract to be used if selected by the city of Oskaloosa. The city of Oskaloosa reserves the
right to require its own contract or contract terms including, without limitation, terms generally used
by the city of Oskaloosa or required by Iowa or federal law, or otherwise protective of the city of
Oskaloosa or that which is deemed helpful.
8. Any costs related to addressing employees under collective bargaining agreements.
City Hall • 220 South Market Street • Oskaloosa, IA 52577
www.oskaloosaiowa.org
City of Oskaloosa, Iowa
220 South Market Street
Phone: 641.673.9431 Fax: 641.673.3047
Proposal Evaluation Criteria
Proposals will be evaluated by the City Manager, the City Clerk/Finance Director, the Payroll/HR Clerk and
other staff assigned to the RFP committee. The award will be made to the firm based on the following
considerations:
• The firm’s understanding of and familiarity with this type of project. Demonstrated experience
understanding, creating and implementing compensation and pay plan designs for city environments.
• A clear understanding of the city’s objectives and logical, realistic work plan.
• Qualifications and specific public sector experience of the assigned staff proposed for the project.
• Quality of work based on review of references.
• Schedule of completion demonstrates work will be completed on a timely basis.
• The city will review each proposal for competitiveness, clarity and overall value relative to the scope
and quality of services offered. Although a significant factor, cost may not be a dominant factor.
The bidder is responsible for providing all information requested in the RFP and failure to do so will result in
disqualification. During evaluation, the city of Oskaloosa may request firms to answer further questions
about their proposal. The city of Oskaloosa reserves the right to reject any and all proposals submitted. All
reports rendered to the city of Oskaloosa shall be the exclusive property of the city of Oskaloosa.
The RFP is not a contract and creates no legal rights for persons or entities submitting proposals.
City of Oskaloosa contacts:
City Manager
Shawn Metcalf
City Clerk/Finance Director Pamela Nimtz
smetcalf@oskaloosaiowa.org
pnimtz@oskaloosaiowa.org
Projected Timeline
February 9, 2026
RFP released
February 17, 2026
Any questions concerning the RFP are due by email to Shawn Metcalf
(smetcalf@oskaloosaiowa.org) and Pamela Nimtz
(pnimtz@oskaloosaiowa.org).
February 20, 2026
Complete list of questions received by email and answers to questions will be
sent to prospective respondents and attached to the RFP post on the city’s
website.
City Hall • 220 South Market Street • Oskaloosa, IA 52577
www.oskaloosaiowa.org
This is the opportunity summary page. It provides an overview of this opportunity and a preview of the attached documentation.
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