Classification and Compensation Study Request for Proposal

Location:	Alaska
Posted:	Nov 9, 2025
Due:	Dec 11, 2025
Agency:	City of Bethel
Type of Government:	State & Local
Category:	A - Research and development
Publication URL:	To access bid details, please log in.

Bid Title:	Classification and Compensation Study Request for Proposal
Category:	Request for Proposals and Bids
Status:	Open

Description:

The City of Bethel seeks proposals from qualified consultants for a comprehensive classification and compensation study for approximately 123 represented (union) and non-represented employees. The last similar study was completed in 2020. The goal of this study is to ensure that the city remains competitive in attracting and retaining qualified individuals while maintaining fiscal responsibility and internal equity across positions. Project results will be used to support union negotiations, set to begin in the first quarter of 2026, for a three-year contract to begin effective July 1, 2026.

Publication Date/Time:

11/7/2025 3:00 PM

Closing Date/Time:

12/11/2025 4:00 PM

Submittal Information:

purchasingagent@cityofbethel.net

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CITY OF BETHEL

BETHEL, ALASKA

REQUEST FOR PROPOSAL

CLASSIFICATION AND COMPENSATION STUDY

RFP Issued:

Deadline for Questions/Protests:

Proposal Due Date and Time:

November 7, 2025

December 5, 2025

December 11, 2025 4:00p

TABLE OF CONTENTS

Section 1 - Introduction and Background................................................................................................. 3

Invitation to Bid .............................................................................................................................................3

Project Objectives..........................................................................................................................................3

About the City of Bethel ................................................................................................................................3

Section 2 – Scope of Work ...................................................................................................................... 4

Contractor Responsibilities ...........................................................................................................................4

Deliverables ...................................................................................................................................................5

Timeline .........................................................................................................................................................6

City Contact ...................................................................................................................................................6

Section 3 – Contractor requirements....................................................................................................... 6

Minimum Qualifications ................................................................................................................................6

Copyright and Trademark Licenses................................................................................................................6

Section 4 – Instructions to Respondent ................................................................................................... 6

Proposal Contents .........................................................................................................................................6

Proposal Evaluation Criteria ..........................................................................................................................8

Initial Proposal Review.......................................................................................................................8

Price Proposal Evaluation ..................................................................................................................8

Negotiations......................................................................................................................................8

Specific Evaluation Criteria ..............................................................................................................8

Price Per Point Evaluation..................................................................................................................9

Proposal Submission......................................................................................................................................9

Section 5 - Proposal Terms.................................................................................................................... 10

Section 6 – Reservation of Rights .......................................................................................................... 12

Attachment A – Signature and Verification............................................................................................ 13

Attachment B – Price Proposal Form ..................................................................................................... 15

SECTION 1 - INTRODUCTION AND BACKGROUND

Invitation to Bid

The City of Bethel seeks proposals from qualified consultants for a comprehensive classification and

compensation study for approximately 123 represented (union) and non‐represented employees.

The last similar study was completed in 2020. The goal of this study is to ensure that the city remains

competitive in attracting and retaining qualified individuals while maintaining fiscal responsibility

and internal equity across positions. Project results will be used to support union negotiations, set to

begin in the first quarter of 2026, for a three-year contract to begin effective July 1, 2026.

Project Objectives

The City’s purpose in pursuing this study are to achieve the following:

• Job Descriptions: Ensure ADA-compliance, focus essential functions, and identify

appropriate qualification statements.

• Position Classifications: Ensure positions performing similar work with essentially

the same level of complexity, responsibility, knowledge, skills and abilities are

classified together regardless of department or job title.

• Organizational Position Structure: Encourage career advancement and prevent

salary compression.

• Compensation Equity (External): Attract and retain qualified employees by

benchmarking jobs against appropriate labor markets.

• Internal Compensation Equity: Reward employees in a fair and consistent

manner.

• Performance-based compensation: Create a structure that encourages high

performance and employee development by recognizing certification and

credentials specific to their role that can form the basic for merit-based wage

increases.

• Trained staff: Implement and maintain system for the near future. Enter union

negotiations with verifiable compensation data.

About the City of Bethel

A second-class City of just under 6,500 people, Bethel has a strong city manager form of government.

Seven (7) council members are elected to serve two‐year terms. The Mayor and Vice‐Mayor are

elected by the Council from among its membership. Members of council are not compensated for

their time. City services include public safety (fire and police), utilities (hauled and piped water/sewer,

solid waste), community planning, business licensing and sales tax, public property and streets

maintenance, community recreation aquatic/exercise facility operation and other general

government operations and support services.

The Bethel Census Area encompasses over 40,000 square miles in western Alaska and the City of

Bethel serves as a regional hub for 52 surrounding villages. Approximately 400 miles from the

nearest major population center (Anchorage), the City is not accessible by road. Bethel provides air

connections from a State‐managed airport able to accommodate Boeing 737s and a significant

number of 4‐6 seat regional commuter airplanes. The Kuskokwim River supports seasonal boat and

snow‐ machine travel in the region and for several months a year, is used by ocean‐going barges

from Seattle and Anchorage destined for Bethel’s Port. During the winter, the river serves as an “ice

road” connection between Bethel and area populations. Bethel is home to a regional hospital,

correctional center, the Lower Kuskokwim School District office, and several regional tribal

organizations.

The City’s FY 2026 Budget reflects funding for 115 full‐time (FT) employees, eight part‐time (PT), and a

variety of less-than-15-hour (casual), temporary (limited to six months at a time) and seasonal

employees that aren’t specifically identified as a budget line item. Three salaried employees work

remotely; two of these reside and work outside of Alaska. Permanent FT and PT hourly employees are

represented by one bargaining unit, the Alaska Public Employees Association/American Federation of

Teachers (APEA/AFT). The City’s current compensation plan includes three separate pay scales. Eighty-

one positions are classified on the APEA/AFT “civilian” scale into four ranges. Twenty-seven are

classified into six ranges on the APEA/AFT “public safety” scale. Twelve overtime-exempt positions are

classified on the management scale within three ranges in accordance with Bethel Municipal Code.

Three additional positions are defined in Bethel Municipal Code as “Contract” positions and those,

while referenced on the management scale, are compensated based on individually negotiated terms

with the City Council.

All FT employees currently receive the same health, life, long‐term disability and short‐term disability

benefits offerings, regardless of classification. Part‐time employees receive prorated benefits. Full

time and PT employees earn personal time off, which also satisfies Alaska’s new Sick Leave

requirement. Employees working fifteen (15) hours or more per week are enrolled in the State of

Alaska’s Public Employees Retirement System (PERS). Of important note to this study, the City’s

participation in PERS is based on those position classifications that currently exist or that were

historically funded. Changes to any position classifications (formal title, informal title, budget line

reference or job function) can have significant financial impacts for the City due to ongoing

requirements to fund the retirement liability for any classification recognized by PERS, even if the

City eliminates or alters the classification.

SECTION 2 – SCOPE OF WORK

Contractor Responsibilities

The selected contractor will be responsible for the following tasks

1. Discovery and Planning

a. Review the current classification and compensation system for non-represented City

employees.

b. Review existing job descriptions (approximately 65).

c. Communicate with employees, as required, to obtain feedback on the current plan.

2. Job Documentation

a. Analyze job descriptions through review of knowledge, skills, essential functions,

education and experience relevance and hierarchical consistency.

b. Identify distinguishing characteristics, supervision received and exercised, and specific

requirements including licensing and certification requirements for job descriptions to

develop appropriate classification groups.

c. Document and validate job descriptions for FLSA and ADA-appropriate language.

d. Review and assess current positions description format and provide recommendations on

updating template.

e. Develop uniform language to be used as a base template for all descriptions.

3. Market Benchmarking

a. Identify appropriate market comparisons (geographical, public/private/nonprofit, service

alignment).

b. Evaluate the City’s present salary and benefit structure as compared to identified

comparison group(s).

4. Structure Design and Internal Equity

a. Provide recommendations to adjust job classifications and wage scales based on market

research while maintaining internal equity across positions.

b. Recommend Fair Labor Standards Act (FLSA) exempt/non-exempt status changes, if

needed.

c. Recommend changes and/or create updated position descriptions.

d. Assist the City in implementing a transparent wage structure that recognizes employee

certifications, licenses and training in order to move from a standard annual increase to a

merit-based increase with COLA.

e. Evaluate the City’s current performance evaluation processes and make

recommendations to ensure the process aligns appropriately with the compensation plan

and it is easy for employees and supervisors/department heads to administrate. The tool

should also emphasize creating a meaningful process for evaluation that allows for

consistency, awards exemplary performance or other significant employee contribution

and trust organization wide.

5. Pay Equity and Compliance

a. Review employee assigned classifications and current compensation.

b. Identify inequities and recommend solutions.

c. Evaluate and identify potential pay compression issues and provide alternative solutions.

d. Ensure plan minimizes any financial impact on the City’s PERS participation.

6. Knowledge Transfer & Training:

a. Deliver a comprehensive final report that includes findings, recommendations, and an

implementation plan for proposed changes.

b. Provide staff training for ongoing administration of the compensation system.

c. Ensure City staff have the ability to maintain the integrity of the classification system in

future years.

Deliverables

All written deliverables shall be formatted and delivered in an electronic format to the Human Resources

Manager by email. Send documents to: HumanResources@cityofbethel.net.

• Classification specifications (job descriptions) recommendations for all positions.

• Updated classification matrices (salary structures).

• Market benchmarking exhibits.

• Pay-equity analysis memo.

• Implementation plan.

• Final report, including a compilation of necessary documents and other resources written in

easy‐to‐ understand language, such that an individual with no human resources experience can

reference this resource to maintain, enhance, and use the classification system to identify and

consistently apply the system to modify any existing position or classification, or create a new

position or classification scheme.

• HR Training session.

This is the opportunity summary page. It provides an overview of this opportunity and a preview of the attached documentation.

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Classification and Compensation Study Request for Proposal

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