Compensation Study for Represented Employees

Location:	California
Posted:	Oct 27, 2026
Due:	Nov 19, 2026
Agency:	Northern California Power Agency
Type of Government:	State & Local
Category:	R - Professional, Administrative and Management Support Services
Publication URL:	To access bid details, please log in.

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REQUEST FOR PROPOSALS FOR

COMPENSATION STUDY

RFP Issue Date:

RFP Submittal Deadline:

Project Deadline:

October 22, 2026

November 19, 2026

5:00 p.m. PST

April 9, 2027

Northern California Power Agency

651 Commerce Drive

Roseville, CA 95678

Human Resources Department

Attn: Brynna Bryant,

Compensation Study Proposal

1. Introduction / Agency Overview

NCPA is requesting proposals from qualified consulting firms to conduct a

compensation study for designated represented classifications within the Agency.

The Northern California Power Agency (NCPA) is a joint powers agency formed

under California law to provide cost-effective wholesale electric power, energy-

related services, and advocacy on behalf of its member agencies. NCPA’s

membership includes publicly owned utilities and municipal entities located

throughout Northern and Central California.

NCPA develops, owns, and operates a diverse portfolio of generation resources

and utility assets that support reliable electric service to its member agencies,

including geothermal, hydroelectric, combustion turbine, and other electric

generation resources, along with associated transmission and operational

infrastructure. Through these resources, NCPA supports the delivery of reliable

and affordable electric service to more than 700,000 Californians.

The Agency employs represented operational, technical, maintenance, and

support classifications across multiple facilities and bargaining environments.

These classifications support critical utility operations and include line-of-

progression structures, premium pay practices, and compensation relationships

that differ from those typically found in traditional municipal or general

government workforces. As a result, the Agency seeks a consultant with

demonstrated experience evaluating represented compensation programs for

public power utilities and other operationally complex organizations.

Further detailed information about the Agency can be found at our website:

www.ncpa.com.

2. Background

In 2023, the Agency completed a represented total cash compensation review of

selected benchmark classifications. That work identified compensation structure issues,

including variation in salary range widths, differences in control point alignment, and

inconsistent progression relationships among classifications.

While certain classifications were competitively positioned in the market, the study also

identified opportunities to improve the consistency of the compensation architecture

across the classifications represented.

Since completion of that work, the Agency has continued to evaluate its compensation

practices in response to labor market movement, recruitment challenges for specialized

utility classifications, and the need to preserve internal alignment across represented

classifications operating within multiple bargaining units and progression-based

compensation structures.

NCPA anticipates entering into successor labor agreement negotiations for its

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represented employee groups. The results of this study will provide objective market

data to assist the Agency in assessing the competitiveness of its represented

compensation program, evaluating the market positioning of represented classifications,

and supporting informed compensation and labor relations decision-making. The study

will also support future compensation planning and the ongoing administration of a

competitive represented compensation program.

Current MOU Wage Schedules are included as Exhibit B.

Unlike the 2023 review, this study is intended to provide a comprehensive evaluation of

represented compensation, including external market competitiveness, internal equity,

progression relationships, comparator agency selection, and implementation

recommendations.

NCPA intends to award one contract as a result of this Request for Proposals. The

selected consulting firm will enter into a fixed-fee Consulting Services Agreement for

completion of the scope of services described herein. The Agreement shall remain in

effect until all required services have been completed to the satisfaction of the Agency,

all deliverables have been accepted, and final payment has been made in accordance

with the Agreement (see Appendix A for a sample Agreement).

3. Project Purpose

The purpose of this project is to conduct a comprehensive represented compensation

study that evaluates external market competitiveness, internal compensation

relationships, and compensation structure across represented classifications operating

under separate bargaining units.

The selected Consulting Firm shall provide findings and recommendations that support:

• recruitment and retention of highly qualified operations and maintenance staff

• internal alignment across represented classification groupings

• preservation of appropriate line-of-progression relationships

• review of premium pay and total cash compensation practices

• evaluation of salary range design and progression structures

• identification of compensation issues that may create future bargaining pressure

if left unaddressed

Recommendations should be practical, analytically defensible, and capable of

supporting future compensation planning within the Agency's represented environment.

The study should identify NCPA's competitive position relative to the selected labor

market, with the Agency’s compensation objective of positioning represented

classifications at approximately the 70th percentile of the selected comparator market,

and provide practical recommendations that support a competitive represented

compensation program while balancing fiscal responsibility, workforce sustainability,

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and internal equity.

4. Scope of Services Overview

The selected Consulting Firm shall conduct one unified compensation study for

designated represented classifications, evaluating relevant cash compensation

components and providing separate findings and recommendations where

appropriate for distinct bargaining environments.

The study shall account for progression-based wage systems, lead assignments,

premium structures, and other compensation features unique to utility

classifications operating under separate bargaining agreements.

4.1 Comparator Agency Framework

The selected Consulting Firm shall recommend and apply an appropriate

comparator agency group that reflects the labor market for represented utility

operations, maintenance, and technical classifications employed by the Northern

California Power Agency.

Comparator agencies should reflect organizations that operate electric

generation assets, transmission facilities, hydroelectric resources, geothermal

facilities, combustion turbine operations, or similar utility infrastructure and that

recruit from labor markets comparable to those affecting NCPA-represented

classifications.

The Agency encourages the Consulting Firm to recommend additional

comparator agencies or substitutions where appropriate based on labor market

relevance, operational similarities, and availability of reliable compensation data.

Consulting Firm should also identify in their proposal information they may

already have for related private companies that may be included for a

comparator.

For hydroelectric classifications, the Agency encourages the Consulting Firm to

consider organizations that own and operate hydroelectric generation facilities

with operational responsibilities involving generation, switching, mechanical

maintenance, electrical maintenance, instrumentation and controls, and water

conveyance systems.

The Agency expects comparator agencies to be drawn primarily from:

• publicly owned electric utilities

• municipal electric utilities

• irrigation districts operating generation facilities

• public utility districts

• joint powers agencies that own and operate electric generation facilities

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• independent power producers

Preferred comparator agencies may include, but are not limited to:

• Sacramento Municipal Utility District (SMUD)

• Pacific Gas and Electric Company (PG&E)

• California Department of Water Resources (DWR)

• Los Angeles Department of Water and Power (LADWP)

• Imperial Irrigation District (IID)

• Turlock Irrigation District (TID)

• Modesto Irrigation District (MID)

• South San Joaquin Irrigation District (SSJID)

• Roseville Electric (City of Roseville)

• Riverside Public Utilities

• Silicon Valley Power (City of Santa Clara)

• Constellation / Calpine

The Agency places particular importance on comparator agencies that maintain

operational workforces similar in technical complexity, facility operations, and

utility service environment to NCPA and may assign limited weight to agencies

that do not maintain comparable utility infrastructure.

The Consulting Firm shall explain the rationale for comparator selection, any

weighting methodology used, and any proposed substitutions or additions.

4.2 Classifications to Be Reviewed

The study shall include review of designated represented classifications sufficient

to support compensation recommendations across represented classification

groupings while preserving internal equity and appropriate operational

relationships.

Preliminary benchmark classifications and representative benchmark levels may

include, but are not limited to:

• Hydro Tech – End of 54 Months

• Hydro Tech – Designated Skills

• Hydro Tech Operator

• Hydro Tech Operator – Designated Skills

• CT Specialist – Level IV (Mechanical, Electrical, Instrument)

• CT Specialist (Operators Only) – Level IV

• Operator Technician – Level IV

• Technician Operator – Level VI

• Mechanic Operator – Level IV

• Chemical / Performance Technician

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

Compensation Study for Represented Employees

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See also