Citywide Total Compensation Study

Location:	California
Posted:	Nov 26, 2024
Due:	Dec 2, 2024
Agency:	City of Elk Grove
Type of Government:	State & Local
Category:	B - Special Studies and Analyses - Not R&D
Publication URL:	To access bid details, please log in.

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Citywide Total Compensation Study Request for Proposals

QUESTIONS AND ANSWERS FOR REQUEST FOR PROPOSALS FOR

CITYWIDE TOTAL COMPENSATION STUDY UPDATE

Posting Date: November 26, 2024

Q1: Is the City comfortable with the study being conducted virtually with no on-site visits other

than the one on-site orientation speciﬁed in the RFP? If the City anticipates additional on-site

visits, how many does the City anticipate?

A: The City expects one on-site orientation will be conducted as speciﬁed in the RFP. The rest of the

communication and the study shall be conducted virtually.

Q2: Will the City request that the consultant review and provide any recommendations on its

current list of comparator agencies for them?

A: No, the City is not looking to review or change the list of comparator agencies.

Q3: Will the City seek the same data points/beneﬁts elements for all employee groups, or will

the City request that different data points/beneﬁts elements be collected for represented and

unrepresented groups?

A: Different data points/beneﬁts elements will be collected for represented and unrepresented

groups.

Data Elements for Elk Grove Police Officers Association (EGPOA) classiﬁcations are outlined in

Article V.13.D of the EGPOA Memorandum of Understanding (MOU) which can be accessed here:

mou-elk-grove-police-officers-association.pdf.

Data Elements for Elk Grove Police Managers’ Association classiﬁcations (EGPMA) are outlined in

Article V.8.D of the EGPMA MOU which can be accessed here: Memorandum of Understanding

between Elk Grove Police Managers’ Association and City of Elk Grove. Please note that any Holiday

in lieu of pay incentives from other agencies are to be accounted for in the base pay when performing

the survey for EGPMA.

Data Elements for the Unrepresented staff are as follows:

Citywide Total Compensation Study Request for Proposals

- Classic member formula (informational purposes only)

- Employee Cost Share

- EPMC

- Medicare

- Social Security

- Deferred Compensation

- Other Retirement (if applicable)

- Longevity Pay at 10 years

- Management Incentive Pay (if standard pay for all employees in classiﬁcation)

- Cafeteria plan contribution and/or health, dental, vision plan contributions

- Other insurance- this primarily included contributions to any RHS plans

- Auto allowance

However, the City, upon consultation with the internal project team and recommendations from

the selected Consultant may revise some of the data elements for the Unrepresented staff.

In addition, the survey must include any known COLAs effective July 1, 2025 for all classiﬁcations

studied throughout the City.

Q4: What level of stakeholder involvement does the City anticipate relative to the selection of

benchmark classiﬁcations and/or other study elements prior to commencement of data

collection? For example, will the City’s internal project team determine study elements, or will

input and feedback be sought from employees and other stakeholders prior to beginning data

collection?

A: The City will provide the current benchmark and non-benchmark lists to the Consultant along with

the differentials established. The City will also provide information on the data elements utilized

during the previous study. The data elements for the EGPOA and EGPMA are deﬁned under the

appropriate MOU and are not subject to change. The City will seek input from the Consultant to

establish appropriate benchmarks and data elements for the Unrepresented classiﬁcations. That

input will be discussed with the City’s Executive Team and the benchmarks and data elements will

then be ﬁnalized and communicated to the Consultant.

Q5: Can you give examples of the type of expert guidance the City expects the consultant to

provide directly to employees, and in what format this would be provided (e.g., does the City

anticipate that the consultant will have individual one-on-one meetings with employees)?

A: One-on-one meetings might be needed in some very rare instances. However, based on the

previous study, we anticipate majority of this communication to be conducted via email. Expert

guidance from the Consultant will be needed to answer any questions from the employees regarding

the compensation study as the Consultant is collecting the data and establishing appropriate

matches. For instance, if an employee is contesting a match, we will need the Consultant to explain

why they weren’t matched to that particular classiﬁcation. Human Resources staff will gather all the

questions from the employees and will provide them to the Consultant for review after the review

period and the Consultant shall return the responses to Human Resources to relay to the employees.

Citywide Total Compensation Study Request for Proposals

Q6: A three month timeline for a study of this scope may be unattainable. Is this City open to

extending completion of the project to April 2025?

A: Per section V.1.C of the EGPOA MOU and section V.1.B of the EGPMA MOU, the compensation

study must be completed by the end of March 2025. Therefore, those must be completed pursuant

to the agreed upon language in the respective MOUs.

Q7: After reading the RFP, I want to clarify that we can email our response instead of submitting

hard copies. Is that correct?

A: Yes, that is correct.

Q8: We were wondering what the City’s anticipated budget for this project is and if you would

be able to share that with us?

A: The ﬁnal budget for this project will be determined based on the proposals received and their

alignment with the project scope and goals. Our priority is to identify a partner whose proposal meets

the outlined scope of work and offers tailored solutions to achieve the project objectives.

Q9: What was the date of the last study completed? Was it of the same scope as the current

request? Did it include updated job descriptions?

A: The last compensation study for the Unrepresented employees was completed in July 2023, the

last compensation study for the EGPOA was conducted in March 2023, and the last compensation

study for the EGPMA was completed in March 2024. The City completed a comprehensive

classiﬁcation study for the Unrepresented classiﬁcations in July 2024 which did involve the update

of job descriptions. We will not be doing a classiﬁcation study this time around. The scope of study

for the current study is included in the RFP

Q10: Was the study completed internally or with the assistance of an outside ﬁrm? Who was

the outside ﬁrm if one was used?

A: The Unrepresented classiﬁcation and compensation study was completed with the assistance of

an outside ﬁrm, Gallagher Beneﬁt Services, Inc. We only completed a compensation study for the

EGPOA and EGPMA and that was completed with the assistance of a different ﬁrm, Bryce Consulting.

Q11: How many unique job titles are covered in the study?

A: As the proposal mentions, all classiﬁcations (total of 2) within the EGPMA will be studied, all

classiﬁcations within the EGPOA except for the 911 Call-Taker (total of 9) will be studied, and

approximately 2/3rds (approximately 120 classiﬁcations) of the Unrepresented classiﬁcations will be

studied.

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

type	name(s)	due date	notice	details	posted
RFP	Citywide Total Compensation Study	12/02/2024 by 4:00 PM	Q & A Response Document - Updated	View	11/12/2024

Citywide Total Compensation Study

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