Comprehensive Compensation Study
| Location: | Kansas |
|---|---|
| Posted: | Jan 28, 2026 |
| Due: | Feb 20, 2026 |
| Agency: | Great Bend city |
| Type of Government: | State & Local |
| Category: |
|
| Publication URL: | To access bid details, please log in. |
| Bid Title: |
Comprehensive Compensation Study
|
| Category: | Request for Proposals |
| Status: | Open |
| Bid Recipient: | Randy Keasling |
|
Attachment Preview
1209 Williams Street • P.O. Box 1168 • Great Bend, KS 67530 • Phone: 620-793-4111•Fax: 620-793-4108
January 28, 2026
Dear Consultant,
The City of Great Bend is pleased to invite your firm to submit a proposal for conducting a
comprehensive Compensation Study. This initiative is critical to ensuring that our city remains
competitive and equitable in its compensation practices while aligning with modern organizational
needs and labor market trends.
We are seeking a qualified consultant to provide expert analysis and recommendations that will
guide our efforts to update our existing classification and compensation system. Details of the
required scope of work, deliverables, and submission requirements are outlined in the attached
Request for Proposal.
For questions you may contact me by email at rkeasling@greatbendks.gov or phone at 620-793-
4111.
We are confident that your expertise and commitment to excellence will make a meaningful
contribution to this project.
Thank you for considering this opportunity to partner with us in enhancing our workforce strategies.
Sincerely,
Randy Keasling
Human Resources Director
City of Great Bend
City Administrator: Logan Burns
City Clerk/Finance Director: Shawna Schafer, CPA
City Attorney: Allen Glendenning
Human Resource Director: Randy Keasling
Fire Chief: Brent Smith
Police Chief: Steve Haulmark
Public Lands Director: Scott Keeler
CVB Director/Event Center Manger: Amanda Gaddis
IT Director: James Cell
Public Relations Director: Addison Crites
Utilities Director: Darren Doonan
Public Works Director: David Dunekack
Request for Proposal
Comprehensive Compensation Study
Issued by:
City of Great Bend
1209 Williams
PO Box 1168
Great Bend, KS 67530
Contact: Randy Keasling
Email: rkeasling@greatbendks.gov
Phone: 620-793-4111
Release Date: January 28, 2026
Proposals must be received no later than: 12pm on February 20, 2026
I. Introduction
Notice is hereby given that the City of Great Bend, Kansas (the “City”), is soliciting proposals from
qualified consulting firms to conduct a comprehensive Compensation Study. The results of the
study will serve as the basis for updating the City’s existing classification and compensation system
introduced following the last study in 2018. The City seeks to ensure equity, competitiveness, and
alignment with current organizational needs and labor market trends. The City will accept
proposals until February 20, 2026. Previous experience with public sector agencies is required.
II. Background
The City operates under an 8-member City Council/Mayor form of government. Each elected official serves a
two-year term. Great Bend has a population of 14,580. There are approximately 155 full time equivalent
employees and a number of seasonal and part-time equivalent employees. The last comprehensive study
was completed in 2018, identifying opportunities for improving internal equity, addressing
compression, and maintaining competitive pay structures. The Organizational Chart attached in
Appendix A shows the current organizational structures of the City of Great Bend.
The City’s goal is to attract and retain highly qualified employees by maintaining a fair and equitable
classification system that reflects both internal equity and external market competitiveness. The
issues this compensation study will need to solve include but is not limited to:
• Review and update existing job Classification and Compensation Plan to ensure accurate
job classification and equitable pay based on duties, complexity, and skills.
• Address compression by maintaining fair pay differentials across responsibility levels.
• Provide competitive salaries with regional labor markets and organizational needs.
• Enhance employee retention through equitable and competitive compensation practices.
III. Scope of Work
The Consultant will:
1. Review and Analyze Existing Data
a. Review current job classification, pay structures, and related policies.
b. Assess changes in the City’s organizational structure and staffing since the last
study.
2. Conduct a Market Analysis
a. Identify appropriate benchmark organizations for comparison.
b. Analyze salary data from selected benchmark organizations.
c. Provide a comparison of the local private sector influences where applicable.
3. Job Classification Review
a. Audit and evaluate job descriptions to ensure they reflect current duties,
responsibilities, and qualifications.
b. Ensure compliance with applicable laws and regulations, including the Equal
Employment Opportunity, the Americans with Disabilities Act, and the Fair Labor
Standards Act.
c. Propose updated classification structures as necessary.
4. Compensation System Design
a. Develop recommendations for revised pay structures.
b. Address issues of compression, pay equity, and cost-of-living adjustments.
c. Ensure long-term sustainability and scalability of the compensation system.
5. Stakeholder Engagement and Communication Plan
a. Conduct interviews and focus groups with key stakeholders, including City
leadership and employees.
b. Develop a communication plan to regularly update stakeholders on progress and
findings.
c. Incorporate feedback into the study findings and recommendations.
6. Interim Progress Reporting
a. Provide regular progress updates (at least bi-weekly) detailing milestones achieved
and outlining next steps. Preliminary findings or recommendations must be
submitted by early June to support the City’s budget planning process.
7. Final Report and Presentation
a. Deliver a comprehensive report detailing findings, methodologies, and
recommendations.
b. Provide an implementation plan, including estimated costs and timelines.
c. Present findings to City leadership and stakeholders.
8. Post-Implementation Support
a. Provide support for a specified period following the study’s completion to assist
with implementation and address any emerging issues.
IV. Deliverables
a. Updated existing classification and compensation plan.
b. Recommendations for implementation and maintaining the proposed system.
c. Tools for ongoing internal equity and market competitiveness monitoring.
d. Training for HR staff to manage the system.
e. A post-implementation support plan.
f. Communication materials for stakeholder updates.
V. Proposal Submission Requirements
Proposals must include the following:
1. Organization Overview
Provide a brief history of your organization, including years in business, staff size, areas of
expertise, and client types. Highlight your experience with on-site consulting services.
2. Key Personnel
List the individuals who would work with the City on an ongoing basis, including their
professional qualifications and relevant experience.
3. Approach to Services
Describe your methodology for delivering the services outlined in this RFP. Include a
detailed cost proposal with a “not to exceed” amount.
4. Relevant Experience
Share examples of work products related to the scope of services, demonstrating your
expertise and capabilities.
5. Communication
Detail your employee communication capabilities and provide sample materials to
illustrate how you engage effectively.
6. Reference and Client Lists
Provide contact information for three governmental and three client references comparable
to the City in terms of employee population and job scope. Additionally, include a
comprehensive list of clients by name, city, and state.
7. Confidentiality and Conflict of Interest Disclosure
Include a confidentiality statement of City data and a disclosure of any conflicts of interest
with City staff or officials.
VI. Evaluation Criteria
The City will consider several factors when evaluating proposals to ensure the selected firm meets
the needs of the project and serves the City’s best interests. Proposals will be reviewed based on
qualifications, approach, cost, and the scope of services offered.
To qualify for consideration, responders must demonstrate appropriate technical skills, sufficient
financial and human resources, and a proven record of success with projects of similar scope and
complexity.
VII. Submission and Evaluation Process
Proposals must be submitted in writing in a sealed envelope clearly labeled “Proposal for
Compensation Study” and delivered to:
Randy Keasling
City of Great Bend
1209 Williams
Great Bend, KS 67530
Submission Deadline: February 20, 2026, by 12:00 PM CST. Late submissions will not be accepted.
The bid opening will take place at 1:00 PM on February 20, 2026, in the City Council Chambers at
1209 Williams, Great Bend, KS, 67530.
For questions you may contact Randy Keasling by email at rkeasling@greatbendks.gov or phone at
620-793-4111. The deadline for submitting questions is February 17, 2026
This is the opportunity summary page. It provides an overview of this opportunity and a preview of the attached documentation.
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