This page uses extracted PDF text. Text can misread numbers, dates or table columns. Check the PDF before quoting or interpreting it. Redacted areas remain redacted.
I. PURPOSE
The purpose of this Request for Proposal (RFP) is to obtain a qualified firm to complete a comprehensive
Compensation and Pay study. The study will determine whether the existing salary and compensation scales are
competitive within today’s market of comparable entities, as well as address the internal equity when comparing
Newport News Public Schools (NNPS) positions to each other. The desired outcome is to obtain recommendations
for proper internal equity and ensuring that NNPS salaries are appropriate when compared to our competitors and
comparative market. The study will ensure that the salary structure is effective in attracting and retaining highly
qualified staff.
NNPS’ goal for this Compensation Study is for the consultant to provide sufficient information to afford NNPS an
opportunity to ensure best practice procedures are in place for promotions, transfers, and special assignments.
Additionally, this compensation study will support NNPS goal to maintain market competitiveness of all positions.
II. BACKGROUND
Newport News Public Schools, hereinafter referred to as “NNPS” is the ninth largest school division in the
Commonwealth with approximately 26,500 students. NNPS is an urban school system educating children in 3 early
childhood centers, 24 elementary schools, 1 middle/high school combination, a virtual learning academy and 5 high
schools. NNPS also provides programs for at-risk students in addition to special education programs.
A listing of NNPS facilities and its locations may be accessed via NNPS’ official web site at
http://sbo.nn.k12.va.us/schools. NNPS employs approximately 4,688 employees in a variety of educational,
managerial, professional, technical, clerical, service and maintenance positions.
III. STATEMENT OF NEEDS
A. Specific Requirements:
1. Upon award, consultant will conduct a comprehensive compensation study in order to evaluate and analyze the
district’s current salary structure compared to the current market, taking into consideration the appropriate length of
work years, certifications or special education and training and provide recommendations for the design, development
and maintenance of an appropriate and competitive compensation system for the employee groups included in this
study. The compensation study must be completed no later than January 2025.
B. Deliverables:
Consultant to provide, at a minimum, the explanation, backup and recommendations for the following:
o Administrative and Support Staff Personnel
• Review current data and industry practices of similar school districts to make a recommendation
regarding appropriate compensation for personnel at or above the top of the salary scale.
• Review all job titles and recommend changes to reflect accurately the current duties.
• Review current grade placements of all positions and recommend changes as appropriate.
• Review the minimum and maximum salaries of the salary schedule for revision.
• Review the percentage difference between the grades for revision.
• Review the range depth and make recommendations for increase, if appropriate.
• Review and make a recommendation for an employee in clerical positions regarding the staffing
patterns in the schools/offices and salary as compared to other similar school districts.
Page 4 of 22Jump to an indexed page (25 of 25)