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• Specifically review and make salary recommendations for employees in salaried and/or hourly grade
order positions regarding compensation compared to the current market, taking into consideration the
appropriate length of work years, certifications or special education and training as compared to other
similar school districts and public entities with comparable job classifications.
• Provide guidance on appropriate placement of incumbents within a job classification within the
division. Specifically, review job class placement within the recommended pay grade structure and
provide a detailed discussion on the methodology proposed to ensure the market survey reflects a
comprehensive comparison to similar markets that includes but is not limited Salary and wages for
administrative and educational support staff.
o Compensation Study Report:
(a) Market Study Findings:
• Market study compensation findings should be presented in a format that displays ranking, minimum,
midpoint and a maximum salary for each benchmark position as well as the calculated mean, median,
quartiles and NNPS percentile ranking for each benchmark. Offeror is to provide the Fair Labor Standards
Act (FLSA) exemption designation for each benchmark.
• Offeror’s will discuss standard presentation of compensation survey results and indicate offeror’s ability
to present findings in the format specified.
• Offeror’ will provide NNPS with an electronic version of the complete study findings and all preliminary
findings and reports in a format compatible with Microsoft Office Suite.
• Offeror will provide samples of presentation formats used by the Offeror for compatible compensation
studies performed.
• Offeror will include in its report a proposed strategy for implementing recommended adjustments to the
NNPS Compensation Plan that prioritizes adjustments in a realistic phased approach over several budget
years.
• Offeror will recommend modifications/enhancements to NNPS’s existing compensated related policies
and procedures that support and sustain the Compensation Plan proposed.
• Offeror will discuss in detail methodologies proposed to establish the comparison criteria for
organizations to be surveyed. This includes processes utilized to establish the validity and reliability of
survey instruments proposed.
• Offeror will provide a sample of a survey used by Offeror to provide similar services to comparable
organizations.
• NNPS reserves the right to accept or reject any organization proposed.
(b) Compensation Plan:
• Offeror will provide recommendations to the NNPS Compensation Plan and related policies and
procedures for educational and support staff and administrators that:
o Clearly communicates compensation to new hires and prospects.
o Ensures internal equity across the organization with a focus on the market.
o Establishes the desired degree of consistency and flexibility in making pay decisions.
o Ensures pay is effective in attracting the desired caliber of talent.
o Enables better management of employee compensation relative to performance.
o Employees understand what determines their base salary, thereby increasing satisfaction with
pay.
o Defines the income opportunity in salary for current position and other positions of interest.
o Employees feel that they are compensated fairly.
o Ensures market competitiveness of positions.
o Establishes pay guidelines for promotions, transfers, and special assignments.
o Provide recommendations for ongoing internal administration and maintenance of the proposed
compensation plan. Maintenance should include recommended time market survey intervals.
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