Classification and Compensation Study

2026-11-03

3 . 1 Classification Phase a ) Review background materials , including organizational charts , budgets , personnel rules and regulations , City Code provisions , and related information . b ) Review all existing position descriptions and classifications . c ) Conduct job audits of all positions , including a general task analysis by department , which shall include interviews with the HR Manager , Department Directors , and other key personnel as necessary to determine the organizational structure and essential functions of each position . d ) Conduct orientation and briefing sessions for all City employees covered within the scope of the study . e ) Completion of a job - related questionnaire by all employees which can be used for classification and compensation purposes . f ) Conduct interviews with all ( or a representative sample of ) covered employees . g ) Allocate all employees included within the scope of the study to an appropriate job class . h ) Prepare up - to - date and accurate classification specifications . i ) Design and administer an employee review process , including performance evaluation . j ) Prepare appropriate implementation and maintenance manuals . k ) Recommendations for strategic goals of recruitment , reward , and retention . Document areas to formalize a process or path for career progression for employees . 3 . 2 Compensation Phase a ) Identify survey labor market and benchmark classes . The market survey must use local government positions , especially local Alaskan governments of similar size , as a baseline market reference ( see 2021 Compensation Study ). Ensure that comparisons are for Fire / EMS career departments with similar call volume , EMS delivery models , and 24 - hour shift schedules . Same with the Harbor Department Officers . b ) Conduct comprehensive compensation survey . c ) Complete internal salary relationship analysis , including the development of appropriate internal relationship guidelines . d ) Review existing salary structure and determine appropriate changes to the structure , including minimum and maximum percent spread and the difference between each salary step , or formulate alternative types of pay structures that will allow movement from minimum to maximum . e ) Develop recommended pay grades , grade pricing , and salary range for all classifications . f ) Develop externally competitive and internally equitable salary recommendations for each class of work included in the study . g ) Document and develop a strategy for other types of increases such as cost - of - living adjustments , bonuses , incentive pay , annual review , promotions and demotions . h ) Comparison of limited specified benefits to include medical , dental , vision , telecommuting / remote work , flexible schedule ( while maintaining a five ( 5 ) day operation ), city funded wellness programs , tuition reimbursement , paid time off to include annual and sick leave , holidays , paid bereavement , childcare subsidy / discounted program . i ) Prepare implementation and maintenance manuals . j ) Provide training for key staff . 3 . 3 Final Presentation a ) Develop and present recommendations and impact studies , including cost of adjusting salary ranges of employees to proposed levels and the future impact of recommended changes to City Manager . b ) Make final formal presentation of recommendations to the City management staff and to the Mayor and City Council . The consultant may propose additional tasks as deemed necessary to complete the assignment .

Alaska

2026-03-27