Classification, Compensation & Organizational Services

In establishing employee compensation, organizations must ensure they can recruit and retain a productive and reliable workforce while also complying with pay equity laws. This requires them to use a systematic classification and compensation system to determine job requirements and responsibilities memorialized in job descriptions and the comparable value of work performed by each class of its employees, ensure there are equitable compensation relationships between comparable male and female jobs and with the external market, promote a comprehensive total rewards package for employees, and to report certain information to the government. A classification and compensation study reviews and accomplishes each of these items.

To ensure that an organization is set up to provide high-quality, efficient and cost-effective services to their constituents, it needs to review the services it provides, the functions of employees necessary to provide the services, its organization and reporting structures, its job classifications and the amount of staffing needed, the workplace environment, and how these items compare to comparable organizations and any appropriate changes to make to its organization. An organizational study reviews each of these items.

Our Classification, Compensation & Organizational Services

Job Analysis

Review job classification systems
Conduct incumbent and supervisor interviews
Prepare and analyze job questionnaires
Observe jobs
Draft job descriptions

Job Evaluation

Prepare comparisons of jobs to determine the appropriate pay rate
Establish comparison of jobs using internal methods, such as point factor, factor comparison, job ranking or job classification
Establish comparison of jobs using external methods such as market data to determine a job’s worth

Compensation

Draft a classification and compensation philosophy and plan
Establish pay structures and total compensation and reward packages
Analyze market data

Pay Equity

Review, analyze and recommend changes to classification and compensation system to ensure legal compliance
Prepare pay equity report to the state and/or federal government
Advise and represent in any contested matter involving legal compliance

Organizational

Direction and alignment of the organization as a whole, individual departments, employees and services they provide
Work flow processes and organizational structure
Workforce staffing, productivity and retention
Workplace environment
Communication, innovation and collaboration

Notable Clients

Austin Utilities
City of Alexandria
City of Albert Lea
City of Austin
City of Bagley
City of Blue Earth
City of Brainerd
City of Dilworth
City of Goodview
City of Hudson
City of International Falls
City of Lake Shore
City of Lewiston

City of Moorhead
City of New Hope
City of Oakdale
City of Park Rapids
City of Pelican Rapids
City of Plainview
City of Princeton
City of Pueblo (Co.)
City of St. Charles
City of St. Joseph
City of Stillwater
City of Wadena
City of Waseca

City of Wells
City of Windom
City of Winona
City of Winsted
City of Worthington
Mesa (Ariz.) Public Schools
Minnesota Valley Transit Authority
Moorhead Public Service
St. Cloud Area Planning Organization
Village of Los Lunas
Washington County Community Development Agency