Posted Date : September 03,2022
Product (RFP/RFQ/RFI/Solicitation/Tender/Bid Etc.) ID : HR-4952
Government Authority located in Overland Park, Kansas; USA based organization looking for expert vendor for human resources job architecture consultant services.
[A] Budget: Looking for Proposal
[B] Scope of Service:
(1) Vendor needs to provide human resources job architecture consultant services for higher-education institutions to the government authority located in Overland Park, KS.
- Project is to ensure consistency to all non-bargaining unit and non-faculty positions within the college, ensure internal and external competitiveness, and to address internal equity.
- Establish a comprehensive and holistic job architecture that supports the college’s efforts to attract and retain qualified employees.
- Ensure similarly situated jobs with the same level of complexity, responsibility and knowledge, skills, and abilities, are classified appropriately and consistently.
- Develop job descriptions to assist with workforce planning, performance management, career and succession planning, training and development, compensation administration, health, safety and security, and risk management.
- Review agency entire catalog of current job descriptions and merge them into the newly developed job descriptions, thus making agency current job catalog obsolete.
- Ensure employees are placed in the correct job as it relates to their current duties.
- Ensure employees are paid at an appropriate rate within assigned pay level and in relationship to others within the same job regardless of area and department.
- Educate managers and supervisors on job families, analyses, descriptions, market competitiveness, internal equity, pay level maintenance and application of compensation plan. This should also include an explanation of the process and a timeline.
- Conduct interviews, desk audits, group discussions and engage in conversation that assists with developing job descriptions and job leveling.
- Develop job families, jobs descriptions, job levels and career laddering within the families.
- Job descriptions: include job summary, essential functions of the job, minimum qualifications, preferred qualifications, required knowledge, skills and abilities, special requirements, environmental, physical, and mental conditions, and FLSA assignment. Job descriptions must have a standardized format, using consistent fonts, spacing, template, etc. in Microsoft Word.
- Recommend appropriate working titles.
- Grade and price each job according to current market conditions.
- Place each employee in the specific job and level that fits their current duties.
- Analyze internal equity between employees in similarly situated jobs and assign appropriate rate of pay within the assigned pay level based on years of experience (as determined by the College) and other relevant information.
- Clearly outline promotional opportunities within each job family.
- Present recommendations for maintaining future market competitiveness.
- Prepare cost analysis of the implementation of recommended changes. Provide a written report and present findings and recommendations to the executive leadership team.
- The timeline of this project will be no longer than twelve months.
(2) All the questions must be submitted no later than September 9, 2022
[C] Eligibility:
- Onshore (USA ONLY);
[D] Work Performance:
Not Applicable
Budget :
Deadline to Submit Proposals: September 19,2022
Cost to Download This RFP/RFQ/RFI/Solicitation/Tender/Bid Document : 5 US$
Product (RFP/RFQ/RFI/Solicitation/Tender/Bid Etc.) ID : HR-4952
Government Authority located in Overland Park, Kansas; USA based organization looking for expert vendor for human resources job architecture consultant services.
[A] Budget: Looking for Proposal
[B] Scope of Service:
(1) Vendor needs to provide human resources job architecture consultant services for higher-education institutions to the government authority located in Overland Park, KS.
- Project is to ensure consistency to all non-bargaining unit and non-faculty positions within the college, ensure internal and external competitiveness, and to address internal equity.
- Establish a comprehensive and holistic job architecture that supports the college’s efforts to attract and retain qualified employees.
- Ensure similarly situated jobs with the same level of complexity, responsibility and knowledge, skills, and abilities, are classified appropriately and consistently.
- Develop job descriptions to assist with workforce planning, performance management, career and succession planning, training and development, compensation administration, health, safety and security, and risk management.
- Review agency entire catalog of current job descriptions and merge them into the newly developed job descriptions, thus making agency current job catalog obsolete.
- Ensure employees are placed in the correct job as it relates to their current duties.
- Ensure employees are paid at an appropriate rate within assigned pay level and in relationship to others within the same job regardless of area and department.
- Educate managers and supervisors on job families, analyses, descriptions, market competitiveness, internal equity, pay level maintenance and application of compensation plan. This should also include an explanation of the process and a timeline.
- Conduct interviews, desk audits, group discussions and engage in conversation that assists with developing job descriptions and job leveling.
- Develop job families, jobs descriptions, job levels and career laddering within the families.
- Job descriptions: include job summary, essential functions of the job, minimum qualifications, preferred qualifications, required knowledge, skills and abilities, special requirements, environmental, physical, and mental conditions, and FLSA assignment. Job descriptions must have a standardized format, using consistent fonts, spacing, template, etc. in Microsoft Word.
- Recommend appropriate working titles.
- Grade and price each job according to current market conditions.
- Place each employee in the specific job and level that fits their current duties.
- Analyze internal equity between employees in similarly situated jobs and assign appropriate rate of pay within the assigned pay level based on years of experience (as determined by the College) and other relevant information.
- Clearly outline promotional opportunities within each job family.
- Present recommendations for maintaining future market competitiveness.
- Prepare cost analysis of the implementation of recommended changes. Provide a written report and present findings and recommendations to the executive leadership team.
- The timeline of this project will be no longer than twelve months.
(2) All the questions must be submitted no later than September 9, 2022
[C] Eligibility:
- Onshore (USA ONLY);
[D] Work Performance:
Not Applicable
Budget :
Deadline to Submit Proposals: September 19,2022
Cost to Download This RFP/RFQ/RFI/Solicitation/Tender/Bid Document : 5 US$