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<br />CITY OF LA PORTE, TEXAS <br /> <br />SPECIFICATIONS <br /> <br />RFP #06501 <br />COMPENSATION AND CLASSIFICATION STUDY <br /> <br />INTRODUCTION <br /> <br />The City of La Porte is seeking requests for proposals from qualified firms to conduct a <br />comprehensive compensation and classification study on City jobs, including civil service <br />positions in the Police Department. The study shall consider and study both internal and <br />external equity and include the level of compensation and the internal relationship of positions <br />and structure of the pay plan. <br /> <br />BACKGROUND INFORMATION <br /> <br />The City of La Porte is a home rule city with a Council - Manager type of government. The City <br />provides a full array of services to a population of approximately 33,000 citizens. The City is <br />governed by a nine-member Council, which is responsible for setting City operating policies, <br />creating needed ordinances, and balancing the City's annual budget. The City Manager is the <br />chief administrative officer for the City. The City employs approximately 400 full-time employees <br />and part-time employees within eight (8) departments. The last major compensation and <br />classification study was performed in 2001. <br /> <br />The City of La Porte has approximately 171 different classifications. City employees receive an <br />evaluation and merit increase after successful completion of six months and on an annual basis, <br />thereafter. <br /> <br />GOALS AND OBJECTIVES <br /> <br />~ Accurately reflects value the City of La Porte places on jobs, both internally and <br />compared to market. <br />~ Provides method by which the City can establish future pay plans. <br />~ Results in higher level of satisfaction that work is compensated fairly. <br />~ Improved productivity. <br />~ Provides flexibility for managers to reward deserving employees. <br /> <br />PROPOSAL REQUIREMENTS <br /> <br />The proposed systems must meet all legal requirements, be completely non-discriminatory, and <br />provide for compliance with all pertinent federal, state, and local requirements, including but not <br />limited to, ADA, FLSA, EEO/AA. The systems must be easy for management to administer, <br />maintain, and defend. The systems should be based upon sound compensation principles in <br />which both internal and external equity are considered within the pay structure, as well as the <br />concepts of equal pay for equal, similar and comparable work. The systems should provide for <br /> <br />7 <br />