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108 <br />APPROACH & METHODOLOGY <br />structure addresses compliance gaps. Where adjustments are necessary, we will provide <br />specific recommendations to achieve and maintain compliance. MGT will prepare <br />supporting documentation and user-friendly tools to assist City staff in completing future <br />Pay Equity Implementation Reports. This task"gpuwtgu"vjcv"vjg"Ekv{Ҁu"encuukhkecvkqp"cpf" <br />compensation system is legally compliant, transparent, and sustainable for long-term use. <br />Deliverables <br /> Proposed classification structure and preliminary recommendations <br /> Draft pay plan(s) <br /> Summary of internal equity and market alignment <br /> Pay equity analysis report <br />TASK 5.0: RECOMMENDATIONS AND IMPLEMENTATION GUIDANCE <br />Activities <br />5.1 Present Draft Recommendations <br />This task focuses on facilitating a structured review and validation of the study <br />recommendations and implementation plan(s) with the City. MGT will present preliminary <br />recommendations to leadership and key stakeholders to confirm that the <br />recommendations align with strategic goals and are practical for implementation. This <br />discussion provides an opportunity to walk through the analysis, explain the rationale <br />behind key decisions, and confirm that the results are understandable and aligned with <br />organizational goals. Based on feedback, MGT will evaluate whether refinements are <br />necessary. MGT will work closely with the City to confirm that the recommendations <br />support internal equity, align with workforce planning strategies, and are responsive to <br />current and future organizational needs. <br />5.2 Develop and Provide Implementation Strategies <br />MGT will develop a summary of estimated implementation costs that shows the projected <br />cost of implementing the proposed recommendations, which may include two options for <br />phase-in (e.g., immediate implementation, multi-year rollout). Costing will estimate the <br />fiscal impact of implementing the pay structure updates, including identifying projected <br />base pay adjustments by job and potential areas of internal compression or equity <br />concern. Overtime costs are not included, and the analysis will be estimates only. MGT <br />will prepare guidance for adopting and administering the new system, which may include <br />employee placement protocols, guidelines for salary movement, and procedures for <br />evaluating and maintaining job consistency. MGT views implementation not as an <br />afterthought, but as an integral part of the study that ensures the work completed results <br />in actionable outcomes. Upon completion of all revisions, MGT will submit a final version <br />of these strategies. <br />Deliverables <br /> Updated plan, as needed <br /> Implementation strategies and maintenance guidance <br />CITY OF CENTERVILLE | OCTOBER 10, 2025 <br /> <br />PAGE 13 <br />RFP | CLASSIFICATION, COMPENSATION, AND PAY EQUITY STUDY <br /> <br /> <br />