Compensation Program Review Support Specialist (PR0163)

ProSidian Seeks a Compensation Program Review Support Specialist - GSSC [1099 Contractor Program Manager] located: The Hanford Eastern Washington (Tri-Cities - Kennewick | Pasco | Richland) Area to Provide services and support as a Compensation Program Review Support Specialist (PR0163) at The Hanford Eastern Washington (Tri-Cities - Kennewick | Pasco | Richland) Area.

JOB OVERVIEW

Provide Compensation Program Review Support Consulting services as part of general support services for The Department of Energy (DOE) Hanford Site for the Assistant Manager for Business Management, Procurement Support Division (PSD).

RESPONSIBILITIES AND DUTIES

Several Hanford prime contracts include the requirement for a periodic compensation system review in accordance with Federal Acquisition Regulation (FAR) 31.205-6, Department of Energy Acquisition Regulation (DEAR) 970.3102-05-6, and Contract Clause H.5 (a) and (b).

The objective of the review is to ensure that the prime contractor compensation programs will attract and retain competent and productive employees that facilitate the achievement of DOE missions in a cost-effective manner. The prime contractors shall demonstrate evidence of DOE-approved standards in its Total Compensation System.

SCOPE:  The Compensation Reviewer shall perform two compensation system reviews – one for Central Plateau Cleanup Company (CPCCo) - Richland and one for Hanford Laboratory Management And Integration (HLMI).  Regarding size, Central Plateau Cleanup Company (CPCCo) - Richland has six times the number of employees as Hanford Laboratory Management And Integration (HLMI); therefore, Hanford Laboratory Management And Integration (HLMI) will require a much smaller sample size.

BACKGROUND:

• Central Plateau Cleanup Company (CPCCo) is the prime contractor for the safe environmental cleanup of the Central Plateau at the Hanford Site. CPCCo will provide management of site operations for Department of Energy Richland cleanup facilities; facility Deactivation, Decommissioning, Decontamination, and Demolition and waste site remediation; transuranic waste management; Resource Conservation and Recovery Act (RCRA) / Comprehensive Environmental Response, Compensation, and Liability Act (CERCLA) decision documents to support cleanup actions associated with the Hanford Federal Facility Agreement and Consent Order and business core functions to support these efforts.
• Hanford Laboratory Management and Integration, LLC (HLMI) dba Navarro-ATL is an unpopulated LLC formed by two outstanding small businesses, Navarro Research and Engineering, Inc. (Navarro) and Advanced Technologies and Laboratories International, Inc. (ATL). Combining these exceptional operations and analytical firms provides DOE with the most qualified team to support timely and high-quality analytical services at Hanford’s 222-S Laboratory. As the prime contractor supporting 222-S in its critical role in achieving the Hanford Site mission (One Team, One Mission), HLMI provides the best value and lowest risk solutions to the complexities of managing the Lab.  Before and since the successful contract transition on April 15, 2021, HLMI has been working to unite Analytical, Facility Maintenance, and Operations staff with common performance goals. The contract scope includes both analytical and facility operations with core functions of engineering, environmental safety and health, assurance systems, interface management, and business services.

The Compensation Program Review Support Specialist shall evaluate each prime contractor’s compensation program separately to include their individual self-assessments and provide DOE with a written report providing its best professional opinion related to the following (below).

The Compensation Program Review Support Specialist shall allow DOE and General Support Service Contractor personnel to participate in this review alongside Compensation Program Review Support Specialist. While the review should encompass three months, the expected FTE equivalent is approximately 200 hours.

The review will encompass remote document review and onsite review to meet with Compensation Program Review Support Specialists to ask questions, seek clarification of materials, and conduct a random sampling of employee interviews and remote report development.

1) Compensation philosophy and strategy

• Review published policy and strategy statements related to compensation for consistency and determine whether the compensation system does what its stated philosophy and strategies require it to do.
• How is it working? As evidenced by:  A) Approved compensation surveys; B) Attrition; C) Offer/Acceptance statistics, if available; D) Does its philosophy and strategy provide for all pay delivery programs? Determine the use of range penetration versus compa-ratio and its effectiveness of salary ranges.

2) System for establishing a job worth hierarchy

• Validate the use of job evaluation as required by policy and determine whether it is used appropriately within each job category.
• Evaluate the job worth hierarchy for the value of jobs.

3) Method for relating internal job worth hierarchy to external market

• Examine each job category's "benchmark" job classifications against the corresponding survey benchmark descriptions.
• Review a sampling of DOE-approved survey sources, noting the number, size, types, and locations of comparator firms.
• Review the appropriateness of compensation cuts utilized.

4) System that links individual and group performance to compensation decisions

1. Review a random sampling of completed performance reviews from each job category.
2. Examine the linkages between performance ratings and percent of increase and position in the range.
3. Compare salary increase guidelines to actual percentages granted in each job category.
4. Review a random sample of salaries given for promotions and hires made since January 2022.

05) Method for planning and monitoring the expenditure of funds

• Review Compensation Program Review Support Specialist process for managing Compensation Increase Plan funds.
• Review Compensation Program Review Support Specialist process for compensating critical skills needs.

06) Method for ensuring compliance with applicable laws and regulations

• Verify the number, nature, and settlement costs of any complaints or litigation arising from human resource compensation issues since January 2022.
• Confirm if Compensation Program Review Support Specialist has an audit routine for the Fair Labor Standards Act (FLSA) and the Equal Pay Act to ensure compliance with these human resources compensation statutes.
• Review the frequency, content, and results of any compensation system compliance audits conducted during the last five years, if available (e.g., DOL FLSA review, previous DOE compensation reviews, equal employment opportunity commission pay equity reviews or other IG/GAO compensation system-related audits).

07) System for communicating the programs to employees

• Review all current methods to communicate compensation information to employees, such as brochures, handbooks, guides, policy manuals, procedures manuals, and internet sites. Examine the purpose and consistency of each.
• Interview a random sampling of employees and managers/supervisors across the organization and levels to determine their understanding of the compensation system and the effectiveness of communicating the compensation program to them, and rate their interaction with the compensation group.

08) System for internal controls and self-assessment

• Review a listing and purpose of compensation-related reports.
• Review the process for approving exceptions, such as merit increases greater than DOE or contractor guidelines, higher than normal hiring salaries, and promotional increases.
• Review Compensation Program Review Support Specialist’s compliance with DOE contract requirements for its compensation program.
• Verify the turnover and offer/acceptance statistics since 2018, if available. Review exit surveys that state reasons for employees’ departures from Compensation Program Review Support Specialist.

09) System to ensure that compensation reimbursement to corporate parent employees who are seconded to the Contract (Central Plateau Cleanup Contract or 222-S Laboratory Contract) is pro-rated.

• Review the compensation reimbursed for seconded individuals to ensure they comply with policy and procedures and are allowable and reasonable.

10) System for awarding variable pay.

• Review Variable Pay Program policy and procedures to determine if it is effective and in compliance with DOE-approved compensation guidance. In addition, ensure that the funds are distributed according to contractor policy and procedures.

Work products shall be thorough, accurate, appropriately documented, and comply with established criteria. The Compensation Program Review Support Specialist shall ensure that duties are performed competently and professionally. Compensation Program Review Support Specialist employees shall submit a weekly report addressing work accomplished and deliverable progress to the technical monitor.