Benefits Compensation Program Review Consultant [PR0105A]

ProSidian Seeks a Benefits Compensation Program Review Consultant - GSSC (Contract Position - Time and Materials) to support an engagement for the US Dept. of Energy (DOE) Hanford.  Preferred candidates present with relevant Government, Public Sector and Infrastructure (Nuclear and Environmental) Sector experience (functional area experience also ideal)

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

01. Compensation philosophy and strategy:

(1a) Review published policy and strategy statements related to compensation for consistency and determine whether the HMIS compensation system does what its stated philosophy and strategies require it to do.

(1b) How is it working? As evidenced by:  

(1b1) Approved compensation surveys

(1b2) Attrition

(1b3) Offer/Acceptance statistics, if available

(1b4) 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.

02. System for establishing a job worth hierarchy

(02a) Validate the HMIS use of job evaluation as required by policy and determine whether it is used appropriately within each job category.

(02b) Evaluate the job worth hierarchy for the value of jobs.

03. Method for relating internal job worth hierarchy to external market

(03a) Examine the "benchmark" job classifications in each job category against the corresponding survey benchmark descriptions.

(03b) Review a sampling of DOE-approved survey sources, noting the number, size, types and locations of comparator firms. Review appropriateness of compensation cuts utilized.

04. System that links individual and/or group performance to compensation decisions

(04a) Review a random sampling of completed performance reviews from each job category.

(04b) Examine the linkages between performance ratings and percent of increase and position in range.

(04c) Compare HMIS salary increase guidelines to actual percentages granted in each job category.

(04d) Review random sample of salaries given for promotions and hires made since January 2021.

05. Method for planning and monitoring the expenditure of funds

  (05a) Review the HMIS process for managing Compensation Increase Plan funds.

  (05b) Review the HMIS process for compensating critical skills needs.

06. Method for ensuring compliance with applicable laws and regulations

(06a) Verify the number, nature of, and settlement costs of any complaints or litigation arising out of human resource compensation issues since January 2021.

(06b) Confirm whether HMIS 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.

(06c) 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

(07a) 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.

(07b) Interview a random sampling of employees and managers/supervisors across the organization and levels to determine their understanding of the compensation system, effectiveness of communicating the compensation program to them and rate their interaction with the compensation group.

08. System for internal controls and self-assessment

(08a) Review a listing and purpose of compensation related reports.

(08b) Review the process used for approving exceptions, such as merit increases greater than DOE or HMIS guidelines, higher than normal hiring salaries,  and promotional increases.

(08c) Review HMIS's compliance with DOE contract requirements for its compensation program.

(08d) Verify the turnover and offer/acceptance statistics since 2017, if available.  Review exit surveys that state reasons for employees' departures from HMIS.