26500030 RFP Addendum 1 Compensation Study
| Agency: | Christiansburg town |
|---|---|
| State: | Virginia |
| Type of Government: | State & Local |
| NAICS Category: |
|
| Posted Date: | Jul 10, 2026 |
| Due Date: | Jul 24, 2026 |
| Solicitation No: | 26500030 |
| Original Source: | Please Login to View Page |
| Contact information: | Please Login to View Page |
| Bid Documents: | Please Login to View Page |
| Bid Number: |
26500030
|
| Bid Title: |
26500030 RFP Addendum 1 Compensation Study
|
| Category: | Bid / RFP Opportunities |
| Status: | Open |
|
Attachment Preview
Town of Christiansburg
Purchasing Office
100 East Main Street
Christiansburg, VA 24073
ADDENDUM #1
July 10, 2026
RFP #26500030 Compensation Study
This Addendum #1 amends or supplements RFP #26500030 Compensation Study for the Town of
Christiansburg as indicated below.
1. Questions received with the Town’s answers in red.
2. Exhibit A – Approved Pay Plan 7.1.2026
All other terms, conditions, and descriptions in the RFP remain the same. The due date and hour
remains July 24, 2026, 3:00 PM, EST.
A signed acknowledgment of this Addendum must be included with your Proposal.
I acknowledge that I have read and understand this addendum in its entirety.
Authorized Signature:______________________________________te:__________________
Company
Name:_______________________________________________________________________
Questions received with the Town’s answers in red.
1. Does the Town wish to have the FLSA classification (exempt, non-exempt) reviewed for each Town position?
Yes, the Town would like the FLSA classification reviewed for each position.
2. What process/method does the Town use currently to assign job classifications and pay grades to positions
(e.g. point factor method, market pricing, combination of the two)? The Town currently uses a market-
pricing method to assign job classifications and pay grades.
3. Section IV - Statement of Need/Scope of Services. Item J. "Create updated job clarifications.....". Does the
Town mean Job Classifications, perhaps? Or if not, can you define "job clarifications" please? The correct
term is “Job Classifications.” Thank you for noting the clarification.
4. Does the Town want employee benefits to be part of the compensation survey i.e. a Total Compensation
Survey? No. Employee benefits are not intended to be a part of the compensation survey. They may,
however, be included under Optional Services.
5. Optional Services items 1-3 around staffing analysis, scheduling etc.: If we are not able to provide the 3
designated areas of Optional Services, are we still able to propose on the core services, or will you only be
interested in firms that provide BOTH core and the three designated optional service areas? Yes, firms may
submit proposals for the core services even if they are unable to provide Optional Services items 1-3. The
Town is seeking firms that can deliver the core scope of services identified in Section IV, items A-T.
6. In reference to the job analysis, does the Town wish for the hired consultant to complete a Job
questionnaire to determine the proper hierarchy of jobs within the organization? If so, would the Town like
job descriptions updated? A job questionnaire may be used if needed to complete a job analysis. Most job
descriptions for full-time positions have already been updated.
7. What is the Town’s preferred timeline for completing the study? The Town’s preferred completion timeline
is fall 2026, but no later than the end of the 2026 calendar year.
8. The RFP states that the Town’s budget is $50,000. Are the optional services of the RFP included in this
amount? The Optional Services are not included within the base project budget. The RFP states “The Town
reserves the right to purchase additional related services on an as-needed basis for three years from the
date of signed contract execution, not to exceed $50,000 per year.”
9. Where a sample survey and report were produced by named key personnel, and that individual is formally
assigned to this engagement, may that sample be submitted provided the individual's specific role and
contributions are clearly identified? Yes. Samples produced by named key personnel may be submitted,
provided the individual’s role and contributions are clearly identified.
10. May references be drawn from engagements where named key personnel performed the compensation
study work under a prior employer, provided those references can speak directly to that individual's
performance and contributions? Additionally, may references from engagements involving closely related
work be considered? References should be for the proposing organization. References involving closely
related work will be considered. References from prior employers that speak directly to an individual’s
contributions may also be included.
11. May references include public sector organizations beyond strictly county and municipal governments,
provided the services performed were classification and compensation studies of comparable scope? Yes,
references may include public-sector organizations outside counties and municipalities, as long as the work
involved comparable classification and compensation study scope.
12. May the qualifications and experience narrative include the individual experience of named key personnel
formally assigned to the engagement, or must it reflect only the proposing firm's organizational history as an
entity? The qualifications and experience narrative may include both the firm’s organizational history and
the relevant experience of key personnel assigned to the engagement.
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13. The RFP states that the Town’s classification and compensation system was last reviewed and updated in
2018. Was this a result of a formal study and if so, which firm completed the study? Yes. The Town
completed a formal study in 2018, which was conducted by SESCO.
14. Does the Town anticipate employee participation in the study process (e.g., interviews, questionnaires)? The
Town anticipate supervisor and manager participation if interviews or job questionnaires are used.
15. Does the Town already have a preferred list of comparator organizations for the survey, or should the
selected consultant develop recommendations for Town approval? The selected consultant should
recommend comparator organizations. The Town also has a list of comparator organizations that must be
included in the survey.
16. Section IV identifies staffing analysis as an optional service. If these services are included in the proposed
base scope, should Offerors provide separate pricing for the optional services, or only if they are excluded
from the base proposal? Offerors should provide separate pricing for Optional Services.
17. Does the Town have a budget or anticipated cost range for this project and can that information be shared
with proposers? The Town does not have an anticipated cost range for the project.
18. Can you provide the number of unique job titles included in the study? On page 7 of the RFP, there is a
statement that the current pay plan is included, but we don't see it attached. If job titles are included on
this document, then that may also provide the information we are seeking. The current pay plan for full-time
positions is attached and includes the list of job titles.
19. What are the Town’s primary compensation and workforce challenges, and which positions or departments
face the greatest recruitment, retention, compression, or turnover issues? The Public Works department has
the highest turnover, particularly among entry-level positions. The Town also experiences challenges in
recruiting police officers and skilled professionals such as civil engineers. The Town has many long-tenured
employees and seeks to address compression issues.
20. Will the Town pursue a comprehensive classification review or a targeted analysis of potentially misaligned
positions? The Town is pursuing a comprehensive classification review.
21. Does the Town have preferred comparator organizations or labor markets, and is it open to consultant-
recommended public and private sector peers? Please see the response to Question 15.
22. Should the study validate the current compensation philosophy or recommend an updated pay philosophy
and market positioning strategy? The study should recommend an updated pay philosophy and market
positioning strategy.
23. Beyond cost estimates, would the Town like phased implementation options to address market
competitiveness, internal equity, and pay compression? Yes, the Town would like phased implementation
options to address competitiveness, equity and pay compression.
24. What compensation and workforce data will be available (e.g., pay data, job descriptions, org charts,
turnover/vacancy data, hiring history, 2018 compensation study)? All compensation and workforce data
requested by the awarded firm will be provided, including pay data, job descriptions, organizational charts,
turnover/vacancy data, and hiring history.
25. What level of stakeholder engagement is expected (e.g., leadership interviews, manager validation,
employee focus groups, HR-led feedback)? Supervisor and manager participation is anticipated if interviews
or job questionnaires are used. HR will work closely with the consultant throughout the project.
26. Beyond updated classifications and salary structures, what outcomes will define project success (e.g.,
improved recruitment/retention, living-wage alignment, better pay administration, stronger pay-for-
performance)? Project success will be defined by improved recruitment and retention, updated
classifications, better pay administration, alignment with living wage standards, and a stronger pay-for-
performance program.
27. In Section III of the RFP, it states: “A current copy of the pay plan is included in this RFP”. Would you be able
to include a copy of the current pay plan in the Town’s addendum response? The current pay plan for full-
time positions is attached.
28. In the optional services portion of the RFP, in reference to staffing analysis, are there particular departments
that should receive attention? Or, would all departments and functions be included for review? All
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departments may be included in Optional Service staffing analysis, with particular emphasis on Fire and
EMS.
29. Was the last study completed of the same scope as the current request? Did it include updated job
descriptions? Yes, the previous study scope was similar. It did not include updating job descriptions.
30. Was the study completed internally or with the assistance of an outside firm? Who was the outside firm if
one was used? The last formal study was completed by SESCO in 2018.
31. How many unique job titles are covered in the study? The attached full-time pay plan includes the list of
unique job titles covered in the study.
32. When do you need to have results for the study? The Town prefers to have the study completed in fall 2026
and no later than the end of the calendar year.
33. Can you advise us on the anticipated start date of the project? The project is anticipated to begin
immediately following contract award.
END OF QUESTIONS
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EXHIBIT A
This page summarizes the opportunity, including an overview and a preview of the attached documents.
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