HomeMy WebLinkAbout200-25 RESOLUTIONPage 1
113 West Mountain Street
Fayetteville, AR 72701
(479) 575-8323
Resolution: 200-25
File Number: 2025-1481
A RESOLUTION TO AWARD RFP 25-09 AND AUTHORIZE A CONTRACT WITH MCGRATH HUMAN
RESOURCES GROUP, INC. IN THE AMOUNT OF $171,500.00 TO PROVIDE COMPENSATION AND
CLASSIFICATION CONSULTING SERVICES, AND TO APPROVE A BUDGET ADJUSTMENT
WHEREAS, a city-wide compensation and classification project is a critical step in ensuring the City’s pay practices
remain equitable, competitive, and fiscally responsible while strengthening the City’s ability to recruit, retain, and
engage a high-performing workforce; and
WHEREAS, the project scope includes classification and compensation analysis for approximately 350 positions;
external market comparison using data from peer municipalities; compression analysis, internal equity review, and
benefit benchmarking; development of updated compensation structures and implementation cost modeling; training
and support for HR staff to sustain the system long-term; and final reports and presentations to City leadership,
employees, and elected officials.
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF FAYETTEVILLE,
ARKANSAS:
Section 1: That the City Council of the City of Fayetteville, Arkansas hereby awards RFP 25-09 and authorizes Mayor
Rawn to sign a contract with McGrath Human Resources Group, Inc. in the amount of $171,500.00 to provide
compensation and classification consulting services.
Section 2: That the City Council of the City of Fayetteville, Arkansas hereby approves a budget adjustment, a copy of
which is attached to this Resolution.
PASSED and APPROVED on September 2, 2025
Approved:
_______________________________
Molly Rawn, Mayor
Attest:
_______________________________
Kara Paxton, City Clerk Treasurer
Mailing address:
113 W. Mountain Street
Fayetteville, AR 72701
www.fayetteville-ar.gov
CITY COUNCIL MEMO
2025-1481
MEETING OF SEPTEMBER 2, 2025
TO: Mayor Rawn and City Council
THRU: Keith Macedo, Chief of Staff
FROM: Missy Hutcheson, Human Resources Director
SUBJECT: Compensation and Classification Consultant Agreement – McGrath Human
Resources Group, Inc.
RECOMMENDATION:
Staff recommends that City Council approve an agreement with McGrath Human Resources Group, Inc.,
pursuant to RFP 25-09, to provide compensation and classification consulting services for the City. Staff
recommends approval of a budget adjustment to cover the cost of a comprehensive classification and
compensation project.
BACKGROUND:
Request for Proposal (RFP #25-09) was issued to secure a qualified consultant to perform a citywide
compensation and classification study. The City received nine proposals. Following a thorough review and
interview process, the selection committee unanimously recommended McGrath Human Resources Group,
Inc.
The selection committee included:
• Missy Hutcheson, HR Director
• Michele Bechhold, Assistant HR Director
• Mike Reynolds, Police Chief
• Brad Hardin, Fire Chief
• Steve Dotson, CFO
• Kevin Springer, Budget Director
• Chris Brown, Public Works Director
• Peter Nierengarten, Environmental Director
DISCUSSION:
This compensation project is a critical step in ensuring the City’s pay practices remain equitable, competitive,
and fiscally responsible while strengthening our ability to recruit, retain, and engage a high-performing
workforce.
The scope of work includes:
• Review and update of the City’s compensation philosophy
Mailing address:
113 W. Mountain Street
Fayetteville, AR 72701
www.fayetteville-ar.gov
• Classification and compensation analysis for approximately 350 positions
• External market comparison using data from peer municipalities
• Compression analysis, internal equity review, and benefit benchmarking
• Development of updated compensation structures and implementation cost modeling
• Training and support for HR staff to sustain the system long-term
• Final reports and presentations to City leadership, employees, and elected officials
McGrath’s proposal includes a collaborative, data-driven approach tailored to the City’s needs and fiscal
realities. The anticipated project timeline is seven months.
BUDGET/STAFF IMPACT:
The total initial project cost will not exceed $171,500.00, which includes $153,500.00 for professional services
and deliverables, plus up to $18,000.00 for travel expenses. Staff recommends approval of a corresponding
budget adjustment to fully fund the project.
ATTACHMENTS: 3. Staff Review Form, 4. Budget Adjustment, 5. RFP 25-09, Appendix A - Fee Schedule, 6.
RFP 25-09, Appendix B - City Issued RFP, 7. RFP 25-09, Appendix C - McGrath's Proposal, 8. RFP 25-09
Contract Signed by McGrath 8.6.25
Page 1
City of Fayetteville, Arkansas
Legislation Text
113 West Mountain Street
Fayetteville, AR 72701
(479) 575-8323
File #: 2025-1481
A RESOLUTION TO AWARD RFP 25-09 AND AUTHORIZE A CONTRACT WITH
MCGRATH HUMAN RESOURCES GROUP, INC. IN THE AMOUNT OF $171,500.00 TO
PROVIDE COMPENSATION AND CLASSIFICATION CONSULTING SERVICES, AND TO
APPROVE A BUDGET ADJUSTMENT
WHEREAS, a city-wide compensation and classification project is a critical step in ensuring the City’s
pay practices remain equitable, competitive, and fiscally responsible while strengthening the City’s
ability to recruit, retain, and engage a high-performing workforce; and
WHEREAS, the project scope includes classification and compensation analysis for approximately 350
positions; external market comparison using data from peer municipalities; compression analysis,
internal equity review, and benefit benchmarking; development of updated compensation structures and
implementation cost modeling; training and support for HR staff to sustain the system long-term; and
final reports and presentations to City leadership, employees, and elected officials.
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF
FAYETTEVILLE, ARKANSAS:
Section 1: That the City Council of the City of Fayetteville, Arkansas hereby awards RFP 25-09 and
authorizes Mayor Rawn to sign a contract with McGrath Human Resources Group, Inc. in the amount of
$171,500.00 to provide compensation and classification consulting services.
Section 2: That the City Council of the City of Fayetteville, Arkansas hereby approves a budget
adjustment, a copy of which is attached to this Resolution.
City of Fayetteville Staff Review Form
2025-1481
Item ID
9/2/2025
City Council Meeting Date - Agenda Item Only
N/A for Non-Agenda Item
Missy Hutcheson 8/11/2025 HUMAN RESOURCES (120)
Submitted By Submitted Date Division / Department
Action Recommendation:
Staff recommends awarding RFP #25-09 and authorizing an agreement with McGrath Human Resources Group, Inc.
to serve as the City's compensation consultant and to conduct a comprehensive classification and compensation
project for a total not-to-exceed amount of $171,500.00. This includes $153,500.00 for services related to a
compensation study and benefits analysis, plus up to $18,000.00 for travel expenses. A corresponding budget
adjustment is also recommended for approval.
Budget Impact:
1010.120.1220-5314.00 General
Account Number Fund
Project Number Project Title
Budgeted Item?Yes Total Amended Budget $168,300.00
Expenses (Actual+Encum)$143,005.00
Available Budget $25,295.00
Does item have a direct cost?Yes Item Cost $171,500.00
Is a Budget Adjustment attached?Yes Budget Adjustment $171,500.00
$428.00 Remaining Budget $25,295.00
V20221130
Purchase Order Number:Previous Ordinance or Resolution #
Change Order Number:Approval Date:
Original Contract Number:
Comments:
City of Fayetteville, Arkansas - Budget Adjustment (Agenda)
Budget Year Division
/Org2 HUMAN RESOURCES (120)
Adjustment Number
2025 Requestor:Missy Hutcheson
BUDGET ADJUSTMENT DESCRIPTION / JUSTIFICATION:
Staff recommends awarding RFP #25-09 and authorizing a contract with McGrath Human Resources Group, Inc. for a total
not-to-exceed amount of $171,500.00. This includes $153,500.00 for services related to a compensation study and benefits
analysis, plus up to $18,000.00 for travel expenses. A corresponding budget adjustment is also recommended for approval.
COUNCIL DATE:9/2/2025
ITEM ID#:2025-1481
Holly Black
8/11/2025 12:12 PM
Budget Division Date
TYPE:D - (City Council)
JOURNAL #:
GLDATE:
RESOLUTION/ORDINANCE CHKD/POSTED:/
v.2025721TOTAL171,500 171,500
Increase / (Decrease)Project.Sub#
Account Number Expense Revenue Project Sub.Detl AT Account NameGLACCOUNTEXPENSEREVENUEPROJECTSUBATDESCRIPTION X
1010.120.1220-5314.00 171,500 -EX Professional Services
1010.001.0001-4999.99 -171,500 RE Use Fund Balance - Current
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City of Fayetteville, Arkansas – Compensation Consultant Services
31
Addendum – August 5, 2025
The following is in response to questions regarding the proposal and project.
Site/ Virtual Meetings
x Project Initiation Meeting – On Site
o Meet with project team
o Meet with department directors (group)
o Meet with City Council
x Department Head Meetings – Zoom
o Meet with each department regarding:
Responsibilities of the department
Brief overview of positions
Difficult positions for recruitment/retention
Comparable municipalities discussion
Discussion of current/future compensation system
Discussion of current/future benefits
x Comparable municipalities – On site or zoom (preferred)
o Finalization of comparables with Administration
o Discussion of comparable with union representation
x Draft Salary Schedule Meetings – On site
o Meet with each department and a representative of HR to discuss placement of
positions in recommended salary schedule(s)
x Final Presentations
o Agenda Meeting – On site
o Approval Meeting - On site
Market and Classification
x Will benchmark as many positions as possible to the external market
x Will evaluate all City positions through a position questionnaire – will discuss with each
department director
x Will discuss need to geographically adjust market data – dependent on compensation
philosophy
Cost Proposal Update
Compensation Study for an estimated 350 titles $145,500
Benefit Analysis $ 8,000
Travel – Not to exceed based upon actual expenses* $ 18,000
Project Not to Exceed Amount $171,500
*Travel: This project can be completed virtually, onsite, or a blend of the two. In-person site visits may
not be needed nor desired. Travel expenses will be billed only if incurred and based on actual
City of Fayetteville, Arkansas – Compensation Consultant Services
32
expenses, not to exceed the price listed. This would be limited to airfare, mileage/car rental, hotel and
dinner. All in person site visits will be determined with the City in advance and based upon the needs
of the project.
Terms of Payment -Revised
Payment will be made in four (4) installments ($153,500):
$ 10,000 upon completion of the signed contract;
$ 85,500 upon submission of the draft salary schedule; and
$ 48,000 upon submission of the draft report; and
$ 10,000 plus actual travel (not to exceed $18,000) upon submission of the final report.
All invoices are due within 30 days of receipt. Proposal cost is good for a minimum of 90 days from
August 5, 2025. Dr. Victoria McGrath is the individual with the authority to negotiate and contractually
bind McGrath Human Resources in any type of negotiations and contracts.
Future Costs:
x Consultant pay grade positions (new, reclassifications, etc.) not to exceed $245 per job title
x Annual Compensation Schedule adjustment recommandations not to exceed $700
x Compensation schedule market adjustment not to exceed $45,000 and benchmark 75% of the
titles
x Other Consultant Services
o Principal $275, plus 3% each subsequent year
o Senior Consultant $250, plus 3% each subsequent year
City of Fayetteville, AR
RFP 25-09, Compensation Consultant
Page 1 of 20
City of Fayetteville, Arkansas
Purchasing Division – Room 306
113 W. Mountain
Fayetteville, AR 72701
Phone: 479.575.8256
TDD (Telecommunication Device for the Deaf): 479.521.1316
Request for Proposal: RFP 25-09, Compensation Consultant
DEADLINE: Wednesday, May 21, 2025 before 2:00 PM, local time
PROCUREMENT DIRECTOR: Amanda Beilfuss, abeilfuss@fayetteville-ar.gov
DATE OF ISSUE AND ADVERTISEMENT: 04/27/2025
REQUEST FOR PROPOSAL
RFP 25-09, Compensation Consultant
No late proposals shall be accepted. RFP’s shall be submitted through the City’s third-party
electronic bidding platform or by submitting a sealed physical proposal to the City of Fayetteville,
Purchasing Division at the below location.
City of Fayetteville
Purchasing Division – Room 306
113 West Mountain Street
Fayetteville, AR 72701
All proposals shall be submitted in accordance with the attached City of Fayetteville specifications
and documents attached hereto. Each Proposer is required to fill in every blank and shall supply
all information requested; failure to do so may be used as basis of rejection.
The undersigned hereby offers to furnish & deliver the articles or services as specified, at the prices & terms
stated herein, and in strict accordance with the specifications and general conditions of bidding, all of which are
made a part of this offer. This offer is not subject to withdrawal unless upon mutual written agreement by the
Proposer/Bidder and City Procurement Director.
RFP (REQUEST FOR PROPOSAL)
City of Fayetteville, AR
RFP 25-09, Compensation Consultant
Page 2 of 20
City of Fayetteville
RFP 25-09, Compensation Consultant
Advertisement
City of Fayetteville, AR
Request for Proposal
RFP 25-09, Compensation Consultant
The City of Fayetteville, Arkansas, is now accepting proposals for qualified firms to provide compensation
consulting services. Any questions regarding this RFP shall be directed to Amanda Beilfuss, City of Fayetteville
Procurement Director at abeilfuss@fayetteville-ar.gov or (479) 575-8220.
Solicitation documents and addenda shall be obtained at the City of Fayetteville Purchasing Division’s electronic
bidding platform at www.fayetteville-ar.gov/bids. All proposals shall be received by Wednesday, May 21, 2025
before 2:00 PM, Local Time utilizing the electronic bidding software or by submitting a sealed physical proposal
to the City of Fayetteville, Purchasing Division. All proposals are due before the time stated. No late proposals
shall be accepted. Submitting electronically is strongly encouraged. The City of Fayetteville shall not be
responsible for lost or misdirected proposals, or for failure of proposer’s technical equipment.
All interested parties shall be qualified to do business and licensed in accordance with all applicable laws of the
state and local governments where the project is located. Proposers shall have a current, valid registration with
the Arkansas Secretary of State at time of RFP deadline OR be able to provide proof of registration before
recommendation of award to Fayetteville City Council.
The City of Fayetteville reserves the right to reject any or all Proposals and to waive irregularities therein, and all
parties agree that such rejection shall be without liability on the part of the City of Fayetteville for any damage or
claim brought by any interested party because of such rejections, nor shall any interested party seek any recourse
of any kind against the City of Fayetteville because of such rejections. The filing of any Statement in response to
this invitation shall constitute an agreement of the interested party to these conditions.
City of Fayetteville
By: Amanda Beilfuss, Procurement Director
P: 479.575.8220 abeilfuss@fayetteville-ar.gov
TDD (Telecommunications Device for the Deaf): (479) 521-1316
Date of advertisement: 04/27/2025
This publication was paid for by the Purchasing Division of the City of Fayetteville, Arkansas.
Amount paid: $164.85
City of Fayetteville, AR
RFP 25-09, Compensation Consultant
Page 3 of 20
City of Fayetteville
RFP 25-09, Compensation Consultant
SECTION A: General Terms & Conditions
1. SUBMISSION OF A PROPOSAL SHALL INCLUDE:
Each proposal shall contain the following at a minimum. Proposer must also address detailed requirements
as specified in the Scope of Work.
a. A written narrative describing the method or manner in which the Proposer proposes to satisfy
requirements of this RFP in the most cost-effective manner. The term Proposer shall be in reference to a
firm or individual responding to this solicitation.
b. A description of the Proposer’s experience in providing the same or similar services as outlined in the RFP.
This description should include the names of the person(s) who will provide the services, their
qualifications, and the years of experience in performing this type of work. Also, include the reference
information requested in this RFP.
c. The complete fee and cost to the City for all services outlined in this RFP.
d. Statement should be no more than twenty-five (25) pages; single sided, standard, readable, print on
standard 8.5x11 documents. Proposers shall also submit a three (3) page (maximum) executive summary.
The following items will not count toward the twenty-five-page limitation: appendix, cover sheet, 3-page
executive summary, resumes (resumes shall be no more than 1 page per person), and forms provided by
the City for completion.
i. Submitting and responding to this RFP: Proposals shall be prepared simply and economically,
providing a straightforward, concise description of its ability to meet the requirements for the
project. Fancy bindings, colored displays, and promotional material are not required. Emphasis
should be on completeness and clarity of content. All documents physically submitted should be
typewritten on standard 8 ½” x 11” white papers and bound in one volume. Exceptions would be
schematics, exhibits, one-page resumes, and City required forms. Limit proposal to twenty-five
(25) pages or less, excluding one-page team resumes, references, and forms required by the City
for completion. All proposals shall be sealed upon delivery to the City of Fayetteville.
1. Option 1 – Electronic Submittal (strongly encouraged): Proposers can go to
www.fayetteville-ar.gov/bids and follow the prompts to submit a proposal within the
electronic bidding platform. If a proposal is submitted electronically, a physical submission
is not necessary. All Proposers must register in order to be able to submit. There is no fee
for registration.
2. Option 2 – Physical Submittal: All Proposers shall submit one (1) original copy of their
proposal as well as one (1) electronic copy on a properly labeled USB or other electronic
media device. The electronic copy submitted shall be contained into one single electronic
file and shall be identical to the hard copies provided. The use of Adobe PDF documents is
strongly recommended. Files contained on an USB or electronic media shall not be
restricted against saving or printing. Electronic copies shall not be submitted via e-mail to
City of Fayetteville, AR
RFP 25-09, Compensation Consultant
Page 4 of 20
City employees by the Proposer and shall be provided to the City in a sealed manner. FedEx,
UPS, USPS, or other packages should be clearly marked with the RFP number on the outside
of the mailing package.
e. Proposals will be reviewed following the stated deadline, as shown on the cover sheet of this document.
Only the names of Proposer’s will be available after the deadline until a contract has been awarded by the
Fayetteville City Council. All interested parties understand proposal documents will not be available until
after a valid contract has been executed.
f. Proposers shall submit a proposal based on documentation published by the Fayetteville Purchasing
Division.
g. Proposals must follow the format of the RFP. Proposers should structure their responses to follow the
sequence of the RFP.
h. Proposers shall have experience in work of the same or similar nature and must provide references that
will satisfy the City of Fayetteville. Proposer shall furnish a reference list of clients for whom they have
performed similar services and must provide information as requested in this document.
i. Proposer is advised that exceptions to any of the terms contained in this RFP or the attached service
agreement must be identified in its response to the RFP. Failure to do so may lead the City to declare any
such term non-negotiable. Proposer’s desire to take exception to a non-negotiable term will not disqualify
it from consideration for award.
j. Local time shall be defined as the time in Fayetteville, Arkansas on the due date of the deadline.
Documents shall be received before the deadline time as shown by the atomic clock located in the
Purchasing Division Office or electronic clock located in the City’s third-party bidding software.
2. WRITTEN REQUESTS FOR INTERPRETATIONS OR CLARIFICATION:
No oral interpretations will be made to any firms as to the meaning of specifications or any other contract
documents. All questions pertaining to the terms and conditions or scope of work of this proposal must be
sent in writing via e-mail to the Purchasing Department. Responses to questions may be handled as an
addendum if the response would provide clarification to the requirements of the proposal. All such addenda
shall become part of the contract documents. The City will not be responsible for any other explanation or
interpretation of the proposed RFP made or given prior to the award of the contract.
3. DESCRIPTION OF SUPPLIES AND SERVICES:
Any manufacturer’s names, trade name, brand name, catalog number, etc. used in specifications are for the
purpose of describing and establishing general quality levels. Such references are NOT intended to be
restrictive. Proposals shall be considered for all brands that meet the quality of the specifications listed for
any items.
4. RIGHTS OF CITY OF FAYETTEVILLE IN REQUEST FOR PROPOSAL PROCESS:
In addition to all other rights of the City of Fayetteville, under state law, the City specifically reserves the right
to the following:
City of Fayetteville, AR
RFP 25-09, Compensation Consultant
Page 5 of 20
a. The City of Fayetteville reserves the right to rank firms and negotiate with the highest-ranking firm.
Negotiation with an individual Proposer does not require negotiation with others.
b. The City of Fayetteville reserves the right to select the proposal it believes will serve the best interest of
the City.
c. The City of Fayetteville reserves the right to accept or reject any or all proposals.
d. The City of Fayetteville reserves the right to cancel the entire request for proposal.
e. The City of Fayetteville reserves the right to remedy or waive technical or immaterial errors in the request
for proposal or in proposals submitted.
f. The City of Fayetteville reserves the right to request any necessary clarifications, additional information
or proposal data without changing the terms of the proposal.
g. The City of Fayetteville reserves the right to make selection of the Proposer to perform the services
required on the basis of the original proposals without negotiation.
h. The City reserves the right to ask for a best and final offer from one or more Proposers. The best and final
offer process is not guaranteed; therefore, Proposers shall submit and respond to this RFP on the most
favorable terms available.
5. EVALUATION CRITERIA:
The evaluation criterion defines the factors that will be used by the selection committee to evaluate and score
responsive, responsible and qualified proposals. Proposers shall include sufficient information to allow the
selection committee to thoroughly evaluate and score proposals. Each proposal submitted shall be evaluated
and ranked by a selection committee. The contract will be awarded to the most qualified Proposer, per the
evaluation criteria listed in this RFP. Proposers are not guaranteed to be ranked.
6. COSTS INCURRED BY PROPOSERS:
All expenses involved with the preparation and submission of proposals to the City, or any work performed in
connection therewith, shall be borne solely by the Proposer(s). No payment will be made for any responses
received, or for any other effort required of, or made by, the Proposer(s) prior to contract commencement.
7. ORAL PRESENTATION:
An oral presentation and/or interview may be requested of any firm, at the selection committee’s discretion.
8. CONFLICT OF INTEREST:
a. The Proposer represents that it presently has no interest and shall acquire no interest, either direct or
indirect, which would conflict in any manner with the performance or services required hereunder, as
provided in City of Fayetteville Code Section 34.26 titled “Limited Authority of City Employee to Provide
Services to the City”.
b. The Proposer shall promptly notify Amanda Beilfuss, Procurement Director, in writing, of all potential
conflicts of interest for any prospective business association, interest, or other circumstance which may
City of Fayetteville, AR
RFP 25-09, Compensation Consultant
Page 6 of 20
influence or appear to influence the Proposer’s judgment or quality of services being provided. Such
written notification shall identify the prospective business association, interest or circumstance, the
nature of which the Proposer may undertake and request an opinion to the City as to whether the
association, interest or circumstance would, in the opinion of the City, constitute a conflict of interest if
entered into by the Proposer. The City agrees to communicate with the Proposer its opinion via e-mail or
first-class mail within thirty days of receipt of notification.
9. WITHDRAWAL OF PROPOSAL:
A proposal may be withdrawn prior to the time set for the proposal submittal based on a written request
from an authorized representative of the firm; however, a proposal shall not be withdrawn after the time set
for the proposal.
10. LATE PROPOSAL OR MODIFICATIONS:
a. Proposal and modifications received after the time set for the proposal submittal shall not be considered.
Modifications in writing received prior to the deadline will be accepted. The City will not be responsible
for misdirected bids. Proposers refer to their submission status in the online bidding portal or call the
Purchasing Division at (479) 575-8220 to ensure receipt of their submittal documents prior to opening
time and date listed.
b. The time set for the deadline shall be local time for Fayetteville, AR on the date listed. All proposals shall
be received in the Purchasing Division BEFORE the deadline stated.
11. CONSTITUTIONAL, STATE, AND FEDERAL COMPLIANCE REQUIREMENTS:
The laws of the State of Arkansas apply to any purchase made under this request for proposal. Proposers
shall comply with all constitutional, state, and federal directives, orders and laws as applicable to this proposal
and subsequent contract(s) including but not limited to Equal Employment Opportunity (EEO), Disadvantaged
Business Enterprises (DBE), & OSHA as applicable to this contract.
12. PROVISION FOR OTHER AGENCIES:
Unless otherwise stipulated by the Proposer, the Proposer agrees to make available to all Government
agencies, departments, municipalities, and counties, the proposal prices submitted in accordance with said
proposal terms and conditions therein, should any said governmental entity desire to buy under this proposal.
Eligible users shall mean all state of Arkansas agencies, the legislative and judicial branches, political
subdivisions (counties, local district school boards, community colleges, municipalities, counties, or other
public agencies or authorities), which may desire to purchase under the terms and conditions of the contract.
13. COLLUSION:
The Proposer, by affixing his or her signature to this proposal, agrees to the following: “Proposer certifies that
their proposal is made without previous understanding, agreement, or connection with any person, firm or
corporation making a proposal for the same item(s) and/or services and is in all respects fair, without outside
control, collusion, fraud, or otherwise illegal action.”
14. RIGHT TO AUDIT, FOIA, AND JURISDICITON:
a. The City of Fayetteville reserves the privilege of auditing a Contractor’s records as such records relate to
purchases between the City and said Contractor.
City of Fayetteville, AR
RFP 25-09, Compensation Consultant
Page 7 of 20
b. Freedom of Information Act: City contracts and documents prepared while performing City contractual
work are subject to the Arkansas Freedom of Information Act. If a Freedom of Information Act request is
presented to the City of Fayetteville, the (contractor) will do everything possible to provide the documents
in a prompt and timely manner as prescribed in the Arkansas Freedom of Information Act (A.C.A. §25-19-
101 et. seq.). Only legally authorized photocopying costs pursuant to the FOIA may be assessed for this
compliance.
c. Legal jurisdiction to resolve any disputes shall be Arkansas with Arkansas law applying to the case.
15. CITY INDEMNIFICATION:
The successful Proposer(s) agrees to indemnify the City and hold it harmless from and against all claims,
liability, loss, damage or expense, including but not limited to counsel fees, arising from or by reason of any
actual or claimed trademark, patent or copyright infringement or litigation based thereon, with respect to the
services or any part thereof covered by this order, and such obligation shall survive acceptance of the services
and payment thereof by the City.
16. VARIANCE FROM STANDARD TERMS & CONDITIONS:
All standard terms and conditions stated in this request for proposal apply to this contract except as
specifically stated in the subsequent sections of this document, which take precedence, and should be fully
understood by Proposers prior to submitting a proposal on this requirement.
17. ADA REQUIREMENT FOR PUBLIC NOTICES & TRANSLATION:
Persons with disabilities requiring reasonable accommodation to participate in this proceeding/event, should
call 479.521.1316 (telecommunications device for the deaf), no later than seven days prior to the deadline.
Persons needing translation of this document shall contact the City of Fayetteville, Purchasing Division,
immediately.
18. CERTIFICATE OF INSURANCE:
The successful bidder shall provide a Certificate of Insurance in accordance with the following guidelines, prior
to commencement of any work: $1,000,000 Commercial Liability, Statutory Workers’ Compensation, and
General Automotive, if applicable. SUCH CERTIFICATE SHALL LIST THE CITY OF FAYETTEVILLE AS AN
ADDITIONAL INSURED. LISTING THE CITY OF FAYETTEVILLE AS A CERTIFICATE HOLDER ONLY IS NOT AN
ACCEPTABLE SUBSTITUTE. CERTIFICATE OF INSURANCE MUST INCLUDE THE ENDORSEMENT SHOWING THE
CITY OF FAYETTEVILLE LISTED AS AN ADDITIONAL INSURED. Insurance shall remain valid, when applicable,
throughout project/contract completion.
19. PAYMENTS AND INVOICING:
The Proposer must specify in their proposal the exact company name and address which must be the same
as invoices submitted for payment as a result of award of this RFP. Further, the successful Proposer is
responsible for immediately notifying the Purchasing Division of any company name change, which would
cause invoicing to change from the name used at the time of the original RFP. Payment will be made within
thirty days of invoice received. The City of Fayetteville is very credit worthy and will not pay any interest or
penalty for untimely payments. Payments can be processed through Proposer’s acceptance of Visa at no
additional costs to the City for expedited payment processing. The City will not agree to allow any increase
in hourly rates by the contract without PRIOR Fayetteville City Council approval.
City of Fayetteville, AR
RFP 25-09, Compensation Consultant
Page 8 of 20
20. CANCELLATION:
a. The City reserves the right to cancel this contract without cause by giving thirty (30) days prior notice to
the Contractor in writing of the intention to cancel or with cause if at any time the Contractor fails to fulfill
or abide by any of the terms or conditions specified.
b. Failure of the contractor to comply with any of the provisions of the contract shall be considered a
material breach of contract and shall be cause for immediate termination of the contract at the discretion
of the City of Fayetteville.
c. In addition to all other legal remedies available to the City of Fayetteville, the City reserves the right to
cancel and obtain from another source, any items and/or services which have not been delivered within
the period of time from the date of order as determined by the City of Fayetteville.
d. In the event sufficient budgeted funds are not available for a new fiscal period, the City shall notify the
Contractor of such occurrence and contract shall terminate of the last day of the current fiscal period
without penalty or expense to the City.
21. ASSIGNMENT, SUBCONTRACTING, CORPORATE ACQUISITIONS AND/OR MERGERS:
a. The Contractor shall perform this contract. No assignment of subcontracting shall be allowed without
prior written consent of the City. If a Proposer intends to subcontract a portion of this work, the Proposer
shall disclose such intent in the proposal submitted as a result of this RFP.
b. In the event of a corporate acquisition and/or merger, the Contractor shall provide written notice to the
City within thirty (30) calendar days of Contractor’s notice of such action or upon the occurrence of said
action, whichever occurs first.
22. NON-EXCLUSIVE CONTRACT:
Award of this RFP shall impose no obligation on the City to utilize the Contractor for all work of this type,
which may develop during the contract period. This is not an exclusive contract. The City specifically reserves
the right to concurrently contract with other companies for similar work if it deems such an action to be in
the City’s best interest. In the case of multiple-phase contracts, this provision shall apply separately to each
item.
23. LOBBYING:
Lobbying of selection committee members, City of Fayetteville employees, or elected officials regarding
request for proposals, request for qualifications, bids or contracts, during the pendency of bid protest, by the
bidder/proposer/protestor or any member of the bidder’s/proposer’s/protestor’s staff, and agent of the
bidder/proposer/protestor, or any person employed by any legal entity affiliated with or representing an
organization that is responding to the request for proposal, request for qualification, bid or contract, or has a
pending bid protest is strictly prohibited either upon advertisement or on a date established by the City of
Fayetteville and shall be prohibited until either an award is final or the protest is finally resolved by the City
of Fayetteville; provided, however, nothing herein shall prohibit a prospective/bidder/proposer from
contacting the Purchasing Division to address situations such as clarification and/or questions related to the
procurement process. For purposes of this provision lobbying activities shall include but not be limited to,
influencing or attempting to influence action or non-action in connection with any request for proposal,
request for qualification, bid or contract through direct or indirect oral or written communication or an
City of Fayetteville, AR
RFP 25-09, Compensation Consultant
Page 9 of 20
attempt to obtain goodwill of persons and/or entities specified in this provision. Such actions may cause any
request for proposal, request for qualification, bid or contract to be rejected.
24. ADDITIONAL REQUIREMENTS:
The City reserves the right to request additional services relating to this RFP from the Proposer. When
approved by the City as an amendment to the contract and authorized in writing prior to work, the Contractor
shall provide such additional requirements as may become necessary.
25. SERVICES AGREEMENT:
A written agreement, in substantially the form attached, incorporating the RFP and the successful proposal
will be prepared by the City, signed by the successful Proposer and presented to the City of Fayetteville for
approval and signature of the Mayor.
26. INTEGRITY OF REQUEST FOR PROPOSAL (RFP) DOCUMENTS:
Proposers shall use the original RFP form(s) provided by the Purchasing Division and enter information only
in the spaces where a response is requested. Proposers may use an attachment as an addendum to the RFP
form(s) if sufficient space is not available on the original form for the Proposer to enter a complete response.
Any modifications or alterations to the original RFP documents by the Proposer, whether intentional or
otherwise, will constitute grounds for rejection of such RFP response. Any such modifications or alterations
a Proposer wishes to propose shall be clearly stated in the Proposer’s RFP response and presented in the form
of an addendum to the original RFP documents.
27. OTHER GENERAL CONDITIONS:
a. Proposers must provide the City with their proposals signed by an employee having legal authority to
submit proposals on behalf of the Proposer. The entire cost of preparing and providing responses shall
be borne by the Proposer.
b. The City reserves the right to request any additional information it deems necessary from any or all
Proposers after the submission deadline.
c. This solicitation is not to be construed as an offer, a contract, or a commitment of any kind; nor does it
commit the City to pay for any costs incurred by Proposer in preparation. It shall be clearly understood
that any costs incurred by the Proposer in responding to this request for proposal is at the Proposer's own
risk and expense as a cost of doing business. The City of Fayetteville shall not be liable for reimbursement
to the Proposer for any expense so incurred, regardless of whether or not the proposal is accepted.
d. If products, components, or services other than those described in this bid document are proposed, the
Proposer must include complete descriptive literature for each. All requests for additional information
must be received within five working days following the request.
e. Any uncertainties shall be brought to the attention to Amanda Beilfuss immediately via telephone
(479.575.8220) or e-mail (abeilfuss@fayetteville-ar.gov). It is the intent and goal of the City of Fayetteville
Purchasing Division to provide documents providing a clear and accurate understanding of the scope of
work to be completed and/or goods to be provided. We encourage all interested parties to ask questions
to enable all Proposers to be on equal terms.
City of Fayetteville, AR
RFP 25-09, Compensation Consultant
Page 10 of 20
f. No oral interpretation or clarifications will be given as to the meaning of any part of this request for
proposal. All questions, clarifications, and requests, together with answers, if any, will be provided to all
firms via written addendum. Names of firms submitting any questions, clarifications, or requests will not
be disclosed until after a contract is in place.
g. At the discretion of the City, one or more firms may be asked for more detailed information before final
ranking of the firms, which may also include oral interviews.
h. Any information provided herein is intended to assist the Proposer in the preparation of proposals
necessary to properly respond to this RFP. The RFP is designed to provide qualified Proposers with
sufficient basic information to submit proposals meeting minimum specifications and/or test
requirements but is not intended to limit a RFP’s content or to exclude any relevant or essential data.
i. Proposers irrevocably consent that any legal action or proceeding against it under, arising out of or in any
manner relating to this Contract shall be controlled by Arkansas law. Proposer hereby expressly and
irrevocably waives any claim or defense in any said action or proceeding based on any alleged lack of
jurisdiction or improper venue or any similar basis.
j. The successful Proposer shall not assign the whole or any part of this Contract or any monies due or to
become due hereunder without written consent of City of Fayetteville. In case the successful Proposer
assigns all or any part of any monies due or to become due under this Contract, the Instrument of
assignment shall contain a clause substantially to the effect that it is agreed that the right of the assignee in
and to any monies due or to become due to the successful Proposer shall be subject to prior liens of all
persons, firms, and corporations for services rendered or materials supplied for the performance of the
services called for in this contract.
k. The successful Proposer's attention is directed to the fact that all applicable Federal and State laws,
municipal ordinances, and the rules and regulations of all authorities having jurisdiction over the services
shall apply to the contract throughout, and they will be deemed to be included in the contract as though
written out in full herein. The successful Proposer shall keep himself/herself fully informed of all laws,
ordinances and regulations of the Federal, State, and municipal governments or authorities in any
manner affecting those engaged or employed in providing these services or in any way affecting the conduct
of the services and of all orders and decrees of bodies or tribunals having any jurisdiction or authority over
same. If any discrepancy or inconsistency should be discovered in these Contract Documents or in the
specifications herein referred to, in relation to any such law, ordinance, regulation, order or decree, s/he
shall herewith report the same in writing to the City of Fayetteville.
City of Fayetteville, AR
RFP 25-09, Compensation Consultant
Page 11 of 20
City of Fayetteville
RFP 25-09, Compensation Consultant
SECTION B: Scope of Services and General Information
1. PURPOSE:
The City of Fayetteville, Arkansas, hereinafter referred to as "the City", is requesting proposals for
comprehensive classification, compensation and benefit reviews with recommendations for step pay plans
for Police and Fire (uniformed) and merit pay plans (non-uniformed) that are internally equitable and
externally competitive.
The City desires to implement classification and compensation plans that are legally defensible, support
objective measurement of compensable factors and maintain internal equity. Our compensation philosophy
is designed as a strategy to support the City’s commitment to recruiting, rewarding, retaining and motivating
an excellent workforce. This is accomplished through competitive and equitable pay plans, practices and
benefit offerings. The scope of work within this document requires the development of strategies, policies
and practices necessary to carry out the total compensation philosophy. The City encourages all responding
firms to propose any services they recommend, to achieve these objectives that are not specifically requested
herein.
2. CURRENT PROGRAMS:
The City of Fayetteville is located in the northwest corner of Arkansas and has an estimated population of
over 100,000. Fayetteville serves as the seat of Washington County. The City is part of the Fayetteville-
Springdale-Rogers, AR-MO MSA (Metropolitan Statistical Area), with a population of over 570,000. The City
of Fayetteville operates under a Mayor-Council form of government. The City Council is composed of eight
council members and a Mayor.
The City’s 2025 Budget provides for 968.30 full-time equivalent positions. Within these authorized positions
are 350 active job descriptions. 246 of these descriptions are single incumbent positions and the remaining
104 are multiple incumbent positions. Reference Appendix A – Job Titles and Grades.
The City currently utilizes Trainery 1 Compbuilder (formerly DBCompensation) 15 factor job rating system for
job evaluation. This system has been in place since 2017. The development of the City’s current
compensation philosophy, pay grids, and compensation policies were facilitated by JERHR (formerly Johanson
Group) consultants.
a. Pay Plans:
i. The City currently has three (3) separate pay plans, one plan for merit, non-uniformed
employees and separate step chart pay plans for uniformed Police and Fire. Proposers shall
reference the Appendix documents below for understanding of current pay plans.
1. Reference Appendix B – Police Department Pay Plan
2. Reference Appendix C – Fire Department Pay Plan
3. Reference Appendix D – Merit Pay Plan
ii. These groups are comprised of approximately 606 non-uniformed employees, 160 uniformed
Police and 132 uniformed Fire personnel. Police and Fire uniformed employees are covered by
City of Fayetteville, AR
RFP 25-09, Compensation Consultant
Page 12 of 20
Civil Service Rules and Regulations for selection and promotion. Uniformed Civil Service
employees in the Police and Fire departments are compensated through a step-rate pay system
and the City’s non-uniformed employees are compensated through an open range system based
on merit pay (Reference Appendix D – Merit Pay Plan). The last salary survey was conducted in
2024 and implemented in 2025.
iii. The City has made a decision to continue to utilize a step-rate pay system for the uniformed
Police and Fire employees. The compensation plan for non-uniformed employees is to be merit
based; the City is willing to consider open pay ranges and step-rate pay systems that accomplish
this goal.
b. Benefits:
i. The City offers two (2) healthcare plans, one plan is a PPO and the other plan is a high-deductible,
HSA plan.
ii. There are two (2) retirement plan options; one plan is for regular, full-time merit employees and
the other plan is for Civil Service.
iii. The City provides paid holidays and accrual of paid leave to eligible, regular-full and part-time
employees.
iv. Additional benefits the City offers are dental and vision coverage, flexible spending and health
savings accounts, life insurance, disability coverage, AD & D insurance and supplemental life
insurance.
3. SCOPE OF WORK:
The scope of work in this section has been provided to communicate the work which the City believes is
critical for success of this project. In the event a Proposer believes a different approach or different steps
should be taken, which are critical, Proposer shall clearly provide differences in a clear and precise manner to
the City with its RFP response.
a. Review and evaluate the City’s current compensation philosophy and facilitate the development of an
updated and competitive compensation philosophy.
b. Review current survey methodology and provide recommendations on future survey methodology to
include frequency of surveys and benchmark data sources.
c. Conduct a comprehensive total compensation survey following the adopted philosophy and
methodology on the timeframe agreed upon in item b (see above).
d. Conduct a total compensation analysis to provide the City with an accurate assessment of how its
compensation plan compares with the selected labor market. The total compensation analysis
includes the employer cost for benefits, including but not limited to base salary, certification pay,
incentive pay, health/dental/vision/life insurance, retirement contributions, and other benefits
provided to employees.
City of Fayetteville, AR
RFP 25-09, Compensation Consultant
Page 13 of 20
e. Conduct an analysis of leave benefits including holidays, sick leave, vacation, personal development
leave, and personal holidays.
f. Assist in the development of strategy for implementing the compensation recommendations and plan.
g. Provide ongoing consultation and support for the maintenance of classification specifications and pay
plans for a five (5) year term from date of award to the City of Fayetteville. Ongoing consultation and
support shall be for typical standard support as it relates to the City understanding the consultant’s
software and utilizing such software to its fullest capacity.
i. Out of scope work shall be priced separate, post contract, as needed for unforeseen circumstances
such as reorganizations, organizational chart restructuring, adding departments or divisions, etc.
h. Present data/study to appropriate staff members, key stake holders and City Council.
i. Each Proposer shall provide pricing via an annual rate along with a scope of work detailing what is
included with the annual fee.
4. SUMMARY OF REQUIRED SIGNIFICANT DELIVERABLES:
This list is a summary of significant project deliverables. It is not representative of every deliverable the City
expects from the selected consultant.
a. Salary survey and benefit analysis reports, provided based on proposed and approved frequency
determined
b. Evaluation of each job description
c. Police step pay plan
d. Fire step pay plan
e. Merit pay plan
f. Policies, practices, and processes to administer and maintain the system
g. Communication materials and employee educational meetings
h. HR staff training for job evaluation
5. SUBMITTAL REQUIREMENTS:
The Proposer shall provide adequate information that will render it qualified and capable of effectively
accomplishing the scope of services. The proposal will be reviewed by a Selection Committee which could
include ranking. Since there is no assurance of the Proposer having any other opportunity to communicate its
ability, the proposal response shall negate any ambiguity with respect to the Proposer’s ability and approach.
All respondents shall submit the following information with submittal, at a minimum:
a. Methods and Approach - Describe expected approach and identify each task. Describe the
anticipated interaction with the City and a description of the method(s) which will be used to
City of Fayetteville, AR
RFP 25-09, Compensation Consultant
Page 14 of 20
successfully accomplish the project. Provide a detailed timeline of the anticipated schedule for
completing each task.
b. Scope of Work/Deliverables - Provide deliverables for the Scope of Work outlined by the City in this
RFP.
c. Qualifications and Experience - Provide relevant information regarding previous experience related
to developing similar projects or contracts completed on behalf of cities or counties within the State
of Arkansas or for other public entities outside of Arkansas during the past five (5) years. References in
relation to similar projects is required. Proposals shall also provide information for all entities in
which they are presently or have been engaged with during the past five (5) years. All proposers shall
submit a minimum of three (3) governmental references, with work relationships within the past five
(5) years. Provide in this section, the company’s primary business interest and/or operations including
any affiliations.
d. List of Project Personnel - Proposer shall provide a description of its staff and work force that will be
assigned to effectively facilitate the requirements of this project. This description shall include, at a
minimum, the number of permanent employees, part time employees, and an organizational chart
reflecting their responsibilities. It is the desire of the City that senior level strategic input is provided at
all stages of the project.
i. Resumes shall be no more than one page (a page being defined as a single sided document),
and shall include, at a minimum:
1. Position title for each person assigned to this project;
2. Tenure with Proposer for each person assigned to this project;
3. Education of each person;
4. Experience of each person;
5. Estimated number of hours for each person assigned to this project;
6. Total billable hourly rate for each person assigned to this project;
7. Any other pertinent information related to this project
e. Availability - Proposers shall describe the availability of project personnel and company to participate
in this project in the context of the Proposer’s other comments.
f. Listing of all Fees - Proposer shall clearly itemize and provide a list of all fees to cover the requested
scope of work and deliverables. Proposer shall also provide an hourly rate for any additional work
which is not included in the scope of work.
i. Fee proposal shall clearly set forth the basis for the time and fees to be charged for the work
proposed and at a minimum should contain the following information:
1. Estimate of the number of hours to complete scope of services
2. Hourly rates for performing such services as indicated above
3. Any and all costs associated with this study including any tools to be used. This
shall include any software fees as well as applicable annual maintenance fees.
Software pricing (initial fees and ongoing) shall include the City being able to stay
on the most up to date version of the software.
4. Total firm fixed cost to complete this study, including a payment schedule
City of Fayetteville, AR
RFP 25-09, Compensation Consultant
Page 15 of 20
5. Pricing for annual surveys, as described in 3. Scope of Work item c.
ii. City of Fayetteville shall not be liable for any expense incurred in connection with preparation
of a response to this document. In addition, City of Fayetteville shall reserve the right to accept
any part or the Proposer’s entire fee schedule and to negotiate any charges contained therein,
unless otherwise qualified by the Proposer.
6. PROPOSAL FORMAT:
a. Executive Summary: Prefacing the proposal shall be an Executive Summary of three (3) pages or less,
providing in concise terms a summation of the proposal and bearing the signature of an individual
authorized to bind the firm.
b. Structure of Proposal: Responses shall be organized in the following format and informational
sequence:
i. Business Organization: The proposal shall include relevant historical data and identification of
the office or subordinate element which will perform the work contemplated herein. The
owners and principal management personnel of the firm shall be identified fully
ii. Concept and Solution: The respondent’s understanding of the tasks presented shall be defined
in detail and proposed solutions outlined. A description of the firm's strengths in the
marketplace should be included. Any restrictions or limitations should be defined.
iii. Program: The respondent’s technical plan to accomplish the work shall be presented, including
time-related displays, graphs, and charts showing tasks, subtasks, milestones, and decision
points, including the point at which deliverable reports will be provided.
iv. Account Team Personnel: The names and titles of the team proposed for assignment to the
City's account shall be identified in full, with a description of team leadership, interface and
support function, and reporting relationships, along with individual backgrounds of personnel
who will be actively engaged in work related to the account. The primary work assigned to each
person and the corresponding amount of time shall be indicated. This section shall include any
proposed third parties or sub consultants.
v. Corporate Experience: Relevant Public Sector experience and client references shall be
presented in detail, with all experience cited to be recent in time and to have been performed,
to a considerable degree, by members of the proposed account team. Emphasis shall be given
to identifying comparable services for public sector organizations. For each client reference,
the scope of service, time performed, and name, title, address, and phone number of the
principal contact person should be shown.
vi. Authorized Negotiator: The proposal shall provide the name, title, address, and telephone
number of the person authorized to negotiate contract terms and render binding decisions on
contract matters.
City of Fayetteville, AR
RFP 25-09, Compensation Consultant
Page 16 of 20
vii. Cost Proposal / Financing Plan: The City seeks full disclosure for all cost and revenue structures.
This includes fiscal feasibility and financial stability. A financial analysis, including
comprehensive risk assessment shall be conducted and submitted with response to ensure the
proposed partnership meets the fiscal needs of the project with an acceptable level of risk.
7. PROPOSAL CONTENT:
Proposals shall be prepared simply and economically, providing a straightforward, concise description of its
ability to meet the requirements for the project. Fancy bindings, colored displays, and promotional material
are not required. Emphasis should be on completeness and clarity of content. All documents should be
typewritten on standard 8 ½” x 11” white pages and bound in one volume. Exceptions would be schematics,
exhibits, or other information necessary to facilitate the City of Fayetteville’s ability to accurately evaluate
the proposal. Limit proposal to twenty-five (25) pages or less, excluding one-page team resumes, references,
tab dividers, and forms required by the City for completion.
8. CONTRACT FORMATION:
If the negotiation produces mutual agreement, a contract will be considered for approval by the City of
Fayetteville City Council. If negotiations with the highest-ranking Proposer fail, negotiations may be initiated
with the next highest-ranking Proposer until an agreement is reached. The City reserves the right to reject
all offers and end the process without executing a contract.
9. SELECTION CRITERIA:
The following criteria will be used by the City to evaluate and score responsive proposals. Proposers shall
include sufficient information to allow the City to thoroughly evaluate and score the proposal. Each proposal
submitted is not required to be ranked by the selection committee. The contract may be awarded to the
most qualified firm, per the evaluation criteria listed below, based on the evaluation of the selection
committee. Following the evaluation of the proposals, the Selection Committee may request that the top-
ranking firm(s) make an oral presentation or be interviewed. If presentations are necessary, they will take
place in Fayetteville, Arkansas. Notices will be sent by the Purchasing Division.
1) 20% Qualifications in Relation to Specific Project to be Performed: Information reflecting
qualifications of the firm. Indicated specialized experience and technical competence of
the firm in connection with the type and complexity of the service required.
Subcontractors and/or subconsultants, if used, shall be listed with information on their
organization.
2) 25% Experience, Competence, and Capacity for Performance: Information reflecting the
names, titles, and qualifications (including experience and technical competence) of the
major personnel assigned to this specific project. This will include but not be limited to
quality of representative projects and financial capacity to complete and deliver the
project.
3) 25% Proposed Method of Doing Work: A proposed work plan (description of how the project
would be conducted as well as other facts concerning approach to scope you wish to
present) indicating methods and schedules for accomplishing scope of work. Include with
this the amount of work presently underway.
City of Fayetteville, AR
RFP 25-09, Compensation Consultant
Page 17 of 20
4) 20% Past Performance: Previous evaluations shall be considered a significant factor. If
previous evaluations with the City are not available, the professional firm's past
performance records with City and others will be used, including quality of work, timely
performance, diligence, and any other pertinent information. Firm will provide a list of
similar jobs performed and person whom the City can contact for information.
5) 10% Cost/Fees: Proposer shall provide a total listing of any fee the City could be charged. A
fee shall be included for the presented scope of work as well as any other additional fee(s).
All fees shall be clearly identified with RFP response and be itemized as much as possible.
9. ADDITIONAL DOCUMENTS AND INFORMATION: The following documents are included with this solicitation
as additional information:
a. Appendix A – Job Titles and Grades
b. Appendix B – Police Department Pay Plan
c. Appendix C – Fire Department Pay Plan
d. Appendix D – Merit Pay Plan
CONTINUES ON NEXT PAGE
City of Fayetteville, AR
RFP 25-09, Compensation Consultant
Page 18 of 20
City of Fayetteville
RFP 25-09, Compensation Consultant
SECTION C: Signature Submittal
1. DISCLOSURE INFORMATION
a. Proposer must disclose any possible conflict of interest with the City of Fayetteville, including, but not
limited to, any relationship with any City of Fayetteville employee. Proposer response must disclose if a
known relationship exists between any principal or employee of your firm and any City of Fayetteville
employee or elected City of Fayetteville official.
i. If, to your knowledge, no relationship exists, this should also be stated in your response. Failure
to disclose such a relationship may result in cancellation of a purchase and/or contract as a result
of your response. This form must be completed and returned in order for your bid/proposal to be
eligible for consideration.
PLEASE CHECK ONE OF THE FOLLOWING TWO OPTIONS, AS IT APPROPRIATELY APPLIES TO YOUR FIRM:
___________1) NO KNOWN RELATIONSHIP EXISTS
___________2) RELATIONSHIP EXISTS (Please explain): _______________________________________
___________________________________________________________________________________
___________________________________________________________________________________
b. I certify that; as an officer of this organization, or per the attached letter of authorization, I am duly
authorized to certify the information provided herein is accurate and true; and my organization shall
comply with all State and Federal Equal Opportunity and Non-Discrimination requirements and conditions
of employment.
c. Proposer agrees that they shall have a current, valid registration with the Arkansas Secretary of State at
time of RFP deadline OR be able to provide proof of registration before recommendation of award to
Fayetteville City Council.
d. Pursuant Arkansas Code Annotated §25-1-503, the Contractor agrees and certifies that they do not
currently boycott Israel and will not boycott Israel during any time in which they are entering into, or while
in contract, with any public entity as defined in §25-1-503. If at any time during contract the contractor
decides to boycott Israel, the contractor must notify the contracted public entity in writing.
e. Pursuant Arkansas Code Annotated §25-1-1002, the Contractor agrees and certifies that they do not
currently boycott Energy, Fossil Fuel, Firearms, and Ammunition Industries during any time in which they
are entering into, or while in contract, with any public entity as defined in §25-1-1002. If at any time during
the contract the contractor decides to boycott Energy, Fossil Fuel, Firearms, and/or Ammunition
Industries, the contractor must notify the contracted public entity in writing.
City of Fayetteville, AR
RFP 25-09, Compensation Consultant
Page 19 of 20
2. PRIMARY CONTACT INFORMATION
At the discretion of the City, one or more firms may be asked for more detailed information before final
ranking of the firms, which may also include oral interviews. NOTE: Each Proposer shall submit to the City a
primary contact name, e-mail address, and phone number (preferably a cell phone number) where the City
selection committee can call for clarification or interview via telephone.
Corporate Name of Firm: ___________________________________________________________________
Primary Contact: ____________________________ Title of Primary Contact: _________________________
Phone#1 (cell preferred): ____________________________Phone#2: ______________________________
E-Mail Address: __________________________________________________________________________
3. ACKNOWLEDGEMENT OF ADDENDA
Acknowledge receipt of addenda for this invitation to bid, request for proposal, or request for qualification
by signing and dating below. All addendums are hereby made a part of the bid or RFP documents to the same
extent as though it were originally included therein. Proposers/Bidders should indicate their receipt of same
in the appropriate blank listed herein. Failure to do so may subject Contractor to disqualification.
ADDENDUM NO. SIGNATURE AND PRINTED NAME DATE ACKNOWLEDGED
4. DEBARMENT CERTIFICATION
a. As an interested party on this project, you are required to provide debarment/suspension certification
indicating compliance with the below Federal Executive Order. Certification can be done by completing
and signing this form.
b. Federal Executive Order (E.O.) 12549 “Debarment and Suspension“ requires that all contractors receiving
individual awards, using federal funds, and all sub-recipients certify that the organization and its principals
are not debarred, suspended, proposed for debarment, declared ineligible, or voluntarily excluded by any
Federal department or agency from doing business with the Federal Government.
c. Signature certifies that neither you nor your principal is presently debarred, suspended, proposed for
debarment, declared ineligible, or voluntarily excluded from participation in this transaction by any
federal department or agency.
City of Fayetteville, AR
RFP 25-09, Compensation Consultant
Page 20 of 20
5. SIGNATURE SUBMITTAL
NAME OF COMPANY: _____________________________________________________________________
PHYSICAL ADDRESS: ______________________________________________________________________
MAILING ADDRESS: _______________________________________________________________________
TAX ID #: __________________________ AR. SECRETARY OF STATE FILING #: ________________________
PHONE: _________________________________________ FAX: ___________________________________
E-MAIL: ________________________________________________________________________________
By submitting your response, you certify that you are authorized to represent and bind your company :
SIGNATURE: _____________________________________________________________________________
PRINTED NAME: _________________________________________________________________________
TITLE: _______________________________________ DATE: _____________________________________
END OF RFP DOCUMENT
City of Fayetteville
Job Titles and Grades
Effective 03-31-2025
JOB TITLE JOB GRADE
FLSA Exempt
or Non-
Exempt
MINIMUM
HOURLY
15%
ABOVE MIN
MARKET
HOURLY
MAXIMUM
HOURLY
MINIMUM
SALARY
MARKET
SALARY
MAXIMUM
SALARY DEPT/DIV
Multi/Single
Incumbent
ACCOUNT CLERK I - PARKING J413 Non-Exempt 17.79$ 20.46$ 21.43$ 26.57$ 37,003.20$ 44,574.40$ 55,265.60$ PARKING S
ACCOUNT CLERK II - PARKING J415 Non-Exempt 19.92$ 22.91$ 24.00$ 29.76$ 41,433.60$ 49,920.00$ 61,900.80$ PARKING S
ACCOUNTANT - PAYROLL J417 Non-Exempt 22.05$ 25.36$ 26.57$ 32.95$ 45,864.00$ 55,265.60$ 68,536.00$ ACCT S
ACCOUNTANT - REVENUES J419 Non-Exempt 24.19$ 27.82$ 29.15$ 36.15$ 50,315.20$ 60,632.00$ 75,192.00$ ACCT S
ACCOUNTING CLERK - CASH J412 Non-Exempt 16.71$ 19.22$ 20.13$ 24.96$ 34,756.80$ 41,870.40$ 51,916.80$ ACCT S
ACCOUNTING CLERK - DATA ENTRY J412 Non-Exempt 16.71$ 19.22$ 20.13$ 24.96$ 34,756.80$ 41,870.40$ 51,916.80$ ACCT S
ACCOUNTING CLERK - PAYABLES J415 Non-Exempt 19.92$ 22.91$ 24.00$ 29.76$ 41,433.60$ 49,920.00$ 61,900.80$ ACCT S
ACCOUNTING CLERK - RECEIVABLES J413 Non-Exempt 17.79$ 20.46$ 21.43$ 26.57$ 37,003.20$ 44,574.40$ 55,265.60$ ACCT S
ACCOUNTING CLERK - REVENUES J413 Non-Exempt 17.79$ 20.46$ 21.43$ 26.57$ 37,003.20$ 44,574.40$ 55,265.60$ ACCT S
ACCOUNTING DIRECTOR J433 Exempt 45.26$ 52.05$ 54.53$ 67.62$ 94,140.80$ 113,422.40$ 140,649.60$ ACCT S
ACCOUNTING MANAGER - BOND, CONTRACT & GRANT REPORTING J427 Exempt 34.95$ 40.19$ 42.11$ 52.22$ 72,696.00$ 87,588.80$ 108,617.60$ ACCT S
ACCOUNTING MANAGER- PAYROLL AND PENSION J428 Exempt 37.00$ 42.55$ 44.58$ 55.28$ 76,960.00$ 92,726.40$ 114,982.40$ ACCT S
ACCOUNTING MANAGER-INVESTMENT AND CASH J427 Exempt 34.95$ 40.19$ 42.11$ 52.22$ 72,696.00$ 87,588.80$ 108,617.60$ ACCT S
ACTIVE TRANSPORTATION MANAGER J425 Exempt 30.87$ 35.50$ 37.19$ 46.12$ 64,209.60$ 77,355.20$ 95,929.60$ ENGR S
ADMINISTRATIVE ASSISTANT - AIRPORT J412 Non-Exempt 16.71$ 19.22$ 20.13$ 24.96$ 34,756.80$ 41,870.40$ 51,916.80$ AIRPORT S
ADMINISTRATIVE ASSISTANT - ANIMAL SERVICES J412 Non-Exempt 16.71$ 19.22$ 20.13$ 24.96$ 34,756.80$ 41,870.40$ 51,916.80$ ANIMAL SERVICES S
ADMINISTRATIVE ASSISTANT - FIRE J412 Non-Exempt 16.71$ 19.22$ 20.13$ 24.96$ 34,756.80$ 41,870.40$ 51,916.80$ FIRE CIVILIAN S
ADMINISTRATIVE ASSISTANT - POLICE J412 Non-Exempt 16.71$ 19.22$ 20.13$ 24.96$ 34,756.80$ 41,870.40$ 51,916.80$ POLICE CIVILIAN M
AIRPORT DIRECTOR J427 Exempt 34.95$ 40.19$ 42.11$ 52.22$ 72,696.00$ 87,588.80$ 108,617.60$ AIRPORT S
AIRPORT MAINTENANCE WORKER III J412 Non-Exempt 16.71$ 19.22$ 20.13$ 24.96$ 34,756.80$ 41,870.40$ 51,916.80$ AIRPORT S
ANIMAL SERVICES FIELD SUPERVISOR J417 Non-Exempt 22.05$ 25.36$ 26.57$ 32.95$ 45,864.00$ 55,265.60$ 68,536.00$ ANIMAL SERVICES S
ANIMAL SERVICES OFFICER J413 Non-Exempt 17.79$ 20.46$ 21.43$ 26.57$ 37,003.20$ 44,574.40$ 55,265.60$ ANIMAL SERVICES M
ANIMAL SERVICES PROGRAMS ADMINISTRATOR J414 Non-Exempt 18.84$ 21.67$ 22.70$ 28.15$ 39,187.20$ 47,216.00$ 58,552.00$ ANIMAL SERVICES S
ANIMAL SERVICES SUPERINTENDENT J425 Exempt 30.87$ 35.50$ 37.19$ 46.12$ 64,209.60$ 77,355.20$ 95,929.60$ ANIMAL SERVICES S
ANIMAL SERVICES TECHNICIAN J414 Non-Exempt 18.84$ 21.67$ 22.70$ 28.15$ 39,187.20$ 47,216.00$ 58,552.00$ ANIMAL SERVICES S
ARTS AND CULTURE DIRECTOR J430 Exempt 41.09$ 47.25$ 49.50$ 61.38$ 85,467.20$ 102,960.00$ 127,670.40$ PKS NAT RS CLTRL AFF S
ARTS AND CULTURE PROGRAM ASSISTANT J412 Non-Exempt 16.71$ 19.22$ 20.13$ 24.96$ 34,756.80$ 41,870.40$ 51,916.80$ PKS NAT RS CLTRL AFF S
ASSISTANT CITY ATTORNEY J430 Exempt 41.09$ 47.25$ 49.50$ 61.38$ 85,467.20$ 102,960.00$ 127,670.40$ CITY ATTORNEY S
ASSISTANT DISPATCH MANAGER J423 Exempt 27.28$ 31.37$ 32.87$ 40.76$ 56,742.40$ 68,369.60$ 84,780.80$ CENTRAL DISPATCH S
ASSISTANT FIRE CHIEF J434 Exempt 47.46$ 54.58$ 57.18$ 70.90$ 98,716.80$ 118,934.40$ 147,472.00$ FIRE M
ASSISTANT FLEET OPERATIONS SUPERVISOR J420 Non-Exempt 25.27$ 29.06$ 30.45$ 37.76$ 52,561.60$ 63,336.00$ 78,540.80$ FLEET S
ASSISTANT HR DIRECTOR J428 Exempt 37.00$ 42.55$ 44.58$ 55.28$ 76,960.00$ 92,726.40$ 114,982.40$ HR S
ASSISTANT IT DIRECTOR J430 Exempt 41.09$ 47.25$ 49.50$ 61.38$ 85,467.20$ 102,960.00$ 127,670.40$ IT S
ASSISTANT PARK OPERATIONS DIRECTOR J424 Exempt 28.83$ 33.15$ 34.73$ 43.07$ 59,966.40$ 72,238.40$ 89,585.60$ PARK OPERATIONS S
ASSISTANT POOL MANAGER NG Non-Exempt PKS NAT RS CLTRL AFF M
ASSISTANT PUBLIC WORKS DIRECTOR - OPERATIONS J435 Exempt 49.64$ 57.09$ 59.81$ 74.16$ 103,251.20$ 124,404.80$ 154,252.80$ TRANSPORTATION S
ASSISTANT RECREATION SUPERINTENDENT J424 Exempt 28.83$ 33.15$ 34.73$ 43.07$ 59,966.40$ 72,238.40$ 89,585.60$ PKS NAT RS CLTRL AFF S
ASSISTANT RECYCLING & TRASH COLLECTIONS OPERATIONS MGR J422 Exempt 26.27$ 30.21$ 31.65$ 39.25$ 54,641.60$ 65,832.00$ 81,640.00$ RTC S
ASSISTANT SUPPORT SERVICES MANAGER J422 Exempt 26.27$ 30.21$ 31.65$ 39.25$ 54,641.60$ 65,832.00$ 81,640.00$ POLICE CIVILIAN S
ASSISTANT TO MAYOR & ADMINISTRATIVE OFFICE SUPERVISOR J422 Exempt 26.27$ 30.21$ 31.65$ 39.25$ 54,641.60$ 65,832.00$ 81,640.00$ MAYOR'S OFFICE S
ASSISTANT TRANSPORTATION MANAGER J426 Exempt 32.91$ 37.85$ 39.65$ 49.17$ 68,452.80$ 82,472.00$ 102,273.60$ TRANSPORTATION M
ASSISTANT WAREHOUSE SUPERVISOR J417 Non-Exempt 22.05$ 25.36$ 26.57$ 32.95$ 45,864.00$ 55,265.60$ 68,536.00$ W&S S
ASSISTANT WATER & SEWER OPERATIONS MANAGER J426 Exempt 32.91$ 37.85$ 39.65$ 49.17$ 68,452.80$ 82,472.00$ 102,273.60$ W&S S
AUTOMOTIVE PARTS SPECIALIST J416 Non-Exempt 20.99$ 24.14$ 25.29$ 31.36$ 43,659.20$ 52,603.20$ 65,228.80$ FLEET M
BACKFLOW PREVENTION TECHNICIAN J415 Non-Exempt 19.92$ 22.91$ 24.00$ 29.76$ 41,433.60$ 49,920.00$ 61,900.80$ W&S S
BACKFLOW SERVICES SUPERVISOR J420 Non-Exempt 25.27$ 29.06$ 30.45$ 37.76$ 52,561.60$ 63,336.00$ 78,540.80$ W&S S
BATTALION CHIEF F241 Non-Exempt 32.84$ -$ 43.82$ 95,630.08$ -$ 127,603.84$ FIRE M
BENEFITS & LEAVE ADMINISTRATOR J418 Exempt 23.12$ 26.59$ 27.86$ 34.55$ 48,089.60$ 57,948.80$ 71,864.00$ HR S
BOND PROJECT & CONSTRUCTION DIRECTOR J433 Exempt 45.26$ 52.05$ 54.53$ 67.62$ 94,140.80$ 113,422.40$ 140,649.60$ FACILITIES MGMT S
BROADCAST TECHNICIAN J415 Non-Exempt 19.92$ 22.91$ 24.00$ 29.76$ 41,433.60$ 49,920.00$ 61,900.80$ MEDIA SERVICES S
BUDGET ANALYST J417 Exempt 22.05$ 25.36$ 26.57$ 32.95$ 45,864.00$ 55,265.60$ 68,536.00$ BUDGET & INFO MGMT S
4/10/2025
APPENDIX A
City of Fayetteville
Job Titles and Grades
Effective 03-31-2025
JOB TITLE JOB GRADE
FLSA Exempt
or Non-
Exempt
MINIMUM
HOURLY
15%
ABOVE MIN
MARKET
HOURLY
MAXIMUM
HOURLY
MINIMUM
SALARY
MARKET
SALARY
MAXIMUM
SALARY DEPT/DIV
Multi/Single
Incumbent
BUDGET DIRECTOR J433 Exempt 45.26$ 52.05$ 54.53$ 67.62$ 94,140.80$ 113,422.40$ 140,649.60$ BUDGET & INFO MGMT S
BUDGET OPERATIONS MANAGER J427 Exempt 34.95$ 40.19$ 42.11$ 52.22$ 72,696.00$ 87,588.80$ 108,617.60$ BUDGET & INFO MGMT S
BUILDING INSPECTOR SUPERVISOR J420 Exempt 25.27$ 29.06$ 30.45$ 37.76$ 52,561.60$ 63,336.00$ 78,540.80$ BLDG SAFETY S
BUILDING SAFETY DIRECTOR J428 Exempt 37.00$ 42.55$ 44.58$ 55.28$ 76,960.00$ 92,726.40$ 114,982.40$ BLDG SAFETY S
BUSINESS LICENSE CLERK J413 Non-Exempt 17.79$ 20.46$ 21.43$ 26.57$ 37,003.20$ 44,574.40$ 55,265.60$ DEV SVCS S
BUSINESS SYSTEMS ANALYST J425 Exempt 30.87$ 35.50$ 37.19$ 46.12$ 64,209.60$ 77,355.20$ 95,929.60$ IT M
CAD DRAFTER J417 Non-Exempt 22.05$ 25.36$ 26.57$ 32.95$ 45,864.00$ 55,265.60$ 68,536.00$ ENGR S
CAMP COUNSELOR NG Non-Exempt PKS NAT RS CLTRL AFF M
CAPITAL PROJECTS INSPECTION MANAGER J422 Exempt 26.27$ 30.21$ 31.65$ 39.25$ 54,641.60$ 65,832.00$ 81,640.00$ UTILITIES S
CASE MANAGER J417 Non-Exempt 22.05$ 25.36$ 26.57$ 32.95$ 45,864.00$ 55,265.60$ 68,536.00$ COMM RESOURCES M
CDBG PROGRAMS ASSISTANT NG Non-Exempt COMM RESOURCES S
CDBG PROGRAMS TECHNICIAN J415 Non-Exempt 19.92$ 22.91$ 24.00$ 29.76$ 41,433.60$ 49,920.00$ 61,900.80$ COMM RESOURCES S
CHIEF FINANCIAL OFFICER J438 Exempt 56.22$ 64.65$ 67.73$ 83.99$ 116,937.60$ 140,878.40$ 174,699.20$ CFO S
CHIEF OF STAFF J439 Exempt 58.41$ 67.17$ 70.37$ 87.26$ 121,492.80$ 146,369.60$ 181,500.80$ CHIEF OF STAFF S
CITY ATTORNEY J439 Elected 58.41$ 67.17$ 70.37$ 87.26$ 121,492.80$ 146,369.60$ 181,500.80$ CITY ATTORNEY S
CITY CLERK/TREASURER J432 Elected 43.07$ 49.53$ 51.89$ 64.34$ 89,585.60$ 107,931.20$ 133,827.20$ CITY CLERK/TREAS S
CITY PROSECUTOR J432 Exempt 43.07$ 49.53$ 51.89$ 64.34$ 89,585.60$ 107,931.20$ 133,827.20$ CITY PROSECUTOR S
CITY PROSECUTOR DIVISION MANAGER/SENIOR PARALEGAL J423 Exempt 27.28$ 31.37$ 32.87$ 40.76$ 56,742.40$ 68,369.60$ 84,780.80$ CITY PROSECUTOR S
CITY PROSECUTOR INVESTIGATOR/VICTIM ADVOCATE J420 Non-Exempt 25.27$ 29.06$ 30.45$ 37.76$ 52,561.60$ 63,336.00$ 78,540.80$ CITY PROSECUTOR M
CODE COMPLIANCE OFFICER J415 Non-Exempt 19.92$ 22.91$ 24.00$ 29.76$ 41,433.60$ 49,920.00$ 61,900.80$ BLDG SAFETY M
CODE COMPLIANCE SUPERVISOR J419 Exempt 24.19$ 27.82$ 29.15$ 36.15$ 50,315.20$ 60,632.00$ 75,192.00$ BLDG SAFETY S
COMMUNICATIONS PROJECT MANAGER - PUBLIC INFORMATION J421 Exempt 25.31$ 29.11$ 30.49$ 37.81$ 52,644.80$ 63,419.20$ 78,644.80$ IT S
COMMUNICATIONS PROJECT MANAGER - SOCIAL MEDIA J421 Exempt 25.31$ 29.11$ 30.49$ 37.81$ 52,644.80$ 63,419.20$ 78,644.80$ COMMUNICATIONS S
COMMUNICATIONS PROJECT MANAGER - WEB J421 Exempt 25.31$ 29.11$ 30.49$ 37.81$ 52,644.80$ 63,419.20$ 78,644.80$ COMMUNICATIONS S
COMMUNITY OUTREACH COORDINATOR - PUBLIC INFORMATION OFFICER J421 Exempt 25.31$ 29.11$ 30.49$ 37.81$ 52,644.80$ 63,419.20$ 78,644.80$ FIRE CIVILIAN S
COMMUNITY RESOURCES ADMINISTRATOR J419 Exempt 24.19$ 27.82$ 29.15$ 36.15$ 50,315.20$ 60,632.00$ 75,192.00$ COMM RESOURCES S
COMMUNITY RESOURCES DIRECTOR/EQUITY OFFICER J429 Exempt 39.03$ 44.88$ 47.03$ 58.32$ 81,182.40$ 97,822.40$ 121,305.60$ COMM RESOURCES S
COMPOST OPERATOR J414 Non-Exempt 18.84$ 21.67$ 22.70$ 28.15$ 39,187.20$ 47,216.00$ 58,552.00$ RTC M
CONSTRUCTION LEAD MAINTENANCE WORKER J414 Non-Exempt 18.84$ 21.67$ 22.70$ 28.15$ 39,187.20$ 47,216.00$ 58,552.00$ TRANSPORTATION M
COUNCIL MEMBER NG Elected CITY COUNCIL M
COURT SERVICES OFFICER J420 Non-Exempt 25.27$ 29.06$ 30.45$ 37.76$ 52,561.60$ 63,336.00$ 78,540.80$ DISTRICT COURT S
CREW LEADER - ATHLETIC FIELDS J416 Non-Exempt 20.99$ 24.14$ 25.29$ 31.36$ 43,659.20$ 52,603.20$ 65,228.80$ PARK MAINTENANCE S
CREW LEADER - FACILITIES MANAGEMENT SERVICES J418 Non-Exempt 23.12$ 26.59$ 27.86$ 34.55$ 48,089.60$ 57,948.80$ 71,864.00$ FACILITIES MGMT S
CREW LEADER - RECYCLING & TRASH COLLECTION J415 Non-Exempt 19.92$ 22.91$ 24.00$ 29.76$ 41,433.60$ 49,920.00$ 61,900.80$ RTC M
CREW LEADER - TRANSPORTATION J415 Non-Exempt 19.92$ 22.91$ 24.00$ 29.76$ 41,433.60$ 49,920.00$ 61,900.80$ TRANSPORTATION M
CREW LEADER I - W&S J416 Non-Exempt 20.99$ 24.14$ 25.29$ 31.36$ 43,659.20$ 52,603.20$ 65,228.80$ W&S M
CREW LEADER II - OVERLAY TRANSPORTATION J416 Non-Exempt 20.99$ 24.14$ 25.29$ 31.36$ 43,659.20$ 52,603.20$ 65,228.80$ TRANSPORTATION M
CREW LEADER II W&S J417 Non-Exempt 22.05$ 25.36$ 26.57$ 32.95$ 45,864.00$ 55,265.60$ 68,536.00$ W&S M
CRIME SCENE TECHNICIAN J418 Non-Exempt 23.12$ 26.59$ 27.86$ 34.55$ 48,089.60$ 57,948.80$ 71,864.00$ POLICE CIVILIAN M
CUSTODIAN J410 Non-Exempt 14.74$ 16.95$ 17.76$ 22.02$ 30,659.20$ 36,940.80$ 45,801.60$ FACILITIES MGMT M
CUSTODIAN - PARKS J410 Non-Exempt 14.74$ 16.95$ 17.76$ 22.02$ 30,659.20$ 36,940.80$ 45,801.60$ PARK MAINTENANCE M
CUSTODIAN II - PARKS J411 Non-Exempt 16.17$ 18.60$ 19.48$ 24.16$ 33,633.60$ 40,518.40$ 50,252.80$ PARK MAINTENANCE M
CUSTOMER SERVICE COORDINATOR I J414 Non-Exempt 18.84$ 21.67$ 22.70$ 28.15$ 39,187.20$ 47,216.00$ 58,552.00$ UTILITIES FIN SVCS M
CUSTOMER SERVICE COORDINATOR II J416 Non-Exempt 20.99$ 24.14$ 25.29$ 31.36$ 43,659.20$ 52,603.20$ 65,228.80$ UTILITIES FIN SVCS M
CUSTOMER SERVICE REPRESENTATIVE - AIRPORT J411 Non-Exempt 16.17$ 18.60$ 19.48$ 24.16$ 33,633.60$ 40,518.40$ 50,252.80$ AIRPORT S
CUSTOMER SERVICE REPRESENTATIVE - BUILDING SAFETY J413 Non-Exempt 17.79$ 20.46$ 21.43$ 26.57$ 37,003.20$ 44,574.40$ 55,265.60$ BLDG SAFETY S
CUSTOMER SERVICE REPRESENTATIVE - DEV. SERVICES J413 Non-Exempt 17.79$ 20.46$ 21.43$ 26.57$ 37,003.20$ 44,574.40$ 55,265.60$ DEV SVCS S
CUSTOMER SERVICE REPRESENTATIVE - METER J413 Non-Exempt 17.79$ 20.46$ 21.43$ 26.57$ 37,003.20$ 44,574.40$ 55,265.60$ W&S METER M
CUSTOMER SERVICE REPRESENTATIVE - PROCUREMENT J412 Non-Exempt 16.71$ 19.22$ 20.13$ 24.96$ 34,756.80$ 41,870.40$ 51,916.80$ PROCUREMENT S
CUSTOMER SERVICE REPRESENTATIVE - RTC J412 Non-Exempt 16.71$ 19.22$ 20.13$ 24.96$ 34,756.80$ 41,870.40$ 51,916.80$ RTC M
CUSTOMER SERVICE SUPERVISOR - REVENUE COLLECTIONS J420 Non-Exempt 25.27$ 29.06$ 30.45$ 37.76$ 52,561.60$ 63,336.00$ 78,540.80$ UTILITIES FIN SVCS S
4/10/2025
APPENDIX A
City of Fayetteville
Job Titles and Grades
Effective 03-31-2025
JOB TITLE JOB GRADE
FLSA Exempt
or Non-
Exempt
MINIMUM
HOURLY
15%
ABOVE MIN
MARKET
HOURLY
MAXIMUM
HOURLY
MINIMUM
SALARY
MARKET
SALARY
MAXIMUM
SALARY DEPT/DIV
Multi/Single
Incumbent
CUSTOMER SERVICE SUPERVISOR - UTILITIES J420 Non-Exempt 25.27$ 29.06$ 30.45$ 37.76$ 52,561.60$ 63,336.00$ 78,540.80$ UTILITIES FIN SVCS S
DEPUTY BUILDING OFFICIAL J425 Exempt 30.87$ 35.50$ 37.19$ 46.12$ 64,209.60$ 77,355.20$ 95,929.60$ BLDG SAFETY S
DEPUTY CHIEF FINANCIAL OFFICER J433 Exempt 45.26$ 52.05$ 54.53$ 67.62$ 94,140.80$ 113,422.40$ 140,649.60$ CFO S
DEPUTY CHIEF OF POLICE J435 Exempt 49.64$ 57.09$ 59.81$ 74.16$ 103,251.20$ 124,404.80$ 154,252.80$ POLICE S
DEPUTY CITY CLERK - CODIFIER J416 Non-Exempt 20.99$ 24.14$ 25.29$ 31.36$ 43,659.20$ 52,603.20$ 65,228.80$ CITY CLERK/TREAS S
DEPUTY CITY CLERK - COMMUNICATIONS J415 Non-Exempt 19.92$ 22.91$ 24.00$ 29.76$ 41,433.60$ 49,920.00$ 61,900.80$ CITY CLERK/TREAS S
DEPUTY CITY PROSECUTOR J430 Exempt 41.09$ 47.25$ 49.50$ 61.38$ 85,467.20$ 102,960.00$ 127,670.40$ CITY PROSECUTOR S
DEPUTY COURT CLERK J415 Non-Exempt 19.92$ 22.91$ 24.00$ 29.76$ 41,433.60$ 49,920.00$ 61,900.80$ DISTRICT COURT M
DEPUTY COURT CLERK II J418 Non-Exempt 23.12$ 26.59$ 27.86$ 34.55$ 48,089.60$ 57,948.80$ 71,864.00$ DISTRICT COURT S
DEVELOPMENT COORDINATOR J414 Non-Exempt 18.84$ 21.67$ 22.70$ 28.15$ 39,187.20$ 47,216.00$ 58,552.00$ PLNG DEV REVIEW S
DEVELOPMENT REVIEW MANAGER J430 Exempt 41.09$ 47.25$ 49.50$ 61.38$ 85,467.20$ 102,960.00$ 127,670.40$ PLNG DEV REVIEW S
DEVELOPMENT SERVICES DIRECTOR J436 Exempt 51.83$ 59.60$ 62.45$ 77.44$ 107,806.40$ 129,896.00$ 161,075.20$ DEV SVCS S
DIRECTOR OF COMMUNICATION J433 Exempt 45.26$ 52.05$ 54.53$ 67.62$ 94,140.80$ 113,422.40$ 140,649.60$ COMMUNICATIONS S
DIRECTOR OF ECONOMIC DEVELOPMENT J433 Exempt 45.26$ 52.05$ 54.53$ 67.62$ 94,140.80$ 113,422.40$ 140,649.60$ ECON DEVELOPMENT S
DIRECTOR OF INDUSTRY & EMPLOYMENT SERVICES J429 Exempt 39.03$ 44.88$ 47.03$ 58.32$ 81,182.40$ 97,822.40$ 121,305.60$ ECON DEVELOPMENT S
DIRECTOR OF MEDIA SERVICES J424 Exempt 28.83$ 33.15$ 34.73$ 43.07$ 59,966.40$ 72,238.40$ 89,585.60$ MEDIA SERVICES S
DIRECTOR OF PARKS, NATURAL RESOURCES & CULTURAL AFFAIRS J436 Exempt 51.83$ 59.60$ 62.45$ 77.44$ 107,806.40$ 129,896.00$ 161,075.20$ PKS NAT RS CLTRL AFF S
DISPATCH MANAGER J427 Exempt 34.95$ 40.19$ 42.11$ 52.22$ 72,696.00$ 87,588.80$ 108,617.60$ CENTRAL DISPATCH S
DISPATCH SHIFT SUPERVISOR J421 Non-Exempt 25.31$ 29.11$ 30.49$ 37.81$ 52,644.80$ 63,419.20$ 78,644.80$ CENTRAL DISPATCH S
DISPATCH TRAINER J418 Non-Exempt 23.12$ 26.59$ 27.86$ 34.55$ 48,089.60$ 57,948.80$ 71,864.00$ CENTRAL DISPATCH M
DISPATCHER I J415 Non-Exempt 19.92$ 22.91$ 24.00$ 29.76$ 41,433.60$ 49,920.00$ 61,900.80$ CENTRAL DISPATCH M
DISPATCHER II J416 Non-Exempt 20.99$ 24.14$ 25.29$ 31.36$ 43,659.20$ 52,603.20$ 65,228.80$ CENTRAL DISPATCH M
DISPATCHER III J417 Non-Exempt 22.05$ 25.36$ 26.57$ 32.95$ 45,864.00$ 55,265.60$ 68,536.00$ CENTRAL DISPATCH M
DISTRICT COURT ADMINISTRATOR J430 Exempt 41.09$ 47.25$ 49.50$ 61.38$ 85,467.20$ 102,960.00$ 127,670.40$ DISTRICT COURT S
DIVISION CHIEF F244 Non-Exempt 41.75$ -57.24$ 86,840.00$ 119,059.20$ FIRE M
DOCUMENT MANAGEMENT MANAGER J415 Non-Exempt 19.92$ 22.91$ 24.00$ 29.76$ 41,433.60$ 49,920.00$ 61,900.80$ CITY CLERK/TREAS S
DOCUMENT SYSTEMS SPECIALIST J414 Non-Exempt 18.84$ 21.67$ 22.70$ 28.15$ 39,187.20$ 47,216.00$ 58,552.00$ CITY CLERK/TREAS S
DRIVER/OPERATOR/FIREFIGHTER F235 Non-Exempt 20.78$ -$ 28.32$ 60,511.36$ -$ 82,467.84$ FIRE M
ECONOMIC EQUITY & MOBILITY PROJECT MANAGER J425 Exempt 30.87$ 35.50$ 37.19$ 46.12$ 64,209.60$ 77,355.20$ 95,929.60$ ECON DEVELOPMENT S
EMERGENCY MANAGER J423 Exempt 27.28$ 31.37$ 32.87$ 40.76$ 56,742.40$ 68,369.60$ 84,780.80$ FIRE CIVILIAN S
ENGINEERING DESIGN MANAGER J430 Exempt 41.09$ 47.25$ 49.50$ 61.38$ 85,467.20$ 102,960.00$ 127,670.40$ ENGR S
ENGINEERING DEVELOPMENT REVIEW MANAGER J430 Exempt 41.09$ 47.25$ 49.50$ 61.38$ 85,467.20$ 102,960.00$ 127,670.40$ ENGR S
ENGINEERING SERVICES COORDINATOR J413 Non-Exempt 17.79$ 20.46$ 21.43$ 26.57$ 37,003.20$ 44,574.40$ 55,265.60$ ENGR S
ENVIRONMENTAL DIRECTOR J435 Exempt 49.64$ 57.09$ 59.81$ 74.16$ 103,251.20$ 124,404.80$ 154,252.80$ SUSTAINABILITY S
ENVIRONMENTAL EDUCATOR J417 Non-Exempt 22.05$ 25.36$ 26.57$ 32.95$ 45,864.00$ 55,265.60$ 68,536.00$ RTC M
EQUIPMENT MAINTENANCE WORKER J410 Non-Exempt 14.74$ 16.95$ 17.76$ 22.02$ 30,659.20$ 36,940.80$ 45,801.60$ FLEET S
EQUIPMENT MECHANIC I J412 Non-Exempt 16.71$ 19.22$ 20.13$ 24.96$ 34,756.80$ 41,870.40$ 51,916.80$ FLEET M
EQUIPMENT MECHANIC II J415 Non-Exempt 19.92$ 22.91$ 24.00$ 29.76$ 41,433.60$ 49,920.00$ 61,900.80$ FLEET M
EQUIPMENT MECHANIC III J417 Non-Exempt 22.05$ 25.36$ 26.57$ 32.95$ 45,864.00$ 55,265.60$ 68,536.00$ FLEET M
EVIDENCE TECHNICIAN J414 Non-Exempt 18.84$ 21.67$ 22.70$ 28.15$ 39,187.20$ 47,216.00$ 58,552.00$ POLICE CIVILIAN M
FACILITIES & BUILDING MAINTENANCE MANAGER J427 Exempt 34.95$ 40.19$ 42.11$ 52.22$ 72,696.00$ 87,588.80$ 108,617.60$ FACILITIES MGMT S
FEDERAL AID PROJECT COORDINATOR J414 Non-Exempt 18.84$ 21.67$ 22.70$ 28.15$ 39,187.20$ 47,216.00$ 58,552.00$ ENGR S
FEDERAL AID PROJECT MANAGER J424 Exempt 28.83$ 33.15$ 34.73$ 43.07$ 59,966.40$ 72,238.40$ 89,585.60$ ENGR S
FIELD OPERATIONS SUPERVISOR - FORESTRY J419 Non-Exempt 24.19$ 27.82$ 29.15$ 36.15$ 50,315.20$ 60,632.00$ 75,192.00$ PARK MAINTENANCE S
FIELD OPERATIONS SUPERVISOR - GROUNDS & TRAILS J419 Non-Exempt 24.19$ 27.82$ 29.15$ 36.15$ 50,315.20$ 60,632.00$ 75,192.00$ PARK MAINTENANCE S
FIELD OPERATIONS SUPERVISOR - PARKING J421 Non-Exempt 25.31$ 29.11$ 30.49$ 37.81$ 52,644.80$ 63,419.20$ 78,644.80$ PARKING S
FIELD OPERATIONS SUPERVISOR - TRAFFIC J421 Non-Exempt 25.31$ 29.11$ 30.49$ 37.81$ 52,644.80$ 63,419.20$ 78,644.80$ TRANSPORTATION S
FIELD OPERATIONS SUPERVISOR - TRANSPORTATION J420 Non-Exempt 25.27$ 29.06$ 30.45$ 37.76$ 52,561.60$ 63,336.00$ 78,540.80$ TRANSPORTATION M
FIELD OPERATIONS SUPERVISOR - TURF & ATHLETIC FIELDS J419 Non-Exempt 24.19$ 27.82$ 29.15$ 36.15$ 50,315.20$ 60,632.00$ 75,192.00$ PARK MAINTENANCE S
FIELD SERVICE REPRESENTATIVE J418 Non-Exempt 23.12$ 26.59$ 27.86$ 34.55$ 48,089.60$ 57,948.80$ 71,864.00$ W&S M
FINANCIAL ANALYST - BUDGET J421 Exempt 25.31$ 29.11$ 30.49$ 37.81$ 52,644.80$ 63,419.20$ 78,644.80$ BUDGET & INFO MGMT S
4/10/2025
APPENDIX A
City of Fayetteville
Job Titles and Grades
Effective 03-31-2025
JOB TITLE JOB GRADE
FLSA Exempt
or Non-
Exempt
MINIMUM
HOURLY
15%
ABOVE MIN
MARKET
HOURLY
MAXIMUM
HOURLY
MINIMUM
SALARY
MARKET
SALARY
MAXIMUM
SALARY DEPT/DIV
Multi/Single
Incumbent
FINANCIAL ANALYST - FIRE J421 Exempt 25.31$ 29.11$ 30.49$ 37.81$ 52,644.80$ 63,419.20$ 78,644.80$ FIRE CIVILIAN S
FINANCIAL ANALYST - RECYCLING & TRASH COLLECTIONS J421 Exempt 25.31$ 29.11$ 30.49$ 37.81$ 52,644.80$ 63,419.20$ 78,644.80$ RTC S
FINANCIAL COORDINATOR - AIRPORT J417 Exempt 22.05$ 25.36$ 26.57$ 32.95$ 45,864.00$ 55,265.60$ 68,536.00$ AIRPORT S
FINANCIAL COORDINATOR - PARKS J417 Exempt 22.05$ 25.36$ 26.57$ 32.95$ 45,864.00$ 55,265.60$ 68,536.00$ PKS NAT RS CLTRL AFF S
FIRE CAPTAIN F238 Non-Exempt 25.69$ -$ 35.04$ 74,809.28$ -$ 102,036.48$ FIRE M
FIRE CHIEF J437 Exempt 54.02$ 62.12$ 65.09$ 80.71$ 112,361.60$ 135,387.20$ 167,876.80$ FIRE S
FIRE EQUIPMENT MAINTENANCE TECHNICIAN J418 Non-Exempt 23.12$ 26.59$ 27.86$ 34.55$ 48,089.60$ 57,948.80$ 71,864.00$ FIRE CIVILIAN S
FIRE INSPECTOR - FIRE MARSHAL'S OFFICE J417 Non-Exempt 22.05$ 25.36$ 26.57$ 32.95$ 45,864.00$ 55,265.60$ 68,536.00$ FIRE CIVILIAN S
FIREFIGHTER F232 Non-Exempt 18.07$ -$ 24.82$ 52,619.84$ -$ 72,275.84$ FIRE M
FIXED ASSETS/INVESTMENT COORDINATOR J421 Exempt 25.31$ 29.11$ 30.49$ 37.81$ 52,644.80$ 63,419.20$ 78,644.80$ ACCT S
FLEET OPERATIONS SUPERINTENDENT J430 Exempt 41.09$ 47.25$ 49.50$ 61.38$ 85,467.20$ 102,960.00$ 127,670.40$ FLEET S
FLEET OPERATIONS SUPERVISOR J424 Exempt 28.83$ 33.15$ 34.73$ 43.07$ 59,966.40$ 72,238.40$ 89,585.60$ FLEET S
FLEET SERVICES SUPPORT MANAGER J422 Exempt 26.27$ 30.21$ 31.65$ 39.25$ 54,641.60$ 65,832.00$ 81,640.00$ FLEET S
FLIGHT LINE OPERATIONS SUPERVISOR J417 Non-Exempt 22.05$ 25.36$ 26.57$ 32.95$ 45,864.00$ 55,265.60$ 68,536.00$ AIRPORT S
FLIGHT LINE OPERATIONS TECHNICIAN J412 Non-Exempt 16.71$ 19.22$ 20.13$ 24.96$ 34,756.80$ 41,870.40$ 51,916.80$ AIRPORT M
GIS ADMINISTRATOR J425 Exempt 30.87$ 35.50$ 37.19$ 46.12$ 64,209.60$ 77,355.20$ 95,929.60$ IT S
GIS ANALYST J423 Non-Exempt 27.28$ 31.37$ 32.87$ 40.76$ 56,742.40$ 68,369.60$ 84,780.80$ IT S
GIS MANAGER J428 Exempt 37.00$ 42.55$ 44.58$ 55.28$ 76,960.00$ 92,726.40$ 114,982.40$ IT S
GIS TECHNICIAN J417 Non-Exempt 22.05$ 25.36$ 26.57$ 32.95$ 45,864.00$ 55,265.60$ 68,536.00$ IT M
GIS TECHNICIAN WATER & SEWER J417 Non-Exempt 22.05$ 25.36$ 26.57$ 32.95$ 45,864.00$ 55,265.60$ 68,536.00$ W&S S
GRANTS ADMINISTRATOR J420 Exempt 25.27$ 29.06$ 30.45$ 37.76$ 52,561.60$ 63,336.00$ 78,540.80$ ACCT S
GROUNDSKEEPER II J410 Non-Exempt 14.74$ 16.95$ 17.76$ 22.02$ 30,659.20$ 36,940.80$ 45,801.60$ PARK MAINTENANCE M
GROUNDSKEEPER III J411 Non-Exempt 16.17$ 18.60$ 19.48$ 24.16$ 33,633.60$ 40,518.40$ 50,252.80$ PARK MAINTENANCE M
GROUNDSKEEPER IV J413 Non-Exempt 17.79$ 20.46$ 21.43$ 26.57$ 37,003.20$ 44,574.40$ 55,265.60$ PARK MAINTENANCE M
HORTICULTURAL ASST II J413 Non-Exempt 17.79$ 20.46$ 21.43$ 26.57$ 37,003.20$ 44,574.40$ 55,265.60$ PARK MAINTENANCE S
HORTICULTURIST J419 Non-Exempt 24.19$ 27.82$ 29.15$ 36.15$ 50,315.20$ 60,632.00$ 75,192.00$ PARK MAINTENANCE S
HR ASSISTANT J415 Non-Exempt 19.92$ 22.91$ 24.00$ 29.76$ 41,433.60$ 49,920.00$ 61,900.80$ HR S
HR DIRECTOR J434 Exempt 47.46$ 54.58$ 57.18$ 70.90$ 98,716.80$ 118,934.40$ 147,472.00$ HR S
HR GENERALIST J423 Exempt 27.28$ 31.37$ 32.87$ 40.76$ 56,742.40$ 68,369.60$ 84,780.80$ HR S
HVAC TECHNICIAN J417 Non-Exempt 22.05$ 25.36$ 26.57$ 32.95$ 45,864.00$ 55,265.60$ 68,536.00$ FACILITIES MGMT S
INFORMATION TECHNOLOGIES DIRECTOR J435 Exempt 49.64$ 57.09$ 59.81$ 74.16$ 103,251.20$ 124,404.80$ 154,252.80$ IT S
INSPECTOR/COMMERCIAL & RESIDENTIAL J417 Non-Exempt 22.05$ 25.36$ 26.57$ 32.95$ 45,864.00$ 55,265.60$ 68,536.00$ BLDG SAFETY M
INTERNAL AUDITOR J427 Exempt 34.95$ 40.19$ 42.11$ 52.22$ 72,696.00$ 87,588.80$ 108,617.60$ INTERNAL AUDIT S
INTERNAL SERVICES PROJECT MANAGER J433 Exempt 45.26$ 52.05$ 54.53$ 67.62$ 94,140.80$ 113,422.40$ 140,649.60$ ACCT S
LAND AGENT I J418 Exempt 23.12$ 26.59$ 27.86$ 34.55$ 48,089.60$ 57,948.80$ 71,864.00$ ENGR S
LAND AGENT II J420 Exempt 25.27$ 29.06$ 30.45$ 37.76$ 52,561.60$ 63,336.00$ 78,540.80$ ENGR S
LAND SURVEYOR TECHNICIAN J415 Non-Exempt 19.92$ 22.91$ 24.00$ 29.76$ 41,433.60$ 49,920.00$ 61,900.80$ ENGR S
LAW CLERK NG Non-Exempt CITY PROSECUTOR M
LEAD COURT CLERK J425 Non-Exempt 30.87$ 35.50$ 37.19$ 46.12$ 64,209.60$ 77,355.20$ 95,929.60$ DISTRICT COURT S
LEAD EQUIPMENT MECHANIC J418 Non-Exempt 23.12$ 26.59$ 27.86$ 34.55$ 48,089.60$ 57,948.80$ 71,864.00$ FLEET M
LEAD MAINTENANCE WORKER - FORESTRY J415 Non-Exempt 19.92$ 22.91$ 24.00$ 29.76$ 41,433.60$ 49,920.00$ 61,900.80$ PARK MAINTENANCE S
LEAD MAINTENANCE WORKER - GROUNDS J415 Non-Exempt 19.92$ 22.91$ 24.00$ 29.76$ 41,433.60$ 49,920.00$ 61,900.80$ PARK MAINTENANCE S
LEAD MAINTENANCE WORKER - TRAILS J415 Non-Exempt 19.92$ 22.91$ 24.00$ 29.76$ 41,433.60$ 49,920.00$ 61,900.80$ PARK MAINTENANCE S
LEAD MAINTENANCE WORKER AIRPORT J413 Non-Exempt 17.79$ 20.46$ 21.43$ 26.57$ 37,003.20$ 44,574.40$ 55,265.60$ AIRPORT S
LEAD SOCIAL SERVICES ADVOCATE J421 Non-Exempt 25.31$ 29.11$ 30.49$ 37.81$ 52,644.80$ 63,419.20$ 78,644.80$ POLICE CIVILIAN S
LEAK DETECTION TECHNICIAN J418 Non-Exempt 23.12$ 26.59$ 27.86$ 34.55$ 48,089.60$ 57,948.80$ 71,864.00$ W&S M
LEGAL ASSISTANT J413 Non-Exempt 17.79$ 20.46$ 21.43$ 26.57$ 37,003.20$ 44,574.40$ 55,265.60$ CITY PROSECUTOR M
LIFEGUARD NG Non-Exempt PKS NAT RS CLTRL AFF M
LONG RANGE AND PRESERVATION PLANNER J419 Exempt 24.19$ 27.82$ 29.15$ 36.15$ 50,315.20$ 60,632.00$ 75,192.00$ PLNG LONG RANGE S
LONG RANGE COMMUNICATION AND OUTREACH SPECIALIST J418 Non-Exempt 23.12$ 26.59$ 27.86$ 34.55$ 48,089.60$ 57,948.80$ 71,864.00$ PLNG LONG RANGE S
LONG RANGE PLANNING/SPECIAL PROJECTS MANAGER J430 Exempt 41.09$ 47.25$ 49.50$ 61.38$ 85,467.20$ 102,960.00$ 127,670.40$ PLNG LONG RANGE S
4/10/2025
APPENDIX A
City of Fayetteville
Job Titles and Grades
Effective 03-31-2025
JOB TITLE JOB GRADE
FLSA Exempt
or Non-
Exempt
MINIMUM
HOURLY
15%
ABOVE MIN
MARKET
HOURLY
MAXIMUM
HOURLY
MINIMUM
SALARY
MARKET
SALARY
MAXIMUM
SALARY DEPT/DIV
Multi/Single
Incumbent
MAINTENANCE WORKER I FACILITIES MANAGEMENT J410 Non-Exempt 14.74$ 16.95$ 17.76$ 22.02$ 30,659.20$ 36,940.80$ 45,801.60$ FACILITIES MGMT S
MAINTENANCE WORKER I PARKS J410 Non-Exempt 14.74$ 16.95$ 17.76$ 22.02$ 30,659.20$ 36,940.80$ 45,801.60$ PARK MAINTENANCE M
MAINTENANCE WORKER I URBAN FORESTRY J410 Non-Exempt 14.74$ 16.95$ 17.76$ 22.02$ 30,659.20$ 36,940.80$ 45,801.60$ PARK MAINTENANCE S
MAINTENANCE WORKER II FACILITIES MANAGEMENT J412 Non-Exempt 16.71$ 19.22$ 20.13$ 24.96$ 34,756.80$ 41,870.40$ 51,916.80$ FACILITIES MGMT S
MAINTENANCE WORKER II PARKS J410 Non-Exempt 14.74$ 16.95$ 17.76$ 22.02$ 30,659.20$ 36,940.80$ 45,801.60$ PARK MAINTENANCE M
MAINTENANCE WORKER II WATER & SEWER J413 Non-Exempt 17.79$ 20.46$ 21.43$ 26.57$ 37,003.20$ 44,574.40$ 55,265.60$ W&S S
MAINTENANCE WORKER III PARKS J411 Non-Exempt 16.17$ 18.60$ 19.48$ 24.16$ 33,633.60$ 40,518.40$ 50,252.80$ PARK MAINTENANCE M
MAINTENANCE WORKER III RECYC & TRASH COLLECTION J411 Non-Exempt 16.17$ 18.60$ 19.48$ 24.16$ 33,633.60$ 40,518.40$ 50,252.80$ RTC M
MAINTENANCE WORKER III TRANSPORTATION J411 Non-Exempt 16.17$ 18.60$ 19.48$ 24.16$ 33,633.60$ 40,518.40$ 50,252.80$ TRANSPORTATION M
MAINTENANCE WORKER III URBAN FORESTRY J411 Non-Exempt 16.17$ 18.60$ 19.48$ 24.16$ 33,633.60$ 40,518.40$ 50,252.80$ TRANSPORTATION M
MAINTENANCE WORKER III WATER & SEWER J414 Non-Exempt 18.84$ 21.67$ 22.70$ 28.15$ 39,187.20$ 47,216.00$ 58,552.00$ W&S M
MAINTENANCE WORKER IV ASPHALT J414 Non-Exempt 18.84$ 21.67$ 22.70$ 28.15$ 39,187.20$ 47,216.00$ 58,552.00$ TRANSPORTATION M
MAINTENANCE WORKER IV CONCRETE J413 Non-Exempt 17.79$ 20.46$ 21.43$ 26.57$ 37,003.20$ 44,574.40$ 55,265.60$ TRANSPORTATION M
MAINTENANCE WORKER IV DRAINAGE J413 Non-Exempt 17.79$ 20.46$ 21.43$ 26.57$ 37,003.20$ 44,574.40$ 55,265.60$ TRANSPORTATION M
MAINTENANCE WORKER IV PARKS J413 Non-Exempt 17.79$ 20.46$ 21.43$ 26.57$ 37,003.20$ 44,574.40$ 55,265.60$ PARK MAINTENANCE M
MAINTENANCE WORKER IV RIGHT OF WAY J413 Non-Exempt 17.79$ 20.46$ 21.43$ 26.57$ 37,003.20$ 44,574.40$ 55,265.60$ TRANSPORTATION M
MAINTENANCE WORKER IV TRAILS J413 Non-Exempt 17.79$ 20.46$ 21.43$ 26.57$ 37,003.20$ 44,574.40$ 55,265.60$ TRANSPORTATION M
MAINTENANCE WORKER IV WATER & SEWER LICENSED J415 Non-Exempt 19.92$ 22.91$ 24.00$ 29.76$ 41,433.60$ 49,920.00$ 61,900.80$ W&S M
MANAGEMENT ACCOUNTING COORDINATOR J426 Exempt 32.91$ 37.85$ 39.65$ 49.17$ 68,452.80$ 82,472.00$ 102,273.60$ TRANSPORTATION S
MAYOR J443 Elected 67.76$ 77.92$ 81.64$ 101.23$ 140,940.80$ 169,811.20$ 210,558.40$ MAYOR S
METER MAINTENANCE TECHNICIAN J415 Non-Exempt 19.92$ 22.91$ 24.00$ 29.76$ 41,433.60$ 49,920.00$ 61,900.80$ W&S METER M
METER OPERATIONS ASSISTANT J416 Non-Exempt 20.99$ 24.14$ 25.29$ 31.36$ 43,659.20$ 52,603.20$ 65,228.80$ W&S METER S
METER READER J412 Non-Exempt 16.71$ 19.22$ 20.13$ 24.96$ 34,756.80$ 41,870.40$ 51,916.80$ W&S METER M
METER SERVICES SUPERVISOR J422 Exempt 26.27$ 30.21$ 31.65$ 39.25$ 54,641.60$ 65,832.00$ 81,640.00$ W&S METER S
MOBILITY COORDINATOR J421 Exempt 25.31$ 29.11$ 30.49$ 37.81$ 52,644.80$ 63,419.20$ 78,644.80$ ENGR S
NETWORK ANALYST J424 Exempt 28.83$ 33.15$ 34.73$ 43.07$ 59,966.40$ 72,238.40$ 89,585.60$ IT M
NETWORK ENGINEER J427 Exempt 34.95$ 40.19$ 42.11$ 52.22$ 72,696.00$ 87,588.80$ 108,617.60$ IT S
NETWORK SECURITY ANALYST J425 Exempt 30.87$ 35.50$ 37.19$ 46.12$ 64,209.60$ 77,355.20$ 95,929.60$ IT S
OFFICE MANAGER - RECYCLING & TRASH COLLECTION J417 Non-Exempt 22.05$ 25.36$ 26.57$ 32.95$ 45,864.00$ 55,265.60$ 68,536.00$ RTC S
OFFICE MANAGER- WATER & SEWER J417 Non-Exempt 22.05$ 25.36$ 26.57$ 32.95$ 45,864.00$ 55,265.60$ 68,536.00$ W&S S
OPERATIONS & CUSTOMER RELATIONS MANAGER J422 Exempt 26.27$ 30.21$ 31.65$ 39.25$ 54,641.60$ 65,832.00$ 81,640.00$ DEV SVCS S
OPERATIONS ASSISTANT - FACILITIES MANAGEMENT J412 Non-Exempt 16.71$ 19.22$ 20.13$ 24.96$ 34,756.80$ 41,870.40$ 51,916.80$ FACILITIES MGMT S
OPERATIONS ASSISTANT - FLEET J412 Non-Exempt 16.71$ 19.22$ 20.13$ 24.96$ 34,756.80$ 41,870.40$ 51,916.80$ FLEET S
OPERATIONS ASSISTANT - TRANSPORTATION J412 Non-Exempt 16.71$ 19.22$ 20.13$ 24.96$ 34,756.80$ 41,870.40$ 51,916.80$ TRANSPORTATION S
PARALEGAL - CITY ATTORNEY'S OFFICE J418 Non-Exempt 23.12$ 26.59$ 27.86$ 34.55$ 48,089.60$ 57,948.80$ 71,864.00$ CITY ATTORNEY S
PARK FACILITIES MAINTENANCE WORKER J415 Non-Exempt 19.92$ 22.91$ 24.00$ 29.76$ 41,433.60$ 49,920.00$ 61,900.80$ PARK MAINTENANCE M
PARK OPERATIONS DIRECTOR J429 Exempt 39.03$ 44.88$ 47.03$ 58.32$ 81,182.40$ 97,822.40$ 121,305.60$ PARK MAINTENANCE S
PARK PLANNER II J425 Exempt 30.87$ 35.50$ 37.19$ 46.12$ 64,209.60$ 77,355.20$ 95,929.60$ PKS NAT RS CLTRL AFF S
PARK PLANNING SUPERINTENDENT J426 Exempt 32.91$ 37.85$ 39.65$ 49.17$ 68,452.80$ 82,472.00$ 102,273.60$ PKS NAT RS CLTRL AFF S
PARKING ATTENDANT J410 Non-Exempt 14.74$ 16.95$ 17.76$ 22.02$ 30,659.20$ 36,940.80$ 45,801.60$ PARKING S
PARKING ATTENDANT - EVENTS J410 Non-Exempt 14.74$ 16.95$ 17.76$ 22.02$ 30,659.20$ 36,940.80$ 45,801.60$ PARKING M
PARKING ENFORCEMENT OFFICER J415 Non-Exempt 19.92$ 22.91$ 24.00$ 29.76$ 41,433.60$ 49,920.00$ 61,900.80$ PARKING M
PARKING MANAGER J426 Exempt 32.91$ 37.85$ 39.65$ 49.17$ 68,452.80$ 82,472.00$ 102,273.60$ PARKING S
PERMIT TECHNICIAN J414 Non-Exempt 18.84$ 21.67$ 22.70$ 28.15$ 39,187.20$ 47,216.00$ 58,552.00$ BLDG SAFETY M
PLANNER J419 Exempt 24.19$ 27.82$ 29.15$ 36.15$ 50,315.20$ 60,632.00$ 75,192.00$ PLNG DEV REVIEW S
PLANNING COMMISSIONER NG Appointed M
PLANNING TECHNICIAN J414 Non-Exempt 18.84$ 21.67$ 22.70$ 28.15$ 39,187.20$ 47,216.00$ 58,552.00$ PLNG DEV REVIEW S
PLANS EXAMINER J418 Non-Exempt 23.12$ 26.59$ 27.86$ 34.55$ 48,089.60$ 57,948.80$ 71,864.00$ BLDG SAFETY M
PLANS EXAMINER - ENGINEERING J419 Non-Exempt 24.19$ 27.82$ 29.15$ 36.15$ 50,315.20$ 60,632.00$ 75,192.00$ ENGR M
POLICE CAPTAIN J434 Exempt 47.46$ 54.58$ 57.18$ 70.90$ 98,716.80$ 118,934.40$ 147,472.00$ POLICE M
POLICE CHIEF J437 Exempt 54.02$ 62.12$ 65.09$ 80.71$ 112,361.60$ 135,387.20$ 167,876.80$ POLICE S
4/10/2025
APPENDIX A
City of Fayetteville
Job Titles and Grades
Effective 03-31-2025
JOB TITLE JOB GRADE
FLSA Exempt
or Non-
Exempt
MINIMUM
HOURLY
15%
ABOVE MIN
MARKET
HOURLY
MAXIMUM
HOURLY
MINIMUM
SALARY
MARKET
SALARY
MAXIMUM
SALARY DEPT/DIV
Multi/Single
Incumbent
POLICE CORPORAL P332 Non-Exempt 31.73$ -$ 46.68$ 65,998.40$ -$ 97,094.40$ POLICE M
POLICE LIEUTENANT P337 Non-Exempt 44.37$ -$ 66.03$ 92,289.60$ -$ 137,342.40$ POLICE M
POLICE OFFICER P330 Non-Exempt 27.74$ -$ 39.22$ 57,699.20$ -$ 81,577.60$ POLICE M
POLICE SERGEANT P335 Non-Exempt 37.76$ -$ 55.55$ 78,540.80$ -$ 115,544.00$ POLICE M
POLICE SUPPORT SPECIALIST J414 Non-Exempt 18.84$ 21.67$ 22.70$ 28.15$ 39,187.20$ 47,216.00$ 58,552.00$ POLICE CIVILIAN M
POOL CASHIER NG Non-Exempt PKS NAT RS CLTRL AFF M
POOL MANAGER NG Non-Exempt PKS NAT RS CLTRL AFF S
PROCUREMENT AGENT J420 Exempt 25.27$ 29.06$ 30.45$ 37.76$ 52,561.60$ 63,336.00$ 78,540.80$ PROCUREMENT S
PROCUREMENT ANALYST J415 Non-Exempt 19.92$ 22.91$ 24.00$ 29.76$ 41,433.60$ 49,920.00$ 61,900.80$ PROCUREMENT S
PROCUREMENT DIRECTOR J429 Exempt 39.03$ 44.88$ 47.03$ 58.32$ 81,182.40$ 97,822.40$ 121,305.60$ PROCUREMENT S
PROJECT COORDINATOR - COMM RESOURCES J418 Non-Exempt 23.12$ 26.59$ 27.86$ 34.55$ 48,089.60$ 57,948.80$ 71,864.00$ COMM RESOURCES S
PROJECT COORDINATOR - FACILITIES MANAGEMENT J419 Non-Exempt 24.19$ 27.82$ 29.15$ 36.15$ 50,315.20$ 60,632.00$ 75,192.00$ FACILITIES MGMT S
PROJECT COORDINATOR - UTILITIES J417 Non-Exempt 22.05$ 25.36$ 26.57$ 32.95$ 45,864.00$ 55,265.60$ 68,536.00$ W&S S
PROPERTY/EVIDENCE MANAGER J419 Non-Exempt 24.19$ 27.82$ 29.15$ 36.15$ 50,315.20$ 60,632.00$ 75,192.00$ POLICE CIVILIAN S
PUBLIC WORKS DIRECTOR J437 Exempt 54.02$ 62.12$ 65.09$ 80.71$ 112,361.60$ 135,387.20$ 167,876.80$ PUBLIC WORKS S
PUBLIC WORKS INSPECTION MANAGER J422 Exempt 26.27$ 30.21$ 31.65$ 39.25$ 54,641.60$ 65,832.00$ 81,640.00$ ENGR S
PUBLIC WORKS SUPPORT SERVICES COORDINATOR J421 Exempt 25.31$ 29.11$ 30.49$ 37.81$ 52,644.80$ 63,419.20$ 78,644.80$ TRANSPORTATION S
PUMP AND TANK TECHNICIAN J420 Non-Exempt 25.27$ 29.06$ 30.45$ 37.76$ 52,561.60$ 63,336.00$ 78,540.80$ W&S S
PW PROJECTS INSPECTOR J417 Non-Exempt 22.05$ 25.36$ 26.57$ 32.95$ 45,864.00$ 55,265.60$ 68,536.00$ ENGR M
RECORDS COORDINATOR J420 Non-Exempt 25.27$ 29.06$ 30.45$ 37.76$ 52,561.60$ 63,336.00$ 78,540.80$ POLICE CIVILIAN S
RECREATION ASSISTANT II - SPECIAL EVENTS J412 Non-Exempt 16.71$ 19.22$ 20.13$ 24.96$ 34,756.80$ 41,870.40$ 51,916.80$ PKS NAT RS CLTRL AFF S
RECREATION PROGRAM ASSISTANT NG Non-Exempt PKS NAT RS CLTRL AFF M
RECREATION PROGRAMS MANAGER J420 Exempt 25.27$ 29.06$ 30.45$ 37.76$ 52,561.60$ 63,336.00$ 78,540.80$ PKS NAT RS CLTRL AFF M
RECREATION SUPERINTENDENT J426 Exempt 32.91$ 37.85$ 39.65$ 49.17$ 68,452.80$ 82,472.00$ 102,273.60$ PKS NAT RS CLTRL AFF S
RECYCLING & TRASH COLLECTION OPERATIONS MANAGER J426 Exempt 32.91$ 37.85$ 39.65$ 49.17$ 68,452.80$ 82,472.00$ 102,273.60$ RTC S
RECYCLING ATTENDANT J414 Non-Exempt 18.84$ 21.67$ 22.70$ 28.15$ 39,187.20$ 47,216.00$ 58,552.00$ RTC S
RELIEF DRIVER J414 Non-Exempt 18.84$ 21.67$ 22.70$ 28.15$ 39,187.20$ 47,216.00$ 58,552.00$ RTC M
ROUTE DRIVER J413 Non-Exempt 17.79$ 20.46$ 21.43$ 26.57$ 37,003.20$ 44,574.40$ 55,265.60$ RTC M
ROUTE SUPERVISOR J417 Non-Exempt 22.05$ 25.36$ 26.57$ 32.95$ 45,864.00$ 55,265.60$ 68,536.00$ RTC M
RTC FACILITY SUPERVISOR J417 Non-Exempt 22.05$ 25.36$ 26.57$ 32.95$ 45,864.00$ 55,265.60$ 68,536.00$ RTC S
SENIOR ADMINISTRATIVE ASSISTANT - COMM RESOURCES J415 Non-Exempt 19.92$ 22.91$ 24.00$ 29.76$ 41,433.60$ 49,920.00$ 61,900.80$ COMM RESOURCES S
SENIOR ADMINISTRATIVE ASSISTANT - FIRE J415 Non-Exempt 19.92$ 22.91$ 24.00$ 29.76$ 41,433.60$ 49,920.00$ 61,900.80$ FIRE CIVILIAN S
SENIOR ADMINISTRATIVE ASSISTANT - MAYOR'S OFFICE J417 Non-Exempt 22.05$ 25.36$ 26.57$ 32.95$ 45,864.00$ 55,265.60$ 68,536.00$ MAYOR'S OFFICE S
SENIOR ADMINISTRATIVE ASSISTANT - PKS, NAT RES & CULTURAL AFF J415 Non-Exempt 19.92$ 22.91$ 24.00$ 29.76$ 41,433.60$ 49,920.00$ 61,900.80$ PKS NAT RS CLTRL AFF S
SENIOR ADMINISTRATIVE ASSISTANT - POLICE J415 Non-Exempt 19.92$ 22.91$ 24.00$ 29.76$ 41,433.60$ 49,920.00$ 61,900.80$ POLICE CIVILIAN S
SENIOR ADMINISTRATIVE ASSISTANT - TRANSPORTATION J415 Non-Exempt 19.92$ 22.91$ 24.00$ 29.76$ 41,433.60$ 49,920.00$ 61,900.80$ TRANSPORTATION S
SENIOR ADMINISTRATIVE ASSISTANT II - MAYOR'S OFFICE J419 Non-Exempt 24.19$ 27.82$ 29.15$ 36.15$ 50,315.20$ 60,632.00$ 75,192.00$ MAYOR'S OFFICE S
SENIOR ADVISOR TO CHIEF OF STAFF J437 Exempt 54.02$ 62.12$ 65.09$ 80.71$ 112,361.60$ 135,387.20$ 167,876.80$ CHIEF OF STAFF S
SENIOR ANIMAL SERVICES OFFICER J414 Non-Exempt 18.84$ 21.67$ 22.70$ 28.15$ 39,187.20$ 47,216.00$ 58,552.00$ ANIMAL SERVICES S
SENIOR ASSISTANT CITY ATTORNEY J433 Exempt 45.26$ 52.05$ 54.53$ 67.62$ 94,140.80$ 113,422.40$ 140,649.60$ CITY ATTORNEY S
SENIOR CREW LEADER WATER LICENSE J418 Non-Exempt 23.12$ 26.59$ 27.86$ 34.55$ 48,089.60$ 57,948.80$ 71,864.00$ W&S M
SENIOR CUSTOMER SERVICE COORDINATOR J418 Non-Exempt 23.12$ 26.59$ 27.86$ 34.55$ 48,089.60$ 57,948.80$ 71,864.00$ UTILITIES FIN SVCS S
SENIOR CUSTOMER SERVICE REPRESENTATIVE-METER J414 Non-Exempt 18.84$ 21.67$ 22.70$ 28.15$ 39,187.20$ 47,216.00$ 58,552.00$ W&S METER S
SENIOR DEPUTY CITY CLERK TREASURER J423 Exempt 27.28$ 31.37$ 32.87$ 40.76$ 56,742.40$ 68,369.60$ 84,780.80$ CITY CLERK/TREAS S
SENIOR FIELD OPERATIONS SUPERVISOR-CONCRETE J421 Non-Exempt 25.31$ 29.11$ 30.49$ 37.81$ 52,644.80$ 63,419.20$ 78,644.80$ TRANSPORTATION S
SENIOR FIELD OPERATIONS SUPERVISOR-DRAINAGE J421 Non-Exempt 25.31$ 29.11$ 30.49$ 37.81$ 52,644.80$ 63,419.20$ 78,644.80$ TRANSPORTATION S
SENIOR FIELD OPERATIONS SUPERVISOR-RIGHT OF WAY J421 Non-Exempt 25.31$ 29.11$ 30.49$ 37.81$ 52,644.80$ 63,419.20$ 78,644.80$ TRANSPORTATION S
SENIOR FINANCIAL ANALYST - UTILITIES J422 Exempt 26.27$ 30.21$ 31.65$ 39.25$ 54,641.60$ 65,832.00$ 81,640.00$ UTILITIES FIN SVCS S
SENIOR HR GENERALIST J425 Exempt 30.87$ 35.50$ 37.19$ 46.12$ 64,209.60$ 77,355.20$ 95,929.60$ HR S
SENIOR LEGAL ASSISTANT J415 Non-Exempt 19.92$ 22.91$ 24.00$ 29.76$ 41,433.60$ 49,920.00$ 61,900.80$ CITY PROSECUTOR S
SENIOR PARK FACILITIES MAINTENANCE WORKER J416 Non-Exempt 20.99$ 24.14$ 25.29$ 31.36$ 43,659.20$ 52,603.20$ 65,228.80$ PARK MAINTENANCE S
4/10/2025
APPENDIX A
City of Fayetteville
Job Titles and Grades
Effective 03-31-2025
JOB TITLE JOB GRADE
FLSA Exempt
or Non-
Exempt
MINIMUM
HOURLY
15%
ABOVE MIN
MARKET
HOURLY
MAXIMUM
HOURLY
MINIMUM
SALARY
MARKET
SALARY
MAXIMUM
SALARY DEPT/DIV
Multi/Single
Incumbent
SENIOR PLANNER J423 Exempt 27.28$ 31.37$ 32.87$ 40.76$ 56,742.40$ 68,369.60$ 84,780.80$ PLNG DEV REVIEW S
SENIOR POLICE SUPPORT SPECIALIST J416 Non-Exempt 20.99$ 24.14$ 25.29$ 31.36$ 43,659.20$ 52,603.20$ 65,228.80$ POLICE CIVILIAN M
SENIOR PROCUREMENT AGENT J423 Exempt 27.28$ 31.37$ 32.87$ 40.76$ 56,742.40$ 68,369.60$ 84,780.80$ PROCUREMENT S
SENIOR PROGRAMMER ANALYST J427 Exempt 34.95$ 40.19$ 42.11$ 52.22$ 72,696.00$ 87,588.80$ 108,617.60$ IT S
SENIOR ROUTE SUPERVISOR J418 Non-Exempt 23.12$ 26.59$ 27.86$ 34.55$ 48,089.60$ 57,948.80$ 71,864.00$ RTC S
SENIOR UTILITY BILLING COORDINATOR J418 Non-Exempt 23.12$ 26.59$ 27.86$ 34.55$ 48,089.60$ 57,948.80$ 71,864.00$ UTILITIES FIN SVCS S
SHELTER ATTENDANT J410 Non-Exempt 14.74$ 16.95$ 17.76$ 22.02$ 30,659.20$ 36,940.80$ 45,801.60$ ANIMAL SERVICES M
SHORT-TERM RENTAL CLERK J413 Non-Exempt 17.79$ 20.46$ 21.43$ 26.57$ 37,003.20$ 44,574.40$ 55,265.60$ DEV SVCS S
SOCIAL SERVICES ADVOCATE J417 Non-Exempt 22.05$ 25.36$ 26.57$ 32.95$ 45,864.00$ 55,265.60$ 68,536.00$ POLICE CIVILIAN S
STAFF ENGINEER J428 Exempt 37.00$ 42.55$ 44.58$ 55.28$ 76,960.00$ 92,726.40$ 114,982.40$ ENGR M
STAFF ENGINEER - UNLICENSED J421 Non-Exempt 25.31$ 29.11$ 30.49$ 37.81$ 52,644.80$ 63,419.20$ 78,644.80$ ENGR S
SUPPORT SERVICES MANAGER J426 Exempt 32.91$ 37.85$ 39.65$ 49.17$ 68,452.80$ 82,472.00$ 102,273.60$ POLICE CIVILIAN S
SURVEYOR J424 Non-Exempt 28.83$ 33.15$ 34.73$ 43.07$ 59,966.40$ 72,238.40$ 89,585.60$ ENGR S
SUSTAINABILITY PLANNER J420 Exempt 25.27$ 29.06$ 30.45$ 37.76$ 52,561.60$ 63,336.00$ 78,540.80$ SUSTAINABILITY S
SUSTAINABILITY PROJECT MANAGER J420 Exempt 25.27$ 29.06$ 30.45$ 37.76$ 52,561.60$ 63,336.00$ 78,540.80$ SUSTAINABILITY S
SYSTEMS ANALYST J424 Non-Exempt 28.83$ 33.15$ 34.73$ 43.07$ 59,966.40$ 72,238.40$ 89,585.60$ IT S
TECHNICAL SERVICES SUPERVISOR J422 Exempt 26.27$ 30.21$ 31.65$ 39.25$ 54,641.60$ 65,832.00$ 81,640.00$ W&S METER S
TECHNICAL SUPPORT SPECIALIST J423 Non-Exempt 27.28$ 31.37$ 32.87$ 40.76$ 56,742.40$ 68,369.60$ 84,780.80$ IT M
TECHNICAL SUPPORT SUPERVISOR J426 Exempt 32.91$ 37.85$ 39.65$ 49.17$ 68,452.80$ 82,472.00$ 102,273.60$ IT S
TRAFFIC CONTROL SUPERVISOR J424 Exempt 28.83$ 33.15$ 34.73$ 43.07$ 59,966.40$ 72,238.40$ 89,585.60$ TRANSPORTATION S
TRAFFIC SIGNAL AND SIGNAGE TECHNICIAN J416 Non-Exempt 20.99$ 24.14$ 25.29$ 31.36$ 43,659.20$ 52,603.20$ 65,228.80$ TRANSPORTATION M
TRANSCRIPTIONIST J411 Non-Exempt 16.17$ 18.60$ 19.48$ 24.16$ 33,633.60$ 40,518.40$ 50,252.80$ POLICE CIVILIAN S
TRANSPORTATION FACILITY MAINTENANCE WORKER J415 Non-Exempt 19.92$ 22.91$ 24.00$ 29.76$ 41,433.60$ 49,920.00$ 61,900.80$ TRANSPORTATION S
TRANSPORTATION MANAGER J430 Exempt 41.09$ 47.25$ 49.50$ 61.38$ 85,467.20$ 102,960.00$ 127,670.40$ TRANSPORTATION S
URBAN FORESTER J419 Exempt 24.19$ 27.82$ 29.15$ 36.15$ 50,315.20$ 60,632.00$ 75,192.00$
PKS NAT RS CLTRL AFF/PLNG
DEV REVIEW M
UTILITIES DIRECTOR J435 Exempt 49.64$ 57.09$ 59.81$ 74.16$ 103,251.20$ 124,404.80$ 154,252.80$ UTILITIES S
UTILITIES ENGINEER J430 Exempt 41.09$ 47.25$ 49.50$ 61.38$ 85,467.20$ 102,960.00$ 127,670.40$ UTILITIES S
UTILITIES FINANCIAL SERVICES ADMINISTRATOR J420 Non-Exempt 25.27$ 29.06$ 30.45$ 37.76$ 52,561.60$ 63,336.00$ 78,540.80$ UTILITIES FIN SVCS S
UTILITIES FINANCIAL SERVICES DIRECTOR J430 Exempt 41.09$ 47.25$ 49.50$ 61.38$ 85,467.20$ 102,960.00$ 127,670.40$ UTILITIES FIN SVCS S
UTILITY BILLING SUPERVISOR J420 Non-Exempt 25.27$ 29.06$ 30.45$ 37.76$ 52,561.60$ 63,336.00$ 78,540.80$ UTILITIES FIN SVCS S
VETERINARIAN J428 Exempt 37.00$ 42.55$ 44.58$ 55.28$ 76,960.00$ 92,726.40$ 114,982.40$ ANIMAL SERVICES S
VIDEO PRODUCTION TECHNICIAN J413 Non-Exempt 17.79$ 20.46$ 21.43$ 26.57$ 37,003.20$ 44,574.40$ 55,265.60$ MEDIA SERVICES M
VOLUNTEER & ECOLOGICAL PROGRAMS COORDINATOR J419 Non-Exempt 24.19$ 27.82$ 29.15$ 36.15$ 50,315.20$ 60,632.00$ 75,192.00$ PARK OPERATIONS S
WAREHOUSE ATTENDANT WATER & SEWER J412 Non-Exempt 16.71$ 19.22$ 20.13$ 24.96$ 34,756.80$ 41,870.40$ 51,916.80$ W&S S
WAREHOUSE MANAGER J422 Exempt 26.27$ 30.21$ 31.65$ 39.25$ 54,641.60$ 65,832.00$ 81,640.00$ W&S S
WARRANTY AND MATERIALS COORDINATOR J418 Non-Exempt 23.12$ 26.59$ 27.86$ 34.55$ 48,089.60$ 57,948.80$ 71,864.00$ FLEET S
WASTE REDUCTION MANAGER J424 Exempt 28.83$ 33.15$ 34.73$ 43.07$ 59,966.40$ 72,238.40$ 89,585.60$ RTC S
WATER & SEWER EQUIPMENT REPAIR TECHNICIAN J416 Non-Exempt 20.99$ 24.14$ 25.29$ 31.36$ 43,659.20$ 52,603.20$ 65,228.80$ W&S S
WATER & SEWER FIELD MAINTENANCE SUPERVISOR J424 Exempt 28.83$ 33.15$ 34.73$ 43.07$ 59,966.40$ 72,238.40$ 89,585.60$ W&S M
WATER & SEWER OPERATIONS CLERK J412 Non-Exempt 16.71$ 19.22$ 20.13$ 24.96$ 34,756.80$ 41,870.40$ 51,916.80$ W&S M
WATER & SEWER OPERATIONS MANAGER J430 Exempt 41.09$ 47.25$ 49.50$ 61.38$ 85,467.20$ 102,960.00$ 127,670.40$ W&S S
YRCC CAMP COUNSELOR NG Non-Exempt PKS NAT RS CLTRL AFF M
YRCC DIRECTOR J421 Exempt 25.31$ 29.11$ 30.49$ 37.81$ 52,644.80$ 63,419.20$ 78,644.80$ PKS NAT RS CLTRL AFF S
YRCC RECREATION PROGRAM ASSISTANT II J412 Non-Exempt 16.71$ 19.22$ 20.13$ 24.96$ 34,756.80$ 41,870.40$ 51,916.80$ PKS NAT RS CLTRL AFF M
*POSITIONS WITH "NG" LISTED IN JOB GRADE COLUMN ARE UNGRADED
4/10/2025
APPENDIX A
Position/Grade Rate Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J
Police Officer BASE PAY 54,814.24$ 57,343.52$ 59,872.80$ 62,402.08$ 64,931.36$ 67,460.64$ 69,989.92$ 72,519.20$ 75,048.48$ 77,498.72$
P330 HOLIDAY PAY 2,884.96$ 3,018.08$ 3,151.20$ 3,284.32$ 3,417.44$ 3,550.56$ 3,683.68$ 3,816.80$ 3,949.92$ 4,078.88$
TOTAL PAY **** 57,699.20$ 60,361.60$ 63,024.00$ 65,686.40$ 68,348.80$ 71,011.20$ 73,673.60$ 76,336.00$ 78,998.40$ 81,577.60$
HOURLY RATE 27.74$ 29.02$ 30.30$ 31.58$ 32.86$ 34.14$ 35.42$ 36.70$ 37.98$ 39.22$
Police Corporal BASE PAY 62,698.48$ 66,927.12$ 71,155.76$ 75,384.40$ 79,613.04$ 83,841.68$ 88,070.32$ 92,239.68$
P332 HOLIDAY PAY 3,299.92$ 3,522.48$ 3,745.04$ 3,967.60$ 4,190.16$ 4,412.72$ 4,635.28$ 4,854.72$
TOTAL PAY **** 65,998.40$ 70,449.60$ 74,900.80$ 79,352.00$ 83,803.20$ 88,254.40$ 92,705.60$ 97,094.40$
HOURLY RATE 31.73$ 33.87$ 36.01$ 38.15$ 40.29$ 42.43$ 44.57$ 46.68$
Police Sergeant BASE PAY 74,613.76$ 78,526.24$ 82,438.72$ 86,351.20$ 90,263.68$ 94,176.16$ 98,088.64$ 102,001.12$ 105,913.60$ 109,766.80$
P335 HOLIDAY PAY 3,927.04$ 4,132.96$ 4,338.88$ 4,544.80$ 4,750.72$ 4,956.64$ 5,162.56$ 5,368.48$ 5,574.40$ 5,777.20$
TOTAL PAY **** 78,540.80$ 82,659.20$ 86,777.60$ 90,896.00$ 95,014.40$ 99,132.80$ 103,251.20$ 107,369.60$ 111,488.00$ 115,544.00$
HOURLY RATE 37.76$ 39.74$ 41.72$ 43.70$ 45.68$ 47.66$ 49.64$ 51.62$ 53.60$ 55.55$
Police Lieutenant BASE PAY 87,675.12$ 92,437.28$ 97,199.44$ 101,961.60$ 106,723.76$ 111,485.92$ 116,248.08$ 121,010.24$ 125,772.40$ 130,475.28$
P337 HOLIDAY PAY 4,614.48$ 4,865.12$ 5,115.76$ 5,366.40$ 5,617.04$ 5,867.68$ 6,118.32$ 6,368.96$ 6,619.60$ 6,867.12$
TOTAL PAY **** 92,289.60$ 97,302.40$ 102,315.20$ 107,328.00$ 112,340.80$ 117,353.60$ 122,366.40$ 127,379.20$ 132,392.00$ 137,342.40$
HOURLY RATE 44.37$ 46.78$ 49.19$ 51.60$ 54.01$ 56.42$ 58.83$ 61.24$ 63.65$ 66.03$
*****NOTE The Pay Plan steps are based on the hourly rate. Total Pay is calculated by multiplying the hourly rate by scheduled hours - 2080.
TOTAL PAY INCLUDES BASE PAY AND HOLIDAY PAY FOR THE 13 HOLIDAYS RECOGNIZED BY THE CITY (104 HOURS)
FAYETTEVILLE POLICE DEPARTMENT PAY PLAN
EFFECTIVE 03-31-2025
TOTAL PAY:
PREMIUM HOLIDAY PAY:FOR THE RANKS OF OFFICER, CORPORAL, SERGEANT AND LIEUTENANT 104 HOURS OF PREMIUM HOLIDAY PAY IS PRORATED OVER
EACH OF THE 26 PAY PERIODS AND LISTED SEPARATELY ON THE PAYSTUB. PREMIUM HOLIDAY PAY ASSISTS IN ALIGNING HOLIDAY
PAY PRACTICES WITH OTHER POLICE DEPARTMENTS. 8 HOURS OF PERSONAL LEAVE TIME OFF IS OFFERED TO THESE RANKS.
APPENDIX B
Position/Grade Rate Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J
Firefighter BASE PAY 50,740.56$ 52,846.56$ 54,952.56$ 57,058.56$ 59,164.56$ 61,270.56$ 63,376.56$ 65,482.56$ 67,588.56$ 69,694.56$
F232-S HOLIDAY PAY 1,879.28$ 1,957.28$ 2,035.28$ 2,113.28$ 2,191.28$ 2,269.28$ 2,347.28$ 2,425.28$ 2,503.28$ 2,581.28$
TOTAL PAY **** 52,619.84$ 54,803.84$ 56,987.84$ 59,171.84$ 61,355.84$ 63,539.84$ 65,723.84$ 67,907.84$ 70,091.84$ 72,275.84$
HOURLY RATE - SHIFT 18.07$ 18.82$ 19.57$ 20.32$ 21.07$ 21.82$ 22.57$ 23.32$ 24.07$ 24.82$
Driver BASE PAY 58,350.24$ 60,708.96$ 63,067.68$ 65,426.40$ 67,785.12$ 70,143.84$ 72,502.56$ 74,861.28$ 77,220.00$ 79,522.56$
F235-S HOLIDAY PAY 2,161.12$ 2,248.48$ 2,335.84$ 2,423.20$ 2,510.56$ 2,597.92$ 2,685.28$ 2,772.64$ 2,860.00$ 2,945.28$
TOTAL PAY **** 60,511.36$ 62,957.44$ 65,403.52$ 67,849.60$ 70,295.68$ 72,741.76$ 75,187.84$ 77,633.92$ 80,080.00$ 82,467.84$
HOURLY RATE - SHIFT 20.78$ 21.62$ 22.46$ 23.30$ 24.14$ 24.98$ 25.82$ 26.66$ 27.50$ 28.32$
Captain BASE PAY 72,137.52$ 75,057.84$ 77,978.16$ 80,898.48$ 83,818.80$ 86,739.12$ 89,659.44$ 92,579.76$ 95,500.08$ 98,392.32$
F238-S HOLIDAY PAY 2,671.76$ 2,779.92$ 2,888.08$ 2,996.24$ 3,104.40$ 3,212.56$ 3,320.72$ 3,428.88$ 3,537.04$ 3,644.16$
TOTAL PAY **** 74,809.28$ 77,837.76$ 80,866.24$ 83,894.72$ 86,923.20$ 89,951.68$ 92,980.16$ 96,008.64$ 99,037.12$ 102,036.48$
HOURLY RATE - SHIFT 25.69$ 26.73$ 27.77$ 28.81$ 29.85$ 30.89$ 31.93$ 32.97$ 34.01$ 35.04$
Battalion Chief BASE PAY 92,214.72$ 95,640.48$ 99,066.24$ 102,492.00$ 105,917.76$ 109,343.52$ 112,769.28$ 116,195.04$ 119,620.80$ 123,046.56$
F241-S HOLIDAY PAY 3,415.36$ 3,542.24$ 3,669.12$ 3,796.00$ 3,922.88$ 4,049.76$ 4,176.64$ 4,303.52$ 4,430.40$ 4,557.28$
TOTAL PAY **** 95,630.08$ 99,182.72$ 102,735.36$ 106,288.00$ 109,840.64$ 113,393.28$ 116,945.92$ 120,498.56$ 124,051.20$ 127,603.84$
HOURLY RATE - SHIFT 32.84$ 34.06$ 35.28$ 36.50$ 37.72$ 38.94$ 40.16$ 41.38$ 42.60$ 43.82$
The Pay Plan steps are based on the hourly rate. Total Pay is calculated by multiplying the hourly rate by 2912.*****NOTE
FAYETTEVILLE FIRE DEPARTMENT PAY PLAN 24 HOUR SHIFT
EFFECTIVE 03-31-2025
PREMIUM HOLIDAY PAY:
24 HR SHIFT SCHEDULED HOURS: 2912 TOTAL PAY INCLUDES BASE PAY AND HOLIDAY PAY FOR THE 13 HOLIDAYS RECOGNIZED BY THE CITY (104 HOURS)
FOR THE RANKS OF FIREFIGHTER, DRIVER, CAPTAIN AND BATTALION CHIEF 112 HOURS OF PREMIUM HOLIDAY PAY IS PRORATED
OVER EACH OF THE 26 PAY PERIODS AND LISTED SEPARATELY ON THE PAYSTUB. PREMIUM HOLIDAY PAY ASSISTS IN ALIGNING
HOLIDAY PAY PRACTICES WITH OTHER FIRE DEPARTMENTS.
APPENDIX C
Position/Grade Rate Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J
Firefighter BASE PAY 50,012.56$ 52,087.36$ 54,162.16$ 56,236.96$ 58,311.76$ 60,386.56$ 62,461.36$ 64,536.16$ 66,610.96$ 68,725.28$
F232-D HOLIDAY PAY 2,632.24$ 2,741.44$ 2,850.64$ 2,959.84$ 3,069.04$ 3,178.24$ 3,287.44$ 3,396.64$ 3,505.84$ 3,617.12$
TOTAL PAY **** 52,644.80$ 54,828.80$ 57,012.80$ 59,196.80$ 61,380.80$ 63,564.80$ 65,748.80$ 67,932.80$ 70,116.80$ 72,342.40$
HOURLY RATE - SHIFT 25.31$ 26.36$ 27.41$ 28.46$ 29.51$ 30.56$ 31.61$ 32.66$ 33.71$ 34.78$
Driver BASE PAY 57,501.60$ 59,833.28$ 62,164.96$ 64,496.64$ 66,828.32$ 69,160.00$ 71,491.68$ 73,823.36$ 76,155.04$ 78,427.44$
F235-D HOLIDAY PAY 3,026.40$ 3,149.12$ 3,271.84$ 3,394.56$ 3,517.28$ 3,640.00$ 3,762.72$ 3,885.44$ 4,008.16$ 4,127.76$
TOTAL PAY **** 60,528.00$ 62,982.40$ 65,436.80$ 67,891.20$ 70,345.60$ 72,800.00$ 75,254.40$ 77,708.80$ 80,163.20$ 82,555.20$
HOURLY RATE - SHIFT 29.10$ 30.28$ 31.46$ 32.64$ 33.82$ 35.00$ 36.18$ 37.36$ 38.54$ 39.69$
Captain BASE PAY 71,056.96$ 73,941.92$ 76,826.88$ 79,711.84$ 82,596.80$ 85,481.76$ 88,366.72$ 91,251.68$ 94,136.64$ 97,021.60$
F238-D HOLIDAY PAY 3,739.84$ 3,891.68$ 4,043.52$ 4,195.36$ 4,347.20$ 4,499.04$ 4,650.88$ 4,802.72$ 4,954.56$ 5,106.40$
TOTAL PAY **** 74,796.80$ 77,833.60$ 80,870.40$ 83,907.20$ 86,944.00$ 89,980.80$ 93,017.60$ 96,054.40$ 99,091.20$ 102,128.00$
HOURLY RATE - SHIFT 35.96$ 37.42$ 38.88$ 40.34$ 41.80$ 43.26$ 44.72$ 46.18$ 47.64$ 49.10$
Battalion Chief BASE PAY 90,935.52$ 94,314.48$ 97,693.44$ 101,072.40$ 104,451.36$ 107,830.32$ 111,209.28$ 114,588.24$ 117,967.20$ 121,286.88$
F241-D HOLIDAY PAY 4,786.08$ 4,963.92$ 5,141.76$ 5,319.60$ 5,497.44$ 5,675.28$ 5,853.12$ 6,030.96$ 6,208.80$ 6,383.52$
TOTAL PAY **** 95,721.60$ 99,278.40$ 102,835.20$ 106,392.00$ 109,948.80$ 113,505.60$ 117,062.40$ 120,619.20$ 124,176.00$ 127,670.40$
HOURLY RATE - SHIFT 46.02$ 47.73$ 49.44$ 51.15$ 52.86$ 54.57$ 56.28$ 57.99$ 59.70$ 61.38$
Division Chief BASE PAY 93,109.12$ 97,436.56$ 101,764.00$ 106,091.44$ 110,418.88$ 114,746.32$ 119,073.76$ 123,401.20$ 127,728.64$ 131,996.80$
F244-D HOLIDAY PAY 4,900.48$ 5,128.24$ 5,356.00$ 5,583.76$ 5,811.52$ 6,039.28$ 6,267.04$ 6,494.80$ 6,722.56$ 6,947.20$
TOTAL PAY **** 98,009.60$ 102,564.80$ 107,120.00$ 111,675.20$ 116,230.40$ 120,785.60$ 125,340.80$ 129,896.00$ 134,451.20$ 138,944.00$
HOURLY RATE - SHIFT 47.12$ 49.31$ 51.50$ 53.69$ 55.88$ 58.07$ 60.26$ 62.45$ 64.64$ 66.80$
The Pay Plan steps are based on the hourly rate. Total Pay is calculated by multiplying the hourly rate by 2080.*****NOTE
FAYETTEVILLE FIRE DEPARTMENT PAY PLAN DAY SHIFT
EFFECTIVE 03-31-2025
PREMIUM HOLIDAY PAY:
DAY SHIFT SCHEDULED HOURS: 2080 TOTAL PAY INCLUDES BASE PAY AND HOLIDAY PAY FOR THE 13 HOLIDAYS RECOGNIZED BY THE CITY (104 HOURS)
FOR THE RANKS OF FIREFIGHTER, DRIVER, CAPTAIN AND BATTALION CHIEF 112 HOURS OF PREMIUM HOLIDAY PAY IS PRORATED OVER
EACH OF THE 26 PAY PERIODS AND LISTED SEPARATELY ON THE PAYSTUB. PREMIUM HOLIDAY PAY ASSISTS IN ALIGNING HOLIDAY PAY
PRACTICES WITH OTHER FIRE DEPARTMENTS.
APPENDIX C
MIN MARKET MAX MIN MARKET MAX
J410 T1 2080 $14.74 $17.76 $22.02 $30,659.20 $36,940.80 $45,801.60
J411 T1 2080 $16.17 $19.48 $24.16 $33,633.60 $40,518.40 $50,252.80
J412 T1 2080 $16.71 $20.13 $24.96 $34,756.80 $41,870.40 $51,916.80
J413 T1 2080 $17.79 $21.43 $26.57 $37,003.20 $44,574.40 $55,265.60
J414 T1 2080 $18.84 $22.70 $28.15 $39,187.20 $47,216.00 $58,552.00
J415 T1 2080 $19.92 $24.00 $29.76 $41,433.60 $49,920.00 $61,900.80
J416 T1 2080 $20.99 $25.29 $31.36 $43,659.20 $52,603.20 $65,228.80
J417 T1 2080 $22.05 $26.57 $32.95 $45,864.00 $55,265.60 $68,536.00
J418 T1 2080 $23.12 $27.86 $34.55 $48,089.60 $57,948.80 $71,864.00
J419 T1 2080 $24.19 $29.15 $36.15 $50,315.20 $60,632.00 $75,192.00
J420 T1 2080 $25.27 $30.45 $37.76 $52,561.60 $63,336.00 $78,540.80
J421 T2 2080 $25.31 $30.49 $37.81 $52,644.80 $63,419.20 $78,644.80
J422 T2 2080 $26.27 $31.65 $39.25 $54,641.60 $65,832.00 $81,640.00
J423 T2 2080 $27.28 $32.87 $40.76 $56,742.40 $68,369.60 $84,780.80
J424 T2 2080 $28.83 $34.73 $43.07 $59,966.40 $72,238.40 $89,585.60
J425 T2 2080 $30.87 $37.19 $46.12 $64,209.60 $77,355.20 $95,929.60
J426 T2 2080 $32.91 $39.65 $49.17 $68,452.80 $82,472.00 $102,273.60
J427 T2 2080 $34.95 $42.11 $52.22 $72,696.00 $87,588.80 $108,617.60
J428 T2 2080 $37.00 $44.58 $55.28 $76,960.00 $92,726.40 $114,982.40
J429 T2 2080 $39.03 $47.03 $58.32 $81,182.40 $97,822.40 $121,305.60
J430 T2 2080 $41.09 $49.50 $61.38 $85,467.20 $102,960.00 $127,670.40
J431 T3 2080 $40.89 $49.26 $61.08 $85,051.20 $102,460.80 $127,046.40
J432 T3 2080 $43.07 $51.89 $64.34 $89,585.60 $107,931.20 $133,827.20
J433 T3 2080 $45.26 $54.53 $67.62 $94,140.80 $113,422.40 $140,649.60
J434 T3 2080 $47.46 $57.18 $70.90 $98,716.80 $118,934.40 $147,472.00
J435 T3 2080 $49.64 $59.81 $74.16 $103,251.20 $124,404.80 $154,252.80
J436 T3 2080 $51.83 $62.45 $77.44 $107,806.40 $129,896.00 $161,075.20
J437 T3 2080 $54.02 $65.09 $80.71 $112,361.60 $135,387.20 $167,876.80
J438 T3 2080 $56.22 $67.73 $83.99 $116,937.60 $140,878.40 $174,699.20
J439 T3 2080 $58.41 $70.37 $87.26 $121,492.80 $146,369.60 $181,500.80
J440 T3 2080 $60.61 $73.02 $90.54 $126,068.80 $151,881.60 $188,323.20
J441 T3 2080 $62.80 $75.66 $93.82 $130,624.00 $157,372.80 $195,145.60
J442 T3 2080 $64.99 $78.30 $97.09 $135,179.20 $162,864.00 $201,947.20
J443 T3 2080 $67.76 $81.64 $101.23 $140,940.80 $169,811.20 $210,558.40
F232 Firefighter 2912 $18.07 $24.82 $52,619.84 $72,275.84
F235 Driver 2912 $20.78 $28.32 $60,511.36 $82,467.84
F238 Captain 2912 $25.69 $35.04 $74,809.28 $102,036.48
F241 Battalion Chief 2912 $32.84 $43.82 $95,630.08 $127,603.84
P330 Officer 2080 $27.74 $39.22 $57,699.20 $81,577.60
P332 Corporal 2080 $31.73 $46.68 $65,998.40 $97,094.40
P335 Sergeant 2080 $37.76 $55.55 $78,540.80 $115,544.00
P337 Lieutenant 2080 $44.37 $66.03 $92,289.60 $137,342.40
COMBINED PAY PLAN GRIDS
NON‐UNIFORMED STAFF PAY PLAN EFFECTIVE DATE 4/1/2024
Annualized amounts are based on hourly rates.
POLICE STEP PAY PLAN EFFECTIVE 3-31-2025 (2080 hours)
GRADE/DESC HOURS
HOURLY RATE ANNUALIZED
MERIT EMPLOYEES
FIRE STEP PAY PLAN EFFECTIVE 3-31-2025 (2912 hours)
APPENDIX D
City of Fayetteville, AR
RFP 25‐09, Addendum 1
Page 1 | 2
RFP 25‐09, Addendum 1
Date: Tuesday, May 6, 2025
To: All Prospective Vendors
From: Amanda Beilfuss – 479.575.8220 – abeilfuss@fayetteville‐ar.gov
RE: RFP 25‐09, Compensation Consultant
This addendum is hereby made a part of the contract documents to the same extent as though it were
originally included therein. Interested parties should indicate their receipt of same in the appropriate blank of
the RFP. PROPOSERS SHOULD ACKNOWLEDGE THIS ADDENDUM ON THE DESIGNATED LOCATION ON THE BID
PORTAL/RFP FORM.
1. Questions – The following questions have been received and answered by the corresponding
department:
a. Question: Does the City anticipate replacing Trainery 1 Combuilder as part of this process?
i. Answer: The City anticipates reviewing job grading systems/software.
b. Question: If the City anticipates replacing Trainery 1 Combuilder, can you please share any
difficulties or challenges that have led you to do so?
i. Answer: N/A
c. Question: Who completed the City’s salary survey in 2024 (that was implemented in
2025)?
i. Answer: JERHR Group
d. Question: Can you share why the City is conducting another study so recently following
the 2024 survey and the 2025 implementation of those findings?
i. Answer: The current Compensation Philosophy includes annual survey.
e. Question: Given that the City is requesting additional or alternative services not listed in
the RFP, how do you anticipate consistently evaluating cost proposals?
i. Answer: The City anticipates evaluating cost proposals based on service levels
provided.
f. Question: For the post implantation support, does the City prefer an hourly agreement or
a retainer?
i. Answer: The City prefers to be billed per project.
City of Fayetteville, AR
RFP 25‐09, Addendum 1
Page 2 | 2
g. Question: Are any of the City’s employees represented by a union? If so, how many
separate organizations and contracts?
i. Answer: N/A
h. Question: What is the City’s desired timeline for completion and is there flexibility in this
date, if necessary?
i. Answer: Fall 2025
i. Question: What is the City’s approved budget for consulting services to be provided under
this procurement?
i. Answer: Budget will be reviewed pending selection of firm.
j. Question: The RFP requests the awarded consultant to “Review current survey
methodology and provide recommendations on future survey methodology to include
frequency of surveys and benchmark data sources.” Can you elaborate on the current
benchmarking methodology of the City?
i. Answer: The City anticipates reviewing recommendations for a methodology. The
current methodology can be found in the most recent City Council approved
survey/pay plan.
k. Question: Is the City requesting a custom compensation and benefits survey as a part of
this project? A custom survey would involve the awarded consultant reaching out to other
peer city governments to gather their compensation and benefits data.
i. Answer: Yes, the City is requesting that.
l. Question: This RFP requests an “Evaluation of each job description”. Is the City requesting
that the awarded consultant update the content of each job description?
i. Answer: No, the City is not requesting that.
m. Question: Does the City expect that meetings and presentations will be held virtually or in
person?
i. Answer: In person, virtual only when necessary.
RFP 25-09 Addendum 1
McGrath Human Resources Group, Inc.
McGrath Consulting Group
Supplier Response
Event Information
Number:RFP 25-09 Addendum 1
Title:Compensation Consultant
Type:Request for Proposal
Issue Date:4/27/2025
Deadline:5/21/2025 02:00 PM (CT)
Notes:The City of Fayetteville, Arkansas, is now accepting proposals for
qualified firms to provide compensation consulting services. Any
questions regarding this RFP shall be directed to Amanda Beilfuss,
City of Fayetteville Procurement Director, at abeilfuss@fayetteville-
ar.gov or (479) 575-8220.
Contact Information
Contact:Amanda Beilfuss
Address:Purchasing
City Hall
Room 306
113 W. Mountain St.
Fayetteville, AR 72701
Email:abeilfuss@fayetteville-ar.gov
Vendor: McGrath Human Resources Group,
Inc.
RFP 25-09 Addendum 1Page 1 of 2 pages
McGrath Human Resources Group, Inc. Information
Contact:Victoria McGrath, Ph.D.
Address:PO Box 865
Jamestown, TN 38556
Phone:(815) 728-9111
Email:victoriaphd@mcgrathconsulting.com
Web Address:www.mcgrathhumanresources.com
By submitting your response, you certify that you are authorized to represent and bind your company.
Dr. Victoria McGrath victoriaphd@mcgrathconsulting.com
Signature Email
Submitted at 5/17/2025 12:53:44 PM (CT)
Requested Attachments
RFP 25-09, Compensation Consultant Fayetteville AR due 5.21.25
Electronic.pdf
Please attach the signed and completed RFP form, located in the 'Attachments' tab, along with proposal.
Bid Attributes
1 Check Yes or No:
Pursuant Arkansas Code Annotated §25-1-503, the Contractor agrees and certifies that they do not currently
boycott Israel and will not boycott Israel during any time in which they are entering into, or while in contract,
with any public entity as defined in §25-1-503. If at any time during contract the contractor decides to boycott
Israel, the contractor must notify the contracted public entity in writing.
Yes, I agree
No, I don't agree
2 Check Yes or No:
Pursuant Arkansas Code Annotated §25-1-1002, the Contractor agrees and certifies that they do not currently
boycott Energy,
Fossil Fuel, Firearms, and Ammunition Industries during any time in which they are entering into, or while in
contract, with any
public entity as defined in §25-1-1002. If at any time during the contract the contractor decides to boycott Energy,
Fossil Fuel,
Firearms, and/or Ammunition Industries, the contractor must notify the contracted public entity in writing.
Yes, I agree
No, I don't agree
3 Addendum Acknowledgement
By selecting "I agree", you acknowledge that you have read all addendum(s) that have been issued for this
solicitation, if applicable.
I agree
Vendor: McGrath Human Resources Group,
Inc.
RFP 25-09 Addendum 1Page 2 of 2 pages
Professional Proposal Prepared for
City of Fayetteville, Arkansas
Compensation Consultant Services
RFP 25-09
Submitted By:
McGrath Human Resources Group
PO Box 865
Jamestown, TN 38556
Dr. Victoria McGrath, CEO
victoriaphd@mcgrathconsulting.com
815.728.9111
May 21, 2025
2:00 P.M. CST
City of Fayetteville, Arkansas – Compensation Consultant Services
2
May 21, 2025
Amanda Beilfuss
Procurement Director
City of Fayetteville
113 West Mountain Street
Fayetteville, Arkansas 72701
Dear Amanda Beilfuss:
Thank you for the opportunity to submit our qualifications to become your compensation business
partner and perform a Classification and Compensation Study for the City of Fayetteville, Arkansas.
Developing and maintaining a competitive compensation and classification plan in today’s current
environment is extremely challenging, yet essential to attract, motivate, engage, and retain a qualified
workforce. McGrath Human Resources Group understands the issues public sector entities are facing
as our firm provides human resources consulting services primarily for the public sector, with
an emphasis on compensation. We offer a transparent, engaging, and collaborative approach to
develop a compensation solution built specifically for each client, which aligns with your compensation
philosophy and strategy to attract and retain competent professionals, conform to all legal
requirements, and fit within the City’s fiscal reality.
Our process is built on communication and transparency. We start by working with City leadership and
department heads to understand current compensation practices, challenges, and future needs. A job
classification analysis follows, using Position Questionnaires to assess responsibilities, competencies,
and career progression opportunities. Our Firm utilizes Best Practices throughout the process, which
includes real-time salary data from the identified comparables. Data analysis is then utilized to put this
information into a meaningful summary format which is shared with the City. Based upon this market
analysis and position analysis, we make recommendations that align with the City’s desired
compensation strategy. Once finalized, we prepare comprehensive reports with methodology, findings,
and implementation strategies, followed by presentations to City leaders and employees. Our team
remains available to support implementation, ensuring a smooth transition to the updated system.
Why Choose McGrath Human Resources Group?
We do not ask you to adapt to an off-the-shelf solution.
Even in municipalities that appear to be similar, each entity has unique qualities, culture, and
needs.
We work hard to understand your goals, fiscal realities, and compensation history so we can
offer practical and sustainable options for a compensation solution that addresses your needs
while holding to best practices that maintain validity and compliance in the system.
City of Fayetteville, Arkansas – Compensation Consultant Services
3
We specialize in and understand public employment and local municipalities.
We specialize in public sector consulting; thus, we are in a unique position to understand and
work with your stakeholders to make a sound investment that will benefit the City.
Our consulting team is comprised of individuals with previous local government, city and county
government and library systems professional work experience.
An investment in your employee’s compensation plan is an investment in your community, and
we recognize the investment you are making is with taxpayer dollars.
Our long history brings a unique breadth of experience.
We have experience with the development of innovative or traditional approaches, with the
knowledge of climates where those approaches usually succeed in helping us tailor the best
solutions for you.
We wish to foster a partnership with our clients by pursuing a depth of understanding of your
philosophy, culture, challenges, and successes so the synergy outcome provides a
compensation system that makes sense philosophically and fiscally for your organization.
We are successful.
In our 25th year in business, with over 620 clients in 41 states, we are proud that 99% of our
projects have been fully adopted and implemented.
Our success stems from sound principles and best practices throughout our work and the
relationships we build through collaboration and transparency with the project.
Detailed information regarding our firm, consulting team, scope of work, work plan, methodology and
process, proposed work schedule, project fees, and other required information are presented within
this proposal. All conditions contained in the attached proposal are valid for a minimum of 90 days
from May 21, 2025. I am the authorized individual to contractually bind the Firm and principal contact
for this project.
As you review the proposal, if you have any questions or require additional information, please do not
hesitate to ask. We look forward to the opportunity to work with the City of Fayetteville and its
employees on this important project.
Sincerely,
Victoria J. McGrath, Ph.D., CEO
PO Box 365 Jamestown, TN 38556
815.728.9111 (office)
931.214.2262 (direct)
victoriaphd@mcgrathconsulting.com
City of Fayetteville, Arkansas – Compensation Consultant Services
4
Table of Contents
Executive Summary ........................................................................................................................... 5
Business Organization ....................................................................................................................... 6
Concept and Solution ......................................................................................................................... 7
Project Understanding ................................................................................................................... 7
Proposed Deliverables ................................................................................................................... 7
Overview....................................................................................................................................... 8
Program ............................................................................................................................................ 9
1. Project Orientation .................................................................................................................................... 9
2. Project Initiation and Assessment ............................................................................................................. 9
3. Classification Analysis .............................................................................................................................. 10
4. Compensation Analysis ............................................................................................................................ 11
5. Benefits and Rewards Analysis ................................................................................................................ 12
6. McGrath 360Comp™ Integration ............................................................................................................. 12
7. Compensation System Update and Review................................................................................................... 12
8. Finalization .................................................................................................................................................... 13
9. Presentation and Communication ................................................................................................................. 13
10. Ongoing Support and Training..................................................................................................................... 14
Project Progress Communication ...................................................................................................................... 14
Timeline ...................................................................................................................................... 15
Account Team Personnel .................................................................................................................. 16
Corporate Experience....................................................................................................................... 23
Current Projects and Project History ............................................................................................ 24
Authorized Negotiator ..................................................................................................................... 26
Cost Proposal .................................................................................................................................. 27
Terms of Payment ....................................................................................................................... 27
Optional Services ......................................................................................................................... 27
City Required Disclosures ................................................................................................................. 28
City of Fayetteville, Arkansas – Compensation Consultant Services
5
Executive Summary
The following describes the highlights of the proposal.
McGrath Human Resources Group has conducted hundreds of comprehensive compensation and total
rewards studies nationwide, with a primary focus on public sector organizations. Our consulting team
consists of experienced human resource professionals with backgrounds in both the public and private
sectors, including significant experience in municipal operations. Detailed information about the Firm
and project history is provided.
The Concept and Solution section of this proposal provides the City with a detailed description of our
concept and solution, including our understanding of the project’s goals and specific deliverables we
propose to meet those objectives. The project will begin with a collaborative process to define or
confirm the City’s compensation philosophy and conduct a needs assessment to identify structural
strengths and opportunities. This will be followed by a thorough classification, compensation, and
benefits analysis utilizing Best Practices and current, real-time labor market data from a mutually
identified set of comparable organizations. Our analysis includes salary, specialty pay, and benefit
comparisons, as well as a review of the City’s salary structures, internal equity, compression issues, and
policies for administering compensation. Data collected is then synthesized into meaningful findings,
allowing the City to visualize system changes and understand both fiscal and operational impacts. A
visual representation of the work plan and project phases is provided in the Proposal.
The total project timeline is estimated to take approximately seven (7) months, as outlined in the
project schedule. Although this timeline allows for flexibility, it also accounts for potential delays in data
collection from comparable organizations—particularly post-pandemic—as we rely on real-time data
rather than historical databases. Our Firm prioritizes the accuracy of current labor market conditions
and adjusts our data collection process accordingly to maintain data integrity.
An overview of the McGrath Human Resources project team assigned to this engagement is provided.
Each member of the team brings deep experience in public sector human resources, with specialized
experience in compensation systems, benefit analysis, classification, policy development, and public
safety compensation. Our team structure is designed to ensure comprehensive subject matter coverage
and assist with the project execution. The designated Project Manager, Dr. Victoria McGrath, will serve
as the primary point of contact and will lead all phases of the study. Supporting consultants will
contribute based on their specific areas of expertise, helping the City develop thoughtful and actionable
solutions that reflect best practices.
A summary of our related project experience and client references is provided. McGrath Human
Resources Group has served over 620 public sector clients across 41 states. While this proposal includes
a representative list of projects and references, we will gladly provide additional client contacts at the
City’s request.
Our Firm provides services on a fixed-fee basis, inclusive of all consulting fees, administrative costs, and
travel expenses. The total cost of the project is $151,500 plus travel expenses not to exceed $8,000.
Should the City desire additional or fewer in-person meetings, this portion of the fee can be adjusted
accordingly. Detailed pricing information is provided.
City of Fayetteville, Arkansas – Compensation Consultant Services
6
Business Organization
McGrath Consulting Group, Inc.
was started in 2000, specializing
in public sector consulting in the
fields of human resource
management and public safety
(fire, EMS, police, and
communications). Our Firm has
over 20 professional consultants
who are assigned to projects
based upon their professional
background and skillset they
bring to each client.
McGrath Human Resources
Group is the Human Resources
Division overseen by Dr. Victoria
McGrath. Since 2000, McGrath
has conducted hundreds of
comprehensive compensation
and classification studies
nationwide, including Arkansas.
The Human Resources
consulting team is comprised of
experienced human resources
practitioners from the local city
and county government, and
public library systems.
We do not offer an off-the-shelf work product, but rather, we approach each client with the goal to
understand your organization, culture, current and future needs, and fiscal reality to develop total
compensation solutions that are developed uniquely for you, align with your compensation philosophy
and strategy, while using a collaborative and transparent process.
Our Firm also provides related human resources consulting which includes but is not limited to benefit
analysis, job description development, HR Audits, performance management program development,
Fair Labor Standards Act (FLSA) exemption review, training, policy development, operational studies,
and staffing studies. Our Human Resources team is also involved in organizational studies related to
public safety.
McGrath Human Resources Group affirms that no principal or employee of our firm has any known
relationship – personal, professional, or financial – with any current employee or elected official of
the City of Fayetteville. We are not aware of any existing or potential conflicts of interest that would
impair the Firm’s ability to perform the services outlined in this proposal.
Company Name McGrath Human Resources Group
Parent Organization McGrath Consulting Group, Inc.
Established May 1, 2000
Years of Service 25
Type of Firm Private Corporation
Company Mailing
Address
P.O. Box 865
Jamestown, TN 38556
Responsible Party Dr. Victoria McGrath, Ph.D., SPHR
CEO
Email Address victoriaphd@mcgrathconsulting.com
Phone Number (815) 728-9111
Insurance Erie Insurance: Auto and General Liability,
AmTrust: Workers Compensation
Mount Vernon: Professional Liability
Chubb: Cyber Security Liability
Certificates of Insurance provided with
services agreement
Office Locations Chippewa Falls, WI
Columbia, MO
Jamestown, TN
Katy, TX
Strongsville, OH
Owners/Business
Principals
Dr. Victoria J. McGrath
Dr. Tim McGrath
City of Fayetteville, Arkansas – Compensation Consultant Services
7
Concept and Solution
Project Understanding
McGrath understands the City is seeking a comprehensive compensation-based market review, which
includes base pay, specialty/incentive pay, and benefits to assess the City’s overall market position.
The Study will be an engaging and collaborative process with City leaders to confirm or refine the City’s
compensation philosophy and ensure the current compensation systems then align the City to that
defined compensation philosophy.
The Study will include a needs analysis to identify strengths and challenges in the current structures.
The Study will include an external market analysis to identify the competitive market. Salary range and
position placement recommendations will be provided to the City, in addition to a detailed cost
estimate for implementation and forecasting for future compensation years.
The project will also include a benefits analysis to provide the City with a Total Compensation
assessment and provide opportunities with the City’s fringe benefit and other compensation programs.
The development of recommendations will be based upon a foundation of best practices methodology
to utilize objective market data, compression analysis, job analysis information, and in consideration of
internal equity. Our methodology also has a robust review process to ensure accuracy prior to
implementation.
We utilize an interactive process with City Administration, Departments Directors, and employees (as
applicable) throughout the project and work from a communication plan developed collaboratively with
City Administration.
McGrath Human Resources Group is recognized nationally for our specialization in public sector
compensation consulting. With over 620 government clients across 41 states, our firm brings a deep
understanding of the challenges municipalities face in balancing competitive pay with fiscal
responsibility. Our tailored approach, real-time market data collection, and practical implementation
strategies make us a trusted partner for organizations seeking sustainable compensation results.
Proposed Deliverables
We tailor our projects to meet the needs and unique structure and culture of your organization, with
the principles of collaboration, communication and transparency in mind while developing a sound
work plan with identified deliverables. With this in mind, the following are our proposed deliverables
for this project:
Guide the District in identifying and confirming your pay philosophy including your desired
position in the market.
Obtain information on each job title/position through department meetings, job descriptions,
and targeted job evaluation processes.
Develop step pay plans for both Police and Fire personnel that align with tenure progression,
internal equity, and external market data.
Design a merit pay plan that reflects the City’s performance objectives and supports a culture
of achievement and accountability.
City of Fayetteville, Arkansas – Compensation Consultant Services
8
Obtain and establish benchmark compensation data from the external market through a
survey/request for data of mutually identified, comparable entities.
Complete an analysis of the existing salary schedules and progression through the systems to
identify existing issues to be addressed during project.
Complete a compression analysis and develop strategies to address during the update and
implementation of the compensation systems, if problematic.
Integrate the data from the external market, internal market, and job evaluation to update or
redevelop a comprehensive compensation system to align with your compensation philosophy.
Provide a cost estimate and implementation options based on the City’s fiscal abilities.
Review and recommend compensation policy and procedure changes that will assure
consistent implementation and application of compensation.
Train Human Resources staff on job evaluation practices and provide guidance for the ongoing
maintenance and administration of the compensation system.
Provide final reports and a presentation to elected officials and others as desired.
Support implementation of approved compensation system(s).
Benefits
Obtain and establish benchmark benefit data from the external market through a survey of
mutually identified, comparable entities.
Complete an analysis of the benefits to identify the City’s standing in the market as it pertains
to benefits.
Integrate compensation and benefit findings to provide the organization with a total rewards
viewpoint.
Overview
In any governmental organization, salaries and benefits are typically the largest budget item. An
investment in your employee’s compensation plan is an investment in your community, and we
recognize the investment you are making is with tax dollars. We also understand a competitive
compensation system is an important element for the City’s ability to hire, cultivate, and retain
employees who provide service and value to all City stakeholders, regardless of the organization’s size.
Similarly, proper classification, internal equity, career opportunities, and addressing any compression
issues serve to define an employee’s role in the organization, and their feeling of value and willingness
to actively engage in their work for the organization. Therefore, it is important for the City to have a
system that promotes the active engagement of employees, is non-discriminatory, is legally defensible,
is efficient to manage, and can accommodate organizational growth and change. Thus, we tailor our
services to meet the needs and unique structure and culture of the City.
Our methodology and approach are characterized by a systematic, logical series of tasks aimed at
assuring thoroughness, consistency, and objectivity. After conducting a needs assessment with the
City, defining the City’s compensation philosophy with City leaders, and analyzing the current
Compensation and Classification System in place, our Firm utilizes Best Practices throughout the
process, which includes salary data and job content data from its mutually identified comparables.
Data analysis is then utilized to put this information into a meaningful summary format which is
shared with the City before any adjustments or updates are recommended.
City of Fayetteville, Arkansas – Compensation Consultant Services
9
Program
We tailor our projects to meet the needs and unique structure and culture of your organization, with
the principles of collaboration, communication, and transparency in mind while developing a sound
work plan with identified deliverables. The proposal steps can be discussed and adjusted to meet the
projects needs of the City.
1. Project Orientation
Communicate with the City’s project designee to:
o Provide a list of documents and data needed to begin the project. o Discuss project expectations and milestones. o Begin developing a communication plan. o Schedule initial meetings.
We develop a communication plan at the onset of the project so
the Firm can provide routine updates on progress as well as discuss any issues that may result in a delay
or a challenge within the project. Our Project Manager coordinates meetings, data sharing, and ensures
the work plan is progressing according to the designed work plan so the deliverables are met within the
scope and timeline of the project.
2. Project Initiation and Assessment
The consultants will conduct introductory meetings with City
Leaders and all Department Heads/Managers to:
Explore your organization’s current compensation system,
compensation philosophy, and strategy.
Gain an understanding of the goals, values, and structure
of the overall organization.
Gather information for each individual department
including any unique responsibilities associated with positions, strengths and weaknesses of the
current system, or issues with recruitment/retention.
Identify future needs.
Review provided documents and data.
Finalize project communication expectations and strategies, project timeline, and identifiable
milestones.
Other Introductory communications are recommended:
Conduct introductory meetings with elected officials to discuss
elements of compensation philosophy and expectations.
Introductory employee communications and/or meetings to
explain the process of a compensation study, introduce the
consulting team, expected assistance, describe the general
outcome of the Study, and other related topics as desired by
the City.
Our philosophy is to have direct
conversations with management and
administration to identify challenges
and concerns with the current system
and future needs; so we may develop
comprehensive recommendations to
best address those needs.
Our philosophy is to tailor each project
to meet the needs, unique structure,
and culture of your organization, with
the principles of collaboration,
communication and transparency in
mind while developing a sound work
plan with identified deliverables.
Communication with elected
officials and/or employees
during the project allows
engagement and offers
factual information.
City of Fayetteville, Arkansas – Compensation Consultant Services
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From the introductory meetings, the consulting team will identify:
The strengths of the current compensation system.
Areas that need to be addressed or are concerns to the current
program.
Future opportunities in structuring total compensation
recommendations.
Current compensation program success and challenges.
Other characteristics about the City that may impact compensation.
An analysis of this information as well as external data collection will be the basis of developing a
compensation philosophy that will guide the design and complexity of the City’s compensation
program. A consistent philosophy will provide a strong foundation for the City. Without a philosophy,
leaders often find themselves unsure of what to offer as a total compensation package.
3. Classification Analysis
Although a full classification study is not expected in the scope of this
project, a limited classification analysis may be necessary to ensure
accuracy when comparing benchmark positions to the external
market.
Visit our link online to watch a brief video of our PQ process:
https://youtu.be/OuTcURwtI0o
A job analysis objectively evaluates the duties, responsibilities, tasks, and authority level of each City
position and identifies the hierarchy and career progression opportunities. This also supports pay
equity. The job analysis is recommended to include the completion of a Position Questionnaire (PQ),
which is a standardized tool used to analyze each position on identified factors. The McGrath
360Comp™ PQ has been developed specifically for use in public sector organizations and is available
as an online tool. This Questionnaire is recommended to be completed on all job titles for purposes
of:
Expounding upon information provided in job descriptions.
Evaluating position responsibilities regarding necessary competencies, experience, education,
finances, judgment, decision-making, and other expectations that provide value to the City.
Review the job description format and provide recommendations including clarifying instances
where statements in the existing job descriptions are vague or absent.
Updating and aligning classification changes.
Identifying career progression opportunities.
Supervisory Review/Verification. Each incumbent’s supervisor or Department Head will be given time
to review the completed PQ for content and accuracy and to comment in a designated area of the
document. They will sign off on their review prior to submission to the Consultants. If needed, the
consulting team may speak with Department Heads, Supervisors, and Human Resources for additional
position clarification.
It is our belief that identifying and
establishing a compensation
philosophy allows for the
development of strategic
recommendations, such as
placement in the market.
Our philosophy is that job
analysis is critical not only for
internal equity, but also the
establishment of a standardized
classification system which will
be used to establish pay equity
between positions.
City of Fayetteville, Arkansas – Compensation Consultant Services
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Outcomes. From this process, the current classification system will be updated, as needed. The point
factor system for job analysis is teachable, so our clients can continue to use this methodology on their
own should they choose. Compensation systems are more likely to be kept up-to-date and relevant
which extends the lifecycle of a plan with this tool.
4. Compensation Analysis
A Compensation analysis determines the organization’s relative
position in the comparable labor market. This analysis allows City
leaders to understand the organization’s compensation as a whole
and by position, allowing them to make sound compensation
decisions. Compensation Analysis will consist of the following:
The City and consulting team will cooperatively identify Comparable Organizations as the labor
market. The City will have input into the list and must approve the list of comparables prior to
starting the external market data requests.
McGrath consultants will collect external market data in real-time specific to the City’s
positions and specialty pay.
The consultants will analyze salary data. The Firm collects minimum, midpoint, maximum, and
incumbent salary information for each benchmark position; and other data points as needed.
A statistical analysis is conducted on each dataset to ensure consistent and objective analysis.
The outcome is then calculated into a ratio between the market and the City to measure the
City’s alignment against the market.
The consultants will examine the status of your current compensation systems including
structural analysis, compression analysis, and incumbent pay analysis to give guidance to the
consultants for compensation and implementation recommendations and will also provide
information to the City regarding overtime, promotional and retention opportunities, internal
equity, and how multiple pay plans are working together, if applicable.
The consultants will review your compensation-related policies for compliance and best
practices.
The consultants will also gather and analyze external and internal
demographic data and workforce metrics to define:
o Employee’s tenure within the organization as well as
tenure in current position.
o Turnover rate for the organization.
o Local geographic and economic factors impacting the
attraction and retention of employees.
The outcome of this portion of the project is very important because it identifies current trends and
future predictors. This information guides the consulting team in developing strategy options and
recommendations for the City’s current and future needs.
We believe that collecting fresh
market data establishes a more
accurate look of the current market.
We do not utilize third-party market
surveys unless requested or discussed
with the client in advance.
Understanding your employee
demographics and external
challenges allows for the
development of strategic
recommendations.
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5. Benefits and Rewards Analysis
The Consultants will analyze benefit and other compensation findings
and identify any trends and/or areas of concern as compared with the
Market. A Benefits and Reward Analysis identifies the City’s position in
the market for the offering of insurance, retirement, paid leave,
holiday, and other benefits and rewards identified in a Total Rewards
Inventory conducted with the City.
6. McGrath 360Comp™ Integration
Upon completion of the compensation analysis and job analysis,
etc. the consultants will engage the City to:
Confirm the recommended compensation philosophy.
Discuss the data obtained and share the market summary
findings and trends found in the analysis as it compares to
the current Compensation System.
Discuss the future compensation system.
Discuss the tie between the compensation system,
performance, and tenure, and provide recommendations
to strengthen the City’s desired compensation model.
7. Compensation System Update and Review
The Compensation Systems will be updated or redeveloped with the following information:
The consultants will develop a
detailed fiscal impact of the
Compensation Systems and will
present implementation strategy
options that fit the fiscal needs,
culture, and compensation strategy of the City. While some entities can fully implement the
compensation systems immediately, some clients have utilized a phased approach. Compression relief
may also be a factor in this process. We will work with the City to ensure that any phased approach fits
with best practices and your fiscal realities. The proposed price includes up to three (3) costing
iterations.
Once the System is updated, the consultants will meet with appropriate City personnel to review the
draft Compensation System(s). This visit will include meetings with the City’s project designee and each
Department Director to review placements to identify any concerns prior to finalization. This provides
an opportunity to discuss any concerns in placement in the current system and/or ensure proper
placement if the System(s) are redesigned.
Market
Findings
Job Analysis
(Optional)
Internal
Comparability Compression
Our philosophy is to help the City
understand the full picture between
the job analysis, compensation
analysis, and summary market
findings, which allows the City and
consulting team to have a meaningful
dialogue to confirm the desired place
in the market, desired compensation
system model, and other
compensation solutions identified.
Allowing City leaders and department
directors the opportunity to review our
recommendations in advance of
finalization provides an opportunity
for dialogue and sound quality control.
Wages alone do not make up
total compensation. A review of
benefits in conjunction with
wages allows the organization to
see the total compensation
picture.
City of Fayetteville, Arkansas – Compensation Consultant Services
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Policy and Maintenance Recommendations
In addition, the consulting team will provide the organization with the following:
Compensation Policy recommendations
Recommendations for the maintenance of the Structure
Future Market Update recommendations
Metrics recommendations
8. Finalization
Up to two (2) Reports will be developed based upon the needs
of the project. This could include the following:
A Compensation Policy/Procedure Manual. This report details:
a. Study methodology and summary findings.
b. Recommended compensation structure modifications.
c. Fiscal impact and implementation strategies.
d. Policies and procedure modifications or to adopt to administer and maintain the system
in-house going forward.
A Final Report. This report details:
a. Executive Summary of methodology and visual summary finding graphs.
b. Recommended compensation structure modifications.
c. Fiscal impact and implementation strategies.
d. Policies and procedure modifications or to adopt to administer and maintain the system
in-house going forward.
The reports will first be provided to the Administration in draft form to allow for feedback before they
are placed into final form and provided electronically.
9. Presentation and Communication
The Study includes a presentation to the City Council and
employees. This presentation is expected in person.
The consulting team will work with the organization to discuss
the preferred communication plan and introduce the
recommendations to employee groups in depth, and in the manner, you prefer and offer suggestions
and recommendations on how to best communicate this information. We prepare correspondence and
notices tailored to our client, whether for written, verbal, or electronic presentation.
The City will receive the Compensation
documents and cost estimates in
editable format for the City to
maintain/integrate.
We stand behind our methodology and
process, and recommendations. We
are available to present findings to the
oversight committees, Elected
Officials, and Employees.
City of Fayetteville, Arkansas – Compensation Consultant Services
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10. Ongoing Support and Training
McGrath Human Resources Consultants will continue to work
with your organization to provide support and guidance on the
compensation system implementation at no additional cost.
The City may also consider its future needs as follows:
McGrath Human Resources believes in providing our
clients with the tools to be able to manage their Compensation System independently if the
client desires. In addition to policy recommendations to manage and maintain the
Compensation System, we offer to teach the Human Resources staff the point factor/position
analysis process.
Alternatively, some clients prefer that McGrath Human Resources set current and future pay
grade placements, position changes, and job description development rather than completing
that in-house. This can be done for a nominal fee depending upon the time involved in the
placement.
Project Progress Communication
Since we work closely with our clients, open communication and collaboration between the consulting
team and project designee is critical for the project to be most successful. Because of that, we will
develop a communication plan at the onset of the project so the Firm can provide routine updates on
progress as well as discuss any issues that may result in a delay or a challenge within the project. Our
designated project manager coordinates meetings, data sharing, and ensures the work plan is
progressing according to the designed work plan, so the deliverables are met within the scope and
timeline of the project.
We will continue to assist the City
through implementation.
We embrace client independence. We
will train Human Resources and
provide the tools necessary for self-
maintenance, if desired by the City.
City of Fayetteville, Arkansas – Compensation Consultant Services
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Timeline
Based on the size and scope of the project, the expected timeline is customarily up to a 7-month
process. The tasks below align to the Detailed Work Plan. We recommend the following:
Activity Month 1 Month 2-3 Month 4 Month 5 Month 6 Month 7
1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4
Task 1- Project
orientation/planning
Task 2- Project Kickoff
meetings with identified
stakeholders for
information meetings
Task 3 – Classification
Analysis
Task 4 & 5- Market Data
collection and analysis
Task 5 - Review Findings
with City
Task 6 – Update
Compensation and
Classification Systems
Task 6 - Review
Recommendations and
Cost with City
Task 7 -Finalize changes.
Provide Draft Reports for
City review. Finalize
Reports.
Presentations Timeline determined with City
This timeline will be adjusted based on the agreed upon Project Initiation date. There are factors that
impact this schedule that may be out of the control of the consultants. The proposed time frame is
contingent upon timely receipt of data from the City, timely participation from external comparable
organizations; and timely receipt of information and/or feedback from the City. This is monitored by
the consulting team and communicated with the City on an ongoing basis.
City of Fayetteville, Arkansas – Compensation Consultant Services
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Account Team Personnel
All consultants are McGrath consultants, and there is no subcontracting.
The Consultants were selected for this project based upon their areas of expertise, specialties, and
related project experience. We operate under the philosophy of total team involvement and each team
member has experience in all facets of project work and will work together to meet the goals of your
project. Further, we have the flexibility to involve other consultants with our organization to bring their
unique perspectives and expertise as needed. Primary members of the team and an overview of their
project responsibilities are provided.
Principal: A principal of the company is actively involved in every project and is accountable
for the project. This position will have authority over the contract and to bind the Firm.
Project Manager: This role has project oversight, will coordinate all work with the consulting
team, will have direct routine communication with the City’s project designee, and will be
hands on in all aspects of the project’s activities, leading the consulting team on targeted
project activities, and performs primary duties of a project consultant.
Project Consultant: This role works on various project activities, which will include
communication documents/tools, interviews, position questionnaire analysis, job description
review, classification system development, market data collection and analysis, pay plan
review, compensation system development, costing, and drafting reports.
Advisor: This role has specific subject matter expertise that may be called upon for additional
consultation for the consulting team for public safety positions, as needed.
Dr. Victoria McGrath
Principal and Project Manager
Malayna Halvorson Maes
Secondary Project Manager and
Senior Project Consultant
Michelle Lach
Melanie Henry
Kristi Brashear
Project ConsultantDr. Tim McGrath
Ron Moser
Public Safety Advisors
City of Fayetteville, Arkansas – Compensation Consultant Services
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Victoria McGrath, Ph.D., SPHR
Chief Executive Officer and Principal (5% of Project)
Dr. Victoria McGrath has an extensive background in the field of human resources, predominately in
the public sector; but she also has a number of years in the private sector having worked in health care,
banking, and education. She brings over 19 years as an HR practitioner in all phases of human resources
prior to her years as a consultant.
Her professional experience includes the City of Brookfield, WI, which had over 500 employees,
including five (5) labor unions; the Emmbrook School District, WI – the 2nd largest school district in
Wisconsin, also with 5 labor unions; and Citicorp Banks. She has dealt with labor/employee relations;
policy, procedure and labor compliance; benefits and compensation; recruitment and staff
development. Dr. McGrath’s local government experience touched all local services including
police/sheriff, fire, public works/highway, engineering, library, health department, administration,
courts, jail, and more.
Dr. McGrath has provided management assistance to more than 200 local government clients on a
variety of management issues. In addition to working with government, she has been a speaker for a
number of professional organizations and worked with two (2) organizations in developing courses in
human resource management to current and upcoming supervisors. Further, she is an adjunct professor
– teaching in areas such as human resources, organizational development, management, and research
– at Northwestern University (Master’s in Public Policy Administration Program).
Dr. McGrath’s doctoral dissertation dealt with Government as a Learning Organization. Her research
dealt with government efficiency in providing services and how governmental services can become
more effective.
YEARS WITH FIRM: 25
EDUCATION
Ph.D. – Municipal Government as a Learning Organization, University of Wisconsin – Milwaukee, WI
Master of Science – Management, Cardinal Stritch College, WI
Bachelor of Science – Industrial Relations & Finance, University of Wisconsin – Milwaukee, WI
PROFESSIONAL AFFILIATIONS
Society for Human Resources Management
Illinois Public Employer Labor Relations Association
National Public Employer Labor Relations Association
International City/County Manager Association
City of Fayetteville, Arkansas – Compensation Consultant Services
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Malayna Halvorson Maes
Senior Consultant (50% of project)
Malayna Halvorson Maes has served as a human resource professional in both the private and public
sectors for over 20 years. She worked previously in health care human resources, then as the Human
Resources Director and senior advisor for a county in northwestern Wisconsin. Thus, she has direct
experience with the many challenges facing municipal employers. She has a been in the role of project
manager for projects since 2018.
During her time in county government, Ms. Maes advised the organization through the significant
changes at the State level (referred to as Act-10) that resulted in a reduction from five (5) collective
bargaining units to one (1) unit, due to reduced legal authority of organized labor in the public sector.
As a change agent, she facilitated the development of significant policy changes for the organization.
This included conducting a complete evaluation of the compensation system for the county which
included a rewrite of all job descriptions, and the implementation of a pay for performance evaluation
system. This system was created through the work of a combined employee – manager committee and
included the implementation of a performance management software system to streamline the 360-
evaluation process. She brings a practical understanding to the development and implementation of
complex compensation systems.
As a former Wisconsin Human Resources Director, she is knowledgeable of all facets of local
government, including police, public works, engineering, health services, and more. She has been active
in a number of professional organizations including SHRM, Chippewa Valley Society of Human Resource
Management; WIPFLI Senior HR Forum; Wisconsin Association of County Personnel Directors, and the
National Public Employer Labor Relations Association. In addition, she served on the WACPD training
Committee, Chair of the Legislative Affairs Committee, a Board of Director member as well as a member
of the Services Committee for WPELRA; thus, she takes an active role in defining the profession.
YEARS WITH FIRM: 12
EDUCATION
Bachelor of Arts– Psychology, Luther College, Decorah, IA
PROFESSIONAL AFFILIATIONS
Society for Human Resources Management
National Public Employer Labor Relations Association
World at Work, Total Rewards Association
CERTIFICATION
Certified Compensation Professional (in process)
City of Fayetteville, Arkansas – Compensation Consultant Services
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Michelle Lach
Project Consultant – Data (15% of Project)
Ms. Lach provides critical research and analytical skills to our compensation and benefits studies. Ms.
Lach had ten (10) years of professional human resources experience prior to her time with the Firm in
the private sector as an HR Director for a manufacturing company and a pharmaceutical company. Her
professional experience with the Firm includes the development of employee handbooks and job
descriptions, but now works exclusively with compensation and benefit survey designs and execution,
and market research. These critical responsibilities include obtaining, compiling, and analyzing complex
data and other information for projects, and supporting the project manager as needed.
YEARS WITH FIRM: 21
EDUCATION
Bachelor of Arts– Communication and Organizational Development
Bowling Green State University, Bowling Green, OH
Human Resources Program Certification – Baldwin Wallace College, Berea, OH
City of Fayetteville, Arkansas – Compensation Consultant Services
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Melanie Henry
Project Consultant – Benefit and Specialty Pay Analysis (15% of Project)
Melanie Henry has served as a human resource professional in both the non-profit and public sectors
for over 25 years. She worked as the Human Resources Manager for a stand-alone public library in mid
Missouri for the majority of her time prior to joining McGrath in 2023.
During her time in local government, Ms. Henry advised the organization through evaluations and
implementations of defined benefit retirement benefits, paid leave conversion, timekeeping audit and
systems, Library Board liaison for Executive Director recruitment and annual performance evaluation,
classification and compensation plan, policy development and employee development program. She
also provided guidance during a unionization effort and negotiations of the collective bargaining
agreement.
She has been active in a number of professional organizations including SHRM and Human Resource
Association of Central Missouri (SHRM chapter). In addition, she served on a local City Personnel
Advisory Board, and the Human Resources Association of Central Missouri Board.
YEARS WITH FIRM: 3
EDUCATION
Bachelor of Arts– Psychology, University of Missouri - Columbia
Human Resource Management Certificate – University of Missouri – St. Louis
PROFESSIONAL AFFILIATIONS
Society for Human Resources Management
Human Resources Association of Central Missouri (HRACMO)
World at Work, Total Rewards Association
City of Fayetteville, Arkansas – Compensation Consultant Services
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Kristi Brashear
Project Consultant – Position Analysis (15% of Project)
Kristi Brashear has served in the municipal government sector for more than 15 years. She brings a
wealth of experience in municipal management in the areas of human resources and fiscal
management. As a former Director of Human Resources, Finance Manager, and Director of Finance in
Texas, Ms. Brashear has a successful record in managing complex municipal operations and
implementing effective policies and procedures. Her strategic planning skills have been instrumental in
guiding cities through both short- and long-term initiatives, ensuring alignment with organizational
objectives and promoting sustainable growth. In her role as the former Director of Human Resources,
she played a pivotal role in shaping the city’s workforce and fostering a culture of excellence and
collaboration. Her deep understanding of human resources principles and practices enabled her to
implement innovative strategies for talent acquisition, employee development, and performance
management.
EDUCATION
Associate degree - General Studies, Lone Star College
CERTIFICATION
IPMA – Certified HR Professional
PROFESSIONAL AFFILIATIONS
Texas Municipal League
Texas Municipal Human Resources Association
Society for Human Resources Management
City of Fayetteville, Arkansas – Compensation Consultant Services
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PUBLIC SAFETY ADVISORS
McGrath Human Resources will partner with the parent company – McGrath Consulting Group in the
areas of public safety, as needed.
• Dr. Tim McGrath has over 30 years of experience in fire, EMS, communications and emergency
management and currently heads the Fire Division, performing operational studies throughout
the United States. He served as Chief of fire departments in Gurnee, Illinois and Brookfield,
Wisconsin. Dr. McGrath has been an independent consultant since 1997 and is a speaker well-
known for his motivational presentations in the United States and internationally. He earned a
doctorate in management, a dual master's degree in public administration and management, a
bachelor's degree in industrial education, and an associate degree in fire science management.
• Ron Moser has over 30 years of experience in law enforcement serving six municipalities in
three states. Serving as Chief for departments within a metropolitan area. Mr. Moser also
served as Director of Emergency Management and Village Manager for Hanover Park, Illinois, a
municipality of Cook County. He currently heads the law enforcement division performing
operational studies throughout the United States. Mr. Moser has two master’s degrees in
Criminal Justice and Corrections and Law Enforcement Administration.
City of Fayetteville, Arkansas – Compensation Consultant Services
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Corporate Experience
McGrath Consulting is proud to list over 620 client projects in 41 states. Below are a few compensation
studies either within the region or similar sized. Additional client names, projects and locations are
viewable on our website at www.mcgrathhumanresources.com and their contact information will be
provided upon request. Note: We are currently in the process of completing a compensation study
for Pulaski County, AR.
Client Name Description
Clay County, MO
Contact: Dianna Wright
Title: County Administrator
Phone: 816-407-3622
Email: dwright@claycountymo.gov
Developed a new compensation and classification system
for all positions in the County in 2025. Benefits were also
included in the project. Implementation is planned for
August 2025.
Douglas County, KS
Contact: Michelle Spreer
Title: Human Resources Manager
Phone: 785-832-5149
Email: mspreer@dgcoks.gov
Douglas County, KS
Contact: Michelle Spreer
Title: Human Resources Manager
Phone: 785-832-5149
Email: mspreer@dgcoks.gov
City of Ogden, UT
Contact: Heather Briskey
Title: Human Resources Director
Phone: 801.629.8736
Email: HeatherBriskey@ogdencity.com
Developed a new compensation and classification system for
implementation for the City’s 2025 fiscal year. The
community is part of the Salt Lake City metro region.
Sheboygan County, WI
Contact: Dave Loomis
Title: Human Resources Director
Phone: 920-459-3319
Email: dloomis@sheboygancounty.com
Comprehensive classification and compensation schedule
was developed in early 2025 with implementation
expected in the 4th quarter 2025.
City of Tucson, AZ
Contact: Teri Traaen
Title: Human Resources Director
Phone: 602-510-3989
Email: Teri.Traaen@tucsonaz.gov
Providing focused compensation and classification projects
starting in 2024 for the City to support its current
compensation model while the City determines its strategic
direction for citywide compensation.
Teri Traaen is also a reference for the Town of Prescott
Valley, AZ Compensation Study (2023). She is now with the
City of Tucson.
Union County, NC
Contact: Julie Broome
Title: Human Resources Director
Phone: 704-283-3869
Email: Julie.broome@unioncountync.gov
Completed a comprehensive compensation study for all
positions within the county.
Cabarrus County, NC
Contact: Ashley Dobbins
Title: HR Strategy Manager
Phone: 704-920-2824
Email: amdobbins@cabarruscounty.us
Completed a compensation and classification study for all
public safety positions. The study was approved and is being
implemented. In the process of completing a classification
study and salary structure revision of all other county
positions.
City of Fayetteville, Arkansas – Compensation Consultant Services
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Town of Holly Springs, NC
Contact: Sabrina McDonald
Title: Human Resources Director
Phone: 919-557-3911
Email:
Sabrina.McDonald@hollyspringsnc.gov
Comprehensive compensation schedule was developed in
2021 with implementation in 2022. Public Safety updates
were made in 2024. General Schedule and Senior Leadership
updates were made in 2025.
City of Unalaska, AK
Contact: Marjorie Veeder
Title: Assistant City Manager
Phone: 907-571-1251
Email: mveeder@ci.unalaska.ak.us
Conducted a comprehensive compensation analysis of all
non-union positions within the City for 2024 based on Alaska
and Pacific Northwest region. The Firm also assists with
market analysis for union positions in a similar manner as
collective bargaining agreements expire during 2024-2025
Current Projects and Project History
McGrath primarily works with public-sector organizations including counties, cities, villages, townships,
districts, and even State agencies. The following is a list of compensation and classification type projects
this consulting team is actively working with or has worked on and completed over the last several
years.
AODAMHS of Montgomery County, OH City of West Des Moines, IA
Ashland County, OR City of White Bear Lake, MN
Barron County, WI City of Woodstock, IL
Burnett County, WI Clatsop County, OR
Cabarrus County, NC Clay County, MO
Caroline County, VA Clearfield City, UT
City of Alamosa, CO Codington County, SD
City of Alcoa, TN Columbia County, WI
City of Bloomer, WI Community Library Network, ID
City of Bonner Spring, KS Coos County, OR
City of Carthage, MO County of Delaware, PA
City of Chanhassen, MN Cowley County, KS
City of Chetek, WI Cumberland County, NC
City of Chippewa Falls, WI Daniel Boone Regional Library, MO
City of Clayton, MO Davison County, SD
City of Collinsville, IL Dodge County, WI
City of Columbus, KS Douglas County, KS
City of Dennison, TX Douglas County, WI
City of Derby, KS Ford County, KS
City of Dodge City, KS Forest Preserve District of DuPage County, IL
City of Duvall, WA Green County, WI
City of Eau Claire, WI Harvey County, KS
City of Excelsior Springs, MO Juneau County, WI
City of Fulshear, TX Kane County Forest Preserve, IL
City of Flint, MI Kansas Sentencing Commission, KS
City of Florissant, MO Kent County, MI
City of Garden City, KS Kingsbury County, SD
City of Gig Harbor, WA Lawrence Public Library, KS
City of Grants Pass, OR Marathon County, WI
City of Fayetteville, Arkansas – Compensation Consultant Services
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City of Goodland, KS Merrimac Center, VA
City of Haysville, KS Mid-Columbia Libraries, WA
City of Huber Heights, OH Monroe County, WI
City of Kenai, AK Montgomery County, OH
City of Kirkwood, MO Montgomery County, TN
City of Lacrosse, WI New Kent County, VA
City of Lake Geneva, WI New River Valley Juvenile Detention Home, VA
City of Lansing, KS Outagamie County, WI
City of La Vista, NE Polk County, IA
City of LaPine, OR Polk County, WI
City of Lawrence, KS Portage County, WI
City of Manor, TX Pueblo City-County Library District, CO
City of Marshfield, WI Pulaski County, AR
City of Merriam, KS Roanoke Valley Juvenile Detention Center, VA
City of Monroe, WI Rock County, WI
City of Naperville, IL Saginaw Charter Township, MI
City of North Kansas, MO Sauk County, WI
City of Northfield, MN Scenic Library District, MO
City of Ogden, UT Sheboygan County, WI
City of Ottawa, KS Sedgwick County, KS
City of Palos Heights, IL Somerset School District, WI
City of Perryville, MD South County Fire Department, WA
City of Pleasant Valley, MO Sumner County, TN
City of Prairie Village, KS Town of Blacksburg, VA
City of Raymore, MO Town of Fairview, TX
City of Richmond, MO Town of Greeneville, TN
City of River Falls, WI Town of Holly Springs, NC
City of Roeland Park, KS Town of Prescott Valley, AZ
City of Sequim, WA Union County, NC
City of Smithville, MO Vernon County, WI
City of Stayton, OR Village of Lake in the Hills, IL
City of Topeka, KS Village of Mount Pleasant, WI
City of Tukwila, WA Village of Rib Mountain, WI
City of Unalaska, AK Village of Winfield, IL
City of Union, MO Wasatch County, UT
City of Washington, MO Wisconsin Employee Trust Funds, WI
City of Webster Groves, MO Winnebago County, WI
City of West Bend, WI Wood County, WI
City of Fayetteville, Arkansas – Compensation Consultant Services
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Authorized Negotiator
McGrath Human Resources Group designates the following individual as the authorized negotiator for
this proposal and any resulting contract. This individual is fully authorized to negotiate contract terms
and render binding decisions on behalf of the firm:
Dr. Victoria J. McGrath, Ph. D.
Chief Executive Officer
McGrath Human Resources Group
P.O. Box 865
Jamestown, Tennessee 38556
Phone: 815-728-9111
Email: victoriaphd@mcgrathconsulting.com
City of Fayetteville, Arkansas – Compensation Consultant Services
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Cost Proposal
McGrath Human Resources sets project fees based on the total project, which ensures the project
comes in at the budgeted amount. Therefore, the fees listed below include all consulting professional
fees, and administrative costs, excluding travel.
Compensation Study for an estimated 350 titles $143,500
Benefit Analysis $ 8,000
Travel – Not to exceed based upon actual expenses* $ 8,000
Project Not to Exceed Amount $159,500
*Travel: This project can be completed virtually, onsite, or a blend of the two. In-person site visits may
not be needed nor desired. Travel expenses will be billed only if incurred and based on actual expenses,
not to exceed the price listed. This would be limited to airfare, mileage/car rental, hotel and dinner.
All in person site visits will be determined with the City in advance and based upon the needs of the
project.
Terms of Payment
Payment will be made in four (4) installments ($151,500):
$ 10,000 upon completion of the signed contract;
$ 85,500 upon submission of the draft salary schedule; and
$ 68,000 upon submission of the draft report; and
$ 8,000 plus actual travel (not to exceed $8,000) upon submission of the final report.
All invoices are due within 30 days of receipt. Proposal cost is good for a minimum of 90 days from May
21, 2025. Dr. Victoria McGrath is the individual with the authority to negotiate and contractually bind
McGrath Human Resources in any type of negotiations and contracts.
Optional Services
In most compensation studies, there are areas that must be addressed that are not planned for. In the
25 years McGrath Consulting Group, Inc., has been in business, it has never increased the agreed upon
price and will address these areas. In the event the work is beyond the scope of the original project, the
Consultant will work with the City to either bill the service at an hourly rate, plus travel fees; or
determine a fixed price. However, no work will begin until an agreement with the City has been
approved.
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City Required Disclosures
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CityofFayetteville,AR
RFP25Ͳ09,CompensationConsultant
Page1of6
CityofFayetteville
RFP25Ͳ09,CompensationConsultant
Contract–McGrathHumanResourcesGroup,Inc.
Thiscontractexecutedthis________dayof______________________,2025,betweentheCityofFayetteville,
Arkansas(CCity),of113W.Mountain,Fayetteville,AR72701andMcGrathHumanResourcesGroup,Inc.
(MMcGrath)ofP.O.Box865,Jamestown,TN38556,inconsiderationofthemutualcovenantscontainedherein,
thepartiesagreeasfollows:
1.Purpose:ThepurposeofthisContractistoprovidethetermsandconditionsnecessaryforproviding
compensationconsultingservicesfortheCityofFayetteville(the“Project”).
2.ContractDocuments:TheContractdocumentswhichcomprisethecontractbetweentheCityof
FayettevilleandMcGrathconsistofthisContractandthefollowingdocumentsattachedhereto,and
madeaparthereof:
a.AppendixA:FeeSchedule
b.AppendixB:CityIssuedSolicitationforRFP25Ͳ09,CompensationConsultant
c.AppendixC:McGrath’sRFPSubmittal
d.AppendixD:McGrath’sCertificateofInsurance
3.City’sResponsibilities:
a.TheCityshallmakeavailabletoMcGrath,allrelevantinformationordatapertinenttothe
ProjectwhichisrequiredbyMcGrathtoperformtheServices.McGrathshallbeentitledtorely
upontheaccuracyandcompletenessofallinformationanddatafurnishedbytheCity,including
informationanddataoriginatingwithotherconsultantsemployedbytheCitywhethersuch
consultantsareengagedattherequestofMcGrathorotherwise.Wheresuchinformationor
dataoriginateseitherwiththeCityoritsconsultantsthenMcGrathshallnotberesponsibleto
theCityfortheconsequencesofanyerrororomissioncontainedtherein.
b.WhenrequestedbyMcGrath,theCitymayengagespecialistconsultantsdirectlytoperform
itemsofworknecessarytoenableMcGrathtocarryouttheServices.Whetherarrangedby
theCityorMcGrath,theseservicesshallbedeemedtobeprovidedunderdirectcontracts
totheCityunlessexpresslyprovidedotherwise.IftheCitychoosesnottoengagespecialist
consultants,thenthePartieswillworkcooperativelytomodifythescopeofservicestoreflect
anyreductionsoradditionstotheservicestobeprovidedbyMcGrath.
c.TheCityshallgivepromptconsiderationtoalldocumentationrelatedtotheProjectprepared
byMcGrathandwheneverpromptactionisnecessaryshallinformMcGrathofCity'sdecisions
insuchreasonabletimesoasnottodelaythescheduleforprovidingtheServices.
d.TheCityofFayetteville’sHumanResourcesDirectoristheprojectrepresentativewithrespectto
theservicestobeperformedunderthisAgreement.TheHumanResourcesDirectorshallhave
2nd September
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completeauthoritytotransmitinstructions,receiveinformation,interpretanddefinepolicies
anddecisionswithrespecttomaterials,equipment,elementsandsystemstobeusedinthe
Project,andothermatterspertinenttotheservicescoveredbythisAgreement.
4.McGrath’sResponsibilities:
a.McGrathshallfurnishthenecessaryqualifiedpersonneltoprovidetheServices.McGrath
representsthatithasaccesstotheexperienceandcapabilitynecessarytoandagreesto
performtheServiceswiththereasonableskillanddiligencerequiredbycustomarilyaccepted
professionalpracticesandproceduresnormallyprovidedintheperformanceoftheServicesat
thetimewhenandthelocationinwhichtheServiceswereperformed.Thisundertakingdoes
notimplyorguaranteeaperfectProjectandintheeventoffailureorpartialfailureofthe
productortheServices,McGrathwillbeliableonlyforitsfailuretoexercisediligence,
reasonablecare,andprofessionalskill.Thisstandardofcareisthesoleandexclusivestandard
ofcarethatwillbeappliedtomeasureMcGrath'sperformance.Therearenoother
representationsorwarrantiesexpressedorimpliedmadebyMcGrath.Inparticular,butnotby
wayoflimitation,noimpliedwarrantyofmerchantabilityorfitnessforaparticularpurpose
shallapplytotheServicesprovidedbyMcGrathnorshallMcGrathwarrantorguarantee
economic,marketorfinancialconditions,proformaprojections,schedulesforpublicagency
approvals,orotherfactorsbeyondMcGrath'sreasonablecontrol.
5.NonͲAssignment:McGrathshallnotassignitsdutiesunderthetermsofthisagreementwithoutprior
writtenconsentoftheCity.
6.IndemnificationandHoldHarmless:
a.McGrathagreestoholdtheCityofFayettevilleharmlessandindemnifytheCityofFayetteville,
butnotdefend,againstanyandallclaimsforpropertydamage,personalinjuryordeath,arising
fromMcGrath’sperformanceunderthiscontract.Thisclauseshallnot,inanyformormanner,
beconstruedtowaivethattortimmunitysetforthunderArkansasLaw.
7.Insurance:
a.McGrathshallfurnishacertificateofinsuranceaddressedtotheCityofFayettevillewithinten
(10)calendardaysaftercontractfinalization,presentinginsurancewhichshallbemaintained
throughoutthetermoftheContractincompliancewiththetermsofRFP25Ͳ09.Ifapplicable,
McGrathshallrequireanysubcontractortoprovideinsurance.Intheeventanyemployee
engagedinworkontheprojectunderthiscontractisnotprotectedunderWorker’s
Compensationinsurance,McGrathshallprovideandshallcauseeachsubcontractortoprovide
adequateemployer’sliabilityinsurancefortheprotectionofsuchoftheiremployeesarenot
otherwiseprotected.Worker’sCompensationcoverageshallbeapplicablewithstatelaw.
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i.McGrathshallcarrythefollowingcoverages,atminimum:
1.Worker’sCompensationInsurance–StatutoryAmount
2.AutomotiveInsurancecoveringallvehiclesandtrailers,ifapplicable
3.GeneralLiabilityͲ$1,000,000eachoccurrence
ii.CertificatesofInsuranceshalllisttheCityofFayettevilleasanadditionalinsured.Listing
theCITYasaCertificateHolderonlyisNOTanacceptablesubstitute.Certificatesof
Insurancemustincludetheendorsement(s)showingtheCityofFayettevillelistedasan
additionalinsured.
8.Price:
a.McGrathshallperformtheservicesincludedinthisproposalusingthefeebreakdownforservices
asidentifiedinAppendixA.Thisincludesfeesfortheinitialprojectandongoingsupport.
9.Payments:
a.Paymentsshallbemadeafterapprovalandacceptanceofeachitemizedinvoice,whichshall
notbeunreasonablywithheld.
b.UnlessdisputedbytheCity,paymentsshallbemade30calendardaysafteracceptanceof
invoice.ElectronicdeliverytotheCityispreferred.
10.Terms::Thiscontractshallbeeffectiveforone(1)yearfromCityCouncilapprovalandshallbe
automaticallyrenewableforuptofour(4)annual,automaticrenewalsforapossiblecontracttermof
five(5)years.
11.OwnershipofDocuments:
a.AlldocumentsprovidedbytheCityareandremainthepropertyoftheCity.McGrathmayretain
reproducedcopiesofdrawingsandcopiesofotherdocuments.
b.Alldocumentsandrecords,whetherinphysicalorelectronicformat,preparedbyMcGrathorits
subconsultantaspartoftheProjectshallbecomethepropertyofCitywhenMcGrathhasbeen
compensatedforallservicesrendered;provided,however,thatMcGrathshallhavethe
unrestrictedrighttotheiruse.
c.McGrathshallretainitsrightsinitsstandarddocumentdetails,specifications,databases,
computersoftware,andotherproprietaryproperty.Rightstointellectualpropertydeveloped,
utilized,ormodifiedintheperformanceoftheServicesshallremainthepropertyofMcGrath.
12.IndependentContractor:McGrathisanindependentcontractoroftheCityandshallmaintaincomplete
responsibilityforapplicablestateorfederallawonunemploymentinsurance,withholdingtaxes,social
security,orotherindustrial,laborordiscriminationlawforitsemployees.McGrathisresponsibleforits
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agents,methodsandoperations.
13.Notices:AnynoticerequiredtobegivenunderthisAgreementtoeitherpartytotheothershallbe
sufficientifaddressedandmailed,certifiedmail,postagepaid,delivery,eͲmailorfax(receipt
confirmed),orovernightcourier.
14.FreedomofInformationAct:CityofFayettevillecontractsanddocumentspreparedwhileperforming
citycontractualworkaresubjecttotheArkansasFreedomofInformationAct.IfaFreedomof
InformationActrequestispresentedtotheCityofFayetteville,thecontractorwilldoeverything
possibletoprovidethedocumentsinapromptandtimelymannerasprescribedintheArkansas
FreedomofInformationAct(A.C.A.25Ͳ19Ͳ101et.Seq.).Onlylegallyauthorizedphotocopingcosts
pursuanttotheFOIAmaybeassessedforthiscompliance.
15.Termination:ThisContractmaybeterminatedbytheCityofFayettevilleorMcGrathforanyreasonwith
thirty(30)dayswrittennotice.Ifeitherpartybreachesthisagreement,thenonͲdefaultingpartymay
terminatethisAgreementaftergivingseven(7)days’noticetoremedythebreach.Onterminationof
thisagreement,theCityshallpayMcGrathfortheservicesperformedthroughthedateoftermination
withinthirty(30)daysofacceptanceoffinalinvoice.
16.ChangesinScopeorPrice:Changes,modifications,oramendmentsinscope,priceorfeestothis
contractshallnotbeallowedwithoutapriorformalcontractamendmentapprovedbytheMayorand
theCityCouncilinadvanceofthechangeinscope,costorfees.Nomodificationofthiscontractshallbe
bindingunlessmadeinwritingandexecutedbybothparties.
17.ApplicableLaw:ThisAgreementshallbegovernedbyandconstruedinaccordwiththelawsoftheState
ofArkansas.VenueforalllegaldisputesshallbeWashingtonCounty,Arkansas.
18.ContractAdministration:TheMayorortheirDesignatedRepresentativeshallbetheContract
Administratorforthiscontract.McGrath’sPrincipalortheirDesignatedRepresentativeshallbethe
primarycontactforallmatterspertainingtothiscontract.
19.ProfessionalResponsibility::McGrathshallexercisereasonableskill,care,anddiligenceinthe
performanceofservicesandwillcarryoutitsresponsibilitiesinaccordancewithcustomarilyaccepted
professionalpractices.
20.Permits&Licenses:McGrathshallsecureandmaintainanyandallpermitsandlicensesrequiredto
completethisContract.
21.Publications:RecognizingtheimportanceofprofessionaldevelopmentonthepartofMcGrath’s
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employeesandtheimportanceofMcGrath’spublicrelationsMcGrathmaypreparepublications,such
astechnicalpapers,articlesforperiodicals,promotionalmaterials,andpressreleases,inelectronicor
otherformat,pertainingtoMcGrath’sservicesfortheProject.Suchpublicationswillbeprovidedto
CITYOFFAYETTEVILLEindraftformforCITYOFFAYETTEVILLE’sadvancereview.CITYOFFAYETTEVILLE
shallreviewsuchdraftspromptlyandprovideCITYOFFAYETTEVILLE’scommentstoMcGrath.CITYOF
FAYETTEVILLEmayrequiredeletionofproprietarydataorconfidentialinformationfromsuch
publications,butotherwiseCITYOFFAYETTEVILLEwillnotunreasonablywithholdapproval.Approved
materialsmaybeusedinavarietyofsituationsanddonotrequireadditionalrevieworapprovalfor
eachuse.ThecostofMcGrath’sactivitiespertainingtoanysuchpublicationshallbeforMcGrath’s
account.
22.EntireAgreement:TheseContractdocumentsconstitutetheentireagreementbetweentheCityof
FayettevilleandMcGrathandmaybemodifiedonlybyadulyexecutedwritteninstrumentsignedbythe
CityofFayettevilleandMcGrathIntheeventofaconflictbetweenthetermsofthisContractandthe
appendices,thisContractandthetermsandconditionscontainedinAppendixAshallcontrol.
23.ForceMajeure:AnydefaultintheperformanceofthisAgreementcausedbyanyofthefollowingevents
andwithoutfaultornegligenceonthepartofthedefaultingpartyshallnotconstituteabreachof
contract:laborstrikes,riots,war,actsofgovernmentalauthorities,unusuallysevereweatherconditions
orothernaturalcatastrophe,disease,epidemicorpandemic,oranyothercausebeyondthereasonable
controlorcontemplationofeitherparty.NothinghereinrelievestheCityofitsobligationtopayMcGrath
forservicesactuallyrendered.
24.Severability:Intheeventthatanycourtofcompetentjurisdictionshalldeterminethatanyprovisionof
thisagreementshallbeunenforceable,thenthatprovisionshallbedeemedtobenullandvoidandthe
remainingprovisionshereofshallremaininfullforceandeffect.
25.DebarmentCertification:McGrathherebyprovidesdebarment/suspensioncertificationindicating
compliancewiththebelowFederalExecutiveOrder.FederalExecutiveOrder(E.O.)12549“Debarment
andSuspension”requiresthatallcontractorsreceivingindividualawards,usingfederalfunds,andall
subͲrecipientscertifythattheorganizationanditsprincipalsarenotdebarred,suspended,proposedfor
debarment,declaredineligible,orvoluntarilyexcludedbyanyFederaldepartmentoragencyfromdoing
businesswiththeFederalGovernment.McGrathherebyattestsitsprincipalisnotpresentlydebarred,
suspended,proposedfordebarment,declaredineligible,orvoluntarilyexcludedfromparticipationin
thistransactionbyanyfederaldepartmentoragency.
City of Fayetteville, AR
RFP 25Ͳ09, Compensation Consultant
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IN WITNESS WHEREOF, CCITYOFFAYETTEVILLE,ARKANSAS by and through its Mayor, and MMCGRATHHUMAN
RESOURCESGROUP,INC.by its authorized officer has made and executed this Agreement as of the day and
year first above written.
CITYOFFAYETTEVILLE,ARKANSASMCGRATHHUMANRESOURCESGROUP,INC.
By:
DR.VICTORIAMCGRATH,PH.D,CEO
By:
MOLLYRAWN,MMAYOR
ATTEST:
By:
KaraPaxton,CityClerk
Date Signed: _________________________Date Signed: ____________________________
CTORIA MCGRATH PH D CE
8.6.25
Treasurer
09/02/2025