Skagit Transit seeks to establish a new Represented and Non-Represented Employee Compensation Plan based on external benchmarks through a comprehensive analysis of the existing organizational, compensation, classification, benefit, and pay structure for Skagit Transit’s represented and non-represented employees.  Since the last salary study conducted in May 2022, Agency job descriptions for employees have been revised as positions have changed and new positions have been created.  It may need to be determined that the descriptions are no longer reflective of the actual duties of the position and all positions will need to reflect essential functions and evaluated for FLSA exempt status. The consultant will begin the study with focus on represented classifications first followed by the non-represented classifications.

The classification and total compensation study will be an in-depth comparison of salaries and all benefits for all classifications, the Chief Executive Officer, and any other classifications recommended by the Consultant and approved by Skagit Transit. Benchmarked positions surveyed will be compared to positions in similar private employers and public agencies (i.e. cities, counties, school and port districts, etc.), as well as other transit systems in Washington State, with consideration given to population and local and regional job markets.  This review will examine the functions of, and relationships among, position classifications.

The ultimate goal is to produce a fair and equitable compensation system for both represented and non-represented employees that will enhance their performance and work quality in a changing work environment.  In order to achieve this goal, Skagit Transit desires to establish a performance-based compensation program recognizing the following criteria to guide the program’s plan

Details can be found at Bids and RFP's - Procurement | Skagit Transit, https://www.beaconbid.com/solicitations/skagit-transit/open, or by emailing Nate Burns at nburns@skagittransit.org