Apex Civicplus #322

Public Safety Compensation and Classification Study for the Town of Apex

The Town of Apex is seeking a consultant to review and recommend compensation and classification updates for public safety employees. - Government buyer: Town of Apex Human Resources Department, Apex, Wake County, North Carolina. - OEMs and vendors: No OEMs, consultants, or other commercial vendors are named in the solicitation. - Service requested: One public safety classification and compensation study covering sworn and civilian Police and Fire roles and designated Communications/911 positions, including 121 Police FTEs and 112 Fire FTEs. - Study scope: Review job duties and descriptions, classification methods, pay structures and practices, market competitiveness, internal equity, pay compression, promotional relationships, specialty and incentive pay, recruitment and retention risks, and implementation procedures. - Expected recommendations and deliverables: Updated or new job descriptions; classification methodology and employee placement tools; recommended classifications, pay grades or bands, ranges, progression rules, starting-salary practices, and policy changes; implementation cost estimates and transition options; editable reports and tools; employee communications; and three months of post-implementation support. - Notable qualifications and pricing requirements: The consultant must be independent and free of relevant conflicts, with at least seven years of experience developing classification and pay structures and implementation plans. Fees must be itemized and include expenses. - Products: No physical products are requested.

Description

The Town of Apex is seeking proposals from qualified compensation and classification consultants to evaluate and recommend updates to compensation and classification structures for Police, Fire, and designated Communications/911 positions. The work includes reviewing job descriptions, current pay structures and practices, market competitiveness, internal equity, promotional and specialty pay, and implementation procedures. Deliverables include recommendations and updated classification and pay structures, employee placement tools, implementation cost estimates, communication materials, and editable final materials. Proposals are due October 30, 2026, at 5:00 PM EST; the RFP specifies both an electronic PDF and three hard copies.

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