Project Information

Bid Title

Request for Proposals - 2026 Compensation Study

Issuing Agency

Oskaloosa city

Location

Iowa

Published Date

Feb 9, 2026

Closing Date

Mar 9, 2026

Government Level

State & Local

Status

Closed

Original Source

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Bid Documents

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Project Description

Bid Title:	Request for Proposals - 2026 Compensation Study
Category:	Current bid postings
Status:	Open

Description: The city of Oskaloosa, Iowa is soliciting proposals from qualified compensation consulting firms to conduct a comprehensive, city-wide compensation study. The study will evaluate the city’s current pay and classification systems to ensure competitiveness within relevant labor markets, internal equity among positions, and compliance with applicable employment laws. The selected consultant will conduct a detailed review of job classifications, salary structures, and benefits; perform external market comparisons; identify pay compression and classification issues; and recommend a modern compensation framework that is transparent, defensible, and easy to administer. The study will culminate in a recommended salary structure with defined pay grades and ranges, updated job descriptions, and a fiscally responsible multi-year implementation plan. The consultant will also provide training for designated city staff and present findings to City Council and management. Proposals are due March 9, 2026, and will be evaluated based on experience, approach, qualifications, work quality, schedule, and overall value to the city. The city anticipates selecting a firm in late March 2026, with City Council consideration in early April. This initiative reflects the city’s commitment to attracting and retaining a skilled workforce while maintaining responsible stewardship of public resources. The city of Oskaloosa reserves the right to reject any and all bids submitted. Publication Date/Time: 2/9/2026 7:30 AM Publication Information: The city of Oskaloosa is accepting RFP's for professional services for a Compensation Study Closing Date/Time: 3/9/2026 4:00 PM Submittal Information: Submit to City Manager - Electronic submissions only Contact Person: Shawn Metcalf, City Manager Pamela Nimtz, City Clerk-Finance Director Download Available: /DocumentCenter/View/4824/City Business Hours: 7:30 AM to 4:00 PM Fax Number: 641-673-3047 Miscellaneous: Projected Timeline February 9, 2026                RFP released February 17, 2026        Any questions concerning the RFP are due by email to Shawn Metcalf (smetcalf@oskaloosaiowa.org) and Pamela Nimtz (pnimtz@oskaloosaiowa.org). February 20, 2026        Complete list of questions received by email and answers to questions will be sent to prospective respondents and attached to the RFP post on the city’s website. March 9, 2026        Proposal submission deadline. All proposals will only be accepted electronically by Shawn Metcalf at smetcalf@oskaloosaiowa.org. Emails will use the subject line: 2026 Compensation Study RFP. March 27, 2026        Recommendation of firm by evaluation committee. April 6, 2026                City council considers agreement with selected bidder. Related Documents: City of Oskaloosa - RFP 2026 Compensation Study

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City of Oskaloosa, Iowa

220 South Market Street

Phone: 641.673.9431 Fax: 641.673.3047

REQUEST FOR PROPOSAL: COMPENSATION STUDY

Overview of the City of Oskaloosa

The city of Oskaloosa is the county seat for Mahaska County. Population as of the 2020 census was 11,558,

and the city provides a wide range of public services to residents and business. The city operates under a

Mayor-Council form of government, with an appointed City Manager for administration and day-to-day

operations.

The study covers all employee positions in Administration, Police, Fire, Public Works (Streets and Parks), Pool,

Library, and Development Services. There are 50 full-time, 24 part-time, and approximately 30-50 seasonal.

Project Purpose

The city of Oskaloosa has not undertaken a comprehensive compensation, city-wide compensation study in

recent years. The primary purpose is to analyze, develop and assist in the implementation of a comprehensive

compensation system. The priority is to develop a compensation plan that enhances the city’s ability to

attract, retain and motivate a qualified and diverse workforce to continue excellent public service. The final

compensation plan must be easily maintained to accommodate job changes over time.

Current Job Classifications

The following job classifications will be considered as part of the compensation study. The city understands

recommendations from research and consultation may include new job classifications, elimination of current

positions, combining of positions, changes in exempt/non-exempt status, and other considerations.

Police Department:

Non-bargaining positions: Police Chief, Police Lieutenant, Police Sergeant (including K9 officer), Management

Analyst (administrative position)

Bargaining positions: Police Patrol Officers (including SRO positions), Community Service Officer

Fire Department:

Non-bargaining positions: Fire Chief, Fire Captains, Reserve fire fighters

Bargaining positions: Fire fighter (shift), Fire fighter (day)

Development Services:

Development Services Director, Building Inspector, Management Analyst (administrative position)

City Hall • 220 South Market Street • Oskaloosa, IA 52577

www.oskaloosaiowa.org

City of Oskaloosa, Iowa

220 South Market Street

Phone: 641.673.9431 Fax: 641.673.3047

Public Works:

Public Works Director, Street Supervisor, Engineer Technician, Lead Motor Equipment Operator, Motor

Equipment Operator I, Motor Equipment Operator II, Auto Mechanic, Part-time Public Works, Seasonal Public

Works

Library:

Library Director, Library Administrative Assistant, Children’s Librarian, Information Technology Library,

Library Assistant, Library part-time positions

Parks:

Parks & Recreation Community Services Director, Park Maintenance Operator, Parks seasonal employees,

Pool seasonal employees

Administration:

City Manager, Management Analyst (administrative position), City Clerk/Finance Director, Deputy City Clerk,

Payroll/HR Clerk, Building Specialist

Goals of the Compensation Study

The city of Oskaloosa’s current classification and compensation structures have evolved organically over

many years. While individual positions have been reviewed periodically, a comprehensive analysis has not

been conducted in recent history . This situation is common in municipalities and can lead to challenges in

maintaining market competitiveness and internal equity. Completion of the study will ensure the following

goals:

• Attract and retain a highly qualified, diverse, and motivated workforcecapable of meeting the current

and future needs of the community.

• Ensure positions performing similar work with essentially the same level of complexity, responsibility,

knowledge, skills, and abilities are properly classified.

• Provide salaries commensurate with assigned duties.

• Provide salaries and benefits that are competitive with comparable public and private sectors.

• Establish a clear, consistent, and defensible pay structure that is transparent and easy for employees

and management to understand and administer.

• Identify area of opportunity for additional positions or restructuring of existing positions to meet

current and future business needs.

• Complete study and recommendations presented to the city no later than September 1, 2026.

City Hall • 220 South Market Street • Oskaloosa, IA 52577

www.oskaloosaiowa.org

City of Oskaloosa, Iowa

220 South Market Street

Phone: 641.673.9431 Fax: 641.673.3047

Desired Scope of Services

The study will evaluate the present salary and benefit structure as compared to comparable positions in the

private and public sectors. The consultant will provide the following:

• Review the current compensation and pay ranges for all city positions.

• Identify factors and appropriate weights which accurately reflect the value of the different types of

work. Consideration should be given to potential interim positions during management transition.

• Recognize the city’s collective bargaining obligations. Recommendations for bargaining unit positions

will be advisory and structured to support, but not replace, the collective bargaining process.

• Evaluate positions in comparison to local market conditions for entry level, professional, and

management personnel. The external market survey should include ten or more comparable

organizations (at least three-fourths will be cities with a population of 10,000 to 15,000), and a

minimum of three major private and/or public sector market competitors. Comparable markets will

be determined in consultation with city. The market survey should compare actual job content and

duties of positions to comparable jobs in other organizations.

• Provide evaluation of employee benefits as part of the market survey, including health insurance plan

coverage, employer contributions, wellness programs and incentives, vacation, sick time,

pension/retirement programs, and leave policies.

• Provide a report between survey date and current pay structure with alternatives and estimates of

fiscal impact at various percentage relationships to current market rates.

• Analyze and recommend updates to present compensation structure that are competitive with local

public and private sector labor market competitors and ensure internal equity that is inherently non-

discriminatory. Identify positions experiencing pay compression, define the degree of compression,

and present corrective strategies with fiscal impacts. Review exempt/non-exempt positions and

provide recommendations on transitions between classes.

• Recommend a compensation system that meet all legal requirements, be nondiscriminatory, and

provide compliance with all pertinent Federal, State, and Local laws.

• Develop a new salary structure that includes recommended pay grades and salary ranges (minimum,

midpoint, maximum) for each position, and maintains the current scale structures.

• Prepare new written comprehensive job descriptions (in Microsoft Word format) for all city positions.

Job descriptions should include, but are not limited to job title, FLSA designation, pay grade,

department, general statement of job, essential and nonessential duties, essential safety functions,

supervisory responsibilities (if needed), minimum training/experience, and minimum physical

requirements in compliance with the Americans with Disabilities Act (ADA). Job descriptions must be

legally defensible for FLSA, ADA, and pay equity purposes and suitable for use in grievance,

arbitration, or litigation contexts.

City Hall • 220 South Market Street • Oskaloosa, IA 52577

www.oskaloosaiowa.org

City of Oskaloosa, Iowa

220 South Market Street

Phone: 641.673.9431 Fax: 641.673.3047

• Develop and present a fiscally responsible, multi-year implementation strategy designed to minimize

budget disruption. The plan should include at least three (3) distinct costing options for the city’s

consideration.

• Recommend clear and consistent policies for administering the new pay plan, including guidelines for

starting pay for new hires, handling promotional pay increases, and managing employee movement

through their assigned salary range. Policies will include an employee appeal process.

• Provide comprehensive training to the City Manager, City Clerk/Finance Director, Payroll/HR Clerk

and other designated staff on how to administer and maintain the system.

• Present information up to four times to City Council, Department Heads and/or management staff.

Specifications and Submission Requirements

Proposals will include the following information:

1. Name of the firm and brief history of experience in similar work product. Provide a brief history of

the firm, size, ownership structure, and office location completing work.

2. A list of at least three similar projects for municipal clients performed within the past five years.

3. Provide complete resumes for the proposed project manager and all key personnel assigned to the

project. Include specific roles and relevant experience in public sector compensation.

4. Description of the approach and plan for performing services outlined in the Desired Scope of Services

above, including:

a. Statement of methods and procedures with a detailed description of the plan to accomplish

the work. The description should include the approach, methodology, and procedures used

to gather the data analysis finding and develop recommendations.

b. Content of work product that describes how the work product will be presented upon

completion. Provide a sample of how information will be presented or copy of previously

completed study from a similar project.

c. Work schedule indicating the status completion dates and key tasks/milestones for

implementation of the proposed plan.

5. At least three references of equivalent clients (municipalities of similar size and projects of similar

complexity), including contact name, address, phone number, and email.

6. A fixed, no-to-exceed fee for services presented in the proposal. Include a description and estimate

of any expenses billed separately from professional fees.

7. A sample contract to be used if selected by the city of Oskaloosa. The city of Oskaloosa reserves the

right to require its own contract or contract terms including, without limitation, terms generally used

by the city of Oskaloosa or required by Iowa or federal law, or otherwise protective of the city of

Oskaloosa or that which is deemed helpful.

8. Any costs related to addressing employees under collective bargaining agreements.

City Hall • 220 South Market Street • Oskaloosa, IA 52577

www.oskaloosaiowa.org

City of Oskaloosa, Iowa

220 South Market Street

Phone: 641.673.9431 Fax: 641.673.3047

Proposal Evaluation Criteria

Proposals will be evaluated by the City Manager, the City Clerk/Finance Director, the Payroll/HR Clerk and

other staff assigned to the RFP committee. The award will be made to the firm based on the following

considerations:

• The firm’s understanding of and familiarity with this type of project. Demonstrated experience

understanding, creating and implementing compensation and pay plan designs for city environments.

• A clear understanding of the city’s objectives and logical, realistic work plan.

• Qualifications and specific public sector experience of the assigned staff proposed for the project.

• Quality of work based on review of references.

• Schedule of completion demonstrates work will be completed on a timely basis.

• The city will review each proposal for competitiveness, clarity and overall value relative to the scope

and quality of services offered. Although a significant factor, cost may not be a dominant factor.

The bidder is responsible for providing all information requested in the RFP and failure to do so will result in

disqualification. During evaluation, the city of Oskaloosa may request firms to answer further questions

about their proposal. The city of Oskaloosa reserves the right to reject any and all proposals submitted. All

reports rendered to the city of Oskaloosa shall be the exclusive property of the city of Oskaloosa.

The RFP is not a contract and creates no legal rights for persons or entities submitting proposals.

City of Oskaloosa contacts:

City Manager

Shawn Metcalf

City Clerk/Finance Director Pamela Nimtz

smetcalf@oskaloosaiowa.org

pnimtz@oskaloosaiowa.org

Projected Timeline

February 9, 2026

RFP released

February 17, 2026

Any questions concerning the RFP are due by email to Shawn Metcalf

(smetcalf@oskaloosaiowa.org) and Pamela Nimtz

(pnimtz@oskaloosaiowa.org).

February 20, 2026

Complete list of questions received by email and answers to questions will be

sent to prospective respondents and attached to the RFP post on the city’s

website.

City Hall • 220 South Market Street • Oskaloosa, IA 52577

www.oskaloosaiowa.org

Commodity Codes

• NAICS 541611Administrative Management and General Management Consulting Services
• NAICS 541618Other Management Consulting Services
• NAICS 541690Other Scientific and Technical Consulting Services

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