Project Information

Bid Title

Grand County Pay and Classification Plan Update

Issuing Agency

Grand County

Location

Colorado

Published Date

Jan 16, 2026

Closing Date

Feb 27, 2026

Government Level

State & Local

Status

Closed

Original Source

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Bid Documents

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Project Description

Bid Title:	Grand County Pay and Classification Plan Update
Category:	Services
Status:	Open

Description: Grand County is seeking proposals from qualified professional consulting firms or individuals to conduct a comprehensive Pay and Classification Plan Update. Bid proposals are due to Grand County Human Resources by no later than February 27, 2026.  Grand County reserves the right to accept or reject any and all bids and may not select the low bidder.  Grand County reserves the right to cancel this RFP for any reason whatsoever. Publication Date/Time: 1/16/2026 12:00 AM Closing Date/Time: 2/27/2026 5:00 PM Contact Person: Colleen Reynolds Human Resources Director Office: 970-725-3047 308 Byers Ave., P.O. Box 264 Hot Sulphur Springs, CO 80451 Related Documents: Pay Plan RFP

Attachment Preview

REQUEST FOR PROPOSALS (RFP)

GRAND COUNTY PAY AND CLASSIFICATION PLAN UPDATE

Grand County invites proposals from qualified professional consulting firms or individuals to

conduct a comprehensive Pay and Classification Plan update. The County’s goal is to establish a

modern, competitive, and sustainable compensation structure that ensures internal equity and

external market competitiveness for all positions.

I. Project Overview

The County currently maintains a compensation plan covering approximately 200 positions

across a 15-step pay scale. The Sheriff’s Office operates under a separate plan for some of their

positions. A goal of this update is to evaluate, and if feasible, integrate law enforcement roles

into a County-wide classification system.

Strategic Objectives:

 Market Alignment: Align pay ranges with current Colorado labor markets.

 Plan Structure: Evaluate the feasibility of integrating specialized law enforcement and EMS

scales into one cohesive plan.

 Staffing Sustainability: Develop a structure that enhances recruitment and long-term retention.

Maintain a competitive, sustainable structure for long-term staffing.

 Regulatory Compliance: Review job titles and grade assignments for FLSA compliance and

modern job content.

 Internal Equity: Ensure consistent pay practices for promotions, demotions, and lateral

transfers.

 Progression Modeling: Recommend methods for rewarding performance and longevity for

employees at the top of their pay grades.

II. Scope of Services

The project will be executed in three distinct phases:

Phase I – Discovery and Evaluation

 Conduct an orientation with County leadership, Department Heads and Human Resources to

understand organizational functions.

 Review of current class specifications for approximately 240 regular full-time employees.

 Analyze the efficacy of the current 15-step structure and 3% step increments, as well as Sheriff

and EMS step structures.

Phase II – Market Analysis and Plan Design

 Salary Survey: Conduct a market study using applicable and comparable Colorado counties and

towns.

 Benefit Comparison: Perform a high-level comparison of peer benefits to assess total

compensation competitiveness.

 System Development: Create flexible salary schedules and model various cost-of-living and

structural shift scenarios.

 Fiscal Impact: Provide detailed implementation plans with multi-year cost estimates, as

needed.

Phase III – Implementation and Ongoing Support

 Provide one year of ongoing technical support following project completion to assist with plan

administration, new job descriptions and step-placement questions. Grand County may seek to

extend this support beyond one year.

III. Submission and Minimum Requirements

Proposals must be received in the Department of Human Resources no later than February 27,

2026.

Minimum Qualifications:

 Completion of at least three similar projects for Colorado county governments in the last five

years.

 Demonstrated expertise in law enforcement, EMS and local government compensation.

 Lead consultant must have at least five years of public sector classification experience.

Submittal Package:

 Firm Profile: History of the firm and resumes of key personnel assigned to the project.

 Methodology: A detailed narrative of your approach to market surveys and internal equity.

 References: Contact information for at least three municipal or county clients for whom similar

work was performed.

 Timeline: Proposed schedule for the project finishing within six months of contract execution,

with preliminary market analysis and recommendations by August 1, 2026.

 Cost Proposal: A "not-to-exceed" total fee, inclusive of all expenses, with a proposed payment

schedule.

Proposals may be emailed to Colleen Reynolds, Human Resources Director

(creynolds@co.grand.co.us).

IV. Deliverables

 Market Analysis Report: Comparative data against peer organizations.

 Pay Plan Manual: A comprehensive guide for administration, hiring and pay progression.

 Dynamic Modeling Tools: Electronic scales (Annual and Hourly) to model structural shifts.

 FLSA/Classification Report: Final recommendations for exempt/non-exempt status and grade

assignments.

V. Terms and Conditions

 Submission Deadline: February 27, 2026

 Submission Method: Email proposals to Grand County Human Resources, hr@co.grand.co.us.

 Contract Execution: The successful bidder shall enter into a Services Contract with the Grand

County Board of County Commissioners.

 Contract Term: The project is to be completed no later than six months after contract execution

and is subject to annual appropriations.

 Right to Reject/Cancel: Grand County reserves the right to reject any and all proposals or

cancel this RFP at any time without notice.

 Best Value: The low proposal may not necessarily be the awarded proposal.

 Insurance: Contractor must be fully licensed and insured in Colorado, including Workers'

Compensation and Liability with $1,200,000 minimum limits.

 Ownership: All work products are the sole ownership of Grand County.

 Independent Contractor: The contractor is an independent contractor and not an employee of

the County.

 Governmental Immunity: Nothing in the agreement constitutes a waiver of the County's

Governmental Immunity.

VI. Inquiries and Clarifications

For more information or to submit questions regarding this proposal, please contact:

Grand County Human Resources

Phone: (970) 725-3047

Email: hr@co.grand.co.us

Commodity Codes

• NAICS 541511Custom Computer Programming Services
• NAICS 541512Computer Systems Design Services
• NAICS 541690Other Scientific and Technical Consulting Services

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