Salt Lake County (SLCo) is seeking information for a software tool encompassing all aspects of employee compensation administration with modules such as pay equity analysis and job description mgmt.
Background
In 2022, a sole source request was approved to switch from MarketPay, the current PayScale compensation pricing software, to PayFactors, a software option also from PayScale. The smooth transition to PayFactors enabled the compensation team to quickly upload purchased survey data and meet the 2023 goal of pricing a significant number of jobs for the 2024 budget recommendations. Now for 2024, legislative intent has been set for all jobs at the County to be priced in time for 2025 budget preparation (end of July 2024 target). The compensation team currently has 25% headcount vacancy and has completed a large project to get regional compensation data loaded into PayFactors, thus saving the time it takes to manually enter said data.
Uploading regional data has set the system up for an easy reload of annual data, with benefits extending past 2024. While this project has made a significant difference in the team's potential to meet the legislative intent deadline, an RFI has been issued to bring in outside help as the workload may be too much for the County compensation team to complete on their own. The 'Pay for Performance' legislative intent that was set in 2022 has created a compensation project in which all aspects of how pay is set at Salt Lake County are being reviewed and potentially modified. This is a massive project which is targeted to be implemented late in 2024. These two legislative intent-driven projects are the top priorities of the compensation team. The scope of these projects will not allow sufficient time for a full RFP process for this tool. The work that has been done since the implementation of the PayFactors software represents thousands of working hours that will be all for naught if a different tool is selected during an RFP process.
Queries in PeopleSoft have been set up for the upload of County data and reports have been configured in PayFactors to provide the information needed for budgeting decisions. The Compensation team is trained on PayFactors, allowing the time-intensive process of determining market rates for each classification to move along smoothly. Completing an RFP process in 2024 would put the two projects that were assigned by Council through legislative intent in jeopardy, and if a different vendor was ultimately selected through said process, would put the compensation team back at square one with ongoing market pricing of jobs as data compiled in the PayFactors software would not be able to be utilized in any other platform.
Work Details
Salt Lake County (SLCo) is seeking information for a software tool encompassing all aspects of employee compensation administration with modules such as pay equity analysis and job description management. The Division of Contracts and Procurement has received a request to purchase from a 'sole source' vendor.
PayFactors software is a SaaS tool encompassing all aspects of employee compensation administration with modules available for functions such as pay equity analysis and job description management. Geographic differentials are provided within the software, and it has the potential to easily integrate with PeopleSoft for data updates. The most important difference is the two built-in survey sources providing salary information for national as well as regional and local area survey data.
Period of Performance
The estimated costs are $67,725 per year ($203,175 contract total) for Option A (3-year renewal) from December 1, 2024 through November 30, 2027 or $70,950 per year for Option B (1 year renewal) from December 1, 2024 through November 30, 2025.
Place of Performance
Salt Lake County
