Compensation Program Review Support Specialist (PR0163)

Compensation Program Review Support Specialist (PR0163)

ProSidian is a Management and Operations Consulting Services Firm focusing on providing value to clients through tailored solutions based on industry-leading practices. ProSidian services focus on the broad spectrum of Enterprise Solutions for Risk Management | Compliance | Business Processes | IT Effectiveness | Engineering | Environmental | Sustainability | and Human Capital. We help forward-thinking clients solve problems and improve operations.

Launched by former Big 4 Management Consultants; our multidisciplinary teams bring together the talents of nearly 190 professionals nationally to complete a wide variety of engagements for Private Companies, Fortune 1,000 Enterprises, and Government Agencies of all sizes. Our Services are deployed across the enterprise, target drivers of economic profit (growth, margin, and efficiency), and are aligned at the intersections of assets, processes, policies, and people delivering value.

ProSidian clients represent a broad spectrum of industries including but are not limited to Energy, Nuclear, Manufacturing, Chemical, Retail, Healthcare, Telecommunications, Hospitality, Pharmaceuticals, Banking & Financial Services, Transportation, and Federal / State Government Agencies.

Job Description

ProSidian Seeks a Compensation Program Review Support Specialist - GSSC [1099 Contractor Program Manager] located : The Hanford Eastern Washington (Tri-Cities - Kennewick | Pasco | Richland) Area to Provide services and support as a Compensation Program Review Support Specialist (PR0163) at The Hanford Eastern Washington (Tri-Cities - Kennewick | Pasco | Richland) Area.

JOB OVERVIEW

Provide Compensation Program Review Support Consulting services as part of general support services for The Department of Energy (DOE) Hanford Site for the Assistant Manager for Business Management, Procurement Support Division (PSD).

RESPONSIBILITIES AND DUTIES

Several Hanford prime contracts include the requirement for a periodic compensation system review in accordance with Federal Acquisition Regulation (FAR) 31.205-6, Department of Energy Acquisition Regulation (DEAR) 970.3102-05-6, and Contract Clause H.5 (a) and (b).

The objective of the review is to ensure that the prime contractor compensation programs will attract and retain competent and productive employees that facilitate the achievement of DOE missions in a cost-effective manner. The prime contractors shall demonstrate evidence of DOE-approved standards in its Total Compensation System.

SCOPE : The Compensation Reviewer shall perform two compensation system reviews one for Central Plateau Cleanup Company (CPCCo) - Richland and one for Hanford Laboratory Management And Integration (HLMI). Regarding size, Central Plateau Cleanup Company (CPCCo) - Richland has six times the number of employees as Hanford Laboratory Management And Integration (HLMI); therefore, Hanford Laboratory Management And Integration (HLMI) will require a much smaller sample size.

BACKGROUND :

• Central Plateau Cleanup Company (CPCCo) is the prime contractor for the safe environmental cleanup of the Central Plateau at the Hanford Site. CPCCo will provide management of site operations for Department of Energy Richland cleanup facilities; facility Deactivation, Decommissioning, Decontamination, and Demolition and waste site remediation; transuranic waste management; Resource Conservation and Recovery Act (RCRA) / Comprehensive Environmental Response, Compensation, and Liability Act (CERCLA) decision documents to support cleanup actions associated with the Hanford Federal Facility Agreement and Consent Order and business core functions to support these efforts.
• Hanford Laboratory Management and Integration, LLC (HLMI) dba Navarro-ATL is an unpopulated LLC formed by two outstanding small businesses, Navarro Research and Engineering, Inc. (Navarro) and Advanced Technologies and Laboratories International, Inc. (ATL). Combining these exceptional operations and analytical firms provides DOE with the most qualified team to support timely and high-quality analytical services at Hanford's 222-S Laboratory. As the prime contractor supporting 222-S in its critical role in achieving the Hanford Site mission (One Team, One Mission), HLMI provides the best value and lowest risk solutions to the complexities of managing the Lab. Before and since the successful contract transition on April 15, 2021, HLMI has been working to unite Analytical, Facility Maintenance, and Operations staff with common performance goals. The contract scope includes both analytical and facility operations with core functions of engineering, environmental safety and health, assurance systems, interface management, and business services.

The Compensation Program Review Support Specialist shall evaluate each prime contractor's compensation program separately to include their individual self-assessments and provide DOE with a written report providing its best professional opinion related to the following (below).

The Compensation Program Review Support Specialist shall allow DOE and General Support Service Contractor personnel to participate in this review alongside Compensation Program Review Support Specialist. While the review should encompass three months, the expected FTE equivalent is approximately 200 hours.

The review will encompass remote document review and onsite review to meet with Compensation Program Review Support Specialists to ask questions, seek clarification of materials, and conduct a random sampling of employee interviews and remote report development.

Compensation Philosophy and Strategy

System for Establishing a Job Worth Hierarchy

Method for Relating Internal Job Worth Hierarchy to External Market

System that Links Individual and Group Performance to Compensation Decisions

Method for Planning and Monitoring the Expenditure of Funds

Method for Ensuring Compliance with Applicable Laws and Regulations

System for Communicating the Programs to Employees

System for Internal Controls and Self-Assessment

System to Ensure That Compensation Reimbursement to Corporate Parent Employees Who