My Profile

Request for Proposals: Employee Compensation Review

Request for Proposals: Employee Compensation Review

Request for Proposals: Employee Compensation Review

Department: Operations                       

Project Lead: Jean-René Noël, Director of Operations

Reference Number: NANB-RFP-2023-01


The Nurses Association of New Brunswick (NANB) is seeking proposals from qualified consultants to conduct a benchmark employee compensation review and make recommendations to update our compensation structure in accordance with the review.

The review shall cover all positions within NANB. The purpose of the project is to review NANB’s existing compensation plan as well as to conduct a comprehensive benchmark market study to ensure that all positions within NANB are internally equitable and externally competitive.

The end product of the review will include recommendations for the following: a wage comparison with comparable organizations and regulators, a compensation plan based on that wage comparison and suggestions for the development of an incentive compensation plan.

Through this RFP, we invite qualified consultants to submit their proposals outlining their approach and strategies to improve our employee compensation plan.  

Background Information

NANB is the regulatory body for all registered nurses (RNs) and nurse practitioners (NPs) in New Brunswick. The purpose of regulation is to protect the public by ensuring RNs and NPs practise in a safe, competent, and ethical manner.

In operation since 1916, the NANB was incorporated under “An act Respecting the Nurses Association of New Brunswick” in the Province of New Brunswick on June 20, 1984. 

The Board of Directors of NANB is the governing body for the organization. Board directors are collectively responsible for strategic direction, risk management, and monitoring of NANB operations to ensure that work is achieved to meet strategic objectives. The twelve-member Board of Directors is comprised of a President, President-Elect, seven Region Directors and three Public Directors.

NANB’s Leadership Team consists of five personnel: the Chief Executive Officer and Registrar, the Director of Policy, Risk and Compliance, the Director of Nursing and Deputy Registrar, the Director of Governance and General Counsel, and the Director of Operations.

NANB employs nearly 25 full- and part-time staff. The Association’s organization is divided into four departments, each headed by one of the above-mentioned directors. NANB’s fiscal year runs from December 1st to November 30th.

NANB has gone through a recent organizational structure change to better align with its ability to meet the ever-changing regulatory requirements of its mandate.  As part of this exercise, all job descriptions have recently been reviewed and updated to reflect current work.

The last employee compensation review was conducted in 2018.


The primary objectives of the employee compensation review are to ensure:

  • All existing staff positions are fairly evaluated against similar positions in comparable organizations and regulatory bodies;
  • NANB has the ability to retain its employee base through competitive and fair compensation; and,
  • There is internal equity amongst staff;
  • That NANB’s compensation structure is competitive with other New Brunswick organizations, who may be competing for the same staff candidates that NANB may be recruiting (or trying to retain).

Scope of Work

The consultant will be expected to address the following components with the analysis of NANB’s existing salary structure:

  • To review the job descriptions of all permanent employees to understand the scope of responsibility, the key job functions, educational and skill requirements required for each position. Individual interviews may be necessary to complement the review of the job descriptions; and
  • To conduct a market salary survey of public and private sector benchmark comparisons similar in size, mandate, etc. to NANB which are selected by the consultant in consultation with NANB;
  • Using the job description review and market salary survey, to provide a recommended salary range and steps based on experience and years of satisfactory performance in employment for each position. A rationale for the level of compensation must be provided for each position.
  • In addition, the consultant shall make recommendations regarding the adoption and structure of an incentive compensation plan. The incentive compensation program would be used to attract and retain qualified professionals and staff.
  • To provide a financial impact of all recommendations and suggestions.

Project Deliverables

The project deliverables and meetings defined below are the minimum requirements for the execution of the project.  Should the proponent feel that it is desirable to produce additional deliverables then these should be described explicitly in the proposal. The following are considered the minimum deliverables:

  • Work Plan (specifying dates for the achievement of key milestones and the end of the project)
  • Communication Plan
  • Progress Reports
  • Draft Report
  • Final Report

Where meetings are planned to review the deliverables, the proponent shall allow for a minimum of one week between the date when the deliverable is available for circulation and the date of the meeting.

Proposal Submission

Interested consultants are invited to submit their proposals by September 29, 2023.  

The proposal should include the following:

  • An overview of the consultant’s background and relevant experience in employee compensation review and related projects.
  • An outline of the proposed approach and methodology to address the objectives mentioned in this RFP.
  • Detailed timelines and milestones for the completion of various project phases.
  • A breakdown of the consultant’s fees and expenses.
  • References from previous clients for similar projects.

Evaluation Criteria

The proposals will be evaluated based on the following criteria:

  • Demonstrated expertise and experience in employee compensation review and relevant projects.
  • Clarity and comprehensiveness of the proposed approach.
  • Feasibility of the proposed solutions within our organizational context.
  • Proposed timelines and ability to meet deadlines.
  • Competitive and reasonable pricing.


  • RFP Issuance: August 28, 2023
  • Proposal Submission Deadline: September 29, 2023
  • Evaluation Period: October 2 – 6, 2023
  • Consultant Selection and Notification: October 6, 2023
  • Project Commencement: October 16, 2023

Contact Information

For questions and submission of proposals, please contact:

Jean-René Noël
Director of Operations
Nurses Association of New Brunswick
165 Regent Street
Fredericton, NB
E3B 7B4

Indicate reference number NANB-RFP-2023-01 in all correspondence or when submitting a proposal.

We look forward to receiving your proposals and partnering with a knowledgeable and experienced Employee Compensation Plan Consultant to ensure NANB has the ability to retain its employee base through competitive and fair compensation.