Specifications include, but are not limited to: • Wage Study – Evaluate existing positions and pay ranges to determine if they are above or below market. Market evaluation should include peer systems and communities with consideration for Flagstaff cost of living and job market. Identify alternative pay ranges and present impact statement for recommended adjustments. • Compensation Administration – Review the existing, approved pay plan and compensation philosophy of the organization. Identify alternates with financial impacts for adopting a different pay plan or compensation philosophy. Evaluate established pay range tables and advise on options for other ways to establish ranges, steps, advancements, etc. Any changes will need to provide adequate recognition of performance and longevity as well as provide for management approval. Prepare impact statements for change of philosophy, i.e. use 75th percentile of market for setting mid-range instead of 50th.