Specifications include, but are not limited to: The study, when complete, will create a recommended PLAN for salary schedule changes and classifications that can be allocated to pay grades on the salary schedules in a manner that provides internal equity as well as the ability to attract and retain highly qualified employees. The plan’s goal will be to have the lowest financial impact on the district’s operation budget. ; Analyze and review all positions and determine where possible classification problems exist. Allocate positions into a more streamlined classification structure according to difficulty and level of responsibility using a factor evaluation or other acceptable quantitative evaluation method, which would assure internal equity and external competitiveness. Develop detailed definitions for each classification. Develop salary recommendations for each job classification identified in the classification study. ; Provide methods/systems to insure internal and external equity (e.g., proper job evaluation tools, labor market salary surveys, the timing and frequency thereof, etc.) Develop policies and procedures, as well as a proposed training program to ensure that the district can implement, administer, and maintain the recommended compensation plan. Simplify salary schedules in order to be user-friendly to all stakeholders and understandable to the public. Identify benchmark positions to be included in the study. Execute a market study of those positions from similarly sized school districts and local and private sector employers.