The Consultant shall conduct comprehensive classification and compensation services to include, but not be limited to, the following: A. Identify a total list of 20 comparable agencies, from which any 10 agencies can be used to establish comparable compensation for any one LBPUD classification. These 20 comparable agencies can include cities, counties, special districts, and/or a combination thereof. This list must include the City of Long Beach “standard 10 agencies,” Anaheim, Glendale, Huntington Beach, Los Angeles City, Los Angeles County, Orange County, Pasadena, Santa Ana, Santa Monica, and Torrance. The Consultant shall provide a list of comparable agencies for benchmarking purposes, subject to mutual agreement between the Consultant and the Utility. B. For existing LBPUD management classifications, review current pay structure relative to labor market data points and/or recommend possible changes. If challenges arise with identifying industry classifications comparable to those used in the LBPUD, please note those classifications and identify where classification misalignments exist. C. For existing LBPUD management classifications, review total compensation, including but not limited to Base Pay, Tuition Reimbursement, Health Insurance (Medical, Dental, Vision), Deferred Compensation contributions, Employee Retirement Contribution, Auto Allowance, Executive Leave, and Accrual Rates inclusive of all banks compared to labor market data points. D. For existing LBPUD management classifications, recommend a salary range with a minimum and maximum pay rate for each identified executive position title by hourly, biweekly, monthly, and annual rate, in compliance with California Public Employee’s Retirement System (CalPERS) statutory and regulatory requirements for publicly available pay schedules