Specifications include, but are not limited to: 1. Conduct a comprehensive salary and benefits survey to compare current compensation and benefits practice to the labor market; 2. Define the District’s current compensation market position, overall, and by position, by comparing the District’s current pay ranges to the applicable labor market; 3. Provide an analysis of internal salary relationships and make recommendations for necessary adjustments; 4. Present results of survey to the Board, Union and Management at 50%, 75% and 100% completion; 5. Be able to discuss and defend all challenges to the survey; 6. Assist in the development of an implementation strategy (Assistance with preparing the necessary Board correspondence); and 7. Presentation of the final compensation and benefit report to the Board of Directors.