Specifications include, but are not limited to: The consultant shall develop recommendations for a compensation system based on the following: 1. Review of Job Descriptions The consultant will be provided with all job descriptions for the organizations. Based on the job descriptions, the consultant will determine appropriate private and public sector benchmark comparisons also taking into consideration the corresponding essential functions, skills, abilities, education/experience, supervision received, etc. Employees should be interviewed, if necessary, to ensure accurate benchmarking. 2. Employee Benefits Review Evaluate and comment on the quality, employee cost and level of the Authority’s employee benefits package. (Employees are not compensated by tax revenues of the State of Connecticut or a part of the State’s benefit program.) 3. Market Survey The consultant shall perform a market salary survey of private and public sector benchmark comparisons similar in size, population, economic climate, proximity to a major city, etc. to the Authority which are selected by the consultant in consultation with the Authority. Such market survey should include the hours worked per week by employees in the various positions in those comparable communities in an effort to consider both internal and external equity. Compare all employee salaries to internal and external markets. We would also like the Authority compensation data to be broken down by gender and race to ensure equitable pay in each of these areas. Determine if there are compression or inequity problems with the Authority and make recommendations for the Authority to make improvements.