Specifications include, but are not limited to: 1. Review all current job classifications. Analyze, document, and validate classifications for knowledge, skills, abilities, essential functions, education and experience, relevance and hierarchical consistency, supervision received and exercised, any special requirements, licensing and/or certifications and FLSA status of each position. 2. Identify and recommend appropriate job families, job classifications, salary ranges for existing or proposed positions. 3. Conduct interviews with employees and appropriate supervisory and management personnel to validate job descriptions and allow input into the development or revision as needed. 4. Recommend appropriate job evaluation method to evaluate all classifications in developing a hierarchy of positions based on the value of each job to MBC. 5. Determine appropriate labor market for MBC’s annual compensation study (which should not be limited to one single source). Develop a strategy for merit raises and other pay increases such as cost-of-living adjustments, bonuses, annual reviews, and promotions. ; Prepare written report of recommendations, including discussion of method, techniques, and data used to develop the Classification & Compensation Study.