Specifications include, but are not limited to: Review, develop and/or revise our classification and compensation system, philosophies and approaches according to the following elements, all while ensuring our organization’s leadership and long-term strategic direction: Labor market trends and analysis Participating in various compensation surveys Delivering up-to-date decision support research, analysis, data, tools and structures related to compensation and classification On-going development of the organization's competency in compensation and classification related matters Auditing for legal, fair and equitable compensation practices Salary program administration, including merit pay program planning and analysis