Specifications include, but are not limited to: Review current job descriptions to analyze knowledge, ability, education, experience, relevance, and hierarchical consistency. Conduct in-person interviews of select staff, if necessary to complete analysis. Propose, where appropriate, modification of the current pay structure. Recommend additions, deletions, ormodifications to existing classifications. Make recommendations to FLSA exempt or non-exempt status of positions. In conjunction with City staff, identify external comparator jurisdictions to survey for both wages and total compensation. Survey comparator jurisdictions for both wages and total compensation. Analyze results and develop appropriate pay structures for City taking into account compression and internal equity. Identify any current compensation inequities and provide recommended corrective actionplan and process to remedy.Conduct equal pay analyses of recommended pay structures in compliancewith the Oregon Equal Pay Act.Train City HR staff on methodology used to assess job classifications in order to maintain internal equity when adding, deleting, or modifying jobs in the future. Train City HR staff on methodology used to conduct equal pay analysis. Provide written documentation of assessment methodology and equal pay analysis and tools necessary to support City staff for on-going maintenance and administration of the classification and compensation structures and future equal pay analyses. Provide periodic status reports to City as requested.