Specifications include, but are not limited to: C.3.1 Pay Equity Study. The selected proposer shall be expected to complete and submit a pay equity classification study of the County’s Salary Schedule & Job Classification Descriptions, which can be viewed at http://www.co.linn.or.us/Pay%20Tables/perr011.htm. Specifically, the selected proposer will be expected to meet the following, or similar, objectives for the study: C.3.1.1 Pursuant to the Oregon Equal Pay Act, conduct an equal pay analysis of both compensation structures and individual compensation to identify whether any wage disparities exist among employees performing work of comparable character. C.3.1.2 Review current position descriptions and classifications to analyze and identify jobs entailing work of comparable character including work that requires substantially similar knowledge, skill, effort, responsibility, ability, education, experience, relevance, working conditions and hierarchical consistency. C.3.1.3 Review and revise current position descriptions and classifications using questionnaires and interviews to analyze and identify jobs entailing work of comparable character including work that requires substantially similar knowledge, skill, effort, responsibility, ability, education, experience, relevance, working conditions and hierarchical consistency. A function of this process may be to conduct an FLSA review for exempt status of each position. This process will likely yield recommendations on titles, classification, and/or job descriptions in accordance with the law. C.3.1.4 Develop, administer, and analyze position questionnaires, as needed to ensure compliance with the Oregon Equal Pay Act, and conduct in-person interviews of select staff, if necessary to complete analysis. C.3.1.5 Gather and analyze any other necessary information such as staff demographics, bona fide factors that may contribute to pay differentials and/or job application materials to assess any wage disparities among employees who perform work of comparable character to assist the County in assessing compliance with the Oregon Equal Pay Act. C.3.1.6 Recommend modifications (if any) to compensation philosophy, structure, systems, policies, and/or individual compensation to eliminate any and all potential unlawful wage disparities identified by the study. C.3.1.7 Assist the County in developing a compensation philosophy, plan, structure, and associated policies to guide classification and compensation decisions to enable the County to easily implement, administer and maintain a pay grade and salary range structure in compliance with the Oregon Pay Equity Act. C.3.1.8 Train County hiring staff on methodology used to assess job classifications in order to maintain internal equity when adding, deleting, or modifying jobs in the future. C.3.2 Deliverables. The selected proposer shall be expected to produce and provide the following deliverables to the County (documents to be provided in an electronic medium in PDF 2.0 format): C.3.2.1 Periodic status reports to the Linn County Administrative Officer and Linn County Attorney’s Office as requested, but no less frequently than monthly. C.3.2.2 A final detailed, comprehensive report with executive summary and presentation materials to the Linn County Administrative Officer and Linn County Attorney’s Office, with various opportunities for review being provided prior to finalization. C.3.2.3 A detailed list of recommended actions to correct any potentially unlawful wage differentials that were identified by the study, including a calculation of the estimated cost of implementing the changes, to the Linn County Administrative Officer and Linn County Attorney’s Office. C.3.2.4 Present findings and recommendations to the Linn County Board of Commissioners