Specifications include, but are not limited to: Articulate, adopt and adhere to a compensation philosophy. No formal compensation philosophy is currently utilized. 2. Consolidate the current 1,800 job classes into appropriate groupings, while considering career progression within a classification structure. 3. Address issues of how pay moves to ensure SOV compensates employees using a modern compensation philosophy and system instead of using classification to move pay. 4. Less formulaic mechanisms for automatic pay movement with a more modern approach. While maintaining a focus on keeping a structure and workforce nimble and to allow for movement of position (and people) in an efficient, equitable, and productive manner. 5. Integrate market analysis into compensation, as opposed to ad hoc approach to market-related determinations. 6. Make the survey more simple, transparent, and easier to understand than the current State’s “Request for Review” form.
