Specifications include, but are not limited to: Analyze Current Classification and Job Descriptions of CSEA 579 positions: Provides clear distinctions in different job levels; promotes internal equity; establishes performance standards/job qualifications for all newly created job classifications and provides legally defensible classification specifications in compliance with the American with Disabilities Act (ADA), Fair Employment and Housing Act (FEHA), Fair Labor Standards Act (FLSA) Trains the District’s Human Resources staff to maintain, enhance and use the classification system to identify and consistently apply the system to modify any existing positions or classifications, or create a new position or classification scheme. Compensation Survey: Conduct a compensation study using previously agreed upon districts. Identify appropriate benchmark positions within the districts based on salary, and provide a narrative for each recommendation that explains the basis for the recommendation. Using those positions, create an appropriate compensation structure that recognizes internal equity, yet enables RSCCD to attract and retain a highly skilled work force. The compensation structure will include recommended salary schedules and ranges for CSEA 579 classifications/positions. As it relates to benchmark positions, in the event a large enough pool is not found in which to compare a position, other public districts other than those listed above shall be utilized, upon approval by the RFP workgroup. Moreover, positions shall be deemed comparable if such position contains at least 75% of the duties and responsibilities (including experience and education) as identified in the current job descriptions and/or job questionnaires completed by employees