Specifications include, but are not limited to: An analysis of approximately 50 position descriptions in comparison to private and public job market and southeastern state court systems relative to pay and job classification. Development of a compensation plan with pay ranges and objective criteria to measure the value of a position. The plan must be able to accommodate for organizational change and growth. A means to analyze appropriate pay for an incumbent employee as well as new hires, reclassification, promotions, additional duties, performance increase, and etc. Ability to make recommendations for the development of career paths for select positions. Implementation to include recommendations for all current employees with adjustments to job classifications as needed. Adjustments to salaries based on criteria such as longevity and internal parity.