Specifications include, but are not limited to: Phase I – Job Description Analysis Gather the necessary information to evaluate, update, and organize all job descriptions to reflect current responsibilities and requirements including: Job title. Summary and objective of the job (purpose of the position). Primary responsibilities. Supervisory responsibilities, if applicable. Education and experience (minimum and preferred qualifications). Competencies (required knowledge, skills, and abilities). Phase II – Salary Structure Analysis & Compensation Benchmarking Perform a review of existing salary grade structures; evaluate for existing structures (2) for total numbers of grades, salary ranges per grade, and model differences to support specialized departments and regional pay differences. Review and evaluate updated job descriptions specific to titles and job families; focus on consolidating jobs as appropriate based on responsibilities and updating job families in which titles are structured to represent progressive levels of responsibilities, impact, and competencies.