Specifications include, but are not limited to: 2.1 Develop a proposal for a compensation program that is fair, equitable, and competitive with other counties in the surrounding geographic market area 2.2 Evaluate current pay grades, i.e. number of pay grades, including additions, deletions, and/or consolidations; appropriate spread between minimum and maximum of pay ranges and recommend a strategy for improvements. 2.3 Develop a classification system that facilitates ongoing compensation analysis and reporting based on similarly-situated employees, similar skills, qualifications, responsibilities, and pay, using job family grouping and EEO job categories that comport with EEOC guidelines for government employees. 2.4 Review position titles (including supervisory/management) and recommend a titling structure which defines consistent levels of responsibility across the organization.