Specifications include, but are not limited to: Review and provide recommendations on salary ranges to ensure market competitiveness. 5.2 Review salaries/wages of all full time staff for any equity issues across various demographic sectors. 5.3 Complete a comprehensive review of full time staff job descriptions, including recommendations for language changes to ensure consistency among jobs with similar scope and responsibilities. 5.4 Provide best practices for a merit or performance based compensation program that includes a component to reward exceptional job performance. The compensation process must: a. Position the college to maintain a competitive position in relevant labor markets b. Be flexible to adapt to changing market needs c. Ensure equity across various demographic sectors d. Be easy to explain to employees impacted by the plan e. Be sustainable and manageable by the HR team f. Represent best practices in higher education compensation