Specifications include, but are not limited to:The RMTA seeks a recommended classification and compensation plan that supports employee recruitment, retention and executive compensation through market competitiveness, is internally equitable, can be efficiently administered, is in compliance with local, state and federal laws and regulations, and is affordable. The Contractor shall work closely with representatives of the RMTA’s Human Resources staff and the senior management of the RMTA. Based on information obtained from job descriptions, questionnaires (or other job analysis methodology), interviews with current RMTA employees, managers, the Human Resources staff, and senior management, the Contractor shall complete a job evaluation analysis. Using the job evaluation analysis, RMTA benefits package and data collected from the market place, the Contractor shall develop recommended changes to the classification and compensation plan, recommend pay ranges, and recommend a job evaluation system for maintaining the classification and compensation plan. The Contractor shall also identify and evaluate alternative pay structures that may be beneficial to the RMTA or to specific positions or job grades. By the first week of May, the Contractor shall present interim recommendations and a drafted pay plan study for review by RMTA representatives. The Contractor shall present a final recommended classification and compensation plan and a pay plan study report by an agreed upon date. The following items shall be addressed by the Contractor in developing a classification and compensation plan: A. Establish a compensation philosophy. B. Benchmark pay ranges for RMTA positions against like positions in the market place. The Contractor shall define the geographical area, identify the organizations, and identify the salary sources. However, the comparative organizations must include the local governments represented on RMTA’s Board (City of Richmond, Chesterfield County, and Henrico County) and a sample of agencies of the Commonwealth of Virginia, to include, but not limited to the Virginia Department of Transportation. Comparison to other toll road operators and several private sector companies shall also be included. C. The Contractor shall identify and utilize one or more method(s) of job evaluation analysis to determine the relative internal worth of RMTA positions. The Contractor shall recommend a job evaluation system or process that can be utilized by the RMTA to maintain the recommended classification and compensation plan. D. Using the information developed in items A, B, and C above, the Contractor shall develop and recommend a classification and compensation plan. In developing this plan, the Contractor shall identify the advantages and disadvantages of an open range plan and a step plan. Other salary methods may be compared and contrasted at the discretion of the Contractor.