Specifications include, but are not limited to: Offerors shall base their proposal on providing the following, at a minimum, in the development of the studies: 3.1 Classification Study 3.1.1 Conduct interviews and/or job audits as appropriate. Interviews and/or job audits may be conducted individually or in groups based upon position. 3.1.2 Update job descriptions to uniformly reflect the distinguishing characteristics, essential job functions, minimum qualifications (education/experience and knowledge/skills/abilities), working conditions (physical demands, work environment, and travel requirements), and certification/licenses/registrations requirements for classification as needed. 3.1.3 Identify Fair Labor Standards Act (FLSA) status (exempt/non-exempt) for each position. 3.1.4 Present proposed recommendations to the Town’s Senior Leadership team for review prior to making final classification determinations. 3.1.5 Finalize class specifications and recommend appropriate classification for each position. 3.1.6 Submit recommendations for appropriate implementation measures. 3.1.7 Provide a straightforward, easily understood, plan and maintenance system that Human Resources will use to keep the classification system current and equitable. The classification system should be provided in electronic format. 3.1.8 Conduct a comprehensive training program for Town department heads to ensure that managers can explain and assist Human Resources in administering the new system now and in the future. 3.2 Compensation Study 3.2.1 Review the Town’s current compensation plan (salary grade levels) and merit pay program to understand current situation and challenges. 3.2.2 Work with the Town’s Senior Leadership team to identify comparable labor markets, including private and public sector employers, for compensation survey. 3.2.3 Develop and conduct a comprehensive compensation and benefits survey. 3.2.4 Prepare a new salary structure based on the results of the survey and best practices. 3.2.5 Recommend an appropriate salary range for each position and an appropriate salary for each current employee based on the survey results, internal relationships, equality and equity; 3.2.6 Recommend implementation options, including the projected cost of each version.