Specifications include, but are not limited to: The project shall design a comprehensive classification and compensation system for possible College adoption, covering all permanent administrative/exempt positions except the President. The system must include the following, or alternatives which are shown to be likely to accomplish the same purposes: Updated job descriptions for each position. While some job descriptions are current, others are significantly out of date; Useful classifications for existing positions (including, as appropriate, job families in which to group those classifications), plus methodology for reclassifying positions and for placing new positions into the proper administrative/exempt classifications; Methodology and protocols for determining position titles which appropriately reflect College reporting relationships and organizational hierarchy and are consistent, as feasible, with comparable positions in higher education organizations; Methodology for determining compensation for each classification (or individual position, as necessary), based on appropriate criteria—such as, for example: responsibilities and oversight of college programs, services, reputation, legal/financial systems, personnel, safety, and compliance, as well as reporting level, policy-making requirements, and any special or unique consideration associated with position responsibility or scope. Other considerations should be granted for required education, credentials, and other minimum qualifications. This methodology should include provision for updating in the future; Methodology for determining compensation increases, including appropriate criteria for increases (possibly, for example, besides those in the preceding item: longevity, training received, level of performance, and/or extra services to the College) in the percentages or amounts of increases; Implementation strategies and cost scenarios; and, A final written report, including relevant data, analysis, and conclusions and recommendations.