Specifications include, but are not limited to: 1. Conduct a comprehensive compensation and benefit study and develop recommendations and propose options for a compensation and benefit system for existing and proposed positions to ensure competitiveness with other organizations in the greater Providence area and where appropriate comparable positions available on a remote basis. COMPARISONS SHOULD PRIMARILY BE WITH PRIVATE SECTOR POSITIONS, NOT STATE POSITIONS AS RISLA EMPLOYEES ARE NOT STATE EMPLOYEES AND DO NOT HAVE STATE BENEFITS. 2. Conduct an introductory meeting (live or teleconference) with RISLA to create a timeline and discuss the selection process in general for employers to be used for comparisons (market survey). 3. Be able to meet with and thoroughly review with senior management our organizational chart, and current and proposed job descriptions and qualifications in order to ensure market data for each job is complete to make valid comparisons with positions of equal responsibility and scope of work (make/assess internal equity and external competitiveness). This should include a review of each position’s job duties through discussion or interview or comprehensive survey of employee and supervisor for each position.
