Specifications include, but are not limited to: 3.1 To review the salary grades (exhibit A) to quantitatively evaluate and determine market competitiveness of each position using a methodology that will construct a relative ranking of positions and to produce or update the classification and compensation plan, including pay and structure. This plan should be internally equitable and competitive in external markets both public and private, utilizing both public and private sector data. 3.2 To review and recommend proper classification of each position relative to exempt and nonexempt status in accordance with Fair Labor Standards Act (FLSA) and State of Delaware wage and hour regulations. 3.3 To determine the City’s level of market competitiveness related to wages paid. . 3.4 To review and recommend any changes to the current fringe benefit and salary structure due to comparable benefits. 3.5 To produce an overall plan, forms and procedures that are clear and understandable in order to promote City Council and public acceptance of the process and results. The consultant is expected to interview the members of City Management team and the Mayor and Council to determine expectations and create buy in to the compensation plan and policy.
