The process focused on understanding the work performed—not job titles—by reviewing Position Description Questionnaires (PDQs), job descriptions, job shadowing, occupational panels, and interviews with department leadership.

Classification and benchmarking decisions considered job duties, scope and complexity, decision-making authority, and organizational impact. This approach provides a transparent, defensible foundation for classification and pay grade placement while supporting internal equity, external competitiveness, and long-term compensation management.