Methodology Demo Suite
The analytical product, before the engagement.
Each card below is a working demo of a portion of the deliverable the City of Gainesville would receive. The structure, charts, and tooling are real; the figures are illustrative pending the City's authoritative HRIS, payroll, pension, and benefits data at engagement award.
How We Meet Every Minimum Qualification
A transparent crosswalk of all six RFP minimum qualifications to HSG's evidence, led by the enterprise-scale State Department classification experience that answers the 550-profile / 1,500-employee / multi-union bar.
OpenMarket Baseline (Public Data)
The Florida public-data foundation for the study: adopted pay plans of the peer cities, BLS OEWS wages for the Gainesville and Florida metros, and Florida pension disclosures. The sources named, the research already laid.
OpenWhy a New Voice (the case for independence)
A researched argument: a few firms conduct most public-sector pay studies, and in this field the firm that measures the market also makes it. Why an independent voice produces a more accurate, more equitable result.
OpenWhy Pay Studies Age
Market studies have a short shelf life, and a full-service city that skips a cycle falls behind on recruitment and retention. A sourced look at the gaps a fresh, well-scoped study must close.
OpenMethodology Walkthrough
A structured phased plan from a September kickoff. Stakeholder engagement, PDQ design, dual-layer (AI plus credentialed expert) evaluation, the Florida market survey, pay-plan streamlining, ~570 job-description updates, and implementation training.
OpenClassification Architecture
~570 classifications grouped into 16 functional families, compared by job function rather than title. Drill into family-level structure, class counts, and the separate executive ladder.
OpenFlorida Comparator Pool
A Florida public-sector peer pool weighted to full-service cities with transit, public safety, and utility operations (Tallahassee, Ocala, Lakeland, Clearwater and more), plus Alachua County. Population, workforce, and base-salary index by role.
OpenPay-Plan Streamlining & Compression
RFP §2.2 asks to streamline the overall pay-plan structure and fix specific grade overlaps such as Staff Specialist and Executive Assistant. We anchor a distinct executive ladder and quantify the manager-to-report gap.
OpenTotal Compensation Stack
Base salary, longevity, certification and shift pay, the City pension employer share, and self-insured medical, modeled per classification and per pension structure.
OpenCity Pension Modeling
The General Employees' Pension Plan (general workforce) vs. the Consolidated Police Officers' and Firefighters' Retirement Plan (sworn police, certified fire), funded in part by Chapter 175/185 premium tax. Employer rates, vesting, member contributions.
OpenCity Benefits Modeling
The City's self-insured Health (PPO / HDHP), Dental, Vision, Basic Life, and Long-Term Disability, with the employer monthly share modeled by coverage tier.
OpenSpecial Pays Catalog
The Florida Salary Incentive Program for law enforcement, FTO, K-9, SWAT, paramedic and fire certification differentials, CDL, water/wastewater licenses, ICC inspector cert, security certifications, shift and on-call pay, with prevalence bars.
OpenCost Impact Model
A slider-driven cost-per-1%-movement calculator with the pensionable-pay rollup for public-safety classifications. The output beyond a typical comp study.
OpenCost-to-Close Decision Tool
Operate it yourself: pick a market target, choose who to fund and over how many years, and export the all-in cost for the City Commission.
OpenHSG Team
Project Director, Lead Classification Analyst (Certified Job Evaluator), Sr. HR/Comp Analyst (Workday), Sr. HR SME (classification + benefits), Methodology Lead, and Classification & Compliance Analyst.
OpenWhy a portal as a response companion?
For the City of Gainesville, a compensation study is a once-in-a-decade investment that has to outlive the consulting engagement. Presenting the deliverable as a live, navigable portal, rather than a 200-page PDF the HR team has to mine, lets the City see exactly what they will be running on after we deliver. It is the same idea as shipping the ongoing market-data maintenance system as software, not as a binder.