Methodology Preview:Functional families and class counts are modeled to the City of Gainesville's ~570 classifications and ~1,500 employees per RFP HRDX-260051-WB. Salary, benefit, and pension figures shown here are illustrative, with production data populated from the City HRIS, the City's pension plans, the collective bargaining agreements, and the Florida comparator jurisdictions' adopted pay plans at engagement award.

HSG Methodology Demo

City of Gainesville · RFP HRDX-260051-WB

Market Baseline · Public-Data Foundation

We have done the research and laid the baseline.

A market study is only as defensible as its sources. Before the bid, we mapped the exact public records this study runs on: the City's own collective bargaining agreements, the adopted pay plans of the Florida comparator cities, BLS wage data for the Gainesville metro, and the City's pension valuations. Every source is named with a live link and is reproducible by the City's HR staff. We do not resell proprietary vendor surveys, and we do not print comparator figures we have not parsed from a public record. The numeric pulls are integrated at engagement award against the City's own data.

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Bargaining agreements mapped

12

Florida comparators proposed

7

Public sources mapped

1

Assembled before award

Labor-market anchor · method

BLS OEWS: the Gainesville, FL metro wage anchor

For roles the City competes for outside government, the federal Occupational Employment & Wage Statistics program is the neutral anchor. We record exactly what we extract, so the method is transparent and reproducible.

Metro area

Gainesville, FL Metropolitan Statistical Area (area code 23540)

Alachua and Gilchrist counties · May 2024 OEWS (latest)

What we extract per benchmark occupation

  • 10th / 25th / 50th / 75th / 90th percentile hourly and annual wages by SOC occupation
  • Occupation-to-classification crosswalk (SOC to City job class) for private-sector-comparable roles
  • Location quotient and employment level, to weight which occupations the City truly competes for locally

Percentiles are pulled per benchmark occupation at engagement award and reconciled against the Florida statewide and national OEWS tables.

U.S. Bureau of Labor Statistics, OEWS, Gainesville FL MSA (area 23540), May 2024

The data map

Public sources behind this study

What each source gives us, and whether it is already assembled or integrated at award. No proprietary vendor surveys. Every figure is sourced and reproducible by the City's HR staff.

City of Gainesville labor agreements

Assembled

The seven collective bargaining agreements (ATU, CWA general and utility, IAFF, FOP) that set grade placement, step movement, and economic terms for represented classifications.

City of Gainesville, Human Resources (public record)

Source

Comparator adopted pay & classification plans

At award

Real minimum / midpoint / maximum salary ranges by grade for the Florida peer cities and Alachua County, the external-competitiveness anchor. Each plan is a public record parsed at award.

Each jurisdiction's adopted budget / HR pay plan (public record)

Source

BLS OEWS, Gainesville, FL MSA (area 23540)

At award

Occupation-level employment and wage percentiles for the Gainesville metro, the private-sector and general labor-market anchor for roles the City competes for outside government.

U.S. Bureau of Labor Statistics, Occupational Employment & Wage Statistics (May 2024)

Source

BLS OEWS, Florida statewide + national

At award

Statewide and national wage percentiles for benchmark roles, so Gainesville's market position is read against both the Florida and the U.S. labor market.

U.S. Bureau of Labor Statistics (May 2024)

Source

Consolidated Police & Fire and General Employees' pension valuations

At award

The City's actuarial employer contribution rates and normal-cost / UAAL splits, which drive the total-compensation and cost-impact models.

City of Gainesville actuarial valuations; Chapter 175/185 (public record)

Source

City of Gainesville adopted budget & ACFR

At award

Authorized positions by department, full-time headcount, and the City's pension and OPEB note disclosures, the workforce-scope reconciliation.

City of Gainesville (public record)

Source

City classification & pay plan, grade / step schedules

At award

The City's current pay grades, ranges, midpoint progression, step plans, and compensation policies, the internal starting point for the gap analysis.

City of Gainesville, provided to the selected vendor

Source

Why this matters

The advantage in a study like this usually goes to whoever already knows the market. By mapping and assembling this foundation before the bid, we arrive fluent in the City's bargaining structure, its Chapter 175/185 pension architecture, and the Florida labor market it recruits in. On Day 1 we extend it across every comparator's adopted pay plan and reconcile it against the City's own classification and payroll data. State of the art in method, and priced to compete. The research is done; the baseline is laid.

Sources above are real and cited. The wage-gap comparison against Gainesville's own ranges is computed once the City provides its current classification and pay plan to the selected vendor.