Decision Tool · Cost to Close the Gap
Model what it costs to fix the City's pay gap.
The City's own 2021 study found employees averaging 7.4% below market minimum, 9.0% below midpoint, and 9.9% below maximum. Pick a target, choose who to fund and over how many years, and see the all-in cost (base plus the City pension employer rollup). This is the live tool the City Commission and HR Director operate during adoption; at engagement award it runs on the City's actual roster.
Target market position
Bring pay to the middle of the market (illustrative starting gap: 8% below).
Workforce
Phase over
Positions affected (est.)
1,431
All-in annual cost at full implementation
$10,124,731
Base + City pension employer rollup
Year-1 cost (phased over 2 yr)
$6,286,063
Public safety + first general tranche
Phased implementation
Year 1
$6,286,063
Public safety + first general tranche
Year 2
$3,838,668
General workforce tranche
| Functional family | Positions est. | Avg base | Pension class | Δ Base | Δ Pension | Δ All-in |
|---|---|---|---|---|---|---|
| Gainesville Police (sworn + civilian) | 184 | $82,000 | Enhanced Haz. Duty | $1,207,040 | $413,842 | $1,620,882 |
| Public Works & Engineering | 158 | $77,000 | General plan | $973,280 | $233,587 | $1,206,867 |
| Gainesville Fire Rescue | 105 | $72,750 | Enhanced Haz. Duty | $611,100 | $215,413 | $826,513 |
| Sustainable Development, Planning & Code | 118 | $68,500 | General plan | $646,640 | $155,194 | $801,834 |
| Finance, Budget & Procurement | 92 | $85,000 | General plan | $625,600 | $150,144 | $775,744 |
| Parks, Recreation, Nature & Cultural | 145 | $50,500 | General plan | $585,800 | $140,592 | $726,392 |
| Facilities, Fleet & General Services | 105 | $67,333 | General plan | $565,600 | $135,744 | $701,344 |
| Information Technology (GTech) | 79 | $83,333 | General plan | $526,667 | $126,400 | $653,067 |
| Regional Transit System (RTS) | 118 | $52,667 | General plan | $497,173 | $119,322 | $616,495 |
| Housing, Community & Economic Mobility | 79 | $72,000 | General plan | $455,040 | $109,210 | $564,250 |
| Executive & General Government | 58 | $63,500 | General plan | $294,640 | $70,714 | $365,354 |
| Compliance, Audit & Equal Opportunity | 47 | $77,333 | General plan | $290,773 | $69,786 | $360,559 |
| Airport, Golf & Nature Enterprises | 53 | $65,000 | General plan | $275,600 | $66,144 | $341,744 |
| Human Resources & Risk Management | 53 | $63,000 | General plan | $267,120 | $64,109 | $331,229 |
| Solid Waste & Sustainability | 37 | $63,333 | General plan | $187,467 | $44,992 | $232,459 |
| Total | 1,431 | $8,009,540 | $2,115,191 | $10,124,731 |
Illustrative model. The default market gaps are planning assumptions for a full-service Florida city; position counts and average base are modeled to the ~570-class, ~1,500-employee scope. At engagement award the model runs on the City's actual incumbent payroll, filled-vs-vacant status, longevity step, FLSA eligibility, and pension-plan distribution (General Employees' vs. Consolidated Police & Fire), reconciled against the City's actuarial valuations and the comparators' adopted pay plans.