Decision Tool · Cost to Close the Gap
Model what it costs to fix the City's pay gap.
The City's compensation philosophy calls for a comprehensive study every three years, and the last one ran in 2019 to 2021, so the current market gap is an open question this study will answer. Pick an illustrative target, choose who to fund and over how many years, and see the all-in cost, base plus the City's pension employer rollup. This is the live tool the City Commission and HR operate during adoption; at engagement award it runs on the City's actual roster and measured gap.
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.