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

Total Compensation

Total compensation stack by classification

Each bar shows the City's full employer cost per filled position: base salary + longevity + allowance + City pension share + City medical, dental and vision. Public-safety classes (Gainesville Police and Fire Rescue) carry the higher Police & Fire plan employer rate (~42%) against ~24% General plan for the general workforce. That is the contrast the stack is built to show. The RFP §COMPENSATION STUDY asks for a defensible pay structure, and recommendations are only as defensible as the lens that captures total cost.

Scope note.The City confirmed in Q&A #13 that this study covers salary, pay ranges, and job structure, and that benefits sit outside scope. The pension and medical layers are shown here only so base pay can be read against full employer cost. They are not priced deliverables.

Avg. total cost / FTE (sample)

$125,275

Benefits + pension as % of total

31%

Classifications shown

71

Filter by functional family:

General plan vs. Police & Fire plan asymmetry

Florida's public-sector pension is bifurcated. The general workforce sits in the General plan at an illustrative ~24% employer rate; public-safety staff carry the Consolidated Police & Fire plan at an illustrative ~42%. Police & Fire plan covers sworn police officers and certified career firefighters/medics, who are also eligible for the Florida heart-lung presumption coverage. The stack reveals which classifications carry the higher employer load, meaningful when budgeting for new hires or grade movement.

Why total compensation matters here

The RFP §COMPENSATION STUDY asks for compensation-structure changes, market position, and salary-range design. These can only be made defensibly when the General plan / Police & Fire plan split, the City health plan medical, and longevity are layered in. Base-only studies materially understate true cost and yield budget surprises in implementation.

Figures illustrative pending production data at engagement award. Production data populated from the City of Gainesville HRIS/payroll, the City's actuarial valuations (General plan and Enhanced Police & Fire rates), the City's 2026 benefit rate sheet, and the City's current pay schedule at engagement award.