Methodology Preview:Functional families and class counts are modeled to Isle of Wight County's ~280 full-time / ~300 part-time positions per RFP-2026-308. Salary, benefit, and pension figures shown here are illustrative, with production data populated from the County HRIS, the Virginia Retirement System (VRS), The Local Choice, and the 12 named comparator jurisdictions' adopted pay plans at engagement award.

HSG Methodology Demo

Isle of Wight County · RFP-2026-308

Methodology Demo Suite

The analytical product, before the engagement.

Each card below is a working demo of a portion of the deliverable Isle of Wight County would receive. The structure, charts, and tooling are real; the figures are illustrative pending the County's authoritative HRIS, payroll, VRS, and The Local Choice data at engagement award.

Market Baseline (Real Public Data)

Real, sourced figures pulled before award: City of Newport News adopted pay ranges, Virginia Compensation Board sheriff bands, and BLS Hampton Roads metro wages. The research, already done.

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Methodology Walkthrough

Six-phase project plan, September 2026 to March 2027. Stakeholder engagement, JAT design, dual-layer evaluation, the 12-jurisdiction market survey, pay-structure design, implementation training.

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Classification Architecture

~205 classifications grouped into 14 functional families, compared by job function rather than title. Drill into family-level structure, class counts, and the separate senior-management ladder.

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Hampton Roads Comparator Pool

The exact twelve jurisdictions the County named: seven Hampton Roads cities plus Gloucester, Dinwiddie, Franklin, Prince George, and Powhatan. Population, FTE, and base-salary index for representative roles.

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Compression & Dept-Head Ladder

RFP §COMPENSATION STUDY item G asks for supervisory-compression remediation. We anchor a distinct senior-management ladder and quantify the manager-to-report gap.

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Total Compensation Stack

Base salary, longevity, certification and shift pay, the VRS employer share, and The Local Choice medical, modeled per classification, per pension structure.

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VRS Pension Modeling

VRS Hybrid Retirement Plan (general workforce) vs. VRS Enhanced Hazardous Duty (sworn law enforcement, certified career fire/EMS). Employer rates, vesting, member contributions, LODA context.

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The Local Choice Benefits

TLC KeyAdvantage Expanded / Standard / HDHP, Delta Dental, Blue View vision, VRS Group Life and the Virginia Local Disability Program, with employer monthly share by tier.

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Special Pays Catalog

DCJS career-development, FTO, K-9, investigator, OEMS paramedic differential, water/wastewater license, ICC inspector cert, GISP, shift differential, on-call, CDL, with prevalence bars.

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Cost Impact Model

Slider-driven cost-per-1%-movement calculator with VRS pensionable-pay rollup for hazardous-duty classifications. The output beyond a typical comp study.

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HSG Team

Project Director, Lead Classification Analyst (Certified Job Evaluator), Sr. HR/Comp Analyst, Sr. HR SME (classification + benefits), Methodology Lead, Analyst.

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Why a portal as a response companion?

For Isle of Wight County, a classification and 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 County see exactly what they'll be running on after we deliver. It is the same idea as shipping the salary-administration maintenance system as software, not as a binder.