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.
OpenWhy a New Voice (the case for independence)
A researched argument: a few firms conduct most public-sector pay studies, and in this field the firm that measures the market also makes it. Why an independent voice produces a more accurate, more equitable result.
OpenPrior Studies: Findings & Gaps
The County studied this in 2015 and 2021 and is back in market in 2026. A sourced analysis of what the prior studies found and the six gaps a fresh study must close to break the cycle.
OpenMethodology Walkthrough
Six-phase plan, September 2026 to February 2027, preliminary results by December. Stakeholder engagement, JAT design, dual-layer evaluation, the 12-jurisdiction market survey, pay-structure design, implementation training.
OpenClassification 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.
OpenHampton 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.
OpenCompression & 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.
OpenTotal Compensation Stack
Base salary, longevity, certification and shift pay, the VRS employer share, and The Local Choice medical, modeled per classification, per pension structure.
OpenVRS 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.
OpenThe 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.
OpenSpecial 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.
OpenCost 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.
OpenCost-to-Close Decision Tool
Operate it yourself: pick a market target (anchored to the County's own 2021 gap of 7.4 to 9.9% below market), choose who to fund and over how many years, and export the all-in cost for the Board.
OpenHSG Team
Project Director, Lead Classification Analyst (Certified Job Evaluator), Sr. HR/Comp Analyst, Sr. HR SME (classification + benefits), Methodology Lead, Analyst.
OpenWhy 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.