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

Total Compensation

Total compensation stack by classification

Each bar shows the County's full employer cost per filled position: base salary + longevity + allowance + VRS employer share + The Local Choice medical/dental/vision. Hazardous-duty classes (Sheriff's Office and career Fire/EMS) carry the higher Enhanced Hazardous Duty employer rate (~16.5%) against ~11.0% Hybrid 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.

Avg. total cost / FTE (sample)

$100,494

Benefits + pension as % of total

24%

Classifications shown

55

Filter by functional family:

VRS Hybrid vs. Enhanced Hazardous Duty asymmetry

Virginia's public-sector pension is bifurcated. The general workforce sits in the VRS Hybrid Plan at an illustrative ~11.0% employer rate; hazardous-duty staff carry Enhanced Hazardous Duty at an illustrative ~16.5%. Enhanced Hazardous Duty covers sworn Sheriff's deputies and certified career firefighters/medics, who are also eligible for Line of Duty Act (LODA) coverage. The stack reveals which classifications carry the higher employer load, meaningful when budgeting for new hires or grade movement.

Why total comp, not base

The RFP §COMPENSATION STUDY asks for compensation-structure changes, market position, and salary-range design. These can only be made defensibly when the VRS Hybrid / Enhanced Hazardous Duty split, The Local Choice 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 Isle of Wight County HRIS/payroll, the VRS actuarial valuation (Hybrid and Enhanced Hazardous Duty rates), The Local Choice 2026 rate sheet, and the County's current pay schedule at engagement award.