Every public sector
compensation challenge.
Government and public sector compensation is different from private sector work. It requires a higher level of documentation, regulatory awareness, and political sensitivity. We have been doing this work for 30+ years - with the process and the paper trail it demands.
Government Classification Studies
Compensation Plans and Salary Structures
Pay Equity Analysis
Compliance Reviews
Six steps. Full documentation. Built to hold up.
Public-sector classification projects require a process that is transparent, reproducible, and documented at every step. The following overview explains what to expect and how the resulting work is prepared to withstand scrutiny.
Job Description Preparation
Our job description consulting process begins by reviewing and updating every job description in scope. We document actual duties, responsibilities, minimum qualifications, reporting relationships, and the job factors that drive classification decisions. Accurate job descriptions create the foundation for consistent job analysis, job evaluation, market pricing, and defensible classification outcomes.
- Interview-based position analysis with incumbents and supervisors
- Standardized job description format for consistency across roles
- Key responsibilities, qualifications, and supervisory scope documented
- Review and sign-off process for department heads
Why this step matters
A classification study is only as defensible as the job descriptions it is built on. If the descriptions do not reflect what people actually do, every classification decision downstream can be challenged. We spend significant time on this step precisely because most organizations skip it.
Job Analysis
We conduct structured job analysis to assess each position's content, context, and requirements. This produces the scoring data we need to make consistent, documented classification decisions that hold up to union or civil service review.
- Standardized job analysis questionnaires for all positions
- Identification of job families and classification groupings
- Comparison of similar positions across departments
- Documentation of job relationships for grading criteria
Why this step matters
Job analysis is the step that allows you to say, under scrutiny, exactly why two similar-sounding roles are classified differently. Without structured analysis, classification decisions look arbitrary. With it, they are reproducible and defensible.
Job Evaluation Systems
We design and implement a job evaluation system that provides a clear, rational basis for classifying every role in your organization. The system is built for your specific workforce and documented thoroughly so your HR team can use it going forward - not just for this study.
- Point factor or whole-job evaluation methodology selection
- Factor weighting aligned to your organizational values
- Evaluation committee training and facilitation
- Job evaluation results documentation and appeal process
Why this step matters
The job evaluation system converts subjective assessments of job worth into an objective, documented score. It allows the organization to explain to an employee, union representative, or elected official exactly how a position was classified and why.
Market Pricing Analysis
We conduct public sector market pricing analysis using data from comparable government entities - not private sector surveys. We analyze current salaries at peer organizations across your geography and size range to determine where your pay structure stands in the market.
- Public sector salary survey design and administration
- Peer organization identification by geography and size
- Market position analysis by job family and grade
- Pay gap identification and quantification
Why this step matters
Using private-sector data to benchmark government pay can produce misleading results. We use public-sector sources because councils, unions, and employees need to understand how pay compares with similar government organizations, not only with private-sector averages.
Salary Administration Procedures
We develop the salary administration procedures the HR team needs to manage the new pay structure on an ongoing basis. These procedures cover merit increases, promotions, new hires, reclassifications, and market adjustments, helping keep the structure fair and defensible after the study is complete.
- Merit increase guidelines and performance linkage
- Promotion and reclassification procedures
- New hire placement guidelines
- Market adjustment review schedule and process
Why this step matters
Most classification studies produce a strong structure that can erode when administration procedures are not documented or consistently followed. We include policies for classification maintenance, salary administration, merit system updates, reclassifications, and market adjustments, while CompBldr can provide a structured platform for maintaining classifications, job data, and compensation decisions after implementation.
Staff Communication
We help you communicate the new classification and compensation structure to your employees, managers, and elected officials. We develop the materials, prepare your HR team for difficult conversations, and stay available through the implementation period.
- Employee communication plan and talking points
- Manager briefing materials and Q&A preparation
- Council and board presentation support
- Individual employee notification templates
Why this step matters
Classification studies create winners and losers, and employees talk. How you communicate the new structure determines whether people accept it or fight it. We do not consider the engagement complete until your team is equipped to handle every difficult conversation that follows.
Three people call us
about classification and compensation studies
When a classification study is challenged by a union, through a grievance, or by a council member, the depth of the consulting firm's public-sector experience can determine whether the study holds up.
Public sector compensation
intelligence, free to access.
From Content to Capability: Using AI to Create, Curate, Personalize, and Deploy Learning at Scale
The Missing Link Between People, Pay, and Performance: Why Job Architecture Matters More Than Ever
Positive Psychology for Teams
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Compensation Begins Before Pay
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The Leader’s Coaching Mirror
The Missing Link Between People, Pay, and Performance: Why Job Architecture Matters More Than Ever
From Content to Capability: Using AI to Create, Curate, Personalize, and Deploy Learning at Scale
Positive Psychology for Teams
The Playbook for Turning Reviews into Action, Growth, and Accountability
The HR Horizon: What HR Needs to Know for 2027
Start with a conversation about your specific situation.
- Every government classification engagement is led by a senior consultant with direct public-sector experience rather than a generalist applying private-sector methods to a government problem.
- We have completed classification and compensation studies for 40+ municipal, county, and state entities. The process is documented, reproducible, and built to hold up under union and civil service scrutiny.
- We provide full implementation support - including staff communication materials, manager briefing, and council presentation support - because the study is not done when the document is delivered.
- Engagements are scoped to the organization's specific needs, whether that involves a single pay equity analysis, a full classification study, or a compliance review.
LET’S TALK ABOUT PEOPLE, IDEAS, AND SOLUTIONS.
If you want to recruit, engage, develop, and retain the best team in the business, get in touch with us.
NEW YORK OFFICE
New York, NY 10120
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Raleigh, NC 27613
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Bentonville, AR 72712
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Suite 175 PMB 1024
The Woodlands, TX 77381
