Kickoff within five business days of award, monthly written progress throughout, and two report milestones the RFI names by date. Phase 1 findings are usable early; Phase 2 lands with the budget.
Confirm content and format of deliverables, the schedule, project-management and reporting standards, staff assignments, and any additional LRC requirements. Documented and submitted for LRC approval.
Facilitate and adopt the compensation philosophy; review job descriptions and position placement; deliver the internal-equity findings and current-practice recommendations.
Benchmark against public and private comparators with regional cost-of-labor adjustment; build pay ranges (min/mid/max) and administration policy; produce the full cost analysis and budget recommendations.
Complete draft of findings, policy options, and recommendations for LRC review.
Final report detailing findings, policy options, and recommendations — and the budget materials for the Interim Joint Committee on Appropriations & Revenue.
Written questions due July 10, 2026 · responses due July 27, 2026, 2:00 PM ET, by email to the LRC point of contact.
Adopted market-position decision and rationale.
Position-by-position review, corrected placements, job-description updates.
Benchmark data, market position by position, geographic-differential model.
Min/mid/max ranges, policies, experience ratings, hiring guidelines.
Costed, phased options and Appropriations & Revenue committee materials.
An operable companion to the reports — filter, test a philosophy, watch the ranges move.
The RFI asks for at least three references from previous clients on similar projects — and the qualifying experience is the prime’s own. HSG’s practice is public-sector compensation and classification; the references are HSG engagements. Representative engagements below; three client references with full contact information accompany the written submittal.
Full comp & class studies for city and county governments — job evaluation, market benchmarking, pay-range design, and implementation costing across multiple bargaining and non-bargaining groups.
Total-compensation studies comparing base pay and benefits against selected public and private comparators, with regional cost-of-labor adjustment.
Classification, job-architecture, and position-management work for federal organizations — the CJE-led methodology behind this study’s internal-equity track, rated Exceptional in past-performance review.