Methodology Demo Suite
The analytical product, before the engagement.
Each card below is a working demo of a portion of the deliverable the City of Keene would receive. The structure, charts, and tooling are real; the figures are illustrative pending the City's authoritative HRIS, payroll, NHRS, and HealthTrust data at engagement award.
Methodology Walkthrough
Six-phase project plan, August 2026 – March 2027. Discovery + Evergreen 2023 baseline reconciliation, NE market analysis, internal equity, classification review, pay structure, final delivery.
OpenClassification Architecture
223 City of Keene classifications grouped into 17 functional families across 16 departments. Drill into family-level structure, class counts, and the Department-Head analytic tier.
OpenNew England Comparator Pool
Seventeen NE peer municipalities — NH primary plus VT, MA, ME size-and-governance peers. Population, FTE, and base-salary index for representative roles.
Open6 Bargaining-Unit Cross-walk
KPOA, PD Supervisors, Professional Firefighters, FD Supervisors, AFSCME/DPW, and Dispatch — plus 42 non-bargaining management/exempt. Each analyzed within and across its own pay logic.
OpenTotal Compensation Stack
Base salary, longevity, certification differentials, NHRS Group I / Group II Police / Group II Fire employer share, and HealthTrust medical — modeled per classification, per pension group.
OpenNHRS Pension Modeling
New Hampshire Retirement System: Group I Employees (12.83% er) vs Group II Police (33.88%) vs Group II Fire (32.91%). Employer rates, vesting, member contributions, Tier B/C rules.
OpenHealthTrust Benefits
NH HealthTrust (LGC) Yellow PPO / Blue HMO / HDHP-HSA, Dental Premier, Vision, basic life and LTD — employer monthly share by tier and classification.
OpenSpecial Pays Catalog
NH Police Standards & Training tiers, FTO, K-9, detective assignment, paramedic differential, NFPA Fire Inspector, NH Water Op IV, ICC, GISP, longevity, acting-assignment, on-call, CDL — with prevalence bars.
OpenCost Impact Model
Slider-driven cost-per-1%-movement calculator with NHRS Group I / Group II rollup. The output beyond a typical comp study — Council and Finance can model phased vs immediate scenarios.
OpenHSG Team
Engagement Manager, Lead Classification Analyst, Sr. Comp Analyst, Sr. HR SME (Public Safety lead), Quant Analyst, QA/Production. Hours allocated against the 1,480-hour engagement.
OpenWhy a portal as a response companion?
For the City of Keene, a comp/class refresh is a 2-3 year cyclical investment that has to leave behind something more durable than a 200-page PDF. Presenting the deliverable as a live, navigable portal — rather than a binder the HR Director has to mine — lets the City see exactly what the team will be running on after we deliver. The 2023 Evergreen Solutions study established a baseline; this refresh should compound on it as software, not start the documentation clock over.