Methodology Preview:Functional families and class counts are modeled to the City of Keene's 223 positions per RFP 02-26-21 + Addendum #1. Salary, benefit, and pension figures shown here are illustrative — production data populated from Keene HRIS, NHRS Group I/II, NH HealthTrust, and NE peer-municipality adopted schedules at engagement award.

HSG Methodology Demo

City of Keene · RFP 02-26-21

Total Compensation

Total compensation stack — by classification

Each bar shows the County's full employer cost per filled position: base salary + longevity + stipends + SCRS/PORS employer share + PEBA medical/dental/vision. The RFP §SCOPE asks for compensation structure recommendations — recommendations are only as defensible as the lens that captures total cost, which is what is shown here.

Avg. total cost / FTE (sample)

$109,232

Benefits + pension as % of total

31%

Classifications shown

81

Filter by functional family:

SCRS vs. PORS asymmetry

South Carolina's public-sector pension is bifurcated. General workforce (SCRS) carries an 18.41% employer rate; certified public-safety (PORS) carries 21.56%. PORS members include sworn law enforcement, certified detention officers, and certified paramedics. 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 items 1–5 ask for compensation structure changes, market position, and salary range design. These can only be made defensibly when SCRS / PORS, PEBA medical, and longevity are layered in. Base-only studies materially understate true cost and yield budget surprises in implementation.

Figures illustrative. Production data populated from Greenwood County HRIS, SC PEBA SCRS / PORS plan-level rates, PEBA 2026 health rate sheet, and current Greenwood pay schedule at engagement award.