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ROI Calculator

TrueComp Compensation Analytics ROI Calculator

TrueComp Compensation Analytics ROI Calculator for Public Sector

Agency Profile

Why choose an agency type?

Selecting an agency type loads typical default values based on common public sector profiles.
Small Agency: Typically 10-250 employees.
Mid-sized Agency: Typically 251-1,500 employees.
Large Agency: Typically over 1,500 employees. You can still adjust any input manually to fit your specific context.

$M
Why this default?

Default of 50 ($50M) reflects a typical mid-sized public sector agency budget, per the 2024 Public Sector Workforce Trends Report by a leading Public Policy Research Institute.

Employees
Why this default?

Default of 500 aligns with typical staffing levels for mid-sized state and local government agencies, as noted in the 2025 State & Local Government Insights by a prominent Government Accountability Forum.

Cost Assumptions

Hours
Why this default?

Default of 2,000 hours reflects typical HR/finance staff time on budgeting, negotiations, and reporting, based on the 2025 Public Sector Efficiency Study by a State Human Resources Association, which estimates 500–1,000 hours saved with analytics tools.

$/hour
Why this default?

Default of $50/hour is a standard estimate for HR/finance staff in state and local government, per the 2024 Public Sector Labor Cost Analysis by a Public Policy Research Institute.

Benefit Assumptions

%
Why this default?

Default of 10% reflects public sector turnover trends, as reported in the 2025 State & Local Government Insights and the 2024 Public Sector Workforce Trends Report.

$
Why this default?

Default of $10,000 is a conservative estimate for recruitment and onboarding costs, aligned with the 2024 Public Sector Workforce Trends Report's turnover cost range of $10,000–$15,000.

$
Why this default?

Default of $50,000 reflects a typical compliance penalty (e.g., regulatory non-compliance), based on lower-bound estimates from the 2025 State & Local Government Insights ($50,000–$150,000) and the 2025 Public Sector Efficiency Study ($50,000–$200,000).

Solution Costs

$
Why this default?

Default of $40,000 reflects a typical annual subscription for a compensation analytics solution for a mid-sized agency, based on industry benchmarks.

$
Why this default?

Default of $20,000 is a conservative estimate for one-time setup and integration costs for a mid-sized agency.

Disclaimer: The ROI calculations provided by this tool are estimates based on the data you provide and industry benchmarks. Actual results may vary.

ROI Calculation Results

Key Outcomes

Net Benefits (First Year) This is the estimated total financial gain after accounting for initial costs.
First-Year ROI The percentage return on your initial investment in the first year.
Recurring Annual ROI The percentage return on your investment in subsequent years (after initial setup).
Payback Period The estimated time it will take to recover your initial investment.

Qualitative Benefits

  • Enhanced Mission Alignment: Compensation analytics helps ensure that your agency's pay structures directly support its strategic goals and mission. By aligning compensation with performance and organizational priorities, you can motivate employees to contribute more effectively to public service objectives.
  • Improved Compliance Assurance & Reduced Risk: Proactively identify and address potential pay equity issues, regulatory non-compliance, and audit vulnerabilities. This minimizes legal risks, avoids costly penalties, and builds greater trust and transparency within the workforce.
  • Data-Driven Strategic Planning: Leverage insights from compensation data to inform critical workforce decisions. This includes forecasting future talent needs, developing targeted recruitment and retention strategies, identifying skill gaps, and optimizing overall human capital investments for long-term agency success.
  • Increased Employee Morale & Trust: Fair, transparent, and defensible compensation practices fostered by analytics lead to higher employee satisfaction. When employees understand how their pay is determined and perceive it as equitable, it boosts morale, reduces grievances, and enhances overall trust in leadership.
  • Streamlined HR Operations & Efficiency: Automate and optimize complex compensation processes, reducing manual errors and administrative burden. This frees up HR and finance staff to focus on more strategic initiatives, improving overall operational efficiency.