Two Tools, One Clear Picture Webinar Recap
Aligning HR and Finance with Benchmarking + Labor Costing Download Slides Here Download the Recording Here On September 10, 2025, TrueComp hosted an engaging webinar titled Two Tools, One Clear Picture: Aligning HR and Finance with Benchmarking + Labor Costing, exploring how public sector agencies can optimize labor costing and benchmarking processes to make more informed compensation decisions. Led by Derek Lee, Sales Engineer, and Melanie Currid, Training and Enablement Manager, the session highlighted practical strategies and real-world use cases for agencies navigating complex budgeting and staffing challenges. Streamlining Labor Costing Derek and Melanie demonstrated how the Labor Costing module allows agencies to: Quickly compare multiple budget scenarios without juggling multiple spreadsheets Customize cost categories and variables to fit each agency’s unique needs, from salaries to allowances Track and visualize the impact of changes, such as a COLA increase or benefit adjustment, across all relevant positions Duplicate projects year-over-year, saving significant time during budget updates while ensuring accuracy This module reduces spreadsheet errors and gives agencies greater confidence in forecasting labor costs and planning for negotiations, whether in bargaining or non-bargaining states. Benchmarking for Strategic Decision-Making The Benchmarking module enables agencies to compare themselves against peer agencies, analyzing: Base salary and total compensation, including benefits, retirement, and time-off packages Compensation trends across multiple comparator agencies, helping agencies identify areas where they may be underpaying or overpaying Job descriptions and classifications, ensuring accurate comparisons even when job titles differ between agencies Attendees learned how benchmarking can identify problem areas proactively, helping agencies develop competitive compensation strategies to attract and retain top talent. Integrating Labor Costing and Benchmarking A key insight from the webinar was the synergy between the two modules: Identify gaps: Benchmarking highlights where salaries or benefits may lag behind peers Model solutions: Labor costing simulates the financial impact of adjustments to salaries or benefits Plan effectively: Agencies can present accurate, scenario-based budgets to stakeholders with confidence Real-world examples demonstrated how an agency could address underpayment in a specific classification and calculate the multi-year cost impact, streamlining decision-making and resource allocation. Key Takeaways Both modules are highly customizable and tailored to each agency’s needs Proactive benchmarking and detailed labor costing reduce reactive decision-making and improve employee retention Agencies gain a holistic view of compensation, balancing competitive salaries with benefits and other costs To learn more about how TrueComp can help your agency optimize compensation strategies, contact us today for a personalized demo. Recent Posts Two Tools, One Clear Picture Webinar Recap How Public Sector Pay Drives Better Resident Services Building In-House Compensation Strategy Muscle Reimagining Public Service Load More Tags Resource Library Articles Customer Toolkit Case Studies Events & Webinars Videos Newsroom Subscribe today! We want to hear your story! Is your agency making waves in public service with fresh, innovative solutions—especially when it comes to tackling tough compensation challenges? Share your journey with us for a chance to be featured in our upcoming agency spotlight series. Let’s shine a light on your achievements and inspire others together! Click here
How Public Sector Pay Drives Better Resident Services
Why Fair Pay Means Better Public Services Imagine needing to call 911 in the middle of a medical emergency, only to be placed on hold because there are not enough dispatchers to take your call. Or perhaps a less urgent but still stressful situation: you have unexpected water damage in your home, and when you apply for a permit to repair your walls and floors, you find yourself in a months-long backlog of permit requests before you. Whether it’s dialing 911 or applying for a permit, residents expect reliable, responsive, and high-quality service. Unfortunately, staffing shortages, unmotivated employees, or pay inequity tied to a local government agency’s compensation planning can directly impact everyday experiences for residents. Not surprisingly, the impact of workforce stability and staffing on resident service delivery is only increasing. And to compound the situation, according to the Partnership for Public Service, hiring in government is harder than ever—less than 1 in 5 Gen Z workers are interested in public service. That’s a problem for agencies looking to maintain a stable, well-staffed, resident-focused work environment. While compensation is often viewed as a cost center, in the public sector, it’s also a performance driver and a trust builder. The way agencies plan, benchmark, and manage pay doesn’t just impact recruitment and retention—it is critical in fostering stronger service delivery and higher community satisfaction. Understanding the Compensation-Service Connection Whether due to an aging workforce or lack of talent interest in pursuing public service work, many agencies struggle to retain and attract new employees because the compensation data they are working with during negotiations is out of date. According to the Public Sector HR Association only 22% of agencies feel very confident their pay benchmarks are accurate and competitive. When compensation practices fall behind, it affects more than agency recruiting and retention efforts; it changes the way residents experience government services. Why does compensation matter so much for public-facing service? There are three key reasons: Retention and Stability: Competitive pay reduces turnover, which in turn, means residents interact with experienced, knowledgeable staff who can solve problems more efficiently Consistency in Service Delivery: When staff are not cycling in and out, processes are more predictable and reliable, training is more effective, and services are delivered without disruption Public Trust Through Transparency: When pay practices are equitable and sustainable, they reinforce a sense of fairness—both internally among employees and externally among residents Compensation decisions don’t exist in a vacuum—they can have a downward ripple effect that impacts the workforce, the services they deliver, and the trust residents have in their governments. Visually speaking, it can look like this: pay practices → workforce stability → service quality → resident satisfaction → public trust. The Hidden Cost of Staff Turnover For HR and finance leaders, staff turnover is expensive and disruptive and can have broader implications for the community at large. The Society for Human Resource Management (SHRM) estimates the cost of replacing a single employee can cost anywhere from 50-200% of their annual salary (depending on the role), and Gallup finds it can be 1.5-2x, on average. Other Gallup research reveals that 51% of employees are actively seeking new jobs. And, for public agencies, that cost multiplies when turnover creates service disruptions. These costs can show up as overtime pay to cover gaps, extended training cycles, and long delays that erode resident trust. Compensation planning, therefore, isn’t just about attracting or retaining talent—it’s a cost avoidance strategy. By reducing turnover through fair pay, agencies protect both their budgets and their community reputation. Case Example: How Faster 911 Dispatcher Response Times Bring Greater Community Calm 911 Call Centers are the lifeline between residents and emergency responders. But they’re also one of the most high-stress public service jobs, with turnover rates in some regions exceeding 30% annually. High turnover doesn’t just strain agency budgets with recruiting and training costs—it affects response quality. Newer dispatchers often take longer to process calls or may lack the same calm and composure more seasoned dispatchers have under pressure. When agencies benchmark dispatcher pay competitively and provide career growth pathways, research shows that turnover drops. With seasoned dispatchers on staff, call accuracy improves, response times shrink, and residents feel safer knowing their emergencies are handled by trained professionals who know the job inside and out. In communities where dispatcher retention has improved through better pay alignment, resident satisfaction surveys often show increased confidence in emergency services, reinforcing the connection between compensation and trust. Case Example: Picking Up the Pace at Permitting Offices to Speed Compliance Permitting offices are one of the most common direct contact points between residents and local government. Whether it’s a homeowner trying to remodel or a small business seeking approvals, efficiency and clarity matter. When turnover is high in these roles, residents encounter inconsistent guidance and delays, creating frustration and distrust in the process. For businesses, that can even mean lost revenue. Agencies that stabilize permitting staff through competitive pay practices see measurable improvements: Shorter processing times due to staff with institutional knowledge Consistent application of rules, reducing complaints and appeals Friendlier interactions, as employees feel less burned out and more supported The result? Residents view their government as more responsive, accessible, and fair. What might feel like a small back-office adjustment—recalibrating pay—has a direct impact on the public’s experience of government efficiency. Case Example: Ensuring Continuity in the Classroom Few areas highlight the link between compensation and resident satisfaction more than education. Parents value stability in classrooms, and students thrive when teachers remain year after year. Yet teacher turnover remains a persistent challenge, particularly in districts where pay lags behind regional benchmarks. The consequences are well-documented: disrupted learning, inconsistent instruction, and parents losing confidence in the district. By using compensation benchmarking and labor costing tools, districts can: Align salaries to competitive market rates Prevent pay compression that drives mid-career teachers away Forecast long-term budget impacts of raises to sustain stability The payoff isn’t just happier teachers. Stable classrooms lead to stronger student outcomes, greater parental
Building In-House Compensation Strategy Muscle
How Public Agencies Can Equip Themselves to Do More For years, public agencies have relied on consultants to manage workforce planning, compensation studies, and labor negotiations. Consultants provided specialized know-how and an extra set of hands that agencies sometimes lacked in-house. But recent market shifts have made relying solely on consultants less desirable—budgets are tighter, staff are stretched, and decisions are often needing to be made quickly with data already on-hand. For HR and Finance leaders, however, that ‘on-hand’ data is often not current or complete. The key is striking a balance: providing teams with the right tools to expand their in-house capability, while still partnering with trusted consultants when strategic guidance and facilitation is needed. In a recent NASPE report, fewer than 30% of government HR leaders said they use current compensation data when preparing for negotiations. Instead, most rely on incomplete or anecdotal benchmarks, which translates to negotiating with blinders on. When outdated or missing data drives compensation decisions, it is difficult for agencies to stay competitive with private sector peers, and they can risk agreeing to terms that are not financially sustainable. A balanced approach, which leverages in-house tools plus external expertise, offers agencies the best of both worlds: real-time insights coupled with expert support. Yet many agencies still hesitate to embrace a shared approach in default to a consultant-only model. The Risks of a Consultant-Only Strategy There is no denying that consultants play a valuable role in workforce analytic expertise, but outsourcing entire compensation studies or labor strategies can create several risks: High financial costs: Market studies and pay plan analyses often cost tens of thousands of dollars, which becomes a significant budget strain, especially with recurring needs Outdated data: When negotiations and decisions are on the line, current market data can be a gamechanger. To stay informed and competitive, agencies need to work with real-time insights, not months-old reports that don’t reflect current market conditions Dependency: Without in-house tools, agencies must wait for the next consulting engagement to adjust strategies or respond to new challenges Knowledge gaps: When consultants complete a project engagement, agencies can be at a disadvantage to replicate or update the work that was performed While the risks are real, there is also a unique opportunity for an agency-consultant partnership that emerges—one that leverages the value of outside expertise alongside in-house capabilities. Making a Case for Increasing In-House Capacity Expanding in-house capacity means agencies can do more of the heavy lifting themselves, without relying exclusively on outside consultants. Beyond saving on consulting fees, it signals trust in agency employees and their capabilities, which helps build confidence and empowers better decision making. With a modern workforce analytics platform, like TrueComp, HR and finance teams can: Benchmark compensation in real time rather than waiting for a consultant-led study to be completed Model pay scenarios instantly to anticipate negotiation outcomes Validate labor costs quickly, ensuring budgets are accurate, timely, and defensible Retain institutional knowledge and reduce reliance on one-off studies By equipping internal staff—who are already familiar with the agency’s culture, budget constraints, and local labor dynamics—with the right tools, they are now able to make more confident, data-driven decisions. At the same time, having real time data readily accessible, elevates the conversations with consultants and allows them to focus on strategy and outcomes instead of data wrangling. Recent industry stats help tell the story: According to the Public Sector HR Association only 22% of agencies feel “very confident” their benchmarks are accurate and competitive. Real-time in-house benchmarking ensures confidence every time Retention Impact: Agencies with modern pay strategies see retention improve by up to 11%. Considering that turnover costs can run 1.5–2X salary per employee, this creates massive long-term savings Negotiation Power: Fewer than 30% of HR leaders enter negotiations with current compensation data. That leaves agencies vulnerable to agreeing to terms they can’t sustain Cost Avoidance: Even a 5% improvement on a $50M personnel budget equals $250,000 in annual savings. When those insights live in-house, agencies don’t just save money—they gain control. And when the stakes are especially high, pairing that control with an outside consultant’ expert facilitation, such as CPS HR, helps agencies enter negotiations and workforce transitions with unmatched confidence. A Smarter Way Forward: CPS HR + TrueComp TrueComp partners with CPS HR Consulting, a nationally recognized leader in public sector HR solutions. CPS HR brings decades of experience helping agencies navigate compensation, classification, and workforce challenges. By combining expertise with real-time analytics, agencies can: Build their in-house capability to run data and models on demand Realize a faster turnaround, more credible results, and a stronger foundation for negotiations and long-term planning Build independence while having trusted consulting guidance when needed Consultants will always play a critical role in the public sector. But agencies can’t afford to outsource their insights, visibility, and decision-making. With TrueComp, they gain the independence to own their data and be able to act in real-time. And with partners like CPS HR, they gain strategic guidance to turn analytics into action. The future isn’t about choosing between in-house teams or consultants—it’s about leveraging the value of each and making both stronger. Case Example: The Silver Tsunami and the Need for Speed One of the biggest workforce shifts in history is underway: the “Silver Tsunami.” In 2024 alone, 1 million Americans turned 65 Within five years, nearly 30% of government employees will be retirement-eligible This wave of retirements creates urgent challenges in recruitment, retention, and succession planning. Agencies that rely solely on periodic consultant studies risk always being behind the curve. With TrueComp, agencies can: Forecast retirements and model their impact on budgets Benchmark salaries instantly to attract new talent Test different pay strategies before negotiations And with CPS HR as a partner, agencies gain expert guidance to translate those insights into workforce strategies—from succession planning to employee engagement. Ready to See It in Action? TrueComp helps public agencies hire competitively, retain top talent, and negotiate with confidence—while strengthening the impact of consulting partnerships like CPS HR.
Reimagining Public Service
Reimagining Public Service: Integrating Tech, People, and Purpose A Mandate for Transformation Public service is undergoing a profound transformation. Once bound by legacy systems, rigid silos, and paper-based processes, today’s government agencies are being called to reimagine how they serve, and who they serve. In the wake of rapid technological evolution, shifting workforce demographics, and growing public expectations, a new model is emerging: one that integrates technology, people, and purpose. In this era of transformation, public sector HR and finance leaders face an urgent challenge: how to move beyond disconnected planning and reactive decision-making toward a more strategic, equitable, and resilient future. TrueComp is at the forefront of this shift, empowering agencies to operationalize their mission with compensation and workforce planning tools that bring people and data together. The Disconnect Between Vision and Execution Government leaders widely agree on the need to modernize. Countless transformation initiatives, innovation labs, and digital roadmaps aim to build more agile, citizen-focused systems. Yet the day-to-day reality often looks very different: Compensation processes that still rely on spreadsheets and outdated market data Finance and HR teams that work in silos, slowing down decisions Strategic plans that don’t translate to executable workforce investments This disconnect isn’t due to lack of vision, it’s a gap in tools and alignment. That’s where TrueComp steps in. Uniting Tech and People Strategy Reimagining public service means investing equally in technology and the people who power it. TrueComp supports this dual mandate by giving HR and finance leaders: Real-time compensation modeling tools that enable fast, compliant decisions Cross-functional planning dashboards that bring departments together Scenario analysis features that connect strategic goals to fiscal plans Rather than treating compensation and workforce planning as back-office functions, TrueComp brings them to the strategic center, where they belong. From Policy to Practice: Operationalizing Purpose Public agencies don’t just need to meet budgets. They need to meet missions. Whether that’s delivering affordable housing, improving public health, or ensuring educational access, these goals require a workforce strategy aligned with purpose. TrueComp makes that alignment possible by enabling teams to: Model compensation strategies based on equity, diversity, and retention goals Simulate the cost and impact of new policy changes or mandates Identify workforce gaps that threaten mission-critical outcomes When purpose becomes part of your planning data, your decisions become smarter, more equitable, and more sustainable. Breaking the Silos Between HR and Finance Modernizing public service requires breaking down long-standing silos. HR holds the keys to talent. Finance holds the purse strings. But when these departments operate in parallel instead of partnership, planning suffers. TrueComp provides a shared platform for: Joint workforce and budget planning Transparent tracking of compensation trends and risks Fast iteration as conditions or priorities change This kind of cross-functional alignment ensures that workforce decisions are financially viable, and that fiscal decisions support people-first strategies. Making Equity Actionable Equity isn’t just a value, it’s a measurable outcome. And public agencies are increasingly being held accountable for achieving it. TrueComp helps turn intentions into action by: Running pay equity audits with precision and clarity Modeling pay adjustments to close identified gaps Tracking the downstream impact of compensation policies on hiring and retention In a landscape of increasing transparency and regulation, agencies need more than goodwill, they need tools that ensure accountability and fairness at every step. Planning for Resilience and Agility If the past few years have taught us anything, it’s that public sector planning must be resilient. Shifting political winds, economic uncertainty, and societal disruptions demand a level of agility many systems weren’t built to handle. TrueComp enables: Rapid scenario modeling for multiple funding or policy environments Mid-cycle adjustments to workforce plans without starting from scratch Data-driven prioritization of compensation initiatives By embedding agility into planning systems, agencies are better prepared for the unexpected, while staying aligned with long-term purpose. Technology That Supports the Human Mission Despite its complexity, the public sector has a simple truth at its core: it exists to serve people. That’s why the integration of tech, people, and purpose must always center the human element. TrueComp enables: More informed, transparent decisions that boost employee trust Faster compensation adjustments to meet urgent workforce needs Greater visibility into how every dollar supports mission-critical roles This human-first approach builds stronger teams, more resilient organizations, and ultimately, better public outcomes. Real-World Impact: Reimagining in Action Here’s how agencies are using TrueComp to reimagine public service: A regional transportation agency used TrueComp to align budget and workforce plans, accelerating a major infrastructure project without compromising equity. A state human services department created compensation scenarios to support the rapid hiring of caseworkers, informed by their mission to reduce child welfare caseloads. A large urban school district used TrueComp to build a retention strategy centered on pay transparency and data-driven equity adjustments. Each example shows how aligning tech, people, and purpose leads to better results for agencies, employees, and the communities they serve. Conclusion: The Future of Public Service Is Integrated The future of public service won’t be defined by just technology or policy or talent. It will be defined by how well agencies integrate all three. That means aligning systems and values, processes and people, insight and action. TrueComp helps public sector leaders make that future real. Our platform equips HR and finance with the tools they need to plan smarter, act faster, and serve better while staying true to their mission. Ready to align tech, people, and purpose in your agency? Unlock our free on-demand demo library to see how TrueComp supports modern public service with the clarity, flexibility, and impact you need. Recent Posts 2025 CalPERS Investment Return Webinar Recap TrueComp Named to 2025 Inc. 5000 List of America’s Fastest-Growing Private Companies Upskilling Your HR Team: Embracing Workforce Analytics for Strategic Impact Compensation Without Surprises: How to Move from Reactive to Predictive Load More Tags Resource Library Articles Customer Toolkit Case Studies Events & Webinars Videos Newsroom Subscribe today! We want to hear your story! Is your agency making waves in public service with fresh,
2025 CalPERS Investment Return Webinar Recap
How CalPERS’ 11.6% Return Impacts Public Sector Planning On August 14, 2025, TrueComp hosted a timely conversation on the 2024–25 CalPERS investment returns and what they mean for public agencies navigating a complex economic landscape. The webinar featured insights from industry experts: Peter Tchir, Head of Macro Strategy at Academy Securities and frequent contributor to Bloomberg TV and Fox Business Dan Matusiewicz, Public Finance Consultant Ira Summer, Retirement System Expert Together, they explored the 11.6% investment return CalPERS achieved for the 2024–25 fiscal year, surpassing its long-term return assumption, and examined the broader economic forces that will influence future planning for public agencies. Key Takeaways 1. A Strong Year for Returns, But Challenges RemainCalPERS’ 11.6% return is good news, but panelists stressed that agencies cannot take these results in isolation. Market volatility, labor pressures, and inflation continue to shape the long-term outlook. 2. The Federal Reserve’s Path ForwardPeter Tchir highlighted how evolving Fed policy—particularly around interest rates and inflation management—will remain a key driver of agency borrowing costs and investment strategies. 3. Geopolitical and Labor Market PressuresGlobal trade tensions and shifting workforce dynamics are expected to have ripple effects on the U.S. economy. Public agencies should prepare for potential cost escalations, especially in labor and benefits. 4. Practical Implications for AgenciesSpeakers emphasized the importance of aligning compensation planning with market realities. Strong investment returns may offer temporary relief, but strategic workforce and budget planning are essential to maintain stability. Why This Matters for Agencies Public sector leaders are tasked with balancing competitive compensation, sustainable budgets, and long-term obligations like pensions. The CalPERS return provides a positive marker, but agencies should view it as part of a larger economic picture—one that requires proactive planning and data-driven decision-making. Watch the Full Webinar 📺 Watch the recording📑 Download the slides Recent Posts TrueComp Named to 2025 Inc. 5000 List of America’s Fastest-Growing Private Companies Upskilling Your HR Team: Embracing Workforce Analytics for Strategic Impact Compensation Without Surprises: How to Move from Reactive to Predictive What Public Agencies Can Learn from Private Sector Compensation Agility Load More Tags Resource Library Articles Customer Toolkit Case Studies Events & Webinars Videos Newsroom Subscribe today! We want to hear your story! Is your agency making waves in public service with fresh, innovative solutions—especially when it comes to tackling tough compensation challenges? Share your journey with us for a chance to be featured in our upcoming agency spotlight series. Let’s shine a light on your achievements and inspire others together! Click here
TrueComp Named to 2025 Inc. 5000 List of America’s Fastest-Growing Private Companies
Growth reflects rising demand for smarter, data-driven tools in the public sector West Hollywood — TrueComp, the leading provider of compensation and workforce planning solutions for the public sector, today announced its inclusion in the 2025 Inc. 5000 list—Inc. Magazine’s annual ranking of the fastest-growing private companies in America. This recognition places TrueComp among a select group of businesses that have demonstrated sustained growth, resilience, and innovation during a period of significant economic and workforce transformation. “Making the Inc. 5000 is an honor and a testament to the dedication of our team and the trust of our public sector customers,” said Harold Westervelt, CEO of TrueComp. “At a time when government agencies are under more pressure than ever to make data-driven workforce decisions, our growth reflects the real need for better, clearer tools to support that work. We’re proud to be included—and proud of what this says about TrueComp as both a mission-driven partner and a high-performing business.” This year’s Inc. 5000 honorees have achieved extraordinary growth while navigating economic uncertainty, inflationary pressure, and a shifting labor market. Among the top 500 companies on the list, the median three-year revenue growth rate reached 1,552 percent. Collectively, those companies added more than 48,000 jobs to the U.S. economy over the past three years. For the full list, visit: www.inc.com/inc5000. “Making the Inc. 5000 is always a remarkable achievement, but earning a spot this year speaks volumes about a company’s tenacity and clarity of vision,” says Mike Hofman, editor-in-chief of Inc. “These businesses have thrived amid rising costs, shifting global dynamics, and constant change. They didn’t just weather the storm—they grew through it, and their stories are a powerful reminder that the entrepreneurial spirit is the engine of the U.S. economy.” TrueComp’s inclusion in the 2025 list follows a period of rapid expansion, fueled by strong customer retention, rising demand for modernized public sector solutions, and ongoing product innovation. Earlier this year, the company was named a finalist in the 2025 HR Tech Awards for Best Talent Intelligence Solution. Inc. 5000 Methodology Companies on the 2025 Inc. 5000 are ranked according to percentage revenue growth from 2021 to 2024. To qualify, companies must have been founded and generating revenue by March 31, 2021. They must be U.S.-based, privately held, for-profit, and independent—not subsidiaries or divisions of other companies—as of December 31, 2024. The minimum revenue required for 2021 is $100,000; the minimum for 2024 is $2 million. Inc. will celebrate the honorees at the 2025 Inc. 5000 Conference & Gala taking place October 22–24 in Phoenix, and the top 500 will be listed in the Fall issue of Inc. magazine. About Inc. Inc. is the leading media brand and playbook for entrepreneurs and business leaders shaping our future. Through its journalism, Inc. aims to inform, educate, and elevate the profile of its community: the risk-takers, the innovators, and the ultra-driven go-getters who are creating the future of business. Inc. is published by Mansueto Ventures LLC, along with fellow leading business publication Fast Company. For more information, visit www.inc.com. About TrueComp TrueComp partners with over 1,000 public sector agencies to modernize workforce planning and control labor costs—their largest expense. Combining deep industry expertise with powerful compensation analytics, TrueComp helps HR and finance leaders hire competitively, retain top talent, and negotiate with confidence. Its intuitive platform delivers real-time, verified data and tailored insights that replace guesswork with clarity, helping agencies adapt to today’s workforce challenges—from the silver tsunami to increased turnover and tight budgets. TrueComp enables smarter, faster decisions that drive equity, fiscal sustainability, and long-term performance. Named on the 2024 and 2025 Inc. 5000 list of the fastest growing private companies in America. Learn more at www.truecomp.com. Recent Posts Upskilling Your HR Team: Embracing Workforce Analytics for Strategic Impact Compensation Without Surprises: How to Move from Reactive to Predictive What Public Agencies Can Learn from Private Sector Compensation Agility Guessing Shouldn’t Be Part of Your Compensation Strategy Load More Tags Resource Library Articles Customer Toolkit Case Studies Events & Webinars Videos Newsroom Subscribe today! We want to hear your story! Is your agency making waves in public service with fresh, innovative solutions—especially when it comes to tackling tough compensation challenges? Share your journey with us for a chance to be featured in our upcoming agency spotlight series. Let’s shine a light on your achievements and inspire others together! Click here
Upskilling Your HR Team: Embracing Workforce Analytics for Strategic Impact
Embracing Workforce Analytics for Strategic Impact Public sector HR is undergoing a major transformation. Once seen as the department of compliance, onboarding, and paperwork, HR is now being called to the table as a strategic partner. Today’s HR leaders aren’t just managing personnel—they’re helping shape budget decisions, influence labor negotiations, and guide long-term workforce planning. At the heart of this shift? Data. As public agencies face mounting pressure to operate more efficiently, compete for talent, and build sustainable compensation strategies, data is no longer optional. It’s essential. And yet, investing in modern workforce analytics platforms is only half the battle. For agencies to fully realize the value of these tools, they must also invest in upskilling their HR teams. Let’s explore how workforce analytics is reshaping public sector HR—and how upskilling is the key to making it all work. From Spreadsheets to Strategy: The HR Transformation Government HR teams have long relied on static spreadsheets, outdated compensation studies, and siloed information to make critical decisions. These tools may have served their purpose in the past, but today they create more risk than reliability. In a landscape where a single decision about pay or staffing can impact millions in budget—and shape public trust—agencies need more than historical averages and manual calculations. Modern workforce analytics platforms like TrueComp are built to solve these problems. These tools turn fragmented data into actionable insights by combining salary benchmarks, labor cost modeling, and workforce scenario planning into one integrated view. But what does that look like in practice? The tangible benefits include: Reducing administrative workload by 25–30%By automating manual reporting and data entry, HR teams gain time back to focus on strategic initiatives—like improving equity, evaluating benefits, or preparing for bargaining. Improving compensation decisionsAccess to real-time benchmarks means no more guesswork. HR can make data-backed recommendations that are competitive, equitable, and aligned with the budget. Forecasting staffing and benefit changes with clarityInstead of relying on rough estimates, HR can model the actual cost impact of adding new roles, adjusting COLAs, or changing benefit structures—supporting smarter collaboration with Finance. In short, analytics platforms like TrueComp equip HR with the tools to move beyond reactive work and start driving proactive, strategic outcomes. Upskilling: The Missing Link Between Tools and Impact But tools alone don’t solve problems. A state-of-the-art analytics platform is only valuable if your team knows how to use it—and more importantly, how to apply it to the agency’s broader goals. That’s where upskilling comes in. Workforce analytics is more than a technical skill—it’s a mindset shift. It requires HR professionals to not only analyze data but to connect it to broader agency objectives, communicate insights to non-HR stakeholders, and influence high-stakes decisions. Core competencies that modern HR teams need to develop include: Interpreting compensation reports and market data HR leaders must be able to identify patterns, outliers, and actionable takeaways—especially when communicating with leadership or unions. Modeling workforce scenarios Whether it’s projecting turnover, modeling the cost of a COLA, or estimating retirements, HR must become comfortable running “what if” scenarios to inform negotiations and budgets. Speaking the language of Finance To gain buy-in and align on priorities, HR must understand key financial metrics, cost modeling assumptions, and budget cycles. Leading with data In negotiations, council meetings, or strategy sessions, HR must learn to lead discussions using data—not just anecdotes or historical precedent. When HR becomes fluent in workforce analytics, it stops reacting to decisions and starts shaping them. The Strategic Benefits of a Data-Driven HR Team Agencies that prioritize upskilling in workforce analytics aren’t just building technical proficiency—they’re transforming HR into a strategic force. When HR professionals have the skills to understand and act on data, they become key partners in solving some of the most pressing challenges facing public sector organizations today. Here’s what that strategic impact looks like: Stronger recruitment and retention strategiesWith access to real-time compensation benchmarks, HR can create competitive, equitable offers that attract top talent and reduce costly turnover. No more flying blind or relying on outdated studies. Smarter labor negotiationsScenario modeling tools allow HR to walk into negotiations with confidence, showing the cost impact of proposed increases and offering data-backed alternatives that work for both sides. Better alignment with Finance and BudgetingWhen HR and Finance operate from the same data, budget planning becomes collaborative instead of combative. Shared assumptions and transparent modeling reduce silos and prevent last-minute surprises. Improved pay equity and internal transparencyAnalytics tools allow agencies to monitor internal equity and close gaps before they become grievances. Transparent, data-driven compensation builds trust with employees and unions alike. Proactive workforce planningInstead of reacting to vacancies, retirements, or budget cuts, HR can model different scenarios, anticipate future needs, and shape a long-term workforce strategy. The bottom line: when HR is equipped to lead with data, agencies are better positioned to make informed, strategic decisions that benefit their workforce—and their community. Where to Start: Building Capability One Step at a Time The idea of upskilling an entire HR department might sound overwhelming. But it doesn’t have to happen all at once. Agencies can start small and build momentum by embedding workforce analytics into existing practices and empowering staff to learn as they go. Practical steps to begin upskilling include: Host internal trainingsBring in your analytics software provider—like TrueComp—to host workshops on how to interpret reports, build scenarios, and use the platform in real-world situations. Pair HR with Finance for joint modeling sessionsCreate cross-functional task forces where HR and Finance build cost models together. This strengthens skills and relationships. Embed analytics into leadership discussionsInclude workforce data in leadership reports and council meetings—not just HR updates. Let data drive the conversation. Assign data championsDesignate individuals on your HR team to lead the learning curve. These champions can support others, test new features, and surface insights for leadership. Celebrate quick winsShare success stories where data helped avoid a costly pay adjustment, win a negotiation, or improve equity. This builds momentum and interest across the team. Upskilling is a journey, not a destination. The
Compensation Without Surprises: How to Move from Reactive to Predictive
See the Full Picture: Market Rates + Budget Impact Register for our upcoming webinar: Two Tools, One Clear Picture. In public agencies, surprises often come at a cost. Unexpected budget overruns. Late-stage union demands. Turnover you didn’t see coming. These aren’t rare—they’re the result of outdated processes still governing the most expensive part of your budget: people. Most agencies aren’t failing to plan—they’re planning reactively. Relying on outdated studies, spreadsheets, and lagging market data forces you to respond to pressure instead of staying ahead of it. The Case for Predictive Compensation Planning Predictive compensation means having the tools to see ahead—to model, plan, and act with confidence before problems arise. It means asking: Do we know where we stand in the market—right now? Can we show our financial position clearly—down to the dollar? If something changes—tomorrow—can we adjust quickly and accurately? With the right combination of Benchmarking and Labor Costing, the answer becomes yes. Benchmarking: From Periodic Studies to Always-On Strategy Many agencies rely on 3–5 year compensation studies or ad hoc research for specific classifications when negotiations or vacancies arise. That’s not a strategy—it’s a reaction. With TrueComp Benchmarking, agencies gain a continuous feed of verified, up-to-date market data across thousands of public sector jobs. That allows you to: Know where you stand today compared to neighboring agencies and peers Move from market followers to market leaders by proactively adjusting compensation Craft long-term plans instead of reacting to last year’s SEIU deal across the county Only 22% of agencies feel confident in their pay benchmarks (Public Sector HR Association) When you know what’s competitive across every classification—not just the one that’s currently at risk—you can build a compensation strategy that attracts talent before you lose it. Labor Costing: Accuracy, Agility, and Teamwide Transparency Spreadsheets weren’t built for multi-year contract negotiations, mid-year pay adjustments, or real-time modeling. Yet they’re still the status quo. TrueComp Labor Costing changes that. With automated, scalable modeling, Labor Costing allows agencies to: Demonstrate the math clearly to any stakeholder, from unions to councilmembers Adjust scenarios live during bargaining—without starting over Collaborate across departments without relying on a single person’s spreadsheet Account for every dollar—including often-overlooked drivers like retirement or healthcare Retirement costs alone can reach 30% of total compensation—and go unaccounted for in manual models You shouldn’t have to pause negotiations because the only person who understands the costing model is out of office. Nor should you have to guess whether a proposed COLA fits your multi-year budget. Labor Costing puts the answers at your fingertips—and makes them shareable. Together: A Clear, Confident, Predictive Compensation Strategy Benchmarking shows you what’s fair. Labor Costing shows you what’s possible. When you have both, you don’t just defend decisions—you drive them. Without Both With Benchmarking + Labor Costing Relying on old studies and hearsay Live market comparisons and peer-reviewed data Scrambling to update spreadsheets Scenario planning in minutes Reacting to demands mid-negotiation Anticipating needs and modeling outcomes early Flying blind on affordability Confidence in every offer, backed by data Let’s Build the Workforce Strategy of the Future TrueComp helps public agencies recruit competitively, retain top talent, and negotiate with confidence—but the agencies leading the market aren’t doing it with one tool. They’re connecting both sides of the equation. If you’re using Benchmarking without Labor Costing—or vice versa—you’re only seeing half the picture. 🔗 Let’s talk about completing your compensation strategy. Start the conversation Recent Posts Building In-House Compensation Strategy Muscle Reimagining Public Service 2025 CalPERS Investment Return Webinar Recap TrueComp Named to 2025 Inc. 5000 List of America’s Fastest-Growing Private Companies Load More Tags Resource Library Articles Customer Toolkit Case Studies Events & Webinars Videos Newsroom Subscribe today! We want to hear your story! Is your agency making waves in public service with fresh, innovative solutions—especially when it comes to tackling tough compensation challenges? Share your journey with us for a chance to be featured in our upcoming agency spotlight series. Let’s shine a light on your achievements and inspire others together! Click here
Guessing Shouldn’t Be Part of Your Compensation Strategy
Take the Guesswork Out of Compensation Decisions In today’s public sector environment, the stakes around compensation have never been higher. Agencies are struggling to hire competitively, retain their most valuable talent, and negotiate effectively with limited resources. Yet despite these challenges, many are still relying on outdated surveys, gut instincts, or even union-provided figures to make compensation decisions that impact millions of dollars in labor spend. Let’s be clear: Guessing has no place in your compensation strategy. Whether you’re planning for recruitment, preparing for union negotiations, or reviewing internal equity, data-driven decision-making isn’t just a best practice—it’s a necessity. Here’s why guessing is still so common, what it’s costing agencies, and how modern compensation tools are changing the game. The Persistence of Guesswork in Public Compensation If public sector leaders agree that labor is their largest expense, why are so many compensation decisions still built on shaky foundations? It often comes down to three problematic sources: 1. Outdated Compensation Surveys Traditional compensation surveys are often: Collected annually or biannually, meaning data is stale before it’s even used Aggregated across broad, incomparable job titles Lacking in geographic or peer-specific context Worse yet, many agencies struggle to interpret the results in ways that translate to their local market. A title like “Senior Analyst” might look similar on paper but vary dramatically in scope and responsibility between jurisdictions. Apples-to-apples comparisons are rarely guaranteed. 2. Gut Feelings and Institutional Memory Another common fallback: the internal assumption of what “feels right.” We hear things like, “This pay band has worked for years,” or, “We know what our neighboring city offers.” While experience and institutional memory matter, relying solely on them creates blind spots—especially in a market that has shifted dramatically since the pandemic. 3. Union-Provided Data In some cases, the only figures on the table during labor negotiations are those presented by the union. This puts public agencies on the defensive from the start, trying to react to someone else’s version of the truth. Without access to verified, up-to-date market data, it’s difficult to counter unrealistic proposals, make strategic offers, or forecast long-term financial impact with confidence. What Guessing Actually Costs You It might feel harmless to keep doing things the old way, but the costs of guessing are steep—and measurable. 1. Overpaying or Under-Hiring If your pay ranges are out of sync with the current market, you risk two major issues: Overpaying for roles because you’re basing decisions on inflated or irrelevant benchmarks Under-hiring because your offer isn’t competitive, causing top candidates to walk away Even small errors add up. For an agency with a $50M personnel budget, a 0.5% variance can mean $250,000+ in missed savings annually (PwC). 2. Missed Hires and Slower Time-to-Fill The public sector is already facing a recruitment crisis. With only 1 in 5 Gen Z workers considering a government career (Partnership for Public Service), your window to make a competitive offer is shrinking. If your data is outdated or unclear, you may: Lose candidates to faster-moving private sector employers Spend months reopening a position that could have been filled quickly 3. Turnover from Misaligned Pay The wrong pay strategy doesn’t just affect hiring—it impacts retention. 42% of turnover is preventable and often tied to outdated pay practices (Gallup) Agencies that modernize their compensation strategy see up to an 11% improvement in retention (McKinsey) Every time a high-performer leaves, it costs 1.5–2X their annual salary to replace them when factoring in lost productivity, institutional knowledge, and hiring costs (Gallup, SHRM). 4. Legal and Negotiation Risk When you’re entering labor negotiations without reliable data, you’re at risk of: Agreeing to unaffordable terms Missing key contractual obligations Creating long-term liabilities that strain future budgets Organizations like NASPE report that fewer than 30% of government HR leaders are using current comp data to prepare for negotiations, and less than 20% track union commitments with structured systems (MissionSquare). In short: Guessing makes you vulnerable. The Shift to Strategic, Data-Driven Compensation Planning Leading public agencies are breaking the cycle of guesswork by embracing real-time, verified data. Here’s what modern compensation strategy looks like: 1. Real-Time Benchmarking Modern tools like TrueComp provide instant access to up-to-date compensation data across thousands of public sector jobs. Unlike static surveys, this data is: Continuously updated Peer-verified Tailored for public sector roles You can compare salaries with clean job matching and geographic specificity—giving HR and Finance confidence in every offer. 2. Scenario Modeling Want to know what a 3% COLA would cost over the next five years? Need to see the impact of a benefit change during union negotiations? Tools like TrueComp make it possible to model any scenario in real time—with no spreadsheets. This turns negotiations from a guessing game into a strategic process. 3. Unified Systems for HR, Finance, and Labor Strategic compensation isn’t just about the numbers. It’s about alignment. When HR, Finance, and Labor teams are working off the same system, using the same data, you eliminate confusion and make collaborative planning possible. Real-World Impact Agencies that modernize their approach are seeing results: 25–30% reduction in administrative workload 2x faster time-to-hire for competitive roles Better union relationships due to transparency Grand Traverse County, MI reported that integrating TrueComp data helped support its strategic goals around talent attraction and retention. The City of Columbus, OH shared that it allowed them to show unions exactly where they stand financially, improving negotiation clarity. Final Thoughts: Replace Guessing with Confidence Public sector teams have too much on the line to rely on outdated tools and assumptions. Guessing isn’t just inefficient—it’s risky, expensive, and increasingly unnecessary. Modern compensation strategies are built on real-time data, scenario planning, and cross-department alignment. When you replace guesswork with actionable insight, you empower your agency to: Compete for top talent Retain institutional knowledge Prepare for negotiations with confidence Protect taxpayer dollars with smarter decisions Your workforce is your largest investment. It’s time to treat it like one. Ready to stop guessing? Unlock our on-demand video library to see how we help public agencies modernize
Packaging Your Public Sector Total Compensation to Win Over Gen Z
The Gen Z Equation: Purpose, Pay, and Public Service Attracting Gen Z to public service is one of the biggest workforce challenges facing government agencies today. As seasoned employees retire in record numbers—often called the “silver tsunami”—a new generation must step up to lead. But there’s a problem: fewer than 1 in 5 members of Gen Z express interest in working in government (Deloitte). To secure the future of public service, agencies must rethink how they position themselves to this younger cohort. It’s not enough to offer a pension and hope they’ll come. Today’s Gen Z job seekers are driven by values, lifestyle, and long-term security. And they want clarity, flexibility, and meaning from their work. This is where total compensation comes in—but not just in terms of what’s offered. It’s about how that value is packaged, communicated, and perceived. Why Gen Z Isn’t Sold on Public Sector Jobs (Yet) Gen Z—those born between 1997 and 2012—have entered the workforce during a time of economic upheaval, student debt burdens, climate anxiety, and rapid social change. As a result, they approach employment with different expectations than previous generations. A few key characteristics define Gen Z’s mindset: Purpose-driven: They want to work for organizations that make a meaningful impact. Cautiously ambitious: After seeing Millennials struggle with job instability and debt, they seek both growth and security. Digitally fluent: They expect intuitive, tech-enabled hiring experiences and communications. Skeptical of institutions: Trust must be earned through transparency and authenticity. Many public agencies are still relying on outdated job descriptions, formal HR speak, and generic benefit blurbs to recruit. That approach is falling flat. The Hidden Power of Public Sector Compensation Here’s the twist: the public sector actually does offer many of the things Gen Z wants. Job security that’s increasingly rare in the private sector Robust healthcare coverage with low out-of-pocket costs Pensions and retirement plans that provide peace of mind Paid time off that often exceeds private industry standards Parental leave and wellness benefits Remote and hybrid work options in many agencies Tuition reimbursement or student loan assistance Opportunities to serve a mission But these benefits are rarely presented in a cohesive, compelling way. The value is there—agencies just need to tell the story more effectively. That’s where platforms like TrueComp come in. With tools to visualize and quantify the full value of compensation packages, public agencies can confidently communicate the financial and lifestyle advantages they offer—without relying on outdated spreadsheets or vague language. Repackaging the Offer: Showcasing Total Compensation 1. Break It Down Visually Most Gen Z job seekers aren’t reading dense paragraphs of HR jargon. They want quick, visual summaries. Total compensation statements should include: Base salary Employer-paid healthcare premiums Retirement contributions (and pension projections) PTO value (days x daily rate) Additional perks like wellness stipends, gym access, or education benefits Present this in a clean, easy-to-scan visual. Consider using infographics, sliders, or interactive calculators on your website or career pages. A $55,000 base salary might not sound competitive—until you show the $20,000 in additional employer-paid benefits. TrueComp helps agencies generate total compensation summaries that are not only accurate but also engaging—giving HR teams the ability to share custom visuals in outreach materials, career pages, or even union negotiations. 2. Compare Public vs. Private Sector Perks Many GenZers default to the private sector because they assume it pays more or offers flashier benefits. But those perceptions don’t always align with reality—especially when long-term stability is factored in. Consider building a side-by-side comparison graphic that highlights: Benefit Public Sector Private Sector Pension ✅ Defined Benefit Plan ❌ Often None or 401(k)-only Paid Time Off ✅ 15–20+ days ⚠️ 10–15 days avg. Job Security ✅ High ⚠️ Industry Dependent Remote Work ✅ Often Available ✅ Available Parental Leave ✅ Generous (varies by agency) ⚠️ Company-dependent Tuition Assistance ✅ Common ⚠️ Varies Widely Mission-Driven Work ✅ Core to Role ⚠️ Rarely Primary Focus Using TrueComp, agencies can build side-by-side comparisons that make public sector benefits stand out—whether in recruiting campaigns, internal presentations, or board reports. 3. Make it Personal: Employee Spotlights Gen Z trusts stories over statistics. If you want to persuade them, let your employees do the talking. Highlight a new parent who was able to take parental leave and return to a stable, supportive job. Showcase a public works employee who used tuition reimbursement to earn a master’s degree debt-free. Feature a young planner who bought her first home thanks to steady income and strong benefits. These stories can be captured in short video clips, reels, or testimonials on your career site and LinkedIn page. Authenticity is key—skip the scripts, show the humans. 4. Lead With Purpose If there’s one thing Gen Z consistently wants from work, it’s meaning. The public sector is full of meaningful work—but that mission often gets buried under bureaucratic language. Don’t let it. Open job descriptions with the agency’s purpose. Tie roles to community impact: “This role helps ensure clean water access for 30,000 residents.” Emphasize equity, sustainability, and inclusion—issues Gen Z deeply cares about. When you lead with mission, and back it with clear benefits, you shift the conversation from “what does this job pay?” to “what kind of difference will I make?” Getting the Message Out: Where and How You Communicate Matters Even the best message can fall flat if it’s delivered in the wrong place or tone. That’s why public agencies need to modernize their communications for a Gen Z audience. Use Platforms They’re Already On LinkedIn: Ideal for career spotlights, purpose-driven messaging, and professional growth stories. Instagram, TikTok, and YouTube Shorts: Great for short employee stories, behind-the-scenes peeks, or explainer videos about benefits. Make It Mobile-Friendly If your job portal or compensation information isn’t mobile-optimized, you’re already behind. Gen Z uses their phones for everything. Ensure your content is responsive, fast-loading, and easy to navigate on a small screen. Be Transparent and Direct Forget buzzwords. Gen Z prefers: Clear, honest language Simple breakdowns of pay and benefits No hidden asterisks or fine