For public agencies, where the methodology has to hold up in an open meeting.
Private-sector compensation program has to convince a leadership team. Public-sector classification and compensation program has to convince employees, department heads, an HR director, a city manager, a council or board, sometimes a union, and any member of the public who requests the file. The analysis is in the same discipline. The standard of documentation is not.
Global HR Advisors has performed this work at scale. We authored the City of Dallas Classification and Compensation, Career Series Manual, along with the job code architecture, salary grade structure and the exceptional promotion and hire analysis methodology applied to long list of departments, including sworn police classifications. That is not an adjacent credential; it is the specific work, at a scale most firms bidding on a municipal study have never operated at.
Fifteen minutes with the person who wrote the manual, not a business development rep.
