Methodology Demo Suite
The analytical product, before the engagement.
Each card below is a working demo of a portion of the deliverable Greenwood County would receive. The structure, charts, and tooling are real; the figures are illustrative pending the County's authoritative HRIS, payroll, and PEBA data at engagement award.
Methodology Walkthrough
Six-phase project plan, June – December 2026. Stakeholder engagement, JAT design, dual-layer evaluation, peer-county survey, pay structure design, implementation training.
OpenClassification Architecture
157 classifications grouped into 13 functional families. Drill into family-level structure, class counts, and how the Department-Head ladder is broken out separately.
OpenSouth Carolina Comparator Pool
Twelve SC peer counties — Piedmont neighbors plus Upstate and Midlands size peers. Population, FTE, and base-salary index for representative roles.
OpenDepartment-Head Grade Ladder
RFP §SUMMARY requires separate grades for Department Heads. We anchor a distinct executive ladder against SC peer-county Sheriff / Manager / Director ranges.
OpenTotal Compensation Stack
Base salary, longevity, certification pay, SCRS or PORS employer share, and PEBA medical — modeled per classification, per pension class.
OpenSCRS & PORS Pension Modeling
South Carolina Retirement System (general workforce) vs. Police Officers Retirement System (sworn LE, certified detention, certified EMS). Employer rates, vesting, member contributions.
OpenPEBA State Health Plan
Standard Plan / Savings Plan, Dental Plus, State Vision, basic life and LTD — employer monthly share by tier and classification.
OpenSpecial Pays Catalog
POST tiers, FTO, K-9, detective, paramedic differential, ICC inspector cert, GISP, bilingual, longevity, acting-assignment pay, on-call, CDL — with prevalence bars.
OpenCost Impact Model
Slider-driven cost-per-1%-movement calculator with pensionable-pay rollup for sworn classifications. The output beyond a typical comp study.
OpenHSG Team
Project Director, Lead Classification Analyst (Certified Job Evaluator), Sr. HR/Comp Analyst, Sr. HR SME (classification + benefits), Methodology Lead, Analyst.
OpenWhy a portal as a response companion?
For Greenwood County, a comp/class study is a once-in-a-decade investment that has to outlive the consulting engagement. Presenting the deliverable as a live, navigable portal — rather than a 200-page PDF the HR team has to mine — lets the County see exactly what they'll be running on after we deliver. It is the same idea as shipping the maintenance system as software, not as a binder.