This portal was built by House Strategies Group from the RFP record itself: every classification, incumbent count, and task in Specification No. CS-2026-734BD. It is a working preview of how we run the study, not a brochure about how we would.
Three connected products, in order: classification specifications employees recognize as accurate, a compensation record that survives the bargaining table, and a market-position model the Board can steer with. The sequencing in Exhibit A is deliberate, and our work plan preserves it.
PDQs from every employee, orientation meetings for all staff and the recognized employee organizations, interviews for every single-position classification, and ADA and FLSA-current specifications delivered in editable Word with rationale for every change.
Salary and total compensation against the Board-adopted 17-agency comparator framework. Every benchmark reports matches, the 50th and 75th percentile, and OC San's position against both, in Excel workbooks HR can rerun, not a PDF appendix.
Current percentile position overall and by employee group, plus forward projections under Board-specified increase scenarios. This is the deliverable that supports labor negotiations, and it is where our analytics practice does its best work.
Every figure on this portal is computed from the RFP record: the Exhibit A classification list, incumbent counts, task structure, and Addendum 1. The Workforce Analysis page is the level of analysis OC San will receive weekly, and it existed before proposals were due.
Addendum 1 makes the delivery model explicit: meetings primarily virtual and recorded, with on-site reserved for final presentations to bargaining unit representatives and the Board. Our practice already runs this way, including recorded orientation sessions employees can rewatch before completing PDQs.
The people who present at your orientation meetings are the people who read the PDQs and build the market workbooks. Our labor plan in the cost proposal is task-by-task and names who does what, so the adequacy of the commitment can be checked, not assumed.
Our classification lead has spent a career building and defending classification and compensation structures in large, represented public-sector environments, including federal classification systems that dwarf this study's footprint. The methodology transfers; the rigor is the point.
Nothing here uses non-public OC San data. Workforce figures come from Exhibit A of the RFP. Where a module demonstrates method on illustrative data, such as the Compaction Lab, it is labeled as illustrative. The real study runs on the validated data OC San provides at project initiation.