Compensation Analysis and Market Pay Study

The Vendor is required to provide general Job Positions and Classifications and collect compensation data for the same or comparable positions from the following entities no later than August 31, 2026:
• State Attorney General
• Federal Government
• Private Law Firms
• State Attorney Office
• County Government
• City Government
- Ensure all collected data for at a minimum, the following:
• Structural differences in classification systems;
• Locality pay rates;
• GS pay tables published by the country Office of Personnel Management;
• Publicly available salary schedule data (as applicable);
• Collective bargaining agreements or pay plan documents (as applicable);
• Calculate market pay for each applicable comparator category;
• For each attorney position, calculate market pay at the entry, 5-year, and 15-year+ tenure period across all comparator categories.
• Identify pay gaps (positive and negative) between current office compensation rates and comparator data, including each tenure point for attorneys.
• Calculate estimated cost impact of closing identified pay gaps.
• Use available salary range data in the event explicit step or longevity-based pay schedules are unavailable.
- Prepare a Gap Analysis with calculations in dollars and percentages, to include position by position findings, identifying differences (leads or lags) between office pay and each comparator. For attorney positions, the Gap Analysis must also include differences at each tenure.