House Strategies Group built this site from public sources: the City's own pay structure and class titles, the RFQs and the City's Q&A answers, and published pay plans from the south metro employers Fayetteville hires against. It shows how we would run both classification and compensation studies, before either is awarded.
The two solicitations share Sections 2 through 4 almost word for word. The public-safety RFQ adds rank-by-rank compression, specialty and certification pay, and matching on rank and certification. Both ask whether a step system based on time in position and total City service is feasible, with its five-year cost.
Patrol and Special Operations, Criminal Investigations, Crime Scene, the Office of Professional Services and Administration in Police; Firefighting, Community Risk Reduction, Training, the Fire Marshal and Administration in Fire. In-person meetings with the Police Chief, Fire Chief and command staff.
Community and Economic Development, Main Street, the City Manager's office, City Clerk, HR, Communications, Public Works, Parks, Facilities, Finance, Payroll, Purchasing, Municipal Court, Water Customer Service and IT. Mostly one or two incumbents per class.
One kickoff, one data request, one questionnaire window, one survey season, shared site visits, and one Council presentation if the City wishes, so police, fire and civilian pay are set against the same market at the same time.
| Page | What it shows | RFQ items |
|---|---|---|
| Pay Plan & Titles | The City's published salary structure and class titles, read before award | B, G; Comp 1 |
| Police & Fire Market | Published police and firefighter pay at south metro peers, each with its source and date | E; Comp 3 to 5 (HR154-01) |
| Citywide Market | Published ranges for civilian benchmark jobs at peer cities and counties | E; Comp 3 to 5 (HR154-02) |
| Placement & Compression | Step-placement and compression methods, running on illustrative data | F; Comp 2, 9, 13 |
| Keep It Current | The annual maintenance calendar and a sample starting-pay rule | H, J; Class 9; Comp 7, 11, 12 |
| Work Plan | Twenty-four weeks, both studies on one calendar | Timeline attachment; K |
HSG runs its studies on Plumbline, its own classification and compensation platform: online job-analysis questionnaires, factor scorecards signed by a Certified Job Evaluator, market data with a source and date on every figure, equity and cost runs, and exports to Word and Excel. At an interview we can walk the Committee through Riverbend, Virginia, a demonstration town built from public data with a fictional workforce. No Fayetteville employee data is used anywhere on this site, and the City buys no software.
This site is a proposal companion built by House Strategies Group from public records. It is not a City of Fayetteville website and has not been reviewed or endorsed by the City.