Classification & Compensation
Solutions

CPS HR’s compensation studies help public agencies attract, retain, and motivate talent while maintaining fiscal responsibility. We analyze market data, internal equity, and organizational goals to ensure compensation structures are fair, competitive, and aligned with your compensation philosophy. 

Our compensation services support: 

• Informed decision-making through clear, actionable recommendations 
• Market competitiveness across benchmark classifications 
• Pay equity and compliance with applicable regulations 

• Sustainable salary structures that support recruitment and retention 

Our work provides agencies with the insight needed to manage compensation strategically—balancing affordability with the need to recruit and retain a high-performing public workforce. 

Concerned about pay equity, market alignment, or compression? Start a compensation conversation. 

Our classification studies establish a strong foundation for effective human resource management by ensuring jobs are accurately defined, aligned internally, and reflective of the work performed. CPS HR evaluates classification systems at the individual position, class series, department, or enterprise-wide level, tailoring each engagement to the scope and complexity of the organization. 

Our classification services help agencies: 

• Improve role clarity and accountability through well-defined job specifications 

• Support workforce planning and organizational design 

• Ensure internal alignment and defensibility of classification decisions 

• Reduce compliance and classification-related risk 

Our consultants apply proven methodologies, informed by deep public sector expertise, to deliver practical and transparent outcomes that stand up to audit, appeal, and stakeholder scrutiny. 

Need clearer job definitions or defensible class structures? Talk with a classification specialist. 

Because classification and compensation are inherently interconnected, many clients choose an integrated study that examines job structure and pay relationships together. This approach ensures that classification decisions directly inform compensation outcomes, resulting in a cohesive and defensible framework. 

An integrated approach enables agencies to: 

• Align job roles, career paths, and compensation structures 

• Address internal equity and market competitiveness simultaneously 

• Reduce implementation risk and stakeholder confusion 

• Maximize the value of the study through coordinated analysis and recommendations 

Integrated studies are especially effective for agencies undergoing organizational change, workforce growth, or heightened scrutiny around equity and transparency. 

Considering a comprehensive study? Learn whether an integrated approach is right for your agency.