House Strategies Group built this page from the City's published Citywide Salary Schedule (effective August 22, 2026), its 311 posted class specifications, and the State Controller's 2025 pay data for ten nearby cities. It shows how we would start any study on the as-needed bench: with the City's own record, read line by line, before the first meeting.
RFP HR-26-707 sets up a multiple-award bench for two years with three one-year options. Human Resources assigns each study to a vendor as the need comes up: after a reclassification request, a memorandum of understanding commitment, a reorganization, or a recruiting problem. Selected vendors analyze and recommend. Labor relations, bargaining and implementation stay with the City.
Position audits through questionnaires, document review and interviews with incumbents and supervisors. Analysis of duties, span of control, supervision received, minimum qualifications, career ladders and compression. Draft revisions to class specifications.
Base salary or total compensation for one class, a group, or a broad segment, against comparator agencies the City names. Base pay, medical, dental and vision cost, skill pays and incentives, validated and analyzed. Internal relationships checked so the result is equitable inside the City as well as outside it.
Written reports that document method, data sources, analysis and recommendations. Presentations to Human Resources and other internal stakeholders. Answers to the City's questions after delivery.
Acknowledge every request within two business days. Reports with little to no errors on independent audit. Every milestone on the date in the task order. Our task order page shows how each one is tracked.
Most represented classes sit on seven steps about 5.1% apart, a range width of about 36% from Step 1 to Step 7. Management ranges are open ranges about 40% wide. A fair market comparison sets Long Beach's Step 7 beside each peer's range maximum, and Step 1 beside each peer's minimum.
Seventeen titles appear in both an IAM and a confidential (ACE) version. Most pairs differ by 0.41% at the top step. The Personnel Analyst I to III pairs differ by 10.07%, and Administrative Analyst I and II and Senior Accountant by 1.9%. There may be a negotiated reason. It is the kind of internal alignment question a class study should answer in writing.
233 lines carry the Harbor flag and 101 the Utilities flag, and 233 are non-career (NC) lines that mirror a career range. Studies that touch the Harbor or Utilities departments need their own comparators (ports and water agencies) alongside the cities.
One engagement manager answers every request within two business days. A Certified Job Evaluator signs every classification determination. Every market figure carries its source and date. Small studies are fixed-fee and fixed-date, so Human Resources can order a single position audit as easily as a department study. The work runs on Plumbline, HSG's classification and compensation platform; Human Resources sees status live and receives every deliverable in Word and Excel.
Everything here comes from public documents: the City's salary schedule and class specification index on longbeach.gov, and the State Controller's Government Compensation in California file for calendar 2025. No City employee data is used. Title matches in the peer chart are a starting point; a real study matches on duties, which is why the City names the comparators and we confirm each match with Human Resources.