The County asked for an independent audit of pay for 118 positions and seven elected offices. This site shows where that audit starts: the FY27 wage charts transcribed grade by grade from the RFP, what New Hampshire and Vermont employers publish for the same jobs, and the method we would follow. Each figure links to its source.
Attachment A lists seven tasks and four dated deliverables: a meeting with the Director of Human Resources by December 9, 2026, a draft report by January 29, 2027, a final draft by February 19, and a final draft after department-head and elected-official review by March 10, 2027. It also asks for review of positions whose duties changed or are new since the 2021 study, an ongoing look at FLSA overtime exemptions, and a read on economic trends.
Peers chosen by a written rationale and agreed with the Director of Human Resources before data collection. Elected offices surveyed separately.
Each benchmark placed against the market median and percentiles, by plan and by department.
Step placement, promotion, longevity, differentials and benefits read against what peers do.
Recommended ranges for every grade on all four plans, with spread and grade-to-grade steps stated.
Supervisor-to-subordinate gaps and range overlaps, then each employee's placement.
Nursing, dietary, housekeeping, activities, corrections and dispatch, priced per post.
A written index rule the Board can apply each year, with the history behind it.
| Item | Value | Source |
|---|---|---|
| Employees | About 450 | RFP, Attachment A, I.A |
| Departments | Administrative offices, Sheriff's Department, County Attorney's Office, Alternative Sentencing, Registry of Deeds, Nursing Home, Correctional Facility and a dairy farm | RFP, Attachment A, I.A |
| Positions in the survey | 118 hourly and salaried non-union and nursing home union positions, plus 7 elected officials | RFP, Attachment A, I.B |
| Current structure | Last updated in 2021; four pay plans | RFP, Attachment A, I.A and I.B |
| Published wage charts | Non-nursing (30 grades), licensed nursing (9 grades) and corrections (6 grades), 12 steps each, effective June 14, 2026 | RFP, pages 9 to 15 |
| Elected salaries | Set biennially by the County Convention under RSA 23:7 | RFP, Attachment A, I.C.1 |
| Proposal opening | Tuesday, November 17, 2026, 9:30 AM, Commissioners' Conference Room, North Haverhill | RFP, Attachment A, I.G |
Everything here comes from published documents, each linked where it is used. No County employee data was requested or used, and no one at the County was contacted. Where a page demonstrates a method on made-up numbers (part of the Equity page), it says so. The audit itself runs on the employee file, job descriptions and policies the County provides at kickoff.
A complete classification and compensation study on a fictional city, open read-only. No account, any device, about a minute to get in.