The final report is due to the Director of Human Resources by December 14, 2026, with a Council presentation in January 2027. This plan assumes an October notice to proceed, runs the two tracks in parallel rather than in sequence, and starts market work from published data on day one instead of waiting for survey returns. If award comes earlier, everything moves left.
Process, tasks, and dedication of key personnel per §4.5 Information Meetings; confirm the two peer lists, communication cadence, and the December milestones on Town calendars (department heads, Town Manager, Council dates).
Pay plans, job classifications, employee salary and position data, the 2024 study deliverables, JDs, incentive policies (CDL program, Crew Chief extra-duty), and police specialty-pay practice. Market baseline from published sources activates the same week; it was started before award and is visible on this portal.
PDQ administration sized to a 113-title workforce (census where titles are single-incumbent, structured sampling where they are not, subject to the Town's preference), desk audits, series and ladder analysis, and the Maintenance Worker series split with division interviews in Sewer Construction and Water Construction.
Total-comp survey Officer through Chief against the agreed LE peer field (excl. insurance, retirement, PTO per §4.4.1), step plan and compression analysis on incumbent data, incentive and specialty pay audit, career-ladder criteria review.
Every employee against tenure, experience, and range placement, both tracks, using the engine demonstrated on the Equity Lab page.
Civilian open-range redesign with midpoints, spreads, and grade differentials; updated hiring terciles; merit progression mechanics; police step plan recommendation; career ladders both tracks; CDL incentive and Crew Chief extra-duty recommendations.
Track A alone, Track B alone, and combined; immediate, two-year phased, and tenure-based step placement options, each priced (§4.5.2).
Final report to the Director of Human Resources on or before December 14, 2026; all tables, schedules, JDs, surveys, and models on electronic medium per Tab H; administrative manuals for both systems.
Appear at the scheduled Council meeting, January 11 or January 25, 2027, with the findings, the scenarios, and the record behind every number.
The classic failure mode on a compressed comp study is sequence: classification first, then survey, then equity, each waiting on the last. Nothing in this scope actually requires that. PDQs do not wait on market data; the LE survey does not wait on civilian desk audits; the equity engine runs the moment the incumbent file is validated. The only true dependencies are Town-side review points, which is where the float lives. Two senior tracks run side by side with one project director accountable for both, and the weekly HR update reports percent complete against this same plan.