ASCENTRA™ Human Capital Enterprise Platform

Your Organization

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Overview

My dashboard

My assessments

Pay positioning

Monitor

Alerts

My reports

Engagement

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Your engagement lead
Yvonne Foster, MBA
Ascension Human Capital Management

Your Human Capital Dashboard

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Organizational health scores

Pay structure

—/5.0

Compensation health

Organization

—/5.0

Organizational effectiveness

HR department

—/5.0

HR effectiveness

Workforce

—/5.0

Workforce strategy

Priority issues & next steps

What needs attention

Issues flagged by your consultant based on your latest assessment data.

Complete your assessments to generate personalized insights for your organization.

Recommended next steps

Actions recommended by Ascension HCM based on your current results.

Review pay positioning

Current market data for your positions

Complete next assessment

Build a comprehensive picture of your workforce

Review open alerts

No open alerts

Ask your consultant

Yvonne Foster, MBA · responds within one business day

Score history

Progress over time

How your four health scores have moved between assessment periods.

Pay structure

—

Organization

—

HR department

—

Workforce

—

Faded bar = previous period · Solid bar = current period

My Assessments

Each assessment takes 15–25 minutes and produces a score your consultant uses to shape recommendations and track improvement over time.

Assessment 1 of 4

Pay Structure Health

Is your compensation system competitive? Are grade ranges defensible? Are you at risk of pay equity or compression issues?

Begin now →

Assessment 2 of 4

Organizational Effectiveness

How well is your organization structured and governed? Covers leadership, accountability frameworks, and transformation readiness.

Begin now →

Assessment 3 of 4

HR Department Health

Is your HR function equipped to deliver? Covers compliance posture, service delivery, technology readiness, and talent lifecycle management.

Begin now →

Assessment 4 of 4

Workforce Strategy

Does your organization have a plan for its workforce? Covers workforce planning, talent pipeline, succession readiness, and HR transformation capacity.

Begin now →

Planning tool

Succession Planning

Identify critical roles, score retirement risk, and track successor readiness. Your consultant reviews outputs and provides written recommendations.

Available in Workforce module

In development

Labor Relations & Policy Review

MOU and CBA analysis, policy gap identification, and compliance posture review for your specific labor environment.

Not yet available

Pay Positioning

How your salaries compare to peer organizations and the public-sector labor market. Updated with the latest BLS OEWS data.

Market intelligence. Complete the Pay Structure Health assessment to generate your position-by-position market standing report.

Position-by-position market standing

Percentile positioning against peer organizations. Positions below the 40th percentile are flagged for review.

Complete the Pay Structure Health assessment to populate market positioning data.

Source: BLS OEWS (May 2025 release; regional figures estimated from national) + regional public-sector salary surveys · BLS publishes OEWS annually

Alerts

ASCENTRA™ monitors your data on an ongoing basis. Issues flagged by the platform and your consultant appear here.

No alerts at this time. Complete your assessments to begin monitoring.

My Reports

Reports prepared by Ascension HCM for your engagement. Formatted for presentation to leadership, council, and governing boards.

No reports published yet. Your consultant will publish reports here as they become available.

Ask Your Consultant

Direct access to Ascension HCM. Questions go to your engagement lead and are acknowledged within one business day.

Yvonne Foster, MBA

Founder & CEO · Ascension Human Capital Management · Your engagement lead

Available

Common questions

Select a question to open an email, or reach out directly.

Contact directly

👁️ Client Portal Preview Mode

Recommended Next Step

Start with a Compensation Health Assessment

This 15-minute self-assessment gives you a baseline Compensation Health Index (CHI) score — a diagnostic snapshot of your pay system's competitiveness, internal equity, and governance maturity. Your consultant will use this to prioritize recommendations.

~15 minutes

28 questions across 7 domains

0/4

Assessment Journey

Complete all four assessments to build a comprehensive picture of your workforce health.

📊 Your Assessments

Step 1 · Module 03 Not Started

Compensation Health Index

Evaluate your pay system across position architecture, market competitiveness, internal equity, and governance.

~15 min

7 domains · 28 questions

Step 2 · Module 01 Not Started

Organizational Effectiveness

Assess strategic alignment, leadership, workforce architecture, and transformation readiness across 9 domains.

~20 min

9 domains · 27 questions

Step 3 · Module 02 Not Started

HR Effectiveness

Evaluate your HR department's capacity in compliance, governance, service delivery, and technology readiness.

~20 min

6 domains · 24 questions

Step 4 · Module 04 Not Started

Workforce Strategy

Comprehensive 12-domain evaluation of workforce planning maturity, talent strategy, and HR transformation readiness.

~25 min

12 domains · 36 questions

Your Consultant

Yvonne Foster, MBA

Ascension Human Capital Management

🔔 Activity & Updates

📋

No activity yet

As you complete assessments and your consultant delivers study results, reports, and market intelligence updates, activity will appear here in real time.

Suite Dashboard

Select a module to launch.

👁️

Client Portal Preview

See what your municipal clients see when they log in

🚀

New to ASCENTRA™?

Follow our recommended 5-step workflow: Assessment → Specifications → Market Data → CBA Analysis → Governance

Data Flow · How Modules Connect

M01–04

Assessment

→

M05

JD Evaluator

→

M07

Market Intel

→

M08

Governance

→

Reports

Deliverables

M06

MOU/CBA

↗ feeds M08

Active Modules?The total number of diagnostic and production tool modules available in your ASCENTRA™ suite. Each module addresses a different aspect of HR and compensation management.

Assessment & Production Tools

Diagnostic Dimensions

300+

Across All Modules

Audience Modes

Standard · HR · Finance · Board · Union

Narrative Engine

Enabled ↑

Auto-generates on every report

Assessment Modules

Module 01

Organizational Effectiveness Assessment

OET · 9-Domain Strategic Performance Diagnostic

Evaluates organizational capability across Strategic Alignment, Leadership & Governance, Workforce Architecture, Operational Systems, Culture & Engagement, Risk & Compliance, Financial Accountability, Digital Enablement, and Transformation Readiness.

ReportsDashboard

9 Domains

OEII Composite Index

Launch

Module 02

HR Effectiveness Assessment

HREA · 6-Domain HR Function Diagnostic

Assesses HR department capability across Compliance & Regulatory Alignment, Governance & Documentation, Service Delivery, Talent Lifecycle, Technology & Automation Readiness, and HR Capacity & Scalability.

ReportsDashboard

6 Domains

HROII Composite Index

Launch

Module 03

Compensation Evaluation Tool

CET · 7-Domain Total Rewards Diagnostic

Evaluates compensation system maturity across Position Architecture, Compensable Factors, Market Comparison, Internal Equity, Total Compensation Design, Institutional Readiness, and Governance & Systems.

ReportsM07 MarketM08 Governance

7 Domains

CHI Composite Index

Launch

Module 04

Workforce Strategy & HR Transformation

WSHTA · 12-Domain Diagnostic + Succession Planning Engine

Most comprehensive module — assesses workforce strategy maturity across 12 domains spanning Strategic Alignment, Workforce Planning, HR Operating Model, Talent Acquisition, Performance, L&D, Compensation, Leadership, Culture, and HR Technology.

ReportsDashboardSuccession

12 Domains

WHI Composite Index

Launch

Production Tools

Module 05

Job Description Evaluator

JDE · Job Description Quality & Class Spec Builder

Transforms legacy JDs and PDQs into standardized, compliant class specifications with rules-based quality scoring across six compliance checks: bias and inclusive language, ADA physical demands, FLSA, originality, structure, and completeness.

ReportsJob Evaluation

6 Engines

SQI Score

Launch

Module 06

MOU / CBA Analyzer

MOUAI · Collective Bargaining Intelligence

Upload any MOU or CBA and extract all compensation provisions into structured, comparable tables with fiscal impact analysis.

ReportsFiscal Simulator

8 Categories

Provision Map

Launch

Module 07

Market Intelligence Engine

MIBE · Compensation Data Pipeline

Automated public-sector salary intelligence. BLS OEWS, public salary schedules, peer group builder, and market position analysis.

Equity OverlayReportsM08 Governance

3 Pipelines

MPI Score

Launch

Module 08

Compensation Governance Engine

CGE · Continuous Compensation Analytics

Replaces the traditional 3–5 year study cycle. Job evaluation, market monitoring, compression detection, fiscal simulation, salary structure builder, and reclassification workflows.

ReportsSalary StructureDashboard

6 Engines

CGI Health Score

Launch

Shared Capabilities

Automated Narratives

Multi-Audience Reports

PDF Export

Scenario Modeling

Peer Benchmarking

Spec Generation

MOU Intelligence

BLS Data Pipeline

Comp Governance

← Suite Home

Organizational Effectiveness Assessment

Module 01 · OET · Rate each dimension (1-5) then click Generate Report for a composite OEII score with executive narrative

Rate each dimension on a 1-5 scale using the rubric descriptors provided. Consider current state, not aspirational targets. ?

Critical

Developing

Adequate

Strong

Exemplary

Strategic Alignment2.7/5.0

1. Clear strategic plan communicated to all levels

2/5

2. Organizational goals cascade to department objectives

4/5

3. Performance metrics tied to strategic outcomes

2/5

Leadership & Governance4.3/5.0

1. Defined governance structure with clear authority

5/5

2. Board/Council engaged in strategic oversight

3/5

3. Leadership succession planning in place

5/5

Workforce Architecture5.0/5.0

1. Classification system reflects actual work performed

5/5

2. Spans of control appropriate across organization

5/5

3. Organizational structure supports service delivery

5/5

Operational Systems5.0/5.0

1. Standard operating procedures documented

5/5

2. Cross-department coordination mechanisms exist

5/5

3. Service delivery metrics tracked and reported

5/5

Culture & Engagement5.0/5.0

1. Employee engagement regularly measured

5/5

2. Recognition programs aligned with values

5/5

3. Diversity, equity and inclusion actively promoted

5/5

Risk & Compliance5.0/5.0

1. Risk management framework in place

5/5

2. Regulatory compliance monitored proactively

5/5

3. Internal controls reviewed annually

5/5

Financial Accountability3.0/5.0

1. Budget aligned with strategic priorities

3/5

2. Cost allocation methodology transparent

3/5

3. Financial reporting timely and accurate

3/5

Digital Enablement3.7/5.0

1. Technology roadmap exists and funded

3/5

2. Systems integrated across departments

3/5

3. Data-driven decision making promoted

5/5

Transformation Readiness5.0/5.0

1. Change management capability demonstrated

5/5

2. Innovation encouraged and resourced

5/5

3. Continuous improvement culture established

5/5

← Suite Home

HR Effectiveness Assessment

Module 02 · HREA · Rate each dimension (1-5) then click Generate Report for a composite HROII score with executive narrative

Rate each dimension on a 1-5 scale using the rubric descriptors provided. Consider current state, not aspirational targets. ?

Critical

Developing

Adequate

Strong

Exemplary

Compliance & Regulatory4.0/5.0

1. Labor law compliance monitored systematically

4/5

2. EEO/AA plans current and reported

4/5

3. FLSA audit completed within last 2 years

4/5

4. Personnel files meet retention requirements

4/5

Governance & Documentation4.0/5.0

1. Personnel policies reviewed within 2 years

4/5

2. Classification plan formally adopted

4/5

3. Compensation philosophy documented

4/5

4. Delegation of authority clearly defined

4/5

Service Delivery & Experience3.5/5.0

1. HR service standards defined and measured

3/5

2. Employee self-service portal available

3/5

3. Onboarding process standardized

4/5

4. Exit interview data analyzed and acted on

4/5

Talent Lifecycle3.3/5.0

1. Recruitment cycle time tracked

3/5

2. Performance management system consistent

4/5

3. Training needs assessment conducted

3/5

4. Succession planning for critical roles

3/5

Technology & Automation3.0/5.0

1. HRIS supports core HR functions

3/5

2. Applicant tracking system in place

3/5

3. Time & attendance automated

3/5

4. HR analytics/reporting capability exists

3/5

HR Capacity & Scalability3.0/5.0

1. HR-to-employee ratio appropriate

3/5

2. HR staff development plan exists

3/5

3. Workload distribution balanced

3/5

4. Scalable processes for organizational growth

3/5

← Suite Home

Compensation Evaluation Tool

Module 03 · CET · Rate each dimension (1-5) then click Generate Report for a Compensation Health Index with executive narrative

Rate each dimension on a 1-5 scale using the rubric descriptors provided. Consider current state, not aspirational targets. ?

Critical

Developing

Adequate

Strong

Exemplary

Position Architecture3.0/5.0

1. Classification plan current and comprehensive

4/5

2. Job families logically organized

4/5

3. Class specifications updated within 3 years

2/5

4. Career ladders clearly defined

2/5

Compensable Factors3.0/5.0

1. Job evaluation methodology documented

3/5

2. Factor weighting defensible and consistent

3/5

3. Internal hierarchy reflects work complexity

3/5

4. Point factor or ranking system validated

3/5

Market Comparison3.3/5.0

1. Peer group methodology documented

3/5

2. Salary survey data current (within 18 months)

3/5

3. Market position policy adopted

3/5

4. Geographic differentials considered

4/5

Internal Equity2.5/5.0

1. Pay compression identified and monitored

3/5

2. Gender/race pay equity analyzed

2/5

3. Step placement criteria consistent

2/5

4. Promotional increase policy standardized

3/5

Total Compensation Design3.0/5.0

1. Salary structure range spread appropriate

3/5

2. Benefits competitiveness assessed

3/5

3. Deferred compensation options available

3/5

4. Total rewards statement provided to employees

3/5

Institutional Readiness2.8/5.0

1. Implementation funding identified

3/5

2. Stakeholder communication plan developed

2/5

3. Union/association impact assessed

3/5

4. Board/Council briefed on methodology

3/5

Governance & Systems3.0/5.0

1. Compensation administration guidelines exist

3/5

2. HRIS supports pay plan management

3/5

3. Annual salary survey participation

3/5

4. Compensation committee or review process active

3/5

← Suite Home

Workforce Strategy & HR Transformation

Module 04 · WSHTA · Rate each dimension (1-5) then click Generate Report for a WHI score with executive narrative

Rate each dimension on a 1-5 scale using the rubric descriptors provided. Consider current state, not aspirational targets. ?

Critical

Developing

Adequate

Strong

Exemplary

Strategic Alignment4.0/5.0

1. Workforce plan tied to strategic goals

4/5

2. HR priorities reflect organizational needs

4/5

Workforce Planning & Analytics3.0/5.0

1. Workforce demographics analyzed

3/5

2. Retirement risk projections current

3/5

3. Turnover root causes identified

3/5

HR Operating Model2.7/5.0

1. HR service delivery model defined

3/5

2. Shared services / COE structure evaluated

3/5

3. HR business partner model considered

2/5

Talent Acquisition2.7/5.0

1. Time-to-fill tracked by classification

3/5

2. Sourcing strategy diversified

3/5

3. Employer brand actively managed

2/5

Performance & Accountability3.0/5.0

1. Performance system aligned with goals

3/5

2. Underperformance addressed consistently

3/5

3. High performers recognized and retained

3/5

Learning & Development3.7/5.0

1. Training needs assessment current

3/5

2. Supervisory development program exists

4/5

3. Tuition reimbursement/education incentives

4/5

Compensation Strategy4.0/5.0

1. Market competitiveness assessed regularly

4/5

2. Total rewards philosophy documented

4/5

3. Pay equity monitoring ongoing

4/5

Benefits & Wellbeing3.0/5.0

1. Benefits benchmarked against peers

2/5

2. Employee wellness program active

3/5

3. Mental health resources available

4/5

Leadership & Succession3.3/5.0

1. Leadership competency model defined

4/5

2. Succession plans for critical positions

3/5

3. Emerging leader development pipeline

3/5

Culture & Engagement3.0/5.0

1. Engagement survey conducted regularly

2/5

2. DEI strategy with measurable goals

4/5

3. Values integrated into operations

3/5

Employee Relations3.7/5.0

1. Grievance process fair and timely

4/5

2. Labor relations strategy proactive

3/5

3. Workplace investigation protocols current

4/5

HR Technology3.0/5.0

1. HRIS modernization roadmap exists

3/5

2. Self-service adoption rate adequate

3/5

3. Analytics capability supports decisions

3/5

Client / Organization

Appears on exported reports as primary heading

Critical Roles

Tracked positions

Coverage Ratio

Roles with ≥1 Ready Now

High Risk

RCI ≥ 4.0 without successor

Successors Identified

Across all roles

Add Critical Role

Role / Position Title ?

Operational Domain ?

Risk Dimensions (1–5) ?

Regulatory Impact ?

Knowledge Concentration ?

Vacancy Disruption ?

External Replaceability ?

Quick Actions

No critical roles added yet

Use the form to add roles and begin building your succession plan

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Job Description Evaluator

Module 05 · JDE · Paste a legacy JD or PDQ to generate a scored, compliant classification specification ? v3.0

Input — Legacy JD / PDQ

Select from the library, paste, or upload a job description

📚 JD Library

📝 Paste / Upload

Executive (5)

City Manager

Chief administrative officer directing all City operations under Council policy direction.

FLSA: Exempt

Human Resources Director

Directs all HR functions including recruitment, classification, compensation, and labor relations.

FLSA: Exempt

Finance Director

Directs financial operations including budget, accounting, treasury, and purchasing.

FLSA: Exempt

Police Chief

Commands police department operations including patrol, investigations, and community policing.

FLSA: Exempt

Fire Chief

Commands fire department including suppression, EMS, prevention, and hazardous materials.

FLSA: Exempt

Management (5)

City Clerk

Manages official City records, legislative processes, elections, and public records compliance.

FLSA: Exempt

City Engineer

Manages engineering division including capital projects, development review, and traffic engineering.

FLSA: Exempt

IT Manager

Manages IT operations including infrastructure, enterprise applications, cybersecurity, and GIS.

FLSA: Exempt

Parks & Recreation Manager

Directs parks maintenance, recreation programming, and community facility management.

FLSA: Exempt

Public Works Supervisor

Supervises field crews in streets, utilities, facilities, or parks maintenance operations.

FLSA: Exempt

Professional (4)

Budget Analyst

Performs professional budget analysis, financial forecasting, and fiscal management.

FLSA: Exempt

Senior Accountant

Performs complex accounting including general ledger, financial statements, and audit coordination.

FLSA: Exempt

Planner II

Performs professional planning work in development review, zoning, and environmental analysis.

FLSA: Exempt

Recreation Coordinator

Plans and implements recreation programs for youth, adults, and seniors.

FLSA: Non-Exempt

Public Safety (4)

Police Officer

Performs sworn law enforcement duties including patrol, investigation, and community policing.

FLSA: Non-Exempt

Police Sergeant

First-line supervisor directing patrol team operations and personnel management.

FLSA: Non-Exempt

Firefighter/Paramedic

Responds to fire, medical, and rescue emergencies. Provides ALS medical care.

FLSA: Non-Exempt

Fire Captain

Commands fire company, directs emergency response, and manages company training.

FLSA: Non-Exempt

Technical (6)

IT Specialist

Provides advanced technical support for enterprise systems and network infrastructure.

FLSA: Non-Exempt

Water Treatment Operator II

Operates water treatment facilities to produce potable water meeting regulatory standards.

FLSA: Non-Exempt

Building Inspector II

Inspects construction for compliance with building, mechanical, and plumbing codes.

FLSA: Non-Exempt

GIS Analyst

Maintains enterprise GIS database and provides spatial analysis and mapping services.

FLSA: Non-Exempt

Code Enforcement Officer

Investigates municipal code violations and achieves compliance through enforcement.

FLSA: Non-Exempt

Public Safety Dispatcher

Receives emergency and non-emergency calls and dispatches police, fire, and medical units.

FLSA: Non-Exempt

Skilled Trades (3)

Maintenance Worker III

Performs skilled maintenance across multiple trades. Operates heavy equipment. Lead worker.

FLSA: Non-Exempt

Maintenance Worker I

Performs entry-level maintenance work. Assists crews with construction and repair.

FLSA: Non-Exempt

Equipment Mechanic

Diagnoses and repairs City vehicles and heavy equipment.

FLSA: Non-Exempt

Administrative (4)

Administrative Assistant II

Provides responsible administrative support including correspondence, records, and scheduling.

FLSA: Non-Exempt

Accounting Technician

Processes accounts payable/receivable, payroll, and financial transactions.

FLSA: Non-Exempt

Customer Service Representative

Handles customer account inquiries for utility billing, permits, and City information.

FLSA: Non-Exempt

Library Assistant

Provides circulation services, assists patrons, and supports library programs.

FLSA: Non-Exempt

Scores

Generated Spec

Flags

⚠ WARNINGEquity & Inclusion

1 bias/exclusionary term(s) detected. Review each finding and replace with the inclusive alternative.

Found Term	Line	Inclusive Alternative
"strongly valued"	L18	"desired" — consider whether the qualification is truly essential vs. preferred

Best Practice: Public-sector classification specs should use gender-neutral, ability-focused language that complies with Title VII, ADA, ADEA, and EEOC guidelines. Avoid terms that reference protected classes, imply age/gender preferences, or create unnecessary barriers to applicants with disabilities.

✓ PASSOriginality

No boilerplate or cliché phrases detected. Specification uses position-specific language.

✓ PASSFLSA Compliance

FLSA reference found: "FLSA", "Exempt". Verify exemption classification is correctly applied against the applicable FLSA duties test.

⚠ WARNINGADA / Physical Demands

2 physical demand term(s) detected: physical effort bending

ADA Compliance Check: Each physical demand must be (1) tied to a specific essential function, (2) stated as frequency-qualified (e.g., "occasionally lifts up to 50 lbs"), and (3) subject to reasonable accommodation. Physical demands that are not essential functions must be removed or noted as marginal. Include the statement: "Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions."

✓ PASSStructure — Duties

11 duty statements identified. Verify each begins with an action verb and describes an observable work product.

✓ PASSEducation

Education qualifications identified. Verify degree requirements are defensible and include equivalent-experience alternatives where possible.

✓ PASSKSA Section

6 KSA items identified.

✓ PASSClass Summary

Summary statement identified.

✓ PASSCertifications

Certification requirements detected. Verify certifications are "required" vs "desirable" and that timelines for post-hire acquisition are documented.

✓ PASSSpec Generated

Classification spec generated. Review all sections before adoption.

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MOU / CBA Compensation Analyzer

Module 06 · MOUAI · Upload a Memorandum of Understanding to extract all compensation provisions

Upload MOU / CBA Document

Drag & drop a PDF, DOCX, or text file — or click to browse
Click here to load a sample MOU for demonstration

Firefighters Bargaining Unit — MOU Analysis

City of Springfield · July 1, 2025 – June 30, 2028 · 3-Year Term

Provisions

24+

Fiscal Impact

$2.4M

Base GSI

3.0%

Special Pays

Base Compensation

Provision	Details	Effective	Impact
Year 1 GSI	3.0% All steps	Jul 2025	$1.24M
Year 2 GSI	2.5%	Jul 2026	$1.07M
Year 3 GSI	2.5%	Jul 2027	$1.09M

Special Pays & Incentives

Provision	Amount	Eligibility	Type
Overtime	1.5x	Over 56-hr cycle	Mandatory
Paramedic	10%	Active cert	Cert
HazMat	5%	HazMat team	Assignment
Education AA	2.5%	Associate+	Education
Education BA	5%	Bachelor's	Education
Bilingual	$100/mo	Proficiency	Skill
Longevity 10yr	2.5%	10+ years	Longevity
Longevity 15yr	5.0%	15+ years	Longevity
Longevity 20yr	7.5%	20+ years	Longevity
Uniform	$1,200/yr	All sworn	Allowance
Night Diff	3%	Night shift	Shift
Acting Pay	5%	5+ consec days	Assignment

Benefits & Insurance

Provision	Coverage	Employer Contribution	Annual Cost
Medical (PPO)	Employee + Family	95% EE / 85% Dep	$18,400/yr avg
Dental	Employee + Family	100% EE / 90% Dep	$2,100/yr
Vision	Employee + Family	100%	$480/yr
Life Insurance	2x annual salary	100% employer-paid	$840/yr avg
Retirement (PERS)	Safety Plan	3%@50 Classic / 2.7%@57 PEPRA	Statutory
Deferred Comp	457(b)	$75/mo match	$900/yr

Leave Provisions

Leave Type	Accrual Rate	Maximum	Cashout
Vacation (0-5 yrs)	10 shifts/yr	30 shifts	50% at separation
Vacation (5-10 yrs)	15 shifts/yr	45 shifts	50% at separation
Vacation (10+ yrs)	20 shifts/yr	60 shifts	75% at separation
Sick Leave	12 shifts/yr	Unlimited accrual	25% at retirement
Holiday	12 designated/yr	—	Holiday-in-lieu bank
Bereavement	3 shifts	5 shifts (ext. family)	—
Jury Duty	Full pay	—	—

3-Year Fiscal Impact

Cumulative 3-Year Impact$6.84M above baseline

Fiscal Year	Base Salary Impact	Special Pays	Benefits Cost	Total Impact
FY 2025-26	$1,240,000	$418,000	$372,000	$2,030,000
FY 2026-27	$1,070,000	$435,000	$398,000	$1,903,000
FY 2027-28	$1,090,000	$452,000	$418,000	$1,960,000

ℹ Analysis Notes

The 3.0%/2.5%/2.5% GSI pattern aligns with regional CPI trends and is consistent with comparable fire service MOUs in the metropolitan area. Special pay provisions (particularly longevity and certification pay) represent 17.4% of total compensation above base, which is within the 15-20% range typical for public safety units. The sick leave cashout provision at retirement (25%) creates an unfunded liability estimated at $1.2M over 10 years. Recommend including this in the jurisdiction's GASB 75 OPEB reporting.

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Market Intelligence & Benchmarking Engine

Module 07 · MIBE v2.1 · Blended SOC benchmarking, peer group builder, equity overlay, survey data import Engine Ready ✓

SOC Codes

149

Crosswalk Titles

138

BLS Regions

5 + Nat'l

States + DC

Step 5: Review Market Position

This is where everything comes together. The gap-to-market analysis compares your position's current compensation against BLS benchmarks, peer data, and recommended ranges. Use this to build your board presentation.

Gap-to-Market Analysis

Current Midpoint

$85,000

Company XYZ

Adjusted Composite Median

$102,500

Weighted BLS + Tier

Peer Avg Midpoint

$95,800

5 peers

Gap to Market

+28.8%

$22,194 below median

Percentile Position

25th–50th

vs adjusted composite

Gap to Peers

+18.7%

$14,433 below

Current Mid

$85,000

Adj 25th

$75,200

Peer Average

$95,800

Adj Median

$102,500

Adj 75th

$122,400

Adj 90th

$136,800

Cost-to-Target Scenarios

Target	Target Mid	Current Mid	Gap ($)	Gap (%)	Assessment
25th Percentile	$75,200	$85,000	−$5,206	-6.8%	At/Above Target
Peer Average	$95,800	$85,000	+$14,433	+18.7%	Critical Gap
50th (Median)	$102,500	$85,000	+$22,194	+28.8%	Critical Gap
75th Percentile	$122,400	$85,000	+$51,068	+66.3%	Critical Gap

SOC	Title	Category	10th	25th	Median	75th	90th
⏳ Loading BLS OEWS data from server...

Pop. Tier	Budget	Factor Low	Factor High	Rationale
Under 10,000	< $25M	0.72	0.78	Small scope, limited complexity
10,000 – 25,000	$25M – $50M	0.78	0.85	Moderate scope
25,000 – 50,000	$50M – $100M	0.85	0.92	Standard municipal operations
50,000 – 100,000	$100M – $250M	0.92	0.98	Full-service city
100,000+	$250M+	1.00	1.00	No adjustment — aligns with BLS aggregate

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Compensation Governance Engine

Module 08 · CGE · Continuous compensation governance with 5 integrated engines v3.0

Internal Equity

—?Are similar jobs paid fairly relative to each other?Internal equity measures whether similar jobs within your organization are paid consistently. A score below 70 suggests classification or pay structure misalignment that could create legal or morale risk.

Run Job Eval Engine

Market Position

10 Alerts?How do your salaries compare to what others pay?Market position compares your salaries against external benchmarks (BLS data, peer surveys). Alerts fire when positions fall more than 10% below the market median.

Run Market Monitor

Compression Risk

4 High?Are supervisors paid enough more than the people they manage?Compression risk identifies cases where a supervisor earns less than 5% more than their direct reports. This erodes incentive for promotion and creates retention risk at the supervisory level.

Run Detection Engine

Fiscal Impact

$4.3M?What will recommended pay changes cost your budget?The total projected fiscal impact of recommended salary adjustments including COLA, market corrections, compression fixes, and reclassifications over the modeled time period.

Run Simulator

Reclass Queue

3 Pending

Pending Requests

Job Evaluation

Market Monitor

Compression

Fiscal Simulator

Salary Structure

Reclassification

Dashboard

📥 Load Data

📝 Manual Form

📋 Queue 80

Download Template

Pre-formatted Excel template with instructions, sample data, and field validations

Includes: Instructions Tab · 3 Sample Rows · All Required Fields

Upload Your Data

Upload your completed template or any CSV/Excel file with classification data

Drop CSV or Excel file here — or click to browse

Accepts .csv, .xlsx, .xls · Max 500 positions

Quick Paste

Copy rows from Excel and paste below — tab-separated columns detected automatically

Expected columns: Job Title, Department, Job Family, Grade, Duties (tab-separated)

✅

File Loaded: ASCENTRA_Job_Eval_Sample_3.xlsx → Classification Data

Detected 20 positions across 11 columns · Auto-mapped 10/11 fields

Column Mapping

Job Title *

Department *

Job Family

Current Grade

Duties

Skill (1-5)

Decision (1-5)

Supervisory (1-5)

Impact (1-5)

Conditions (1-5)

Budget (0-5)

Data Preview (first 5 of 20)

Job Title	Department	Job Family	Current Grade	Duties Summary	Skill Level (1-5)	Decision Authority (1-5)	Supervisory Responsibility (1-5)	Operational Impact (1-5)	Working Conditions (1-5)	Budget Authority (0-5)
City Manager	Administration	Executive	32	Chief administrative officer. Implements…	5	5	5	5	1	5
Assistant City Manager	Administration	Executive	29	Assists City Manager with daily operatio…	5	5	4	5	1	5
Finance Director	Finance	Executive	27	Directs all financial operations includi…	5	5	4	5	1	5
Public Works Director	Public Works	Executive	27	Directs public works operations includin…	5	5	5	5	3	5
Police Chief	Police	Executive	30	Commands police department of 52 sworn a…	5	5	5	5	4	5
… and 15 more rows

Evaluation Results

Points, grade recommendation & internal equity

Complete the form and click
"Evaluate Position"

Or load positions via the
Load Data tab

Market Competitiveness Monitor

🧠Executive NarrativeASCENTRA Engine

Market competitiveness analysis for the Northeast region identified 10 classification(s) falling below competitive market thresholds, while 0 classification(s) remain within the competitive range. Below-market positions represent recruitment and retention risk that should be addressed through targeted market adjustments.

Recommendation: Prioritize market alignment for classifications with gaps exceeding 10%. Incorporate market adjustment costs into the fiscal simulation to model budget impact. Repeat market scans quarterly to track movement.

Competitive

0/10

Within ±2% of market

Above Market

> +5% above median

Slightly Below

-2% to -5%

Below Market

-5% to -10%

Critical

> -10% below median

⚠ Market Alerts — Northeast · 10 Classifications Below Competitive Threshold

CRITICAL · IT Manager — -23.1% vs Market

Current: $98,000 · Market Median (Northeast): $127,440 · Annual Gap: $29,440 · SOC 11-3021

CRITICAL · Engineering Manager — -21.6% vs Market

Current: $105,000 · Market Median (Northeast): $133,920 · Annual Gap: $28,920 · SOC 11-9041

CRITICAL · Planner II — -20.7% vs Market

Current: $62,000 · Market Median (Northeast): $78,192 · Annual Gap: $16,192 · SOC 19-3051

CRITICAL · Budget Analyst — -18.7% vs Market

Current: $72,000 · Market Median (Northeast): $88,560 · Annual Gap: $16,560 · SOC 13-2031

CRITICAL · Admin Assistant II — -15.8% vs Market

Current: $42,000 · Market Median (Northeast): $49,896 · Annual Gap: $7,896 · SOC 43-6014

CRITICAL · Maintenance Worker — -15.5% vs Market

Current: $46,000 · Market Median (Northeast): $54,432 · Annual Gap: $8,432 · SOC 49-9071

CRITICAL · Fire Captain — -14.7% vs Market

Current: $94,000 · Market Median (Northeast): $110,160 · Annual Gap: $16,160 · SOC 33-1021

CRITICAL · Finance Director — -13.7% vs Market

Current: $138,000 · Market Median (Northeast): $159,840 · Annual Gap: $21,840 · SOC 11-3031

CRITICAL · HR Director — -12.3% vs Market

Current: $125,000 · Market Median (Northeast): $142,560 · Annual Gap: $17,560 · SOC 11-3121

CRITICAL · Police Officer — -10.9% vs Market

Current: $72,000 · Market Median (Northeast): $80,784 · Annual Gap: $8,784 · SOC 33-3051

Market Competitiveness — Northeast Region

Classification	SOC	Current Salary	Market Median	Delta	Status
IT Manager	11-3021	$98,000	$127,440	-23.1%	Critical
Engineering Manager	11-9041	$105,000	$133,920	-21.6%	Critical
Planner II	19-3051	$62,000	$78,192	-20.7%	Critical
Budget Analyst	13-2031	$72,000	$88,560	-18.7%	Critical
Admin Assistant II	43-6014	$42,000	$49,896	-15.8%	Critical
Maintenance Worker	49-9071	$46,000	$54,432	-15.5%	Critical
Fire Captain	33-1021	$94,000	$110,160	-14.7%	Critical
Finance Director	11-3031	$138,000	$159,840	-13.7%	Critical
HR Director	11-3121	$125,000	$142,560	-12.3%	Critical
Police Officer	33-3051	$72,000	$80,784	-10.9%	Critical

Cost-to-Cure Estimate$171,784

Annual salary adjustment required to bring 10 below-market classifications to the Northeast market median. Does not include benefits load (typically 28–35% additional). A phased approach over 2–3 fiscal years is recommended to manage budget impact.

🧠Market Analysis Narrative

The organization's compensation structure is significantly below market relative to Northeast peer medians. 10 of 10 benchmarked classifications fall more than 5% below market, including 10 at critical levels (>10% gap). The most significant gap is IT Manager at -23.1% ($29,440 annual shortfall). The estimated cost-to-cure for all below-market classifications is $171,784 in base salary adjustments. A phased market alignment strategy is recommended, prioritizing classifications with the largest gaps to reduce turnover risk. Present cost-to-cure data to the governing body as part of the annual budget development process.

Compression Detection Engine

Click "Detect Compression" to analyze
supervisor-subordinate and tenure-based compression risks

Fiscal Impact Simulator

Model payroll scenarios: COLA increases, grade adjustments, compression corrections, market alignment

Total Payroll ($M)

Employee Count

Benefits Load (%)

COLA Increase (%)

Market Adjustment (%)

Compression Correction ($K)

Grade Structure Adjustment (%)

Projection Years

Adjust scenario parameters above and click
"Run Simulation"

Salary Structure Builder

Build an interactive grade-step salary table with adjustable parameters

Total Grades

Steps per Grade

Range Spread

Market Target

Grade 1 Minimum ($)

Grade-to-Grade Increase (%)

Step Increment Type

COLA Adjustment (%)

Set your parameters and click
"Generate Structure"
to build the grade-step salary table

Reclassification Decision Engine

Submit and evaluate job reclassification requests through a 6-step workflow

Submit

→

Duty Analysis

→

Eval Scoring

→

Peer Comparison

→

Market Check

→

Recommendation

Reclassification Queue · 3 Requests

ID	Employee	Current → Requested	Department	Submitted	Score	Status
RC-2026-001	Martinez, J.	Planner II → Senior Planner	Community Dev	2026-01-15	340	Under Review
RC-2026-002	Chen, L.	IT Specialist → Sr IT Specialist	Information Tech	2026-02-03	—	Pending Eval
RC-2026-003	Williams, D.	Maint Worker II → Maint Worker III	Public Works	2026-02-20	285	Recommended

M03 CHI ✓ 2.9

M07 BLS ✓

Compensation Governance Health Index

Composite score across all active engines · Updated in real time

At Risk

Market Position0%

At Risk

Compression Risk20%

At Risk

Fiscal Planning100%

Strong

Reclass Mgmt33%

At Risk

Engine Status Matrix

Module 03 · Compensation Health Index

CHI Composite: 2.93/5.0Synced from Assessment Module

Position Architecture

3.0

Compensable Factors

3.0

Market Comparison

3.3

Internal Equity

2.5

Total Compensation Design

3.0

Institutional Readiness

2.8

Governance & Systems

3.0

⚖

Job EvaluationInactive

Not run

Evaluate positions to assess classification accuracy

📡

Market MonitorActive

10 alerts · 0 competitive

Region: Northeast · Scanned 3/16/2026

⚠

Compression DetectionActive

4 high risk · 1 moderate

8 relationships analyzed · Est. correction: $53,000

💰

Fiscal SimulatorActive

$4.31M projected

3-year projection · Modeled 3/14/2026

📋

ReclassificationActive

3 in queue

1 recommended · 1 pending eval · 1 under review

Compression Risk Summary

Supervisor	Subordinate	Dept	Gap	Risk
PW Supervisor	Maintenance Worker III	Public Works	2.4%	High
Police Lieutenant	Police Sergeant	Police	3.2%	High
Engineering Tech III	Engineering Tech II	Public Works	3.2%	High
Fire Captain	Fire Engineer	Fire	3.9%	High
IT Manager	Sr Systems Admin	Administration	7.1%	Moderate

Reclassification Queue

ID	Employee	Current → Requested	Dept	Score	Status
RC-2026-001	Martinez, J.	Planner II → Senior Planner	Community Dev	340	Under Review
RC-2026-002	Chen, L.	IT Specialist → Sr IT Specialist	Information Tech	—	Pending Eval
RC-2026-003	Williams, D.	Maint Worker II → Maint Worker III	Public Works	285	Recommended

🧠Governance Executive NarrativeAuto-generated

The organization's Compensation Governance Health Index stands at 38/100 (At Risk). The most recent market scan (Northeast) identified 10 classifications below competitive thresholds, with 0 within the competitive range. 4 high-risk compression instances were detected where supervisor-subordinate salary differentials fall below 5%. A targeted compression correction fund is recommended. Fiscal modeling projects a 3-year cumulative impact of $4.31M for the modeled compensation adjustment scenario. The reclassification queue contains 3 requests, of which 1 has been recommended for approval. Continuous monitoring through this platform replaces the traditional 3–5 year compensation study cycle with real-time governance intelligence.

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Reports & Deliverables

Generate comprehensive reports for each assessment module, production tool, and an integrated cross-module analysis.

⚡ Comprehensive Analysis Report ?

Integrated enterprise report combining all four assessment modules and production tool outputs into a single cross-module analysis with executive narrative, key metrics, implementation roadmap, and strategic recommendations.

Generate →

Assessment Module Reports

Organizational Effectiveness Report

OEII · 9 Domains · 27 Dimensions · Module 01

Evaluates strategic alignment, leadership governance, workforce architecture, operational systems, culture, risk management, financial accountability, digital enablement, and transformation readiness. Generates executive narrative, composite index, domain-by-domain analysis, financial exposure estimate, and phased implementation roadmap.

Generate →

HR Effectiveness Report

HROII · 6 Domains · 22 Dimensions · Module 02

Assesses compliance and regulatory posture, talent management lifecycle, classification and compensation systems, employee relations practices, benefits and leave administration, and HRIS technology maturity. Produces composite HROII index, domain strengths/gaps analysis, remediation priorities, and strategic recommendations for HR function optimization.

Generate →

Compensation Health Report

CHI · 7 Domains · 21 Dimensions · Module 03

Evaluates pay structure integrity, market competitiveness, internal equity, pay administration practices, total rewards strategy, pay-for-performance alignment, and compensation governance. Delivers CHI composite index, financial exposure assessment, domain-level findings, pay compression indicators, and a prioritized compensation remediation roadmap.

Generate →

Succession Planning Report

SPE · Role Criticality · Successor Readiness · Heat Map

Comprehensive succession risk analysis including role criticality index, successor readiness tiers, coverage ratios, gap analysis by domain, development plans, and board-ready heat map. Standalone report for quarterly succession reviews.

Generate →

Workforce Strategy Report

WHI · 12 Domains · 35 Dimensions · Module 04

Comprehensive workforce health assessment spanning strategic alignment, workforce planning and analytics, HR operating model, talent acquisition, performance and accountability, L&D, compensation strategy, benefits and wellbeing, leadership succession, culture and engagement, employee relations, and HR technology. Generates WHI master index with governance, operations, and transformation sub-indices, along with three-phase implementation roadmap.

Generate →

Production Tool Reports

Job Description Evaluation & Classification Report

Module 05 · JDE · Classification Specification Analysis

Captures the AI-generated classification specification alongside the Spec Quality Index (SQI) scoring results. Includes readability analysis, equity and inclusion language audit, FLSA compliance check, plagiarism/boilerplate detection, ADA essential functions review, and structural quality assessment. Report includes the full generated spec, compliance flags, and remediation recommendations.

Generate →

MOU / CBA Compensation Analysis Report

Module 06 · MOUAI · Bargaining Agreement Analysis

Extracts and analyzes compensation provisions from Memoranda of Understanding and Collective Bargaining Agreements. Reports on base salary structures, step/grade schedules, special pay categories (bilingual, shift, hazard, certification), health and retirement benefits, leave accrual provisions, and projects three-year fiscal impact including compounding cost estimates for management review.

Generate →

Market Intelligence & Benchmarking Report

Module 07 · MIBE · Classification-Focused Analysis

Generates a focused benchmarking report for the currently selected classification in Module 07. Includes market position analysis vs anchor jurisdiction, BLS OEWS percentile distribution (10th–90th), peer jurisdiction salary comparisons across all comparators with quartile placement, regional wage differentials, and strategic positioning recommendations. Select a classification in the Market Intelligence Engine before generating.

Generate →

Compensation Governance Report

Module 08 · CGE · Continuous Compensation Analytics

Comprehensive compensation governance analysis combining job evaluation results, market monitoring alerts, compression risk findings, fiscal impact projections, and reclassification queue status. Generates AI executive narrative with recommended actions.

Generate →

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Study History

Track and compare analyses across engagements. Previous study snapshots are saved automatically.

Saved Studies

📋

Workforce Health — N/A

STUDY-002 · 3/16/2026 10:07 AM

65%

📋

Compensation Health — N/A

STUDY-001 · 3/16/2026 10:05 AM

59%

How Study History Works

Every time you generate a report in Module 07 (Market Intelligence) or complete an assessment (Modules 01–04), a timestamped snapshot is saved automatically. You can compare results over time to track how market position, equity gaps, and organizational health evolve between study cycles. Snapshots include position title, client name, key metrics, and the date of analysis.

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Client Portals

Provision and manage client portal access. Clients receive a simplified dashboard with Modules 1–4, Study History, and Reports.

Portal Usage

- of - portals used

Subscription Tier

—

➕ Provision New Client Portal

Organization Name *

Client Type

Contact Name *

Contact Email *

State

Phone

Notes (optional)

👥 Active Client Portals

⏳

Loading client portals...

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Client Branding

Customize report headers and exports with your client's jurisdiction name, color, and identity.

Jurisdiction Identity

Jurisdiction / Organization Name

State / Region

Primary Brand Color

Report Subtitle

Fiscal Year

Company XYZ

Comp Audit · 2025-26 · Powered by ASCENTRA™

How Branding Works

Client branding is applied to all exported reports and the Governance Dashboard. When you generate a report or export to PDF, the report header will display the jurisdiction name and brand color you configure here, with "Powered by ASCENTRA™" and your firm name in the footer. This means your clients see their own identity on deliverables while maintaining Ascension HCM attribution.

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Subscription & Billing

Manage your ASCENTRA™ subscription tier · Powered by Stripe

Current Plan

—

Loading…

Practitioner

$48,000/year

✓ 4 Assessment Modules · PDF/Excel export · Up to 10 client portals

Study Workspace

Multi-position dashboard — aggregate all saved M07 studies into a single engagement view for governing board delivery.

📊

No Positions in Workspace

Navigate to Module 07 · Market Intelligence Engine, complete a position analysis, and click Save Study. Saved studies appear here automatically as rows in the engagement dashboard. Each position shows its market gap, compa-ratio, range penetration, and risk classification at a glance.

Workforce Governance,Reinvented.

Welcome back

Reset your password

Welcome to ASCENTRA™

Start with an Assessment (Modules 01–04)

Generate Class Specifications (Module 05)

Build Market Intelligence (Module 07)

Analyze Bargaining Agreements (Module 06)

Run Governance Engine (Module 08)

Your Human Capital Dashboard

My Assessments

Pay Positioning

Alerts

My Reports

Ask Your Consultant

Suite Dashboard

Organizational Effectiveness Assessment

HR Effectiveness Assessment

Compensation Evaluation Tool

Workforce Strategy & HR Transformation

Add Critical Role

Succession Risk Heat Map

Job Description Evaluator

Input — Legacy JD / PDQ

MOU / CBA Compensation Analyzer

Upload MOU / CBA Document

ℹ Analysis Notes

Market Intelligence & Benchmarking Engine

Step 1: Define Your Position

Step 2: Map SOC Codes

Step 3: Configure Blended Benchmark

Step 4: Build Peer Group

Step 5: Review Market Position

Compensation Governance Engine

Drop CSV or Excel file here — or click to browse

Evaluation Results

Reports & Deliverables

⚡ Comprehensive Analysis Report ?

Organizational Effectiveness Report

HR Effectiveness Report

Compensation Health Report

Succession Planning Report

Workforce Strategy Report

Job Description Evaluation & Classification Report

MOU / CBA Compensation Analysis Report

Market Intelligence & Benchmarking Report

Compensation Governance Report

Study History

Client Portals

Client Branding

Company XYZ

Subscription & Billing

Study Workspace

No Positions in Workspace

🧭 Guided Benchmark Setup

Step 1 of 4: Position & Client

🎯 Add SOC Code — State-Aware Suggestions

🏛️ Edit Peer Jurisdiction

Workforce Governance,
Reinvented.