Competitive
0/10
Within ±2% of market
Above Market
0
> +5% above median
Slightly Below
0
-2% to -5%
Critical
10
> -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.