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<br />15 | 2025 Arthur J. Gallagher & Co
<br />References
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<br />Contact names and phone numbers are listed for each project. These projects are relevant to demonstrating our ability to meet the
<br />needs of the City and show considerable experience in developing compensation systems for a variety of public sector organizations.
<br />Our references can attest to the timeliness, quality, and responsiveness of the services we provide, our understanding of job
<br />classification and pay equity, and our knowledge of legal issues, such as the ADA and FLSA, and our expertise in working with public
<br />organizations and sensitive personnel issues. The projects listed below were completed by members of your project team and within
<br />similar timeframes to what the City is requesting.
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<br />CITY OF RUSTON, LA | 401 North Trenton Street, Ruston, LA 71270
<br />Julie Keen, Finance Director, 318.251.8651, JulieKeen@RustonLA.gov
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<br />In 2022, Gallagher contracted with the City of Ruston to perform a compensation study for all city employees. The study utilized a
<br />custom survey and published data to complete the study. The study included police, fire, and utility workers.
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<br />CITY OF AUSTIN, TX | 301 West Second Street, Austin, TX 78701
<br />Bryan Dore, Compensation Manager, 512.974.3216, bryan.dore@austintexas.gov
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<br />We have been retained to do numerous projects with the City since 2017. In 2017, we were hired to assist the City with a review and
<br />assessment of the compensation strategy and to conduct a compensation study for the Human Resources and Legal departments. In
<br />2019, Gallagher conducted another custom salary survey for the City and a comprehensive evaluation of pay equity in comparison to its
<br />prior studies to identify if there are any pay equity issues in the organization. Since 2021, we have been engaged in a number of
<br />compensation and broader engagements – with our multi-year agreement renewed for 5 years in fall of 2024 – recent efforts have
<br />included compensation philosophy design, organizational assessments, and compensation reviews.
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<br />CITY OF GILLETTE, WY | 201 East 5th Street, Gillette, WY 82716-4303
<br />Déca Wasson, Human Resources Director, 307.686.5222, decaw@gillettewy.gov
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<br />From 2022 to 2023, we were contracted by the City to perform compensation and HR advisory services.
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<br />HARRIS COUNTY, TX | 3100 Main Street, Houston TX 77002
<br />Amanda Porter, Senior Manager, Compensation and Position Control, 713.274.3018, Amanda.Porter@harriscountytx.gov
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<br />We are currently engaged with the County, the third largest in the country, for a compensation, classification, and pay equity study. This
<br />study encompasses over 18,000 employees across 4,000 classifications. The study involves writing job descriptions, creating
<br />guidelines, and training for salary administration to ensure pay equity in addition to designing frameworks to support the County’s
<br />ongoing HR transformation efforts.
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<br />PRINCE WILLIAM COUNTY, VA | 1 County Complex Court, Suite 155, Woodbridge, VA 22192
<br />Stacey E. Allen, Assistant Director of Human Resources, 703.792.5172, SAllen@pwcgov.org
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<br />Since 2018, Gallagher and the County have partnered to conduct multiple classification and compensation studies with the goal of
<br />ensuring internal equity, external competitiveness, and legal compliance in pay structures while supporting career development and
<br />workforce planning. To build the compensation and classification framework from the ground-up, the team reviewed and updated over
<br />310 job descriptions, facilitated employee and supervisor Job Analysis Questionnaires (JAQs), conducted interviews and focus groups,
<br />and performed market benchmarking. Deliverables included revised salary structures, implementation cost models, and communication
<br />toolkits. The studies concluded with actionable recommendations, including a streamlined classification system, updated pay ranges,
<br />and tailored implementation strategies aligned with the County’s operational and budgetary needs. Gallagher continues to partner with
<br />Prince William County and is currently engaged in a 2025 project to build on the previous work, introducing innovative approaches to
<br />JAQ design and data collection and market pricing.
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<br />Additional references and/or case studies are available upon request to support client decision-making.
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