Pay systems in local government often get built one change at a time. Over the years, that can leave towns with pay grades that are hard to explain, jobs that do not line up cleanly, and salary ranges that are not keeping pace with the market. The Town of Dover wanted to take a step back and make sure its system was fair, competitive, and sustainable, and CSS was proud to partner with the Town to do that.
This Classification and Compensation Study covered approximately 58 positions across both union and non-union roles. CSS reviewed Dover’s updated job descriptions and used a point-factor method to evaluate positions in a consistent way, so roles could be compared using the same set of job-related factors. CSS also reviewed classifications for consistency and alignment, including FLSA considerations.
To understand how Dover compared to similar communities, CSS benchmarked Dover’s salary ranges against 8 to 10 comparable Massachusetts towns selected in consultation with Town leadership. That work helped identify where Dover was already competitive, along with areas where pay compression or internal equity concerns needed attention.
“Our work with the Town of Dover was a highly collaborative process from start to finish. Town Administrator Michael Blanchard and Director of Human Resources Robin Tusino were engaged partners throughout the study and worked closely with us to ensure the compensation structure was fair, internally consistent, and sustainable for the future. Through a review of 58 union and non-union positions and a salary survey of 10 comparable communities, the project resulted in a more modern and competitive framework. This included expanding the compensation plan from five to ten grades to address compression, standardizing the percentage between steps, and aligning the recommended compensation with the 60th percentile market rates to support long-term recruitment and retention efforts.”
— Heather Lemieux, Senior Project Manager, Capital Strategic Solutions
The project concluded with an FY27-ready classification and compensation plan that expands Dover’s structure from four grades to ten grades, along with a final written report and presentations to the Personnel Board and Select Board. The result is a clearer framework the Town can use to support fair pay decisions, improve market competitiveness, and plan for the future with confidence.
Project highlights:
- Reviewed updated job descriptions provided by the Town
- Applied a point-factor rating method to evaluate roles consistently
- Benchmarked salary ranges against 8 to 10 comparable Massachusetts communities
- Identified internal equity gaps and pay compression concerns
- Built an FY27-ready 10-grade structure to replace the prior 4-grade system
- Delivered a final report and presented findings to the Personnel Board and Select Board
“The Town of Dover recently completed a classification and compensation study for non-union personnel with Capital Strategic Solutions, and the experience was outstanding from start to finish. Jen Thompson and Heather Lemieux were professional, knowledgeable, and extremely responsive throughout the entire process. They were great to work with and ensured the project was completed in a timely fashion.
What stood out most was their commitment to communication and transparency. Jen and Heather took the time to attend presentations before both the Personnel Board and Select Board, where they thoroughly explained the study and thoughtfully answered all questions. Their expertise, professionalism, and collaborative approach made what could have been a difficult process run smoothly and efficiently. We would highly recommend Capital Strategic Solutions to any municipality seeking classification and compensation consulting services.”
— Robin Tusino, HR Director, Town of Dover
Looking ahead
At the end of the day, this work is about helping municipal leaders make pay decisions that are clear, consistent, and defensible, without overcomplicating the process. Dover now has a stronger structure in place that better reflects the work being done across the organization and provides room to manage change over time.
CSS appreciates the opportunity to support the Town of Dover on this important initiative and thanks Town leadership and stakeholders for their collaboration throughout the study. If your community is considering a similar review, CSS is always happy to share what the process looks like and how a classification and compensation study can support long-term planning, recruitment, retention, and fairness.
About Capital Strategic Solutions
CSS is a certified woman-owned, disadvantaged business enterprise of municipal experts delivering creative, cost-effective solutions that maximize success and minimize risk. With deep local government expertise, we craft tailored strategies to meet each community’s unique needs.
Our capabilities span public administration, municipal finance, human resources, policy development, emergency management, public safety, public works, water operations, interim municipal services, public relations, community engagement, project management, grant writing, and onsite support. We partner with clients to define clear goals, overcome challenges, and implement human-centered plans that drive performance and transform communities.