Monthly Newsletter

August 2025

Not long ago, I was in a conversation with a CHRO from a large public agency who said something that stuck with me:

“We’re not trying to be flashy. But we are trying to stop losing our best people.”

There was no panic in her voice - just quiet urgency. Her team had been working around the clock to understand how rising market pay, shifting expectations, and budget pressures intersect. And they weren’t alone.

Across the country, I see public agencies navigating a very real tension: the need to offer competitive, equitable pay - without overcommitting budgets or disrupting internal structures. At the same time, private sector employers are rewriting the playbook in real time, adjusting comp strategies faster than ever to attract, retain, and realign talent.

Public agencies can’t always move at that pace - and they shouldn’t be expected to. But that doesn’t mean they can’t move smarter.

Click here to learn more about...

- What agility really means in compensation

- What's holding agencies back?

- Agility, by design

- Leveling the playing field

Harold Westervelt, CEO

Latest News

See the Full Picture: Market Rates + Budget Impact - In public agencies, surprises often come at a cost.

Fix the Friction: Why Your Best People Are Burning Out - In today's workplace, job bouncing is no longer seen as a red flag.

The Gen Z Equation: Purpose, Pay, and Public Service - As seasoned employees retire in record numbers - often called the "silver tsunami" - a new generation must step up to lead.

Guessing Shouldn't Be Part of Your Compensation Strategy - If public sector leaders agree that labor is their largest expense, why are so many compensation decisions still built on shaky foundations?

With recent updates to both modules, the time is now! Register here to join our webinar in September!

In public agencies, surprises often come at a cost. Unexpected budget overruns. Late-stage union demands. Turnover you didn’t see coming. These aren’t rare—they’re the result of outdated processes still governing the most expensive part of your budget: people.

Most agencies aren’t failing to plan—they’re planning reactively. Relying on outdated studies, spreadsheets, and lagging market data forces you to respond to pressure instead of staying ahead of it.

The Case for Predictive Compensation Planning 

Predictive compensation means having the tools to see ahead—to model, plan, and act with confidence before problems arise. It means asking: 

• Do we know where we stand in the market—right now?

• Can we show our financial position clearly—down to the dollar?

• If something changes—tomorrow—can we adjust quickly and accurately?

With the right combination of Benchmarking and Labor Costing, the answer becomes yes.

Read more...

Module Updates

Benchmarking: Global Job Matching now includes filters for Union/Group and Department, plus an upgraded search for faster, more accurate matches.

Labor Costing: Flexible Reporting Dates are live! Use the new toggle in Project Info to align costs to custom date ranges with prorated results.

 
Questions or feedback? Reach out to us at ProductManagementTeam@truecomp.com.

Events & Webinars

August 14th at 11am PST

CALPERS Investment Return Webinar

For California ONLY

Register Here

August 26-29

San Deigo, CA

CCHR Fall Conference 2025

September 10th at 11a PST

Two Tools, One Clear Picture: Aligning HR and Finance with Benchmarking + Labor Costing

Register Here

Learning Lab

Sharpen your skills in labor, compensation, financial forecasting, pension, and OPEB analytics with quick, interactive 30-minute sessions. Get expert tips, live Q&A, and helpful resources to support smarter decisions.

2nd & 4th Thursdays at 12p CST - Register now to save your spot!

August Topics:

August 14th - Financial Forecasting | Building for the Year Ahead - Guest Speaker: Nicholas Brenner

August 28th - Pension | Tips & Tricks - Guest Speaker: Jacob Putnam

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