Five PWS tasks, each with a working proof.

Identify and license the published compensation surveys that cover VHA's clinical, allied-health, and administrative occupations.

HSG approach — We know precisely which published surveys price each VHA occupation — SullivanCotter, MGMA, AMGA, ECRI, Mercer — and are positioned to license and purchase the right ones for this engagement, anchored by the free BLS OEWS public dataset that statute requires for nurse locality pay. Each occupation is matched to its most authoritative source.

Match VHA occupations to survey benchmarks and compute competitive position by percentile.

HSG approach — A confidence-scored crosswalk engine maps each VHA occupation to benchmark jobs, then computes P10–P90, compa-ratio, market index, and range penetration — surfacing exactly where VHA leads or lags the market.

Adjust market data to each facility's local labor market — the core of the §7451 Nurse Locality Pay System.

HSG approach — We anchor every facility to BLS OEWS metro wage data and layer an ERI cost-of-labor model, producing per-facility geographic factors and the annual local labor-market survey each VAMC director must file.

Provide the cloud platform that reformats, enters, analyzes, and reports the data end-to-end.

HSG approach — Our cloud platform runs the full pipeline (4A–4I) — secure ingest, survey reformatting, job-match, percentile analysis, geographic differentials, catalog versioning, dashboards, and immutable audit lineage. This portal is a working demonstration of it.

Maintain a versioned catalog of VHA occupations, families, levels, and benchmark crosswalks.

HSG approach — A governed, effective-dated catalog ties every occupation to its pay authority (Title 38 / Hybrid / Title 5), grade band, headcount, and benchmark source — with full change history the VA retains.