Platform

Every feature answers a question
someone at the table is asking.

Six modules. One platform. Each built around the specific questions that business officials, union leaders, and attorneys need answered — not features invented for a product roadmap.

Benchmark Pulse Scenario Model Total Comp Equity Brief
CompBase Benchmark

Where do you rank? Answer in seconds, not weeks.

Compare any title, any step, any credential across all 124 Long Island districts. Filter by county, enrollment size, or custom peer groups. See your position instantly — with the full dataset, not a cherry-picked sample.

? "What does Step 10, MA+30 pay across all Nassau districts — and where do we rank?"
? "Which districts have the steepest wage growth? The most steps to max?"
? "How does our custodian starting wage compare to districts of similar size?"
benchmark / teachers / nassau
Your Rank
14 / 56
Median
$104,280
You
$108,442
#DistrictSalaryPosition
1Syosset CSD$112,847
2Roslyn UFSD$111,936
3Manhasset UFSD$111,205
...
14Jericho UFSD YOU$108,442
15Plainview–OB CSD$108,110
16Herricks UFSD$107,635
CompBase Pulse

Every settlement changes the landscape. Know the moment it happens.

Real-time alerts when neighboring districts ratify. See the percentage, the structure, the lump sums — and what it means for your active negotiation. No more hearing about settlements three weeks late at a superintendent meeting.

? "Which neighboring districts settled this quarter, and at what rates?"
? "Our comparables just settled at 3.5%. What does that mean for our position?"
? "Who's still negotiating? When do the contracts around us expire?"
pulse / settlements / live
Recent Settlements
Syosset CSD — Teachers
Ratified Feb 12, 2026 3.4% avg 4 years
⚠ Impacts your position: moves you from 13th → 14th in Nassau rankings
Great Neck UFSD — Teachers
Ratified Jan 28, 2026 3.1% avg 3 years
Locust Valley CSD — Support Staff
Ratified Jan 15, 2026 2.9% avg 4 years
Bethpage UFSD — Teachers
Ratified Dec 9, 2025 3.0% avg 4 years
CompBase Model

What does this proposal actually cost? Model it in seconds.

The board asks "what's the difference between 3.0% and 3.5%?" and expects an answer in the meeting, not next week. CompBase Model computes multi-year compounding, step increment costs, and fully-loaded employer cost — instantly.

? "Their offer is 3.5%. Ours is 3.0%. What's the real cost difference over 4 years?"
? "If we give 0%, what does step movement alone cost us — and how do we show the board?"
? "What's a $2,000 lump sum vs. a 2% base increase over the contract life?"
model / scenario-compare
4-Year Contract Comparison
Proposal A — 3.0% avg
Year 1 increase3.25%
Year 23.0%
Year 33.0%
Year 42.75%
Compounded12.55%
Total cost (4yr)$4.82M
Proposal B — 3.5% avg
Year 1 increase3.75%
Year 23.5%
Year 33.5%
Year 43.25%
Compounded14.72%
Total cost (4yr)$5.64M
Difference — Proposal B vs A
Additional cost (4yr)+$820,000
Per employee per year+$1,230
Incl. FICA + TRS+$965,600
Total Compensation

Base wage is 65% of the story. See the other 35%.

District A pays $85K with 5% health contribution. District B pays $88K with 20% health contribution. Which teacher takes home more? CompBase models the full stack — base, supplements, health, TRS, FICA — so comparisons mean something.

? "What is the fully-loaded employer cost per teacher at Step 15, MA+30?"
? "For every $1 of base pay increase, how many additional cents in mandated costs?"
? "Which district actually costs the most per teacher when you include health and TRS?"
total-comp / employer-cost / teachers
Fully-Loaded Employer Cost — Step 15, MA+30
Jericho
Base
$148,210
Syosset
Base
$155,830
Great Neck
Base
$150,470
Garden City
Base
$143,680
County median
Base
$146,120
Base Salary
FICA (7.65%)
TRS (10.2%)
Health Ins.
Workers' Comp
Equity Analysis

Compression is invisible — until someone files a grievance.

When lateral hires enter at Step 8 earning nearly as much as 7-year veterans, you have a problem. When equal-percentage increases slowly flatten the gap between Step 1 and Step 25, you have a bigger one. CompBase makes structural inequity visible before it becomes a crisis.

? "Is the gap between consecutive steps shrinking over time?"
? "Does the proposed 3% increase fix compression — or make it worse?"
? "Support staff got 2.75% while teachers got 3.25%. Is the dollar gap growing?"
equity / compression / teachers
Step-to-Step Gap Analysis — Jericho UFSD Teachers
Step 1
$62,180
Step 5
$78,430
+$4,063/step
Step 10
$94,820
+$3,278/step
Step 15
$108,442
+$2,724/step
Step 20
$117,610
+$1,834/step
Step 25
$124,350
+$1,348/step
⚠ Compression detected: Step increments decline 67% from early to late career ($4,063 → $1,348). A 3% across-the-board increase will widen this gap.
CompBase Brief

Board-ready in minutes. Not spreadsheet-ready in weeks.

Export market positioning reports, negotiation prep briefs, and settlement impact analyses — designed for decision-makers, not analysts. Every figure sourced. Every claim defensible. Ready to present to a board, a membership, or a mediator.

› "Generate a board presentation showing our market position for the teacher unit."
› "Build a ratification handout showing members the paycheck impact at every step."
? "Syosset just settled at 3.4% — what does that mean for our position?"
Negotiation Brief
Jericho UFSD — Teacher Unit
Market Position Report · February 2026 · Prepared for Board of Education
Market Position Summary
Starting salary (Step 1, BA)$62,180 18th/56
Midpoint (Step 10, MA+30)$108,442 14th/56
Maximum (Step 25, MA+60)$136,870 11th/56
Steps to maximum25
Recent Comparable Settlements
Syosset CSD (Feb '26)3.4%
Great Neck UFSD (Jan '26)3.1%
Bethpage UFSD (Dec '25)3.0%
Comparable average3.17%
Download Full Report (PDF)
Based on 56 Nassau County CBAs · compbase.io

See your district's position in 15 minutes.

Walk through a live demo with your actual district data. No commitment, no slides — just the numbers.

Request a Demo Download Sample Report

Currently available for all 124 Long Island districts.