Confidently source labor category (LCAT) benchmarks
Use ERI’s market-based compensation data, referenced by agencies and the Defense Contract Audit Agency (DCAA), to set defensible rates for proposals, Independent Government Cost Estimates (IGCEs), and audits.
- Independent data source for setting reasonable and competitive LCAT rates.
- Trusted in bid decisions by government agencies and contractors
- Helps contractors set and maintain compliance and pass audits
- Referenced by government agencies and the Defense Contract Audit Agency (DCAA)
Government Contracting Companies managing their HR compensation workflow with ERI
Government Contracting Focused Solutions
Align Job Titles with Labor Categories
Struggling to map internal job titles to government labor categories? Use ERI’s Internal Job Title builder and Adjustments features to standardize roles, responsibilities, and qualifications across programs and projects. Clear and consistent role definitions make it easier to map staff to LCATs, support pricing, and reduce misclassification risk
Ensure Pay Equity
Ensure employee pay is equitable across contracts and locations while justifying labor rates during audits and competitive bidding. Easily adhere to Office of Federal Contract Compliance Programs (OFCCP) regulations by identifying and addressing any race and gender pay gaps using our Pay Equity Calculator.
Create Clear Career Paths
Create career paths using ERI’s Internal Job Title framework. Define levels within functions, clarify expectations for promotion, and make it easier to allocate talent between projects and programs.
Maintain Labor Regulatory Compliance
Utilize ERI’s FLSA Classification features and SOC-mapped survey jobs to support exemption decisions and wage determinations. Defining jobs and ranges helps HR and compliance teams check roles against FLSA tests, classifications, and minimum wage changes, reducing liability and reviews.
Price LCATs Competitively
Benchmark unburdened salary costs by job, location, and experience level. Propose labor rates that reflect realistic costs and expectations.
Use Geographic Pay Differentials
Competing for talent in both high and low-cost markets? ERI’s location-specific salary and Cost of Labor data helps you set geographic-based pay and stay competitive without over-spending. Align remote and multi-site pay structures with real market conditions while still meeting supportable rates.
Purchase Government Contracting Compensation Data
Government Contractors Compensation Management FAQ
How can I determine competitive labor rates for government proposals? 
Use validated compensation and fringe benefit data sources (such as the Salary Assessor and our salary surveys) to benchmark unburdened salaries. Then use those salary benchmarks in your cost proposals to apply appropriate overhead, general and administrative, and profit expenses to calculate rates. This ensures rates are realistic, justifiable, and aligned with labor category definitions.
What is the difference between GSA labor categories and my own internal job titles?
GSA LCATs are standardized role definitions used in federal acquisition and procurement. Internal Job Titles may vary, so you must map internal roles to the closest matching GSA category (often correlated with SOC group) by comparing qualifications, duties, and experience. ERI’s SOC-mapped jobs and the Internal Job Title tools support this mapping and help you keep LCATs and internal titles in sync.
Do we need to adjust salaries for geographic differences?
Yes, it is recommended to pay according to where a job is performed or the employee is located. Benchmark salaries in your contract locations using ERI’s Assessors – either the Geographic Assessor to see actual geographic differentials between locations, or, the Salary Assessor to see salary results for specific jobs between locations.
Why government contractors choose ERI?
ERI’s data are used across the federal acquisition ecosystem, including by the Defense Contract Audit Agency (DCAA), to support compensation decisions. With SOC and FLSA aligned market data, contractors can align pay with labor regulations, build labor rate models, and defend those rates in proposals, negotiations, and audits with real market prices.
Can ERI complement SCA Wage Determinations?
Yes. SCA Wage Determinations are official documents that set the minimum wages and fringe benefits (such as health, paid time off) that federal contractors much covered roles on government contracts. ERI’s data help you understand where the broader labor market sits above those minimums. Contractors can use ERI to check competitiveness in SCA locations, benchmark non-SCA roles on the same project.