Organization & compensation
Organization design & staffing analysis
Org-chart alternatives with a cost model behind each, a span-of-control review, staffing-to-census ratios, and transition sequencing so a restructure lands without disrupting service.
Market compensation study
Market pay benchmarks, pay-structure design with grades and ranges, an implementation cost model, and fixes for wage compression.
Benefits & retirement
Health & welfare program review
Vendor and plan-design review including captive evaluation, cost-share modeling, RFP facilitation, and open-enrollment communications.
403(b) & 401(k) plan governance
A fee benchmark, vendor RFP facilitation, an investment-menu governance process, and a fiduciary calendar with committee-minutes templates.
OAS advises on retirement plan governance — fee benchmarking, vendor selection, committee process, and documentation. OAS does not serve as a plan fiduciary and does not act as a 3(21) or 3(38) investment adviser to any plan, except where expressly agreed in writing. Your committee governs the plan; we make the governance rigorous.
Policy & culture
Handbook & policy refresh
A full handbook redraft for management’s adoption, coordinated with your counsel, a policy gap analysis with recommendations, and manager rollout training.
Leadership development, succession & culture change
Key-seat succession plans, culture-change support built on a current-state read and target behaviors with a manager-led change plan, development plans for rising leaders, and a quarterly coaching cadence.
Where else we work.
Start with a conversation.
Tell us what is in front of you — an opportunity, a challenge, or a transition. We will tell you plainly whether OAS is the right help, and what the engagement would produce.