NCPERS & CBIZ Survey Highlights Evolving Workforce Needs, Compensation Trends for Public Pensions

Expanded study provides compensation and workforce insights for 100 positions as pension organizations seek specialized talent in investments, technology, and cybersecurity.

Media Contacts: Lizzy Lees, NCPERS (llees@ncpers.org) and Amy McGahan, CBIZ (amy.mcgahan@cbiz.com)

WASHINGTON, D.C., September 24, 2026 — NCPERS and CBIZ today announced the release of the 2026 Public Pension Compensation Survey, providing public pension organizations with comprehensive compensation and workforce benchmarking data to help leaders navigate an increasingly complex talent landscape.

This year’s edition of the survey expands coverage to include additional investment analyst positions and eight new information technology roles, reflecting the growing importance of specialized expertise to the successful operation of modern pension systems. As a result, the 2026 survey now provides compensation and workforce data for 100 common positions across public pension organizations.

“From investment staff to communications professionals, the people who work within public pension organizations play a critical role in providing retirement security for tens of millions of public servants,” said Hank Kim, CEO of NCPERS. “This survey gives pension leaders the data they need to make informed decisions about attracting, developing, and retaining the talent that supports their mission.”

Key Findings: 2026 Public Pension Compensation Survey

• Recruitment and retention continue to improve. Nearly two-thirds of pension systems (62.0%) report no difficulty attracting and retaining skilled staff, an increase of 4.8 percentage points from 2025. The findings align with a broader labor market characterized by lower levels of hiring, employee turnover, and layoffs.
• Compensation growth struggles to keep pace with inflation. The average salary increase for the next fiscal year is 3.7%, which translates to only a modest real earnings gain if current inflation levels persist.
• Employee experience remains a strength. Average employee tenure across public pension organizations stands at 6.5 years, supporting organizational continuity and preserving institutional knowledge.
• Benefits remain central to workforce strategy. Defined benefit plans, deferred compensation opportunities, and comprehensive health benefits continue to be important elements of public pension organizations’ total rewards programs.
• Flexible and remote work have become standard practice. Seventy-two percent of public pension systems offer remote work opportunities, while 80.3% provide flexible work schedules. Among hybrid organizations, requiring employees to work in the office three days per week is the most common approach.

About the 2026 Public Pension Compensation Survey

Conducted this spring by NCPERS and CBIZ, the 2026 survey achieved record participation, with 173 public pension systems contributing data. Participating organizations collectively oversee approximately $5.9 trillion in assets, serve more than 26 million active and retired members, and operate with 20,837 full-time equivalent positions.

Nearly 88% of organizations that participated in the prior year’s survey returned for the 2026 edition, underscoring the growing value of workforce data as pension systems address long-term talent, succession, and organizational planning needs.

“The strength of this survey is both the depth and consistency of participation,” said Joe Rice, Managing Director, Compensation Consulting at CBIZ. “That gives public pension leaders a more reliable basis for benchmarking across meaningful factors such as fund size, geography, organization type, staffing model, and other characteristics that make the comparisons more relevant and actionable.”

To provide deeper insight into this year’s results, NCPERS and CBIZ will host “2026 Public Pension Compensation Survey: Key Findings and Industry Trends” on September 28. The webinar will explore compensation trends, workforce practices, recruitment and retention data, and emerging issues affecting public pension employers.

The Public Pension Compensation Survey is conducted annually by NCPERS and CBIZ. In addition to the report, participating organizations and NCPERS members have access to an interactive benchmarking dashboard that enables users to analyze compensation and workforce data by factors including region, assets under management, and organizational staffing levels.

View a sample of the report and order now.

About NCPERS

Since 1941, NCPERS has been the trusted partner for public pension leaders across local, county, and state retirement systems. Through practical education, timely insights, and a welcoming peer community, we help members strengthen their funds and secure the futures of more than 20 million teachers, police officers, firefighters, municipal workers, and other public servants.

Headquartered in Washington, D.C., NCPERS is a 501(c)(3) nonprofit organization proudly representing a diverse membership that includes more than 650 public sector retirement systems, plan sponsors, unions, and service providers who collectively manage approximately $7 trillion in retirement assets.

NCPERS is more than an association. We are the industry’s hub for connection, catalyst for progress, and partner working to strengthen retirement systems for generations to come.

About CBIZ

CBIZ, Inc. (NYSE: CBZ) is a leading professional services advisor to middle market businesses nationwide. With industry knowledge and expertise in accounting, tax, advisory, benefits, insurance, and technology, CBIZ delivers actionable insights to help clients anticipate what is next and discover new ways to accelerate growth. CBIZ has more than 9,500 team members across 23 major markets coast to coast. For more information, visit www.cbiz.com.

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