Compensation is not just salary.
Time off is part of the equation, and for many employees, it carries more weight than ever.
Through the Agency Comp 360 dashboard, agencies can benchmark PTO structures alongside salary and benefits, providing a clearer picture of what competitive total rewards look like in today’s market.
The data shows that agencies are taking different approaches.
Some agencies continue to maintain separate sick and vacation banks. Others have moved to a combined PTO structure. A smaller but growing segment are experimenting with open or unstructured PTO models.
Each approach sends a signal.
Separate banks can offer structure and clarity. Combined PTO provides simplicity. Open models emphasize trust and flexibility.
Agency Comp 360 allows agencies to filter PTO benchmarking by state, size, and community type, helping leadership teams understand how comparable firms are structuring time off.
One trend worth noting is how tenure-based PTO is evolving.
Historically, agencies increased PTO allowances based on years of service. While that model still exists, some agencies are rethinking whether newer employees should have to “earn” access to competitive time off over many years.
Front-loading PTO can become a recruiting advantage, especially in a market where candidates are evaluating total flexibility, not just salary.
That decision is not about being more generous. It is about aligning PTO structure with your overall compensation philosophy.
PTO decisions are closely tied to agency culture.
Smaller agencies may have more flexibility to experiment with hybrid schedules or alternative PTO structures. Larger agencies may lean toward consistency and policy clarity.
The important question is not which model is “best.” It is whether your PTO structure supports:
Recruiting goals
Retention strategy
Operational needs
Cultural expectations
Agency Comp 360 provides the benchmarking context. Leadership determines the strategy.
Time off should not be evaluated in isolation.
It connects directly to how your agency defines competitiveness. Some firms may match the market on salary but lead on PTO flexibility. Others may lead in base pay but take a more traditional approach to PTO.
For leadership teams reviewing total rewards holistically, a Compensation Philosophy Workshop uses Agency Comp 360 data to align decisions across salary, benefits, PTO, and culture.
Agencies interested in exploring a facilitated session can learn more through the Agency Comp 360 page or contact comp360@catalyit.com.
PTO is often discussed as a policy issue. In reality, it is part of your overall compensation strategy.
Agency Comp 360 gives you visibility into how peer agencies are structuring time off. The opportunity is to use that visibility intentionally, balancing competitiveness with sustainability.