PREVAILING WAGE PAYROLL INTEGRATION.
Prevailing wage compliance and job costing shouldn't live in separate systems. SPM connects your prevailing wage payroll directly to ControlQore so certified payroll reports, fringe benefit tracking, and true labor cost flow into your job costing automatically, with no manual reconciliation, no audit exposure from mismatched data, and no separate spreadsheet. The integration works through vetted payroll partners at additional cost, because SPM doesn't process payroll.
Prevailing wage work has three moving parts a standard payroll setup doesn't handle. There's the wage determination for the classification and the project location, the fringe contribution and whether it's paid in cash or into a qualifying plan, and the apprenticeship ratio on the crew. All three change your labor cost per hour, and all three have to be inside job costing or the job cost is fiction. Most contractors keep them in spreadsheets beside the financial system, which is why the certified payroll report and the job cost report never agree with each other.
WHAT IT MEANS.
Prevailing wage payroll integration is a direct data link that moves certified payroll data, fringe contributions, and true labor cost out of the payroll system and into job costing without manual reconciliation.
Prevailing wage is a core specialty at SPM rather than an afterthought, and the majority of SPM clients are prevailing wage contractors. Davis-Bacon, certified payroll, and fringe benefit integration are built into how ControlQore gets set up and how job costing gets structured on every prevailing wage engagement. That is a setup decision made at onboarding, before the first report exists.
THREE SYSTEMS THAT NEVER AGREE.
Certified payroll and job costing never reconcile
Prevailing wage contractors process certified payroll in one system and job costing in another. Every week is a manual exercise to match hours to jobs, verify fringe calculations, and produce certified payroll reports that agree with the books. Errors compound and audit exposure grows with every pay period that goes by.
Fringe benefit cost is estimated, not real
Most prevailing wage contractors estimate fringe benefit cost in job costing using a blended rate rather than the fringe contributions being paid. The estimate is almost always wrong. Bid margin doesn't match closeout margin because the labor cost basis was different from day one.
Davis-Bacon compliance is an administrative burden
Certified payroll reports, apprenticeship ratios, fringe benefit elections, and wage determination tracking add significant administrative load to every prevailing wage project. Most contractors keep all of it in spreadsheets disconnected from the financial system. That means the data is always at risk of not matching when somebody asks.
ONE SOURCE FOR COMPLIANCE AND COST.
Through vetted prevailing wage payroll partners, certified payroll data moves directly into ControlQore job costing every pay period. Hours, wages, fringe contributions, and apprenticeship ratios all post to the correct job and cost code automatically. There's no manual export and no manual import in between.
Your prevailing wage fringe benefit cost, covering the health fund, pension fund, annuity, vacation, and apprenticeship, gets built into ControlQore at the classification level. Every job then uses real fringe cost rather than an estimated burden rate. Bid margin and closeout margin are calculated on the same labor cost basis from day one.
Current Davis-Bacon wage determinations are built into your ControlQore job costing by trade classification and project location. Your cost structure stays accurate when a determination updates, because the update happens in one place. Certified payroll reports then always reflect the correct prevailing wage rate.
THE OUTPUTS, NAMED.
FLAT MONTHLY FEE. NO SURPRISES.
Three tiers, priced by your trailing twelve month revenue. Which one you're in depends on how much of the work you want off your desk. No hourly billing. No payroll. The one-time onboarding fee is right here in the table.
| Last 12 months revenue | Monthly fee | One-time onboarding |
|---|---|---|
| Under $1M | $1,900 to $3,300 | $1,000 |
| $1M to $3.5M | $2,600 to $5,300 | $1,500 |
| $3.5M to $6.5M | $3,800 to $8,300 | $3,000 |
| $6.5M to $9.5M | $5,100 to $11,800 | $4,500 |
| $9.5M to $12.5M | $6,100 to $14,900 | $6,000 |
| $12.5M to $15.5M | $7,400 to $17,650 | $7,500 |
| $15.5M to $18.5M | $9,400 to $22,400 | $9,000 |
| $18.5M+ | Quoted individually | Quoted individually |
The onboarding fee covers migrating your books back to the start of your last taxable year and getting you fully operational in 60 days. It's billed once, with your first invoice. It's the same for all three tiers. Your first month is prorated, and your monthly engagement starts on the first of the first full month.
Range reflects the three tiers below. Which one you're in depends on how much of the work you want off your desk. No payroll. No hidden line items. The onboarding fee is right here in the table.
You stop guessing.
You get the CFO work. Job costing built against the way you estimate, a 13 week cash forecast, monthly WIP, and a meeting every month that ends in decisions and never in a report.
Your bookkeeper still does the books.
Every job shows its margin while it is still open.
Everything in Core, plus the bookkeeping and bank reconciliations done for you, and the job costing and WIP software set up, loaded with your cost codes, and managed every month. Use your own online software, or move to ours and we cover it.
A bookkeeper we choose does the books and reconciliations. No payroll.
You approve, and the money side gets handled.
Everything in Strategic, plus a controller we choose who handles your bills and receivables for you the way an in-house controller would. They call vendors, pay the bills and keep the accounting current. We plan the cash flow first, and you approve every payment because it is your money.
A controller we choose does the payables and receivables. No payroll, no pay applications, no collections.
FREQUENTLY ASKED.
