All suite pricing is per user, billed annually. The bundled Total Solution is $175 per user and covers all four major suites, a total of 33 workforce administration tools. Individual suites are Talent Management at $85, Safety and Wellness at $40, Guidance at $30, and Equipment at $20, each per user.

There is a one time start up fee of $3,000, and optional single sign on at $800 billed per client annually. Size based discounts are available on request.

Publishing software pricing is unusual in this category. Most public safety software pricing is quote only, which means an agency cannot build a budget line until it has sat through a sales process. Published public safety software pricing removes that. You can price this before speaking to anyone, which is what published software pricing is for.

No, and it is worth doing the arithmetic yourself. Talent Management at $85, Safety and Wellness at $40, Guidance at $30 and Equipment at $20 add up to exactly $175, which is the Total Solution price.

So there is no bundle discount, and equally no penalty for buying everything. That is unusually flat software pricing. The per user pricing is genuinely modular: you pay for what you take, and per user pricing at this structure means taking all four costs the same either way.

That is better for buyers than it first sounds. It means starting with one suite costs you nothing in the long run, so there is no pressure to over buy at the outset to protect a discount that does not exist.

Talent Management at $85 per user carries 16 tools covering evaluations, 360 feedback, awards, field training, career paths and org structure. Safety and Wellness at $40 carries 7, covering early intervention, critical incident alerts, case management and the resource library. Guidance at $30 carries 4, covering policy publishing, acknowledgement and version control. Equipment at $20 carries 6, covering issued gear, chain of custody, fleet records and inspections.

Talent Management being roughly half the total is a fair reflection of where the depth is, and it is the suite most agencies start with.

Each suite has its own page with the module detail: Talent Management, Safety and Wellness, Guidance and Equipment. Read those before deciding which to start with rather than picking on price.

Self paced onboarding, an appointed client success agent, virtual trainings and implementation support. It is charged once rather than annually.

Judge it against what implementation actually costs you internally. Configuration is the work that decides whether the platform gets used, meaning evaluation templates, role permissions, alert thresholds and career path requirements, and all of that encodes how your agency really operates.

For a small agency $3,000 is a meaningful line item and should be planned into year one rather than discovered. For a larger one it is close to a rounding error against the staff time the configuration would otherwise take.

No, single sign on is $800 billed per client annually, so it is a per agency cost rather than per user.

Whether it is worth it depends on your size and turnover. Single sign on means deprovisioning works: when your identity provider disables an account, access ends here too rather than depending on somebody remembering this system exists. For an agency with regular staff movement that is the strongest security control on the list, and $800 across a whole department is not much for it.

Technical detail on SAML and OIDC support is on the security and compliance page.

Yes. The pricing page says to ask about size based discounts, and they are not published, so the listed per user pricing is a ceiling rather than a fixed rate.

Ask early rather than at the end of a procurement, and ask for the discounted figure in writing against your actual headcount. A published rate with an unpublished discount is still far more useful than a quote only vendor, but only if you actually ask.

If you are a combination fire department or a city buying across several departments, your total headcount is probably larger than you first assume, which usually helps. Cooperative purchasing agreements sometimes carry their own pricing too, so ask whether a cooperative purchasing rate differs from the direct one.

The pricing page states that all suite pricing is per user, billed annually, but it does not define what counts as a user, and you should pin that down before budgeting.

For most agencies the question is real money. Do volunteer or paid on call members count the same as career staff. Do people who never log in but exist as a record count. Do seasonal or reserve personnel count year round. A volunteer fire department with 60 members and 12 career staff gets a very different answer depending on the definition.

Ask for the definition in writing before you build the budget line. This is the single most common reason a per user pricing estimate turns out wrong.

Neither is published. The pricing page states annual billing and nothing about minimum seats, contract term, auto renewal or notice periods.

Those are contracting questions rather than pricing page questions, and they belong in the agreement. Ask specifically about the initial term, what happens at renewal, whether the rate is fixed for the term, and what notice is required to leave.

Also ask what happens to your data if you do leave, in what format and over what period. That one is easy to skip and hard to fix later.

It lets you do the comparison at all, which is the point of publishing public safety software pricing. With published numbers you can build a defensible budget, run an internal cost case, and benchmark competitors before entering a sales process rather than after.

When you do compare, normalise carefully. Some vendors price per agency, some per sworn officer, some by population served, and some bundle implementation while others charge it separately. A headline number is meaningless until all of them are expressed as annual cost for your actual headcount over three years.

Include the start up fee in year one and exclude it from years two and three, which is how public safety software pricing should always be normalised. That three year total is the number your finance director will ask for.

Government software procurement usually takes longer than the evaluation that preceded it, so this matters. Essential Personnel is available through GSA Advantage, NASPO, Omnia Partners, NCSA and VSA.

Cooperative purchasing removes the need for a separate competitive solicitation in many jurisdictions, which for many agencies is the difference between deploying this budget year and waiting for the next one. It also shortens the security review, because the CJIS and SOC 2 documentation government software procurement asks for is already assembled. Government software procurement stalls far more often on a missing document than on a missing control.

Confirm with your purchasing office which cooperative purchasing vehicles your jurisdiction accepts before assuming, because that varies by state and sometimes by entity type. It is also worth asking whether the GSA Advantage listing sits on a GSA Schedule contract, since cooperative purchasing rules differ between the two. Then ask us for the contract documentation your government software procurement process needs.

The usual SaaS pricing exclusions apply, plus a few specific to this category. Training content is the first. This is a system of record rather than a course library, so whatever learning management system or course provider you use today, you keep paying for it.

Also not included: payroll, benefits administration, time and attendance, applicant tracking and scheduling. Those stay with your HRIS and your scheduling vendor, and the platform integrates with some of them rather than replacing them, so budget their SaaS pricing separately.

Policy content is the last SaaS pricing line worth naming. The Guidance suite publishes and tracks acknowledgement of policy, and does not write it, so if you subscribe to a policy content provider today you will continue to, and that SaaS pricing sits outside this.

Year one is the annual per user cost plus the $3,000 start up fee, plus $800 if you take single sign on. Ongoing years are the per user cost and the single sign on renewal, without the start up fee.

Worked example at published rates, before any size based discount. A 50 person agency on the Total Solution is $8,750 a year, so year one with start up and single sign on is $12,550 and each following year is $9,550. The same agency taking only Guidance at $30 is $1,500 a year.

Run your own numbers with your real headcount and then ask for the discounted rate. Current figures are always on the pricing page, and this section should be checked against it rather than the other way round.