Grants Pass reviews salary schedule to address recruitment and retention challenges

The City of Grants Pass City Council held a workshop on April 14, 2025, focusing on the critical topic of employee compensation and the need for a new salary schedule. The meeting began with a presentation on the life cycle of the current salary schedule, emphasizing the importance of understanding its timeline and market relevance.

The discussion highlighted that the existing salary schedule is nearing the end of its life cycle, which poses risks of falling below market standards. It was noted that the last salary schedule was adopted some time ago, and as a result, the city is experiencing significant internal pay compression. This compression has made it increasingly difficult to recruit and retain employees, with 17 positions currently vacant, representing nearly 7% of the workforce. Historical data revealed that key positions, such as the city attorney and fire chief, had been vacant for extended periods, indicating challenges in filling critical roles.

The council discussed the implications of external market changes, where nearby employers are offering better pay and benefits, exacerbating recruitment difficulties. The presentation underscored the necessity of developing a new compensation plan that not only addresses internal pay equity but also aligns with external market rates. The goal is to create a compensation plan that lasts between three to five years, with a focus on attracting and retaining top talent to fulfill the city’s mission of excellence.

Key factors for the new compensation plan include a thorough analysis of job roles, internal pay compression, future scheduled increases for employee groups, and recruitment needs. The council was informed that the existing non-bargaining compensation plan has reached its limits, necessitating a comprehensive review and update.

The meeting concluded with a discussion on the placement of employee wages within the new compensation framework. The consultant's report indicated that employees below certain pay steps would be adjusted accordingly, ensuring compliance with legal standards regarding pay equity based on seniority, merit, and experience.

Overall, the workshop underscored the urgency for the City of Grants Pass to adopt a new compensation strategy to address current workforce challenges and ensure the city can effectively meet its operational needs. The council plans to continue discussions on this topic in future meetings, aiming to finalize a new compensation plan that supports the city’s strategic goals.