County HR Proposes New Compensation Plan With Pay Grade Restructuring

Pulaski County officials are taking significant steps to revamp their employee compensation structure, aiming for greater internal equity and alignment with market standards. During a recent Quorum Court meeting, discussions centered on a comprehensive review of job titles and salary ranges, highlighting the need for a more structured approach to employee compensation.

Key among the changes is the introduction of a new salary schedule that categorizes positions into quartiles based on experience and performance. The county's consultant emphasized that while current minimums and midpoints are competitive, there is a pressing issue with funding salaries above the market rate. "Right now, you're not funding anything above that market rate," the consultant noted, indicating that this could hinder employee retention and morale.

The meeting also addressed the importance of clearly defined job titles and responsibilities. Many positions had overlapping titles, leading to confusion about roles and compensation. The consultant proposed a streamlined classification system, ensuring that titles accurately reflect job responsibilities. "We’ve attempted to clean that up," they stated, underscoring the need for clarity in job descriptions to facilitate fair comparisons with other organizations.

Another critical point raised was the necessity for ongoing evaluation of the salary schedule. The consultant recommended annual reviews, suggesting that adjustments should be based on the Consumer Price Index (CPI) to keep pace with inflation and market trends. "You need to look at that salary schedule on an annual basis," they advised, stressing that a stagnant salary structure could lead to dissatisfaction among employees.

As the county moves forward with these changes, officials are tasked with ensuring compliance with the new compensation plan. Human Resources will play a pivotal role in maintaining oversight and ensuring that job descriptions and performance evaluations are up to date. The consultant concluded by highlighting the importance of a legally defensible system, stating, "If you follow the rules, you will have a legally defensible system."

The discussions at the meeting signal a proactive approach to addressing compensation issues within Pulaski County, with the potential for improved employee satisfaction and retention as the county implements these necessary reforms.