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Commissioners weigh step-and-grade pay plan and longevity increases during 2026 budget hearing
Summary
The county discussed and approved a proposed grade-and-step pay structure and a 4% cost-of-living adjustment included in the 2026 budget. Debate focused on longevity pay, management oversight, retention of experienced staff and the plan's fiscal impact.
Evans County commissioners debated a proposed countywide grade-and-step pay structure and longevity adjustments during the 2026 budget hearing, ultimately including the plan in the adopted budget.
The plan combines a proposed step-and-grade system with a 4% cost-of-living adjustment. County staff presented the model as a tool to standardize wages and retain experienced employees; supporters said it addresses years of inconsistent pay decisions. One county official noted only eight county employees would meet the proposed longevity thresholds, and staff estimated longevity increases would cost about $28,022 total for those employees.
Why it mattered: commissioners and department heads argued that the county competes against other jurisdictions for qualified staff and that experience loss in the road and courthouse departments would impose lengthy training costs. Opponents and some public commenters pushed back on the longevity element as an entitlement and expressed concern about fiscal fairness to taxpayers.
Discussion highlights: proponents stressed the plan is performance-based eligibility rather than automatic entitlement; managers and long‑service employees described institutional knowledge that would be costly to replace. Opponents called for alternatives such as a smaller COLA or phased implementation. County staff provided cost breakdowns: the full step-and-grade plus longevity scenario showed an $86,000 projected increase in salary costs in one calculation; a version without longevity showed a substantially smaller increase (figures presented during the hearing included a $15,000 increase for step-and-grade without longevity and about $26,000 for a 2% cola example).
Decision and next steps: the commissioners adopted the proposed budget, which incorporates the grade-and-step structure and the longevity provisions for 2026. Staff and department heads were asked to continue oversight of performance evaluations and to provide reporting on retention metrics and fiscal impacts as the plan is implemented.
Ending note: commissioners and department leaders agreed the pay framework could be adjusted in subsequent budgets based on retention outcomes and affordability; staff will monitor costs and performance and report to the commission.
