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Dunn County proposes 2026 wage plan tied to quarterly performance reviews, seeks to end 11‑step system
Summary
County human resources presented a proposal to end the county's 11‑step pay system, tie 2026 raises to a new quarterly performance review process and apply a 2.25% market adjustment plus performance‑based increments; the County Administration Committee approved the grid and sent it to the full board for first reading.
Dunn County Human Resources presented a proposal to tie 2026 wage increases to quarterly performance ratings and to remove the county’s existing 11‑step pay system, HR Director Jenna Nutter told the Health and Human Services Board.
The proposal would lift pay grades by a 2.25% market adjustment, then add an additional 0.50 percentage point for employees who “meet expectations” and 1.00 percentage point for those who “exceed expectations,” producing effective increases of roughly 2.75% and 3.25%, respectively. Employees rated “needs improvement” would not be eligible for a 2026 increase, Nutter said.
County Talent Development Manager Sarah Sainsbury described a parallel overhaul of the county’s performance management: managers will hold formal performance check‑ins about four times a year (around Jan. 1, April 1, July 1 and Oct. 1), document those conversations in NeoGov…
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