Committee backs 2026 wage‑scale changes and multiple reclassifications; recommends two added steps to pay grid

The Richland County Executive and Finance Standing Committee voted to forward a revised county wage scale and a slate of position reclassifications to the full county board, and recommended adding two additional steps (each 2.75 percent) to the pay grid for 2026. Staff said the recommendation does not include a 2026 cost‑of‑living increase.

Why it matters: County human resources staff said last year’s comprehensive job‑description updates required a market recalibration. The proposed reclassifications target positions where job duties and market benchmarks showed sustained misalignment.

Details and scope:
- Tessa, who presented the 2025 annual wage analysis, told the committee the county’s pay minimums were about 4 percent above market on average and maximums about 4 percent below market. The recommendation is to add two additional steps to the salary grid in 2026 (each step = 2.75%), without a separate COLA for 2026.
- Reclassification recommendations presented to the committee included (current grade → recommended grade): Child Support Director 16 → 17; County Highway Superintendent 15 → 16; Deputy Clerk of Courts 11 → 12; Deputy Treasurer 10 → 11; Dietary Aid 7 → 8; Highway Office Clerk 10 → 11; Highway Shop Superintendent 14 → 15; Highway Sign Foreman 11 → 12; Land Conservation and Zoning Director 16 → 17; Mental Health Therapist 15 → 16; Pine Valley Social Services Director 15 → 17; Real Property Lister 11 → 12; Resident Assistant 6 → 8; RN 15 → 16; RN Charge Nurse 17 → 18; RN Manager 17 → 19; Secretary, Health and Human Services 9 → 10; State Highway Superintendent 15 → 16.
- Tessa emphasized that the reclassifications follow a year of intensive job‑description work and are intended to create internal equity and maintain competitive market positioning.

Budget alignment and next steps:
- County Administrator Derek confirmed the 2026 budget accounts for the change in the pay grid structure; staff said adding the two steps was calculated into the draft 2026 accounts and that the immediate fiscal impact for 2026 would be minimal because the steps are being appended to the end of the scale.
- The committee voted to forward the wage scale resolution and the reclassifications to the full county board.

Quote:
- Tessa said the county is “about 4% above on the minimums and 4% below on the maximums” and described the proposed steps and reclassifications as a measure to maintain market competitiveness and internal equity.

Ending: The full county board will consider the wage scale resolution and the proposed reclassifications; staff said they will implement classification appeals processes for employees who request further review.