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County receives Phase 1 classification and compensation study; consultants say 6% raises pushed pay to market median
Summary
Denton County heard results from phase one of a countywide classification and compensation study performed by Salary.com; consultants reported that the counties' recent 6% pay adjustment moved the Phase 1 jobs to roughly the 50th percentile (market median) and recommended rolling the framework out to remaining departments.
Denton County commissioners received the results of Phase 1 of a classification and compensation study and discussed next steps for completing the study across remaining county departments.
Dwight Brown, vice president of compensation consulting with Salary.com, told the court the first-phase analysis covered 95 positions across purchasing, treasury, human resources, information technology, deputy clerks and administrative specialists. Brown said the county’s approach used a market comparison to the 50th percentile (median) and that, "When aggregating the market indices for the positions that were part of this phase 1, Denton was at 94%" of the market median; "Following the 6% increase, it actually put those positions at a 100% of the market." The consultant said the analysis included job documentation updates, market benchmarking (Dallas-area data and both public and private sector comparisons where relevant), and a review of non–health-care benefits.
Commissioner Williams clarified percentile terminology and local benchmarking, noting the county historically targeted roughly 90% of peer averages and that the recent actions have moved the county toward the market median. Participants confirmed the Salary.com dataset updates monthly, so recent peer actions would be incorporated as they are reported to the provider. Brown said the benefits review found Denton County "exceeds the market when it comes to bereavement leave, longevity pay, and tuition assistance" and that no non-health-care benefits changes were recommended based on Phase 1 results.
Gustavo (Human Resources) and Commissioner Williams thanked department leaders and staff who participated in the review. Salary.com recommended implementing the proposed job-architecture framework, updating job descriptions for compliance and clarity, and addressing individual positions that remain out of market on a case-by-case basis.
Why it matters: The study is intended to provide a consistent classification framework, improve internal equity, and ensure external competitiveness for recruitment and retention. County officials said they hope to complete subsequent phases in time to inform the next budget cycle.
What happens next: Commissioners asked staff to schedule deeper, department-level follow-ups and to continue with remaining phases; no formal budget vote was taken on the study at this meeting.
