Churchill County commissioners voted to hire an external consultant to conduct a countywide compensation and classification study, asking two firms — PayPoint HR and Baker Tilly — to present detailed proposals in a workshop before the board.

The study grew out of concerns about recruitment and retention across county departments and a request from the county manager. Human Resources Director Joe Sanford told the board the study’s three main purposes are to improve recruitment, ensure retention and verify that current employees are compensated fairly.

An external study carries a higher direct cost but, proponents said, reduces perceptions of bias and brings specialized experience. Sanford presented the county’s options and three vendor quotes: PayPoint HR at $52,750 (completion and usable numbers targeted around February), Baker Tilly at $53,000 (usable numbers by January), and Korn Ferry at $92,000 (12 weeks) with an optional $25,000 salary-structure add-on.

Sanford said an internal study would require an estimated 400 staff hours and described a three-phase internal approach (data gathering, competitive comparison and validation) intended to feed into the county’s tentative budget in February and the final budget in May, with an effective date of July 1, 2026.

Commissioners and staff discussed tradeoffs. Commissioner Hyde voiced concern about internal bias and favored an external study; another commissioner cited internal cost in lost staff time and favored the external option. County Manager Chris Sprouse urged that HR serve as the internal facilitator to ensure good communication between an outside consultant and department heads. "I would suggest that that communication, that HR be a facilitator and have those discussions within the departments to get that information and kind of be the liaison to get that information back," Sprouse said.

Public commenters — including elected county officials — supported an outside firm but emphasized that elected officials and department heads must be included in the process and oversight. One elected official said prior outside studies had failed to engage departments adequately and asked that the board require thorough outreach and the chance for review before the county accepts final results.

The board’s motion directed staff to invite PayPoint HR and Baker Tilly to make presentations at a workshop and to return with details for board selection. The motion passed by voice vote (motion carried).

What the study will cover and next steps

Sanford recommended identifying local comparator employers (cities, other counties, the state and private-sector employers) and applying confidence scores to benchmark matches so the county can focus review on weak or unusual comparisons. The study’s phases as presented: approximately 100 hours of initial data gathering, about 240 hours for the market comparisons, and roughly a month for validation and departmental review. Commissioners asked that the selected consultant meet with elected officials, department heads and HR up front so the scope and deliverables match county needs.

The board did not award a contract at the meeting; instead it authorized staff to invite the named firms to present. Staff will prepare a list of factors the board and elected officials want included in the scope and circulate that to the firms before the workshop.

Ending

County staff said they expect to align results with the county’s budget schedule so any recommended changes could be considered in the county’s tentative budget in February. The board’s selection and any contract award will return to the commissioners for final approval.