Walker County commissioners discussed whether to commission a new salary study or conduct a targeted salary review to address recruitment and retention challenges, particularly in law enforcement and EMS. Commissioners and department heads compared Walker County pay steps to neighboring jurisdictions and explored options for phased or step-based pay reforms.

Presenters said the county's entry-level deputy pay is budgeted at roughly $56,000 with a market midpoint near $66,000; Montgomery County and the City of Conroe were cited as having notably higher entry rates and more aggressive step increases. Several commissioners noted the county had undertaken a comprehensive salary study a few years ago and that the contract allowed for periodic follow-up reviews, but periodic follow-ups had not been executed.

Several commissioners and department heads said they do not want to repeat an expensive full study without a clear funding plan for implementation. The court agreed to ask staff to contact the firm that performed the previous study to arrange a presentation and to have the county's contract administrator check whether follow-up work is allowed under the prior agreement. Commissioners discussed options including targeted reviews for public safety, step/merit programs to hold employees to a funded progression, and increased use of market midpoint-to-maximum placement for long-term employees.

No formal authorization to issue a new request for qualifications or to hire a consultant was recorded at the meeting; the court directed staff to bring the prior vendor in for a briefing and to return the item to a future agenda for more detailed consideration.