District begins classification and compensation study to benchmark pay and guide future salary schedules

Barrow County leaders briefed the board Aug. 26 on a classification and compensation study the district initiated to benchmark positions, improve internal equity and support recruitment and retention.

Chief of Staff Dr. Kurtz and Human Resources staff described goals: objectively benchmark job descriptions, ensure internal pay equity, compare positions to local public and private competitors and develop consistent salary schedules with transparent placement guidelines. The district contracted Ed Planners (consultant) to gather job descriptions, salary schedules and position analysis questionnaires (PAQs) completed by employees; staff said PAQs were distributed in August with a return deadline at the end of the month.

Miss McNally (HR) explained consultant tasks: review job descriptions and PAQs, conduct desk audits where job descriptions and PAQs diverge, perform factor analysis to allocate point values for classification criteria (supervisory responsibility, knowledge required, work environment), and gather external market data including days worked, work year and earning potential to build pay scales. The consultant will propose minimum and maximum salaries for each class and assist the district in developing placement guidelines and an implementation schedule.

District leaders said implementation will require prioritizing critical positions, developing phased options that balance fiscal constraints and staff expectations, and clear communication to employees. Dr. Kurtz emphasized that classification must precede compensation changes to ensure fairness in placement and that leadership and culture also affect retention. The board was informed that this is the first comprehensive review in roughly a decade and that staff will return with findings, timelines and implementation options once analysis and benchmarking are complete.