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Gloucester adopts Bolton compensation recommendations; supervisors approve new grading and step program
Summary
After a market review by consultant Bolton, the board approved recommended pay‑scale adjustments, a new grading and step structure for county positions (including a sheriff step program), and an implementation date for September.
The Gloucester County Board of Supervisors on Aug. 5 approved a package of compensation adjustments and a new pay grading and step structure based on an outside market study conducted by Bolton, county human resources staff said.
Tammy Nunn, director of human resources, summarized Bolton's work, which compared county positions to 16 peer localities. Nunn said the study focused on full‑time positions and that constitutional officers, the county administrator and county attorney were not included in the market comparison because their pay is set by the Compensation Board or by contract. She said Bolton recommended adjusting compensation ranges about 1.7 percent overall to better align with the market; that figure represents the structural change and does not mean every employee will receive a 1.7 percent raise.
Nunn said Bolton's review identified the sheriff's sworn positions, utilities staff and several social‑services roles as areas with the greatest market gaps. The estimated recurring annual cost to implement recommended adjustments was $554,901 including fringe benefits, with a pro‑rated cost of $462,417 if implemented Sept. 1; the county had budgeted $690,000 in FY26 to address compensation adjustments.
The board accepted a new grade structure (grades 101 through 119) and a step structure for the sheriff's office that includes step increases up to 15 steps. Nunn said the step program is designed to address pay compression and provide retention incentives: "That step program that's going in, I think is exactly what will help with that," she told supervisors. Staff and the sheriff collaborated on placement and step mechanics, Nunn said.
Supervisors debated the materials provided by the consultant and said they would have preferred a short executive summary in the packet; staff explained that Bolton provided the underlying data and that the county supplemented it to place individual employees in the new structure. Several supervisors thanked HR for substantial staff work to reconcile personnel files and to prepare implementation details.
The board approved a resolution to implement the recommended pay‑structure adjustments and new grading/step approach; staff said they would begin implementation on Sept. 1 and meet with affected employees starting the following day. The county’s estimated ongoing annual cost will be reflected in future budgets and reported in the FY27 budget process.
