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Coconino County manager recommends 2.5% pay increase, $500 one‑time payment and possible $1/hr market adjustment
Summary
County manager staff proposed a three‑part compensation package for fiscal 2026: a 2.5% across‑the‑board raise for non‑law enforcement staff, a $500 one‑time payment and the option to add $1 per hour to salary ranges midyear if fiscal conditions allow.
Coconino County managers recommended a three‑part employee compensation package on May 15, 2025, asking the Board of Supervisors to approve a 2.5% pay increase for non‑law enforcement employees, a $500 one‑time payment and a potential $1‑per‑hour market movement to be considered midyear.
County Deputy Manager Erica (last name not transcribed) told the board, “2.5% for employees not in the law enforcement pay plans” and described the approach as a combination intended to move employees deeper into pay ranges, offset compression at the entry levels and allow a January review for a market‑rate bump. She said the $1 adjustment would be implemented only after a midyear review and a board decision.
Manager staff framed the recommendation as a fiscally cautious, phased approach that gives immediate relief while preserving flexibility if economic conditions deteriorate. The package would pay the 2.5% beginning the first pay period in July, provide the $500 one‑time payment later in the year, and reserve the January market movement as contingent on the county’s fiscal position at that time.
Presentations to supervisors included analyses showing the combined effect of the measures is largest, in percentage terms, for lower‑paid grades (entry grades would see average increases near 8–9% under the full package). County staff also provided alternative scenarios — for example, 3% across the board or removing the $500 one‑time payment — and explained the tradeoffs between one‑time funds and recurring salary increases.
Supervisors asked for clarity on implementation details, including eligibility cutoffs for the one‑time payment and whether that payment must be tied to performance evaluations. Several supervisors supported the 2.5% base increase and favored using the $500 payment to promote professional development rather than tying it directly to supervisors’ evaluations.
No final board action was recorded at the hearing; staff will return with final language and budgeting mechanics for formal inclusion in the FY 2026 budget process.
