Clay County Commission adopts classification and compensation plan, updates HR manual and budgeting policy

The Clay County Commission approved three companion measures to adopt a new classification and compensation structure for county employees, update the county human-resources handbook and establish a budgeting policy to implement the plan.

The commission approved resolutions 20 25-124 (classification and compensation plan), 20 25-125 (human-resources manual updates) and 20 25-126 (compensation plan budgeting policy) by a 5-0 roll-call vote.

The plan, developed by McGrath Human Resources Group and presented at the meeting by HR Director Kim Callahan and consultant Melina Halverson Mays, establishes two pay structures: a general salary schedule (23 pay grades, 20 steps with roughly 2% per step and 6–10% separation between grades) and a 24/7 schedule for 24/7 operations (11 pay grades, 14 steps with roughly 3% per step and 10–15% separation between grades). Implementation rules place employees on the closest step without lowering pay, then add 1–2 extra steps depending on how far an employee’s current pay is below market.

Why it matters: County leaders said the plan is intended to move the county’s salary midpoint toward market rates to improve recruitment and retention. County staff estimated the first-phase implementation cost at about $4,000,000; commissioners had previously set aside $1,000,000 toward the effort and staff said additional funds will come from the personnel budget and existing vacancy savings.

How implementation will work - Placement and steps: Existing salaries are placed at the nearest step that does not reduce pay. Employees whose pay falls considerably below market (the transcript described “1 to 4” position ranges)…