Beaver County adopts new performance-based pay plan (Resolution 2025-04) to modernize compensation and evaluation

The Beaver County Commission adopted Resolution 2025-04, amending personnel policy section 6.27 to replace a 20-year-old pay structure with a performance-based compensation plan that establishes market-based pay ranges, merit increases tied to performance evaluations, a cost-of-living adjustment process and clearer promotion and probation rules.

County staff said the pay plan emphasizes performance-based salary progression and transparency. The plan sets hiring starting points relative to market minimums, allows promotional increases (up to 5% for promotions), defines a six-month probationary review tied to a 1.5% adjustment, and establishes annual merit increases of roughly 3% for satisfactory performance (with the possibility of up to 6% for exceptional performance). The plan also sets a mechanism for longevity increases and a 1% cash payment once an employee reaches the top of their range.

Heidi, the staff member who led the pay-plan presentation, said the plan “rewards performance” and provides a transparent path for employee growth. She described administration via the county’s Paylocity platform so supervisors and employees can set goals, record training and document performance evidence.

Commissioners praised the work and thanked staff for a multi-year effort. One commissioner said the plan provides a clearer “road map” for employees and noted that the county’s number-one asset is its workforce.

The resolution takes effect immediately. County staff will conduct department-level training on performance evaluations, set a rotating schedule for market analyses (dividing administrative, road and public-safety groups on a three-year rotation), and circulate annual total-compensation statements to employees.

The commission approved the resolution by voice vote; the meeting record shows the motion and a second and the board’s affirmative voice votes.