The Legislative Council adopted a 4% increase to the legislative classification plan and pay ranges, aligning pay bands with the statewide 4% increase appropriated in the 2025 budget and signaling an effort to keep legislative compensation competitive.

The change matters to recruitment and retention: staff said the 4% adjustment brings pay bands in line with recent inflation, wage and labor‑cost indicators and matches the across‑the‑board increase state employees will receive in July.

Clinton Turner, fiscal analyst for the Legislative Council Service, and LFC economists recommended the 4% adjustment after examining indicators including average hourly earnings, the consumer price index, regional house prices and the employment cost index. Council staff said the revision does not change any current employee’s pay beyond applying the 4% appropriation; current employees will receive the 4% in the first full pay period in July and remain eligible for up to a 3% merit increase in any year of employment.

Members asked about the mechanics and career progression. Representative Christine Chandler asked how employees might reach a pay‑band midpoint given the 75% hiring cap; staff explained district‑office policy specifically limits new DLA hires to 75% of band maximum and that the general class and compensation policy allows exceptions for exceptional experience with higher approvals, though those exceptions have not been used for DLAs. Several members requested a future audit of job descriptions and pay bands to ensure positions (for example, building superintendent) are appropriately placed and to consider additional tiers for roles such as district legislative aides.

The council approved the 4% pay band increase on the motion and will implement the change concurrent with the statewide pay increase. Staff said a broader review of classifications and band placements remains a priority and will require job‑description consolidation and, if necessary, an audit to align duties and compensation.