Get Full Government Meeting Transcripts, Videos, & Alerts Forever!
Get email alerts on the Payroll And Benefits topic
No spam. Unsubscribe anytime.
Keith County commissioners approve 3% COLA after debate over incentives and retention
Summary
After discussion about competitiveness, retention and department-specific incentive options, the county board set a 3 percent cost-of-living adjustment for 2025 and directed human resources to implement it for the 2025–26 fiscal year.
The Keith County Board of Commissioners voted to set a 3 percent cost-of-living adjustment (COLA) for county employees for the 2025–26 fiscal year after a wide-ranging discussion about pay competitiveness, longevity pay and department-specific incentives.
Why this matters: The COLA decision affects all county payroll calculations and will be part of the 2025–26 budget the board finalizes later this year. Commissioners debated both a higher base COLA and supplemental incentive pay targeted to individual departments (for example, law enforcement or road crews).
What the board discussed: Commissioners reviewed proposals and shared perspectives ranging from a conservative 2.5 percent base with stronger incentives to a straight 3 percent or 3.5 percent COLA. Several commissioners emphasized turnover and replacement costs as reasons to maintain competitive wages; others noted that some county positions (elected officials and deputies) do not receive overtime and that some departments already use longevity and step-based incentives.
What the board decided: Motion by Ortman, second by Anderson, to set a 3 percent COLA for 2025—carried by roll call. Human Resources was directed to incorporate the 3 percent COLA into payroll and the county’s 2025–26 budget documents.
Implementation notes: HR will include the 3 percent adjustment in payroll for the effective period beginning with the 2025–26 pay cycle and report back during budget status updates. Commissioners also left open the option for departments to maintain or adopt department-level incentive/longevity rules within the county employee handbook and noted the handbook will be revised so departments can include their own incentive language.
Ending: The vote closes a weeks-long internal discussion and establishes an immediate payroll change that HR must implement before the next fiscal year.
