Commissioners ask Baker Tilly to vet modified pay-study option aimed at mid-career deputies; sheriff to decide final approach

Weber County staff on Aug. 4 presented a revised pay-study option, labeled "3a," intended to better address retention concerns among deputies and corporals in the five- to ten-year experience range. The commission had previously reviewed options and a recommendation from consultant Baker Tilly; staff reported Option 2a would cost about $1.9 million to implement and the county had set aside $2.0 million as a target.

Option 3a, as described by staff, would implement 2% per year over minimums for all county employees for years 1–5 and add an additional 3.5% per year for years 6–10 for deputies and corporals only. Staff estimated the cost of Option 3a at about $2,016,000—slightly above the previously stated $2 million cap.

Commissioners requested Baker Tilly evaluate and justify the modified proposal and asked that the consultant provide the expected downsides in addition to benefits. Commissioners discussed equity implications across the county, noting Option 3a would leave roughly 57 sheriff’s-office employees (with more than 10 years’ service) without an increase and that implementing different options for sworn and non‑sworn employees is possible because they are on separate pay plans. Several commissioners said they want Baker Tilly’s written justification before deciding; the elected sheriff would then choose whether to adopt a different schedule for sworn staff. Staff said the change was intended to address retention concerns and that implementation timing may slip a pay period if further work is required.