Committee approves 2025 wage grid changes, one-time payments and shift premiums for correctional officers

The Dunn County Committee on Administration approved a package of pay and classification changes intended to address recruitment and retention and to align certain positions with market data. Actions included amendments to the 2025 wage grid, the creation and placement of new IT job classifications, a one-time lump-sum for correctional officers at the pay maximum, and a temporary shift premium for correctional officers.

Human Resources staff explained the changes and the committee approved them on voice votes. “The sheriff anticipates additional revenue that wasn't necessarily budgeted for in the form of fees and also revenue from neighboring inmates from other counties,” Jenna said when committee members asked whether the payroll changes fit the current budget projection.

Key compensation changes approved: - Equity and grade adjustments: Several sergeant and captain positions in the sheriff’s office (patrol sergeant, jail sergeant and jail captain) were recommended to move up one pay grade; those increases were included in the wage‑grid amendment. The land information officer position was proposed to move from pay grade P to Q as part of a reorganization that would make land information a stand‑alone division reporting to the county manager. - IT restructuring and job-class inventory: The committee approved creating an Information Technology Director position (graded one pay grade lower than the former chief information officer) and a Service Desk Supervisor position (replacing the current IT manager and graded lower). The county said those changes are expected to cost less than the previously budgeted CIO structure. - One-time lump-sum for step‑11 correctional officers: The committee approved a resolution authorizing a one-time lump-sum payment for correctional officers who have reached the maximum step on the 2025 wage grid. The payment is described as the difference between the equivalent wage‑grade/market/cost‑of‑living adjustment and the 3.25% top increase, paid as a lump sum. The county intends to pay the lump sum in the first full pay period in August following board approval. - Shift-premium pay for correctional officers: The committee approved adding correctional officers to an existing policy that allows additional pay for short‑notice shifts. Under the approved language, officers would receive $5 per hour for covering shifts with more than 48 hours’ notice and $7 per hour for shifts called with less than 48 hours’ notice; the provision mirrors a section that already applied to telecommunicators.

Timing and budget notes: HR stated that the general wage adjustments for 2026 performance-based increases were revised from 2.5% to 2.75% for employees who “meet expectations” and from 3% to 3.25% for employees who “exceed expectations,” and that payments for employees at the maximum pay rate would be issued as a lump sum. The committee was told that the initial cost projections shown to the board had been calculated assuming a 2.75% baseline and that additional costs would be modest.

Committee members pressed staff on contingency plans if projected sheriff revenue did not materialize. Jenna said the sheriff could seek a budget adjustment or contingency funds at the full board if necessary. Corp counsel and HR staff also noted that some fee changes the sheriff’s office plans (bringing certain in‑house fees in line with state statutes) will be proposed separately as ordinance changes.

Motions and outcomes: The committee approved the job-class inventory and wage‑grid amendments, the lump‑sum payment resolution for step‑11 correctional officers, and the shift‑premium policy amendment. Each measure passed on committee voice votes and will go to the county board for final action where required.

What the committee did not decide: The committee did not set permanent new salary structures beyond the 2025 adjustments; some items (pay‑grade placements and the overall compensation plan) will still be subject to county board approval. Staff will present wage‑grid placement details and any required budget adjustments to the board at its next meeting.