Get Full Government Meeting Transcripts, Videos, & Alerts Forever!
Get email alerts on the Workforce Compensation topic
No spam. Unsubscribe anytime.
Commission adopts new compensation policy and preliminary merit matrix for 2026 budgeting
Summary
The commission approved a new county compensation policy that combines step-and-grade, market-based and performance-based pay and adopted a preliminary merit matrix (matrix No. 2) to use for August preliminary budgets and employee merit calculations.
The Stark County Commission approved a new compensation policy and a preliminary merit matrix to guide 2026 salary budgeting and merit-pay calculations.
Joetta Piercy, the county’s human resources director, presented a compensation framework developed by a compensation committee made up of county staff and two commissioners. Piercy said the policy combines three approaches: a step-and-grade system (for elected officials and staff without evaluations), market-based ranges set using NDACO and Bureau of Labor Statistics comparisons, and a performance-based merit matrix to reward employees based on evaluation scores and where they sit within salary ranges.
Piercy said the policy includes an annual market analysis for all positions and explained the matrix would calibrate merit increases by both evaluation score and position’s location in a salary range (for example, employees below the median would be eligible for larger percentage adjustments). She told commissioners the committee had sized a matrix that generally targets a 2.5–3% budget impact consistent with consumer price index and Social Security COLA projections and that preliminary department-by-department budget numbers would be prepared for August.
Commissioners discussed implementation details, how the policy interacts with longevity pay and insurance benefits, whether one-time market adjustments would be necessary for certain departments (notably the sheriff’s office salary structure), and the timing for evaluations and payroll processing. Piercy explained step increases and merit adjustments are calculated by HR and are entered into payroll in January after evaluations and final budget approvals.
Commissioner White moved to approve the policy; Commissioner Claris seconded and the motion carried. The commission later approved the recommended merit matrix (referred to as matrix No. 2) for preliminary budgeting with a separate motion and roll call vote.
Why this matters: the policy establishes a repeatable, market-informed process for salary ranges and merit adjustments, which staff said will be used to produce preliminary budgets in August and to process merit and step increases during the next payroll cycle.
