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Council favors hybrid pay parity after Evergreen Solutions study; 10 employees would receive increases
Summary
After reviewing Evergreen Solutions’ compensation study, councilmembers signaled consensus for the consultant’s hybrid parity approach, which staff says will bring 10 employees up to market and be adopted with the FY2026 budget.
Council reviewed the Evergreen Solutions compensation study and gave direction to adopt a hybrid parity approach to align salaries across the organization.
The consultant presented several options: a minimal bring‑to‑minimum, class parity, tenure parity, a hybrid approach and range placement adjustments. Staff summarized that the hybrid parity option would affect 10 employees and produce an identifiable cost to the FY2026 budget; one of the packet tables listed adjustments for employees by title and showed the resulting range placement and dollar impacts for selected examples. Councilmembers asked how the hybrid method treats years of service: the hybrid gives full credit for time in the employee’s current position and partial credit (half‑credit) for prior service in different titles, which makes it more targeted than a pure tenure approach and broader than a simple class parity.
Multiple councilmembers said they preferred the hybrid option as a middle ground that improves competitiveness without pushing many employees past range maximums. Staff said any new pay scale and related job‑description cleanups would be implemented with an effective date aligned to fiscal‑year budgeting (staff referenced an effective date of Oct. 1 in illustrative cost tables) and that the compensation changes would be adopted as part of the FY2026 budget package.
Job descriptions submitted by departments remain under review; staff returned many drafts to Evergreen for revision and said they will clean up strikeouts and finalize the titles and responsibilities prior to adoption. Council asked that department heads confirm the final job‑description wording for any positions where the recommended minimum experience or duties changed substantially.
No final ordinance was passed at the workshop. Staff will finalize job descriptions and include the hybrid parity pay scale in the budget adoption process; staff estimated roughly 10 employees would move upward under that option and presented example dollar adjustments for individual positions in the packet.
