Greene County extends longevity tiers to 45 years and sets 4% planning COLA

The Greene County Commission voted to extend its employee longevity (tiered) pay schedule out to 45 years and approved a 4% across‑the‑board raise for planning purposes as staff finish budget submissions.

The commission approved a motion, moved by Commissioner Brian Sacchet and seconded by Commissioner Karen, to expand the longevity tiers beyond the 20‑year cap established last year. Under the change, department heads, first deputies and elected officials will receive an additional $600 for each five‑year increment beyond 20 years; second deputies and other employees will receive $400 for each five‑year increment beyond 20 years. The commission subsequently approved a separate motion, made by Commissioner Brent and seconded by Commissioner Brian Sacchet, to include a 4% raise in draft budgets for planning purposes, with authority to reduce that amount at budget time.

Why it matters: the votes alter how long‑tenured county employees accumulate longevity pay and affect the county’s payroll budget for 2026. Commissioners and staff debated tradeoffs between retaining long‑tenured employees and the cost to the county, and they asked finance staff to provide precise cost estimates before finalizing the fiscal 2026 budget.

Background and details of the longevity tiers

The commission adopted a tiered longevity system last year that applied five‑year steps at 5, 10, 15 and 20 years. Under the existing structure as discussed at the meeting, department heads, first deputies and elected officials received increments that scaled to $1,500 at five years, $3,000 at 10 years, $5,000 at 15 years and $7,500 at 20 years (cumulative). Second deputies and other employees received smaller cumulative steps (for example, $900 at five years, $1,800 at 10 years, $3,000 at 15 years and $4,200 at 20 years). Commissioners debated whether to cap the tier at 20 years or to extend it and, if extended, how large the increments should be.

The motion that passed extends the tier schedule to 45 years, using smaller five‑year increases beyond the existing 20‑year step: $600 per five‑year increment for department heads/first deputies/elected officials, and $400 per five‑year increment for second deputies and other employees. County staff provided a rough cost view during the discussion: the commission was shown about $17,100 in additional annual longevity pay for employees who will reach the 20‑year mark in 2026; extending the schedule to 45 years was characterized during the meeting as increasing the long‑term payroll impact by roughly $36,600 (figures presented by county staff and described in the discussion).

Debate and concerns

Commissioners and staff raised several concerns before voting. Some commissioners argued long‑tenured employees can be difficult to replace and that strong health‑insurance benefits already make retention likely; others said the extended schedule would create large pay differentials between new hires and employees with decades of service. One commissioner asked whether the county should instead adopt a system of performance awards so that raises reward current performance rather than only tenure. Commissioners also discussed alternative gradations — for example, smaller amounts at later steps — to limit the county’s fiscal exposure while still recognizing long service.

Health insurance and retention were recurring themes: commissioners said generous insurance benefits are an important retention tool, especially in jobs where private‑sector alternatives are limited. Staff noted the county’s health trust has taken measures in recent years to keep premiums affordable.

Cost and next steps

Multiple commissioners requested detailed, line‑by‑line cost estimates to inform the final county budget. One commissioner said the motion to extend to 45 years should be accompanied by the finance office’s calculations and suggested the figures shown at the meeting be refined before budget adoption. The commission approved the extension at the special meeting but asked staff to return with precise dollar impacts so the commission can adjust the draft budget before final adoption.

COLA and judicial parity

Separately, the commission approved including a 4% general pay increase in draft budgets for planning purposes, with the option to reduce that number at budget time. Commissioners and staff noted the national/local cost‑of‑living figure referenced during the meeting (a 2.5% inflation figure cited in discussion). The county also acknowledged state budget office guidance that preempts local raises for judicial officers this year; as a result, judges and certain tied positions (including some prosecutors, the public defender and positions tied to those salaries) will not receive local increases in 2026 per state guidance noted during the meeting.

Administrative context and timeline

Commissioners said the special meeting was scheduled so staffing and department heads could incorporate the approved planning numbers into budgets that are due at the end of the month. Finance staff and commissioners agreed the 4% planning figure and the longevity extension will be adjusted, if necessary, at formal budget adoption.

The meeting concluded with instructions for staff to produce detailed cost estimates and to include the commission’s direction in the 2026 draft budget package.