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Rusk County board hears wage-study warning, adopts written hiring rules limiting new hires to step 7
Summary
County staff told supervisors Rusk County wage scales have fallen behind regional markets and recommended a market rebenchmark; the board adopted a personnel handbook compensation policy that limits routine hiring to step 7 on the county pay scale and requires department-head consultation for higher starts.
Rusk County officials heard a presentation on county wages and voted to adopt a written compensation policy that narrows administratively allowable new-hire starting pay and formalizes how promotions and step or structure adjustments are handled.
County staff presented comparative data showing the county's wage scale — implemented in early 2023 using 2021 market data — has not kept pace with regional employers. The presentation, given to the full board after a prior personnel-committee briefing, showed 62 benchmarked positions and said many are more than 10% below the average minimum, control-point and maximum pay found in seven comparison counties (Barron, Chippewa, Price, Sawyer, Taylor and Washburn). The board then debated and approved several amendments to a draft compensation policy and adopted the policy as amended.
The wage study matters because 44% of the county's budgeted expenditures are wages and benefits, staff said. Relying on reserves to cover recurring pay…
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