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Council approves citywide pay and classification plan; full implementation estimated at about $3.05M annually
Summary
After a multi-phase study, council adopted new pay scales and a hybrid parity implementation for general employees and a step-based plan for public safety; council approved retroactive pay to April 5 with new salaries effective July 1.
The East Point City Council unanimously adopted a citywide pay and classification plan on June 2 after a consultant presentation and staff recommendations that follow a two-phase study.
Why it matters: The new structure sets updated open-range pay scales for general employees, step-based pay plans for police and fire, a hybrid parity method to reduce pay compression and an estimated recurring fiscal impact of roughly $3.05 million.
Study and recommendations. Evergreen Solutions project manager Mark Holcomb summarized the phase-2 market analysis, noting the city’s pay ranges were generally below market. “The hybrid parity methodology ... is an approach that is designed to avoid pay compression,” Holcomb said. The consultant recommended an open-range structure with 27 grades for general employees and a 15-step structure for public safety that compounds to a similar 55% range spread from minimum to maximum.
Costs, timing and retroactivity. Holcomb presented a fiscal estimate for full implementation of about $3,050,000 annually (including benefits). Council voted to adopt the pay scales and the implementation approach and to make the changes retroactive to April 5, 2025. City staff said the new salaries are planned to go into payroll effective July 1, 2025, with retroactive payouts scheduled on the July 25 pay date following the first affected payday on July 18.
Next steps and job descriptions. Staff said final job-description updates will be delivered to council with an implementation timeline and that city leaders will brief department heads, the police and fire chiefs and the affected workforce. The city manager and HR director committed to returning finalized job descriptions and a pay-and-compensation philosophy for council adoption at a follow-up work session.
Ending: Council members said the comprehensive implementation should aid recruitment and retention and reduce compression created by earlier, partial adjustments; staff will provide job descriptions and confirm payroll timing ahead of the July payroll period.
