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Appling County adopts updated pay scale to replace long-outdated pay plan
Summary
The board approved a formal county pay scale intended to standardize hiring and merit increases; the plan ties merit steps to performance evaluations and aims to keep employees within scale ranges over long tenures.
Appling County commissioners approved a final county pay scale intended to replace a pay plan that staff said had not been updated since about February 2007.
County staff said they consolidated current job descriptions and salary data into a structured pay scale so new hires and promotions fit consistently into grades and steps. The scale contains 1.5% step increments; staff said moving two steps approximates a 3% cost-of-living adjustment, and merit increases would be granted based on performance evaluations conducted by department heads.
Staff told the board the scale is intended to give employees a clear progression and to prevent large out-of-scale salaries while allowing promotion to higher grades (for example, equipment operator 1 advancing to equipment operator 2) so long-tenured employees have upward paths. The manager clarified elected positions are not included and the chief magistrate judge listing should read chief deputy because that is not an elected post.
Commissioners discussed safeguards to prevent future managers from using the scale to create disproportionate pay. Staff said promotions, grade changes or movement along the scale would be at the county's discretion and would require department head evaluation; the board retains final approval.
The board voted to approve the pay scale as presented. Staff said they will continue annual budget discussions and bring implementation details as part of the budgeting process.
