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Mount Holly reviews Baker Tilly pay study; council leans toward tenure-based implementation
Summary
A Baker Tilly presentation found Mount Holly pay midpoints below market and proposed several implementation options; council members favored a tenure-weighted option and asked staff to refine costs and address individual equity issues during the budget process.
Baker Tilly presented a final classification and compensation study to the Mount Holly City Council on April 28, outlining recommended changes to the city’s pay structure and several implementation options.
The study found that Mount Holly’s base pay midpoints are below the market average — about 4% below at minimums, 5.5% below at midpoints and 6.3% below at maximums — and recommended a new open-range pay structure aligned to market midpoints. Baker Tilly proposed a 16-grade structure (grades 51–66) with tailored midpoint differentials and narrower range spreads for entry-level roles.
Why it matters: Council members said the study offers a foundation to correct pay compression and retain staff, but emphasized implementation choices will determine whether long-tenured employees and those with certifications receive fair adjustments.
Baker Tilly’s Sarah Towne summarized the methodology: staff and employee Position…
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