Consultant presents compensation study for animal services, EMS and sheriff’s office; board authorizes manager to include recommendations in 2026 budget
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Summary
A consultant presented a pay and structure analysis for Animal Services, Emergency Services and the Sheriff’s Office, recommended range and progression changes, and the board voted to allow the county manager to submit all or part of the recommendations as part of the FY2026 proposed budget.
Dr. Victoria McGrath of McGrath Human Resources Group presented March 3 the results of a compensation study covering Rowan County’s Animal Services, Emergency Services and Sheriff’s Office positions.
McGrath said the study collected market data, compared county minimums with market minimums and recommended pay-grade adjustments for specific positions whose minimums lagged local averages. She said the county’s current salary ranges are built from market minimums with a 60% span from minimum to maximum and that many jurisdictions now use narrower ranges (40–45%). She recommended moving to an annual salary-schedule adjustment, adding a progression/retention increase (roughly 3% cited from comparables), and folding a $2,600 stipend for some sheriff’s positions into base pay so those employees' pay is treated consistently for future increases.
McGrath recommended targeted pay-grade changes for certain positions (examples cited included a county veterinarian, veterinary tech, shelter attendant, some EMS leadership positions, and several patrol/detention deputy classifications) where market minimums exceeded county minimums by threshold amounts. She also recommended addressing range-progression mechanics so employees can reasonably reach market midpoints within a typical career progression and suggested using quartile placement by years in position as an interim corrective measure.
Commissioners asked if the study would fix long-term structural issues; McGrath said the study addresses these three departments but that a countywide compensation review would be required to fully rework the system. Commissioners and department leaders discussed longevity versus merit, the effect of market pressures from nearby municipalities and private employers, and implementation timing; McGrath said July 1 implementation for schedule changes and a January 1 progression increase were possible options and recommended separating schedule adjustments and progression increases to make each visible to employees.
The board then voted to authorize the county manager to submit all or part of the pay-study recommendations as part of the proposed FY2026 budget. The motion was moved and seconded and approved by voice vote.
