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County presents classification and compensation study; HR seeks direction on new grading system and pay scale
Summary
Human Resources staff and consultants outlined a 10‑factor job evaluation system and proposed a new, more uniform salary scale to address grade compression and a roughly 9% salary gap versus peer counties; the board asked for additional data on placement costs and law‑enforcement market comparisons.
Human Resources staff and consultants presented a classification and compensation study to the Board of Commissioners at the Feb. 9 work session, proposing a revised job evaluation system and a restructured salary scale intended to update a 15‑year‑old framework and reduce grade compression.
Sue Sabo, the HR lead presenting the study, said the county’s prior classification system used four job factors and a 15‑year‑old grading grid. Frank & Wheeler, the consulting firm selected by county procurement, developed a new classification methodology that uses 10 job evaluation factors — including leadership, physical effort, hazards and unusual demands — and a point‑based system that converts scores into pay grades. Sabo emphasized that classification evaluates the job’s requirements, not the incumbent’s…
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