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Rockingham County leaders highlight updated pay study aimed at reducing vacancies
Summary
County officials discussed a recent pay study and a recurring “one‑third” pay review intended to make county salaries more competitive for roughly 650 employees and reduce longstanding vacancy levels.
Rockingham County leaders on Jan. 6 reviewed the results of a pay study intended to modernize county pay scales and reduce long-running vacancies among county employees.
The study covers about 650 county positions and is being managed under what officials described at the meeting as a recurring “one‑third” pay-plan review, in which roughly one‑third of positions are reviewed each year to keep salaries aligned with the economy. Chairman Berger said the effort is meant “to have an organized effort, to keep the employees at a pay level consistent with the economy.”
Why it matters: County officials tied the pay study to staffing and service delivery. Commissioners said the county previously faced more than 100 vacancies at one time and that vacancies have fallen to the “thirties,” easing pressure on county services. Officials said clearer, consolidated job titles — for example, cutting multiple overlapping “administrative assistant” listings — should make job postings easier to understand for prospective applicants.
Details and context: Commissioners and staff credited county personnel, department heads and outside partners with carrying out the study. The plan was described as a recurring process rather than a one‑time change: officials said the county intends to review a portion of positions annually so adjustments keep pace with market conditions. County leaders said the changes should help recruit and retain employees and reduce the number of positions left vacant for long periods.
What officials said: Daniel Cruz, public information officer for Rockingham County, framed the discussion as a major personnel milestone for the new year. Vice Chair Barrow and Chairman Berger thanked staff and named contributors from county departments who helped complete the study.
Next steps and limits: Commissioners characterized the study as a tool to keep pay competitive but did not specify immediate budgetary actions or provide a detailed timetable for salary changes by job class. Officials said the county will continue annual reviews of a subset of positions and encouraged job seekers to check the county website for current openings.
