Grants Pass workshop reviews nonbargaining pay schedule, asks staff for multi‑year projections and alternative models

A task force presentation to the Grants Pass City Council at a council workshop reviewed a market‑based restructuring of nonbargaining employee pay and classification and proposed next steps, including a revised salary grid, placement rubric and limited increases intended to comply with Oregon pay equity law.

The task force, which reviewed a consultant study by Dr. McGrath, recommended adopting the consultant’s reconfigured salary schedule as modified by the task force (market average at step 6, 4% between steps up to step 6 and 2% between steps 7–10), applying a 3.2% Consumer Price Index adjustment to the grid before placing employees, using a placement rubric based on “substantially similar” experience, and implementing longevity incentives of 1% at 10 years and 2% at 15 years. The task force also recommended five reclassifications and that the schedule and placements take effect July 1, 2025.

Why it matters: The city’s nonbargaining salary schedule had been restructured by a consultant and reviewed because of market misalignment and potential pay‑equity risks. The changes affect payroll costs, internal equity (compression) and recruitment and retention of staff across departments.

Key recommendations and detail

Stephanie Nuttall, a staff member who introduced the topic, said the consultant’s methodology placed market average at step 6 and that the consultant recommended placing employees on the nearest…