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Board approves market-driven recalibration of county pay grid for leadership positions
Summary
Hubbard County approved a DDA-recommended recalibration of the 2025 compensation schedule for leadership grades (grade 20–27), with an estimated 2026 annual impact of about $160,000; the change is intended to maintain recruitment and retention parity with benchmark counties and is effective in the pay period that includes Oct. 1.
The Hubbard County Board approved a market recalibration of its compensation schedule for leadership positions after receiving a presentation from David Drown & Associates (DDA) and review by the personnel committee.
Human Resources staff said the Minnesota Legislature’s removal of a salary cap for county leadership prompted neighboring counties to increase leadership pay; DDA’s market analysis identified adjustments starting at grade 20. The county will add an additional pay grade and move impacted employees to the newly calibrated pay points within their grade. Staff said placement will move employees to an equal or nearest higher step within their current grade.
Commissioners asked about budget impacts. HR staff said the estimated annual impact for 2026 is approximately $160,000 and that the county included that estimate in its 2026 budget planning. For the remainder of 2025, staff estimated a lower prorated impact and proposed an effective date aligned to the payroll period inclusive of Oct. 1.
The board approved the recalibration and related personnel-policy updates that add additional benchmark counties for future comparisons.
Ending: HR will implement the new pay grid, make placement adjustments for affected employees, and reflect the changes in payroll beginning with the pay period that includes Oct. 1; the county expects the 2026 budget to absorb the annualized cost.
