Hoke County Schools presents compensation study; board approves multiple classified pay changes

Hoke County Schools presented a compensation study at the Sept. 9 board meeting and the board approved several classified-pay changes intended to improve recruitment and retention.

What the study found: Staff summarized the consultant’s market review comparing Hoke County to regional peers (Cumberland and Moore counties, among others that responded). The presenters said Hoke County starts new classified employees at competitive minimums but historically has not moved many positions to midpoints or maximums, which affects retention over longer tenure. The study recommended a 30-step classified scale and more consistent, documented placement practices so applicants and employees can see expected pay progression.

Board action: The board voted to adopt several items shown in the study’s recommendations. Actions recorded in the meeting transcript include approval of a new teacher-assistant pay placement (presentation referenced a 16.07 rate), approval of revised child-nutrition hourly rates (moving away from an entry-level flat rate), and approval of custodian salary changes after discussion of two implementation options. Board members stressed that no employee should see a reduction in pay as a result of the scale changes; staff said placement tables will be distributed to show how existing employees will be moved onto the new schedule.

Why it matters: The changes aim to make district pay more predictable and to reduce turnover in hard-to-fill positions such as mechanics, transportation technicians and nurses, where the district competes with local employers including the North Carolina Department of Transportation.

Clarifying details from the meeting: The presentation noted that as of Sept. 4, 2025 the district reported 56 total vacancies (37 certified, 19 classified) and anticipated that, after recommended hires and approvals, vacancies might fall to about 44. Presenters emphasized competition for staff in transportation and maintenance and that the district’s local supplement for classified staff is currently 7% (versus lower supplements in some neighboring counties). The consulting team recommended aligning step increases with years of state experience and establishing a public pay scale so placements are transparent.

Next steps: HR and finance staff will produce placement tables showing each employee’s new step and salary on the adopted scales; they will return to the board with those details. The board also discussed whether the district should continue stipends for advanced degrees or certifications; staff said such matters would be part of future recommendations.

Ending: Board members expressed support for the general direction of the study; staff will implement the new schedules and present final placement and budget impacts to the board for the record.