Committee reviews compensation study, employee turnover and HR plans as part of 2026 budget work

County human-resources leaders briefed the Executive Committee on the compensation-study results and staff turnover data used to inform 2026 budget assumptions.

HR reported 179 hires and 176 separations year-to-date. Of the separations, 81 were involuntary but that total includes seasonal and limited-term assignments ending; six were terminations and the remaining 99 were voluntary separations, HR said. The county currently has 43 open requisitions to fill 82 vacancies, many of which are seasonal.

HR Director Molly said implementation of the compensation consultant's recommendations will continue after her departure; staff provided two wage-grid scenarios in the packet: a projected 2026 grid and a market-adjusted comparison that moves several grades based on market analysis. Administrator Leonard said market-driven grade shifts were recommended where recruitment outages showed the county's prior grade placement was below market (for example, the recently recruited highway commissioner role required a grade move to align with market demand).

Committee members pressed for more detail on voluntary vs. involuntary separations and requested annual review of range shifts to avoid letting scales grow stale. HR said the county historically used a culture survey but resource constraints curtailed it; staff are exploring shorter, targeted "pulse" surveys and other staff-engagement strategies while continuing training, rounding and cross-department dialogue.

No committee action was taken; HR and administration will return with implementation timing for the compensation adjustments and more granular separation data.