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Greenville and GUC award joint classification and compensation study; consultant to begin aggressive timeline
Summary
The city and Greenville Utilities Commission (GUC) awarded a contract to a national firm for a joint employee classification and compensation study to update pay and job classifications; the project is scheduled to begin immediately and conclude with recommendations for the 2026 budget cycle.
The Greenville City Council approved a professional-services contract for a joint classification and compensation study covering city and GUC employees. The council action follows staff presentations explaining the need to update classifications and market pay after disruptions in the labor market.
Director of Human Resources Leah Pritrell (presenting) said the city and GUC budgeted up to $355,000 for the study, with each entity paying roughly half. The study team will analyze classifications, conduct a salary-market assessment and develop recommendations; the presentation noted prior joint studies in 2009–10 and 2019–20 and said the city completed an abbreviated "true-up" review in 2022 because the full study planned for 2020 was delayed by COVID-19.
Pritrell said 14 proposals were received and three firms were interviewed; the selection committee chose Segal (the consulting firm) for its specialized public-sector and utility experience and for prior work with city/GUC personnel. The consultant will collect job questionnaires from all full-time employees, host focus groups with sampled employees and present final recommendations to staff and then to the joint pay-and-benefits committee and governing bodies in 2026. Pritrell described the timeline as "aggressive" but said Segal has the capacity to meet it.
Council members emphasized interest in ensuring public-works and solid-waste positions are studied and flagged the study's importance for the fiscal 2026 budget process. Council approved the contract by a recorded motion; the vote passed unanimously.
Staff said the heavy analysis window will run from August 2025 through January 2026 with employee involvement; final recommendations are expected in early 2026 to inform next year's budget.
