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Sampson County adopts pay‑step change to ease salary compression; approves one‑time sheriff bonuses for professional certification
Summary
Commissioners approved adding a third step to the county pay plan intended to reduce salary compression (initially affecting 12 sheriff's office employees at an annual cost of about $21,768) and approved a sheriff's office professional development plan that will award once‑a‑year bonuses for certifications instead of permanent 5% pay increases.
The Sampson County Board of Commissioners approved two personnel items intended to address salary compression and to create a sustainable career‑path incentive for law enforcement and detention staff.
Human Resources Director Nancy Dillon presented a proposed amendment to the county personnel resolution that would add a third step to pay grades so supervisors would not be paid less than subordinates when promotions and market hires cause compression. Dillon told the board the immediate and most likely affected office is the sheriff's office, where she estimated the change would affect 12 individuals and increase recurring annual salary costs by about $21,768. She said the third step is intended to be an administrative tool to adjust pay at the time of promotions and to reduce future compression without initiating a full county pay study.
Commissioners asked for clarification on what "salary compression" means. Dillon explained that compression occurs when employees with different levels of experience are paid similar amounts due to market‑rate hires or promotions, and that the step plan ties pay to time and grade to avoid such disparities. The county manager and several commissioners supported the change as a cost‑effective remedy compared with an immediate new pay study.
On a related personnel item, the board approved a professional development program for the Sampson County Sheriff's Office and the county detention center. County staff described a change from a permanent 5% salary increase tied to intermediate and advanced certificates to a once‑a‑year taxable bonus for officers who meet certification criteria. Dillon said the bonus is budget‑contingent and not added to base salary, and that the county currently has 11 officers eligible for the intermediate certification and 35 eligible for advanced certification in the sheriff's office; detention has three intermediate and two advanced eligible staff. The change was presented as a way to recognise training while limiting recurring salary obligations.
Both personnel measures passed on motions from commissioners and were recorded as approved. The board directed staff to implement the pay‑step amendment and to administer the certification bonus program according to the criteria and annual budgeting process.
