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Commission approves 2.5% market-based wage increase for county employees to address recruitment and retention
Summary
County HR recommended, and the commission approved, a market-based cost-of-labor increase (described by HR as not a COLA) — a 2.5% across-the-board increase with additional funds reserved for targeted market adjustments to hard-to-fill positions.
The Utah County Commission on March 5 approved a market-based cost-of-labor increase for county employees, endorsing a 2.5% general adjustment and reserving funds for targeted increases to recruit for hard-to-fill positions.
Ralph Barnes, representing county HR, explained the county’s approach: it is not a cost-of-living adjustment (COLA) but a market-based increase intended to keep Utah County competitive in recruiting and retaining talent. "The basis is that the cost of labor is outpacing the cost of living," Barnes said, adding that the county had set aside roughly 5% of funds for wage increases in 2025 and recommended a conservative 2.5% across-the-board increase while retaining a portion for targeted grade- or market-level adjustments.
Why it matters: HR officials and several commissioners said rising turnover and difficulty recruiting—particularly in IT and public safety—justify a market-based increase. Commissioners discussed trade-offs between an across-the-board raise and targeted market adjustments, with some arguing that a small uniform increase reduces workload and cost compared with conducting market studies for many positions.
Discussion and outcome: Commissioners questioned the use of private-sector comparators and the county’s approach to weighting private-pay data. Barnes said the county uses a mix of public and private-sector sources and will target specific roles (e.g., IS positions) for additional adjustments when vacancies persist. After discussion, a motion to approve item number 8 passed.
Public reaction and related remarks: Sheriff Mike Smith spoke during public comment to thank the commission for approving raises and urged continued action to address staffing shortages in enforcement and the jail. "They are phenomenal... I personally think they deserve more," Smith said, advocating for additional pay where needed.
Next steps: County HR will implement the 2.5% increase broadly and retain funds for targeted grade-level or market-level adjustments later in 2025, subject to commission approval for any targeted requests.
