Get Full Government Meeting Transcripts, Videos, & Alerts Forever!
Get email alerts on the Personnel Compensation topic
No spam. Unsubscribe anytime.
Glynn County adopts revised general employee pay plan and personnel policy changes
Summary
The Board approved a countywide classification and compensation overhaul, costing roughly $2.75 million and implementing a step-and-grade pay matrix, new benefits and an appeals process.
The Glynn County Board of Commissioners voted unanimously to approve a revised classification and compensation plan for general employees and related personnel policy amendments that county staff said will cost about $2,750,000 to implement.
Chief Financial Officer Ms. Munson told commissioners the county completed a market study of 17 peer organizations and determined the county’s pay plan had been about 14% behind the market. The plan replaces an older mid-max approach with a step-and-grade structure and reduces the number of pay grades from 50 to 20.
“Total cost of implementation of this project is approximately 2,750,000.00,” Ms. Munson said during the presentation. She said average increases for certain pay-grade groupings would be modest — for example, grades 9 through 12 averaged about 5.71% and managers in grades 21 through 24 averaged about 4.39% — and the county will not reach the market top but will be near the market median.
Ms. Munson described other personnel changes tied to the pay plan: creation of an employee catastrophic-leave donation policy, removal of an artificial limit on tuition reimbursement for professional development when an employee can manage work and studies, temporary acting pay differentials (10% for managers filling a higher-level management role for less than six months; 5% for non-management acting assignments), a $10-per-day on-call stipend and time-and-a-half for callback pay. She said implementation would be timed to the Nov. 21 payroll and that employees would have a 90-day appeals window to contest classifications after implementation.
Commissioners praised HR and staff for the work. Commissioner Clark moved to approve the plan; Commissioner Booker seconded. The board’s vote to adopt the pay plan and accompanying personnel policy amendments was unanimous.
Ms. Munson said county staff will continue to review the pay plan every three years and that the current effort was a full revamp intended to address recruitment and retention difficulties in specialized roles, including veterinarians, engineers and construction inspectors.
