Evergreen study: St. Louis pay ranges trail market; recommends open-range plan and targeted raises

Consultants from Evergreen Solutions presented a citywide compensation and classification study to the Budget and Public Employees Committee on Nov. 5. The study found the city’s existing pay ranges trailed market benchmarks (cost‑of‑living adjusted median results indicated general ranges around 32% below matched peers) and recommended a set of structural and targeted changes.

Key findings and recommendations

- Market gap: Evergreen reported a cost‑of‑living adjusted median shortfall approximately 32% below the market median for matched peer positions. The shortfall was most pronounced at pay-range minimums.

- Structure: For general (non‑uniform) classifications, Evergreen recommended replacing the current step-matrix approach with an open-range pay structure (minimum–maximum) aligned closer to market medians. For uniformed fire classifications, consultants recommend retaining the existing step/ matrix structure while updating range values toward market levels.

- Targeted adjustments: Evergreen proposed a “bring-to-minimum” implementation for general employees that moves pay‑range minimums closer to market and adjusts only incumbents who fall below the new minimum. The approach reduces immediate fiscal cost by not raising salaries already above the new minimum while correcting below‑market pay for lower-paid incumbents.

- Examples: Evergreen provided illustrative impacts: many building inspectors and utility workers would be recommended for double‑digit increases (illustrative average increases in single digits to low‑20s depending on classification and placement); certain correctional officer and other job classes show range adjustments but no immediate pay increases if incumbents already sit above the new minimum.

- Next steps and costs: The consultant recommended bargaining negotiations with unions to finalize increases, ordinance and budget approvals, and an implementation schedule targeting early‑to‑mid 2026 for pay adjustments after negotiations. The report includes cost projections and recommended phasing. Staff said a $10 million budget placeholder was included in the city budget to support pay adjustments.

Committee members asked about hiring delays and unfilled positions; Evergreen and personnel staff said they would follow up with the committee to provide detailed modeling about how filling vacancies could affect fiscal projections. Evergreen noted some compression could remain in the general‑employee group under the proposed, lower‑cost implementation and recommended further modeling as a second phase once initial adjustments were completed.

Comments from staff: Paul Payne, the city’s budget director, said the administration is coordinating with personnel and unions and will bring negotiated terms and ordinance language to the Board in conjunction with budget and fiscal planning.