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Commission adopts new position classification and pay matrix effective Sept. 27 to address retention
Summary
After a year-long study by McGrath Consulting, the commission approved a new pay matrix and classification for nonunion full-time positions effective Sept. 27, 2025, designed to address compression and early-step retention by increasing some early steps.
Minnehaha County commissioners voted June 3 to adopt a new position classification and pay matrix for nonunion full-time employees, with the changes effective Sept. 27, 2025.
Carrie Deaver of human resources summarized a year-long compensation and classification study conducted by McGrath Consulting (engaged August 2024). Deaver said the study covered full-time, part-time, seasonal and elected positions and focused on salary ranges and job tiering rather than any one individual's pay. She told commissioners the recommended plan is intended to improve recruitment and retention, noting a large portion of county employees have been hired within the past three years while another portion (about 22%) have 16 or more years of service and may be retirements soon. Deaver said some of the early steps in pay ranges were increased (she cited moving at least one early step from 2.5% to 5%) so employees progress to competitive rates faster.
Commissioners asked questions about pay compression and implementation timing; Deaver said phasing the changes to take effect Sept. 27, 2025, would align implementation with current market data from 2025 and ease administrative burden.
A commissioner moved to adopt the pay matrix; the motion was seconded and carried on roll call. Commissioners and HR staff said further implementation details will be brought back to the commission, including transition plans for individual employees and payroll projections for the upcoming budget process.
Why it matters: adopting the classification and pay matrix sets structural pay ranges intended to reduce early-career turnover and to prepare for retirements in longer-tenured ranks. The commission approved the policy direction but left detailed implementation steps to staff.
