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Davis County budget committee weighs shifting pay strategy as benchmarks and benefit costs rise
Summary
County staff told the Budget Committee that switching more pay increases to a COLA and reducing merit could shrink the number of below‑market benchmark adjustments (29 benchmarks, ~367 employees) but would increase short‑term costs; commissioners debated trade‑offs, pension pickup limits and recruitment risks.
Davis County officials examined competing approaches to next year’s compensation plan on Tuesday, focusing on how to balance cost‑of‑living adjustments (COLA), market benchmark corrections and merit pay.
Staff presented analysis showing 29 benchmark job classifications currently fall below market, affecting about 367 employees, and said applying COLA before benchmark adjustments would reduce the number of benchmarks requiring market corrections. "From 29 benchmarks it drops to 18 and affects now only 122 employees," staff summarized in their slide deck.
Why it matters: compensation accounts for roughly two‑thirds of the county’s general‑fund expenditures, so committee…
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