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Glynn County HR: merit pay, leadership programs and turnover flagged for follow-up
Summary
HR leaders reported a 90.3% positive score on new-staff surveys, 227 internal promotions/reclassifications last year, and flagged 214 resignations as an item to investigate; county described merit pay and supervisor training as retention tools.
Tanya Rann, interim HR director, reviewed several HR measures and initiatives. She reported a 90.3% positive result on 3-month internal staff surveys and described multiple training programs: Administrative Professionals Network (monthly), Emerging Leaders (21 participants) and a supervisor training program planned for Q2.
HR also described progress on digitizing payroll and onboarding through Paycom and a learning-management approach for new-hire orientation, while preserving in-person benefits counseling. The county completed a general classification review for fiscal 2026 and is implementing a merit-based pay and step-ladder system to reward education and performance.
Melissa Wright, HR generalist, presented personnel counts (845 full-time employees; ~951 total personnel counted across categories), 227 promotions/reclassifications and applicant-tracking data (3,796 applications posted, 2,375 forwarded). Wright and commissioners raised resignations — 214 in the year — as an item for deeper analysis through exit surveys.
Officials said the compensation changes have improved applicant quality for technical roles and that succession planning remains a priority as a significant share of the workforce approaches retirement.
