Colfax County adopts new elected-official salaries and countywide pay structure

The Colfax County Board of Commissioners on Feb. 10 approved a set of pay measures that change salaries for incoming elected officials and restructure county employee pay.

The commission adopted Resolution 20 26‑11, setting salaries for incoming elected officials effective Jan. 1, 2027. The resolution sets the assessor, county clerk and treasurer at $85,000 per year and the sheriff at $90,000 per year. Chief deputies for the assessor, clerk and treasurer will be paid at 90% of their respective elected official’s salary; the undersheriff will be set at 95% of the sheriff’s salary. The resolution also lists the probate judge and county commissioners at $35,000 per year. The measure removes annual leave accrual and incentive pay eligibility for those elected officials and certain deputies, the presenting staff member said. The commission approved the measure on a unanimous roll call.

Commissioners then approved Resolution 20 26‑15, a comprehensive county employee pay plan that establishes base hourly rates, longevity increases and pay differentials based on relevant prior government experience, certifications and education. Key terms presented by staff included a base‑rate floor of $18 per hour for many classifications (assessor clerks, roads staff, administrative assistants) with higher base rates for select roles and department heads; a longevity addition of $0.22 per hour for each year of county service added on an anniversary date; and a prior‑government‑experience differential of $0.15 per hour. Staff described certificate‑level payments: level 1, $1,300 per year; level 2, $2,600 per year; level 3, $3,900 per year; and level 4, $5,200 per year. Education‑related differentials were described as $2,600 for an associate degree, $5,200 for a bachelor’s degree, $7,800 for a master’s degree and $10,400 for a doctorate, with amounts halved if the degree is not relevant to the employee’s duties.

Officials said the plan includes a hold‑harmless clause so no employee would see a reduction below current pay as a result of the restructure. The resolution excludes grant‑funded positions, elected officials, the county manager and the county attorney from its scope. The commission approved the restructuring on a unanimous roll call.

Commissioners described the plan as an attempt to equalize pay disparities and make recruitment competitive, noting examples of private‑sector pay pressure. Staff said adjustments will be processed on employee anniversaries and reviewed annually at the start of each fiscal year.

The commission also approved a related resolution (20 26‑16) converting certain DWI grant‑funded positions to regular county employment while noting those roles and funding remain contingent on annual grant renewals; converted employees will be eligible for health insurance and PERA enrollment while subject to grant funding limits. That resolution’s pay changes take effect with the pay period beginning Feb. 28, with the first updated paychecks expected March 20.

Commissioners asked few substantive questions during the presentations; staff said department‑level details and individual position calculations will be provided to departments in follow‑up materials.