Charlotte County board reviews classification and compensation study; implementation estimated at $125,842

CHARLOTTE COUNTY, Va. — At a special-called meeting on Oct. 11, 2022, the Charlotte County Board of Supervisors heard a presentation on a Classification and Compensation Study that recommends a new county-wide pay and classification structure and estimates $125,842 in annual costs to implement it.

Dr. Stephanie Davis, Ph.D., Collegiate Assistant Professor and program director for the Graduate Certificate in Local Government Management at Virginia Tech, told the board she analyzed pay data from roughly 10–12 benchmark communities and included 60 county employees in the review. "We created level positions so employees can be promoted," Dr. Davis said, adding that each promotion would be accompanied by a suggested 10% salary increase.

The study proposes 27 position classifications and 31 pay grades. It recommends moving employees to the minimum of the new pay range, applying years-of-service adjustments and beginning formal recognition of service. Dr. Davis recommended adopting the state methodology of $100 per year of service beginning after three years, capped at 30 years.

"Charlotte County has a low turnover rate," Dr. Davis said, arguing transparency in the pay scale is important for retention and for allowing clear advancement paths. She also told the board the pay scale is compliant with minimum-wage laws and is not a step system tied to automatic merit increases.

County Administrator Daniel Witt told supervisors the county previously set aside $100,000 toward implementation but would need to set additional funds to fully implement the recommended plan. Witt clarified the $125,842 figure is an annual cost and that, if the board adopts the plan in January 2023, the current fiscal year would bear a smaller, partial-year cost.

Finance Director Norma Tuck told the board that individual employees’ funding situations differ and she would need time to pull figures that separate state-funded and locality-funded pay components. When Supervisor Garland H. Hamlett asked how Constitutional Officers factor into state and local pay shares, Administrator Witt said the State Compensation Board sets state-funded amounts and the locality pays any additional amounts.

Dr. Davis said the sheriff’s office was included in the study and had already received a 5% increase from the State Compensation Board in August, along with years-of-service raises; she noted the sheriff could choose to reclassify positions under the new plan.

Sari Goff, Director of Social Services, said including Social Services in the study would help the department hire at higher ranges and that the study aligns with state scales for that agency’s positions.

Supervisor Walter T. Bailey commented that it is important to remain competitive on pay even when increases must come from local funds. Board members expressed appreciation to Dr. Davis for the work; no formal vote was taken and the meeting was adjourned.

The board did not take formal action at the meeting; if supervisors choose to adopt the plan they will need to appropriate additional funds to reach the estimated annual cost of $125,842. Dr. Davis suggested implementation beginning in January 2023.