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Chippewa County approves pay-grade increases for prosecutors and public defenders in 2-1 vote
Summary
The county approved pay-grade changes for five prosecutor and public-defender positions to address hiring and retention, with commissioners noting competition with private-sector salaries; the change is estimated to add just under $70,000 at top pay rates over five years.
Chippewa County commissioners voted to raise pay grades for several prosecutor and public-defender positions after hearing officials say the county is having difficulty hiring and retaining attorneys.
Prosecuting Attorney Rob Stratton and Administrator Kelly Church told the Personnel/Equalization and Apportionment/Transportation/Health and Social Services Committee that the county struggles to recruit attorneys in the current local labor market and that aligning pay grades is a tool to improve retention. Church provided the committee with financial context and a five-year cost estimate.
The motion, made by Commissioner Scott Shackleton and supported by Commissioner Justin Knepper, approved the following changes: the Chief Assistant Prosecuting Attorney from Grade 15 to Grade 17; two Assistant Prosecuting Attorneys and one Assistant Public Defender from Grade 12 to Grade 14; and one Deputy Public Defender from Grade 13 to Grade 15. The committee recorded that four of these positions would start at the entry level; using current benefit rates, the increase would cost just under $70,000 at the highest salary rates over five years.
The motion passed on a voice vote, 2-1, with Chairman Damon Lieurance voting no. There was discussion about public-versus-private-sector pay levels, the county’s obligation to provide services, enhanced recruitment and advertising steps, local economic factors and housing availability as contributors to hiring challenges.
The committee directed staff to step up recruitment efforts and advertising for the affected positions. No changes to collective bargaining agreements were made by this motion; any contract-covered positions will be addressed under their respective negotiations.
The next procedural step is implementation through the county payroll and human-resources processes and inclusion of the approved special salaries on the county pay scale.
