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Pacific County adopts countywide compensation study and implements 2025 wage schedule for multiple bargaining units
Summary
The Pacific County Board of County Commissioners approved a compensation study by JB Reward Systems and signed several memoranda of understanding to overlay 2025 wages for multiple bargaining units, including retroactive step placement to Jan. 1, 2025, and new medical insurance cost-sharing terms effective July 1, 2025.
The Pacific County Board of County Commissioners on June 10 approved the final compensation study conducted by JB Reward Systems and authorized its use across county positions, then approved a series of memoranda of understanding (MOUs) implementing a 2025 wage schedule for several bargaining units.
Staff presenting the study described a years-long project to update outdated job descriptions and implement an objective wage framework. "We are thrilled, happy, elated ... This has been a long time coming," said a county staff member involved in the study, summarizing staff appreciation for employees' patience during the process.
The board voted to apply the new step schedule retroactively: existing employees in the affected bargaining groups will have step placement overlaid to Jan. 1, 2025, which staff said will produce retroactive pay for current employees. "This will allow us to retroactively place all individual members of this bargaining group on this new step schedule, retroactive to January 1," staff said during the meeting.
The approved MOUs covered multiple units: Teamsters Local 252 civil staff in the sheriff's office, emergency telecommunications staff, corrections/jail services personnel, and separate MOUs for Local 367 road crew and courthouse bargaining units. For the road crew and courthouse groups, the board also approved changes to medical insurance terms: 100% county coverage for employee-only plans and an 80/20 county/employee split for other health plans, effective July 1, 2025. Staff noted the medical changes have no retroactive pay component.
County administration emphasized the planned sequencing with ongoing bargaining. The board noted the Fraternal Order of Police (deputy group) was not included because the county has retained a separate law firm that provides an independent compensation analysis for law enforcement; administration said it stands ready to resume bargaining with that group when the FOP responds.
The board approved the compensation study and the related MOUs by voice vote. Next steps include administrative implementation of payroll adjustments and communicating new step dates and benefit options to affected employees.
