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Council approves pay increases and new personnel policies to help retain town staff
Summary
Council adopted parts of a classification and compensation study and approved multiple personnel policy changes, including tuition reimbursement, parental leave and retention incentives; staff said the salary/fringe impact of adopted sections is just under $1.6 million and funding for the package was included in the current budget.
Council approved a resolution adopting sections of a classification and compensation study and a companion resolution authorizing a package of personnel policy changes intended to improve recruitment and retention.
Human resources advisor Carrie Vargo summarized the work and cost: the adopted sections total just under $1.6 million in salary and fringe impact and the council had previously budgeted $2.2 million for the initiative. The council approved resolution 2026‑16 to adopt the salary and classification sections and resolution 2026‑17 to allow the town manager to put in place recommended policies.
The personnel policy changes include tuition reimbursement, an education incentive salary adjustment, a retention incentive policy, a recruitment referral bonus, parental leave, call‑back pay, lateral hire placement and a hard‑to‑fill premium for certain positions; vacation accruals were adjusted for both uniformed and non‑uniform personnel.
Officials noted the town employs about 284 full‑time staff and roughly 50 part‑time staff, and said the changes are intended to keep Fort Mill competitive in the Charlotte region for police, fire and other public‑sector positions. The council approved the resolutions.
Why it matters: The measures are designed to reduce vacancy and turnover costs and to ensure the town retains key public‑safety and operational staff as the community grows.
