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County HR and consultants present compensation study findings; recommend modernized pay structure and further vetting
Summary
Brazos County HR and consultant Seagull briefed commissioners on a compensation and benefits study covering more than 100 jobs. The firm recommended consolidated pay structures, noted some positions may be above market due to compounding merit increases, and said HR will validate job descriptions and align funding before implementation.
Brazos County staff and Seagull consultants presented a multi-part update on a compensation and benefits study during the May 5 Commissioners Court meeting.
Jennifer of the county HR team opened the presentation by saying the study was not a staffing analysis and assured commissioners: “There are no layoffs associated with this study and there are no pay cuts associated with this study.” The work is intended to produce a modern, defensible classification and compensation structure.
Seagull consultant TL Cox outlined the firm’s approach: match county job content to peer agencies, compare total compensation, and propose grade structures. The firm described the work already completed, the items still being vetted with departments, and the policy choices that will determine how competitive the county wants to be locally.
Jonathan, the county’s compensation manager, explained historical practice of applying merit increases to positions rather than individuals had produced pay ranges that in some cases sit above market midpoints. The presentation included comparative slides showing Brazos County against peer agencies and local employers such as Texas A&M, Bryan and College Station. Seagull emphasized the analysis is preliminary and that department validation remains necessary.
Rayana McConathy, assistant HR director, summarized next steps: finalize classification structures, receive final pay-range recommendations, align funding strategies per court direction and consider what can be incorporated into the FY2027 budget. HR is meeting with departments to validate job-description questionnaires and confirm operational feasibility.
Key numbers and logistics cited in the briefing:
• The study evaluated positions across the county (presentations referenced 179 positions evaluated in initial materials and Seagull cited 121 benchmarked jobs during final slides).
• HR and Seagull recommended creating consolidated pay structures (non-exempt, exempt, executive, sworn/salary structures) and validating the final recommendations with departments before implementation.
Commissioner and staff discussion focused on career ladders, comp-ratios, retaining market competitiveness for hard-to-fill roles (for example, attorneys) and options for preserving incumbent pay while aligning future hires to market ranges.
What’s next: HR and Seagull will continue vetting classifications with departments; the court will consider funding strategies and direction for FY2027 budget planning.
