Get Full Government Meeting Transcripts, Videos, & Alerts Forever!
Get email alerts on the Human Resources topic
No spam. Unsubscribe anytime.
Commissioners approve wide set of HR transmittals and pay‑matrix updates after county salary survey
Summary
The board approved numerous HR transmittals, job‑description updates and pay‑grade changes tied to a recent Mako salary survey, including adding an administrative assistant FTE, reclassifying multiple positions, and raising the deputy county attorney starting salary on the pay matrix.
Commissioners approved a broad package of human resources transmittals and pay‑matrix updates on May 12 that implement recommendations from a recent Mako salary survey.
Tammy Skramovsky of HR presented a series of transmittals. Actions approved included renaming the planning office Board Secretary position to Board Coordinator; adding a 1.0 FTE administrative assistant position split between the commissioners’ and planning offices; updating the deputy county attorney pay matrix to raise the starting salary from approximately $90,000 to $100,000 to stay competitive; and numerous grade and job‑description adjustments across multiple departments (road, solid waste, treasurer, finance, IT/9‑1‑1 center, sheriff’s office, building maintenance, planner 3, HR director, payroll specialist, finance director, public works director and others) using the Mako benchmark averages.
Skramovsky explained the deputy county attorney cap is constrained by Montana law tying the elected county attorney’s wage to district court judge salary changes; the new pay matrix was presented with that statutory context. Several motion votes carried on voice votes with no recorded opposition.
Why it matters: The pay‑matrix adjustments and reclassifications are intended to improve county recruitment and retention, address pay compression identified after union negotiations and a salary survey, and align several functions to market averages. Several approved reclassifications also adjust how positions are funded or reimbursed under state and federal grants.
Next steps: Approved job descriptions and pay‑matrix changes will be implemented on the payroll schedule and monitored for pay‑compression implications during upcoming COLA cycles and compensation board reviews.
