Get Full Government Meeting Transcripts, Videos, & Alerts Forever!
Get email alerts on the Personnel Pay topic
No spam. Unsubscribe anytime.
Escambia County board debates 2% across‑the‑board pay increase; members press for targeted raises
Summary
Staff proposed a 2% one‑time across‑the‑board pay increase for existing employees in the 2026‑27 draft budget; commissioners and HR raised concerns about pay compression, recruitment, and whether lower‑paid workers should receive larger percentage raises. Staff estimated the county cost and confirmed the new $15 minimum wage implementation.
County staff proposed including a one‑time 2% pay adjustment for current employees in the 2026‑27 draft budget and provided rough cost estimates during the March 26 committee meeting.
Stefan said the total cost of a 2% employee increase for the Board of County Commissioners (BCC) budget would be roughly $2.5 million; he estimated the cost to the county general fund at about $1.4 million, with additional amounts for the misdemeanor probation fund (about $21,000) and the Transportation Trust Fund (about $185,000). He described the measure as a one‑time pay adjustment that would not change entry‑level rates or affect the base pay scale.
Several commissioners questioned whether an identical percentage for all staff is the most equitable approach. One commissioner urged a larger percentage increase for lower‑paid frontline workers — custodial, clerical and library staff — arguing a flat 2% does little for employees near minimum wage. "Someone making $15 an hour...giving them a 2% is not a life changing experience," a commissioner said.
Nikki (HR) told the board that the county has historically done across‑the‑board adjustments while separately addressing bottom‑of‑scale recruitment challenges when necessary. She said recruitment is difficult for some roles; corrections staffing is currently the hardest to fill, while fire cadet and firefighter positions attract many applicants. "It does make recruitment difficult," Nikki said of compressed pay lines.
Commissioner Wes and others asked staff to continue addressing pay compression and to bring targeted adjustments where recruitment or retention issues persist. The board signaled general support for keeping the 2% inclusion in the draft budget while staff refines options for targeted pay adjustments and recruitment priorities.
What happens next: staff will keep the 2% adjustment in the draft budget for planning purposes, continue work on pay‑compression solutions and present more detailed options during budget deliberations.
