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Consultant urges modernized pay structure after Augusta study finds pay ranges below market
Summary
A Seagull consultant told commissioners a multi‑year classification and compensation study found Augusta's pay ranges average roughly 84% of market midpoints and presented a redesigned 18-grade salary structure and phased implementation options; HR will return with cost scenarios at the budget retreat.
City HR and consultant Seagull (Patrick Bracken) gave a final report on a comprehensive classification and compensation study, recommending a modernized salary structure and a phased approach to implementation.
Patrick Bracken, a Seagull senior vice president, summarized the study methodology: a job-description questionnaire process, development of revised job classifications across job families, and a custom total-compensation market survey of 112 benchmark positions with 13 public-sector peer employers and supplemental published sources. Seagull reported that, aggregated across benchmark jobs, Augusta's pay-range midpoints are roughly 84% of the market average and total compensation (including benefits) is similarly below peer averages.
To address the gap, Seagull proposed a cleaned-up salary structure with an 18-grade pay table and a consistent midpoint progression (7% at entry, increasing to 12% toward the top). The consultant modeled two versions of the proposed structure (a higher target that moves Augusta to about 106% of market midpoint and an alternate 3.5% lower version at about 104%). Bracken emphasized that these structures are tables for paying jobs—decisions on individual employee placement and phased implementation remain policy decisions for HR and finance.
Administrator Allen and HR staff said they will model implementation scenarios with finance and present options at the upcoming budget retreat; staff did not present a final cost figure at the committee meeting.
What happens next: HR and finance will prepare implementation scenarios and cost estimates for the budget retreat; the commission will receive specific recommendations and timing options for any salary adjustments.
Quotes (selected)
"The overarching goal of all of these work streams was to determine the relative worth of Augusta's job titles within the organization... and develop salary structures that are sustainable," Patrick Bracken said.
"We would like for you guys to accept this as information, but we bring you the recommendation during our budget retreat," Administrator Allen said.
Ending
HR will return with modeled cost scenarios during the budget process; the committee accepted the study as information pending those implementation details.
