Treasure County compensation board recommends minimum 2.5% raise or $0.50 per hour

The Treasure County Compensation Board voted to recommend a baseline pay increase of 2.5% or $0.50 per hour for county employees, whichever amount is greater, with members directing staff to explore longevity schedules and benefit-credit alternatives during the upcoming budget process.

Chair (speaker 2) opened the April 28 meeting by summarizing the board’s role: “the county compensation board shall hold hearings annually, so we hold it once a year, for the purpose of reviewing the compensation paid to county officers.” Members examined a spreadsheet from staff showing current salaries and scenario columns for 3%, 5%, $0.50 and $1 increases; the chair noted a 3% raise would cost the county about $24,976.75.

Discussion centered on whether to recommend percentage-based increases (which yield larger dollars for higher-paid positions) or flat dollar/hour raises (which are relatively more meaningful for lower-wage staff). Committee members cited examples from other counties and several possible longevity models, including per-year cents, capped lump-sum payments and tiered step plans. One committee member said many staff would see little benefit from small percentage increases: a 2.5% rise on lower hourly wages produces only pennies per hour, while a $1 hourly raise is often more tangible.

Members also debated non-wage alternatives such as insurance credits to help employees cover family coverage costs and noted county budgets are complicated by uncertainty in property valuations. One member said the county’s tax revenue is heavily influenced by centrally assessed properties, and Department of Revenue valuation timing can make it difficult to lock in budgeted increases in June.

After discussion, the chair moved the recommendation: “I move for a minimum 2 and a half percent or 50¢ per hour, whichever is greater.” A committee member seconded the motion; the chair called for a voice vote, an “Aye” was recorded and no opposition was voiced. The board agreed to present the recommendation — minimum 2.5% or $0.50 per hour, not to exceed 5% or $1 — and to pursue longevity and benefit-credit options as part of the county’s budget review.

The board’s action is a recommendation for the commissioners and budgeting process; the final pay decisions and implementation details (including caps, longevity formulas, effective dates and funding sources) will be addressed during the county budget cycle and are subject to further review and approval.

The compensation board asked staff to return with longevity models and other cost estimates for inclusion in departmental budgets and to prepare minutes documenting the recommendation.