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Board reviews Troop HR compensation study; recommends 8% adjustment to executive pay range
Summary
A Troop HR market study presented May 27 recommends an 8% adjustment to the executive- and deputy-director pay ranges and a 2.6% increase for the senior research and policy manager; staff told the board any structure changes would be effective July 1 and may be adopted at the July 22 meeting.
The board reviewed a compensation study from Troop HR on May 27 that recommends adjusting the board’s pay structure effective July 1, 2026. Troop HR consultant Cameron presented the market findings and said, “we're recommending an 8% increase for the executive director, the deputy director pay ranges, and then a 2.6% for the senior research and policy manager.”
Cameron told the board the study compared the three positions to public-sector survey sources and focused on base salary, not benefits or total cash. The consultant said the market moved faster for executive roles — citing an approximately 16% gap for the executive director over two years — and recommended a conservative response that aligns the structure while testing whether the change is a recurring trend.
The board was reminded the recommendation is for the pay structure, not individual salary decisions. Staff member Karen said next steps include sending a letter and the presentation to the Office of Financial Management for consultation and distributing performance evaluations for the three positions. Karen said any response from OFM will be shared at the June 30 meeting and that the board may adopt structure changes at the July 22 meeting; she also said a possible executive session would precede any board action on specific individual increases.
Board members asked clarifying questions about how the increases relate to the 2% general wage increase that is already scheduled July 1 and about placement guidance for employees within the new ranges. Cameron explained the recommended percentages are in addition to the planned 2% general wage increase and described placement practice for minimum, midpoint and maximum pay tiers. The consultant advised the board to continue annual market adjustments and to repeat detailed market studies every two years.
The board took no immediate action the day of the presentation; staff will return recommended language and any OFM feedback for possible adoption on July 22.
