Stark County adopts 2027 pay matrix, selects option keeping total increases under 3%

Joetta Piery, the county’s human resources director, told commissioners the 2027 salary schedule she prepared drew on a market analysis covering all 49 county positions and showed that 20 pay ranges rose between roughly 1.8% and 9% in the survey data. "The market analysis was completed on all 49 of our positions," Piery said during her presentation.

Commissioners questioned several newly listed job titles — including a park board coordinator and a training/exercise coordinator — and pressed for clearer role scopes and a standard progression matrix to avoid creating titles simply to increase pay ranges. Piery said where county survey samples were small she used broader Bureau of Labor Statistics categories and mapped similar titles to make an "apples to apples" comparison.

Piery presented seven merit/matrix options that produced different total salary impacts. After discussion about maintaining incentives, limiting budget pressure and how market adjustments interact with steps and merit, Commissioner Franchuk moved to adopt matrix number four; Commissioner ClariS seconded. The commission approved the motion by roll call.

Why it matters: The chosen matrix sets how merit and market adjustments feed into step increases and will be the basis for 2027 payroll budgeting. Commissioners raised the need to monitor how the structure affects incentives for high performers and long-term pay progression.

What the commission decided: The commission adopted matrix number four following the presentation and debate. The vote was taken by roll call with Commissioners Franchuk, ClariS, White and Marsh and the Chair voting in favor.

Next steps: Human resources will use the adopted matrix to finalize individual employee adjustments for the county’s 2027 budget and report any recommended structural changes (titles/scopes) at a later meeting.