Get Full Government Meeting Transcripts, Videos, & Alerts Forever!
Get email alerts on the Personnel topic
No spam. Unsubscribe anytime.
Consultant outlines county pay study and estimates $4.9 million initial cost to raise pay ranges
Summary
A compensation study presented to Dorchester County council recommends raising pay structures toward the 55th–60th percentile; the consultant estimated implementation would change payroll by about $4.9 million (roughly an 8% payroll increase) and recommended a range-penetration approach with a 3% cost-of-living adjustment.
Dr. Russell Campbell of Management Advisory Group presented the county’s compensation study findings at the July 6 meeting, describing methodology and preliminary cost estimates for implementation.
Campbell explained the two-pronged approach—internal equity through job-factor grading and external equity via market benchmarking—used to develop a new pay structure. The study recommended moving the county’s overall pay structure toward the 55th–60th percentile of comparable employers to improve recruitment and retention. Implementation would use a range-penetration model to place employees at comparable positions in the new ranges rather than fully reset pay placements.
Campbell provided estimated first-year costs: a 3% cost-of-living increase would cost about $1,195,671; bringing employees below the new minimums up to the minimum would cost about $1,279,095; and a fuller staggering to midpoints would increase the impact to the totals Campbell presented, with a combined salary-adjustment estimate of approximately $4.9 million (about an 8% payroll change). He noted fringe and benefit costs would be additional and that elected/appointed officials would receive at least the 3% adjustment under the present plan. A final report was expected in roughly three weeks.
Council members thanked the consultant and signaled follow-up conversations with HR and administration about implementation timing and treatment of long-term employees.
