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Hancock County to begin 2027 COLA planning after HR Data Labs finds some director roles underpaid
Summary
A compensation study presented July 7 found Hancock County pay generally near the 50th percentile but identified HR, EMA and Facilities director roles as significantly underpaid; commissioners directed phased budget adjustments and agreed on 4% COLA guidance for 2027.
A pay-study presentation at the Hancock County Commissioners’ July 7 meeting prompted the board to set initial guidance for 2027 cost-of-living adjustments while identifying areas for targeted pay adjustments.
Josh Griffin, Hancock County HR Director, introduced the compensation study conducted with HR Data Labs. David Turetsky, presenting via Zoom for HR Data Labs, said the study compared county positions with public and private-sector benchmarks (data sources included FOAA requests and the Economic Research Institute) and found the county’s overall pay ‘around the target of the 50th percentile.’ He told commissioners three director-level roles—HR, Emergency Management Agency (EMA) and Facilities—were considered significantly underpaid; several jail and Regional Communications Center positions were noted as relatively higher paid, which the study attributed to stress and turnover in those roles.
Turetsky and Griffin said they will work together to develop strategies to address the pay disparities. Commissioners discussed phasing raises during department budget cycles: options included phasing more significant corrections over three years and smaller adjustments over one year. Commissioners suggested a COLA range of 3%–5% as guidance for 2027 and agreed to start with 4% as the recommended baseline; the minutes record that the COLA increase is separate from steps to address positions identified as underpaid.
The presentation and discussion did not produce a detailed funding plan; Turetsky and Griffin said they will continue to refine recommendations and incorporate them into departmental 2027 budgets. The board also approved that staff may phase in increases when preparing those budgets.
Practical next steps recorded in the minutes: HR and the County Administrator will continue work on the study recommendations; departments will present budget requests reflecting phased adjustments; no final appropriation or specific salary changes were adopted at the July 7 meeting.
