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Cleburne to raise pay ranges to 65th percentile after Evergreen compensation study
Summary
City staff and Evergreen consultants presented a multi‑year compensation and classification study; council approved an implementation that moves pay ranges to the 65th market percentile, updates classification steps and provides a one‑time implementation adjustment back to Oct. 12.
The City of Cleburne is moving forward with recommendations from a third‑party compensation and classification study intended to make city pay ranges more competitive and create clearer career progressions for employees.
Ms. Palach, a city staff presenter, introduced Evergreen consultant Mark Holcomb, who described the study’s phases — data collection, an internal employee survey, job assessments and an external market comparison. Holcomb said the firm benchmarked Cleburne against regional peers and recommended raising the city’s target market position from the traditional 55th percentile to the 65th percentile. “We were able to actually benchmark you and make recommendations at the 65th percentile of the market,” Holcomb said during the presentation. The recommendation covers non‑civil‑service and civil‑service classifications, new step structures, and targeted reclassifications.
The council approved the city’s implementation approach. City staff said non‑civil‑service employees will move to a new step and grade structure (35 grades with 15 steps for general employees) and that part‑time and seasonal employees will receive step‑based progression for the first time. For civil‑service employees the city will implement changes consistent with civil‑service rules and add a longevity step; staff said every employee will receive an increase under the chosen plan and that the changes take effect April 26. “Everyone is receiving an increase, so there’s not one employee that’s not getting an increase,” Ms. Palach said.
City staff also described a one‑time implementation adjustment retroactive to Oct. 12 to capture pay changes for promotions or step increases since that date, and noted that job descriptions and FLSA exemption reviews will follow. The council’s approval authorizes staff to issue personalized letters to employees explaining new grades, steps and salaries and to proceed with the staged implementation outlined in the presentation.
