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City of Hampton to adopt new pay ranges after 20‑year compensation review
Summary
City Manager and HR presented the results of a compensation and classification study recommending consolidation of seven pay schedules into three and new market‑aligned pay ranges; consultant said the study covered roughly 2,600 employees and about 90 benchmark positions.
City Manager Bunting and Human Resources Director Nicole Clark presented findings from an outside compensation and classification study and recommended new pay ranges to improve external market competitiveness and internal equity. The consultant, David Lookingbill of the management advisory group, said the study covered about 2,600 employees and used roughly 90 benchmark positions to build pay lines.
The consultant recommended consolidating seven existing salary schedules into three broad schedules (unified managerial/administrative/attorney; public safety; WAE) and restructuring pay grades so that grade steps were roughly 5% apart and supervisory differentials approached the recommended ~15%. "There were approximately 2,600 employees here with the city," consultant David Lookingbill said during his presentation. Council members asked about the choice of peer jurisdictions and the presence of some duplicated entries in the benchmark data; staff said duplicates likely reflect data-entry or placeholder records for executive positions.
