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Chair warns pay‑scale ceilings could drive employees from Charles Town
Summary
At the Feb. 10 Personnel Committee meeting, the chair said many employees will soon hit the top pay grade and urged options—top‑of‑grade bumps, longevity pay or a third‑party study—to retain staff without bankrupting the city.
The Charles Town Personnel Committee opened its Feb. 10 meeting with a focused review of the city’s pay scale, which several members said will cause many employees to reach the maximum step within the next two to four years.
"When they get to the top of the grade, we want to incentivize them to stay," the chair said, framing the issue as a retention risk that could push experienced staff to neighboring jurisdictions.
Committee members described a 20‑step scale that in practice places some long‑tenured employees at their ceiling. Staff and members clarified how cost‑of‑living adjustments (COLA) and merit steps apply: COLA adjusts the whole scale while merits usually move an employee one step.
Laurie, a staff member who explained the mechanics, said, "When they get a merit increase, they go up to the next step," and warned that some employees are already outside the standard scale and will need policy guidance.
The committee discussed short‑term options such as one‑time lump‑sum payments or small percentage ‘‘top‑of‑grade’’ bumps for those who can’t move to a higher grade. Members repeatedly emphasized the city cannot simply match large neighboring jurisdictions dollar‑for‑dollar without damaging the municipal budget.
As a next step, members agreed to gather budget estimates and consider a more comprehensive compensation study and policy that clarifies what happens when employees 'max out.'
