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County consultant: pay ranges average ~81% of market; recommends 14–19% boost to minimums
Summary
Siegel's preliminary compensation-study findings show county pay-range minimums average about 84% of market and recommend raising minimums by 14–19% to reach competitiveness; preliminary salary-structure models expected May 7.
A consultant told the budget subcommittee Shelby County's pay ranges are below market on average and presented a two-track plan for raising competitiveness.
Mike (consultant) from the compensation firm said the pay-range minimum for the county averages about 84% of the market, with midpoints and maxima similarly below market when private-sector data is included. "To improve market competitiveness... we recommend that the minimum should be adjusted by either 14 to 19%," the consultant said, describing 19% as a path to 100% of the market and 14% to a 95% corridor.
Gerald Thornton, the county's director of human resources, told commissioners the study will produce salary-structure models by May 7 and that those models will be used to estimate cost scenarios and implementation approaches. Thornton said the study team will model both the county's new structure scheduled for 07/01/2025 and an alternate recommended structure to show internal alignment impacts.
Commissioners asked for cost estimates and phased options; the consultant said dollar costs depend on the selected implementation algorithm and the distribution of employees across pay ranges, and that the firm will produce preliminary cost modeling in the coming weeks.
