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County HR presents market-driven compensation framework after Korn Ferry review
Summary
Human Resources outlined a market-data-driven compensation philosophy adopted by the court, four pay groups, regression analysis to set pay ranges, and pay-for-performance rules; the court was briefed on timing and procedural safeguards for any pay changes.
Human Resources presented the county's compensation philosophy and operational rules following work with consultant Korn Ferry. The presentation described four principal pay groups (nonexempt, exempt, legal, law enforcement), use of market matches and regression analysis to determine market movement, and separate wage movements and pay-for-performance processes.
HR staff said the county pulls market data every year and uses regression to detect jobs needing reclassification or wage movement; HR outlined a two-year rule that limits quick repeated reclassifications and discussed lateral-hire guidance for the sheriff's civil-service group. The court was given an overview of how market adjustments and individual pay-for-performance increases are normalized across groups and applied in January once approved by court in August.
Commissioners asked procedural questions about classification changes and the fairness and documentation requirements associated with performance ratings. HR said the process is intended to be standardized and data-driven to reduce arbitrary local variation. Any recommended pay changes identified in the regression analysis will return to court in the budget cycle.
