Con Condrey and Associates presented a comprehensive classification and compensation study to the Glynn County Board of Commissioners on Oct. 6 recommending a new pay scale and job classification system for non‑public‑safety county employees, and staff said they plan to implement recommended pay changes pending board approval.

Consultant Ray Seer summarized the process: Con Condrey collected position questionnaires, interviewed supervisors and employees, and conducted phone interviews covering at least one person in every job to develop job descriptions and evaluate jobs under a factor evaluation system. The consultant said the external salary survey included peer Georgia counties, municipalities and regional employers and that the recommended pay plan targets about 105% of market median rather than exactly 100%.

The proposal would reorganize jobs into pay grades (the presentation used grades 9 through 28 and step letters A–R) and set minimum and step values for each grade. Seer explained the letter steps represent progression over time (years of service and performance) while the grade represents the job’s evaluated market level. The plan would not reduce anyone’s current pay; employees above a new grade minimum would not be moved down.

Implementation costs presented included a base implementation that places every employee on the new pay scale at their appropriate step — $1,271,671 (about 4.43% of current payroll). Seer said an additional equity adjustment — a one‑time, performance‑and‑seniority‑based correction to reduce compression and position long‑tenured employees appropriately on the new scale — could cost an additional $1,479,000 (about 4.93% of payroll). Combined these were described as the total implementation exposure, although the board and staff would control the timing and extent of equity adjustments.

Seer described other deliverables: rewritten job descriptions for every position, training for HR staff in the factor evaluation system, and a year of technical follow‑up assistance. HR Director Dwayne Pollock said staff expects to return the plan to the board for approval at the next meeting and, if approved, put pay changes into effect in the second payroll in November. The consultant also recommended revisiting the classification and pay study every three years.

Commissioners asked how the system treats career ladders, compression and recruitment difficulties for specialized roles; presenters pointed to examples such as engineering and construction positions that had been difficult to fill under the current pay structure and said the new system is intended to improve recruitment and retention. No formal vote was taken at the Oct. 6 presentation; staff said details for individual employee placements and the redline personnel policy will be provided before adoption.