Commission Moves Forward with County Compensation Study

Churchill County commissioners heard detailed presentations from two consulting firms on Nov. 10 as they prepare to launch a full classification and compensation study for all county positions. After nearly 90 minutes of discussion, questions, and comparisons, the board voted unanimously to hire Baker Tilly to perform the work.

Assistant County Manager/HR Director and Former Chief Civil District Attorney Joe Sanford opened the item, noting that the county had narrowed its options to Baker Tilly and PayPoint HR after initial discussions. Both firms were invited to present their methodologies, timelines, and approaches to evaluating county pay structures.

Baker Tilly, which is headquartered in Chicago, has completed similar projects in the state for Douglas County and North Las Vegas. Representatives Sarah Towne and Jada Kent outlined a proposed five-phase process that includes data collection, job description review, market analysis, job evaluation using the firm's SAFE point-factor system, and the development of updated pay structures.

Towne said the goal is to establish "a compensable, defensible system that understands where that position's value is," remarking that the study evaluates positions, not individuals. She also told commissioners that employees should be able to understand how their pay is determined. "It shouldn't be a mystery how people are paid in the public sector," she said.

Kent explained that the company's experience with agencies across the country helps them anticipate issues unique to different regions. "We get to bring that experience to you where you might not have thought of maybe approaching it in this way, because you haven't had to," she said.

Baker Tilly proposed a fully virtual model but said they could provide in-person town halls if requested. Out-of-pocket travel costs would apply per visit. Their schedule anticipates project initiation in November, with market assessment and job evaluation occurring through early January, and recommendations ready in time for budget planning in the spring.

Commissioners asked about the county's existing 93-grade, 13-step pay system. Towne acknowledged it presents challenges, saying the current method makes it unclear "why this position might be in a 57 versus a 58." She told the board, "We're giant data nerds," and said the firm can build new structures if needed or adjust the existing ones to improve clarity and alignment with the market.

Sheriff Richard Hickox questioned how the firm would handle law enforcement positions, noting their sensitivity in the marketplace. Towne assured him, "Law enforcement tends to love me," and said Baker Tilly routinely develops specific structures for public safety or integrates them into wider county plans.