Full Breakdown
Natrona County Considers Overhaul of Employee Pay Structure
3/18/2026, 8:57:55 PM
Overview of the Pay Structure Study
Natrona County, Wyoming, is contemplating a significant overhaul of its employee pay structure, prompted by a recent study conducted by Baker Tilly. The study, which cost $65,000, revealed that while starting salaries are competitive, veteran employees' wages lag behind the market by an average of 10%. The proposed changes aim to address these disparities and stabilize the workforce, which has been described as a training ground for other agencies due to the lack of clear raises.
Findings from the Study
The Baker Tilly study evaluated 118 county positions against data from ten peer organizations and private industry. It found that while starting pay is attractive for new hires, wages fall short by approximately 6% at the midpoint and over 10% at maximum earning levels. To remedy this, Baker Tilly Senior Consulting Manager Sarah Towne recommended replacing the existing 64-grade pay scale with a streamlined 26-grade system that includes 11 annual steps. Additionally, a separate five-grade step system was suggested for sworn officers in the sheriff’s office to alleviate wage compression issues.
Official Statements & Responses
During the presentation, Towne emphasized that the study focused on the market value of positions rather than individual performance. She stated, “Our goal is not to give all employees an increase... it’s to make sure that the pay structure and the positions are market competitive.” County Clerk Tracy Good supported the proposed changes, noting that predictable step increases could enhance motivation during the hiring process.
Conversely, Commissioner Dallas Laird expressed concerns about the potential loss of merit-based rewards for long-standing employees, stating, “I know what people are worth... I don’t want to change that personally.” Towne countered that a transparent baseline based on market data is essential before implementing subjective merit-based pay.
Implementation Options and Financial Implications
The county commissioners have three implementation scenarios to consider as they approach the upcoming budget season. The minimum option would require a $657,000 initial payroll adjustment to transition all current employees to the new pay scale without reducing any salaries. Towne recommended a second option that would place employees on steps based on their tenure in their current roles, facilitating a smoother transition to the new system.
No vote was taken during the work session, as commissioners plan to review the study data and a forthcoming benefits comparison report before making a final decision.
Criticism & Opposition
While the proposed changes aim to create a more equitable pay structure, concerns remain regarding the potential impact on employee morale and the recognition of individual contributions. Critics, including Commissioner Laird, argue that a standardized approach may overlook the value of long-term service and individual merit.
What's Next
As discussions continue, Natrona County officials will evaluate the implications of the proposed pay structure changes and prepare for budgetary decisions that could significantly affect employee compensation and retention strategies.
