Loading...
HomeMy WebLinkAbout2026/06/09 Workshop Session 1:30 PM FILED 06/03/2026 12:04 pm KAREN MCQUEEN COUNTY CLERK cc*, E 0F; .• . BRAZOS COUNTY, TEXAS wS �f'.. By: Victoria L McCoy 4 1' 1, of 0-17 .: BRAZOS COUNTY BRYAN, TEXAS NOTICE OF MEETING AND AGENDA WORKSHOP SESSION BRAZOS COUNTY COMMISSIONERS COURT BRAZOS COUNTY COMMISSIONERS WILL MEET INA WORKSHOP SESSION AS FOLLOWS: MEETING DATE: June 9, 2026 MEETING TIME: 1:30 PM MEETING PLACE: Commissioners Courtroom of the Brazos County Administration Building, 200 S. Texas Avenue, Suite 106, Bryan, TX 77803 1. Call to Order 2. Compensation and Benefits Study- Final Proposed Results • A. Presentation and review of the final proposed countywide classification and compensation structure • B. Discussion of proposed implementation options, funding strategies, and budget considerations 3. Adjourn The Commissioners Courtroom of the Brazos County Administration Building,200 S.Texas Avenue, Suite 106, Bryan,TX 77803 is wheelchair accessible.Handicap parking spaces are available.Any request for sign interpretive services must be made two working days before the meeting.To make arrangements, please call(979)361-4102. f 44) Fes.' t ' A *: r ,46, of ,*, Itimit, fir' , 40 Y OF 1 The following minutes of the Workshop held June 9, 2026, have been examined and are approved in open Court this the 7th day of July 2026, in Bryan, Brazos County, Texas. —Q-) Duane Peters Bentley N s County Judge Commissioner, Precinct 1 PcbStM— Chuck Konderla Fred Brown Commissioner, Precinct 2 Commissioner, Precinct 3 Wanda J. Wats Commissioner, ecinct 4 Attest: ,itit._(7/(c.,ki.,_."..._ Karen McQueen County Clerk :may. 7 ti • Q �Y PLo • rr of e� • MINUTES J U N E 9, 2026 BRAZOS COUNTY COMMISSIONERS COURT WORKSHOP SESSION 1. Call to Order A workshop session of the Commissioners' Court of Brazos County, Texas was held in the Brazos County Commissioners Courtroom in the Administration Building, 200 South Texas Avenue, in Bryan, Brazos County, Texas, beginning at 2:00 p.m. on Tuesday, June 9, 2026 with the following members of the Court present: Duane Peters, County Judge, Presiding; Bentley Nettles, Commissioner of Precinct 1; Chuck Konderla, Commissioner of Precinct 2, Absent; Fred Brown, Commissioner of Precinct 3; Wanda J. Watson, Commissioner of Precinct 4; Karen McQueen, County Clerk; The attached sheets contain the names of the citizens and officials that were in attendance. 2. Compensation and Benefits Study - Final Proposed Results • A. Presentation and review of the final proposed countywide classification and compensation structure • B. Discussion of proposed implementation options, funding strategies, and budget considerations Human Resources Director Jennifer Salazar discussed the process of the county-wide Compensation and Benefits Study. The study reviewed 998 positions over approximately nine months, consolidated job titles into standardized classifications, and evaluated positions using internal and external market comparisons. She emphasized that the study was intended to create a structured compensation system that improves internal equity, addresses salary compression, and provides a sustainable framework for future compensation decisions. Ms. Salazar noted that the study was not a performance evaluation and would not result in employee pay reductions. She then invited Former Acting County Judge Kyle Kacal to share about the study. Mr. Kacal provided historical context for commissioning the study and stated that the purpose is to create a sustainable framework for future budgeting. Ms. Salazar then presented the results of the Compensation and Benefits Study. The study showed that 173 positions are below the midpoint, 825 positions are above the midpoint, and 392 positions are above the maximum. She shared with the Court two implementation options to bring employees up to the midpoint. • Option 1: Fully fund all positions below midpoint and bring them to midpoint. • Option 2: Implement a phased approach with limited increases for employees below midpoint. Mr. Kacal reiterated the need to end the antiquated group-and-step system and move toward a more sustainable compensation structure. The Court entered into discussion regarding the challenges in making fair and equitable decisions to set the County up for better success in the future. They also shared about the financial limitations as it relates to the implementation of the new compensation structure. The Court then heard from County Staff and Elected Officials regarding the impact on their departments. Judge David Hilburn, 361st District Court, expressed support for compensation reform but requested additional review of market data before implementation. He noted concerns regarding recruitment challenges and the accuracy of certain salary benchmarks. District Attorney Jarvis Parsons spoke in favor of investing in county employees to improve recruitment and retention. He expressed concerns that midpoint-based compensation may not adequately reflect current labor market conditions. Brian Baker, District Attorney's Office, questioned the long-term effects of midpoint budgeting and raised concerns regarding recruitment flexibility and salary compression. County Clerk Karen McQueen requested further review of clerical classifications and compensation levels. She emphasized the importance of retaining qualified employees and maintaining competitive wages. Collections Director Tanya Skinner, expressed concerns that job descriptions used in the study did not fully reflect employee responsibilities. Auditor Marci Turner questioned the methodology for positions not included in external market comparisons. She recommended further market analysis before implementing salary adjustments for those positions. Budget Officer Nina Payne spoke in support of the study. She emphasized the need for direction on implementation from the Court in order to prepare the FY 2027 Budget. Ms. Payne stated that she would not propose a COLA for FY27 given the number of positions above the midpoint. Following discussion, the Court generally indicated support for moving forward with the new compensation framework. They provided direction to move forward with the phased implementation approach while preserving flexibility to address department-specific concerns and future compensation requests during the budget process. A copy of the presentation is attached. 3. Adjourn The meeting was adjourned at 3:12 p.m. Pgtof BRAZOS COUNTY COMMISSIONER' S COURT DAY OF v , 20,2(0 Q ,� AM M \Mcr Y\ SVo y Name Organization (PLEASE PRINT) (PLEASE PRINT) , . c4ow itAN\\, ,AV C(c • P)Zpcial"-2 CA P CC L _ f\' f cb✓' c. \ C 7472- R67e.1<? s 1 1 zo, s, r 44( Pc7 / 1-e64-4-ev— C©-v► 54- tJ) f :4; P ' CtdiV Pc T (ok% (s"1I ; cc (kr( r (Aar .i Pg 2.. of BRAZOS COUNTY COMMISSIONER' S COURT 9 ' DAY OF 31)►-- 20 C� AM klor KS hoe Name Organization (PLEASE PRINT) (PLEASET PRINT EA-ti ' 1.G Ciq.R(I,d CAJ,)4`, Pc.T 1 04y-tA\rx. M�egcti� S vue‘ 6C1. 1211 (' - z 0,-) Er;c Co1/41 dL)e I I Sc_T-T YAM MStU Li N‘Akice)aCC> P �K gZu_ 1/Z> AV' f Pg,3 of BRAZOS COUNTY COMMISSIONER' S COURT \ DAY OF , 20 ,2t_p AM/ 5L, Name Organization (PLEASE PRINT) (PLEASE PRINT) 146%.11:e_ Co Clef-� !, L. )A` C „ \kkek- gourti 1 s MOtAINN pv • y(\O O) fixes C o ,tvelyto- LtDeNC--0 s re k c r /"ct.(5 1461414 I,cc Si wlrVt-C G�� WOM 11Avfta F�- 6 f„ t r t'e5 ser V t tS fv\rx.Ff - TC'm &is 1— �(t.• 6. 0 • ►v eaillfilaG.r t- Xot Pg of I LA BRAZOS COUNTY COMMISSIONER' S COURT DAY OF , 20 -2 LQ AMP L.Jo - << sL , Name Organization (PLEASE PRINT) (PLEASE PRINT) le /4"4 S Adi a2M r MQ --1-.o.A ;& \IQ v\ Vu.� <<5 //61 Fs- r L r‘Gf S d DC h '- ' V P ic‘L co. 7.44. 6ri SXt^ '- V r I c4► n, _ cp.,,,Zrol-x•-*-z- ,CekM7t C.li-&.f * (4k, e' *?00 ••. �4 Ati •YT Y OF pR Brazos County Commissioners Court e 0 TY-STAFF SPEAKERS FOR VITORKSH o P DATE: qg TIME: 1' kd:53 --DaTIkArielCV Name: -Preernttr Circle One: 1. \I ) (C) g1110-1(\1 t.,, 3& ( For/Against/Concerning if t b For/Against/Concerning 2. ��ti✓�S P��� s For/Against/Concerning 4. 1- ! .) 1eSt)h-74-IC) 6cii For/Against/Concerning ._---/ i For/Against)Concerning 5. h/ 7) (i' , , 514tooer • (61 aii,y 6. ^ 1 �he/ n U For/Against/Concerning For/Against/Concerning 7. For/Against/Concerning 8. 9. Y---0 V L q For/Against/Concerning For/Against/Concerning 10. 1;1 t Nt PGA tirw VS(Adscav ..•S� OpTtt'.. :*• `1� * n ` O� BRAZOS COUNTY BRYAN, TEXAS )EPARTMENT: NUMBER: )ATE OF COURT MEETING: 6/9/2026 TEM: Compensation and Benefits Study- Final Proposed Results • A. Presentation and review of the final proposed countywide classification and compensation structure • B. Discussion of proposed implementation options, funding strategies, and budget considerations -O: Commissioners Court )ATE: 06/01/2026 :ISCAL IMPACT: False BUDGETED: False )OLLAR AMOUNT: $0.00 COMPENSATION & BENEFITS STUDY WORKSHOP Brazos County Compensation Benefits Study Final Proposed Results & Implementation Options Commissioners Court Workshop I June 2026 Commissioners Court Workshop • June 2026 This study was made possible through the collaboration and commitment of: Commissioners Court ` Department Heads & Elected Officials Support,guidance, and engagement throughout the process. Participation,feedback, and operational expertise. County Employees Illr HR Team Completed Job Description Questionnaires and helped Managed this countywide project while continuing to ensure study accuracy. support daily operations. Commissioners Court Workshop • June 2026 The County initiated this study with clear and strategic goals: OEvaluate internal equity across departments Establish a consistent compensation philosophy OCompare positions to the external labor market Create a sustainable framework for future pay decisions OModernize an outdated classification structure O Improve recruitment, retention, and career progression Commissioners Court Workshop . June 2026 HISTORICAL PROCESS THE RESULT ._ _ O Departments identified staffing needs X Compensation decisions occurred independently © Budget reviewed affordability X Pay relationships drifted over time 3 © Commissioners Court approved requests X Similar positions compensated differently 4 HR processed transactions X Market competitiveness was difficult to evaluate OX No unified compensation philosophy Merits applied on Positions instead of Employees '/1/ O R K C O NI TED Commissioners Court Workshop • June 2026 OCountywide Job Description Questionnaire process Pay structure development OPosition validation meetings Department feedback sessions OMarket salary analysis Final departmental validation meetings OClassification review O Implementation&funding scenario development WHAT THIS STUDY IS AND IS NOT Commissioners Court Workshop • June 2026 THIS STUDY IS NOT THIS STUDY IS X A performance evaluation ✓ A market-based compensation analysis A statement of employee worth I A classification structure review X A staffing reduction plan I A compensation equity framework A pay reduction I A planning tool for future decisions X A department ranking I A long-term compensation strategy HOW RECOMMENDATIONS WERE DEVELOPED rr,mmissioners Court Workshop • June 2026 Every step involved validation from Employees, Supervisors, and/or Elected Officials/Department Heads. 1 Employee Job Description Questionnaires(JDQs) 2 Supervisor Review&Approval 3 Department Head Review &Approval 4 Segal Consulting Analysis 5 HR Review&Analysis 6 Validation Meetings with Departments This was a Countywide process with multiple phases of Departmental validation. Every department had multiple opportunities to review, challenge, and refine their results. A Significant r Shift aniz i nat o Og a For the first time in the County's history: Compensation is being managed as a strategic function 19 agile Market Data Classification Compensation Organizational Methodology Philosophy Alignment WHAT WE ACCOMPLISHED Commissioners Court Workshop • June 2026 PREVIOUS STRUCTURE PROPOSED STRUCTURE 433 Job Titles Job Titles Reduced Duplication Improved Consistency Clearer Career Paths More efficient Administration KEY FINDINGS Commissioners Court Workshop • June 2026 9 9 8 1 73 8 2 5 3 9 2 Total Positions Positions Below Positions Above Positions Above in the Study Midpoint Midpoint Maximum All Positions 17%of total 83%of total 39%of total Position Distribution by Pay Grade Below Minimum positions • 0.7% Below Midpoint 173 positions • 17% Commissioners Court Workshop • June 2026 The County's challenge is not primarily one of low pay. Pay Growth Over Time Compression Issues Pay has grown through position-based merit increases, Market relationships have become compressed, disconnected from market movement. reducing meaningful pay differentiation. Internal Inequity Need for Structure Employees performing similar work are often paid very Future compensation decisions require a consistent, differently. defensible framework. COMPENSATION & ~" ENEFITS STUDY WORKSHOP The Bottom Line A defensible classification structure Consistent compensation administration Market-based compensation data A roadmap for future compensation decisions Improved internal equity The question before the Court is no longer whether change is needed. The question is how the County would like to proceed. GUIDING PHILOSOPHY MOVING FORWARD A sustainable, consistent approach: 1 Maintain the integrity of the new classification structure Compensation discussions are personal because they affect 2 Use market data to guide future compensation decisions employees, departments, and operations. 3 Focus funding on employees below market midpoint While there may be differing opinions regarding specific recommendations, the overall structure provides Brazos 4 Reduce ad hoc and unilateral compensation adjustments County with a more consistent, equitable, and sustainable framework moving forward. 5 Create predictable and defensible compensation practices COST ESTIMATES & IMPLEMENATION OPTIONS Commissioners Court Workshop June 2026 Full Approach Phased Approach OPTION 1 OPTION 2 $ 1 . 2M $755 , 000 Increase all filled positions 10%(not to exceed Bring all 173 positions budgeted below midpoint);vacant positions budgeted up 10% midpoint up to the new midpoint rate. (not to exceed midpoint). Uses unexpended budgets as offset. Number of Positions Below Minimum:0 Number of Positions Below Minimum:0 Number of Positions Below Midpoint:0 Number of Positions Below Midpoint:73 Creates immediate and comprehensive market alignment Balance of cost and market alignment impact Commissioners Court Workshop • June 2026 FY `27 FY `28 OContinue market alignment efforts O Focus available funding on employees below market OImplement the new classification structure O Begin administering compensation within the new framework Begin implementing Classification into Oracle & Utilize future market adjustments rather than across- the-board increases Implement Performance Based Merit Program Goal: A fully functioning, market-responsive compensation system by FY '28. DIRECTION NEEDED Commissioners Court Workshop • June 2026 To proceed, HR requests direction from Commissioners Court regarding: 1. Direction on the proposed classification structure 2. Desired implementation timeline 3. Preferred funding strategy, particularly for FY '27 4. Future compensation philosophy moving forward O01os Co4,y R_'f fah Reso`'t Thank You! COMPENSATION & BENEFITS STUDY WORKSHOP