In March 2023, JER HR Group presented the results of a comprehensive classification and compensation study to the Kenton County Fiscal Court. The study was designed to help the county evaluate internal job value, external market competitiveness, employee retention, and the long-term sustainability of its compensation structure.
Following the presentation, the Fiscal Court unanimously approved a resolution adopting a new master wage scale and related subscales. An executive order accepting salary adjustments associated with the study was also approved.
Building a Fair and Competitive Compensation Structure
The study focused on several core objectives: maintaining fair and equitable salaries based on job requirements, comparing county pay with relevant external markets, supporting competitive employee benefits, and aligning compensation practices with the county’s broader organizational goals.
JER HR Group also considered the need to balance competitive pay with fiscal responsibility. The recommended approach was intended to help Kenton County attract and retain employees while maintaining a compensation system flexible enough to respond to changing workforce and market conditions.
How the Market Study Was Conducted
The market analysis compared Kenton County’s compensation levels with a mix of nearby counties and cities. The comparison group included Boone, Butler, Campbell, Hamilton, and Fayette counties, along with Covington, Cincinnati, Edgewood, Erlanger, and Independence.
JER HR Group evaluated 117 positions across the Fiscal Court and detention center. The project used JER HR Group’s established job-evaluation methodology together with market information and broader labor-market data to assess the value and competitiveness of individual positions.
Key Findings and Recommendations
The study found that the Fiscal Court and detention center were approximately 7.54% behind the market at the time of the analysis. JER HR Group also considered wage inflation when developing recommendations so that the proposed pay structure would remain competitive beyond the immediate implementation period.
Recommendations included adopting the proposed 2023 pay-grade and salary-range structure, funding market-pay and employee-retention adjustments, increasing pay for employees below established grade minimums, and reviewing position placement based on internal job evaluation and external market findings.
The study also emphasized that compensation structures should be reviewed regularly. Market conditions, wage growth, organizational needs, and workforce competition can shift significantly over time, making periodic compensation studies an important part of effective salary administration.
Supporting Public-Sector Compensation Decisions
For public-sector organizations, a well-documented classification and compensation study provides a defensible framework for pay decisions while supporting internal equity, market competitiveness, employee attraction, and retention.
Learn more about JER HR Group’s classification and compensation studies for government and public-sector organizations.
Based on reporting by Patricia A. Scheyer for the Northern Kentucky Tribune, published March 3, 2023. Read the original report.
