Glynn County HR: merit pay, leadership programs and turnover flagged for follow-up

Tanya Rann, interim HR director, reviewed several HR measures and initiatives. She reported a 90.3% positive result on 3-month internal staff surveys and described multiple training programs: Administrative Professionals Network (monthly), Emerging Leaders (21 participants) and a supervisor training program planned for Q2.

HR also described progress on digitizing payroll and onboarding through Paycom and a learning-management approach for new-hire orientation, while preserving in-person benefits counseling. The county completed a general classification review for fiscal 2026 and is implementing a merit-based pay and step-ladder system to reward education and performance.

Melissa Wright, HR generalist, presented personnel counts (845 full-time employees; ~951 total personnel counted across categories), 227 promotions/reclassifications and applicant-tracking data (3,796 applications posted, 2,375 forwarded). Wright and commissioners raised resignations — 214 in the year — as an item for deeper analysis through exit surveys.

Officials said the compensation changes have improved applicant quality for technical roles and that succession planning remains a priority as a significant share of the workforce approaches retirement.