Lindenhurst reviews MGT compensation study recommending new pay ranges and 11-grade classification
April 01, 2026 | Lindenhurst, Lake County, Illinois
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The Lindenhurst Village Board reviewed the final draft of a 2025 classification and compensation study completed by consultant MGT, Inc. during its Nov. 24 meeting.
The report recommended maintaining the village's open-range, merit-based pay system while using the 60th percentile of peer communities as the comparison threshold. It also recommended eliminating the current two-tier classification that separates operators and management and replacing it with a streamlined system of 11 grades, with groups of adjacent grades representing similar job categories. The report instructed that any employee whose pay falls below the new minimum for a grade be moved into the range and that pay above the range be redlined; the record notes no employee is above any maximum in the new ranges.
The study's final draft was presented to the Human Resources Committee on Nov. 18, 2025. The report said the last comprehensive compensation study had been completed in 2009 and that staff have continuously surveyed peer communities since then to keep pay competitive.
No formal board action on the study was recorded in the Nov. 24 minutes; the item was described as discussion and direction. The recommendations, if adopted, would change grade structure and salary administration for non-bargaining personnel and could require further board action to implement pay changes or budget adjustments.
Details in the report include the use of a newly defined set of comparable communities and a companion list of communities staff expect employees to use when assessing pay. The minutes do not specify a timetable for adoption or an estimated fiscal impact.
The report recommended maintaining the village's open-range, merit-based pay system while using the 60th percentile of peer communities as the comparison threshold. It also recommended eliminating the current two-tier classification that separates operators and management and replacing it with a streamlined system of 11 grades, with groups of adjacent grades representing similar job categories. The report instructed that any employee whose pay falls below the new minimum for a grade be moved into the range and that pay above the range be redlined; the record notes no employee is above any maximum in the new ranges.
The study's final draft was presented to the Human Resources Committee on Nov. 18, 2025. The report said the last comprehensive compensation study had been completed in 2009 and that staff have continuously surveyed peer communities since then to keep pay competitive.
No formal board action on the study was recorded in the Nov. 24 minutes; the item was described as discussion and direction. The recommendations, if adopted, would change grade structure and salary administration for non-bargaining personnel and could require further board action to implement pay changes or budget adjustments.
Details in the report include the use of a newly defined set of comparable communities and a companion list of communities staff expect employees to use when assessing pay. The minutes do not specify a timetable for adoption or an estimated fiscal impact.
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