Reno County adopts pay-for-performance compensation policy with shift differential

Reno County commissioners approved a revised compensation policy May 10 that introduces pay-for-performance, a shift differential and changes to the evaluation schedule.

HR presented the policy as a formal county guideline based on a wage survey. Under the new approach departments would receive a merit pool equal to no less than 2% of department personnel costs (excluding department-head wages); department heads would distribute merit increases with higher performers receiving larger shares. Annual performance evaluations will be due at year's end to allow HR time to process increases; merit payments would be implemented the following April.

HR said department heads will receive training on the new process and that a software product (quoted around $21,300 annually) will manage performance workflows and help prevent unfair manipulation of evaluations. Commissioners asked how the policy would operate in practice and whether low performers would still receive small increases; HR said the system was designed so that those below standard would not receive merit until they meet standards, while those at standard would receive minimal adjustments.

Commissioner questions focused on maintaining the commission's authority over budget decisions and on ensuring the policy did not tie commissioners' hands. Staff said the policy is a recommendation framework that the commission may adjust during budget deliberations.

A motion to approve the compensation policy passed by roll call (Commissioner Sellers: yes; Commissioner Hurst: yes; Ben Friesen: yes). The commission asked for training updates and for budget-time review of recommended pools and COLA funding.

Next steps: HR will schedule department-head training and the administrator will include the recommended merit and COLA lines in the next budget submission.