McKenzie County Commission Upholds Pay Policies for Sheriff’s Office Personnel
M.K. French
Farmer Staff Writer
County commissioners often face a delicate balance between competitive recruitment and rigid fiscal oversight in personnel concerns. This was certainly the case at the July 7 meeting, with discussions centered on compensation for law enforcement positions. While the Board did signal some flexibility by approving a strategic reclassification within the Sheriff’s Office, they stood their ground on a high-stakes hiring matter, prioritizing policy consistency over the immediate desire to lure external talent. A central theme of the discussion was a growing pressure to adapt to a changing labor market.
The board unanimously approved a personnel recommendation presented by HR Director Raver concerning Position Description Questionnaires (PDQs) for the Sheriff’s Office. Following an analysis by independent consultant Gallagher, the commission authorized the reclassification of an administrative lieutenant position from a C-51 to a C-52 pay grade. This adjustment increases the employee’s monthly salary from $5,411 to $5,728. The board confirmed that the new classification and salary are effective retroactively to the start of the current pay period, July 5, 2026.
In a separate deliberation, the commission took a firm stance against deviating from established pay schedules during the recruitment process. The board considered a request to grant a step six salary placement for a deputy sheriff candidate, a current officer with the Fargo Police Department.
Although both the Sheriff’s Office and the HR department supported the higher placement to make the offer competitive, commissioners expressed concerns that moving the candidate from the recommended step three to step six would compromise internal pay equity.
Commissioners argued that deviating from the set steps, even for a highly qualified candidate, would set a negative precedent and threaten the transparency of their objective system. The board voted to deny the exception, instructing the Sheriff’s department to move forward with a step three offer.
While the commission remained firm on the necessity of policy consistency, they acknowledged the potential impact on recruitment. The board concluded the discussion by agreeing to review the county’s broader competitive standing in the labor market to ensure its step pay scales remain appropriate and competitive for the modern economy.