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The most recent meeting of the Winchester City Commission in Clark County was held on Tuesday, May 7, at City Hall, 32 Wall Alley. 

Several points of interest were raised for those present at both the 5:30 p.m. meeting and the 4:00 p.m. meeting, approximately 30 minutes before traditionally scheduled. 

Among them was a classification and compensation study associated with Evergreen Solutions, LLC, out of Tallahassee, Florida. 

“About a year ago…[City] Commission authorized staff to move forward with a compensation study,” said outgoing City Manager Mike Flynn. “We wanted to look at the grade and step process that we have in place and look at the inconsistencies that we might have there…the intent of the study was to fix those inconsistencies that we might have in that process.” 

Jennifer Boswell, senior consultant with Evergreen Solutions LLC, presented before the Commission. 

Along with reviewing the current classification and compensation system to ensure internal equity, the study goals include surveying peer organizations to ensure external equity and producing recommendations to provide the city with an equitable system both internally and externally. 

During the study, a Job Assessment Tool (JAT) produced classification scores based on five factors: leadership, working complexity, decision-making, and relationships, with multiple verification steps. 

Also, a market survey solicited data from 22 peers in Clark County and places throughout the state, such as Ashland, Berea, Erlanger, Georgetown, Lexington, Madisonville, Mt. Sterling, Newport, Richmond, Shelbyville, and more. 

A proposed salary plan was suggested, featuring grades and figures as low as $26,000 minimum and $147,000 maximum. 

The compensation study explained the implementation option provided. One goal could be to realign employees who are below the minimum of their recommended pay range by bringing them up to the minimum and placing them in the closest step with no further adjustments. 

Recommendations included:

• Conducting small-scale salary surveys to assess the market competitiveness of hard-to-fill classifications and/or classifications with retention issues and make changes to pay grade assignments if necessary.
• Conducting a comprehensive classification and compensation study every three to five years, subject to budget constraints and as market conditions are warranted.
• Reviewing and revising existing pay practice guidelines when appropriate. 

Some factors might be subject to change. 

“The new plan can be adjusted by small percentages as needed to keep up with [the] market, and then also based on your current implementations every year,” said Boswell. 

In addition, the City Commission confirmed that this year’s Annual Fourth of July Fireworks Event will be held on July 3 at Lykins Park.

The Winchester/Clark County Farmers Market hours will change from Tuesday from 4:00 p.m. to 6:00 p.m. to Tuesday from 5:30 p.m. to 7:30 p.m.