Riley County commissioners on Dec. 8 approved a countywide pay scale for 2026 that officials said is intended to keep county salaries competitive and reduce turnover.

Human Resources Director Elizabeth Ward presented the resolution and accompanying pay scale implementation, saying the package reflects both the cost‑of‑living adjustment and merit increases designed to retain long‑serving, specialized employees. "Our employees of Riley County are grateful to the commissioners for committing to market competitive salaries," Ward said during her presentation.

The proposal drew public comment before the vote. Betty Mattingly Ebert of Manhattan told commissioners she was "surprised to see that the amount is nearly double the cost of living increase which Social Security recipients will receive," and asked the board not to support the increases for administration without a public explanation if they proceeded. Gary Owls, a county resident, echoed concerns and said benchmark comparisons appeared high.

Commissioners questioned limits on top‑end merit increases and asked about turnover costs. Ward said merit progression is capped by the pay scale and that the county estimates turnover can cost roughly 50% of an employee’s annual salary, and described retention efforts including onboarding touch points and exit surveys. She noted department heads are required to live in Riley County and that market comparisons were regional.

After discussion, a commissioner moved and seconded approval of the proposed 2026 pay scales and rates, effective Dec. 20, 2025; commissioners voted "Aye." Ward thanked the commission on behalf of county staff.

The adopted resolution implements the pay scales presented to commissioners; the packet in the meeting referenced a pay scale chart and explained hourly conversions used for some classifications. The record does not specify the dollar amounts or the percentage increases applied to each classification in the packet presented at the meeting.