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A resolution adopting a new pay plan for the general employees of the Metropolitan Government of Nashville and Davidson County, excluding employees of the Board of Health, Board of Education, and the Police and Fire Departments, effective July 1, 2026.
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WHEREAS, the Metropolitan Civil Service Commission has, pursuant to Section 12.10 of the Metropolitan Charter, assigned each employment classification to a salary grade as of July 1, 2026, with such assignments being equitably related to each other; and
WHEREAS, the Civil Service Commission has adopted the salary ranges for each grade; and
WHEREAS, the Director of Personnel for the Civil Service Commission has recommended, after the Commission’s approval, desirable salary ranges for each grade to the Director of Finance; and
WHEREAS, pursuant to RS2025-1258, a one-year pay plan was approved by the Metropolitan Council to go into effect on July 1, 2025; and
WHEREAS, the pay plan adopted pursuant to RS2025-1258 included increment pay increases that are earned at various time intervals, which the Metropolitan Government proposes to continue; and
WHEREAS, the Metropolitan Government further proposes that employees paid pursuant to open pay ranges be eligible to receive merit pay increases at Appointing Authority discretion; and
WHEREAS, the Civil Service Commission has recommended that the pay scales included in the pay plan adopted pursuant to RS2025-1258 be modified by applying an across-the-board increase of 1.7% for each pay grade as of July 1, 2026; and
WHEREAS, the Civil Service Commission recommends adjustments to the following grades, for equity and competitive purposes, by increasing salaries for these grade levels: ET02, ET03, ET04, ET05, ET06, ET07, ET08, PK02, and PK03; and
WHEREAS, pursuant to Sec. 18.05 of the Metropolitan Charter, the Civil Service Commission has recommended an adjustment to the salary for the elected Public Defender; and
WHEREAS, pursuant to Sec. 12.10 of the Metropolitan Charter, the Civil Service Commission has created the new employment classifications of Automotive Mechanic 2, Behavioral Health Counselor 2, Equipment Inventory Leader, Equipment Mechanic 2, Historic Zoning Administrator, HRIS Compliance Tech 2, Pre-Trial Housing Cook, Pre-Trial Housing Facilities Asst Manager, Pre-Trial Housing Facilities Manager, Pre-Trial Housing Kitchen Supervisor, Pre-Trial Housing Officer, Pre-Trial Housing Officer Supervisor, Pumping Station Superintendent, Security Guard 2, and Waste Services Administrator, necessitating the need to amend the pay plan adopted pursuant to RS2025-1258 by adding these classifications; and
WHEREAS, pursuant to Section 12.10 of the Metropolitan Charter, having been advised of its full budgetary implications, the Mayor has approved the plan attached as Exhibit A and recommends its adoption by the Metropolitan Council.
NOW, THEREFORE, BE IT RESOLVED BY THE COUNCIL OF THE METROPOLITAN GOVERNMENT OF NASHVILLE AND DAVIDSON COUNTY:
Section 1: The pay plan adopted pursuant to RS2025-1258 and which went into effect on July 1, 2025, for the general employees of the Metropolitan Government, excluding employees of the Board of Health, Board of Education, and the Police and Fire Departments, from and after July 1, 2026, shall be as provided in Exhibit A. Exhibit A reflects an across-the-board increase in the amount of 1.7% and the continuation of step increment adjustments. Exhibit A is incorporated into this Resolution as if fully set out herein.
Section 2: The pay plan adopted pursuant to RS2025-1258, and which went into effect on July 1, 2025, for the general employees of the Metropolitan Government, excluding employees of the Board of Health, Board of Education, and the Police and Fire Departments, from and after July 1, 2026, shall include the classifications of:
|
Title |
Class# |
Grade |
|
|
Automotive Mechanic 2 |
J11441 |
TR08 |
|
|
Behavioral Health Counselor 1 |
J11473 |
OR05 |
|
|
Behavioral Health Counselor 2 |
J11457 |
OR06 |
|
|
Behavioral Health Counseling Supervisor |
J11475 |
OR07 |
|
|
Behavioral Health Services Manager |
J07175 |
OR09 |
|
|
Equipment Inventory Leader |
J11443 |
ST08 |
|
|
Equipment Mechanic 2 |
J11442 |
TR09 |
|
|
Historic Zoning Administrator |
J11444 |
OR10 |
|
|
HRIS Compliance Tech 2 |
J11445 |
OR05 |
|
|
Pre-Trial Housing Cook |
J11448 |
ST06 |
|
|
Pre-Trial Housing Facilities Asst Manager |
J11449 |
OR05 |
|
|
Pre-Trial Housing Facilities Manager |
J11450 |
OR07 |
|
|
Pre-Trial Housing Kitchen Supervisor |
J11451 |
ST07 |
|
|
Pre-Trial Housing Officer |
J11452 |
ST06 |
|
|
Pre-Trial Housing Officer Supervisor |
J11453 |
ST08 |
|
|
Pumping Station Superintendent |
J11447 |
OR10 |
|
|
Research Manager |
J11470 |
OR07 |
|
|
Security Guard 2 |
J11454 |
ST08 |
|
|
Waste Services Administrator |
J11455 |
OR08 |
|
Section 3: The pay plan adopted pursuant to RS2025-1258, and which went into effect on July 1, 2025, for the general employees of the Metropolitan Government, excluding employees of the Board of Health, Board of Education, and the Police and Fire Departments, from and after July 1, 2026, shall exclude the classification of:
|
Title |
Class# |
Grade |
|
Waste Management Supervisor |
J10484 |
ST11 |
Section 4: Additional funding shall be provided to each department in the amount of 2% of that department’s total annual open range salary budget so that employees in Open Range pay classifications will have the opportunity to receive merit-based salary increases, at the discretion of the Appointing Authority, as reflected in Exhibit A. Eligibility for Open Range salary increases for FY27 will become effective as of July 1, 2026.
Section 5: Upon the adoption of the pay plan attached as Exhibit A and upon it becoming effective, the pay plan adopted pursuant to RS2025-1258 is hereby repealed.
Section 6: This Resolution shall take effect on July 1, 2026, the welfare of The Metropolitan Government of Nashville and Davidson County requiring it.
Agenda Analysis
Analysis
This resolution adopts the pay plan for the general Metropolitan Government employees to take effect July 1, 2026.
The primary effect of this resolution would be to continue the pay plan, continue increment pay, provide 1.7 percent across-the-board pay increases, and provide for the possibility of merit pay increases for open range employees. Step increases known as “increments” are pay increases for certain employment classifications on a six-month, one-year, eighteen-month, or two-year interval, depending upon the position. In addition to step increases, the equivalent of an additional two percent merit pay increase would be available for open range employees that do not receive increments. The amount of individual raises for open range employees is determined by department heads. The pay plan contemplates that open range employees are to be paid based upon merit, not length of service.
Per section 12.10 of the Charter, pay plans may not be amended by the Council except by making uniform modifications of all employment grades (because the relationship between pay grades must remain the same under the Charter). The pay plan amendments submitted by this resolution have been approved by the Civil Service Commission, Finance Director, and the Mayor.