The Summit County Council convened on November 13, 2023, to discuss critical budgetary matters, particularly focusing on merit and cost-of-living adjustments (COLA) for county employees. The meeting highlighted the ongoing challenges of employee retention and compensation in the public sector, emphasizing the need for a structured approach to merit increases.

During the session, council members reviewed data indicating that the county has added 82 employees over the past 13 years, which has had a significant impact on the budget. The discussion underscored the importance of merit increases as a tool for maintaining competitive salaries within the public sector. Currently, the proposed budget includes a 4% COLA and a 3% merit increase, aimed at addressing inflation and ensuring that employee compensation remains competitive with other public entities.

A key point raised was the concern that over half of the county's workforce does not receive a full merit increase, either due to being capped out or receiving less than the proposed 3%. This situation disproportionately affects lower-income and newer employees, who are often the hardest to retain. The council acknowledged that while merit increases are standard practice in public entities, there is a need for clearer guidelines on who qualifies for these increases and how they are administered.

The council also discussed the potential risks of moving away from a merit-based system, noting that failing to provide merit increases could lead to a widening gap in pay scales compared to other public entities. This could hinder the county's ability to recruit and retain qualified employees, as prospective hires often consider base salary as a primary factor in their job decisions.

In addition to merit discussions, the council touched on the historical context of COLA and merit increases, revealing that there have been years without merit adjustments, particularly during economic downturns. The council members expressed a desire for a comprehensive salary survey to ensure that employee compensation is fair and competitive, taking into account not only base salaries but also benefits and other forms of compensation.

As the meeting concluded, the council recognized the importance of these discussions in shaping the future of employee compensation in Summit County. They emphasized the need for ongoing dialogue and analysis to ensure that the county remains an attractive employer while balancing budgetary constraints. The next steps will involve further discussions on budget cuts and the implications for new hires and existing programs, as the council seeks to navigate the complexities of public sector compensation.