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Richland County board establishes part-time deputy county administrator role
Summary
The board passed a resolution to create a 10–15 hour/week deputy county administrator appointment set at roughly $20,000 per year; the administrator will appoint the individual and the job will be assigned to a person rather than attached to an existing position.
Richland County on May 20 approved a resolution creating a part‑time deputy county administrator position intended to provide project leadership and short-term coverage for the county administrator.
The board authorized a deputy assignment of roughly 10–15 hours per week and a pay level set at about $20,000 per year (described as roughly 60% of the county administrator salary pro‑rated to the hour estimate). The board and the county administrator said the deputy will be assigned to a specific person rather than attached to an existing position; the appointment will be made by the county administrator and the duties and appointment process will be defined in a job description.
County leaders framed the change as administrative support to handle certain projects and to provide coverage when the administrator is out of the office. The deputy post is not intended as a new, full‑time hire or a position to be publicly advertised; rather the administrator will identify an internal candidate who has capacity to take on additional duties. Board members asked questions about oversight, how the deputy would be appointed and removed, and the effect on departmental workloads.
Supervisor McKee moved the resolution; Supervisor Kramer seconded. The resolution passed on a board vote.
Why it matters: County officials said one person has carried a large volume of tasks across departments and that a deputy would provide day‑to‑day support and project continuity. The board also discussed whether an appointed deputy could act as interim administrator; staff clarified state statute prevents an automatic succession and the board retains authority to appoint an interim administrator.
What happens next: The administrator will create a job description spelling out duties, appointment authority and expectations, then name a deputy. The board and administrator will monitor hours and workload to determine whether adjustments or further staffing changes are necessary.
