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Delta County sets ranges for administrator and controller salaries, adopts job descriptions
Summary
The board approved updated job descriptions for the administrator and controller positions and set salary ranges: administrator $90,000–$100,000 (salary approved, contract deferred to personnel) and controller $55,000–$65,000; commissioners debated whether the ranges are high enough given required qualifications.
On May 6 the Delta County Board of Commissioners approved updated job descriptions and set starting salary ranges for two senior county positions: the county administrator (salary range $90,000–$100,000) and the county controller (salary range $55,000–$65,000).
The finance committee recommended the administrator salary range, citing comparisons with similarly sized counties and noting that the posted position includes an expanded benefit package and an expectation that the administrator would temporarily perform human-resources duties until a separate HR position is created. The finance chair told the board the committee considered required education and experience — including a master’s degree preference and three to five years of comparable government experience — when setting the recommended range.
Commissioners debated the administrator salary range during the meeting. Commissioner Williams said, "I'm still thinking that we're not going high enough," and suggested a $100,000–$110,000 range for a candidate with the specified experience; other commissioners said benefits could be negotiated against salary to attract qualified applicants. The board voted to approve the $90,000–$100,000 salary range; the finance committee deferred the remainder of the contract (non-salary terms) to personnel for further review so the board could post the position.
The board also approved the controller job description and set a $55,000–$65,000 starting salary range. Some commissioners argued the controller range is low compared with private-sector openings and noted that a certified public accountant (CPA) would likely command a higher salary; the board left the posting at $55,000–$65,000 but signaled it could revisit the range if recruiting feedback warranted a change.
Both job descriptions were forwarded from the personnel committee after editing; the administrator description explicitly included HR responsibilities "until an HR specialist position is formed," according to the personnel summary. The board instructed staff to post the positions and to return with additional contract language and any recommended adjustments following the personnel committee’s review.
The actions taken at the meeting set the framework for active recruitment but did not finalize contract details for the administrator, which remain subject to personnel committee review and future board action.
