Kings County approves general‑unit pay and reclassification package after staff concerns

Kings County supervisors on Tuesday approved a side letter of agreement that implements classification and compensation changes recommended by Kaufman Associates and provides across‑the‑board salary adjustments and other benefits for the county’s general unit.

The agreement, which the board authorized the human resources director to sign, extends the general unit agreement through June 30, 2026, and implements classification retitles and reclassifications, a 4% salary range increase effective March 17, 2025, an additional ~1% range increase effective July 7, 2025, and longevity pay of 3% after 10 years and 5% after 20 years of continuous full‑time service. The county estimated the one‑time cost for the remainder of the fiscal year for salary increases, longevity and uniform allowances at approximately $2,575,599.

Why it matters: The action affects hundreds of county employees' wages, titles and benefits and follows a countywide classification study. Supervisors said the changes were intended to bring pay closer to median levels among comparable counties and to improve recruitment and retention.

Human Resources Director Carolyn Lease presented the package and asked the board to approve updated job specifications, reclassifications and allocation changes, noting the amended appendix B before the board and listing multiple proposed upward reclassifications. Lease also sought authorization to sign the side letter implementing the Kaufman Associates recommendations.

Several members of the public and at least one department head urged the board to note operational impacts. Christie Lee, assessor clerk‑recorder, told the board that assessor office staff designated in the study as “assessment technicians” are state‑certified employees who take a difficult state test and maintain continuing education; she said the retitling could be perceived as a downgrade. Lee said these employees “are highly trained individuals” who make decisions that affect the county general fund and asked that the county recognize their certification and the job’s responsibilities in any new classification.

Lease responded that the recommendations and reclassifications were part of the negotiated tentative agreement that the general unit membership ratified on March 12, 2025, with 92% voting in favor. Lease said the implementation follows negotiations and that the county would continue to meet with the general unit on minor non‑economic issues and that departments could seek adjustments through future budget processes.

County Administrative Officer Carrie Martinez told the board the Kaufman Associates study aimed to move salaries toward median comparables and highlighted the board’s additional 5% cost‑of‑living adjustment. “We addressed it by actually going through this entire process,” Martinez said, adding county retention metrics have improved though officials said more work is needed.

The motion to approve the amended side letter and associated classification changes passed in a roll call vote. No amendments to the package were adopted during the meeting.

Ending: Staff indicated implementation costs beyond the current fiscal year will be handled through department budgets. The human resources director said notices had been sent to affected employees and that HR would continue to receive and filter questions and concerns.