The Ouray County Board of County Commissioners approved a candidate profile and job description for the county manager position, making small but substantive edits to benefits language, budget figures and online links. The action was taken during the July 15 meeting and carried unanimously.

The commissioners voted to change three budget numbers in the brochure and to soften language about health insurance and holidays. Commissioners directed staff to update page two of the brochure to show 2025 (not 2024), change a revenue figure to $24,000,000 (from an earlier figure shown) and change the full-time-equivalent (FTE) count from 83 to 95. Under benefits, language that previously read "begins on the first day of employment" for health insurance was changed to "can begin after 30 days of employment." The holiday line was revised to indicate approximately 11 paid holidays rather than an absolute figure. Commissioners also asked staff to verify hot links on the packet before publication.

Why it matters: The county wanted the brochure to be accurate for recruitment and to avoid promising benefit timing that may be inconsistent with County Health Pool rules. Commissioners said the edits were meant to avoid confusion for applicants and to ensure web versions match the approved packet.

Supporting details: The board discussed payroll and health-pool practice at length, noting that historically employees often must complete 30 days before health insurance coverage takes effect at the next billing month. Commissioners also clarified that the published holiday count can vary by calendar year, so they opted for an approximate statement. Staff were asked to publish the final packet and to update any other documents that reference the manager position so language is consistent across county materials.

Quotes: "We should not specify exactly when it starts until we verify with County Health Pool," Commissioner Lynn said during discussion. "Let's change 'begins' to 'can begin after 30 days of employment.'" Commissioner Michelle asked staff to ensure hot links on the brochure point to the most current personnel manual.

Next steps: Staff were directed to post the updated brochure and to ensure the job posting and all linked documents reflect the approved wording. The board also asked for consistency across all recruitment materials referencing the manager position.

Ending: The motion to approve the brochure with the edits carried unanimously, and commissioners asked that staff circulate the final packet when uploaded to the county website.