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County announces HR reorganization, audit push and approves seasonal Department Assistant position
Summary
Baker County administrative services outlined plans to move the HR director under administration, pursue two audits annually to catch up backlog, upgrade reporting and technology, create cross-training and succession materials, and the board approved a Department Assistant I classification and salary range for seasonal hiring.
County administrative services presented updates and a personnel classification request during the June meeting.
Christina Cook, administrative services presenter, told commissioners the county will move Heidi Martin under the admin umbrella so she can serve full-time as HR director; that change will be reflected in next year's budget. Cook said the department is negotiating with an outside auditor (Polly Rogers) to prioritize completion of two audits per year until the county is current. She said financial statements already submitted and that the department expects to accelerate progress on fiscal-year reviews.
Cook outlined technology priorities: automating monthly revenue/expenditure reports, improving report-writing capabilities in the countyfinancial system, and automating the workerscompensation report generation. She also said the county will create a financial-training packet for department heads, produce desk manuals and cross-train accounts payable and payroll to reduce single-person dependencies, and publish clearer employee benefits summaries so staff better understand the total cost of employment.
On personnel classification, the board approved adding a Department Assistant I classification to the wage table at Range 2 (salary range discussed as approximately $33,000–$44,000 annual; staff later clarified the effective starting hourly rate for a seasonal hire would be about $15.99 per hour), for use at the fair as a seasonal appointment without benefits. The motion to add Range 2 to the wage table passed by unanimous voice vote.
Cook listed longer-term goals including updating personnel policies, formatting and publishing them online, and continuing labor negotiations with law enforcement groups. Commissioners encouraged improved training and documentation to reduce operational risk when staff are out on extended leave.
