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Constables request investigator and clerk pay increases tied to growth and contracts
Summary
Constable offices told commissioners they returned budget savings to the county but are seeking an additional investigator for a task force and clerk pay increases; several growth‑related positions are included in MUD contract budgets.
Constable representatives asked the commissioners to add an investigator position to the county task force, to raise pay for clerks and to confirm how several growth‑related positions and contract allocations are being reflected in payroll projections.
Why it matters: constable offices handle civil process and arrests that generate revenue and workload; growth in contract areas and a county task force have created new personnel demands that the constables say require additional budget support.
Requests and rationale - Investigator for task force: Constable Simon (representing Precinct 152) said the task force has expanded its work and requested another investigator to avoid gaps when staff are in training; he said the task force’s successes justify the position. - Clerk pay increases: Constables said they returned about $93,156 to the county from their budgets last year and proposed boosting clerk pay to a $51.52 hourly rate (one example cited) so positions are comparable to job duties and to reduce turnover. - MUD contracts and indirect costs: County staff and constables discussed spreading approved new positions across MUD contracts (contracts referenced as 01/1991, 01/1992 and 01/1993). Brandy (county staff) said some projected positions were included in the county’s payroll projections but not yet reflected in the payroll spreadsheet and that indirect costs to support two dispatchers were being explored with contract partners.
Supporting detail Constable presenters described that some new positions are already approved and included in payroll projections (administrative lieutenant, constable investigators, deputies, CID administrator). They stressed the need to coordinate contract language and updated written agreements with MUD partners to ensure reimbursements and to avoid audit issues.
Ending Commissioners and staff agreed to review payroll spreadsheets and contract language so newly approved positions and indirect cost allocations are accurately reflected in the budget documents.
