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County expands community‑service leave and adds positions to compensation plan; deputy DSS director vote draws opposition
Summary
County commissioners expanded paid community‑service leave and approved several compensation plan updates, including adding a deputy director slot in Social Services; the deputy director vote drew one opposition and a request to route such a hire through the budget process.
Edgecombe County commissioners on Monday approved several personnel changes recommended by county management: expanding paid community‑service leave for employees, adding tiered license plate agency clerk job grades and approving an administrative officer job description. The board also voted to restore a deputy director position for the Department of Social Services to the compensation schedule; that measure drew at least one commissioner’s request that the position be handled in the budget process and produced one recorded opposition at the vote.
County Manager Evans presented the recommended changes. He said the existing policy provided eligible employees up to four hours of paid leave annually to participate in a child’s school or daycare activity; the revised policy would broaden the allowable uses of the community‑service leave and increase it to eight hours per year for activities including volunteering with local nonprofits, community cleanups, mentoring or voter engagement efforts. The policy includes supervisory approval, advance notice and documentation requirements to limit operational disruption. Evans said the change originated from the county’s internal compensation planning team and was proposed by a staff member in IT.
Commissioners voted to approve the expanded community‑service leave; one commissioner commented the increase is small but welcomed the change.
On compensation plan items, the board approved creating license plate agency (LPA) clerk 2 and 3 grades to provide a promotion path from the existing LPA clerk. The board also approved an administrative officer job description (grade 4) that was on the approved compensation plan but lacked a formal job description.
The most debated item was restoring the deputy director position for Social Services (grade 11). One commissioner asked that adding a high‑level grade be taken through the budget process so that pay and FTE implications could be reviewed during the budget cycle. County staff said adding the position to the compensation schedule does not immediately create a funded new FTE — the position can be added to the schedule without immediate appropriation — and argued the restored title supports succession planning and internal leadership. The board approved the deputy director position but recorded one opposition.
All approvals were taken as separate motions. The board did not authorize immediate funding to hire for the deputy director post; staff said funding decisions would be made through the budget process if and when the board directs filling the position.
