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County staff seek direction to pursue iSolved HR/payroll platform, citing compliance and time savings
Summary
County HR staff and presenters discussed adopting the iSolved HR and payroll platform at a Board of County Commissioners workshop, describing potential compliance benefits and an estimated annual cost of $47,000; staff were asked to return with contract and offsetting-cost information.
County HR staff presented the iSolved human-resources and payroll platform during a Board of County Commissioners workshop and asked for direction to move forward with contract review and cost-offset analysis.
Presenters (identified in the meeting as Mr. Bug and Ms. Warren) said iSolved would replace the county’s current insurance/onboarding software and move multiple HR processes to a single electronic platform. County staff described several functions they would implement initially, including onboarding, payroll, electronic W-2/I-9/1099 generation, time-sheet integration and training/acknowledgement tracking. Staff said the platform would also let employees update tax forms and other personal information online and would push required updates to county administrators and the broker.
County staff said the total initial cost under discussion is about $47,000 annually, with a per-person cost model of up to $18 per employee per month at the county’s maximum theoretical staffing. Staff noted the district attorney’s office already uses a limited iSolved deployment through a third-party payroll vendor and that a Montezuma County implementation could allow Social Services and other departments to join later.
Staff argued the platform would reduce manual entry errors, centralize records for audits and compliance, and free staff time. One presenter said: “It will automatically all drop in,” describing automatic uploads of insurance and payroll codes when employees make selections during onboarding. The presenters said that using iSolved could eliminate or reduce spending on other software modules (for example, the county’s current timekeeping module) and estimated staff could recover several hours per week each—time that could be reallocated to other tasks.
Commissioners asked about specifics: whether the system supports FLSA distinctions by employee, whether it integrates with CRA and pension reporting, and whether the contract would affect audits. Staff said the software can be configured by employee for different overtime and pay rules, supports integrations including CRA, and can generate needed reports for auditors more quickly than the current paper-based system. Staff also said some integration fees (W-2, I-9, 1099 processing) are additional line items.
No formal procurement decision was made during the workshop. Commissioners asked staff to obtain a contract for legal review, to determine the current county cost for existing modules (including the Cassell timekeeping portion), and to return with specific offsetting savings and a final price proposal before the board made a final decision.
