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Washington County officials brace for major cuts as staff and services face reductions in proposed budget
Summary
County leaders discussed a proposed balanced budget that would require service-level reductions and possible workforce cuts, highlighted staffing strain and uncertainty about state and federal funding, and confirmed timelines for payroll and compensation work while noting an estimated $20 million gap.
Chair Harrington, chair of the Washington County Board of Commissioners, told colleagues at the March 6 roundtable that the county faces hard choices as staff prepare a proposed balanced budget that will include service-level reductions and potential workforce reductions.
The county’s budget officer, Ms. Angie, and county staff described a process intended to: identify service impacts, limit layoffs where possible through vacancy management, and present a balanced budget for board consideration. "Anxiety is high," Tanya, a county staff member, said of employee morale as the county plans cuts.
Why it matters: Washington County leaders said the county must deliver an adopted, balanced budget while preserving core functions such as financial compliance and public safety. Commissioners and staff framed the work as moving from a "gold" level of service toward a potentially lower standard in some areas to maintain fiscal stability.
County staff said the proposed budget will be clearer than in prior years about specific service-level impacts to the community. Chair Harrington warned commissioners that the county will need to make "hard decisions" and that one-time funds cannot be used for ongoing operations. County staff reiterated that some positions will be eliminated rather than frozen, because simply pausing positions would leave the county unable to sustain services in subsequent years.
Staff said the county has an estimated general-fund gap of about $20,000,000 that the proposed budget must address. The agenda discussion confirmed one policy the board is considering to help wages: a 6% PERS pickup for employees, which staff said would move pay toward market but would not fully close gaps until a complete class-and-compensation study is finished. Tanya said the full class-and-compensation process typically takes "about 12 to 18 months," and that under 200 job descriptions remain to be completed in the current phase.
Officials described multiple sources of uncertainty. County leaders cautioned that changes at the state or federal level — especially to Medicaid and other pass-through funding for programs such as behavioral health — could change the budget outlook. Staff noted that braided funding streams complicate the county’s financial picture: a reduction in one funding source can ripple across multiple programs.
On workforce and operations, staff emphasized vacancy management and other workforce-planning tools to reduce layoffs where practicable. Tanya said employees had sent messages of appreciation for the county’s openness about the process even while "anxiety is high" about possible job losses and heavier workloads. County leaders said they intend to conduct the county’s first-wide employee engagement survey using ARPA-framework funds.
Commissioners discussed how to present service reductions to the public and employees, using a variety of analogies ("gold to bronze," and trade-offs among speed, quality and cost) to clarify that reductions will vary by service line. Examples given included possible reductions in public-health or permitting timelines, fewer inspections, or reduced hours for some services; commissioners stressed that mandated services will be prioritized.
Staff asked commissioners to coordinate as the Board of Commissioners rather than as five separate members during the budget process, to avoid adding work to already stretched staff and to present a clearer message to employees and partner organizations.
Votes at a glance
- Motion to adjourn to executive session pursuant to ORS 192.660(2)(h) for discussion of potential litigation: motion moved and seconded, carried unanimously, 5–0. The board recessed to executive session and said it would reconvene at 10:40 a.m.
What’s next: Staff will deliver the proposed FY‑2025/26 budget and accompanying white papers that identify service-level impacts, timing for class-and-comp work, and the proposed PERS pickup. Commissioners requested clear, line-item explanations of what service reductions would mean for residents and employees.
