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Custer County moves forward on pay classification, posts multiple vacancies as HR workload grows
Summary
Human resources staff told commissioners they are updating a county-wide classification and pay plan, processing open positions and benefit changes, and preparing recruitment for several vacancies; board discussed recruiting strategy for a finance director/CFO replacement.
Custer County human-resources staff reported on Dec. 19 that open recruitments, benefit elections and an updated classification-and-pay framework are underway as the county prepares the 2025 budget and several staff transitions.
HR staff said open recruitments will include a finance director/CFO, Department of Human Services caseworker, road-and-bridge equipment operator, a part-time veteran services assistant, a part-time groundskeeper and other vacancies created by retirements and resignations. HR also reported new hires in recent weeks, including an accounts-payable technician and an IT technician who started in December.
The county’s HR staff presented a draft classification-and-pay scale that groups positions into labor classifications (administrative/support, trades, paraprofessional, executive and emergency services). The draft establishes pay ranges for each benchmark grade and includes a 45% spread between minimum and maximum within grades; staff said the plan will be followed by a market wage study comparing local benchmark communities and county competitors. HR said it will schedule work sessions with the board and elected officials after the new county HR/payroll technician completes orientation.
Commissioners discussed whether to recruit a full-time, in-house finance director (CFO) or to continue contracting for financial leadership. Staff agreed to assemble a cost estimate for national and statewide advertising and to present recruitment options and likely costs to the board at its Jan. 9 meeting.
HR staff said open-enrollment benefit changes were processed and will be entered into payroll in mid-January; new 2025 IRS contribution limits will require updated employee notices. The board asked staff to bring the proposed classification-and-pay document back for review and formal action once the draft has been circulated to elected officials for comment.
