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Council continues debate on appointed-deputy pay ranges and council compensation
Summary
Council members on Oct. 28 discussed but did not adopt changes to compensation for appointed deputy officials (Ordinance 2025-37) and a separate council-pay item. Staff presented market-based salary ranges and described a merit-increase mechanism; members asked for more time to review ranges, hiring limits
The Cache County Council continued discussion Oct. 28 on a proposed ordinance to set pay ranges for appointed deputy officials and deferred consideration of a separate item on council-member compensation.
Staff presentation and intent: Andrew (staff) and HR staff explained Ordinance 2025-37 would standardize compensation ranges for appointed deputy/department-head positions, aligned to market surveys and tied to a merit matrix. The presentation explained hiring rules that limit initial hire to 95% of range (personnel policy), the use of performance evaluations to determine merit increases, and that these ranges were reflected in the tentative budget materials.
Council discussion: Members debated the size and floor of ranges. Some asked the county should be able to hire deputies at lower minimums to allow part-time arrangements or to hire less-experienced candidates; others said competitive ranges are needed to attract experienced managers for a $70 million organization with nearly 400 employees. Matt Funk urged flexibility to hire lower if desired; the executive's office noted market surveys informed the range and that hiring managers typically set entry offers within policy limits.
Action taken: Council members agreed to continue the compensation ordinance and the council-pay item to a subsequent meeting to allow further review of market data, budgeting implications and HR policy constraints.
Next steps: Staff to provide additional market comparators, the budget implications of the ranges, and options for limiting positions to part-time or creating distinct part-time job descriptions if the council desires.
