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Commission approves pilot compensation structure for deputy county attorneys
Summary
The commission approved a pilot pay and evaluation structure for deputy county attorneys designed to consolidate classifications, grant managerial flexibility, and link increases to annual performance metrics; staff will finalize evaluation metrics with HR before increases are implemented.
The commission approved a pilot compensation structure for the deputy county attorney’s office intended to create a single deputy classification, permit more flexible workforce assignments, and tie future pay increases to performance metrics.
Ralph (staff) and other county personnel described the proposal: attorneys would be assigned to a broadbanded pay scale and annual merit increases would be tied to performance measures the county attorney has developed. Commissioners asked whether the evaluation metrics would be attached to the pay plan; staff said the county attorney had established metrics and that HR rules would be adjusted to permit an alternate evaluation form for that office. The plan is a pilot; initial moves to the scale were described as front-loaded to avoid pay loss during transition, and formal evaluations tied to merit increases will occur in late 2020.
A commissioner moved to approve Regular Agenda item No. 12; the motion passed 3–0. Staff said the pilot would be evaluated annually and performance results and any pay increases would be reviewed and approved by the commission as part of the budget process.
