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Board approves advanced pay step for new deputy district attorney amid retention concerns
Summary
After an extended discussion about recruitment and pay scales in small counties, the Mariposa Board approved an advanced-step pay placement for Deputy District Attorney Steve Carey, effective retroactively to his promotion date. The board cited market pressures and the office’s limited staffing as factors.
The Mariposa County Board of Supervisors voted unanimously on March 11 to approve an advanced-step salary placement for Deputy District Attorney Steve Carey, who was hired as a certified law clerk May 15, 2024, passed the bar and was promoted to Deputy District Attorney effective Nov. 14, 2024.
District Attorney Michael McAfee described Carey’s work since joining the office: supervised case review and court appearances as a certified law clerk, participation in a jury trial co‑chaired by a senior attorney, and since passing the bar Carey has handled misdemeanor and felony assignments, behavioral health court, drug court and post‑conviction matters. McAfee said Carey has taken on duties beyond what a first‑year deputy typically performs in larger offices.
Board members raised questions about the optics of an immediate jump to the top step in the DDA I pay scale for an attorney with less than a year in county service. Supervisor Kaiser suggested a midpoint step with a shorter probationary review; Supervisor Manitra emphasized the importance of on‑the‑job courtroom experience. CAO Joe Lynch and HR staff explained the difference between classification (DDA I vs. DDA II) and pay step (1–5) and said hiring practices vary; HR noted the county often brings hard‑to‑fill roles in at higher steps to remain competitive in small labor markets.
Steve Carey spoke to the board, said he and his family intend to move to Mariposa, and described his commitment to the community. The board approved the advanced‑step placement 5–0; staff directed Human Resources to implement the payroll adjustment retroactive to Nov. 14, 2024.
Why it matters: The vote addresses an immediate staffing need in a two‑attorney county prosecutor’s office and reflects a tension many rural counties face — balancing pay‑scale norms and career progression against retention in a competitive legal labor market.
What’s next: HR will process the retroactive payroll change and the DA’s office will continue recruitment efforts. The board asked staff to monitor classification and pay practices in future updates.
