Mariposa supervisors direct targeted follow-ups after HR salary survey; approve aligning department-head flexible benefits to MCMCO

The Board of Supervisors received a compensation study from Human Resources and gave staff direction to pursue targeted follow-ups on outlier positions while approving an immediate benefit alignment for department heads.

Human Resources presented 163 benchmark classifications compared to eight comparator counties (cutoff date November 2024). While the county's aggregate position was near market median, a number of specific classifications lagged. HR recommended a two-track response: identify positions more than ~10% off the market median for immediate attention and work with department heads on critical, difficult-to-recruit roles (for example, nurses, utility operators, agricultural inspectors).

The board agreed on a 10% threshold and directed administration to return with detailed recommendations for the positions exceeding that threshold and for a short list of critical positions selected by department heads. The CAO emphasized the need to weigh salary changes against county budget constraints and to prioritize retention-critical roles.

Separately, on staff recommendation the board approved (motion, second, recorded vote 5-0) tying the flexible-benefit allowance for appointed and elected department heads to the Mariposa County Managerial Confidential Organization (MCMCO) MOU (staff's preferred alternative). That alignment is intended to remove a 12-year lag that left department heads with a much smaller flexible allowance than other employee groups. The board asked staff to continue reviewing other benefit differences and extra-help pay anomalies and to report back with proposals.

What to expect next: HR and the CAO will bring back a narrower set of salary/benefit proposals for job classes identified by the 10% threshold and for critical roles identified by department heads; any salary or benefit changes will return to the board for formal approval.