The Rockingham County Board of Commissioners voted Dec. 1 to implement the second phase of a county pay study and to approve staff additions and overtime pay aimed at easing heavy caseloads in the Department of Social Services.

Assistant County Manager Derek Southern opened the presentation, and county staff member Olivia summarized the results of the Phase 2 market study, which reviewed about 170 job titles and roughly 300 filled positions. Olivia told commissioners, "Your total implementation cost for a full fiscal year is about $1,200,000 dollars," and that because implementation would begin midyear the FY26 cost would average about $604,000.

The presentation also outlined staffing shortfalls in child- and adult-protective services. Olivia said supervisors and program managers are carrying caseloads in addition to managerial duties and proposed a multi-pronged interim approach: pay overtime for salaried supervisors who cover more than 50 hours a week, add two social workers, add two social-service technicians to handle transportation and on-site tasks, and create one administrative position for paperwork and phone coverage. The county estimated the hires and program adjustments would cost roughly $325,000 a full year, with an expected state reimbursement of about 50 percent and a net county cost near $162,000.

Commissioners pressed on caseload targets and hiring feasibility. Olivia said the county is currently averaging about 15.7 cases per worker and aims to move toward a ten-case target used in earlier guidance. Commissioner Wagner and Commissioner McCall asked for and were promised more detailed staffing numbers during the upcoming budget process.

After discussion, Commissioner Hall moved to approve the Phase 2 market study implementation, associated retention adjustments, the updated salary plan and the requested DSS staffing and overtime measures. The motion was seconded and carried with the board voting in favor.

The county manager and staff said they will present a formal budget amendment with detailed line items for the board to review during next year's budget process. Commissioners emphasized hiring, facility capacity, and timely follow-up during the budget cycle.

Next steps include preparing the formal budget change documents and returning with more granular staffing timelines and recruitment plans.