Rockingham County approves pay-study changes and adds staff to ease rising child-welfare caseloads

The Rockingham County Board of Commissioners voted to implement Phase 2 of a countywide market pay study and to add staff to the Department of Social Services (DSS) after hearing that child-protection caseloads have climbed markedly.

Olivia (county compensation presenter) told commissioners the second phase reviewed about 170 job titles covering roughly 300 filled positions and proposed pay-grade adjustments that match comparable agencies. She said the full-year cost of implementing the study is about $1.2 million — the budgeted amount — but that fiscal year 2026 will reflect roughly half that cost ($604,000) because changes would take effect midyear.

Derek Southern, who spoke for Human Services, described what he called a critical staffing shortfall in child protective services. He said the county had about 120 children in care when he started; the number is now over 175 but the staff size has not grown proportionately. Southern asked the board to approve several short-term and permanent changes: overtime pay (hour-for-hour) for supervisors and program managers working over 50 hours weekly, two additional social-worker positions, two social-service technician positions to handle transportation and logistics, and one administrative position to handle paperwork and phone coverage. He estimated the gross annual cost of those positions and related measures at roughly $325,000, and said the county expects to draw about 50% in state reimbursement, leaving an approximate county share of $162,000 annually.

Commissioners asked for implementation details and oversight. Commissioner Barber asked whether the request would restore compliance with statutory caseload guidance; Southern said the county is attempting to reduce caseloads to near 10 per worker from an average he gave of 15.7. Commissioner McCall requested clearer reporting on target caseloads and current staffing; staff said they would return with concrete numbers during the budget process.

Commissioner Hall moved to approve the study implementation, related retention adjustments and the requested staff additions and overtime terms, and to authorize the county manager to make reasonable corrections during implementation. The motion was seconded and approved by voice vote.

What happens next: staff said they will return with exact budget allocations and a recommended timeline for hiring, and that the county will explore reimbursement and other funding sources during the upcoming budget process.

Quotes: “We need to protect the children in this county,” Derek Southern said, describing the strain on current staff. Olivia summarized the pay-study outcomes: “A vast majority of the positions moved 1, 0, or 2 pay grades with a 1 pay grade change translating to a 5% change in salary.”

The board recorded no roll-call vote totals in the public discussion; the motion passed by voice vote.