Commissioners discuss pay compression, recruitment challenges and contracting; HR says corrections hardest to staff

Commissioner May and other commissioners raised concerns about pay compression and the county’s lowest paid workers as the board considered a proposed 2% one‑time pay adjustment.

Commissioner May said the board should focus on lower‑paid employees, noting that a flat 2% raises a $15/hour worker only marginally while higher earners receive the same percentage. Wes, a county staff member, confirmed the county has in prior years adjusted bottom pay rates and is working toward a $15–$16 hourly target for entry roles; he asked the board if it wanted the 2% retained in the draft budget, and several commissioners supported keeping it while asking staff to address compression.

Nikki, a human resources official, said recruitment varies by role: “Right now the hardest would be, I would say corrections,” and she added firefighters are comparatively easier to fill partly because of a popular cadet program that pays for school. Nikki described how HR and departments prioritize specific recruitment or market adjustments annually and noted some positions remain difficult to fill due to private‑sector pay differences.

Wes also told the board the county uses many contracts across facilities, parks and public works when contracting is more cost‑ or time‑efficient, and staff can share a detailed analysis of contracting efficiencies with the full board. The chair and several commissioners also asked staff and the county’s lobbyist to look at state‑level options to shore up infrastructure funding, including discussion of mechanisms to recoup revenue as vehicle fleets shift to electric vehicles.

The board gave direction to retain the proposed 2% one‑time adjustment in the draft budget packet while asking staff to return with strategies to address pay compression, recruitment priorities and contracting efficiencies; no formal vote was taken during the meeting.