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HR warns of staffing shortfalls, proposes annual CPI adjustments to salary tables
Summary
Cindy, the parish HR head, told the Finance Committee there are about 50 vacancies and proposed annually updating salary grade tables to keep the 2023 compensation study current; she said table updates would not automatically raise pay but would preserve the study's integrity.
Cindy, the parish HR head, told the Finance Committee that St. Tammany Parish government is operating with roughly 50 vacant positions and that several departments, notably public works and utilities, face vacancy rates near 10%.
"We currently have approximately 50 vacant positions," Cindy said during her presentation. She described turnover as "relatively stable overall" but said certified and licensed roles are at the greatest risk and that onboarding and training costs are significant.
Cindy reviewed recent benefits changes and said the parish’s benefits renewal resulted in a 6.9% increase in premiums; the parish continues to offer 100% paid employee‑only coverage. She said staff evaluated self‑funding and level funding for health plans but concluded the financial risk is too great.
On compensation, Cindy recommended annually adjusting the salary grade tables in line with inflation so the 2023 compensation study retains its validity. She stressed that updating the tables would not necessarily translate immediately into pay increases but would provide a realistic framework for future salary decisions. A council member pressed for an example; Cindy described the change as a table update that costs nothing by itself but preserves the study’s usefulness. Committee members noted that not updating the tables would likely require a new compensation study in the near future (estimated cost cited at about $30,000).
Why it matters: HR said the parish is doing more with fewer staff in some areas and that failing to maintain competitive pay structures risks losing senior and certified employees. Cindy summarized the stakes: "The parish is only as good as the employees and agencies that support it." Committee members thanked staff and identified compensation strategy, recruitment, and benefits as topics for further discussion.
Next steps: The HR presentation served to flag priorities for forthcoming budget conversations; committee members signaled that the compensation tables and recruitment strategies will be topics for follow‑up sessions and budget planning.
Sources: Committee presentation and Q&A (Cindy, HR head; questions from Mr. Phillips and Councilman Lofton).
