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Simons staffing reorganization sent to full county board with development post aimed at replacing $100,000 levy
Summary
The Richland County Executive & Finance Committee voted to forward a plan to reorganize staffing at the Simons community facility, creating a director of development role charged with raising $100,000 annually to reduce reliance on the tax levy; the change is budget‑neutral using a currently vacant maintenance position.
The Richland County Executive & Finance Committee on May 7 advanced a staffing reorganization at the Simons community facility to the full county board. Committee members voted to send the proposal after county staff described a plan that retains a director of operations, converts an existing administrative post into a director of development, and upgrades a part‑time front‑desk worker to a member services manager.
County staff explained the director of development position would focus on grant writing, fundraising and external partnerships and would be charged in the job description with working toward raising at least $100,000 a year — roughly the facility’s current annual tax subsidy — to reduce reliance on the county levy. “We’re putting in a line that that person would be responsible to, uh, to raise or to work on raising at least $100,000 per year,” a county administrator said during the presentation.
Officials said the changes are budget‑neutral for 2026 because the county has not filled a full‑time maintenance position that previously funded some duties. The reorganization includes pay‑grade adjustments that the presenter described as offsetting one another: “The director will be going down to grade 14, and the assistant director will be going up to grade 14. So they'll both be paid at grade 14,” staff said, adding the only net increase is a small hourly raise for the member services role.
Supervisors asked whether future maintenance needs could require a full‑time hire; staff said shared or pooled maintenance positions across county departments or municipal partners could be an option but acknowledged maintenance demands may grow in the next three to five years.
A motion to refer the reorganization and staffing recommendations to the full county board carried without recorded dissent. The full board will consider the proposal and any final job descriptions and funding details.
The committee packet indicates the Simons board reviewed and recommended the changes; county staff said the proposals had been vetted with county pay scales and reviewed by HR and the facility board.
