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Scotland County DSS board flags low pay, asks director to compile salary data for commissioners
Summary
At its Jan. 16 meeting the Scotland County Social Services Board heard that the agency has 11 vacancies and an 8% turnover rate, with staff saying neighboring counties pay higher entry wages; the director was asked to assemble salary information for presentation to county leaders by Feb. 26.
The Scotland County Social Services Board on Jan. 16 pressed county leaders for answers about persistent staffing shortages and low pay that agency staff say are hindering recruitment.
Board Chair Dorothy B. Tyson called the meeting to order and Director Kimberly McRae told members the department had 11 vacancies in December and an FY‑25 turnover rate of 8%. Staff described pay at Scotland County as lower than in surrounding counties, and said a recently offered Social Worker III position was declined because of salary.
Program Administrator Shannon Hammonds and supervisor Wendy Stanton told the board that pay in neighboring counties such as Cumberland, Hoke, Richmond, Robeson and Moore was higher for comparable social‑work jobs; Stanton noted that some counties' entry pay for IAT social workers exceeds Scotland County’s posted Social Worker III salary. Board member Andy Kurtzman asked whether fringe benefits could be used to improve recruitment; Tyson and staff said current fringe benefits were already in place and that salary was the primary barrier.
McRae said she had discussed funding percentages with the county manager and finance manager and that the department will compile county salary comparisons and related materials. Chair Tyson asked McRae to have that information ready for submission by Feb. 26 so board member Darwin Williams can present it to the county manager and commissioners.
Why it matters: Board members and staff warned that lower salaries increase vacancies and turnover, which can stretch remaining workers and affect services that rely on licensed staff—including child protection and foster‑care recruitment. The board requested specific, comparative pay data to inform the county’s budget discussions.
What’s next: Director McRae will gather the requested salary and budget information; the board intends for a member to present it to county leadership before the next budget cycle.
