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Committee approves new Graphics and Digital Engagement Specialist position after debate on staffing priorities
Summary
The committee approved Resolution 301 to amend the county salary schedule and create a Graphics and Digital Engagement Specialist position (grade 7) in Economic Development, a change described by staff as a downgrade from a vacant business services administrator role; legislators expressed concern about administrative capacity and asked about alternatives such as contracting or preserving business-services functions.
The committee voted June 2 to approve Resolution 301, which amends the county salary schedule to add a Graphics and Digital Engagement Specialist (grade 7) in the Department of Economic Development and to replace a vacant Business Services Administrator position.
County staff said the change reflects a re-evaluation of departmental needs and described the new role as an entry‑level position that will provide graphics and outreach support. “This is a position downgrade,” a staff member said in explaining that the vacant business services position (a higher grade) would be filled differently to match current workload.
Legislator Grossman questioned whether eliminating the higher‑graded business‑services role would reduce capacity to administer key programs (revolving loan funds, Main Streets, ag loans) and asked how many business‑services administrators would remain if the change were adopted. Deputy executive staff and department personnel responded that there would remain an ag services administrator and a general business services administrator, plus the new graphics/outreach specialist.
Several legislators argued for the benefit of in‑house capacity and creating an entry‑level local job; others suggested contracting out graphics work could be considered but may reduce flexibility. The financial impact was presented as a net decrease of $17,305.
The committee approved the resolution by voice; the transcript records at least one recorded “no” from Legislator Grossman.
Next steps: Personnel classification will proceed through the county process and, if required, be submitted for state review; staff will confirm whether the position should be management confidential or a competitive/tested classification.
