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Board approves payroll changes; HR pushes ECI benchmark and a 6% cap in pay-plan discussion
Summary
The Board approved department payroll changes and heard a pay-plan workshop from HR Director Beth Deardorff comparing the Employer Cost Index (ECI) and Consumer Price Index (CPI), discussing a 6% cap, merit-step structure, and proposed new-hire eligibility timing.
Human Resources Director Beth Deardorff presented a comprehensive set of payroll change notices and a pay-plan review during the June 2 meeting. The board approved the payroll items and discussed longer-term pay-plan policy guidance.
Two motions addressed payroll changes: one to receive and file payroll changes for Public Health, Conservation, Emergency Management and the Assessor's Office; and a separate motion to approve the remaining payroll changes as submitted. Both motions (moved by Supervisor Kim Chapman and seconded by Supervisor Brad Golightly) passed unanimously.
Deardorff led a pay-plan workshop comparing Employer Cost Index (ECI) versus Consumer Price Index (CPI) as a basis for adjusting the county pay scale. She said ECI is easier to use for recruitment and suggested it produces steadier adjustments than CPI, which had larger swings during the COVID period. Deardorff noted the county set a cap of 6% in the pay plan and described the county’s two-phase approach: (1) a market-level pay-plan adjustment and (2) merit-step increases that reward positive performance. She said typical merit increases average about 3.5%.
Supervisors asked clarifying questions: Chapman asked whether increases reflect cost of living or market adjustments and requested more precise language; Golightly emphasized staying current with market data; Tietz suggested including a cap for CPI-based adjustments. Deardorff offered to refine language, consider regional limits for ECI, and return with a final draft.
Deardorff also proposed a timeline change to new-employee eligibility: new hires would be eligible for a performance-based increase after 120 days and employees hired January–April could receive an increase at six months following a positive review. The board agreed to the proposed changes and asked HR to bring final wording back for approval.
