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Commission approves three-month trial reorganization of engineering department after debate over dirt-road coverage
Summary
Following extended discussion about supervision of dirt and paved roads, the Covington County Commission approved a three-month trial restructuring of the engineering department's manning chart to create separate paved-road and dirt-road supervisors, add foremen and flaggers, and extend pay steps for certain classifications.
Covington County commissioners on May 12 approved a three-month trial reorganization of the engineering department aimed at expanding supervision and adding crew leads and flaggers.
County engineer Derek told the commission he wants to create two supervisor roles'a paved-road and bridge supervisor and a dirt-road supervisor'and increase the number of foremen and flaggers to improve response and oversight. He said the change would let crews be assigned to geographic areas and enable better coordination when equipment and crews must be moved between paved and dirt tasks. "We seem to be having an issue with not having enough laborers and flaggers," Derek said while outlining the proposed manning chart changes.
Commissioners pressed him on capacity and accountability. One commissioner said the county's roughly 400 miles of dirt roads make coverage difficult and expressed skepticism this split would solve past delays; another urged that the public be able to reach one clear contact for road issues. Several commissioners asked for a meeting with Derek to review the plan before a final vote; the body recessed to meet with the engineering staff and then returned.
After the recess, the commission voted to approve the reorganization on a three-month trial basis, with the understanding the plan can be amended and re-evaluated after the trial period. Commissioners said the trial will allow staff to assess operational impacts and the budgetary effect of any salary changes.
The vote authorizes the county to: create the two supervisors, increase foreman positions (allowing multiple foremen over individual crews), add the requested flaggers and laborers, and extend one pay classification step progression (highlighted in the packet). Commissioners agreed the trial is meant to be temporary and that subsequent changes would be considered after the three-month review.
Next steps: Derek and staff will present a detailed implementation plan and any projected salary impacts to the commission during the trial period. The commission directed staff to track performance and staffing outcomes for review at the end of the trial.
