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Commissioners split over 2% across‑the‑board raise versus merit‑based system
Summary
Board discussed a proposed 2% across‑the‑board pay increase in the FY2026‑27 budget and debated moving to merit‑based raises; HR cautioned merit would require position‑specific metrics and union agreement and would take roughly a year to implement.
Commissioners spent substantial time debating whether the proposed 2 percent across‑the‑board pay increase should be replaced by a merit‑based system. One commissioner argued for directing raises toward lower‑paid employees and empowering department directors to award merit increases, while other members warned merit plans invite personnel disputes and would require documented evaluation systems.
HR staff (Nikki) told the board that annual performance evaluations exist but would need to be revised to include specific metrics for each position to support merit pay. "Currently, we do performance evaluations annually. However, they are not based on any metric," Nikki said, explaining metrics would need to be developed with directors and negotiated with unions where applicable. Commissioners acknowledged unions and collective bargaining complicate any fast transition and agreed that, if pursued, merit metrics would likely need time to design and approve before applying in the next fiscal cycle.
Some commissioners urged targeting increases to employees earning less than county median wages as an immediate budgetary priority, while others cautioned about the operational burden of developing, auditing and defending merit decisions. The board agreed to table a final decision and directed staff to return with timelines and options for phased implementation.
