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Commissioners set $1-per-employee cap as upper bound while debating COLA vs. merit split
Summary
After extended debate, the court agreed to budget a $1-per-employee maximum for pay increases as a working cap and asked HR/audit to return lists of employees eligible for merit pay; commissioners discussed splitting the amount between COLA and merit (various splits considered).
Commissioners devoted a lengthy portion of the Aug. 5 budget meeting to how to structure pay increases for county employees. The court coalesced around a pragmatic upper bound — budgeting $1.00 per employee as the maximum cash exposure — while leaving the exact split between a cost-of-living adjustment (COLA) and merit pool to be refined. The Judge summarized the timing: “I need some definite numbers probably by this Thursday,” signaling the deadline for staff to return final cost and eligibility figures.
Commissioners debated percentage versus flat-dollar approaches, citing equity concerns for lower-paid employees and administrative complexity for small departments. Several illustrative splits were discussed (85/15, 80/20, 30/70, or a 50/50 COLA/merit mix). The court directed HR/audit to produce a department-by-department list of employees rated 3–5 on recent evaluations so staff can calculate the expected cost of different merit scenarios. Commissioners also agreed that unused merit funds could flow back into fund balance or contingency if not distributed.
