By Frank Williford
This sounds a little like “….. déjà vu…..all over again”.
I can still remember when the Commissioners granted themselves a huge raise after justifying it with data they had cherry picked and at the same time forgetting to mention they enjoyed much better additional emoluments than the example counties they had cited as justifying their raise.
Unless a survey of wage and benefits is done by an INDEPENDENT third party it is impossible for bias not to be projected in the results.
I have no doubt that employees of the Sheriff’s Department should be considered for a raise, but over 18% all in one jump?
A request such as this, points out some of the shortcomings in the way County business is handled.
1. Why is an attrition rate of 10% all that bad? Most business with a significant number of employees, have similar rates of attrition. Some attrition is good. Any number of reasons can account for employee turnover. To even “suggest” no turnover is the goal is borderline disingenuous at best.
2. The question will be raised…” How does this affect the County tax rate?” A straight and simple answer is required, such as “500,000 will increase the mill rate by “X” A lot of other budget verbiage about savings elsewhere and expense reductions only obscure an honest answer.
3. Morgan is right on target with one aspect of his request. A clear salary and progression scale should be formalized. This is an area where a knowledgeable independent third party should be utilized.
An employee who never progresses should not receive the same pay as an employee who accepts more responsibility and improves his or her benefit to the department and is promoted accordingly. A system which protects poor performers is a poorly managed system. Far too many Government entities fall into that category.
Let’s start giving the right people the right raises for the right reasons.