[00:00:01]
ALL RIGHT.[*A portion of this video is without audio*]
ALL RIGHT, IT'S ONE O'CLOCK.I'M GONNA CALL TO ORDER OUR WORKSHOP.
WE ARE AT THE HISTORIC COURTHOUSE.
I'M GOING TO TAKE US IMMEDIATELY INTO RECESS BECAUSE WE ARE STILL IN EXECUTIVE SESSION FROM OUR REGULAR COMMISSIONER'S COURT MEETING.
SO WE WILL NOT BE BACK HERE UNTIL AT THE VERY EARLIEST, ONE 30, MAYBE 1 45.
SO AT ONE O'CLOCK WE ARE IN RECESS, 52.
AND AT ONE 50 AND GO INTO AGENDA
[2. Discussion on compensation and staffing, and all related issues; (Commissioner Stacy)]
COMMISSIONER STACY.UM, I HAVE PREPARED HANDOUTS FOR EVERYBODY.
UM, MY GOAL IS TO HAVE A REALLY GOOD DISCUSSION ABOUT PAY, UM, WITHIN THE COUNTY.
WHAT I THINK IS GREAT ABOUT OUR EARLY MEETINGS IS TYPICALLY WE GET THE BUDGET ON ON AUGUST 7TH, AUGUST 10TH, AND THEN WE FIGHT FOR TWO MONTHS, AND THEN WE GO.
SO LAST YEAR WE MADE SOME VERY HASTY DECISIONS ON PAY.
SO THE POINT OF THIS IS NOT FOR ME TO DIRECT US POLICY WISE.
WHAT I'M TRYING TO DO TODAY, OR MY GOAL IN LEADING THIS DISCUSSION IS TO MAKE SURE EVERYONE UNDERSTANDS WHAT'S GOING ON.
AND I GOT LOTS OF CHARTS AND GRAPHS AS WE START LOOKING AT MOVING EVERYTHING AROUND.
SO THE FIRST THING I WANT TO THE COURT TO SEE IS, UM, TURNOVER.
I DON'T, OH, I'M, YOU'VE GOT THE HANDOUTS.
I'M HAND THEM OUT, SAY, I DON'T HAVE ANY HANDOUTS.
HERE YOU GO, CAMIE, SO YOU CAN FOLLOW ALONG AT HOME.
SO, UM, SO WHAT WE'RE DOING, WHAT, WHAT WE DID, AND, AND, UM, AND I WANNA, I WANNA SEPARATE CAMIE FOR A SECOND.
CAMIE HAS BEEN, UH, DOING WHAT I'VE ASKED HER TO DO.
SO I'VE BEEN TRYING TO GET INFORMATION TOGETHER, UM, TO SAY, HEY, WHAT DO WE WANNA TALK ABOUT? HOW DO WE WANT TO TALK ABOUT IT? SO WE WENT BACK, UM, TO OCTOBER 1ST, 2021 WITH 187 EMPLOYEE TERMINATIONS TO TRY TO FIGURE OUT WHAT WERE THE REASONS FOR THOSE TERMINATIONS.
SO WE CHARTED THEM AND TERMINATIONS NOT JUST PEOPLE THAT WERE FIRED, IS THIS IS PEOPLE THAT LEFT.
SO INVOLUNTARY TERMINATION IS ON HERE.
UM, RESIGNED IN LIEU OF TERMINATION IS ALSO A REASON ON HERE.
UM, AND SO, UH, YOU CAN SEE WHY FOLKS ARE LEAVING.
NOW, I'VE, I'VE LOOKED AT THIS FOR A WHILE.
I KNOW Y'ALL ARE JUST GETTING IT, BUT I JUST WANT Y'ALL TO SEE WHEN YOU START LOOKING AT CAREER CHANGE, GOING TO OTHER POLICING AGENCIES, UM, OR JUST BASICALLY NOT BECOMING A FULL-TIME EMPLOYEE IS A LARGE CHUNK OF WHAT OUR, WHAT OUR TERMINATIONS ARE.
SO, HOLD ON, I GOT MY PAPERS MIXED UP.
SO I WANTED Y'ALL TO UNDERSTAND THAT WHEN YOU SEE HOW MANY PEOPLE ARE GOING TO OTHER POLICING AGENCIES, IS THE REASON THAT WE DECIDED, UM, WHEN SB 22 CAME OUT FOR US TO DO, UM, THE SHERIFF'S OFFICE STEP PLAN.
SO I WANTED US TO SPEND A MOMENT LOOKING AT THE SHERIFF'S OFFICE PLAN, UM, BECAUSE AS, AS IT'S CURRENTLY WRITTEN, IF THIS COURT DOES NOTHING, THERE WILL BE A $342,000, UH, IMPACTS TO THE COUNTY BUDGET FOR THE STEP PLAN.
UM, AND SO IF YOU LOOK ON PAGE TWO OF THE HANDOUT I GAVE YOU, IS THE STEP PLAN GOING FROM STEP ONE TO STEP TWO, TO STEP THREE, STEP FOUR, STEP FIVE, IT'S A FIVE STEP PLAN, OBVIOUSLY.
UM, IT IS CONCEIVABLY POSSIBLE THAT NOT EVERY SINGLE PERSON GETS A STEP.
THAT IS AN EVALUATION PROCESS.
SO YOU GET TO MOVE TO THE NEXT STEP.
BUT, BUT WE BUDGET AS IF EVERYONE IS GOING TO THE NEXT STEP.
UM, AND SO WHEN, WHEN WE START LOOKING AT THE BUDGET, WHETHER, WHETHER WE KNOW IT, WHETHER WE REALIZE IT, WHETHER WE ARTICULATE IT, WE HAVE THREE SCALES GOING ON.
WE HAVE THE SHERIFF'S OFFICE STEP PLAN, WE HAVE THE NON-LAW ENFORCEMENT CLERK SCALE, AND THEN WE HAVE
[00:05:01]
THE LAW ENFORCEMENT SCALE, AND WE'RE ABOUT TO GET TO THE REST OF IT.SO I'M SAYING WE HAVE THREE THINGS THAT, THAT WE HAVE GOING ON.
AND SO I WANT US TO TE TELL ME THE DIFFERENCE BETWEEN WE, WE'LL GET THERE, THE LAW ENFORCEMENT AND THE SHERIFF.
WHICH INCLUDES DETENTION OFFICERS.
UM, SO THERE'S SEVERAL SCALES THAT GO ON IN THE COUNTY IS MY POINT.
SO WHEN WE START TALKING ABOUT WHAT ARE OUR PAY ISSUES OR WHAT DO WE NEED TO DO WITH PAY, OR HOW DO WE NEED TO ADJUST IT, WE HAVE TO UNDERSTAND THAT THE SHERIFF'S OFFICE HAS A STEP PLAN, AND THEN WE HAVE TWO BASIC CLERK SCALES THAT WE ALSO HAVE TO LOOK AT.
IT'S NOT JUST A COUPLE OF THINGS THAT ARE GOING ON HERE.
SO, UM, SO I THINK EVERYONE AT LEAST UNDERSTANDS IN THEORY WHAT THE STEP PLAN IS.
UM, AND KAMI IS HERE TO ANSWER ANY AND ALL QUESTIONS ON THE STEP PLAN.
THE NEXT HANDOUT IS GONNA GO THROUGH A LOT OF THE PAY SCALES AND WAIT, WAIT A MINUTE.
THAT'S WHY I WAS ASKING, DO YOU NEED ME TO SLOW DOWN? I DIDN'T HEAR YOU ASK THAT
UM, SO THE SHERIFF'S OFFICE STEP PLAN, UM, IN WHAT WAS DONE LAST YEAR IS THERE WAS A 5% PAY RAISE FOR TO BE DISTRIBUTED BY DEPARTMENTS, NOT A COLA, BUT A MERIT PAY RAISE TO BE DE PASSED OUT AMONGST THE OFFICERS OR AMONGST THE EMPLOYEES.
SO WAS THE SHERIFF'S OFFICE STEP PLAN ADOPTED IN LIEU OF THAT CONCEPT? IN OTHER WORDS, THIS IS NOW GONNA BE HOW WE DEAL WITH SALARY ADJUSTMENTS IN THE SHERIFF'S OFFICE.
AND SO WHAT, HOW I DETERMINED THE CALCULATION WAS IF A PERSON GOT THEIR STEP RAISE AND IT WAS MORE THAN THE 5% OR WHATEVER WE GAVE, THEN THAT'S ALL THEY GOT.
THEY DIDN'T GET THEIR RAISE PLUS 5%.
SO WHEN Y'ALL ADOPTED THIS, IT WAS BEFORE BOBBY AND I WERE ON THE COURT WHEN Y'ALL ADOPTED THIS, THIS WAS KIND OF LIKE, HERE'S HOW WE'RE GONNA DEAL WITH THE SHERIFF'S OFFICE GOING FORWARD CO.
UH, BECAUSE THERE WE WERE LOSING PEOPLE TO OTHER YEAH.
SO WE THEN THIS YEAR WE WOULD BE LOOKING AT THE SHERIFF'S OFFICE DEALING WITH THEIR STEP PROGRAM AND NOT THAT PLUS THROWING ANOTHER PERCENTAGE ON TOP OF IT.
NOW, THERE'S SOME THAT WILL NOT, THE, THE CLERICAL AND THE, THE CLERKS WILL GET MERIT RAISES, WHAT WHATEVER EVERYBODY ELSE GETS, WHATEVER THAT THAT DOLLAR AMOUNT IS.
BUT THOSE THAT ARE ON THE STEP PLAN WILL GET THEIR STEP PLAN.
SO JOHN, I WANT TO ASK A SIMILAR QUE WELL, MAYBE NOT.
SO IF WE LOOK AT THE FIVE DIFF, THE FIVE DIFFERENT LEVELS FOR THE SHERIFF'S OFFICE STEP PLAN, AND LET'S JUST START AT THE, THE, THE DEPUTY LEVEL.
IF YOU ARE A DEPUTY AND YOU ARE, YOU, YOU'RE NOW AT STEP FIVE.
AND AT THAT DOLLAR AMOUNT, THEN, IF THEY ARE, IF THEY ARE, WHAT HAPPENS THIS YEAR? ARE YOU SAYING THAT THEY WOULD JUST GET A OR OR CAMI IF THEY WOULD GET THE, THE MERIT RAISE, BUT THERE'S NOT ANOTHER STEP AFTER THAT LEVEL FOR A DEPUTY? THEY GET A 5% LUMP SUM CHECK, BUT THEY STILL STAY AT NOT AT STEP FIVE.
OR WOULD THEY BE PROMOTED TO, OR IF THEY ARE PRO OR OKAY, LET, OKAY.
THAT, OR THEY COULD BE PROMOTED, BUT THEN THEIR PROMOTION WOULD PUT THEM AT A STEP THREE AS A SERGEANT BECAUSE OF THE, THE SALARY THEY'RE EARNING AT THE TOP LEVEL AS STEP FIVE OF A DEPUTY.
IS THAT CORRECT? EXCEPT THAT IT'S NOT YOU, YOU, THEY JUST DON'T MOVE PEOPLE LIKE THAT.
BUT THAT'S, THAT'S HOW THE PROMOTION WORKS.
I MEAN, IF THERE WAS A SERGEANT POSITION AVAILABLE, THEY DON'T JUST CREATE SERGEANTS.
IF THERE WAS ONE THAT WAS OPEN, THEY WOULD BE STARTING BASED ON IF THEY WERE AT STEP FIVE AND IT WAS AVAILABLE AND THEY WERE SELECTED, THEY WOULD THEN START RIGHT AT STEP THREE.
SOMEWHERE IN THAT, THE STEP THREE PROBABLY, WHATEVER THE YES.
AND, AND, AND I DO WANT TO CLARIFY MY PREVIOUS STATEMENT THAT THEY, THEY WOULD GET THEIR STEP RAISE, THE SHERIFF AND THE CHIEF DEPUTY STILL HAVE, UM, THE AUTHORITY.
THERE'S STILL MERIT THAT COMES INTO PLAY.
UH, SO JUST BECAUSE YOU'RE ON THE STEP PLAN DOESN'T MEAN YOU AUTOMATICALLY GET THE STEP PLAN.
IF YOU'RE NOT MEETING EXPECTATIONS, YOU, YOU, YOU
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DON'T JUST AUTOMATICALLY GET IT.THE SHERIFF HAS DISCRETION, RIGHT? THAT THAT THEY HAVE TO MEET THE STEPS.
BUT IT'S AN ALTERNATIVE TO THE OTHERWISE COUNTYWIDE.
AND, AND ONE OF THE BIGGEST PROBLEMS THAT THE SHERIFF SAID HE HAD IS RECRUITING PEOPLE.
HE COULDN'T TELL 'EM, YOU KNOW, THEY SAID, OKAY, I'LL START AT WHATEVER THIS LEVEL IS, BUT WHERE AM I GONNA BE IN FIVE YEARS IF I'M MEETING EXPECTATIONS? AND, AND HE COULDN'T, COULDN'T TELL 'EM.
UH, AND NOW, NOW HE CAN TELL 'EM.
AND, AND THEN LOOKING AT THE, UM, TURNOVER ANALYSIS, THE FIRST FORM, UM, THAT YOU GAVE US, UM, COMMISSIONER STACY, THE, THAT TURNOVER FOR THAT DEPARTMENT IS, LOOKS LIKE IT'S APPROXIMATELY ABOUT 18% FOR THE THE TIME PERIOD THAT YOU, FROM 2021 TILL I DID NOT DO THAT MATH.
UM, WELL, I'M JUST, THAT PROBABLY INCLUDES THE JAIL AS WELL, BUT YES.
UH, I'M, IF YOU'RE, YEAH, I MEAN, IT'S, IT'S PRETTY, IT'S BETWEEN 15 AND 20.
IT WOULD PROBABLY BE BETTER IF WE BROKE OUT THE JAIL VERSUS THE, JUST ONLY BECAUSE OF WHAT'S HAPPENING STATEWIDE.
WELL, WELL WAIT, AND, AND WE CAN, BUT THIS WAS JUST SHOWING YOU, YOU KNOW, OF THE 187 TERMINATIONS WE'VE HAD.
THIS IS, THIS IS WHERE THEY FALL.
IT'S JUST, IT'S A VERY GENERIC CHART.
UM, BUT NO, UH, I, I HAVE, UM, SEVERAL DEPARTMENTS, UM, BROKEN DOWN ON AN EXCEL SPREADSHEET BASED UPON REASONS AND STUFF, UH, ON MY COMPUTER, BUT I DIDN'T BRING THAT.
SO THAT'S THE, THE SHERIFF'S STEP PLAN.
SO HERE ARE SOME SALARY COMPARISONS WHEN WE START LOOKING AT WHAT, I GUESS WE'RE GONNA CALL THE CLERK SCHEDULE.
UM, SO WE'RE GONNA, SO IT'S GONNA START ON THE CIVIL SIDE.
UM, WE ALL WERE IN THE MEETINGS WHERE, I DON'T KNOW OF A DEPARTMENT THAT DIDN'T COME IN HERE SAYING THAT THEIR CLERKS WERE UNDERPAID.
AND UH, UM, AND WHAT WAS IT? EVERY DEPARTMENT'S SPECIAL.
AND THEY'RE LIKE, WELL, I KNOW EVERYONE SAYS THAT MY DEPARTMENT REALLY IS SPECIAL.
THAT THAT HAPPENED OVER AND OVER AND OVER AGAIN FOR HOURS AND HOURS AND HOURS.
SO THE, THE, THE, THE COUPLE OF OF BIG ONES THAT WERE POINTED OUT AS FAR AS BUDGET WISE WAS THE COUNTY CLERK AND THE DISTRICT CLERK.
AND I'M NOT HERE TO SINGLE THEM OUT AND SAY THAT IT IS JUST THAT WHEN YOU LOOK AT WHAT THE REQUESTS ARE, THERE WAS ALMOST $180,000 OF SALARY REQUESTS IN THOSE TWO DEPARTMENTS.
SO WHAT I'VE DONE WITH THIS CHART VERY SIMPLY IS PUT ROCKWALL, DALLAS, COLIN, AND HUNT, BECAUSE KAUFMAN WAS VERY LATE TO THE PARTY GIVING US ANY OF THEIR INFORMATION.
UM, WE LOOKED AT WHAT ROCKWELL'S ACTUAL RANGES, WHAT THE PERSON IS ACTUALLY MAKING, AND THEN HOW MUCH IT WOULD COST TO CREATE THOSE BUDGET REQUESTS AND WHAT THAT WOULD DO.
SO FOR INSTANCE, UM, I'M GONNA PICK ON HER 'CAUSE SHE'S IN THE ROOM.
JENNIFER WANTED ALL OF HER CLERKS MOVED, UM, TO A DIFFERENT JOB GRADE IF WE WERE TO DO THAT.
THAT'S WHAT THE REQUESTED RANGE MEANS, IS THAT WE CHANGE THE JOB GRADE AND THAT'S WHAT THE RANGE FOR THOSE CLERKS WOULD BE.
UM, AND THAT, UH, AND THEN YOU WOULD LOOK AT IT AND SAY THAT IT WOULD COST $127,000 TO THE BUDGET JUST TO MAKE THAT SALARY ADJUSTMENT.
UM, I THOUGHT YOU SAID THAT WHEN THE COUNTY CLERK CAME IN, SHE WANT ALL OF HER PEOPLE BUMPED TO A DIFFERENT CATEGORY.
YEAH, THAT'S WHAT THIS REQUESTED RANGE IS RIGHT HERE AT THE BOTTOM.
SO THE REQUESTED RANGE HAS NOTHING TO DO WITH THE PAY RANGE, IS THAT CORRECT? YEAH, THEY, THERE WAS, IT WAS A PAY GRADE CHANGE.
IT'S WHAT THEY CAME IN AND REQUESTED DURING OUR BUDGET MEETINGS.
THEY SAID WE'D LIKE ALL OF THEM MOVE TO THIS JOB GRADE.
BUT THEY MOVED, THE REQUEST WAS TO MOVE THEM UP ONE GRADE FROM A CLERK ONE TO A CLERK TWO, CORRECT.
WELL, LIKE NINE TO 13, WASN'T IT NINE TO 13 WHAT YOU ASKED FOR? OR IS IT NINE TO 11? THAT, THAT WAS A CHANGE IN GRADE NINE TO 13 WAS ALIYA.
SO, UM, SO THIS IS THE CURRENT ROCK WALL CLERK.
I THEN THIS IS THE, THIS IS THE REQUEST.
AND SO, BUT THAT'S WHAT I DON'T GET IS THAT'S STARTING CLERK PAY.
SO WE'RE SAYING THE STARTING RANGE, THE REQUESTED RANGE IS NOT REALLY A REQUESTED CHANGE IN RANGE.
IT'S SHOWING WHERE THOSE PEOPLE WOULD GO TO IF THEIR, THE REQUEST WERE GRANTED.
OH, BECAUSE WHAT, WHAT, LIKE LEAH WAS SAYING, FOR EXAMPLE, WAS I WANT MY STARTING CLERKS TO GO FROM NINE TO 13 OR WHATEVER THE NUMBER WAS.
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SO THAT WOULD CHANGE THE RANGE THAT A CLERK WOULD START IN AND GO TO.YOU UNDERSTAND WHAT I'M SAYING? LIKE, IT CHANGED THEIR STARTING PAY, BUT ISN'T THE WAY TO CHANGE STARTING PAY BY ADJUSTING THE RANGE WITHIN THE CATEGORIES WHERE DOES CORRECT.
WHICH, WHICH IS WHERE HE IS GOING.
IN OTHER WORDS, I SHOULDN'T SAY ANYTHING YET.
JUST HOLD ON BECAUSE WE'RE GONNA GET RIGHT WHERE YOU THINK WE'RE GOING.
SO IT REDUCES THE URGE TO SHUT OFF MY THING.
I CAN'T WORK UNDER THESE CONDITIONS.
SO THE, SO IF YOU TURN THE PAGE, THE NEXT REQUEST WAS, UM, UH, I ASKED CHRIS LYNCH IN A VERY PEACEFUL CONVERSATION, UM, WHERE
UM, I DON'T KNOW THAT THERE NEEDS TO BE A LOT OF NECESSARY COMMENTARY.
UM, BUT THIS IS WHERE THEY'RE AT NOW IN ROCKWALL, AND THIS IS WHERE THEY'RE AT NOW IN KAUFMAN.
UM, WE HAVE AN ADDITIONAL CLERK THAN KAUFMAN DOES, UM, IN THAT OFFICE.
UM, BUT YOU CAN SEE WHAT OUR PAY IS COMPARED TO WHAT THE KAUFMAN PAY IS.
ANYWAYS, THAT WAS JUST, I'M JUST FOLLOWING UP ON THAT.
THE NEXT CHART, UM, I'M EXPECTING Y'ALL TO MEMORIZE.
UM, THIS SHOWS YOU THE JOB, GRADES OF THE COUNTY.
SO THIS IS WHAT YOU'LL WANT TO KIND OF KEEP REFERRING TO AS WE KEEP TALKING BACK AND FORTH AND BACK AND FORTH.
SO I HAD IT PRINTED, THIS WAS AS BIG AS I COULD MAKE IT AND KEEP IT ON ONE SHEET OF PAPER.
I KEPT PLAYING WITH IT TO TRY TO GET IT AS BIG AS I COULD.
UM, 'CAUSE IT'S, IT'S REALLY HARD TO READ, BUT YOU CAN SEE WHAT, UH, THE DEPARTMENT IS, WHAT THE JOB TITLE IS AND WHAT THE GRADE IS.
SO, UM, SO WHAT I HAVE ON THE NEXT PAGE IS THE CURRENT SALARIES FOR NON-LAW ENFORCEMENT.
IT'S THE JOB GRADES, IT'S RANGE ONE, RANGE TWO, RANGE THREE, AND RANGE FOUR.
SO THIS IS KIND OF, THIS IS AN AS.
I, AGAIN, THIS IS A LOT OF INFORMATION.
SO THE, THE WHOLE, THE WHOLE POINT IS NOT FOR US TO JUST KNOW EVERYTHING.
SO IF YOU TURN THE PAGE, THIS IS WHAT YOU'RE LOOKING AT.
UM, SO ON THIS PAGE BEFORE YOU GO, THIS ONE RIGHT HERE, I'M LOOKING AT YEAH, THE CURRENT.
SO JOB GRADE FIVE AND EVERY OTHER ONE HAS FOUR RANGES.
UM, WHAT ARE THE RANGES WITHIN JOB GRADES? SO THE SIGNIFICANCE OF THE RANGES RANGE, ONE IS A PARAMETER GIVEN TO HIRING MANAGERS.
THEY CAN HIRE AN EMPLOYEE FROM THE OUTSIDE WITHIN RANGE ONE, AS LONG AS THEIR BUDGET SUPPORTS THAT AMOUNT OF MONEY.
AND THEY WOULD NOT HAVE TO COME TO COMMISSIONER'S COURT TO HIRE WITHIN THAT FIRST RANGE.
THE TOP OUT IS THE TOP PARAMETER OF ANY EMPLOYEE, UM, WITHIN THAT JOB GRADE.
THE, THE OTHER RANGES, THERE'S NOT A LOT OF SIGNIFICANCE BETWEEN RANGE TWO AND RANGE THREE.
UM, THERE'S NOT A SPECIFIC NUMBER OF YEARS AN EMPLOYEE WOULD WORK AS TO WHETHER THEY WOULD FALL WITHIN RANGE TWO VERSUS RANGE THREE.
UM, THAT WAS, UH, A REQUEST AT THE PREVIOUS COMPENSATION COMMITTEE THAT WE DELVE IT UP INTO FOUR RANGES.
BECAUSE, UH, I'M NOT SAYING THAT'S RIGHT OR WRONG, I'M JUST SAYING I WOULD'VE EXPECTED FOR EACH JOB GRADE THERE WOULD BE A RANGE IN NOT FOUR RANGES.
AND WHAT YOU'RE SAYING IS IT WAS DONE ARBITRARILY TO TURN ONE RANGE INTO FOUR TO SOME EXTENT, YES, TO SOME EXTENT.
BUT THEY USE, YOU DO USE EXPERIENCE TOO.
THE, THE, THE MANAGER WOULD USE EXPERIENCE IF THEY HAVE SOMEONE THAT COMES IN AND WHEN, UH, UH, AN ELECTED OFFICIAL OR DEPARTMENT HEAD, IF AN APPLICANT APPLIES, THEY HAVE 20 YEARS EXPERIENCE.
UM, AND SO WE WOULD WANT TO COMPENSATE THEM PROBABLY MORE THAN RANGE ONE.
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THAT DEPARTMENT HEAD OR ELECTED OFFICIAL WOULD COME TO YOU DURING EXECUTIVE SESSION AND SAY, I'VE GOT THIS AWESOME CANDIDATE, I WANNA PAY HIM IN RANGE FOUR BECAUSE THEY'RE EQUIVALENT TO MY EMPLOYEES HERE THAT HAVE HAVE ALL THIS EXPERIENCE.I WANNA PAY 'EM THE SAME THING.
AND THEN THAT WOULD BE UP TO YOU BECAUSE THAT'S ABOVE RANGE ONE.
SO ON THIS NEXT SHEET, WHAT YOU'RE LOOKING AT IS TAKING RANGE FOUR AND WIDENING IT, TAKING THE VERY TOP OF THAT RANGE AND MOVING IT 2.5%.
IF WE WERE TO DO THAT, CAMMY AND I ARE FAIRLY CONFIDENT THAT NO ONE WILL BE TOPPED OUT.
EVERYONE WILL GET THEIR RAISES.
WE GOT 20 PEOPLE IN RANGE FOUR THAT ARE CLOSING IN THEIR TOP OUT.
SO TAKING RANGE FOUR AND MOVING AT TWO POINT A HALF PERCENT WOULD AT LEAST ALLEVIATE THAT ISSUE.
THEN WE ARE TAKING THE ENTIRE RANGE AND MOVING IT 2.5%.
SO WE'RE TAKING THE ENTIRE CHART AND MOVING IT.
SO TWO THINGS ARE HAPPENING IN WHAT YOU'RE LOOKING AT.
RANGE FOUR IS INCREASING, WHICH IS WHY IT SAYS WITH A 5% TOP OUT, THAT TOP OUT IS MOVING 5% AND THE ENTIRE RANGE IS MOVING 2.5% OVER.
THIS IS JUST LETTING YOU SEE WHAT THAT LOOKS LIKE.
THIS ISN'T SAYING THIS IS WHAT WE SHOULD VOTE ON.
THIS ISN'T SAYING THIS IS WHAT THE RANGES SHOULD BE.
SO THIS IS FOR YOU GUYS TO START COMPARING WHEN YOU START LOOKING AT WHAT THE BUDGET REQUESTS ARE AND WHAT THEY'RE TRYING TO MOVE RANGES TO, HOW COULD YOU, WHAT LAUREN WAS SAYING, INSTEAD OF CHANGING JOB GRADES, HOW DO WE MOVE THE SCALE TO ACCOMPLISH THE SAME THING AS MOVING JOB GRADES? SO I'M GOING TO, I'M GONNA CHEAT A LITTLE BIT.
IT GOES 2.5%, 3%, 4% AND TO 5%.
AND EVERY TIME IT DOES THAT, IT KEEPS THE TOP OUT AT 2.5% GREATER THAN IT IS.
I MEAN, WE CAN VOTE ON WHATEVER SCALE WE WANNA VOTE ON.
SO THAT'S WHAT, THAT'S WHAT THESE CHARTS DO.
OKAY, SO THEN WITH, SO THEN WITH THIS, JUST AS AN EXAMPLE, WHEN I'M LOOKING AT SOMETHING LIKE, UH, WHERE, WHERE, SO A CLERK IS NOW AT A NINE, ARE WE KEEPING THE CLERK AT A NINE? IS THAT WHAT YOUR GOAL IS WITH THIS? OR ARE YOU SAYING THERE'S, OKAY, SO THAT'S MY GOAL NOT TO HAVE TO MOVE PEOPLE AROUND.
SO WHEN WE'RE LOOKING AT THIS, WE'RE GOING JOB GRADE NINE RANGE ONE IS OUR STARTING CLERK SALARY THEN, CORRECT? YES.
SO THEN, THEN WE HAVE TO LOOK AT THE SHEET THAT'S BEFORE THIS ONE AND SAY, IS THAT WHERE WE WANT IT? YES.
THAT'S, I'M JUST TRYING TO GET TO THE INFORMATION SO YOU CAN JUST SEE IT ALL RIGHT IN FRONT OF YOU.
SO SOMEBODY IN OUR BUDGET MEETINGS, I FORGET WHO SUGGESTED THIS, THAT WE, WE AREN'T ADJUSTING THE RANGE JUSTICE OF THE PEACE NORTON.
AND AND THAT'S WHAT YOU'RE DOING IS CORRECT THE RANGES CORRECT? YEAH.
BUT YOU CAN SIT THERE AND SAY, WE WANNA ADJUST THE RANGE.
JUST ANOTHER THING TO SAY WHAT DOES THAT EVEN LOOK LIKE? GIVE EXAMPLE.
I'M JUST TRYING TO SHOW YOU WHAT THE RANGE WOULD YES, YEP.
WHAT THE RANGE WOULD LOOK LIKE IF WE START MOVING IT AROUND.
ALRIGHT, SO THEN THERE'S ANOTHER CHART THAT ISN'T SO COLORFUL THAT LOOKS LIKE THIS AFTER YOU GO THROUGH, I THINK TO THE 5%, AND AGAIN, I JUST STOPPED AT 5%.
I MEAN, THIS COURT COULD DECIDE WE WANNA MOVE THE RANGES 10%.
I MEAN, NO, NO DECISION'S GONNA BE MADE TODAY ANYWAY.
I JUST WANTED Y'ALL TO SEE WHAT IT, WHAT IT ACTUALLY MEANS AND LOOKS LIKE.
UM, SO THIS IS, UH, THE COUNTY SHERIFF'S OFFICE JAIL AND CLERKS, BAILIFFS, EMERGENCY MANAGEMENT, DISTRICT ATTORNEY INVESTIGATORS, THESE ARE THEIR JOB GRADES.
SO YES, THEY'RE ON A DIFFERENT SCALE, UM, THAN, UM, THAN THE OTHER CLERKS.
AND YOU CAN SEE WHAT DEPARTMENT THEY'RE IN, WHAT THEIR JOB TITLE IS, AND WHAT THEIR JOB GRADES ARE.
SO, UM, THEN WHEN I PUT THIS ON THERE, JUST TO MAKE IT A LITTLE BIT EASIER, I JUST TITLED IT SHERIFF'S OFFICE BAILIFFS EMERGENCY MANAGEMENT DISTRICT ATTORNEY.
SO IF YOU WERE TO PEEL THIS APART, OH, YOU COULD KEEP TRACK OF THE CHARTS.
WHAT, WHAT DOES 10 DASH TWO MEAN ON THE DISTRICT ATTORNEY, DEPUTY CHIEF INVESTIGATOR
[00:25:01]
AND FELONY INVESTIGATOR JOB GRADE 10.UM, AND IT'S RANGE TWO A STARTING SALARY AT THE MINIMUM OF RANGE TWO FOR THAT PARTICULAR RANGE.
I DON'T RECALL WHAT POSITION YOU SAID, BUT IT'S, UH, DEPUTY CHIEF INVESTIGATOR.
SO, OKAY, SO THE, SO THE, SO THAT ONE DOESN'T HAVE A RANGE ONE, THEN IT STARTS AT RANGE, RIGHT? IT WOULD START OUT AT RANGE TWO.
WOULDN'T THAT MAKE RANGE TWO RANGE ONE FOR THAT JOB, BUT NOT FOR THE WHOLE SCALE.
I HAVE A, I HAVE A MATH QUESTION.
SO I'M JUST LOOKING JUST, JUST FOR ME.
SO I'M LOOKING AT JOB GRADE NINE AGAIN ON THE CURRENT NON-LAW ENFORCEMENT THAT SAYS STARTING RANGE IS 33 1 57.
HOW COME IT ONLY GOES TO 34 8 15 WITH A 5% COLA? WELL, I PLUGGED IT INTO EXCEL.
ALL I CAN TELL YOU IS I PLUGGED IT INTO EXCEL AND MADE IT GO UP 5% BECAUSE, WELL, 34, I'M SORRY, I'M, I'M GONNA DO MATH ON MY PHONE.
THREE ONE FIFTY SEVEN TIMES 1.05 IS, UH, I DID WRITE 34 1 8 4.
COMMISSIONER ANA IS SAYING WELL DONE MATH, HE'S VERIFIED THAT YOUR CALCULATIONS ARE CORRECT.
BUT THAT'S NOT GETTING ANYWHERE NEAR THE REQUESTED RANGE.
THAT'S WHAT, WHICH IS WHY I'M NOT, YEAH, WHICH IS WHAT I'M SAYING YOU WOULD HAVE TO GO PAST.
SO WHAT'S THE POINT OF THAT? I MEAN, WE'RE NOT ANYWHERE CLOSE AND YOU'RE LOOKING AT THE COMPARISONS ON THE DISTRICT CLERK AND WE'RE STILL NOT CLOSE TO THOSE.
WHERE ARE YOU LOOKING AT? OKAY, WHICH PAGE ARE YOU ON? GO TO THE FIRST PAGE.
THIS IS JUST ONE I WANNA PULL OUT THE BOTTOM.
IT'S IN BLUE, GOT LOTS OF COLORS, RIGHT.
WE'RE AT 33 1 57 IN OUR RANGE.
UHHUH
JOB TITLES ARE VERY DIFFERENT THAN OUR SIDE.
REALLY WANNA LOOK TO SEE WHAT THAT IS BECAUSE WE, OUR CLERKS ARE REQUIRED TO DO A LOT MORE THAN THEIRS.
THEY HAVE A LOT MORE LEVELS THAN WE DO.
SO IF YOU LOOK AT HUNT AND COLIN, AND WE'RE SAYING THEY'RE IN THE REQUESTED RANGE IS 39.
THE BIGGEST COLA I SEE ON HE ONLY HERE ONLY GETS US TO 34.
SO WE'RE NOT REALLY GETTING ANYWHERE.
YOU'RE TALKING, IT'S NOT GETTING US VERY CLOSE TO THE, I'M NOT SAYING WE HAVE TO GIVE HIM THE DESIRED NUMBER, BUT WE'RE NOT GETTING VERY CLOSE TO WHAT WE TALKED ABOUT, WHICH WAS TRYING TO MAKE THIS MORE, UH, OF AN EQUITY DEAL VERSUS A IT WOULD HAVE TO GO HIGHER THAN 5%.
IT WOULD, BUT WE DON'T HAVE THAT SHEET.
IF YOU, UH, JUST TO PUT IT IN PERSPECTIVE, AS FAR AS A DOLLAR AMOUNT, A LOADED DOLLAR AMOUNT FOR A 5% COLA, WHICH WOULD SHIP THE RANGES, AND I WOULD ALWAYS RECOMMEND SHIFTING THE SALARIES TO MATCH THE SHIFT IN RANGE, BECAUSE OTHERWISE YOU'RE GONNA HAVE NEW EMPLOYEES MAKING THE SAME AS CURRENT EMPLOYEES.
SO FOR A 5% ADJUSTMENT, THAT WOULD BE $1.1 MILLION.
AND I GET THE POSITION WE'RE IN.
I'M JUST SAYING IF WE ARE TRYING TO DO THIS, YEAH, NO, DON'T MAKE THINGS RIGHT.
I JUST WANTED TO, THAT DOESN'T GIVE YOU A DOLLAR AMOUNT.
WELL, WE'RE SPENDING A MILLION DOLLARS ON A LOT OF OTHER THINGS.
WE SHOULD TAKE CARE OF OUR PEOPLE.
BUT KENNY WOULD, OH, GO AHEAD.
ON THE EXAMPLE, WHILE HE'S LOOKING ON THE EXAMPLE OF THE DISTRICT CLERK THAT ON THE EXAMPLE OF THE DISTRICT CLERK ONE THAT HE WAS TALKING ABOUT, OKAY.
UM, THE REQUEST OF 39 4 80, IS THAT STARTING AT THEN THE RANGE ONE? WE WOULD JUST BE LOOKING AT THAT BECAUSE THAT, THAT PERSON THAT THAT REQUEST WAS, MAY NOT BE AT A RANGE ONE.
I DON'T KNOW THE RANGES AS FAR AS THE REQUEST.
THE REQUEST WOULD BE THAT THAT MINIMUM SALARY BE THE BOTTOM OF RANGE ONE FOR THE REQUESTED.
I'M SORRY, I DON'T KNOW IF I'M FOLLOWING CORRECTLY, BUT WELL, THAT WOULD BE THE MINIMUM SALARY THAT THEY'RE ASKING FOR.
WELL, THEN THAT WOULD TAKE THEM TO RANGE TWO IN THE, IN THE EXAMPLE.
THIS WAY I'M LOOKING AT IF WE'RE AT THE 5% COLA, I'M LOOKING AT THAT ONE.
RANGE 12 IF WE'RE GONNA START BACK AT RANGE ONE.
DON'T GET ME, DON'T GET ME WRONG.
IT IS, I'M JUST TRYING TO POINT OUT THAT WE'RE STILL NOT THERE ON THAT NUMBER.
I'M JUST HERE GIVING YOU DATA, SIR, BUT THIS IS A LOT EASIER TO LOOK AT THIS ONE.
YEAH, NO, NO, YOU'RE EXACTLY CORRECT.
UM, CAMIE SAT IN MY OFFICE FOR TWO HOURS A COUPLE DAYS AGO, AND I THINK I THREW THINGS A FEW TIMES.
I MEAN, IT'S, YOU, YOU CAN'T, IT IS REALLY FRUSTRATING.
IT'S, IT'S REALLY HARD WHEN YOU HAVE THREE OVER ALMOST 400 EMPLOYEES.
[00:30:01]
DO THIS IN A WAY THAT THAT IS EQUITABLE, THAT MAKES SENSE, THAT IS UNIFORM AND ACCOUNTS FOR EVERYBODY AND EVERYBODY'S EFFORT AND, UM, AND THEN, YOU KNOW, ACCOMPLISHES SOME OF THESE NICHE PROBLEMS IS IT'S REALLY, REALLY, REALLY HARD.UM, AND LIKE KA SAID, IF YOU GO TO 5%, YOU'RE AT $1.1 MILLION, UH, OF, OF NEW SALARY.
UM, THAT'S ALSO REALLY HARD TO GET TO.
I'M NOT SURE EVERY, UH, DEPARTMENT NEEDS A 5% ADJUSTMENT, THOUGH I DON'T.
THAT IS KIND OF WHERE I'M LANDING TO IS I THINK THERE ARE SOME THAT DO AND SOME THAT DON'T.
THEN, THEN, AND THERE'S SOME THAT ONLY NEED THE MERIT, THEN I WOULD ARGUE THAT YOU'RE BACK TO MAYBE WE NEED TO READJUST THE JOB GRADES.
THAT, THAT I'M JUST SAYING IT, IT, IT REALLY IS A SOLUTION THAT GOES BACK AND FORTH OR MAYBE WE GET SET THIS YEAR WITH WHAT WE THINK IS GREAT AND THEN NEXT YEAR TALK ABOUT MOVING TO A, TO THIS, MOVING THESE.
I LEMME SHOW I DON'T KNOW THE ANSWER.
I'M JUST SAYING I, I DON'T THINK EVERY DEPARTMENT IS IN THE SAME POSITION THAT SOME OF THESE ARE THAT I SEE.
I, I DON'T EITHER, BUT I, I LOOK RIGHT IN THE MIDDLE OF, UH, THIS NUMBER OF TERMINATIONS AND THE REASON IS WENT TO WORK FOR ANOTHER COUNTY DUE TO MORE MONEY THREE OUT OF THE 187.
I DON'T, I'M NOT SAYING WE'RE DOING THIS BECAUSE OF OUR RETENTION PROBLEM, GUYS.
I'M SAYING WE'RE DOING THIS 'CAUSE IT'S THE RIGHT THING TO DO.
I'M NOT, I'M NOT TRYING TO SAY THAT WE HAVE A RETENTION ISSUE AND THAT EVERY, THAT WE'RE TERRIBLE AND THAT WE NEED TO CHANGE PEOPLE'S PAY BECAUSE OF THAT.
AND LISTEN, THERE'S FOUR OTHER OF YOU ON THIS.
COURT CAN DO WHATEVER WE DECIDE TO DO.
ALL I'M SAYING IS I WOULD LIKE TO PAY OUR PEOPLE A FAIR WAGE THAT'S COMPARABLE TO WHAT THEIR PEERS ARE BEING PAID IN AREAS AROUND US.
AND I WOULD LIKE TO US TO GET THERE AND DO IT SOMEHOW.
AND MAYBE WE CAN'T GET ALL THE WAY THERE THIS YEAR, BUT I WOULD LIKE TO BE COMPETITIVE AND I AGREE WITH YOU.
I AGREE WITH YOU A HUNDRED PERCENT.
I I THINK THAT'S DEFINITELY WHAT THIS EXERCISE IS TRYING TO GET US TO.
UM, SO THEN WE GO TO, UH, THE OTHER SCALE, WHICH IS THE SHERIFF'S OFFICE, BAILIFFS, EMERGENCY MANAGEMENT, DISTRICT ATTORNEY'S, THE EXACT SAME EXERCISE, UM, OF MOVING, MOVING STUFF AROUND.
UM, AND KIND OF WHAT THAT, WHAT THAT LOOKS LIKE.
AGAIN, UM, IF YOU, THIS, THIS IS EXCEL, I CAN KEEP GOING, YOU KNOW WHAT I'M SAYING? I MEAN, I I, I CAN SEND YOU THE SPREADSHEET.
UM, AND, AND MOVING THESE RANGES AROUND.
SO I, I JUST WANTED US TO ACTUALLY SEE WHAT THIS LOOKS LIKE, BECAUSE I FEEL LIKE A LOT OF TIMES WHEN WE TALK ABOUT PAY, THERE'S A LOT OF FEELINGS AND THERE'S NOT A LOT OF FACTS, FIGURES AND MATH.
AND I'M JUST TRYING TO SAY, THIS IS WHAT THE MATH LOOKS LIKE AND THIS IS WHAT THE FIGURES LOOK LIKE.
SO THE NEXT THING I'M GONNA PASS AROUND, UM, Y'ALL HAVE ALREADY SEEN THIS.
THIS IS FROM THE JAIL'S, UH, BUDGET REQUESTS.
SO WHEN THE JAIL DID THEIR BUDGET REQUEST, THEY WANTED TO GO TO A STEP PLAN, A STEP PLAN WITH A BUDGET IMPACT OF $436,000 FOR THE JAIL.
UM, AND ONE OF THE THINGS I WANT TO POINT OUT IS THAT IF YOU WERE TO, LET'S SEE, HOLD ON, HOLD ON.
LEMME JUST MAKE SURE I'M TALKING ABOUT THIS, RIGHT? YEAH.
SO A DETENTION OFFICER IS GRADE FIVE.
WE, YOU KNOW, WITH THE CURRENT STARTING SALARY OF LIKE 49,000, BUT IF YOU WERE TO JUST SIMPLY DO SOMETHING LIKE A 3%, THEY'RE WITHIN RANGE OF ALL OF THE COUNTIES AROUND US.
IF YOU GO TO 4% FOR THAT DETENTION OFFICER, WERE THERE AS WELL.
IF THEY START HIRING AT THE TOP OF THE RANGE RATHER THAN THE BOTTOM OF THE RANGE, NOW YOU'RE COMPETITIVE WITH EVERY SINGLE NEIGHBORING COUNTY.
SO IT IS POSSIBLE IN THEORY THAT WE LOOK AT THIS AND SAY, HERE'S WHAT'S GOING ON WITH THE OPERATION SIDE OF THE SHERIFF'S DEPARTMENT.
HERE'S WHAT'S GOING ON WITH OUR CIVILIAN POPULATION, AND MAYBE WE HAVE SOME CLERK SCHEDULES THAT ARE OUT OF WHACK THAT WE NEED TO DIVE INTO.
AND THEN WHEN WE START LOOKING AT THE DETENTION CENTER AND THE LAW ENFORCEMENT SIDE, MAYBE THIS IS WHAT WE NEED TO DO ON THIS SIDE.
OR MAYBE THE COURT SAYS, I DON'T WANT TO DO IT IN THREE WAYS AND I JUST WANNA DO A UNIVERSAL SWAP.
[00:35:01]
WE DON'T, WE NEED TO UNDERSTAND THAT WHETHER WE MAKE DECISIONS, UNDERSTAND DECISIONS, OUR VOTES COULD BE, I WANNA MOVE THIS SCALE TO THIS.I WANNA MOVE THE STEP PLAN TO THIS.
I WANNA MOVE THIS SCALE TO THIS.
I WANNA MOVE THIS CLERK TO THIS PAY GRADE.
NOT SAYING IT'S THE RIGHT THING TO DO, BUT WE NEED TO UNDERSTAND THAT THERE'S A LOT OF MOVING PARTS AND THERE'S A LOT OF STUFF WE NEED TO DO AND CONSIDER.
AND IN THE BUDGET TIME, THIS NEEDS TO BE FRONT AND CENTER BECAUSE WE NEED TO TAKE CARE OF OUR PEOPLE AND WE NEED TO FIND A WAY TO DO THAT.
AND THAT'S ALMOST NOT, GOSH, THAT GETS SO COMPLICATED, BUT IT TRULY NEEDS TO BE DONE.
I THINK JUST TO LOOK AT A HOLISTIC OF NOT JUST, ALL RIGHT, THE CLERKS ARE UNDERPAID.
NO, THIS CLERK AT THIS RANGE IS NOT EQUIVALENT.
THIS CLERK AT THIS RANGE IS SO, I MEAN, IT TRULY IS YOUR, YOUR CHART IS ABOUT TO GET A LOT BIGGER.
IT IT'S REALLY GONNA BE EVERY EMPLOYEE AND WHERE THEY'RE AT IN THEIR RANGE.
AND IF THEY ARE BEING COMPENSATED, UH, THAT THAT'S A YEAH.
NOT ON A GLOBAL BASIS BY THIS COURT, BUT ONE OF THE REASONS WE'RE IN THIS POSITION IS BECAUSE I, I THINK I HAVEN'T BEEN, THEY DON'T HAVE THE HISTORY YOU GUYS DO, BUT I THINK ONE OF THE REASONS WE'RE IN THIS POSITION IS BECAUSE, UM, PEOPLE ARE PUSHING GRADES, LET'S MOVE YOU TO THE NEXT GRADE RATHER THAN THE COURT MAINTAINING SOME INTEGRITY OF WHAT THOSE GRADES MOVING ACCORDINGLY.
AND, AND PEOPLE ARE, WE'RE, WE'RE SUFFERING THE CONSEQUENCES OF OUR GOOD RETENTION.
THAT'S, THAT'S, THAT'S A VERY ASTUTE COMMENT.
UH, I MEAN, WE, WE TRULY ARE, PEOPLE ARE OUT WITH NO PLACE TO GO.
AND, AND NO REASON TO WANNA LEAVE THE BEST COUNTY AND THE BEST STATE AND THE BEST NATION ON GOD.
WELL, AND YOU KNOW, WE TALK ABOUT THIS, BUT WE ALSO NEED TO TALK ABOUT, I GET BENEFITS AND INSURANCE AND RETIREMENT AND THEN, AND THEN I ONLY WANNA MAKE ONE COMMENT FOR THE NEW COURT MEMBERS.
WE DID DO A 5% TOP OUT FROM RANGE FOUR, UM, BECAUSE TWO EMPLOYEES WOULD NOT, UM, HAVE BEEN ELIGIBLE.
SO I'M JUST LETTING YOU KNOW, WE, EVEN THOUGH WE HAVE PEOPLE RUNNING UP AGAINST THIS, THE COURT HAS MADE MOVES ON THE TOP OUT RANGE LAST YEAR TO MAKE SURE THAT, THAT EVERYONE GOT THEIR RANGES.
I KNOW THAT ONE, UM, ONE ELECTED OFFICIAL SAID, YOU KNOW, WE ARE UP AGAINST THESE RANGES AND PEOPLE AREN'T GETTING THEIR RAISES.
THAT'S NEVER HA THE POINT IS THAT HASN'T HAPPENED.
IT COULD HAPPEN IF WE DO NOTHING, KAMIE WITHER 20 PEOPLE IN RANGE FOUR OR 21 PEOPLE, 22 PEOPLE IN RANGE FOUR.
SO THERE IS A POTENTIAL, IF WE DO NOTHING AND JUST GIVE OUT MERIT RAISES, THERE COULD BE OVER A DOZEN EMPLOYEES THAT DON'T GET RAISES OR DON'T GET A FULL RAISE BECAUSE THEY'RE IN RANGE FOUR.
SO I'M JUST, AGAIN, TRYING TO JUST BE FACTUAL.
I MEAN, WE, I MEAN, OBVIOUSLY I THINK WE'RE HERE BECAUSE THE COURT WANTS TO LOOK AT IT AND TRY TO DO SOMETHING.
UM, BUT THAT'S KIND OF WHAT WE'RE UP AGAINST IN MAKING SURE OUR ACTIONS ARE UNIFORM AND MAKE SENSE.
I ONLY HAVE ONE MORE HANDOUT IF Y'ALL WANT ME TO GO TO MY LAST HANDOUT.
THIS IS ALSO A DOCUMENT THAT Y'ALL HAVE SEEN BEFORE.
THIS IS FROM A COMPENSATION ANALYSIS THAT WAS DONE AT THE REQUEST OF JUDGE FRANK NEW WITH THE HR DEPARTMENT.
THIS IS THE LAST PAGE OF THAT, UM, COMPENSATION STUDY WITH SOME, UH, KIND OF EVALUATION POINTS.
AGAIN, WE MAY OR MAY NOT AGREE, UH, WITH THE, THE POINTS THAT WERE WERE TAKEN, MEANING THE CITY OF FORNEY, THE CITY OF GREENVILLE, ROCKWALL, WILEY, COLLIN, DALLAS, DENTON, ELLIS, AND HUNT COUNTY.
UH, WE, WE MAY OR MAY NOT LIKE THAT COMPARISON.
UH, KAUFFMAN COUNTY'S HAVING SOME PROBLEMS, SO THEY DIDN'T PARTICIPATE.
AND THEN THIS IS WHAT YOU CAN SEE.
THIS IS WHERE WE FOUND FROM THAT ANALYSIS, THIS IS WHAT CAME OUT OF IT.
WHICH IF YOU, IF YOU WERE TO BE GLOBAL, THAT IT'S THE NUMBER TWOS, UM, OUR NUMBER TWOS ARE, ARE, ARE OUT OF LINE.
IF YOU WERE TO LOOK AT SOMETHING SIGNIFICANTLY, YEAH, OUTTA LINE, UM, CHIEF ASSISTANT, CHIEF DEPUTIES, THOSE SORTS OF THINGS ARE THE ONES WE NEED TO, TO POTENTIALLY LOOK AT.
UM, AND THEN, UH, THE OTHER ISSUE I THINK THAT GOT BROUGHT UP THAT I THINK WAS, AND, AND THIS IS COMPLETELY MY OPINION, IS THE STARTING CLERK PAY, UM,
[00:40:01]
IS ALSO SOMETHING THAT THE COURT SHOULD TAKE VERY SERIOUSLY.I, I DON'T KNOW HOW TO SOLVE THE PROBLEM.
I'M NOT HERE TO GIVE YOU ALL THE SOLUTIONS.
UM, BUT I, I'M TRYING TO GIVE US ENOUGH DATA AND INFORMATION SO THAT WHEN WE'RE VOTING IN THREE MONTHS OR TWO MONTHS, THAT WE, THAT WE CAN FEEL COMFORTABLE ABOUT THOSE VOTES.
THAT'S, THAT'S THE WHOLE GOAL OF THIS WORKSHOP, IS TO ISOLATE THIS INFORMATION SO THAT WE KNOW WHAT TO ASK.
WE HAVE A FULL HR STAFF, UM, CAMIE HELPED ME PUT ALL THIS TOGETHER SO SHE CAN EXPLAIN ANYTHING.
YOU CAN WORK WITH HR, YOU CAN WORK WITH OTHER ELECTED OFFICIALS.
MY GOAL WAS TO TRY TO GET YOU DATA, FACTS, FIGURES, PUT IT IN A PLACE THAT YOU CAN AT LEAST DIGEST IT AND COMPARE IT.
UM, WE HAVE ALL THIS IN ELECTRONIC FORMAT.
UM, AND I JUST, YOU KNOW, THE KIND, THE KIND OF, THE GOAL WAS WHAT DOES IT LOOK LIKE? BECAUSE THE FIRST THING IS, WELL, MAYBE WE'LL JUST DO A 5% COLA TO BOBBY'S POINT, THAT DOESN'T FIX WHAT THAT GLARING PROBLEM IS ON PAGE ONE.
SO WHEN THE CLERKS COME IN AND, AND SAY, HEY, WE WANNA CHANGE JOB GRADES, I IMMEDIATELY GO, I DON'T WANNA CHANGE JOB GRADES.
BUT WHEN YOU LOOK AT HOW YOU'RE GONNA MOVE THIS TO MAKE IT MAKE SENSE, MAYBE THAT'S THE ONLY THING THAT WE CAN DO TO MAKE IT MAKE SENSE.
UM, MAYBE LAUREN, WE REIMAGINE THE ENTIRE CHART, BUT DOESN'T, UH, MAYBE WE DO, BUT BY, BY FIXING THINGS, BY MOVING PEOPLE'S JOB GRADES, DOESN'T IT JUST EXACERBATE THE PROBLEM? I, I DON'T KNOW.
I DON'T KNOW IF I WOULD CHARACTERIZE IT THAT WAY, BUT IT FEELS THAT WAY.
IT, IT SEEMS TO JUST MAKE THAT POTENTIAL FUNNEL WIDER AND, AND WE'RE GONNA HAVE MORE PEOPLE YES.
BUT YOU KNOW, AGAIN, WE'RE, WE'RE GONNA HAVE SOME OF THAT.
AND THAT'S THE TOUGH DECISIONS WE HAVE TO MAKE.
I MEAN, SOME, AS I'VE SAID BEFORE, AND NOBODY HAS TO AGREE WITH ME ON THE RECORD, BUT SOME JOBS SHOULD ONLY PAY SO MUCH.
WELL, AND IT SOUNDS, UH, EXCUSE ME, I DIDN'T MEAN TO INTERRUPT YOU.
WELL, NO, THAT, THAT, THAT, THAT'S OKAY.
BUT WE, WE ALSO NEED TO RETAIN GOOD EMPLOYEES, AND WE ARE RETAINING GOOD EMPLOYEES.
WE, WE HAVE OTHER THINGS TO OFFER OTHER THAN, THAN JUST PAY.
WE HAVE INSURANCE, WE HAVE RETIREMENT.
WE, WE HAVE A, WE HAVE ROCKWELL COUNTY.
IT'S A GREAT PLACE TO LIVE AND WORK.
UH, BUT JUST MOVE, MOVING THE SCALE.
YOU KNOW, I'M, I AM FOR GIVING DEPARTMENT HEADS THE AUTHORITY TO RUN THEIR DEPARTMENT HERE.
HERE'S YOUR BULK OF MONEY THAT WOULD RESULT IN EVERYBODY GETTING A 5% RAISE.
YOU, YOU DIVVY IT OUT HOW YOU SEE FIT.
IT COULD BE YOU GET 10%, YOU GET 2%, YOU GET NONE, AND YOU GET 10%.
WELL, YOU, YOU'VE DIVVIED OUT.
AND THAT SHOULD SOLVE SOME OF THESE PROBLEMS. IT, IT SHOULD.
BUT IF, IF WE'RE BELOW WHERE, IF, IF THE CONCLUSION IS WE'RE BELOW WHERE WE ARE, WHERE WE SHOULD BE RIGHT NOW, THEN WE HAVE TO SET A GOAL TO GET OUR SCALE TO WHERE WE THINK IT SHOULD BE, WHAT WHATEVER THAT IS.
AND IT MAY NOT, AS SOMEBODY SAID EARLIER, IT MAY NOT ALL HAPPEN THIS YEAR.
IT MAY BE A THREE YEAR PROCESS, BUT KEEPING A, A VISION ON MOVING OUR SCALES TO WHERE WE GET AS TO, AS BOBBY SAID, A JUST AND FAIR WAGE, WHICH EVERYONE WOULD SUPPORT.
UM, BUT IT'S HARD TO DO ALL THAT IN A YEAR.
AND IF WE LET A LOT OF CATEGORY JUMPING HAPPEN, IT JUST CREATES MORE OF A PROBLEM AS WE GO FORWARD.
I THINK, AND TO YOUR POINT, JUDGE, IT'S A HARD THING TO SAY, BUT THERE ARE SOME JOBS THAT ONLY PAY SO MUCH.
BUT I'D HAVE TWO COMMENTS ON THAT.
FIRST OF ALL, FROM WHAT, UH, COMMISSIONER STACY SAID, THERE'S NOT MANY OF THOSE WHERE WE BUNK THE TOP.
RIGHT? AND SECOND, IF WE ADJUST OUR CATEGORIES, IF WE GET TO WHERE OUR CATEGORIES SHOULD BE, AND THEN WE CONTINUE TO ADJUST 'EM FOR, UH, INFLATION OR COAL ADJUSTMENT TO THE CATEGORIES, NOT TO PEOPLE'S PAY, BUT THE CATEGORIES, THEN THAT PROBLEM SHOULD TAKE CARE OF ITSELF.
THAT, THAT'S WHERE I'M AT WITH THIS, IS THAT, LISTEN, WE'VE GOT FOUR RANGES.
DO WE NEED FOUR RANGES? I DON'T KNOW.
WE'VE GOTTA DECIDE WHERE OUR STARTING RANGES ARE AND TRY TO GET THERE.
YOU KNOW, WE'VE GOTTA DECIDE WHAT THE TOP RANGE IS, AND THEN WE CAN DECIDE HOW MANY RANGES WE NEED.
I DON'T KNOW THAT WE NEED FOUR.
SO I DON'T EVEN VIEW 'EM AS FOUR AND MAYBE I LOOK AT 'EM WRONG.
AND YOU GO RERUN THE GAUNTLET.
I KIND OF DI KIND OF LOOK AT IT JUST FROM MY CORPORATE BACKGROUND.
I KIND OF LOOK AT IT THE SAME WAY.
UM, I LOOK AT A STARTING IN A, IN A MAXIMUM FOR POSITIONS.
AND THAT, AND, AND THE JUDGE HATES THE WORD COLA GUYS, BY THE WAY.
YOU GOTTA START USING SOMETHING ELSE.
HE PUT IT ON THE FIRST PAGE HE HANDED OUT.
[00:45:01]
THAT IS THE WAY TO KEEP THIS IN LINE, BECAUSE WHAT YOU DO WHEN YOU, WHEN YOU DON'T DO SOME KIND OF INFLATIONARY ADJUSTMENT, MAYBE NOT EVERY YEAR, BUT EVERY COUPLE, JUST DEPENDS ON THE SCENARIO, THEN YOU DO HAVE PEOPLE JUMPING JOB GRADES TO TRY TO GET THEIR PEOPLE RAISES.WHEN WE CAN REALLY TAKE CARE OF A LOT OF THOSE ISSUES AS A COURT BY MAKING SURE WE KEEP UP WITH THOSE INFLATIONARY RAISES AS NECESSARY.
AND THEN THE REST OF IT CAN BE MERIT TO THE DEPARTMENT.
BUT WE GET INTO THESE SITUATIONS BECAUSE IF YOU GIVE ALL MERIT, UM, WHICH I LIKE MERIT RAISES, BUT IF YOU GIVE ALL MERIT, YOU'RE GONNA PUT YOURSELF IN A SITUATION WHERE PEOPLE ARE JUMPING JOB GRADES.
YOU'VE GOTTA TAKE A LOOK AT THIS IN EVERY YEAR OR EVERY TWO.
YOU SHOULD LOOK AT IT EVERY YEAR, BUT YOU MAY NOT MOVE IT EVERY YEAR.
AND, AND MAKE SURE THAT WE'RE KEEPING THIS HEALTHY.
AND WHEN THIS IS HEALTHY, WE'RE GONNA ELIMINATE, I THINK WE'RE GONNA ELIMINATE SO MANY OF THESE ISSUES.
AND, AND SO KIND OF THE POINT OF WHAT I WAS TRYING TO GET TO THE COURT IS HERE, HERE'S WHAT IT IS IN A, IN A VERY ISOLATED BUBBLE, LIKE THIS IS, THIS IS WHAT WE'RE LOOKING AT.
UH, AGAIN, I JUST, THOSE, THOSE MOVEMENTS HAVE BEEN ARBITRARY.
I, WHAT I DID WAS I BASICALLY SAID, IF I GIVE A TWO POINT A HALF PERCENT TOP OUT, DOES EVERYONE GET A 5% RAISE? AND WE DETERMINE PROBABLY, AGAIN, NOT SOLID MATH, BUT WE'RE LIKE, YEAH, I, I THINK THAT GETS US THERE.
THAT DOESN'T MEAN THE TOP OUT NEEDS TO MOVE 2.5%.
IT'S JUST, I'M JUST SAYING THAT WAS THE, UH, THE EMPHASIS OF IF WE DID THAT WOULD THOSE 22 PEOPLE.
AND WE WERE LIKE, YEAH, I THINK SO AGAIN, BEFORE WE VOTED ON IT, WE WOULD DEFINITELY VET IT OUT BETTER.
SO IF YOU WANTED TO SAY, WHY DID WE DO, WHY DID WE LAND WHERE WE LANDED? NUMBER ONE, I MADE ALL THESE RANDOM DECISIONS.
SO, UM,
AND I JUST WANTED US TO KIND OF SEE WHAT HAPPENS WHEN YOU'RE MOVING THE STUFF AROUND.
ON ONE SIDE, OUR BIG PROBLEM, IF YOU LOOK AT DETENTION OFFICER STARTING PAY, WHICH WAS SOMETHING THAT REALLY STUCK OUT TO ME.
UM, GET SOLVED BY MOVING, BY MOVING THE STUFF AROUND.
UM, UH, DO WE WANT TO JUST MOVE THAT SCALE? I MEAN, I, I WASN'T ABOUT TO START ASKING ERICA AND, AND CAMIE TO START DOING A BUNCH OF CALCULATIONS JUST BECAUSE I'M SITTING IN MY OFFICE THINKING OF ALL KINDS OF WAYS TO MOVE SALARIES AROUND BECAUSE IT'S EXHAUSTING.
SO I, I, I THINK THE NEXT TIME WE MEET ABOUT THIS, IT NEEDS TO BE VERY DIRECTIVE.
I THINK WE CAN ALL GO TALK TO THE PEOPLE THAT HELP WRITE THE BUDGET.
AND FRANK'S GONNA WRITE THE FIRST DRAFT OF THE BUDGET IN UPCOMING WEEKS.
AND I'M JUST TRYING TO, TO GIVE AS MUCH INFORMATION TO HIM AS POSSIBLE BECAUSE I HAVE A FEELING THAT ONCE THAT FIRST DRAFT GETS WRITTEN, THE FIRST THING WE NEED TO SETTLE IS PAY.
AND, AND I JUST FEEL THAT WAY AND, AND I'M GONNA TRY EVERYTHING I CAN TO, TO GET THE DEBATE TO PAY SO THAT WE CAN GET THAT RESOLVED AND FIGURE OUT WHAT MONEY IS LEFT FOR US TO FIGURE OUT WHAT ELSE WE CAN DO.
WHAT CAN WE DO AFTER THAT? AND I AGREE, AND I REALLY APPRECIATE YOU PUTTING THIS ALL TOGETHER AND YOU AND CAMMY, THANK YOU.
UM, AND I AGREE THE JUDGE TOO, THERE ARE PEOPLE DO TOP OUT.
BUT, BUT AGAIN, NOT EVERYBODY, THERE'S STILL THOSE INFLATIONARY RAISES THAT WILL HAPPEN FOR THOSE PEOPLE EVEN THAT ARE TOPPED OUT, RIGHT? SO THAT, THAT RANGE WILL CONTINUE TO MOVE AND THEY MIGHT NOT GET THE MERIT RAISES ANYMORE.
IF WE DETERMINE A GOOD SOLID TOP, THAT'S FINE.
I'M, I TEND TO MAKE THINGS SIMPLE FOR MY OWN, FOR MY OWN REASON.
AND IT REALLY BOILS DOWN TO THE BUDGETS.
YOU CAN PAY PEOPLE OR BUY THINGS.
SOMETIMES YOU HAVE TO BUY THINGS.
BUT MY PREFERENCE IS TO PAY PEOPLE.
AND JUST SINCE WE'RE IN A WORKSHOP, UM, IT'S NOT IN THE BUDGET THIS YEAR.
I DON'T REMEMBER IF IT WAS OFFICIALLY LAST YEAR, BUT AN HR ANALYST WOULD REALLY HELP US KEEP TRACK OF ALL OF THESE TRENDS.
'CAUSE THESE STUDIES COST THE SAME AS AN EMPLOYEE.
SO, UM, IT'S JUST SOMETHING TO THINK ABOUT.
I MEAN, WE'RE DOING OUR BEST CAMMIE'S MAKING A BUNCH OF PHONE CALLS.
I'M SURE SHE HAS HER STAFF CALLING AND EMAILING AND, AND WE'RE GETTING THE BEST INFORMATION WE CAN, BUT HR ANALYST IS A THING.
UM, THEY HELP US ANALYZE BENEFITS, UH, COMPENSATION,
[00:50:01]
JOB GRADES, JOB STUDIES PRACTICES.UM, DID OUR, DID OUR HR DEPARTMENT REQUEST AN ANALYST? NO.
OR, OR HAS COMMISSIONER STACY GONE COMPLETELY OFF THE RESERVATION HERE? I WHAT? I DIDNT SAY I'M IN, I'M IN.
YOU DIDN'T SAY I WAS IN, UH, ANYWAYS, YOU SAID I WAS ON MARS OR SOMETHING AT ONE POINT.
I, I CAN'T REMEMBER WHAT YOU SAID, BUT YOU'RE NOT EVEN A
YES, I WENT COMPLETELY OFF THE RESERVATION, SIR.
WHAT ELSE? I'M JUST KIND, I THINK THE QUOTE WAS, YOU'RE NOT JUST ON AN ISLAND.
YOU'RE ON AN ISLAND IN THE ARCTIC OCEAN.
SO I WAS ON AN ISLAND IN THE ARCTIC ON THAT ONE.
I'LL FIND MYSELF THERE AGAIN, SIR.
AND I, I DON'T, I DON'T KNOW THAT WE NEED FOUR RANGES, IS KIND OF WHERE I'M TRYING TO LOOK AT THIS.
I DON'T KNOW HOW WE CAN, HOW THIS COMPARES WITH THE, WITH THE GROUPS, THE OTHER PUB, YOU KNOW, GROUPS THAT YOU, YOU ADD, YOU KNOW, COMPARED US AGAINST.
BUT I THINK THAT'S SOMETHING TO THINK ABOUT.
I, THE ONLY OTHER OPPORTUNITY THAT WE COULD LOOK AT TOO, AND, AND, AND IT MAY BE HERE, CAM AND I JUST, WE HAVEN'T, I HAVEN'T HEARD A LOT ABOUT IT, IS WHAT ARE THE OPPORTUNITIES THAT THE COUNTY OFFERS FOR OVERACHIEVING EMPLOYEES THAT, UM, THAT WE WANT TO PUT INTO SOME TYPE OF A PROGRAM WHERE THEY CAN HAVE OPPORTUNITIES TO MOVE UP IN, MAYBE NOT EVEN IN THE ROLES THEY'RE AT, BUT IN OTHER, IN OTHER DEPARTMENTS.
THERE, THERE IS A CAN OF WORMS THAT WE JUST STUMBLED INTO WITH STIP, BUT THAT'S ST THAT'S ANOTHER WAY TO GET THIS RIGHT HERE, HERE IN EDUCATION AND, AND BILINGUAL STIPENDS.
AND, UH, WE, WE, YEAH, THAT WASN'T I READING WELL, BUT THERE, THERE'S, THERE'S AN EDUCATION STIPEND THAT, THAT WE PAY WHEN, WHEN ITS BENEFITS THE COUNTY.
BUT I MEANT, I, I GUESS I MEANT WHEN WE HAVE, YOU KNOW, WHEN THEY HAVE, WHEN, WHEN A MANAGER OR ELECTED HAS AN OVERACHIEVING EMPLOYEE AND, AND THEY DON'T HAVE ANOTHER PLACE TO GO IN THAT DEPARTMENT, WHAT, WHAT KIND OF, WHAT DOES THE COUNTY HAVE THAT WE'RE TRYING TO OFF, YOU KNOW, OFFER WHERE THEY HAVE A, A GROWTH PATH? THAT'S WHAT I'M TALKING ABOUT.
THAT NOT, NOT THAT THEY HAVE A DEGREE AND THEY CAN SPEAK SPANISH.
I MEAN, WHAT'S ANOTHER GROWTH PATH FOR 'EM? YOU'RE RIGHT.
AND THAT IS THE KEY TO HAPPINESS SOME SOMETHING TO WORK TOWARD, SOME, SOME PLACE TO GO.
WELL, YEAH, BECAUSE YOU TALKED ABOUT, YOU KNOW, IF THAT THERE ARE SOME JOBS THAT MAYBE THAT POSITIONS THAT IT'S ALL IT'S WORTH OR, YOU KNOW, BUT WHAT IF I'M AN OVERACHIEVER AND I'M WANTING TO MAYBE MOVE INTO SOMETHING ELSE? SO HOW DO WE, HOW DO WE GET INTO THAT? THAT'S AN OPPORTUNITY IF COMMISSIONER'S COURT WOULD NEED TO APPROVE THAT, BECAUSE YOU ACTUALLY DO APPROVE THE HEAD COUNT, WHICH ITEMIZES THE TITLES.
UM, SO EACH DEPARTMENT WOULD REQUEST, I WOULD LIKE TO ADD, UH, A LIKE WE ADDED SENIOR CLERKS A NUMBER OF YEARS AGO TO GIVE THE CLERKS A STEP UP, SOMETHING TO, TO MOVE UP TO.
AND THEN A CHIEF ASSISTANT OR, OR SUPERVISOR, THEN CHIEF, CHIEF ASSISTANT.
SO WE HAVE ADDED LAYERS IN THE PAST.
UM, THE ONLY OTHER WAY FOR AN EMPLOYEE TO MOVE UP A, A CAREER LADDER, IF YOU WILL, IS TO MOVE OUTSIDE OF THE DEPARTMENT.
UM, SO WITHIN THE DEPARTMENT, THAT WAS THE INTENTION OF THE PERFORMANCE PAY PLAN IS TO MONETARILY REWARD THOSE EMPLOYEES ALONG WITH THOSE, WITH MORE TENURE, TO REWARD THEM WITH THE LONGEVITY, UM, STIPEND THAT THEY RECEIVE ANNUALLY.
OTHER THAN THAT, WE HAVE TRIED TO A, ADD LAYERS WITHIN EACH DEPARTMENT.
I MEAN, I, I, I THINK I'VE GIVEN Y'ALL, UH, ALL I WAS PREPARED TO, TO DO, I MEAN, A, AGAIN, I JUST WANNA SAY IT, THIS, THIS IS A VERY CO COMPLICATED PROCESS AND I JUST HOPE THAT WE ALL GRAB THE BULL BY THE HORNS, BECAUSE I DON'T THINK ANY SINGLE ONE OF US HAS THE ANSWER.
BUT I THINK AS A GROUP, THE MORE WE TALK ABOUT IT, THE MORE WE WORK.
AND THE, AND THE MORE WE BRAINSTORM ON THIS, THIS IS SUPER IMPORTANT BECAUSE, I MEAN, OUR EMPLOYEES ARE A LIFEBLOOD.
WHE WHETHER THAT BE A SHERIFF'S DEPUTY OR A MISDEMEANOR CLERK, I MEAN, THOSE JOBS ARE SO IMPORTANT.
OUR JOB IS TO, TO ADMINISTER JUSTICE FROM START TO FINISH WITH THESE COUNTY EMPLOYEES.
WE NEED TO MAKE THEM FEEL LIKE WE RESPECT THEM BECAUSE WE DO.
UM, AND I JUST THINK WE NEED TO, TO REALLY, I, I HOPE WE ALL CAN, CAN FIND A WAY TO MAKE THIS WORK.
'CAUSE I THINK THAT WE ARE A BYPRODUCT OF GOOD RETENTION.
I THINK WE'RE ALSO A BYPRODUCT OF A COUPLE OF YEARS OF PERFORMANCE PAY WITHOUT MOVING THE SCALE.
AND WE'VE GOTTA MOVE THE SCALE.
[00:55:01]
WE'RE ADJOURNED.