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(2)
compete with in the market directly around Iredell County. The
basic conclusion was that on an average, the salaries in Iredell
County for comparable positions are lower than in the counties that
were studied. There are some exceptions, but this is referring to
an average. Based on the study, on the concerns in reference to
recruiting, and on maintaining qualified people in the
environmental health section, a recommendation has been made to the
county commissioners that some modifications be made to the present
pay plan as it pertains to the environmental health section. TtP
first recommendation is to increase the environmental health
specialist position's salary by 4 1/2 percent. The next suggestion
is to increase the environmental program specialist position by 4
1/2 percent and that an increase be given to the Supervisor I
position in the amount of 9 percent.
Commissioner Boone suggested that the increases be made effective
for employees with perhaps four years of service or more. One
reason for this is because there is a problem of compaction. We
have a problem with people who have been with the county for
several years not receiving anymore pay then people that have just
been with the County for two or three years. This would give a
reward to the people who have been with the county longer. It
would give the employees with less seniority something to look
forward to. They would know that they would be more likely to get
pay increases as their service with the county lengthened. Another
reason is that it seems that in starting salaries we are
competitive, but in salaries for employees with several years of
experience, we are not; our average salaries are less than many
counties. Boone said he felt that corrections were needed for
employees who had some amount of experience rather then just in
starting salaries. our bottom pay grade in the study was within
$100 of the average of all the counties surveyed.
MOTION by Commissioner Boone to increase the salaries of the
Environmental Health Specialists by 4 1/2 percent for four
employees with four years or more of seniority, increase (there e
Environmad
only one!ental Health program Specialist by 4 1/2 percent
increase etheoyEnvironme talee here and k Health is vSuper Supervisor idual has more
position by n9
percent.
Mr. Boone stated that there are good people in this department. It
is a demanding job. Some members of the public may be unhappy
with
this department at times, but these employees have a heavy
workload. He stated that these people need to be paid a
competitive salary. We also have to be careful when ad8usstieng pay
grades because we have to consider the whole county pay yt
have to justify to other county employees who do not receive a pay
adjustment. The money for these adjustments is in the budget for
this year; it will actually cost less money then what is budgeted.
The fees paid by the users will pay for these adjustments; no
general tax money will go to this proposal. It will just come from
an increase in fees paid by the users.
VOTING: Ayes - 5; Nays - 0.
(Note: Increases become effective August 1, 1995.)
�gPROVAL OF JIILY 1995 RSlQ8D8 i R8L8A888S MOTION by
Commissioner Madison to approve the July 1995 Refunds & Releases.
(Attached is a copy of the releases and refunds submitted by the
Tax Assessor's Office which are hereby incorporated and made a part
of the minutes.)
VOTING: Ayes - 5; Nays - 0.
R80II88T FOR REMAIN OF CA88 B^*m pRRTAINING TO RIV
BIIHDIVTSI08 BSCTTOB T II i ZIIa Mr. Allison had previously
explained that this request comes from KEJ Marketing Co. which is
requesting that the County release a portion of the Cash Bond