HomeMy WebLinkAboutC.054.93009_1876Commissioner Johnson asked why the sewer work was proposed. McDonald said 75% was
due to growth and 25% was due to tighter regulations.
In reference to charter schools, it was mentioned that one Iredell County student attended a
school in Banner Elk, N.C. A school is planned in Huntersville, N.C. The tuition money follows
the student - - even out of the county.
Commissioner Boone asked the policy regarding Ritalin. Sinclair said there were strict
policies as to where the drug was stored. Boone asked if the school psychologist made
recommendations pertaining to Ritalin. He mentioned that some parents had said they were referred
to medical doctors for Ritalin prescriptions. Dr. Sinclair said the school psychologists were under
the supervision of Terry Brown, Director of the Exceptional Children's Program, and that a policy
was established for Ritalin.
DAVID M. GRIFFITH PERSONNEL STUDY
Iredell County Personnel Officer Carolyn Harris and Mark Carpenter, an employee with the
David M. Griffith (DMG) fine, discussed the recent personnel study. Carpenter noted that Iredell
County did a comprehensive study several years ago. He mentioned that 32 benchmark positions
had recently been studied. Commissioner Johnson asked for a definition of benchmark position.
Carpenter said these were common positions throughout North Carolina. (None could be classified
as "odd" jobs.)
The study produced the following three recommendations.
1. The County should not let its competitive market position decline, especially in positions
where there is a high degree of turnover. DMC recommended that salary ranges be adusted by two
percent to make sure the County was within five percent of the survey average for the benchmark
positions.
2. Increase high performing employees' salaries to prevent losing them to other
companies/governmental units. (Note: this is just for the classifications where the actual salaries
fall below the mid -point and the market average).
3. Adopt a salary range spread of 50%. The County should maintain the 20% spread from
minimum to the market rate. The spread between the market rate and the maximum rate should be
approximately 30%, with the total range spread from minimum to maximum being 50%.
Mashburn said he proposed to give one percent of the total payroll this year for positions that
are behind in compensation, and one percent would be recommended in next year's budget.
Commissioner Johnson asked what one percent of the total payroll would be. Blumenstein said it
was around $186,000 and this would include FICA, etc.
The personnel officer was asked how many positions were at the last range of the pay scale.
She responded six percent of the workforce.
Commissioner Boone mentioned the county manager had recommended an across the board
increase for everyone. Mashburn said this was correct, and there was a one percent increase to
rectify some positions mentioned in the study. Mr. Mashburn said he would return to the Board
with a more definitive proposal.
MITCHELL COMMUNITY COLLEGE
College President Dr. Doug Eason was joined by Karen Ray and John Douglas, both
members of the board of trustees. Also attending were college staff members Virginia Mitchell and
Larry Williams.