Agenda - 06-21-2011 - 5x - Laserfiche WebLink

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1. Staff closely reviewed all operations for staffing overlaps and consolidated processes to reduce staffing requirements. 2. Most vacant positions (except for the Sheriff's Department and Emergency Services) remained unfilled for a period of six months. Workloads were reviewed for redistribution to existing staff. 3. Qualified staff was reassigned to other County service functions when demand decreased for their primary function. For example, building inspectors were reassigned to other functions while construction activity remained depressed. 4. Each vacant position was evaluated, and if expanded responsibilities could be assumed, they were included in the recruitment process for new hires. 5. Staff closely monitored overtime use to evaluate where processes and schedules could be modified to reduce overtime requirements. County staff's efforts have produced good results. Budget calculations indicate projected savings in personnel costs of $2 million for FY 2010-11. As part of the FY 2010-11 budget discussions, the Manager's recommendation to the Board was to reconsider employee compensation issues 1) once results of last year's financial performance (audit) were known; and 2) after County staff had time to analyze the current fiscal year. The Manager believes the County now has enough information to act and recommends that the Board approve aone-time performance award of $500 for qualifying employees. Staff has performed at very high levels during a very difficult period and has assumed more responsibilities and met unique demands when needed. In addition to the efforts of permanent County employees, many dedicated temporary employees have contributed to the County's successful performance during the past year. The Manager recommends that all employees actively employed as of June 3, 2011 receive the performance award and that employees hired on or after October 1, 2010 and/or working less than afull-time schedule receive a prorated amount. FINANCIAL IMPACT: The financial aspects of this proposed action are as follows: The funding for this performance award would. be paid out of existing departmental salary and benefit allocations within the FY 2010-11 Budget (i.e. no additional budget allocations by the Board would be required). As the Board will recall, the County budgeted salaries at 100% for the current fiscal year. This action, in conjunction with the six-month hiring delay and other actions noted above, has generated significant personnel savings to fund the recommendation; and 2. Funding this proposal based upon 856 budgeted positions as of April 30, 2011 would have a total maximum financial impact estimated at $490,000. It should be noted that the $490,000 includes the performance award of $500 and the County's costs related to FICA (7.65%) and North Carolina Local Government Retirement System contributions (6.43%). RECOMMENDATION(S): The Manager recommends that the Board: Recognize overall County employee performance effort with approval of a "non-recurring" one-time performance award for all employees actively employed as of June 3, 2011. a. Full-time permanent employees hired prior to October 1, 2010 will receive a performance award of $500.