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3 <br /> <br />County Schools Board of Education, as well as reviewed and discussed recommended FY 1 <br />2019-20 funding for Outside Agencies. 2 <br /> 3 <br />Tonight's work session offers the Board an opportunity to review and discuss the recommended 4 <br />budgets directly with County departments within the structure of Functional Leadership Teams, 5 <br />including operations, capital, and department fee schedule change recommendations. 6 <br /> 7 <br />Functional Leadership Teams: 8 <br />The following Functional Leadership Teams are scheduled to attend tonight's work session: 9 <br /> 10 <br />Public Safety: 11 <br />• Courts 12 <br />• Criminal Justice Resources 13 <br />• Emergency Services 14 <br />• Sheriff 15 <br />General Government: 16 <br />• Board of County Commissioners 17 <br />• Board of Elections 18 <br />• County Attorney 19 <br />• County Manager 20 <br />• Register of Deeds 21 <br />• Tax Administration 22 <br />Support Services: 23 <br />• Asset Management Services 24 <br />• Community Relations 25 <br />• Finance and Administrative Services 26 <br />• Human Resources, including Employee Pay and Benefits 27 <br />• Employee Pay and Benefits - staff has provided information relating to FY 2019-20 28 <br />employee pay and benefits in Appendix A of the Manager’s Recommended Budget. The 29 <br />information provided includes background information on employee pay and benefits 30 <br />over recent years and information on specific pay and benefits plan elements. Key 31 <br />components of the recommended employee pay and benefits plan include: 32 <br />o A wage increase of 2% is recommended for all permanent employees hired on or 33 <br />before June 30, 2019, effective July 1, 2019. The maximum salary of each salary 34 <br />range shall also be increased to accommodate the wage adjustment. In addition, 35 <br />the Manager recommends maintaining $15.00 per hour as the minimum salary 36 <br />rate for all permanent employees. 37 <br />o Employee Performance Awards – recommends continuing three levels, $500 for 38 <br />proficient performance; $750 for superior performance; or $1,000 for exceptional 39 <br />performance. Employees will continue to receive merit pay on their current 40 <br />performance evaluation date, and it will continue to be added to an employee’s 41 <br />base salary. 42 <br />o Continue the $27.50 per pay period County contribution to non-law enforcement 43 <br />employees’ supplemental retirement accounts and the County matching 44 <br />employees’ contributions up to $63.00 semi-monthly (for a maximum annual 45 <br />County contribution of $1,512) for all general (non-sworn law enforcement officer) 46 <br />employees, and continue the mandated Law Enforcement Officer contribution of 47 <br />5.0% of salary; and continue the County’s required contribution to the Local 48 <br />Governmental Employees’ Retirement System (LGERS) for all permanent 49 <br />employees. 50