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3 <br /> <br /> <br />Tonight's work session offers the Board an opportunity to review and discuss the recommended <br />budgets directly with County departments within the structure of Functional Leadership Teams, <br />including operations, capital, and department fee schedule change recommendations. <br /> <br />Functional Leadership Teams: <br />The following Functional Leadership Teams are scheduled to attend tonight's work session: <br /> <br />Public Safety: <br />• Courts <br />• Criminal Justice Resources <br />• Emergency Services <br />• Sheriff <br />General Government: <br />• Board of County Commissioners <br />• Board of Elections <br />• County Attorney <br />• County Manager <br />• Register of Deeds <br />• Tax Administration <br />Support Services: <br />• Asset Management Services <br />• Community Relations <br />• Finance and Administrative Services <br />• Human Resources, including Employee Pay and Benefits <br />• Employee Pay and Benefits - staff has provided information relating to FY 2019-20 <br />employee pay and benefits in Appendix A of the Manager’s Recommended Budget. The <br />information provided includes background information on employee pay and benefits <br />over recent years and information on specific pay and benefits plan elements. Key <br />components of the recommended employee pay and benefits plan include: <br />o A wage increase of 2% is recommended for all permanent employees hired on or <br />before June 30, 2019, effective July 1, 2019. The maximum salary of each salary <br />range shall also be increased to accommodate the wage adjustment. In addition, <br />the Manager recommends maintaining $15.00 per hour as the minimum salary rate <br />for all permanent employees. <br />o Employee Performance Awards – recommends continuing three levels, $500 for <br />proficient performance; $750 for superior performance; or $1,000 for exceptional <br />performance. Employees will continue to receive merit pay on their current <br />performance evaluation date, and it will continue to be added to an employee’s <br />base salary. <br />o Continue the $27.50 per pay period County contribution to non-law enforcement <br />employees’ supplemental retirement accounts and the County matching <br />employees’ contributions up to $63.00 semi-monthly (for a maximum annual <br />County contribution of $1,512) for all general (non-sworn law enforcement officer) <br />employees, and continue the mandated Law Enforcement Officer contribution of <br />5.0% of salary; and continue the County’s required contribution to the Local <br />Governmental Employees’ Retirement System (LGERS) for all permanent <br />employees. <br />o Continue to participate in the North Carolina Health Insurance Pool (NCHIP), and <br />continue medical and prescription third party administration with Blue Cross Blue <br />Shield of North Carolina (BCBSNC) and Prime Therapeutics, a division of