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30 <br /> c) The Fire District and Fire Service District tax rates shall be set at the following rates <br /> (all rates are based on cents per$100 of assessed valuation): <br /> • Cedar Grove 8.10 <br /> • Greater Chapel Hill Fire Service District 14.91 <br /> • Damascus 10.80 <br /> • Efland 6.78 <br /> • Eno 9.68 <br /> • Little River 5.92 <br /> • New Hope 9.94 <br /> • Orange Grove 6.81 <br /> • Orange Rural 9.15 <br /> • South Orange Fire Service District 9.68 <br /> • Southern Triangle Fire Service District 10.80 <br /> • White Cross 12.37 <br /> 2) County Employee Pay and Benefits Plan <br /> Provide a County employee pay and benefits plan that includes: <br /> a. A wage increase of 2% for all permanent employees hired on or before June 30, 2019, <br /> effective July 1, 2019. The maximum salary of each salary range shall also be <br /> increased to accommodate the wage adjustment, as well as maintaining $15.00 per hour <br /> as the minimum salary rate for all permanent employees. <br /> o Employee Performance Awards — three levels, $500 for proficient performance; <br /> $750 for superior performance; or $1,000 for exceptional performance, effective <br /> with employee Work Planning and Performance Review (WPPR) dates from July <br /> 1, 2019 to June 30, 2020. Employees will continue to receive the performance <br /> award on their current performance evaluation date, and it will continue to be <br /> added to an employee's base salary. <br /> b. A Living Wage increase from $14.25/hour to $14.95/hour, for temporary employees, <br /> effective July 1, 2019, consistent with the Orange County Living Wage formula. <br /> c. Continue the $27.50 per pay period County contribution to non-law enforcement <br /> employees' supplemental retirement accounts and the County matching employees' <br /> contributions up to $63.00 semi-monthly (for a maximum annual County contribution of <br /> $1,512) for all general (non-sworn law enforcement officer) employees, and continue the <br /> mandated Law Enforcement Officer contribution of 5.0% of salary; and continue the <br /> County's required contribution to the Local Governmental Employees' Retirement <br /> System (LGERS)for all permanent employees. <br /> d. Continue participation in the North Carolina Health Insurance Pool (NCHIP), and <br /> continue medical and prescription third party administration with Blue Cross Blue Shield <br /> of North Carolina (BCBSNC) and Prime Therapeutics, a division of BCBSNC, <br /> respectively. No increase to health and dental appropriations, and no increase to <br /> employee premium equivalent for health, dental, or vision insurance. <br />