County employees to see at least 4% raise

At the Sept. 27 special Pierce County Finance & Personnel Committee meeting, members voted to approve the new Carlson Dettman Consulting salary matrix, plus giving all non-represented county employees a 4% wage increase euective Dec. 31. Employees will be placed on the new salary matrix starting Jan. 1, 2023 at a step that auords them at minimum a 4% wage increase, said County Administrator Jason Matthys.

The calculations, which also include re- quested positions for 2023, are based upon current employees and vacant positions, Matthys said.

The total cost for implementing the new salary matrix is $1,160,094.96, which in –

cludes $803,446 for wage increases accord – ing to the new grid placement, $210,183 for step increases in 2023, $77,542.35 for FICA taxes, and $68,926.57 for retirement (WRS). The average increase for 283 employees is $2,838.69 per year. Currently, $231,646 of that $1.16 million is built into the 2023 budget, said Assistant Finance Director Michelle Drury. That leaves $928,448.06 in additional funds needed. The county, as of Sept. 27, had 23 vacant positions, but six had been potentially filled that week, Drury said. Those vacant posi- tions save the county $1,164,064.23 annu ally, which results in a monthly savings of $97,0003.85. “We’ve been unintentionally saving money by having vacant positions, but also working tirelessly to recruit,” Matthys said. “One of our biggest barriers is our wage scale. We are losing people to the private sector. We will probably never be as high as some municipalities.”

The budget is being forecast on all posi- tions being filled the entire year, Matthys added.

As for the funding source, Matthys said he feels the county board will follow F& P’s recommendation. Undesignated funds, contingency funds or unobligated American Rescue Plan Act funds could be used, he said.

“We do have unobligated ARPA funds,” Matthys said. “I know there are a lot of re- quests out there, and other valuable projects across the county. We have found ourselves in a unique situation knowing that we need to do something now rather than waiting two or three years down the road.”

The committee also voted to approve re- classification of the following positions, which would place them one or two letters higher on the pay scale, per Carlson Dettman’s recommendation: AODA counselor, driver/laborer, laborer (recycling), physical activity manager (public health), sheriu’s ovce lieutenants, and ovce assistants. The reclassifications will take euect Jan. 1. Lt. Wade Strain asked if there is an appeals process, because according to him, the sheriu’s ovce was never asked for input on the change.

Patrick Glynn of Carlson Dettman said that’s a conversation that should be had out of a public meeting.

“I’m not opposed to talking to anyone about anything,” Glynn said.

Glynn agreed to sit down with the lieutenants, Matthys, and Human Resources Director Allison Preble.