Yavapai County department heads received merit raises of either 2 or 3 percent, as approved by the Yavapai County Board of Supervisors after an executive session at its Nov. 2 meeting.
The supervisors previously approved a 3 percent maximum merit raise for county employees when they set the budget for fiscal year 2016-17, said County Administrator Phil Bourdon, who received a 2 percent raise.
The supervisors spent time in four executive sessions from Aug. 3 to Oct. 19 reviewing the performance of their appointed directors before making their decision. Supervisors approved merit raises for all qualifying employees as part of the 2016-17 budget.
Yavapai County Policy 4.01 allows for a merit increase as an option for giving county employees a pay increase. An employee may receive a merit increase in conjunction with their annual performance appraisal. Department heads distribute a share of the budgeted amount among their eligible staff based on performance. A merit increase moves the recipient through the steps of the county’s compensation system, Bourdon said this week.
Merit increases go into effect after the employee’s annual performance reviews, and are effective Oct. 23.
The 2016-17 budget for all merit raises totaled $1,389,634, and included $671,080 (prorated for eight months) for employee merit raises from the General Fund, and $232,750 budgeted from other funds, including the jail district, flood control district, library district.
Budgeted for the department heads’ merit increases was $22,593, also prorated for eight months.
Supervisors did not issue a 3 percent raise to all department heads, saving $9,506 in the General Fund, Bourdon reports.
The board approved a 2 percent raise for: Public Fiduciary, County Administrator, Director of Elections, Fleet Management, MIS, Public Works, Clerk of the Board, Director of Library, District Public Defender, Director of HR and Risk Management, Director of Finance, and Director of GIS.
The Board of Supervisors approved a 3 percent merit raise for: Director of the Flood Control District, Director of Development Services, and Director of Facilities.
Not all county employees were able to receive a merit raise, Human Resources Director Wendy Ross said.
County policy on merit raises states: To be eligible, employees must have successfully completed original probation, if applicable, and received at least a meets standards on their most recent annual performance appraisal.
Some employees are ineligible, such as temporary employees, seasonal employees and employees who are still are on original probation, Ross added.