Few things excite the workforce more than the prospect of a pay raise.
Persistent labor challenges led Summit County to approve a 10% cost of living adjustment for its employees as part of the 2023 budget, and the County Courthouse is considering another increase to stay competitive. However, officials appeared divided about whether that’s still the best approach to retention.
Summit County Manager Shayne Scott and Human Resources Director David Warnock met with the County Council on Wednesday for a discussion about the 2024 budget and whether county employees need another salary increase to thwart the effects of inflation.
Officials last year approved $3 million in the budget to go toward attracting and keeping its workforce. Scott this week said it’s made a significant difference so he’s proposing a 4% cost of living adjustment in 2024.
The turnover ratio was nearly cut in half, making it the lowest since 2016. The rate was 8.3% in September compared to 18% in 2022.
Twenty-three people resigned from their positions this year. A small percentage, less than 9%, took a similar position because the position offered more money or was closer to home. Last year, 62% of resignations were for lateral jobs. About 30% left for a better opportunity or promotion while 26% moved, with the majority of people leaving the state. The other 30% of turnover, or 10 people, retired or were terminated.
The COLA also had a positive impact on recruitment, according to Warnock. There have been 1,070 applications so far this year compared to 900 in all of 2022. More people are applying for openings, too, and 53% of applicants are county residents. There are fewer open positions compared to last year and it’s taking less time to fill jobs.
Summit County was also able to grow its workforce to just under 400 people this year, which is about 50 more than when the coronavirus pandemic began. Unemployment in Utah remains low at 2.5%. Nationwide it sits at 3.8%.
“We want to continue that momentum with the 10%, but at the same time we realize the cost of living is …. a target to hit,” Scott said. “We want to retain and recruit the best people we can possibly get. If we could do that at 1% COLA, I think that’s what we’d be proposing. If it took 10%, I think that’s what we’d be proposing, too.”
Roger Armstrong, the chair of the County Council, was surprised to hear staffers were proposing another cost of living adjustment. Armstrong said he thought 10% was high last year and it should be expected that retention improved. He raised concerns about how much wages had increased over the last two years between the COLA and merit salary increases, which are granted after a yearly performance evaluation and are added to an individual’s base salary.
County Councilor Chris Robinson was more supportive of a 4% COLA as well as more opportunities for one-time bonuses. He agreed this helps keep quality staff while preventing salaries from compounding.
Nothing was decided at the County Council meeting this week. Scott and Warnock were directed to return in two weeks with a new proposal and further discussion.