The URL can be used to link to this page

06-05-2023 Agenda Packet BOCPERSON COUNTY BOARD OF COUNTY COMMISSIONERS MEETING AGENDA 304 South Morgan Street, Room 215 Roxboro, NC 27573-5245 336-597-1720 Fax 336-599-1609 June 5, 2023 7:00pm This meeting will convene in Room 215 of the County Office Building. CALL TO ORDER………………………………………………………… Chairman Powell INVOCATION PLEDGE OF ALLEGIANCE DISCUSSION/ADJUSTMENT/APPROVAL OF AGENDA PUBLIC HEARING: ITEM #1 (pg. 3) County Manager’s FY 2023-2024 Recommended Budget ………............ Chairman Powell INFORMAL COMMENTS The Person County Board of Commissioners established a 10-minute segment which is open for informal comments and/or questions from citizens of this county on issues, other than those issues for which a public hearing has been scheduled. The time will be divided equally among those wishing to comment. It is requested that any person who wishes to address the Board, register with the Clerk to the Board prior to the meeting. 1 ITEM #2 DISCUSSION/ADJUSTMENT/APPROVAL OF CONSENT AGENDA A.Budget Amendment #20 (pg. 4),B.Creation of the Person County Financing Corporation (pgs. 5-25)a.Articles of Incorporation Nonprofit Corporation,b.Unanimous Written Consent of the Board of the Board of Directors of Person County Financing Corporation adopting the Bylaws of the Corporation, Appointing Officers of the Corporation and addressing other matters related to the completion of the Organization of the Corporation,c.Written Consent of Incorporator of Person County Financing Corporation to Action without Meeting, andd.Bylaws of Person County Financing CorporationC.Person County Juvenile Crime Prevention Council (JCPC) Funding Recommendations for FY24 (pgs. 26-27) NEW BUSINESS: ITEM #3 (pgs. 28-116) Classification and Pay Study Update and Personnel Policy Revisions …….. Sonya Carver ITEM #4 (pg. 117) FY23 Funding Request for Purchase of New Ambulance ………… Thomas Schwalenberg ITEM #5 (pgs. 118-123) Person Industries Request for FY23 Fund Balance Appropriation …….. Amanda Everett CHAIRMAN’S REPORT MANAGER’S REPORT COMMISSIONER REPORTS/COMMENTS CLOSED SESSION #1 A motion to enter into Closed Session per General Statute 143-318.11(a)(4) for the purpose of discussion of matters relating to the location or expansion of industries or other businesses in the county (economic development) with the following individuals permitted to attend: County Attorney Ellis Hankins, County Manager Katherine Cathey, Clerk to the Board Brenda Reaves, and Economic Development Director Brandy Lynch. CLOSED SESSION #2 A motion to enter into Closed Session per General Statute 143-318.11(a)(3) for the purpose to consult with the county attorney in order to preserve the attorney-client privilege with the following individuals permitted to attend: County Attorney Ellis Hankins, County Manager Katherine Cathey, and Clerk to the Board Brenda Reaves. Note: All Items on the Agenda are for Discussion and Action as deemed appropriate by the Board. 2 NOTICE OF BUDGET PUBLIC HEARING PERSON COUNTY BOARD OF COMMISSIONERS Official notice is hereby given that the Fiscal Year 2023-2024 Budget for Person County has been presented to the Board of Commissioners by the County Manager, and is available for public inspection in the Office of the Clerk to the Board of Commissioners in Room 212 of the Person County Office Building, from 8:30 a.m. until 5:00 p.m. Monday through Friday, at the Public Library during operating hours, and on Person County’s website, www.personcountync.gov. In accordance with N. C. General Statute 159-12(b), the Person County Board of Commissioners will conduct a Budget Public Hearing on Monday, June 5, 2023, at 7:00 p.m. The Budget Public Hearing will be held in Room 215 of the Person County Office Building, 304 S. Morgan Street, Roxboro, NC; citizens will have an opportunity to address the Board of Commissioners concerning the recommended budget. Brenda B. Reaves, MMC, NCMCC Clerk to the Board 3 6/5/2023 Dept./Acct No.Department Name Amount Incr / (Decr) EXPENDITURES General Fund Public Safety 57,390 Culture and Recreation 15,057 Transportation 167,673 Contingency (55,680) REVENUES General Fund Other Revenues 5,690 Charges for Services 11,782 Intergovernmental Revenue 166,968 Explanation: Account Number Account Description $Revenues incr. (decr.) (cr.) dr. $Expenditures incr. (decr.) dr. (cr.) 100-389890 Miscellaneous Revenues 745 1004520-435300 PATS-Maint & Repair/Vehicles -745 100-389890 Miscellaneous Revenues 1,670 - 1004310-435300 Sheriff's Office-Maint & Repair/Vehicles 1,670 10025-333500 Court Judgements 40 1004310-435300 Sheriff's Office-Maint & Repair/Vehicles 40 10025-336840 Animal Control-Donation 1,025 1004380-420000 Animal Control-Supplies 1,025 10035-338342 PATS-APR Grant 82,528 1004520-429314 PATS-APR Grant 82,528 10035-337231 PATS Capital Grant 84,400 1004521-454000 PATS-Capital Outlay Vehicles 84,400 10055-361842 SportsPlex-Donation 2,250 1006123-435100 SportsPlex-Maint & Repair/Bldg & Grounds 2,250 10055-361412 Kirby-Recreation Fees 3,240 10055-361420 Kirby-Ticket Sales 8,542 1006122-412600 Kirby-S&W Part-Time 8,782 1006122-430000 Kirby-Contract Services 3,000 1009910-499600 Contingency-Fuel (55,680) 1004310-425000 Sheriff's Office-Fuel 55,680 Totals 184,440 184,440 BUDGET AMENDMENT #20 Received insurance claims for damages to PATS vehicle ($745) and Sheriff Office vehicle ($1,670); received court judgement for damage to Sheriff's Office vehicle ($40); recognize donations to Animal Services ($1,025) to support increasing supply expenditures; recognize the Person Area Transportation ARP Grant ($82,528) and Person Area Transportation Capital Grant ($84,400); recognize donation to SportsPlex ($2,250) to support grounds maintenance and repair; amend excess Kirby revenues ($11,782) to support Kirby part-time and contract services; and apply Fuel Contingency funds (-$55,680) to support Sheriff Office fuel costs ($55,680). BUDGET ADJUSTMENT DETAIL 4 AGENDA ABSTRACT Meeting date: June 5, 2023 Agenda Title: Creation of the Person County Financing Corporation Summary of Information: The attached documentation authorizes the creation of the Person County Financing Corporation (the “Corporation”), which we have been advised by our bond counsel is necessary in order to allow the County to utilize limited obligation bond (LOB) financing. While the County is authorized under 160A-20 to finance a project in installments with a direct lender, the County cannot “securitize” that same installment payment obligation and sell that through the capital markets without the use of a financing corporation. Under a LOB structure, the Corporation – who will be the issuer of the LOBs – will enter into an Indenture with a Trustee pursuant to which the LOBs will be issued – this is where the proceeds that are used to fund the project will come from. At the same time, the County will contract with the Corporation through an Installment Financing Contract and the installment payments made by the County will be used by the Trustee to pay principal and interest to the holders of the LOBs. The Corporation will have no assets and no funds will flow through it. The Corporation will assign all of its rights and responsibilities to the Trustee for the benefit of bondholders at the time the LOB documents are signed. In consultation with bond counsel, the County has proposed to have County staff fill the Corporation director and officer roles in order to facilitate the execution and delivery of closing documents and other administrative needs related to the issuance of LOBs. Recommended Action: To delegate authority to the Finance Director and the County Manager to create the Person County Financing Corporation, using the documentation provided to the Board as presented. Submitted By: Amy Wehrenberg, Finance Director 5 PPAB 8034801v1 State of North Carolina Department of the Secretary of State ARTICLES OF INCORPORATION NONPROFIT CORPORATION Pursuant to §55A-2-02 of the General Statues of North Carolina, the undersigned does hereby submit these Articles of Incorporation for the purpose of forming a nonprofit corporation. 1. The name of the corporation is Person County Financing Corporation. 2. The street address and county of the initial registered office of the corporation is: Person County Office Building 304 S. Morgan Street Roxboro, North Carolina 27573 Person County 3. The mailing address of the initial registered office of the corporation is: Person County Office Building 304 S. Morgan Street Roxboro, North Carolina 27573 4. The name of the initial registered agent is Tracy Clayton. 5. The name and address of each incorporator is as follows: Rebecca Joyner 301 Fayetteville Street, Suite 1400 Raleigh, North Carolina 27601 6. The corporation will not have members. 7. Provisions regarding the distribution of the corporation’s assets on its dissolution are attached hereto as Attachment A. 8. The corporation is a charitable or religious corporation as defined in §55A-1-40(4) of the General Statues of North Carolina. The corporation is specifically organized and shall be operated exclusively for the purpose of promoting the general welfare of the citizens of Person County, North Carolina (the “County”) by assisting the County in carrying out its governmental functions through the acquisition, construction, operation, sale or lease of real estate and improvements, facilities and equipment. The corporation is authorized and empowered: (a) to plan, finance, refinance, construct, acquire, lease, sell and convey real estate, improvements to real estate, furnishings and equipment; (b) to solicit, receive, maintain and administer any funds or property, real or personal, tangible or intangible; and 6 2 PPAB 8034801v1 (c) to possess and exercise such general and additional powers as are conferred by the laws of the State of North Carolina on nonprofit corporations organized under Chapter 55A of the General Statutes of North Carolina, subject to the limitations contained in Chapter 55A of the General Statutes of North Carolina. 9. The street address and county of the principal office of the corporation is: Person County Office Building 304 S. Morgan Street Roxboro, North Carolina 27573 Person County 10. The mailing address of the principal office of the corporation is: Person County Office Building 304 S. Morgan Street Roxboro, North Carolina 27573 11. No part of the net earnings of the corporation shall inure to the benefit of any member, trustee, director, or officer of the corporation, or any private individual (except that reasonable compensation may be paid for services rendered to or for the corporation), and no member, trustee, or officer of the corporation or any private individual shall be entitled to share in the distribution of any of the corporate assets on dissolution of the corporation. 12. Any actions of the directors of the corporation may be executed in multiple counterparts, each of which shall be deemed an original agreement, but all of which taken together will constitute but one and the same agreement. The counterparts of any such action of the directors of the corporation may be executed and delivered by electronic signature (including portable document format or DocuSign) by the directors of the corporation and the directors may rely on the receipt of such document so executed and delivered electronically as if the original had been received. 13. To the fullest extent permitted by the North Carolina Nonprofit Corporation Act as it exists or may hereafter be amended, a director of the corporation shall not be liable for monetary damages to the corporation or any of its members, if applicable, for breach of duty as a director. No amendment or repeal of this article, nor the adoption of any provision to these Articles of Incorporation inconsistent with this article, shall eliminate or reduce the protection granted herein with respect to any matter that occurred prior to such amendment, repeal, or adoption. 14. These articles will be effective when filed. This the __ day of ________ 2023. Rebecca Joyner, Incorporator 7 3 PPAB 8034801v1 ATTACHMENT A Distribution of Assets on Dissolution On dissolution of Person County Financing Corporation (the “Corporation”), all liabilities and obligations of the Corporation shall be paid and discharged, or adequate provision shall be made for such liabilities and obligations, and the remainder of the Corporation’s assets shall be distributed as follows: (1) Assets held by the Corporation on condition requiring return, transfer, or conveyance, which condition occurs by reason of the dissolution, shall be returned, transferred, or conveyed in accordance with such requirements. (2) Assets which are legally required to be used for a particular purpose, if any, shall be transferred or conveyed to one or more domestic or foreign corporations, societies or organizations engaged in activities substantially similar to those of the Corporation, pursuant to the plan of dissolution. (3) Other assets, if any, shall be distributed to Person County, North Carolina. 8 PPAB 8036453V1 UNANIMOUS WRITTEN CONSENT OF THE BOARD OF DIRECTORS OF PERSON COUNTY FINANCING CORPORATION ADOPTING THE BYLAWS OF THE CORPORATION, APPOINTING OFFICERS OF THE CORPORATION AND ADDRESSING OTHER MATTERS RELATING TO THE COMPLETION OF THE ORGANIZATION OF THE CORPORATION WHEREAS, the Person County Financing Corporation (the “Corporation”) has been duly created and organized pursuant to and in accordance with the provisions of the North Carolina Nonprofit Corporation Act, General Statutes of North Carolina Chapter 55A-1-01 et seq., as amended (the “Act”), to carry out the purposes stated in its Articles of Incorporation, among which is assisting Person County, North Carolina (the “County”) in the financing and refinancing of the purchase of real or personal property; WHEREAS, pursuant to the Act, Rebecca Joyner, as the sole incorporator of the Corporation, elected the initial Directors of the Corporation and charged the Directors with completing the organization of the Corporation; WHEREAS, the undersigned (the “Directors”) constitute all of the members of the Corporation’s Board of Directors (the “Board”) and the Directors wish to complete the organization of the Corporation pursuant to the Act. NOW, THEREFORE, BE IT RESOLVED BY PERSON COUNTY FINANCING CORPORATION, AS FOLLOWS: Section 1. The acts and conduct of the incorporator, Rebecca Joyner, in connection with the organization of the Corporation are hereby ratified, confirmed, approved and adopted as acts and conduct by and on behalf of the Corporation and are deemed to be in the Corporation’s best interests. Section 2. Having completed the activities for which she was responsible, the incorporator is hereby relieved of any further duties and responsibilities in that regard, and the Corporation hereby agrees to indemnify and hold harmless the incorporator for any loss, liability or expense arising from the acts or conduct of the incorporator in such capacity. Section 3. The bylaws attached hereto as Exhibit A (the “Bylaws”) are hereby in all respects approved and adopted as the bylaws of this Corporation for the regulation of its business and affairs, and the Bylaws shall be made a part of the minute book of the Corporation along with these minutes. Section 4. The following persons are hereby appointed to the offices designated opposite their respective names below, each to serve in accordance with the Bylaws of the Corporation and at the direction of the Board until death, resignation, retirement, removal or disqualification, or until a successor is appointed: Name Office Katherine M. Cathey President Amy L. Wehrenberg Vice President Tracy Clayton Vice President, Treasurer and Secretary Carlos E. Manzano Assistant Secretary Section 5. The officers of the Corporation are hereby authorized and directed to procure and maintain the necessary corporate books and records in accordance with the Bylaws of the Corporation and the laws of the State of North Carolina. 9 2 PPAB 8036453V1 Section 6. In connection with discharging their respective duties as officers of the Corporation, including, without limitation, in connection with the maintenance, preparation and filing of books, records, reports and returns, the officers of the Corporation are hereby authorized and directed, individually and collectively, to procure, in their discretion, such legal, accounting and other professional services and assistances as they may reasonably require or deem advisable in order to properly discharge the duties of their offices, and that the reasonable expenses therefor shall be charged to the Corporation. Section 7. That if any section, phrase or provision of this Unanimous Written Consent is for any reason declared to be invalid, such declaration shall not affect the validity of the remainder of the sections, phrases or provisions of this Unanimous Written Consent. Section 8. By his or her signature below, each Director hereby waives any notice with respect to this meeting required by applicable law. As permitted by Section 55A-8-21 of the North Carolina General Statutes, this action is taken by written consent of each Director as evidenced by his or her signature below. This Unanimous Written Consent may be executed in one or more counterparts, each of which shall be deemed an original, and all of which shall constitute one and the same instrument. This Unanimous Written Consent shall be filed with the minutes of the proceedings of this Board. Any copy, facsimile or other reliable reproduction of this Unanimous Written Consent may be substituted or used in lieu of the original writing for any and all purposes for which the original writing could be used. THIS ACTION IS EFFECTIVE as of the ___ day of __________, 2023. Katherine M. Cathey, Director Amy L. Wehrenberg, Director Tracy Clayton, Director 10 3 PPAB 8036453V1 Exhibit A BYLAWS of PERSON COUNTY FINANCING CORPORATION * * * ARTICLE I OFFICES Section 1. Principal Office. The principal office of Person County Financing Corporation (the “Corporation”) shall be as stated in the Corporation’s Articles of Incorporation. Section 2. Registered Office and Agent. The registered office and agent of the Corporation shall be as stated in the Articles of Incorporation. Section 3. Other Offices. The corporation may have offices at such other places within the State of North Carolina, as the Board of Directors may from time to time determine, or as the affairs of the Corporation may require. ARTICLE II MEMBERS The Corporation shall have no members. ARTICLE III DIRECTORS Section 1. General Power. All Corporate powers shall be exercised by or under the authority of, and the business and affairs of the Corporation managed under the direction of, its Board of Directors. Section 2. Number, Term and Qualifications. The Board of Directors shall consist of three Directors. The County Manager, the Finance Director and the Assistant Finance Director of Person County, North Carolina (the “County”) shall serve as Directors ex officio their positions with the County. If a Director ceases to serve on the Board of Directors because he or she ceases to serve as County Manager, Finance Director or Assistant Finance Director of the County, as the case may be, then such Director’s position on the Board of Directors shall be deemed vacant until filled by the person appointed to such office (whether on an interim or permanent basis). If any such office with the County ceases to exist, then the corresponding vacancy on the Board of Directors shall be filled by the person appointed to (1) the position with the County created in place and instead of such office, if applicable, or (2) the position with the County whose responsibilities most closely align with the day-to-day duties and responsibilities of such office. Section 3. Other Vacancies. If for any reason a vacancy of the Board of Directors cannot be filled as set forth in Section 2 above, then such vacancy shall be filled by the appointment of the then- acting chief executive officer of the County. 11 4 PPAB 8036453V1 Section 4. Chairman. There may be a Chairman of the Board of Directors elected by the Directors from their number at any meeting of the Board. The Chairman shall preside at all meetings of the Board of Directors and perform other such duties as may be directed by the Board of Directors. Section 5. Compensation. The Board of Directors may fix the compensation of Directors. ARTICLE IV MEETINGS AND ACTION OF THE BOARD Section 1. Regular Meetings. The Board of Directors may provide, by resolution, the time and place, within the State of North Carolina, for the holding of one or more regular meetings for the purpose of transacting such business as may be properly brought before the meeting. Section 2. Special Meetings. Special meetings of the Board of Directors may be called by the Chairman or Secretary or shall be called by either of them upon the written request of the majority of the Directors. Section 3. Presence at Meetings. The Board of Directors may permit any or all Directors to participate in a regular or special meeting by, or conduct the meeting through the use of, any means of communication by which all Directors participating may simultaneously hear each other or read each of the other Directors’ comments during the meeting. A Director participating in a meeting by this means is deemed to be present in person at the meeting. Section 4. Notice of Meetings. Regular and Special meetings of the Board of Directors shall be held on such notice sent by any usual means of communication not less than seven days before the meeting. Such notice shall reasonably describe the purpose of the said meeting. Section 5. Waiver of Notice. A Director may waive any notice required by law or these Bylaws before or after the date and time stated in the notice. The waiver shall be in writing, signed by the Director entitled to the notice, and filed with the minutes or corporate records. A Director's attendance at or participation in a meeting waives any required notice to him of the meeting unless the Director, at the beginning of the meeting (or promptly upon his arrival), objects to holding the meeting or transacting business at the meeting and does not thereafter vote for or assent to action taken at the meeting. Section 6. Quorum. A majority of the Directors fixed by these Bylaws shall constitute a quorum for the transaction of business at any meeting of the Board of Directors. Section 7. Action Without Meeting. To the extent permitted by applicable law, action required or permitted to be taken by a meeting of the Board of Directors may be taken without a meeting if the action is taken by all members of the Board of Directors. The action must be evidenced by one or more written consents signed by each Director before or after such action, describing the action taken, and included in the minutes or filed with the corporate records reflecting the action taken. Action taken under this section is effective when the last Director signs the consent, unless the consent specifies a different effective date. A consent signed under this section has the effect of a meeting vote and may be described as such in any document. 12 5 PPAB 8036453V1 ARTICLE V COMMITTEES Section 1. Creation. The Board of Directors may create one or more committees and appoint members of the Board of Directors to serve on them. Each committee shall have two or more members who serve at the pleasure of the Board of Directors. Section 2. Approval of Committees. The creation of a committee and appointment of members to it shall be approved by a majority of the Directors in office when the action is taken. Section 3. Meetings of Committees. The procedures set forth in Article IV governing meetings, action without meetings, notice and waiver of notice, and quorum and voting requirements of the Board of Directors, apply also to committees and their members. Section 4. Authority. To the extent specified by written action of the Board of Directors, each committee may exercise the authority of the Board of Directors under Article III; provided, however, a committee may not act on behalf of the Corporation or the Board of Directors to: (a) authorize distributions; (b) approve dissolution, merger or the sale, pledge, or transfer of all or substantially all of the corporation’s assets; or (c) adopt, amend, or repeal the Articles of Incorporation or Bylaws. ARTICLE VI OFFICERS Section 1. Number. The officers of the Corporation shall consist of a President, a Secretary, a Treasurer, and such Vice Presidents, Assistant Secretaries, Assistant Treasurers and other officers as the Board of Directors may from time to time elect. Any two or more offices may be held by the same person, but no individual may act in more than one capacity where action of two or more officers is required. Section 2. Election and Term. The officers of the Corporation shall be elected by the Board of Directors at any regular or special meeting. Each officer shall hold office until his death, resignation, retirement, removal, or disqualification. Section 3. Removal. Any officer or agent may be removed by the Board of Directors with or without cause, but such removal shall be without prejudice to the express and written contract rights, if any, of the person so removed. Section 4. President. The President shall have and exercise general charge and general supervision of the affairs of the Corporation and shall perform such other duties and have such other powers as may be assigned to him by the Board of Directors. Section 5. Vice Presidents. In the absence or disability of the President, any Vice President shall have the powers and duties of the President. Any Vice President shall also have general administrative duties under the direction of the President and such other duties as may be assigned to him by the Board of Directors. 13 6 PPAB 8036453V1 Section 6. Secretary. The Secretary shall keep accurate records of the acts and proceedings of all meetings of Directors. He shall give all notices required by law and by the Bylaws. He shall have general charge of the corporate books and records and of the corporate seal, and he shall affix the corporate seal to any lawfully executed instrument requiring it. He shall sign such instruments as may require his signature. He shall perform all duties incident to the office of a Secretary and such other duties as may be assigned to him from time to time by the President or the Board of Directors. Section 7. Treasurer. The Treasurer shall have custody of all funds and securities belonging to the Corporation and shall receive, deposit or disburse the same under the direction of the Board of Directors. He shall keep full and accurate accounts of the finances of the Corporation in books especially provided for that purpose. The Treasurer shall perform all duties incident to his office and such other duties as may be assigned to him from time to time by the President or by the Board of Directors. Section 8. Assistant Secretaries and Treasurers. The Assistant Secretaries and Assistant Treasurers shall, in the absence or disability of the Secretary or the Treasurer, respectively, perform the duties and exercise the powers of those offices, and they shall perform such other duties as shall be assigned to them by the Secretary or the Treasurer, respectively, or by the President or the Board of Directors. Section 9. Bonds. The Board of Directors may by resolution require any and all officers, agents, and employees of the Corporation to give bond to the Corporation, with sufficient sureties, conditioned on the faithful performance of the duties of their respective offices or positions, and to comply with such other conditions as may from time to time be required by the Board of Directors. ARTICLE VII INDEMNIFICATION Any person who at any time serves or has served as a director or officer of the Corporation, or who, while serving as a director or officer of the Corporation, serves or has served, at the request of the Corporation, as a director, officer, partner, trustee, employee or agent of another corporation, partnership, joint venture, trust or other enterprise, or as a trustee or administrator under an employee benefit plan, shall have a right to be indemnified by the Corporation to the fullest extent permitted by the North Carolina Nonprofit Corporation Act, as it now exists or may hereafter be amended, against (a) reasonable expenses, including attorneys' fees, incurred by him in connection with any threatened, pending or completed civil, criminal, administrative, investigative or arbitrative action, suit or proceeding (and any appeal therein), whether or not brought by or on behalf of the Corporation, seeking to hold him liable by reason of the fact that he is or was acting in such capacity, and (b) reasonable payments made by him in satisfaction of any judgment, money decree, fine (including an excise tax assessed with respect to an employee benefit plan), penalty or settlement for which he may have become liable in any such action, suit or proceeding. The Board of Directors of the Corporation shall take all such action as may be necessary and appropriate to authorize the Corporation to pay the indemnification required by this Article including, without limitation, making a determination that indemnification is permissible in the circumstances and a good faith evaluation of the manner in which the claimant for indemnity acted and of the reasonable amount of indemnity due him. The Board of Directors may appoint a committee or special counsel to make such determination and evaluation. Any person who at any time after the adoption of this Article serves or has served in the aforesaid capacity for or on behalf of the Corporation shall be deemed to be doing or to have done so in reliance upon, and as consideration for, the right of indemnification provided herein. Such right shall inure to the benefit of the legal representatives of any such person and shall not be exclusive of any other rights to which such person may be entitled apart from the provisions of this Article. Notwithstanding the other provisions of this Article, the Corporation may not indemnify any person if such indemnification would subject the Corporation to income or excise tax 14 7 PPAB 8036453V1 under the of the United States Internal Revenue Code of 1986 (the "Code") (or corresponding provisions of any future United States Internal Revenue law). ARTICLE VIII CONTRACTS, LOANS AND DEPOSITS Section 1. Contracts. The Board of Directors may authorize any officer or agent to enter into any contract or execute and deliver any instrument on behalf of the Corporation, and such authority may be general or confined to specific instances. Section 2. Loans. No loans shall be contracted on behalf of the Corporation and no evidence of indebtedness shall be issued in its name unless authorized by a resolution of the Board of Directors. Such authority may be general or confined to specific instances. Section 3. Checks and Drafts. All checks, drafts or other orders for the payment of money issued in the name of the Corporation shall be signed by such officer or officers, agent or agents of the Corporation and in such a manner as shall from time to time be determined by resolution of the Board of Directors. Section 4. Deposits. All funds of the Corporation not otherwise employed shall be deposited from time to time to the credit of the Corporation in such depositories as the Board of Directors shall direct. ARTICLE IX DISTRIBUTIONS Section 1. Except as provided by this Article and in the Articles of Incorporation, the Corporation shall not make any distributions. Section 2. Except as provided in Section 3 hereof, the Corporation may make distributions to any entity that is exempt under Section 501(c)(3) of the Internal Revenue Code of 1986 or any successor section, or that is organized exclusively for one or more of the purposes specified in Section 501(c)(3) of the Internal Revenue Code of 1986 or any successor section and upon dissolution shall distribute its assets as provided in the Articles of Incorporation. Section 3. The Corporation shall not make any distribution under Section 3 of this Article if at the time or as a result of such distribution the Corporation would not be able to pay its debts as they become due in the usual course of business or the Corporation’s total assets would be less than the sum of its total liabilities. 15 8 PPAB 8036453V1 ARTICLE X REPORTS AND RECORDS The Corporation shall keep and file such records as are required by the Nonprofit Corporation Act of the State of North Carolina, including, minutes of all meetings of members and the Board of Directors, records of all actions taken by the Board of Directors and records of all actions taken by committees of the Board of the Directors. ARTICLE XI GENERAL PROVISIONS Section 1. Seal. The seal of the Corporation shall bear the following inscription and is hereby adopted as the corporate seal of the Corporation: [SEAL] Section 2. Amendments. The Board of Directors may amend or repeal these Bylaws as provided in the Articles of Incorporation. Section 3. Execution in Counterparts; Electronic Signatures. As provided in the Articles of Incorporation, any actions of the Board of Directors may be executed in multiple counterparts, each of which shall be deemed an original agreement, but all of which taken together will constitute but one and the same agreement. The counterparts of any such action of the Board of Directors may be executed and delivered by electronic signature (including portable document format or DocuSign) by the Directors and the Board of Directors may rely on the receipt of such document so executed and delivered electronically as if the original had been received. Section 4. Fiscal Year. The Corporation shall operate on a fiscal year ending June 30. Section 5. Discrimination. The Corporation shall not discriminate against any individual or team, or take any action of any nature, based upon race, religion, sex, national origin or political affiliation of any individual. Section 6. Gender. Words of the masculine gender used in these Bylaws include correlative words of the feminine and neuter genders. 16 9 PPAB 8036453V1 I, Tracy Clayton, the Secretary of Person County Financing Corporation (the “Corporation”), hereby certify that attached hereto is a true and correct copy of Resolutions adopted by the Board of Directors of the Corporation by Unanimous Written Consent on __________ ___, 2023, and said Resolutions are now in full force and effect as of the date set forth therein and have not been modified or revoked. This ___ day of __________, 2023. Tracy Clayton, Secretary Person County Financing Corporation 17 PPAB 8035002v1 WRITTEN CONSENT OF INCORPORATOR OF PERSON COUNTY FINANCING CORPORATION TO ACTION WITHOUT MEETING Pursuant to §55A-2-05 of the North Carolina Nonprofit Corporation Act, the undersigned, being the sole incorporator of Person County Financing Corporation, a North Carolina nonprofit corporation (the “Corporation”), does hereby adopt, consent to, and approve the resolutions shown on Exhibit A hereto. The undersigned, by executing this Written Consent, hereby directs that this document be filed with the minutes and proceedings of the Corporation and agrees that the actions taken in the attached resolutions shall have the same force and effect as if taken at a duly constituted organizational meeting of the incorporator of this Corporation. Signed and effective as of the ____ day of _____________, 2023. Rebecca Joyner, Incorporator 18 PPAB 8035002v1 Exhibit A Election of Directors RESOLVED, that the following persons are hereby elected as the initial directors of the Corporation, each to serve in such capacity until death, resignation, retirement, removal or disqualification or until a successor is appointed in accordance with the bylaws of the Corporation to be adopted by such directors: Katherine M. Cathey Tracy Clayton Amy L. Wehrenberg FURTHER RESOLVED, that the directors named above are hereby charged with completing the organization of the Corporation at a special meeting of the Board to be held at such time and place as all such directors may agree. 19 BYLAWS of PERSON COUNTY FINANCING CORPORATION * * * ARTICLE I OFFICES Section 1. Principal Office. The principal office of Person County Financing Corporation (the “Corporation”) shall be as stated in the Corporation’s Articles of Incorporation. Section 2. Registered Office and Agent. The registered office and agent of the Corporation shall be as stated in the Articles of Incorporation. Section 3. Other Offices. The corporation may have offices at such other places within the State of North Carolina, as the Board of Directors may from time to time determine, or as the affairs of the Corporation may require. ARTICLE II MEMBERS The Corporation shall have no members. ARTICLE III DIRECTORS Section 1. General Power. All Corporate powers shall be exercised by or under the authority of, and the business and affairs of the Corporation managed under the direction of, its Board of Directors. Section 2. Number, Term and Qualifications. The Board of Directors shall consist of three Directors. The County Manager, the Finance Director and the Assistant Finance Director of Person County, North Carolina (the “County”) shall serve as Directors ex officio their positions with the County. If a Director ceases to serve on the Board of Directors because he or she ceases to serve as County Manager, Finance Director or Assistant Finance Director of the County, as the case may be, then such Director’s position on the Board of Directors shall be deemed vacant until filled by the person appointed to such office (whether on an interim or permanent basis). If any such office with the County ceases to exist, then the corresponding vacancy on the Board of Directors shall be filled by the person appointed to (1) the position with the County created in place and instead of such office, if applicable, or (2) the position with the County whose responsibilities most closely align with the day-to-day duties and responsibilities of such office. Section 3. Other Vacancies. If for any reason a vacancy of the Board of Directors cannot be filled as set forth in Section 2 above, then such vacancy shall be filled by the appointment of the then- acting chief executive officer of the County. Section 4. Chairman. There may be a Chairman of the Board of Directors elected by the Directors from their number at any meeting of the Board. The Chairman shall preside at all meetings of the Board of Directors and perform other such duties as may be directed by the Board of Directors. 20 PPAB 8035444v1 2 Section 5. Compensation. The Board of Directors may fix the compensation of Directors. ARTICLE IV MEETINGS AND ACTION OF THE BOARD Section 1. Regular Meetings. The Board of Directors may provide, by resolution, the time and place, within the State of North Carolina, for the holding of one or more regular meetings for the purpose of transacting such business as may be properly brought before the meeting. Section 2. Special Meetings. Special meetings of the Board of Directors may be called by the Chairman or Secretary or shall be called by either of them upon the written request of the majority of the Directors. Section 3. Presence at Meetings. The Board of Directors may permit any or all Directors to participate in a regular or special meeting by, or conduct the meeting through the use of, any means of communication by which all Directors participating may simultaneously hear each other or read each of the other Directors’ comments during the meeting. A Director participating in a meeting by this means is deemed to be present in person at the meeting. Section 4. Notice of Meetings. Regular and Special meetings of the Board of Directors shall be held on such notice sent by any usual means of communication not less than seven days before the meeting. Such notice shall reasonably describe the purpose of the said meeting. Section 5. Waiver of Notice. A Director may waive any notice required by law or these Bylaws before or after the date and time stated in the notice. The waiver shall be in writing, signed by the Director entitled to the notice, and filed with the minutes or corporate records. A Director's attendance at or participation in a meeting waives any required notice to him of the meeting unless the Director, at the beginning of the meeting (or promptly upon his arrival), objects to holding the meeting or transacting business at the meeting and does not thereafter vote for or assent to action taken at the meeting. Section 6. Quorum. A majority of the Directors fixed by these Bylaws shall constitute a quorum for the transaction of business at any meeting of the Board of Directors. Section 7. Action Without Meeting. To the extent permitted by applicable law, action required or permitted to be taken by a meeting of the Board of Directors may be taken without a meeting if the action is taken by all members of the Board of Directors. The action must be evidenced by one or more written consents signed by each Director before or after such action, describing the action taken, and included in the minutes or filed with the corporate records reflecting the action taken. Action taken under this section is effective when the last Director signs the consent, unless the consent specifies a different effective date. A consent signed under this section has the effect of a meeting vote and may be described as such in any document. 21 PPAB 8035444v1 3 ARTICLE V COMMITTEES Section 1. Creation. The Board of Directors may create one or more committees and appoint members of the Board of Directors to serve on them. Each committee shall have two or more members who serve at the pleasure of the Board of Directors. Section 2. Approval of Committees. The creation of a committee and appointment of members to it shall be approved by a majority of the Directors in office when the action is taken. Section 3. Meetings of Committees. The procedures set forth in Article IV governing meetings, action without meetings, notice and waiver of notice, and quorum and voting requirements of the Board of Directors, apply also to committees and their members. Section 4. Authority. To the extent specified by written action of the Board of Directors, each committee may exercise the authority of the Board of Directors under Article III; provided, however, a committee may not act on behalf of the Corporation or the Board of Directors to: (a) authorize distributions; (b) approve dissolution, merger or the sale, pledge, or transfer of all or substantially all of the corporation’s assets; or (c) adopt, amend, or repeal the Articles of Incorporation or Bylaws. ARTICLE VI OFFICERS Section 1. Number. The officers of the Corporation shall consist of a President, a Secretary, a Treasurer, and such Vice Presidents, Assistant Secretaries, Assistant Treasurers and other officers as the Board of Directors may from time to time elect. Any two or more offices may be held by the same person, but no individual may act in more than one capacity where action of two or more officers is required. Section 2. Election and Term. The officers of the Corporation shall be elected by the Board of Directors at any regular or special meeting. Each officer shall hold office until his death, resignation, retirement, removal, or disqualification. Section 3. Removal. Any officer or agent may be removed by the Board of Directors with or without cause, but such removal shall be without prejudice to the express and written contract rights, if any, of the person so removed. Section 4. President. The President shall have and exercise general charge and general supervision of the affairs of the Corporation and shall perform such other duties and have such other powers as may be assigned to him by the Board of Directors. Section 5. Vice Presidents. In the absence or disability of the President, any Vice President shall have the powers and duties of the President. Any Vice President shall also have general administrative duties under the direction of the President and such other duties as may be assigned to him by the Board of Directors. 22 PPAB 8035444v1 4 Section 6. Secretary. The Secretary shall keep accurate records of the acts and proceedings of all meetings of Directors. He shall give all notices required by law and by the Bylaws. He shall have general charge of the corporate books and records and of the corporate seal, and he shall affix the corporate seal to any lawfully executed instrument requiring it. He shall sign such instruments as may require his signature. He shall perform all duties incident to the office of a Secretary and such other duties as may be assigned to him from time to time by the President or the Board of Directors. Section 7. Treasurer. The Treasurer shall have custody of all funds and securities belonging to the Corporation and shall receive, deposit or disburse the same under the direction of the Board of Directors. He shall keep full and accurate accounts of the finances of the Corporation in books especially provided for that purpose. The Treasurer shall perform all duties incident to his office and such other duties as may be assigned to him from time to time by the President or by the Board of Directors. Section 8. Assistant Secretaries and Treasurers. The Assistant Secretaries and Assistant Treasurers shall, in the absence or disability of the Secretary or the Treasurer, respectively, perform the duties and exercise the powers of those offices, and they shall perform such other duties as shall be assigned to them by the Secretary or the Treasurer, respectively, or by the President or the Board of Directors. Section 9. Bonds. The Board of Directors may by resolution require any and all officers, agents, and employees of the Corporation to give bond to the Corporation, with sufficient sureties, conditioned on the faithful performance of the duties of their respective offices or positions, and to comply with such other conditions as may from time to time be required by the Board of Directors. ARTICLE VII INDEMNIFICATION Any person who at any time serves or has served as a director or officer of the Corporation, or who, while serving as a director or officer of the Corporation, serves or has served, at the request of the Corporation, as a director, officer, partner, trustee, employee or agent of another corporation, partnership, joint venture, trust or other enterprise, or as a trustee or administrator under an employee benefit plan, shall have a right to be indemnified by the Corporation to the fullest extent permitted by the North Carolina Nonprofit Corporation Act, as it now exists or may hereafter be amended, against (a) reasonable expenses, including attorneys' fees, incurred by him in connection with any threatened, pending or completed civil, criminal, administrative, investigative or arbitrative action, suit or proceeding (and any appeal therein), whether or not brought by or on behalf of the Corporation, seeking to hold him liable by reason of the fact that he is or was acting in such capacity, and (b) reasonable payments made by him in satisfaction of any judgment, money decree, fine (including an excise tax assessed with respect to an employee benefit plan), penalty or settlement for which he may have become liable in any such action, suit or proceeding. The Board of Directors of the Corporation shall take all such action as may be necessary and appropriate to authorize the Corporation to pay the indemnification required by this Article including, without limitation, making a determination that indemnification is permissible in the circumstances and a good faith evaluation of the manner in which the claimant for indemnity acted and of the reasonable amount of indemnity due him. The Board of Directors may appoint a committee or special counsel to make such determination and evaluation. Any person who at any time after the adoption of this Article serves or has served in the aforesaid capacity for or on behalf of the Corporation shall be deemed to be doing or to have done so in reliance upon, and as consideration for, the right of indemnification provided herein. Such right shall inure to the benefit of the legal representatives of any such person and shall not be exclusive of any other rights to which such person may be entitled apart from the provisions of this Article. Notwithstanding the other provisions of this Article, the Corporation may not indemnify any person if such indemnification would subject the Corporation to income or excise tax 23 PPAB 8035444v1 5 under the of the United States Internal Revenue Code of 1986 (the "Code") (or corresponding provisions of any future United States Internal Revenue law). ARTICLE VIII CONTRACTS, LOANS AND DEPOSITS Section 1. Contracts. The Board of Directors may authorize any officer or agent to enter into any contract or execute and deliver any instrument on behalf of the Corporation, and such authority may be general or confined to specific instances. Section 2. Loans. No loans shall be contracted on behalf of the Corporation and no evidence of indebtedness shall be issued in its name unless authorized by a resolution of the Board of Directors. Such authority may be general or confined to specific instances. Section 3. Checks and Drafts. All checks, drafts or other orders for the payment of money issued in the name of the Corporation shall be signed by such officer or officers, agent or agents of the Corporation and in such a manner as shall from time to time be determined by resolution of the Board of Directors. Section 4. Deposits. All funds of the Corporation not otherwise employed shall be deposited from time to time to the credit of the Corporation in such depositories as the Board of Directors shall direct. ARTICLE IX DISTRIBUTIONS Section 1. Except as provided by this Article and in the Articles of Incorporation, the Corporation shall not make any distributions. Section 2. Except as provided in Section 3 hereof, the Corporation may make distributions to any entity that is exempt under Section 501(c)(3) of the Internal Revenue Code of 1986 or any successor section, or that is organized exclusively for one or more of the purposes specified in Section 501(c)(3) of the Internal Revenue Code of 1986 or any successor section and upon dissolution shall distribute its assets as provided in the Articles of Incorporation. Section 3. The Corporation shall not make any distribution under Section 3 of this Article if at the time or as a result of such distribution the Corporation would not be able to pay its debts as they become due in the usual course of business or the Corporation’s total assets would be less than the sum of its total liabilities. 24 PPAB 8035444v1 6 ARTICLE X REPORTS AND RECORDS The Corporation shall keep and file such records as are required by the Nonprofit Corporation Act of the State of North Carolina, including, minutes of all meetings of members and the Board of Directors, records of all actions taken by the Board of Directors and records of all actions taken by committees of the Board of the Directors. ARTICLE XI GENERAL PROVISIONS Section 1. Seal. The seal of the Corporation shall bear the following inscription and is hereby adopted as the corporate seal of the Corporation: [SEAL] Section 2. Amendments. The Board of Directors may amend or repeal these Bylaws as provided in the Articles of Incorporation. Section 3. Execution in Counterparts; Electronic Signatures. As provided in the Articles of Incorporation, any actions of the Board of Directors may be executed in multiple counterparts, each of which shall be deemed an original agreement, but all of which taken together will constitute but one and the same agreement. The counterparts of any such action of the Board of Directors may be executed and delivered by electronic signature (including portable document format or DocuSign) by the Directors and the Board of Directors may rely on the receipt of such document so executed and delivered electronically as if the original had been received. Section 4. Fiscal Year. The Corporation shall operate on a fiscal year ending June 30. Section 5. Discrimination. The Corporation shall not discriminate against any individual or team, or take any action of any nature, based upon race, religion, sex, national origin or political affiliation of any individual. Section 6. Gender. Words of the masculine gender used in these Bylaws include correlative words of the feminine and neuter genders. 25 AGENDA ABSTRACT Meeting Date: June 5, 2023 Agenda Title: Person County Juvenile Crime Prevention Council (JCPC) Funding Recommendations for FY24 Summary of Information: Each year, funding is made available through the North Carolina Department of Public Safety/Division of Juvenile Justice to Person County and its Juvenile Crime Prevention Council (JCPC) to be utilized to address the needs of youth at-risk for delinquency as well as adjudicated undisciplined and delinquent youth in Person County. The funding comes in the form of a county allocation. All 100 counties in the State of North Carolina are allocated funds based on the population of youth in the county between the ages of 10 and 17. Annually, the JCPC Board conducts a planning process, which includes an array of legislated tasks: a review of the community risk factors and the risk levels of youth in the community; an assessment of the needs of the target populations; a review of the service resources available to address those needs; the identification of service gaps; and the strategic development of a plan to structure a seamless continuum of service programming to address the target population needs. As part of the development of the needed services identified in the continuum, there is a Request for Proposal (RFP) process that is completed by the JCPC Board. Non-profits and government entities may apply for the opportunity to provide services per the guidelines of the RFP. The JCPC Board reviews all requests and awards are made to service providers to address service needs identified by the JCPC Board. The JCPC Board makes its recommendation of expenditures of the allocation and presents its written annual planning documents to the Person County Board of County Commissioners for its approval. The JCPC Board performs this function as an extension of the Board of County Commissioners in its fulfillment of the legislated duties imposed upon them through general statute. For FY24, the JCPC Board recommends approval for the following funding:  Community Service, Interpersonal Skills, Teen Court, and Parenting Class & Family Advocacy programs provided by Roots and Wings,  Community connections (intensive wraparound services) program provided by Youth Villages, and  JCPC administration. Additionally, on an on-going basis, the JCPC evaluates the performance of its funded programs by annually monitoring each program through on-site visits and also monthly through program reporting at the local monthly JCPC meetings. The JCPC is also charged with the tasks of increasing public awareness of the causes of delinquency, addressing strategies to intervene and appropriately responding to and treating the needs of juveniles while at the same time reducing juvenile recidivism. The JCPC stands ready to respond to the changing needs of youth and service delivery in the community. Recommended Action: Adopt the JCPC funding plan for FY24. Submitted By: Martha Pickett, JCPC Chair 26 27 AGENDA ABSTRACT Meeting Date: June 5, 2023 Agenda Title: Classification and Pay Study Update and Personnel Policy Revisions Summary of Information: Staff will provide an overview of the Classification and Pay Study and information regarding implementation, including the methodology for how employee salaries will be calculated within the new salary ranges. Staff will also review recommended amendments to the Personnel Policy Manual for Article II. Position and Classification Plan and Article III. The Pay Plan. Recommended Action: Receive presentation and provide feedback to staff. Submitted By: Sonya Carver, Human Resources Director 28 Proposed Pay Plans Tuesday, May 30, 2023 Page 1 DRAFT 12:18:13 PM 29 Ann Min Mkt Ann Max Person County NC DRAFT 12 7.2 Code Proposed Class Title Proposed Pay Plans Unified $25,313 $32,436 $39,559101 KENNEL ATTENDANT9049 LIBRARY PAGE9020 $27,908 $35,761 $43,614103 CUSTODIAN2032 $29,303 $37,549 $45,794104 CUSTODIAL TECHNICIAN2156 DIRECT SUPPORT TECHNICIAN2031 $30,768 $39,426 $48,084105 COMM SOC SERV TECHNICIAN2011 PROCESSING ASST III2052 $32,306 $41,397 $50,488106 GROUNDS MAINTENANCE WORKER2100 INCOME MAINTENANCE TECHNICIAN2180 LIBRARY TECHNICIAN2102 OFFICE ASSISTANT IV2080 PI FIELD SUPERVISOR2081 TRANSIT SPECIALIST2083 $33,922 $43,467 $53,013107 ADMIN SUPPORT SPECIALIST2125 BUILDING MAINTENANCE TECH2157 PI ADMIN SUPPORT SPECIALIST2213 PROCESSING ASSISTANT IV2082 TAX CUSTOMER SERVICE REP2103 VETERAN'S SERVICES OFFICER9040 $35,618 $45,641 $55,663108 COMMUNITY EMPLOYMENT SPECIALIST2123 DEPUTY REGISTER OF DEEDS2126 HR ASSISTANT2130 INCOME MAINTENANCE CASEWORKER I2122 MED LAB TECHNICIAN I2251 SOCIAL WKR I TRAINEE2155 TELECOMMUNICATOR2160 $37,399 $47,923 $58,447109 ACCOUNTING TECH III2170 ADMIN ASST I2171 APPRAISAL TECHNICIAN2151 CHILD SUPPORT AGENT I2173 FINANCE TECH2198 INTERPRETER/BILLING REPRESENTATIVE2175 LIBRARY TECH SPECIALIST2197 PERMITS TECH2189 PI PRODUCTION COORDINATOR2079 PLANNING TECHNICIAN 8888 PROCESSING ASSISTANT V2131 PROCESSING UNIT SUPERVISOR V2129 SENIOR ADMIN SUPPORT SPEC2196 SENIOR GROUNDS MAINTENANCE WOR2127 SENIOR TAX CUSTOMER SERVICE REP2158 $39,269 $50,319 $61,369110 ACCOUNTING & PAYROLL TECH2182 Tuesday, May 30, 2023 Page 2 DRAFT 12:18:13 PM 30 Ann Min Mkt Ann Max Person County NC DRAFT 12 7.2 Code Proposed Class Title Proposed Pay Plans Unified $39,269 $50,319 $61,369110 INCOME MAINT INVESTIGATOR I2550 INCOME MAINTENANCE CASEWORKER II2176 LAND RECORDS SPECIALIST2212 LIBRARY OUTREACH COORDINATOR2153 PERSONAL PROPERTY APPRAISER2215 SENIOR ADMIN SUPP SPEC/EVID CUST2602 SENIOR BUILDING MAINTENANCE TECH2241 SOCIAL WORKER I2193 $41,232 $52,835 $64,437111 ACCOUNTING TECH IV2230 ADMIN ASST II2172 ADMIN SUPPORT SUPERV2202 CHILD SUPPORT AGENT II2231 DETENTION OFFICER2159 EMS EMT2284 HR COORDINATOR7777 LEAD PERMIT TECHNICIAN2185 PUBLIC HEALTH ED I2587 TELECOMMUNICATOR EMD2194 $43,294 $55,477 $67,659112 DEPUTY ELECTIONS DIRECTOR9092 ECOMONIC DEVELOPMENT SPECIALIST2220 EMS ADVANCED EMT2121 INCOME MAINTENANCE CASEWORKER III2234 NUTRITIONIST II2254 OUTDOOR REC PRG SPEC2256 PI PROGRAM COORDINATOR2203 RECREATION PROGRAM SPECIALIST2276 SENIOR DETENTION OFFICER2187 SENIOR FINANCE TECH2255 SENIOR TELECOMMUNICATOR2329 $45,458 $58,250 $71,042113 ADMINISTRATIVE OFFICER I2199 BUILD CODE ENFORCEMENT OFF I2270 DEPUTY SHERIFF2259 DEPUTY SHERIFF SRO2260 DEPUTY-ANIMAL CONTROL2150 FIRE INSPECTOR2295 PI BUSINESS OFFICER2302 SHERIFF EXECUTIVE ASST2305 TRANSPORTATION COORDINATOR2502 $47,731 $61,163 $74,594114 CHILD SUPPORT SUPERVISOR II2290 COMPUTER SYSTEMS ADMIN I2291 DETENTION SHIFT SUP2242 EMS PARAMEDIC2280 GROUND MAINTENANCE SUPV2322 HR GENERALIST2523 INCOME MAINTENANCE SUPV II2272 LIBRARIAN2298 Tuesday, May 30, 2023 Page 3 DRAFT 12:18:13 PM 31 Ann Min Mkt Ann Max Person County NC DRAFT 12 7.2 Code Proposed Class Title Proposed Pay Plans Unified $47,731 $61,163 $74,594114 NUTRITIONIST III2297 PAYROLL SPECIALIST2238 PERSONAL PROP APPR SUPV2277 PI PROGRAM MANAGER2343 REAL PROPERTY APPRAISER2301 SENIOR DEPUTY SHERIFF2244 SOCIAL WORKER II2274 SOIL CONSERVATIONIST2252 $50,118 $64,221 $78,324115 ACCOUNTING SPECIALIST II2320 ANIMAL SERVICES MANAGER2101 BUILDING MAINTENANCE SUPERVISOR2341 DEPUTY SHERIFF SPECIAL ASSIGNMENT2288 EMS SENIOR PARAMEDIC/FTE2285 ENVIRONMENTAL HEALTH SPEC2349 IT USER SUPPORT SPEC2351 PARK SUPERVISOR2414 PARKS MAINTENANCE SUPERVISOR2419 PI PRODUCTION MANAGER2192 PLANNER I2495 TELECOMMUNICATIONS SUPERVISOR2239 $52,624 $67,432 $82,240116 911 TRAINING AND QA SUPV2236 ASST LIBRARY DIR/PROG SVCS LIB2330 DEPUTY SHERIFF SERGEANT2328 DETENTION ADMIN OFFICER2218 DETENTION LIEUTENANT2289 EMERGENCY MGT PLANNER I2589 EMS FIELD TRAINING SUPV/LT2281 PI LEAD PROGRAM MANAGER2339 SOCIAL WORKER III2324 TAX COLLECTIONS SUPERVISOR2300 $55,255 $70,804 $86,352117 ACCOUNTING SUPERVISOR2340 CLERK TO THE BOARD/EXEC ASST2391 DEPUTY SHERIFF LIEUTENANT2377 DEPUTY SHERIFF TECHNOLOGY SPECIALIST2287 EMS EDUCATION COORDINATOR5678 EMS FIELD MEDICAL OFFICER2282 EMS LOGISTICS COORDINATOR1234 ENVIRON HEALTH PROG SPEC2390 GIS ANALYST2433 HR AND RISK MANAGER2169 SENIOR CODE ENFORCEMENT OFFICER2376 SENIOR IT USER SUPPORT SPEC2356 SOCIAL WORK SUPV II2345 SOCIAL WORKER-INVESTIGATIVE/ASSESSMENT & TREATMENT2346 SOIL & WATER DIRECTOR2267 $58,018 $74,344 $90,670118 ANIMAL SERVICES DIRECTOR2370 Tuesday, May 30, 2023 Page 4 DRAFT 12:18:14 PM 32 Ann Min Mkt Ann Max Person County NC DRAFT 12 7.2 Code Proposed Class Title Proposed Pay Plans Unified $58,018 $74,344 $90,670118 ASSISTANT ECO DEV DIR2590 ASSISTANT PERSON INDUSTRIES DIRECTOR2416 HUMAN SERVICES EVAL II2243 PH QUALITY ASSUR SPECIALIST II2438 PUBLIC HEALTH NURSE II2412 $60,919 $78,061 $95,203119 ASSISTANT RECREATION, ARTS & PARKS DIRECTOR2379 DEPUTY SHERIFF CAPTAIN2378 DETENTION CAPTAIN2451 EMS DIVISION CHIEF2430 FIRE MARSHAL2294 INCOME MAINT ADMINISTRATOR I2393 PROPERTY APPRAISAL MANAGER2452 PUBLIC HEALTH NURSE III2432 TELECOMMUNICATIONS DIVISION CHIEF2435 $63,965 $81,964 $99,963120 NETWORK ADMINISTRATOR2453 SOCIAL WORK SUPV III2411 SYSTEM ADMINISTRATOR - IT2358 $67,163 $86,062 $104,962121 CHIEF COMMANDER (MAJOR)2509 ELECTIONS DIRECTOR2342 ENVIRONMENTAL HEALTH SUPV II2475 PUBLIC INFORMATION OFFICER5555 REGISTER OF DEEDS2470 SOCIAL WORK PROGRAM MGR2431 $70,521 $90,365 $110,210122 CHIEF INFORMATION SECURITY OFFICER2357 PUBLIC HEALTH SUPV II2492 $74,047 $94,884 $115,720123 ASSISTANT FINANCE DIRECTOR2450 ASSISTANT IT DIR2458 CHIEF DEPUTY2510 GIS DIRECTOR2237 LIBRARY DIRECTOR2490 TRANSPORTATION DIRECTOR2371 $77,749 $99,628 $121,506124 INSPECTIONS DIRECTOR2493 RECREATION, ARTS & PARKS DIRECTOR2512 $81,637 $104,609 $127,582125 DEPUTY SOCIAL SERVICES DIRECTOR2591 ECONOMIC DEVELOPMENT DIRECTOR2588 PERSON INDUSTRIES DIRECTOR2540 $90,005 $115,332 $140,659127 GENERAL SERVICES DIRECTOR2520 HUMAN RESOURCES DIRECTOR2521 PLANNING DIRECTOR2586 TAX ADMINISTRATOR2560 $94,505 $121,098 $147,692128 CHIEF FINANCIAL OFFICER2580 Tuesday, May 30, 2023 Page 5 DRAFT 12:18:14 PM 33 Ann Min Mkt Ann Max Person County NC DRAFT 12 7.2 Code Proposed Class Title Proposed Pay Plans Unified $94,505 $121,098 $147,692128 CHIEF INFORMATION OFFICER2583 EMERGENCY SERVICES DIRECTOR2541 HEALTH DIRECTOR2581 SHERIFF2600 SOCIAL SERVICES DIRECTOR2582 $104,191 $133,511 $162,830130 ASSISTANT COUNTY MANAGER2620 $126,645 $162,283 $197,921134 COUNTY MANAGER2700 182 Active Proposed Classes in the Unified Pay Plan 182 Active Proposed Classes in Person County NC Tuesday, May 30, 2023 Page 6 DRAFT 12:18:14 PM 34 ADMINISTRATIVE ASSISTANT I Assigns management support responsibilities and schedules replacement coverage for clinics and front deskt. Interviews and evaluates applicants for management support positions and makes recommendations to the agency director. Provides administrative support to the Health Director including preparation agendas/meeting materials and taking minutes. Serves as Deputy Registrar for Person County. Checks certificates for deaths and births for accuracy, issues burial transit permits, disinterment/re-interment, and files weekly reports. Completion of high school or equivalent and four years of progressively responsible secretarial or clerical/administrative/office management experience. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC ADMINISTRATIVE ASSISTANT - PUBLIC WORKS $44,227SOUTH BOSTON, VA ADMINISTRATIVE ASSISTANT I $30,000 $35,672 $41,343 37.8%WARREN COUNTY ADMINISTRATIVE OFFICE ASSISTANT $30,223 $38,534 $46,845 55.0%FRANKLIN COUNTY ADMINISTRATIVE ASSISTANT I $31,154 $40,375 $49,595 59.2%GUILFORD COUNTY ADMINISTRATIVE SUPPORT SPECIALIST $31,200 $42,142 $53,083 70.1%UNC CHAPEL HILL ADMINISTRATIVE ASSISTANT I $31,772 $41,304 $50,836 60.0%ROCKINGHAM COUNTY ADMINISTRATIVE ASSISTANT $33,405 $43,431 $53,456 60.0%ALAMANCE COUNTY OFFICE ASSISTANT $34,642 $45,901 $57,159 65.0%WAKE COUNTY ADMINISTRATIVE ASSISTANT $34,864 $45,323 $55,782 60.0%VANCE COUNTY ADMINISTRATIVE SUPPORT ASSISTANT $35,026 $49,037 $63,048 80.0%DURHAM COUNTY ADMINISTRATIVE ASSISTANT $39,148 $49,402 $59,655 52.4%GRANVILLE COUNTY ADMINISTRATIVE ASSISTANT I $40,602 $52,994 $65,385 61.0%NASH COUNTY Average $33,821 $44,010 $54,199 $44,22760.2% $34,794 $44,362 $53,930PERSON COUNTY 55.0%ADMIN ASST I $973$ Difference % Difference 2.8% $352 0.8% ($269) -0.5% 35 ANIMAL CONTROL OFFICER Investigates complaints of stray or vicious animals, picks up unwanted pets, enforces laws and ordinances, issues warnings or tickets, obtains and issues warrants and testifies in court, enforces municipal leash laws. Assists with finding lost pets. Takes animals to animal shelter for adoption. Traps stray or homeless animals, issues citations for violations of animal control ordinances. Participates in cleaning and maintaining animal shelter; feeds and waters animals. Operates a pick-up truck and animal handling equipment and ensures proper maintenance of vehicle and equipment. Graduation from high school, and experience involving contact with the public and in handling and caring for animals; or an equivalent combination of education and experience. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC ANIMAL CONTROL OFFICER I $30,000 $37,507 $45,013 50.0%WARREN COUNTY ANIMAL CONTROL OFFICER $33,361 $43,370 $53,378 60.0%ROCKINGHAM COUNTY ANIMAL CONTROL OFFICER $33,362 $43,371 $53,380 60.0%VANCE COUNTY ANIMAL CONTROL OFFICER $34,305 $43,290 $52,274 52.4%GRANVILLE COUNTY ANIMAL CONTROL OFFICER LEVEL I $34,917 $45,390 $55,862 60.0%ALAMANCE COUNTY ANIMAL SERVICES OFFICER $34,987 $44,608 $54,228 55.0%FRANKLIN COUNTY ANIMAL CONTROL OFFICER II $35,073 $45,778 $56,482 61.0%NASH COUNTY ANIMAL CONTROL OFFICER $35,434 $49,526 $63,617 79.5%DANVILLE (CITY OF) ANIMAL CONTROL OFFICER $35,755 $42,611 $49,466 38.3%ROXBORO (CITY OF) ANIMAL CONTROL OFFICER $39,364 $53,138 $66,912 70.0%WAKE COUNTY ANIMAL CONTROL OFFICER I $40,369 $55,283 $70,197 73.9%ORANGE COUNTY Average $35,175 $45,806 $56,437 60.4% $33,137 $42,250 $51,362PERSON COUNTY 55.0%ANIMAL CONTROL OFFICER ($2,038)$ Difference % Difference -6.2% ($3,556) -8.4% ($5,075) -9.9% 36 ANIMAL SERVICES MANAGER Supports the operations of the County Animal Shelter. Ensures the animal shelter is clean and safe. Feeds, handles and provides custodial care to animals in the shelter. Assists the public in claiming and adopting animals. Prepares and maintains records pertaining to animal identification, animal populations, animal reclaims and adoptions. Graduation from high school, and at least 2 years in handling and caring for animals; or an equivalent combination of training and experience. At least one year of supervision experience. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC ANIMAL SHELTER MANAGER $36,781 $47,815 $58,849 60.0%ROCKINGHAM COUNTY ANIMAL CONTROL SUPERVISOR I $38,668 $50,470 $62,271 61.0%NASH COUNTY ANIMAL CONTROL DIRECTOR $45,052 $57,441 $69,830 55.0%WARREN COUNTY ANIMAL SERVICES MANAGER $50,980 $64,332 $77,684 52.4%GRANVILLE COUNTY ANIMAL SERVICES MANAGER $51,811 $67,354 $82,897 60.0%VANCE COUNTY ANIMAL SERVICES MANAGER $54,276 $69,202 $84,127 55.0%FRANKLIN COUNTY ANIMAL CONTROL MANAGER $56,355 $75,704 $95,052 68.7%GUILFORD COUNTY ANIMAL CONTROL SUPERVISOR $57,038 $78,112 $99,185 73.9%ORANGE COUNTY Average $48,870 $63,804 $78,737 61.1% $46,627 $59,449 $72,271PERSON COUNTY 55.0%ANIMAL SERVICES MANAGER ($2,243)$ Difference % Difference -4.8% ($4,355) -7.3% ($6,466) -8.9% 37 ASSISTANT COUNTY MANAGER Manages various County departments as delegated by the County Manager; communicates goals and develops plans with department managers. Participates in developing and administering the budget including the Capital Improvement Plan. Assists with identifying and obtaining various grant revenues. Participates in the management of county resources, capital projects, and infrastructure. Manages special projects and assignments for the County Manager. Drafts, recommends, and implements administrative policies and procedures. Graduate degree in business or public administration, five (5) years of progressively responsible local government experience to include supervisory experience. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC ASSISTANT TOWN MANAGER $87,500SOUTH BOSTON, VA ASSISTANT COUNTY MANAGER $76,465 $99,405 $122,344 60.0%ROCKINGHAM COUNTY ASSISTANT COUNTY MANAGER $80,461 $104,599 $128,737 60.0%VANCE COUNTY ASSISTANT COUNTY MANAGER $80,841 $113,173 $145,505 80.0%WAKE COUNTY ASSISTANT COUNTY MANAGER $82,733 $104,402 $126,070 52.4%GRANVILLE COUNTY ASSISTANT CITY MANAGER $86,880 $104,204 $121,527 39.9%ROXBORO (CITY OF) ASSISTANT COUNTY MANAGER $87,994 $114,393 $140,791 60.0%ALAMANCE COUNTY ASSISTANT COUNTY MANAGER $102,345 $130,490 $158,634 55.0%FRANKLIN COUNTY DEPUTY CITY MANAGER $104,663 $168,595 $232,527 122.2%DANVILLE (CITY OF) ASSISTANT COUNTY MANAGER $113,877 $155,950 $198,023 73.9%ORANGE COUNTY ASSISTANT COUNTY MANAGER $118,770 $155,019 $191,267 61.0%NASH COUNTY ASSISTANT COUNTY MANAGER $132,517 $184,833 $237,149 79.0%GUILFORD COUNTY Average $97,050 $130,460 $163,870 $87,50068.9% $83,735 $106,762 $129,789PERSON COUNTY 55.0%ASSISTANT COUNTY MANAGER ($13,315)$ Difference % Difference -15.9% ($23,698) -22.2% ($34,081) -26.3% 38 BUILDING CODE ENFORCEMENT OFFICER I Inspects residential, commercial and industrial new construction and renovations for compliance with codes. Enforces state and local building codes. Advises contractors in interpreting and applying code regulations. Notifies responsible parties of defects. Maintains records of inspections. Communicates with citizens concerning code requirements. Attends and participates in meetings with builders and contractors to advise them of code changes and violations at construction sites. Reviews and studies building code regulations to stay informed of changes. Performs plan reviews for code compliance. Graduation from high school supplemented by trade school course work in building construction trades and experience in construction trades work, or equivalent combination of education and experience. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC ZONING OFFICIAL/CODE ENFORCEMENT $59,381SOUTH BOSTON, VA CODE ENFORCEMENT OFFICER $33,361 $43,370 $53,378 60.0%ROCKINGHAM COUNTY CODE ENFORCEMENT OFFICER $37,064 $47,257 $57,450 55.0%WARREN COUNTY BUILDING INSPECTOR $38,269 $53,488 $68,706 79.5%DANVILLE (CITY OF) CODE INSPECTOR II $41,636 $54,128 $66,619 60.0%ALAMANCE COUNTY BUILDING CODE ENFORCEMENT OFFICER I $43,447 $56,481 $69,515 60.0%VANCE COUNTY BUILDING CODE ENFORCEMENT OFFICER I $44,653 $56,932 $69,211 55.0%FRANKLIN COUNTY BUILDING INSPECTOR I $44,774 $59,054 $73,334 63.8%GUILFORD COUNTY CODE ENFORCEMENT OFFICER I $47,001 $61,346 $75,691 61.0%NASH COUNTY CODE ENFORCEMENT OFFICER $47,143 $56,330 $65,517 39.0%ROXBORO (CITY OF) BUILDING CODE ENFORCEMENT OFFICER I $48,785 $61,562 $74,339 52.4%GRANVILLE COUNTY Average $42,613 $54,995 $67,376 $59,38158.1% $40,278 $51,354 $62,431PERSON COUNTY 55.0%BUILD CODE ENFORCEMENT OFF I ($2,335)$ Difference % Difference -5.8% ($3,641) -7.1% ($4,945) -7.9% 39 CHIEF DEPUTY Supports the Sheriff in the management of the department. Plans, organizes, and directs departmental operations and organizes work. Coordinates the hiring process for the department and conducts the interviewing and selection process. Updates departmental procedures for compliance with federal and state laws. Prepares and administers the budget. Prepares or oversees the preparation and administration of grants. Performs, coordinates or reviews personnel decisions in the department including training, discipline, performance coaching and evaluation, and internal investigations. Serves in the absence of the Sheriff. Four year college degree in criminal justice supplemented by law enforcement training and extensive law enforcement experience, including considerable supervisory experience; or an equivalent combination of education and experience. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC POLICE CHIEF $101,000SOUTH BOSTON, VA DEPUTY CHIEF $62,402 $74,732 $87,062 39.5%ROXBORO (CITY OF) DEPUTY SHERIFF CAPTAIN $62,830 $80,109 $97,388 55.0%FRANKLIN COUNTY CHIEF DEPUTY $64,566 $83,936 $103,305 60.0%VANCE COUNTY CHIEF DEPUTY SHERIFF $64,661 $84,059 $103,456 60.0%ALAMANCE COUNTY CHIEF DEPUTY $69,377 $87,547 $105,717 52.4%GRANVILLE COUNTY CHIEF DEPUTY SHERIFF $80,593 $110,369 $140,144 73.9%ORANGE COUNTY DEPUTY CHIEF $84,727 $116,226 $147,724 74.4%GUILFORD COUNTY CHIEF DEPUTY $87,688 $118,389 $149,089 70.0%DURHAM COUNTY Average $72,106 $94,421 $116,736 $101,00061.9% $62,484 $79,667 $96,850PERSON COUNTY 55.0%CHIEF DEPUTY ($9,622)$ Difference % Difference -15.4% ($14,754) -18.5% ($19,886) -20.5% 40 DEPUTY SHERIFF Patrols the County in a vehicle; serves a variety of civil and criminal papers, responds to calls, examines premises of unoccupied residences or buildings, detects unusual conditions, may maintain surveillance and observation for stolen cars, missing persons, or suspects. Responds to calls for assistance, complaints, suspicious activity, domestic disputes, loud and disruptive behavior. Completes calls by determining true nature of the situation and taking whatever legal or persuasive action is warranted. Investigates possible crimes through observation, questioning witnesses, and gathering physical evidence. Performs investigative tasks, arrests and processes criminal suspects; presents findings in court. Serves warrants, apprehends and processes criminal suspects and transports to County magistrate and/or County detention facilities. Provides courtroom security for judges, the public, and inmates; calls court into session and insures judges security and other needs are met; performs coordination, seclusion, and other procedures with juries; escorts inmates to and from the courtroom. Graduation from high school and completion of basic law enforcement training; possession of a Basic Law Enforcement Certificate preferred; or an equivalent combination of education and experience. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC SHERIFF DEPUTY $42,173ROCKINGHAM COUNTY POLICE OFFICER I $45,900SOUTH BOSTON, VA DEPUTY SHERIFF $37,200 $46,500 $55,800 50.0%GUILFORD COUNTY DEPUTY SHERIFF $37,284 $48,470 $59,655 60.0%GRANVILLE COUNTY DEPUTY SHERIFF $39,500 $46,133 $52,766 33.6%WARREN COUNTY DEPUTY SHERIFF $41,576 $54,049 $66,521 60.0%VANCE COUNTY DEPUTY SHERIFF $43,738 $44,832 $45,925 5.0%NASH COUNTY DEPUTY SHERIFF $44,653 $56,932 $69,211 55.0%FRANKLIN COUNTY DEPUTY SHERIFF $46,796 $63,175 $79,554 70.0%WAKE COUNTY DEPUTY SHERIFF $47,696 $64,390 $81,083 70.0%DURHAM COUNTY Average $42,305 $53,060 $63,814 $44,03750.8% $38,360 $48,909 $59,458PERSON COUNTY 55.0%DEPUTY SHERIFF ($3,945)$ Difference % Difference -10.3% ($4,151) -8.5% ($4,356) -7.3% 41 DETENTION OFFICER Processes incoming inmates, completes intake paperwork, searches prisoners, obtains and secures inmates's personal property, assigns and escorts inmates to holding facilities, advises inmates of detention center rules and regulations. Arranges contacts by visits or telephone calls between inmates and relatives, court officials, attorneys; escorts inmates to visiting rooms. Answers telephone and radio, inspects incoming and outgoing mail. Distributes medication, personal hygiene items, meals, linens, clothing, mail, and other items to inmates; checks on intoxicated and other inmates in special medical or mental conditions. Prepares inmates for court. Supervises inmates in the cleaning of cells, service of food, cleaning of kitchens, office areas, clothes, and linens. Maintains accurate and detailed records on work and inmate activities. Transports inmates to court, other detention facilities, medical and mental health treatment, and other necessary trips. Graduation from high school supplemented by detention officer certification training. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC DETENTION OFFICER $33,361 $43,370 $53,378 60.0%ROCKINGHAM COUNTY DETENTION OFFICER LEVEL I $34,917 $45,390 $55,862 60.0%ALAMANCE COUNTY CORRRECTIONAL OFFICER I $35,434 $49,526 $63,617 79.5%DANVILLE (CITY OF) DETENTION OFFICER $35,848 $45,238 $54,627 52.4%GRANVILLE COUNTY DETENTION OFFICER $36,433 $47,363 $58,292 60.0%VANCE COUNTY DETENTION SERV OFFICER $37,200 $46,500 $55,800 50.0%GUILFORD COUNTY DETENTION OFFICER $38,572 $49,180 $59,787 55.0%FRANKLIN COUNTY DETENTION OFFICER I $39,258 $45,869 $52,480 33.7%ORANGE COUNTY DETENTION OFFICER $40,168 $41,172 $42,176 5.0%NASH COUNTY DETENTION OFFICER $42,432 $55,161 $67,890 60.0%WAKE COUNTY DETENTION OFFICER $44,575 $60,177 $75,778 70.0%DURHAM COUNTY Average $38,018 $48,086 $58,153 53.0% $36,533 $46,580 $56,627PERSON COUNTY 55.0%DETENTION OFFICER ($1,485)$ Difference % Difference -4.1% ($1,506) -3.2% ($1,526) -2.7% 42 DIRECTOR OF INSPECTIONS & PERMITS Manages the code enforcement office including supervising field and office staff, prepares and administers budgets, supervises and participates in establishing and maintaining manual and computerized records of inspections and construction activities. Reviews work of Code Enforcement Officers and assures appropriate training. Coordinates the permitting and plan review process of all construction projects. Liaises with departments and agencies of the development community to ensure accurate communication of code requirements, local ordinances, processes, and procedures; coordinates and arranges pre- application and technical review meetings for ongoing and future development projects. Bachelor’s degree in construction management, engineering or architecture, supplemented by work in the building construction trades and considerable experience as a code enforcement officer. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC INSPECTIONS DIRECTOR $61,874ALAMANCE COUNTY PLANNING & DEVELOPMENT DIRECTOR $65,408 $78,336 $91,263 39.5%ROXBORO (CITY OF) COMMUNITY DEVELOPMENT DIRECTOR $66,053 $85,869 $105,685 60.0%ROCKINGHAM COUNTY DIVISION DIRECTOR OF INSPECTIONS $69,823 $95,848 $121,873 74.5%DANVILLE (CITY OF) PLANNING & DEVELOPMENT DIRECTOR $73,680 $95,784 $117,888 60.0%VANCE COUNTY DEVELOPMENT SERVICES DIRECTOR $75,401 $98,022 $120,642 60.0%GRANVILLE COUNTY BUILDING INSPECTIONS DIRECTOR $80,841 $113,173 $145,505 80.0%WAKE COUNTY PLANNING & INSPECTIONS DIRECTOR $88,409 $111,222 $134,034 51.6%FRANKLIN COUNTY Average $74,231 $96,893 $119,556 $61,87461.1% $59,509 $75,874 $92,238PERSON COUNTY 55.0%DIRECTOR OF INSP & PERMITS ($14,722)$ Difference % Difference -24.7% ($21,019) -27.7% ($27,318) -29.6% 43 ELECTIONS DIRECTOR Plans for various elections on an annual basis covering primaries, second primaries, municipal elections, general elections, special elections. Projects and recommends annual budget to the Board. Plans for equipment and information technology need. Identifies number of polling places required and potential locations, and negotiates usage. Organizes and supervises procedures and methods of receiving and approving applications for registration. Organizes and prepares for each election; trains judges and precinct officials, prepares ballots, balloting equipment and packages precinct registration supplies. Instructs candidates and workers in procedures prior to each election. Receives, compiles, and reports election results to the media on election night and submits reports to State Board of Elections. Maintains up to date voter registration data base. Associates degree in business or related field and several years of responsible administrative experience dealing with the public, preferably including at least one year of experience with the electoral process. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC ELECTIONS DIRECTOR $47,445 $61,679 $75,912 60.0%VANCE COUNTY ELECTIONS DIRECTOR $51,885 $67,453 $83,020 60.0%ALAMANCE COUNTY ELECTIONS DIRECTOR $53,274 $67,227 $81,179 52.4%GRANVILLE COUNTY ELECTIONS DIRECTOR $59,912 $77,886 $95,859 60.0%ROCKINGHAM COUNTY ELECTIONS DIRECTOR $65,973 $84,115 $102,257 55.0%FRANKLIN COUNTY ELECTIONS DIRECTOR $66,136 $86,321 $106,505 61.0%NASH COUNTY ELECTIONS DIRECTOR $78,378 $107,517 $136,655 74.4%GUILFORD COUNTY ELECTIONS DIRECTOR $80,593 $110,369 $140,144 73.9%ORANGE COUNTY Average $62,950 $82,820 $102,691 63.1% $46,627 $59,449 $72,271PERSON COUNTY 55.0%ELECTIONS DIRECTOR ($16,323)$ Difference % Difference -35.0% ($23,371) -39.3% ($30,420) -42.1% 44 EMERGENCY SERVICES DIRECTOR Plans, organizes, and directs staff who manage operations of the Enhanced-911 Telecommunications, Emergency Medical Services, and Emergency management function. Reviews call answering and radio dispatch for law enforcement, fire protection, emergency medical services, rescue, and animal control and protection; develops and/or approves dispatch policies and procedures. Develops, implements, and updates emergency operations plans for such emergencies as fires, hurricanes, winter storms, tornadoes, floods, and hazardous materials situations. Conducts personnel administration activities, including hiring, training, counseling, supervising, disciplining and evaluating performance. Develops the annual emergency services budget, submits purchase requests, and maintains records of expenditures and revenues. Bachelor’s degree in Emergency Management, Public Administration, Business Administration or related field, and considerable emergency services experience. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC 911 EMERGENCY COMMUNICATIONS MANAGER $57,705 $79,214 $100,722 74.5%DANVILLE (CITY OF) EMERGENCY MANAGEMENT DIRECTOR $63,228 $82,197 $101,166 60.0%GRANVILLE COUNTY EMERGENCY OPERATIONS DIRECTOR $67,471 $87,713 $107,954 60.0%VANCE COUNTY EMS DIRECTOR $69,272 $88,321 $107,369 55.0%FRANKLIN COUNTY EMERGENCY SERVICES DIRECTOR $80,288 $104,375 $128,461 60.0%ROCKINGHAM COUNTY EMERGENCY SERVICES DIRECTOR $88,960 $121,827 $154,693 73.9%ORANGE COUNTY EMERGENCY SERVICES DIRECTOR $93,060 $121,462 $149,863 61.0%NASH COUNTY EMERGENCY SERVICES DIRECTOR $103,404 $139,597 $175,789 70.0%DURHAM COUNTY EMERGENCY SERVICES DIRECTOR $107,028 $146,818 $186,607 74.4%GUILFORD COUNTY Average $81,157 $107,947 $134,736 66.0% $68,889 $87,833 $106,778PERSON COUNTY 55.0%EMERGENCY SERVICES DIRECTOR ($12,268)$ Difference % Difference -17.8% ($20,114) -22.9% ($27,958) -26.2% 45 EMS DIVISION CHIEF Oversees all administrative, operational and logistical aspects of the Emergency Medical Services (EMS) Division to include all medical operations and community health related activities. Leads and oversees the development, blueprinting, implementation and management of medical processes and programs. Develops strategic planning and recommends policies regarding EMS, community health, medical projects and programs. Serves as the technical expert for the County Manager’s Office and represents the County at meetings, discussions, and workgroups. Five years of experience in emergency medical services as an EMT-Paramedic or higher level. Seven years of supervisory experience in an Emergency Medical Services system. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC EMS DEPUTY DIRECTOR $61,874ALAMANCE COUNTY EMS TRAINING SUPERVISOR $52,816 $70,950 $89,084 68.7%GUILFORD COUNTY EMS DIVISION CHIEF $54,142 $70,385 $86,628 60.0%VANCE COUNTY EMS TRAINING OFFICER $57,059 $74,177 $91,295 60.0%ROCKINGHAM COUNTY ASSISTANT EMS CHIEF $59,839 $76,294 $92,749 55.0%FRANKLIN COUNTY Average $55,964 $72,952 $89,939 $61,87460.7% $53,976 $68,820 $83,663PERSON COUNTY 55.0%EMS DIVISION CHIEF ($1,988)$ Difference % Difference -3.7% ($4,132) -6.0% ($6,276) -7.5% 46 EMS FIELD MEDICAL OFFICER Supervises operational staff including training, assigning and evaluating work. Assists personnel with medically fragile patients. Supervises staff to ensure that vehicles and equipment are clean, well maintained, operational and ready to be deployed. Supervises staff to ensure facilities are clean, well maintained and available to the public. Works with other County agencies to coordinate care plans for customers with other behavioral or social needs. Works collaboratively with the EMS Division Chief to implement goals, policies, and procedures to enhance or improve EMS delivery. Works collaboratively with the EMS Education Coordinator to address any shift specific training needs/requirements and assists with training activities as needed. Associates Degree with five, or more, years of experience as a Paramedic field provider with supervisory responsibilities. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC EMS OFFICER $50,000SOUTH BOSTON, VA EMS CREW SUPERVISOR $41,636 $54,128 $66,619 60.0%ALAMANCE COUNTY EMS ASSISTANT TRAINING OFFICER $46,942 $61,025 $75,108 60.0%ROCKINGHAM COUNTY EMT - FTO $47,445 $61,679 $75,912 60.0%VANCE COUNTY EMS TRAINING CAPTAIN $54,276 $69,202 $84,127 55.0%FRANKLIN COUNTY PARAMEDIC - FIELD TRAINING OFFICER $67,753 $88,079 $108,405 60.0%WAKE COUNTY Average $51,610 $66,822 $82,034 $50,00058.9% $48,958 $62,422 $75,885PERSON COUNTY 55.0%EMS FIELD MEDICAL OFFICER ($2,652)$ Difference % Difference -5.4% ($4,400) -7.0% ($6,149) -8.1% 47 EMS PARAMEDIC Responds to emergency calls in an ambulance and performs rescue work. Administers necessary emergency medical care, cardiac, narcotic medications and specified solutions via intravenous line. Performs pulmonary ventilations and obtains EKG’s for cardiac diagnostics. Performs patient assessment, and basic life support techniques including airway management and cardiopulmonary resuscitation. Transports patients to local and regional medical facilities, maintaining contact with medical staff while in transport and assuring care of patient. Completes full patient care documentation during and after calls for service. Certification by the State of North Carolina as an EMT-Paramedic . Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC EMT PARAMEDIC $36,485 $47,432 $58,378 60.0%ALAMANCE COUNTY EMT PARAMEDIC $36,781 $47,815 $58,849 60.0%ROCKINGHAM COUNTY PARAMEDIC $38,142 $47,336 $56,529 48.2%GUILFORD COUNTY EMT PARAMEDIC $43,447 $56,481 $69,515 60.0%VANCE COUNTY PARAMEDIC $44,653 $56,932 $69,211 55.0%FRANKLIN COUNTY EMT PARAMEDIC $44,763 $58,425 $72,087 61.0%NASH COUNTY PARAMEDIC $47,696 $64,390 $81,083 70.0%DURHAM COUNTY PARAMEDIC $50,000 $58,420 $66,839 33.7%ORANGE COUNTY PARAMEDIC $61,594 $80,072 $98,550 60.0%WAKE COUNTY Average $44,840 $57,478 $70,116 56.4% $44,407 $56,618 $68,830PERSON COUNTY 55.0%EMS PARAMEDIC ($433)$ Difference % Difference -1.0% ($860) -1.5% ($1,286) -1.9% 48 ENVIRONMENTAL HEALTH PROGRAM SPECIALIST Educates individuals and the community of the importance of proper well construction to public health and groundwater resources. Assists Emergency Services in evaluating the impact of spills on well water supplies. Conducts soil evaluations to determine suitability of property for subsurface wastewater treatment/disposal. Designs and permits subsurface wastewater treatment disposal systems and inspects final system installations. Conducts above ground inspections of existing wastewater treatment and disposal systems. Investigates complaints concerning wastewater. Provides education to food handlers on proper technique. Investigates complaints, food borne illness outbreaks. Conducts investigations to determine the source of lead in children. Four-year college degree with a minimum of 30 semester hours of physical or biological sciences and two years of exposure in environmental health. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC ENVIRONMENTAL HEALTH & SAFETY MANAGER $38,519 $76,964 $115,408 199.6%UNC CHAPEL HILL ENVIRONMENTAL HEALTH SPECIALIST I $41,636 $54,128 $66,619 60.0%ALAMANCE COUNTY ENVIRONMENTAL HEALTH SPECIALIST $44,560 $61,021 $77,482 73.9%ORANGE COUNTY ENVIRONMENTAL HEALTH PROGRAM SPECIALIST $46,392 $62,320 $78,247 68.7%GUILFORD COUNTY ENVIRONMENTAL HEALTH SPECIALIST $46,886 $59,779 $72,672 55.0%FRANKLIN COUNTY ENVIRONMENTAL HEALTH PROGRAMS SPECIALIST $46,942 $61,025 $75,108 60.0%ROCKINGHAM COUNTY ENVIRONMENTAL HEALTH SPECIALIST $47,622 $64,293 $80,964 70.0%WAKE COUNTY ENVIRONMENTAL HEALTH SPECIALIST $49,127 $68,778 $88,428 80.0%DURHAM COUNTY ENVIRONMENTAL HEALTH SPECIALIST $49,351 $64,414 $79,476 61.0%NASH COUNTY Average $45,671 $63,636 $81,600 78.7% $51,406 $65,543 $79,679PERSON COUNTY 55.0%ENVIRON HEALTH PROG SPEC $5,735$ Difference % Difference 11.2% $1,908 2.9% ($1,921) -2.4% 49 FINANCE DIRECTOR Plans, organizes, and supervises the operations of the Finance Department, including disbursement and accounting of County funds, preparation and maintenance of payroll and time records, and preparation of monthly, quarterly and annual reports. Supervises staff, conducts interviews, selects, trains and evaluates employees and resolves personnel problems and issues. Works with the Manager in directing the formation of County financial policies and in the final preparation of the budget. Determines revenue projections based on expected expenditures and projected revenues. Prepares a variety of fiscal and related accounting reports. Supervises the preparation of the Comprehensive Annual Financial Report. Four year degree in accounting or finance, preferably supplemented with a Masters Degree in business or public administration and considerable experience in public finance administration. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC FINANCE DIRECTOR $72,302SOUTH BOSTON, VA FINANCIAL MANAGER $61,044 $99,814 $138,583 127.0%UNC CHAPEL HILL FINANCE MANAGER $68,903 $96,464 $124,025 80.0%DURHAM COUNTY FINANCE DIRECTOR $73,788 $95,925 $118,062 60.0%ALAMANCE COUNTY FINANCE DIRECTOR $79,014 $94,728 $110,441 39.8%ROXBORO (CITY OF) FINANCE DIRECTOR $80,461 $104,599 $128,737 60.0%VANCE COUNTY FINANCE DIRECTOR $82,733 $104,402 $126,070 52.4%GRANVILLE COUNTY FINANCE DIRECTOR $84,302 $109,593 $134,884 60.0%ROCKINGHAM COUNTY DEPARTMENT FINANCE OFFICER $92,965 $130,148 $167,331 80.0%WAKE COUNTY FINANCE DIRECTOR $97,472 $124,276 $151,079 55.0%FRANKLIN COUNTY FINANCE DIRECTOR $102,598 $133,911 $165,224 61.0%NASH COUNTY CHIEF FINANCIAL OFFICER $104,663 $168,595 $232,527 122.2%DANVILLE (CITY OF) FINANCE DIRECTOR $108,389 $148,435 $188,481 73.9%ORANGE COUNTY FINANCE DIRECTOR $115,398 $159,170 $202,941 75.9%GUILFORD COUNTY Average $88,595 $120,774 $152,953 $72,30272.6% $72,333 $92,225 $112,116PERSON COUNTY 55.0%FINANCE DIRECTOR ($16,262)$ Difference % Difference -22.5% ($28,549) -31.0% ($40,837) -36.4% 50 FIRE MARSHAL Investigates fires of suspicious origins; coordinates investigations with local fire departments, NC Department of Insurance, local law enforcement, ATF, and SBI; conducts interviews, gathers evidence, prepares reports and testifies in court. Assists volunteer departments with training, inspections, and regulatory compliance and record-keeping. Supervises the work of the Fire Inspector position. Inspects contractor's plans to ensure compliance to fire code. Instructs the community on fire safety through education of the existing codes, laws, and regulations. Prepares and administers work unit budget. Supervises and participates in fire code inspections and enforcement; performs plan review; works with businesses and places of public assembly to insure fire safety and prevention. Associate degree in fire science supplemented by prevention schools and advanced courses and seminars in the fire service. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC FIRE MARSHAL $49,290 $64,077 $78,864 60.0%ROCKINGHAM COUNTY FIRE MARSHAL $49,652 $64,548 $79,443 60.0%ALAMANCE COUNTY FIRE MARSHAL $51,811 $67,354 $82,897 60.0%VANCE COUNTY COUNTY FIRE MARSHAL $54,276 $69,202 $84,127 55.0%FRANKLIN COUNTY DEPUTY FIRE MARSHAL $54,410 $71,016 $87,622 61.0%NASH COUNTY FIRE MARSHAL $55,671 $70,252 $84,832 52.4%GRANVILLE COUNTY DEPUTY FIRE MARSHAL $61,915 $83,586 $105,256 70.0%WAKE COUNTY FIRE MARSHAL $62,961 $86,221 $109,481 73.9%ORANGE COUNTY FIRE MARSHAL $64,160 $86,880 $109,600 70.8%GUILFORD COUNTY DIVISION CHIEF FIRE MARSHAL $69,823 $95,848 $121,873 74.5%DANVILLE (CITY OF) Average $57,397 $75,898 $94,400 64.5% $53,976 $68,820 $83,663PERSON COUNTY 55.0%FIRE MARSHAL ($3,421)$ Difference % Difference -6.3% ($7,078) -10.3% ($10,737) -12.8% 51 GIS ANALYST Coordinates and oversees County GIS datasets; incorporates registered plats and deeds into maps to ensure databases are consistent. Creates and updates a variety of map layers to overlay the cadastral base maps including zoning, tax parcels, fire districts, easements, road centerlines, addresses, etc. Provides County departments with GIS output data for viewing, distribution, and location identification in the form of maps, digital files, and internet pages. Oversees use and maintenance of GIS software and hardware; installs new software and updates, reviews new software and hardware and recommends acquisitions. Produces custom maps based on user requests; uses plotter to print maps. Bachelor's Degree in geography, information technology, or a related field and 1 year of experience in GIS mapping. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC GIS ANALYST $38,620 $50,206 $61,792 60.0%ROCKINGHAM COUNTY GIS ANALYST $41,636 $54,128 $66,619 60.0%ALAMANCE COUNTY GIS ANALYST $51,675 $70,766 $89,856 73.9%ORANGE COUNTY GIS ADMINISTRATOR $54,142 $70,385 $86,628 60.0%VANCE COUNTY GIS ANALYST $56,355 $75,704 $95,052 68.7%GUILFORD COUNTY GIS ANALYST $57,130 $74,567 $92,003 61.0%NASH COUNTY GIS ANALYST $60,183 $84,256 $108,328 80.0%DURHAM COUNTY GIS ANALYST $65,561 $88,506 $111,451 70.0%WAKE COUNTY Average $53,163 $71,064 $88,966 67.3% $46,627 $59,449 $72,271PERSON COUNTY 55.0%GIS ANALYST ($6,536)$ Difference % Difference -14.0% ($11,615) -19.5% ($16,695) -23.1% 52 GROUNDS MAINTENANCE WORKER Mows lawns, trims and edges around walkways, flower beds, and fences. Operates and maintains lawn mowers, bush hogs, tractors and some power and hand tools. Plants trees, bushes, shrubs, grasses and other plants; prunes trees and fertilizes. Operates dump trucks and front end loaders to spread gravel. Installs and repairs fencing. Pours concrete to repair sidewalks and create slabs. Paints stripes on parking lots. Loads plants, trees and shrubbery on trucks for transport. Prepares and distributes mulch. Keeps streets, roads and pathways clean and free of natural debris. Puts down ice melt and keeps steps, sidewalks, and parking lots clear of snow and ice. Makes minor repairs and performs preventative maintenance to motorized equipment. Sprays pesticides and chemicals under direction and guidance of a certified applicator. Graduation from high school and some experience in grounds work. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC MAINTENANCE WORKER $28,016 $36,422 $44,827 60.0%ALAMANCE COUNTY GROUNDSKEEPER $28,129 $39,315 $50,501 79.5%DANVILLE (CITY OF) STREET/GROUNDS MAINTENANCE WORKER $28,508 $33,880 $39,251 37.7%ROXBORO (CITY OF) BUILDING & GROUNDS WORKER $29,235 $38,006 $46,777 60.0%VANCE COUNTY BUILDING & GROUNDS MAINTENANCE WORKER I $30,000 $35,414 $40,828 36.1%WARREN COUNTY FACILITY MAINTENANCE TECH - BUILDING TRADES $31,200 $44,789 $58,377 87.1%UNC CHAPEL HILL GROUNDS MAINTENANCE SPECIALIST $31,415 $39,643 $47,870 52.4%GRANVILLE COUNTY PARKS MAINTENANCE TECHNICIAN $33,321 $42,484 $51,646 55.0%FRANKLIN COUNTY GROUND MAINENTANCE WORKER $34,838 $46,804 $58,769 68.7%ORANGE COUNTY PARKS MAINTENANCE WORKER $35,073 $45,778 $56,482 61.0%NASH COUNTY MAINTENANCE TECHNICIAN $37,478 $52,470 $67,461 80.0%DURHAM COUNTY LANDSCAPE MAINTENANCE TECHNICIAN $39,364 $53,138 $66,912 70.0%WAKE COUNTY Average $32,215 $42,345 $52,475 62.9% $30,055 $38,322 $46,587PERSON COUNTY 55.0%GROUNDS MAINTENANCE WORKER ($2,160)$ Difference % Difference -7.2% ($4,023) -10.5% ($5,888) -12.6% 53 HABILITATION ASSISTANT Works closely with a small number of people with developmental disabilities, mental illness and/or physical limitations. Provides instruction and support in completing job, leisure and personal care tasks that enable individuals to be as independent as possible. Provides repetitive instruction and oversight in completing tasks to overcome functional deficits such as communication, social, problem-solving, and personal care; accompanies consumers to worksites or community activities while ensuring safety. Graduation from high school or G.E.D, and one year of experience working with persons with disabilities. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC HABILITATION ASSISTANT $25,619 $33,305 $40,990 60.0%VANCE COUNTY Average $25,619 $33,305 $40,990 60.0% $25,964 $33,104 $40,244PERSON COUNTY 55.0%HABILITATION ASST $345$ Difference % Difference 1.3% ($201) -0.6% ($746) -1.9% 54 HUMAN RESOURCES DIRECTOR Leads and administers the Human Resources Department. Develops, plans and implements goals and objectives, policies and priorities. Collaborates with department heads, supervisors, and employees to identify and address conflicts. Administers the employee relations program. Manages the risk management functions. Supervises safety staff and administers insurance programs. Develops and implements human resources protocols regarding policy, recruitment, selection & retention. Administers the classification and pay system, employee relations protocols, benefits program development, staff development initiatives, and employee recognition program. Bachelor’s degree plus experience in Human Resources, including supervisory experience. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC HUMAN RESOURCES DIRECTOR $56,812 $67,979 $79,146 39.3%ROXBORO (CITY OF) HUMAN RESOURCES DIRECTOR $70,507 $91,660 $112,812 60.0%VANCE COUNTY HUMAN RESOURCES DIRECTOR $72,499 $91,487 $110,475 52.4%GRANVILLE COUNTY HUMAN RESOURCES DIRECTOR $76,465 $99,405 $122,344 60.0%ROCKINGHAM COUNTY HUMAN RESOURCES DIRECTOR $84,198 $107,354 $130,509 55.0%FRANKLIN COUNTY HUMAN RESOURCES DIRECTOR $88,628 $115,678 $142,727 61.0%NASH COUNTY HUMAN RESOURCES DIRECTOR $88,960 $121,827 $154,693 73.9%ORANGE COUNTY HUMAN RESOURCES DIRECTOR $99,009 $135,817 $172,625 74.4%GUILFORD COUNTY DIRECTOR OF HR $104,663 $168,595 $232,527 122.2%DANVILLE (CITY OF) HUMAN RESOURCES ASSISTANT DIRECTOR $106,904 $149,670 $192,436 80.0%WAKE COUNTY Average $84,865 $114,947 $145,029 70.9% $72,333 $92,225 $112,116PERSON COUNTY 55.0%HUMAN RESOURCES DIRECTOR ($12,532)$ Difference % Difference -17.3% ($22,722) -24.6% ($32,913) -29.4% 55 HUMAN RESOURCES GENERALIST Assists employees, supervisors, management, applicants and citizens with information regarding county employment policies, benefits, and procedures. Completes a variety of reports including turnover and salary surveys. Enters job descriptions and posts jobs in NeoGov. Assist applicants with questions regarding application process. Prepares and places recruitment advertisements. Conducts new employee orientation and exit interviews regarding benefits. Works with HR Administration Support Specialist to keep new hire packets current with up to date information. Enters new hires, pay changes, part-time separations, promotions and reclassifications into Munis and enrolls in selected benefits. Graduation from a two year college with a degree in human resources management, business administration or related field and experience working in a payroll or human resources office. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC HUMAN RESOURCE SPECIALIST $38,962 $50,650 $62,338 60.0%GRANVILLE COUNTY HUMAN RESOURCES SPECIALIST $43,292 $58,448 $73,603 70.0%WAKE COUNTY HR SPECIALIST $43,447 $56,481 $69,515 60.0%VANCE COUNTY HUMAN RESOURCES ANALYST $44,707 $58,120 $71,532 60.0%ROCKINGHAM COUNTY HUMAN RESOURCES TECHNICIAN $45,913 $64,278 $82,643 80.0%DURHAM COUNTY HUMAN RESOURCES ANALYST $46,392 $62,320 $78,247 68.7%GUILFORD COUNTY HUMAN RESOURCES GENERALIST $51,691 $65,907 $80,122 55.0%FRANKLIN COUNTY HR CONSULTANT $52,459 $72,012 $91,565 74.5%DANVILLE (CITY OF) Average $45,858 $61,027 $76,196 66.2% $42,292 $53,922 $65,552PERSON COUNTY 55.0%HR GENERALIST ($3,566)$ Difference % Difference -8.4% ($7,105) -13.2% ($10,644) -16.2% 56 INCOME MAINTENANCE ADMINISTRATOR I Administers, manages and directs the Income Maintenance programs available through the Department of Social Services including Medicaid, Work First, cash assistance, food and nutrition services, special assistance and child support enforcement. Oversees planning and budgeting for the Income Maintenance Programs. Two years of supervisory experience at least one of which must have been in an income maintenance or services program, and preferably with one year of experience in an income maintenance program. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC INCOME MAINTENANCE PROGRAM ADMINISTRATOR I $47,507ALAMANCE COUNTY INCOME MAINTENANCE ADMINISTRATOR I $51,811 $67,354 $82,897 60.0%VANCE COUNTY INCOME MAINTENANCE ADMINISTRATOR I $53,274 $67,227 $81,179 52.4%GRANVILLE COUNTY INCOME MAINTENANCE ADMINISTRATOR I $59,987 $78,295 $96,603 61.0%NASH COUNTY INCOME MAINTENANCE PROGRAM MANAGER $60,183 $84,256 $108,328 80.0%DURHAM COUNTY Average $56,314 $74,283 $92,252 $47,50763.8% $53,976 $68,820 $83,663PERSON COUNTY 55.0%INCOME MAINT ADMINISTRATOR I ($2,338)$ Difference % Difference -4.3% ($5,463) -7.9% ($8,589) -10.3% 57 INCOME MAINTENANCE CASEWORKER I Serves as contact for clients who are applying for benefits, submits information needed for recertification of benefits, or have issues and concerns regarding their cases. Obtains client information and evaluates their situation in order to advise on what is necessary to ensure their case is processed timely and accurately to receive all benefits in which they may be potentially eligible for. Responds to information from other sources and reports generated by automated matches and other sources to determine the effect on the case, as well as to replies to requests for information. Graduation from an accredited associate degree program in Human Services Technology, Social Services Associate, Paralegal Technology, Business Administration, Secretarial Science, or graduation from high school and two years of paraprofessional, clerical, or other public contact experience. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC INCOME MAINTENANCE CASEWORKER I $43,672ORANGE COUNTY INCOME MAINTENANCE CASEWORKER I $29,279 $38,062 $46,844 60.0%ALAMANCE COUNTY INCOME MAINTENANCE CASEWORKER I $30,000 $36,435 $42,870 42.9%WARREN COUNTY INCOME MAINTENANCE CASEWORKER II $31,772 $41,304 $50,836 60.0%ROCKINGHAM COUNTY INCOME MAINTENANCE CASEWORKER II (I)$31,926 $41,504 $51,081 60.0%VANCE COUNTY ELIGIBILITY CASEWORKER $32,805 $42,514 $52,223 59.2%GUILFORD COUNTY INCOME MAINTENANCE CASEWORKER I $34,987 $44,608 $54,228 55.0%FRANKLIN COUNTY INCOME MAINTENANCE CASEWORKER II $35,848 $45,238 $54,627 52.4%GRANVILLE COUNTY ECONOMIC BENEFITS - ELIGIBILITY CASEWORKER I $37,487 $50,607 $63,726 70.0%WAKE COUNTY INCOME MAINTENANCE CASEWORKER II $38,668 $50,470 $62,271 61.0%NASH COUNTY IM CASEWORKER II $40,103 $56,143 $72,183 80.0%DURHAM COUNTY Average $34,288 $44,688 $55,089 $43,67260.7% $31,559 $40,238 $48,916PERSON COUNTY 55.0%Income Maintenance Caseworker I ($2,729)$ Difference % Difference -8.6% ($4,450) -11.1% ($6,173) -12.6% 58 INFORMATION TECHNOLOGY DIRECTOR Plans, develops, and implements comprehensive information systems in alignment with the goals of the County. Assists in the design and development of long range plans related to the usage of information technology to advance the strategic goals of the County. Monitors direction and growth of the organization to ensure application of appropriate technology and support resources. Identifies changes and trends in information systems technology and communicates their implications to the County Manager. Develops policies and procedures to maintain operational efficiency; collaborates with other governmental agencies and the state to improve technology applications and uses. Maximizes the mix of in house versus outsourced services; establishes strategic service provider partnerships. Oversees the provision of technical assistance to a wide variety of hardware and software users; provides back-up support to critical County systems on a 24/7 basis. Oversees the departmental budget for technology. Purchases items and approves hardware and software purchases. Graduation from a four year college with a major in computer science, business administration or related field and considerable experience working in the management of networked computer systems. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC INFORMATION TECHNOLOGY DIRECTOR $76,996 $100,095 $123,193 60.0%VANCE COUNTY INFORMATION TECHNOLOGY DIRECTOR $79,073 $131,703 $184,333 133.1%UNC CHAPEL HILL INFORMATION TECHNOLOGY DIRECTOR $79,171 $99,907 $120,642 52.4%GRANVILLE COUNTY INFORMATION TECHNOLOGY MANAGER $84,409 $118,173 $151,936 80.0%DURHAM COUNTY INFORMATION TECHNOLOGY DIRECTOR $88,409 $112,722 $137,034 55.0%FRANKLIN COUNTY CHIEF INFORMATION OFFICER $88,517 $115,073 $141,628 60.0%ROCKINGHAM COUNTY INFORMATION TECHNOLOGY DIRECTOR $88,960 $121,827 $154,693 73.9%ORANGE COUNTY IT DIRECTOR $90,888 $116,656 $142,423 56.7%ALAMANCE COUNTY INFORMATION TECHNOLOGY DIRECTOR $93,060 $121,462 $149,863 61.0%NASH COUNTY CHIEF INFORMATION OFFICER $104,663 $168,595 $232,527 122.2%DANVILLE (CITY OF) CHIEF INFORMATION OFFICER/DIRECTOR $115,698 $159,320 $202,941 75.4%GUILFORD COUNTY Average $89,986 $124,139 $158,292 75.9% $72,333 $92,225 $112,116PERSON COUNTY 55.0%INFORMATION TECH DIRECTOR ($17,653)$ Difference % Difference -24.4% ($31,914) -34.6% ($46,176) -41.2% 59 IT USER SUPPORT SPECIALIST Responds to and troubleshoots user requests regarding hardware and software problems; works by phone or remote access, or drives to work locations to provide on-site support; troubleshooting may include software programs as well as hardware including desktops, laptops, printers, and mobile devices. Repairs and replaces computer components as necessary. Troubleshoots inoperative software and installs operating systems. Unpacks and sets up new computers and associated peripherals, audiovisual hardware, and other equipment; may work in confined spaces and heights during installations; documents asset inventory per departmental policies and procedures. Reviews computer systems for compliance with departmental policies and procedures. Runs and terminates cabling as needed to maintain and upgrade network. Researches and stays current on software and hardware systems; documents all work performed via helpdesk system. Participates in setup and streaming of scheduled Commissioner Meetings. Participates in on-call rotation for emergency response related to equipment and software issues. Graduation from a two-year community college or technical school with a major in computer science or related field and some experience in computer operations. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC ITS SYSTEMS SPECIALIST $40,551 $61,025 $64,881 60.0%ROCKINGHAM COUNTY TECHNOLOGY SUPPORT SPECIALIST $40,863 $52,101 $63,338 55.0%WARREN COUNTY TECHNOLOGY SUPPORT SPECIALIST $41,962 $54,382 $66,801 59.2%GUILFORD COUNTY COMPUTER SYSTEMS ADMINISTRATOR I $42,547 $55,311 $68,075 60.0%GRANVILLE COUNTY TECHNOLOGY SUPPORT SPECIALIST $42,593 $71,224 $99,854 134.4%UNC CHAPEL HILL TECHNOLOGY SUPPORT SPECIALIST $46,886 $59,779 $72,672 55.0%FRANKLIN COUNTY APPLICATIONS SPECIALIST I $47,690 $65,466 $83,241 74.5%DANVILLE (CITY OF) SYSTEMS SUPPORT TECHNICIAN $49,127 $68,778 $88,428 80.0%DURHAM COUNTY DESKTOP SUPPORT TECHNICIAN $49,251 $66,490 $83,728 70.0%WAKE COUNTY Average $44,608 $61,617 $76,780 72.1% $46,627 $59,449 $72,271PERSON COUNTY 55.0%IT USER SUPPORT SPEC $2,019$ Difference % Difference 4.3% ($2,168) -3.6% ($4,509) -6.2% 60 LIBRARIAN Develops, plans and organizes a variety of programs for the adult population. Provides reference services, readers’ advisory services, genealogical research and educational services, and other patron assistance. Assists patrons in using the Library’s technology, or their own technology to access Library resources and services. Participates in collection development and maintenance of assigned areas including selecting and de-selecting materials and resources. Instructs patrons in the use of the Library’s print, audio-visual, online resources, and technologies; prepares bibliographies, creates and maintains user guides, and creates displays that promote library resources and events. Works the circulation desk on assigned schedule. Supervises pages while on duty, assigns computers for patrons, checks books in and out, monitors the behavior of patrons and collects fines. Provides group and one-on-one computer instruction and classes. Master’s Degree in library science from an accredited ALA library school and some experience in library work at the professional level. Must possess or be eligible for NC Public Library Certification. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC UNIVERSITY LIBRARIAN $34,361 $54,110 $73,858 114.9%UNC CHAPEL HILL LIBRARIAN $43,292 $58,178 $73,063 68.8%WAKE COUNTY ADULT SERVICES LIBRARIAN $43,354 $59,514 $75,674 74.5%DANVILLE (CITY OF) LIBRARIAN $43,447 $56,481 $69,515 60.0%VANCE COUNTY LIBRARIAN II $43,510 $56,564 $69,618 60.0%ALAMANCE COUNTY LIBRARIAN $44,674 $56,375 $68,075 52.4%GRANVILLE COUNTY LIBRARIAN $49,127 $68,778 $88,428 80.0%DURHAM COUNTY LIBRARIAN $49,186 $67,357 $85,528 73.9%ORANGE COUNTY ADULT SERVICES LIBRARIAN $49,230 $62,768 $76,305 55.0%FRANKLIN COUNTY Average $44,465 $60,014 $75,563 69.9% $42,292 $53,922 $65,552PERSON COUNTY 55.0%LIBRARIAN ($2,173)$ Difference % Difference -5.1% ($6,092) -11.3% ($10,011) -15.3% 61 LIBRARY DIRECTOR Confers with the Library Advisory Board, staff and County management; establishes goals and objectives for collection development and program services. Plans and supervises the administration of fiscal controls for the Library. Prepares budget proposals, identifies funding sources, and develops and submits grants and/or promotes funding in the community. Presents annual library budget proposal, including capital improvements and expansion to the County Manager; administers and monitors library accounts, and is responsible for all revenues and expenditures. Performs and oversees personnel functions for staff including screening, interviewing, selection, training and staff development, salary administration, performance evaluation, and handling of personnel problems and issues. Organizes and coordinates the activities of the library staff, conducts staff meetings as deemed necessary, and provides guidance to professional and other personnel in the development of new programs and activities. Establishes policies and procedures on collection development, selects and orders the adult level books for the library collection, and recommends technology systems for library applications. Master's Degree in library science from an accredited ALA library school and considerable professional experience in library administration with some managerial and supervisory experience. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC LIBRARY DIRECTOR $67,570ALAMANCE COUNTY LIBRARY DIRECTOR $59,125 $76,863 $94,600 60.0%VANCE COUNTY LIBRARY DIRECTOR $62,908 $81,780 $100,652 60.0%ROCKINGHAM COUNTY LIBRARY DIRECTOR $66,073 $85,895 $105,717 60.0%GRANVILLE COUNTY LIBRARY DIRECTOR $76,372 $97,374 $118,375 55.0%FRANKLIN COUNTY DIVISION DIRECTOR OF LIBRARY $76,805 $105,433 $134,061 74.5%DANVILLE (CITY OF) LIBRARY DIRECTOR $80,593 $110,369 $140,144 73.9%ORANGE COUNTY LIBRARY DIRECTOR $92,965 $130,148 $167,331 80.0%WAKE COUNTY Average $73,549 $98,266 $122,983 $67,57067.2% $59,509 $75,874 $92,238PERSON COUNTY 55.0%LIBRARY DIRECTOR ($14,040)$ Difference % Difference -23.6% ($22,392) -29.5% ($30,745) -33.3% 62 PARKS AND RECREATION DIRECTOR Plans, organizes, and directs development of parks and recreation program activities including athletics, cultural arts, special programs, parks administration, and an after school wellness program. Educates the public on the benefits of recreation, promotes and markets the department and programs, and solicits community input and needs in making programming decisions. Develops and enforces departmental policies and rules. Administers implementation of Master Plan to include contract development and overseeing project development; prepares capital budgets and monitors fiscal accountability and progress throughout the year. Supervises regular and temporary employees and volunteers engaged in a variety of recreational and parks programs including arts and crafts instruction, Day Camp recreation programs, athletic and team sport activities, theater production, and other recreation and social activities. Works with supervisory staff to recruit, train, supervise, and discipline regular and temporary employees and volunteers. Graduation from an accredited college or university with a degree in Recreation Administration and considerable experience in varied recreation administration. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC DIRECTOR OF PARKS AND RECREATION $75,000SOUTH BOSTON, VA PARKS AND RECREATION DIRECTOR $53,876 $68,691 $83,506 55.0%ALAMANCE COUNTY PARKS DIVISION DIRECTOR $64,160 $86,880 $109,600 70.8%GUILFORD COUNTY PARKS AND RECREATION DIRECTOR $65,973 $84,115 $102,257 55.0%FRANKLIN COUNTY PARKS AND RECREATION DIRECTOR $69,442 $90,636 $111,830 61.0%NASH COUNTY PARKS AND RECREATION DIRECTOR $80,593 $110,369 $140,144 73.9%ORANGE COUNTY PARKS, RECREATION, & OPEN SPACE DIRECTOR $92,965 $130,148 $167,331 80.0%WAKE COUNTY Average $71,168 $95,140 $119,111 $75,00067.4% $62,484 $79,667 $96,850PERSON COUNTY 55.0%PARKS AND REC DIRECTOR ($8,684)$ Difference % Difference -13.9% ($15,473) -19.4% ($22,261) -23.0% 63 PERMITS TECHNICIAN Provides assistance to the public for obtaining permits including greeting customers to determine what type of permit or license is needed, compiling necessary information to complete permit, checking to ensure that contractor's licenses are current and proper, typing and issuing permits and collecting applicable fees. Issues permits upon approval of applications, types associated correspondence, stop-work orders, collects fees and prepares receipts. Compiles forms, permits, notices, licenses or form letters with designated or routine information. Records data from approved permit applications for the issuance of permits, receipts and control numbers. Maintains record of permits issued; enters permits, inspections and re-inspections information into a computer and creates and maintains hard copy files with applications, inspection report, and retrieves filed materials based on full knowledge of departmental activities. Issues Certificates of Occupancy and releases electrical power upon completion of the inspection process. High school degree and experience in administrative work, preferably in the building trades and planning areas. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC CENTRAL PERMITTING TECHNICIAN $34,865ALAMANCE COUNTY PERMIT TECHNICIAN $30,259 $39,337 $48,415 60.0%ROCKINGHAM COUNTY PERMITS TECHNICIAN $32,810 $45,857 $58,904 79.5%DANVILLE (CITY OF) PERMITS TECHNICIAN $33,362 $43,371 $53,380 60.0%VANCE COUNTY PLANS & PERMITS TECHNICIAN $35,704 $48,200 $60,695 70.0%WAKE COUNTY PERMIT TECHNICIAN $38,572 $49,180 $59,787 55.0%FRANKLIN COUNTY COMMERCIAL PERMIT SPECIALIST $39,327 $50,967 $62,607 59.2%GUILFORD COUNTY Average $35,006 $46,152 $57,298 $34,86563.7% $34,794 $44,362 $53,930PERSON COUNTY 55.0%PERMITS TECH ($212)$ Difference % Difference -0.6% ($1,790) -4.0% ($3,368) -6.2% 64 PLANNER I Performs technical review of major and minor subdivision plats, commercial site plans, conditional use and special use permit applications, rezoning petitions and text amendments for conformance with land use ordinances. Evaluates and reviews zoning, stormwater and floodplain permit applications for completeness and compliance. Enters permit data into permitting software, maintains zoning related databases, and assists with annual stormwater reporting. Attends and makes presentations at meetings with the public, elected officials and appointed boards for land use-related activities including special and conditional use permits, variances, text amendments and new subdivisions. Prepares required notifications for public hearings including mailed notices and legal advertisements. Meets with developers, property owners and surveyors as needed to discuss development proposals and other planning matters. Provides technical assistance to the public, by telephone and in person. Enforces Zoning ordinance and other land use related ordinances by investigating complaints, issuing violation letters and following up until issues are abated. Four-year college degree in planning, geography or related field, and experience preferably in local government planning. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC PLANNER I $42,473ALAMANCE COUNTY PLANNER $38,519 $59,371 $80,223 108.3%UNC CHAPEL HILL PLANNER $40,551 $52,716 $64,881 60.0%ROCKINGHAM COUNTY PLANNER I $44,774 $59,054 $73,334 63.8%GUILFORD COUNTY PLANNER EVALUATOR $45,913 $64,278 $82,643 80.0%DURHAM COUNTY PLANNER $47,445 $61,679 $75,912 60.0%VANCE COUNTY PLANNER I $47,622 $64,293 $80,964 70.0%WAKE COUNTY ASSOCIATE PLANNER $47,690 $65,466 $83,241 74.5%DANVILLE (CITY OF) PLANNER $48,785 $61,562 $74,339 52.4%GRANVILLE COUNTY PLANNER I $49,230 $62,768 $76,305 55.0%FRANKLIN COUNTY PLANNER $51,675 $70,766 $89,856 73.9%ORANGE COUNTY PLANNER $51,819 $67,634 $83,449 61.0%NASH COUNTY Average $46,729 $62,690 $78,650 $42,47368.3% $44,407 $56,618 $68,830PERSON COUNTY 55.0%PLANNER I ($2,322)$ Difference % Difference -5.2% ($6,072) -10.7% ($9,820) -14.3% 65 PROCESSING ASSISTANT IV Provides clerical support for Family Planning, Maternal Health, STI, Tuberculosis, Communicable Disease, and Immunization programs and program coordinators. Answers phone calls and schedules appointments for all programs. Verifies insurance types for each visit. Copies insurance cards and scan into EHR. Determines eligibility for FP, STI, IMM and MH and open to programs. Has client sign appropriate electronic documents (HIPAA, Release of Information, Declaration of Income and Disclaimer) and explains the documents to the patient. Inputs charges, collects payments, and posts to correct date of service in the patient ledger. Enters new patients and/or updates data in NCIR. Prepares new MH charts for visit. Contacts the patient regarding appointments as directed by the Maternal Health Nurse. Assists in COVID and flu vaccine clinics. Graduation from high school and at least one year of office assistant/secretarial experience. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC PROCESSING ASSISTANT III $26,218 $34,084 $41,949 60.0%GRANVILLE COUNTY PROCESSING ASSISTANT IV $28,016 $36,422 $44,827 60.0%ALAMANCE COUNTY PROCESSING ASSISTANT III $28,783 $36,699 $44,615 55.0%FRANKLIN COUNTY PROCESSING ASSISTANT IV $29,235 $38,006 $46,777 60.0%VANCE COUNTY PROCESSING ASSISTANT IV $30,000 $35,414 $40,828 36.1%WARREN COUNTY PROCESSING ASSISTANT IV $31,812 $41,522 $51,231 61.0%NASH COUNTY PROCESSING ASSISTANT $35,026 $59,037 $83,048 137.1%DURHAM COUNTY Average $29,870 $40,169 $50,468 69.0% $30,055 $38,322 $46,587PERSON COUNTY 55.0%PROCESSING ASSISTANT IV $185$ Difference % Difference 0.6% ($1,847) -4.8% ($3,881) -8.3% 66 PUBLIC HEALTH DIRECTOR Organizes and directs the work of the Health Department. Represents the agency at meetings and conferences and maintains relationships with agency personnel, county, state officials and the public. Negotiates contracts for professional services, supplies, and pharmacy services. Responds to public health threats and emergencies through the development and exercise of comprehensive plans. Sets policies and procedures for training, counseling and disciplinary, selects and appraises all departmental employees. Investigates the cause of infectious, communicable, and other diseases. Enforces the immunization requirements of North Carolina Public Health Law. Master’s degree in public health administration and at least one year of employment experience in health programs or health services. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC PUBLIC HEALTH DIRECTOR $68,960 $87,924 $106,888 55.0%ALAMANCE COUNTY PUBLIC HEALTH NURSING DIRECTOR II $69,356 $90,163 $110,969 60.0%ROCKINGHAM COUNTY LOCAL HEALTH DIRECTOR $73,385 $93,566 $113,746 55.0%WARREN COUNTY PUBLIC HEALTH DIRECTOR OF NURSING I $76,372 $97,374 $118,375 55.0%FRANKLIN COUNTY PUBLIC HEALTH DIRECTOR $88,960 $121,827 $154,693 73.9%ORANGE COUNTY PUBLIC HEALTH DIVISION DIRECTOR $92,965 $130,148 $167,331 80.0%WAKE COUNTY HEALTH DIRECTOR $107,728 $140,607 $173,485 61.0%NASH COUNTY PUBLIC HEALTH DIRECTOR $115,698 $159,320 $202,941 75.4%GUILFORD COUNTY DIRECTOR OF PUBLIC HEALTH $135,542 $182,982 $230,421 70.0%DURHAM COUNTY Average $92,107 $122,656 $153,205 66.3% $79,747 $101,678 $123,608PERSON COUNTY 55.0%PUBLIC HEALTH DIRECTOR ($12,360)$ Difference % Difference -15.5% ($20,978) -20.6% ($29,597) -23.9% 67 PUBLIC HEALTH NURSE II Provides and assures public health services that allow for the promotion of health, well being and disease prevention of the citizens of Person County. Performs home visits as warranted by program guidelines/expectations. Provides guidance, teaching, and counseling to patients regarding program service offerings and plans of care. Prepares the patient to be examined by a medical provider and assures all supplies needed are available in the exam room. Prepares requisitions for lab work and updates and documents the patient records and logs. Packages specimens to be sent to the lab facility. Assists with ordering medications and managing off-site pharmacy stock. Graduation from an accredited school of professional nursing and one year of professional nursing experience. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC PUBLIC HEALTH NURSE II $47,305 $60,314 $73,322 55.0%WARREN COUNTY PUBLIC HEALTH NURSE II $49,620 $63,266 $76,911 55.0%ALAMANCE COUNTY PUBLIC HEALTH NURSE II $51,754 $67,281 $82,807 60.0%ROCKINGHAM COUNTY PUBLIC HEALTH NURSE II $54,291 $74,349 $94,407 73.9%ORANGE COUNTY PUBLIC HEALTH NURSE $56,245 $78,744 $101,242 80.0%DURHAM COUNTY PUBLIC HEALTH - REGISTERED NURSE $57,529 $77,668 $97,806 70.0%WAKE COUNTY PUBLIC HEALTH NURSE II $59,839 $76,294 $92,749 55.0%FRANKLIN COUNTY PUBLIC HEALTH NURSE II $59,987 $78,295 $96,603 61.0%NASH COUNTY Average $54,571 $72,026 $89,481 64.0% $53,976 $68,820 $83,663PERSON COUNTY 55.0%PUBLIC HEALTH NURSE II ($595)$ Difference % Difference -1.1% ($3,206) -4.7% ($5,818) -7.0% 68 PUBLIC INFORMATION OFFICER Develops and administers external communications for the County that encourages transparency, open communication, and community engagement. Provides public information and education about by creating, writing, editing publications, producing video packages about county employees and programs. Plans, writes, edits, lays out, designs and coordinates various publications such as the annual report, news releases, brochures, fliers and posters. Researches, writes, lays out, and plans news conferences and media events. Develops and delivers presentations for civic and school groups. Completes research and public affairs assignments for County officials. Posts articles to Internet and Intranet web sites; maintains the web site Calendar of Meetings. Bachelor’s degree in journalism, communications, public relations, marketing, public administration, or a related field, and at least two years of experience in responsible public communications, public relations, or community engagement. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC PUBLIC INFORMATION OFFICER $48,785 $61,562 $74,339 52.4%GRANVILLE COUNTY PUBLIC INFORMATION OFFICER $51,754 $67,281 $82,807 60.0%ROCKINGHAM COUNTY PUBLIC INFORMATION SPECIALIST $52,566 $73,592 $94,618 80.0%DURHAM COUNTY COMMUNICATIONS MANAGER $56,355 $75,704 $95,052 68.7%GUILFORD COUNTY PUBLIC INFORMATION OFFICER $62,830 $80,109 $97,388 55.0%FRANKLIN COUNTY PUBLIC INFORMATION OFFICER $69,823 $95,848 $121,873 74.5%DANVILLE (CITY OF) PUBLIC INFORMATION OFFICER $80,593 $110,369 $140,144 73.9%ORANGE COUNTY PUBLIC INFORMATON OFFICER - SHERIFF $80,841 $113,173 $145,505 80.0%WAKE COUNTY Average $62,943 $84,705 $106,466 69.1% $56,675 $72,261 $87,846PERSON COUNTY 55.0%PUBLIC INFORMATION OFFICER ($6,268)$ Difference % Difference -11.1% ($12,444) -17.2% ($18,620) -21.2% 69 PUBLIC TRANSPORTATION DIRECTOR Provides transportation services to residents and ensures services are provided to designated requirements. Conscious of HIPAA guidelines and maintains confidentiality. Plans for service expansion to meet needs of residents, develops goals and objectives, writes and implements departmental's policies and procedures. Develops and projects budgets. Performs and oversees personnel functions for staff. Conducts scheduled staff meetings. Develops and administers grants; prepares reports covering operating statistics. Graduation from an accredited college or university with a bachelor’s degree in business administration, transportation planning, or related field. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC TRANSPORTATION SUPERVISOR $34,591 $54,575 $74,558 115.5%UNC CHAPEL HILL TRANSPORTATION DIRECTOR $80,593 $110,369 $140,144 73.9%ORANGE COUNTY TRANSIT PLANNING & SERVICES MANAGER $90,317 $126,445 $162,572 80.0%DURHAM COUNTY Average $68,500 $97,129 $125,758 83.6% $59,509 $75,874 $92,238PERSON COUNTY 55.0%PUBLIC TRANSPORTATION DIRECTOR ($8,991)$ Difference % Difference -15.1% ($21,255) -28.0% ($33,520) -36.3% 70 REAL PROPERTY APPRAISER Determines values for personal property utilizing state schedules. Determines values for mobile homes, unregistered motor vehicles, boats, and farm equipment; mails out late listing statements and assigns late listing penalties. Enters data from listing forms into data base to create tax bills. Processes real and personal property discoveries and releases. Reviews applications, meets with property owners and determines elderly disabled and disabled veteran exclusions. Interprets recorded deeds to determine property to be transferred. Updates records and determines where to move personal property. Transfers property into new ownership names and sends out sales questionnaires to new owners. Graduation from a community college with a degree in business, accounting, or related field and considerable experience in a tax department. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC REAL ESTATE APPRAISER I $32,810 $45,857 $58,904 79.5%DANVILLE (CITY OF) REAL PROPERTY APPRAISER $42,750 $53,947 $65,144 52.4%GRANVILLE COUNTY PERSONAL PROPERTY APPRAISER $42,909 $60,073 $77,237 80.0%DURHAM COUNTY REAL PROPERTY APPRAISER $43,447 $56,481 $69,515 60.0%VANCE COUNTY APPRAISER II $46,392 $62,320 $78,247 68.7%GUILFORD COUNTY APPRAISER $47,622 $64,293 $80,964 70.0%WAKE COUNTY REAL PROPERTY APPRAISER $49,351 $64,414 $79,476 61.0%NASH COUNTY PROPERTY APPRAISER $51,691 $65,907 $80,122 55.0%FRANKLIN COUNTY Average $44,622 $59,161 $73,701 65.2% $42,292 $53,922 $65,552PERSON COUNTY 55.0%REAL PROPERTY APPRAISER ($2,330)$ Difference % Difference -5.5% ($5,239) -9.7% ($8,149) -12.4% 71 RECREATION PROGRAM SPECIALIST Organizes and supervises youth and adult team leagues and camps; assists with special athletic events. Plans and schedules artists for the Performing Art Series. Creates media releases and publicizes programs. Provides summer shows for Summer Day Camp. Assists with Special Olympics programs and activities. Trains and supervises part-time and volunteer workers. Provides staffing in the Kirby Gallery and sells tickets to events; provides customer service answering phone calls and receiving visitors; provides information about athletic programs to the public. Books team practices, reschedules games, receives team rosters. Organizes and conducts officials, coaches and athletic clinics/camps. Makes minor repairs to athletic equipment, inspects facilities and equipment for needed repairs. Four-year college degree in, Recreation Management, Sports Administration, Cultural Arts, or a related field. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC RECREATION PROGRAM SUPERVISOR $38,767 $49,429 $60,090 55.0%ALAMANCE COUNTY PARK ASSISTANT MANAGER $39,364 $53,138 $66,912 70.0%WAKE COUNTY TOURISM PROGRAM COORDINATOR $39,785 $51,721 $63,657 60.0%VANCE COUNTY PARKS EVENT COORDINATOR $41,962 $54,382 $66,801 59.2%GUILFORD COUNTY PROGRAM COORDINATOR $43,354 $59,514 $75,674 74.5%DANVILLE (CITY OF) RECREATION PROGRAM COORDINATOR $44,653 $56,932 $69,211 55.0%FRANKLIN COUNTY RECREATION PROGRAM SUPERVISOR $46,814 $64,110 $81,406 73.9%ORANGE COUNTY RECREATION PROGRAM SUPERVISOR $47,001 $61,346 $75,691 61.0%NASH COUNTY Average $42,713 $56,321 $69,930 63.7% $40,278 $51,354 $62,431PERSON COUNTY 55.0%RECREATION PROGRAM SPECIALIST ($2,435)$ Difference % Difference -6.0% ($4,967) -9.7% ($7,499) -12.0% 72 REGISTER OF DEEDS Organizes and supervises the personnel, operations, and functions of the Office of the Register of Deeds. Makes recommendations regarding fiscal matters, equipment, and other needs of the office. Provides information to the public and assists them with location of various legal documents. Records various vital statistics, legal transactions, deeds, easements, rights-of-way, mortgages, deeds of trust, etc. Issues marriage licenses, copies of birth, marriage, and death certificates, military discharges, and legitimization papers. Collects fees and makes bank deposits to the general fund. Must meet the requirements of the general statutes of the State of North Carolina to run. Must be elected to the Register of Deeds Office by the citizens of the County. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC REGISTER OF DEEDS SPECIALIST $39,364 $53,138 $66,912 70.0%WAKE COUNTY REGISTER OF DEEDS $49,670 $63,329 $76,988 55.0%WARREN COUNTY REGISTER OF DEEDS $51,704 $65,924 $80,144 55.0%ALAMANCE COUNTY REGISTER OF DEEDS $59,125 $76,863 $94,600 60.0%VANCE COUNTY REGISTER OF DEEDS $60,795 $76,717 $92,639 52.4%GRANVILLE COUNTY REGISTER OF DEEDS $62,908 $81,780 $100,652 60.0%ROCKINGHAM COUNTY REGISTER OF DEEDS $66,136 $86,321 $106,505 61.0%NASH COUNTY REGISTER OF DEEDS $72,734 $92,736 $112,738 55.0%FRANKLIN COUNTY REGISTER OF DEEDS $80,593 $110,369 $140,144 73.9%ORANGE COUNTY REGISTER OF DEEDS $84,727 $116,226 $147,724 74.4%GUILFORD COUNTY REGISTER OF DEEDS $96,641 $130,465 $164,288 70.0%DURHAM COUNTY Average $65,854 $86,715 $107,576 63.4% $59,509 $75,874 $92,238PERSON COUNTY 55.0%REGISTER OF DEEDS ($6,345)$ Difference % Difference -10.7% ($10,841) -14.3% ($15,338) -16.6% 73 SOCIAL SERVICES DIRECTOR Directs the work of the Person County Department of Social Services. Monitors the personnel policies and procedures of the department. Determines the budgetary needs of the agency. Conducts interviews, checks references, and hires new employees. Plans and assigns workloads. Serves as legal guardian to children placed in the department's custody, and adults found to be incompetent or in need of protective services. Serves as spokesperson for the department with the community, media, or press. Formal education and experience in the Social Services field. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC SOCIAL SERVICES DIRECTOR $66,181 $84,381 $102,581 55.0%ALAMANCE COUNTY DIRECTOR OF SOCIAL SERVICES $73,385 $93,566 $113,746 55.0%WARREN COUNTY SOCIAL SERVICES DIRECTOR $80,461 $104,599 $128,737 60.0%VANCE COUNTY COUNTY SOCIAL SERVICES DIRECTOR $82,733 $104,402 $126,070 52.4%GRANVILLE COUNTY SOCIAL SERVICES DIRECTOR $84,302 $109,593 $134,884 60.0%ROCKINGHAM COUNTY SOCIAL SERVICES DIRECTOR $88,960 $121,827 $154,693 73.9%ORANGE COUNTY SOCIAL SERVICES DIRECTOR $92,830 $118,358 $143,886 55.0%FRANKLIN COUNTY DIRECTOR OF SOCIAL SERVICES $104,663 $168,595 $232,527 122.2%DANVILLE (CITY OF) SOCIAL SERVICES DIRECTOR $107,028 $146,818 $186,607 74.4%GUILFORD COUNTY DIRECTOR OF SOCIAL SERVICES $135,542 $182,982 $230,421 70.0%DURHAM COUNTY Average $91,609 $123,512 $155,415 69.7% $79,747 $101,678 $123,608PERSON COUNTY 55.0%SOCIAL SERVICES DIRECTOR ($11,862)$ Difference % Difference -14.9% ($21,834) -21.5% ($31,807) -25.7% 74 SOCIAL WORKER I Provides services to families who are receiving Child Protective Services, Foster Care, Child Welfare Services, Head Start Wrap Around, and other areas. Issues child care vouchers and action notices to eligible families, and conducts annual eligibility reviews and updates changes. Makes recommendations on local policies and assures that providers and customers are aware of policies. Serves as consultant on child care with boards, and confers with state licensing consultants when problem areas occur. Conducts presentations to the local DSS board when new programs are initiated or policy is revised. Bachelor's degree in a human services field from an accredited institution. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC SOCIAL WORKER I - CHILD SERVICES $31,973ALAMANCE COUNTY SOCIAL WORK PRACTITIONER $31,200 $55,735 $80,270 157.3%UNC CHAPEL HILL SOCIAL WORKER I $32,018 $40,823 $49,627 55.0%WARREN COUNTY SOCIAL WORKER I $34,543 $44,767 $54,991 59.2%GUILFORD COUNTY SOCIAL WORKER I $34,864 $45,323 $55,782 60.0%VANCE COUNTY SOCIAL WORKER I $35,848 $45,238 $54,627 52.4%GRANVILLE COUNTY FAMILY SERVICES SPECIALIST $38,269 $53,488 $68,706 79.5%DANVILLE (CITY OF) SOCIAL WORKER I $38,572 $49,180 $59,787 55.0%FRANKLIN COUNTY SOCIAL WORKER II $38,620 $50,206 $61,792 60.0%ROCKINGHAM COUNTY SOCIAL WORKER I $42,909 $60,073 $77,237 80.0%DURHAM COUNTY SOCIAL WORKER II $47,001 $61,346 $75,691 61.0%NASH COUNTY CHILD PROTECTIVE SERVICES - SOCIAL WORKER $52,385 $70,722 $89,058 70.0%WAKE COUNTY SOCIAL WORKER II $54,291 $74,349 $94,407 73.9%ORANGE COUNTY Average $40,043 $54,271 $68,498 $31,97371.1% $34,794 $44,362 $53,930PERSON COUNTY 55.0%Social Worker I ($5,249)$ Difference % Difference -15.1% ($9,909) -22.3% ($14,568) -27.0% 75 SOIL CONSERVATIONIST Administers the North Carolina Agriculture Cost Share Program (NCASCP) in support of the Soil and Water Conservation District; establishes priorities and ranking for funds based on surveys and investigations. Contacts and meets with farmers and landowners regarding conservation programs. Gathers data at the field site on current condition of soil and water and/or waste management conditions and practices. Develops conservation plans for farmers and landowners to address natural resource concerns and determines eligibility for incentive programs. Assists land users in the planning, design and application of conservation practices. Graduation from a two-year college with a major in agriculture, agronomy, or related field and experience in agricultural practices. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC SOIL & WATER CONSERVATIONIST $35,744 $45,574 $55,404 55.0%WARREN COUNTY SOIL CONSERVATION TECHNICIAN $38,767 $49,429 $60,090 55.0%ALAMANCE COUNTY RESOURCE CONSERVATION MANAGER $41,576 $54,049 $66,521 60.0%VANCE COUNTY NATURAL RESOURCE CONSERVATIONIST $42,547 $55,311 $68,075 60.0%GRANVILLE COUNTY DISTRICT RESOURCE CONSERVATIONIST $44,653 $56,932 $69,211 55.0%FRANKLIN COUNTY DISTRICT WATERSHED CONSERVATIONIST $46,942 $61,025 $75,108 60.0%ROCKINGHAM COUNTY SOIL CONSERVATION TECHNICIAN $49,186 $67,357 $85,528 73.9%ORANGE COUNTY SOIL & WATER CONSERVATIONIST $49,500 $66,495 $83,490 68.7%GUILFORD COUNTY NATURAL RESOURCE CONSERVATIONIST $52,385 $70,722 $89,058 70.0%WAKE COUNTY Average $44,589 $58,544 $72,498 62.6% $38,360 $48,909 $59,458PERSON COUNTY 55.0%SOIL CONSERVATIONIST ($6,229)$ Difference % Difference -16.2% ($9,635) -19.7% ($13,040) -21.9% 76 SR BUILDING MAINTENANCE TECHNICIAN Troubleshoots, determines methods of repair for HVAC, carpentry, minor electrical and plumbing, and completes necessary repairs. Rewires switches and checks fuses; repairs door closures and locks, replaces lights and light fixtures, repairs cleaning equipment; repairs plumbing fixtures, repairs leaks, maintains fire extinguishers and emergency lighting, and repairs HVAC failures. Orders, erects, and installs street signs. Performs floor maintenance, delivers and picks up voting equipment, and performs building maintenance duties such as cleaning windows, painting/repairing walls, and minor roofing. Graduation from high school and experience in trades and building maintenance work. HVAC and electrical experience and/or certifications highly favorable. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC FACILITY MAINTENANCE SUPERVISOR $31,904 $60,003 $88,101 176.1%UNC CHAPEL HILL MAINTENANCE SPECIALIST $33,362 $43,371 $53,380 60.0%VANCE COUNTY BUILDING AND GROUNDS MAINTENANCE SUPERVISOR $33,618 $42,864 $52,109 55.0%WARREN COUNTY BUILDING/GROUNDS MAINTENANCE TECHNICIAN $36,781 $47,815 $58,849 60.0%ROCKINGHAM COUNTY MAINTENANCE TECHNICIAN $37,478 $62,470 $87,461 133.4%DURHAM COUNTY BUILDINGS/FACILITIES MAINTENANCE TECHNICIAN $38,425 $52,619 $66,813 73.9%ORANGE COUNTY FACILITIES MAINTENANCE TECHNICIAN I $38,668 $50,470 $62,271 61.0%NASH COUNTY BUILDING MAINTENANCE MECHANIC $39,327 $50,967 $62,607 59.2%GUILFORD COUNTY FACILITIES MAINTENANCE LEAD TECHNICIAN $42,527 $54,221 $65,915 55.0%FRANKLIN COUNTY GENERAL TRADES SENIOR TECHNICIAN $43,292 $58,448 $73,603 70.0%WAKE COUNTY BUILDING MAINTENANCE SUPERVISOR $45,006 $53,756 $62,505 38.9%ROXBORO (CITY OF) Average $38,217 $52,455 $66,692 74.5% $36,533 $46,580 $56,627PERSON COUNTY 55.0%SR BUILDING MAINTENANCE TECH ($1,684)$ Difference % Difference -4.6% ($5,875) -12.6% ($10,065) -17.8% 77 SYSTEM ADMINISTRATOR - IT Provides end-user hardware and software support; installs software and hardware updates. Sets up, installs and updates software on workstations and servers. Performs Windows Updates on servers and workstations. Researches software and hardware solutions and makes purchasing recommendations. Maintains backup solution, virtual environment, storage infrastructure, and related technologies. Assists with designing, implementing, and maintaining document management solution. Installs and configures new servers. Configures and builds servers in a virtual machine environment. Responsible for virtual infrastructure deployment and maintenance. Bachelor's degree with coursework in information systems, or related field and considerable experience in systems support and administration. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC COMPUTER SYSTEMS ADMINISTRATOR I $44,674 $56,375 $68,075 52.4%GRANVILLE COUNTY ITS SYSTEMS ADMINISTRATOR $46,942 $61,025 $75,108 60.0%ROCKINGHAM COUNTY SYSTEMS SUPPORT ADMINISTRATOR $47,445 $61,679 $75,912 60.0%VANCE COUNTY SYSTEMS ADMINISTRATOR I $47,690 $65,466 $83,241 74.5%DANVILLE (CITY OF) HRMS SYSTEMS ADMINISTRATOR $49,500 $66,495 $83,490 68.7%GUILFORD COUNTY IT ADMINISTRATOR $49,670 $63,329 $76,988 55.0%WARREN COUNTY COMPUTER SYSTEMS ADMINISTRATOR II $54,276 $69,202 $84,127 55.0%FRANKLIN COUNTY SYSTEMS PROGRAMMER/SPECIALIST $56,000 $98,868 $141,735 153.1%UNC CHAPEL HILL TECHNOLOGY SUPPORT ANALYST $56,245 $78,744 $101,242 80.0%DURHAM COUNTY SYSTEMS ADMINISTRATOR $58,496 $74,583 $90,669 55.0%ALAMANCE COUNTY SYSTEMS ADMINISRATOR $65,561 $88,506 $111,451 70.0%WAKE COUNTY SYSTEMS ADMINISTRATOR $80,593 $110,369 $140,144 73.9%ORANGE COUNTY Average $54,758 $74,553 $94,349 72.3% $56,675 $72,261 $87,846PERSON COUNTY 55.0%SYSTEM ADMINISTRATOR - IT $1,917$ Difference % Difference 3.4% ($2,292) -3.2% ($6,503) -7.4% 78 TAX COLLECTIONS SUPERVISOR Supervises the collection of property taxes for the County. Assists and educates the public regarding tax law and County procedures. Collects delinquent taxes. Reviews foreclosures to determine which to pursue for tax collections. Performs real estate title work including deed transfers, deeds of trust, foreclosure processes, and auction/sale of properties. Coordinates and prepares tax bills for mortgage companies. Participates in hiring assigned staff; performs training, work assignment, performance coaching and evaluation. Associates degree in paralegal, real estate, business, accounting, or related field supplemented by courses in tax collection and 3 years of experience in tax collections including work as a legal secretary; 3-5 years experience as a supervisor. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC SENIOR TAX ASSISTANT $42,909 $60,073 $77,237 80.0%DURHAM COUNTY TAX COLLECTIONS SUPERVISOR $44,707 $58,120 $71,532 60.0%ROCKINGHAM COUNTY TAX SUPERVISOR $44,774 $59,054 $73,334 63.8%GUILFORD COUNTY TAX COLLECTIONS SUPERVISOR $48,785 $61,562 $74,339 52.4%GRANVILLE COUNTY TAX COLLECTOR $51,704 $65,924 $80,144 55.0%ALAMANCE COUNTY ASSISTANT TAX ADMINISTRATOR $54,142 $70,385 $86,628 60.0%VANCE COUNTY TAX COLLECTIONS SUPERVISOR $54,410 $71,016 $87,622 61.0%NASH COUNTY TAX COLLECTIONS SUPERVISOR $56,990 $72,662 $88,334 55.0%FRANKLIN COUNTY Average $49,803 $64,849 $79,896 60.4% $42,292 $53,922 $65,552PERSON COUNTY 55.0%TAX COLLECTIONS SUPERVISOR ($7,511)$ Difference % Difference -17.8% ($10,927) -20.3% ($14,344) -21.9% 79 TELECOMMUNICATIONS SUPERVISOR Supervises the Communications center. Trains new staff and ensures proper certifications and re-certifications for staff. Assists with hiring, interviewing, and references. Assures coverage in emergency situations. Receives and dispatches calls for service to emergency medical services, law enforcement, municipal police departments, volunteer and municipal fire departments, highway patrol, Department of Transportation, rescue squads, public utilities, animal control, and various human services agencies. Receives complaints and requests for service by telephone or radio, obtains necessary information and dispatches appropriate personnel or officials and/or advises callers of proper contact for assistance or information. Graduation from high school and considerable experience in telecommunications and dispatching and 3-5 years supervisory training preferred. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC PUBLIC SAFETY TELECOMMUNICATOR SUPERVISOR $32,000 $54,652 $77,303 141.6%UNC CHAPEL HILL TELECOMMUNICATIONS SHIFT SUPERVISOR $35,744 $45,574 $55,404 55.0%WARREN COUNTY TELECOMMUNICATOR SUPERVISOR $40,910 $51,624 $62,338 52.4%GRANVILLE COUNTY EMERGENCY COMMUNICATIONS TELECOMMUNICATOR SUPERVIS $41,331 $57,767 $74,203 79.5%DANVILLE (CITY OF) TELECOMMUNICATIONS SUPERVISOR $42,094 $53,669 $65,243 55.0%ALAMANCE COUNTY TELECOMMUNICATIONS SHIFT SUPERVISOR $46,886 $59,779 $72,672 55.0%FRANKLIN COUNTY TELECOMMUNICATIONS DIRECTOR $47,622 $64,293 $80,964 70.0%WAKE COUNTY TELECOMMUNICATOR SUPERVISOR $49,127 $68,778 $88,428 80.0%DURHAM COUNTY 911 OPERATIONS MANAGER $51,811 $67,354 $82,897 60.0%VANCE COUNTY TELECOMMUNICATIONS SUPERVISOR $56,275 $65,776 $75,277 33.8%ORANGE COUNTY Average $44,380 $58,926 $73,473 65.6% $38,360 $48,909 $59,458PERSON COUNTY 55.0%TELECOMMUNICATIONS SUPERVISOR ($6,020)$ Difference % Difference -15.7% ($10,017) -20.5% ($14,015) -23.6% 80 TELECOMMUNICATOR EMD Receives routine and emergency telephone calls and personal requests for assistance concerning crimes, fires, rescue needs or general information. Identifies the locations of callers to choose and dispatch the proper law enforcement, fire, or rescue department or unit. Operates a variety of electronic equipment to maintain contact with Sheriff and Police personnel, multiple fire units and emergency rescue personnel, and other law enforcement units. Interviews callers to determine nature of concern and provides information about the situation as it develops and/or background information from the DCI; provides pre-arrival medical instruction using EMD system. Operates terminal connected with the DCI to obtain driver’s history, vehicle registration data and criminal record information; checks warrants; runs vehicle inquiries and driver license history checks for law enforcement agencies. Graduation from high school and public contact and customer service experience; communications and dispatching experience preferred. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC PUBLIC SAFETY TELECOMMUNICATOR $31,200 $40,641 $50,082 60.5%UNC CHAPEL HILL TELECOMMUNICATOR $31,772 $41,304 $50,836 60.0%ROCKINGHAM COUNTY TELECOMMUNICATOR $32,421 $41,337 $50,253 55.0%WARREN COUNTY EMERGENCY COMMUNICATIONS TELECOMMUNICATOR I $32,810 $45,857 $58,904 79.5%DANVILLE (CITY OF) TELECOMMUNICATOR $33,411 $43,435 $53,458 60.0%ALAMANCE COUNTY TELECOMMUNICATOR $35,704 $48,200 $60,695 70.0%WAKE COUNTY TELECOMMUNICATOR $35,848 $45,238 $54,627 52.4%GRANVILLE COUNTY TELECOMMUNICATOR $36,827 $48,067 $59,306 61.0%NASH COUNTY TELECOMMUNICATOR II $38,072 $49,494 $60,915 60.0%VANCE COUNTY TELECOMMUNICATOR $38,572 $49,180 $59,787 55.0%FRANKLIN COUNTY TELECOMMUNICATOR $42,909 $60,073 $77,237 80.0%DURHAM COUNTY TELECOMMUNICATOR $46,265 $52,719 $59,173 27.9%ORANGE COUNTY Average $36,318 $47,129 $57,939 59.5% $34,794 $44,362 $53,930PERSON COUNTY 55.0%TELECOMMUNICATOR EMD ($1,524)$ Difference % Difference -4.4% ($2,767) -6.2% ($4,009) -7.4% 81 TRANSIT SPECIALIST Drives vehicles on assigned schedule/route to transport passengers to and from destination. Monitors and reports status and needs of the vehicles for maintenance and safety. Maintains on-board safety equipment. Records mileage, number of passengers, times, and other information on devices. Collects and keeps account of any fares or ride cards; prepares receipts for monies collected. Assists passengers with seat belts and getting in and out of vehicles; operates wheelchair lifts, secures wheelchairs and walkers. Ensures the vehicle is clean and free of litter. Graduation from high school and a good driving record, with a preference for one year of public driving experience. Descrip Quals MatchingTitle Match ExemptMinMidMax Avg Pay Actual PayRespondent Range Width Salary Survey Results for PERSON COUNTY, NC TRANSIT DRIVER I $30,379 $42,460 $54,541 79.5%DANVILLE (CITY OF) Average $30,379 $42,460 $54,541 79.5% $28,625 $36,497 $44,369PERSON COUNTY 55.0%TRANSIT SPECIALIST ($1,754)$ Difference % Difference -6.1% ($5,963) -16.3% ($10,172) -22.9% 82 Employee: A Current Pay: 49,472 Current Grade: 67 46,627/59,449/72,271 Proposed Grade: 115 50,118/64,221/78,324 Proposed increase: 2,210 Proposed Pay: 51,683 old minimum – current salary / old minimum – old maximum = % 46,627 – 49,472 = 2,845 / 46,627-72,271 = 25,644 = .110942 new minimum – new maximum = difference 50,118-78,324 = 28,216 difference x % = total 28,216x.110942=3,130 new minimum + total = adjusted salary 50,118+3,130=53,248 adjusted salary – old salary = difference #2 53,248-49,472=3,776 difference #2 – number to minimum of new range (current salary – new minimum) = total #2 3,776 – 646 = 3,130 total# 2 / 2 = total #3 3,130/2=1,565 old salary + total #3 + number to minimum of new range = new salary 49,472+1,565+646=51,583 83 Employee: B Current Pay: 40,638 Current Grade: 61 34,794/44,362/53,930 Proposed Grade: 110 39,269/50,319/61,369 Proposed increase: 2,690 Proposed Pay: 43,328 old minimum – current salary / old minimum – old maximum = % 34,794-40,638=5,844 / 34,794-53,930=19,136 = .305392 new minimum – new maximum = difference 39,269-61,369=22,100 difference x % = total 22,100 x .305392 = 6,749 new minimum + total = adjusted salary 39,269+6,749=46,018 adjusted salary – old salary = difference #2 46,018-40,638=5,380 difference #2 – number to minimum of new range (current salary – new minimum) = total #2 5,380-0=5,380 total# 2 / 2 = total #3 5,380/2=2,690 old salary + total #3 + number to minimum of new range = new salary 40,638+2,690+0=43,328 84 Employee: C Current Pay: 36,538 Current Grade: 62 36,533/46,580/56,627 Proposed Grade: 111 41,232/52,835/64,437 Proposed increase: 4,697 Proposed Pay: 41,237 old minimum – current salary / old minimum – old maximum = % 36,533-36,538=5 / 36,533-56,627=20,094 = .000249 new minimum – new maximum = difference 41,232 – 64,437= 23,205 difference x % = total 23,205 x .000249 = 5.78 new minimum + total = adjusted salary 41,232+5.78=41,238 adjusted salary – old salary = difference #2 41,238-36,538=4,700 difference #2 – number to minimum of new range (current salary – new minimum) = total #2 4,770-4,699=1 total# 2 / 2 = total #3 1/2=.5 old salary + total #3 + number to minimum of new range = new salary 36,538+.5+4,699=41,237 85 1 ARTICLE II. POSITION CLASSIFICATION PLAN Amended 7/1/2023 Section 1. Purpose. The position classification plan provides a complete inventory of all authorized and permanent positions in the County service, and an accurate description and specification for each class of employment. The plan standardizes job titles, each of which is indicative of a definite range of duties and responsibilities. All positions covered by the personnel policy are to be classified according to the assigned duties, responsibilities, qualifications needed, and other required factors. In order to ensure its continuing value as a personnel management tool, the positions classification plan will be maintained to reflect the current work assignments and other conditions and requirements which are factors in proper classification and allocation of regular positions. Positions in the Departments of Social Services and Public Health will be classified by the NC Department of Health and Human Services (DHHS) in compliance with the rules and regulations under the State Human Resources Act (Frequently referred to as the State Personnel Act). Section 2. Composition of the Position Classification Plan The classification plan shall consist of: a) A grouping of positions in classes which are approximately equal in difficulty and responsibility which call for the same general qualifications, and which can be equitably compensated within the same range of pay under similar working conditions; b) class titles descriptive of the work of the class; c) written specifications for each class of positions; and d) an allocation list showing the class title of each position in the classified service. Section 3. Use of the Position Classification Plan The classification plan is to be used: a) as a guide in recruiting and examining applicants for employment; b) in determining lines of promotion and in developing employee training programs; c) in determining salary to be paid for various types of work; d) in determining personnel service items in departmental budgets; and e) in providing uniform job terminology. Section 4. Administration of the Position Classification Plan 86 2 The County Manager, assisted by the Human Resources Director, shall allocate each position covered by the classification plan to its appropriate class, and shall be responsible for the administration of the position classification plan. The Human Resources Director shall periodically review portions of the classification plan and recommend revisions to the County Manager to ensure that classifications accurately reflect current job duties and responsibilities. The Human Resources Director shall also periodically review the entire classification plan and, when needed, recommend major changes to the County Manager. For Employees subject to the State Human Resources Act, both the Person County Classification Plan, and the Office of State Human Resources Classification Plan should be considered. Section 5. Authorization of New Positions and the Position Classification Plan New positions shall be established upon recommendation of the County Manager and approval of the Board of Commissioners. New positions shall be recommended to the Board of Commissioners with a recommended class title. The position classification plan, along with any new positions or classifications shall be approved by the Board of Commissioners and on file with the Human Resources Director. Copies will be available to all employees for review upon request.A copy of the position classification plan will be posted on the County website under the Human Resources Department for review by employees and the public. Section 6. Request for Reclassification Any employee or Department Head who considers the position in which classified to be improper shall submit a request in writing for reclassification to such employee's immediate supervisor, who shall immediately transmit the request to the Human Resources Director through the chain of command. Upon receipt of such request, the Human Resources Director shall study the request, determine the merit of the reclassification, and recommend any necessary changes to maintain a fair and accurate classification plan, to the County Manager. The decision of the County Manager is final. 87 3 ARTICLE III. THE PAY PLAN Amended 7/1/2023 Section 1. Definition The pay plan includes the salary schedule and the assignment of classes to salary grades and ranges adopted by the Board of Commissioners. The salary schedule may consist of a Hiring, minimum, midpoint, and maximum rates of pay for each job classification approved by the Board of Commissioners. Salary increases within the pay range shall be based on criteria established by the County Manager and approved by the Board of Commissioners. In order to ensure proper pay, time worked must be entered on the employee’s timesheet pursuant to current County practices, which currently require time entry in quarter hour increments. Please note that some employees, particularly those subject to the Department of Transportation Guidelines, may have different timekeeping requirements. Section 2. Administration and Maintenance The County Manager shall be responsible for the administration and maintenance of the pay plan. All employees covered by the pay plan shall be paid at a rate within the salary range established for the respective position classification, except for employees in trainee status or employees whose existing salaries are above the established maximum rate following transition to a new pay plan. The pay plan is intended to provide equitable compensation for all positions, reflecting differences in the duties and responsibilities, the comparable rates of pay for positions in public employment in the area, changes in the cost of living, the financial conditions of the County, and other factors. To this end, from time to time the County Manager, assisted by the Human Resources Director, shall make comparative studies of all factors affecting the level of salary ranges and may make minor adjustments in the allocation of positions to salary grades. When major adjustments encompassing numerous positions are needed, or when a general adjustment is needed to the pay plan, the County Manager shall recommend such changes in salary ranges as appear to be warranted to the Board of Commissioners. The Board of Commissioners shall adopt the salary schedule and assignment of job classes to salary grades, including any minor adjustments made by the County Manager during the previous budget year, annually as part of the budget process. The County Manager may approve in-range adjustments to employee salaries not to exceed ten percent when necessary to accommodate inequities, special performance, or achievements, retention or other issues. The Department Head will submit documentation to the Human Resources Director explaining the reason for requesting an in-range adjustment. The Human Resources Director will make a recommendation to the County Manager. Section 3. Starting Salaries All persons employed in positions approved in the position classification plan normally shall be employed at the Hiring Rate for the classification in which they are employed; however, on the recommendation of the department head and/or the human resources director, with the approval of the County Manager, employee salaries may be approved above the Hiring Rate. Reasons for hiring above the Hiring Rate include exceptional education and experience qualifications of the applicant, a shortage of qualified applicants, and/or the refusal of qualified applicants to accept employment at the Hiring Rate. Department 88 4 Heads shall consider internal equity of other employees in the department when making a recommendation for employment above the Hiring In order to establish the pay rate for new hires (or rehires), the following criteria will be used to promote fairness and equity in pay. a) The starting salary for a new employee who meets the minimum qualifications for the position is typically the minimum of the salary range to which the job classification is assigned. b) The new hire starting salary for employees (or re-hires) may consider directly related experience and/or experience that can be verified by the Human Resources Department. Employees who have left the County and have been officially terminated will be re-hired using this criteria and will not be rehired at the previous salary. Re-hires who have left the County’s employ will be considered using the same criteria as new hires. c) Internal Equity is an equally important consideration in filling a vacant position. Before a salary offer is made, Human Resources will also consider the current salaries, level of education, relevant licenses/certifications and length of service in the same/similar job class or classes of current incumbents. It is the policy of the County to make every effort to avoid inverted salary relationships which are created by bringing in newly hired employees at a salary that exceeds the current salaries of comparably placed existing employees in the same/similar job class. d) The Human Resources Department may consider a higher salary offer if the open position is determined to be a “hard to fill” position. “Hard to fill” positions will be determined by the Human Resources Department and will be based on the length of time the position has remained unfilled, the difficulty to recruit, the “mission critical” nature of the work and the market conditions of the position, at the time of a vacancy. e) The salary range is typically considered the span in salary between the minimum of the range and the midpoint for most positions. For Directors or Assistant Director level positions, the qualifications of the applicant and/or the needs of the County should include the discretion to hire anywhere within the range. However, consideration should still be given to existing salaries of other employees who are in directly comparable leadership positions. Elected officials, i.e. the Sheriff and Register of Deeds, shall be paid upon initial election or appointment, at the starting salary for the office. The Board of Commissioners may adjust the salary of the elected official by considering the years of service, performance and related experience of the person. Pay for part-time or temporary status will be based on the applicable hourly rate for the position. Section 4. Maximum of the Range Ranges are established to reflect the market value of a given job profile and not an incumbent. Once an employee reaches the maximum of his/her assigned range, the salary is frozen, and the employee is not eligible for any additional compensation unless there is a range movement that would result in a higher maximum. Section 5. Trainee Designation and Provisions Applicants being considered for employment or County employees who do not meet all of the 89 5 requirements for the position for which they are being considered may be hired, promoted, demoted, or transferred by the County Manager to a "trainee" status or under the State Human Resources Act job classes as a "Work Against.” In such cases, a plan for training and meeting the minimum qualification for the job classification, including a time schedule, must be prepared by the supervisor. An employee shall remain at the trainee or "Work Against" salary level until the Department Head certifies that the employee is qualified to assume full responsibilities of the position and the County Manager approves the certifications. The Department Head shall review the progress of each employee in a trainee or "Work Against" status every six months or more frequently as necessary to determine when the employee is qualified to assume full responsibilities of the position. "Trainee" salaries may be one to three two grades below the Hiring minimum rate established for the position for which the person is being trained. Assignment three two grades below is appropriate when the traineeship is expected to last two years. Assignment two one grades below is appropriate for more than six months but less than two years when traineeship is expected to last one year. (Note: Positions subject to the State Human Resources Act may be assigned no more than two grades below for trainee purposes.) The actual assignment should be reviewed and approved by the Human Resources Director. A new employee designated as "trainee" appointment shall be in a probationary status until requirements for the full job class are met. If the training is not successfully completed as planned, the employee shall be transferred, demoted, or dismissed. If the training is successfully completed, the employee shall be paid at least at the Hiring minimum rate established for the job class. Section 5. Probationary Pay Increases Employees hired at the Hiring Rate of the pay range shall receive a salary increase within the salary range of approximately 5% upon successful completion of the initial probationary period. Employees serving a twelve-month probationary period are eligible for consideration for this pay increase after nine months of successful employment. Employees are only eligible for one probationary increase during their tenure of employment. Grant-funded positions may receive probationary increases, if funds are available from the grant program. Section 6. Education and Certification Increase Employee Certification Policy (effective July 1, 2009) A Full-time employee may be eligible to receive a 1.5% salary increase per advanced certification obtained if the following conditions are met: 1) Employee obtains certification or accreditation in their professional field furthering their ability to perform the duties and responsibilities of their position 2) Increase can only be awarded during the fiscal year in which it was obtained 3) No increases will be awarded retroactively for certifications obtained prior to the adoption of this policy or in a previous fiscal year from which the increase is being requested 4) Re-certifications are not eligible for an increase 5) Employee is not in the disciplinary process at the time the increase is being requested 6) Employee may not receive more than two increases per fiscal year. *see separate policy titled Person County Employee Certification Policy To encourage growth and promote a learning atmosphere in local government, a full-time employee of Person County Government may be eligible to receive a 1.5% salary increase per education or advanced certification obtained if certain criteria are met. Education is defined as graduation from a community college or university where an individual may receive an associate, bachelor’s, graduate, doctorate or professional degree. A certification is an official document acknowledging that an individual has successfully passed a professional class or training that has provided them with knowledge, experience and skills to perform 90 6 certain job tasks. Most certifications that pertain to this policy will include an individual attending training for a considerable number of hours and/or passing an exam in order to receive the certification. The following criteria will be applied when an employee has requested an increase for additional education or certification:  The certification or accreditation will be earned in their professional field furthering their ability to perform the duties and responsibilities of their position. Approval from the Department Head, Human Resources Director and County Manager may also be made for an employee who is seeking a higher level of education to pursue a promotion within County services.  An education or certification increase will only be awarded during the fiscal year in which it was obtained.  The County will pay for one certification school and up to two attempts at an exam for a single certification level. Exceptions may be made if deemed appropriate by the County Manager.  College courses will usually be taken outside of regular work hours. Courses during work hours are typically not permitted but may be considered by the County Manager on a case by case basis if work time can be made-up with minor schedule adjustments. Employees will not be paid for time spent in classes. Employees may be reimbursed for tuition, fees, laboratory fees, and student fees up to a certain amount as outlined in the Personnel Policy, Article VI. Employee Benefits, Section 10.  Pay increases for certifications should be submitted in a timely manner. The effective date of the pay increase will be consistent with the next full pay period. There may be instances where the delay is from a third party and no fault of the employee or supervisor. Certification increases are not intended to be re-applied for position status change that includes but is not limited to promotions, transfers, reclassifications, or demotions. No increases will be awarded retroactively for certifications obtained prior to the adoption of this policy.  Re-certifications will not eligible for an increase, but the County may pay for the renewal of the required certification.  If the certification has been suspended, lapsed or is no longer being utilized, the pay incentive may be removed.  If the employee has an active performance improvement plan due to not meeting work standards, they will not be approved for a certification increase until the employee has successfully resolved performance issues. The increase will not be retroactive but may be effective the first day the employee has successfully completed the performance improvement plan.  The employee may not receive more than two education or certification increases per fiscal year.  A salary increase will not typically be awarded if the certification is included as a requirement on the job description or formal acceptance letter of employment. Special circumstances may be considered if deemed appropriate by the County Manager and Human Resources Director. Section 7. Pay Range Increases Upward movement within the established salary range for an employee is not automatic but rather based upon specific criteria. Procedures for determining performance levels and performance pay increases 91 7 shall be established in procedures approved by the County Manager. Section 8. Performance Review and Development System (separate policy) The purpose is to establish and maintain a performance review and development system that contributes to the organization achieving its mission and goals and focuses on continuous performance improvement and recognition for all employees of the County. Reviews will encompass one year and be conducted on or before the anniversary date of the employee’s initial hire or rehire. Pay for performance or merit may vary or be funded at the discretion of the Board of Commissioners. Grant funded positions may receive merit only if funds are available from the grant program. Section 9. Salary Effect of Promotions, Demotions, Transfers, and Reclassifications (See Article I for definitions of these terms) Promotions. When an employee is promoted to a position with a higher salary grade, the employee's salary shall normally be advanced to the minimum of the new position, or to a salary which provides an increase of at least 5% over the employee's salary before the promotion, provided, however, that the new salary may not exceed the maximum rate of the new salary range, provided however, that any promotional raise will be subject to a review for internal equity, and may be altered to promote the same. When an employee is promoted, as a result of a job change or job progression, to a higher pay grade position, the salary placement within the new pay grade shall be determined along with the above criteria as follows: apply a 5% increase to the previous salary for promotions of one pay grade, and an additional 2.5% for each additional pay grade up to a maximum of 15%. The resulting pay will be no less than the minimum of the new pay grade and no less than a 5% salary increase, but not more than the maximum salary of the assigned pay grade. Any increase of more than 5% requires documentation by the department or agency and a supporting recommendation from the Human Resources Director. The County Manager will review the documentation for approval. The effective date of the pay increase will be consistent with the next full pay period. The amount of the salary adjustment should also include consideration for the following: a) the employee’s related education, training, and experience; b) the nature and magnitude of the change in jobs; c) budget availability; d) consistency with similar situations in the past; e) internal equity within the work unit; and f) other relevant issues. Employee (Employees subject to the State Human Resources Act are exempt) will serve a probationary period but are not eligible for an increase. Only one probationary increase is allowed after initial employment. The purpose of the promotional pay increase is to recognize and compensate the employee for assuming increased responsibility. The amount of the salary adjustment should be based on: the employee’s related education, training, and experience; the nature and magnitude of the change in jobs; 92 8 budget availability; consistency with similar situations in the past; internal equity within the work unit; and other relevant issues. Employee (Employees subject to the State Human Resources Act are exempt) will serve a nine-month probationary period. There may be times when the uniqueness of an individual job and level or necessary skills required by the County, and not just possessed by the incumbent, may require a higher salary schedule placement than stipulated in this section. Under such circumstances, the County Manager may approve a higher salary placement within the assigned pay grade. Cost of living (or market adjustment), probationary increases for a previous job, and other in-range increases cannot take the place of a promotional increase. The position of the employee’s adjusted salary within the new salary range shall not exceed the position of the employee’s salary in the current range. Demotion or Voluntary Reassignment. When an employee is demoted to a position for which qualified, the salary shall be set at the rate in the lower pay range which provides a salary commensurate with the employees’ qualifications to perform the job when the demotion is not the result of discipline. If the current salary is within the new range, the employee's salary may be retained at the previous rate, if appropriate. Consideration should be given to whether the employee is receiving the same pay for decreased workload or responsibility level and action should be appropriate to this consideration along with internal equity consideration of the pay rate of other employees in the same classification. If the demotion is the result of disciplinary action, the salary shall be decreased at least 5%, but may be no greater than the maximum of the new range. Demotion or reassignment is a change in status resulting from an assignment to a position in a lower salary grade. If the change results from a disciplinary action, the action is considered a demotion. If the change results from a mutual agreement between the employee and employer, the action is considered a voluntary reassignment. The adjusted salary of the employee shall be within the range of the lower classification based on salary grade with consideration of internal equity, decreased workload and responsibility level. Lateral Transfers. The salary of an employee reassigned to a position in the same class or to a position in a different class within the same salary grade shall not be changed by the reassignment. A lateral transfer occurs when an employee is transferred from one job class to another in the same pay grade. The salary will remain the same and employee must possess the minimum qualifications for the new position. Reclassifications. An employee whose position is reclassified to a class having a higher salary range shall receive a pay increase of 5% or an increase to the Minimum Rate of the new pay range, whichever is higher. If the position is reclassified to a lower pay range, the employee's salary shall remain the same. If the employee's salary is above the maximum established for the new range, the salary of that employee shall be maintained at the current level until the range is increased above the employee's salary. When a job has been reclassified to a higher pay grade, the employee’s salary shall increase at least 5% 93 9 but not exceed the maximum salary of the new pay grade. If the reclassification results in an upgrade of one pay grade, the employee’s pay will be moved upward by 5%. An upgrade of two or more pay grades will increase the employee’s pay by an additional 2.5% for each additional pay grade, up to a maximum of 15%. Any increase of more than 5% would require documentation by the department or agency and a supporting recommendation from Human Resources Director. The County Manager will review the documentation for approval. For general reclassifications completed as a result of an internal or external compensation study, or as a result of a normal budget process review, a pay increase for an employee who has been in their position since on or before the first day of the fiscal year, will have an effective date of the first day of the fiscal year, or the effective date of implementation as approved by the Board of Commissioners. Otherwise, for an individual reclassification, done outside the normal budget cycle, the effective date of the pay increase will be consistent with the next full pay period. Reclassification or changes in pay grade, whether resulting from an internal or external compensation study or individual change in pay grade, shall not be retroactive with respect to calculating the new salary. When a job has been reclassified to a lower pay grade, the affected employee(s) shall have their pay grade adjusted accordingly. The effective date will be the day following approval and the change will be reflected in the next full pay period. If, after the pay grade adjustment, the employee(s) salary is greater than the maximum salary of the new pay range, the employee will continue to be paid at the higher rate of pay, the salary would be “frozen” and the employee is typically ineligible for any pay adjustment until the range “catches up” with the salary and allows for movement. Section 10. Salary Effect of Salary Range Revisions When a class of positions is assigned to a higher salary range as a result of labor market conditions (outside of a total county pay study), employees in that class shall receive a 5% increase for the salary grade increase. The employee shall receive a minimum of 5% for the range revision, even if such increases takes the employee above the midpoint of the new range.employees will be placed at minimum of pay grade and equity of old grade will be considered during the reclassification. An implementation process will be recommended by the Human Resources Director and approved by the County Manager. Budgetary funding will also be considered. When a class of positions is assigned to a lower salary range, the salaries of employees in that class will remain unchanged. If this assignment to a lower salary range results in an employee being paid at a rate above the maximum established for the new class, the salary of that employee shall be maintained at that level until such time as the employee's salary range is increased above the employee's current salary. Section 11. Temporary or Permanent Additional Job Duties Assigned At times, employees may be temporarily assigned job duties that are outside of their normal job requirements. Consideration for extra pay will be given if the employee’s assignment of extra duties is from a higher-grade classification. Permanent additional job duties that are assigned will result in a re-evaluation of the position to determine if the position should be assigned a higher-grade classification. For temporary and permanent additional job duties, department heads should submit documentation to the Human Resources Director. The Human Resources Director will review and make a recommendation 94 10 to the County Manager. Section 121. Transition to a New Salary Plan The following principles shall govern the transition to a new salary plan: a) No employee shall receive a salary reduction as a result of the transition to a new salary plan. 1) All employees being paid at a rate lower than the Minimum rate established for their respective classes shall have their salaries raised to the new Minimum for their classes. The only exception will be those employees in probationary status and currently being paid at the Hiring, a trainee rate, or in a "Work Against" status. These employees will remain in their same relative pay status in the new salary grade assigned. b) All employees being paid at a rate lower than the minimum rate established for their respective classes shall have their salaries raised to the new minimum for their classes. A trainee, or employee in a “Work Against” status will remain in their same relative pay status in the new salary grade assigned. c) All employees being paid at a rate above the minimum and below the maximum are considered as being paid at a competitive rate for the job class and may receive any approved salary plan implementation increases as authorized by the Board of Commissioners d) All employees being paid at a rate above the maximum rate established for their respective classes shall be maintained at that salary level with no increase in base pay until such time as the employees' salary range is increased above the employees' current salary. This means no performance/merit pay increases or market adjustment/cost of living increases or any other increases to the base pay of the employee until the employee is within the appropriate salary range. Section 12. Effective Date for Pay Changes Salary changes approved after the first working day of a month shall become effective on the day it occurs. The effective date of the pay changes will be consistent with the next full pay period. Section 13. Pay for “Acting” or Temporary Assignments in a Higher-Level Classification (Interim duties) “Acting” or temporary assignment(s) occurs when the County recognizes a critical job assignment need that must be met and cannot be met through the normal recruitment process. This can occur when an unexpected vacancy occurs; when a mission critical job cannot be filled in a timely fashion; or when a mission objective changes abruptly and requires an immediate action. Temporary or “acting” assignment(s) would be anticipated to last more than 30 days, but less than 6 months. A temporary or “acting” assignment is to fill a vacancy and not to assume the duties of another employee who is on approved leave, i.e. vacation, holiday, medical, or other short-term absence(s). If the position assigned is lower in pay grade (or substantially equivalent pay range) this would not result in a lower salary for the assigned employee even if the employee’s salary exceeded the maximum of the new pay range. If the position extends beyond 30 days, but less than 6 months, there should be a 5% “temporary assignment” pay adjustment for the first pay grade and 2.5% for each additional pay grade to a maximum 95 11 of 15% or the minimum of the grade, whichever is higher. The employee’s salary shall not exceed the maximum of the assigned range. Internal equity and expectation of fulfilling the job requirements will be taken into consideration when establishing the temporary assignment pay. Employees receiving temporary assignment pay shall sign an agreement acknowledging the understanding that they are receiving “Temporary Assignment Pay” and also acknowledging that when the temporary assignment ends, the “assignment pay” will also end. Section 143. Overtime Pay Provisions Employees of the County can be requested and may be required to work overtime hours as necessitated by the needs of the County and determined by the supervisor. All overtime work must be authorized in advance. Supervisors shall attempt to arrange employee work and schedules so as to accomplish the required work within the standard workweek and without incurring overtime. To the extent required, the County will comply with the Fair Labor Standards Act (FLSA). The County Manager/designee shall determine which jobs are "Non-Exempt" and are therefore subject to the Act in areas such as hours of work and work periods, rates of overtime compensation, and other provisions. Non-Exempt Employees: Non-exempt employees will be paid at a straight time rate for hours up to the FLSA established limit for their position (usually 40 hours in a 7-day period or alternative FLSA approved full time schedule). Employees in law enforcement job classes may earn overtime based on a 28-day time period. Hours worked beyond the FLSA established limit will be compensated in compensatory time or overtime pay at the appropriate overtime rate. In determining eligibility for overtime in a work period, only hours actually worked shall be considered; in no event will vacation, sick leave, or holidays be included in the computation of hours worked for FLSA purposes. Whenever practicable, departments will schedule time off on an hour-for-hour basis within the applicable work period for non-exempt employees, instead of paying overtime. When time off within the work period cannot be granted, overtime worked will be given in the form of compensatory time off or paid in accordance with the FLSA. The County retains the right to determine whether to compensate overtime as pay or as compensatory time off. In the event the Governor declares a state of emergency where employees would be required to work long and continuous hours, the County Manager may approve compensation at a rate up to double time for those hours worked and/or grant time off with pay for rest and recuperation to ensure safe working conditions. Exempt employees: Employees in positions determined to be "exempt" from the FLSA (for example, as Executive, Administrative, or Professional staff) will not receive pay for hours worked in excess of their normal work periods. These employees may be granted compensatory leave by their supervisor where the convenience of the department allows and in accordance with procedures established by the County Manager. Such compensatory time is not guaranteed to be taken and ends without compensation upon separation from the organization. The County intends to make deductions from the pay of exempt employees for authorized reasons and prohibits improper pay deductions. Exempt employees who wish to question deductions they believe to be improper may use the County’s Grievance procedure, as explained in this policy. If the deduction is found to be improper the County will reimburse the employee for lost pay. 96 12 Compensatory Time Off Compensatory time off for overtime hours worked may be provided in lieu of immediate overtime pay in cash in accordance with appropriate current FLSA rules, at the option of the County Manager, for covered non-exempt employees. Unless the law requires otherwise, compensatory time shall be exhausted before annual leave is used. Covered non-exempt employees may be granted compensatory time for hours worked in excess of 40 in any one work week, at a rate of one and one-half hours for each hour of work in excess of 40 hours in any one work week, subject to the following provisions: - The maximum compensatory time which may be accrued by any affected employee shall be eighty (80) hours. An employee who has accrued the maximum number of compensatory hours shall be paid overtime compensation for any additional overtime hours of work. - Upon request by Employee to use accrued compensatory time, the Employer shall allow Employee to use said time off within a reasonable period after the request, so long as such use does not unduly disrupt the operations of Employer. This determination shall be based on the facts and circumstances of each individual case. Compensatory time must be used within 26 pay periods (approximately 13 months) from the pay period in which they earned it, otherwise, the employee shall be paid overtime compensation for any additional overtime hours of work. - Upon termination of employment for any reason, Employee shall be paid for accrued compensatory time at a rate of compensation equal to: the average regular rate received by Employee during the last three years of the Employee’s employment, or the final regular rate received by the Employee, whichever amount is greater. The County, at its option, shall be entitled to pay Employee for any portion of accrued compensatory time. If Employer elects to make such election, payment shall be based upon Employee’s rate of earnings at the time said payment is made. - Any compensatory time employees may have accumulated up to the effective date of this policy will remain in place and may be used pursuant federal and state wage laws. Once employees use any accumulated compensatory time over eighty (80) hours, they will then be subject to the maximum accrual of eighty (80) hours of compensatory time and will be paid overtime pursuant to this policy. The County’s policy is stricter than the FLSA provisions that allow non- exempt employees to accumulate up to 240 hours of compensatory time. - Nonexempt employees separating from employment shall be paid for their compensatory time balances. Section 154. On-Call and Call-Back Compensation The County provides continuous twenty-four hours a day, seven days a week service to its citizens. Therefore, it is necessary for certain employees to respond to any reasonable request for duty at any hour of the day or night. One of the conditions of employment with the County is the acceptance of a share of the responsibility for continuous service in accordance with the nature of each job. If an employee fails to respond to reasonable calls, either special or routine, the employee may be subject to disciplinary action up to and including dismissal by the Appointing or Hiring Authority. Therefore, the County provides compensation for employees who are required to be on-call. Compensation for time 97 13 spent while on-call and for time spent when actually called back to work shall be determined according to the following: On-call. On-call time consists of scheduled non-work hours in excess of an employee’s standard work period when an employee is required to be available to be called back to work on short notice if the need arises. Each department may have more specific rules in light of the type of on-call needs. However, generally speaking, on-call time will not be over-used (unless volunteered) for any employee and will not be over-restrictive such that it interferes substantially with the personal use of an employee’s time out- side of work. The general rule is that an on-call employee should be able to respond to a call within a one-hour time frame. On-call schedules must be approved by the Department Head. The Human Resources Office shall maintain a list of employees who are approved for on-call compensation arrangements. Non-exempt employees will be compensated for the inconvenience of on-call duty. Employees required to be on “on-call” duty will be compensated $2.00 per hour for on-call time they serve until they are called back to work or until the on-call time has expired. The on-call pay and call-back pay shall not overlap. Employees will receive their regular rate of pay for all time the employee is “called-back” to work while on-call, unless the hours worked otherwise qualify for overtime pay. Reciprocal time in exchange for working while on-call (or to minimize overtime) is only allowed when such time is within the time off during the same work-week. Call-back. Call-back time consists of actual time spent when called back to work to handle a requested or emergency situation, regardless of whether the person is “on-call.” "Call-back" provisions do not apply to previously scheduled overtime work (scheduled one or more days in advance). Exempt employees will not be paid for being called back to work outside of normal working hours. Non-exempt employees will receive their regular rate of pay for all time worked while on-call, unless the hours worked otherwise qualify for overtime pay. The on-call stipend of $2.00 per hour will cease once an employee has been called back to work. Reciprocal time in exchange for working while on-call (or to minimize overtime) is only allowed when such time is within the time off during the same work-week. Time Keeping. In the event a non-exempt employee is needed to respond to a call while on-call, or for call-back time, the employee must log all time beginning with the drive to the specific location requested and ending with the time of returning home from the on-call location. Non-exempt employees are guaranteed a minimum of 15 minutes call-back pay for any business-related telephone calls, remote-in tasks, or text messages that occur while being on-call, as well as 2 hours call-back pay if travel is required as part of the call-back. If call-back occurs, the employee will need to report any guaranteed time not worked in a separate pay code in the County’s time keeping system in minimum quarter hour increments as defined in Article III, Section 1. Guaranteed time that is not actually worked is not considering compensable time and is therefore not subject to overtime pay. However, guaranteed time that is actually worked is considered compensable time and is subject to overtime pay if other overtime requirements are met. Total call-back time should not exceed 2 hours unless the time actually worked exceeds two hours, in which event the employee is not entitled to any compensation beyond payment for the time actually worked. In other words, if the employee actually works 2 hours or more, all time should be entered as worked, compensable time. The employee is responsible for accurately logging his or her time and turning it in to a Department Head and/or Human Resources as not all employees have the ability to “clock in” remotely. Please note that certain departments may have more specific rules based on the type of work completed. Section 165. Payroll Schedule and Deductions 98 14 The payroll schedule shall be established by the County Manager and shall be administered by the Finance Department. Each employee is responsible for entering their own time in the County’s time keeping system based on the payroll schedule. Deductions shall be made from each employee's salary, as required by law. Additional deductions may be made upon the request of the employee on determination by the County Manager as to capability of payroll equipment and appropriateness of the deduction. Section 176. Hourly Rate of Pay for Full-time, Part- time and Temporary Employees and for Work Weeks with Varying Hours Employees working in a Part-time or temporary capacity with the same duties as Full-time employees will work at a rate in the same salary range as the Full-time employees. The hourly rate for employees working other than 40 hours per week, such as employees working 37.5 hours per week and law enforcement officers working an average 42 hours per week, will be determined by dividing the average number of hours scheduled per year into the annual salary established for the position. Section 187. Longevity Pay Full-time employees of the County are compensated for Continuous Employment with the County by payment of a longevity supplement based on continuous years of service as of November 1st of each year. Full-time Employees must be in active status as of November 1 of the applicable year in order to receive longevity pay. Grant-funded positions may receive longevity pay, if funds are available from the grant program. Longevity amounts shall be as follows: Years of Service Amount 5 years, but less than 10 years 1%of annual salary 10 years, but less than 15 years 2% of annual salary 15 years, but less than 20 years 3.25% of annual salary 20 years, but less than 25 years 4.5% of annual salary 25 years or more 5.75% of annual salary Longevity pay will be issued on the first regular pay period closest to the Thanksgiving Holiday or as designated by the County Manager. The longevity pay benefit is a form of current compensation that may be changed or eliminated at any time at the sole discretion of the Board of Commissioners. The funding will be allocated on an annual basis during the budget adoption process. Section 18. Pay for “Interim” Assignment in a Higher-Level Classification An employee who is formally designated for a period of at least one month to perform the duties of a job that is assigned to a higher salary grade than that of the employee’s regular classification shall receive an increase for the duration of the “interim” assignment. The employee shall receive a salary adjustment to the Hiring rate of the job in which the employee is acting or an increase of 10%. Criteria involved in determining the amount of compensation shall include a) the difference between the existing job and that being filled on a temporary basis, and b) the degree to which the employee is expected to fulfill all the duties of the temporary 99 15 assignment. c) internal equity The salary increase shall be temporary and the employee shall go back to the salary he or she would have had if not assigned to the interim role upon completion of the assignment. 100 Classification and Pay Study Update&Personnel Policy RevisionsPerson County Human ResourcesJune 5, 2023101 Commitments•Retain and attract well‐qualified staff to provide a high standard of service to our community.•“Employer of Choice”•Transparency to the employees and public.•Administer pay in a way that is fair and transparent to all and provide equal pay for equal work without bias.•Improvement over past studies.102 Human Resources partnered with Management Advisory Group (MAG) in October of 2022 to begin the Classification and Pay Study.In October 2022, Human Resources and MAG had several meetings to establish criteria, discuss previous pay studies and develop timelines.From November 2022 to early January 2023, Human Resources uploaded data that included current pay schedule, employee pay and positions to MAG. Employees completed Job Position Questionnaires.Beginning mid February, Human Resources and MAG began the process of analyzing all data. In March, we shared the grade structure with Department Heads.Once the grade structure was finalized, the pay ranges were shared with Department Heads in April. New pay grades were established based on the market survey and a 7.2% inflationary adjustment was applied, as recommended by MAG.Minimum / Mid point / Maximum103 Criteria Considered•Financial affordability•The voice of our employees•Job Position Questionnaires completed by the employee and reviewed by supervisors.•Departments Heads reviewed grade structure and pay ranges.•Relevant labor market•Market survey requests were from 15 organizations that included public and private sectors. Small and large surrounding counties were surveyed.•Not all positions were behind in pay when compared to the market. •Internal relationships of job classifications•Inflation•Sustainability104 Implementation•Installation of Classification Manager software from MAG.•Ensure employees are at minimum of proposed grade.•Equity adjustments capped at 50% .•This calculation is not based on hire date or time in position.MAG ‐Purpose of the Implementation:•The foundation of the implementation calculation is one that is looking forward and does not look back on how current salaries came about.•There may be isolated instances where administrative adjustments will be needed in order to address an inequity that is not readily apparent. •The transition to a new plan is not meant to address every pay decision, promotion, demotion, etc. that has occurred over the tenure of the employee.Calculation105 Implementation CalculationEmployee: A Current Pay: $49,472 Current Grade: 67 (min: $46,627/mid: $59,449/max: $72,271) Proposed Grade: 115 (min: $50,118/mid: $64,221/max: $78,324) Proposed increase: $2,210 Proposed Pay: $51,683 Employee: B Current Pay: $40,638 Current Grade: 61 (min: $34,794/mid: $44,362/max: $53,930) Proposed Grade: 110 (min: $39,269/mid: $50,319/max: $61,369)Proposed increase: $2,690 Proposed Pay: $43,328 Employee: C Current Pay: $36,538 Current Grade: 62 (min: $36,533/mid: $46,580/max: $56,627) Proposed Grade: 111 (min: $41,232/mind: $52,835/max: $64,437)Proposed increase: $4,697 Proposed Pay: $41,237 106 Next StepsApproval of Budget – June 19, 2023Human Resources will share proposed pay to Department Heads for review on June 20, 2023.Department Heads should submit recommendations for any changes to Human Resources no later than June 26, 2023.Human Resources will distribution final numbers to Department Heads to share with employees on June 29, 2023. Effective on timesheet period 6/30/2023 – 7/13/2023. Check date 7/26/2023.107 Questions regarding the Pay Study before moving on to Personnel Policy revisions?108 Personnel Policy Revisions ARTICLE II. POSITION CLASSIFICATION PLANARTICLE III. THE PAY PLAN109 ARTICLE II. POSITION CLASSIFICATION PLANSection 5. Authorization of New Positions and the Position Classification Plan•A copy of the classification and salary plan will be posted on the County website under the Human Resources Department for review by the employees and the public.110 ARTICLE III. THE PAY PLANSection 2. Administration and MaintenanceThe County Manager may approve in‐range adjustments to employee salaries not to exceed ten percent when necessary to accommodate inequities, special performance, achievements, retention, or other issues. The Department Head will submit documentation to the Human Resources Director explaining the reason for requesting an in‐range adjustment. The Human Resources Director will make a recommendation to the County Manager.Section 3. Starting SalariesWe have expanded this section to include recommendations from MAG and to better explain the steps applied when determining a hiring rate.•Meeting minimum qualifications•Internal equity•Hard to fill positions•Elected officials111 Section 5. Probationary Increases•Remove section because the pay schedule no longer has a “hiring rate”Section 6. Education and Certification Increase•Currently is a stand alone policy that was implemented on July 1, 2009.•Promotes higher education and certification achievements that are not a part of the job description.•Greater guidance is given to what criteria should be met in order to receive an increase.•1.5% pay increase can be given up to two times a fiscal year and should be included in the budget process.112 Section 9. Salary Effect of Promotions, Demotions, Transfers, and ReclassificationsPromotions•apply a 5% increase to the previous salary for promotions of one pay grade, and an additional 2.5% for each additional pay grade up to a maximum of 15%. Demotion or Voluntary Reassignment•Demotion is considered part of a disciplinary process•Voluntary reassignment is to recognize a change that was mutually agreed upon between employee and supervisor. Typically is initiated by the employee.Reclassifications•apply a 5% increase to the previous salary for promotions of one pay grade, and an additional 2.5% for each additional pay grade up to a maximum of 15%. 113 Section 10. Salary Effect of Salary Range Revisions•Shall receive at least a 5% increase•(outside of a total county pay study), employees will be placed at minimum of pay grade and equity of old grade will be considered during the reclassification. Implementation process will be recommended by the Human Resources Director and approved by the County Manager. Budgetary funding will also be considered.Section 11. Temporary or Permanent Additional Job Duties Assigned•At times, employees may be temporarily assigned job duties that are outside of their normal job requirements. Consideration for extra pay will be given if the employee’s assignment of extra duties is from a higher grade classification.•Permanent additional job duties that are assigned will result in a re‐evaluation of the position to determine if the position should be assigned a higher grade classification. 114 Section 13. Pay for “Acting” or Temporary Assignments in a Higher‐Level Classification (Interim duties)•Minimum of higher salary grade or 10% increase•If the position extends beyond 30 days, but less than 6 months, there should be a 5% “temporary assignment” pay adjustment for the first pay grade and 2.5% for each additional pay grade to a maximum of 15% or the minimum of the grade, whichever is higher.115 Questions?116 AGENDA ABSTRACT Meeting Date: June 5, 2023 Agenda Title: FY23 Funding Request for Purchase of New Ambulance Summary of Information: The Department of Emergency Services is requesting a FY23 fund balance appropriation in the amount of $433,000 to purchase and equip a new ambulance for the Division of Emergency Medical Services. This ambulance would replace an ambulance that is at the end of its service life in terms of mileage and increasing maintenance costs. By utilizing FY23 funds, we can take advantage of purchasing before 2024 chassis model price increases go into effect and can order ahead of other EMS agencies that will be placing orders in the new fiscal year after July 1. The turnaround time on the manufacturing of an ambulance is 12-18 months, so the sooner we place our order, the quicker the unit will be delivered. $585,945 is included for the purchase of a new ambulance in the FY24 Manager’s Recommended Budget. This estimate was based on the most recent purchase of a demo ambulance which was purchased due to the lack of available new ambulances and had to be outfitted with aftermarket equipment. The current estimate for purchasing a new fully-equipped ambulance is lower. The board may consider reducing the FY24 fund balance appropriation and removing the ambulance from the budget or purchasing a second new ambulance at a lower price in FY24. The June 7 budget work session will offer an opportunity for further discussion of this potential FY24 expense. Recommended Action: Approve fund balance appropriation of $433,000 from the General Fund to allow the Department of Emergency Services to place an order for a new ambulance and related vehicle emergency equipment. Submitted By: Thomas E. Schwalenberg, Director / Department of Emergency Services 117 AGENDA ABSTRACT Meeting Date: June 5, 2023 Agenda Title: Person Industries Request for FY23 Fund Balance Appropriation Summary of Information: Person Industries is requesting a fund balance appropriation of $80,000 from the General Fund to ensure the Person Industries/Materials Recovery Facility (PI/MRF) Fund does not end the fiscal year in a deficit. FY23 revenues were affected by the expansion of the Public Health Emergency, which resulted in 9 consumers not returning to services as planned when budget numbers were set, and $158,000 of lost revenue. Person Industries Director Amanda Everett will present an overview of the department’s FY23 revenues and expenditures and explain the need for the fund balance appropriation. Recommended Action: Approve fund balance appropriation of $80,000 from the General Fund to the PI/MRF Fund. Submitted By: Amanda Everett, Director, Person Industries 118 PI/MRF AllocationsPresented by Amanda EverettDirector, Person Industries and the Person County Recycling Center 119 Reduction in Revenue FY’23•9 consumers have not returned to services since March 2020, due to Public Health Emergency order, forcing us to hold spots and unable to fill until after May 11, 2023.•Annual revenue $158,374.56•Reduction in Production/Sales contract with Eaton Corporation due to cuts/moving work to another country (issues resulting from pandemic).120 Increased Expenditures for FY’23(unexpected)•Baler Repairs (sufficient for operation) - $15,250.00•Vehicle Repairs (all vehicles are aging) - $14,912.12•Additional Equipment Repairs (Fork Lift and Skid Steer) - $8,145.28•Shredder Replacement – 2 machines, $6,000121 Surplus/Deficit (Balance Sheet 5/8/23)$ (72,256.86)REVENUES2 quarters – Solid Waste$ 17,000.00 2 quarters – Tires$ 38,000.00 2 quarters – White Goods$ 5,000.00 Recycling Fee (Republic)$ 25,000.00 MRF Sales$ 6,400.00 Vocational Rehab Funds/Services$ 23,540.00 Medicaid (Services)$ 197,700.00 Local Services/Community Contracts$ 8,000.00 Sales$ 38,000.00 Transportation Fees$ 1,400.00 EXPENSESPayroll (4 remaining)$ 140,000.00 Worker’s Comp, FICA, Benefits$ 100,500.00 PT Employee Payroll$ 12,000.00 Program Payroll$ 40,000.00 Other expenses (2 months)$ 66,000.00 Surplus/Deficit$ (70,716.86)(Worse Case Scenario)Need122 HIGHLIGHTS•Estimated Budget was off this year due to the plan of consumers returning, resulting in a $158,000 revenue cut for services. •Increase in Vocational Rehabilitation Services Contract for placements: $44,000 increase during FY’24.•Since the acquisition of Person Industries under Person County Local Government, we have maintained a healthy budget and contributed to our Fund Balance year after year.•We are confident that our services and budget strength will trend upward with the expired Public Health Emergency as well as our MRF Upgrade/PI Merger.•We are requesting $80,000 from the general fund to ensure the fiscal year does not end in a deficit. 123