Public Payrolls 2015: Low pay hurts Doña Ana County’s ability to stay competitive
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There were some increases in pay to union employees in the past year; non-union personnel haven't gotten a cost-of-living adjustment since 2012-13. But in general, salary levels for county jobs are tracking behind market levels, according to county officials. And that's prompting a high vacancy rate across county government, including in critical public safety roles such as sheriff's deputies and detention center officers.
On average, county employees earn
In all, about
Shifting market
The county has struggled to stay competitive in the wage market, which has improved with the economy and shifted because of a recent minimum wage hike within the city of
"Because the market has moved, and our salary scales have not, we are having difficulty recruiting in every area," she said. "We are not able to hire facilities people, building attendants, clerical people, accounting, our planning staff. We've just fallen behind in every area."
Weir said the problem has become pronounced over the past 18 months.
In January, the city of
County government had a vacancy rate of about 21.5 percent in February, according to county salary data obtained by the
Exactly how far behind are wages? County officials said they're awaiting the results of an updated salary study by the firm
Though the exact numbers aren't known yet, Weir said they're below the 25 percent level.
"Once you fall below the 25th percentile, you're no longer competitive," she said.
The study results -- the preliminary figures are expected to reach the county any day -- will have two parts, according to Weir. The consultant is adjusting the data from the study done five years ago, based off economic indicators and market changes. And the company is gathering market data for positions in each of the county's four unions: sheriff's deputies, detention center officers, court security personnel and blue collar workers. She said those were "looked at to some degree in the original study."
"But our positions we looked at that were bargaining unit at that time were more competitive than our unrepresented employees, so it did not make a lot of sense for them to have their salaries move backwards," Weir said.
Changes
In November, county commissioners OK'd a
Even with those adjustments, County Detention Center Administrator
"We're not able to maintain and hire and retain the people we need to," he told the commission.
Barela said officers in the stressful role face burnout by not being able to recharge off the clock and spend time with families.
A union of court security personnel organized under the American Federation of State, County and Municipal Employees received a
And an AFSCME union of blue-collar workers received a slight raise,
Members of the county sheriff's department union received "step" pay increases, which are tied to length of service, over the past year. But that hasn't been enough to track with the market. DASO officials said recently the agency in a crisis situation because of low salaries, causing high turnover and vacancies.
Stagnant
Non-union personnel haven't seen across-the-board or market-based pay raises since the last salary study.
"There are people who've gotten raises, but for a selected few, they're waiting for their time to get compensated," she said.
Benavidez, who has a bachelor's degree in business administration, said that's frustrating because, often times, long-time employees have taken on extra responsibilities or new responsibilities beyond their original job classifications. And new hires seem to earn more competitive pay than employees who've been in their jobs for years. Still, Benavidez said she has "every bit of confidence and trust in management" that equity gaps will be addressed.
"We just have to be patient, and it will be done eventually," she said.
"We're able to find them, but it's more difficult to keep then," she said. "After a year working with us, they move all to other places."
Top-paid
The makeup of the top-paid county employees has changed over the past year, as one employee resigned and County Manager
Former County Attorney
Climbing costs
An ongoing debate that could affect employees' take-home pay is how commissioners opt to deal with an impending increase in health insurance premiums costs to the county. County officials have said there's a 19 percent increase in costs on the way from its insurer.
For years, the county has paid 100 percent of an individual employee's premium. And, for employees with a spouse or family, the county picks up 75 percent of the premium cost.
County commissioners in setting next year's budget are considering increasing the percentages that employees must contribute to their plans. Even if commissioners don't increase the percentage contribution levels for employees, it will still mean about a
In addition to added premium costs, the county must begin offering health insurance to certain temporary employees who previously didn't receive it, said County Finance Director
Benavidez said that as a single mom, she just gets by financially, earning
"I always ask myself: 'I can barely make it; how on Earth does anybody make it who makes less than me?'" she said.
Capanna said the county's benefits package once helped to attract employees, even if pay was lower than comparable jobs. But that's not enough these days.
"We're no longer able to recruit based on benefits alone," she said.
Looking ahead
County commissioners on
The first money from the tax is expected to reach the county two months after the tax takes effect
"The number we talked about in our work sessions is trying to get to 37 percent, which is still pretty modest," he said.
Weir said negotiations with the four collective bargaining units will be the basis for pay raises for union members.
Once the salary study is in, Weir said cost estimates can be attached to various pay increase proposals. She said she doesn't expect the county to be able to reach the 37-percent mark in one year because that would "have a significant price tag."
"We'll present the information to the board of commissioners, as well as what it would cost the county to make those types of adjustments, and they would need to make a decision about what they can or cannot do to move in that direction," she said.
Commissioners are set to talk about the 2015-16 budget, employee health insurance and pay for non-union employees in a work session Tuesday. The meeting starts at
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