Commissioners Welcome New Staff Attorney
News February 10, 2017
DAWSONVILLE, Ga. — The Dawson County Board of Commissioners welcomed new staff attorney Monroe Lynn Frey III to the county at Thursday’s work session.
County Manager David Headley said Frey will be paid $85,000 a year to start and the salary could increase to $90,000 following a six-month probation period. Frey has expressed an interest in hiring a secretary or paralegal which could cost up to $50,000 annually.
Chip King of the Archer Company presented the results of a county employee classification and compensation study his company conducted. The study was first conducted in 2014 but only partially implemented.
The new study covered all 425 employees in 140 job classifications and compared the results to 10 north Georgia cities and counties.
Chairman Billy Thurmond noted that in the last six years, the county has lost more than 400 employees to the public sector or to neighboring cities or counties, costing taxpayers between $1 and $1.5 million.
King called called the county’s 100 percent turnover rate “unheard of.”
He recommended the county adopt and implement the plan to achieve internal equity and market place competitiveness.
David McKee provided a SPLOST VI update. The tax is expected to raise $46 million. The county’s share is 85 percent while the City of Dawsonville will receive 15 percent.
Thus far, the county has collected $9.1 million and spent $4.4 million.
Phase one projects completed include $2.3 million on road projects, $943,019 for a fire truck debt payoff and truck purchase and $707,590 for ambulance purchase.
Phase II projects planned include $5.7 million for road projects on Kelly Bridge, Tanner and Steve Tate, $1.5 million for design and build of the Public Works facility and $564,000 for sheriff’s vehicles.
Steve Fortmann, owner of Royston-based Palladin Wireless proposed a lease with Dawson County that would allow Palladin to place two antennas on the Courthouse in order to provide wireless internet service to customers who are either under served or experiencing unreliable and high cost internet service.
Palladin would pay the county $100 per month for the right to install the antennaes on the courthouse roof. The service would cost customers between $39.99 and $79.99 per month.
Emergency Services Director Lanier Swafford appeared before the board to request approval to partner with the Georgia Firefighter’s Burn Foundation, the Muscular Dystrophy Foundation and KARE for Kids to conduct “Boot Drive” fund raisers for each organization.
Swafford also requested approval to apply for the 2017 Georgia Trauma Commission Grant Program to assist local 911 zoned provider ambulance services to improve the level of trauma care they provide.
Commissioners OK County Employee Pay Raise
News March 3, 2017
DAWSONVILLE, Ga. — Hoping to slow the exit of county employees leaving for higher-paying jobs in surrounding counties and reducing the high-cost of training their replacements, the Dawson County Board of Commissioners voted unanimously Thursday to adopt an enhanced pay plan created by the Archer Company.
The new pay scale will take effect April 8.
Archer conducted a study that showed Dawson County had a experienced a 100 percent employee turnover in the last six years, costing taxpayers about $1.5 million. The company created a plan that compared Dawson County job classifications to Forsyth, Hall, Gwinnett, Cherokee, Gilmer, Lumpkin and Pickens counties and the cities of Gainesville, Canton and Cumming.
Several options were presented for the Board’s consideration. Commissioners chose the option that gives employees a 2 percent across-the-board pay raise, brings current employee salaries up to the minimum salary for their job classification and has an option for longevity with county.
“I’m really proud of the board for taking this step,” Thurmond said. “Our employees are our greatest asset. Over time this will save taxpayers money due to the high cost of training replacements.”
In other business, the Board unanimously approved:
- Increasing the bulk garbage rate at the transfer station to $44 per ton and a minimum of $5 per load weighed;
- Renewal of the probation services with Northeast Georgia Probation Services, Inc;
- A request to place Little Lending Libraries on County Government Property;
- A request for a budget increase for the Legacy Link Local Match and
Board of Commissioners expenses and - Training funds of $2,600 for new members of the Development Authority. That vote was 3-1 vote with Commissioner Julie Nix opposed.
Commissioners to Vote on New Employee Pay Plan
News March 1, 2017
DAWSONVILLE, Ga. — A new county employee pay plan could get an up or down vote when the Dawson County Board of Commissioners meets Thursday at 6 p.m.
A recent study by the Archer Company found that more than 400 employees have left the county for greener pastures in the last six years, costing taxpayers $1.5 million to hire and train their replacements.
The study compared Dawson County’s pay scale to Forsyth, Hall, Gwinnett, Cherokee, Gilmer, Lumpkin and Pickens counties and the cities of Gainesville, Canton and Cumming.
Commissioners are considering several options, including a 2 percent, across-the-board pay raise for all employees, bringing everyone up to the average minimum, bringing everyone up to time in service and class or all of those.
Commission Chairman Billy Thurmond has said, “The plan would bring stability to the workforce, increase productivity and be more cost-efficient for taxpayers.”
The Board tabled the issue two weeks ago but are expected to vote on the issue Thursday.
The station operates six days a week from 7 a.m. until 6 p.m.The current fee schedule has been in place since 2013 and is between $5 and $22 lower than surrounding transfer stations and landfills for bulk garbage and .50 to $1 lower on bagged garbage. Staff has proposed the bulk garbage rate be increased to $44 per ton and a minimum fee of $5 per load weighed. Bagged garbage rates would remain the same.
Other issues to be considered include:
- Renewal of the contract with Northeast Georgia Probation Services, Inc;
- A request to place Little Lending Libraries on County Government Property;
- A request for a budget increase for the Legacy Link Local Match;
- Board of Commissioners Expenses and
- Training funds for new members of the Development Authority.
Taxpayer Bills Go Up When County Employees Leave for Higher Paying Jobs in Other Counties
News February 15, 2017
DAWSONVILLE, Ga. — Dawson County officials say more than 400 county employees have left for greener pastures in the last six years, costing taxpayers nearly $1.5 million to hire and train their replacements. That is a turnover ratio of about 100 percent. Thursday county commissioners will vote on a new employee compensation plan aimed at increasing employee retention and saving taxpayers dollars.
Chip King of The Archer Company, a nationally-recognized consulting firm, recently completed a classification and compensation study, comparing Dawson County to Forsyth, Hall, Gwinnett, Cherokee, Gilmer, Lumpkin and Pickens counties and the cities of Gainesville, Canton and Cumming. King said the county’s 100 percent turnover rate is “unheard of.”
He recommended the plan to provide more equitable pay for county employees and make the county more competitive in the marketplace.
Board of Commissioners Chairman Billy Thurmond said the board will consider several options.
It could give a 2 percent, across-the-board pay raise to all employees, bring everyone up to the average minimum, bring everyone up to time in service and class or adopt all or any part of the plan.
He estimated it would cost about $950,000 to implement the plan in its entirety.
“The plan would bring stability to the workforce, increase productivity and be more cost-efficient for taxpayers,” Thurmond said.
Over the last six years, the county has lost approximately 80 Sheriff’s Office employees. The cost to retrain their replacements was $640,000. Thurmond said the Fire Department lost 40 employees and training their replacements cost about $3,500 to $5,000 each
“When an employee leaves the county, you not only lose their productivity but you have to have an experienced employee train them so the experienced employee is only able to do half the job he was hired to do,” Thurmond said.