During their October 8 business meeting, the Board of County Commissioners (BOCC) for Bonner County discussed critical updates in human resources and compensation policies that signal significant changes for county employees. Among the topics were shifts in reporting structures and updates to the staff compensation policy.
The primary focus was the proposal to have the county’s human resources and risk management departments report to Prosecuting Attorney Louis Marshall instead of the current arrangement with the commissioners. Commissioner Asia Williams championed this change, arguing that it could better address employee grievances and reduce litigation tied to conflicts between employees and the board. Williams asserted that moving HR responsibilities to the prosecutor’s office would improve employee relations and mitigate risks associated with unresolved disputes. However, Commissioner Ron Korn, who recently joined the board, voiced his opposition due to insufficient information, calling for a more thorough evaluation. Despite Korn’s reservations, the motion passed with a 2-1 vote.
In another key decision, the commissioners approved a two-year lease agreement for eight 2025 Chevrolet Trailblazer vehicles at an annual cost of $64,794, which includes non-normal wear maintenance. Commissioner Steven Bradshaw noted that this arrangement presented a cost-effective solution for the county’s transportation needs.
Additionally, Human Resources Director Alissa Clark proposed amendments to the county’s compensation policy in anticipation of a shift from a pay band system to a grade/step pay system. The suggested changes included new guidelines for promotions, performance warnings, and interim pay adjustments. However, Treasurer Clorrisa Koster and County Planning Director Jake Gabell raised questions about the lack of consultation with department heads, stressing the need for their input in crafting effective policies. They expressed concerns that the proposed performance warning policy might hinder managers’ ability to effectively lead their teams.
Commissioner Williams echoed these concerns, stressing the critical role of performance evaluations in responsible governance. She pointed out that some employees hadn’t been evaluated in decades, highlighting an urgent need for systematic and effective performance reviews.
Acknowledging the concerns, the commissioners opted to table the motion and schedule a workshop to incorporate feedback from department heads before finalizing the compensation policy. This move aims to ensure that the policy is both practical and effective, drawing on the insights of those directly responsible for managing county staff.
In summary, the October 8 meeting of the Bonner County Commissioners revolved around major decisions intended to enhance organizational structure and staff compensation policies. The shift of HR reporting to the prosecuting attorney’s office is expected to better manage employee grievances and reduce litigation risks despite some opposition. The planned workshops to revise the compensation policy indicate a commitment to involving department heads in the decision-making process, fostering a more practical and effective approach to performance evaluations.
