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May 26, 2015 (Budget Meeting)
<br />Page 2405
<br />Sales & Services
<br />11,082,961
<br />10,257,014
<br />(625,947)
<br />(7.45 %)
<br />Investment Earnings
<br />145,000
<br />145,000
<br />-
<br />-
<br />Miscellaneous
<br />111,923
<br />379
<br />262,282
<br />234.39.
<br />Other Financing Sources
<br />2,417,665
<br />2,217,664
<br />(200,001)
<br />(8.27 %)
<br />Total
<br />$209,643,419
<br />$218,657,209
<br />$9,013,790
<br />4.30%
<br />General Fund by Expense Category
<br />Expense Category
<br />FY15
<br />Adopted.
<br />FY16
<br />Proposed
<br />Dollar
<br />Change
<br />Percent
<br />Change
<br />Personnel Services
<br />$58,608,881
<br />$64,924,384
<br />$5,685,503
<br />9.70%
<br />Operations
<br />149,751,750
<br />151,608,111
<br />1,856,361
<br />1.23%
<br />Capital Outlay
<br />1,282,788
<br />2,124,714
<br />841,926
<br />65.63%
<br />Total
<br />$209,643,419
<br />$218,657,209
<br />$9,013,790
<br />4.306
<br />Ms. Fearrington then presented an overview of the following items and
<br />responded to questions from the Board. There was also general discussion
<br />throughout her presentation.
<br />• Ad Valorem Taxes
<br />• Sales Taxes
<br />• Other Revenues
<br />• Building Inspections
<br />• Register of Deeds
<br />• Lottery
<br />Benefits: Compression
<br />Lundee Covington, Human Resources Director, reviewed compression
<br />adjustments and responded to questions from the Board.
<br />/ Compression - Salary compression occurs when the market -rate for a
<br />given job outpaces the increase historically given by the
<br />organization to more tenured employees. Salary compression results
<br />in only a small difference in pay between employees, regardless of
<br />their skills or experience. When the market dictates the
<br />organization recruit newcomers by offering them as much or more than
<br />senior professionals, it creates inequity within the organization's
<br />pay structure. $831„400.
<br />New Position Detail
<br />Pam Dubois, Senior Deputy County Manager, reviewed the following new
<br />position detail. She advised of the availability of department heads to
<br />respond to questions.
<br />New Positions (FTE)
<br />o 2 Systems Administrators (2.0) - Kannapolis City Schools/ Cyber
<br />Security
<br />° 1 Technology Specialist (1.0) - Law Enforcement technology
<br />1 Digital Evidence Technician(1.0) - Evidence collections from
<br />electronic devices
<br />1 Detective (1.0) - Training division /background checks /Internal
<br />investigations
<br />o 1 Jail Lieutenant(1.0) - Supervisor for housing inmates
<br />o 3 Codes Enforcement Officers (2.48) -- demand in services
<br />o 1 Plan Reviewer /Code Facilitator (1.0) - demand in services
<br />8 Crew Chief (8.0) - 24 to 12 hours shift change, community
<br />paramedics
<br />6 Paramedics (6.0) - 24 to 12 hour shift change
<br />1 Specialty Services Supervisor (1.0) - community
<br />paramedics /training
<br />2 Income Maintenance Caseworker II (2.0) increase in
<br />Medicaid /Food Stamp cases
<br />a 2 Income Maintenance Caseworker III (2.0) - increase in
<br />Medicaid /Food Stamp cases /Quality Assurance /Training
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