To: Board of County Commissioners
Through: Patrick Hernandez, Director, Human Resources
Prepared By:
prepared
Dusty Sash, Total Compensation Division Manager, Human Resources; Rachel Beck, Senior Benefits Analyst, Human Resources; Julie Weaver, Senior Compensation Analyst, Human Resources
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presenter
Presenter: Dusty Sash, Total Compensation Division Manager, Human Resources
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Subject:
title
1:15 PM *2025 Total Compensation
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Purpose and Request:
recommended action
The purpose of this study session is to provide information and receive direction for 2025 Total Compensation package.
This includes specific direction for the following benefits: increasing the County's contribution to the 401a Defined Benefit plan by .25%; replacing the medical HMO+ plan with a traditional PPO; use of the dental reserve to manage premium impact; additional paid time off programs; and approval on the 2025 holiday schedule.
It is also to provide compensation information for: 2025 salary structure adjustments and reclassifications; merit pay adjustments for performance; salary structure adjustments for Sheriff step program and sworn management; and the Emergency Communications Specialists step program adjustments.
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Background and Discussion: Human Resources has been operating Compensation and Benefits in accordance with the Total Compensation Philosophy statement: Arapahoe County will equitably and competitively pay our employees to our defined wage and salary market and adjust as needed to attract new talent and reward performance. While there are five components to Total Compensation (Compensation, Benefits, Work-Life Success, Performance Recognition, and Development & Career Opportunity) we have applied the market competitive rate to compensation and, less formally, to benefits to strive to "pay" at market in accordance with the above philosophy.
To that end, Human Resources participated in market surveys for compensation and benefit plans and an...
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