To: Board of County Commissioners
Through: Patrick L. Hernandez, Director, Human Resources
Prepared By:
prepared
Dusty Sash, Total Compensation Division Manager; Colin Cannon, Benefits Manager; 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
9:30 AM *2026 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 the 2026 Total Compensation Benefits package. This includes specific direction for the following benefits: increasing the County's contribution to the 401a Defined Benefit plan by .25%; reviewing the renewal and setting rates for the 2026 medical plans; use of the dental reserve to manage premium impact; additional paid time off programs; and approval on the 2026 holiday schedules.
It is also to provide compensation information for: market updates and 2026 salary structure adjustments and reclassifications.
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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 analyzed the available results. Following is a summary of the Total Compensation survey findings:
* Medical, Dental, Paid time off plans, tobacco cessation, financial well-being...
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