BoCC work session: Staffing, signage and legislative updates

The Gilpin County Board of County Commissioners (BoCC) called their work session to order at 9 a.m. on November 7, 2023, at the Gilpin County Community Center. In attendance were Commissioners Marie A. Mornis, Susan Berumen, and Sandy Hollingsworth, as well as County Manager Ray Rears, County Attorney Brad Benning, Human Resources Director Chanda Johnson, and Sheriff Kevin Armstrong. Several members of the public also attended.

The work session was called to discuss some topics outside of the Board’s regular meetings, including a Staffing and Compensation Study by Coreflection; the Heritage Tourism Route; and 2022 Legislative Updates.

Hannam Wakeem presented the Staffing and Compensation Study by Coreflection, emphasizing that Gilpin County’s philosophy involves attracting high-quality employees while also recognizing and valuing employees who perform well.

Wakeem continued that base pay should not be the only reason someone would choose to work for Gilpin County. A rewards package, health and welfare benefits, professional development, work/life balance, and performance recognition are all factors candidates should consider.

The goal of a compensation study is to manage internal equity among employees consistently and without discrimination. The County has had trouble filling roles in the past and this study serves to shed light on the matter.

Wakeem said part of the study involves looking at where the County gets their talent, and since the Denver/ Boulder areas are within driving range, then Gilpin County’s offerings should be competitive with those areas.

There are currently 177 County employees who are non-elected and non-contracted. The pay structure includes both salary and hourly compensation. The middle level of pay ranges are specifically designed with 10 percent increments to help with promotions.

Wakeem assured the Board, “This is not a one-and-done exercise. Compensation is a continual program that must be monitored to ensure compliance.” The program should be reviewed annually in accordance with market fluctuations. Employee pay adjustments would happen after the performance management cycle to make sure no one has fallen below the minimum of their pay ranges.

Wakeem reported that there are four employees below the minimum with a deficit of $11,000, and seven employees above the maximum, equaling a deficit of $27,000.

Pay equity is identifying where an organization is paying employees very differently for equal quality work. Gender and genre factor into the analysis. If the internal pay policies lead to a long-time employee being paid a similar amount to a new hire, it creates internal disquiet. The study seeks to remedy this disquiet.

Hollingsworth asked if the employees above the maximum pay range are longterm employees. Johnson responded in the affirmative. Coreflection recommended stop paying additional base pay increases to those individuals. At the next merit cycle, a rewards package could be offered as a lump sum. This measure would apply to those who have reached the maximum of their range.

The study found that females are actually being compensated better in their assigned positions than males. The study seeks to see if the difference is based on performance or tenure or other factors. Coreflection’s role is to point out the differences in compensation.

Wakeem said 53 short-term employees are paid below the minimum; it would cost $100,000 to bring them to the new minimum. There are other mid- and long-term employees who are also below their minimums; it would cost $583,000 in total to bring all employees to the market minimum.

In conclusion, Wakeem opined that the County is being fiscally responsible, which can be rare, and that no one in certified roles is paid above the maximum. Another part of the study has to do with clarifying job titles based on federal guidance.

Recommendations will be presented to the Board at the next regular meeting on November 14.

Rears thanked the Board for approving the funding for the study so that an outside group could come in to identify improvements.

At 12:32 p.m., Administrative Analyst Sam Bower and Grants Manager Jamie Boyle presented the Heritage Tourism Route information.

The route consists of signage which contains historical photographs and information on the region.

Bower said that $7,000 was budgeted this year on this project for the signs specifically. The County also received $20,000 from the Colorado Tourism Office and an in-kind contribution from Public Works for the installation. A tourist map is in the works that would show various points of interest.

Boyle reminded Bower that part of the purpose of the map is to support local businesses as well.

The trifold map will have a full view of the county, points of interest, and the legend. There will be a total of four interpretive signs throughout the county.

Boyle reported that public feedback showed concern for traffic on certain roads so the project has sought to erect signs in areas that are already well-trafficked and with businesses that are amenable to tourism.

The information contained in the descriptive material is derived from a book published by the Gilpin County Historical Society. The group spoke with the author, David Forsythe, as well and got permission to publish the material. Forsythe has also agreed to review the material for accuracy.

The first sign will be at the North County Line and will describe Pinecliff and its history.

The second sign will be in Rollinsville, possibly at Howlin’ Wind, and features history of the town of Rollinsville.

The third sign will be at Missouri Lakes, across from Gilpin County Schools, and narrates the famous submarine story. To summarize, in 1898, a submarine was secretly constructed and bought by the U.S. Navy in Central City. The sub was then hauled to Missouri Lake to undergo tests. The vessel was filled with rocks and submerged and apparently the tests failed. The submarine remained underwater and forgotten until 1932. It was finally recovered in 1944. It now resides in the Gilpin History Museum in Central City.

Boyle said this location required a CDOT permit, which was speedily granted.

The fourth sign will be in Virginia Canyon and feature information on Oh My God Road and President Grant’s picture.

Bower said they will be providing the content to a designer and fabricator. Slight adjustments may be made to fit all the information on the signs.

Bower hopes to see final drafts of the map on December 21 and plans to provide those to local businesses and County buildings free of charge this round. QR codes will be on the map linking to English and Spanish digital versions.

Bower expects the signs to be delivered by March 21, with installation planned around the end of April.

Hollingsworth expressed excitement that the County received the grant and hopes that it diversifies people coming to visit Gilpin. She also requested a ceremony with the Board when the installation occurs.

Paralegal Sarah Baciak and Benning delivered the 2022 Legislative updates and discussed how they pertain to Gilpin County.

Lawmakers introduced 717 bills during the 2022 Legislative session. Baciak reviewed 86 of these bills as relative to local water and gaming in Gilpin County. She stated that 55 of them impact the County and that she will highlight 20 of them.

One notable bill requires counties to adopt resolutions against illicit massage businesses to prevent human trafficking. The previous board adopted such a resolution, so the County is already compliant.

The next regular meeting of the Gilpin County Board of County Commissioners will be on November 14 at 9 a.m. and will be held in person at the Historical Courthouse, 203 Eureka Street, Central City and online via Zoom.