FY22 Budget Includes Initiatives for Employees
By Glenda Bradley, Assistant County Administrator for Management Services
Orange County seeks to maintain a competitive compensation program to attract, retain, and motivate qualified employees. The recently adopted FY22 budget includes funds for several initiatives that will benefit employees. For example, funds were included to provide five (5) percent increases to all full - time, non - grant - restricted positions, effective July 1, 2021. By extending this level of increase to all full - time employees, the County was able to fully leverage the funding provided by the state for local state - supported positions (including constitutional officers, teachers, and social workers). To address the new minimum wage requirements of Virginia Code §40.1 - 28.10, all part - time positions currently being paid at rates under $10/hour will be raised to $11/hour as of July 1, 2021. Other part - time non - grant - restricted employees making between $10/hour and $20/hour will receive a $1/hour increase as of July 1, 2021. Part - time non - grant - restricted employees making over $20/hour will receive a 5% increase effective July 1, 2021. Additional adjustments will be required in future years according to the table below. If at any time, the federal rate is greater than the rates below, that will take precedence.
Requirements of Va Code 40.1-28-10
Virginia Minimum Wage/Hour
Increase Date
5/1/2021 1/1/2022 1/1/2023 1/1/2025 1/1/2026
$9.50
$11.00 $12.00 $13.50 $15.00
During FY21, Human Resources Director, Jenny Carpenter, was hired to focus on enhancing the County ’ s ability to serve its employees and create a desirable workplace environment. Improving employee awareness of the resources and benefits package available to them is one key element in this plan. In addition, for FY22, a new Organizational Development Specialist position will be shared between the County and Schools to promote all areas of employee well - being (physical, emotional, financial) and to coordinate professional development opportunities at all levels of the organization. These opportunities will include tools for building supervisory skills and developing leadership at all levels. By funding this initiative, the County hopes to increase employee satisfaction and engagement, improve employee total wellness, reduce absenteeism, and improve employee retention. Other personnel changes for FY22 include several targeted position reclassifications, funds for a classification and compensation study (to ensure the County is competitive for each position classification within the region), funds for employee engagement surveys (opportunities for employees to offer and receive feedback regarding the County as a workplace), and funds for additional organizational development activities. With our shared self - funded health insurance program, costs remain significant for both General Government and School employees. Despite a year of higher than usual claims during the pandemic, rates are currently being developed for the upcoming plan year (October 1, 2021) that include adjustments to plan design and potential reductions in family/dependent coverage tiers to make health insurance more affordable for all employees. In summary, the upcoming fiscal year (FY22) promises to be an exciting time to work for Orange County as we work together to create a more engaged, dynamic, and fulfilling workplace!
Page 15 | June, 2021
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