The Clerk of the Board is responsible for keeping accurate minutes and maintaining Board records for each Board of County Commissioner (BCC) and Value Adjustment Board (VAB) meeting. In addition, every 4 years, the Clerk of the Board office provides staff support to the Charter Review Commission (CRC) appointed by the BCC. Please contact our office if you need an accessible version of documents on this page, and one will be provided.
Selection options are described below:
1. To search BCC records by meeting date and/or a specific term between September 23, 1869 and December 14, 2010, view the 'BCC Meetings' page.
2. To view BCC records by meeting date between January 4, 2011 through September 22, 2016, scroll down to locate the BCC meeting date.
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Legislation Details
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File #:
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26-1128
Version:
1
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Name:
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Type:
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Recommendation
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Status:
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Consent Agenda
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On agenda:
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9/29/2026
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Final action:
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Title:
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Approval of FY 2026-27 Regular, Administrative and Mayor/Board of County Commissioners (BCC) Staff Pay Plan Structural Adjustment, Salary Increases and Implementation Plan, and Personal Leave Sell Program. (Human Resources Division)
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Interoffice Memorandum
DATE: September 4, 2026
TO: Mayor Jerry L. Demings and County Commissioners
THROUGH: N/A
FROM: Ralphetta Aker McClary, JD, Human Resources Director
CONTACT: Ralphetta Aker McClary, JD, Human Resources Director
PHONE: 407-836-5825
DIVISION: Human Resources Division
ACTION REQUESTED:
title
Approval of FY 2026-27 Regular, Administrative and Mayor/Board of County Commissioners (BCC) Staff Pay Plan Structural Adjustment, Salary Increases and Implementation Plan, and Personal Leave Sell Program. (Human Resources Division)
body
PROJECT: N/A
PURPOSE:
The Human Resources Division has reviewed current salary budget trends in preparation for the upcoming fiscal year. National compensation surveys indicate that U.S. employers are budgeting salary increases generally in the 3% to 4% range for 2026-27.
A. Fiscal Year 2026-27 Non-Bargaining Pay Plan Structure Adjustments
To maintain pay competitiveness and support the County’s ability to attract and retain qualified talent, staff recommends adjustments to the pay structure for non-bargaining employees. The structural changes noted below are distinct from the individual salary increases outlined in Section B and are intended to support internal equity and alignment with market trends:
Adjust the structure for the Regular Pay Plan (Pay Grade 9 through 26 and Pay Grade 51 through 56), the Administrative Pay Plan, and the Mayor/Board of County Commissioners Staff Pay Plans.
Adjustments will reflect a minimum increase of 3% to the minimum and maximum of the pay ranges.
B. Fiscal Year 2026-27 Non-Bargaining Salary Increases and Implementation Plan
The FY 2026-27 budget proposal contained a 4% salary increase for all regular, non-bargaining employees. Staff recommends the following implementation:
Employees who are meeting performance standards will receive a 4% salary increase as an adjustment to their base hourly rate and/or as a lump sum where appropriate based on range maximums.
Annual salary increases will be effective October 11, 2026.
C. Personal Leave Sell Program
Staff recommends offering a Leave Sell Program that would allow all non-bargaining unit employees with a personal leave balance of at least 100 hours to participate. Eligible employees would have the option to sell personal leave accrued during the calendar year 2027 in 20-hour increments, up to a maximum of 80 hours.
BUDGET: N/A
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