During the Pender County Board of Commissioners Budget Work Session on May 8, 2025, a significant focus was placed on addressing employee compensation and the challenges of retaining talent in the utilities department. The discussion highlighted the urgent need for salary adjustments to remain competitive with neighboring counties, particularly in the water treatment sector, where starting salaries are notably higher.

Commissioners expressed concern over the disparity in pay, with water treatment plant operators in surrounding areas earning upwards of $53,000, while Pender County's starting salary is around $41,000. This gap has led to high turnover rates, with five meter readers leaving in just 18 months. The department head emphasized the importance of advocating for fair compensation, stating, "We're becoming a training ground," as employees leave for better-paying positions elsewhere.

The meeting also touched on the need for a comprehensive salary study, with past studies deemed poorly implemented. Commissioners voiced frustration over the lack of a unified human resources policy that would standardize compensation and training incentives across departments. The current approach has led to inconsistencies, where some departments create their own policies, resulting in inequities among employees.

In response to these challenges, the utilities department is working closely with human resources to develop a more cohesive training and compensation strategy. This includes potential salary increases tied to professional development and certifications. The goal is to create a more attractive work environment that not only retains current employees but also attracts new talent.

As the budget process continues, the board is urged to prioritize these compensation issues to ensure that Pender County can effectively serve its community while supporting its workforce. The discussions from this session underscore the critical need for strategic planning in human resources to foster a fair and competitive workplace.