During a recent Lubbock County Commissioners' Court work session, discussions centered on the contentious issue of merit increases for county employees, highlighting the challenges of employee retention and performance evaluation systems.

Commissioners expressed concern over the current freeze on merit increases, which has left many departments unable to reward high-performing employees. One commissioner emphasized the importance of recognizing those who excel in their roles, stating, "I do not want to lose my employees because something that has worked well in the past... does not work well." This sentiment reflects a growing anxiety among county officials about retaining talent in a competitive job market.

The court acknowledged that while a performance appraisal system exists, its utilization has been inconsistent across departments. Some officials pointed out that without a standardized approach to evaluations, the merit increase process could lead to perceptions of favoritism, often referred to as the "buddy system." This concern was echoed by multiple commissioners, who stressed the need for a fair and transparent system to avoid potential Equal Employment Opportunity Commission (EEOC) complaints.

A proposal for a 3% merit increase was discussed, alongside the possibility of combining it with a cost-of-living adjustment (COLA). However, the court ultimately decided that any merit increase should not replace the COLA, which is crucial for all employees. The conversation revealed a desire to balance financial constraints with the need to reward employees fairly.

The meeting also touched on the complexities of funding and classification issues related to various positions within the county. Some positions, particularly those funded through commissary funds, present unique challenges that complicate the implementation of a uniform merit system. The court recognized the necessity of a comprehensive compensation study to address these disparities and ensure equitable treatment across departments.

As the county moves forward, the discussions from this work session underscore the importance of developing a clear and effective merit increase policy that not only rewards employees for their hard work but also fosters a culture of fairness and accountability. The court plans to revisit these issues in future meetings, aiming to create a more supportive environment for Lubbock County employees.