Tazewell County officials are facing a pressing challenge in retaining staff as discussions during a recent strategic planning meeting highlighted significant salary and benefits concerns. The meeting, held on February 22, 2025, revealed that multiple positions remain unfilled due to competitive salary offers from other employers, prompting urgent calls for a review of the county's compensation structure.

One department head reported having two open positions after losing employees to better-paying jobs, emphasizing that current salaries are not competitive enough to attract qualified candidates. This sentiment was echoed by others who noted that the county's reliance on a positive work environment and decent benefits is no longer sufficient to draw in new talent, particularly from a younger workforce that prioritizes different factors.

The conversation underscored the need for a comprehensive evaluation of personnel management and costs, which are the largest expenses in the county's budget. Officials acknowledged that while they do not want to be the highest-paying employer, they also cannot afford to be the lowest, as this could jeopardize the quality of services provided to constituents.

In addition to salary discussions, the meeting touched on the importance of benefits, particularly health insurance options. Concerns were raised about the county's policy that restricts employees from including spouses on their insurance if the spouse has access to other coverage, which has become a deterrent for potential hires.

As Tazewell County navigates these challenges, officials are looking to implement a new compensation and classification program aimed at addressing these issues. The urgency of the situation was clear, with leaders recognizing that immediate action is necessary to prevent further staff losses and ensure the county can continue to serve its community effectively.