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From YouTube: Beaufort County Finance, Administration, & Economic Development Committee Workshop 2PM
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C
A
All
right,
public
notification
of
this
meeting
has
been
published,
posted
and
distributed
in
compliance
with
the
South
Carolina
Freedom
of
Information
Act
I
would
ask
for
an
approval
of
our
agenda
so
move
sir.
Thank
you
and
seconded
by
Mr
Dawson.
Thank
you
all
and
I'll.
That
would
pass
without
objections
or
any
objection
to
us
approving
the
agenda
see
no
objection.
We
will
move
on
and
we
do
have
a
Citizens
comment
period.
A
Brandon.
We
have
anyone
signed
up
for
the
finance
committee,
okay,
great
all
right,
let's
move
on
then,
because
I
know
we
have
a
busy
day
this
afternoon.
Let's
jump
right
into
number
six
on
our
agenda
items
and
that
is
presentation
of
preliminary
budget
initiatives
and
that
is
from
Miss
Denise
Christmas,
our
finance
director,
this
Christmas
thank
you
for
coming
today.
We
appreciate
you
being
here.
D
Hello,
all
right,
so
we're
gonna
go
ahead
and
go
right
into
it.
Brenna
you
got
us
okay,
all
right.
So
this
year
we
kicked
off
our
budget
season
by
meeting
with
each
department,
each
department
head
or
their
liaison
or
both,
and
we
actually
went
through
every
line
item
of
their
departmental
budget
and
discuss
each
line
item
with
them.
They
were
very
grateful:
Brian,
Cronin
and
I
and
Hayes.
D
All
three
have
have
taught
with
each
department
and
gone
through
their
budgets,
and
they
were
very
grateful
and
excited
that
we
did
that
so
good
news
there
and
we
saw
some
areas
where
we
could
trim
the
fat
and
we've
got
a
process
going
with
Whitney
and
Haze
and
I
trimming
some
fat.
So
hopefully
we
can
avoid
those
surpluses
next
year
and
then
the
future
years.
Okay.
So
that
being
said
by
the
other
one
gosh,
okay,
all.
D
So
that's
going
to
be
part
of
our
plan
very
soon
when
we
get
numbers
so
just
to
let
you
know,
we
did
get
from
the
association
of
counties,
our
CPI
plus
growth
this
year
and
it's
eight
percent
for
Beaufort
County.
If
it's
CPI
is
eight
percent
and
our
growth
was
2.27
percent
for
a
total
possible
millage
increase
of
10.27
percent,
not
saying
that
we're
going
to
even
we're.
Not
we're
not
looking
at
doing
that
whole
thing.
D
So
we're
just
don't
get
shocked,
okay,
so
those
that's
just
briefly
what
we're
looking
at
and
whenever
we
get
final
numbers
or
more
accurate
numbers
throughout
this
budget
process.
We
will
know
more
as
to
what
our
rollback
millage
is
going
to
be,
and
we
can
discuss
that
at
a
further
time.
So
millage
rates
currently
are
up
on
the
screen
here.
So
for
County
operations,
total
we
have
53.9,
Mills
and
Debt.
Service
is
5.6.
D
D
I
calculated
it
just
today
on
our
actual
collections
to
date
and
we're
trending
above
the
value
that
was
placed
that
when
we
sent
out
the
notices
last
fall
what
we
placed
the
value
of
the
mill
and
then
so
2
million
184
344,
that's
based
on
actual
collections.
That's
not
unusual
for
the
growth
that
we've
been
seeing.
D
You
know
over
the
past
couple
years,
so
the
projected
value
of
a
mill
countywide,
based
on
some
very
preliminary
numbers
we
received
from
Ms
Sanders
as
2
million
395
190,
which,
as
you
can
see,
is
about
a
225
000
increase
in
the
value
of
the
mill
again.
These
numbers
are
very.
This
is
so
early
on
right
now
we
haven't
factored
in
new
construction
or
assessed
transfers
of
Interest,
yet
so
again,
very
preliminary.
D
So
new
positions
in
Merit
plan
we
met
with
HR
and
they
have
a
plan
moving
forward
where
they're
going
to
train
the
supervisors
on
how
to
successfully
and
correct
correctly
fill
out
their
performance
evaluations
for
their
employees.
So
this
year,
we'll
we're
building
in
a
three
percent
Merit
increase,
which
is
in
effect
January
1st.
So
for
half
of
the
of
a
budget
year
we're
going
to
budget
three
percent,
so
we'll
budget
1.5,
maybe
1.25
percent
into
the
upcoming
budget.
D
E
So
at
some
point
today,
the
County
Administration
needs
feedback
from
County
Council
on
what
how
you
all
feel
about
us
proceeding
on
with
the
Merit,
because
that
is
a
big
expense.
It's
a
big
operation,
so
I
need
some
clear
direction
for
staff
as
to
what
your
desire
is
going
to
be
with
doing
an
additional
Merit
increase.
You
just
did
a
three
percent
Cola
that
was
reflected
to
end
this
past
payroll
run
with
the
employees
receiving
their
payments
on
Friday.
D
All
right,
so
we
also
met
with
the
executive
committee
on
new
position
requests.
So
there
are
departments
who
requested
new
positions
for
the
upcoming
budget
year.
They
are
on
the
screen
for
the
general
fund.
That's
one
page
of
them
and
I
think
you
all
have
access
to
this,
and
and
there
do
they
have
access
to
this
presentation.
Brenna,
yeah
and
Brenda
can
send
you
this
PowerPoint,
so
you
can
look
at
all
the
position
requests,
so
we
don't
have
to
go
through
every
one
of
them
individually
unless
you
want
to
right
now.
D
Okay,
all
right
and
so
there's
two
pages
of
the
general
fund
position
request.
The
ones
highlighted
are
the
ones
that
the
department
heads
said
that
they
could
reclassify
some
of
their
vacant
positions,
so
it
doesn't
affect
the
budget,
so
they
reclassified
some
of
the
vacant
positions
of
enrolling
throughout
the
years
and
unfilled
to
these
new
positions.
So
it
would
not
affect
the
budget
again
and
then
this
is
the
internal
service
fund.
It's
our
garage-
and
these
are
new
position-
requests
due
to
us
eliminating
the
contract
with
Fleet
Services
name,
Fleet
Service.
That's.
D
So
these
are
all
of
the
projects
and
requests
for
the
upcoming
budget
year
for
the
capital
Improvement
fund
this
year,
nothing,
no
Capital,
expenditures
or
budgets
will
be
in
the
general
fund
budget,
they're
all
moving
over
to
fund
1040,
which
is
our
Capital
Improvement
fund,
but
which
has
its
own
millage.
Currently,
we
could
possibly
be
transferring
a
mill
from
Debt
Service
over
to
Capital
to
cover
these
expenses.
So
this
is
our
list
and
again
you'll
have
access
to
this
list.
D
We
met
with
Eric
Larson
on
these
projects
and
we
went
through
every
one
of
them
thoroughly
and
I
believe
we
have
a
good,
solid
list
here:
20
20
million
dollars
worth
of
capital
projects
and
requests
a
lot
of
these.
You
can
see
in
column
that
says
fiscal
year
2023
the
monies
have
been
earmarked
encumbered,
possibly
those
will
be
caring
for
the
balances
will
be
carrying
forward
to
2024
fiscal
year
as
a
projects
or
purchases
have
not
been
completed
by
year.
D
End
Revenue
forecasts
look
at
that
big
number
up
there,
so
property
taxes
due
to
CPI
number
is
approximate
I,
calculated
it
with
the
growth
not
being
included
just
the
eight
percent
CPI.
But
again,
that
number
is
a
is
a
moving
Target.
If
we,
if
we
decided
to
roll
back
millage
well,
we
have
to
roll
by
mileage.
If
we
decided
to
take
advantage
of
our
cap,
our
CPI
plus
growth
or
just
growth
or
CPI,
or
anything
in
between
that
number
would
be
affected
by
that
as
far
as
Revenue
coming
in
the
local
government
fund.
D
D
Our
our
investments
reinvesting
them
and
moving
them
into
different
locations
where
we
could
get
the
most
bang
for
our
buck
and
the
most
return
on
our
investment.
So
we
are
expected
to
receive
at
least
four
hundred
thousand
dollars
more
in
revenue
on
in
interest.
Thanks
to
those,
ladies
I
believe
it's
going
to
be
more
than
that
and
oh
I
don't
have
my
little
I.
Can't
click
on
that.
D
And
so
someone
asked
that
we
and
I
don't
know,
but
someone
asked
that
we
look
at
the
surpluses
in
these
areas
of
the
elected
officials
and
we
think
most
of
them
come
from
vacancies
in
those
departments
so
on
the
board
and
you'll
have
access
to.
This,
too,
are
all
of
the
elected
officials
departments
and
for
fiscal
years
21
and
22
I
think
Hayes
has
put
together
revenue
and
I
can't
even
see
it.
It's
revenue
and
expenses
up.
There
is.
D
Okay,
so
those
are
two
special
Revenue
funds
in
our
chart
of
accounts
which
shows
fund
balances
in
those
two
funds
as
well.
D
We're
trying
it
looks
like
I'm,
not
gonna,
say
we're
trying,
but
it
looks
like
for
the
general
fund
this
year.
The
budget
is
not
going
to
go
up
that
much.
In
my
opinion,
we
haven't
finished
it
yet,
but
it's
really
close
and
I
don't
think
it's
going
to
go
up
that
much
because
we're
taking
out
some
Capital
we're
taking
out
excess.
D
Some
Bluff
that's
been
in
there.
So
I
don't
think
we're
going
to
have
a
huge
increase
this
year
in
the
general
fund
budget.
D
A
Two
years,
yes
during
a
wonderful
job,
I
remember
when
you
came
on
you
said:
I
am
going
to
make
a
difference
and
take
care
of
all
these
things,
and
you
have
I
mean
I
can
remember.
When
I
came
on
in
2019,
our
whole
budget
was
still
in
hard
copy
form
and
and
now
having
everything
online
and
transparency.
People
can
see
where
every
penny
goes
with.
Every
line
item
I
want
to
commend
you
and
and
the
the
finance
team,
for
you
know
job
very
well
done.
Thank
you.
Any
questions
for
this
Christmas.
F
Yes,
my
recollection
was
when
we
discussed
this.
We
were
concerned
about
a
Merit
Bank
pay
because
of
what
they're
going
to
have
to
go
through
for
the
training
and
whether
or
not
they
would
be
able
to
get
that
done
as
well
as
we
have
a
step-in
guide
process
that
we
could
Institute.
But
we
also
have
a
reassessment
of
a
plan
that
was
in
place
for
our
common
class
that
they
could
redo
a
partial
study
of
that.
F
A
Obviously
we
have
a
discussion
now.
Does
anybody
else
want
to
weigh
in
on
the
on
Merit
base
pay
I
mean
I,
mean
I,
obviously
feel
the
same
way
that
Mr
passman
does
I.
Think
we've
been
very,
very
generous
with,
with
our
our
colas
cost
of
living
increases
on
air
coming
we
had
in
the
past
three
years.
We've
had
at
least
two,
if
not
two.
E
You
did
a
five
percent
early
last
year.
You
did
three
percent
early
this
year
prior
to
that
I.
Don't
think
we
did
one
in
winning
so.
E
Each
time
we've
done
the
cola
I
get
calls
from
elected
officials,
saying
hey.
We
would
like
to
reward
some
of
our
high
performing
folks,
and
in
order
to
do
that,
we
need
to
have
Merit
the
ability
to
do
Merit
as
well.
So
this
is
a
good
way
to
do
that,
whether
we
do
Straight
Merit
or
whether
we
do
a
stealth
program,
I've
looked
into
those
with
our
HR
department
either.
One
of
those
has
a
certain
level
of
subjectivity
to
it.
E
If
the
people
that
are
supervising
the
employees
aren't
doing
their
job
properly
and
the
people
who
are
supervising
those
supervisors
who
aren't
doing
their
job
properly
aren't
doing
their
job
properly.
So,
yes,
I
get
it.
There
is
problems
with
Merit
increase
of
any
type.
Someone
could
give
someone,
oh
I,
like
this
person,
so
it's
giving
him
a
one-step
increase
I'm
going
to
give
he
or
she
a
two-step
increase,
and
this
employee
you
know
just
gets
a
one-step
increase
so
that
it
is
very
subjective
even
with
a
step
program.
E
E
I
think
we
ought
to
just
stay
strictly
Merit.
So,
first
of
all,
I
need
you
to
tell
me
whether
or
not
you
want
to
program
money
in
for
a
mirror.
E
I
Life
experience
under
both
systems
I
think
the
recommendations
to
to
do
the
Merit,
but
not
a
step
and
and
make
sure
the
supervisors
have
some
additional
training,
as
was
suggested
before
that
becomes
effective
and
to
wait
till
January
for
it
sometimes
with
a
step
program.
The
people,
if
you
only
have
10
steps
people
max
out
on
those
steps
and
there's
no
way
to
reward
them
so.
J
Yeah,
thank
you.
I
I
spoke
about
Merit
and
I
shared
my
feelings
about
Merit
being
subjective
in
nature.
The
administration
is
wanting
to
move
toward
Merit
I.
Think
if
we
can
put
some
parameters
in
it
to
ensure
that
as
much
of
subjectivity
is
taken
out,
I
could
support
the
Merit
moving
forward
that
that's
where
I
stand.
J
I
I
would
tell
you
that,
in
in
my
employment,
I
will
probably
having
five
or
six
employees.
Maybe
one
would
have
given
me
some
Merit
doing
the
same
job,
the
others
wouldn't
so
that's
my
bias
at
this
time.
So
if
we
can
move
in
a
Direction,
Where
We
can
get
as
much
of
that
subjectivity.
Out
of
it.
I
could
support
a
marriage
moving
forward
Mr.
H
Chairman
I
do
concur
with
what
York
said
about
putting
some
detective
standards
in
there.
I'd
be
fine
with
that
on
a
merit-based
pay.
As
long
as
there
was
an
objective
checklist
or
something
like
that,
they
could
fall
back
on.
K
Yeah
I
think
the
biggest
thing
today.
If
we're
talking
about
budgeting
it,
we
can
always
remove
it
and
have
the
Surplus
correct.
So
if
we,
if
we
still
having
these
debates
about
which
direction
to
go,
all
we
have
to
do
is
give
the
direction
before
that.
We
think
we
want
to
do
something,
so
the
Staffing
can
build
for
that
and
plan
for
that.
K
So
I'm,
with
the
support
of
moving
forward
the
staff
on
that
I
think
that's
something
that
would
motivate
them,
something
that
I
think
they'd
enjoy
to
work
on.
I
know
it's
a
big
task,
but
there
is
reward
in
the
end
of
it.
If
it's
something
we
find
that
we
can
get
the
right
parameters
and
the
right
set.
M
K
B
So,
like
Miss
Howard
said,
I
have
life
experience
under
both
since
I
was
in
education.
We
had
step
automatic
steps,
and
you
can
you
know
the
shake
your
head
on
this
one
I'm,
a
proponent
of
Merit,
pay
and
I
love
that
we
would
train
our
supervisors
to
do
it
as
objectively
as
possible,
because
there
is
a
danger
in
subjectivity.
B
But
in
my
afterlife,
when
I
got
out
of
public
Ed,
I
did
Merit
pay
for
the
people
that
worked
under
me
and
if
you
do
it
right
and
if
you
really
people
could
rise
to
where
they
need
to
be.
Instead
of
just
saying
oh
I'm
going
to
get
a
step
increase
anyway,
I
don't
care.
So
it
goes
to
what
Mr
Greenway
said.
It
encourages
your
employees,
but
it
has
to
be
done
right
and
also
Mr
passman
noted
to
redo
the
compensation
study,
because
I
know
that
is
a
few
years
old.
B
L
You
I'm
I'm
apprehensive
of
the
the
Merit
increase
for
the
subjective
or
subjectivity
of
the
of
the
matter.
L
Unless
the
employee
makes
it
known,
then
I
don't
think
the
department
head
and
the
staff
who's
overseeing
the
department
here,
I,
don't
I,
don't
think
they
can
take
all
the
subjectivity
out
of
it,
and
so,
unless
the
employee,
the
employee,
who
feels
that
they're
being
unfairly
treated
or
overlooked
unless
they
sound
the
bill,
then
I
don't
think
management
will
ever
know
and
and
if
we
don't
do
it
correctly,
then
we're
just
going
to
create
a
morale
problem
in
our
Workforce.
A
All
right
so
Mr
Greenway,
it
sounds
like
we
have
no
idea,
no
I'm
just
kidding.
We
I
think
you
got
direction
from
us
here.
That
would
like
to
at
least
consider
that
and
look
forward
and
as
Mr
Cunningham
said,
I
think
it's
a
good
idea.
We
plan
to
go
ahead,
put
something
in
the
budget
and
then
try
to
figure
out
exactly
what
that
is.
E
Two
quick
things
number
one
you
got.
Those
same
issues
have
been
raised
with
Cola
Cola
crates
compression
on
in
and
on
itself
also
creates
morale
prop
problems
because,
as
you
bring
in
new
people
over
time,
those
people
that
are
coming
in
are
offered
more
money.
To
start
there
may
be
people
that
were
hired
before
them.
So
then,
whenever
you
do
the
just
a
straight
percentage
Cola.
E
We
do
have
people
that
do
not
perform
as
well
as
others,
so
some
sort
of
Merit
or
incentive-based
pay
is
a
good
thing
for
the
County
Workforce
to
you
know,
Drive
higher
performers
to
to
be
even
better
and
yes,
there's
always
going
to
be
those
folks
that
are
that
are
going
to
have
problems
and
there's
opportunities
for
them
to
comment
in
the
system
on
their
on
the
concerns
that
they
have
about
their
evaluations
for
the
both
the
department
head
and
the
assistant
County
administrator
over
those
departments
to
evaluate
to
see
if
any
relief
is
given.
K
A
E
J
Before
you
go,
I
was
told
when
we
put
in
place
the
new
comprehensive
plan.
I
mean
a
Compensation
Plan
that
we
were
going
to
deal
with
that
the
term
you
use
compression
so
that
longevity
is
rewarded
for
being
here.
J
Knowledge
of
the
system
was
is
being
rewarded
in
that
comp
plan.
Are
you
telling
me
now
that
that
complaint
is
not
addressing
that?
Because
that's.
N
This
person
I
can
help
you
with
that.
So
yes,
sir,
when
we
implemented
the
common
class
study,
we
did
give
folks
credit
for
years
of
service.
So,
let's
just
say,
a
pay
range
started
out
at
thirty
thousand
dollars
a
year,
and
someone
had
been
here
for
five
or
ten
years.
They
were
not
started
at
the
30
000.
They
were
pushed
further
into
their
pay
band
because
of
their
years
of
service,
but
but
Mr
Greenway
is
trying
to
explain
to
you
guys
now
for
newer
employees.
N
Let's
just
say
the
annual
salary
or
let's
do
an
hourly
rate,
is
twelve
dollars
an
hour
and
we
do
a
five
percent
Cola
and
that
hourly
rate
is
increased.
That
employee
has
been
here
for,
let's
just
say
two
years,
they've
taken
advantage.
They've
received
the
advantage
of
the
cola,
but
now
we're
hiring
that
exact
same
position,
because
we
did
a
cola
and
not
a
merit-based
pay
increase.
The
very
starting
salary
that
was
once
12
is
now
compounded
by
the
cola.
N
N
Do
need
a
combination
and
something
like
that
takes
time
to
develop
when
you
have
a
Workforce
that
is
our
size
and
as
complex
as
ours,
where
the
same
jobs
are
not
rudimentary.
We
are
so
varied
county-wide
because
of
the
nature
of
our
departments
and
the
services
that
we
provide.
It's
not
as
simple
as
some
other
organizations
might
be,
that
have
a
combination,
so
we
have
to
individually
evaluate
departments
and
their
functions
and.
J
Jobs,
I
would
really
support
a
hybrid
of
the
two,
because
I
don't
think
longevity
should
be
penalized
right
and
and
that's
what
is
happening
and
that
really
would
disturb
the
morale
in
the
system.
So
I
could
go
along
with
the
Merit
to
get
started,
but
eventually
we
got
to
put
a
step
in
there
somewhere.
Just
for
that
that
difference,
I
mean
I
would
hate
to
be
on
the
job
for
20
years
and
somebody
getting
fresh
started,
making
the
same
thing,
I'm,
making.
N
And
that's
going
to
be
a
complex
thing
for
us
to
develop
and
we
know
that
it's
going
to
take
time
to
develop
it
properly,
which
is
why
the
suggestion
was
made
to
kind
of
stop
Gap
that,
in
the
meantime,
do
a
small
merit-based
pay
increase
and
we
will
chain
our
department,
heads
and
I.
Don't
want
to
take
a
lot
of
time
on
this,
but
there
is
something
called
a
bias
right:
I,
look
at
Miss
pollen
and
she's,
a
white
female
she's
more
like
me,
I'm
going
to
give
her
a
higher
grade
or
Mr.
N
A
O
Right,
thank
you,
everyone
for
having
me
here.
This
is
my
first
budget
presentation.
So
if
you'll
bear
with
me,
as
you
may
recall,
my
boss,
retired
and
I,
took
over
a
seat
in
January,
so
I
want
to
thank
everyone.
First
of
all,
for
your
kindness
support
and
help
throughout
this
process.
I
want
to
thank
Mr
Greenway
Ms
Richland
miss
Christmas
the
whole
team
for
their
help.
Now,
in
talking
about
the
budget,
we
are
grateful
for
everything.
That's
been
done.
I
appreciate
going
through
the
line
items
I,
think
that
really
helped
with
the
process.
O
The
only
category
that
I
wanted
to
talk
about
briefly
today
was
our
category
entitled
Professional
Services
and
that's
an
account
that
in
the
past
was
utilized
back
when
I
was
a
staff
attorney
in
2006
and
2007
to
pay
me
as
an
independent
contractor
to
the
probate
court.
So
I
did
work
under
two
of
the
prior
probate
judges
and
did
that
type
of
work.
If
you
see
in
the
account
description,
it's
reserved
not
only
for
that,
but
for
court,
reporters
translators,
attorneys,
guardian
of
items,
examiners
and
accountants,
and
so
that
fund
was
at
ten
thousand.
O
It
hadn't
been
utilized
under
the
prior
Administration,
but
I
planned
on
utilizing.
It
I
had
several
programs
and
we're
also
seeing
an
increase
in
the
need
for
translators.
I
have
a
mental
health,
therapeutic
commitment
case
and
I
need
a
translator
for
that
I'm
going
to
have
to
pay.
If
there's
not
funds
that
we
can
find
from
elsewhere
to
assist
with
that
I
also-
and
this
was
my
fault
didn't
put
in
there-
that
I'm
looking
at
paid
internship
programs,
you
know
that
would
save
the
county
funds
because
we're
not
hiring
an
employee.
O
O
We're
hoping
you
all
consider
something
in
that
regard,
and
the
other
thing
that
I
was
going
to
mention
as
well
just
to
piggyback
on
to
what
they
were
talking
about
with
the
Merit
versus
step
since
I've,
been
with
the
county,
you're
they're
right
in
saying
that
our
employees
have
expressed
displeasure
at
the
cola
process,
they're
grateful
for
the
cola,
but
they
feel,
like
everyone
is
treated
in
the
same
manner.
The
current
evaluation
system,
which
I
actually
really
like
one
of
the
categories,
is
job
knowledge.
So
to
me,
someone
who's
been
there.
O
20
years
has
a
lot
more
job
knowledge
than
somebody
who's
been
there
six
months.
So
there
is
a
way
that
we
can
factor
that
in.
In
addition,
the
county
administrators
correct
that
experience
is
a
factor
that
we
look
at
and
commenting
at
the
end.
The
employee
is
allowed
to
comment
now.
Perhaps
the
review
process
for
that
comment
could
change.
Perhaps
HR
could
look
at
that
or
an
independent
authority
to
make
sure
that
the
supervisor-
or
you
know
the
elected
official-
is
being
objective
in
making
those
comments.
O
O
You
know
I'll
just
quote
from
the
Bluffton
today
here
that
I
have
from
Sunday
April
2nd
that
Frank
rainwater,
the
executive
director
of
the
South
Carolina
revenue
and
financial
affairs
office,
told
state
senators
that
we're
going
to
be
on
track
to
have
more
seniors
over
the
age
of
65
than
people
under
the
age
of
18.,
so
we're
just
seeing
that
increase,
especially
here
in
Beaufort
County.
So
as
we
come
to
you
guys,
you
know
talking
about
these
things.
I
just
want
to.
O
P
O
A
A
A
C
A
C
Wonderful
all
right,
so,
let's
get
started
so
the
Beaver
County
Treasurer's
Office.
Our
vision
is
people
serving
people,
not
transactions,
we're
known
for
collecting
taxes,
for
what
we
want
to
be
known
for
is
our
service
to
our
customers.
Our
mission
is
that
we're
professionals
serving
with
Innovation
and
enthusiasm
and
last
but
not
least,
our
core
values
are
own
everything
not
as
in
the
tax
sale,
but
is
in
taking
ownership
for
all
aspects
of
our
role
to
evolve.
C
The
purpose
changes
in
as
a
change
is
inevitable,
but
evolution
is
a
choice
and
we
want
to
do
that
with
purpose
and
last
but
not
least,
serve
with
passion.
All
you
need
to
do
is
speak
to
me,
probably
for
a
few
minutes
for
one
of
my
staff
and
we're
very
passionate
about
what
we
do
so
before
we
get
started
on
fiscal
year.
2024
I'd
like
to
give
you
some
2023
statistics
to
just
kind
of
recap.
C
Where
we've
been
for
the
past
12
months,
we
hit
over
1.1
billion
dollars
in
cash
management
in
January
this
year,
we've
never
surpassed
1
billion,
so
that
was
a
huge
milestone.
We're
handling
392
000
tax
accounts
current
and
delinquent.
We
have
earned
not
just
for
the
general
fund,
but
in
total
a
total
of
11.1
million
dollars
in
investment
returns
in
the
past
12
months.
We're
billing
about
560
million
dollars
in
current
bills.
Every
year
doesn't
include
policing
and
last
but
not
least,
we
are
handling
44
000
initials.
C
C
Is
our
taxpayers
money
being
put
to
work
and
earning
interest
every
moment
of
every
day
right
now,
so
we
have
those
funds
split
between
the
local
government,
investment
pool
run
by
the
South
Carolina
State
business
office,
and
we
also
have
those
funds
held
in
things
like
treasuries
at
UBS,
and
you
can
see
like
terribly
we're
going
to
see
my
cursor
we've
surpasses
at
one
point
one
billion
right
there.
C
So
now,
let's
look
into
the
future
because,
as
I've
said
in
my
previous
presentations,
Noah
didn't
feel,
like
you
asked
in
the
rain,
we're
thinking
about
what
is
going
to
come
in
the
next
12
months.
So
we
can
prepare
today
to
address
those
challenges
and
those
needs
our
additional
requests
for
fiscal
year.
2024
is
99
700.
C
The
areas
that
that
is,
including
is
first
advertising.
Now,
why
would
a
Treasurer's
Office
advertise?
It's
not
in
the
traditional
sense.
Think
of
this
as
public
service
announcements
and
awareness,
we
do
it,
as
in
newspapers
like
the
Bluffton
today,
when
a
penalty
date
is
coming
up.
We
do
ads
on
on
our
website
on
on
the
Island
packet
website,
social
media,
but
also
our
new
Resident
program.
C
We
have
so
many
citizens,
new
citizens,
moving
to
Beaufort
County
in
each
of
your
districts,
who
do
not
know
what
they
should
do
when
they
arrive
to
the
county.
How
do
they
get
a
driver's
license?
How
do
they
get
their
vehicles
registered?
We
provide
content
and
frequently
asked
questions
to
Realtors
associations
and
closing
attorneys
so
that
our
new
taxpayers
know
what
to
do
the
first
time,
such
as
the
legal
residence
exemption.
So
we
make
sure
that
we
are
meeting
our
customers
where
they
are
to
hopefully
avoid
stressful
situations
and
inconveniences.
C
What
we
are
looking
to
do
is,
instead
of
all
it
would
be
in
addition
to
providing
this
information
to
our
Realtors
and
closing
attorneys,
but
we
will
be
even
more
proactive
than
that
by
mailing
a
postcard.
We
have
this
data
through
the
Register
of
Deeds
office.
To
know
when
transfers
are
happening,
a
real
property
is
changing
hands.
It
just
gives
Beaufort
County
and
the
treasurer's
office,
the
ability
to
say
hey,
we
see
you've
got
a
new
property.
C
Would
you
like
some
assistance
in
figuring
out
what
exemptions
you
might
need
to
get,
how
to
register
your
vehicle
so
again,
another
opportunity
for
proactive
communication
now
I
will
share
with
you.
We
have
an
increased
adoption
rate
of
my
Beaufort
County
every
month
and
every
year,
which
is
outstanding,
it
is
not
making
up
for
the
growth
in
population
that
we're
experiencing,
though,
which
is
which
accounts
for
the
printing
and
postage
increases
in
the
budget.
C
My
favorite
County,
the
benefit
of
that
is
not
only
is
it
more
reliable
for
the
customer,
but
it
is
free
across
the
county,
nothing
for
us
to
utilize
those
services
to
send
out
an
electronic
bill.
So
anybody
watching
I
encourage
you
to
sign
up
for
that.
Save
us
some
printing
and
post
it
and
last
but
not
least,
because
it's
probably
the
thing
I'm
most
excited
about
is
technology.
C
We
thanks
to
council
support
a
few
years
ago,
we
implemented
the
use
of
zendesk.
It
is
a
customer
care
software
that
manages
increase
and
important
information
so
that,
essentially,
if
you
call
with
an
issue,
you
don't
have
to
repeat
yourself
every
time
someone
answers
the
songs.
It
will
register
that
you've
called
before
supervisors
can
see
ratings
and
reviews
from
customers
as
to
how
their
call
went,
what
they
thought
of
the
care
they
received,
and
it's
just
an
incredible
tool.
C
We
would
like
to
add
phones
and
additional
users
so
that
for
the
first
time
ever,
every
customer
interaction
will
be
housed
in
this
customer
care
software.
So
if
you've
used
our
chat
or
our
email,
it's
going
through
zenbas.
Our
phones
have
been
going
through
the
IT
department
and
we
would
like
to
transition
that
to
this
customer-centric
tool.
C
C
You
guys
kind
of
talked
about
everything,
so
I'm
just
going
to
tell
you
what
we're
asking
for,
because
counseling
Glover
is
absolutely
correct.
A
combination
of
Colette
and
Merit
is
absolutely
necessary
and
again,
in
my
opinion,
for
successful
organizations,
you
need
trustworthy
supervisors
to
administer
it
and
be
a
part
of
the
process,
and
you
need
growth,
minded
employees
and
supporting
it
to
be
willing
to
engage
in
the
process
as
well.
So
it
involves
everybody
in
the
treasurer's
office.
The
tasks
are
no
longer
enough.
C
I
told
you
our
vision,
mission
and
core
values,
because
that
is
what
we
will
be
changing
our
performance
evaluations.
We
will
no
longer
be
grading
people
on
the
tire
or
communication
they
will
be
assessed
based
on
our
vision,
mission
and
core
values,
because
again,
your
tasks
are
not
enough.
It
will
allow
for
purposeful
coaching
throughout
the
year.
C
Now
this
would
not
negate
I'm
not
looking
to
remove
our
department
from
the
colon
process
or
anything
like
that,
but
I've
been
in
the
office
for
12
years
and
I
have
seen
councils
change
and
administrations
change,
and
there
is
a
great
inconsistency
across
those
12
years
in
how
our
employees
were
handled
and
if
I
could
summarize
my
message
to
you
today.
Without
this
tools
to
go
forward,
we
will
be
hindered
in
our
ability
to
keep
our
staff
and
obtain
new
ones.
I
believe
it
was,
is
Miss
Richland
who
mentioned
bringing
Mr
Greenway.
C
Probably,
could
you
bring
on
new
employees
at
a
higher
rate?
The
job
market
has
changed,
but
Beaufort
County
salaries
has
not
responded
to
those
to
the
job
market
change
in
a
holistic
sense.
It's
been
on
an
individual
sense
which
again
creates
disparity.
I
am
asking
for
an
increase
not
just
for
this
year,
but
in
each
year
going
forward.
That's
five
percent
of
our
salary
expense
line
item
so
that
I
can
administer.
C
I
can
administer
this
program
with
our
staff.
I
applaud
our
new
HR
director
and
the
initiatives
of
it
of
the
county
to
move
forward
in
this
manner,
we're
ahead
of
where
you
are
starting
right
now
and
I
am
asking
respectfully
to
be
allowed
to
continue
losing
Soul
work
with
the
progress
that
we've
made
rather
than
standstill
now.
I
want
to
give
you
some
idea
of
what
that
looks
like.
C
We
will
be
implementing
a
360
review
for
those
of
you
who
come
from
the
private
sector,
you're
probably
very
familiar
with
this,
but
we
will
have
traditional
downward
reviews
which
are
not
blind.
They
will
concern
the
person's
supervisor.
Our
leadership
team
will
engage
in
peer
reviews,
which
will
also
not
be
blind,
and
then
there
will
be
blind
upwards
reviews.
So,
if
you
manage
a
team
of
tents,
you
are
going
to
be
reviewed
by
your
subordinates
for
the
first
year.
C
So
last
but
not
least,
these
are
the
people
that
I'm
representing
today
they're
the
people
who
know
everything
in
my
presentation
today,
because
I
already
discussed
it
with
them
in
January
and
we're
looking
forward
to
2024
and
the
exciting
things
happening
for
Beaufort
County.
So
with
that,
I
am
one
minute
over,
but
I
am
happy
to
take
questions
about
anything.
You
may
want
to.
A
C
From
the
county
is
that
what
you
I
believe
that
the
more
we
are
in
line
with
the
county,
the
better
I
would
still
like
to
participate
our
department
to
participate,
like
we
have
in
the
past,
ready,
so
that
if
we
are
not
having
redundant
expenditures,
but
I
need
to
be
able
to
evaluate
my
staff
in
a
manner
that
I
see
fit
so
that
we
can
continue
performing
the
outstanding
work
that
we
are
and
they
need
to,
they
need
to
be
able
to
rely
on
being
rewarded
for
outstanding
staff.
C
The
question
is:
come
up
in
this
meeting
as
to
biases
or
performance
or
lowly
performing
employees.
I,
don't
let
low
performing
employees
work
on
our
team.
I
only
have
high
performers
or
those
in
the
process
of
becoming
High
performers.
It
doesn't
make
us
perfect,
but
in
my
mind,
there's
no
such
thing
as
a
good
job
or
a
bad
job.
As
long
as
you
have
a
girls
mindset
in
order
to
keep
a
growth
mindset
on
your
team,
you
need
to
tie
it
to
their
compensation.
That
is
why
people
are
working
for
Beaver
County.
C
It's
for
a
paycheck
to
take
care
of
their
families
and
the
people
they
love
at
home,
so
I,
yes,
I
am
asking
for
my
own
Merit
pay
structure
similar
to
the
Sheriff's
Office,
but
slightly
dissimilar
in
that
I
would
like
to
continue
to
participate,
as
we
always
have
been
in
the
comp
class
studies.
So
there's
no
redundancy
in
expenditures.
A
A
All
right
great,
let's
move
on,
and
we
have
Sheriff
Tanner
and
Susanna
cook
and
a
pleasure
to
see
you
all
again
and
of
course,
Sheriff
Tanner
puts
Miss
cook
out
there
first
and
to
take
the
the
firing
online.
Q
Q
You
being
passed
out
to
everyone
is
a
one-page
summary
of
our
fiscal
year.
24
budget
requests,
as
it's
been
stated
before,
we've
already
gone
through
the
line
items
so
what
I,
provided?
You
is
just
any
differences
that
Administration
is
going
to
recommend
versus
what
we
have
requested
with
any
budget.
The
revenue
source
is
very
important
to
distinguish
the
first
one
is
the
general
fund
dollars
and,
as
you
can
see,
we
have
requested
the
31
million
188
389.
Q
The
second
column
is
what
administration
is
is
recommending
as
of
Thursday
of
last
week
and
there's
the
difference.
The
second
table
actually
breaks
down
that
148
829
into
the
line
items
where
what
we
have,
what
we
have
requested
versus
what
they
are
recommending.
So
it
shows
you
the
actual
difference
of
what
they
have
are
presenting
to
cut.
Q
The
second
Revenue
source
is
CIP
funds.
However,
after
watching
Denise
Christmas,
her
presentation
looks
like
that
has
been
included
in
the
CIP
funds
and
then,
lastly,
is
the
town
of
Hilton
Head
law
enforcement
fee
for
the
law
enforcement
services
that
we
provide
for
the
town.
Yes,
we
have
a
large
increase
there.
It
is
516
150.
However,
County
finance
has
come
up
with
their
projection
of
the
revenue
from
the
law
enforcement
fee
for
fiscal
year,
24
of
5
million
one
hundred,
fifty
thousand
and
they've.
Q
If
you
look
at
the
last
table,
they
have
recommended
cutting
salaries,
169
139
and
have
requested
that
we
cut
our
budget,
an
additional
279
thousand
three
hundred
twenty
eight
dollars
and
I've
looked
through.
There
are
42
positions
that
actually
are
under
this
law
enforcement
services
that
we
provide
and
looking
at
their
calculations,
the
Personnel
taking
every
single
one
prorating
it
with
our
Compensation
Plan
that
is
very
important
to
retain
and
recruit
personnel.
Q
Q
A
All
right
so
just
going
back
to
Chairman
passman,
so
right
now
we're
projected
to
collect
the
5
million
82
000
from
our
fee.
Is
that
correct.
Q
The
the
very
first
table,
the
third
line,
town
of
Hilton
Head
law
enforcement
fee
under
the
column
fiscal
year,
24
Administration
recommendations
they
are
projecting
to
receive
or
the
law
enforcement
fee
will
generate
the
5
million
one
hundred
fifty
thousand
dollars.
However,
we
are
requesting
the
column
to
the
left:
5
million
598
467
dollars
so.
E
K
A
Okay,
any
other
ques,
yes,
Miss
Tavern
go.
B
Q
Correct
yes,
ma'am
also
I'd
like
to
State.
During
this
Christmas's
presentation,
she
was
showing
you
fund
balances,
which
this
is
a
separate
fund
altogether.
Only
the
revenue
collected
from
the
Hilton
Head
law
enforcement
fee
and
the
expenditures
associated
with
the
Hilton
Head
law
enforcement
services
are
in
this
particular
fund.
There
is
a
fund
balance.
However,
we
will
be
utilizing
the
fund
balance
in
order
to
balance
our
fund
this
year.
There
will
not
be
we
were
spending.
Q
A
All
right,
I
have
one
more
question:
if
there's
so
going
to
the
very
top
line
number
one
general
fund
dollars:
yes,
sir,
that
is
what
fiscal
year
23
so
so
last
year
that
was
your
approved
amount,
29
million
or
644
thousand
dollars
and
then
you're
actually
requesting
the
31
million
188
thousand
dollars.
A
Our
Administration
is
recommending
the
31
000
39,
so
you
are
asking
for
increase
of
the
how
much
more
that's
600
000
more
in
that
just
a
range
from
last
year
and
staff
is
recommending.
You
know
a
400
000
increase
from
last
year.
Is
that
kind
of
what
I'm.
Q
Dollars,
that's
okay,
all
right
and
we
agree
on
every
that
table
too
salaries
and
wages.
They
would
like
to
provide
86,
619
and
less
than
what
we
are
requesting
and
so
on
for
each
line
item
after
that.
A
Just
going
back
to
my
original
question,
so
you're
asking
for
1.6
million
dollar
increase
from
last
year
staff
and
their
recommendations
is
at
31
million,
so
that
would
be
less
than
what
you've
asked
for,
but
there
is
an
increase
there.
So
and
obviously
this
is
the
first
time
we're
seeing
this
any
other
questions
from
from
Council.
At
this
point,
I.
P
D
G
A
A
You
good
any
other
questions:
Sheriff
Tanner,
Save,
The,
Best,
For,
Last.
You
let
her.
G
Take
all
the
shots,
she's
she's
a
CFO,
she
did
a
good
job
and
she
does
a
good
job.
Every.
G
K
B
Q
As
you
can
imagine
the
37
of
Physicians,
we
don't
budget
100
of
their
salaries
throughout
the
year,
because
we
won't
hire
everybody
July
1st.
Therefore,
we
prorate
those
positions
and
the
expenditures
associated
with
them,
and
we
will
not
have
a
surplus
Mr
Cunningham.
This
year
we
are
using.
We
are
using
every
salary
dollar
for
the
employees
that
we
have
on
staff.
Q
A
Thank
you
good,
any
other
questions,
no,
and
and
as
usual,
when
we
go
through
these
budget
workshops,
any
questions
you
have
for
any
of
our
elected
officials.
You
can
send
it
to
Sarah
and
Brenna
and
and
copy
me
as
well.
We
will
then
get
those
questions
too.
Those
officials
and
then
they'll,
usually
respond
written,
and
then
everyone
will
get
those
responses.
So
it's
not
something
we're
not
hammering
them
with
individual
questions
and
everyone
gets
the
same
questions
and
same
information.
So
if
that's
okay,
Sheriff
Tanner,
that's
you.
G
Know
during
the
past,
if
that's
we'll
continue
doing
it
highly
recommend
doing
that.
Okay,
we
encourage
County
Council
to
reach
out.
That
would
encourage
you
to
reach
out
to
me
or
Suzanne.
If
you
have
questions
about
the
budget,
I
would
rather
us
do
that
on
a
consistent
basis.
That
way
these
questions
are
answered
because.
G
G
F
G
It
really
doesn't
mean
anything,
I
think
you,
if
you're
going
to
create
a
a
Compensation
Plan
that
has
to
be
based
on
performance
and
that's
individual
performance.
You
have
to
have
a
scale,
we
use
a
scale,
it's
all
based
on
performance
and
we
have
a
longevity
plan.
It
would
behoove
you
to
have
that
in
place
in
Beaufort
County.
It
has
worked
very
well
for
us.
It's
it's
managed.
You
know.
I've
got
350
total
employees,
so
we
we
do
our
evaluations
on
our
employees.
B
G
Know
if
you're
brand
new
every
six
months
and
it
if
and
if
you're,
if
you've
been
in
the
system
for
a
while,
it's
on
an
annual
basis,
your
anniversary
date,
the
date
of
hire,
is
your
Performance
Based
evaluation,
so
you're
not
doing
staff
is
not
doing
hundreds
of
evaluations
in
January
or
July
they're
done
throughout
the
year,
and
that
keeps
Suzanne
from
being
overwhelmed
with
the
work
she
does.
So
it's
imperative
you've
got
to
do
it.
Somebody
asked
me
about
affordable
housing
the
other
day
in
Beaufort
County.
G
It's
the
easy
answer:
pay
your
employees
and
be
able
to
live
in
the
county
that
they
were
and
enjoy
the
same
amenities
and
everyone
else
enjoys,
and
that
way
they
can
afford
to
either
rent
or
buy
and
it's
their
decision.
It's
not
the
government
decision
making
on
that.
So
just
pay
your
staff
consistent
colas
is
a
must.
Inconsistency
is
where
you
run
into
problems.
Inconsistencies
is
where
you're
running
to
problems
with
compression,
but
you
can
override
all
of
that.
G
If
you're
a
consistent
water
Cola,
you
have
a
performance-based
pay
scale
and
you
also
look
at
longevity
and
it's
got
to
be
based
on
performance.
So
whatever
your
scale
you
create
is
is
is
how
you
pay
your
employee.
If
they're
not
performing
their
percentage
is
a
lot
lower
than
those
that
are
performing
at
the
level
you
want
them
to
perform,
so
it
makes
them
work
for
the
dollar.
G
A
G
A
A
All
right
seeing
nothing
else
before
this
committee.
We
are
adjourned
and
the
next,
how
much.
A
A
M
R
Say
good
afternoon
to
Chairman
Lawson,
chairman
council
members,
a
few
things
about
myself,
I'm
David
cadia-elect.
Thank
you
for
inviting
me
I'm,
a
retired
Marine.
I
s
got
a
bastard
science
and
business
and
human
resource
management
and
I
have
an
MBA
I
worked
in
the
treasurer's
office
for
a
short
stint,
and
then
I
was
the
deputy
auditor
for
the
county
for
five
years
before
I
was
let
go
I'm
coming,
July
I
really
look
forward
to
it.
R
The
business
model
is
going
to
be
cooperation,
customer
service,
of
course,
and
integrity,
and
the
whole
purpose
of
my
job
is
as
I
always
talk
to
Tom
about
property
taxes,
nothing
but
property
taxes
get
you
guys
the
money
for
your
services
and,
at
the
same
time,
to
ensure
the
residents
are
eating
taxed
properly
and
they're.
Doing
everything
they're
supposed
to
be
doing.
Mr
Greenway
asked
me
to
talk
about
how
I
plan
on
getting
along
with
Council
and
a
loaded
question
in
County
Administration.
So
this
is.
R
This
is
a
pretty
simple
I'm,
a
simple
person,
I
believe
in
mutual
trust
between
everybody.
That's
right,
I
am
I
will
treat
you
the
same
way.
You
treat
me
I
want
to
be
a
team
member
and,
at
the
same
time
be
included
that
part
of
the
team
I
mean
it's
simple,
I
hope
to
be
treated
equally
without
apprehension.
Many
of
the
staff
in
this
room
have
worked
for
more.
You
know
other
administrators,
which
is
great
they're
still
here,
because
of
their
performance.
I
just
want
you
to
understand.
R
I
asked
for
the
same
chances
not
to
be
judged
by
who
my
previous
boss
was
but
be
judged.
Meet
me
by
Merit
I
Believe
come
July.
The
auditor's
office
is
planning
on
doing
everything
new
in
its
power.
I
look
forward
to
improving
processes,
I
send
out
an
email
asking
for
a
few
budget
item
things
I've
sat
down
many
times
with
Mrs
walls
tried
to
get
our
office
connected
together,
trying
to
get
the
programs
together.
R
So
as
she
says,
it's
a
better
experience
for
everybody
and
the
more
people
we
get
online
with
that
I
think
it's
going
to
make
the
county
a
lot
happier
and,
like
I
said.
My
whole
mission
is
moving
that
office
into
a
digital
era,
because
it's
really
behind
everybody
else.
Right
now
and
I
need
to
get
it
pushed
forward
because,
as
I
tell
everybody
else,
we
don't
know
when
the
next
pandemic
coming,
but
it's
coming
and
we
don't
know
what-
and
we
know
that
we
can't
let
people
in
the
building.
We
can't
do
this.
R
We
got
to
get
people
to
work
from
home
and
I
think
the
only
way
to
do
that
is
it
get
in
these
offices
up
on
their
web
page,
getting
these
office
digitized.
So
we
can
do
everything
like
that
and
that's
all
I
got.
R
If
I
could
say
one
more
thing,
the
Merit
base
is
the
way
it
is
I
got
to
tell
you
a
story
when
I
first
came
to
work
here
they
did
a
compensation
survey
and
there's
underperforming
people
that
were
not
getting
pay
raises.
Let's
say
so.
They
went
through
and
did
this
compensation
survey
and
those
people
ended
up
getting
six
thousand
dollar
checks
to
meet
up
with
everybody
else,
it's
paid.
So
there
you
go
after
that.
What
happened?
I
lost
all
good
employees.
I
E
E
A
Minutes
so
we
will
read
the
next
committee
meeting
three
ten
310.