HomeMy WebLinkAbout2026-06-17 Comm Dev Org Chart
Date: June 12, 2026
To: Lewis County Board of County Commissioners
From: Mindy Brooks, Director of Community Development
Attachments: A – Teamsters – Supervisors Appendix
B – Permit Technician Salary Survey
C – Administrative Assistant Salary Survey
D – CD Organizational Chart
E – Planning Supervisor Job Description
RE: Community Development Personnel Changes
REQUESTED ACTIONS Approve the following personnel changes to be effective July 1, 2026: 1. A grade increase for the Permit Technician 1 from Grade 113 to Grade 115, based on the
Salary Survey (Attachment B);
2. A grade increase for the Administrative Assistant from Grade 117 to Grade 118 based on
the Salary Survey (Attachment C); and
3. Approve creation of the Supervising Planner position, pursuant to the Teamsters
Collective Bargaining Agreement (Attachment A) and job description (Attachment E) and
promote Preston Pinkston to the position, Grade 126 Step 4 (Attachment D).
BACKGROUND Lewis County recently adopted Collective Bargaining Agreements for represented positions within Community Development. The AFSCME agreement required salary surveys to be conducted by Human Resource by June 30, 2026. The Teamsters’ agreement was negotiated to include a new Planning Supervisor position. This memo describes the requested actions based on the results of the salary surveys and the Teamsters adopted agreement. PROPOSED MODIFICATIONS
Below are the proposed changes.
1. Permit Technician 1: We are requesting that the Board approve changing the Permit
Technician 1 position from Grade 113 to Grade 115 to align with similar positions in
comparable county jurisdictions
a. Budget Impact: None. All Permit Technicians are a 2, 3 or Lead, based on years of
service and completed certifications. If and when a new Permit Technician is hired,
they would be hired as a Permit Technician 1, Grade 115.
b. Benefits of the request: When a new Permit Technician needs to be hired the
wage will be competitive leading to a strong candidate pool.
2. Administrative Assistant: We are requesting that the Board approve changing the
Administrative Assistant position from Grade 117 to 118 to align with similar positions in
comparable county jurisdictions.
a. Budget Impact: Minimal. The position is budgeted at 1 FTE but underfilled at 0.6
FTE; therefore, while there is a budget impact documented, the savings from
underfilling the position result in minimal budgetary impact for FY2026.
b. Benefits of the request: Maintaining a competitive wage ensures employee
longevity, increasing institutional knowledge and capitalizing on resources
dedicated to training the employee for the position.
3. Planning Supervisor: We are asking that the Board add a new Planning Supervisor position,
Grade 126. This change brings the Planning Division in line with the Permit Technician
Division, Permit Tech Lead (supervisor) and Building Division, Building Inspector 4
(supervisor).
a. Budget Impact: The impact is $2,996.52 for the remainder of FY2026. This is a fee-
based position and therefore there is no impact on the General Fund.
b. Benefits of the request: The supervisor positions oversee daily workload
distribution and monitor review timeframes for compliance with local and state
mandates. Preston has been acting in this role, training the new Planners, without
appropriate job title and compensation.
BUDGET IMPACT Permit Center & Administration Division $1,275.60 Planning Division $2,996.52 Building Division $0.00 Total $ 4,272.12
BEFORE THE BOARD OF COUNTY COMMISSIONERS
LEWIS COUNTY, WASHINGTON
IN THE MATТER OF:
APPROVE A COLLECTIVE BARGAINING
AGREEMENT (APPENDIX 103) FOR TEAMSTERS
LOCAL #252, REPRESENTING LEWIS COUNTY
SUPERVISORS, FOR JANUARY 1, 2026, THROUGH
DECEMBER 31, 2028
RESOLUTION NO. 26-154
WHEREAS, the Lewis County Board of County Commissioners has reviewed a
proposed collective bargaining agreement between Lewis County and Teamsters
Local #252, representing Lewis County Supervisors bargaining unit; and
WHEREAS, the agreement establishes wages, hours and working conditions for
the period of January 1, 2026, through December 31, 2028, and it appears to be
in the best interest of Lewis County and its employees to authorize its execution;
and
WHEREAS, the last bargaining session with the supervisors occurred on February
12, 2026, but as a result of good-faith bargaining, the Supervisors bargaining unit
voted to accept the County's February 12, 2026, offer on April 30, 2026; and
WHEREAS, health and welfare benefits and targeted grade increases as outlined
in the agreement shall be retroactive to January 1, 2026.
NOW THEREFORE BE IT RESOLVED that the Board of County Commissioners
hereby approves the collective bargaining agreement Appendix 103, attached
hereto as Exhibit A, with Teamsters Local #252, representing the Supervisors
bargaining unit, effective January 1, 2026, through December 31, 2028.
DONE IN OPEN SESSION this 12th day of May, 2026.
Page 1 of 2 Res. 26-154
Attachment A: TEAMSTERS Collective Bargaining Agreement
APPROVED AS TO FORM:
Jonathan Meyer, Prosecuting Attorney
BOARD OF COUNTY COMMISSIONERS
LEWIS COUNTY, WASHINGTON
David Bailey
By: David Bailey,
Chief Civil Deputy Prosecuting Attorney
ATTEST:COUNTY u
WISOARDAS.
SINCE
1845
OUNTY OMMISICLindsey R. Pollock, DVM
Lindsey R. Pollock, DVM, Chair
Scott J. Brummer
Scott . Brummer, Vice Chair
WASHINGTON'S 1St 9Rieva Lester, СМС
Rieva Lester, CMC,
Clerk of the Lewis County Board of
County Commissioners
Sean D. Swope
Sean D. Swope, Commissioner
Page 2 of 2 Res. 26-154
Rachel Lester
Human Resources HR Generalist SR
Public Disclosure Requests Lewis County Human Resources
Human Resources
To: Mindy Brooks, Community Development Director
From: Rachel Lester, HR Generalist Sr.
Date: February 27, 2026
RE: Salary Analysis for Permit Technician Series
Methodology
Pursuant to the recently ratified bargaining agreement between Lewis County Public Works and
Community Development and AFSCME Local 1341, Human Resources is conducting a compensation
study of all represented positions within six months. Due to a recognized need to update the Permit
Technician series, we have prioritized this analysis.
The Lewis County Board of County Commissioners (BOCC) has established a compensation benchmark
of placing positions at approximately the 55th percentile of the market. This analysis evaluates current
salary grades against that benchmark.
Comparable market data was gathered from Washington counties similar to Lewis County in population
and assessed value, including:
•Chelan County
•Clallam County
•Cowlitz County
•Franklin County
•Grant County
•Grays Harbor County
•Island County
•Mason County
Where data was unavailable or limited, this was due to:
•Positions not existing in comparable counties
•Lack of information available (Grays Harbor County does not have current information on their
website and has failed to respond to requests for information. A request was put in through their
Public Records portal, and we are waiting for results)
•Structural differences (Clallam County maintains only one Permit Technician position)
351 NW North Street
Chehalis, WA 98532-1900
360.740.1209
Attachment B: Permit Tech Salary Survey
Page 2 of 3
Market comparisons were conducted using available salary schedules and aligning classifications as
closely as possible to Lewis County’s job descriptions and scope of work.
Summary of Findings
The Permit Technician 1 position does not currently align with the BOCC’s 55th percentile market
objective. Adjustments are necessary to address internal equity and external competitiveness.
Additionally, the analysis confirmed that the current structure does not fully align with the level of
responsibility being performed, nor does it provide an optimal career progression framework for
recruitment and retention. Recommendations are being proposed to correct this issue. Please see
attached documents for additional salary information.
Permit Technician 1
• Current Grade: 113
• Position Level: Entry-level; incumbents obtain experience while training
• Market Finding: Below the 55th percentile
Analysis:
The position is under market and requires adjustment to address equity concerns and improve
competitiveness for recruitment and retention.
Permit Technician 2
• Current Grade: 116
• Position Level: More experienced incumbents; typically not hired at the low end
• Market Finding: Above market at mid-range and top step
Analysis:
The position is adequately compensated and 5.1% above market at the mid-range point and 8.3% above
market at the highest step. It would not be recommended to place incumbents at the first step of the
range.
Permit Technician 3
• Current Grade: 119
• Position Level: Certified incumbents, technical expertise, and experience
• Market Finding: Above market at mid-range and top step
Analysis:
Currently the position is slightly below market at entry but aligned with or above the 55th percentile at
mid and top steps. Given incumbents’ experience and certifications, they would not typically be placed
at the low end of the range. It is recommended to address the length of time required for an employee
to advance to the certified step.
Permit Technician Lead
• Current Grade: 121
• Status: Stand-alone position
• Market Finding: Limited comparable data
Page 3 of 3
Analysis:
This position is not typical in comparable counties. However, based on the limited data that was
gathered, it is paid above market compared to Chelan’s and Grant’s comparable positions.
Recommendations / Conclusion
To align with the BOCC’s compensation philosophy of targeting the 55th percentile of the market, the
following adjustments are recommended:
Position Current
Grade
Recommended
Grade Rationale
Permit Tech 1 113 115 Improves equity and moves closer to
55th percentile
Permit Tech 2 116 No Change Aligns with 55th percentile at mid and
top steps
Permit Tech 3 119 No Change Aligns with 55th percentile at mid and
top steps
Permit Tech Lead 121 No Change Aligns with 55th percentile
The proposed changes are designed to:
•Align compensation with the scope and complexity of work currently being performed;
•Create a clearer and more attainable career ladder within the series;
•Support employee retention by providing a more timely path for advancement; and
•Improve recruitment competitiveness in what continues to be a challenging labor market.
Under the proposed progression structure, an employee would remain a Permit Technician I for one
year, advance to Permit Technician II for two years, and then be eligible to test for certification. Upon
successful certification, they would be promoted to Permit Technician III. Under the current contract
language, an employee would not be eligible to advance to Permit Technician III until after five years,
which may unintentionally delay professional growth and compensation progression.
These revisions are intended to benefit both the employee and the County by appropriately
recognizing skill development while maintaining standards through the certification requirement.
Rachel Lester
Human Resources HR Generalist SR
Public Disclosure Requests Lewis County Human Resources
Human Resources
To: Mindy Brooks, Community Development Director
Geoff Soderquist, Public Works Director
From: Rachel Lester, HR Generalist Sr.
Date: April 24, 2026
RE: Salary Analysis: Lewis County AFSCME Administrative Classifications
Methodology
Pursuant to the recently ratified bargaining agreement between Lewis County Public Works,
Community Development, and AFSCME Local 1341, Human Resources is conducting a
compensation study of all represented positions within six months. As part of this process, a market
analysis was conducted for the following classifications:
•Office Assistant – Solid Waste (Public Works)
•Office Assistant Senior – Community Development
•Administrative Assistant – Community Development
The Lewis County Board of County Commissioners (BOCC) has established a compensation
philosophy targeting approximately the 55th percentile of the market. This analysis evaluates
current salary grades against that benchmark.
Comparable market data was collected from similarly situated Washington counties based on
population and assessed value, including: Chelan, Clallam, Cowlitz, Franklin, Grant, Grays Harbor,
Island, and Mason Counties. Chelan County was excluded due to lack of available data.
Market comparisons were conducted using publicly available salary schedules and aligning
classifications as closely as possible based on job duties, minimum qualifications, and scope of
responsibility. Variations in job structure, classification systems, and availability of data were noted
where applicable.
351 NW North Street
Chehalis, WA 98532-1900
360.740.1209
Attachment C: Admin Salary Survey
Page 2 of 5
Summary of Findings
1. Office Assistant – Solid Waste (Grade 113)
Across comparable counties, entry-level clerical classifications (e.g., Office Specialist,
Administrative Specialist I, Office Assistant) generally require:
• High school diploma or equivalent
• 1–2 years of clerical or customer service experience
• Basic office and computer skills
Market Comparison Observations:
• Lewis County falls below market at entry and mid-range, but slightly above market at the top
step.
• Comparable counties often include similar or slightly higher starting wages, particularly
where positions require customer interaction or technical duties (e.g., scale operations,
cash handling).
• Duties in Lewis County (e.g., scale backup, public meeting support) may slightly exceed a
traditional entry-level clerical role.
2. Office Assistant Senior – Community Development (Grade 115)
Comparable classifications (e.g., Administrative Specialist II, Customer Service Specialist,
Planning Support Specialist) typically include:
• Increased independence
• Advanced clerical duties
• Some financial or administrative support (AP/AR, reporting, coordination)
Market Comparison Observations:
• Lewis County is slightly below market at entry, but above market at mid and top steps.
• Many comparable roles include specialized or technical functions (e.g., accounting,
permitting support), aligning well with Lewis County’s expectations.
• Internal progression (promotion from Office Assistant) is consistent with market practices.
3. Administrative Assistant – Community Development (Grade 117)
Page 3 of 5
Comparable roles (e.g., Administrative Specialist III, Administrative Assistant III, Public Works
Administrative Assistant) typically require:
•3–5 years of experience
•Advanced administrative support
•Budgeting, grants, contracts, or financial responsibilities
•Greater autonomy and decision-making
Market Comparison Observations:
•Lewis County is notably below market at entry, slightly below at mid-range, and above
market at top step.
•Comparable counties often compensate more competitively at entry for positions with
financial and technical responsibilities.
•The Lewis County role aligns more closely with higher-level administrative classifications in
other jurisdictions.
Analysis
Market Positioning Relative to BOCC Benchmark
•All three classifications demonstrate a consistent pattern:
o Below the 55th percentile at entry
o Near or above the benchmark at mid and top steps
This suggests that Lewis County’s compensation structure is back-loaded, rewarding longevity
rather than competitiveness in recruitment.
Recruitment and Retention Considerations
•Entry-level and early-career candidates may find Lewis County less competitive compared
to neighboring jurisdictions.
•Compression risk exists if lower-level classifications are adjusted without corresponding
changes to higher classifications.
•Internal equity and promotional pathways are generally aligned but could be strained by
selective reclassifications.
Classification Structure Consideration
•The distinction between Office Assistant, Office Assistant Senior, and Administrative
Assistant is consistent with market structure.
Page 4 of 5
•However, the data supports consideration of a more formalized series structure (e.g.,
Administrative Assistant I–IV) in the future to better align progression, duties, and pay.
Recommendations
1. Office Assistant – Solid Waste
•Short-term: Maintain current classification (Grade 113).
•Hiring practice: Recommend starting new hires at Step 7 or higher to remain competitive.
•Long-term consideration: Evaluate potential reclassification to Grade 114, but only after:
o Assessing countywide impact
o Reviewing potential compression issues
o Consulting BOCC on broader classification implications
2. Office Assistant Senior – Community Development
•No salary adjustment recommended.
•Current structure appropriately aligns with market benchmarks when considering typical
placement above entry step.
•Use promotional progression from Office Assistant to maintain internal equity.
3. Administrative Assistant – Community Development
•Consider reclassification to Grade 118, based on:
o Below-market positioning at entry and mid-range
o Higher level of responsibility and technical skill required
•Prior to implementation:
o Evaluate fiscal impact
o Determine whether adjustment should apply to all Administrative Assistant
classifications countywide
o Confirm no unintended compression with Administrative Assistant Senior (Grade
121)
Page 5 of 5
Conclusion
The analysis indicates that Lewis County’s administrative classifications are generally aligned with
the market at mid and top salary levels but fall below the BOCC’s 55th percentile benchmark at
entry. This creates potential challenges in recruitment and early-career retention.
• The Office Assistant Senior classification is appropriately placed and does not require
adjustment.
• The Office Assistant – Solid Waste position may warrant future review but should not be
adjusted without broader policy direction due to potential ripple effects.
• The Administrative Assistant – Community Development classification shows the
strongest justification for reclassification due to its below-market positioning and higher-
level responsibilities.
Any adjustments should be considered within the broader context of countywide classification
strategy, internal equity, and long-term compensation philosophy.
Community Development Org Chart - July 01, 2026
Green Denotes Exempt
Employee
Grade 133 FT 100%
Grade 127 FT 100%Grade 127 FT 100%Grade 125 FT 100%Grade 128 FT 100%
Grade 125 FT 100%Gade 126 FT 100%Grade 121 FT 100%Grade 118 FT 100% (.56)Grade 124 FT 95% Bldg 5% ENF
Grade 125 FT 100%Grade 119 FT 100%Grade 115 FT 60%Grade 123 FT 95% Bldg 5% ENF
Grade 123 FT 100%Grade 116 FT 100%Grade 122 FT 95% Bldg 5% ENF
Grade 120 FT 100%Grade 115 FT 100%Grade 121 FT 100%
Grade 120 FT 100%Grade 121 FT 100%
Grade 119 FT 100%
The Comm. Dev Director reorts to:
County Manager Ryan Barrett
Mindy Brooks
Director of Community Development
Planning Division Permit Center & Administration Building Division
SR. Long Range Planner SR. Project Planner Office Manager Building Offical/Firemarshall
Assistant Long Range Planner Supervising Planner - NEW Permit Tech Lead Admin Assistant - CD Plans Examiner
Permit Tech 3
Building Inspector 3
(formerly Planner)
Planner 3 Office Assistant - CD Building Inspector 4
Permit Tech 2Planner 2
Assistant Planner
Permit Tech1
Building Inspector 2
Planner 1 Code Compliance Officer
(formerly Assistant Planner)
Building Inspector 1
Attachment D:
Community Development Org Chart - July 1, 2026
Green Denotes Exempt
Employee
Grade 133 Step 10 FT 100%
Grade 127 Step 5 FT 100%Grade 127 Step 9 FT 100%Grade 125 Step 4 FT 100%Grade 128 Step 11 FT 100%
Grade 125 FT 100%Gade 126 Step 4 FT 100%Grade 121 Step 9 FT 100%Grade 118 Step 5 FT 100% (.60)Grade 124 Step 6 FT 95% Bldg 5% ENF
Grade 125 FT 100%Grade 119 Step 7 FT 100%Grade 115 Step 2 FT 60%Grade 123 Step 5 FT 100%
Grade 123 Step 8 FT 100%Grade 119 Step 6 FT 100%Grade 122 FT 95% Bldg 5% ENF
Grade 123 Step 1 FT 100%Grade 116 Step 4 FT 100%Grade 121 Step 13 FT 100%
Grade 120 FT 100%Grade 115 FT 100%Grade 121 Step 2 FT 100%
Grade 120 FT 100%Grade 121 Step 2 FT 100%
Grade 119 FT 100%
FROZEN
Building Inspector 1
FROZEN
Chris Collins
Building Inspector 2
FROZEN Neal Bahrt
Building Inspector 2Assistant Planner
FROZEN
Planner 2
Weston Floro-Hagerman
Planner 1 Permit Tech 1
Code Compliance Officer
Mollie Hurt
Smokey Padgett
Permit Tech 3
Building Inspector 3
Permit Tech 2
Katie Johnson
Tara Snelson
Jennifer Cervantes
FROZEN
Planner 3 Office Assistant - CD Building Inspector 4
FROZEN Kylie Peckham Jordan Panteleeff
Permit Tech 3Planner 2
Assistant Long Range Planner Supervising Planner - NEW Permit Tech Lead Admin Assistant - CD Plans Examiner
FROZEN Preston Pinkston Brad Clark Megan Sathre Mike Johnston
The Comm. Dev Director reorts to:
County Manager Ryan Barrett
Mindy Brooks
Director of Community Development
Planning Division Permit Center & Administration Building Division
SR. Long Range Planner SR. Project Planner Office Manager Building Offical/Firemarshall
Natalie Kamieniecki Karen Johnson Sarah Hensley Doyle Sanford
Includes Employees
SUPERVISING PLANNER
JOB DESCRIPTION
Page 1 of 3
Job Title: Supervising Planner Dept./Division: Community Development Job Class Code: TBD Pay Grade: 126 PCN: TBD FLSA: Non-Exempt Effective Date: March 2026 Representation Status: Teamsters Supervisors Revision Date: March 2026 Reports To: Community Development Director
NATURE OF WORK Under limited supervision, coordinates and performs a variety of high-level professional planning functions on behalf of the Lewis County Planning Division; supervises project Planners; reviews development proposals for regulatory compliance; administers the County’s subdivision process and provides approval of final plats; provides customer service to the public; and performs other specialized duties relative to area of assignment.
ESSENTIAL FUNCTIONS:
The following duties are the fundamental, crucial job duties performed by this position. This is not a
comprehensive list of all tasks that may be assigned. Incumbent may be required to perform other duties as
assigned and appropriate for the position.
•Oversees and coordinates procedure of the Planning Division development reviews includingassigning and reviewing work tasks, ensuring process compliance and considering the need for codeinterpretation or procedural updates.
•Supervises and trains project Planner staff; monitors for staff compliance with departmental policiesand procedures and reports concerns to the Director.
•Coordinates activities with other County departments, elected officials and outside agencies.
•Conducts oversight of planning permit review to ensure compliance with the Lewis County Code,Critical Areas Ordinance, Shoreline Management Program and subdivision RCWs.
•Participates in amending the Lewis County Code to ensure compliance with local, state and federalproject planning requirements; recommends amendments to the Senior Long Range Planner andreview proposed amendments.
•Coordinates the Voluntary Stewardship Program on behalf of Lewis County.
•Serves as Chief Clerk of the Boundary Review Board; researches and reviews annexation proposals;provides related advice and recommendations.
•Interacts and coordinates with County departments, including Code Enforcement Officers andCounty’ Prosecutor’s Office, land use consultants, outside agencies, landowners, and other relevantparties regarding planning related matters.
•Conducts pre-submission conferences with applicants.
•Under supervision, presents information to the Planning Commission and Board of CountyCommissioners.
Attachment E: Job Description
Job Title: Planner 2 Job Class Code: TBD
Page 2 of 3
• Responds to planning inquiries and requests for information received via telephone, email, and at the public counter; explains planning and permitting processes.
• Reviews permit applications and/or development proposals for compliance with applicable regulations; approves, denies, or provides alternative recommendations regarding applications submitted.
WORKING ENVIRONMENT / PHYSICAL DEMANDS: Work is performed in a standard office environment and in the field when conducting site inspections; work involves exposure to variable weather conditions and uneven terrain; subject to sitting, standing for extended periods of time, walking, bending, reaching, and stooping.
DISTINGUISHING CHARACTERISTICS: This is the supervisory position in the Planner job series. Incumbents have acquired necessary technical planning knowledge and skills to oversee all planning project permit review and implement division policies and procedures. The Supervising Planner is expected to coordinate with the Senior Long Range Planner, Community Development divisions and other County departments on Lewis County Code updates. Interacts with elected officials and other agencies.
QUALIFICATIONS:
REQUIRED: Bachelor’s Degree in Urban Planning, Environmental Planning, or a closely related field; OR three (3) years employment as a Planner 3; OR ten (10) years equivalent planning education and experience. Must possess and maintain a valid Washington State Driver's License.
COMPETENCIES (Knowledge, Skills, Abilities, and Behaviors):
Knowledge of:
• Supervisory principles and practices.
• Principles and practices of planning.
• Planning policies, procedures, and processes.
• Federal and State regulations governing planning and land use.
• Applicable County codes including Critical Areas Ordinance, Shoreline Management Program, SEPA and subdivisions.
• Urban Growth Area requirements and Interlocal Agreements with various city jurisdictions.
• Specialized planning activities relative to area of assignment.
• Planning records, reports, and documentation.
• Customer service standards and protocols.
Skills in:
• Supervising and coordinating planning permit procedures, assigning work tasks and ensuring timelines are met.
• Coordinating and performing a variety of highly skilled and technical professional planning functions.
• Responding to planning inquiries and providing customer service to the public.
• Reviewing development proposals and permit applications for applicable regulatory compliance.
Job Title: Planner 2 Job Class Code: TBD
Page 3 of 3
•Conducting complex planning research and analysis and providing related recommendations.
•Preparing and maintaining a variety of planning records, reports, and documentation.
•Establishing and maintaining effective working relationships with other staff, County departments,property owners, developers, contractors, engineers, outside agencies, and the general public.
•Communicating effectively verbally and in writing.
Ability to:
•Learn and follow County policies and procedures.
•Adapt to changing business needs, conditions, priorities and work responsibilities.
•Learn, retain, and recall new or changing information and processes.
•Communicate effectively verbally and in writing, considering the needs of the audience.
•Make timely, logical decisions, solve problems, and prioritize work appropriately.
•Effectively manage stress and maintain composure.
Behaviors:
•Regular, reliable attendance.
•Earn trust and respect through honesty, professionalism, and maintaining confidentiality.
•Accept personal responsibility for work, actions, and words.
•Listen to understand various perspectives.
•Demonstrate initiative to learn, share information, and improve processes.
As the incumbent in this position, I have received a copy of this position description.
________________________________________________ Employee’s Name
_________________________________________________ Employee’s Signature Date