Frequently Asked Questions

Our core values at Clear Creek County weren't decided in isolation. They were born from a collaborative effort, most notably during an all-employee meeting last year. We engaged in open discussions, seeking input from our team members on what truly mattered. A powerful theme emerged: the importance of inclusion. As a result, we proudly added 'Inclusion' to our values, ensuring that everyone feels respected, supported, and valued.

These values now guide our work and interactions, and are defined as follows:

• Communication: The transparent and respectful exchange of ideas, striving for an environment of innovation and mutual trust for all.
• Improvement: Continuously striving to enhance the organization and self.
• Integrity: The quality of being consistently honest, accountable, and equitable in our commitment to doing what is right.
• Relationships: Fostering positive connections with people through empathy and respect.
• Inclusion: A culture that embraces diversity and belonging, where everyone feels respected, supported, and valued.

Budget reductions were based on statutory requirements, funding sources, and operational impact. Positions funded by grants were less likely to be affected, while positions funded by the general fund were evaluated for necessity and sustainability. The decision to reduce some staff’s work hours to 32 per week was made to avoid a more significant number of layoffs while ensuring that employees retained benefits in lieu of providing compensation adjustments to match market rates where funding is not currently available. Many other less desirable options were discussed, but ultimately, this decision seemed to have the most benefit with the least disruption.

To mitigate financial hardship, the County artificially inflated the hourly rates of all non-exempt staff who transitioned from 40 hours to 32 hours per week. This adjustment ensures that employees’ take-home pay remains consistent despite the reduction in hours. Due to this decision, employees are NOT permitted to work more than 32 hours per week without prior approval from their supervisor. Unauthorized overtime is subject to disciplinary action to ensure compliance with wage and hour laws and to maintain budgetary controls.

The 32-hour workweek was implemented as a budget-saving measure. While there is no set timeline for returning to a 40-hour schedule, the situation will be reassessed as financial conditions evolve

Human Resources will complete another Compensation Analysis. When we can financially support this strategy, we will reevaluate pay ranges and move staff to a 40-hour workweek while paying market rates.

We understand that these changes have been difficult, and we sincerely appreciate the dedication of our employees. We continue to invest in our Employee Appreciation Program to show our gratitude. Once a quarter at our all-staff meetings and during our annual holiday luncheon, we conduct a drawing to give away an extra PTO day to a lucky winner. Employees can nominate a colleague year-round for their hard work and contributions. The nomination link can be found here. Links are also included in HR email signatures, on the County website under "Employee Help Links" on the bottom of each page, and QR codes are posted around the office for easy access. We encourage everyone to participate and recognize the great work done across the County.

Please fill out this online survey here.