Mark Dean

The committee discussed the Montgomery County Local Small Business Reserve Program, focusing on setting goals for budget allocation to local small businesses and the registration and eligibility criteria for small businesses. A significant portion of the discussion centered on the County Attorney's opinion deeming a draft resolution unconstitutional based on the Privileges and Immunities Clause, contrasted with the committee's goal of providing bidding opportunities rather than a set-aside program. The committee explored the concept of requiring successful bidders to demonstrate a "good faith effort" to utilize local subcontractors, considering factors like documentation based on existing minority participation requirements. Additionally, the committee discussed streamlining the RFP document complexity, the County's role in business education (e.g., holding "How to do business with Cecil County" sessions), and the potential for establishing a local business database overseen by the Economic Development Department. Key feedback received from a recent survey indicated issues with the County's permit process duration and the need for better access to county bids.

The Commission reviewed the list of duties for the Council President. Discussions focused on County employee reimbursement policies, including clarification that reimbursement is for Council Member attendance at official meetings, not political or social events. The Commission recommended revisions to the current reimbursement policy, specifically addressing attendance at the Maryland Association of Counties conference. Key compensation adjustments included recommending the County Executive receive a salary of $100,000 with health benefits and retirement eligibility, and approving a $5,000 salary differential for the Council President. Furthermore, the Commission approved a $2,000 increase to Council Member compensation, raising it from $25,000 to $27,000 annually. Consensus was reached that the Sheriff's salary increase, as legislated incrementally to $100,000 by 2020, was adequate.

The Compensation Review Commission meeting focused on reviewing compensation data for various county positions. Key topics included comparing Cecil County's compensation structure, particularly regarding the Council President's differential pay and retirement/health benefits, against other Charter and Commissioner counties. Discussion points involved the County Executive's compensation in relation to population and employee count, the need for Council expense reimbursement policies, and proposals for adjusting Council Member and Council President compensation. The commission agreed that the County Executive should be offered health benefits and retirement and decided to address salary adjustments for the Executive after receiving additional data on county management salaries. A volunteer was assigned to revise the current Cecil County Council reimbursement policy.

The meeting included introductions, during which Council President Hodge provided historical context and the mandate for the Commission: to recommend compensation and allowances for the Executive, Council Members, and Sheriff by June 30, 2016. Council Vice President McCarthy emphasized the importance of reviewing current compensation levels. Following the departure of the Council leadership, Commission members reviewed documentation provided by the Council Manager, including relevant Charter citations, the resolution establishing the Commission, comparative county compensation data, and State Retirement System requirements. The Commission requested additional data concerning State legislation on the Sheriff's salary, median household income statistics, Council attendance records, and salary information for adjoining counties. The Commission appointed Mr. Wiggins as chair.

The committee's purpose is to encourage and incentivize local businesses to participate in local government projects. Discussion centered on Bill No. 2013-XX and the Howard County Executive Order, specifically regarding the 40% local business goal, which the committee noted could be adjusted. The advantages and disadvantages of the current local bid preference were reviewed, noting the committee was not aiming to establish a required preference. Discussions included maintaining a register of local Cecil County contractors, with suggestions on how to compile and use such a list, including vetting businesses for tax compliance. The committee also addressed defining a 'local business' given geographical factors and the nature of corporate residency versus actual operational location. Efforts by the public library and schools to encourage local vendor use were mentioned. A key action involved planning a survey for local businesses regarding barriers to bidding on government projects, which was scheduled to go out in January, with preliminary results expected by February 1, 2017. The survey preparation, including determining which questions to ask and requesting review from the Economic Development Director, was discussed. The committee's next step is to review the survey results to draw conclusions for reporting to the Council.