Assistant Town Manager/Finance Director at Town of Maggie Valley
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Decision makers at Town of Maggie Valley
Director of Public Services
Planning Director
Town Manager
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Public documents that mention Misty Hagood.
The Town of Maggie Valley's proposed budget for fiscal year 2026-2027, a pre-adoption draft submitted by the Town Manager to the Board of Aldermen for consideration.
The board reviewed a new system development fee study for the town's sewer system, which recommended a transition to a meter size-based fee structure to support infrastructure costs. Additionally, the town manager presented the proposed fiscal year budget, featuring a 2-cent property tax rate increase, necessitated by factors including ongoing hurricane recovery efforts, rising fuel costs, and mandated health insurance surcharges. The board discussed the financial impact on residents, reviewed departmental capital requests, and addressed the town's current debt service and revenue projections.
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The Board approved a fund balance policy, a three-year parking lease agreement, and updated rules and procedures for the festival grounds. Additionally, the Board authorized a festival grounds fee schedule for future planning and adopted a pay classification study. Other actions included updating the personnel policy to meet current legal requirements and approving multiple budget amendments related to safety grants, police equipment, and capital project adjustments.
The meeting focused on the presentation of findings from the town's pay and classification study conducted by the MAPS Group. Key discussions included the methodology used for classification and salary structure, which involved analyzing job duties, market data collection, and ensuring internal equity. Staff recommended implementing Option 1 of the study, which carries an initial implementation cost of $35,728 for the remainder of the fiscal year and an anticipated annual cost of approximately $103,346 going forward, utilizing salary line items from vacant positions and turnover to cover the initial expense. Staff also recommended adopting a new personnel policy and organizational chart at the subsequent February meeting, which included updates on compliance with recent legislation, disciplinary procedures, and changes to vacation time and longevity bonuses. The Board discussed the financial sustainability of the proposal and the importance of linking future merit pay to recently implemented performance evaluations.
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