VIDEOS
Animation Video
Stark County Auditor on Gender Equity
Top 25 Paid Employees
In April, 2014 The Stark County Political Report launched an analytical study of key Stark County departments of government in terms of local government's track record of providing "equal pay for equal work" irrespective of the gender of the employee.
Moreover, The Report focused somewhat on the opportunity of Stark County's women to achieve "top job" employment with county government which, of course, is taxpayer supported likely supported by more female taxpayers than male taxpayers.
More importantly, it is the "Law of the Land" that women and men be paid equally for comparable work and moreover to have an equal opportunity for promotions on the job.
It is all well and good for the SCPR to launch and publish the first installment of the "How are Stark County Women Faring?
But for accountability to set in, there needs to be follow up.
And via supplemental narrative and animation video, today's blog is a follow up on the progress or lack of progress made in the Stark County auditor's office of Stark County government since first reported on in April, 2014 (LINK to the 2014 blog).
The following animation video run 2:05.
As the animation video shows, Auditor Harold has not improved upon the men/women ratio on the top 25 paid employees in the auditor's office. (LINK to auditor's website)
Moreover, when averaging out the pay over the 18 male employees and 7 females making the top 25 list, men are paid a stunning $18,114 on average premium over women.
In June, 2015 the top male employee was paid $122,408 (Peterson) whereas the highly competent and most likely the engine that make's Stark County's information technology work Anita Henderson was second on the auditor's payroll at $90,667.
Is Peterson about $32,000 more worthy than Henderson?
That is the question that Stark County's men and women taxpaying citizens should be asking Auditor Harold, no?
One more thing.
A way that Harold could - over time - lessen the over many years disparity between the auditor's office men and women employees is to more heavily distribute annual pay raise money to the female employees.
From 2014 to 2015 women - in the top 25 category - received an average of 1.9% in raises whereas men received 1.6%. Maybe something like 3% to 1% on average for a number of years would help alleviate the obvious unfairness.
Of course, a key way would for Harold to promote women on the lower rungs of the top paid 25 list to the upper echelon of the list rather than bring new male hires (three of them over the 2014 - 2015 period) for those jobs.
As can be seen in he following graphic, the June, 2015 payroll shows that overall the pink predominates in lower rungs of the auditor's office pay scale.
In June of this year (that is 2016), the SCPR will being doing a 2014 to 2015 to 2016 comparison of the auditor's office and, of course, all the other Stark County department of government covered in the April, 2014 launch of this series.
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