Special Employment Agreement - Executve Director - Updated 6.02.26

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III. DUTIES AND RESPONSIBILITIES The essential duties and responsibilities of the Director are outlined in the position description for the Executive Director as adopted by the Commissioners. The position description is included in Attachment A of this Special Employment Agreement. The Director will participate in the development and implementation of the COG's goals and objectives. The Director will maintain cooperative and effective working relationships with County staff and officials as well as other local municipalities, nonprofits and agencies. The Director will operate with appreciable latitude for independent actions and decisions commensurate with demonstrated ability and recognize that errors in judgement could result in substantial impact upon the County. The Director shall comply with all Washington State laws, local laws, County Code, and County policies. IV. HOURS OF WORK The parties to this Agreement understand and agree that this position is full-time and exempt from the provisions of the Federal Fair Labor Standard Act (FLSA) and from collective bargaining representation. This position may require the Director to work before and beyond scheduled business hours and occasionally on weekends and holidays. V. COMPENSATION For the services rendered pursuant to this Agreement, the County will provide the Director with a monthly salary of TBD and maintain such increases to salary as provided below. A. Cost -of -Living -Adjustments (COLAs): The Director shall be eligible for any cost -of -living adjustment (COLA) provided to non -represented management employees of the County, provided such adjustment is adopted in the annual budget. Merit Increases: Upon the successful completion of the first 12 consecutive months of active employment with the County, and contingent upon a completed performance evaluation, the Director will be eligible for a merit -based salary increase of up to TBD of their base salary. Following the initial review, the COG may recommend a merit -based salary increase on an annual basis, based on satisfactory performance as outlined in the Director performance evaluation. Any such adjustments must be formally approved by the Commissioners and, if approved, will take effect on January 15t of each year. C. Salary Valuation: Periodically, the County may conduct a market compensation analysis to ensure the County's compensation remains competitive with similarly situated organizations. Any recommended salary adjustments must be formally approved by the Commissioners. The Director may not receive any salary adjustment which would bring their wage above the wage scale maximum of their position. VI. BENEFITS The Director shall be entitled to the standard benefit package provided to other County non -represented employees, including Public Employees' Retirement System (PERS), Social Security, medical, dental, vision, life, deferred compensation, and unemployment insurance programs. The County will contribute to these programs Page 2 of 11