In a significant step toward potentially reshaping local governance, the Pershing County Commission approved working with POOL PACT to explore hiring a county manager. Commissioner Chuck Sayles proposed the idea saying that since he was elected to the commission, “I’ve never seen a more inefficient form of management in my life. We’re not even allowed to talk to each other, except when we’re sitting here in a public meeting.”
POOL PACT is a member-based, pool and compensation trust created when The Nevada Public Agency Insurance Pool and the Public Agency Compensation Trust were formed in the late 80s to serve public entities in Nevade to provide risk management resources, property casualty coverage, and workers compensation coverage. Members include counties, cities, school districts, special districts, and towns.
Commissioners discussed the scope of responsibilities, salary considerations, and the potential long-term benefits of hiring a professional administrator to oversee daily operations.
Addressing Inefficiency
Sayles and Commissioner Connie Gottschalk highlighted the inefficiency of the current management structure, where commissioners are limited in their ability to coordinate efforts outside of public meetings. They emphasized that a county manager could streamline operations, improve communication across departments, and eliminate redundancies.
Quoting from an email from county manager Burt Ramos in Lander County, Sayles said, “You cannot afford not to have a county manager. It will bring operations in line and save thousands.” Both commissioners further argued that many Nevada counties have already adopted the county manager model, citing data showing that jurisdictions with professional management are nearly 10% more efficient than those without.
Benefits of a County Manager
Discussion centered around tangible benefits to the county, including grant funding opportunities and improved departmental oversight. Wendy Nelson, from the Frontier Community Coalitions, noted that neighboring counties, Lyon and Churchill have funded entire programs—like senior centers—through grants secured by county managers. These grants, she said, could significantly boost revenue for Pershing County while offsetting the costs of the manager’s salary.
The proposed position would function under the direction of the County Commission, focusing on day-to-day administration, department coordination, and long-term planning. Gottschalk argued that a county manager could create a unified vision for the county, reduce overlap between departments, and address critical issues such as staffing shortages and employee retention.
Concerns About Cost and Implementation
Opposition to the plan centered on the financial feasibility of the position. Several members of the public provided public comments, questioning whether the county, already operating on a tight budget, could sustain the manager’s salary and benefits beyond initial funding, which is projected to come from the Local Assistance and Tribal Consistency fund, and cover the first three years.
“How do we ensure this position will generate enough savings and revenue to justify itself,” one community member said.
Another worry was the potential duplication of responsibilities. Some argued that department heads and current commissioners should be held accountable for improving efficiency without adding another layer of management. Road Department Supervisor Kevin Machado said, “We’re already doing the work,” suggesting that resources might be better allocated to increasing salaries for existing employees or addressing critical needs in the Sheriff’s Department.
The Role of Grants and Efficiency
Shayla Hudson, former commissioner, countered that a county manager would pay for their position by identifying inefficiencies and securing additional revenue streams. Examples from neighboring counties showed that managers had successfully found grant funding and reduced waste, creating significant cost savings. Gottschalk said, “A good county manager will justify their role within three years by eliminating redundancies and increasing operational efficiency.”
Next Steps
The commission will reach out to Pool Pact, to begin exploring the process of hiring a county manager. This includes evaluating the position’s feasibility, defining responsibilities, and determining a salary range.
“We’re not getting anywhere by doing the same thing year after year,” Sayles said. “It’s time to explore new options for a better future.”
The motion to begin the exploration process passed unanimously. Further discussions and evaluations are expected in the coming months as the county considers whether to formally establish the position.
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