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HomeMy WebLinkAbout2014_0811_AgendaPacket - CANCELLED Michael Machado Members: Chair Charles King Sheri Kunioka-Volz Camilla Matsumoto Lenie Nishihira Randy Finley Jo Ann Shimamoto Vice Chair COUNTY OF KAUAI SALARY COMMISSION NOTICE OF MEETING AND AGENDA Monday, August 11 , 2014 10 :00 a.m. or shortly thereafter Mo'ikeha Building, Meeting Room 2 A/B 4444 Rice Street, Lihu` e, HI 96766 CALL TO ORDER APPROVAL OF MINUTES Open Session Minutes of July 7, 2014 COMMUNICATIONS SC 2014-01 Letter dated 6/10/14 from the Kauai Police Department requesting correction to the pay inversion for the Chief and Deputy Chief of Police (received 7/7/14; on- going) SC 2014-02 Letter dated 6/16/14 from the Prosecutor's Office requesting consideration of pay increases for the Prosecutor, First Deputy Attorney and all Deputy Attorneys (received 7/7/14; on-going) SC 2014-03 Memo dated 6/25/14 from the Civil Service Commission requesting consideration of a pay increase for the Director of DPS/HR in light of the expanded responsibilities for the position (received 7/7/14; on-going) a. Human Resources Taskforce Report on Findings and Recommendations, May 22, 2012 BUSINESS SC 2014-04 Review, discussion and possible decision-making with regard to establishing salaries for the fiscal year 2015/2016 for Councilmembers and all officers and employees included in Section 3-2. 1 of the Kauai County Code (on-going) a. Comparison of executive pay rates for counties; Comparison of County Department Data and Resident Population FY 2013-2014 b. Inversion chart of Department/Deputy Department Heads versus highest Civil Service employee An Equal Opportunity Employer c. Resolution 2012- 1 ; Resolution 2012-2; Resolution 2012-3 ; Resolution 2013- 1 ; Resolution 2013-2 EXECUTIVE SESSION Pursuant to H.R. S. §92-4 and H.R.S. 92-5 (a) (4), the purpose of this executive session is to consult with the Board' s legal counsel on issues pertaining to the Board' s and the County' s powers, duties, privileges, immunities, and/or liabilities as they may relate to this item, deliberate and take such action as appropriate. ADJOURNMENT NOTICE OF EXECUTIVE SESSION Pursuant to Hawaii Revised Statutes §92-7 (a). The Commission may, when deemed necessary, hold an executive session on any agenda item without written public notice if the Executive Session was not anticipated in advance. Any such Executive Session shall be held pursuant to HRS §924 and shall be limited to those items described n HRS §92-5(a) cc: County Attorney's Office PUBLIC COMMENTS and TESTIMONY Persons wishing to offer comments are encouraged to submit written testimony at least 24-hours prior to the meeting indicating. 1) Your name and if applicable, your position/title and organization you are representing. 2) The agenda item that you are providing comments on; and 3) Whether you are testifying in person or submitting written comments only. 4) If you are unable to summit your testimony at least 24 hours prior to the meeting, please provide 10 copies of your written testimony at the meeting. The length of time allocated to persons wishing to present verbal testimony may be limited at the discretion of the chairperson or presiding member. Send written testimonto : Salary Commission Attn: Barbara Davis Office of Boards and Commissions 4444 Rice Street, Suite 150 Llhu'e, HI 96766 E-mail: bdavis@kauai.gov Phone: (808) 241 -4919 Business Fax: (808) 241 -5127 SPECIAL ASSISTANCE If you need an alternate format or an auxiliary aid to participate, please contact the Boards and Commissions Support Clerk at (808) 241 -4919 at least five (5) working days prior to the meeting. e r COUNTY OF KAUAI 211' � y Minutes of Meeting OPEN SESSION Board/Committee: SALARY COMMISSION Meeting Date July 792014 Location Mo 'ikeha Building, Meeting Room 2A/2B 4Start of Meeting: 9:06 a.m. End of Meeting: 10: 56 a.m. Present Vice Chair Randy Finlay. Members: Charles King; Cammie Matsumoto; Lenie Nishihira; Jo Ann Shimamoto Also: Deputy County Attorney Mona Clark; Boards & Commissions Office Staff: Support Clerk Barbara Davis; Administrator Paula Morikami; Administrative Aide Teresa Tamura; Acting Personnel Services Manager Thomas Takatsuki; HR Specialist II Kathy Tanita Excused Chair Michael Machado. Member Sheri Kunioka-Volz Absent SUBJECT DISCUSSION ACTION Prior to the start of the meeting, Council Administrative Assistant Eddie Topenio gave the Oath of Office to new Commissioners Camilla Matsumoto and Lenie Nishihira Call To Order Vice Chair Finlay called the meeting to order at 9 :06 a.m. with 5 members present and welcomed the new members to the Commission. Approval of Open Session Minutes of January 6, 2014 Mr. King moved to approve the minutes as Minutes circulated. Ms. Shimamoto seconded the motion. Motion carried 5 :0 Business SC 2014-04 Review, discussion and possible decision-making with regard to establishing salaries for the fiscal year 2015/2016 for Councilmembers and all officers and employees included in Section 3-2. 1 of the Kauai Coun , Code a. Comparison of executive pay rates for counties b. Inversion chart of Department/Dgputyepartment Heads versus highest Civil Service employee C, Resolution 2012- 1 , Resolution 2012-2: Resolution 2012-3 : Resolution 20134 : Resolution 2013 -2 Salary Commission Open Session July 7, 2014 Page 2 SUBJECT DISCUSSION ACTION Ms. Morikami acknowledged Mr. Takatsuki and Ms. Tanita from the Department of Personnel Services (DPS) who compiled the comparison pay rates and the inversion chart that was included in the meeting packet. Ms. Morikami also distributed the history of the civil service pay increases throughout the past years, and an article from the Big Island regarding salary increases recently proposed to their Council. Ms. Morikami explained for the benefit of the new members what the role of the Commissioners is, and a brief overview of the Resolutions noting that the salaries set are maximums, but not necessarily indicative that everyone is at the maximum cap. As a reminder, the County Council urges the Salary Commission to have recommendations to them no later than March 15 in accordance with the Charter. As compared to the private sector, Ms. Nishihira asked if the Big Island' s budget is based on their population. Mr. Takatsuki said he could not provide that at this time because he did not look at budgets. The comparison is based strictly on what the various county mayors and department heads are making based on what their Salary Commission has proposed. Mr. Takatsuki was asked to get budget information for the other islands, the number of employees, and the county populations. A discussion ensued regarding the inversion chart, and while the discrepancy of the inversion can be narrowed on occasion, the rank and file recently received an increase, which again changes the inversion. It was further noted there will be increases for the police through June 30, 2017. It was pointed out that police and fire have had raises during times when other employees did not receive a raise, and that should be taken into consideration. Mr. Takatsuki went on to explain that while employees may be listed as the same position, the pay discrepancy can be attributed to the number of years of service. The pay rate for Excluded Managers (EMs) is set by Executive Order through the Mayor' s Office. Vice Chair Finlay Salary Commission Open Session July 7, 2014 Page 3 SUBJECT DISCUSSION ACTION pointed out that while trying to right the inversion rate, it appears the bargaining units use the management pay increases to renegotiate raises for the rank and file. Ms. Shimamoto said it does not work the other way around, and just because the chief gets a raise does not mean the rank and file gets a raise to which Mr. Takatsuki said they negotiate with the bargaining units who come up with their own plan as to what they think the pay increases should be. On the other side, management says that is not what it is going to be. Because of the language in the Hawaii Revised Statutes (HRS) police and fire can go to final and binding arbitration, and it is the arbitrator who sets the increases. Inversions occur because certain bargaining units negotiate better than others. Mr. Takatsuki explained he is the County's representative at the bargaining table in which they negotiate statewide for all bargaining units, but the Mayor signs the agreements. Vice Chair Finlay asked how many entities there were that determined salaries to which it was noted there were the bargaining units, the Salary Commission, and the Executive Order. Mr. Takatsuki said that all civil service employees are covered under their respective collective bargaining agreements whether it be units 1 , 2, 3 , and 4 or units 11 , 12, 13 , as well as the new bargaining unit 14. Excluded managerial pay is based on HRS Chapter 89 C. Department heads, deputies, and other positions are established through the Salary Commission. Ms. Morikami pointed out that the salaries for 6 of the department heads (Police, Fire, Liquor, Water, Personnel Services, and Planning) listed on the Resolution are set by a board or commission based on the maximum guideline from the Salary Commission because they are responsible for the hiring or firing of that position. Mr. Takatsuki said the other counties are pretty much set up this way but he did not know if they had any other intricate issues. With 3 different places from which salaries can be set, Vice Chair Finlay asked if it would be more efficient if 1 entity had input Salary Commission Open Session July 7, 2014 Page 4 SUBJECT DISCUSSION ACTION into all 3 . Mr. Takatsuki said they would have to change the law. Before it was simpler because the Legislature set the pay before collective bargaining was introduced. Mr. King said the Commission can set the salaries, but have nothing to do with the budget, or how the moneys for those salaries are raised. Vice Chair Finlay said when the Mayor signed the Executive Order raising excluded management, he had to have anticipated there would be inversions. Mr. Takatsuki said they knew there would be inversions. Vice Chair Finlay thought a 1 percent inversion was insignificant based on the seniority and other factors involved. The real significance with the inversion seems to be the Police Department and Public Works. Mr. Takatsuki explained that the inversion rate changes as long time employees retire. He further noted that BU 1 is UPW, BUs 2, 3, 4, 13, and 14 are HGEA, BU 11 is HFFA and BU is 12 SHOPO. Asked when HR was established, Mr. Takatsuki said they are still going through the process of changing from DPS to HR and the Boards and Commissions Office is working on a charter amendment for the ballot. Vice Chair Finlay recalled that change started with the Cost Control Commission when it was determined that each department had its own little HR department, and it would be cost effective for the County to combine them into one. While it will become a cost savings to the County, it will require a more demanding skill set for the person who oversees HR. Mr. King asked if the request for the increase was based on the, expanded responsibilities because the expanded responsibilities haven't been passed. Mr. Takatsuki explained there are functions that were never part of DPS, which now includes workers from Finance and Payroll. Asked about the people in the previous positions, Mr. Takatsuki said most of the people who were performing 75 to 100 percent of personnel duties came into the Salary Commission Open Session July 7, 2014 Page 5 SUBJECT DISCUSSION ACTION department. Secretaries who were performing some of those duties did not come into DPS so the department has expanded from 8 people to 15 and then to 18 . Asked where the cost savings were that came out of the transition, Mr. Takatsuki said he could not tell her the money part, but there is supposed to be savings. Ms. Morikami said one of the cost saving measures that the Civil Service Commission and the Cost Control Commission looked at is with proper trainings uniformly administered throughout the County, whether for safety issues, EEOC issues, etc., having a central location will save money in bodies in the long run. Asked if everyone was salaried versus salaried exempt it was noted that deputies do not earn overtime, but based on law, the EMs are entitled to overtime as long as they do not exceed what is set as their salary range. Asked when he started noting inversion was a problem, Mr. Takatsuki recalled it as more than 15 years ago. Vice Chair Finlay thought it would be interesting to see how the other counties are wrestling with the same problems we have here; Mr. Takatsuki said they could check and find out. Ms. Morikami advised the Commission that since December 1 , 2008, there have been no salary increases for the department heads except for Fire, Police, County Clerk, Councilmembers, and Prosecutors; the last column shown on the Resolution indicates a pay increase, but it never took place, Communications SC 2014-01 Letter dated 6/10/14 from the Kauai Police Department Ms. Shimamoto moved to receive the requesting correction to the pay inversion for the Chief and Deputy Chief communication. Mr. King seconded the motion. of Police Motion carried 5 :0 Discussion ensued regarding the inversion rate and that the Commission thought that was resolved with Resolution No. 2012-2, but the Executive Order raised the EMs causing this new inversion. Vice Chair Finlay said while they need to consider what the other counties are doing they also need to consider what private industry is doing, and there are not man Salary Commission Open Session July 7, 2014 Page 6 SUBJECT DISCUSSION ACTION raises in the private sector. SC 2014-02 Letter dated 6/16/14 from the Prosecutor' s Office requesting Mr. King moved to receive the communication. consideration of pay increases for the Prosecutor, First Deputy Attorney Ms. Shimamoto seconded the motion. Motion and all Deputy Attorney carried 5 :0 Mr. King said he would like to see what the Prosecutor is looking for as far as increases. Vice Chair Finlay noted the Prosecutor's letter was requesting agenda time at the July meeting, but he was not present. Vice Chair Finlay asked Ms. Morikami to follow up with asking the Prosecutor to attend the next scheduled meeting. SC 2014-03 Memo dated 6/25/14 from the Civil Service Commission Ms. Shimamoto moved to receive the requesting consideration of a pay increase for the Director of DPS/HR in communication. Mr. King seconded the motion. light of the expanded responsibilities for the position Motion carried 5 :0 Mr. King thought an increase seemed warranted as far as the expanded responsibilities, but then hits a roadblock because not everybody should be on the same level. Asked what the ballot question would be Ms. Morikami said it would be a name change from the Department of Personnel Services to the Department of Human Resources, and the amendment would describe the functions, which they are currently doing in the capacity of an HR Department. Vice Chair Finlay was in agreement with Mr. King in that everyone would love to explain all the duties they do and the need for a raise, but in the broader spectrum they are doing no more than other departments. The Commission needs to take all the communications into consideration, then look at it in a global sense and perhaps fine tune certain departments. Ms. Morikami explained that when The Nash Study was done in 2007 DPS Salary Commission Open Session July 7, 2014 Page 7 SUBJECT DISCUSSION ACTION had a study done county-wide on classifications, and based on that study it was determined there would be two levels of department heads. The rate listed for 2008 in the Resolution is the salary cap currently in effect. Vice Chair Finlay said over the last two years there has been a letter from the Mayor requesting to freeze the salaries, and asked if there had been any correspondence from the Mayor's Office. Ms. Morikami noted only that there have been concerns from the department heads that they have not received raises since December 1 , 2008, but she did not know if those were expressed. Mr. King said the progression in salaries shown on the Resolution was to correct the previous inversions. Vice Chair Finlay suggested the Director of Finance be at the next meeting to help understand from a budget standpoint what type of leeway they have. Items requested for the next meeting: ➢ Director of Finance to provide guideline on outlook for tax revenues Vice Chair Finlay to solicit comment from the Mayor ➢ Comparison of budget, number of employees, and population of the four counties from DPS ➢ Presentation from the Prosecuting Attorney ➢ Presentation from the Civil Service Vice Chair Finlay stated the Commission is still in an information Commission regarding the HR Director gathering mode, and all communications reviewed today will remain active. Next Meeting Monday, August 11 , 2014 — 10 : 00 a.m. — Moikeha Building, Meeting Vice Chair Finlay read from Article XXIX of the Room 2 A/B Charter outlining the duties and responsibilities of the Sal Commission Adjournment Ms. Shimamoto moved to adjourn the meeting at 10: 56 a.m. Mr. King seconded the motion. Salary Commission Open Session July 7 2014 Page 8 SUBJECT - DISCUSSION ACTION Motion carried 5 :0 Submitted by: Reviewed and Approved by: Barbara Davis, Support Clerk - Randy Finlay, Vice Chair ( Approved as circulated. .; Approved with amendments. See minutes of meeting. , POLICE DEPARTMENT COUNTY OF KAUAI o =s r F x 3990 KAANA STREET, SUITE 200 =�f LIHUE, HAWAII 96766-1268 BERNARD P. CARVALHO, JR. TELEPHONE (808) 241 -1600 DARRYL D. PERRY Mayor FAX (808) 241 - 1604 Chief of Police www.kauaipd.org doerrvra?knuai.¢ov NADINE K. NAKAMURA MICHAEL M. CONTRADES Managing Director Deputy Chief mcontradesCa kauai.¢ov L � t'�. , + iJune 10 2014 I JUN 13 2014 !� J ! BOARDS & COMti91SS Ui\' S Michael Machado, Chairman - & Kauai County Salary Commission C- 4444 Rice Street, Suite 150 Lihue, HI 96766 SUBJECT: REOUEST TO CORRECT PAY INVERSION FOR THE CHIEF AND DEPUTY CHIEF OF POLICE Dear Chair Machado & Members of the Salary Commission, As you may know, the State of Hawaii Organization of Police Officers recently negotiated pay raises for their members. In turn the Kauai Police Department' s exempt management, which includes Captains and Assistant Chiefs of Police, were given a raise by the Mayor via executive order. These raises have caused a serious inversion in pay that currently gives an Assistant Chief of Police, at base pay, approximately $ 12,684 more in salary than the Chief of Police and $21 ,684 more in salary than the Deputy Chief of Police. There is normally a 10% difference Cbetween ranks, with the higher ranks being compensated at a higher rate of pay (Refer to attached EMCP salary report). We are requesting that the inversion of pay for the Chief of Police and Deputy Chief of Police be corrected and that a policy is established giving an automatic increase in pay to the Chief and Deputy Chief when the lower ranks receive a pay increase to ensure that an inversion does not occur in the future. Should you h any questions or concerns, please do not hesitate to contact me. Sinc4opo D rry C o ice cc. Kauai Police Commission 1 MonttUy NAME DATE Pos Title Annual SR Salary Reason Semi-mo 06 /30/2013 Asst Chief EM07 10,051 .00 07/01 /2013 59.00 122,724 EM07 109227.00 19 75% ATB 59113.50 381 .34 SOCD 190.67 Firearm 80.00 Allowance 01 /01 /2014 60.03 1242872 EM07 10,406.00 1. 75% ATB 59203.00 03 / 12/2014 60.91 1269684 EM07 10,557.00 WIRP 59278.50 07101 /2014 61 .97 1289904 EM07 10,742900 1. 75% ATB 5,371 .00 485.34 SOCD 242 .67 800.00 U/E Allow 01 /01 /2015 63.06 1319160 EM07 10,930900 1 . 75% ATB 59465900 03/ 12/2015 63.93 1329972 EM07 11,081.00 WIRP 59540.50 07/01 /2015 65.21 1359636 EM07 11 ,303.00 2.00% ATB 59651.50 658.68 SOCD 329.34 800.00 U/E Allow C 01101 /2016 66.51 1382348 EM07 11,529.00 2.00% ATB 59764.50 03 / 12/2016 67.41 140,220 EM07 11 ,685.00 WIRP 59842.50 07/01 /2016 69. 10 1439724 EM07 119977.00 2.50% ATB 59988.50 693.34 SOCD 346.67 800.00 U/E Allow 01 /01 /2017 71 .38 1482464 EM07 129372.00 3.30% ATB 6, 186.00 03 / 12/2017 71 .70 1499136 EM07 129428.00 W]" 69214.00 (Maximum) EMCP 07/01 /2013 to 06 /30/2017 Attachment A PAY ADJUSTMENTS FOR EMPLOYEES COVERED BY THE EXCLUDED MANAGERIAL COMPENSATION PLAN (EMCP) EFFECTIVE JULY 1 , 2013 THROUGH JUNE 302 2017 The following provisions cover EMCP pay adjustments for the period July 1 , 2013 through June 30, 2017. I. Compensation Effective July 1, 2013; A. The salary schedule in effect on July 1 , 2010 designated as Exhibit A. B. The salary schedule in effect on July 1 , 2010, designated as Exhibit A, shall be ; amended to reflect a four percent (4%) increase to the minimum and maximum rates and is designated as Exhibit B. '•: 1 . Effective July 1 , 2013, provide a 1 .75% across the board increase to EMCP ` employees in BU�36 (12)6 I . 2. Effective July 1 , 2013, provide a 4% across the board increase to EMCP � employees in BU-35 (13) 9 f i C. The within range progression (WIRP) amounts designated in Exhibit B shall be used for the period of July 1 , 2013 to June 30, 2014. 1 . Effective July 1 , 2013, provide two (2) WIRP increases to EMCP employees in BU-31 (04). D. Employees shall receive WIRP increases in accordance with Exhibit B during the period of July 1, 2013 through June 30, 2014 on their WIRP date based on satisfactory creditable service, provided that if the increased amount would be more than the maximum rate of the applicable EM pay on Exhibit B, the Employee' s pay shall be increased to the maximum rate. (BU-36) H. Compensation Effective January 1, 2014: A. The salary schedule which was designated as Exhibit B shall be used for the following pay increase. 1 . Effective January 1 , 2014, provide a 1 .75% across the board increase to EMCP employees in BU-36 (12)0 M. Compensation Effective July 1, 2014: A. The salary scheduled in effect on July 1 , 2013 , designated as Exhibit B. shall be amended to reflect a six percent (6%) increase to the maximum rates and is designated as Exhibit C. i 1 . Effective Julyl, 2014, provide a 4% across the board increase to EMCP employees in BU-31 (04)0 2. Effective July 1 , 2014, provide a 1 .75% across the board increase to EMCP employee in BU-36 (12)0 3 . Effective July 1 , 2014, salary increase for BU-35 ( 13) shall be as follows: a. The WIRP amounts which was designated in Exhibit C shall be used for the period of July 1 , 2014 through December 31 , 2015. b. Employees shall receive WIRP increases in accordance with Exhibit C during the period of July 1 , 2014 through June 30, 2015 on their WIRP date based on satisfactory creditable service, provided that if the increased Qamount would be more than the maximum rate of the applicable EM pay range on Exhibit B the employee' s pay shall be increased to the maximum rate. i ca Catch-up WIRP Increases: In addition to 3 .b. above, employees who were eligible to receive WIRP increases during the period of July 1 , 2009 through June 30, 2014, shall receive those service WIRP movement(s) effective July 1 , 2014. d. One-time lump sum payment of one thousand five hundred dollars ($ 1 ,500) for Employees on the maximum rate of their EM salary schedule as of June 30, 2014. B. Employees shall receive WIRP increases in accordance with Exhibit C during the period of July 1 , 2014 through June 30, 2015 on their WIRP date based on satisfactory Ocreditable service, provided that if the increased amount would be more than the maximum rate of the applicable EM pay on Exhibit C, the Employee's pay shall be increased to the maximum rate. (BU-36) IV. Compensation Effective January 1, 2015: A. The salary schedule which was designated as Exhibit C shall be used for the following pay increase. r ' 1 . Effective January 1 , 2015, provide a 1 .75% across the board increase to EMCP employees in BU-36 (12)0 V. Compensation Effective July 1, 2015: A. The salary schedule which was designated as Exhibit C shall be used for the following pay increase, j i 1 . Effective July 1 , 2015, provide a 2% across the board increase to EMCP employees in BU-36 (12)9 B. Employees shall receive WIRP increases in accordance with Exhibit C during the period of July 1 , 2015 through December 31 , 2015 on their WIRP date based on satisfactory creditable service, provided that if the increased amount would be more than the maximum rate of the applicable EM pay on Exhibit C, the Employee' s pay shall be increased to the maximum rate. (BU-35 and 36). VI. Compensation Effective January 1, 2016: Q A. The salary schedule in effect on July 1 , 2014, designated as Exhibit C, shall be amended to reflect a three and one-half percent (3 .5%) increase to the minimum and maximum rates and is designated as Exhibit D. 1 . Effective January 1 , 2016, provide a 2% across the board increase to EMCP employees in BU-36 (12). 2. Effective January 1, 2016, provide a 3 . 5% across the board increase to EMCP employees in BU-35 (13)0 B. Employees shall receive WIRP increases in accordance with Exhibit D during the period of January 1 , 2016 through June 30, 2016 on their WIRP date based on satisfactory creditable service, provided that if the increased amount would be more than the maximum rate. of the applicable EM pay on Exhibit D, the Employee' s pay shall be increased to the maximum rate. (BU-35 and 36). VII. Compensation Effective July 1, 2016: A. The salary schedule which was designated as Exhibit D shall be used for the following pay increase. 1 . Effective July 1 , 2016, provide a 2.5% across the board increase to EMCP ; employees in BU-36 (12). j B. Employees shall receive WIRP increases in accordance with Exhibit D during the ' period of July 1 , 2016 through December 31 , 2016 on their WIRP date based on satisfactory creditable service, provided that if the increased amount would be more than the maximum rate of the applicable EM pay on Exhibit D, the Employee' s pay shall be increased to the maximum rate. (BU-35 and 36). • VIII. Compensation Effective January 1, 2017; A. The salary schedule in effect on January 1 , 2016, designated as Exhibit D, shall be amended to reflect a three and one-half percent (3 .5 1/o) increase to the minimum and maximum rates and is designated as Exhibit E. 1 . E Effective January 1 , 2017, provide a 3 .3% across the board increase to EMCP employees in BU-36 (12). 29 Effective January 1 , 2017, provide a 3 . 5% across the board increase to EMCP employees in BU-35 ( 13)0 B. Employees shall receive WIRP increases m accordance with Exhibit E during the period of January 1 , 2017 through June 30, 2017 on their WIRP date based on satisfactory creditable service, provided that if the increased amount would be more �) than the maximum rate of the applicable EM pay on Exhibit E, the Employee's pay shall be increased to the maximum rate. (BU-35 and 36). M Compensation Adjustments - Within Range Progression A. The following definitions shall apply: 1 . "Within range" means a specific pay range in the EMCP. 20 "Within range start date" means the month and day on which an employee was assigned to the employee's current pay range in the EMCP as a result of an initial appointment, or a promotion, demotion, reallocation, or repricing. For excluded managers who were converted to the EMCP from an equivalent salary range (SR), the within range start date means the month and day on which the employee was assigned to that equivalent SR. 30 "Within range progression" means the adjustment of an employee's basic rate J of pay by adding the flat dollar amount applicable to the employee's respective pay range in the EMCP as provided for in the WIRP schedule. 49 "Within range progression date" means the date on which the employee is to be granted a WIRP after rendering one year of satisfactory creditable service in the same pay range in the EMCP. B. To determine satisfactory creditable service for WIRP, the following shall apply: 1 . "Service" means employment in any position in the EMCP regardless of employer jurisdiction, provided there is no break in service. i 21 `Break in service" means a separation from service or a movement out of the EMCP, provided that a new appointment within the EMCP on the next consecutive work day shall not constitute a break in service. 3 . A period of authorized leave without pay for the following purposes shall be construed as creditable service: a. To be on sabbatical leave, b. To recuperate from an injury for which workers' compensation weekly payments are made, or C, To be on military service where the President of the United States or the governor of the State has called the employee to active duty. 4. Creditable service shall not include: a. Absences without pay, except as provided in B.3 . above, b. Absences due to suspension, or - , c, Any period of substandard performance. C. Employees below the maximum of the pay, range shall be granted a WIRP increase provided the employee has completed one year of satisfactory creditable service provided further if the increase would result in a rate which exceeds the maximum rate of the applicable pay range in the EMCP, the employee shall receive the maximum rate. X. Effect of Personnel Actions Within the EMCP A. Promotion, Demotion, Reallocation or Repricing 1 . An employee who is promoted, demoted or whose position is reallocated to another pay range shall have the W1RP date adjusted to the effective date of that action and shall not be credited with time earned in any former pay range toward eligibility for a WIRP in the new pay range. 2. An employee whose position is repriced to another pay range shall not have the employee's WIRP date adjusted nor lose time earned toward eligibility for a WIRP in the new pay range. ' B. Transfer or Reallocation to a Class at Same Pay Range I . An employee who is transferred or whose position is reallocated to a class in the same pay range shall not have the WIRP date adjusted nor lose time earned toward eligibility for a WIRP. C. Same Pay Range in Another Jurisdiction 1. The employee' s WIl2P date shall not be adjusted upon movement to another position at the same pay range without a break in service, regardless of employer jurisdiction. I D, Return to Position Following Release from Temporary, Provisional or New Probationary Appointment 1 . An employee who returns to the employee' s permanent EMCP position following release from a temporary, provisional or new probationary ' appointment, whether from another position within the EMCP or outside the EMCP, shall be credited with service rendered as though the employee remained i in the former position continuously. .. M. Order of Compensation Adjustments A. When the effective dates of more than one (1) personnel action coincide, pay adjustments shall be made in the following order: 1 Longevity pay increase, within range progression 2. Negotiated wage increase 3 . Change over to a new pay schedule 4. Repricing 5 . Promotion C. Reallocation 7. Other personnel actions i C . s i ' k F • i i i t i Justin F. Kollar Rebecca A. Vogt Prosecuting Attorney Second Deputy Kevin K. Takata Diana Gausepohl-White First Deputy Victim/Witness Program Director OFFICE OF THE PROSECUTING ATTORNEY County of Kauai, State of Hawaii 3990 Ka`ana Street, Suite 210, L►hu`e, Hawaii 96766 808-241-1888 � FAX 808-241-1758 Victim/Witness Program 808-241-1898 or 800-668-5734 June 16 , 2014 8 2014 Paula Morikami, Administrator County of Kauai Office of Boards & Commissions 4444 Rice Street, Suite 150 BOARDS & COMMi551i. ! == Lihu`e HI 96766 Dear Ms . Morikami: I am writing to request agenda time at the July meeting of the Kauai Salary Commission. Our Office would appreciate the opportunity to make a presentation to the Commission concerning our request for an increase to the maximum legal salaries for the Deputy Prosecuting Attorneys, the First Deputy Prosecuting Attorney and the Prosecuting Attorney. If you have any questions or concerns regarding this request, please contact Ihilani Kali at our Office at 241 - 1915 . Thank you for your consideration. With aloha, STIN F. KOLLAR Prosecuting Attorney ca . An Equal Opportunity Employer F &von John Low �� o� Members: Chair Cathy Adams saa R Nancy Golden ors Elizabeth Hahn ° Richard Jose Roy Morita Karen Matsumoto Vice-Chair COUNTY OF KAUAI CIVIL SERVICE COMIVIISSION C/o Office of Boards and Commissions 4444 Rice Street, Suite 150, Lihu` e, HI 96766 MEMORANDUM To : Michael Machado, Chair and Members of the Salary Commission From: Roy Morita, Vice-Chair and Members of the Civil Service Commission Via: Paula M. Morikami, Administrator, Office of Boards and Commissions Cc: Nadine K. Nakamura, Managing Director Date: June 25, 2014 Subject: Requesting a Salary Increase for the Director of Personnel Services The Civil Service Commission approved a motion to send a letter requesting that the Salary Commission consider a salary increase for the Director of Personnel Services. In an effort to eliminate duplication of work throughout the county, the administration has consolidated a number of positions into the Department of Personnel Services as of October 2012. The Department of Personnel Services is in the process of transitioning into a fully functional Human Resources Department to include Training, Conflict Resolution, Workers' Compensation, Employee Benefits, Workplace Health and Safety, and Workforce Planning. As of July 1St, the payroll function will also be under the Department of Personnel Services. For further reference, I have attached the full report of the Human Resources Task Force, minus the referenced attachments, that is currently being implemented. The Civil Service Commission believes that the Director of Personnel Services deserves a salary increase to the level of other top executives or directors in the county. The county employs Sc as An Equal Opportunity Emplover over 1200 civil service, exempt, contract, and hourly individuals, and now with centralizing the human resources functions, the Department of Personnel Services are essentially responsible for implementing and fulfilling these services to each employee. The Civil Service Commission is also tasked with hiring a new Director of Personnel Services. In this instance, we are aware that there may be pay inversions with the upper management positions in this department and may find it difficult to recruit the best qualified candidate. The Civil Service Commission believes that the County deserves the best qualified candidate to fulfill the needs of this new transitioning department with additional duties and functions to include equal and fair compensation to its Director. Thank you for your consideration on this matter.. Memo dated June 25, 2014 Requesting a Salary Increase for the Director of Personnel Services Page 2 of 2 . o 0 �� aF COUNTY OF KAUAI HUMAN RESOURCES TASKFORCE REPORT ON FINDINGS AND RECOMMENDATIONS May 22, 2012 Submitted by: Marc Guyot, John Isobe, Karen Matsumoto, Kris Nakamura and Janine Rapozo BACKGROUND The goal of the Cost Control Commission is to reduce the cost of county government while maintaining a reasonable level of public services. The commission is responsible for reviewing personnel costs, real property taxes, travel budgets, and contract procedures with the aim of eliminating or consolidating overlapping or duplicate programs and services as well as scrutinizing any county operation for reduction. In its effort to proactively reduce litigation and settlement payments resulting from misconduct, the Cost Control Commission reviewed the County of Kaua`i' s personnel training efforts. In their findings, the Cost Control Commission learned that the responsibility for training employees within the County rested with each individual department. In addition, the Cost Control Commission also discovered that each individual department has staff members that are responsible for varying levels of personnel and/or human resources related duties. Therefore, the Cost Control Commission felt that there may be duplication of work effort among the various County departments that could possibly be consolidated to improve coordination, effectiveness, and efficiency. The Cost Control Commission requested a legal opinion from the County Attorney' s Office on the scope of responsibilities and services that the Department of Personnel Services (DPS) can provide under the current charter language. Based on the opinion, the Commission learned that pursuant to Section 6.02, County Charter, the Mayor is authorized to assign new related functions to any administrative department such as the Department of Personnel Services (see Attachment A, County Attorney' s opinion dated March 7, 2011). Therefore, in May 2011 , the Cost Control Commission recommended that the Administration conduct an internal review to determine the feasibility and cost implications if personnel within various departments who are currently performing personnel and/or human resources functions are transferred to the Department of Personnel Services to consolidate responsibilities and eliminate duplication of work. Upon completion of the Administration' s internal review, the Commission requested a copy of the Administration' s findings and cost determination regarding -- ------ - ---- - -------- 1 I P a g e -- -- - - -- Q the possible transfer and consolidation of duplicated work from the various County departments , to the Department of Personnel Services, The Cost Control Commission also recommended a proposed Charter amendment to further expand the functional responsibilities of the Department of Personnel Services to include employee training, worker' s compensation, safety awareness and injury prevention, employee benefits, and workforce planning. TASKFORCE MEMBERS In response to the request from the Cost Control Commission, the Mayor established an internal Taskforce made up members that included a cross section of personnel with interest and expertise on this issue. Members Marc Guyot, Deputy County Attorney John Isobe, Boards and Commissions Administrator (retired, December 2011) Karen Matsumoto, Personnel Program Analyst (retired December 2011) Kris Nakamura, Human Resources Specialist I Janine Rapozo, Risk Management Administrator METHODOLOGY AND WORK EFFORT The Taskforce used the following approach in gathering information and conducted weekly meetings to review, discuss and formulate its findings and recommendations. 1) Reviewed the current duties and responsibilities of the Department of Personnel Services and individual departments; 2) Reviewed organizational structure of other governmental jurisdictions as well as private entities; 21Page 3) Reviewed position descriptions of all departmental employees with personnel and/or human resources functions embedded into their job description; 4) Conducted written surveys of the above departmental employees to obtain actual percentage of time spent on personnel and/or human resources functions; 5) Determined the necessary functions to be included in the restructured Department of Personnel Services and the duties that would be performed by individual departments; 6) Determined manpower needs of the restructured Department of Personnel Services; 7) Conducted desk audits of departmental personnel with a significant level of assigned personnel and/or human resources responsibilities; 8) Evaluated positions from individual departments to determine whether it was functionally appropriate to transfer said positions to the restructured Department of Personnel Services; 9) Reviewed and evaluated each department/agency organizational chart to see the effect (if any) of moving different positions from a specific department/agency to the restructured Department of Personnel Services; 10) Reviewed how the transfer of duties as well as positions to the restructured Department of Personnel Services would impact the workload of the department/agency organizations; 11) Conducted reviews and updates with the Mayor, Director of Personnel Services, Administrative Department Heads, representatives of the Hawaii Government Employees Association Union, County Council staff members, Cost Control Commission, Charter Review Commission and Civil Service Commission; and 3 Pa, ge 12) Completed a reorganization plan for the Department of Personnel Services including appropriate departmental positions to be transferred, position classifications and associated costs. FINDINGS As stated in the County of Kauai 2010-2011 Annual Report, the current mission of the Department of Personnel Services is "to provide quality service to the public, our employees and to all County Department/Agencies which will enhance the achievement of their goals." The Department of Personnel Services serves as the central personnel agency for the County of Kauai, yet it does not conduct some of the major functions performed by typical Human Resources Departments found in many private sector organizations such as Training, Conflict Resolution, Workers' Compensation, Employee Benefits, Workplace Health and Safety and Workforce Planning. It is should be noted that private sector companies do not need to abide by civil service laws and regulations as well as government sector collective bargaining agreements which are specific to State and County employment. Nonetheless, most, if not all of the aforementioned functions are being performed by the Personnel or Human Resources Departments in the private sector or other Counties (see below). FUNCTION HAWAII MAUI OAHU KAUAI Department Administration ✓ ✓ ✓ ✓ Classification ✓ ✓ ✓ ✓ Labor Relations ✓ ✓ ✓ ✓ Recruitment ✓ ✓ ✓ ✓ Employee Transactions ✓ ✓ ✓ ✓ Training ✓ ✓ ✓ Conflict Resolution ✓ Disability Act 4 Page FUNCTION HAWAII MAUI OAHU KAUAI Equal Employment ✓ ✓ ✓ Workers' Compensation Employee Benefits ✓ ✓ Workplace Health & Safety ✓ ✓ Workforce Planning The Department of Personnel Services primarily focuses on five (5) major functional areas: 1 . Department Administration 2. Classification and Pay 3. Labor Relations 4. Recruitment and Examination 5. Employee Transactions The current organizational structure of the Department of Personnel Services is shown in Attachment B. Aside from the Director of Personnel Services, staffing consists of eight (8) positions including a Private Secretary, Personnel Services Manager, Personnel Program Analyst, three (3) Personnel Management Specialists and two (2) Personnel Clerks. The overall organizational structure is flat and consists of professional staff members who act as "Generalists" in performing comprehensive range of services that are required to undertake the five (5) major functions listed above, The technical staff is directly assigned to service specific individual departments and also respond to inquiries and requests from the general public. Some of the Department of Personnel Service' s functions and responsibilities have been decentralized and are being duplicated and performed by personnel within the individual departments within the County. 5 1 P a g e The table b elow lists the positions from various County Departments that are currently assigned with personnel functions based on employee position descriptions: DEPARTMENT POSITION % OF TIME County Attorney Law Office Manager 15% Civil Defense Public Safety Services Secretary 20% Council Services Departmental Staff Assistant II 30% Finance HR Specialist I 50% Fire Administrative Officer 50% Fire Senior Clerk 20% Housing Accountant IV 15 % Housing Agency Administrative Support Asst 30% Parks & Recreation HR Specialist I 95% Parks & Recreation Program Support Technician II 95% Police Departmental Personnel Assistant II 95 % Police Personnel Clerk I 90% Prosecuting Attorney Departmental Staff Assistant I 30% Public Works Departmental Personnel Officer 100% Public Works Departmental Personnel Assistant I 100% Transportation Accountant III 40% Water Human Resources Coordinator 100% Departmental surveys and desk audits conducted by the Taskforce revealed that some of the actual duties of various employees were inconsistent with their position descriptions. It was further discovered that other additional positions within the various Departments were performing personnel related functions as identified below. DEPARTMENT POSITION DUTIES Economic Development Secretary Personnel Liaison Elderly Affairs Administrative Specialist Personnel Liaison Fire Public Safety Services Secretary Personnel support services Liquor Liquor Control Commission Secretary Personnel Liaison Planning Staff Services Assistant Personnel Liaison Police Training Lieutenant Trainin Police Research and Development Lieutenant 1 Recruitment The Taskforce found that there are a disproportionate number of personnel among the various departments and agencies that are assigned to conduct personnel related duties with varying degrees of human resources training. Some departments have multiple employees with 6 1 P a g e personnel related responsibilities while other departments have none at all. Thus, under the current structure, the level of services, opportunities, and benefits afforded to all county employees are inequitable and inconsistent. The above charts also indicate that varying classification of employees including Clerks, Secretaries, Accountants, Departmental Assistants, Administrative Officers, and Departmental Personnel Officers within various departments are currently performing different degrees of personnel functions. Likewise, other core human resources functions including Conflict Resolution (internal investigations of employee disputes or misconduct related to workplace violence, sexual harassment, etc.), Employee Services (health and retirement benefits and employee assistance programs), Workforce Training (contract implementation, management and supervision, etc.), Workplace Health and Safety (safety awareness and injury prevention), Workforce Planning, and Workers' Compensation including oversight for Federal government mandated regulations related to the Americans with Disabilities Act (ADA) and Equal Employment Opportunity (EEO) are currently assigned to other departments or are non-existent. Given that the County of Kauai currently employs approximately 1,200 civil service, exempt, appointed, contract, and hourly individuals in eighteen (18) different departments and agencies, there are many challenges associated with the existing organizational structure of the Department of Personnel Services as follows: • Decentralized technical expertise and duplication of effort between individual departments and the Department of Personnel Services have resulted in varying levels of personnel support and guidance among the various departments and agencies; • There are inconsistencies in implementing and interpreting County policies and procedures and Collective Bargaining contract provisions among individual departments; 7 1 P a g e -- — • Delays exist in the timeliness in filling vacancies and classifying positions requested by departments and agencies; and • The lack of a full range of human resources functions within each of the departments (benefits, workers' compensation, health and safety and training) has led to an inconsistent level of service to all County employees. The challenges attributed to the decentralization of personnel operations and inconsistencies in policy management have resulted in liability exposure, litigation and increased cost. RECOMMENDATIONS The Department of Personnel Services must be proactive in guiding and assisting other departments and agencies maintain a fully staffed and qualified workforce to ensure that County services are conducted in an efficient and effective manner. To meet the County' s overall goals, the Department of Personnel Services must seek to classify positions in a more timely manner; recruit and retain high value employees; provide training for employees for professional and personal development; effectively handle labor relations issues; maintain compliance with employment and labor laws, Civil Service rules and regulations, and collective bargaining agreements; and implement technology and methods to enhance service, communications, productivity and health of the County's workforce. The establishment of mandatory and/or regularly scheduled training sessions for employees can prevent risk and liability exposure in areas such as sexual harassment, workplace violence, injury prevention, etc. and thereby reduce the need for litigation and settlement costs. In addition, consolidating the oversight and functional responsibilities for employee records and benefits under the Department of Personnel Services should greatly improve the responsiveness and accuracy of information across all departments. 8 1 P a g e - -- The Taskforce findings suggest that a restructuring of the Department of Personnel Services is necessary to better address the County' s overall goals in a more focused and cost effective manner. To achieve this end, the Taskforce recommends that the following be implemented in the upcoming 2012-2013 Fiscal Year. Functions of the Restructured Department of Personnel Services The functions of the proposed restructured Department of Personnel Services are shown in the attached Functional Divisions Chart (Attachment Q. In the proposed structure, the Director would continue reporting to the Civil Service Commission. The Department would be restructured into four (4) distinct divisions that would be responsible for various human resources functions as follows: • Administrative Services and Benefits This division would oversee all employee services programs and benefits; manage and update employee records; coordinate the development of personnel rules; and provide clerical support to the other divisions. • Recruitment and Examination This division would be responsible for assisting the various County departments with the recruitment and selection of qualified candidates for employment including the administration of qualification examinations as needed. • Classification & Pay and Labor Relations This division would administer the classification and pay plans for County positions; conduct classification reviews; prepare and revises class specifications and position descriptions; and recommend compensation levels. In addition the division would be responsible for labor relations by participating in collective bargaining contract negotiations; conducting grievance hearings and assisting 9 Page � - — with arbitration cases; and assisting departments in coordinating and resolving employee- management related issues. • Employee Development and Health Services This division would house the new functions that are being transferred or added to the Department of Personnel Services which include countywide training including health, safety awareness, injury prevention, employee development, management of Workers' Compensation claims and American with Disabilities Act and Equal Employment Opportunity related concerns. The result of this new structure will be a centralized personnel department that offers a full range of human resources services for all County employees. The attached chart (Attachment D-Proposed Human Resources Restructuring-Transfer of Functional Responsibilities) illustrates how the current functions performed by the Department of Personnel Services and the individual departments would be shifted and consolidated under the expanded human resources organization. The Taskforce also examined transferring the payroll function that is currently housed in the Department of Finance to the Personnel Department. However, it was learned that the Finance Department is currently considering computerized upgrades to improve the existing payroll system (i.e. payroll/time and attendance/hour). For this reason, the Taskforce decided not to • transfer the payroll function at this time and is recommending that this issue be revisited after the technology upgrades are completed so a more definitive determination can be made on whether these responsibilities are better suited within the Department of Personnel Services. Reorganization Plan and Associated Costs The Taskforce proposes to restructure the Department of Personnel Services to centralize personnel functions and expand its human resources functional capabilities (benefits, workers' compensation, health and safety, training, Americans with Disabilities Act and Equal 10 1 P a g e - ------- — - — --- — - Employment Opportunity) by transferring existing positions, equipment, and supplies that are currently provided for in other administrative departments (see Attachment E -Proposed Organizational Structure). Attachment F (Restructured Department of Personnel Services-Personnel Transfers) describes the various positions that are being transferred from the different departments. It should be noted that two of the positions that are being proposed to be transferred (Risk Management Administrator and American with Disabilities Act Coordinator) are currently contractual positions. The Taskforce recommends that these positions be converted to civil service positions (Human Resources Manager II and Human Resources Specialist II respectively) to ensure that qualified individuals are placed into the positions on a permanent basis. The Taskforce is merely recommending that existing positions and costs that were previously provided for in the various administrative departments be transferred to the Personnel Department. Therefore, the proposed restructuring is being accomplished without creating new positions or increasing costs. In fact, restructuring of the Department of Personnel Services should result in a decrease in budgetary funding over the long term (see Attachment G- Restructured Department of Personnel Services-Comparison of Personnel Costs). It is anticipated that the proposed organizational restructuring and expansion of human resources functions will result in direct and indirect cost savings over time. Attachment H (Department of Personnel Services-Comparison of All Costs) presents a comparison of the Department of Personnel Services' current fiscal year 2012 budget and the proposed fiscal year 2013 budget (Mayor' s May 2012 supplemental budget submittal) that includes the costs of the proposed restructured functions. As shown, the net effect of restructuring proposes a recurring savings of approximately $36,377 per year. 111 P a g e - -- — -- --- — -------- The Taskforce recognizes the need for a one-time purchase of various items including additional office furniture, file cabinets, and computers, to accommodate staff positions and possible relocation needs based on space considerations. To accomplish this, a total of $6,500 was included in the Department of Personnel Services' Fiscal Year 2013 budget submittal. The Taskforce also recommends a one-time cost for temporary contract clerical services to assist with the transition of personnel files from the individual departments to the Department of Personnel Services and to facilitate the updating of the backlog of files and records that currently exists within the Department of Personnel Services. A total of $19,000 was requested in the Department of Personnel Services' Fiscal Year 2013 budget to complete this necessary work. Finally, the Taskforce recommends that the Department of Personnel Services play a major role in the Finance Department' s planning, development and eventual procurement of a Human Resources Information System (HRIS) that is anticipated to establish an automated system for recording employees' transactions and benefits, creating employment histories of all employees, and tracking employees' time and attendance for payroll purposes. The objective of this effort is to establish an automated computerized system to more efficiently and accurately track employee records and thereby save manpower time and cost. Challenges to be Addressed The County is a public service organization. Approximately eighty percent of its operating budget expenditures are personnel related costs. For this reason, the benefits derived from moving to a comprehensive full service human resources structure will have an extremely high impact on the County 's overall performance and success. By consolidating and taking the core personnel functions out of the individual administrative departments and centralizing it under the Department of Personnel Services, the proposed structure is intended to: • Centralize human resources functions and technical expertise within the Department of Personnel Services; 12 P a g e -- - ----- - - - • Add technical staff expertise within the Department of Personnel Services to increase its capacity and capability to provide improved human resources support and advice equally and consistently to all departments and agencies; Eliminate the duplication of work effort between the Department of Personnel Services and the various departments; Streamline and improve employment processing for all departments and agencies including service to individual employees related to employee benefits, employee relations, recruitment, classification and pay, labor relations and employee development; Improve consistency in the development, implementation and interpretation of countywide policies and procedures throughout all departments and agencies; + Reduce the demands of departments and agencies in performing personnel functions thereby affording the existing departmental staff formerly assigned human resources duties to work on other unattended responsibilities for the department/agency; + Increase responsiveness to all departmental and agency needs; + Coordinate and conduct countywide training efforts for all County employees; Expand the full range of human resources functions including employee benefits, workers' compensation, health and safety, training, Americans with Disabilities Act and Equal Employment Opportunity; and • Decrease cost over time through the mitigation of personnel risks and reduction in legal claims against the County. 13 Page In addition, all major departments will retain a designated technical human resources position to liaise and coordinate efforts with the restructured Department of Personnel Services. The new organizational structure will expand the current capacity of the Department of Personnel Services and has been designed to improve the delivery of human resources services and responsiveness throughout the County. The various functions have been strategically located within the Department of Personnel Services and assigned to divisions that are overseen by managers with sufficient staff support to effectively serve all departments. Once the proposed restructured Department of Personnel Services is finalized and fully operational, each functional division will have sufficient staffing to provide timely responses and service to every department. More specifically, it is expected that the Department of Personnel Services will provide timely support in filling vacancies, work with all department heads, managers and supervisors on individual employee and/or union complaints by providing advice and support on complaints and grievances, assist in conducting internal personnel related investigations such as harassment, workplace violence, Americans with Disabilities Act and Equal Employment Opportunity issues, and provide clear, consistent, and timely guidance as well as training on the proper implementation and discipline regarding work policies such as leave abuse, tardiness, workplace violence, discrimination, and others matters. Timeline The Taskforce supports the Administration' s efforts to facilitate and expedite implementation of the Taskforce' s recommendations as outlined in the Mayor' s May 2012 supplemental budget request to the County Council. If the proposed restructuring is approved in the Fiscal Year 2012- 2013 budget, the Taskforce recommends that the Department of Personnel Services with oversight from the Civil Service Commission, immediately begin the necessary planning and coordination to ensure the successful implementation of these changes. This would include the need to recruit, establish eligible lists of qualified applicants, and fill all vacant human resources positions, organize and arrange for the smooth transfer of employees from other departments, 141Page and secure the necessary space requirements and procure the necessary furniture and other resources for the increased staff during the first quarter of the new fiscal year (July-September 2012). Based on this abbreviated timeline, it is anticipated that the restructured Department of Personnel Services can be fully operational by October 2012. In closing, the benefits derived from changing to a restructured Department of Personnel Services that includes all human resources functions are often intangible but will have an extremely high impact on the County's performance and success. To be successful, there needs to be total cooperation and support from our local elected officials and management at all levels within the County, ATTACHMENTS Attachment A: March 7, 2011 Opinion from the County Attorney Attachment B: Current Organizational Chart-Department of Personnel Services Attachment C. Functional Divisions Chart Attachment D. Proposed Human Resources Restructuring-Transfer of Functional Responsibilities Attachment E: Proposed Organizational Structure Attachment F: Restructured Department of Personnel Services-Personnel Transfers Attachment G: Restructured Department of Personnel Services-Comparison of Personnel Costs Attachment H: Restructured Department of Personnel Services-Comparison of All Costs 151Page Attachment A �1 At its meeting on March 14, COUNTY OF KAUAI 2011, the Cost Control Commission voted to waive its OFFICE OF THE COUNTY ATTORNEY rights to confidentiality and allow the opinion to be publicly released . CONFIDENTIAL Attorney-Client Communication and/or Attorney Work-Product March 7, 2011 TO: Sandi Sterker, Chair, and Cost Control Commissioners FROM: Jennifer S. Winn, Deputy County Attorney SUBJECT: Request for Legal Opinion re: Department of Personnel Services Our file no. 11 -01 78 This responds to your request for a legal opinion regarding the scope of the Department of Personnel Services' authority under the current charter language. Generally, the powers of a municipal department are those expressly granted , those which are necessarily or fairly implied in , or incidental to , express powers, or those which are essential or indispensable to the accomplishment of the declared purposes of the municipal corporation . See 62 C. J . S . Municipal Corporations §448 . Section 15 .01 , Kauai County Charter ("Charter") , states in pertinent part, "There shall be a department of personnel services . . . for the purpose of establishing a system of personnel administration based upon merit principles , devoid of any bias or prejudice and providing a systematic and equitable classification of all positions through adequate job evaluation . ° In Section 15 . 04, Charter, the Director of Personnel Services is tasked with "the proper conduct of all administrative affairs of the department, and for the execution of the personnel program prescribed in this charter and in the ordinances and regulations authorized by this charter. " Section 2- 13 , Kaua ' i County Code 1987 as amended , provides that there shall be a Department of Personnel Services as provided by law. In addition , state law requires the Director of Personnel Services to perform certain acts, including but not limited to: represent the public interest in the improvement of human resources administration in the civil service; foster and develop , in cooperation with appointing authorities and others, programs for the improvement of employee efficiency; cooperate fully with appointing authorities, giving full recognition to their requirements and needs , in the administration of this chapter to promote I Sandi Sterker, Chair, and Cost Control Commissioners Page 2 March 7, 2011 public service by establishing conditions of service that will attract and retain employees of character and capability, and to increase efficiency and productivity in governmental departments by continuously improving methods of human resources administration ; and encourage and exercise leadership in the development of effective human resources administration within the several departments and make available the facilities of the director's department to this end . 76-12 and 76-13, Hawai'i Revised Statutes . ' Arguably, having a more thorough Department of Personnel Services which offers anti-discrimination training , safety workshops, health care programs and so forth, is necessarily or fairly implied in , or incidental to, the Personnel Director's express duties to foster and develop , in cooperation with appointing authorities and others, programs for the improvement of employee efficiency; cooperate fully with appointing authorities , giving full recognition to their requirements and needs, in the administration of this chapter to promote public service by establishing conditions of service that will attract and retain employees of character and capability, and to increase efficiency and productivity in governmental departments by continuously improving methods of human resources administration; and/or encourage and exercise leadership in the development of effective human resources administration within the several departments. However, if there is uncertainty as to what authority the Department of Personnel Services currently has, the Charter contains a provision whereby the mayor may add new express duties to the Department. z Section 6. 02 , Charter, states in pertinent part, "New functions may be assigned by the mayor to existing agencies , but to the extent that this is not practicable, the council by a vote of five members may upon the recommendation of the mayor create additional departments. " Therefore, the scope of the Department of Personnel's authority is what is expressly stated in the Charter or state law, what is implied or incidental, or what is essential to the Department's purpose. While this office does not have the specifics of what is being contemplated for the Department, it appears likely that a more expanded Department with programs benefiting employees is implied or incidental to what is currently expressed as the Director's duties . Nevertheless , even if a more expanded Department was found to be outside the current scope of duties, the Charter gives the mayor the ability to assign new functions to the Department. The Department's authority would then include the express new duties given to it by the mayor. ' Although not specifically in the Charter, state laws on civil service are general laws, with which the County must comply. See Hawaii Government Employees Ass'n v. County of Maui, 59 Hawai'i 65 ( 1978), The duties must be those the County has the power to do, must not be an express duty under the Charter to another department, and must not conflict with general law. Sandi Sterker, Chair, and Cost Control Commissioners Page March 7, 201 { Please let me know if t can be of further help. 4A 4104 A y jENNFER S. WI NN Deputy County Attorney APPROVED: _ ALFRED B. CASTILLQ; JR,, County Attorney ` : •. r r r. i :'t Attachment B Current Organizational Chart Department of Personnel Services . .... .. _ COUNTY OF KAUAI DEPARTMENT OF PERSONNEL SERVICES POSITION ORGANIZATION CHART Acknowledged: (October 2011) ?i Ae 0, Director of Personnel S Date CIVIL SERVICE COMMISSION Approved: (7 MEMBERS) 16 ]XIII l mar . C Date OFFICE OF THE DIRECTOR Director of Personnel Services Pos. E-7 Ordinance Private Secretary Pos. E-2102, SR-20 LABOR RELATIONS & PERSONNEL MANAGEMENT Personnel Services Manager Pos. 2101 , EMS `iii.+' Personnel Management Personnel Program Personnel Management Personnel Management Personnel Clerk II Personnel Clerk I Specialist V Analyst Specialist IV Specialist N Pos. 21071 SR-13 Pas. 2111 , SR-11 Pos. 2104, SR-24 Pos. 2105, SR-26 Pos. 2109, SR-22 Pos, 2110, SR-22 Attachment C Functional Divisions Chart CIVIL SERVICE COMMISSION DIRECTOR OF PERSONNEL SERVICES ADMINISTRATIVE SERVICES AND BENEFITS DIVISION Plans, develops, and administers the employee services programs; administers benefit and employee assistance programs; administers audit and employee records management activities; coordinates development of personnel rules; provides administrative and clerical support to division personnel. RECRUITMENT AND CLASSIFICATION & PAY AND LABOR RELATIONS DIVISION EMPLOYEE DEVELOPMENT AND EXAMINATION DIVISION HEALTH SERVICES DIVISION Plans, develops and administers the classification and pay plans; Plans, develops, and administers conducts classification reviews and prepares and revises class Plans, develops, and administers the the recruitment and examination specifications and position descriptions; recommends pricing for workers' compensation, safety, programs; recruits personnel for new classes established; researches and recommends classification personnel development and training , County jobs; evaluates and pay practices; assists departments and coordinates with other and equal employment opportunity qualifications and administers personnel management processes on personnel implications on programs; assists and coordinates examinations to establish eligible problems in reorganization; reassignment of work, creation of new with other personnel management lists; refer names of qualified classes, and related matters, processes in resolving industrial candidates to fill departmental industry, safety, training and equal personnel fuctions; conducts Plans, develops, and administers the labor relations programs; administers and participates in collective bargaining agreements; employment opportunity related recruitment activities to attract qualified applicants; assists participates in collective bargaining contract negotiations; conducts p roblems, including ADA concerns. departments and coordinates with grievance hearings and advocates arbitration cases; assists other personnel management departments and coordinates with other personnel management processes on examination, processes in resolving employee management related problems. selection interviews and related matters. Attachment D PROPOSED HUMAN RESOURCES RESTRUCTURING TRANSFER OF FUNCTIONAL RESPONSIBILITIES Existing Personnel Proposed Personnel/HR Existing Individual Department Department Department Responsibilities Responsibilities Responsibilities ADMINISTRATIVE SERVICES AND BENEFITS DIVISION Prepare payroll (- — certifications Serve as resource and final authority in processing payroll certifications Set up and maintain (-- official personnel files Record and maintain certifications, licenses, �-- physical exams and other employment requirements Document, track and prepare Job Performance Reviews; review completed forms and file New hire orientation to Countywide policies and procedures New hire orientation on department specific policies and procedures New hire benefits enrollment (health 4— insurance, ERS, etc. Open enrollment information to employees Open enrollment 4— processing ERS communications *-- Prepare, process and manage EAP program; provide training to departments Page 1 of 6 Existing Personnel Proposed Personnel/HR Existing Individual Department Department Department Res onsibilities Responsibilities Responsibilities ADMINISTRATIVE SERVICES AND j { BENEFITS DIVISION j (continued)' Initiate request for leave donation Coordinate pre-retirement workshops Administer TDI program; prepare reports; provide informational training to departments Initiate request for TDI benefits Develop and administer FMLA program including Countywide policies and procedures and informational training Initiate request for FMLA benefits Coordinate deferred compensation and flexible �--- spending programs; enroll employees Conduct exit interviews COBRA enrollment as t— needed; feedback to affected departments Page 2 of 6 Existing Personnel Proposed Personnel/HR Existing Individual Department Department Department Res onsibilities Responsibilities Responsibilities RECRUITMENT AND EXAMINATION DIVISION Complete vacancy requisition NeoGov Draft and prepare recruitment and/or retention incentives Distribute job posting Countywide --� Place ad in newspaper 4— Prepare and administer (---- tests --► Accept applications �-- -► Screen applications f-- Assist in the development of interview questions; assure compliance regarding interview questions Interview applicants Assist in the development of reference check questions; process fingerprinting as needed Conduct reference and background checks Recommend selection to Mayor (NeoGov); prepare correspondence; contact individual Coordinate with Department and process selected applicant for drug test, physical exam and other required qualifying tests Schedule pre-employment screenings Complete new hire paperwork including ~ benefits enrollment Page 3 of 6 Existing Personnel Proposed Personnel/HR Existing Individual Department Department Department Responsibilities Responsibilities Responsibilities CLASSIFICATION & PAY AND LABOR RELATIONS DIVISION Initiate request to create new position description/ position description review, providing summary of scope of work, essential functions, licenses, certifications, equipment, environmental factors, etc. Prepare position descriptions including FLSA determination Review position description Assist departments with preparing/creating organizational charts Prepare organizational charts annually and as needed Job evaluation, analysis and grading Page 4of6 Existing Personnel Proposed Personnel/HR Existing Individual Department Department Department Res onsibilities Responsibilities Responsibilities CLASSIFICATION & PAY AND LABOR RELATIONS DIVISION Survey departments on recommendations for contract changes; develop and recommend changes to Mayor; prepare costing reports and participate in negotiations Provide input on impact to department and recommend contract proposal changes Develop and maintain guidelines on discipline; recommend possible actions Document and resolve disciplinary roblems Receive notice of internal complaints; assist departments to coordinate and conduct investigations; advise and consult on appropriate action; and maintain files Work with HR and Attorney' s office in coordinating investigations, designating investigator, preparing report of findings and taking corrective action Receive and respond to grievances up to Department Head level in consultation with HR Respond to Employer level grievances and arbitration cases as needed Distribute information to all departments on evance decisions for Page 5 of 6 consistency in contract interpretations Existing Personnel Proposed Personnel/HR Existing Individual Department Department Department Res onsibilities _ Responsibilities Responsibilities EMPLOYEE i DEVELOPMENT AND HEALTH SERVICES DIVISION Administer substance abuse testing and SAP --► referral programs including Countywide policies and procedures Plan, develop and implement Countywide training Oversee and assist with departmental training programs; coordinate training for optimal use of resources, sharing training opportunities with all departments Plan, develop and implement departmental specialized training programs ADA/EEOC support Manage workers' compensation claims in consultation with departments and third party administrators including implementation of Return to Work Program for injured em to ees Page 6 of 6 q S I ' . IIA It mI 99 rr f r 4 t i :i s c i di t Y p y + y .,. ... Att 'achmen t Y 4 3 II L t J _ V Y♦ i, V Y I s F s Y I el ^ s w / t / — ^ S _ 1 L> !f r _ 9 99 � 1 9 99 I F S � _ t >N' e F � . - - t ,• J � . � Y h n Proposed Organizational. Structure Civil Service Commission irectorof Personnel Servkes + Private secretary HR Specialist l (Admin Services and BanaRts) SR-20 HR Assistant HR Assistant HR clerk HR Clerk — SR-15 51i YS 5R-13 SR^13 Human Resources Manager 11 Human Resources Manager 11 Human Resources Manager R (Recruitment and Exam) (Classification & Pay and (Employee Development and - labor Relations.) Health Services) EM-03 €M-03 EM-03 We Human Resaurtes$peetalist II = Human Resources Specialist 11 Human Resources Specialist II Resouces i rsclalist H Human Resources Specialist II (Recruitment and Exam) (labor Relations) (Classification & Pay) j(Hurm'" Training and Workers'Comp) ' (EEO/ADA) SR 22 R-22 SR-22 "ail 22 SR-22 Human Resources Specialist 11 Human Resources Specialist I i (Recruitment and Exam) (Classification &Pay) Equ"ipment Operator Trainer SR-29 SR-22 5R.20 - - :.. , . I . . ` 1 - . I- I I . I .� I � I ., . � I - � � � I �. ,o �. I I . I, � I I 1,II., ., I® . y ,.. ` '1 1 . t-r, , _ • _ ' i a \. .1 _ v .' . e. " , w .l ,' It .1 _ 1 Y .,.I . ry Y � .. - . -<� _ t Y . ... �+' - _ .'. t _ #. .. ~ :{ N t �^ ` [ .. 1, I-SI + r �. j {{ . r [ � " 1 t{ t II I,I IN 1 t _ t' .1 1 _ ;- . 3 _ y - _ N. IY f - .1 1 - + ' t T1• _ C: I - =1/ tr ttta� c� hment _%r , . A' y ( - t1 '. -Y{rr S t 11 { 1. { {. - ' , 1 ! - ''t T 1 ?. . - _ I J 11 2 . , J ^ 3 17 .. 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RESTRUCTURED DEPARTMENT OF PERSONNEL SERVICES PERSONNEL TRANSFERS Position Current Position From Proposed Position No. (Department) E-7 Director of Personnel Services Personnel Director of Personnel Services 2101 Personnel Services Manager Personnel HR Manager II 2102 Private Secretary Personnel Private Secretary 2104 Personnel Management Specialist V Personnel HR Specialist II 2105 Personnel Program Analyst Personnel HR Specialist I 2110 Personnel Management Specialist III Personnel HR Specialist II 2109 Personnel Management Specialist III Personnel HR Specialist II 2107 Personnel Clerk II Personnel HR Assistant 2111 Personnel Clerk I Personnel HR Clerk 702 Senior Clerk Fire HR Assistant 800 Departmental Personnel Officer Public Works HR Manager II 1025 Equipment O erator Trainer Public Works Equipment O erator Trainer 346 Personnel Clerk I Police HR Clerk 1861 HR Specialist I Parks HR Specialist I 212 HR Specialist I Finance HR Specialist I 289 Risk Management Administrator Finance HR Manager II 9150 ADA Coordinator Mayor HR Specialist II 2465 HR Coordinator I Water HR Specialist II Attachment G RESTRUCTURED DEPARTMENT OF PERSONNEL SERVICES COMPARISON OF PERSONNEL COSTS Position Current Position From Proposed Position Original Proposed Difference No. (Department) Budget Budget E-7 Director of Personnel Services Personnel Director of Personnel $103,041 $101041 $ 0 Services 2101 Personnel Services Manager Personnel HR Manager II $101,304 $101,304 $ 0 2102 Private Secretary Personnel Private Secretary $ 58,440 $ 565172 $ 2,268 2104 Personnel Management Specialist V Personnel HR Specialist H $ 645920 $ 64,920 $ 0 � 2105 Personnel Program Analyst Personnel HR Specialist 11 $ 70,224 $ 452576 $ 24,648 2110 Personnel Management Specialist III Personnel HR Specialist Il $ 492332 $ 49,332 $ 0 2109 Personnel Management Specialist III Personnel HR Specialist II $ 51,312 $ 51,312 $ 0 2107 Personnel Clerk II Personnel HR Assistant $ 37,968 $ 37,968 $ 0 2111 Personnel Clerk I Personnel HR Clerk $ 282836 $ 31,212 $ 21376 702 Senior Clerk Fire HR Assistant $ 1 $ 335756 $ 335755 800 Departmental Personnel Officer Public Works HR Manager II $1012304 $1015304 $ 0 1025 Equipment Operator Trainer Public Works Equipment Operator $ 54,012 $ 547012 $ 0 Trainer 346 Personnel Clerk I Police HR Clerk $ 31,212 $ 319212 $ 0 1861 HR Specialist I Parks HR Specialist I $ 57,708 $ 42,132 $ 15,576 212 HR Specialist I Finance HR Specialist I $ 392480 $ 425132 $ 2,652 289 Risk Management Administrator Finance HR Manager II $ 92,460 $ 922460 $ 0 9150 ADA Coordinator Mayor HR Specialist II $ 565196 $ 455576 $ 10,620 2465 HR Coordinator Water HR Specialist II $ 55,500 $ 45,576 $ 9,924 TOTAL $1,053,250 $1,028,997 $ 24,253 Attachment H RESTRUCTURED DEPARTMENT OF PERSONNEL SERVICES COMPARISON OF ALL COSTS Item DPS FY12 DPS FY13 Difference Transferred From (Department) Amount Net Effect of Budget Proposed Restructuring Budget Salaries $5653377 $1,0285997 $463,620 Various affected Departments $487,873 $ 24,253 Wage and Hourly Pa $ 0 $ 19,000 $ 193000 One Time Expense $ 19,000 N/A Benefits $3555940 $ 6649471 $308,531 Various affected Departments $3153042 $ 6,511 Training $ 72000 $ 72,000 $ 65,000 Finance-Risk Management $ 625613 ($ 79613) Ma or-ADA $ 10,000 Dues/Subscriptions $ 4,500 $ 91100 $ 4,600 Ma or-ADA $ 42600- $ 0 Consultant Services $ 30,000 $ 1649000 $1342000 Finance-Accounting (Insurance $130,000 $ 0 Accounts) Ma or-ADA $ 42000 R & M Computers $ 142876 $ 153146 $ 270 DPS Related Increase $ 270 N/A Advertising $ 3,000 $ 69000 $ 39000 DPS Related Increase $ 3,000 N/A Airfare $ 12000 $ 8,100 $ 72100 DPS Related Increase $ 59500 $ 0 Ma or-ADA $ 1,600 Per Diem $ 180 $ 35180 $ 3,000 DPS Related Increase $ 29500 $ 0 Ma or-ADA $ 500 Car Rental/Parking $ 300 $ 22550 $ 2,250 DPS Related Increase $ 2,000 $ 0 Ma or-ADA $ 250 Other Travel, General $ 12500 $ 29000 $ 500 DPS Related Increase $ 500 N/A Office Supplies $ 8,000 $ 28,255 $ 20,255 DPS Related Increase $ 20,255 N/A Other Small Equipment $ 0 $ 10,000 $ 10,000 DPS Related Increase $ 3,500 N/A One Time Expense $ 6,500 Fuel $ 0 $ 32000 $ 3,000 Public Works $ 32000 $ 0 Other Commodities $ 10,200 $ 2,800 $ 79400 DPS Related Decrease $ 7,400 N/A Postage and Freight $ 500 $ 2,500 $ 23000 Additional Expense Police/Fire $ 2,000 $ 29000 TOTAL $ 36,377 j i HUMAN RESOURCES TASKFORCE ADDENDUM TO FINDINGS AND RECOMMENDATIONS June 1, 2012 AMERICANS WITH DISABILITIES ACT (ADA) COORDINATOR On May 31, 2012, the County Council transmitted it's version of the 2012-2013 Fiscal Year budget to the Mayor for approval. Upon review of the budget transmittal, the Taskforce learned that the County Council has endorsed the Taskforce' s recommendations to restructure the Department of Personnel Services by expanding its human resources capabilities. However, the County Council did not fund the Human Resources Specialist H position that was intended to serve as the Americans with Disabilities Act/Equal Employment Opportunity Coordinator within the Department of Personnel Services. Instead, funding for the position along with the necessary support items were shifted back and included in the Mayor's office budget. The Taskforce finds that the County Council's decision to remove the Human Resources Specialist H position and return it to the Mayor' s office as the Americans with Disabilities Act (ADA) Coordinator leaves a void in designating a specific employee within the County who is responsible for ensuring oversight and compliance monitoring for the federal Equal Employment Opportunity regulations. It should also be noted that the Taskforce's intent for recommending that this position be converted from a renewable annual contract to civil service status was to ensure that a qualified individual would be placed into the position on a long term permanent basis. 0 Human Resources Task Force Addendum Report 2 June 1, 2012 Therefore based on the above, the Taskforce would like to make the following additional recommendations as an addendum to its Findings and Recommendations dated May 22, 2012: 1. For Fiscal Year 2012-2013, maintain the funding for the American with Disabilities Act (ADA) Coordinator position in the Mayor's office as approved in the Council' s budget; 2. Revise and expand the duties and responsibilities of the position to include monitoring and compliance for Equal Employment Opportunities regulations and require that the position work closely with the Department of Personnel Services when conducting training activities and compliance investigations; and 3. Continue the position as an exempt appointment by the Mayor but utilize civil service guidelines regarding establishment of a position classification, minimum qualifications, appropriate salary range compensation, and selection from a certified list in filling the position. The Taskforce would like to express its appreciation to the Administration and County Council for supporting the restructuring and expansion of the Department of Personnel Services to better service and address the overall recruitment, employment and training requirements of the County of Kauai and its employees. COMPARW4?N OF EXECUTIVE PAY RATES FQxk� OUNTIES Kaua'i Maui Bie Island C&C of Honolulu (eff. 07/01/2014) Mayor 114,490 135,69530 109, 152 153,240 Managing Director 110, 197 126,385 103,944 146, 592 County Engineer 107,335 124,315 110,244 1361920 Deputy County Engineer 98,748 111,884 104,502 129,936 Director of Finance 107,335 117,070 110,244 136,920 Deputy Director of Finance 98,748 105,363 104,502 129,936 County Attorney 107,335 127,059 110, 244 145,248 1st Deputy County Attorney 98,748 114,353 104,502 127,872 Deputy County Attorney up to 94,454 53,352 - 104,772 65,040 - 102,216 61,776-1061704 Prosecuting Attorney 114,848 127,059 113,580 145,248 1st Deputy Prosecuting Attorney 105,660 114,353 107,904 127,872 Deputy Prosecuting Attorney up to 101,066 53,352 - 104,772 65,040 - 102,216 48,576- 134,856 Chief of Police 114,490 135,000 130,818 164,376 Deputy Chief of Police 1050660 128,250 126,894 156,768 Planning Director 107,335 116,725 99,000 136,920 Deputy Planning Director 98,748 105,053 94,284 129,936 Director of Human Resources 103,041 113,850 99,000 136,920 Manager & Chief Engineer - DOW 107,335 121,325 122,856* * * * 1601000* * * * Deputy Manager & Chief Engineer - DOW 98,748 108,293 99,000* * * * 144,472* * * * Fire Chief 114,490 135,000 130,818 159, 144 Deputy Fire Chief 1 105,660 1280250 126,894 151,776 Director of Economic Development 103,041 NA 99,000 NA Page 1 of 2 COMPAI.AON OF EXECUTIVE PAY RATES FQm-,%COUNTIES Kauai Maui l Big Island C&C of Honolulu (eff. 07/01/2014) Director of Liquor Control 103,041 118, 243 99,000 NA * * Director of Parks & Recreation 107,335 114,770 99,000 136,920 Deputy Director of Parks & Recreation 98,748 103,293 94, 284 129,936 Director of Housing 103,041 114,080 99,000 136,920 Boards & Commission Administrator 103,041 NA NA NA County Clerk 1140848 93,400 * * * 99,000 1261768* Deputy County Clerk 105,660 No Data 94,284 No Data County Auditor 114,848 117,000 99,000 No Data Council Chair 63,879 82,225 52,000 63,288 Council Member 56,781 76,475 48,000 56,640 -T * Salary for City Clerk set by City Council not by Salary Commission * * Honolulu Liquor Commission head by Civil Service employee and administratively assigned to the Dept. of Budget & Fiscal Services. * * Salary for Maui County Clerk set by County Council via resolution not Salary Commission. * * * * Salary set by Water Board Page 2 of 2 Exhibit 7 COMPARISON OF COUNTY DEPARTMENT DATA AND RESIDENT POPULATION FY 2013-2014 COUNTY RESIDENT POPULATION SQUARE MILES HONOLULU 963,607 601 HAWAI' I 186,738 41028 MAUI 156,764 11120 KAUA' I 67,091 622 ANNUAL NO, OF OPERATING DEPARTMENTS COUNTY SALARY EMPLOYEES BUDGET MANAGEMENT HAWAI' I $103,944 fnd Mayors Ofc & Info and Assistance Center 23 $1 ,492,014 (Managing Director or HONOLULU $135,744 ind Culture & Arts 33 $2,704, 115 Administrative Assistant) ind Neighborhood Commission 17 $1 ,030,566 ind positions assigned to Mayors office 6 $543,348 MAUI $126,385 ind IT Div, GIS Div, & Energy Prgm 52 $69559,090 KAUAI $110,197 assigned to Mayors Office, b/c and admin 18 $2,599,483 PROS ATTORNEY HAWAII $113,580 108 $8,660,019 HONOLULU $134,496 291 $18, 122,921 MAUI $1279059 83.0 $5,562,977 KAUAI $114,848 39 $39482,072 CORP COUNSEL HAWAII $110,244 27 $2,677,876 HONOLULU $126,768 84 $7,963,843 MAUI $110,486 ind Risk Mgmt Div. eft. 7-1-12 34.5 $2,988,824 KAUAI $127,059 14 $2,372,806 INFORMATION TECH HAWAII $94,284 17 $2,441 ,339 HONOLULU $126,768 152 $18, 132,792 FINANCE HAWAII $110,244 136 $11 ,062,763 HONOLULU $126,768 BFS-Budget Admin & Fiscal/CIP 336.5 . $189042,909 HONOLULU $126,768 Customer Svc-SateMe City / MV Reg 308.75 $22,113,587 MAUI $117,070 Risk Mgmt transf to Corp Counsel 154.8 $10, 112,605 KAUAI $107,335 ind Information Technology; risk mgmt & admin 84 $11 ,761 ,787 FIRE HAWAII $130,818 EMS & Water Safety 419 $38,642,008 HONOLULU $147,360 1 ,192.50 $959631 ,204 HONOLULU $126,768 Emergency Svcs (Ambulance & Water Safety) 477.20 $33,926,230 MAUI $135,000 314 $26,928,093 KAUA' 1 $114,490 commission & admin 193 $23,088,088 HOUSING HAWAII $99,000 46 $18,060,102 Community Services, more social secs than HONOLULU $126,768 housing dev 248.8 $80,364,904 MAUI $114,080 ind human concerns 132.9 $16,433,337 KAUAI $103,041 27 $3,802,791 LIQUOR HAWAII $94,284 13 $18,060,102 HONOLULU B&FS - Liquor Commission 55 * $4,100,026 MAUI $118,243 26 $2,884,805 KAUAI $103,041 7 $1 ,216,325 PARKS & REC HAWAII $94,284 429 $24,137,332 HONOLULU $126,768 1 ,158.65 $65,732,490 HONOLULU $126,768 Enterprise Svc-Zoo, Goff, NBC/Waikiki Shell 335.89 $21 ,275, 132 MAUI $114,770 449.9 $28,653,400 KAUAI $107,335 131 $12,770,923 Exhibit 7 ANNUAL NO, OF OPERATING DEPARTMENTS COUNTY SALARY EMPLOYEES BUDGET HUMAN RESOURCES HAWAII $99,000 26 $1 ,833,258 HONOLULU $126,768 95.49 $5,8499069 MAUI $113,850 ' 18 $1 ,463,467 KAUAI $103,041 14 $1 ,729,253 PLANNING HAWAII $999000 49 $5,274,512 HONOLULU $126,768 Planning & Permitting 333 $169989,965 MAUI $116,725 66 $4,773,765 KAUA 71 $1071335 29 $2,317,514 POLICE HAWAII $130,818 603 $55,084,045 HONOLULU $151 ,632 2794 $223,8169691 MAUI $135,000 512.6 $44,2989332 KAUAI $114,490 204 $26,411,555 PUBLIC WORKS HAWAII $110,244 337 $44,152,355 HONOLULU $126,768 Design & Construction 320 $14,790, 162 HONOLULU $126,768 Facility Maintenance 798.05 $76,098,204 MAUI $124,315 266.8 $35,6549258 KAUAI $107,335 (incl wastewater, solid waste) 297 $41 ,6319788 ENVIRONMENTAL HAWAI" I $110,244 161 $38,669,033 MGT HONOLULU $126,768 1 , 167.50 $300,766, 189 MAUI $124,315 220 $61 ,404,212 RESEARCH & DEV HAWAII $94,284 12 $3,5209714 KAUAI $103,041 Economic Development 10 $2,397,868 COUNTY CLERK HAWAI"I $94,284 53 $59167,502 HONOLULU $126,768 City Clerk" 33 $39840,628 MAUI $93,400 "' 23 $1 ,650,793 KAUAI $107,335 36 $4,845,839 WATER HAWAI"l $117,000 •^ 159 $47,5389800 HONOLULU $160,000 538 $165, 179, 133 MAUI $121 ,325 216.0 $49,297,219 KAUAI $107,335 81 $34,813,610 TRANSPORTATION HONOLULU $126,768 117 $228,407,957 MAUI $107,410 5 $18,4021783 LEG AUDITOR HAWAI'1 $94,284 4 $793,955 Notes: " ( ) " current department head pay rates Honolulu Liquor Commission headed by a civil service employee and is administratively assigned to the Department of Budget & Fiscal Services. ** Salary for City Clerk set by City Council, not Salary Commission. Does not include Office of Council Services, City Council, and City Auditor Information. Salary for Maui County Clerk set by County Council via resolution, not Salary Commisstion. *^ Salary set by Water Board # Warm body count, includes temporary contract hires O Rev: 12/09/13 INVERSION- DEPARTMENT/DEPUTY DEPARTMENT HEAD vs. HIGHEST CIVIL SERVICE EMPLOYEE 1 7/1/2013 Inversion 7/1/2014 Inversion POLICE Police Chief $ 114,490 -11% $ 114,490 -13% ';� n ,/.;� . Yr`rr,'f1'i. v✓T`.•P° i+:°:,vr -.1.n :.Y-? :a.. :'ti i7: i .:i 'J yti a i^ 7' s --' �.� a. � T.,: � _+;. Deputy Police Chief $ 105,660 -20% $ 105,660 -22% Police Inspector EMCP $ 125,496 +11006+9% $ 127,698 +13208+12% +19836 + 19% +22038+21% Police Inspector EMCP $ 126,684 +12194+11% $ 128,904 14414+13% +21024+20% 23244+22% FIRE Fire Chief $ 114,490 +13% $ 114,490 , a , �79'0 Deputy Fire Chief $ 105,660 +6% $ 105,660 Batalion Chief EMCP $ 99,554 -14936-13% $ 106,188 -8302-7% -6106-6% +528+0.4%. Batalion Chief EMCP _ $ 100,053 -14437-13% $ 106,692 -7798-7% -5607-5% +1032+1% PUBLIC WORKS County Engineer $ 107,335 -7% $ 107,335 -15%, Deputy County Engineer $ 98,748 -16% $ 98,748 -25% CE VII EMCP $ 110,112 +2777+3% $ 119,172 +11837+11% +11364+12% +20424+21% CE VII EMCP $ 11.4,444 +7109+7% $ 123,504 16169+15% +15696+16% 24756+25% WATER Manager&Chief Engineer $ 107,335 +14% $ 107,335 -0.4% Deputy Manager I &Chief Engineer $ 98,748 -1% $ 98,748 INVERSION - DEPARTMENT/DEPUTY DEPARTMENT HEAD vs . HIGHEST CIVIL SERVICE EMPLOYEE 7/1/2013 Inversion 7/1/2014 Inversion Waterworks Info Tech Officer BU-13 $ 92,400 - 14935 -14% $ 92,400 -14935 -14% -6348 -6% tt6348 - % ;} 17..c. N . - A.=.tSiy 1 rc'4° ..v'•YJIYlI. :'t'C''!'91g1.'#7L.'L . i ,c. ,�i' .�'1 !'fS4t'("xf?� r ` iil Engineer VI EMCP Cvi 99,624 7711 -7% $ 107,844 +509 +0.4% +876 +1% +9096 +1% PARKS & REC ". Dir. of Parks & { Rec $ 107,335 $ 1070335 Deputy Dir. of Parks & Rec $ 98,748 $ 98,748 FINANCE - Director of . . , Finance I $ 107,335 +11% $ 1070335 +4% Deputy Dir. of JOI Finance } $ X98;=74$ '` a 39'o r$ ` , ` 987 8 1 Central Payroll {. : f rT` " ' a : s } Accountant EMCP $ 95,544 -11791 -11% $ 102,984 -4351 -4% 4� -3204 -3% +4236 +4% V { G:a+MI f1t1 `{RXiIA.{li{iAl4A�l�'�`iY�yfSM.{.ILGRi+'yChl Afi `!lJ i`. 1 6 � I—�. AnS.�S9rSru ' r J Computer Systems Officer EMCP $ 95,544 -11791 -11% $ 1020984 -43514% -3204 -3% +4236 +4% CO. ATTORNEY I County Attorney 1 $ 107,335 $ 1070335 1st Deputy Co. Attorney ' I $ 98,748 $ 98,748 I, - ECON. DEV. Director $ 103,041 _ $� 103,041 HOUSING .S � q i . � ' 4ii It _ . Director $ 103,041 $ 103,041 t 1 .7'.to LIQUOR Director $ 103,041 $ 103,041 INVERSION - DEPARTMENT/DEPUTY DEPARTMENT HEAD vs. HIGHEST CIVIL SERVICE EMPLOYEE 7/1/2013 Inversion 7/1/2014 Inversion PERSONNEL Director $ 103,041 -2% $ 103,041 -10% HR Manager II EMCP $ 105,360 +2319+2% $ 113,268 +10227+10% HR Manager II EMCP $ 105,360 +2319+2% $ 113,268 +10227+10% PROS.ATTORNEY Prosecuting Attorney $ 114,848 $ 114,848 1st Deputy Pros. Attorney $ 105,660 $ 105,660 P O q Robert Crowell _ Members: Chair �� Randy Finlay OF Trinette Kaui Charles King Michael Machado Vice-Chair Sheri Kunioka-Volz COUNTY OF KAUAI SALARY COMMISSION 4444 Rice Street, Suite 150 Lzhu'e, Hawaii 96766 TO: Jay Furfaro, Chairperson and Members of the County Council Attention: Ricky Watanabe, County Clerk FROM: Robert Crowell, Chairperson Via. Paula Morikami, Administrator, Office of Boards and Commission al Cc: Mayor Bernard P. Carvalho, Jr. Gary Heu, Managing Director Malcolm Fernandez, Personnel Director Wallace Rezentes, Jr., ,Finance Director Beth Tokioka, Communications Director Alfred Castillo, County Attorney Date: March 1 , 2012 Subject: Resolution Amending Resolution No. 2011 - 1 Relating to the Salaries of Certain Officers and Employees of the County of Kauai. At its meeting on March 1 , 2012, the Salary Commission voted to approve Resolution 2012- 1 as amended by a vote of 6-0. Please see the attached amended Resolution which has been signed by the members of the Salary Commission. Pursuant to Section 29.03 Kauai County Charter, the Resolution shall take effect without the Mayor's and Council's concurrence sixty (60) days after its adoption unless rejected by a vote of not less than five (5) members of the Council. The council may reject either the entire resolution or any portion of it. If you have any questions, please call Paula Morikami at 2414922. Thank you. An Equal Opportunity Employer SALARY COMMISSION COUNTY OF KAUAI 3& e,qJ01t1tt' 011 No. 20124 RESOLUTION AMENDING RESOLUTION NO, 2011 - I RELATING TO THE SALARIES OF CERTAIN OFFICERS AND EMPLOYEES OF THE COUNTY OF KAUAI WHEREAS, the Salary Commission finds that the County Council adopted and the Mayor approved Ordinance No. 907 that added the Boards and Commissions Administrator to the list of officers and employees included in Section 3-2. 1 of the Kauai County Code, 1987, as amended; and WHEREAS, the Salary Commission was informed by the Mayor via a letter dated July 15, 2011 that the County of Kauai has agreed to a supplemental agreement with the Hawaii Government Employees Association (HGEA), which calls for a zero percent (0%) increase for all of its HGEA employees and has not budgeted for any salary increases for County employees in fiscal year 2012; and WHEREAS, to remain consistent with the supplemental agreement and the 2012 budget, the Mayor has requested that the Salary Commission take measures to insure that the proposed increase for the Mayor be deferred until such time as economic and budgetary conditions improve; and WHEREAS, pursuant to Section 29.03 of the Kauai County Charter, the Salary Commission's findings shall be adopted by resolution by the Commission and the resolution shall take effect without the Mayor's and Council' s concurrence sixty (60) days after its adoption unless rejected by a vote of not less than five (5) members of the council; now, therefore, BE IT RESOLVED BY THE SALARY COMMISSION, OF THE COUNTY OF KAUAI, STATE OF HAWAII, that the provisions related to the "Salaries of Certain Officers" of the County of Kauai, be established as follows: SECTION 1 . Pursuant to Section 29.03 of the Charter of the County of Kauai, the Salary Commission hereby resolves to amend Resolution No. 2010- 1 and propose the changes described in this resolution to the Kauai County Council as follows: Article 1 Salaries of Certain Administrative Officers and Employees. (a) Purpose. The purpose of this Article is to establish the salaries of certain administrative officers and employees in accordance with the principles of adequate 1 compensation for work performed, and preservation of a sensible relationship with the salaries of other county employees. (b) Effective as of the dates stated below and subject to the performance review requirements of subsection (d), the annual salaries, payable semi-monthly, of certain administrative officers and employees shall be as follows: Position Effective Dates 7/1/07 1/1/08 12/1/08 [OwAvIl] 07/01/13 Mayor $ 1006100 $ 107,000 $ 114,490 $ 122,504 [Administrative Assistant] Managing Director $ 96,250 $ 102,988 $ 1109197 $117,911 County Engineer $ 93 ,750 $ 1009313 $ 107,335 $ 1149848 Deputy County Engineer $ 86,250 $ 92,288 $ 98,748 $ 1051660 Director of Finance $ 93,750 $ 100,313 $ 1075335 $ 1143848 Deputy Director of Finance $ 86,250 $ 92,288 $ 98,748 $ 10500 County Attorney $ 93,750 $ 1009313 $ 1075335 $ 114,848 First Deputy County Attorney $ 86,250 $ 92,288 $ 98,748 $ 105,660 Deputy County Attorney Up to $82,500 Up to $88,275 Up to $94,454 Up to $ 1012066 Chief of Police $ 93 ,750 $ 100,313 $ 107,335 $ 1149848 Deputy Chief of Police $ 86,250 $ 92,288 $ 98,748 $ 105,660 Planning Director $ 93,750 $ 1009313 $ 107,335 $ 114,848 Deputy Planning Director $ 86,250 $ 92,288 $ 98,748 $ 105,660 Director of Personnel $ 90,000 $ 96,300 $ 1035041 $ 1105254 Manager and Chief Engineer, Department of Water $ 93 ,750 $ 100,313 $ 107,335 $ 1149848 Deputy Manager-Engineer, Department of Water $ 86,250 $ 92,288 $ 98,748 $ 105,660 Fire Chief $ 93,750 $ 100,313 $ 1079335 $ 1145848 Deputy Fire Chief $86,250 $ 92,288 $989748 $ 105 ,660 Director of Economic Development $ 90,000 $ 96,300 $ 1039041 $ 1105254 Director of Liquor Control $ 90,000 $ 96,300 $ 103,041 . $ 110,254 Director of Parks $ 93,750 $ 100,313 $ 107,335 $ 114,848 2 Deputy Director of Parks $ 86,250 $ 92,288 $ 98,748 $ 105,660 Director of Housing $ 909000 $ 96,300 $ 103,041 $ 110,254 Boards and Commissions Administrator $ 103,041 $ 1109254 (c) Administrative officer and employee [41 salaries shall not exceed the maximum salary provided for in this Article at the time of employment. However, the respective appointing authority may set the salary of any new or existing non-elected appointee at a figure lower than the figure established for the position. (d) Requirements for salary increase. The salary increase for any non-elected officer or employee occupying and continuing in a position listed in this resolution is contingent on the Director of Personnel' s receipt of the following: ( 1 ) A memo from the officer's or employee's appointing authority at least thirty (30) days prior to the increase certifying that appointee's performance has 1 been evaluated pursuant to procedures established by the Director of Personnel; and (2) A copy of the officer' s or employee's completed performance evaluation evidencing that the appointee has met or exceeded job requirements (for example, has achieved a rating of three points or higher in a five point scale) for the appraisal period. (3) Based on the evaluation results, the appointing authority' s recommendation on whether a proposed increase should be granted. The appointing authority may recommend an increase for an officer or employee occupying a position at a figure below the proposed salary increase provided for in this resolution. Provided however, the county attorney' s performance shall be conducted through an equally weighted evaluation that shall be jointly administered by the mayor and the council chairperson in accordance with paragraphs ( 1 ), (2) and (3) above. The Director of Personnel shall provide the Salary Commission with a list of the names and positions of all non-elected officers and employees covered under this resolution, indicate whether or not they have satisfactorily met the performance evaluation criteria, and include the recommended salary increase, if any. (e) Performance evaluations. The Director of Personnel shall prepare, for approval by the Mayor, written performance evaluation procedures and methodologies and coordinate the performance evaluations process for all non-elected officers or employees listed in this resolution. The Director of Personnel shall provide a copy of the performance evaluation procedures and methodologies, including any revisions thereto, to the Salary Commission. (f) Officers or employees listed in this resolution may receive a portion of their salary through the County's payment of health fund premium benefits over and above the amount the 3 County normally contributes toward those officers' benefits. Amounts paid by the County which are over and above the County's normal health fund premium contributions shall be deducted from the affected officer's or employee's salary. Article 2 Salaries of the Prosecuting Attorney and Deputies. (a) Effective as of the dates stated below and subject to the provisions and performance review requirements provided for in Article 1 , subsection (d), (e) and (f) above, the annual salaries, payable semi-monthly, of the Prosecuting Attorney and Deputy Prosecuting Attorneys shall be as follows: Position 7/1/07 1/1/08 12/1/08 12/01/09 (12 o'clock meridian) Prosecuting Attorney $ 93 ,750 $ 100,313 $ 1075335 $114,848 First Deputy Prosecuting Attorney $ 86,250 $ 92,288 $ 98,748 $105 ,660 0 Deputy Prosecuting Attorney Up to $82,500 Up to $88,275 Up to $94,454 Up to $101 ,066 (b) The salaries of the Prosecuting Attorney and any Deputy Prosecuting Attorney shall not exceed the maximum salary provided for in this Article at the time of employment. However, the Prosecuting Attorney may set the salary of any new or existing deputy at a figure lower than the figure established for the position. Article 3 Salaries of the County Council and Council Appointees. (a) Effective at twelve o' clock meridian on December 1 , 2008, the annual salaries, payable semi-monthly, of the Kauai County Council shall be as follows: Position Council Chair $59,699 Councilmember $53,066 (b) Effective on December 1 , 2009, the annual salaries, payable semi-monthly, of the Kauai County Council shall be as follows: Position Council Chair $635879 Councilmember $565781 (c) Effective as of the dates stated below and subject to the provisions and performance review requirements provided for in Article 1 , subsection (d), (e) and (f) above, the annual salaries, payable semi-monthly, of the County Clerk, Deputy County Clerk and County Auditor shall be as follows: 4 Position 7/1/07 1/1/08 12/1/08 12/01/09 (12 o'clock meridian) County Clerk $ 93 ,750 $ 100,313 $ 107,335 $ 1149848 Deputy County Clerk $ 86,250 $ 92,288 $985748 $ 105,660 County Auditor $ 107,335 $ 114,848 (d) Salaries of the Council Chair, Councilmembers, and employees shall not exceed the maximum salary provided for in this Article at the time of employment. However, the respective appointing authority may set the salary of any new or existing non-elected appointee at a figure lower than the figure established for the position. SECTION 2. The Salary Commission finds that current salaries of the Prosecuting Attorney, First Deputy Prosecuting Attorney, Deputy Prosecuting Attorney, County Clerk, Deputy County Clerk, and County Auditor are higher than their administrative counterparts listed under Article 1 of this Resolution. Therefore, the maximum salaries of the Prosecuting Attorney, First Deputy Prosecuting Attorney, Deputy Prosecuting Attorney, County Clerk, Deputy County Clerk, and County Auditor set by the Salary Resolution that took effect on 12/01 /09 shall remain frozen on 07/01 / 13 or until such time that the salary levels paid to comparable administrative officers and employees listed under Article 1 have caught up. SECTION 3 . Material to be deleted is bracketed and lined out. New material to be added is underscored. In future reprints of this resolution, the bracketed material and underscoring may be deleted. BE IT FURTHER RESOLVED, if any portion or portions of this resolution are deemed invalid or rejected by a vote of five (5) or more councilmembers, the other provisions of this resolution shall not be affected thereby. If the application of this resolution or any of its provisions to any person or circumstances is held invalid, the application of this resolution and its provisions to other persons or circumstances shall not be affected thereby. BE IT FINALLY RESOLVED, the County Clerk shall transmit to the Salary Commission, Mayor, Finance Director and Personnel Director a final approved copy of the resolution and note any amendments thereto within thirty (30) day after the effective date of this resolution. Adopted by the Salary Commission of the County of Kaua `i at its meeting on March 12012: zw / Robert Crowell, Cliair Charles Kin p,'4 hair S la Randy 7fiy> IItt Jq Tnnette Kaui She Kunioka-Vol r - -� ; a • Michael Machado it � . I it et � / fi r'r= ` l r ' fit• SALARY COMMISSION COUNTY OF KA,UA`I r No. 2012-2 RESOLUTION AMENDING RESOLUTION NO, 2012-1 RELATING TO THE SALARIES OF CERTAIN OFFICERS AND EMPLOYEES OF THE COUNTY OF KAUAI WHEREAS, the Salary Commission wishes to balance the need for fiscal responsibility with concerns for public safety; now therefore, BE IT RESOLVED by the Salary Commission of the County of Kauai, State of Hawaii, that the Salary Commission hereby resolves to amend Resolution No. 2012- 1 as follows: 1 . Article 1 , Salaries of certain Administrative Officers and Employees, subsection (b) is amended to increase the maximum salaries payable to the officers listed below effective 7/1/2012: Police Chief $ 1149490 Deputy Police Chief $ 1055660 Fire Chief $ 114,490 Deputy Fire Chief $ 1057660 2. Except as expressly amended herein, Salary Resolution 2012- 1 shall remain in full force and effect. BE IT FINALLY RESOLVED, . the County lerk shall transmit to the Salary azY Commission, Mayor, Finance Director, and Personnel Director a final approved copy of the resolution and note any amendments thereto within thirty (30) days after the effective date of this resolution. Adopted by the Salary Commission at its meeting on April 23, 2012: Robert Crowell, Cliair Charles King, Niwice . i ay Shqt t6doka-Volt F 11 OF Micha6flQachado 11 p Fr 4 y.. y it .f ,�• FF IF i 1% OF - SALARY COMMISSION COUNTY OF KAUAI Pr i� No. 2012=3 RESOLUTION AMENDING RESOLUTION NO. 20124 RELATING TO THE SALARIES OF CERTAIN OFFICERS AND EMPLOYEES OF THE COUNTY OF KAUAI Q WHEREAS effective 7/1/2012, the Salary Commission adopted Salary Resolution 2012- 2, to increase the maximum salaries payable to the Police Chief, Deputy Police Chief, Fire Chief and Deputy Fire Chief, but provided that Salary Resolution 2012-1 would in all other respects remain in full force and effect; WHEREAS, the Director of Finance and Budget and Purchasing Director submitted testimony stating that the they did not anticipate any increase in revenues to the County in the next fiscal year, WHEREAS, the Salary Commission recognizes its obligation to the residents of Kauai to act in a fiscally responsible manner; now therefore, BE IT RESOLVED by the Salary Commission of the County of Kauai, State of Hawaii, that the Salary Commission hereby resolves to amend Resolution No. 2012=1 as follows: 1 . Article 1 , Salaries of Certain Administrative Officers and Employees, subsection (b), is amended to delete the increases in maximum salaries scheduled to become effective on 07/01/13. 2. Except as expressly amended herein and by Resolution 2012-2, Salary Resolution 2012=1 shall remain in full force and effect. BE IT FINALLY RESOLVED, the County Clerk shall transmit to the Salary Commission, Mayor, Finance Director, and Personnel Director a final approved copy of the resolution and note any amendments thereto within thirty (30) days after the effective date of this resolution. Adopted by the Salary Commissions at its meeting on November 16, 2012: oe Robert Crowell, Chair l Charles King, Randy Finlay Michael Machado . a S Kunioka-V lz Ann Shunamoto I p J:_ ,' _ Charles King Members: Chao' ° Robert Crowell Randy Finlay Sheri Kunioka-Volt Michael Machado Jo Ann Shimamoto Vice Chair County of Kauai Salary Commission Office of Boards and Commissions • 4444 Rice Street, Suite 150 Llhu`e, Hawaii 96766 TO: Mayor Bernard P. Carvalho .Jay Furfaro, Chairperson and Members of the County Council Attention: Ricky Watanabe, County Clerk FROM: Charles King, Chairperson Via: Paula Morikami, Administrator, Office of Boards and Commissionsoy Gary Heu, Managing Director Cc: Thomas Takatsuki, Acting Director of Personnel Services Steven Hunt, Director of Finance Beth Tokioka, Director of Communications Alfred Castillo, County Attorney Date: September 19, 2013 Subject: Resolution 2013-1, A Resolution Amending Resolution No. 2012-1 Relating to. the Salaries of Certain Officers and Employees of the County of Kauai At its meeting on September 18, 2013, the Salary Commission voted to approve Resolution 2013.1 by a vote of 6-0. Please see the attached Resolution which has-been signed by the members of the Salary Commission. If you have any questions, please call Paula Morikami at 241 4922. Thank you, SALARY COIVMSSION COUNTY OF KAUAI Re! Jolu toll 2013=1 No. RESOLUTION AMENDING RESOLUTION NO. 20124 RELATING TO THE SALARIES OF CERTAIN OFFICERS AND EMPLOYEES OF THE COUNTY OF KAUAI WHEREAS, the Director of Finance testified before the Salary Commission that he does not anticipate an increase in revenues to the County in the next fiscal year, and WHEREAS, the Salary Commission received a letter dated August 13, 2013 from the Mayor requesting that it consider foregoing any maximum salary increases for another year, and WHEREAS, the Salary Commission finds that the maximum salaries established in Resolution No. 20124, 2012_2, and 2012_3 shall remain the same; and WHEREAS, the Director of Finance testified that the Mayor and Council members utilize their personal cars and cell phones for official business; and WHEREAS, the Commission finds that a car/cell phone allowance should be established for the Mayor and Councilmembers, and WHEREAS, the Director of Finance testified that the Police Chief and the Deputy Police Chief are receiving the same uniform and gun allowances that are afforded to the police officers under the SHOPO collective bargaining agreement; and WHEREAS, the Director of Finance testified that the Fire Chief and the Deputy Fire Chief are receiving the same uniform allowances that are afforded to the fire fighters under the HFFA collective bargaining agreement, and WHEREAS, the Commission finds that it is appropriate for the Police Chief, Deputy Police Chiefi Fire Chief and Deputy Fire Chief to receive the same allowances as their bargaining unit employees; BE IT RESOLVED by the Salary Commission of the County of Kauai, State of Hawaii, that additional sections be added to Resolution No. 20124 as follows: "Article 4. Car/Cell Phone Allowance for the Mayor and Councilmembers. In addition to the Mayor's respective salary, the Mayor shall be paid an annual amount of $6,000 for car/cell phone allowance in lieu of mileage and cell phone reimbursement for the use of the Mayor's personal car and cellphone for official county business. In addition to their respective salaries, Councilmembers shall be paid an annual amount of $6,000 for car/cell phone allowance in lieu of mileage and cell phone reimbursement for the use of their personal automobiles and cellphones for official county business. Article S. Uniform and Gun Allowance for Police Chief and Deputy Police Chief. In addition to their respective salaries, the Police Chief and Deputy Police Chief shall be paid a uniform and gun allowance in the amount as provided in the SHOPO collective bargaining agreement for police officers. Article 6. Standard of Conduct Compensation for Police Chief and Deputy Police Chief` In addition to their respective salaries, the Police Chief and Deputy Police Chief shall be paid a standard of conduct compensation in the amount as provided in the SHOPO collective bargaining agreement for the most senior police officers. Article 7. Uniform Allowance for Fire Chief and Deputy Fire Chief. In addition to their respective salaries, the Fire Chief and Deputy Fire Chief shall be paid a uniform allowance in the amount as provided in the HFFA collective bargaining agreement for fire fighters." BE IT FURTHER RESOLVED, that except as expressly amended herein and by Resolution Nos. 2012-3 and 2012-2, Salary Resolution No. 20124 shall remain in full force and effect. Q BE IT FINALLY RESOLVED, the County Clerk shall transmit to the Salary Commission, Mayor, Director of Finance and Personnel Director a final approved copy of this resolution and note any amendments thereto within thirty (30) days after the effective date of this resolution. Adopted by the Salary Commission at its meeting on September 18, 2013: Ile rs Michael Machado, Vice Chair + l' . Robert Crowell inlay !' T �1 �J . } r i S Knnlokallolz ! y r. .,® //ii' w /s - ( � _l ? o Ann Shimamoto AP Ir , r J ^• 1 , / .• ' . r � t / �rj � I 1 - * It „ t y • a .. . � , r , . 1 _ y . .� • ; . - J. L.. . - • I I- 1 Charles King Members: Chair Robert Crowell Randy Finley Sheri Kunioka Volz Michael Machado Jo Ann Shimamoto Vice Chair County of Kauai Salary Commission Office of Boards and Commissions 4444 Rice Street, Suite 150 Lihu`e, Hawaii 96766 TO: Mayor Bernard P. Carvalho Jay Furfaro, Chairperson and Members of the County Council Attention: Ricky Watanabe, County Clerk FROM: Charles King, Chairperson Via: Paula Morikami, Administrator, Office of Boards and Commissions' Nadine Nakamura, Maaaging Director Cc: Thomas Takatsuki, Acting Director of Personnel Services Steven Hunt, Director of Finance Beth Tokioka, Director of Communications Alfred Castillo, County Attorney Date: January 8, 2014 Subject: Resolution 2013-2, A Resolution Amending Resolution No. 20124 Relating to the Salaries of Certain Officers and Employees of the County of Kauai At its meeting on January 6, 2014, the Salary Commission voted to approve Resolution 2013.2 by a vote of 4-0. Please see the attached Resolution which has been signed by the members of the Salary Commission. If you have any questions, please call Paula Morikami at 2414922. Thank you. SALARY COMAUSSION COUNTY OF KAUAI 311e.! r� u i10u No. 2013.2 RESOLUTION AMENDING RESOLUTION NO. 2012_1 RELATING TO THE SALARIES OF CERTAIN OFFICERS AND EMPLOYEES OF THE COUNTY OF KAUAI WHEREAS, the Director of Finance testified before the Salary Commission that the police officers under. the SHOPO collective bargaining agreement will be receiving subsidized vehicle allowances in fiscal year 2014 to 2015 and that the Police Chief and Deputy Police Chief should receive the same; and WHEREAS, the Commission finds that it is appropriate for the Police Chief and Deputy Police Chief to receive the same subsidized vehicle allowance as their bargaining unit employees provided the subsidy is appropriated in the County's 2014-2015 budget BE IT RESOLVED by the Salary Commission of the County of Kauai, State of Hawaii, that an additional section 8 be added to Resolution No. 20124 as follows: "Article S. Subsidized Vehicle Allowance for Police Chief and Deputy Police Chief. In addition, the Police Chief and Deputy Police Chief shall be paid a subsidized vehicle allowance in the amount as provided in the SHOPO collective bargaining agreement for the most senior ranking police officers." BE IT FURTHER RESOLVED, that except as expressly amended herein and by Resolution Nos. 2013-19 2012_3 and 2012_2, Salary Resolution No. 20124 shall remain in full force and effect. BE IT FINALLY RESOLVED, the County Clerk shall transmit to the Salary Commission, Mayor, Director of Finance and Personnel Director a final approved copy of this resolution and note any amendments thereto within thirty (30) days after the effective date of this resolution. Adopted by the Salary Commission at its meeting on January 6, 20141 Charles rson IlPage Salary Resolution No . 2013 - 2 • i . Michael Machado, Vice Chair " It -� 004/y`//,_ Robert Crowell t4''ti I :: 117 .4 j .. G- _ IF .. ay It It c. Fi r ! Sheri oka-Volt a ra I I a, It I I It < a. J . Ann Shimamoto s .. 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