Loading...
HomeMy WebLinkAbout2014_1110_AgendaPacket 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, November 10, 2014 10 :30 a.m. or shortly thereafter Mo' ikeha Building, Meeting Room 2 A/B 4444 Rice Street, Llhu`e, HI 96766 CALL TO ORDER APPROVAL OF MINUTES Open Session Minutes of September 15, 2014 BUSINESS SC 2014-04 Discussion and possible decision-making with regard to establishing the maximum cap for 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. Draft Resolution 20144 amending Resolution 2012-1 ; Resolution 2012-2; Resolution 2012-3 ; Resolution 2013 - 1 ; Resolution 2013-2 as relates to the salaries of County officers and employees EXECUTIVE SESSION Pursuant to H.R. S. §924 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 An Equal Opportunity Employer 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 testimony to: Salary Commission Attn: Barbara Davis Office of Boards and Commissions 4444 Rice Street, Suite 150 Lihu'e, HI 96766 E-mail: bdavis@kauai.gov Phone: (808) 2414919 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, Salary Commission — August 11 , 2014 2 P a g e COUNTY OF KAUAI L'taftalls a� 40 Minutes of Meeting OPEN SESSION Board/Committee: SALARY COMMISSION Meeting Date September 15, 2014 Location Mo 'ikeha Building, Meeting Room 2A/2B Start of Meeting: 10:30 a.m. End of Meeting: 1 :21 p.m. Present Chair Michael Machado; Vice Chair Randy Finlay. Members: Charles King; Sheri Kunioka-Volz; Cammie Matsumoto; Lenie Nishihira (10:37 a.m.); Jo Ann Shimamoto Also : Deputy County Attorney Mona Clark; Boards & Commissions Office Staff: Support Clerk Barbara Davis, Administrator Paula Morikami, Administrative Aide Teresa Tamura Testifiers: Director of Finance Steve Hunt; Prosecuting Attorney Justin Kollar; Fire Chief Robert Westerman; Acting Personnel Services Manager Thomas Takatsuki; Civil Service Commission Chair John Low; Civil Service Commission Vice Chair Roy Morita; Audience Member Robert Smith Excused Absent SUBJECT DISCUSSION ACTION Call To Order Chair Machado called the meeting to order at 10:30 a.m. with 6 members present Approval of Open Session Minutes of July 7, 2014 Mr. Finlay moved to approve the minutes as Minutes circulated. Mr. King seconded the motion. Motion carried 6 :0 Chair Machado suspended the rules to accommodate Finance Director Steve Hunt' s schedule in order that he could present the fiscal outlook for the County as requested by the Commission. z Steve Hunt, Director of Finance — Mr. Hunt was asked to appear before the Commission to explain where the County anticipates revenues and expenses to be heading into the next fiscal year. Mr. Hunt discussed the deficit funding that has gone on for a number of years, the County' s efforts to slow the rate of decline as it heads towards a more stable budget, and that it is looking to get there within the next one to two fiscal years. This Salary Commission Open Session September 15, 2014 Page 2 SUBJECT DISCUSSION ACTION year under a flat budget, the County is looking at potentially between $8 and $9 million in new expenditures related to staffing; about $4 million of that is collective bargaining as part of a four year agreement. The County is facing new collective bargaining agreements in FY 2016, which could amount to a $6 million funding deficit. There are grant funded positions throughout the County, and some are running out of grant funding in which potentially there will be an "ask of the general fund" to pick up some of the expenditure for those employees. The COPS grant, through the Police Department, added a new beat of 6 officers, which will mostly be used in the first year; as that grant runs out the County' s general fund will have to pick up the cost of those officers for three more years. In totality, we are looking at between $8 and $9 million for those expenditures in the next fiscal year. The operating budget currently is roughly $ 181 million of which salaries are about 63 percent. Mr. Finlay noted the brightest outlook would be for an increase in revenue, which would primarily come from increased property values. Mr. Hunt said it could be looked at in two segments of which one would be appreciation although the information right now looks more like a flat market. With growth in the base as new homes and as subdivisions add to the inventory, it could potentially raise the base of the taxes along with appreciation. Mr. Hunt stated that where the County is financially should not be reflective of the Salary Commission' s decisions on executive salaries. Whether or not the County elects to go up to those levels will be a financial decision; the decision as to what those levels should be is within the Commission' s kuleana. Mr. Hunt further expounded on some of the cost cutting measures the County has and will be implementing. Communications SC 2014-02 Letter dated 6/16/14 from the Prosecutor' s Office requesting consideration of pay increases for the Prosecutor, First Deputy Attorn ey and all DMuly Attorneys received 7/7/14• on-going) Mr. Finlay moved to receive the communication. Salary Commission Open Session September 15, 2014 Page 3 SUBJECT DISCUSSION ACTION Ms. Shimamoto seconded the motion. Motion carried 7:0 Justin Kollar, Prosecuting Attorney — (PowerPoint presentation on file) Mr. Kollar explained the mission of the Prosecuting Attorney' s Office, the structure of his office staffing along with their various duties within the judiciary system. He further pointed out the extensive educational requirements, relocation, and costs involved with being an attorney, the discrepancy in the hourly rate of pay between the private sector and a deputy prosecuting attorney as well as a comparison of government pay rates between the various islands. To gain parity, with Maui cited as a comparable agency, proposed maximums would be $ 127,059 (currently $ 114,848) for the prosecuting attorney; $ 113, 154 (currently $ 105,660) for the first deputy prosecuting attorney; $ 109,759 (currently $ 101 ,066) for deputy prosecuting attorneys; $ 114, 154 for senior deputy prosecuting attorneys. Mr. Kollar said that all attorneys *are not necessarily at the maximum salary cap, and explained a proposed step rate of pay based on number of years, experience, and merit as an attorney. Mr. Kollar noted that approximately 20% of the attorney staff is funded by grants, which historically seems to be fairly stable, but there are no guarantees. 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 Mr. Finlay moved to receive the communication. Mr. King seconded the motion. Motion carried 7:0 Robert Westerman, Fire Chief — This agenda item is more in line with the Fire Department in comparisons because of the inversions. Chief Westerman explained his department does not have assistant chiefs, which means the deputy and the chief have more work to do. One of the problems with pay inversions is 21 of the Kauai firefighters make a higher wage salary than the chief; 32 make a higher wage salary at the end of the Salary Commission Open Session September 15, 2014 Page 4 SUBJECT DISCUSSION ACTION year than the deputy chief. This inversion affects all members of the department as well as the Fire Commission when it comes time to find a replacement for the chief. This kind of inversion in salaries makes it extremely difficult to get members of the Fire Department to want to be chief along with all the responsibilities of that position, but do it for $30,000 to $40,000 less than what they are making. Every profession has its costs to achieve a higher position, but it is with the hope that as one moves along in their career they will recoup some of those costs. Salary inversion should not be an administrative decision; it should be the Salary Commission's decision, and to understand what it takes to be at the top of our profession. The challenge is to find a way to create a succession plan so that the next chief can come from within our own ranks, but without the salary why would they want to step up. Asked to explain the salary of a captain as opposed to the deputy, Chief Westerman said the senior captain in the Fire Department will make $ 147,000 to include guaranteed overtime for holidays and rank-for-rank. Because of the fluctuation in how a firefighter' s pay is calculated what figure would the Commission us to determine what is fair and 10% above the highest salary. Police do not have as many pay variables as Fire so their salary inversion might be more stable. Recess The meeting was recessed at 11 :45 a.m. and called back to order at 11 :55 a.m. Salary Commission Open Session September 15, 2014 Page 5 SUBJECT DISCUSSION ACTION 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 Mr. Finlay moved to receive the communication. Mr. King seconded the motion. Motion carried 7:0 John Low, Chair, Civil Service Commission — The process of transitioning from the Department of Personnel Services to the Department of Human Resources, based on the findings of the Human Resources Taskforce two years ago, has been going on for some time. The recommendations were approved by the Mayor and the County Council, and the Civil Service Commission was charged with implementing the recommendations in the report. While the Commission agrees with the recommendations, the two greatest factors for success for bringing the department into full compliance is to become fully automated, which they still are not and has been a challenge. Secondly the Commission needs to provide the department with a strong director, who has strong leadership qualities and excellent communication skills because as a full Human Resources Department they will have to help out every County department on a daily basis as well as each and every employee. The Department has taken over the County's payroll, worker's comp, and several other functions that were being done within the individual departments. The Commission is asking that the salary cap be raised for the director's position, and while not saying we want to hire a new director at the top step a salary is needed that will bring in viable candidates. Asked if there was a reduction in the number of employees in other departments, Mr. Low said people were reassigned, it Salary Commission Open Session September 15, 2014 Page 6 SUBJECT DISCUSSION ACTION eliminated duplication of work, and freed staff up to do other tasks. Mr. Takatsuki further explained the move of personnel from their departments into the HR department. Mr. Low said the bottom line is the department went from 8 to 18 employees; there were no new positions created. Mr. Low further pointed out that it was an expanded department, and while not a huge department its responsibilities are huge. Asked if the Commission had a recommendation, Mr. Low said they did not have a dollar figure, but looking of the comparisons of other islands Maui's director is almost $ 114,000. Questioned whether there are two tiers within the salary structure, Ms. Morikami referred to the Resolution dated March 1 , 2012, in which the maximum for certain department heads is $ 107,335 with the next level at $ 103 ,041 ; those are the two levels that were referred to. Asked how many employees HR takes care of, Mr. Takatsuki said they service 1 ,200 to 1,300 County employees. Mr. King questioned the allocation of functions by County shown in the TaskForce report in which Kauai performed the fewest functions with Hawaii doing the most, yet it appears that Hawai`i' s HR position is compensated the least of any of the islands. Mr. Low pointed out that the TaskForce report reflects what was going on at that time; we are continuing to increase the services that the department provides such as all the training, except the specialized training that needs to be done in certain areas. Mr. Takatsuki said all functions would now be checked except the Disability Act, Business SC 2014-04 Information a� thering, 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 Cogn1y D artment Data and Resident Pojgulation FY 2013-2014 Salary Commission Open Session September 15, 2014 Page 7 SUBJECT DISCUSSION ACTION b. Inversion chart of DepartmentlDeputy Department Heads versus highest Civil Service employee C, Resolution 20124 ; Resolution 2012-2; Resolution 2012-3 ; Resolution 2013 - 1 ; Resolution 2013-2 Robert Smith, Audience Member — (Testimony on file) Following a brief background of himself, Mr. Smith felt there was a serious inequity in the compensation for key employees in the County. Testimony compared the Chief Engineer of Public Works position with that of Tehama County in California in which the salary for that position is $ 125,156 with no cap. Mr. Smith said it is disconcerting that civil service people earn more than the chief engineer, and offered suggestions on how to correct the inequity. Mr. Smith offered to find out what Tehama County's annual operating budget is, and provide the information to the Commission. Roy Morita, Vice-Chair, Civil Service Commission — The Commission's memo, regarding the Director of Personnel Services, was not specific to a dollar amount, but would like the Salary Commission to consider elevating it to the higher salary such as Parks and Recreation based on the amount of responsibilities added to the position. Mr. Finlay recapped that the request is that the Director of Human Resources should be on par with the position similar to the Director of Parks and Recreation to which Mr. Morita responded that was correct. Chair Machado noted the Commission would not be taking any formal action on this agenda item today. Mr. Finlay said of the 3 issues brought forward today the easiest was the Director of Personnel, and when action is taken it would be very easy to equate that position to the same salary as the Director of Parks and Recreation. Salary Commission Open Session September 15, 2014 Page 8 SUBJECT DISCUSSION ACTION The bigger challenge is how to address the other issues. With the inversion issues it was thought that was resolved last year, but it appears we still have those problems. A suggestion would be to adjust some of the salaries similar to Maui. Mr. King reminded the Commissioners that they were only setting a maximum range, and it would be the Police Commission or the Fire Commission that sets the salary to which Mr. Finlay said it would be up to them to work within their budget. Ms. Matsumoto noted there is a need to compensate people fairly, and to establish a system for that because there is a discrepancy. Mr. Finlay said even if they did raise to Maui ' s levels there would still be inversions; it is not a complete solution, but it does close some gaps. Ms. Shimamoto asked for clarification that the last time the department heads received a raise was 2008, except for the Prosecuting Attorney in 2009, and Fire and Police in 2012 to which the response was yes. BUs (Bargaining Units) 1 , 21 35 49 11 , 12, and 13 recently all received increases; prior to that was 2008 or 2009. Ms. Kunioka-Volt suggested 2008 thinking that furloughs began in 2009. Mr. King said the reason the department heads did not get an increase for the last few cycles was at the request of the Administration. Mr. Finlay said in 2007 significant raises were proposed, which never happened, and now they are in arrears to make salary adjustments. Mr. Finlay said using Maui as a baseline with a few tweaks might be a way to put a brand new Resolution forward that would clean up most of the disparities. Ms. Nishihira suggested they look at all of the positions this Commission takes care of and set caps, and not do it piece by piece, which makes it confusing. Ms. Kuniokallolz thought it would be interesting to see if the inversion is occurring at the same percentage rate on the other islands. The question posed was if the Commission was going to take any action or Salary Commission Open Session September 15, 2014 Page 9 SUBJECT DISCUSSION ACTION just make recommendations for the Staff to work on something to present back to the Commission. Mr. King asked if they wanted to setup a sub- committee to which Mr. Finlay volunteered to be on the sub-committee. Staff advised the Commission on the Sunshine Laws governing PIGS (Permitted Interaction Group), which requires a Resolution be adopted laying out the scope and responsibilities. The PIG would present its report to the full Commission at a duly noticed meeting; discussion and further action would take place at a subsequent duly noticed meeting. Mr. Finlay said Resolution 20124 is the history of salaries on Kaua'i, and in 2007 the salaries were so low that something had to be done so stepped raises were proposed for a three year period. Mr. King added that it was also to correct inversions in the system. Mr. Finlay proposed using the Maui salaries less 5% because we are a smaller county, and exceptions to the rule can be made one-by-one. There will still be some inversions, but it will be a lot more competitive salary rate than the County currently has. Mr. Finlay thought the Big Island, like Kauai, was way behind, and that Oahu is not comparable, which is why he suggested using the Maui rates. Asked why not adopt the salaries reflected on the Resolution, Mr. Finlay thought they were already obsolete. Ms. Nishihira said the salaries on the Resolution were in-between Maui and the existing Kauai rates except for Fire and Police. Mr. Finlay noted they could do a step Resolution using the 2013 figures for next year, and the Maui version for the year after that. Asked why the Deputy County Attorney reflects "up to" while all other positions have a figure, and should they also be noted "up to" to which Ms. Morikami noted the language in the Resolution states they are maximum salaries. When this was done in 2007 that was not the case so the "up to" language will be removed when the Commission does the new Resolution. Mr. Finlay said a new 2014-01 Resolution is needed that starts everything new, and it could just be they adopt the salaries promised seven years ago or Salary Commission Open Session September 15, 2014 Page 10 SUBJECT DISCUSSION ACTION use Maui salaries less 5%. Mr. King said both ideas sounded good, but he would like to see them on paper. It was determined that following this discussion a PIG was not necessary, and perhaps Staff could put together something for the Commission to review. A suggestion was to have Finance do a projection of what this situation will put the County finances in. Because these are salary caps it does not mean the County administrators have to give anyone a raise; that is their decision to make and this only makes it so they can do their job. A reminder was given that this is simply a Resolution that will be proposed to the County Council, and they will act on it or not. Ms. Morikami pointed out that when this Resolution was done in 2007 the County was so far behind everyone else, which is why they received the max. In speaking to Administration they will be doing evaluations on each position, each person, and the caps will not be automatic. Mr. King said the one salary that would be a set max would be the Mayor to which Ms. Morikami said yes. Ms. Morikami pointed out that the Charter does say that the Mayor can take a lower salary if he so chooses. Staff to provide a comparison using the 7/1 /13 wage cap with adjustments made to Police, Fire and Personnel as discussed, and to include the Maui rates. Along with that Staff to provide a draft of the new Resolution 2014-01 , which also reflects uniform, cell phone, and other incidentals. Ms. Morikami requested the Attorney' s Office help to draft the Resolution, which has to incorporate the previous 5 Resolutions. Ms. Nishihira asked for an exhibit showing the current salaries and the percentage increase. Ms. Morikami suggested that the Resolution not have any salaries but attach a separate page that the Commission can incorporate into that last column. Mr. King moved to defer SC 2014-04. Mr. Finlay seconded the motion. Motion carried 7 :0 Next Meeting Monday, November 10, 2014, 10:30 a.m. ; Meeting Room 2 A/B Adjournment Chair Machado adjourned the meeting at 1 :21 m. Salary Commission a Open Session .. ; September 15, 2014 Page 11 . It Submitted by: Reviewed and Approved by: Barbara Davis, Support Clerk Michael Machado, Chair O Approved as circulated. 2 ( Approved with amendments. See minutes of meeting. It It It It Its tt� - I ( � I '.h n .. IF :. t SALARY COMMISSION COUNTY OF KAUAI Re'5jolAUt " I Ott No. 2014-1 RESOLUTION RELATING TO THE SALARIES OF CERTAIN OFFICERS AND EMPLOYEES OF THE COUNTY OF KAUAI WHEREAS, pursuant to Section 29.01 of the Kauai County Charter, the Salary Commission establishes the maximum salaries of all elected and appointed officers as defined in Section 23 .01 D of the Charter, BE IT RESOLVED by the Salary Commission of the County of Kauai, State of Hawaii, that the salaries of certain officers of the County of Kauai be established as follows: Article I. Salaries of Certain Officers and Employees SECTION 1 . Effective as of July 1 , 2015, the maximum salaries, payable semi-monthly, of certain officers and employees shall be as follows: Maximum Position Annual Salary Mayor Managing Director County Engineer Deputy County Engineer Director of Finance Deputy Director of Finance County Attorney First Deputy County Attorney Deputy County Attorney Prosecuting Attorney First Deputy Prosecuting Attorney Deputy Prosecuting Attorney Director of Personnel Chief of Police Deputy Chief of Police Planning Director Deputy Planning Director Manager and Chief Engineer, Department of Water Reso /lot 0 Deputy Manager-Engineer, Department of Water Fire Chief Deputy Fire Chief Director of Economic Development Director of Liquor Control Director of Parks & Recreation Deputy Director of Parks & Recreation Director of Housing Boards and Commissions Administrator County Clerk Deputy County Clerk County Auditor Section 2. Maximum Salaries. Section 1 sets forth the maximum salaries payable to the listed officers and employees. 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 in this Resolution. Elected officers may voluntarily accept a salary lower than the maximum salary established by this Resolution for their position or may voluntarily forego accepting a salary. Section 3 . Requirements for Salary Increase. A salary increase, up to the amount set forth in Section 1 for the position, is contingent upon the Director of Personnel' s receipt of the following: A. A memo from the officer' s or employee' s appointing authority at least thirty (30) days prior to the increase certifying that the appointee's performance has been evaluated pursuant to procedures established by the Director of Personnel; B. A copy of the officer' s or employee' s completed performance evaluation evidencing that the appointee has met or exceeded job requirements for the evaluation period; and C. The appointing authority' s determination of the salary increase, if any, authorized by the appointing authority to be paid to the officer or employee. Provided however, the County Attorney' s performance shall be conducted through an equally weighted evaluation that shall be jointly administered by the mayor and council chairperson in accordance with paragraphs (A), (B) and (C) above. Upon request, 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 indicating whether or not they have satisfactorily met the performance evaluation criteria and the authorized salary increase, if any. Section 4. Performance Evaluations. The Director of Personnel shall prepare, for approval by the Mayor, written performance evaluation procedures and methodologies and coordinate the performance evaluation 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. Article II. Salaries of the County Councilmembers Section 1 . Effective at twelve o'clock meridian on December 1 , 2009, the annual salaries, payable semi-monthly, of the Kauai County Council shall be as follows. Council Chair $63 ,879 Councilmember $565781 Section 2. Effective at twelve o'clock meridian on December 1 , 2016, the annual salaries, payable semi-monthly, of the Kauai County Council shall be as follows: Council Chair Councilmember Article III. Car/Cell Phone Allowance for the Mayor and Councilmembers. Section 1 . Mayor. In addition to the Mayor's salary, the Mayor shall be paid an annual amount of $6,000 for a car/cell allowance in lieu of mileage and cell phone reimbursement for use of the Mayor's personal car and cell phone for official county business. Section 2. Councilmembers. In addition to each Councilmember' s salary, each Councilmember shall be paid an annual amount of $6,000 for a car/cell allowance in lieu of mileage and cell phone reimbursement for use of the Councilmember' s personal car and cell phone for official county business. Article IV. Allowances for Chief of Police and Deputy Chief of Police. In addition to their respective salaries, the Chief of Police and Deputy Chief of Police shall each be paid the following allowances: 1 . A uniform and gun allowance in the amount provided in the SHOPO collective bargaining agreement for police officers; 2. A standard of conduct allowance in the amount provided in the SHOPO collective bargaining agreement for the most senior police officers; 3 . A subsidized vehicle allowance in the amount provided in the SHOPO collective bargaining agreement for the most senior police officers. This allowance is not available if the officer uses a county vehicle. Article V. Allowances for Fire Chief and Deputy Fire Chief. In addition to their respective salaries, the Fire Chief and Deputy Fire Chief shall each be paid a uniform allowance in the amount provided in the HFFA collective bargaining agreement for fire fighters. Article VI.. Severability. If any portion or portions of this Resolution are 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 persons or circumstance is held invalid by a court of law, the application of this resolution and its provisions to other persons or circumstances shall not be affected thereby. Article VII. Transmittal of Salary Resolution. 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 Commission at its meeting on . 20140 Michael Machado, Chair Randy Finlay, Vice Chair Charles King Sheri Kunioka-Volt Camilla Matsumoto Lenie Nishihira Jo Ann Shimamoto Ins / Kauai 12/01/08 Maui Notes Mayor 114,490 135,695 122,504 Managing Director 110, 197 126,385 117,911 County Engineer 107,335 124,315 114,848 Deputy County Engineer 98, 748 111,884 105,660 Director of Finance 107,335 117,070 114,848 Deputy Director of Finance 98,748 105,363 105,660 County Attorney 107,335 127,059 114,848 1st Deputy County Attorney 98, 748 114,353 105,660 Deputy County Attorney 94,454 53,352 - 104,772 101,066 Prosecuting Attorney 12/01/09 114,848 127,059 114,848 1st Deputy Prosecuting Attorney 12/01/09 105,660 114,353 105,660 Deputy Prosecuting Attorney 12/01/09 101,066 53,352 - 104,772 101,066 Chief of Police 114,490 135,000 114,848 Deputy Chief of Police 105,660 128, 250 105,660 Planning Director 107,335 116,725 114,848 Deputy Planning Director 98,748 105,053 105,660 Director of Human Resources 103,041 113,850 110, 254 Manager & Chief Engineer - DOW 107,335 121,325 1141848 Deputy Manager & Chief Engineer - DOW 98,748 108,293 105,660 Fire Chief 114,490 135,000 114,848 Deputy Fire Chief 105,660 128,250 105,660 Director of Economic Development 103,041 NA 110,254 Page 1 of 2 rn� i Kauai 12/01/08 Maui 0710" Notes Director of Liquor Control 103,041 118, 243 110, 254 Director of Parks & Recreation 107,335 114,770 114,848 Deputy Director of Parks & Recreation 98, 748 103,293 105,660 Director of Housing 103,041 114,080 110,254 Boards & Commission Administrator 103,041 NA 110,254 County Clerk 12/01/09 114,848 93,400 * 114,848 Deputy County Clerk 12/01/09 105,660 No Data 105,660 County Auditor 12/01/09 1140848 117,000 114,848 Council Chair 12/01/09 63,879 82,225 63,879 Council Member 12/01/09 56,781 76,475 56,781 * Salary for Maui County Clerk set by County Council via resolution not Salary Commission . Page 2 of 2