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HomeMy WebLinkAbout2015_1118_Notice_AgendaCharles King Chair Sheri Kunioka -Volz Vice Chair Members: Robert Crowell Michael Machado Camilla Matsumoto Lenie Nishihira Jo Ann Shimamoto COUNTY OF KAUAI SALARY COMMISSION NOTICE OF MEETING AND AGENDA Wednesday, November 18, 2015 9:00 a.m. or shortly thereafter Mo'ikeha Building, Meeting Room 2 A/B 4444 Rice Street, Lihu`e, HI 96766 APPROVAL OF MINUTES Open Session Minutes of October 5, 2015 BUSINESS SC 2015 -02 Information gathering, review, discussion and possible decision - making with regard to establishing the maximum cap for salaries for the fiscal year 2016/2017 for Councilmembers and all officers and employees included in Section 3 -2.1 of the Kauai County Code (On- going) a. Communication received 11/4/15 from Michael Dahilig, Director of Planning, supporting the Salary Commission's efforts for Potential Salary Increases for Appointed Executives to assist the County in recruiting and retaining quality leadership b. Memorandum dated 10/25/15 from Janine Rapozo, Director of Human Resources, outlining the shift in staffing levels from a Personnel Department to a Department of Human Resources c. Salary summary by position from Chair King, 10/23/15, and 2015 Recommendations /Justification d. Salary summary indicating 4 tier level from Administrator Furfaro e. Review of Draft Resolution 2014 -1 rejected by the County Council on January 7, 2015 f. 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 ANNOUNCEMENTS Next Meeting: To Be Determined An Equal Opportunity Employer I_� "Inil 7�i► 1 �1►`il V 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 §92 -4 and shall be limited to those items described n HRS §92 -5(a) cc: Matthew Bracken, Deputy County Attorney 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 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) 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. Salary Commission — November 18, 2015 2 1 P a c Minutes of Meeting OPEN SESSION Board /Committee: SALARY COMMISSION Meeting Date October 5, 2015 Location Mo'ikeha Building, Meeting Room 2A/213 Start of Meeting: 10:30 a.m. End of Meeting: 12:07 p.m. Present Chair Charles King; Vice Chair Sheri Kunioka -Volz. Members: Robert Crowell; Cammie Matsumoto; Lenie Nishihira (10:34 a.m.); Jo Ann Shimamoto Staff: Deputy County Attorney Matt Bracken; Boards & Commissions Office Staff: Support Clerk Barbara Davis, Administrator Jay Furfaro. Also: John Low, Vice -Chair Civil Service Commission; Fire Chief Robert Westerman Excused Member Michael Machado Absent p r h ., .i k i .t ,Y ,, ,Y ,,a ,. t Y , -u., r. , . ,:. ♦ .,.r. J 1 J, SUBJECT DISCUSSION ACTION Call To Order Chair King called the meeting to order at 10:30 a.m. with 5 members present Approval of Open Session Minutes of September 14, 2015 Ms. Matsumoto moved to approve the minutes Minutes as circulated. Mr. Crowell seconded the motion. Motion carried 5:0 Business SC 2015 -02 Information ag thering, review, discussion and possible decision - making with regard to establishing the maximum cap for salaries for the fiscal year 2016/2017 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, revised 9/15/15 b. Memorandum dated 9/22/15 from the Civil Service Commission requesting consideration of changing the tier level for the Director of Human Resources c. Review of Draft Resolution 2014 -1 rejected by the County Council on January 7, 2015 L4 d. Resolution 2012 -1; Resolution 2012 -2; Resolution 2012 -3; Resolution 2013 -1; Resolution 2013 -2 as relates to the salaries of County officers and employ Salary Commission Open Session October 5, 2015 Page 2 SUBJECT DISCUSSION ACTION Chair King noted that a letter was received from the Civil Service Commission and John Low was present to speak about the request. Mr. Low introduced himself and addressed the Civil Service Commission's request for a tier change for the Director of Human Resources to the level of other top directors in the County. Mr. Low also wanted them to know that the Civil Service Commission was unanimous in making the request because of its importance. A comparison of the functions previously handled by the then Department of Personnel Services to what is now the Department of Human Resources was distributed to the Salary Commission. It clearly shows that while the Department of Human Resources may not be among the largest in terms of the number of employees it certainly has one of the largest areas of responsibility that affects not only every County Department, but also every one of the County employees. For this reason, the Civil Service Commission feels this level change is warranted. Mr. Low thanked the Salary Commission for the opportunity to speak to them, and noted he would be happy to answer any questions. Chair King asked how the amalgamation had gone so far to which Mr. Low replied it has gone very well although not without problems. Some of that has to do with the HRIS (Human Resource Information System) that the County has not had the funds to change, so they are doing the best they can with what they have. They are working on a payroll change in terms of time reporting that will be automated, and snake it a lot cleaner with less errors in the reporting of employee time. Without a doubt, bringing all the personnel files into one department has made it a lot cleaner system. The time and reporting to the County Council has been shortened, and the reports are more accurate. Overall we are going down the right road. Chair King agreed it was certainly more responsibility. Ms. Kunioka -Volz Salary Commission Open Session October 5, 2015 am SUBJECT DISCUSSION ACTION asked who was doing all those functions previously; Mr. Low responded that each department was handling their own, and that was part of the problem. It is now under one umbrella and centralized in HR, which makes it more error free and consistent. Ms. Shimamoto asked about the number of employees in HR; Staff indicated it is currently somewhere around 18 employees. Ms. Kunioka -Volz asked if the positions that were in the departments were absorbed by HR; Mr. Low said some were brought into HR and others had their duties reassigned. Mr. Crowell said after reviewing some of the past things, if the Commission is in agreement with the tier change, should they put this in as a separate resolution instead of tying it to a salary increase. When the last salary increase went to Council this particular position was tied into that, and everything was rejected at that point. Some of the Commissioners noted that was a good point. Chair King noted last month they looked at a comparison of salaries (blue chart) and the updated comparison (green chart) was updated by Mr. Furfaro and included in the packet. Chair King said he is used to getting management's recommendations, and noted that Mr. Furfaro did speak with the Administration. Mr. Furfaro said that the green chart expands some of the positions that were not originally in Mr. King's blue spreadsheet, but the format is exactly the same. Mr. King had also reflected the work information from the Bureau of Labor Statistics from 2010 through 2014, which added up to an 11.2% increase in the Consumer Price Index, and it was recommended that some of the cumulative impacts were about 11.7 %. Thus the 11.7 %, as requested by Mr. King, was inputted into the green spreadsheet, and some of the positions that were covered by the Salary Commission, but not Salary Commission Open Session October 5, 2015 SUBJECT DISCUSSION ACTION previously shown on the blue spreadsheet, were added. The last column on the green sheet is a reflection of the 11.2 %, and if there was a variation from the 11.2% it shows up in the last column. Subsequently Chair King had said he wanted to get some feedback from the Administration. Ms. Shimamoto referred to the listing for the Mayor noting at 11.2% the increase was $12,823, but the base proposed increase shows $17,510 and questioned the difference. Mr. Furfaro said in the white section is the salary of the lowest paid Mayor within the 4 counties with the thinking that the Kauai County Mayor should be equal to the other scopes of those Mayors. That increase is 15.3 %, which would take it to $132,000 and equal to the Mayor of the Big Island. Also, the County Attorney's Office did not have an increase two years ago, but the Prosecutor's Office did, so to bring the Attorneys as a group up to the guideline of the 11.2% the Prosecutor's Office reflects only a 3.9% increase. That places all attorneys in the same tier. Chair King asked if corporate attorneys and litigators are norinally at the same tier. Attorney Bracken said generally civil attorneys are paid more than criminal attorneys, so as it is now it is sort of an inversion. Attorney Bracken also said the question had come up about the definition of compensation; in the County Charter the word salary and compensation are used interchangeably to define each other. The legal definition of compensation is basically salary. According to Hawaii case law compensation is confusing in that it includes benefits, but under case law it doesn't include allowances. That does not directly impact us; that is defining compensation in different circumstances as it deals with retirement and ERS, but not necessarily defining compensation for this Commission. The reason it separated the two is it saw allowances as a reimbursement and benefits as additional salary. Hawaii case law separates the two, but IRS does not separate the two. It looks at wages and salaries and fringe benefits. What we see as allowances is considered fringe benefits according to the Salary Commission Open Session October 5, 2015 SUBJECT DISCUSSION ACTION IRS. Under the County Charter salary and compensation are not directly defined. In the past it has included allowances and the Attorney felt the Commission could continue doing so under their authority. Attorney Bracken suggested it might be worthwhile to use the same definition of fringe benefits, which is in line with the IRS. Mr. Furfaro distributed information listing the Key Result Areas which focuses on Retention, Continuity, and the Consumer Price Index as it relates to Honolulu. Also included in the handout was the definition on salary and compensation as discussed by Attorney Bracken. The third sheet is the worksheet covering what benefits are included for which individuals, and the last sheet covers what Mr. King referred to as getting feedback from the Administration. Chair King noted that the third sheet included the current tiers of the directors. Mr. Furfaro said the fourth page ties into the two worksheets — the green which was received in the mail and the purple which reflects comments Mr. King sought out from the Administration along with a summary sheet showing four tiers. The highlighted positions moved or are different from previous worksheets, and the positions noted with a caret mark are items that have had some discussion about what tier they should be in. Chair King noted on the last sheet there was no recommendation to move HR up to Tier II. Mr. Furfaro said that is the task of the Salary Commission. Chair King said it appears the recommendation was a compression from five tiers to four tiers to which Mr. Furfaro said yes. Chair King said there has been lots of discussion around Police and Fire and he is curious why the deputies would be moved to Tier III. Mr. Furfaro said the Fire Chief and the Police Chief move into a category higher than even the Managing Director. Part of that is what the total impact would be in the Salary Commission Open Session October 5, 2015 Page 6 SUBJECT DISCUSSION ACTION way of salaries, summarized on the green sheet that was mailed out, which shows the total impact of around $304,000. With bumping the Police and Fire Chief up, the new totals on the purple sheet come out about $357,000 or a change of about $56,000 additional. The total benefit impact, PT & EB, is calculated at 44.9 %. There are some items in the Notes that strategically will become influential when it is the time to write the narrative. For example, on Maui when you compare the engineer, the head of Public Works, the reality is their engineer does not take care of solid waste and /or waste water; they have a separate department that deals with that called Enviromnental Services. One of the differences with the Council positions is the island of Maui is done by districts, and those councilmembers have the higher salary, but they have to run at -large in which they have to campaign in the whole County. The Big Island is pure district and they only campaign in that district, so it would impact the salary earning. Asked if there is something our Mayor does that is unique for Kauai, Mr. Furfaro said some of the differences is our Mayor is the ex- officio on five major commissions and although he does not have a vote he does have influence on Planning, Fire, Police, Liquor and one other Commission. Chair King noted the salaries for the other islands were increased two years ago, so we are playing catch -up. Mr. Furfaro pointed out that it has been more than a five year period (since there was a salary increase) and there are department heads who have been with the County that long, so it comes under the category of being able to retain qualified people that are today earning 82% of what they earned five years ago. Asked about the license requirements for the engineer, Mr. Furfaro said the chief engineer is required to be licensed, but also thinks his deputy requires some type of licensing. The Water Department also requires licensure. Mr. Salary Commission Open Session October 5, 2015 Page 7 SUBJECT DISCUSSION ACTION Furfaro will report back on required licenses at the next meeting. Looking at the Council Chairperson's proposed salary, 11.2% would increase the salary by $7,056, but the new proposed salary at $71,033 is actually 12.8% with the feedback from the Administration. Mr. Furfaro said the Commission's recommendations are reflected in the colored section, and in the white is the feedback and what those percentages might be, which can be used for comparison. Further explanation was provided on campaigning by district and at -large along with the scope of work, which frames some of the differences in the salaries. Asked if at the time the Resolution is before the County Council would it be helpful to have experts be able to explain this information to the County Councilmembers. Mr. Furfaro said whatever this Commission agrees on with a salary, and knowing what has happened in the past, they need to be prepared to lobby. They need to be prepared to show some key talking points that snake up the differences and their rationale for the HR Department. All of that needs to be put into some type of narrative presentation that the Council will buy into. Ms. Matsumoto asked again if it would be helpful to have experts report this information at Council to which Mr. Furfaro thought it would be very important for the Commission to do. Chair King said he was trying to think of an expert that would have all of that information, and the most expert person he remembered giving testimony was Tom from HR who put together what the current information is based on. Noting that Tom has retired, Mr. Furfaro stated that Janine (Rapozo) is a good resource for this, and should be able to participate and go through executive job descriptions and provide feedback on what the variances are. Mr. Furfaro said he would consider her an expert. Ms. Matsumoto thought just having Tom present, if he is willing, would be helpful, and for Council to know what his role was in preparing the information. Mr. Furfaro pointed out some of the variances such as with the Salary Commission Open Session October 5, 2015 SUBJECT DISCUSSION ACTION Fire Department. For an island of our size, which includes residents and visitors, for public safety and response and to reduce our insurance premiums we have to maintain 8 fire houses. This takes a lot of energy making sure the standards are met in every station, equipment, and capital improvements, etc. The Waianae coast has 140,000 people and are covered by 2 stations. Ms. Matsumoto said it is important to stress how much our people serve to keep Kauai unique and the extra work they do to maintain that. Ms. Matsumoto continued by saying comparing is a good thing, but also remembering what they do to serve the island is another thing. Chair King said in most cases they are simply talking about getting people back up to status quo; it is whether they want to go beyond that. Chair King noted his appreciation for Mr. Furfaro putting in the budgetary impacts to the spreadsheet. Ms. Nishihira asked if they had to show the fixed allowance column to which Chair King did not think they needed to. The figures from the other counties do not reflect allowances, and Mr. Furfaro was in agreement that they should just deal with the salary. Ms. Nishihira stated they went to the Council meeting last year and things are very black/white, and when things are inconsistent it causes raising of the eyebrows. Ms. Nishihira thought it could get more complicated than the Commission wants it to because the Council just denied the whole thing last year. Mr. Furfaro said it was a split vote as well; nobody makes a bad decision because they have too much information. Give them the information that justifies retention, continuity, and that we are lagging behind what the cost of living is to retain these people. Ms. Kunioka -Volz said the Commission actually had the votes last year, but there was a change in a vote which gave the denial. Ms. Nishihira said if we are going to bring them up 11.2% or at the minimum of another island, someone may get caught up in that. Chair King did some quick math on the premium from Councilmember to Council Chair and it is 10.5% for Kauai with Maui at 7.5 %, and both Salary Commission Open Session October 5, 2015 Page 9 SUBJECT DISCUSSION ACTION Hawaii and the City and County of Honolulu are 11.5% and 11.7 %. Chair King suggested they look at the tier compression first and then the salaries. Looking at Tier V it is comprised of Boards and Commissions, Transportation, Deputy County Attorneys and the Deputy Prosecuting Attorneys. Tier IV had 3 positions and we are looking at expanding that tier by moving Boards and Commissions, Transportations, Deputy County Attorneys, Deputy Prosecuting Attorneys, Director of Economic Development and the Housing Director into that tier. It was agreed that the comparison would be easier to look at if they were in the same format. Mr. Furfaro pointed out that the purple worksheet reflects the new tier alignment and is an increase of $56,000 with the changes in the tier levels. A question arose on the placement of deputies versus directors in the tier level to which Mr. Furfaro said the directors in Tier IV, up until 2006, were part of a joint department called the Office of Community Assistance (Transportation, Housing, Elderly Affairs, Parks and Rec), and there was a director of that office with the Housing Director a sub - department. In 2006 the Office of Community Assistance was taken apart and they became individual directors. Chair King pointed out two of those directors were moving from Tier V to Tier IV with the Director of Economic Development moving from Tier III to Tier IV. Mr. Furfaro said in the other counties the Director of Liquor does not come under the Salary Commission because the Liquor Department is referred to as a profit center and not a cost center. Chair King questioned moving the Director of Economic Development to a lower tier, and suggested keeping that position at the higher tier even if it is not paid the higher rate. Ms. Shimamoto asked if the two worksheets reflecting the various tiers could be put in the same format to which Mr. Furfaro clarified that the request was to show where the position is today and where the recommendation takes theirs. Chair King said they could then talk about it Salary Commission Open Session October 5, 2015 Page 10 SUBJECT DISCUSSION ACTION at the next meeting and whether to move the Director of Human Resources up to Tier 11. Chair King then asked for thoughts on the salary recommendations, and said it was no question to him that they should be going to at least 11.2% if not 11.7 %, which was the accumulative number. Mr. Furfaro stated for the record he was only presenting reflections as a resource person to which Chair King added as requested. Chief Robert Westerman thanked the Commission for all the energy and good thought put into their work even though sometimes there are roadblocks. The tier group is new to him but is a good way to go, even though it is hard to separate people saying one job is more important than another. Clearly the Tier I group has a higher level of responsibility than the Tier II and each tier from the other. The Chief said one of the things the 11.7% does is it actually gives him the opportunity to get over some imentoring challenges that he has. Both the Fire and Police deputies stepped down due to income disparities, which are significant to the tune of almost $45,000. They don't want to say it is all about the salary why people take the job because it is not all about the salary. The reality is the chiefs and the department heads work overtime every day and the salary does not compensate for that. It does create a significant challenge when the pay disparity is so much because they not only want to step down, but they don't want to step up. If the disparity is kept lower it gives more opportunity and creates the challenge for those who might think they are out of the running to be the chief or the deputy chief, and they can take on the challenge younger in their career, not at the end of their career. The Chief said when he took the job the challenge he had was to raise the Chief from the inside of the department, and he is struggling now with how to raise someone from within the department to replace him. The biggest challenge is in the pay disparity. Asked what additional training is needed to become a deputy from a battalion chief position, Chief Westerman said one example is the Salary Commission Open Session October 5, 2015 Page 11 SUBJECT DISCUSSION ACTION National Fire Academy's Executive Fire Officer Program. Chair King thanked Chief Westerman for coining noting he has always appreciated the words the Chief has for this body. The Commission was in agreement that there was minimal incentive to move someone up to Fire Chief from within the ranks. Chair King proposed writing something up based on today's information and get the tier paper put together for further review. The Chair thought they were close on the 11.2% and understands the logic in moving the Mayor's pay up, but he is not sure how that would fit politically. It was noted that the purple worksheet was the more current of the two, but the Commission had not yet agreed on the proposed salaries as they were still in discussion mode. Chair King asked what the Commission thought about moving HR up to the higher tier, and questioned whether that was the Commission's decision since they only deal with pay, or does it need to go to the Council for approval. While it was part of the last package that got shot down does raising someone's tier have to go to the Council. Attorney Bracken asked if they were establishing tiers just for the salary range, but thought the Commission's movement within the tiers were within this body's control. Chair King stated they were changing the tiers to which Attorney Bracken thought it was still fine because they were changing the tiers for salary purposes, and they were more than entitled to do that. Chair King said then they were not talking about two Resolutions. Attorney Bracken said they could do two Resolutions, but they did not have to. Ms. Nishihira said the last Resolution was all combined and afterward thought at miniinum they should have proposed another Resolution to bump up the Director of Human Resources because that was a definite change in the scope of responsibility. Ms. Kunioka -Volz thought it interesting that it was not a recommendation from the Administration. Ms. Nishihira suggested doing two separate Resolutions as Council could approve one but not the Salary Commission Open Session October 5, 2015 Page 12 SUBJECT DISCUSSION ACTION other; the one might be less controversial than a bump across the board. Mr. Crowell thought page 4 was incorrect as he thought the Director of Human Resources was in Tier IV right now if you go by salary; bumping it to Tier III would still be an increase. Mr. Crowell then corrected himself to say both sheets showed the position in Tier III. Chair King noted the salary levels do not reflect that but the worksheet is based on the new salary levels. Further comments were made as to why the HR position would not fall in the tier with other Directors in light of the added responsibilities and liability. Ms. Nishihira said they were also going to think about giving the Managing Director a fixed allowance, which would make everyone in Tier I consistent. Chair King said they had also talked about not messing with allowances, but have also been told the Commission is in charge of allowances. Ms. Nishihira suggested not reflecting it on the spreadsheet, but - include the allowance verbiage in the Resolution. The Commission proposed the next meeting for Wednesday, November 18, at 9:00 a.m. Staff will check meeting room availability and confine back to all members. Mr. Furfaro recapped for the next meeting they want to have an understanding of the department size for HR, going from 6 to 8 employees to its current size. They also want a more accurate number of employees that work in the County. Using the recommended 4 Tier sheet show the current salaries against the recommendation with the appropriate variance — Chair King said they want it to reflect the before and the after with leaving the HR Director in Tier III for now. Chair King stated the materials can be mailed out in the regular meeting packet. Chair King said he would draw up a Resolution for the Commission's editing. Salary Commission Open Session October 5, 2015 Page 13 SUBJECT DISCUSSION ACTION SC 2015 -03 Memo dated 8/27/15 from the Charter Review Commission requesting input from the Salary Commission on Article XXIX of the Kauai County Charter (On- going) No recommendations for changes from the Salary Commission. Announcements Next Meeting: Wednesday, November 18, 2015 at 9:00 a.m.; Moikeha Meeting room 2 A/B Adjournment Mr. Crowell moved to adjourn the meeting at 12:07 p.m. Ms. Matsumoto seconded the motion. Motion carried 6:0 Submitted by: Barbara Davis, Support Clerk O Approved as circulated. O Approved with amendments. See minutes of Reviewed and Approved by: meeting. Charles King, Chair Bernard P. Carvalho, Jr. Mayor Nadine K. Nakamura Managing Director PLANNING DEPARTMENT NO V 0 4 2015 County of Kauai, State of Hawaii J 4444 Rice Street, Suite A -473, Lihu`e, Hawaii 96766 TEL (808) 241 -4050 FAX (808) 241 -6699 Honorable Charles King Chair, Kauai Salary Commission and Members 4444 Rice Street Lihue, Hawaii 96766 RE: Potential Salary Increases for Appointed Executives Dear Mr. King, Michael A. Dahilig Director of Planning Ka`Rina S. Hull Deputy Director of Planning NOV - Q 2015 In the past, I have been hesitant to weigh in on the salary increase issue concerning appointed executives. I have done so cognizant of the difficult financial picture the County faces – and the corresponding political environment for fiscal austerity. However, this being the fifth year that department heads are left in question as to whether their salaries will be adjusted, I am obligated to speak my opinion and perspective concerning this issue before the Commission. From the County Attorney's Office, to the Housing Department, to the Fire and Police Departments, to even my own Department —which includes the recent exit of my Deputy Director to a more lucrative career in the private sector —a number of skilled department heads have left the County or returned to civil service. I've seen first -hand how these individuals had proven track records at implementing critical needs projects as well as defending the County from threats. I wholeheartedly understand that the Commission is faced with looking at the "position" not the "person" – and rightfully so. However, I have seen the consequences stemming from the lack of salary increases over the past five years leading to inversion, and the effect that has on the morale of the departments. The Mayor and his administration have had to resort to creative tactics to persuade valuable department head retention as well as recruitment, but these can only go so far. Public service is generally accepted as a sacrifice for those who choose to lead, but under the all too evident and growing wage disparity with the private sector —and with some civil service positions — the continued lack of any increases for the department heads not only undermines the County's ability to retain high - skilled talent, it also sends a message concerning the value the County places on recruiting and retaining the quality leadership needed to successfully meet its critical functions. Me Ke Aloha Pumehana, Michael A. Dahilig Director of Planning An Equal Opportunity Employer SC. 4=Z0 oa� cZ, Barbara Davis From: Sent: To: Cc: Subject: Attachments: Aloha Jay, Janine Rapozo Sunday, October 25, 2015 9:03 AM Jay Furfaro Barbara Davis HR Staffing Levels DHs and DPS Presentation.pptx; HR Org_Chart Revised 07012015.pdf As per your request, here is how the Department of Human Resources has changed over the last several years: 1) Slide #1 of Powerpoint shows how "DPS" was structured before converting to the Department of Human Resources (9 staff); 2) Slide #2 of Powerpoint shows how proposed Department of Human Resources was to be structured (20 staff); 3) Due to budget challenges and move of ADA /EEO Coordinator back to Mayor's office, final structure was 18 staff; 4) In July 2014, central payroll functions were moved from Finance to HR which led to the attached revised structure (HR Org Chart Revised 7/1/2015) (19 staff). Please let me know if there's anything else that you need. Thanks! Janine 1 Department of Personnel Services Acknowledged: of Personnel Current Structure 16 l�tj l l Date COUNTY OF KAUAI DEPARTMENT OF PERSONNEL SERVICES POSITION ORGANIZATION CHART (October 2011) CIVIL SERVICE COMMISSION (7 MEMBERS) OFFICE OF THE DIRECTOR Director of Personnel Services Pos. E -7 Ordinance LABOR RELATIONS & PERSONNEL MANAGEMENT Personnel Services Manager Pos. 2101. EM -5 Private Secretary Pas. E -2102, SR -20 Personnel Management Personnel Program Personnel Management Personnel Management Personnel Clerk II Personnel Clerk I Specialist V Analyst Specialist IV Specialist IV Pos. 2107, SR -13 Pos. 21111 SR -11 Pas. 2104, SR -24 Pos. 2105, SR -26 Pos. 2109, SR -22 Pos. 2110, SR -22 Department of Human Resources Proposed Table of Organization HR Specialist III (Recruitment & Exam) Pos. 2104, SR -24 HR Specialist III (Recruitment & Exam) Pos, 21100 SR -24 COUNTY OF KAUAI DEPARTMENT OF HUMAN RESOURCES POSITION ORGANIZATION CHART (July 2015) CIVIL. SERVICE COMMISSION (7 MEMBERS) OFFICE OF THE DIRECTOR DIRECTOR OF HUMAN RESOURCES POS. E -7, ORDINANCE Private Secretary Pos. E -2102, SR -20 HR Manager II HR Manager II Pos. 800, EM -03 Pos. 289, EM -03 HR Specialist III Gabor Relations & HR Specialist II HR Specialist I (Training & WC) (HRIS) Classification) Pos. 2109, SR -24 Pos. 2465, SR -22 Pos. 212, SR -20 HR Specialist II Equipment (tabor Relations & Operator Trainer Classification) Pos. 1025, SR -19 Pos. 1861, SR -22 HR Assistant (3) Personnel Central Payroll Pos. 702, SR -15 Management Accountant Pos. 2111, SR -15 Specialist II Pos. 346, SR -15 (Benefits) Pos. 203, EM -3 Pos. 2105. SR -18 Personnel Accountant III Management Pos. 210, SR -22 Specialist II (Transactions) Pos. 2107, SR -18 Payroll Specialist Pos. 290, SR -18 so 10/2012 i Proposed New % Fixed and D • .. Increase % Salary Separation Allowances Allowances $ 17,510 15.3% $ 132,000 $ 7,800 $ 139,800 $ 12,342 11.2% $ 122,539 $ - $ 122,539 n � S i:Sk {7 M....M'' NOUN O's � M, 12,022 11.2% $ 119,357 4.2% $ $ 119,357 K dam. i x ..° �v� utib ,4 , u4 ;S��s3+s:," {t 15,834 16.0% $ 114,582 $ - $ 114,582 �� - � ftm� ON 12,072 17..2% $119,357 ° 4.2/ $ 504 $ 119,861 `s' w ° � � � 15,834 16.0 °� $ 114,582 $ 504 $ 115,086 s � � . $ $ 4,509 8,922 3.9° $ 119,357 8.4% $ 114,582 4.2% 4.6% $ 504 $ 504 $ 119,861 $ 115,086 l �n $ 15,106 16.0% $ 109,560 $ 504 $ 110,064 1M $ 12,022 11.2% $ 119,357 ° 4.2% $ $ 119,357 � . A.�..n � M� '.:, �.. r`„ �r�, m�� a �.� $ 15,787 16.0% $114,582 $ $ 114,582 $ 11, 12,022 11.2/ $119,357 4.2/ $ $ 119,357 s $ 15,834 16.0% $ 114,582 $ $ 114,582 $ 12,022 11.2 % $ 119,357 $ - $ 119,357 $ 11,541 11.2% $ 114,582 $ $ 114,582 $ 6,519 6.3% $ 109,560 $ $ 109,560 $ 6,519 6.3% $ 109,560 $ $ 109,560 $ ` 6,519 6.3/0 ° $ 109,560 $ $ 109,560 $ 13,560 14.1% $ 109,560 $ $ 109,560 $ 12,022 11.2% $119,357 4.2% $ $ 119,357 NIMBI"" 15,837 16.01 114,582 114,582 E i 12,823 11.2% $127,313 11.1% $ 420 $ 127,733 8,922 8.4% $114,582 $ 420 $ 115,002 12,823 8,922 11.2% $ 127,313 8.4% $ 114,582 11.1% $ 8,704 $ 8,704 $ 136,017 $ 123,286 4,509 3.9% $ 119,357 15,834 16.0% $114,582 4,499 3.9 °fo $119,357 $ $ 21,168 �niSas.i�a..�..,,n;'se�saxx �, `, §r A:, �m a- �'A�, -a 23.9% $109,560 r�'�aty, b��o.�,. ,'. i r e�. t �t��t. �n ., Vii,. .wt,�r3'�17x fiats me`35�;4�t4 ,��1Y,r �L.s� „x��.v;�.>i au, .,, �,,, u,�r:•1�,��.. 109,560 12.5% $ 12.8% $ 71,033 77,033 10.8% 63,140 $ 354,228 $357,978 69,140 $ 159,049 $160,732 PT & EB $ 513,277 $518,710 Inclusive C k _ 1 0 3 r-'57' 4.2% $ $ 119,357 $ $ 114,582 $ $ 119,357 $ $ 109,560 12.5% $ 6,000 $ 77,033 $ 6,000 $ 69,140 44.9% County of Kauai Salary Commission 2015 Recommendations Following the example of past commissions, we view ourselves as part of a collaborative compensation system with the goal of attracting and retaining public servants of the highest quality. We recognize that our recommendations merely set maximum limits and defer to managers on the ground to determine where their direct reports should fall under those limits. Salaries for similar positions from around the State have been considered as well as economics, i.e. cost of living. Looking at data outside the state was considered, but rejected as not germane. Cost considerations precluded us from seeking outside consultants. We relied on data obtained for us by the Human Resources department and other public records. Public testimony has been welcome at all our meetings. In the recent past, due to economic concerns, the salary commission has recommended no increase or only a very few targeted increases in executive compensation. When this commission recommended a general increase in November of 2014 (2014 -1) the County Council rejected them. We understand now that, in our diligence to meet deadlines, we were asking a decision be made before all relevant budget data was available. This year we are attempting to time our submission to better suit the budget deliberation cycle of the County Council. We are recommending increases of, in most cases, 11.2 %, representing the accumulated CPI increases in Honolulu (BLS.gov) since 2010. There are certain special circumstances that should be pointed out: Mayor: Increase to level of lowest paid mayor. Prosecuting Attorney: Lower increase to bring into line with County Attorney's office. Out of line due to increase in prior year (when ?). L d a $ 343,805 PT & EB $ 154,368 44.9% Inclusive $ 498,173 SALARY COMMISSION COUNTY OF KAUA' I C510tutt"o No. 20144 • RESOLUTION RELATING TO THE SALARIES OF CERTAIN OFFICER EMPLOYEES OF THE COUNTY OF KAUAI A WHEREAS, pursuant to Section 29.01 of the Kauai CountyAkhaV, the Salary Commission establishes the maximum salaries of all elected and appoint44Loll rs as defined in Section 23.01 D of the Charter, BE IT RESOLVED by the Salary Commission of th uky o aua`i, State of Hawaii, that the maximum salaries of certain officers of the Countfof KaqPfq1e established as follows: Article L Salaries of Certain Officers and Employees %60) SECTION 1. Effective as of July 1, 2015,, of certain officers and employees s 11 s Position I%k Mayor Managing Di luz t C � County En Deputy C unt}j gineer of Finance County Attorney County Attorney ting Attorney First Deputy Prosecuting Attorney Deputy Prosecuting Attorney Director of Human Resources Chief of Police Deputy Chief of Police Planning Director Deputy Planning Director Manager and Chief Engineer, Department of Water 1 salaries, payable semi - monthly, Maximum Annual Salary $122,504 $117,911 $1141848 $105,660 $114M8 $105,660 $114,848 $105,660 $101,066 $114,848 $105,660 $101,066 $114,848 $114,848 $105,660 $114,848 $105,660 $114,848 S'C' , 0 /ff- O A °v 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 listed officers and employees. However, the respective appointing any new or existing non - elected appointee at a figure lowC position in this Resolution. Elected officers may volunta maximum salary established by this Resolution for their accepting a salary. $105,660 $114,848 $105,660 $110,254 $110,254 $114,848 $105,660 $110,254 $110,254 $114,848 $105,660 $114,84$ G payable to the set the salary of established for the i lower than the may voluntarily forego Section 3. Requirements for Salary Incre alary increase, up to the amount set forth in Section 1 for the position, is conti nth Director of Human Resources' receipt of the following: Ak A. A memo from the officer' r loyee's appointing authority at least thirty (30) days prior to the increase certif ' e appointee's performance has been evaluated pursuant to procedur s e li hed by the Director of Human Resources; B. A copy of the ce r employee's completed performance evaluation evidencing that the appoi et or exceeded job requirements for the evaluation period; and C. The a o authority's determination of the salary increase, if any, authorized by the ap*n authority to be paid to the officer or employee. Me County Attorney's performance shall be conducted through an equally in that shall be jointly administered by the mayor and council chairperson in with paragraphs (A), (B) and (C) above. Prior to February 1 of each year, the Director of Human Resources shall provide the Salary Commission with a list of the 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. K, Section 4. Performance Evaluations. The Director of Human Resources 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 Human Resources shall provide a copy of the performance evaluation procedures and methodologies, including any revisions thereto, to the Salary Commissi n. Article II. Salaries of the County Councilmembers Section 1. Effective at twelve o'clock meridian on December 1, 2009, th at' salaries, payable semi - monthly, of the Kauai County Council shall be as folloK. Council Chair Councilmember Article III. Car /Cell Phone Allowance for the Mayo: Section 1. Mayor. In addition to the Mayor amount of $6,000 for a car /cell allowance in lieu of use of the Mayor's personal car and cell phone for of Section 2. Councilmembers. In Councilmember shall be paid an annual ai mileage and cell phone reimbursemeat for phone for official county business. I an annual ement for county business, itio o e Councilmember's salary, each t o 6, for a car /cell allowance in lieu of se e Councilmember's personal car and cell Article IV. Allowances for Chie and Deputy Chief of Police. In addition to their respective salaries, the Chie is and Deputy Chief of Police shall each be paid the following allowances: KI 1. A unifor&Oilpolice llowance in the amount provided in the SHOPO collective bargaining agr#em officers; v 2. Oee of conduct allowance in the amount provided in the SHOPO collective 'ng en or the most senior police officers; ubsidized vehicle allowance in the amount provided in the SHOPO collective bargai g agreement for the most senior police officers. This allowance is not available if the officer ses 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. 3 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 e Salary Commission, Mayor, Finance Director, and Human Resources Director a final approve y of the resolution and note any amendments thereto within thirty (30) days after the effecA d of this resolution. Adopted by the Salary Commission at its meeting on November 10, 2014: (Excused) Z 1 Randy Finlay, Vice Chair Charles King Sheri Kunioka -Volz c� Camilla M Lenie Jo Ann Shimamoto El SALARY COMMISSION COUNTY OF KAUX I j► .. 1 11011 RESOLUTION AMENDING RESOLUTION NO. 2011 -1 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 re the Mayor has requested increase for the Mayor improve; and amain consistent with the supplemental agreement and the 2012 budget, that the Salary Commission take measures to insure that the proposed be deferred until such time as economic and budgetary conditions 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 i s� a0 is- 0 � 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 111108 12/1108 [0.,01411 07/01/13 Mayor $100,100 93,750 $1074000 $1141490 $122,504 [Administrative Assistant] Deputy Manager- Engineer, Managin-a Director $ 96,250 $102,988 $110,197 $117,911 County Engineer $ 91750 $100,313 $107,335 $114,848 Deputy County Engineer $ 86,250 $ 92,288 $ 98,748 $105,660 Director of Finance $ 93,750 $100,313 $107,335 $114,848 Deputy Director of Finance $ 86,250 $ 92,288 $ 98,748 $105,660 County Attorney $ 93,750 $100,313 $1071335 $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 $101,066 Chief of Police $ 935750 $100,313 $107,335 $114,848 Deputy Chief of Police $ 86,250 $ 92,288 $ 98,748 $1051660 Planning Director $ 93,750 $100,313 $107,335 $114,848 Deputy- Planning Director $ 86,250 $ 92,288 $ 98,748 $105,660 Director of Personnel $ 90,000 $ 96,300 $103,041 $110,254 Manager and Chief Engineer, Department of Water $ 93,750 $100,313 $107,335 $114,848 Deputy Manager- Engineer, Department of Water $ 86,250 $ 92,288 $ 98,748 $105,660 Fire Chief $ 93,750 $100,313 $107,335 $114,848 Deputy Fire Chief $86,250 $ 92 288 $98,748 $105,660 Director of Economic Development $ 90,000 $ 96,300 $103,041 $110,254 Director of Liquor Control $ 90,000 $ 961300 $103,041 $1104254 Director of Parks $ 93,750 $100,313 $107,335 $114,848 2 Deputy Director of Parks $ 86,250 S 92,288 $ 98,748 $105,660 Director of Housing $ 90,000 S 964300 $103,041 S1 10a254 Boards and Commissions Administrator $103,041 $110,254 (c) Administrative officer and employee [e€] 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 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 perfonnance 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 Cominission. (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 Attornevs shall be as follows: Position 711107 111108 12/1/08 12/01/09 (12 o'clock meridian) Prosecuting Attorney $ 93,750 $100,313 $1071335 $114,848 First Deputy Prosecuting Attorney $ 86,250 $ 92,288 $ 98,748 $105,660 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 $63,879 Councilmember $56.781 (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 Counter 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 $100,31 3 5107,335 $114,848 Deputy County Clerk $ 86,250 $ 92,288 $98,748 $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 I 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 11arch 12012: Crowell. 5 Trinette Kaui Michael Machado rol SALARY COMMISSION COUNTY OF I{AUX I 3RC5 0 CUti0 tt ,a,a1:: 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 $114,490 Deputy Police Chief $105,660 Fire Chief $1141490 Deputy Fire Chief $10500 2. Except as expressly amended herein, 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. Adapted by the Salary Commission at its meeting on April 23, 2012: ate Robert Crowell, air Charles ling, SALARY CONBUSSION COUNTY OF KAUAI 3AV60tutt"011 No. 2012 -3 ELUTION AMENDING RESOLUTION NO, 2012 -1 G TO THE SALARIES OF CERTAIN OFFICERS AND EMPLOYEES OF THE COUNTY OF KAUAI Salary Resolution 20124 would in all other respects 7cmain 1 • ! 1 - WHEREAS, 1he Director of Finance and Budget and Purchasmg Director submitted uWilli, • WHEREAS, the Salary Commission rew 0 es its obligation to die residents of Kaua'i to act in a fiscally manner, now therefore, :1 r' It:1 • • 1 1 1 11 11 :� 1:1 :1 • t" !t1 �: • • i 1 •! • w 111•H tai" 1 / / ' "'• Ir•1 1 'a• Ill i i • i � 1• 1 1• : •111 • 1• •roll • • r:r • ! ••!" ! • •r: t• • :! •• • 'iii 'r r i i i i � i � i• r / f/. L. / A Robert Crowell, Chair Randy Finlay Kunioka-V lz SALARY COMMISSION COUNTY OF KAUAI Rie5olutt,ott No. i 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 Chief, 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 5. 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. 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: 1� Robert Crowell i •� o Ann Shimamoto SALARY COMMISSION COUNTY OF KAUAI 3&jeg;j01Utt'j01T No. i 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. 2012 -1 as follows: "Article 8. 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. 20134, 2012 -3 and 2012 -2, Salary Resolution No. 2012 -1 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, 2014: IlPage Salary Resolution No. 2013 -2 Michael Machado, Vice Chair Crowell 2 1Page S lefr, Resolutinn Au 2013 -2