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HomeMy WebLinkAbout2016_0108_AgendaPacketCharles 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 Friday, January 8, 2016 9:00 a.m. or shortly thereafter Mo' ikeha Building, Meeting Room 2 A/B 4444 Rice Street, Lihu`e, HI 96766 ELECTION OF CHAIR AND VICE CHAIR FOR 2016 APPROVAL OF MINUTES Open Session Minutes of November 18, 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. Salary Recommendations by position reflecting Cost of Living Increase b. Salary summary indicating 4 tier level from Administrator Furfaro C, Qualifications of Executive Appointees as prescribed by the Kauai County Charter or Hawaii State Laws d. Draft Resolution 2014 -1 rejected by the County Council on January 7, 2015 e. 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 ADJOURNMENT An Equal Opportunity Employer 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 to: Salary Commission Attn: Barbara Davis Office of Boards and Commissions 4444 Rice Street, Suite 150 Uhu'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 — January 8, 2016 2 1 ' a c Minutes of Meeting OPEN SESSION Board/Committee: SALARY COMMISSION Meeting Date November 18, 2015 Location Mo'ikeha Building, Meeting Room 2A/2B Start of Meeting: 9:00 a.m. End of Meeting: 10:55 a.m. Present Chair Charles King; Vice Chair Sheri Kunioka -Volz (9:04 a.m.). Members: Robert Crowell; Michael Machado; Cammie Matsumoto; Lenie Nishihira (9:05 a.m.); Jo Ann Shimamoto Also: Deputy County Attorney Matt Bracken; Boards & Commissions Office Staff. Support Clerk Barbara Davis, Administrator Jay Furfaro Excused Absent f SUBJECT DISCUSSION ACTION Call To Order Chair King called the meeting to order at 9:00 a.m. with 5 members present Approval of Open Session Minutes of October 5, 2015 Minutes Chair King noted on Page 12, last sentence, it was never his intention to draw up a Resolution but rather to start a Preamble for the Commission's editing. Ms. Matsumoto moved to approve the minutes as amended. Ms. Shimamoto seconded the motion. Motion carried 5:0 Business SC 2015 -02 Information atg hering, 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 COO 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 Salary Commission Open Session November 18, 2015 Page 2 SUBJECT DISCUSSION ACTION Human Resources, outlining the shift in staffing levels from a Personnel Department to a Department of Human Resources C. Salary summary yposition 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 The Commission had no comments regarding the communications from Mr. Dahilig or Ms. Rapozo. Chair King explained he took out the different positions from the neighbor islands on the revised Salary Summary (purple sheet) in the meeting packet. He explained it wasn't that they shouldn't look at all those positions it was just that this was easier as -a whole to look at the County administrative structure. Chair King added an extra column to indicate the percentage of separation, in terms of the new salary, between a deputy and a director in the department. Chair King said he also worked on a preamble of a cover letter to send to the Council with whatever recommendation they come up with. Chair King stated there were variances beyond the 11.2% that he could not totally explain so he stopped trying to explain the different variances in the salary recommendations. A lot of those salary recommendations carne through the Administration and can be changed, but Chair King needs to know if they are going to go with the 11.2% or 11.7% and why. The Mayor was being increased to the lowest paid mayoral position. The Prosecuting Attorney was a lower increase and was in line with the County Attorneys because of the out of line increase in a prior year. That is where Chair King Salary Commission Open Session November 18, 2015 am SUBJECT DISCUSSION ACTION stopped because he could not say why the Director of Finance was being recommended for a larger increase. Ms. Shimamoto distributed a worksheet she put together as a visual aid. They had talked about moving the tiers and it looks like it is going from 5 tiers to 4 tiers with some people moving up. Human Resources has not yet moved up to tier 2. Ms. Shimamoto pointed out that the Deputy Planning Director is missing on the list. Chair King suggested maybe that position did not come under the purview of the Commission to which Mr. Furfaro clarified that position will soon be as that position will be leaving the bargaining unit section. Ms. Shimamoto pointed out that position was included in the Resolution of 2012 and 2014. Mr. Machado questioned the overall percentage increase of 11.2% and asked if the Chair knew what the percentage increase on the last Resolution was that was rejected noting that the 11.2% appears to be a big jump. The negotiations Mr. Machado deals with now, the increases run anywhere from 2% to 4% but they are on a yearly basis. The 11.2% will stand up as a red flag. Chair King agreed noting however it had been 5 years since the last increase. Ms. Matsumoto asked that they be sure to explain that (in the overview to Council). Ms. Nishihira suggested adding another column showing the average annual increase for those who might not otherwise understand. Mr. Machado said people still might not realize staff had not received any increases in 5 years. Chair King said he did explain what the accumulated CPI increases had been, which is what the Commission is going by, and they are just getting it back up to where it should be. Ms. Shimamoto said they are looking at the salary for each position, but if they change the tiers wouldn't that automatically give them a raise. Chair King said if they are changing the tier presumably they are acknowledging — Salary Commission Open Session November 18, 2015 Page 4 SUBJECT DISCUSSION ACTION such as Personnel which seems to be one they are looking at most — Personnel going from having 9 people to having 18 people. There should be an increase for the increase in responsibility. Ms. Kunioka -Volz asked if there was written criteria regarding how the tiers were detennined, and who should be placed in what tier based on licensing, size of department and how does the Commission justify how each position is in the tier. Chair King asked Mr. Furfaro to address the question. Mr. Furfaro pointed out in answer to Mr. Machado's question, if you look at the deputy prosecuting attorney and the prosecuting attorney their percentages are at 3.9 %, remembering over a period of time a great number of department heads did not get bumped in their salary grade for almost 5 years. The prosecuting attorney's office did get reevaluated, the council did get increases and the particulars are that everyone was attempting to make up the 5 year CPI for the State of Hawaii. In discussion of HR and moving them up a tier at the same time you have the Director of Elderly Affairs and Transportation, which are currently positions not in the salary grid. These individuals are anticipating retirement from Civil Service so those are new elevations to those tiers. It is driven somewhat on supervisory roles and the number of people they oversee, the sensitivity issues dealing with health and wellness with the Elderly Affairs. There is coordinated effort with the health and wellness facilities, so they were moved into tier 4 as they leave the Civil Service area, which is the same case with the assistant planning director. Those are some of the positions that are exceptions in the layout. Also our legal department did not get an increase for 5 years yet the prosecuting attorney's office did; that is why those comparisons are 11.2% compared to 3.9 %. Ms. Matsumoto asked if language saying something about the tiers would be important in communicating that the tiers existed and were developed Salary Commission Open Session November 18, 2015 SUBJECT DISCUSSION ACTION over time. It would be helpful if they did not think it was this Commission that put it together. Chair King said in moving it from 5 tiers to 4 just snakes it simpler. Mr. Furfaro said there is a certain amount of comparisons, especially staffing responsibilities, financial responsibilities, and legal responsibilities. Mr. Furfaro said the difficulty of dealing with the inversion in areas like the police department with the ranking supervisors that have a base are earning almost equal to that in the overtime compensation and puts them at a higher rate than the chief. Ms. Kunioka- Volz said that almost seems like a self - inflicting wound. Mr. Furfaro said they would probably need to address that in some narrative and they also have retention pointing out that the Housing Director just left last week based probably on the earning power, the qualifications and the focus on housing. It goes to fundamental fairness; if people go 5 years without an increase and were earning $100,000 they are now earning $89,000 compared to what they were 5 years ago in the Cost of Living Index. Asked if he had looked into the Water Department and the licensing, Mr. Furfaro said Mr. Dill has just returned from an absence of two weeks and they will be meeting to go through that. Ms. Shimamoto questioned when and by whole the tiers were developed as those questions may arise with a change in the proposed tiers. Chair King recalls there always seemed to be salaries of different levels, but not referred to as tiers although it looked like they were tiers. Ms. Kunioka -Volz thought it would be interesting to see how many tiers the other counties use. Mr. Furfaro said they have some of that information and can redistribute it at the next meeting. The difficulty is in comparing the scopes of the positions. Mr. Crowell added if in fact they are considered tiers and thought what happened was whoever took the positions by salary just called it a tier, and did not think the other islands are considered tiers. They do have positions that are similar in salary, but he does not know if they are called Salary Commission Open Session November 18, 2015 Page 6 SUBJECT DISCUSSION ACTION tiers. Likewise he did not remember calling them tiers until just recently, and it seem like they were put into tiers by the salary they were at. Those that weren't tied in we called them Tier V. Chair King said it is not a bad HR practice to have tiers whether they are called tiers or grades. Ms. Shimamoto questioned the usage of salary range in Tier V to which Mr. Furfaro said those people in those lower categories were not all at the high end of the tier, and were not paid what is equal to the cap based on their past level of experience. On the new sheets the emphasis is on the maximum range. He further pointed out there are two variances going on — the cost of living index and the proposed consolidation of 5 tiers to 4. Ms. Matsumoto said when it is explained to other people having them know it is historical, we are also trying to keep it current, and it incorporates different factors. Ms. Kunioka -Volz said she understands the current cap is $98,748 on Tier 3, but Ms. Shimamoto thought it was $103,041 because 3 of the positions have that cap. If that is the cap people should have less than $103,041, but there are 3 positions that exceed that cap. Chair King said that could be a function of moving people up and down. In a discussion of the difference in pay structure Ms. Shimamoto said the last actual raises were in 2009 to which Mr. Furfaro said that was for the Prosecutor, the Deputy Prosecutor, Councilmembers, and County Clerk. Mr. Crowell added that the Police and Fire Chief and their deputies got a bump in 2012. Chair King thought what they should be concerned with now is that the current number is correct then decide what number they go to. Ms. Nishihira was concerned with moving some of the last positions up, which would result in a 16% increase in the cap. Mr. Furfaro thought Administration's thinking was they are still subject to performance reviews. Ms. Nishihira thought that was something the Council would look at. She also understands when there is a change in job description that it would justify a move to a higher tier. Mr. Furfaro said in the case of HR there is a Salary Commission Open Session November 18, 2015 If . - SUBJECT DISCUSSION ACTION willingness to get a salary package passed, but there were certain Councilmembers that did not support the fact that we structured the HR Department in a much broader responsibility area, so that may be difficult. At the same time with the two lower tiers there are position where people are coining out of Civil Service, like Transportation and Elderly Affairs, who did not appear previously, which might take theirs to a 16% increase. That has to be explained. Chair King said with the 16% increases most of them are either levels of education required or licensing except for the Deputy Director of Parks and Rec and the Deputy County Clerk. Mr. Furfaro pointed out that the Deputy County Clerk is someone who is very much involved in the financial forecasting and budgeting and the gentleman we have right now has a Masters in Finance or Accounting with the biggest single thing the Council does is to pass the budget. Mr. Furfaro was not sure how to compare that with the Deputy Director of Parks and Recreation; there will have to be individual judgements. While there is discussion of 4 tiers, maybe we have to go back to 5 tiers, which is this Commission's decision as you go through this process. Mr. Furfaro explained the strengthening in areas such as Transportation which is reflected in the proposed percentage increase. There was also a question of whether the 6% proposed increase for the Housing Director was too soft. Chair King said he was concerned with moving Economic Development from Tier 3 to Tier 4. Ms. Matsumoto said in looking at the 2 purple sheets, she does not see the County Council listed. Mr. Furfaro explained the evolution of the colors for the salary recommendation noting the most current "purple" sheet has two dots at the top and does include the Council. Chair King said that is a reminder of why is the Council Chair at 12.8% and the Members at 10.8 %. He recommended simply going to 11.2% which is what they have for Salary Commission Open Session November 18, 2015 ._- . SUBJECT DISCUSSION ACTION everyone else. Mr. Furfaro said in the earlier phases the Chair position was lined up with the Chair of Maui County. Ms. Nishihira suggested leaving them at 11.2% since they received raises more recently than other positions. Ms. Matsumoto suggested in the presentation to Council that there are visuals where they see all the positions and then one that is proposed. Chair King said he would see the Resolution like the one that was rejected that just lists what is proposed, but with exhibits or the cover letter /preamble. Mr. Furfaro said he has the template from which they can show the comparisons they worked with and input the final numbers into the first template. Ms. Matsumoto thought that might help explain the Commission's process. Ms. Kunioka -Volz asked if the reason they are trying to get the new positions on the tier levels is because of reorganization. Mr. Furfaro said some of it is reorganization and the Administration's focus on Transportation and the expanding services with an aging populace when it comes to Elderly Affairs. Mr. Furfaro said previously there was one department, Community Assistance, which included Transportation, Elderly Affairs, Housing and so forth and briefly explained the evolution. Ms. Kunioka -Volz said she would like to see a justification as to how these position were justified to be on the different levels; what was the criteria used for the positions. Mr. Furfaro said he could reference the Ordinances if they want narrative that describes the Ordinance that created Housing as a separate group. Mr. Crowell clarified that Ms. Kunioka -Volz wanted to know how all the tiers were created, not just Housing and Transportation. Mr. Furfaro said some of that was the Commission's responsibility whether it was levels, tiers, or grades — it already existed. Ms. Kunioka -Volz said perhaps they need to revisit and if there is not something already devised they should devise something so that in the future they will have an easier time justifying what position will fit into what tier level. Chair King said part of it is a focus of the Administration and if they want to focus less on Housing that is the way Salary Commission Open Session November 18, 2015 Page 9 SUBJECT DISCUSSION ACTION they go; the Commission is here to talk about the salary for the tiers. It was suggested that during the presentation to Council that there would be someone from the Administration as well. Ms. Nishihira said if it is the Commission's Resolution does that mean they have to accept the movement in tiers because she does not have enough information to agree with some of it. Attorney Bracken said since they set the salaries they basically have control over the tiers. Ms. Nishihira asked if they should do 2 Resolutions — one at 11.2% and the other would be more complicated if they go with the change in tiers. Chair King felt they had to make up their mind and make a recommendation. They did talk about 2 proposals last month with one in which they moved HR and one for salary, but he did not think they could present 2 salary recommendations and say take your choice. Ms. Nishihira said it would be for different positions such as those at 16% if they decide to go higher than 11.2% because if they reject it and we only submitted 1 the whole thing is rejected. Chair King said if they submit 2 and one has those going to 16% and they reject the 16% we would not have it in the other one. The ones we want to value more would suffer and the others would all go up. Mr. Furfaro thought there was a misunderstanding when he indicated in Tier IV Transportation with new federal monies and exposure it is getting and the aging population the Administration has indicted these are areas that are going to get real solid attention and further pointed out they are not putting less emphasis on Housing. Mr. Furfaro stated part of the narrative should include that the Housing Director was attracted away from the County. Ms. Matsumoto shared some of her thoughts and posed the question of why are they proposing these raises and the simple thing to her was our population has and is growing which increases all kinds of service needs, housing, roads, what we give to other people and agencies so there is clearly a need to raise the cap. Ms. Matsumoto referenced Mr. Dahilig communication in which Salary Commission Open Session November 18, 2015 Page 10 SUBJECT DISCUSSION ACTION he said they want to protect this island, to keep people and put good people in the positions and money is not the only thing, but they have to be smart business people and present packages that will attract the right people into positions. We need to attract and keep our people coming back to the island; increasing the population increases the services and we have to respond to all of that. Mr. Crowell was in agreement and stated the Legislature is not going to give the Island any increase in the TAT however they have given the County the ability to raise our GET, but it is specified to all be in transportation or something of that nature to fix roads and build our transportation system. Mr. Crowell briefly discussed the probabilities of vastly increased responsibilities for the Transportation Director, the increase in the visitor industry which is waxing out services, and that everyone deserves an increase to keep our qualified people in these positions. Ms. Matsumoto shared that she is amazed how hard these people work to meet the needs of all the people of the County and deserve that recognition. Ms. Shimarnoto said the 16 %, the 14 %, and even the 23% increases can be related to the tiers; those positions have increased their services and responsibilities. Ms. Matsumoto stated that she was really impressed with Michael Dahilig's letter because it pretty much answers the why along with the Chair's draft preamble. Ms. Shimamoto said in Tier V there was a range and asked if there was a reason why they do not put in a range. Chair King said you use a range when there is a minimum; the Commission is just concerned with a maximum. If the Commission gets into ranges, from an HR point of view, then it gets much more complicated. Right now we are just saying this is the maximum. Mr. Crowell seemed to recall there was a minimum for the attorneys and the reason for that range, but he would need to research that. Attorney Bracken did not think there was a minimum; they are usually started at whatever is appropriate and could even be below the $84,000. Mr. Furfaro said that is the same for the prosecutor's office. Salary Commission Open Session November 18, 2015 Page 11 SUBJECT DISCUSSION ACTION Chair King said if they set a range they are limiting the Administration even more. Mr. Machado agreed that it should be at the discretion of whoever assigns it and thinks the wages they are looking at is fair. His concern is how they would justify it because that will be the questions that come out, and they need to show the reason for it. Ms. Kunioka -Volz said especially when they rejected it last year because of budget and they are not forecasting the budget to be any better this year, so why would we come in higher. Chair King asked if they should be doing what is politically correct or what is correct. Ms. Nishihira said she was thinking of strategy in being able to explain because if Council doesn't understand it could be the basis for rejecting it. Mr. Machado asked if there also wasn't the controversy on the property tax increases at the time the salary increases were rejected. Ms. Kunioka -Volz didn't think it was the public so much against it, it was the Council and it was because of those numbers that KipuKai presented which were totally irrelevant, but they couldn't question those numbers. Chair King said another thing to look at when they are presenting things is they are talking somewhere in the neighborhood of $160,000 to $170,000 which shouldn't be insurmountable. Mr. Furfaro corrected that figure to around a half - million remembering the one worksheet is done by tiers and total compensation change while the other worksheet is done solely by position. Ms. Nishihira said when they were asked why last year they explained it was just to bring parity to the pay ranges for people who did not get pay raises and even that was rejected. Our basis here is to keep up with the CPI. Ms. Kunioka-Volz thought the Council should have submitted any questions they had to the Commission before the meeting. It was agreed that the proposal was better thought out this year. Mr. Furfaro suggested the Commission should be aware of a couple of things in the narrative in that they should make a strong opening statement that deals with the fact that some of the departments have gone 8 years Salary Commission Open Session November 18, 2015 SUBJECT DISCUSSION ACTION without a raise, some went 5. That is the piece that ties into the Consumer Price Index. It also is not too challenging to bring up the fact they also went through a period of furlough time that did not come up to the savings they had, but they lived through it and should be pointed out in the narrative. Recruitment in today's workforce market is a really big thing and then retaining those people as we focus more and more CIP money on transportation and so forth. Those are the high points in this critical dialogue. Ms. Shimamoto said it is kind of (inaudible) to think we are going to go in and ask for half a million dollars for 23 %, 14 %, 16% and 11% because the rank and file do not see numbers like this. Chair King said some of the rank and file are paid more than these guys. Ms. Nishihira said if there was a column that showed the average annual, it will be like 2% a year, which the rank and file in their bargaining units are probably getting at least that a year. Ms. Nishihira said the figure was not bottom line because the Council was not in there. Chair King clarified they were not in the tiers but they were in the position worksheet. Chair King asked if the Commission was comfortable with the numbers in the tiers and do they want to move anybody. Ms. Nishihira asked if the Deputy County Clerk was at the same level as the Deputy Director of Finance as far as knowledge requirement. Mr. Furfaro said they were certainly not below. Asked if it was in the criteria in the recruitment requirements to be like a CPA. Mr. Furfaro said the CPA is for the auditor, but financial strengths is certainly a criteria for the Deputy Clerk. Ms. Kunioka -Volz pointed out they do not have anything that justifies the tier levels. Ms. Shimamoto asked if they could take a look at the minimum qualifications for the Deputy Director of Finance and the Deputy County Clerk. Mr. Furfaro said he could arrange that through HR because everyone has a job description, a job scope. Ms. Kunioka -Volz said they talked before about looking at raising the tier up for like the Salary Commission Open Session November 18, 2015 Page 13 SUBJECT DISCUSSION ACTION County Engineer because they required the licensing. Ms. Nishihira said she would also like to know for the positions that got bumped down. Chair King said for the Deputy Director or Director of Parks and Rec, they have a lot of land responsibilities. Chair King said he was looking for a consensus on the Council Chair and the Councilmembers, who are at 12.8% and 10.8% respectively, and suggested 11.2% just because he can't think of a reason why it would be different, and that might be the first question in their mind. Mr. Crowell had no objections, but thought they tagged that because of the Maui Chair. Mr. Furfaro said on second thought it might have been the Council Chair for Honolulu. Ms. Kunioka -Volz said the Council Chair on Maui has $82,000, Big Island is $58,000 and Kauai is at $63,000 so we are not the lowest. Ms. Nishihira said she would leave it, and that they did get that intermediate increase. If you look at the cumulative increase some people got nothing and other people got a few thousand. Ms. Kunioka -Volt said in all fairness if they go with 11.2% it should go from their old salary prior to the '09 increase. Mr. Furfaro said he would research it as one of the Counties had a raise recently. The 11.2% would be the narrative for the CPI that is being suggested for everybody and perhaps you do not want to differentiate from them. Ms. Shimainoto asked if they were doing the same for the others who received raises in 2009. Chair King said those are the lower rate at 3.9% and he would look at the percentages when he gets the information from Mr. Furfaro. Mr. Furfaro said there is another variance in there - in looking at other municipalities the 3.9% brings them up to not more than the legal department, but for a long time they were ahead of the legal department. In most counties and municipalities the Prosecutor's Office is a bit lower than the County Attorney's Office. Chair King said hopefully they can come to a resolution next time. Ms. Nishihira asked if they were going to propose giving the Managing Director position an allowance as well. Chair King said he would deal with Salary Commission Open Session November 18, 2015 Page 14 SUBJECT DISCUSSION ACTION that. Ms. Kunioka -Volz said based on the Prosecuting Attorney's salary in '08 prior to the increase, the proposed salary would be at 11.2% increase. Ms. Matsumoto said if she is unable to attend the presentation to the County Council can she present something written. Chair King said yes, she would be representing herself. Staff said that Council does take testimony and that would be considered testimony. Mr. Furfaro responded to Chair King that the CAFR numbers come in front of the Council no later than the 18t" of December, and the Finance Director said he thought this was on track, but is dependent on when the Council Chair puts it on the agenda. Announcements Next Meeting: Friday, January 8, 2016 — 9:00 a.m. Mr. Furfaro thanked Mr. Machado whose term is ending on December 31St but has agreed to extend to March 30 to assist with the work the Commission is doing now. Ms. Shimamoto has also agreed to a second term. Adjournment Mr. Machado moved to adjourn the meeting at 10:55 a.m. Ms. Matsumoto seconded the motion. Motion carried 7:0 Submitted by: Barbara Davis, Support Clerk () Approved as circulated. () Approved with amendments. See minutes of Reviewed and Approved by: meeting. Charles King, Chair 10/2012 4 r Proposed Last Annualized Potential % Fixed Total Salary Departments County Salary Sal ary % Increa. ' ": V£P n ,. t z ..r k5 Yv {, `iY4 ,.. }ir T(nyT•?SS' 7"t' - a oa, t. 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S r 3 i} rt, t $ 15,834 16.0% 12/1/2008 2.3% $ 114,582 $ - $ 114,582 w 12,022 11.2% 12/1/2008 1.6% $ 119,357 4.2% $ 504 $ 119,861 15,834 16.0% 12/1/2008 2.3% $ 114,382 $ 504 $ 115,086 $ $ mu.", 0".. 4,509 3.9% 12/1/2009 0.7% $ 119,357 4.2% $ 504 $ 119,861 8,922 84% 12/1/2009 1.4% $ 114,582 4.6% $ 504 $ 115,086 $ 15,106 16.0% 12/1/2008 2.3% $ 109,560 $ 504 $ 110,064 5 ¢}} r `• iv, ia?'' U ` 99k }'S( iS? ayy�'�1p' "Yrid$; `its ; I'M i r ' 4 S r �" 't S 12,022 11.2% 12/1/2008 1.6% $ 119,357 4.2% $ $ 119,357 �a',n cn,,.;t`rsr, :x {sk '•iy CCI'a,v $ 15,787 16.0% 12/1/2008 2.3% $ 114,582 $ $ 114,582 Pt `J . Via• AoBN ,Y, v, 2y rye <,x r . 3ct £° 3 =yc ' , y e=r cy a '; Ptt s s ; 'a4i $ aY . , `! a ,,.t'�, y � u ` i �� „����� �'.v��Itw�1�° ✓ °s A . �..4�. � , ` �� ,� ��L i�`� p f"x � so- v� � �.Gi `'�'��s�Y��^� ut �3�": f }�d� �`vk y .sue � r,,:. 1.6% $ 119,357 4.2% $ $ 119 12,022 11.2% 12/1/2008 357 , Seu4tux, ,Y n >iYnaY.i auwnws, a, a+ kv.. dss.. it5u.„s,}.us•u�,u,za,..,, {4tiYi3 £sS{v1a,,,n:�... Y�, tE: 53:?;•. f. { „„r�:v',3'p�13..:�,s..r?itt^ ,R�,.t,..; t, v,, a,z< 15,834 16.0% 12/1/2008 2.3% $ 114,582 $ $ 114,582 ,� A Q§ 12,022 11.2% 12/1/2008 16% $ 119,357 $ $ 119,357 10,812 10.9% 1.6% $ 109,560 $ $ 109,560 iazY.hYV.w'tm,51 u15.( �+ s?^4utlsF�'j.}�prk'n`.Fnu'JYrsU 53;vn����� {,Y'��Y�„LeY:.iR .SYX. �f�YS4vYi .ti2;t„t,3:i�2 ,.,,U,std F,a21ktVY,s,. }SS 4�ry��,t5�$�.a�S dRV ^�XS��A nn43.:;Sti.�,JiJ �k.'ce•��..a„oi ,.tF<,.C,;t 11,541 11.2% 12/1/2008 1.6% $ 114,582 $ - $ 114,582 75,. ,. fi1N Yfi @,d" A9 ,'y P:3`°'%W' 'i 4?f J�# i Xs1v3?% ,i�Y•�h ra`r t1t" tsy,t '.;t"5t`u n' i"r', Lnr� 1 rv; di'?'KY£.�``��'i'3`3 Yt ✓:Jf c1�n i'c,,r.,3ft •h4 3., 3 �� �$} �'z? x3 �vt��'�'�'e %;. ara +s}.a, '�ky't `rtvt�f�}• 1��jla?�'lY�..v. rt u,k{.,.,3z "'4s��`�:; $ _ 6,519 6.3% 12/1/2008 0.9% $ 109,560 $ $ 209,560 :.°�, ;3�,�'S;tyYa'3 6,519 6.3% 12/1/2008 0.9% $ 109,560 $ $ 109,560 $ - 6,519 6.3% 12/1/2008 0.9% $ 109,560 $ $ 109,560 s k z s '� �fJar %`d7 $ 13,560 14.1% 12/1/2008 2.0% $ 109,560 $ $ 109,560 $ W,�mii 12,022 11.2% 12/1/2008 1.6% $ 119,357 4.2% $ $ 119,357 r,%c r�.ti nt' { i wfi ;, 3a?ir $ 15,837 16.0% 12/1/2008 2.3% $ 114,582 $ - $ 114,582 v ,R,r,,,�, aRfl as yr }, w $ f `;.) Y,2� ��'tl� 12,823 11.2% 7/1/2012 3.7% $ 127,313 11.1% $ 420 $ 127,733 8,922 8.4% 7/1/2012 2.8% $ 114,582 $ 420 $ 115,002 f ' , • , `' ) y`;'i " �, 3' , }r `? ,,.k v { at a }� „x s; u' s 3 'kntk x , 12,823 11.2% 7/1/2012 3.7% $ 127,313 11.1% $ 8,704 $ 136,017 8,922 8.4% 7/1/2012 2.8% $ 114,582 $ 8,704 $ 123,286 of syYSi7 } y��f s, "satY is 3r` its Y ?,# a t ,Y,t. fi iR ta�Ad7i} f $ 4,509 3.9% 12/1/2009 0.7% $ 119,357 4.2% $ $ 119,357 $ 12/1/2009 1.4% $ 114,582 $ 8,922 8.4 _ °l $ 114,582 osa ~•< t 3"3 t', 3 a u la 33ata 4t, v to 09 Ya "na v. `� ri'`FRfYF rl' :k ksY ki` x f? 4,499 3.9% 12/1/2009 0.7% $ 119,357 $ - $ 119,357 a �tt,a s?'a t. s�Zsfira Stu � $ 356,236 $ 3,180,681 $ 159,950 $ $ 516,186 $ 7,154 11.2% 12/1/2009 6,359 11.2% 12/1/2009 340,050 10,7% 152,682 492,732 1.9% $ 71,033 12.5% $ 6,000 $ 77,033 1.9% $ 63,140 $ 6,000 $ 69,140 PT & EB 44.9% Inclusive Tier I Mayor Police Chief Fire Chief Managing Director Tier II Director of Finance Planning Director County Clerk County Engineer - Public Works Chief Engineer - DoW Deputy Police Chief Deputy Fire Chief County Attorney Prosecuting Attorney Director of Parks & Rec Tier 111 Director of Human Resources Director of Housing First Deputy County Attorney First Deputy Prosecuting Attorney Director of Economic Development Deputy Engineer - Public Works Deputy Engineer - DoW Tier IV Deputy Director of Finance Director of Liquor Control Deputy Director of Parks & Rec Deputy County Clerk Tier V Boards & Commissions Administrator Transportation Director Deputy County Attorney Deputy Prosecuting Attorney Other Council Chair Council Members County Auditor Tier I Mayor Police Chief Fire Chief Managing Director Tier II Director of Finance Planning Director County Clerk County Engineer - Public Works Chief Engineer - DoW County Attorney Prosecuting Attorney Director of Parks & Rec Tier III Director of Human Resources First Deputy County Attorney First Deputy Prosecuting Attorney Deputy County Clerk Deputy Police Chief Deputy Fire Chief Deputy Engineer - Public Works Deputy Engineer - DoW Deputy Director of Finance Deputy Director of Parks & Rec Tier IV Director of Economic Development Director of Liquor Control Boards & Commissions Administrator Transportation Director Director of Elderly Affairs Deputy County Attorney Deputy Prosecuting Attorney Director of Housing Other Council Chair Council Members County Auditor County of Kauai Salary Commission 2016 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. Again, this represents the cumulative increases in the Consumer Price Index for each of the years 2010 -14 as depicted below. In other words, this simply gets folks back to where their dollar was in 2010. If this were looked at on an annualized basis the increases would come in around Honolulu CPI Increases (BLS.gov) 2010 2011 2012 2013 2014 Total While one reason for the rejection of the last year's proposal from this commission was timing, another might have been lack of information. Attempting to forestall that, we are providing as Exhibit A Titled 2016 Salary Recommendations COUNTY OF KAUAI. For ease of reading and comparison, we have organized en )-& -fl 0 positions in Tiers. These tiers, in effect, existed previously where a certain managers had the same salary. They have simply been called out and identified here. Also, where before there were five sets (tiers) of managers at the same maximum pay level, there are now four tiers. Deviation from the 11.2% CPI is explained by movement between these tiers and other circumstances, which are pointed out below; Change in Tiers Director of Human Resources: an increase due to shift up to Tier II from III Director of Economic Development: step down to Tier IV from III Director of Liquor Control: step down to Tier IV from III Boards & Commissions Administrator: elimination of Tier V move to IV Housing Director: step down from Tier III to IV Addition of new Director of Elderly Affairs spinning off from Transportation Note: Tier V - Transportation & Elderly Affairs were recently added to the Salary Commission's purview in 2015. (Officers and employees listed in Section 3 -2.1) Other Higher Increases Mayor: Increase to level of lowest paid mayor. First Deputy County Attorney: Deputy Engineer - Public Works: Deputy Engineer - Water Dept.: Deputy Director of Finance: Deputy Director of Parks & Recreation: Deputy County Clerk: Deputy County Attorneys: Lower Increases County Clerk: increase received 12/1/09 County Auditor: increase received 12/1/09 Prosecuting Attorney: Lower increase to bring in line with County Attorney's office. First Deputy Prosecuting Attorney: Lower increase to bring in line with County Attorney's office Police Chief & Deputy: Increase received 7/2012 Fire Chief & Deputy: Increase received 7/2012 The Commission took its charge seriously and has spent many hours questioning the administration. We have considered existing pay at the other Counties in the State and solicited commentary from them. An overriding consideration was fairness for our County administration and the desire to retain their services. At first blush this is a sizeable increase in total possible outlay until we stop and think that the last time the entire administration pay structure was increased was 12/1/08. This total increase of roughly 12 %, then, translates to only a 1.6% for each year. Also, to reiterate, our charge is to propose simply the maximum pay for each position. We are relying on the administration to determine performance and the appropriate pay given that ceiling. In all, while the increase recommended is large on a percentage basis, it is modest if the increases were taken year by year and only catch the positions up to where they were when last increases were granted. M f A $ 355,156 PT & EB $ 159,465 44.9% Inclusive $ 514,621 Note: - Amounts reflect the salary for one (1) attorney. Total amount of salary increase for nineteen (19) attorneys is $287,014. QUALIFICATIONS OF EXECUTIVE APPOINTEES Any citizen of the United States not less than thirty (30) years of age who has been a duly qualified resident elector of the county for at least three years immediately prior to his election shall be eligible for election to the office of mayor. MANAGING DIRECTOR The managing director shall have at least five years experience in an administrative or managerial position with at least a bachelor's degree from an accredited institution in public administration, business or a related field. POLICE CHIEF The chief of police shall have had a minimum of five years of training and experience in law enforcement, at least three years of which shall be in a responsible, administrative capacity. FIRE CHIEF He shall have had a minimum of five years of training and experience in fire prevention and control in private industry or government service, at least three years of which shall have been in a responsible administrative capacity. DIRECTOR OF FINANCE The director of finance shall have had a minimum of five years of training or experience in fiscal management or accounting, at least three years of which shall have been in a responsible administrative capacity. PLANNING DIRECTOR He shall have a college degree in either planning, engineering, architecture, or he shall have had a minimum of five years of training and experience in a responsible planning position, at least three years of which shall have been in an administrative capacity in charge of major planning activities. COUNTY ENGINEER He shall be a registered engineer an shall have had a minimum of five years of training and experience in an engineering position, at least three years of which shall have been in a responsible administrative capacity. COUNTY CLERK N/A COUNTY AUDITOR The county auditor shall possess adequate professional proficiency for the office, demonstrated by relevant certification, such as certification as a certified internal auditor or certified public accountant, or have an advanced degree in a relevant field with at least five years experience in the field of government auditing, evaluation, or analysis. A certified internal auditor or certified public accountant shall be preferred. The county auditor shall have a bachelor's degree in accounting, business administration, or public administration or related field. If financial statement audits are conducted, the county auditor shall be a certified public accountant. CHIEF ENGINEER, WATER An engineer duly registered under Hawaii State laws pertaining to registration of engineers. He shall be known as the manager and chief engineer and shall be the head of the department. He shall have had a minimum of five years of training and experience in an engineering position, at least three years of which shall have been in a responsible administrative capacity. DIRECTOR OF PARKS AND RECREATION The director shall have had a minimum of five years of experience in a responsible administrative capacity, either in public service or private business or both, and shall be the administrative head of the department. COUNTY ATTORNEY The county attorney shall be an attorney licensed to practice and in good standing before the supreme court of the State of Hawaii and shall have engaged in the practice of law in the State for at least three years. PROSECUTING ATTORNEY The prosecuting attorney shall be an attorney licensed practice and in good standing before the Supreme Court State of Hawaii and shall have engaged in the practice the State for at least three years. He shall also have duly qualified responsible elector of the county for at least one year immediately the principles of the merit system. preceding his election. DIRECTOR OF HUMAN RESOURCES The director of personnel services shall have had a five years of training and experience in personnel administration either in public service or private both, at least three years of which shall have been responsible administrative capacity and shall be in with the principles of the merit system. FIRST DEPUTY COUNTY ATTORNEY M FIRST DEPUTY PROSECUTING ATTORNEY to of the of law been a minimum or in business, or in a sympathy The prosecuting attorney may appoint deputies, investigators, and other necessary staff. The deputy who is designated as first deputy shall, during the temporary absence or disability of the prosecuting attorney, assume the power and perform the duties of the prosecuting attorney. DEPUTY POLICE CHIEF N/A DEPUTY FIRE CHIEF N/A DEPUTY ENGINEER - PUBLIC WORKS N/A DEPUTY DIRECTOR OF FINANCE N/A DEPUTY DIRECTOR OF PARKS AND RECREATION N/A DEPUTY COUNTY CLERK N/A DIRECTOR OF ECONOMIC DEVELOPMENT N/A DIRECTOR OF LIQUOR CONTROL The director shall have had a minimum of five years of business experience, at least three of which shall have been in a responsible administrative capacity. BOARDS AND COMMISSIONS ADMINISTRATOR The administrator shall have such training, education or experience as shall qualify the administrator to perform the duties described in this section. Eel a Wn 0 • @ 0 , I a a Lei • 4 M DIRECTOR OF ELDERLY AFFAIRS N/A DEPUTY COUNTY ATTORNEYS N/A DEPUTY PLANNING DIRECTOR N/A HOUSING DIRECTOR N/A SALARY COMMISSION COUNTY OF KAUA' I r e.5 10 - 00 vtut t 10 it No. 2014 1 • RESOLUTION RELATING TO THE SALARIES OF CERTAIN OFFICER EMPLOYEES OF THE COUNTY OF KAUAI WHEREAS, pursuant to Section 29.01 of the Kauai County ha , the Salary Commission establishes the maximum salaries of all elected and appoin o rs as defined in Section 23.01 D of the Charter, BE IT RESOLVED by the Salary Commission of that the maximum salaries of certain officers of the Count Article I. Salaries of Certain Officers and Employees SECTION 1. Effective as of July 1, 2015,, of certain officers and employees s 11 Position Mayor Managing County Ei ls. Deputy C1 Ell 0�0 of Finance County Attorney Vjpta County Attorney rosecuting 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 Caua`i, State of Hawaii, established as follows: um salaries, payable semi - monthly, Maximum Annual Salary $122,504 $117,911 $114,848 $105,660 $114,848 $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' , av /S -oA. e Deputy Manager - Engineer, $105,660 Department of Water Fire Chief $114,848 Deputy Fire Chief $1055660 Director of Economic Development $1109254 Director of Liquor Control $1101254 Director of Parks & Recreation $1141848 Deputy Director of Parks & Recreation $1055660 Director of Housing $1101254 Boards and Commissions Administrator $1103254 County Clerk $114,848 Deputy County Clerk $1051660 County Auditor $114,84 Section 2. Maximum Salaries. Section 1 sets forth the maximu s payable to the - listed officers and employees. However, the respective appointing o ay set the salary of any new or existing non - elected appointee at a figure lower t t e fi re established for the position in this Resolution. Elected officers may volunta ' y acce alary lower than the maximum salary established by this Resolution for their ition r may voluntarily forego accepting a salary. 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: A. A memo from the officer's 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 ayp9in authority to be paid to the officer or employee. Me County Attorney's performance shall be conducted through an equally on 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. 2 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, 20099 th as too salaries, payable semi - monthly, of the Kauai County Council shall be as folloAL. Council Chair Councilmember Article III. Car /Cell Phone Allowance for the Mayor and C . . Section 1. Mayor. In addition to the Mayor's salliy, the Tjayor shall be paid an annual amount of $6,000 for a car /cell allowance in lieu of milea ell phone reimbursement for use of the Mayor's personal car and cell phone for off cial county business. Section 2. Councilmembers. In ad iti606, Councilmember's salary, each Councilmember shall be paid an annual a for a car /cell allowance in lieu of mileage and cell phone reimburseme for use Councilmember's personal car and cell phone for official county business. 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: 1. A uniform llowance in the amount provided in the SHOPO collective bargaining agr#eme orjpolice officers; Sor 2. A f conduct allowance in the amount provided in the SHOPO collective bargai ng ee the most senior police officers; ubsidized vehicle allowance in the amount provided in the SHOPO collective agreement for the most senior police officers. This allowance is not available if the officer fises 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 effec�l d, of this resolution. �► Adopted by the Salary Commission at its meeting on November 10, 2014: Randy Finlay, Vice Chair Charles King Sheri Kunioka -Volz 0 Camilla Lenie Jo Ann Shimamoto 99 11 SALARY COMMISSION COUNTY OF KAUX I � C.5 0 1 it t t" 0 it No. 2012-1 RESOLUTION AMENDI'tiG RESOLUTION NO. 2011 -1 RELATItiG TO THE SALARIES OF CERTAIN" OFFICERS AND EMPLOYEES OF THE COUNTY OF KALA`I WHEREAS, the Salary Commission finds that the County Council adopted and the Mayor approved Ordinance :tiro. 907 that added the Boards and Commissions Administrator to the list of officers and employees included in Section 3 -2.1 of the Kauai Counts- Code.. 1987, as amended, and WHEREAS, the Salary Commission was informed by the Mayor via a letter dated July 154 2011 that the County of Kauai has agreed to a supplemental agreement with the Hawaii Government Employees Association (HGEA), which calls for a zero percent (0 %) increase for all of its HGEA employees and has not budgeted for any salary increases for County employees in fiscal year 2012: and WHEREAS. to remain consistent with the supplemental agreement and the 2012 budget, the Mayor has requested that the Salary Commission take measures to insure that the proposed increase for the Mayor be deferred until such time as economic and budgetary conditions improve, and WHEREAS, pursuant to Section 29.03 of the Kauai County Charter. the Salary Commission's findings shall be adopted by resolution by the Commission and the resolution shall take effect without the Mayor's and Council's concurrence sixty (60) days after its adoption unless rejected by a vote of not less than five (5) members of the council: now, therefore, BE IT RESOLVED BY THE SALARY COMMISSIO\, OF THE COUNTY OF KAU'A`I, STATE OF HAWAI`L. 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 chancres described in this resolution to the Kauai Countv 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 s� ao�s -off � ' 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, parable semi - monthly, of certain administrative officers and employees shall be as follows: Position Effective Dates 7/1/07 1/1/08 12/1/08 [07/01m] 07/01/13 07/01/13 Mayor S100,100 86,250 S1074000 5114,490 S122,504 5105,660 Fire Chief S 93,750 S 1001, l3 S 1 07,335 S114,848 [Administrative Assistant] Deputy Fire Chief 5864250 S 92,288 598,7=18 S 105,660 Managing Director S 960250 S102.988 S $ 110,197 $ 117911 $110,254 County Engineer S 93,750 S100.313 S $10713.3 5 51144848 $110,254 Director of Parks S 93,750 5100,313 $107,335 $114,848 Deputy Count- Engineer S 86,250 S 92,288 S 98,748 5105,660 Director of Finance S 93,750 $1004313 $107,335 $114,848 Deputy Director of Finance S 86,250 $91 ,288 $ 98,748 $105,660 County Attorneys S 93,750 S 100, 313 S107,335 S 114,848 First Deputy County Attorney S 86,250 S 92,288 S 984748 5105,66() Deputy County Attorney Up to $82.500 Up to $88.275 Up to $94,454 Up to $101,066 Chief of Police S 93,750 5100,313 51074335 51144848 Deputy Chief of Police $ 86,250 S 92,288 S 98.748 S105,660 Planning Director S 93,750 5100,313 5107,335 $114,848 Deputy Planning Director S 86,250 S 91288 S98,748 5105,660 Director of Personnel S90.000 S 961300 5103,041 5110,254 Manager and Chief Engineer, Department of Water S 93.750 S100,3I3 51071335 5114,848 Deputy Manager- Engineer, Department of Water S 86,250 S 92,288 S98,748 5105,660 Fire Chief S 93,750 S 1001, l3 S 1 07,335 S114,848 Deputy Fire Chief 5864250 S 92,288 598,7=18 S 105,660 Director of Economic Development S90.000 S 96,300 S 10 3,041 $110,254 Director of Liquor Control S90,000 S 96.300 51034041 $110,254 Director of Parks S 93,750 5100,313 $107,335 $114,848 Deputy Director of Parks S86,250 Director of Housing S90,000 Boards and Commissions Administrator S 9214288 S 96.300 $98.748 S 103,0-11 S103,041 $1W% ,660 S110,251 5110,254 (c) Administrative officer and employee Ie€l 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 Ieast thirty (30) days prior to the increase cert ifying 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 attornev's performance shall be conducted through an equally weighted evaluation that shall be jointly administered by the mayor and the council chairperson in accordance with paragraphs (1), (2) and (3) above. The Director of Personnel shall provide the Salary Commission with a list of the names and positions of all non - elected officers and employees covered under this resolution, indicate whether or not they have satisfactorily met the perfonnance evaluation criteria, and include the recommended salary increase, if anvI e) Performance evaluations. The Director of Personnel shall prepare, for approval by the Mayor, written performance evaluation procedures and methodologies and coordinate the performance evaluations process for all non - elected officers or employees listed in this resolution. The Director of Personnel shall provide a copy of the performance evaluation procedures and methodologies, including any revisions thereto, to the Salary Commission. (f) Officers or employees listed in this resolution may receive a portion of their salary through the County's payment of health fund premium benefits over and above the amount the 3 County- normally contributes toward those officers' benefits. Amounts paid by the County which are over and above the County's normal health fund premium contributions shall be deducted from the affected officer's or employee's salary. Article 2 Salaries of the Prosecuting (a) Effective as of the dates performance revieti.- requirements provided annual salaries, payable semi - monthly, of Attorneys shall be as follows: Position Prosecuting Attorney First Deputy Prosecuting Attorney Deputy Prosecuting Attorney - Attorney and Deputies, stated below and subject to the provisions and for in Article 1, subsection (d).Je) and (f) above, the the Prosecuting Attorney and Deputy Prosecuting 7/1/07 1/1/08 12/1/08 12/01/09 (12 o'clock meridian) 931750 5100,313 51071335 $114,848 S 86,250 S 92,288 S98,748 5105,660 Up to 582,500 Up to 588,276 t_?p to 594;454 Up to 5101,066 (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. I lowever, the Prosecuting Attorney- may set the salary= of anv 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 559,699 Councilmember 553.066 (b) Effective on December 1, 2009, the annual salaries, payable semi - monthly. of the Kauai Countv Council shall be as follows: Position Council Chair 563.879 Councilmember 556,781 (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 County Auditor shall be as follows: 4 Position 7 /1 /07 1 /1 /08 1211/08 12/01/09 (12 o'clock meridian) County Clerk 5 93,750 5100,313 5107,335 S 114 *848 Deputy County Clerk S 86,250 S 92,288 598,748 5105,660 County Auditor 5107,335 S114,848 (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 I 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 12101'09 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 l 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 bs 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 Counts 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. Atlol)ted by the Salar'}° Commission of the County- of Kaua `i at its meeting on kfarch 12012: Robert Crowell, 5 Trinette Kaui Sherl kuniokn -Vo Michael Machado 0 SALARY COMMISSION COUNTY OF IAUAJ �R esuCution .o ,,,, , 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 haua`i, 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 $1141490 Deputy Police Chief $105,660 Fire Chief S 114,490 Deputy Fire Chief $105,660 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. Adopted by the Salaq Commission at its ineeting on April 23, 1012: y Robert Crowell, Cf air SALARY COMMISSION COUNTY OF KAUAI RESOLUTION AMENDING RESOLUTION NO, 20124 RELATING TO THE SALARIES OF CERTAIN OFFICERS AND EMPLOYEES OF THE COUNTY OF KAUAI WHEREAS effective 7/1/2012, the Salary Commission adopted Salary Resolution 2012. • r' r•: a rr •. :• • r Police r • Police ChChief and Deputy Fire Chief, but provided that Salary Resolution 20124 would *in all other respects remain in full force and effect; WHEREAS, the • of r.r and Budget r• Purchasmig Director testimony stating that the they • • not anticipate any rr • revenues to the County in the u fiscal WHEREAS, the Salary Commission recognizes its obligation to the residents of Kauai to act in a fiscally responsible manner, now therefore, ' • • i •it ri •• • 1• • to • - • : • Article 1. of :r • Administrative Officers and Employees, subsection increases • n : :r + :r • • r r :. scheduled to become ei : • on 07/01/13* Except 2. • amended herein and by • n•• 2012m2, Resolution 20124 shall remain in full force :r•: BE IT FINALLY RESOLVED, r' County Clerk shall trwismit to the Commission. Mavor. r: ! • r• •r• • ••: :•• • :• •• • date of r is resolution, Adopted by the Salary Commissions at its meeting on November 16, 2012: Robert Crowell, Rolm" Mom i_•_' 00/ 07 1 _1 Ms .1 i o 1 11 . Y • • SALARY COMMISSION COUNTY OF KAUAI No. 2013-1 RESOLUTION AMENDING RESOLUTION NO, 20124 RELATING TO THE SALARIES OF CERTAIN OFFICERS AND EMPLOYEES OF THE COUNTY OF 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. 2012 -1, 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. 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 September 18, 2013: Mm� Robert Crowell o Ann Shimamoto SALARY COMMISSION COUNTY OF KAUAJ Re'40tuttAhott 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 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." r k _ . BE IT FURTHER RESOLVED, that except as expressly amended herein and by Resolution Nos, 2013 -1, 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 Ann Shimamoto 21Pn,ge .StiaC7r's• Resolution A�c= 2013_7