HomeMy WebLinkAbout2018_1023_CSC_PacketJeffrey Iida
Members:
Chair
Fely Faulkner
Elizabeth Hahn
Karen Matsumoto
Richard Jose
Vonnell Ramos
Vice -Chair
COUNTY OF KAUA'I CIVIL SERVICE COMMISSION
NOTICE OF MEETING AND AGENDA
Tuesday, October 23, 2018
3:00 p.m. or shortly thereafter
Mo`ikeha Building, Liquor Conference Room 3
4444 Rice Street, Llhu'e, HI 96766
CALL TO ORDER
ROLL CALL
APPROVAL OF MINUTES
Open Session Minutes of September 7, 2018
DIRECTOR'S REPORT
CSC 2018-10 a. 2018 September
b. Department of Human Resources Annual Report
CSC 2018-11 2018 October
EXECUTIVE SESSION
Pursuant to Hawaii Revised Statutes §§92-4, 92-5 (a) (4), 92-9 (a) (1-4) and (b), 76-47 (e) the
purpose of this executive session is to receive and approve Executive Session minutes, to
consider the hire, evaluation, dismissal or discipline of an employee or officer of the County
where consideration of matters affecting privacy will be involved, provided that if the individual
concerned requests an open meeting, an open meeting shall be held; and to consult with the
Commission's legal counsel on issues pertaining to the Commission's and the County's powers,
duties, privileges, immunities, and/or liabilities as they may relate to this item, deliberate and
take such action as appropriate.
ES-014 — RFA 2018-03 Appeal to the Civil Service Commission/Merit Appeals Board,
filed August 10, 2018. [Reviewed 9/7/18]
a. Human Resources letter dated September 11, 2018.
An Equal Opportunity Employer
ES-015 Discussion and possible decision making for Director of Human
Resources annual job performance review due 12/31/18.
a. Discuss and review Stakeholder Input Form
b. Possible selection of Stakeholders
ES-016 Executive Session Minutes of September 7, 2018
RETURN TO OPEN SESSION
ANNOUNCEMENTS
Next Meeting: Tuesday, November 27, 2018 — 3:00 p.m., Mo'ikeha Building, Liquor
Conference Room 3.
ADJOURNMENT
NOTICE OF EXECUTIVE SESSION
Pursuant to Hawaii Revised Statutes §92-7 (a), the Commission may, when deemed necessary,
hold an executive session on any agenda item without written public notice if the executive
session was not anticipated in advance. Any such executive session shall be held pursuant to
HRS §92-4 and shall be limited to those items described in HRS §92-5(a).
cc: Deputy County Attorney Peter Morimoto
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 will be testifying in person or submitting written comments only.
4. If you are unable to submit your testimony at least 24 hours prior to the meeting, please
provide 10 copies of your written testimony at the meeting clearly indicating the name of
the testifier; and
While every effort will be made to copy, organize and collate all testimony received, materials
received on the day of the meeting or improperly identified may be distributed to the members
after the meeting is concluded.
Civil Service Commission — October 23, 2018 Page 12
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:
Civil Service Commission
Attn: Sandra Muragin
Office of Boards & Commissions
4444 Rice Street, Suite 150
Lihu`e, HI 96766
Email: smuragin@kauai.gov
Fax: 241-5127 Phone: 241-4919
SPECIAL ASSISTANCE
If you need an ASL Interpreter, materials in an alternate format, or other auxiliary aid support,
or an interpreter for a language other than English, please contact Lani Agoot at (808) 241-4917
or lagoot0kauai.gov at least seven calendar days prior to the meeting.
Civil Service Commission — October 23, 2018 Page 13
COUNTY OF KAUAI
Minutes of Meeting
OPEN SESSION
'�T�T1���p'vrOvjeJ
Board/Commission:
I CIVIL SERVICE COMMISSION
Meeting Date:
I September 7, 2018
Location
Mo'ikeha Building, Liquor Control Conference Room 3
Start of Meeting: 3:02 p.m.
I End of Meeting: 3:18 p.m.
Present
Chair Jeffrey Iida. Vice Chair Richard Jose. Members: Elizabeth Hahn, Karen Matsumoto and Vonnell Ramos.
Also: Deputy County Attorney Peter Morimoto. Director of Human Resources Janine Rapozo. Office of Boards and Commissions
Staff. Administrator Nicholas R. Courson and Commission Support Clerk Sandra Muragin.
Excused
Commissioner Fely Faulkner
Absent
SUBJECT
DISCUSSION
ACTION
Call To
Chair Iida called the meeting to
Order/Roll Call
order at 3:02 p.m. with five
members present constituting a
quorum.
Approval of
Open Session Minutes of June 26, 2018
Ms. Hahn moved to approve the
Minutes
minutes of June 26, 2018, as
circulated. Mr. Jose seconded
the motion. Motion carried 5:0.
Director's
CSC 2018-08 2018 July
Report
CSC 2018-09 2018 August
Director of Human Resources Janine Rapozo reviewed the Director's Report for July and
August 2018 with the Commission (on file). Ms. Rapozo said they are currently assisting
both the Fire and Police Commissions with the receipt and screening of applications for new
chiefs and hope to have replacements by December 2018 or January 2019. She said Police
Chief Perry retired and Michael Contrades is the Acting Police Chief, and Fire Chief
Westerman plans to retire by the end of the year.
In June, the United States Supreme Court ruled on the Janus v. American Federation of State,
Civil Service Commission
Open Session
September 7, 2018
Page 2
SUBJECT
DISCUSSION
ACTION
County and Municipal Employees (AFSCME) case regarding the statutory payment of union
dues. Ms. Rapozo said the court ruled that unions could not collect statutory union dues
from members; members had a choice to opt out. She said HR has received letters from
union members who chose to opt out and the Payroll Department has discontinued automatic
deductions. Union representatives are invited to new hire orientations and new employees
have the option to join at that time.
Ms. Rapozo stated that the Payroll Department went through changes with the increase in
staff from three to six and the addition of the Fire Department's payroll clerk.
With no further discussion, the Commission moved on to the next agenda item.
Executive
Mr. Jose moved to go into
Session
Executive Session at 3:10 p.m.
Ms. Hahn seconded the motion.
Motion carried 5:0.
Return to Open
The meeting resumed in Open
Session
Session at 3:17 p.m.
Announcements
Next Meeting: Tuesday, September 25, 2018 — 2:00 p.m., Mo'ikeha Building, Liquor
Conference Room 3
Adjournment
With no objections, Chair Iida
adjourned the meeting at 3:18
p.m.
Submitted by:
Sandra Muragin, Commission Support Clerk
Reviewed and Approved by:
() Approved as circulated.
() Approved with amendments. See minutes of meeting.
Jeffrey Iida, Chair
DEPARTMENT OF HUMAN RESOURCES
DIRECTOR'S REPORT
TO THE
CIVIL SERVICE COMMISSION
SEPTEMBER 2018
The earlier flooding event in April and Hurricane Lane in late August has kept many County
departments very busy including the Department of Human Resources. With the possibility of
Lane initially hitting Kaua'i as early as Thursday evening, the Mayor granted administrative leave
to County workers on Thursday and Friday, August 23`d and 20. With the uncertainty of Lane
affecting operations on Oahu and Kauai, payroll staff worked through the 23'a to complete and
close payroll to ensure that checks and direct deposits would be available to employees on pay
day, August 31 s'. Contact was made with First Hawaiian Bank and other entities to ensure that
contingency plans were in place should operations be affected by the weather.
Hurricane Lane also affected our annual Fire Fighter Trainee exam that was scheduled for August
25t'. Over two hundred and fifty (250) applicants, many from off island and out of state were
notified earlier in the week that the exam would be postponed due to the impending weather event.
The exam has since been rescheduled for September 291h
The department is pleased to welcome Candice Tada on September 161' who will be joining the
Department of Human Resources as a Payroll Specialist I. Her focus will primarily be on the Fire
Department's payroll entries and accruals.
Finally, attached is the annual report for the period July 2017-June 2018 for the Department of
Human Resources.
CSC 2018-10
a. 2018 September
Administrative Services and Benefits
• Peter Eddy from Island Savings/Prudential Retirement was available for individual
appointments with employees for deferred compensation options on August 16, 2018.
• New Hires: Civil Engineer III
Computer Systems Support Technician II
Fiscal Management Officer
Landfill Laborer I
Janitor II (2)
MVR Assistant Clerk (exempt)
Ocean Safety Officer I (2)
Police Services Officer (3)
• Exit Interviews Conducted: 4 of 8
• TDI Applications None
• Leave Sharing: None
• Reference Checks: 10
• Employment Verifications: 11
• Transactions:
New Hires
18
Separations
25
Reallocations
7
Promotions
5
Demotions
0
Transfers
0
Pay Increase
10
Suspension
0
Leave Without Pay
0
Other
55
Seasonal
5
Classification and Pay and Labor Relations
• An Employer caucus was held to discuss the various proposals put forth by the different
bargaining units of the Hawaii Government Employees' Association (HGEA) followed by
subsequent negotiations with HGEA's units 13 and 14.
• Reallocations Processed: Civil Defense Plans & Operations Officer to Emergency
Management Staff Officer
Civil Engineer III to Civil Engineer IV
Development Plan Project Assistant to West Kaua'i Plan
Assistant
Grant Coordinator to Emergency Management Staff Officer
2
Information Technology Specialist III to Computer Systems
Support Technician II
Legal Clerk I to Legal Clerk II
Ocean Safety Officer I to Ocean Safety Officer II
Ocean Safety Officer I to Pool Guard (2)
Ocean Safety Officer II to Ocean Safety Officer I
Victim Witness Counselor I to Victim Witness Counselor II
• Desk Audits: None
• New Classes Adopted: None
Recruitment and Exam
In consultation with the Fire Department, the department has decided to invite all Fire
Fighter Trainee applicants that pass the written test to the performance testing phase of the
application process. Performance testing (swimming, stairs, ladder, running, and agility)
will now be spread out over four (4) days to accommodate the larger number of applicants
anticipated. In the past, only the top forty (40) candidates to pass the written exam were
allowed to complete the performance testing phase.
• Recruitments:
Accountant II
Bus Driver (substitute) (exempt)
Cold Case Investigator (exempt)
County Real Property Tax Manager
Criminalist I
Departmental Accounting Technician
Election Clerk (exempt)
Electrician (temporary) (exempt)
Emergency Services Dispatcher II
Equipment Operator III
Golf Course Groundskeeper
Lead Pipefitter
Liquor Control Investigator Trainee
Police Fleet Services Coordinator (exempt)
Pool Guard
Sexual Assault Forensic Nurse Examiner (SANE)
(exempt)
Site Manager (exempt)
Solid Waste Worker I
TVR Permit Enforcement Research Specialist
(exempt)
Van Driver (substitute) (exempt)
3
• Lists Referred to Departments:
0 Written Exams Administered
• Performance Exams Administered:
• Administrative Reviews:
Payroll
Accountant II
Administrative Services Officer
Bus Driver (substitute) (exempt)
Cold Case Investigator (exempt)
Departmental Accounting Technician
Electrician (temporary) (exempt)
Emergency Services Dispatcher II
Equipment Operator III
Land Use Permit Technician
Maintenance Worker I
Program Compliance Specialist (exempt)
Public Housing & Development Program Specialist III
Sanitary Chemist
Sexual Assault Forensic Nurse Examiner (SANE)
(exempt)
Site Manager (exempt)
Tree Trimmer
TVR Permit Enforcement Research Specialist
(exempt)
Van Driver (substitute) (exempt)
Waterworks Inspector I
Waterworks Inspector II
West Kauai Community Plan Assistant (exempt)
Bridge Maintenance Worker
Emergency Services Dispatcher I
Landfill Operations Assistant
Liquor Control Investigator Trainee
Equipment Operator I
Equipment Operator II
Account Clerk (accepted)
Human Resources Specialist I (sustained)
Solid Waste Worker II (accepted)
Tree Trimmer (accepted)
Maintenance Worker I (2 sustained)
Payroll and administrative staff met with the State Employee Retirement System (ERS)
staff to go over 2018 legislative changes affecting employees' retirements as well as to go
over technical issues regarding the transfer of payroll information to ERS.
The ERS will be requiring retroactive payments made to employees be entered in the
affected pay period instead of in a lump sum. A memo was distributed to all departments
informing them of this change.
rd
• Gross Payroll:
8/15/2018
$3923,241
8/31/2018
$3,882,063
EUTF (Health Fund)
$2,064,499
ERS (Retirement)
$1,678,574
Social Security
$298,015
Medicare
$107,13 5
PTS SS Savings
$8,881
Employee Development and Health Services
Eight (8) new workers' compensation claims were filed this month: Six (6) medical -only
claims and two (2) controverted claim.
• Equipment/Driver Training: Bucket Truck Helper #204 (4 Parks' employees)
Chipper Machine #603 (4 Parks' employees)
Backhoe (1 Public Works' employee)
Case Payloader #434 (2 Public Works' employees)
5
DEPARTMENT OF HUMAN RESOURCES
I. MISSION STATEMENT
The Department of Human Resources (DHR) shall provide efficient and respectful
customer service to all County departments and agencies with the full range of human
resources functions based upon merit principles and devoid of any bias or prejudice
including recruitment and exam, classification and pay, labor relations, payroll and
benefits coordination, employee development and training, employee relations, and
health and safety by offering effective and innovative solutions for the successful
achievement of Countywide goals.
II. DEPARTMENT GOALS
To support all County departments, employees and the general public with the full
range of human resource functions.
To streamline, standardize and centralize various human resource functions that will
lead to greater efficiencies.
To attract, support, and retain a qualified and diversified workforce by fostering
employee development and providing a safe environment.
To enhance the quality and efficiency of services with technological advancements.
III. PROGRAM DESCRIPTION
a. Objectives
Administrative Services and Benefits
-Centralize data maintenance functions to the Administrative Division allowing
the Payroll Division to audit entries.
-Successfully implement the HRIS Time and Attendance and Advanced
Scheduling modules.
Recruitment and Exam
-Provide responsive, fair and consistent recruitment and examination to
departments, employees and job applicants.
-Evaluate and revise testing admissions procedures to maximize participation
while maintaining the integrity of the process.
CSC 2018-10 HR Annual Report
b. Dept of FIR Annual Report
Classification and Labor
-Provide continuous training and guidance to all departments on collective
bargaining interpretations and other labor issues.
- Update and standardize classification forms.
-Provide responsive, fair and consistent classification and pay services to
departments, employees and job applicants.
-Electronically store the County's class specifications and post on the County's
shared drive for easy access.
Employee Development and Health Services
-Update the County's Workplace Violence Policy.
-Develop in-house supervisory training videos for use by all departments.
-Develop library of heavy vehicle operating manuals and quizzes.
-Maintain on -going training programs including an initial supervisory orientation
module utilizing in-house resources as available.
-Continue the implementation of the online Performance Evaluation module to
include all departments.
Payroll
-Transition official leave accrual balances to the County's HRIS system.
b. Highlights
The start of the fiscal year meant the expiration of all of the County's eight (8)
bargaining unit contracts. With the exception of the Hawaii Government
Employees' Association (HGEA) Unit 14 (Ocean Safety Officers), all other
contracts were settled and funded during the current fiscal year.
While the funding parameters of the two (2) year contracts (7/1/17 to 6/30/19) are
similar in providing employees to what amounts to a 2% across the board increase
in the first year, a 2.25% across the board increase in the second year as well as
the continuation of the step movement plan, actual awards differed in the manner
in which this was accomplished among the bargaining units.
Likewise, the United Public Workers (UPW) and State of Hawaii Organization of
Police Officers (SHOPO) contracts that are for four (4) years rely on the same
parameters of 2% and 2.25% for the first two (2) years. Increases of 2% for the
remaining third and fourth years were awarded for these four (4) year contracts.
On September 1, 2017, after much discussion with the State, the County finally
launched the Part -Time, Temporary, and Seasonal or Casual Deferred
Compensation Plan (PTS) for those employees that are not eligible for
membership in the State of Hawaii Employee's Retirement System (ERS). The
main feature of the plan is that instead of making contributions to Social Security
I1I-2
on behalf of these employees, seven and one-half percent (7.5%) of these
employees' gross pay on a tax deferred basis is made to the individual's own PTS
Plan account. For the employee, these contributions earn interest and are
available to be withdrawn upon termination of employment with the County. For
the County, the Employer's portion of social security contributions are eliminated
for these employees, lowering our overall County payroll expenses.
Finally, during the last summer internship program, the DHR's summer interns
produced a video highlighting the eighteen (18) different County departments
intended to be used as part of the department's On -Boarding Program for new
hires. Interviews with department heads and pictures depicting the various
County services are featured in the video and has been part of an employee's new
hire orientation since September 2017.
Following are highlights from the various divisions:
Administrative Services and Benefits
One hundred twenty-nine (1,29) new hires attended the on -boarding orientation
program this past fiscal year. Additionally, one hundred thirty-five (135) seasonal
employees for the Parks and Recreation Enrichment Program as well as the
Mayor's and Department of Water's summer internship program were processed
in as new hires this past year.
Conversely, exit interviews for seventy-four (74) employees that left County
employment were completed this fiscal year. Assistance with deferred
compensation rollover forms and retiree medical enrollment forms were provided
to separating employees. The department continues to provide assistance to
retirees for as long as needed.
One hundred one (101) open enrollment forms for employee healthcare benefits
with the Employer -Union Health Benefits Trust Fund (EUTF) were processed
during this year's EUTF Open Enrollment, down two hundred seventy-six (276)
from the prior year. The reason for this was that there no significant changes in
health plans' premiums this year as compared to last year. Open Enrollment
informational sessions were held in April at the Kauai Community College. The
EUTF representatives and healthcare providers such as HMSA, Kaiser, Hawaii
Dental Service, CVS Caremark, Vision Service Plan, Royal State Insurance, and
USAble Life were on hand to provide brochures and information regarding any
changes to the health plans. In addition to the annual Open Enrollment period,
throughout the fiscal year, two hundred fifty-eight (258) healthcare forms were
processed for employees who made changes to add/delete dependents and/or
plans, address changes, and bargaining unit and/or department changes. This is
an increase from one hundred eighty-three (183) healthcare forms that were
processed last year. Part of the reason for the increase is because employees are
updating their information via Employee Self -Service (ESS) which provides for
III-3
easier submission of changes & the additional review and processing that is now
done for dependents who age out on their parents' (our employees') health plans.
In May, the DHR coordinated open enrollment for the Flexible Spending Plan.
The online enrollment site of our third -party administrator, Total Administrative
Services Corporation (TASC) was used to process flexible spending enrollments
for the next plan year. A TASC representative conducted two (2) in -person
workshops to discuss the flexible spending plan benefit as well as the enrollment
procedures. One -hundred fifty-four (154) employees enrolled in the flexible
spending, pre-tax medical expenses and fifteen (15) employees enrolled in pre-tax
dependent care expenses. In addition, if there were no changes, it was not
necessary to re -select the pre -taxing of healthcare premiums and various
insurance policies to improve efficiency in the enrollment process. Of the one
thousand eighty (1,080) employees that are currently enrolled in healthcare
benefits, one thousand sixty-six (1,066) or ninety-nine percent (99%) have elected
to have their healthcare premiums pre -taxed. In addition, four hundred fifty-one
(451) employees enrolled in various pre -taxed supplemental insurance policies
with All State, and one hundred seventy-eight (178) employees enrolled in
various pre -taxed supplemental insurance policies with Aflac.
The Temporary Disability Insurance (TDI) Program assisted five (5) employees
during the fiscal year for a total amount of $12,826.63 paid out in benefits. Four
(4) TDI claims were denied due to ineligibility. The County's Leave Sharing
Program provides donated leave time to assist employees or their family member
suffering from a serious personal illness or injury. Six (6) employees were
recipients of seven hundred forty-four (744) donated vacation hours from
generous County employees this year.
Worklife Hawaii, the County's Employee Assistance Provider (EAP), provided a
total of seventy and three -fourths (70.75) hours of counseling and case
management to our employees during this past fiscal year. This is down from
eighty-five and three -fourths (85.75) hours last year. The reasons for EAP
counseling pertained to marital/relationship, work -related, family issues, critical
incident/trauma, and parenting.
Recruitment and Exam
The Recruitment and Exam Division continued to assist departments in their
efforts to fill their vacancies whether positions were civil service, appointed or
exempt from civil service. These include full-time and part-time, seasonal, short-
term and temporary positions.
In order to try and increase participation at exams, rules for test admissions were
revised to try and reduce the number of applicants that are turned away without
compromising security issues. Admission letters can now be retrieved on cell
phones and the test security agreement is given to applicants at the testing site
versus the need to have to bring it to the test. Candidates are also informed that
III-4
doors will close at a specific time to avoid confusion regarding when a candidate
is not allowed to participate in testing.
The number of vacancies for Police Officers has still been challenging and
therefore, Police Services Officer exams continued to be held on a regular basis
throughout the fiscal year in an effort to increase the number of qualified
candidates. The DHR staff have also started to call applicants the day before they
are scheduled for the Police Services Officer examinations to remind them of the
testing date to see if this increases participation.
This fiscal year there were two hundred ninety-eight (298) recruitment requests
received, fifty-five (55) of which were cancelled for various reasons. The
Recruitment and Exam Division administered ninety-five (95) written exams,
scheduling nine hundred forty-three (943) candidates. In addition throughout this
fiscal year, various performance tests were administered including testing for Fire
Fighter Trainee, Ocean Safety Officer I, Pool Guard, Fire Fighter II, Solid Waste
Worker II as well as various Equipment Operators.
The Recruitment and Exam Division received seventy-eight (78) Administrative
Review requests during this fiscal year. Administrative Reviews are afforded to
applicants that do not agree with the decision made regarding their job
application. Of the seventy-eight (78) reviews, forty-nine (49) were accepted,
twenty-three (23) were sustained as not accepted and six (6) did not appear for
their review. Two (2) applicants appealed to the Civil Service Commission but
did not show up for the hearings.
During this fiscal year, the division participated again in two (2) job fairs; one at
the Kauai War Memorial Convention Hall and the other at Kauai Community
College. Many business organizations/agencies participated in both fairs with
over two hundred (200) job seekers attending.
Classification & Pay and Labor Relations
This fiscal year, the Classification and Pay Division processed three hundred
twenty-nine (329) classification actions. During this same period, the division
researched, created and established ten (10) new classes to meet departments'
needs.
All of the County's current class specifications from all jurisdictions have been
scanned into Laserfiche and are available to the department staff for easy access,
which supports the County's paperless initiative.
Additionally, proposed pricing of forty-two (42) classes for establishment from
the various jurisdictions including the State of Hawaii, the Department of
Education, Hawaii Health Systems Corporation (HHSC), the Judiciary, the City
and County of Honolulu and the counties of Maui and Hawaii were received and
reviewed.
III-5
The department continued to provide assistance and guidance to the various
County departments and agencies in contract administration activities. In the
current fiscal year, fifteen (15) employer level grievances were filed.
All eight (8) bargaining unit contracts expired on June 30, 2017 leading to new
two (2) and four (4) year contracts with settlement or arbitration awards as
follows:
UPW-Unit 1 (07/01/17 to 06/30/21) (4 year contract)
11/01/17:
lump sum of $1,000
06/01/18:
3.2% across the board increase
11/01/18:
lump sum of $1,000
05/01/19:
3.45% across the board increase
07/01/19:
2% across the board increase
07/01/20:
2% across the board increase
HGEA-Unit 2 (07/01/17 to 06/30/19) (2 year contract)
07/01/17: 2% across the board increase; continue step movement plan;
2% increase to those not assigned to the salary schedule
01/01/18: 1.2% across the board increase; 1.2% increase to those not
assigned to the salary schedule
07/01/18: 2.25% across the board increase; continue step movement plan;
2.25% increase to those not assigned to the salary schedule
01/01/19: 1.2% across the board increase; 1.2% increase to those not
assigned to the salary schedule
HGEA-Unit 3 and 4 (07/01/17 to 06/30/19) (2 year contract)
07/01/17: 2% across the board increase; 2% increase to those not assigned to
the salary schedule; lump sum of $150; less than full-time
equivalent shall receive a pro -rated lump sum payment
01/01/18: 1.5% across the board increase; 1.5% increase to those not
assigned to the salary schedule
07/01/18: 2.25% across the board increase; 2.25% increase to those not
assigned to the salary schedule; lump sum of $150; less than full-
time equivalent shall receive a pro -rated lump sum payment
01/01/19: 1.25% across the board increase; 1.25% increase to those not
assigned to the salary schedule; drop Step A and employees on this
step shall move to Step B
HGEA-Unit 13 (07/01/17 to 06/30/19) (2 year contract)
07/01/17: 2% across the board increase; continue step movement plan;
2% increase to those not assigned to the salary schedule
III-6
07/01/18: 2.25% across the board increase; continue step movement plan;
2.25% increase to those not assigned to the salary schedule
HGEA-Unit 14 (07/01/17 to 06/30/19) (2 year contract)
07/01/17: 2% across the board increase; continue step movement plan; lump
sum of $500; $1.00 per hour differential for those employees with
a valid National Registered Emergency Medical Technician
(NREMT) basic certification or higher
07/01/18: 2.25% across the board increase; continue step movement plan;
lump sum of $500
HFFA-Unit 11 (07/01/17 to 06/30/19) (2 year contract)
07/01/17: 2% across the board increase; continue step movement plan
07/01/18: 2.25% across the board increase; continue step movement plan
SHOPO-Unit 12 (07/01/17 to 06/30/21) (4 year contract)
07/01/17: 2% across the board increase; continue step movement plan;
annual firearm maintenance allowance increased from $500 to
$1,000 per year
07/01/18: 2.25% across the board increase; continue step movement plan
07/01/19: 2% across the board increase; continue step movement plan
PO-7 to PO-15 employees receive lump sum ($1,800-$2,000);
amount dependent on their current step
07/01/20: 2% across the board increase; continue step movement plan
PO-7 to PO-15 employees receive lump sum ($1,800-$2,000);
amount dependent on their current step
Employees on step L-5 with 28 or more years of services accrued
on or before 07/01/2020 receive lump sum of $500
06/30/21: New Step L-6 established and implemented
Employee Development and Health Services
During the fiscal year, one -hundred seventy-six (176) trainings were done under
the Vehicle and Equipment Operator's Training Program. Employees were
trained on one (1) or more of seventeen (17) different types of vehicles or heavy
equipment. In addition, annual driver improvement program classes were held in
October and November. Attendance for this class is required for all Commercial
Driver's License (CDL) holders. Seventy-seven (77) employees completed the
training, which was the same as last year.
Department supervisors continue to utilize safety and general training DVDs as a
low-cost alternative in providing refresher training for their employees.
Departments have borrowed the DVDs to supplement their safety meetings. In
addition, the General Safety Orientation video is shown at New Hire Orientation
III-7
with other DVDs shown on an as needed based on the duties of the individuals
hired. The department's DVD library includes Personal Protective Equipment,
Slips, Trips, and Falls, Hazard Communication, Bloodborne Pathogens, Ladder
Safety, Driving Safety, Drug and Alcohol Abuse, Crane Safety,
Excavation/Trenching, Forklift Operator Safety, and Hand and Power Tool
Safety.
The DHR staff continued to work with various departments to oversee their
random drug and alcohol testing program. The DHR coordinated random test
pulls and prepared the testing forms. The DHR monitored the testing process and
ensured that required testing thresholds were met. Additionally, the DHR
completed the required Department of Transportation (DOT) annual reports that
were previously done on the department/agency level.
The DHR provided customer service training for departments on an as needed
basis. This training was developed and conducted by DHR staff. This year ten
(10) employees were provided Customer Service training. In lieu of providing
separate departmental training sessions, parts of the Customer Service training has
been incorporated in the New Hire Orientation program. The training
incorporated the County's Vision, Customer Service Mission Statement, and
Values Statement, along with strategies and techniques to handle different
situations.
Conducting a workplace investigation is one of the most challenging duties of a
supervisor, and the DHR was fortunate to have Attorney Sarah Wang conduct a
well -received training on Conducting a Proper Workplace Investigation on
January 18, 2018. Being able to conduct an effective internal investigation that
will withstand legal scrutiny is a core competency for supervisors, and with
Attorney Wang's extensive experience in employment law, supervisors learned
how to properly conduct investigations that are prompt, thorough and impartial,
and that can help defend against complaints, grievances, or lawsuits. The DHR
was also able to record the training so that it can be used as a tool when training
supervisors who were unable to attend the live training. A total of fifty-seven
(57) supervisors attended this workshop.
Supervisory training was provided for newly promoted Fire Operations and Ocean
Safety staff. The first training was held on March 2, 2018 and the second was
held on April 13, 2018. A total of thirty-eight (38) employees attended the
training which focused on employee relations and performance
evaluations/disciplinary action.
The DHR was fortunate again this year to have Mr. Glenn Furuya of Leadership
Works return to conduct two (2) different workshops for our employees. The
first training, "Workplace Essentials", focused on improving the skills of
supervisors. Employees learned leadership skills including organizational and
leadership effectiveness, essential patterns for personal empowerment and growth,
steps to improve operational efficacy, critical keys to manifest peak performance,
III-8
etc. A total of twenty-four (24) employees attended. For new supervisors, a one -
day workshop, "A Day in the Life of an Effective Supervisor" was held on March
22, 2018. The workshop provided new supervisors with simple and practical
tools in managing their workday as a supervisor. Supervisors learned how to
conduct meaningful employee briefings, delegate and teach tasks effectively,
develop peak performing team members, listen and handle complaints, correct
inappropriate behaviors or poor performance, praise, etc. A total of twenty-six
(26) supervisors attended this training.
The past year, the DHR partnered with the Kauai Community College (KCC),
Office of Continuing Education and Training (OCET) to get 50% of our training
paid for STEM -related classes from Strada funds. Each training course required
employees to attend multiple class sessions over the course of approximately two
(2) weeks. Eighteen (18) employees were able to take Microsoft Excel I training
(August 30, 2017 — September 8, 2017) with eight (8) advancing to the Excel II
course (November 6-15, 2017). Another nineteen (19) employees attended the
Microsoft Outlook I training classes (September 13, 2017 — September 22, 2017).
On May 24, 2018, Attorney Sarah Wang returned to conduct a training on
Performance Management and Discipline for County supervisors. The training
provided supervisors and managers tips when addressing employee performance
and misconduct issues in a way that is consistent with the County's policies,
Collective Bargaining Agreements, and applicable legal requirements. Two (2)
sessions were offered and a total of forty-nine (49) supervisors attended. This
training was also video-taped and will be used as a training reference/guide for
supervisors who were unable to attend the live training.
Two hundred twenty-nine (229) workers' compensation claims were processed
this year by our third -party administrator (TPA). There were ninety (90) new
reportable claims, a thirteen percent (13%) decrease from last year. Of the total
claims, one hundred forty-nine (149) claims remained open and eighty (80) claims
were closed.
Worker's Compensation benefits paid this fiscal year was $1,870,503.80 up
$5,731.22 or 0.3% from last fiscal year. Reserve amounts increased by
$168,835.99 from $2,836,695.91 to $3,005,531.90.
The County's Return to Work Program (RTWP) continued to provide
opportunities for employees who were injured at work to safely return to work as
soon as authorized by a health care provider. During this past year, the RTWP
was able to successfully return fifteen (15) employees to modified or light duty
while awaiting release to full duty. RTWP meetings were held for four (4) other
employees who were deemed to have permanent work restrictions. The
departmental and countywide job searches for two (2) of the employees were
unsuccessful and lead to the separation of services of both employees with the
County. One (1) of the other employees was able to return to work, and the other
employee's RTWP is still on -going.
III-9
There were one thousand, five hundred ten (1,510) lost days attributed to work
injuries that were reported this fiscal year. This was a three percent (3%) increase
from the total lost days reported last year of one thousand, four hundred, sixty-six
(1,466) days.
Payroll
Back in 1994, the County changed from an on -time payroll to a payroll lag. As a
result, individuals employed back in 1994 were provided with an "advance" in
order to achieve the lag without affecting anyone's pay with the understanding
that the "advance" would be collected upon an employee's separation. This year,
affected employees were provided with an opportunity to begin to repay this
"advance" beginning in July through payroll deductions, vacation cash out or a
combination of the two. A total of fifty-one (51) employees took advantage of
this opportunity to pay back the County for this "advance" and avoid having this
taken out of their last paycheck.
The County has already realized savings from the PTS Deferred Compensation
Program that started in September 2017. Part Time, Temporary and Seasonal
employees do not contribute to Social Security and instead, a PTS deferred
compensation account is set up for their contributions. The County's savings are
obtained by the lowered Social Security taxes that are paid based on a reduced
gross payroll.
Finally, an Agreement with the State Employee Union Trust Fund (EUTF) was
executed for the County to receive itemized billing for employees' and
employer's health costs to better manage this large expense.
c. Program Activities
1. Civil Service Commission
The Civil Service Commission consists of seven members, appointed by the
Mayor and confirmed by the County Council, who shall be in sympathy with
and who shall believe in the principles of the merit system in public
employment. Of the members appointed, one shall be selected from among
persons employed in private industry in either skilled or unskilled laboring
positions as distinguished from executive or professional positions.
III-10
Members Term of Appointment
Jeffrey Iida, Chair................................................01 /01 / 18 to 12/31 /20
*Richard Jose, Vice -Chair
....................................... 01/01/18 to 12/31/20
Fely Faulkner.....................................................01/01/16
to 12/31/18
Elizabeth Hahn...................................................01/01/14 to 12/31/19
Karen Matsumoto................................................01/01/16
to 12/31/18
Vonnell Ramos...................................................01/01/17 to 12/31/19
*skilled/unskilled labor member
Regular Sessions ............................................... l 1
Executive Sessions ............................................ 10
Special Sessions ............................................... 0
AppealsFiled ................................................... 3
2. Employee Awards Recognition Ceremony
Three hundred twenty-five (325) tickets were distributed this year for the
County's Annual Employee Awards Recognition Ceremony that was held on
April 6, 2018. Employee of the Year awards were presented to those
employees in each department who exhibited superior work performance,
work efficiency, community service, and special acts beyond the scope of
their duties, thereby sustaining pride in work performance and fostering
excellence in public service. Awards were also presented to those employees
who completed 15, 20, 25, 30, 35 and 40 years of dedicated government
service and employees who retired in 2017.
3. Pre -Retirement Workshop
The County of Kaua`i's Pre -Retirement Workshop was held on September 7,
2017 at the Kauai War Memorial Convention Hall. Fifty (50) County of
Kauai and fifty-one (51) State of Hawaii employees attended the workshop.
Some of the presenters included Attorney Cynthia Hannah -White who offered
information on estate planning, Jane Burigsay from the Social Security
Administration, Sheri Kunioka-Volz, Kenneth Kimura, and Shirlyn Young
from the Employee's Retirement System (ERS), Kali Puuohau from the
Hawaii Employer -Union Health Benefits Trust Fund (EUTF), and Peter Eddy
from Island Savings/Prudential Retirement. It was announced this year that
we will be holding these workshops every other year (instead of annually)
since employees are informed to attend at least one workshop five (5) years
prior to their scheduled retirement dates and information is available online.
IV. BUDGET
FY 2018-Budgeted
FY 2018-Actual
Equivalent Personnel
*21
19
Salaries
$1,278,599
$ 1,252,079
Employee Benefits
$ 709,611
$ 561,974
Operations
$ 447,101
$ 294,249
Total
$2,435,311
$ 2,108,302
*Includes two (2) 89-day contract positions and one (1) $1 funded position.
Staffing for the seasonal internship program is not included.
III-12
V. STATISTICS
Recruitment and Exam
Recruitment Announcement
Resource
Number of
Applicants
Percent
of Kauai website
2,095
44.47%
-County
Hawaii Tribune -Herald
483
10.25%
Word of Mouth (County of Kauai
Employee)
609
12.93%
Other
622
13.2%
Internet Search Engines (MSN, Google,
etc.)
467
9.91%
Job Announcement Posting (Visit to the
State Recruiting Office or Workforce
-Development Office)
262
5.51%
The Garden Island Newspaper
62
1.32%
-Department of Human Resources
92
1.95%
Job Fair
16
0.34%
The Honolulu Star Advertiser
2
0.04%
The Maui News
0
0.00%
Unknown
1
0.02%
Recruitment
FY 2017
FY 2018
Classes Recruited
297
298
-Applications Received
4,194
4,025
Accepted
2,882
1,997
-Applications
-Applications Rejected
1,350
2,029
Types of Examinations Held
-Open Competitive
125
118
Promotional
112
87
Non Competitive
15
0
-Registration
12
12
Eligible Placed on List
-Open Competitive
1,928
954
Promotional
188
168
-Registration
1,118
878
Return -to -Work
1
2
-Re-Employment
1
1
Certification
-Request from Departments
325
484
Job Opportunities filled by Certification
225
443
Eli ibles Certified
2,180
1,633
III-13
Classification and Pay
Classification and Pay
FY 2017
FY 2018
Initial Allocation
31
7
Reallocation
71
60
Reallocation of Vacant Position
92
107
Reallocation
9
14
-Temporary
End of Temporary Reallocation
15
3
Redescri tion Review
214
115
No Change
0
0
Withdrawal
8
12
Class Retitled
0
2
of Classification Requests
5
9
-Backlog
Classification Requests
445
329
Classification Appeals
0
0
Number of Classes Established
11
10
Number of Classes Retitled
2
2
Number of Classes Abolished
4
3
Number of Classes Amended
18
17
Number of Classes Reactivated
0
0
Transactions
Transactions
FY 2017
FY 2018
Promotions
67
53
Demotions
4
2
Transfers
45
39
Pay Increase
2,217
1,750
Reallocations
80
47
Suspensions
20
14
Other
921
788
Leave Without Pay
203
6
Seasonal
81
91
New Hires
116
137
Separations
121
110
Total Personnel Transactions Audited
3,875
3,037
Payroll
Payroll
FY 2017
FY 2618
Gross Payroll
$88.0 million
$91.2 million
Employer Union Trust Fund (EUTF)
$15.6 million
$15.7 million
Employee Retirement System (ERS)
$16.4 million
$17.0 million
Social Security
$ 3.3 million
$ 3.4 million
Medicare
$ 1.1 million
$ 1.2 million
III-14
Workers' Compensation Claims and Costs By Department
DepartmenU
Agency
Open
Closed
Total
Claims
FY
2018
Total
Claims
FY
2017
Department/
Agency
Cost
FY2018
Cost
FY2017
Police
45
24
69
66
Police
$ 388,663.77
$ 421,211.69
Parks & Rec
33
19
52
55
Parks & Rec
$ 281,858.99
$ 279,275.16
Public Works
37
14
51
43
Public Works
$ 614,790.43
$ 627,521.63
Fire
14
10
24
28
Fire
$ 238,830.10
$ 182,544.26
Transportation
8
6
14
13
Transportation
$ 258,358.18
$ 266,157.06
Water
7
3
10
13
Water
$ 40,405.05
$ 29,460.41
Finance
3
0
3
4
Finance
$ 18.32
$ 4,765.14
ProsecutingAt
1
2
3
5
Prosecuting At
$ 47,163.54
$ 46,971.36
Housing0
2
2
2
Housin
$ 415.42
$
Planning1
0
1
0
Planning$
-
$ 6,865.87
Clerk/Council Svc
0
0
0
0
Clerk/Council Svc
$ -
$
CountyAtt
0
0
0
0
CountyAtt
$ -
$ -
Economic Dev
0
0
0
0
Economic Dev
$ -
$
Elderly0
0
0
0
Elderly$
-
$ -
Human Resources
0
0
0
0
Human Resources
$ -
$ -
KEMA
0
0
0
0
KEMA
$ -
$
Liquor
0
0
0
0
Liquor
-
Mayor's Office
0
0 10
0
Mayor's Office
$ -
$ -
Total
149
80 1
229
229
Total
$ 1,870,503.80
$ 1.864.772.58
Workers' Compensation Costs and Reserves by Benefit Type
COSTS INCURRED
RESERVE AMOUNTS
BENEFITS
Costs FY 2018
Costs FY 2017
Change
Reserves FY
Reserves FY
Change
2018
2017
Medical
$ 803,862.65
$ 724,185.62
$ 79,677.03
$ 949,627.46
$ 875,214.86
$ 74,412.60
Temporary Total
Disability
$ 678,689.93
$ 536,463.45
$ 142,226.48
$ 423,898.02
$ 461,042.67
($ 37,144.65)
Permanent Partial
Disability
$ 276,006.16
$ 459,349.02
($183,342.86)
$1,363,056.88
$1,277,400.73
$ 85,656.15
Vocational
Rehabilitation
$ 12,684.27
$ 10,267.89
$ 2,416.38
$ 35,070.14
$ 21,747.85
$ 13,322.29
Other Allocated
Expenses
$ 99,260.79
$ 118,413.88
($ 19,153.09)
$ 225,546.94
$ 199,457.34
$ 26,089.60
Administrative
Expenses
$ 0.00
$ 16,092.72
($ 16,092.72)
$ 8,332.46
$ 1,832.46
$ 6,500.00
Total Costs
$1,870,503.80
$1,864,772.58
$ 5,731.22
$3,005,531.90
$2,836,695.91
$ 168,835.99
III-15
Vehicle and Equipment Training
Type/Purpose of
# of Employees Trained By Department
Total
Training
(By Type of
Training)
Public
Parks &
Water
Police
Works
Recreation
Promotional
-
-
-
-
-
Temp Assign
-
-
-
-
-
Refresher
-
1
-
-
1
Re -certification
30
-
-
-
30
(Forklift only)
Retraining
-
-
-
-
New Equip / New Vehicle
124
3
11
5
143
Evaluation
2
_
_
_
2
ualifications/S kills
TOTAL
156
4
11
5
176
HEAVY EQUIPMENT /
VEHICLE TRAINING
(TYPE)
PURPOSE OF
TRAINING
# OF TRAININGS BY DEPARTMENT
PUBLIC
WORKS
PARKS &
RECREATION
WATER
POLICE
ATV/UTV
New Equip / Vehicle
-
-
-
5
Backhoe
New Equip / Vehicle
6
1
-
-
Bushwacker
New Equip / Vehicle
25
1 -
-
-
Clipper
New Equip / Vehicle
4
-
-
-
Compactor Backhoe
New Equip / Vehicle
8
-
-
-
Dump Truck
Evaluation
1
-
-
-
New Equip / Vehicle
5
-
-
-
Excavator
New Equip / Vehicle
5
-
-
-
Forklift
Recertification
30
-
-
-
New Equip / Vehicle
11
-
8
-
Front End Loader
Refresher
-
1
-
-
New Equip / Vehicle
-
2
2
-
Hook Lift Dump Truck
New Equip / Vehicle
7
-
-
-
Pay Loader
New Equip / Vehicle
14
-
-
-
Peterbilt Roll -Off Truck
New Equip / Vehicle
2
-
-
-
Riding Mower
New Equip / Vehicle
4
-
-
-
Sakai Roll Under 5 Ton
New Equip / Vehicle
1
-
-
-
Tractor Mower
New Equip / Vehicle
7
-
-
-
Tractor Trailer
New Equip / Vehicle
22
-
1
-
Water Truck
Evaluation
1
-
-
-
New Equip / Vehicle
3
-
-
-
TOTAL # OF EMPLOYEES TRAINED
(BY DEPARTMENT)
PUBLIC
PARKS &WORKS RECREATION
WATER
POLICE
156
4
11
5
III-16
Other General Training
TYPE OF GENERAL TRAINING
TOTAL
Driver Improvement Program
77
Customer Service Training
10
Microsoft Excel I Training
18
Microsoft Excel II Training
8
Microsoft Outlook I Training
19
Conducting Proper Workplace Investigations Training
57
First Aid/CPR Training
46
Workplace Essentials — Leadership Training
24
New Supervisor Training
38
A Day in the Life of an Effective Supervisor
26
Performance Management/Discipline Training
49
Total # of Employees Trained
372
III-17
Number of County Employees as of June 30, 2018
Department
Permanent
Temporary
Exempt
Contract
Total
Auditor's Office
0
0
0
0
0
County Attorney
5
0
10
0
15
County Clerk
6
0
24
0
30
Economic Development
0
0
9
0
9
Elderly Affairs
7
9
0
0
16
Emergency Management
4
1
0
1
6
Finance
73
1
3
2
79
Fire
196
3
2
0
201
Housing
0
0
2
21
23
Human Resources
15
0
2
0
17
Liquor
5
1
2
0
8
Mayors' Office
1 0
0
17
0
17
Parks & Recreation
175
0
4
0
181
Planning
22
1
2
0
25
Police
195
0
1
4
200
Prosecuting Attorney
23
2
17
0
42
Public Works
228
6
4
0
238
Transportation
0
0
83
0
83
Water
83
0
3
0
86
Total
1,037
24
185
28
1,276
Note: Permanent - Probationary and permanent employees
Temporary - Provisional and limited term employees
Exempt - Elected and appointed employees (excluding boards and commissions)
Contract - Employees under personal services contract
DEPARTMENT OF HUMAN RESOURCES
Staff as of June 30, 2018
Director of Human Resources...........................Janine M.Z. Rapozo
Private Secretary ..........................................
Pualani R. Belmonte
HR Manager III............................................Jill
Niitani
HR Specialist III ..........................................
Erin Takekuma
HR Specialist III ..........................................
Kathy Tanita
HR Specialist II............................................Kris Nakamura
HR Specialist I .............................................
Telissa Agbulos
HR Specialist I .............................................
Gerald Basquez
HR Technician .............................................
Michelle Hinazumi
HR Assistant ...............................................
Kari Villabrille
HR Clerk ....................................................
Corinne Rosa
Central Payroll Accountant ..............................
Ken Villabrille
Assistant Central Payroll Accountant ...................Marissa
Lilo
Payroll Specialist II.......................................Doris
Agbulos
Payroll Specialist II.......................................Chita
Grace Pasion
Payroll Technician.........................................Leimomi
Spencer-Gacusan
Safety & Driver Improvement Coordinator ............
Steven Carvalho
Personnel Support Clerk..................................Kathleen
Fort
III-18
DEPARTMENT OF HUMAN RESOURCES
DIRECTOR'S REPORT
TO THE
CIVIL SERVICE COMMISSION
OCTOBER 2018
As impasse has already been declared, arbitration hearing dates have been set for January 7-12,
2019 with the Hawaii Fire Fighters Association (HFFA) in negotiations over a new contract
beginning July 1, 2019. For the Hawaii Government Employees Association's units 2, 3, 4, 13,
and 14, negotiations continue with all contracts expiring on June 30, 2019.
The department has been busy for the last several months assisting both the Police Commission
and Fire Commission in hiring a new Chief. Fire Chief Westerman will be leaving at the end of
the year and Police Chief Perry has already left at the end of July. All applications for both
positions were turned into our office for initial screening of qualifications. Both Commissions
have been meeting regularly to vet through qualified applicants to select finalists for in person
interviews and other screenings as required.
Effective October I", Kris Nakamura was promoted to an HR Specialist III and is now assigned to
the Employee Development and Health Services Division. In addition, the department is pleased
to welcome Tiffany Hiranaka on October 16`h who will be joining the Department as a Program
Support Technician II. Her focus will primarily be on assisting with the administrative clerical
duties.
CSC 2018-11 2018 October
Administrative Services and Benefits
• In coordination with the local Employee Retirement System (ERS) office, an informational
workshop has been scheduled in October to discuss retirement benefits for all appointees in
the current Administration who may be separating from the County.
• New Hires: Accountant II
Customer Relations Assistant (2)
Customer Service Representative I
Equipment Operator I
Equipment Operator II
Fire Fighter Trainee
Janitor II
Land Use Permit Technician
Ocean Safety Officer I (exempt) (3)
Payroll Specialist I
Sanitary Chemist
Senior Clerk
Waterworks Inspector II (2)
West Kauai Community Plan Assistant (exempt)
• Exit Interviews Conducted: 5 of 7
• TDI Applications I(approved)
• Leave Sharing: 1 (denied)
• Reference Checks: 5
• Employment Verifications: 22
• Transactions:
New Hires
13
Separations
18
Reallocations
2
Promotions
7
Demotions
0
Transfers
17
Pay Increase
8
Suspension
1
Leave Without Pay
3
Other
67
Seasonal
0
Classification and Pay and Labor Relations
• Staff have been working with the various unions and departments to update various
Memorandum of Agreements and Supplemental Agreements to coincide with new labor
agreements.
2
• Reallocations Processed: Accounting Assistant to Account Clerk
Bus Driver (substitute) to Bus Driver
Civil Engineer I to Engineering Support Technician III
Civil Engineer V to Civil Engineer VI
Computer Systems Support Technician to Accounting
Assistant
Construction Inspector III to Project Assistant
Customer Service Representative II to Customer Service
Representative I (2)
CZM E-Plan Review Specialist to Land Use Permit
Technician
Fire Fighter I to Fire Fighter Trainee (2)
Fire Fighter Trainee to Fire Fighter I (2)
Human Resources Specialist I to Human Resources Specialist
III
Human Resources Technician to Program Support Technician
II
Laborer II to Laborer I (2)
Legal Clerk III to Para -Legal Assistant I
Police Officer I to Police Services Officer (3)
Recycling Specialist Trainee to Recycling Specialist I (2)
• Desk Audits: None
• New Classes Adopted: Aging and Disability Services Technician
Recruitment and Exam
Three hundred seventy (370) individuals applied for the Fire Fighter Trainee exam. One
hundred one (101) did not meet the minimum qualifications so the remaining two hundred
sixty-nine (269) applicants were invited to the written exam. A total of one hundred forty-
two (142) showed up for the written exam; eighty-four (84) applicants passed the exam
and were invited to four (4) days of performance testing. Forty-two (42) applicants passed
the performance test and are now on the eligible list for Fire Fighter Trainee.
• Recruitments: Accountant II
Accounting Assistant (exempt)
Administrative Officer
Automotive Mechanic I
Bridge Maintenance Worker I
Bus Driver (substitute) (exempt)
Civil Engineer I
Customer Service Representative I
CZM Subdivision Management Specialist (exempt)
Deputy Prosecuting Attorney (exempt)
Election Clerk I (exempt).
3
Electronics/Plant Electrical Tradesperson I
Emergency Services Dispatcher I
Engineering Support Technician III
Environmental Services Management Engineer
Fire Assistant Chief
Fire Captain
Fire Fighter II (Hazmat)
Fire Fighter II (Rescue)
Fire Fighter III
Golf Course Groundskeeper
Hvy Vehicle and Construction Equipment Mechanic I
Investigator (exempt)
Janitor II
Laborer I
Landfill Laborer I
MVR Assistant Clerk (exempt)
Park Caretaker I
Parks Permit and Security Coordinator
Principal Project Manager
Private Secretary (exempt)
Program Support Technician II
Project Assistant
Public Works Information Clerk (exempt)
Tractor Mower Operator
Treasury Support Clerk
Wastewater Plant Operator Assistant
• Lists Referred to Departments: Account Clerk
Accountant II
Accounting Assistant (exempt)
Background Investigator (exempt)
Bus Driver (substitute) (exempt)
Civil Engineer VI
County Real Property Tax Manager
Criminalist I
CZM Subdivision Management Specialist (exempt)
Deputy County Attorney (exempt)
Deputy Prosecuting Attorney (exempt)
Election Clerk I (exempt)
Emergency Services Dispatcher I
Equipment Operator III
Evidence Custodian Assistant (exempt)
Fire Assistant Chief
Human Resources Specialist III
Investigator (exempt)
Laborer I
rd
Liquor Control Investigator Trainee
MVR Assistant I (exempt)
Para -Legal Assistant I
Police Fleet Services Coordinator (exempt)
Police Services Officer
Pool Guard
Program Support Technician 11
Sexual Assault Forensic Nurse Examiner (SANE)
(exempt)
Solid Waste Worker II
Van Driver (substitute) (exempt)
• Written Exams Administered: Account Clerk
Emergency Services Dispatcher I
Fire Fighter Trainee
Liquor Control Investigator Trainee
Police Services Officer
• Performance Exams Administered: Pool Guard
Solid Waste Worker II
• Administrative Reviews: None
Payroll
• Payroll staff continue to meet with Finance -IT staff in an effort to correct payroll codes in
the system and move towards greater efficiencies for all departments. Plans are in the
works to have staff from Superion (payroll system vendor) to do an on -site visit in
November to work through various payroll issues that need to be addressed.
• Gross Payroll:
9/15/2018
$3,976,095
9/30/2018
$3,877,201
EUTF (Health Fund)
$2,063,849
ERS (Retirement)
$1,656,691
Social Security
$298,458
Medicare
$108,058
PTS SS Savings
$3,872
Employee Development and Health Services
• Only two (2) new workers' compensation claims were filed this month; both being
medical -only claims.
• Bi-monthly reviews for thirty-one (31) workers' compensation claims from Public Works,
Parks and Recreation, Police, Fire, Transportation, Finance and Water were held with
FIRMS (First Insurance Risk Management Services) and Atlas Insurance to monitor
progress and determine course of action for high costing, problematic and long standing
cases and strategies for new cases on problems that can be foreseen.
First aid training was held on September 24t' for thirteen (13) Parks and Recreation
employees.
Equipment/Driver Training: Compacter with Blade (1 Public Works' employee)
CAT Grader 140G (2 Public Works' employees)
Pay Loader (2 Public Works' employees)
Dozer D6 & D7 (1 Public Works' employee)
SCAG Riding Mower (3 Public Works' employees)
Takeuchi Steer Loader (1 Public Works' employee)
T