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HomeMy WebLinkAbout2019_0604_CSC_Agenda_PacketRichard Jose Members: Chair Fely Faulkner Elizabeth Hahn Vonnell Ramos Jeffrey Iida Beth Tokioka Vice Chair COUNTY OF KAUA'I CIVIL SERVICE COMMISSION NOTICE OF MEETING AND AGENDA Tuesday, June 4, 2019 3:00 p.m. Hawaii Standard Time or shortly thereafter Mo`ikeha Building, Liquor Conference Room 3 4444 Rice Street, Lihu'e, HI 96766 CALL TO ORDER ROLL CALL APPROVAL OF MINUTES a. Open Session Minutes of May 7, 2019 ACTING DIRECTOR'S REPORT CSC 2019-09 Acting Director's Reports, Announcements and Pertinent Updates for the May 2019 period. a. Labor contracts and negotiations b. Administrative Services and Benefits c. Classification and Pay and Labor Relations d. Recruitment and Exam e. Payroll f. Employee Development and Health Services COMMUNICATIONS CSC 2019-10 Communication dated May 7, 2019 from Mayor Derek S.K. Kawakami to Chair Richard Jose and Members of the Civil Service Commission regarding Salary Resolution No. 2019-1. An Equal Opportunity Employer BUSINESS CSC 2019-11 Discussion and implementation of the hiring process to begin selection of a Director of Human Resources. [12/11/18, 1/22/19, 2/26/19, 3/19/19, 4/2/19, 5/7/19] a. Review and possible approval of the second draft advertisement from Human Resources Department for the Director of Human Resources. b. Discussion on the schedule of July meeting dates for the Permitted Interaction Group (PIG). c. Possible formation of a permitted interaction group (PIG) pursuant to Hawaii Revised Statutes Section 92-2.5(b)(1-2) which scope of duties may include: i. Screen and review applications to eliminate the applicants that do not meet the minimum criteria. ii. Interview finalist and complete scoring package. EXECUTIVE SESSION Pursuant to Hawaii Revised Statutes §92-4 and 92-5 (a) (2) (4) the purpose of this executive session is for the Commission to discuss the hiring of a new Director of Human Resources and other related matters where consideration of matters affecting privacy will be involved, and to consult with the Commission's legal counsel on questions and issues pertaining to the Commission's and the County's powers, duties, privileges, immunities, and/or liabilities as they may relate to this agenda item. ES-006 Discussion and implementation of the hiring process to begin selection of a Director of Human Resources. [12/11/18, 1/22:' 19] a. Review and possible approval of the Criteria Scoring Worksheets. b. Develop the oral interview scoring package for applicants. ANNOUNCEMENTS Next Meeting: Tuesday, July 2, 2019 — 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 Todd Jenson Civil Service Commission — June 4, 2019 Page 12 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. 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 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 Anela Segreti at (808) 241-4910 or ase reti cc,,kauai. ov at least seven calendar days prior to the meeting. Civil Service Commission - June 4, 2019 Page 13 IN T� _rffuCOUNTY OF KA ��-J .J.� UAIj ter+ Minutes of Meeting OPEN SESSION Board/Commission: CIVIL SERVICE COMMISSION Meeting Date: May 7, 2019 Location Mo'ikeha Building, Liquor Control Conference Room 3 Start of Meeting: 3:00 p.m. End of Meeting: 4:35 p.m. Present Chair Richard Jose. Vice Chair Jeffrey Iida. Members: Fely Faulkner, Elizabeth Hahn, Beth Tokioka (via teleconference). Also: Deputy County Attorney Nicholas Courson and Legal Clerk Todd Jenson. Acting Director of Human Resources Janine Rapozo (left at 3:14 p.m.). Office of Boards and Commissions Staff. Administrator Ellen Ching and Commission Support Clerk Sandra Muragin. Excused Commissioner Vonnell Ramos. Absent SUBJECT DISCUSSION ACTION Call Chair Jose called the meeting to Order/Roll Roll Call order at 3:00 p.m. with five members constituting a quorum. Approval of a. Open Session Minutes of April 2 2019 Mr. Iida moved to approve the Minutes Open Session minutes of April 2, 2019, as circulated. Ms. Hahn seconded the motion. Motion carried 5:0. b. Executive Session Minutes of April 2 2019 Mr. Iida moved to approve the Executive Session minutes of April 2, 2019, as circulated. Ms. Faulkner seconded the Acting CSC 2019-07 2019 April motion. Motion carried 5:0. Director's Report Acting Director of Human Resources Janine Rapozo reviewed the April report with the Commission (on file). Ms. Rapozo shared that the labor contracts for the Hawaii Fire Fighters Association and United Public Workers (UPW) was forwarded to the County Civil Service Commission Open Session May 7, 2019 Page 2 SUBJECT DISCUSSION ACTION Council for funding approval and that a public hearing would be held May 29th. However, all jurisdictions would need to approve the award before these are finalized. Also effective July 1 st all Hawaii Government Employee Association (HGEA) would be without a contract and only five units would continue with the current contract past July 1 st, as well as the new rates, for the Employer Union Trust Fund (EUTF). Ms. Rapozo stated that six HR employees would attend a City and County of Honolulu classification training on Oahu this Thursday. She shared that there were over 300 in attendance at the recent employee banquet that honored employees of the year, as well as those with years of service. She credited her staff for organizing this successful event. Ms. Tokioka asked Ms. Rapozo to explain "Other — 8 1 " located under "Transactions" in the Administrative Services and Benefits section of her report. Ms. Rapozo explained that it included amended payroll certifications, errors, reallocations that were retroactively done and completed transactions that needed to amend old ones. Ms. Tokioka also asked if it was normal to have 32 reallocations. Ms. Rapozo admitted it was higher than usual but there were numerous positions that required multiple reallocations. Ms. Hahn stated that her recent attendance to the County Council meeting revealed the numerous additional task Human Resources were expected to provide, in order for the Council to make a decision. She was shocked at the volume of reports provided by HR and the magnitude of importance those reports provided. It reaffirmed her belief on how important and crucial HR is to the well-being of the County. Ms. Rapozo agreed that this particular instance there was a lot requested and these type of request varied depending on the subject matter. She agreed with Ms. Hahn to add a new line item into the monthly report that would include in-house requests. Business CSC-2019-08 Discussion and implementation of the hiring process to begin selection of a Director of Human Resources. [ 12/ 11 / 18, 1 /22/ 19, 2/26/ 19, 3/ 19/ 19, 4/2/ 19] a. Possible formation of a permitted interaction group (PIG) pursuant to Hawaii Revised Statutes Section 92-2.5(b)(1-2) which scope of duties may include. Civil Service Commission Open Session May 7, 2019 Page 3 SUBJECT DISCUSSION ACTION i. Select and determine the number of criteria. ii. Review applications. iii. Selection of semi-finalists. iv. Follow-up and control to ensure time frames are met. V. Framing and vetting written and oral questions for the candidates and critically review all aspects of the process b. Review draft advertisement from Human Resources Department for the Director of Human Resources. Determine length of time to post the job opening and Ms. Faulkner moved to form a advertisement venues. permitted interaction group (PIG). Mr. Iida seconded the Ms. Hahn probed for the status of the salary resolution, to which Deputy County Attorney motion. Nicholas Courson replied that the County Council deferred the resolution past the decision point, essentially allowing it to automatically pass. With that update, Ms. Hahn queried on whether it was necessary to form a PIG. The Commission made a decision before the outcome of the salary resolution and with the new salary cap she was now able to nominate an individual so the validity of a PIG was not needed. The Commission was reminded by Administrator Ellen Ching that they voted for Option #2 which was to form a permitted interaction group at a previous meeting, not nominate individuals. Ms. Hahn asked if they could revisit their options again, now that the salary resolution passed. Mr. Courson suggested she make a motion and that would reveal if the Commission was in agreement with her. After some discussion, it became clear to Ms. Hahn that the Commission wanted to continue with Option #2. Mr. Courson redirected the Commission back to the discussion on the scope of duties for the PIG. Ms. Tokioka asked for definition on what criteria meant. Ms. Ching explained that a criteria sheet would be used to review and rate all applicants that basically passed the initial required qualifications as outlined in the position description for the Director of Human Resources (DHR). Having gone through the hiring process for the Chief of Police, she said the Police Commission used a criteria sheet. The criteria sheet could list the preferred ualifications with each section having a point system or weighted score. The applicants Civil Service Commission Open Session May 7, 2019 Page 4 SUBJECT DISCUSSION with more preferred qualifications would score higher and the PIG could then recommend to interview applicants that score X number of points. This way not all of the applications received would be reviewed by the full Commission. Ms. Ching shared that once the PIG presents their findings to the Commission, the Commission would need to wait for another meeting to adopt or amend the findings and suggested they consider scheduling a meeting the very next day or soon after to vote or they could wait for their next scheduled meeting. Looking at the scope of duties for the PIG, Mr. Courson shared his doubts that one PIG could accomplish the list and stated that multiple PIG's would be required. He explained that three minimum meetings was required for the PIG to work and once they reported their findings the PIG dissolved. He would not recommend allowing the PIG to determine the criteria, review applications and select semi-finalist because the Commission may not agree on the PIG's criteria and that would delay the timeline. To jump start the process and save time, Mr. Courson suggested the Commission "select and determine the number of criteria" today. With that complete, the PIG's scope of duties could then include "review applications" and "selection of semi-finalists." The Commission shared their thoughts and agreed to use the preferred qualifications as the criteria and assigned a percentage value to each paragraph. Chair Jose called for the question. ACTION Motion carried 4:1 (Nay — Hahn) Ms. Hahn moved to select the three paragraphs listed under preferred qualifications as written in the position description of the Director of Human Resources as the criteria and assigned 25% to the first Civil Service Commission Open Session May 7, 2019 SUBJECT Page 5 DISCUSSION Based on Mayor Kawakami's commitment to the County Council that salary raises would only be considered after department heads serve a year in their position and perform at a favorable job evaluation, Ms. Ching asked the Commission to consider keeping the current annual salary on the advertisement. Ms. Hahn disagreed and reminded the Commission that they controlled the DHR and made the final decision. She said it was important for the Commission to maintain authority over the selection process of the DHR and advocated for listing the new maximum annual salarv. ACTION paragraph, 50% to the second paragraph and 25% to the third paragraph. Ms. Faulkner seconded the motion. Motion carried 5:0. Ms. Tokioka moved that the scope of duties for the PIG encompass; review of applications and arrange applications in ranking order based on its criteria score. Ms. Hahn seconded the motion. Motion carried 5:0. Ms. Hahn moved that the Permitted Interaction Group be comprised of the following members; Vice Chair Jeffrey Iida, Commissioner Fely Faulkner and Commissioner Beth Tokioka. Mr. Iida seconded the motion. Motion carried 5:0. Civil Service Commission Open Session May 7, 2019 Page 6 SUBJECT I DISCUSSION ACTION Chair Jose called for a recess at 4:20 p.m. Chair Jose called the meeting back to order at 4:24 p.m. To assist the Commission with the hiring process, Ms. Ching shared recommendations from the Police Commission who recently completed the hiring process for the Chief of Police. After a lengthy discussion the Commission endorsed the following changes to the advertisement; e Annual Salary Up to $123,318 effective July 1, 2019 Limit applicant resume to a maximum of 5 pages total and must include the following; 0 1-page cover letter required o Maximum 1-page of training or classes o No personal or professional references o No certificates or diplomas o No letters of recommendation o No photographs Limit advertisement to 30 days from date of first posting. Ms. Hahn moved to approve the draft DHR advertisement with the following changes; *Annual Salary Up to $123,318 effective July 1, 2019 *Limit applicant resume to a maximum of 5 pages and must include the following; -1-page cover letter required -Maximum 1-page of training or classes -No personal or professional references Civil Service Commission Open Session May 7, 2019 SUBJECT Page 7 DISCUSSION Ms. Ching read the Police Commission recommendations on where and where not to advertise. The Commission discussed avoiding job websites that automatically send resumes that match up to the job description. The Commission discussed the following for the June 4th meeting; • Assess response from advertisement. • Schedule PIG meetings in June to review applications. • PIG to report findings in the July 2 meeting. • Schedule double meetings in July for the Commission to receive the PIG findings and then act on the findings soon after. Announcements Next Meeting: Tuesday, June 4, 2019 — 3:00 p.m., Mo'ikeha Building, Liquor Conference Room 3. Adjournment ACTION -No certificates or diplomas -No letters of recommendation -No photographs *Limit advertisement to 30 days from date of first posting. Ms. Faulkner seconded the motion. Motion carried 5:0. Ms. Hahn moved to approve advertising in Government (county, other counties, state), professional HR websites- Society of Human Resources (SHRM), Garden Island Newspaper, Star Advertiser Newspaper and other professional organizations. Ms. Faulkner seconded the motion. Motion carried 5:0. With no objections, Chair Jose adjourned the meeting at 4:35 Civil Service Commission Open Session May 7, 2019 Submitted by: Sandra Muragin, Commission Support Clerk () Approved as circulated. () Approved with amendments. See minutes of Page 8 Reviewed and Approved by: meeting. Richard Jose, Chair DEPARTMENT OF HUMAN RESOURCES ACTING DIRECTOR'S REPORT TO THE CIVIL SERVICE COMMISSION MAY 2019 The United Public Workers (UPW) union have a current four (4) year contract (July 1, 2017 to June 30, 2021) that allows for additional bargaining for the equivalent value of a step movement for the last two (2) years of the contract. Since the Employer group has not come to an agreement with all unions, a new step movement calculation could not be determined and therefore, the Employer group offered the UPW the current step movement equivalency of 1.20I6 across the board on January 1, 2020 and January 1, 2021. The UPW negotiating committee accepted the Employer's offer and the entire membership ratified this increase in mid -April. Funding for this increase has been sent to the County Council for approval. Agreements with all bargaining units have been finalized for the cost share amounts between the Employer and employee for health care premiums effective July 1, 2019. The agreement uses a dollar figure based on a sixty percent (600 6) Employer amount to a forty percent (40%) employee amount for the most prevalent health plan. Arrangements were made to work with various jurisdictions to provide training/share resources in the various divisions of the department. In May, staff members attended a Classification training put on by the City and County of Honolulu. In addition, a trainer from the Big Island assisted our office with performance testing for various open positions while our employee is out on an extended leave. Over three hundred (300) individuals attended the County's annual Employee Recognition Banquet held at the Kauai Veteran's Center on April 26, 2019. Outstanding employees from the various departments and employees with varying years of service were honored at this event. eX �m I - 01 Administrative Services and Benefits • One hundred eight (108) changes were received and processed during open enrollment for health insurance throughout the month of April. • Open enrollment for the County's Flexible Spending Plan continued throughout the month of May with two (2) presentations held for interested employees. • New Hires: Accountant I Chief of Police (exempt) Deputy Prosecuting Attorney (exempt) Economic Development Specialist IV (exempt) Emergency Services Dispatcher I Law Clerk (exempt) Repair Shop Utility Worker • Exit Interviews Conducted: 1 of 4 • TDI Applications 3 (2 approved/1 denied) • Leave Sharing: 0 • Reference Checks: 6 • Employment Verifications: 10 • Transactions: New Hires 7 Separations 4 Reallocations 2 Promotions 6 Demotions 1 Transfers 3 Pay Increase 8 Suspension 2 Leave Without Pay 0 *Other 82 Seasonal 0 *Other includes miscellaneous change forms (expense distribution changes, schedule changes, personal data changes, etc.), end of/extension of temporary reallocations, add:`delete pay codes, termination/rehire 89-day appointments and exempt appointments, amended payroll certifications, extension of initial probation, rescinded payroll certifications, etc. Classification and Pay and Labor Relations • The Employer group held a joint labor-management meeting with the Hawaii Fire Fighters Association (HFFA) to discuss drug and alcohol testing, temporary assignment and vehicle accidents. 2 • Reallocations Processed: Construction Inspector III to Supervising Construction Inspector MVR Assistant Clerk to Departmental Accounting Technician Ocean Safety Officer V to Ocean Safety Bureau Chief Recycling Specialist III to Recycling Program Coordinator Principal Project Manager to Project Assistant Program Coordinator to Program Specialist I Public Safety Worker I to Public Information Officer Senior Clerk to Departmental Accounting Technician Supervising Construction Inspector to Construction Inspector III • Desk Audits: Ocean Safety Officer V to Ocean Safety Bureau Chief • New Classes Adopted: Ocean Safety Bureau Chief Recruitment and Exam • Staff members attended the Kauai Police Department's (KPD) Physical Readiness Standards Test (PRST) certification training. The training provided staff with knowledge and skills to administer a PRST for new Police Officer applicants and for those officers being considered for promotion. • Recruitments: Account Clerk Accountant II Accounting Assistant (exempt) Bus Driver (substitute) (exempt) Clerk Dispatcher I (exempt) Cold Case Investigator (exempt) Departmental Accounting Technician Electrician (temporary) (exempt) Emergency Management Staff Specialist I Emergency Management Staff Specialist II Emergency Management Staff Specialist III Emergency Management Staff Specialist IV Emergency Services Dispatcher II (exempt) Equipment Operator II Field Operations Clerk (exempt) Fiscal Officer II Janitor Working Supervisor KEMA Administrative Support Clerk (exempt) Law Clerk (exempt) Maintenance Worker I Program Compliance Specialist (exempt) Project Manager Public Housing & Development Program Specialist I (exempt) Real Property Appraiser VI Senior Pool Guard Sexual Assault Forensic Nurse Examiner (SANE) (exempt) Site Manager (exempt) Utility Worker Vehicle Titles and Registration Technician • Lists Referred to Departments: Accountant II Accounting Assistant (exempt) Building Inspector Bus Driver (substitute) (exempt) Cold Case Investigator (exempt) Deputy County Attorney (exempt) Derelict/Abandoned Vehicle Coordinator Detention Facility Worker (exempt) Electrician (temporary) (exempt) Emergency Services Dispatcher I Emergency Services Dispatcher II Grants Specialist II Housing Self Sufficiency Specialist I (exempt) Janitor II KEMA Administrative Support Clerk (exempt) Law Clerk (exempt) Maintenance Worker I Park Caretaker II Park Security Officer I Police Services Officer Project Assistant Public Housing & Development Program Specialist I (exempt) Real Property Appraiser VI Senior Clerk Senior Pool Guard Sexual Assault Forensic Nurse Examiner (SANE) (exempt) Site Manager (exempt) Summer Youth Program (exempt) Vehicle Titles and Registration Technician • Written Exams Administered: Account Clerk (2) Emergency Services Dispatcher I (2) Park Caretaker II Park Security Officer I (3) 4 Police Lieutenant Police Services Officer Senior Pool Guard • Performance Exams Administered: None • Administrative Reviews: Accountant I (accepted) Building Inspector (sustained) Derelict/Abandoned Vehicle Coordinator (accepted) Grants Specialist (accepted) Land Use Permit Technician (accepted) Park Security Officer (2 sustained) Police Equipment and Maintenance Coordinator (accepted) Recreation Worker (sustained) Payroll • Letters were sent to current and past employees with uncashed checks of $25 or more and older than ninety (90) days in an attempt to reconcile bank statements. • Payroll Specialist I position posted for Open recruitment beginning on May 81h to May 15`h to replace Candice Tada who was promoted to Accountant II in the Payroll Division. • Gross Payroll: 4/ 15/2019 $3,895,774 430 2019 $3,708,801 EUTF (Health Fund) $2,058,399 ERS (Retirement) $1,632,410 Social Security $574,471 Medicare $208,057 PTS SS Savings $4,445 Employee Development and Health Services • Seven (7) new workers' compensation claims were filed this month; four (4) medical -only claims and three (3) indemnity claim. • Bi-monthly reviews for nineteen (190) workers' compensation claims from Public Works, Parks and Recreation, Police, Fire and Transportation 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. • Coordinating with Diagnostic Laboratory Services (DLS) to conduct drug and alcohol testing on -site particularly for employees in remote locations. OFFICE OF BOARDS & COMMISSIONS OFFICE OF THE MAYOR THE COUNTY OF KAUA'I arm OF a DEREK S. K. KAWAKAMI, MAYOR MICHAEL A. DAHILIG, MANAGING DIRECTOR May 7, 2019 Chair Richard Jose Civil Service Commission Office of Boards & Commissions Mo'ikeha Building 4444 Rice Street, Suite 150 Uhu'e, Hawaii 96766 Dear Chair Jose and Members of the Civil Service Commission: ELLEN CHING ADMINISTRATOR I would like to recognize the members of the Salary Commission for crafting a thoughtful and responsible Resolution and fulfilling their duty as determined by the County Charter. This Resolution will enable us to provide an incentive for department heads to remain in the County, to recognize good work, as well as, stabilize our workforce and leadership positions. At the same time, I stand firm in my commitment to the Council, I will not authorize ANY salary increases until: 1) an executive has completed one year of work; and 2) has received a favorable evaluation for their performance. One of the many concerns voiced by members of the Council was the timing of this Resolution given the fact that this is a new Administration and there are new department heads, deputies and personnel. Although, some personnel have retained their positions, they must now work in a new context, within this new Administration. Compensation must be based on performance and merit, and all salaries must be earned. As a measure of good faith and fiscal responsibility, I urge the Boards and Commissions to adopt a similar approach. Sincerely, Derek S. K. Kawakami Mayor Enclosures: Salary Resolution and Mayor's Letter to the Garden Island CC: Chair Arryl Kaneshiro, Kauai County Council Janine Rapozo, Acting Director of Human Resources www.kauai.gov 4444 Rice Street Suite 150 • Lihu'e, Hawaii 96766 • (808) 241-4922 (b) • (808) 241-5127 (I) An Equal Opportunity Employer P-0 Ia — V 0 ljj� SALARY COMMISSION COUNTY OF KAUA' I 41,P5OCUt[Oll N0,0,9., RESOLUTION RELATING TO THE SALARIES OF CERTAIN OFFICERS AND EMPLOYEES OF THE COUNTY OF KAUA`I WHEREAS, pursuant to Section 29.01 of the Kauai County Charter, the Salary Commission establishes the maximum salaries of all elected and appointed officers as defined in Section 23.01 D of the Charter, BE IT RESOLVED by the Salary Commission of the County of Kauai, State of Hawaii, that the maximum salaries of certain officers of the County of Kauai are established as follows: Article I. Salaries of Certain Officers and Employees Part 1. Effective as of July 1, 2019, the maximum salaries, payable semi-monthly, of certain officers and employees shall be as follows: Position Mayor Director of Finance Deputy Director of Finance Director of Human Resources Planning Director Deputy Planning Director Director of Economic Development Director of Liquor Control Director of Parks & Recreation Deputy Director of Parks & Recreation Director of Housing/Human Concerns Boards and Commissions Administrator County Clerk Deputy County Clerk County Auditor Maximum Annual Salary S 142,062 $128,460 S123,318 S 123,318 S 128,460 S117,912 S117,912 $117,912 $128,460 $123,318 $123,318 $117,912 S 128,460 $123,318 $128,460 C 2019-65 Part 2. Effective as of July 1, 2019, the maximum salaries, payable semi-monthly, of the following officers and employees shall be as follows: Maximum Position Annual Salary Managing Director $137,022 County Engineer $137,022 Deputy County Engineer $123,318 County Attorney $137,022 First Deputy County Attorney $123,318 Deputy County Attorney $117,912 Prosecuting Attorney $137,022 First Deputy Prosecuting Attorney $123,318 Deputy Prosecuting Attorney $117,912 Manager and Chief Engineer, $137,022 Department of Water Deputy Manager -Engineer, $123,318 Department of Water Fire Chief $137,022 Deputy Fire Chief $123,318 Chief of Police $137,022 Deputy Chief of Police $123,318 Part 3. Effective at twelve o'clock meridian on December 1, 2020, as required by Kauai County Charter Section 29.05, the annual salaries, payable semi-monthly, of the Kauai County Council shall be as follows: Position Council Chair Councilmembers Maximum Annual Salary $76,452 $67,956 Article II. Maximum Salaries. The respective appointing authority may set the salary of any new or existing non -elected appointee at a figure lower than the figure established for the position in this Resolution. Elected officers may voluntarily accept a salary lower than the maximum salary established by this Resolution for their position or may voluntarily forego accepting a salary. Article III. Severability. If 5 or more councilmembers vote to reject any part of this Resolution, the other parts of this Resolution not so rejected 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. 2 C 2019-65 Article IV. Transmittal of Salary Resolution. The County Clerk shall transmit to the Salary Commission, Mayor, Finance Director, and Human Resources Director a final approved copy of the resolution and note any rejected portions thereto within thirty (30) days after the effective date of this resolution. Adopted by the Salary Commission at its meeting on March 7, 2019. enn Rainforth, Chair Robert Cr e 1, Vice Chai t c Trinette Kaui ;Ann Shimamoto C 2019-65 0 a 101 Auuoi'.rra.lsga;�.na. 1'��! W4106 Ti ­lE 9GARDEN ISLAND 4 Guest Mayor offers overview of salary proposal By Mayo- Derek S.K. KawaKa— Other Voices I Wed resday, April 10, 2019, ' 2;05 a.m. 93 p Mahalo to the many citizens who have AMU expressed their valued opinions on the ROCKY W... ROCKY MO... ROCKY SI... maximum administrative salaries proposed $:19 99 $149.99 $n� by the independent, volunteer -based Salary & fto Commission. ROCKY OR... ROCKY TR... ROCKY S2... I would encourage those interested in the $14499 $159.99 $244-99 Commission's reasoning and rationale to view the webcast of the March 27 County Council meeting, which can be found online at www.kauai.gov/webcast-iiieetings. Having served on the council, I understand the difficulty of weighing an appropriate increase for department heads and leaders throughout our county government. am also acutely aware of the skepticism expressed by some that this Salary Resolution comes only four months into our term, and we still have to prove our worth, I get that, and I agree. But I also think it's important that we clear up a few details on what this resolution means. rJ c First, the mayor of the County of Kauai can only authorize raises for 13 of the 30 listed positions. The remaining position salaries are set by the respective board or commission. The Fire Commission designates the fire chiefs salary, the Police Commission designates the police chiefs salary, and so on. Google Second, the proposed resolution simply sets the maximum -allowable salary. Passing the resolution does not result in an automatic salary increase. Lastly, regarding the 13 positions of which I have the authority to designate salaries, I have already committed to — and again reaffirm — that I will not authorize ANY salary increases until: 1) an executive has one year of work; and 2) has received favorable evaluation for their performance. Coming from the private sector, I firmly believe that compensation is based on performance and merit, and all salaries must be earned. As for the other 17 position types where commissions, boards, or council set the salaries, we will recommend they do the same, but it is their choice. Also keep in mind that per County Charter, many executives do not turn over with a change in administration as they are not appointed by the mayor. Our administration remains committed to recruiting and retaining the leadership and talent necessary to lead this county. In a market where unemployment is under 3 percent, ensuring a competitive compensation package is critical to this goal. •• Derek S.K. Kawakami is mayor of Kauai. County of Kaua'i Department of Human Resources DIRECTOR OF HUMAN RESOURCES Annual Salary Up to: $123,318 Effective July 1, 2019 This position provides health benefits, retirement, vacation and sick leave The Kaua'i County Civil Service Commission invites highly qualified, service -oriented, and motivated individuals of the highest integrity and ethics to submit a comprehensive resume of their educational and professional qualifications for the position of Director of Human Resources for the County of Kaua'i Department of Human Resources. Candidates must possess a minimum of five (5) years of training and experience in personnel administration either in public service or private business, or both, at least three (3) years of which shall have been in a responsible administrative capacity; possess knowledge of the principles and methods of personnel administration and belief in applying merit principles and scientific administrative methods to public personnel administration. Additionally, general knowledge of Hawai'i employment laws, strategic management, public personnel, administration policies, practices and techniques, recruitment and placement, position classification, workforce planning, employee and labor relationslcollective bargaining, occupational health and safety, and compensation and benefits is desired. Possession of a Bachelor's degree in human resources management, business administration or public personnel administration, industrial relations or a related field is desirable. The Director of Human Resources shall administer, supervise, direct and manage all daily operations of the Department of Human Resources, shall have excellent verbal and written communication skills to be able communicate effectively with county leaders, department managers and staff, union leaders, and the public, demonstrate skills in leadership and goal achievement, have strong program and organizational skills, possess the ability to develop and maintain strong interpersonal relationships, supervise and train staff, be computer literate with proficiency with Microsoft office and human resources information systems. In addition to managing the day-to-day operations, the Director of Human Resources will be expected to work with the Civil Service Commission and assist the Commission in the execution of its duties as prescribed by the Charter of the County of Kauai. The Director of Human Resources must be a citizen of the United States and possess a valid motor vehicle operator's license. Resumes should be no longer than 5 pages including a 1-page cover letter. A listing of trainings or classes no longer than 1 page may be provided; personal or professional references, certificates or diplomas, letters of recommendation or photographs will not be considered. To apply for this exceptional career opportunity, submit proof of a motor vehicle operator's license and resume no later than Friday July 19, 2019 to: County of Kauai Office of Boards and Commissions 4444 Rice Street, Suite 150 LYhu`e, HI 96766 808-241-4917 or at eching i kauai.aav An Equal Opportunity Employer C �C, -;OtI, I I a July 2019 Sunday Monday Tuesday Wednesday r Thursday Friday Saturday 1 2 CSC Mtg 3 lindepenclence Day Holiday 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 Calendar Template © calendarlabs.com August 2019 -7 1 Sunday Monday Tuesday Wednesday Thursday Friday Saturday 1 2 3 4 5 6 csc Mt9 7 8 9 10 11 12 13 14 15 MStatehood Day Holiday 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 Calendar Template © calendarlabs.com