HomeMy WebLinkAbout2019_1001_CSC_PacketRichard Jose
Members:
Chair
Fely Faulkner
Elizabeth Hahn
Vonnell Ramos
Jeffrey Iida
Beth Tokioka
Vice Chair
Ricky Watanabe
COUNTY OF KAUA'I CIVIL SERVICE COMMISSION
NOTICE OF MEETING AND AGENDA
Tuesday, October 1, 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 September 3, 2019
B. Open Session Special Minutes of September 10, 2019
ACTING DIRECTOR'S REPORT
CSC 2019-22 Acting Director's Reports, Announcements and Pertinent Updates for the
September 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
G. EEO.!ADA
EXECUTIVE SESSION
Pursuant to Hawaii Revised Statutes §§92-4, 92-5 (a) (2) (4), 92-9 (a) (1-4) and (b) the purpose
of this Executive Session is to receive and approve Executive Session minutes, and 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 County's powers, duties, privileges,
immunities, andlor liabilities as they may relate to this agenda item. (On -going)
An Equal Opportunity Employer
ES-016 Executive Session Minutes of September 3, 2019
ES-017 Communication dated September 6, 2019 from Deputy County Attorney
Todd Karl Jenson to Chair Richard Jose and Civil Service Commission
regarding a Request for Legal Opinion Regarding Interview and Essay
Questions.
ES-018 Discussion and implementation of the hiring process to begin selection of
a Director of Human Resources. (On -going)
A. Review the Essay Tally and Rank document.
1. Committee to review applicants' essays and essay
scoring tools.
2. Committee to select and approve applicants to move to
the next phase of the hiring process.
BUSINESS
CSC 2019-23 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, 6/4/19, 7/2/19, 8/6/19, 9/3/19, 9/10/19]
A. Discussion on formulating the process for the oral interview
step in the hiring process.
1. Review and possible approval of the draft "selected to
oral interview phase" letter.
2. Review and possible approval of the draft "not
selected" letter.
3. Discuss the oral interview process.
4. Select a Commissioner to work with the Administrator
on formulating the list of oral interview questions.
5. 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:
a. Formulate a list of questions to use during the
oral interview.
b. Create a scoring tool to rate applicants during
the oral interview.
B. Discussion and possible approval of obtaining the following
additional information from applicants; personal or
professional references, certificates or diplomas and letters of
recommendation.
1. Decide which documents to request.
2. Discuss timeline and process to request and receive
these documents.
Civil Service Commission — October 1, 2019 Page 12
ANNOUNCEMENTS
Next Meeting: Tuesday, November 5, 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
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 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 auxiliary aid/service, other accommodation due to a disability,
or an interpreter for non-English speaking persons, please contact the Office of Boards and
Commissions at (808) 241-4917 or asegretira kauai jgo_v_ as soon as possible. Requests made as
early as possible will allow adequate time to fulfill your request. Upon request, this notice is
available in alternate formats such as large print, Braille, or electronic copy.
Civil Service Commission - October 1, 2019 Page 13
COUNTY OF KAUAI
Minutes of Meeting
OPEN SESSION
IR�FT1�RA�q�rAv�aj
Board/Commission:
I CIVIL SERVICE COMMISSION
Meeting Date:
I September 3, 2019
Location
Mo'ikeha Building, Liquor Conference Room 3
Start of Meeting: 3:00 p.m.
I End of Meeting: 4:43 p.m.
Present
Chair Richard Jose. Vice Chair Jeffrey Iida. Commissioner: Fely Faulkner, Elizabeth Hahn, Vonnell Ramos (arrived at 3: 01 p.m),
Beth Tokioka (arrived at 3:01 p.m.) and Ricky Watanabe (left at 3:55 p.m.).
Deputy County Attorney Todd Jenson. Acting Director of Human Resources Janine Rapozo (left at 3:11 p.m.). Office of Boards and
Commissions Staff. Administrative Specialist Anela Segreti, Administrator Ellen Ching (arrived at 3:49 p.m) and Commission
Support Clerk Sandra Muragin.
Excused
Absent
SUBJECT
DISCUSSION
ACTION
Call To
Chair Jose called the meeting to
Order/Roll Call
order at 3:00 p.m. with five
members constituting a quorum.
Approval of
A. Open Session Minutes of August 6, 2019
Vice Chair Iida moved to
Minutes
approve the Open Session
minutes of August 6, 2019, as
circulated. Ms. Hahn seconded
the motion. Motion carried 5:0.
Acting
CSC 2019-18 Acting Director's Reports for the August 2019 period.
Director's
A. Labor contracts and negotiations
Report
B. Administrative Services and Benefits
C. Classification and Pay and Labor Relations
D. Recruitment and Exam
E. Payroll
F. Employee Development and Health Services
G. ADA/EEO
Acting Director of Human Resources Janine Ra ozo reviewed the August report with the
Civil Service Commission
Open Session
September 3, 2019
Page 2
SUBJECT
DISCUSSION
ACTION
Commission (on file). The Human Resource Management System (HRMS) selection
committee met last Friday and reviewed two resumes from consultants who would produce
the Request for Proposal (RFP) specifications and scope of work. The committee
anticipates a final selection this week. Ms. Rapozo said arbitrations would start in
September for the five bargaining units that have been without a contract since July 1, 2019.
Ms. Faulkner asked to identify the five bargaining units (BU) listed on the first page of the
report. Ms. Rapozo identified the following bargaining units;
BU 4: white collar supervisors, 17 members.
BU 13: professional workers with college degrees; accountants, IT specialist.
BU 2: HGEA members that supervise blue collar (UPW) workers, 20 members.
BU 3: white collar workers, clerical staff, inspectors, 200 members.
BU 14: newly created for ocean safety workers, 40-50 members.
Ms. Tokioka inquired if each unit had the same non -cost items and if they were truly non -
cost items. Ms. Rapozo replied that they were mostly different and some could be
categorized as non -cost items. She gave an example of investigations for leave with pay or
without pay and changes to funeral leave qualifications.
Ms. Hahn asked if the new HRMS would be compatible statewide and if they could
combine their purchase into one statewide order to be cost effective. Ms. Rapozo said it
would just be compatible for the county of Kauai and no action was taken to include other
jurisdictions in the purchase.
Communications
CSC 2019-19 Communication dated July 3, 2019 from Charter Review Commission Vice
Mr. Watanabe moved that the
Chair Jan TenBruggencate to Chair Richard Jose and the Civil Service Commission
Commission did not have any
regarding a Request for any proposals to amend the Charter. [8/6/19]
proposals to amend the Charter
and that the Commission send a
Ms. Hahn vaguely remembered that earlier in her tenure as a commissioner there was
letter to Chair TenBruggencate
something that the commission wanted to do, but couldn't, because it would require a
regarding this. Ms. Tokioka
Charter amendment, but she couldn't recall what that something was.
seconded the motion. Motion
Civil Service Commission
Open Session
September 3, 2019
Page 3
SUBJECT
DISCUSSION
ACTION
carried 7:0.
Pursuant to Hawaii Revised Statutes §§92-4 and 92-5 (a) (2) (4), 92-9 (a) (1-4) and (b) the
Ms. Segretti read the Hawaii
purpose of this Executive Session is to receive and approve Executive Session minutes, and
Revised Statutes to move the
to discuss the hiring of a new Director of Human Resources and other related matters where
meeting into Executive Session.
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
Mr. Watanabe moved to enter
County's powers, duties, privileges, immunities, and/or liabilities as they may relate to this
into Executive Session. Vice
agenda item. (On -going)
Chair lida seconded the motion.
Motion carried 7:0.
At 3:16 p.m. the Commission
entered into Executive Session.
Return to Open
The meeting resumed in Open
Session
Session at 3:39 p.m.
Business
CSC 2019-20 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, 6/4/19,
7/2/19, 8/6/19]
A. Discussion and possible approval of the recommendations from the Permitted
Interaction Group (PIG) on the applicants that met the minimum criteria and
approved to move forward to the next phase of the interview process.
The commission had no further discussions on item A and moved on to the next agenda
item.
B. Discussion and possible approval on the written essay question process.
Ms. Tokioka moved to accept
the following;
1. Post a Special Meeting
on Tuesday, September
10, 2019 to approve the
PIG's recommended list
Civil Service Commission
Open Session
September 3, 2019
Page 4
SUBJECT DISCUSSION ACTION
of essay questions.
2. Send by email the
approved essay
questions to the 15
applicants.
3. Instruct the applicants
that they must respond
by five consecutive
days.
4. The whole commission
would review the essay
responses at the October
1 st meeting.
5. Limit the number of
response pages to a
maximum of three
Ms. Hahn suggested to implement a 200 word limit per question versus page limit. The
commission discussed her proposal and decided to keep it to a three page limit.
With no further discussion, Chair Jose asked the question.
C. Discussion on formulating the process for the oral interview step in the hiring
process.
1. Discuss the oral interview process.
2. Select a Commissioner to work with the Administrator on formulating the
list of oral interview questions.
3. Possible formation of a Permitted Interaction Group (PIG) pursuant to
Hawaii Revised Statutes Section 92-2.5(b)(1-2) which score of duties ma
pages.
Vice Chair Iida seconded the
motion.
Motion carried 7:0.
Civil Service Commission
Open Session
September 3, 2019
Page 5
SUBJECT
DISCUSSION
ACTION
include;
a. Formulate a list of questions to use during the oral interview.
b. Create a scoring tool to rate applicants during oral interview.
Vice Chair Iida said during the oral interview the candidate must be physically present and
interviewed in front of the whole commission. The commission considered three to five
candidates should be moved to the oral interview phase.
Ms. Ellen Ching arrived.
Ms. Hahn inquired on the length of time it would take to interview five candidates. Ms.
Ching estimated they should schedule one hour thirty minutes for each applicant; one hour
for the interview, 15 minutes for scoring and 15 minutes to debrief with each other before
the next candidate. She said ideally the mainland candidates should be scheduled first and
local candidates filled in-between. Mr. Jenson agreed to provide a legal opinion on the
commission's essay and interview questions by the next meeting.
Mr. Ricky Watanabe left the meeting.
Ms. Tokioka moved to defer
item C. Discussion on
formulating the process for the
oral interview step in the hiring
process, until the October 1 st
meeting. Ms. Faulkner
seconded the motion. Motion
D. Discussion and possible approval of obtaining the following additional information
carried 6:0.
from applicants; personal or professional references, certificates or diplomas and
letters of recommendation.
1. Decide which documents to request.
2. Discuss timeline and process to request and receive these documents.
Civil Service Commission
Open Session
September 3, 2019
Page 6
SUBJECT
DISCUSSION
ACTION
Ms. Ching said the certificates or diplomas would be used to verify the information listed on
the applicants resume. Once a conditional offer is presented they could request professional
references and letters of recommendations at the oral interview.
Ms. Hahn moved to defer item
D. Discussion and possible
approval of obtaining the
following additional
information from applicants;
personal or professional
references, certificates or
diplomas and letters of
recommendation, until the
October 1 st meeting. Ms.
Tokioka seconded the motion.
Motion carried 6:0.
Announcements
Next Meeting: Tuesday, October 1, 2019 — 3:00 p.m., Mo'ikeha Building, Liquor
Conference Room 3.
Ms. Ching thanked Ms. Segreti for assisting in her absence. She had a conflict in meeting
schedules and attended the Fire Commission meeting.
Chair Jose announced that the next meeting may be scheduled for Tuesday, September 10,
2019, and confirmations will be sent by email.
Adjournment
With no objections, Chair Jose
adjourned the meeting at 4:04
p.m.
Civil Service Commission
Open Session
September 3, 2019
Submitted by:
Sandra Muragin, Commission Support Clerk
() Approved as circulated.
() Approved with amendments. See minutes of
Page 7
Reviewed and Approved by:
meeting.
Richard Jose, Chair
rfCOUNTY OF KAUAI�OR �.�
Minutes of Special Meeting
OPEN SESSION
Board/Commission:
I CIVIL SERVICE COMMISSION
Meeting Date:
I September 10, 2019
Location
Mo'ikeha Building, Liquor Conference Room 3
Start of Meeting: 3:00 p.m.
I End of Meeting: 4:43 p.m.
Present
Chair Pro Tern Jeffrey Iida. Commissioner: Fely Faulkner, Elizabeth Hahn, Vonnell Ramos (arrived at 3: 01 p.m.) and Beth Tokioka.
Deputy County Attorney Mark Ishmael. Office of Boards and Commissions Staff Administrator Ellen Ching and Commission
Support Clerk Sandra Muragin.
Excused
Chair Richard Jose, Commissioner Ricky Watanabe and Deputy County Attorney Todd Jenson.
Absent
SUBJECT
DISCUSSION
ACTION
Call To
Chair Pro Tern Iida called the
Order/Roll Call
meeting to order at 3:00 p.m.
with four members constituting
a quorum.
Business
CSC-2019-21 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, 6/4/ 19,
7/2/ 19, 8/6/ 19, 9/3/ 19]
A. Discussion and possible approval of the recommendations from the Permitted
Interaction Group (PIG) on the written essay questions.
B. Discussion and possible approval on the written essay question process.
Before the meeting commenced, Commissioner Support Clerk Sandra Muragin passed out
copies of the following;
1. CSC Hiring Process Outline
2. County of Kauai Director of Human Resources Position Second Round Candidates
— Essay Questions
3. Civil Service Commission Essay Scoring Tool
Administrator Ellen Ching asked the commission to decide on a couple of missing details
needed to complete the essay process. First item was the essay's deadline date and time.
Civil Service Commission
Open Session
September 10, 2019 Page 2
I SUBJECT I DISCUSSION I ACTION
Ms. Ching recommended a deadline date of Monday, September 16, 2019, at 8:00 a.m.,
Hawaii standard time. The second item was to confirm the essay format response be no
more than three single sided letter sized pages and no smaller than a 12 point font. Ms.
Tokioka agreed and said that a 12 point font equals to 500 words per page. Three pages
would total 1,500 words and equate to about 300 words per question. Ms. Ching reported
that emails were verified for the 15 applicants and they would be notified by email after this
meeting that they made it through the second phase and to complete the essay questions.
The applicants would be instructed to send the completed essays directly to her email
address.
The commission reviewed the essay scoring tool and agreed with the draft presented.
Ms. Tokioka moved to approve
the following;
1. Monday, September 16,
2019 is the deadline date
to receive completed
essays.
2. Deadline time to receive
completed essays be
8:00 a.m. Hawaii
standard time.
3. Format of essay be no
more than three single
sided letter sized pages
and typed with no
smaller than a 12 point
font.
Ms. Faulkner seconded the
motion. Motion carried 5:0.
Ms. Tokioka moved to approve
the draft Civil Service
Commission Essay Scoring
Tool. Ms. Hahn seconded the
motion. Motion carried 5:0.
Civil Service Commission
Open Session
September 10, 2019
Page 3
SUBJECT
DISCUSSION
ACTION
Chair Pro Tern Iida asked the commission if they would agree to receive, review and score
the essays before the October 1 st meeting. He said the PIG discussed this process and felt it
would save time. Ms. Ching added that it would help if Boards & Commissions received
the essay scores by Wednesday, September 25th, which would allow sufficient time to log
and tally results for review and discussion at the October 1 st meeting. The commission
agreed to work on the essays at home and complete the scoring process by September 25th.
Announcements
Next Meeting: Tuesday, October 1, 2019 — 3:00 p.m., Mo'ikeha Building, Liquor
Conference Room 3.
Adjournment
With no objections, Chair Pro
Tern Iida adjourned the meeting
at 4:04 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 Pro Tern
DEPARTMENT OF HUMAN RESOURCES
ACTING DIRECTOR'S REPORT
TO THE
CIVIL SERVICE COMMISSION
SEPTEMBER 2019
CentralSquare/Superion, the vendor for our current Human Resources Management System
(HRMS) is currently on -site for the next two weeks to work on program modifications as needed
and training of current features of the software in order to accurately report information to the
Employee Retirement System (ERS) and ensure Federal Labor Standards Act (FLSA) and other
requirements are being paid correctly to our employees. Aside from HR and Finance -IT staff,
payroll staff from user departments have also been involved with discussing their data entry
concerns with Central Square/Superion.
In conjunction with the State's Attorney General's office, preparation continues for the Unit 4 (white
collar supervisors) arbitration hearing set to begin on September 301h. The Employer group and the
Hawaii Government Employees Association (HGEA) have been able to resolve several issues prior
to the hearing reducing the need to testify on these issues.
The Acting Director participated in a panel discussion at the Mayor's Economic Summit held on
September 201h. "Where Have All the Workforce Gone?" was the topic for panel members to
discuss. Other panel members included Helen Cox, Chancellor of Kaua'i Community College, Bill
Arakaki, Area Superintendent for the Department of Education, Lisa Knutson, Director of Human
Resources for Wilcox Hospital and Dionne Teves, Director of Operations for Kipu Ranch
Adventures.
06 AD 8 - 2a
Administrative Services and Benefits
• Staff attended two (2) training session on the current "Naviline" data entry system.
• New Hires: Emergency Management Staff Specialist I
Maintenance Worker I
Pool Guard
Public Housing & Development Program Specialist I
(exempt)
Senior Clerk
• Exit Interviews (Retirees): 2 of 2
• Exit Interview (Voluntary Separations.'Terminations) 1 of 4
• TDI Applications l(approved)
• Leave Sharing: 2 (2 approved)
• Reference Checks: 9
• Employment Verifications: 16
• Transactions:
New Hires
5
Separations
8
Reallocations
2
Promotions
2
Demotions
0
Transfers
5
Pay Increase
11
Suspension
4
Leave Without Pay
1
Short Term
55
*Miscellaneous Changes
91
**Other
53
Seasonal
4
*Miscellaneous changes include expense distribution changes, schedule changes, personal data
changes, etc.
**Other includes end of'extension of temporary reallocations, addidelete pay codes, amended
payroll certifications, extension of initial probation, rescinded payroll certifications, etc.
Classification and Pay and Labor Relations
A Labor -Management meeting was held with the State of Hawaii Organization of Police
Officers (SHOPO) on August 2 1 " and 22°d on Oahu. Discussion topics included Drug
Testing and Treatment Programs, Re-employment and possibly resurrecting the Cadet
Program.
2
• Reallocations Processed: Accountant III to Accountant IV
Account Clerk to Accountant Trainee
Bus Driver (Substitute) to Administrative Support Assistant
Bus Driver (Substitute) to Program Specialist I
Civil Engineer IV to Civil Engineer V
Laborer I to Bus Driver (Substitute)
Police Officer I to Police Services Officer
Supervising Clerk Dispatcher to Program Specialist I
Transit Safety Specialist to Program Specialist I
Transportation Operations Assistant to Program Specialist I
Transportation Operations Manager to Program Specialist III
• Desk Audits: None
• New Classes Adopted: None
Recruitment and Exam
• Worked with the Fire Commission to re -advertise for a new Fire Chief. Aside from the
usual County website and Garden Island newspaper, the ad was posted in the International
Association of Fire Chiefs, the Hawaii Fire Chiefs Association, the Western Fire Chiefs
Association, Indeed, the Star Advertiser and Midweek. Closing date to apply for the
position is October 18'n
• Recruitments: Abstracting Assistant I
Abstracting Assistant II
Abstracting Assistant III
Accountant II
Bus Driver (substitute) (exempt) (2)
Departmental Accounting Technician
Detention Facility Worker (exempt)
Director of Housing (exempt)
Economic Development Specialist III (exempt)
Electrician (Temporary) (exempt)
Emergency Services Dispatcher II (exempt)
Field Operations Clerk (exempt)
Land Use Plans Checker I
Legislative Assistant (exempt)
Police Officer I
Program Specialist I (exempt)
Program Specialist III (exempt)
Repair Shop Supervisor (exempt)
Senior Account Clerk
Sexual Assault Forensic Nurse Examiner (SANE)
(exempt) (2)
Site Manager (exempt)
Solid Waste Program Engineer (exempt)
Solid Waste Worker II
Transit Fleet Mechanic (exempt)
TVR Permit Enforcement Research Specialist
(exempt)
Utility Worker (exempt)
Van Driver (substitute) (exempt)
Waterworks Inspector I
West Kauai Community Plan Assistant (exempt)
• Lists Referred to Departments: Account Clerk
Accountant II
Accountant Trainee
Bus Driver (substitute) (exempt)
Civil Engineer II
Detention Facility Worker (exempt)
Director of Housing (exempt)
Economic Development Specialist III (exempt)
Electrician (Temporary) (exempt)
Electrician -Electronic Equipment Repairer
Emergency Management Staff Specialist I
Emergency Services Dispatcher I
Equipment Operator II
Field Operations Clerk (exempt)
Grant Fiscal Specialist (exempt)
Housing Self -Sufficiency Specialist II (exempt)
Legislative Assistant (exempt)
Maintenance Worker II
Meter Reader I
Motor Vehicle Financial Responsibility Clerk
Park Caretaker I
• Written Exams Administered: Account Clerk (2)
Emergency Services Dispatcher I (2)
Janitor Working Supervisor (2)
Maintenance Worker II (2)
Meter Reader I
Park Security Officer I (2)
Police Services Officer (2)
Senior Pool Guard
Solid Waste Worksite Supervisor (2)
Traffic Signs and Marking Helper
Utility Worker
• Performance Exams Administered: None
4
• Administrative Reviews: Account Clerk (accepted)
Fiscal Officer II (2) (accepted)
Motor Vehicle Financial Responsibility Clerk
(accepted)
Payroll
• Candice Tada returned from maternity leave to a modified half-time schedule beginning on
September 9`h
• Attended three (3) "HELP 80" training sessions designed to review the basics in the
current HRMS system with regards to employee setup, payroll codes, etc.
• Gross Payroll:
81115/2019
$3,992,352
End of Month
$3,867,298
EUTF (Health Fund)
Active
Retiree
OPEB
$2,158,842
$ 722,342
$ 752,217
$ 684,283
ERS (Retirement)
$2,069,096
Social Security
$301,046
Medicare
$107,993
PTS SS Savings
1 $7,873
Employee Development and Health Services
• Ten (10) new workers' compensation claims were filed this month; eight (8) medical -only
claims and two (2) indemnity claims.
• Bi-monthly reviews for twenty-three (23) workers' compensation claims from Public
Works, Parks and Recreation, Police, Fire, Water 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.
• The Safety and Driver Improvement Coordinator position has been posted on a continuous
recruitment but there have been no qualified applicants thus far. Alternative lower level
positions are being considered which do not initially require a Commercial Driver's
License (CDL).
• Three (3) additional Investigations"Progressive Discipline trainings were held with a total
of fifty-one (51) supervisors in attendance.
• Annual Driver Improvement Training classes were held for a total of eighty-nine (89)
employees. Make up classes will be held for five (5) remaining employees that were out
on leave.
• Equipment Driver Training: Backhoe (4 Public Works' employees)
Hook Lift Truck (3 Public Works' employees)
Automated Refuse Truck (2 Public Works' employees)
5
Truck Tractor (2 Public Works' employees)
Compacter Backhoe (I Public Works' employee)
Pay Loader (I Public Works' employee)
Bush Whacker (1 Public Works' employee)
Roller (1 Public Works' Employee)
Case Clipper (I Public Works' employee)
Tractor Mower (I Public Works' employee)
Lee Boy Grader (1 Public Works' employee)
EEO/ADA
• Beginning in September, the EEO/ADA Coordinator has been included in HR's On -
Boarding orientation for new hires. General information is provided to all new hires and
additional more specific operational information is provided to employees at their specific
departmental orientations (Police, Fire, Transportation, etc.).
• Two (2) employee investigations for the Parks and Recreation Department has been
completed while another commenced for a Hawaii Civil Rights Commission (HCRC)
complaint.
• Met with paratransit rider complainant, his advocate, Mayor and Transportation Agency
personnel to discuss his complaint regarding service policies. Complaint appears to be
resolved.
6
KAUAI POLICE COMMISSION ORAL INTERVIEW SCORING
PACKAGE
PART I — Rating Criteria
RATING SCALE = 5 Points possible per question.
Based on the following criteria:
• The candidate appeared as scheduled, dressed appropriately for a professional
interview.
• As expected of a Law Enforcement Chief Executive they were articulate, enthusiastic,
maintained eye contact, and provided concise responses that did not ramble.
• Responses reflect that they had researched KPD, Kauai County Government, the
people and culture of Kauai, and the Police Commission.
• Responses were appropriate to question asked, and shows the candidate has
knowledge of the issue.
• Response indicates the candidate has experience dealing with the question or issue
asked and provides solutions, explanations or actions they took in dealing with issue.
1---------- 1.5----
POOR
ANSWER
POOR ANSWER
------ 2---------- 2.5----------- 3------------ 3.5-------- 4---------- 4.5-------- 5
PARTIAL AVERAGE GOOD OUTSTANDING
ANSWER ANSWER ANSWER ANSWER
Did not address the question asked. Candidate could not provide satisfactory
knowledge or understanding of issue or question asked. Answer shows no experience
dealing with the issue, or provides no solutions to deal with the issue. Answer
rambled — overall communication skills weak. The answer focused on the candidate
not on leadership and teamwork. There was a sense of "me" not "we" to the answer.
PARTIAL ANSWER
Candidate provide some understanding or knowledge of the issue or question. They
did not indicate any prior experience dealing with similar issues and did not provide
sufficient solutions for dealing with the issue. Candidate's answer only addressed part
of the question asked. Answer occasionally rambled or was not concise, candidate did
not consistently present in a confident or enthusiastic manner. The candidate
occasionally mentioned leadership and teamwork but was primarily about him /
herself as the answer / solution. Answer lacked a sense of humility.
Ob *"-)t\ 0 1 a3
AVERAGE ANSWER
Candidates response showed they had some knowledge and experience dealing with
this issue or question and they provide some solutions. Their answer however was
AVERAGE and could apply to any police department or any type issue. The answer
lacked a leadership component that equated to the ability to address and solve the
problem. Communication skills adequate. Answer included teamwork, and some
indication of a "we" approach to dealing with issue.
GOOD ANSWER
Candidates response showed a deeper understanding of the issue or question. Their
response showed an understanding of how to deal with the issue based on experience
and the answer provided some solutions. The candidates answer reflected how they
might address the issue as Chief of KPD. The candidate provided many, but not all, of
the possible methods / solutions for dealing with the issue. Answer addressed most
of question asked and was presented with above average skill, occasionally
enthusiastic. Answer showed a sense of humility and the need to develop teamwork,
and a "we" approach among KPD employees to accomplish.
EXCELLENT ANSWER
The candidates answer showed a strong grasp of the issue or question posed. Their
answer showed an understanding of correct police policy / procedure, and the legal
ramifications of not addressing the problem. They indicated experience dealing with
such issues and provided strong leadership solutions. Answer completely addressed
the question or issue and was presented in the manner expected of a Chief of Police.
Answer emphasized leadership, humility, and involving all KPD employees.
PART II - ORAL INTERVIEW QUESTIONS and SCORE SHEET
CANDIDATE RATER
Question #1 is written and tailored specifically for this candidate utilizing information from their
resume. All Candidates will receive a similar customized question.
Utilizing the 1-5 Scoring Sheet, rate the Candidate using the below criteria
• Candidate provides a concise articulate answer to the question
• Candidate explains their motivation for wanting to become Chief of KPD
• Candidate presents a positive imagine of themselves
• Candidate relates how their experience will have a positive impact on KPD
• Candidate demonstrates the traits desired by the Police Commission in the new Chief of KPD
Question #1:
r
Different for every candidate:
Example - For candidate the question would be:
"You have had a brilliant •year Law Enforcement career, you have been a of a
•officer department, and are a nationally recognized leader in law enforcement education
and training.
• Why now do you want to move to Kauai to become Chief of
Police?"
For it would tailor as:
"You are currently a jnd have had an outstanding career as a police
. You are obviously destined for higher positions with your current department.
• Why do you want to leave and become the Chief of KPD?"
For it would read:
"You have a year career with and are a member of their upper management team.
You command the entire and have an extremely important position within
that agency.
• Why would you want to leave to become the Chief of KPD?"
I
i
Comments:
i
I
POINTS AWARDED
QUESTION #2:
Police officers on all Hawaiian Islands are represented by the State of Hawaii Organization of
Police Officers (SHOPO) and non -sworn employees are represented by Hawaii Government
Employees Association (HGEA).
How would you build and maintain positive relationships with these labor
organizations?
Comments:
Points Awarded
QUESTION #3:
• How would you establish an organizational culture of professionalism within KPD?
Comments:
Points Awarded
QUESTION #4:
Hawaii is unique with its diverse multi -cultural - multi -ethnic population and the fact that it
used to be a sovereign kingdom.
• How would you go about building bridges to these different groups and address
sensitive cultural, racial, or ethnic issues?
Comments:
Points
QUESTION #S:
KPD has a current budget of $34 million. 80% of this budget is encumbered by fixed collective
bargaining personnel costs.
An additional 8% -10% of the annual budget is expended on Overtime.
• Describe your experience in managing overtime and what actions you would take as
Chief to control KPD's overtime expenditures?
Comments:
Points
QUESTION #6:
• What is your definition of community policing and how would you implement this
program?
Comments:
Points Awa
QUESTION #7:
Some employees of KPD feel that there are two groups within the department, those who are
"in" and those who are "out".
The "out" group feels that the "in" group receives prime consideration for training, special
assignments, promotions, and that they have "management's ear".
The "out" group feels that if they are critical of management or supervision they are unfairly
disciplined, and their input into departmental operations is not wanted.
I
• If after becoming Chief you discovered that there are indeed two such groups within
KPD what action would you take?
Comments:
Points Awarded
QUESTION #8:
State to candidate - "The following question is purely hypothetical":
Shortly after becoming Chief you discover there is a long-standing "unwritten" KPD policy that
extends "special courtesy" to off -duty police officers, elected officials, and family members of
KPD employees.
This "special courtesy" includes not receiving citations for traffic violations and not being
arrested for drug or alcohol violations.
• What, if anything, would you do regarding this "unwritten" KPD policy?
Comments:
Points Awarded
QUESTION #9:
In thinking about your career as a police executive, taking into consideration all of the
people inside and outside of law enforcement you have come into contact with, and all
of the operational decisions you have made, what would you cite as your greatest
single achievement or success?
Comments:
Points Awarded
QUESTION #10:
Compared to other Hawaiian Islands Kauai does not have a huge homeless population.
Nonetheless we do have homeless people here, and the issues associated with homelessness.
• What strategies would you employ to address KPD's response to issues associated with
the homeless on Kauai?
Comments:
Points
Question #11— the last question, asks the candidate about anything negative in their work
history.
Ideally the candidate will answer NO to this question
An answer of No = 5 points
If the candidate answers YES then an explanation is in order. Answering YES may not be an
automatic disqualifier and the candidate should be provided with an opportunity to explain.
Candidate can still earn 5 points based on the quality of their response.
Utilizing the 1-5 Scoring Sheet, rate the candidate using the below criteria
• Candidate provides a concise articulate answer to the question
• Candidate explains the incident and the outcome
• Candidate indicates how they learned or modified their management style /
interpersonal skills as a result of the incident.
• If the candidate was found have committed any of these actions do they take
responsibility?
Question #11
The Police Commission has been favorably impressed with your resume, your law enforcement
experience, and the answers you provided to our written questions. All of these things paint
you in a very positive light and indicate you are well qualified to be the next Chief of KPD.
If the Commission offers you the position of Chief the next step in the process is an extensive
background check.
Will this background check reveal any negative events in your past such as sustained
complaints for discrimination, employee grievances regarding your management style,
improper use of government funds, or disciplinary actions?
If so, please explain.
Comments
Points Awarded
11 questions — 5 points possible for each question = 55 POINTS POSSIBLE
TOTAL POINTS
PART III - SUBJECTIVE RATING
I have reviewed all candidates resumes and considered their:
• Depth of Law Enforcement Experience
• Years of Management Experience
• Leadership / Command Positions Held
• Community Involvement
• Education
have rated all candidates based on their responses to the Commissions Oral
Interview Questions for:
• Communications Skills
• Ability to address questions and their knowledge of the issues
• Experience with these issues and ability to present solutions
• Leadership Skills, Team Approach, Humility.
I have compared all candidates Skills, Knowledge and Abilities against the Job
Description for the Kauai County Chief of Police and those Critical Factors listed on the
Chief of Police annual Performance Appraisal
• Leadership Skills
• Knowledge of Policy and Procedure
• Planning and Organizing Skills
• Personnel / Resource Management Skills
• Communication Skills
After taking into consideration all of the above 1 rated the candidates as shown below:
Candidate
Name
Position
after 1
interview
Position
after 2
interviews
Position
after 3
interviews
Position
after 4
interviews
Position
after 5
interviews
Position
after 6
interviews
Position
after 7
interviews
NAME
NAME
X
NAME
X
X
NAME
X
X
X
NAME
X
X
X
X
NAME
X
X
X
X
X
NAME
X
X
X
X
X
X
RATER