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CIVIL SERVICE COMMISSION
JEFFREY IIDA, CHAIR BEVERLY GOTELLI, VICE CHAIR
V. PAMAI CANO, COMMISSIONER FRANCIS KAAWA, COMMISSIONER SHELLEY KONISHI, COMMISSIONER
LAUREN O’LEARY, COMMISSIONER
VONNELL RAMOS, COMMISSIONER
Meetings of the Civil Service Commission will be conducted as follows:
• Meetings will be publicly noticed pursuant to HRS Chapter 92.
• Minutes of meetings will be completed pursuant to HRS Chapter 92 and posted to the
Commission’s website upon completion and approval.
Public Comments and Testimony:
• Written testimony will be accepted for any agenda item herein.
o Written testimony indicating your 1) name, and if applicable, you position/title and
organization you are representing, 2) the agenda item that you are providing comment
on, and 3) contact information (telephone number and email address), may be
submitted to asegreti@kauai.gov or mailed to the Civil Service Commission, c/o Office
of Boards and Commission, 4444 Rice Street, Suite 300, Lihue, Hawaii 96766.
o Written testimony received by the Civil Service Commission at least 24 hours prior to
the meeting will be distributed to all Civil Service Commission Members prior to the
meeting.
o Any testimony received after this time and up to the start of the meeting will be
summarized by the Clerk of the Civil Service Commission during the meeting and added
to the record thereafter.
o Any late testimony received will be distributed to the to the members after the meeting
is concluded.
• Oral testimony will be taken at any time during the meeting.
o It is recommended that anyone interested in providing oral testimony register at least 24
hours prior to the meeting by emailing asegreti@kauai.gov or calling (808) 241-4917. Any
request to register shall include your 1) name, and if applicable, your position/title and
organization you are representing, and 2) the agenda item that you are providing
comment on, and 3) contact information (telephone number and email address).
o Per the Civil Service Commission’s and Chairs practice, there is three-minute time limit
per testifier per agenda item.
o Individuals who have not registered to provide testimony will be given an opportunity to
speak on an agenda item following the registered speaker.
CIVIL SERVICE COMMISSION – September 6, 2022 PAGE 2
COUNTY OF KAUA‘I CIVIL SERVICE COMMISSION
MEETING NOTICE AND AGENDA
Tuesday, September 6, 2022
3:00 p.m. or shortly thereafter
Boards and Commissions Conference Room
4444 Rice Street, Suite 300, Līhu‘e, 96766
CALL TO ORDER IN OPEN SESSION
ROLL CALL
APPROVAL OF AGENDA
PUBLIC COMMENTS AND TESTIMONY
Individuals may orally testify on any agenda item at this time.
APPROVAL OF MEETING MINUTES
a) Open Session Minutes of August 2, 2022.
DIRECTOR OF HUMAN RESOURCES REPORT
CSC 2022-25 June/July 2022 period, September 6, 2022 Meeting
a) Collective Bargaining
b) Grievances and Grievance Arbitration Hearings
c) Investigations
d) HRMS Project
e) HR Trainings
f) Monthly Report from HR Divisions/Sections
a. Administrative Services and Benefits
b. Employee Development and Health Services
c. Other
d. HR Manager, Classification and Pay and Labor Relations
e. Recruitment and Exam
f. Payroll
g. EEO/ADA
CIVIL SERVICE COMMISSION – September 6, 2022 PAGE 3
BUSINESS
ANNOUNCEMENTS:
Next Scheduled Meeting: Tuesday, October 4, 2022 – 3:00 p.m. in the Boards and
Commissions Conference Room, Piikoi Building, 4444 Rice Street, Suite 300, Līhu‘e, Hi
96766
ADJOURNMENT
cc: Deputy County Attorney Mark Ishmael
cc: Director of Human Resources Annette Anderson
COUNTY OF KAUAI
Minutes of Meeting
OPEN SESSION
Board/Commission: CIVIL SERVICE COMMISSION Meeting Date: August 2, 2022
Location Boards and Commissions Conference Room and Teleconference
via Microsoft Teams
Start of Meeting: 3:00 p.m. End of Meeting: 3:24 p.m.
Present Vice Chair Beverly Gotelli. Commissioners: Francis Kaawa, Lauren O’Leary, and Vonnell Ramos.
Deputy County Attorney Mark Ishmael (Microsoft Teams). Director Human Resources Annette Anderson (Left at 3:15pm). Office of
Boards and Commissions Staff: Administrator Ellen Ching and Administrative Specialist Anela Segreti.
Excused Chair Jeffrey Iida, Commissioner V. Pamai Cano
Absent
SUBJECT DISCUSSION ACTION
Call To Order/
Roll Call
Chair Iida called the Open Session meeting to order at 3:00 p.m. and requested a roll call.
Administrative Specialist Anela Segreti conducted the roll call;
Commissioner Cano was excused.
Commissioner Kaawa replied present.
Commissioner O’Leary replied present
Commissioner Ramos replied present.
Vice Chair Gotelli replied present.
Chair Iida was excused.
Administrator Ellen Ching announced the following support staff present
for the meeting; Deputy County Attorney Ishmael (Microsoft Teams)
Director Human Resources Anderson
Quorum was established with
four commissioners present.
Approval of
Agenda
Ms. Ching noted that there were no members of the public in attendance and that the
Commission would not be asking for testimony on each item.
Mr. Kaawa moved to approve
the agenda, as circulated. Mr.
Ramos seconded the motion.
Motion carried 4:0.
Public
Comments and
Testimony
Ms. Ching reported she did not receive any written testimony or request to testify for this
meeting.
Civil Service Commission
Open Session
August 2, 2022
Page 2
SUBJECT DISCUSSION ACTION
Approval of
Meeting Minutes
a. Open Session Minutes of May 3, 2022
Vice Chair Gotelli noted a typo on page 4 of the agenda, 4th paragraph “fille” should be
“filled”.
b. Open Session Minutes of June 7, 2022
Mr. Kaawa moved to accept the
Open Session minutes of May
3, 2022, as amended. Mr.
Ramos seconded the motion.
Motion carried 4:0.
Mr. Kaawa moved to accept the
Open Session minutes of June
7, 2022. Mr. Ramos seconded
the motion. Motion carried 4:0.
Director of
Human Resources
Report
CSC 2022-21 June period, July 5, 2022, meeting.
a) Collective Bargaining
b) The Great Resignation – No Significant Impact to County of Kaua’i
c) Grievances and Grievance Arbitration Hearings
d) HRMS Project
e) HR Trainings
f) Monthly Report from HR Divisions/Sections
a. Administrative Services and Benefits
b. Employee Development and Health Services
c. Other
d. HR Manager, Classification and Pay and Labor Relations
e. Recruitment and Exam
f. Payroll
g. EEO/ADA
Director of Human Resources Annette Anderson reviewed the June period, July 5, 2022,
meeting report. (Report on file)
Ms. Anderson reported the following updates;
• HGEA bargaining units 1, 2, 3, 4 and 13 have all been approved and in process of
implementation.
• Police and Ocean Safety has been received.
Director of Human Resources
Report
Civil Service Commission
Open Session
August 2, 2022
Page 3
SUBJECT DISCUSSION ACTION
Ms. Anderson said HRMS project will be starting the training process of 1300 employees
this week and by end of year employees will start using the system prior to live date on
January 1, 2023.
Ms. Anderson reported that the County is not experiencing greater numbers of voluntary
resignations or retirements than in years past, therefore “The Great Resignation” is not
having a significant impact on the County of Kaua’i.
Ms. Anderson reported that all Grievances and Grievance Arbitration Hearings have
concluded and awaiting decisions from arbitrator. They are not seeing any trends in the
grievances to indicate any action.
Mr. Kaawa asked if the County has ever done an employee survey to gage anything
leading up to grievances.
Ms. Anderson answered that they have done a climate survey to see how things are
working when they have felt there’s a need, but not County wide. They stay away from
grievances because there are unions, and they are the exclusive representative, and they
don’t want to be interfering. They have done mediation type services.
With no further questions from the commission Ms. Anderson left the meeting and Vice
Chair Gotelli moved on to the next agenda item.
Business CSC 2022-22 Director of Human Resources Goals and Objectives for period February 16,
2021 to June 30, 2022 (on-going)
a) Review updated report
b) Discussion and possible decision-making on other related matters
Mr. Kaawa moved to defer CSC
2022-22. Ms. O’Leary
seconded the motion. Motion
carried 4:0.
CSC 2022-23 Discussion on the process and tools used to evaluate the Director of Human
Resources for period February 16, 2021 to June 30, 2022.
c) Review Overview DHR Evaluation Process
d) Review Evaluation Timeline
e) Review Evaluation Form
Ms. Ching reminded the Commission that the tool distributed is the one that was adopted
in January to use for evaluation of Director. She noted that Ms. O’Leary is new and
No action.
Civil Service Commission
Open Session
August 2, 2022
Page 4
SUBJECT DISCUSSION ACTION
should take a look at it and if comfortable may complete. She went on to state that the
tool will be distributed by email for their comments with a due date. It will then be
collated and then drafted into a consolidation report. The evaluation period has been
extended to June 30, 2022.
CSC 2022-24 Discussion and decision-making on possible changes to the format and/or
contents contained in the Director of Human Resources Monthly Report. [Deferred 6/7/22]
Vice Chair Gotelli recalled that there were several that made comments on what they
would like and what may not be needed in the reports.
Ms. Ching stated that the Chair and she worked on an initial draft, but unfortunately
Chair is not here.
Mr. Kaawa moved to defer CSC
2022-22. Mr. Ramos seconded
the motion. Motion carried 4:0.
Announcements Next Scheduled Meeting: Tuesday, September 6, 2022 – 3:00 p.m., in the Boards and
Commissions Conference Room, Piikoi Building, 4444 Rice Street, Suite 300, Līhu‘e, HI
96766
Ms. Ching announced that Ms. Muragin will be on an extended leave and that she will be
assigning another staff to cover the meetings.
Vice Chair Gotelli stated that the hearing will be a closed meeting to those that attended the
initial hearing. She wished Ms. Muragin the best.
Adjournment Hearing no objections Vice Chair Gotelli adjourned the meeting. Vice Chair Gotelli adjourned the
meeting at 3:24 p.m.
Civil Service Commission
Open Session
August 2, 2022
Page 5
Submitted by: Reviewed and Approved by:
Anela Segreti, Administrative Specialist Beverly Gotelli, Vice Chair
( ) Approved as circulated.
( ) Approved with amendments.
DEPARTMENT OF HUMAN RESOURCES
DIRECTOR’S REPORT
TO THE
CIVIL SERVICE COMMISSION
September 6, 2022 MEETING
Report Covering June/July 2022
Collective Bargaining:
As of July 24, 2022, the funding bills for negotiated settlements and the arbitration awards have
been approved by the Governor and all County Councils, with the exceptions of SHOPO BU 12
(Police) and HGEA BU 15 (Ocean Safety Officers) which are anticipated to be fully approved by
October 19, 2022. Given that all eight bargaining units have four year agreements through June
30, 2025 this will be the last update regarding the status of collective bargaining unless something
unexpected occurs with respect to BUs 12 and 15.
Grievances and Grievance Arbitration Hearings
The Human Resources Director (HRD) attended and testified in a grievance arbitration hearing
from July 18, 2022 through July 21, 2022 that pertained to an unpaid disciplinary suspension. The
HRD assisted the Deputy County Attorney in preparing witnesses’ testimony and gathering
documentary evidence prior to the hearing.
The HRD presided over a Step 2 grievance on August 10, 2022 pertaining to whether the grievant
had a right under one collective bargaining agreement to be temporarily assigned to a position that
is included in a different bargaining agreement. A decision was rendered. A companion grievance
was also submitted concerning a request for information. A response was provided with
transmittal of some but not all of the requested information.
A Step 3 grievance scheduled for August 15, 2022 pertaining to a transfer request by an employee
was postponed by the Union and is rescheduled for August 31, 2022.
The allegations in these grievances do not reveal evidence of any frequent root causes that would
benefit from a training plan for departments. The incidents are from different departments and
divisions and the conduct is not similar.
[Goal 4, Objective G4A., Success Measurement 1 – ongoing]
Investigations
The HRD is currently the lead investigator regarding a number of matters:
2
• The Police Commission requested that an investigation be conducted regarding a
complaint from a non-employee that was submitted to the Commission. The investigation
is on-going.
• An internal complaint that is required to be submitted to the HRD was investigated. It
involved a recruitment wherein an internal candidate did not meet the minimum
qualifications for the position. Candidate requested further clarification from the HRD after
a decision was rendered. Following the meeting the HRD requested classification staff to
conduct a desk audit.
• An internal complaint that is required to be submitted to the HRD is currently being
investigated. It concerns a department that withdrew a conditional offer of employment
that was made to an outside candidate. The HRD is also working with a deputy county
attorney to assist with the analysis.
• An internal complaint that is required to be submitted to the HRD was investigated. It
involved an outside candidate who was informed that a supporting document (high school
diploma) was not provided. The investigation determined that the diploma, that was in a
foreign language, was acceptable, and credit was given so that the candidate may move to
the next phase of the recruitment process.
• An internal complaint that is required to be submitted to the HRD is currently being
investigated. It concerns an internal candidate who was informed she did not meet the
minimum qualifications for the position. The investigation is on-going.
Although some of the above investigations are on-going, the allegations in these complaints do not
reveal evidence of any frequent root causes that would benefit from a training plan for
departments. The incidents are from different departments and divisions and the conduct is not
similar.
[Goal 4, Objective G4A., Success Measurement 1 – ongoing]
HRMS Project:
The HRD continues to attend the numerous HRMS meetings, which average four per day,
Monday through Friday. The HRD is tasked with making decisions, especially when there are
varying opinions/recommendations from members of the HRMS core team.
Workday is the system that has been procured for payroll and time-tracking needs, which will
expand to recruitment functions in the future. Training of over 1,300 employees has begun. The
trainings are in person, with three concurrent sessions held each day. A few employees are
permitted to attend virtually due to unique circumstances. There are many employees whose job
duties do not entail use of computers. The Information Technology (IT) department has purchased
iPads for approximately 300 employees who do not use or have access to computers. These
employees, some of whom are not computer literate, are first being trained on the basic use of an
iPad, followed by Workday trainings. Thereafter, when the Workday system is live, these
employees will have iPads to input the time and leave requests, among other functions.
In the Workday trainings, employees learn how to use the Workday system to enter their
schedules, request leaves of absence, seek approval of overtime requests, use the self-service
3
feature to access their personal information, among many other functions. Employees who are
managers/supervisors are undergoing additional training pertaining to subordinate timesheet
approvals, pulling various employment related reports, and other functions that Workday provides.
The training sessions are being conducted by HR administrative services staff, payroll staff, IT
staff. Each training session has “floaters” from HR, IT, and various departments that have staff
who perform payroll functions for their departments. These floaters walk the room to address
questions and to help attendees keep up with the training sessions.
There is much to learn and the initial trainings are not the end by any means. There will be follow
up trainings if needed, some department specific, continued on-line access to job aids (training
manuals), frequently asked questions, along with real time use of the Workday system during the
last quarter of the year in preparation for the January 1, 2023 go-live date.
[Goal 2, Objective G2A., Success Measurements 1 and 2. – ongoing]
[Goal 3, Objective G3A & G3B., Success Measurements 1, 2, 3.– ongoing]
HR Trainings:
As mentioned above, there is a massive amount of HRMS trainings that began in early August and
will continue through end of September.
EEO Coordinator provided two accommodation trainings for new hires during June, July, and
August.
Also provided ADA technical guidance to seven departments in June and nine in July.
[Goal 3, Objective G3A & G3B., Success Measurements 1, 2, 3.– ongoing]
4
Monthly Report from HR Divisions/Sections
Administrative Services and Benefits:
• Provided guidance to departments on various personnel issues, including internal
investigations, disability accommodations, disciplinary/performance, mediation,
attendance/leave, benefits, drug/alcohol testing, etc.
For June:
• Flexible Spending Open Enrollment for the benefits plan year July 1, 2022 – June 30, 2023
ended on June 9, 2022. A total of 152 enrollments were received and sent to Ameriflex for
processing. Flexible Spending – Medical Expense Reimbursement and Dependent Care
Reimbursement plan enrollments will be effective July 1, 2022.
• New Hires: 1 Legal Clerk I
1 Legal Clerk II
1 Park Caretaker I
1 Park Caretaker II
1 Clerk Dispatcher I (exempt)
1 Commission Support Clerk (exempt)
1 TAT Tax Clerk (exempt)
1 Van Driver Substitute (exempt)
• Exit Interviews (Retirees):4 of 4
• TDI Applications 2 approved
• Family Leave: 4 approved
• Leave Sharing: None
• Reference Checks: 4
• Employment Verifications: 11
• Transactions Totals:
New Hires 8
Separations 21
Reallocations 2
Promotions 6
Demotions 1
Transfers 3
Pay Increase 0
Suspension 2
Leave Without Pay 0
*Misc. Change
Forms
63
**Other 54
89-Day 44
Seasonal 31
5
For July:
• Staff prepared and processed pay adjustment (lump sum payment and across-the-board
increase) payroll certification forms for included members of bargaining units 2, 3, 4, 11, and
13.
• New Hires: 1 Building Permit Clerk I
1 Fleet Coordinator
1 Geographic Information System Analyst IV
1 Human Resources Clerk I
1 Janitor II
4 Police Services Officer
2 Election Clerk II (exempt)
• Exit Interviews (Retirees): 3 of 3
• TDI Applications 1 denied
• Family Leave: 5 approved
• Leave Sharing: None
• Reference Checks: 7
• Employment Verifications: 10
New Hires 10
Separations 11
Reallocations 1
Promotions 4
Demotions 0
Transfers 2
Pay Increase 394
Suspension 2
Leave Without Pay 0
*Misc. Change
Forms
40
**Other 40
89-Day 18
Seasonal 0
*Miscellaneous changes, etc.
**Other includes end of/extension of TR, add/delete add pay codes, amended PCs, extension of
initial probation, rescinded PCs, term of contract/contract appointment PCs, etc.
Employee Development and Health Services:
For June:
• Seven (7) new workers’ compensation claims were filed this month: Two (2) indemnity
claims, two (2) controverted claims, and three (3) medical only claims.
• Bi-monthly reviews of selected workers’ compensation claims was held on June 28, 2022 via
MS Teams meeting. Nineteen (19) claims were reviewed.
6
• Ergonomic assessments for 41 employees have been completed for the Department of Finance
through the end of June. Assessments for a final group of employees has been scheduled to
take place on July 12, 2022.
• Drug and Alcohol Testing and Medical Review Officer Procurement. Contract has been fully
executed. New contract runs through July 11, 2025 with two 12-month extension options.
• Drug and Alcohol Reasonable Suspicion training was held on June 29, 2022. HR and our
Employee Assistance Provider (EAP) WorkLife Hawai‘i Counselor/Trainer Ms. Claire
Nakasue were presenters for this training. 49 supervisors attended.
• Equipment/Driver Training: Excavator Training (1 Parks and Recreation Employee)
Continuation of Tractor/Trailer CDL Training (70 hours)
For July:
• Twelve (12) new workers’ compensation claims were filed this month: Two (2) controverted
claims, five (5) indemnity claims, and five (5) medical only claims.
• Next bi-monthly reviews of selected workers’ compensation claims will be held on August 16,
2022 via MS Teams.
• Ergonomic assessments for 53 employees have been completed for the Department of Finance
through the end of July.
• Supervisory Training for Department of Finance supervisors (14 attendees) held on July 22,
2022. Reviewed responsibilities/roles of a supervisor, effective feedback, challenging
situations, performance reviews, and regulatory information.
• Equipment/Driver Training: Continuation of Tractor/Trailer CDL Training (128 hours)
Other:
For June:
HRMS Project:
• End-to-end testing (high priority scenarios) is 99% completed. Only one (1) remaining time
reporting scenario remaining to retest.
• Parallel Payroll Testing continues. Completed Cycle 1 of Parallel Testing. Cycle 2 catch up
transactions were processed by HR Admin and Payroll testers are working on testing time
reporting/payroll processing. Variances will be reviewed thereafter similar to Cycle 1.
Threshold to confirm success of Cycle 2 is 97%.
• Data extracts were completed by IT and data files were audited and manually updated as
needed by HR Admin and HR Payroll leads. Accenture loaded files into new Training Tenant
and functional leads are currently completing post-validation audits of the training tenant data.
Once finalized, a copy of the Training Tenant will be made to preserve the configurations for
our Gold Build (i.e., Production Tenant).
• Functional leads continue to work with Change Management team to develop training and job
aids. Project team have been working on a training plan with training of Workday basics to
begin in August for all employees.
For July:
• HRMS Project:
7
o End-to-end and Parallel Payroll testing completed.
o Functional leads worked with Change Management team to develop training and job aids
for Associate and Manager training. Human Resources Administrative staff were trained as
instructors and floaters for training. Training to begin on August 8, 2022.
HR Manager, Classification and Pay and Labor Relations:
For June:
• Second reading for the five (5) funding bills for HGEA Units 2, 3, 4, 13 and HFFA Unit 11
was approved on July 20th at the County Council.
• Attended second Salary Commission meeting to present information on pending collective
bargaining raises scheduled for the next three (3) years for those units that have settled or have
received an arbitration award.
• HRMS meetings continue to discuss various items related to payroll, compensation and leave
time. Workday Road Shows were completed for the majority of departments this month. A
video of the Road Show was recorded and distributed to all County employees for those
unable to attend a Road Show. Change Managers reported on their Road Shows at the monthly
Change Ambassador meeting. Feedback has been positive. User Experience Testing (UET)
continued with all HR related Job Aids completed. UET for Payroll Job Aids is set to begin
shortly. In addition, a meeting was held with UPW to provide an overview of the HRMS
Project which was met with a very positive response.
• Met with statewide partners to discuss possible changes to the Drug and Alcohol Testing BU
11 MOA based on situations that we have experienced with past testing issues.
• Reallocations Processed: Accountant I to Accountant II
Bus Driver (substitute) to Bus Driver
Commission Support Clerk to Staff Services Assistant
Departmental Staff Assistant II to Council Legislative Assistant
Fire Fighter I to Fire Fighter Trainee
Greenskeeping Crew Leader to Golf Course Grounds Wk’g Sup
Information Technology Specialist IV to GIS Analyst IV
Mechanic Helper to Transit Fleet Mechanic
Police Apprentice to Police Evidence Custodian I
Prevention Services Coordinator to Program Specialist III
Real Property Valuation Analyst III to Real Prop. Val. IV
Senior County Real Prop. Tech. Officer to RP. Tech Officer
Transit Fleet Mechanic to Heavy Vehicle Mechanic I
Water Microbiologist IV to Water Microbiologist III
• Desk Audits: None
• New Classes Adopted: Abstracting & Tax Mapping Technician I
Abstracting & Tax Mapping Technician II
Abstracting & Tax Mapping Technician III
Building Plans Examiner I
Geographical Information Systems Analyst I
Geographical Information Systems Analyst II
• Administrative Reviews: One pertaining to recruitment rejection
8
• Class Amendments Completed: Building Plans Examiner II
Building Plans Examiner III
Computer Systems Support Technician I
Computer Systems Support Technician II
Computer Systems Support Technician III
Economic Development Specialist I
Economic Development Specialist II
Economic Development Specialist III
Economic Development Specialist IV
Geographical Information Systems Analyst III
Geographical Information Systems Analyst IV
Geographical Information Systems Analyst V
Human Resources Clerk I
Human Resources Clerk II
Human Resources Technician I
Human Resources Technician II
Mechanical Repair Worker
Park Maintenance and Service Worker I
Park Maintenance and Service Worker II
Supervising Building Plans Examiner
For July:
• Two (2) funding bills for HGEA Unit 15 and SHOPO Unit 12 were transmitted to the County
Council for the approval of raises for these bargaining units based on arbitration awards
issued.
• HRMS training began with basic iPad classes held for blue collar workers with minimal
experience with using an electronic device. Over one hundred (100) Associates were trained
over a two (2) week period. In addition, one hundred fifty-two (152) iPads were distributed to
employees who do not have access to a kiosk or desktop computer.
• In preparation for the next phase of the project, three (3) training rooms were set up for
Workday training for all County employees. Workday training began for HGEA and UPW
Associates and Managers ranging from six (6) hours (Associates) to eight (8) hours
(Managers) of class time. During the first week, approximately three hundred (300)
Associates participated in Workday training
• Reallocations Processed:
Abstracting Assistant III to Abstracting & Tax Mapping Technician II
Abstractor I to Abstracting & Tax Mapping Technician III
Accountant II to Accountant III
Building Permit Clerk II to Building Permit Clerk I
Disaster Assistance Fiscal Clerk to Park Security Officer I
Mechanic Helper to Mechanical Repair Worker
Procurement Technician II to Procurement Clerk I
Supervising Building Plans Examiner to Building Plans Examiner I
Tax Collection Assistant to Tax Clerk
Wastewater Administrative Assistant to Building Permit Clerk I
• Desk Audits: None
• New Classes Adopted: Information Technology Specialist I
9
Information Technology Specialist II
Planning Inspector I
• Administrative Reviews: None
• Class Amendments Completed:
Election Clerk I
Election Clerk II
Elections Administrator
Elections Assistant
Elections Coordinator
Fiscal Officer I
Fiscal Officer II
Information Technology Manager
Information Technology Program Manager
Information Technology Specialist III
Information Technology Specialist IV
Information Technology Specialist V
Information Technology Specialist VI
Motor Vehicle Financial Responsibility Clerk
Planning Inspector II
Planning Inspector III
Planning Inspector IV
Public Information Officer
Senior Election Clerk
Senior Motor Vehicle Financial Responsibility Clerk
Solid Waste Worker I
Staff Services Assistant
Staff Services Supervisor
Victim/Witness Program Director
Water Services Investigator I
Water Services Investigator II
Water Services Investigator III
Water Services Supervisor I
Water Services Supervisor II
Water Services Supervisor III
Waterworks Information Technology Manager
Recruitment and Examination
For June:
• Completed Hawaii Employers’ Council (HEC) salary adjustment survey
• Met with Fire Chief and OSB Chief to review Ocean Safety Officer IV written exam
• Five (5) Summer Interns were extended in their respective departments: Finance-Accounting
and IT, Water-Engineering (2), and Police
• Reviewed and recommended for approval a request to Recruit Above the Minimum for the
Public Works’ Department’s Environmental Services Manager position
• Recruitment: Administrative Services Officer I
Assistant Wastewater Plant Operator
10
Bus Driver (Substitute) (Exempt)
Clerk-Dispatcher I (Exempt)
COVID-19 Administrative Technician (Exempt)
COVID-19 Data Entry Specialist (Exempt)
COVID-19 IM Team Specialist (Exempt)
COVID-19 Laboratory Assistant (Exempt)
COVID-19 Laboratory Supervisor (Exempt)
COVID-19 Specimen Collection Specialist (Exempt)
COVID-19 Travel Testing Site Supervisor (Exempt)
Election Clerk II (Exempt)
Equipment Operator I
Executive Assistant to the Mayor (Exempt)
Fiscal Officer II
Golf Course Grounds Working Supervisor
Heavy Automotive and Construction Equipment Welder
Human Resources Clerk I
Motor Vehicle Financial Responsibility Clerk
Ocean Safety Officer I (Exempt)
Ocean Safety Officer IV
Park Caretaker II
Parks and Recreation Administrative Aide (Exempt)
Payroll Audit Specialist (Exempt)
Planning Inspector I
Planning Inspector II
Planning Inspector III
Program Specialist III
Real Property Valuation Analyst I
Real Property Valuation Analyst II
Real Property Valuation Analyst III
Real Property Valuation Analyst IV
Real Property Valuation Analyst V
Senior Groundskeeper
Staff Services Assistant
Tax Clerk
Water Service Investigator I
Water Service Investigator II
Water Service Investigator III
Water Service Supervisor
Waterworks Information Technology Manager
• Lists Referred to Departments:
Accountant III
Assistant Water Plant Operator
Building Permit Clerk I
Bus Driver (Substitute) (Exempt)
Business Specialist (Exempt)
Cashier I
11
Civil Engineer III
Clerk-Dispatcher I (Exempt)
Council Legislative Assistant (Exempt)
COVID-19 Administrative Technician (Exempt)
COVID-19 Data Entry Specialist (Exempt)
COVID-19 IM Team Specialist (Exempt)
COVID-19 Laboratory Assistant (Exempt)
COVID-19 Laboratory Supervisor (Exempt)
COVID-19 Specimen Collection Specialist (Exempt)
COVID-19 Travel Testing Site Supervisor (Exempt)
Division of Motor Vehicle (DMV) Service Representative III
Election Clerk II (Exempt)
Environmental Services Manager
Executive Assistant to the Mayor (Exempt)
Fiscal Officer II
Highway Construction and Maintenance Supervisor II
Information Specialist I
Legal Clerk IV
Motor Vehicle Financial Responsibility Clerk
Ocean Safety Officer I
Ocean Safety Officer I (Exempt)
Park Caretaker I
Parks and Recreation Administrative Aide (Exempt)
Payroll Audit Specialist (Exempt)
Police Evidence Custodian I
Police Services Officer
Procurement Clerk I
Program Specialist II
Program Specialist III
Public Safety Worker I
Refuse Collection Equipment Operator
Senior Clerk
Senior Clerk (Exempt)
Solid Waste Worksite Supervisor
Staff Services Assistant
Summer Youth Programs (Exempt)
Van Driver (Substitute) (Exempt)
Water Microbiologist III
• Written Exams Administered:
Building Permit Clerk I
Division of Motor Vehicles (DMV) Services Representative III
Golf Course Grounds Working Supervisor
Legal Clerk IV
Ocean Safety Officer III
Ocean Safety Officer IV
Police Lieutenant
12
Police Sergeant/Detective
Police Services Officer
Public Safety Worker I
Solid Waste Worksite Supervisor
Tree Trimmer
• Performance Exams Administered: Refuse Collection Equipment Operator
• Administrative Reviews: None
For July:
• Recruitment:
Assistant Wastewater Plant Operator
Bus Driver (Substitute) (Exempt)
Business Specialist (Exempt)
Civil Engineer I
Civil Engineer II
Civil Engineer III
Civil Engineer IV
Civil Engineer V
Civil Engineer VI
Clerk Dispatcher I (Exempt)
County Auditor (Exempt)
Emergency Services Dispatcher I
Engineering Support Technician I
Environmental Services Manager
Fire Assistant Chief (Exempt)
Fleet Coordinator Trainer (Exempt)
Information Technology Specialist I
Information Technology Specialist IV
Land Use Plans Checker I
Landfill Operator IV
Lead Pipefitter
Legal Clerk III
Maintenance Worker I
Ocean Safety Officer I
Park Security Officer I
Pipefitter Helper
Planning Inspector I
Planning Inspector II
Planning Inspector III
Planner IV
Police Records Unit Supervisor
Process Server
Public Information Officer
Public Safety Worker I
Sexual Assault Forensic Nurse Examiner (SANE) (Exempt)
Solid Waste Worker I
Solid Waste Worker II
13
Tree Trimmer
Van Driver (Substitute) (Exempt)
Victim/Witness Program Director
Water Plant Operator
Water Service Investigator I
Water Service Investigator II
Water Service Investigator III
• Lists Referred to Departments:
Administrative Services Officer I
Assistant Wastewater Plant Operator I
Bus Driver (Substitute) (Exempt)
Business Specialist (Exempt)
Clerk-Dispatcher I (Exempt)
Equipment Operator I
Fire Assistant Chief (Exempt)
Fleet Coordinator Trainer (Exempt)
Groundskeeper
Human Resources Clerk I
Information Technology Specialist I
Ocean Safety Officer I
Park Caretaker I
Park Caretaker II
Planner IV
Planning Inspector I
Police Records Technician I
Police Records Unit Supervisor
Real Property Valuation Analyst V
Senior Groundskeeper
Sexual Assault Forensic Nurse Examiner (SANE) (Exempt)
Van Driver (Substitute) (Exempt)
Water Service Supervisor III
Waterworks information Technology Manager
• Written Exams Administered:
Assistant Wastewater Plant Operator
Golf Course Grounds Working Supervisor
Park Caretaker II
Pipefitter Helper
Police Records Unit Supervisor
Police Sergeant/Detective
Police Services Officer
Senior Groundskeeper
Tree Trimmer
Water Service Investigator III
Water Service Supervisor III
• Performance Exams Administered:
Equipment Operator I
14
Ocean Safety Officer I
• • Administrative Reviews: None
Payroll:
• HRMS System/Project
For June:
• Parallel Testing Continued
• Training employees on how to use Workday system
o Working on Job Aids
▪ Various meetings with departments to go over dept specific job aids
▪ Format of Job Aids has been revised multiple times
For July:
• Finished majority of jobs aids
o Additional job aid creation as needed
• Parallel Testing Completed
• Continued Multiple Weekly Meetings with Project Team & Accenture, Absence, Benefits,
Payroll, Data Team, and Time Tracking
▪ 2 Project Lead Meetings/Week
▪ Weekly ADP Meetings
▪ Weekly KTS Meeting
▪ Weekly Touch Base Meeting
▪ Weekly KFD/KPD/Accenture
▪ Weekly Data Team Meetings
o Ongoing security groups/access discussions
▪ Timekeeper vs. Payroll Partner functionality/security access
• July 2022 Gross Payroll:
EEO/ADA
• Conducting three investigations
• Provided ADA technical guidance to seven departments in June and nine in July
• Provides ADA training for new hires, and one for a specific department
15th 4,104,186$
EOM 4,582,542$
EUTF ACTIVE PAID IN JUNE
EUTF OPEB PAID IN JUNE
EUTF RETIREE PAID IN JUNE
ERS (RETIREMENT)PAID IN JUNE
SOCIAL SECURITY 333,761$
MEDICARE 120,027$
PTS SS SAVINGS 15,338$