The URL can be used to link to this page

Home My WebLink AboutPersonnel 10-16-01 r ST. CROIX COUNTY NOTICE OF COMMITTEE MEETING TO: Tom Dorsey, St. Croix County Board Chairman FROM: Gerald Peterson, Personnel Committee Chairman COMMITTEE TITLE: Personnel DATE: October 16, 2001 TIME: 8:30 a.m. LOCATION: Government Center, Hudson CALL TO ORDER ROLL CALL ADOPTION OF THE AGENDA ACTION ON PREVIOUS MINUTES from September 19, 2001 UNFINISHED BUSINESS: Review of employee handbook issues NEW BUSINESS: Review negotiations issues Discussion regarding the use of performance evaluations Report from Evaluation Team ANNOUNCEMENTS AND CORRESPONDENCE POSSIBLE AGENDA ITEMS FOR NEXT MEETING ADJOURNMENT NOTE THAT THE AGENDA ITEMS ARE NOT NECESSARILY PRESENTED IN THIS ORDER. SUBMITTED BY: Debra Kathan, Personnel Director DATE: October 10, 2001 COPIES TO: County Board Office, County Clerk, News Media, Notice Board, Committee Members �- PERSONNEL COMMITTEE MEETING Date: October 16, 2001 Location: Government Center, Hudson The Personnel Committee meeting was called to order at 8:34 a.m. by Chairman Gerald Peterson. Members present: Peterson, Julie Speer, Mary Louise Olson, Art Jacobson; excused: Ralph Swenson was at the Finance Committee meeting. Also present: Einar Horne from the County Board and Debra Kathan. Moved (Olson, Speer) and approved to accept the agenda as printed. Moved (Olson, Jacobson) and approved to accept the minutes of the September 19, 2001 Personnel Committee meeting. Horne questioned the hiring of county- employee relatives into summer jobs. It was noted that the County has a Nepotism Policy that does not permit employees to be in positions that are superior /subordinate in nature. For example, a department head could not have his daughter working for him. However, in a County the size of St. Croix it is not uncommon for an employee's child to be hired in a summer position working at the parks, in general county maintenance or clerical positions, or with the summer highway crew. There is not a superior /subordinate position in any of these hirings. Horne distributed an information sheet to the Committee showing the projected cost of health insurance for 2002 and asking that the non -union employees begin paying 25% of the cost, with the County picking -up 75% of the cost. He is requesting that the Finance and Personnel Committees endorse this plan for inclusion in the 2002 budget. The Committee took no action. He indicated that he would take the plan before the full County Board at its budget session. The Committee reviewed passages of the Personnel Handbook for possible updating of policies and procedures. Regarding Article 3, Section 7, the Committee requests that the language be revised to indicate that its annual budget -time review of temporary help positions would include only those requests which are projected to become permanent within a year's time. Temporary help positions that have no likelihood of permanency will be placed directly into the budget by the Supervising Committee for budget review and action. Positions anticipated to become permanent must be sent to the Personnel Committee for review and action. The Committee recommended no changes to the procedure in Article 3, Section 10, Position Reclassification. Also, no changes to Article 9, Grievance and Appeal Procedures. The Committee reviewed items for inclusion in the next round of labor negotiations including a request to bargain during evening hours rather than "usual" work hours. The Personnel and Finance Directors will work together on a costing format for determining wage and benefit impacts on selected employee groups. It was noted that in preparation for past bargains, department heads have been contacted regarding contract issues and this process would continue, and perhaps expand to include more Committee 1 � involvement. The Committee believes that once impasse is reached between the two parties, a report of the County's last offer should be shared with the County Board. The Committee discussed the continued use of performance evaluations. The Personnel Director was directed to form a team to review formats for evaluations and report back to the Personnel Committee at a later time. The Committee asked that evaluations clearly distinguish between the exempt and non - exempt employees regarding goals and expectations. The Evaluation Team and the Hay Management Consulting firm completed work on the reclassification requests submitted to the Personnel Committee early in the budget process. Moved (Olson, Speer) and approved to accept the reclassification report (as attached) and make the necessary adjustments to the 2002 budget. Changes that affect the budget are noted on the attachment. Under the heading of Correspondence, Speer shared a letter she had distributed to the Finance Committee members regarding her concerns with statements made at the October 10, 2001 meeting. She indicated that statements regarding Zoning, Personnel, and Sheriff's departments were inflammatory and not accurate. The last open contract, representing unionized social workers, has progressed to what should be the last of the "final offer" sequence. It is assumed that an arbitrator will be assigned within the next few weeks and a hearing date set within three months. Agenda items for the next meeting include a negotiations update, a handbook review, and further discussion regarding the use of performance evaluations. Peterson indicated concerns for a proposed personnel study from the Administrative Coordinator's office. Specifics of the study have not been well - defined. He is concerned as to who will re -write or update job descriptions and the possible lack of continuity if that task is left to each employee or each department head. He is also concerned about the possible lack of clearly defined terms: i.e.: administer vs. manage vs. direct vs. supervise. The next Committee meeting was set for 9 a.m. on November 9. Moved (Olson, Jacobson) and approved to adjourn at 11:50 a.m. Respectfully submitted, Mary Louise Olson Secretary EVALUATION TEAM REPORT October, 2001 Program Assistant C12 115 C2 (19) 22 C1C 33 = 170 Land and Water Conservation Profile +3 Pay Grade 2 to Pay Grade 3 Cost: $1581/$1903* Shift Supervisor, Jail DI3 200 D3 (33) 66 D2C 87 = 363 Sheriff's Department Profile +2, Working Conditions, 10 Pay Grade 7 to Pay Grade 8 Cost: $4472/$5383* and $2954/$3555* Program Assistant B12 100 B2 (19) 19 B 1 C 22 = 141 Reproductive Health, PH/HHS Profile +1 Pay Grade 2, no change Cost: -$0- Director of Early Intervention EI2 230 E3 (38) 87 E1C 100 = 427 Health/Human Services Profile +1, Working Conditions, 10 Pay Grade 8 to Pay Grade 9 Cost: $6490/$7812* Site Manager D12 152 D3 (29) 43 D1C 50 = 254 County Parks Profile +1, Working Conditions, 9 Pay Grade 4 to Pay Grade 5 Cost: $2870/$3455* Health Officer/PH Supervisor EII3 304 E3 (38) 115 E2S 152 = 571 PH/HHS Profile +2 Pay Grade 9 to Pay Grade 10 Cost: $6053/$7286* Emergency Communications Director EI3 230 D3 (33) 76 D2P 115 = 431 Emergency Communications Profile: +3, Working Conditions, 10 Pay Grade 8 to Pay Grade 9 Cost: $6490/7812 Emergency Com. Staff Supervisor DI3 175 D3 (29) 50 C1P 66 = 301 Emergency Communications Profile: +2, Working Conditions, 10 Pay Grade 6, new position Cost: - $11,417 (budgeted at PG -7) Child Support Administrator EI3 264 E3 (38) 100 E3C 132 = 496 Child Support Department Profile +2 Pay Grade 8 to Pay Grade 9 Cost: -0- as position is vacant, refill at less money Facilities Manager EI3 264 E3 (38) 100 E3C 132 = 496 Maintenance Department Profile +2 Pay Grade 9, no change Cost: -$0- 4 Corporation Counsel FII3 350 F4 (50) 175 E4C 175 = 700 Corporation Counsel Department Profile 0 Pay Grade 10, no change Cost: -$0- *first number is wage cost, second number is wage plus related fringe cost Personnel/evalteam1001