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HomeMy WebLinkAboutPersonnel Committee - Minutes - 7/17/2013Minutes of the Bayfield County Personnel Committee Meeting 2:00 PM, July 17, 2013 Emergency Operations Center, Bayfield County Annex, Washburn, WI Members Present: Brett Rondeau, Shawn Miller (via telephone), Neil Schultz, William Bussey Members Excused: John Bennett Others Present: County Administrator Mark Abeles-Allison, Kristine Kavejecz-Confidential Secretary, Kenneth Jardine, Dee Kittleson, Kay Cederberg-Clerk of Court Rondeau called the meeting to order at 2:00pm. Motion Bussey, Schultz to approve the July 2, 2013 Personnel Committee minutes. Motion Carried Wage Study Discussion: Handout was provided with excerpts from pages 6-8 of the draft wage study, discussion topics regarding the wage study, and current/past meal reimbursement policy. Committee discussed methodology on various personnel/wage policies once the wage study is approved. Discussion was based on the assumption that the wage study will be approved at some point. The committee discussed how to address recently hired employee wage increases for the 2014 budget. Abeles-Allison explained that the wage study has a 40% wage spread at each wage level and discussed at what wage level to start new employees. The 100% level indicates that the wage is paid at the median market wage. Proposal is to start employees at the 80% level, increasing them by 5% of the hire rate each year for 4 years until they reach 100% of market wage, plus any cost of living awarded to employees annually. Example of an existing Clerk I current wage schedule, vs the wage study wage levels at the 80%, 100% and 120% of market wage was reviewed. Proposal is to hire new employees at 80% of the market wage, increase the hire wage by 5% each year for 4 years, plus any annual cost of living increase, allowing the employee to meet 100% of the market wage after 4 years. At that point the employee would only be eligible for annual cost of living adjustments. The committee discussed how to address wage increases for existing employees that fall below 100% of the market wage. Options could be considered such as a one-time adjustment, or a multiple year adjustment similar to that of new employees to get the employee to 100% of the market wage. Budgeting will need to be considered when making these decisions. Comment was made that the county has been able to attract qualified employees based on the attractive wage and benefit package offered. This needs to be considered when making wage schedule decisions. L:\COMMITTEES AND BOARDS\PERSONNEL COMMITTEE\2013\Personnel Committee Minutes 2013-07- 17.doc Page 2 of 2 Reclassifications: Discussion on whether there should be levels within positions, such as Clerk I, II, III and Social Worker I, II, III. Several comments were received both supporting and opposing multiple levels within positions. Options were considered such as, no levels within positions, keep multiple levels and reclassification after x number of years, or designate a certain number of positions at each level and require employees to apply for vacancies as they arise. IE..a Clerk I would not automatically move to Clerk II or III position, they would need to apply for any vacancy. Jardine and Kittleson exited the meeting at 3:00pm due to scheduling conflicts. Committee discussed how to address employees that are currently at more than 100% of the market wage. One option is to give a smaller raise to these employees annually until they are brought to 100% of the Market Wage. Committee discussed how an employee could exceed 100% of the market wage under the proposed wage plan. This would be a discussion for future consideration if/when a merit wage system were considered. Pages 6-8 of the wage study were discussed. These pages identify the draft Pay Adjustment plan proposed by WIPFLI in the wage study. The committee discussed whether the County Administrator or the Personnel Committee and County Board should make wage adjustment decisions under whatever policy is adopted. Abeles-Allison reviewed changes he suggests to the draft wording of the Pay Adjustment Plan. Review of Meal Reimbursement Policy: Review of the previous meal parameters that were not included in the new personnel policy. Motion Bussey, Schultz to approve updating the Personnel Policies and Procedures Manual to include the time parameters from the old policy regarding meal reimbursements as presented. Motion Carried. Impartial Hearing Officer: Judge Edward Brunner has provided credentials to be retained as the county’s impartial hearing officer for grievance purposes. Motion Bussey, Schultz to direct the County Administrator to negotiate an agreement with Judge Brunner to serve as Impartial Hearing Officer and to present the draft agreement to the Personnel Committee for approval. Motion Carried. No need for Closed Session at this time. Meeting adjourned at 3:15pm.