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Home My WebLink AboutPersonnel Committee - Agenda - 3/4/2021 Bayfield County Administrator 117 E 5th Street, PO Box 878, Washburn, WI 54891 Ph: 715-373-6181 Fx: 715-373-6153 Mark Abeles-Allison, County Administrator Kristine Kavajecz, Assistant Paige Terry, Clerk BAYFIELD COUNTY PERSONNEL COMMITTEE MEETING Brett Rondeau, Chair Fred Strand Tom Snilsberg, Vice Chair Dennis Pocernich Marty Milanowski Dear County Board Members: This letter is written to inform you of the Bayfield County Personnel Committee Meeting scheduled for 4:00pm Thursday, March 4, 2021. This meeting will be held Remotely and In Person at the Bayfield County Board Room, Bayfield County Courthouse, Washburn, WI. The public will be able to participate in the Meeting via voice either by using the internet link or phone number below. Microsoft Teams meeting Join on your computer or mobile app Click here to join the meeting Or call in (audio only) +1 715-318-2087,,142827756# United States, Eau Claire Phone Conference ID: 142 827 756# Find a local number | Reset PIN Learn More | Meeting options Please contact Bayfield County at 715-373-6181 or 715-373-6100 if you have access questions prior to the meeting. During the meeting if you have connection issues please email mark.abeles-allison@bayfieldcounty.wi.gov Notice is hereby given that a majority of the Bayfield County Board may be present at the meeting to gather information about a subject over which they have decision-making responsibility. This constitutes a meeting of the Bayfield County Board pursuant to State ex rel. Badke v. Greendale Village Bd., 173 Wis. 2d 553, 494 N.W.2d 408(1993), and must be noticed as such, although the County Board will not take any formal action at this meeting. AGENDA 1. Call to order 2. Discussion and Possible Action Regarding Approval of Minutes of February 4, 2021 3. Public Comment 4. Discussion and Possible Action on Revised COVID workplace policy. 5. Personnel Policy Section Review, discussion regarding Section IV. Employee Conduct, Performance Evaluation, Discipline and Separation From Employment. 6. Reports a) Human Resources Report b) Personnel Financial Report for December 31, 2020 c) Personnel Financial Report for February 28, 2021 7. The committee may enter in and out of closed session pursuant to Wisconsin Statutes §19.85(1)(c,e) to consider employment, promotion, compensation or performance evaluation data of any public employee over which the governmental body has jurisdiction or exercises responsibility: and deliberating or negotiating the purchase of public property, vesting of public funds or conducting other specified business whenever competitive or bargain reasons require a closed session. i. Approve Closed Session Minutes of February 4, 2021 ii. “Old Sick Leave” bank payout clarification for management staff that were previously covered under a collective bargaining agreement. 8. Adjourn Should you have any questions in the meantime, please do not hesitate to contact the County Administrator’s Office at 715 373-6181, mark.abeles- allison@bayfieldcounty.wi.gov Sincerely, Mark Abeles-Allison Mark Abeles-Allison Bayfield County Administrator MAA/kak Enc. Any person planning to attend a Bayfield County meeting that has a disability requiring special accommodations should contact 373-6100, 24-hours before the scheduled meeting, so appropriate arrangements can be made. cc: Ms. Lynn Divine, Bayfield County Clerk Bayfield County Board of Supervisors The Daily Press, via email March 4, 2021 Personnel Narrative Item 4: The CDC and State of Wisconsin have updated their guidance for COVID19 related quarantine situations. A revised guidance memo was distributed to county employees and board supervisors in mid-February and is included in the meeting packet. The Personnel Committee may take formal action to validate this policy or may recommend modifications/clarifications. Following are Sections 10 and 11, which contain the most significant modifications included in the policy memo: QUARANTINE PERIOD REDUCTION If an employee has had exposure to someone that has symptoms of, or someone that has a confirmed case of COVID19, the quarantine period is 14 days from the date of exposure, except: • Quarantine can end after Day 10 without testing and if no symptoms have been reported during daily monitoring. Daily symptom monitoring with the Health Department must be in place for 14 days. • Quarantine can end after Day 7 after receiving a negative test result (test must occur on day 6 or later). Daily symptom monitoring with the Health Department must be in place for 14 days. People who have been in close contact with someone who has COVID-19 are not required to quarantine if they have been fully vaccinated against the disease within the last 90 days and show no symptoms. VACCINATION Anyone interested in being vaccinated should pre-register on the Bayfield County web site. Once pre-registered, the Health Department will contact you when you are eligible to receive the vaccine. Once you are vaccinated, it does not mean that you can stop wearing masks or social distancing. All precautions must still be followed. • If you are vaccinated against COVID-19, you may still be exposed to the virus that causes COVID-19. After exposure, people can be infected with or “carry” the virus that causes COVID-19 but not feel sick or have any symptoms. Experts call this “asymptomatic infection.” Item 5. Periodically, the Personnel Committee reviews policies to determine if modifications should be made. Sections 4.1 and 4.2 of the Bayfield County Personnel Policies & Procedures Manual outline the Standards of Employee Conduct, Ethics, Fraud, and Performance Evaluation policies applicable to county employees. These are the policies that dictate what is expected of an employee and are most often the policies that are referenced when there is a performance concern. At this meeting we will begin a review of these policies and discuss potential clarifications or modifications. A copy of the existing policies are included with the meeting packet. Item 6. HR Report and Personnel Financial Reports are both included in the meeting packet. Minutes of the Bayfield County Personnel Committee Meeting 4:00 PM, February 4, 2021 Meeting was Held Remotely through Microsoft Teams Members Present: Dennis Pocernich, Tom Snilsberg, Fred Strand, Marty Milanowski, Brett Rondeau Others Present: Mark Abeles-Allison County Administrator, Kristine Kavajecz-Human Resources Director, Meeting called to order at 4:05pm by Chairman Rondeau Minutes of January 28, 2021: Motion Strand, Pocernich to approve minutes of the January 28, 2021 Personnel Committee meeting. Motion Carried (5-0). Public Comment: None Jailer Wage Step upon Certification: The committee discussed options and evaluated costs. No action was taken on this item. Review of Year End Personnel Statistics, 2020: Statistics were reviewed. Additional statistics shared were that there were five “recordable” worker’s compensation claims in 2020 and paid/unpaid leave was equivalent to approximately 8% of hours worked. Employees worked over 312,000 hours in 2020. Motion Milanowski, Snilsberg to enter into closed session pursuant to Wisconsin Statutes §19.85(1)(c,e) to consider employment, promotion, compensation or performance evaluation data of any public employee over which the governmental body has jurisdiction or exercises responsibility: and deliberating or negotiating the purchase of public property, vesting of public funds or conducting other specified business whenever competitive or bargain reasons require a closed session. Entered closed session at 4:24pm Motion Milanowski, Snilsberg to return to open session. Motion Carried (5-0) Returned to Open Session at 4:35pm. Budget 2022 Letter: Topics for the Personnel Committee to consider when it comes to budgeting: wage adjustments effective on the first of the following year. Also recommend to departments to monitor part-time employees for benefit eligibility. Investigate all options available to avoid the need for staffing increases. Explore employer/employee cost-share percentages. Discuss employee -vs- contract employee pros/cons. Reports a) Human Resources Report: January 2021 activities were reviewed. Significant time spent on Employee In-Service training and recruitment for COVID Vaccination clinic staff. b) Personnel Financial Report for the 2020 Year and end of January 2021: Total personnel expenses for 2020 in the General Fund were at about 94% of budget, or $9,416,715 (unaudited). Human Services expenses were right on budget. Highway expenses were virtually identical to the previous year. January 2021 expenses are on target for all funds. c) COVID Workplace Updates: Cases are very minimal since the first of the year. Meeting adjourned at 5:00 pm Minutes respectfully submitted by Kristine Kavajecz 3/5/2021 1 Bayfield County Administrator 117 E 5th Street, PO Box 878, Washburn, WI 54891 Ph: 715-373-6181 Fx: 715-373-6153 Mark Abeles-Allison, County Administrator Kristine Kavajecz, Human Resources Director Paige Terry, Clerk TO: Bayfield County Employees FROM: Mark Abeles-Allison, County Administrator Kristine Kavajecz, Human Resources Director DATE: February 18, 2021 RE: Bayfield County COVID-19 Personnel Guidance and Scenarios We want to thank all employees for your commitment to the safety and well-being of our co- workers, family and community. Overall, employees have been very supportive of COVID protocols in place in addition to being conscientious about personal/off-work-time activities. As our community members begin to get vaccinated please continue to take the basic precautions of wearing masks, social distancing and hand washing. The purpose of this memo is to outline ongoing and revised policy related to COVID-19. Items 10 and 11 reflect the most significant policy modifications. 1) County Services will remain available to the public during normal business hours of 8am-4pm, Monday through Friday. Department Heads are required to ensure that offices are open and staffed. 2) Departments must have ample on-site staff and be available for walk-in service during normal business hours. The number of staff authorized to telecommute will vary depending upon department size, needs of the department and current staffing situations a. Telecommuting dates will be determined on a departmental basis and will vary based upon need. b. Departments/sections are not required to have any staff telecommute. Telecommuting is being offered as a mechanism to ensure continued operations in the event of an outbreak and to provide flexibility for and safety for staff. c. Telecommuting duration will vary depending upon needs of the department and individual circumstances. d. Staff members that telecommute must complete a telecommuting agreement and meet the agreement terms. Employees must be able to provide sufficient internet connectivity for telecommuting. e. Telecommuting may be discontinued at any time, depending upon needs of the department. For example, if an individual working on-site is unable to work, a telecommuting employee may be required to report for on-site work. Employees that are telecommuting must have contingencies in place (such as for child-care) if they are required to return to on-site work. 3/5/2021 2 3) Staff that work a portion or most of their time away from the courthouse, ie: deputies, foresters, etc. are urged to minimize contact with in-office staff. 4) While telecommuting, staff are discouraged from entering county facilities (this defeats the purpose of telecommuting to reduce risk of exposure). 5) SCHOOL-YEAR IMPLICATIONS/ACCOMMODATIONS: Each family situation is unique. Bayfield County realizes the anxiety caused as a result of the pandemic and the difficult choices that many staff are facing with regard to childcare and education. It is the county’s intent to work with staff to identify workable solutions to ensure a healthy work-life balance. a. Telecommuting may be allowed while providing child supervision as long as the employee can continue to be productive and have a professional work environment. This would be most conducive in situations with older, more self-sufficient children and may not be applicable where small children need constant supervision. b. Supervisors will be responsible for monitoring productivity to ensure that work is completed in a timely and consistent manner. c. Continued flexibility with work hours is encouraged where possible. This may include early morning, evening, or weekend work if agreeable with the department and the work is able to be completed at that time while not incurring overtime. Flexible work schedules must be balanced with the needs of all employees in the department, not placing unrealistic additional burdens on staff that remain working on-site. d. A combination of telecommuting and on-site work may be accommodated where children have a split schedule with on-site schooling and virtual schooling. e. Employees may request temporary reductions in work schedules to accommodate childcare/schooling demands. Any reduction in hours must be discussed with the Department Head and Human Resources to determine levels and if there would be any impact on benefits. 6) PROTOCOL IF AN EMPLOYEE IS SICK: a. If an employee exhibits symptoms of illness, they should stay home or may be directed to go home if working on-site. Symptoms include: i. Fever of 100.4 or higher or chills ii. Persistent Dry Cough iii. Shortness of Breath or Difficulty Breathing iv. Fatigue v. Muscle or Body Aches vi. Headache vii. New loss of taste or smell viii. Sore throat ix. Congestion or runny nose x. Nausea or vomiting xi. Diarrhea b. Employee should stay home and contact a medical provider or teledoc at (1-800- Teladoc.) or Teamster call number. 3/5/2021 3 c. Notify the Human Resources Office of the illness. d. CDC recommends that the employee not return to work until ALL of the following conditions are met: i. 10 days from the onset of the symptoms ii. 24 hours after the fever ends (without the use of a fever reducer such as Tylenol) iii. Symptoms have improved. 7) If an employee’s HOUSEHOLD MEMBER has symptoms of COVID, the CDC recommends that the employee self-quarantine for a period of 14 days AFTER the household member no longer has symptoms. See Item 10 below for specifics related to opportunities for reduced quarantine requirements. 8) PREVENTIVE PROTOCOLS RELATED TO TRAVEL/ACTIVITIES: Employees that are travelling or participating in activities that result in increased risk of exposure to COVID-19 are asked to notify their Supervisor and participate in a return-to- work screening with Human Resources before working in a county facility. The intent of the screening is to reduce the chance of COVID-19 exposure within the workplace. a. As employees travel, attend large group activities, or have guests from out of the area, they are asked to follow safety precautions identified by the CDC. Employees travelling or that take part in activities that have higher risk for exposure should discuss this with their supervisor and contact HR for guidance. b. If an employee is already telecommuting and will not return to county facilities for 10 days following the travel or activity, there is no need to contact Human Resources for a screening. c. Employees that participate in travel or group activities may be required to quarantine, either on-site, or through telecommuting, for a period of 10 calendar days. These options are provided to ensure that employees can continue to conduct their lives but provide additional precautions in the event that an exposure did occur while participating in those activities. d. Common scenarios that may result in a recommendation to quarantine or telecommute: i. Travel other than by personal automobile. IE. air travel, bus, train, cruise. Travel by personal auto may also result in isolation/telecommuting depending upon the activities/precautions taken during the travel. ii. Attending a large group event. Ie..wedding, shower, rally, concert, reunion etc.. iii. Staying in a hotel/motel/B&B. iv. Staying with friends/family may or may not result in isolation/telecommuting depending upon the accommodations, activities and precautions taken. v. Having guests in your home may or may not result in isolation/telecommuting depending upon where the guest is from, how they got here, whether they self- quarantined before arriving, the accommodations, activities and precautions taken. vi. This list is not all-inclusive. Employees are encouraged to contact Human Resources for clarification. 3/5/2021 4 e. Employees should contact Human Resources as far in advance of travel/activities as possible. This allows the employee, department, and IT to plan if isolation or telecommuting is recommended. f. Employees do not need to wait until the day before they return to work to complete the screening. It may be completed at any time prior to returning to on-site work (even before the activity or trip occurs). 9) PAY OPTIONS FOR QUARANTINE WHEN UNABLE TO TELECOMMUTE: If an employee is quarantined (either by a medical provider or Human Resources) or ordered to isolate (by a medical provider), and is unable to telecommute, they may choose from the following options for payroll purposes: i. May use available vacation or comp time. ii. May use available sick leave: 1. If the employee has been a close contact of an active COVID case 2. The employee is experiencing symptoms consistent with COVID19 and is awaiting test results 3. The employee is diagnosed with COVID19 4. The employee is caring for an immediate family member that is quarantined/isolated because of COVID19. iii. May use unpaid leave in lieu of paid leave: 1. If the employee has been a close contact of an active COVID case 2. The employee is experiencing symptoms consistent with COVID19 and is awaiting test results 3. The employee is diagnosed with COVID19 4. The employee is caring for an immediate family member that is quarantined/isolated because of COVID19 5. The employee is providing oversight of their dependent child that is schooling virtually. Use of unpaid leave for these purposes will not impact sick or vacation benefit allocations (no pro-ration). iv. Up to 20 days of combined sick and/or unpaid leave may be used for the COVID-related purposes stated above. Following use of those 20 days, all eligible paid leave must be exhausted before additional unpaid leave will be considered. Note: If an employee is unable to telecommute during the quarantine period following travel or participation in events or activities, they are not eligible to use sick leave (unless during first year of employment). Unpaid leave will only be approved if all other eligible paid leave time has been exhausted. v. Employees unable to telecommute as a result of quarantine or isolation must complete an Employee Request Form to verify eligibility for the leave and for documentation of the type of leave to be used. The form can be found on 3/5/2021 5 the county’s employee COVID Information page on the county web site, or by contacting Human Resources. 10) QUARANTINE PERIOD REDUCTION If an employee has had exposure to someone that has symptoms of, or someone that has a confirmed case of COVID19, the quarantine period is 14 days from the date of exposure, except: • Quarantine can end after Day 10 without testing and if no symptoms have been reported during daily monitoring. Daily symptom monitoring with the Health Department must be in place for 14 days. • Quarantine can end after Day 7 after receiving a negative test result (test must occur on day 6 or later). Daily symptom monitoring with the Health Department must be in place for 14 days. People who have been in close contact with someone who has COVID-19 are not required to quarantine if they have been fully vaccinated against the disease within the last 90 days and show no symptoms. 11) VACCINATION Anyone interested in being vaccinated should pre-register on the Bayfield County web site. Once pre-registered, the Health Department will contact you when you are eligible to receive the vaccine. Once you are vaccinated, it does not mean that you can stop wearing masks or social distancing. All precautions must still be followed. • If you are vaccinated against COVID-19, you may still be exposed to the virus that causes COVID-19. After exposure, people can be infected with or “carry” the virus that causes COVID-19 but not feel sick or have any symptoms. Experts call this “asymptomatic infection.” Scenarios for Bayfield County Employees during COVID-19 Pandemic (Effective 2/18/2021) This following chart contains answers to common questions and scenarios for employees and was prepared using data from the Wisconsin Department of Health Services and the Centers for Disease Control. Responses below are in accordance with guidance provided to Bayfield County employees as of February 18, 2021 and are subject to change at any time based on new or clarified Federal, State, or local administrative guidance. If you have additional questions, please contact your supervisor or Human Resources. 3/5/2021 6 Scenario 1: I am feeling sick and experiencing symptoms consistent with COVID-19 as identified by the CDC. These provisions apply even if an employee has a negative COVID test. Questions Answers 1 What should I do? Employees feeling sick and experiencing symptoms consistent with COVID-19 should notify their supervisor immediately and stay home from work. Your supervisor may inquire about your symptoms for further information. Employee is required to telecommute if physically able to. Employees will likely be referred to Human Resources to determine whether quarantine/isolation is applicable and the related timeline. Employees are advised to speak with their health professional and should continually monitor their symptoms. 2 What are my options for reporting my time? Employees have several options for reporting time for work missed as outlined below. Please reach out to HR with any questions. 1) Eligible to use leave as outlined in Item 9 of the March 5, 2021 policy memo. Once able to return to work or telecommute, these options are no longer available. 2) After all paid leave is exhausted, employee is eligible to use Unpaid Leave and may file for unemployment. 3 When am I able to return to work? Employees experiencing symptoms of COVID-19, may return to on-site work ONLY after these three things have all happened: • You have no fever (less than 100.4°F) for at least 24 hours without use of medicine that reduces fevers, AND • Other symptoms have improved (for example, cough has improved), AND • At least 10 calendar days have passed since your symptoms first appeared Scenario 2: I have tested positive for COVID-19. 1 What should I do? Employees who have tested positive for COVID-19 may telecommute if physically able. Please let your supervisor know if you have tested positive for COVID-19. 2 What are my options for reporting my time? Employees have several options for reporting time for work missed as outlined below. Please reach out to HR with any questions. 1) Eligible to use leave as outlined in Item 9 of the March 5, 2021 policy memo. Once able to return to work or telecommute, these options are no longer available. 2) After all paid leave is exhausted, employee is eligible to use Unpaid Leave and may file for unemployment. 3 When am I able to return to work? Employees that have tested positive for COVID-19, may return to on-site work ONLY after these three things have all happened: • You have no fever (less than 100.4°F) for at least 24 hours without use of medicine that reduces fevers, AND • Other symptoms have improved (for example, cough has improved), AND • At least 10 calendar days have passed since your symptoms first appeared Scenario 3: I am feeling sick but am NOT experiencing symptoms related to COVID-19. 1 What should I do? Employees who are ill must notify their supervisor and stay home. If working remotely, employee may continue to do so if physically able to. 3/5/2021 7 The employee may be asked to participate in a screening with Human Resources to determine whether quarantine is applicable. 2 What are my options for reporting my time? Employees should report time not worked as normal sick time on their timesheet. 3 When am I able to return to work? Generally, employees should be symptom free before returning to work. Please consult with your supervisor and follow the Sick Leave section of the Employee Handbook. 4 Examples Toothaches, Migraines for persons that have a history of them, Consistent Menstrual Symptoms, backache. Employees must contact Human Resources for a screening if they are experiencing symptoms consistent with COVID19, even if they seem to be normal occurring symptoms. Scenario 4: I have had close contact with a person that has symptoms consistent with COVID-19 or has been diagnosed with COVID-19. 1 What should I do? Employees who have had close contact with a person with COVID-19 or that has symptoms consistent with COVID-19 must immediately notify their supervisor. What counts as close contact? • You were within 6 feet of someone who has COVID-19 for a total of 15 minutes or more. This time does not need to be all at once, it can be over the course of a day. • You provided care at home to someone who is sick with COVID-19 • You had direct physical contact with the person (hugged or kissed them) • You shared eating or drinking utensils • They sneezed, coughed, or somehow got respiratory droplets on you Employees that have been in closed proximity to a confirmed case of COVID-19 for any period of time are encouraged to report/discuss this with Human Resources and/or the Health Department. I have had my COVID Vaccination: Vaccinated persons with an exposure to someone with suspected or confirmed COVID-19 are not required to quarantine if they meet all of the following criteria: • Are fully vaccinated (i.e., ≥2 weeks following receipt of the second dose in a 2-dose series, or ≥2 weeks following receipt of one dose of a single-dose vaccine) • Are within 3 months following receipt of the last dose in the series • Have remained asymptomatic since the current COVID-19 exposure I have NOT had my COVID Vaccination: These employees should quarantine for 14 calendar days from the date of exposure, or longer if necessary, during which they should monitor their symptoms. Employee may telecommute if physically able to. 3/5/2021 8 Quarantine can end after Day 10 without testing and if no symptoms have been reported during daily monitoring. Quarantine can end after Day 7 after receiving a negative test result (test must occur on day 5 or later) 2 What are my options for reporting my time? Employees have several options for reporting time for work missed as outlined below. Please reach out to HR with any questions. 1) Eligible to use leave as outlined in Item 9 of the March 5, 2021 policy memo. Once able to return to work or telecommute, these options are no longer available. 2) After all paid leave is exhausted, employee is eligible to use Unpaid Leave and may file for unemployment. 3 When am I able to return to work? Employees may return to on-site work once they complete a screening and are authorized to return to on-site work by Human Resources. Scenario 5: I have been advised by HR that I must quarantine for 10 days because of travel or participating in an activity with higher risk of COVID exposure. 1 What do I need to know? If it is determined that the employee was at higher risk for exposure to COVID-19, they may be required to telecommute or quarantine for 10 days upon return. If able to work remotely, employee may do so with approval from your supervisor. Employee may be allowed to quarantine on-site in certain circumstances. 2 What should I do? Employees are asked to notify their supervisor and Human Resources if they attend any large group gatherings (weddings, showers, protests, reunions etc) or if they travel somewhere using public transportation (plane, train, bus, ferry) or stay overnight somewhere other than their own home. If an employee knows they plan to travel or attend an event, they are asked to notify their supervisor as far in advance as possible so that arrangements can be made if telecommuting or quarantine are required. Employees should monitor their temperature and watch for COVID-like symptoms daily for at least 10 days upon return, or following attendance at group events. 3 What are my options for reporting my time during the 10-day quarantine period? Must use earned paid leave balances, such as Vacation, and/or Comp Time. Employees are able to take the time unpaid if they do not have any remaining applicable paid leave balances. Human Resources Report / Kris Kavajecz February 2021 ACTIVITY MONTH YEAR-TO-DATE Retirements 0 5 Worker’s Comp Claims 2 6 Resignations 1 1 Terminations 0 0 HIRES MONTH YEAR-TO-DATE Full-Time 3 6 Part-Time 0 1 Temporary/Seasonal 2 16 Interviews 9 29 Recruitment / New Hire Snapshot o Have Recruited and hired a total of 15 Nurses and 13 support staff to assist with Vaccination Clinics. o AODA/Mental Health Social Worker: Isabel Gregersen started on February 8. o Child Protective Services Social Worker: Ashley Miller started on February 9. o Clerk/Receptionist for Human Services: Samantha DeRosia started on February 8. o Emergency Management Director: Meagan Quaderer started on March 1. o Lead CCO: Gwen Christenson started on March 1. o Family Services Manager: Mary Anich will start on March 22. o Human Services Clerk: Alannah Belanger will start on March 15. o FT Jailer: Richard Ledin will move from PT to FT Jailer on March 22. o Currently recruiting for: ▪ Lead Cook (interviews conducted) ▪ PT Jailer (interviews conducted) ▪ Behavioral Health Social Worker or Case Manager ▪ Youth Justice Social Worker ▪ Pre-Charge Diversion Case Manager/Jail Re-Entry Coordinator ▪ FT CCO • Other Activities: • Updated the Bayfield County COVID policy based on modified recommendations of the CDC and State of Wisconsin. Distributed policy to employees and reviewed with Department Heads. • Prepared to our first “virtual” job fair that will occur on March 4th. • Worked with Northland College and UW Madison to access their work study programs to recruit summer staff. Worked with several department on needs for summer staff and updated job descriptions. Reached out to summer staff from 2020 to inquire if they would like to return. • Assisted with State of the County presentation data. • Participated in Training for the new electronic fax system “XMedius” • Participated in telephone system training. • Participated in Regional Human Resources meeting. • Assisted with preparation of and participated in Department Head, Personnel and Executive Committee meetings. • Worked with a couple of Department Heads regarding employee productivity/performance concerns • Worked through several Leave of Absence/FMLA situations and arranged for staffing support as a result of the leaves. • Conducted four new-hire/benefit orientations. • Conducted one exit interview. • Addressed several benefit inquiries • Completed “Offboarding” materials with several employees that have submitted retirement notices. • Conducted daily screenings with staff that are either returning to on-site work following telecommute, or following travel/events. • Coordinated with departments and employees that have been out sick with cold/flu-like symptoms. Adopted Budget Amended Current Month YTD YTD Budget - YTD % Used/ Organization Budget Amendments Budget Transactions Encumbrances Transactions Transactions Rec'd Prior Year YTD Fund 100 - General EXPENSE Department 00 - General Fund 2,300.00 .00 2,300.00 .00 .00 664.57 1,635.43 29 2,472.00 Department 01 - County Board 46,509.00 .00 46,509.00 7,843.88 .00 49,566.07 (3,057.07)107 39,594.55 Department 02 - Clerk of Courts 344,540.00 .00 344,540.00 40,311.49 .00 355,836.69 (11,296.69)103 332,336.23 Department 04 - Criminal Justice 200,434.00 .00 200,434.00 17,736.95 .00 137,852.71 62,581.29 69 136,584.41 Department 06 - Coroner 14,259.00 .00 14,259.00 2,372.78 .00 14,792.73 (533.73)104 12,853.79 Department 07 - Administrator 266,178.00 15,107.00 281,285.00 34,209.24 .00 280,504.21 780.79 100 253,160.05 Department 08 - District Attorney 174,753.00 .00 174,753.00 20,431.94 .00 173,179.89 1,573.11 99 166,731.82 Department 09 - Child Support 226,756.00 .00 226,756.00 21,690.34 .00 208,046.43 18,709.57 92 214,842.41 Department 10 - County Clerk 364,491.00 .00 364,491.00 39,790.29 .00 353,344.72 11,146.28 97 352,538.19 Department 12 - Treasurer 160,509.00 .00 160,509.00 16,841.82 .00 142,414.27 18,094.73 89 154,306.61 Department 13 - Land Records 401,073.00 .00 401,073.00 49,918.19 .00 394,305.71 6,767.29 98 313,192.45 Department 14 - Court House 251,227.00 11,436.00 262,663.00 30,150.76 .00 254,856.75 7,806.25 97 235,716.99 Department 15 - Register of Deeds 160,867.00 .00 160,867.00 17,473.61 .00 159,926.87 940.13 99 153,952.57 Department 17 - Sheriff 4,149,678.00 (52,343.00)4,097,335.00 482,788.54 .00 3,902,272.42 195,062.58 95 3,946,261.74 Department 18 - Emergency Management 132,387.00 .00 132,387.00 14,810.77 .00 140,145.84 (7,758.84)106 126,499.62 Department 19 - Veteran's Services 106,276.00 .00 106,276.00 14,371.53 .00 118,650.67 (12,374.67)112 97,630.05 Department 20 - Health 907,124.00 333,936.00 1,241,060.00 122,777.78 .00 927,155.03 313,904.97 75 806,361.33 Department 22 - Fair .00 .00 .00 .00 .00 .00 .00 +++.00 Department 23 - Tourism 193,022.00 .00 193,022.00 18,548.35 .00 173,028.37 19,993.63 90 177,410.11 Department 25 - UW Extension 92,051.00 .00 92,051.00 10,089.69 .00 90,553.67 1,497.33 98 85,136.70 Department 26 - Zoning 392,508.00 .00 392,508.00 46,621.88 .00 386,711.60 5,796.40 99 371,977.34 Department 28 - Land Conservation 260,289.00 (11,000.00)249,289.00 29,475.45 .00 260,704.44 (11,415.44)105 256,789.34 Department 29 - Land Use Planning .00 .00 .00 .00 .00 .00 .00 +++.00 Department 31 - Information Services 314,362.00 .00 314,362.00 37,278.56 .00 311,291.12 3,070.88 99 273,184.76 Department 34 - Forestry 952,189.00 .00 952,189.00 110,157.07 .00 924,334.47 27,854.53 97 907,182.38 EXPENSE TOTALS $10,113,782.00 $297,136.00 $10,410,918.00 $1,185,690.91 $0.00 $9,760,139.25 $650,778.75 94%$9,416,715.44 Fund 100 - General Totals EXPENSE TOTALS 10,113,782.00 297,136.00 10,410,918.00 1,185,690.91 .00 9,760,139.25 650,778.75 94%9,416,715.44 Fund 100 - General Totals ($10,113,782.00)($297,136.00)($10,410,918.00)($1,185,690.91)$0.00 ($9,760,139.25)($650,778.75)($9,416,715.44) Fund 235 - Human Services EXPENSE Department 00 - General Fund .00 .00 .00 .00 .00 2,318.33 (2,318.33)+++1,800.59 Department 51 - Regional Crisis Initiative 7,700.00 .00 7,700.00 .00 .00 .00 7,700.00 0 .00 Department 52 - AMSO 552,187.00 .00 552,187.00 76,350.59 .00 611,158.08 (58,971.08)111 562,250.74 Department 53 - Family Services 928,324.00 .00 928,324.00 85,109.32 .00 748,794.36 179,529.64 81 725,606.07 Department 54 - Economic Support 518,020.00 .00 518,020.00 46,426.36 .00 385,318.79 132,701.21 74 372,102.92 Department 55 - Aging and Disabilities 167,877.00 .00 167,877.00 13,919.59 .00 256,628.37 (88,751.37)153 230,872.64 Department 56 - GWAAR 263,397.00 .00 263,397.00 46,502.44 .00 304,152.60 (40,755.60)115 276,360.43 Run by Paige Terry on 02/26/2021 03:00:46 PM Page 1 of 2 Personnel Financial Through December 31, 2020 Through 12/31/20 Prior Fiscal Year Activity Included Summary Listing Adopted Budget Amended Current Month YTD YTD Budget - YTD % Used/ Organization Budget Amendments Budget Transactions Encumbrances Transactions Transactions Rec'd Prior Year YTD Fund 235 - Human Services EXPENSE Department 58 - ADRC-Bayfield Co (38,864.00).00 (38,864.00)20,357.11 .00 117,638.35 (156,502.35)-303 129,342.13 Department 59 - ADRC-North 150,216.00 .00 150,216.00 13,599.82 .00 116,873.46 33,342.54 78 113,809.91 EXPENSE TOTALS $2,548,857.00 $0.00 $2,548,857.00 $302,265.23 $0.00 $2,542,882.34 $5,974.66 100%$2,412,145.43 Fund 235 - Human Services Totals EXPENSE TOTALS 2,548,857.00 .00 2,548,857.00 302,265.23 .00 2,542,882.34 5,974.66 100%2,412,145.43 Fund 235 - Human Services Totals ($2,548,857.00)$0.00 ($2,548,857.00)($302,265.23)$0.00 ($2,542,882.34)($5,974.66)($2,412,145.43) Fund 710 - Highway EXPENSE Department 71 - Highway Dept 5,110,180.00 .00 5,110,180.00 249,490.19 .00 2,160,042.68 2,950,137.32 42 2,157,079.23 EXPENSE TOTALS $5,110,180.00 $0.00 $5,110,180.00 $249,490.19 $0.00 $2,160,042.68 $2,950,137.32 42%$2,157,079.23 Fund 710 - Highway Totals EXPENSE TOTALS 5,110,180.00 .00 5,110,180.00 249,490.19 .00 2,160,042.68 2,950,137.32 42%2,157,079.23 Fund 710 - Highway Totals ($5,110,180.00)$0.00 ($5,110,180.00)($249,490.19)$0.00 ($2,160,042.68)($2,950,137.32)($2,157,079.23) Grand Totals EXPENSE TOTALS 17,772,819.00 297,136.00 18,069,955.00 1,737,446.33 .00 14,463,064.27 3,606,890.73 80%13,985,940.10 Grand Totals ($17,772,819.00)($297,136.00)($18,069,955.00)($1,737,446.33)$0.00 ($14,463,064.27)($3,606,890.73)($13,985,940.10) Run by Paige Terry on 02/26/2021 03:00:46 PM Page 2 of 2 Personnel Financial Through December 31, 2020 Through 12/31/20 Prior Fiscal Year Activity Included Summary Listing Adopted Budget Amended Current Month YTD YTD Budget - YTD % Used/ Organization Budget Amendments Budget Transactions Encumbrances Transactions Transactions Rec'd Prior Year YTD Fund 100 - General EXPENSE Department 00 - General Fund .00 .00 .00 .00 .00 .00 .00 +++187.05 Department 01 - County Board 46,128.00 .00 46,128.00 5,229.26 .00 6,098.68 40,029.32 13 4,406.26 Department 02 - Clerk of Courts 354,045.00 .00 354,045.00 27,532.09 .00 51,795.88 302,249.12 15 57,511.94 Department 04 - Criminal Justice 179,141.00 .00 179,141.00 11,359.55 .00 20,435.92 158,705.08 11 23,774.72 Department 06 - Coroner 14,393.00 .00 14,393.00 1,092.66 .00 1,620.14 12,772.86 11 2,207.70 Department 07 - Administrator 277,521.00 .00 277,521.00 23,018.14 .00 42,357.41 235,163.59 15 43,079.40 Department 08 - District Attorney 172,292.00 .00 172,292.00 13,078.13 .00 26,509.83 145,782.17 15 26,719.37 Department 09 - Child Support 226,248.00 .00 226,248.00 15,255.97 .00 27,986.67 198,261.33 12 35,290.21 Department 10 - County Clerk 379,336.00 .00 379,336.00 28,266.28 .00 52,091.77 327,244.23 14 60,312.72 Department 12 - Treasurer 157,880.00 .00 157,880.00 12,304.72 .00 24,904.98 132,975.02 16 24,471.12 Department 13 - Land Records 408,641.00 .00 408,641.00 32,179.46 .00 59,044.84 349,596.16 14 50,967.72 Department 14 - Court House 262,591.00 .00 262,591.00 19,961.73 .00 36,520.53 226,070.47 14 37,013.66 Department 15 - Register of Deeds 170,851.00 .00 170,851.00 11,410.97 .00 23,597.22 147,253.78 14 27,439.06 Department 17 - Sheriff 3,847,480.00 .00 3,847,480.00 288,080.39 .00 533,820.60 3,313,659.40 14 592,928.63 Department 18 - Emergency Management 118,987.00 .00 118,987.00 9,124.96 .00 17,233.16 101,753.84 14 21,174.91 Department 19 - Veteran's Services 96,741.00 .00 96,741.00 7,502.58 .00 12,909.24 83,831.76 13 15,607.07 Department 20 - Health 960,747.00 .00 960,747.00 85,771.06 .00 151,282.95 809,464.05 16 128,820.86 Department 22 - Fair .00 .00 .00 .00 .00 .00 .00 +++.00 Department 23 - Tourism 190,386.00 .00 190,386.00 11,100.54 .00 20,429.57 169,956.43 11 22,550.39 Department 25 - UW Extension 92,478.00 .00 92,478.00 6,966.32 .00 12,764.78 79,713.22 14 13,614.14 Department 26 - Zoning 386,350.00 .00 386,350.00 30,298.90 .00 55,386.43 330,963.57 14 58,826.97 Department 28 - Land Conservation 264,472.00 .00 264,472.00 18,821.81 .00 34,547.92 229,924.08 13 37,041.39 Department 29 - Land Use Planning .00 .00 .00 .00 .00 .00 .00 +++.00 Department 31 - Information Services 309,839.00 .00 309,839.00 24,087.99 .00 44,133.84 265,705.16 14 47,338.03 Department 34 - Forestry 935,716.00 .00 935,716.00 71,322.98 .00 130,693.02 805,022.98 14 138,773.30 EXPENSE TOTALS $9,852,263.00 $0.00 $9,852,263.00 $753,766.49 $0.00 $1,386,165.38 $8,466,097.62 14%$1,470,056.62 Fund 100 - General Totals EXPENSE TOTALS 9,852,263.00 .00 9,852,263.00 753,766.49 .00 1,386,165.38 8,466,097.62 14%1,470,056.62 Fund 100 - General Totals ($9,852,263.00)$0.00 ($9,852,263.00)($753,766.49)$0.00 ($1,386,165.38)($8,466,097.62)($1,470,056.62) Fund 235 - Human Services EXPENSE Department 00 - General Fund .00 .00 .00 .00 .00 .00 .00 +++387.48 Department 51 - Regional Crisis Initiative 3,850.00 .00 3,850.00 .00 .00 .00 3,850.00 0 .00 Department 52 - AMSO 612,005.00 .00 612,005.00 46,115.41 .00 99,278.10 512,726.90 16 91,300.07 Department 53 - Family Services 990,500.00 .00 990,500.00 41,954.03 .00 71,518.77 918,981.23 7 116,358.38 Department 54 - Economic Support 390,909.00 .00 390,909.00 30,562.54 .00 56,015.33 334,893.67 14 68,805.30 Department 55 - Aging and Disabilities 202,268.00 .00 202,268.00 24,953.07 .00 56,836.24 145,431.76 28 59,042.95 Department 56 - GWAAR 298,744.00 .00 298,744.00 20,599.66 .00 31,375.42 267,368.58 11 37,595.59 Run by Paige Terry on 02/26/2021 11:54:16 AM Page 1 of 2 Personnel Financial Through February 28, 2021 Through 02/28/21 Prior Fiscal Year Activity Included Summary Listing Adopted Budget Amended Current Month YTD YTD Budget - YTD % Used/ Organization Budget Amendments Budget Transactions Encumbrances Transactions Transactions Rec'd Prior Year YTD Fund 235 - Human Services EXPENSE Department 58 - ADRC-Bayfield Co 108,508.00 .00 108,508.00 8,337.28 .00 10,888.39 97,619.61 10 11,550.28 Department 59 - ADRC-North 118,268.00 .00 118,268.00 9,289.64 .00 17,394.51 100,873.49 15 18,896.49 EXPENSE TOTALS $2,725,052.00 $0.00 $2,725,052.00 $181,811.63 $0.00 $343,306.76 $2,381,745.24 13%$403,936.54 Fund 235 - Human Services Totals EXPENSE TOTALS 2,725,052.00 .00 2,725,052.00 181,811.63 .00 343,306.76 2,381,745.24 13%403,936.54 Fund 235 - Human Services Totals ($2,725,052.00)$0.00 ($2,725,052.00)($181,811.63)$0.00 ($343,306.76)($2,381,745.24)($403,936.54) Fund 710 - Highway EXPENSE Department 71 - Highway Dept 2,258,443.00 .00 2,258,443.00 162,215.14 .00 430,632.91 1,827,810.09 19 456,335.93 EXPENSE TOTALS $2,258,443.00 $0.00 $2,258,443.00 $162,215.14 $0.00 $430,632.91 $1,827,810.09 19%$456,335.93 Fund 710 - Highway Totals EXPENSE TOTALS 2,258,443.00 .00 2,258,443.00 162,215.14 .00 430,632.91 1,827,810.09 19%456,335.93 Fund 710 - Highway Totals ($2,258,443.00)$0.00 ($2,258,443.00)($162,215.14)$0.00 ($430,632.91)($1,827,810.09)($456,335.93) Grand Totals EXPENSE TOTALS 14,835,758.00 .00 14,835,758.00 1,097,793.26 .00 2,160,105.05 12,675,652.95 15%2,330,329.09 Grand Totals ($14,835,758.00)$0.00 ($14,835,758.00)($1,097,793.26)$0.00 ($2,160,105.05)($12,675,652.95)($2,330,329.09) Run by Paige Terry on 02/26/2021 11:54:16 AM Page 2 of 2 Personnel Financial Through February 28, 2021 Through 02/28/21 Prior Fiscal Year Activity Included Summary Listing