HomeMy WebLinkAboutPersonnel Committee - Agenda - 4/1/2021
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, April 1, 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,,587496251# United States, Eau Claire
Phone Conference ID: 587 496 251#
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 March 4, 2021
3. Public Comment
4. Discussion and Possible Action on Revised COVID workplace policy.
5. Discussion Regarding Personnel Policy 3.13 Health Insurance.
6. Personnel Policy Section Review, discussion regarding Section IV. Employee
Conduct, Performance Evaluation, Discipline and Separation From Employment.
7. Reports
a) Human Resources Report
b) Personnel Financial Report as of March 31, 2021
8. 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 March 4, 2021
ii. Reclassification Request of Richard Kamm from Social Worker I to
Social Worker II.
9. 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
Personnel Committee Narrative, April 1, 2020
Item 4: Attached is the updated COVID Workplace policy that includes most recent updates regarding
vaccine protocol and updated isolation guidelines.
Item 5: We are working to resolve a current conflict between county personnel policy and WRS Health
Insurance. The County currently requires 10 days of work / paid time in a month (except for FLMA) to
qualify for insurance. This is not the case with the State insurance plan. We would like to discuss the
topic and gather ideas with the committee.
Item 6. At the last meeting we reviewed section IV, Employee Conduct. We received several comments
and feedback. We would like to review an updated version that we will distribute.
Item 7: The HR Report and March Personnel Financial is in the packet.
Minutes of the
Bayfield County Personnel Committee Meeting
4:00 PM, March 4, 2021
Meeting was Held Remotely through Microsoft Teams
and In Person in the Bayfield County Board Room
Members Present: Dennis Pocernich (remote), Tom Snilsberg (remote), Fred Strand, Marty
Milanowski (remote), Brett Rondeau
Others Present: Mark Abeles-Allison County Administrator, Kristine Kavajecz-Human
Resources Director, Kathleen Haiden-Jail Administrator, Kim Mattson (remote)
Meeting called to order at 4:00pm by Chairman Rondeau
Approval of Minutes of February 4, 2021: Motion Strand, Milanowski to approve minutes of
the February 4, 2021 Personnel Committee meeting. Motion Carried (5-0)
Public Comment: None Received
Revised COVID workplace policy: Revised policy was reviewed by Kavajecz. The policy had
been distributed to County Board Supervisors and county employees earlier in February. Motion
Strand, Milanowski to approve the revised COVID workplace policy as presented.
Motion Carried (5-0)
Personnel Policy Section Review, discussion regarding Section IV. Employee Conduct,
Performance Evaluation, Discipline and Separation From Employment.
Abeles-Allison explained that the plan will be to review policies on a monthly basis and make
clarifications and modifications. Specific items that generated discussion included: use of
personal phones for work purposes or vice versa, frequency of driver license checks, parameters
of the prohibited weapons policy, parameters of the gambling policy (committee members were
not opposed to football boards, baby boards etc). Recommendation was made to discuss with IT
what abilities the county would have to “wipe” county information, but not personal information
if personal phones were allowed to be used. Recommendations for policy modifications will be
made at a future meeting.
Reports
a) Human Resources Report: Updates on recent hires not included on the printed
report were shared: Lori Fibert-Lead Cook, Jordan Miller-PT Jailer, Abby Hood FT
CCO
b) Personnel Financial Report for December 31, 2020: Within budget for the year.
c) Personnel Financial Report for February 28, 2021: Currently under budget for
year to date figures.
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.
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.
Motion Carried (5-0 ). Entered closed session at 4:30pm. Haiden was permitted to remain in the
closed session.
Motion Milanowski, Snilsberg to return to open session. Motion Carried. Return to open session
at 4:56pm.
Meeting adjourned at 4:56pm
Minutes respectfully submitted by Kristine Kavajecz
3/24/2021
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: March 24, 2021
RE: Bayfield County COVID-19 Personnel Guidance and Scenarios
The Spring season is upon us! After a year of isolation, employees are eager to be active and to
interact with family and friends.
Many staff have taken advantage of the opportunity to be vaccinated against COVID19. While
the vaccines do provide significant protections, everyone is still encouraged to do what they
can to prevent the spread of the virus. CDC guidelines are evolving as more data is available
related to the effectiveness of the vaccines.
From the CDC Website as of 3/24/2021 For now, if you’ve been fully vaccinated:
• You should still take steps to protect yourself and others in many situations, like
wearing a mask, staying at least 6 feet apart from others, and avoiding crowds and
poorly ventilated spaces. Take these precautions whenever you are:
o In public
o Gathering with unvaccinated people from more than one other household
o Visiting with an unvaccinated person who is at increased risk of severe illness
or death from COVID-19 or who lives with a person at increased risk
• You should still avoid medium or large-sized gatherings.
• You should still delay domestic and international travel. If you do travel, you’ll still
need to follow CDC requirements and recommendations.
• You should still watch out for symptoms of COVID-19, especially if you’ve been around
someone who is sick. If you have symptoms of COVID-19, you should get tested and
stay home and away from others.
• You will still need to follow guidance at your workplace.
3/24/2021
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The purpose of this memo is to outline ongoing and revised county policy related to COVID-19.
1) TELECOMMUTING IS STILL ENCOURAGED to ensure that operations can continue in the
event of an outbreak and to provide flexibility for and safety for staff.
a. Telecommuting duration will vary depending upon needs of the department and
individual circumstances.
b. Staff members that telecommute must complete a telecommuting agreement and
meet the agreement terms.
c. 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.
2) PROTOCOL IF AN EMPLOYEE IS SICK (applies whether vaccinated or not):
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.)
c. Notify the Human Resources Office of the illness.
d. Employees that have not been vaccinated and are experiencing symptoms
consistent with COVID-19 may 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.
e. Employees that have been vaccinated and are experiencing symptoms consistent
with COVID-19, may return to on-site work ONLY after these three things have all
happened:
i. You have no fever (less than 100.4°F) for at least 24 hours without use of
medicine that reduces fevers, AND
ii. Other symptoms have improved (for example, vomiting/diarrhea has
stopped), AND
iii. You have received a negative COVID test (available in the Health Dept)
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3. PROTOCOL FOR CLOSE CONTACT:
Close Contact is defined as:
• You were within 6 feet of someone who has COVID-19 for a total of 15 minutes or more
• 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
If an employee has had exposure to someone that has symptoms of, or someone that has a
confirmed case of COVID19:
If NOT vaccinated:
• The quarantine period is 14 days from the last contact with the person.
• Daily symptom monitoring with the Health Department must be in place for 14 days.
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 if no symptoms have been reported and after receiving a
negative test result (test must occur on day 5 or later).
If VACCINATED: 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 and show
no symptoms.
3) PROTOCOLS RELATED TO TRAVEL/ACTIVITIES (whether vaccinated or not):
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. Employees that participate in travel or group activities may be required to
quarantine, either on-site, or through telecommuting, for a period of up to 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.
b. 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 and the
location travelled to.
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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.
c. As employees travel, attend medium or 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.
d. 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.
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).
g. Employees that have been vaccinated may reduce the quarantine period to 7 days if
they are not experiencing symptoms consistent with COVID19 and they receive a
negative COVID test 3-5 days after returning from travel. The Health Department has
rapid COVID tests available for this purpose (as supplies last).
4) 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:
a. May use available vacation or comp time.
b. May use available sick leave:
3/24/2021
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i. If the employee has been a close contact of an active COVID case
ii. The employee is experiencing symptoms consistent with COVID19 and is
awaiting test results
iii. The employee is diagnosed with COVID19
iv. The employee is caring for an immediate family member that is
quarantined/isolated because of COVID19.
c. May use unpaid leave in lieu of paid leave:
i. If the employee has been a close contact of an active COVID case
ii. The employee is experiencing symptoms consistent with COVID19 and is
awaiting test results
iii. The employee is diagnosed with COVID19
iv. The employee is caring for an immediate family member that is
quarantined/isolated because of COVID19
v. 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).
d. 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.
e. 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 the
county’s employee COVID Information page on the county web site, or by contacting
Human Resources.
3/24/2021
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Scenarios for Bayfield County Employees
during COVID-19 Pandemic (Effective 3/24/2021)
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
March 24, 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.
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 4. 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 I have NOT had my COVID
Vaccination. When am I able to
return to work?
Employees that have not been vaccinated and are 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
I have had my COVID Vaccination.
When am I able to return to work?
Employees that have been vaccinated and are experiencing symptoms
consistent with 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,
vomiting/diarrhea has stopped), AND
• You have received a negative COVID test.
Scenario 2: I have tested positive for COVID-19.
3/24/2021
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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 4. 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.
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
3/24/2021
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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)
• 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.
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) and if no symptoms have been reported
during daily monitoring.
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 4. 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 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 up to
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.
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3 What are my options for reporting
my time during the 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.
4 How long is the quarantine period? • Get tested with a viral test 3-5 days after travel AND stay home
and self-quarantine for a full 7 days after travel.
o Even if you test negative, stay home and self-quarantine
for the full 7 days.
o If your test is positive, isolate yourself to protect others
from getting infected.
• If you don’t get tested, stay home and self-quarantine for 10 days
after travel.
• Avoid being around people who are at increased risk for severe
illness for 14 days, whether you get tested or not.
Human Resources Report / Kris Kavajecz
March 2021
ACTIVITY MONTH YEAR-TO-DATE
Retirements 2 7
Worker’s Comp Claims 1 7
Resignations 1 2
Terminations 1 1
HIRES MONTH YEAR-TO-DATE
Full-Time 2 8
Part-Time 1 2
Temporary/Seasonal 4 20
Interviews 9 38
Recruitment / New Hire Snapshot
o Behavioral Health Social Worker: Lindsey Friedrich will start on May 24.
o Clerk for Human Services: Alannah Belanger started on March 15.
o Emergency Management Director: Meagan Quaderer started on March 15.
o Lead CCO: Gwen Christenson started on March 1.
o Family Services Manager: Mary Anich started on March 22.
o FT Jailer: Richard Ledin moved from PT to FT Jailer on March 22.
o Eliza Crowe will move from PT to FT Jailer on April 4.
o Lead Cook: Lori Fibert started on March 8th
o Currently recruiting for:
▪ PT Jailer
▪ Youth Justice Social Worker
▪ Pre-Charge Diversion Case Manager/Jail Re-Entry Coordinator
▪ PT CCO
▪ Economic Support Specialist
▪ Tax Deed Specialist
▪ PT Cook
▪ Seasonal Highway Assistant
▪ Seasonal Fair Assistant
▪ Seasonal Fairgrounds Assistant
▪ Invasive Species Technician
▪ Invasive Species Crew Leader
▪ Clean Boats/Clean Water Intern
• 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.
• 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 five 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.
• Heard a presentation about a new health insurance “Opt Out” program that is beginning to gather
momentum in other parts of the state.
• Participated in an IT Web Browser training.
• Did some investigating on resources for the Law Enforcement “Peer Support” group.
• Listened to a couple of webinars on: Employee Handbooks and the American Rescue Act. These will
both be very hot topics in the weeks and months ahead as new laws and regulations are enacted
relative to Human Resources.
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 5,175.43 .00 11,274.11 34,853.89 24 7,176.20
Department 02 - Clerk of Courts 354,045.00 .00 354,045.00 27,532.13 .00 79,328.01 274,716.99 22 85,011.57
Department 04 - Criminal Justice 179,141.00 .00 179,141.00 10,354.99 .00 30,790.91 148,350.09 17 34,079.67
Department 06 - Coroner 14,393.00 .00 14,393.00 1,227.21 .00 2,847.35 11,545.65 20 3,343.83
Department 07 - Administrator 277,521.00 .00 277,521.00 23,018.17 .00 65,375.58 212,145.42 24 64,959.53
Department 08 - District Attorney 172,292.00 .00 172,292.00 12,987.69 .00 39,497.52 132,794.48 23 40,142.85
Department 09 - Child Support 226,248.00 .00 226,248.00 15,270.85 .00 43,257.52 182,990.48 19 53,106.16
Department 10 - County Clerk 379,336.00 .00 379,336.00 28,931.89 .00 81,023.66 298,312.34 21 89,087.90
Department 12 - Treasurer 157,880.00 .00 157,880.00 12,304.70 .00 37,209.68 120,670.32 24 35,389.88
Department 13 - Land Records 408,641.00 .00 408,641.00 32,217.82 .00 91,262.66 317,378.34 22 76,877.85
Department 14 - Court House 262,591.00 .00 262,591.00 19,961.70 .00 56,482.23 206,108.77 22 55,722.75
Department 15 - Register of Deeds 170,851.00 .00 170,851.00 11,410.96 .00 35,008.18 135,842.82 20 39,822.58
Department 17 - Sheriff 3,847,480.00 .00 3,847,480.00 288,439.69 .00 822,260.29 3,025,219.71 21 880,774.25
Department 18 - Emergency Management 118,987.00 .00 118,987.00 30,758.16 .00 47,991.32 70,995.68 40 31,660.24
Department 19 - Veteran's Services 96,741.00 .00 96,741.00 6,956.40 .00 19,865.64 76,875.36 21 23,588.84
Department 20 - Health 960,747.00 .00 960,747.00 83,766.20 .00 235,049.15 725,697.85 24 193,791.86
Department 22 - Fair .00 .00 .00 .00 .00 .00 .00 +++.00
Department 23 - Tourism 190,386.00 .00 190,386.00 11,183.06 .00 31,612.63 158,773.37 17 33,634.44
Department 25 - UW Extension 92,478.00 .00 92,478.00 6,895.04 .00 19,659.82 72,818.18 21 20,631.09
Department 26 - Zoning 386,350.00 .00 386,350.00 30,218.15 .00 85,604.58 300,745.42 22 88,723.34
Department 28 - Land Conservation 264,472.00 .00 264,472.00 19,172.72 .00 53,720.64 210,751.36 20 55,928.52
Department 29 - Land Use Planning .00 .00 .00 .00 .00 .00 .00 +++.00
Department 31 - Information Services 309,839.00 .00 309,839.00 24,087.98 .00 68,221.82 241,617.18 22 71,783.09
Department 34 - Forestry 935,716.00 .00 935,716.00 72,405.08 .00 203,098.10 732,617.90 22 209,106.33
EXPENSE TOTALS $9,852,263.00 $0.00 $9,852,263.00 $774,276.02 $0.00 $2,160,441.40 $7,691,821.60 22%$2,194,529.82
Fund 100 - General Totals
EXPENSE TOTALS 9,852,263.00 .00 9,852,263.00 774,276.02 .00 2,160,441.40 7,691,821.60 22%2,194,529.82
Fund 100 - General Totals ($9,852,263.00)$0.00 ($9,852,263.00)($774,276.02)$0.00 ($2,160,441.40)($7,691,821.60)($2,194,529.82)
Fund 235 - Human Services
EXPENSE
Department 00 - General Fund .00 .00 .00 140.53 .00 140.53 (140.53)+++624.64
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 47,493.08 .00 146,771.18 465,233.82 24 140,336.05
Department 53 - Family Services 990,500.00 .00 990,500.00 47,420.91 .00 118,939.68 871,560.32 12 176,447.31
Department 54 - Economic Support 390,909.00 .00 390,909.00 30,562.47 .00 86,577.80 304,331.20 22 100,726.96
Department 55 - Aging and Disabilities 202,268.00 .00 202,268.00 22,494.13 .00 79,330.37 122,937.63 39 80,057.94
Department 56 - GWAAR 298,744.00 .00 298,744.00 21,816.37 .00 53,191.79 245,552.21 18 61,582.41
Run by Paige Terry on 03/26/2021 03:16:16 PM Page 1 of 2
Personnel Financial Through March 31, 2021
Through 03/31/21
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 9,399.96 .00 20,288.35 88,219.65 19 20,815.23
Department 59 - ADRC-North 118,268.00 .00 118,268.00 9,370.40 .00 26,764.91 91,503.09 23 28,238.56
EXPENSE TOTALS $2,725,052.00 $0.00 $2,725,052.00 $188,697.85 $0.00 $532,004.61 $2,193,047.39 20%$608,829.10
Fund 235 - Human Services Totals
EXPENSE TOTALS 2,725,052.00 .00 2,725,052.00 188,697.85 .00 532,004.61 2,193,047.39 20%608,829.10
Fund 235 - Human Services Totals ($2,725,052.00)$0.00 ($2,725,052.00)($188,697.85)$0.00 ($532,004.61)($2,193,047.39)($608,829.10)
Fund 710 - Highway
EXPENSE
Department 71 - Highway Dept 2,258,443.00 .00 2,258,443.00 156,850.09 .00 596,336.37 1,662,106.63 26 607,740.82
EXPENSE TOTALS $2,258,443.00 $0.00 $2,258,443.00 $156,850.09 $0.00 $596,336.37 $1,662,106.63 26%$607,740.82
Fund 710 - Highway Totals
EXPENSE TOTALS 2,258,443.00 .00 2,258,443.00 156,850.09 .00 596,336.37 1,662,106.63 26%607,740.82
Fund 710 - Highway Totals ($2,258,443.00)$0.00 ($2,258,443.00)($156,850.09)$0.00 ($596,336.37)($1,662,106.63)($607,740.82)
Grand Totals
EXPENSE TOTALS 14,835,758.00 .00 14,835,758.00 1,119,823.96 .00 3,288,782.38 11,546,975.62 22%3,411,099.74
Grand Totals ($14,835,758.00)$0.00 ($14,835,758.00)($1,119,823.96)$0.00 ($3,288,782.38)($11,546,975.62)($3,411,099.74)
Run by Paige Terry on 03/26/2021 03:16:16 PM Page 2 of 2
Personnel Financial Through March 31, 2021
Through 03/31/21
Prior Fiscal Year Activity Included
Summary Listing