HomeMy WebLinkAboutPersonnel Committee - Agenda - 6/3/2021
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, June 3, 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,,294828753# United States, Eau Claire
Phone Conference ID: 294 828 753#
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 April 1, 2021
3. Public Comment
4. Discussion and Possible Action Regarding tourism clerk hour increase in 2021.
5. Discussion and Possible Action Regarding Personnel Policies:
a. 3.1.9 Vacation Allocation for employees that transition from Regular
Part-Time to Full-Time.
b. 3.3.12 Sick Leave Allocation for employees that transition from Regular
Part-Time to Full-Time
6. Personnel Policy Section Review, discussion regarding Section IV. Employee
Conduct, Performance Evaluation, Discipline and Separation From Employment.
7. Discussion Regarding County Facility COVID Guidelines.
8. Reports
a) Human Resources Report
b) Personnel Financial Report as of May 31, 2021
9. 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 April 1, 2021
ii. Reclassification Request of Melissa Huempfner from Social
Worker I to Social Worker II
10. 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, June 3, 2021
Item 4: The Tourism Department and the Tourism Committee has recommended to Personnel
an increase in support staff hours in Tourism. Volume of tourism requests is prompting this.
The current Clerk Position has a 50% appointment, a request to increase this to 59% for this
year (2021) is being made. Cost savings in publication printing will balance the increase in
hours. I support this temporary adjustment but to 59%. Estimated one time cost of $3533.
Hours would increase from 18.75 to 22.5 hours.
Item 5: Two personnel manual changes are recommended regarding benefits for employees
starting as part-time employees and moving to full time. The change would provide similar
vacation/sick benefits for these employees. Detailed supporting information is attached.
Recommended effective date, March 1, 2021.
Item 6: Over the last couple of meetings, we reviewed section IV, Employee Conduct of the
Bayfield County Personnel Manual. At the last meeting, the committee was provided with
proposed modified language. We recommend taking action on the proposed changes. A copy
of the original policy with proposed revisions is included in the packet. Most of the changes are
minor in nature. One clarification of note was defining gifts and gratuities in the ethics section.
Item 7: With more of the community being immunized and the CDC modifying various
recommendations, we would like to review current guidelines for county facilities. We will
have updated information from the from the Health Department and will have the most
updated recommendations from the CDC and State Department of Health at the meeting.
Topics of discussion:
• Mask policy
• Quarantine
• Travel
• Etc.
Item 8: The HR Reports for May is in the packet. Numbers are down slightly from last year.
This could be due to health insurance coverage changes, new employees, etc.
Minutes of the
Bayfield County Personnel Committee Meeting
4:00 PM, April 1, 2021
Meeting was Held Remotely through Microsoft Teams
and In Person in the Bayfield County Board Room
Members Present: Dennis Pocernich, Tom Snilsberg (remote), Fred Strand, Marty Milanowski
(remote), Brett Rondeau
Others Present: Mark Abeles-Allison County Administrator, Kristine Kavajecz-Human
Resources Director, Elizabeth Skulan-Human Services Director
Meeting called to order at 4:00pm by Chairman Rondeau
Approval of Minutes of March 4, 2021: Motion Milanowski Strand to approve minutes of the
March 4, 2021 Personnel Committee meeting. Motion Carried (5-0)
Public Comment: None Received
Revised COVID workplace policy. Motion Milanowski, Snilsberg to accept the revised COVID
workplace policy as presented. Motion Carried (5-0)
Personnel Policy 3.13 Health Insurance: County policy states that an employee must be in
paid status for 10 days in a month to be eligible for the county share of health insurance
premiums. ETF policy requires that employees must have coverage for the full month that they
leave employment. Researching options to address this issue.
Personnel Policy Section Review, discussion regarding Section IV. Employee Conduct,
Performance Evaluation, Discipline and Separation From Employment.
The committee reviewed the various language changes proposed and will evaluate them over the next
month prior to taking action.
Reports
a) Human Resources Report: Discussed implementing a telecommuting work group.
b) Personnel Financial Report as of March 31, 2021: Report was provided in the
meeting packet. Overages were explained as payouts due to retirements.
Motion Milanowski, Pocernich 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. Reclassification Request of Richard Kamm from Social Worker I to Social
Worker II.
Elizabeth Skulan was authorized to remain in the closed session. Motion Carried (5-0)
Entered closed session at 4:37pm.
Motion Milanowski, Strand to return to open session. Motion Carried. Return to open session at
4:41pm.
Meeting adjourned at 4:41 pm
Minutes respectfully submitted by Kristine Kavajecz
SICK LEAVE AND VACATION LEAVE FOR EMPLOYEES
TRANSITIONING FROM REGULAR PART-TIME to FULL TIME EMPLOYMENT STATUS
June 3, 2021
SUMMARY OVERVIEW:
The County’s sick leave policy was modified in August 2019 to allocate five (5) days of sick leave upon
hire. The county’s vacation schedule was modified in March 2020 and began allocating a week of
vacation upon hire.
Regular Part-time employees are allocated a pro-rated portion of sick and vacation upon hire based on
their work schedule. IE..a 50% employee receives 50% of full-time sick and vacation allocations.
The question is what adjustment, if any, should a Regular Part-Time Employee receive to their sick leave
and vacation allocation at the time that they transition to Full-Time status?
RECOMMENDATION:
VACATION: For Regular Part-Time employees that become Full-Time, allocate a pro-rated week of
vacation less the amount they were allocated upon original hire.
Example: The employee is expected to work a total of 1500 hours for the year (PT & FT). This is 77% of
FT. 77% of a week is 28.875 hours. Allocate the difference between 28.875 hours and the amount the
employee was allocated when they were originally hired as a Regular PT employee. This allocation
would be made on the day that they become Full-Time. Going forward they would follow the vacation
schedule based on the years of service from their original date of hire.
SICK LEAVE: For Regular Part-Time employees that become Full-Time, allocate a week of sick leave less
the amount they were allocated upon original Regular Part-Time hire.
NOTE: Part-Time Employees (Occasional/Seasonal/Temp) are not eligible for benefits. If an employee in
this category transitions into a Regular Part-Time or Full-Time benefitted position, they shall receive sick
and vacation allocations based on the date that they become benefit eligible, not their original hire date.
Example: An employee is seasonal for four years and then becomes full-time. They would follow the
vacation schedule based on the full-time hire date. They would not receive credit for the four years of
seasonal work.
BACKGROUND:
CATEGORY OF EMPLOYMENT BENEFITS ALLOCATION
Part-Time (Seasonal/Occasional/Temporary) No benefits
Regular Part-Time (50% time or more) Pro-rated benefits
Full-Time Full benefits
Prior to March 2020, employees earned vacation during the year for use the following year. When a
Regular Part-Time employee was promoted to Full-Time, their vacation was pro-rated on their next
anniversary based on the percent of total hours they worked in the previous 12 months.
Example: The total PT and FT hours worked in that year was 1500, which is 77% of 1950. The employee
would be allocated 77% of the full vacation upon their anniversary for use in the upcoming year.
VACATION: Effective in March 2020, Bayfield County began awarding vacation upon hire for use during
the current year. This created an inequity for Regular Part-Time employees that transition to Full
Time. Example: A Full-time employee is hired and a Regular Part-Time employee is promoted to Full-
Time on the same day. The new full-time employee would receive a week of vacation immediately,
whereas the promoted employee would only have received the initial pro-rated vacation and then their
next allocation of vacation would not occur until their next anniversary and would be pro-rated. IE..the
new FT employee would receive more vacation initially and on their anniversary than the employee that
transitioned from PT to FT.
SICK LEAVE: When the revised sick leave policy was implemented, it did not address the situation where
a Regular Part-Time employee transitions to a Full-Time position.
Example: A Full-time employee is hired and a Regular Part-Time employee is promoted to Full-Time on
the same day. The new full-time employee would receive a week of sick leave immediately, whereas the
promoted employee would only have received the initial pro-rated sick leave when they were originally
hired.
SUPPORTING MATERIALS:
CURRENT POLICIES:
2021 Vacation Policy:
PROPOSED LANGUAGE:
3.3 Sick Leave (Add item 3.3.12)
3.3.12 Employees Promoted from Regular Part-Time to Full-Time
Regular Part-Time employee that move into a Full-Time position on or after March 1, 2021 shall
be allocated a week of sick leave less any sick leave allocated to them upon their original hire
date.
Vacation Policy (Replace existing language in 3.1.9 completely)
3.1.9 Regular Part-Time Employees that subsequently become full-time employees on or after March
1, 2021 shall be allocated a pro-rated week of vacation upon the date that they transition to full-time.
The allocation shall calculated based on the total number of hours expected to work during the current
employment year.
Example: Regular Part time employee is expected to work a total of 1500 hours (full-time and part-time
hours combined for the year). 1500/1950 is 77%. The employee would be allocated 77% of a full week of
vacation, less the vacation they were originally allocated upon hire. Upon their next anniversary date
they would be placed on the vacation schedule and allocated vacation based on their original hire date.
Section IV. Employee Conduct, Performance Evaluation, Discipline and
Separation From Employment.
4.1 Standards of Employee Conduct
The purpose of this policy is to state Bayfield County’s general approach to administering
equitable and consistent discipline for unsatisfactory conduct in the workplace. Bayfield
County’s own best interest lies in ensuring fair treatment of all employees and in making
certain that disciplinary actions are prompt, uniform, and impartial.
In addition to the procedures, rules and standards outlined in this Manual and any
departmental policies and procedures, the following work rules and standards for work
at Bayfield County provide a basic outline for expected employee conduct while employed
with the County. This list of work rules and standards is not meant to be all inclusive nor
exclusive, but is an indication of what the County expects from its employees. Work rules
and standards are also found in numerous other documents, e. g. collective bargaining
agreements, the County's safety manual and Departmental materials. Violations of any
of the County’s rules or standards found in this Manual or any other source will be
considered employee misconduct and will subject the employee to disciplinary action up
to and including discharge from employment.
4.1.1. Property and Premises. It is expected that employees will:
a. Use county property and equipment only for work purposes unless,
in limited circumstances, there has been prior approval from
employee's supervisor.
b. Follow all rules, regulations, and practices relating to the safe use
and security of County property and premises.
c. Use county keys, fobs, cards, and access codes properly. and will
duplicate them only as directed and/or is reasonably expected.
Employees may not duplicate keys or share access codes unless
authorized.
d. Observe traffic and/or parking regulations and directives on County
premises and/or work time.
e. Charge only work-related telephone expenses on County telephone
equipment.
f. Use County postage for work purposes only.
g. Not negligently or willfully damage County property and equipment.
4.1.2. Attendance. It is expected that employees will:
a. Be allowed only excused absences and excused late arrivals.
b. Be at the assigned work area at the start and end of shifts, breaks,
and meal periods.
c. Leave the place of work during working hours only as authorized and
will not waste time or loiter.
d. Not work any hours outside of their schedule without prior approval.
e. Not misuse or abuse paid sick leave.
f. Employees will provide documentation in a timely manner from a qualified
medical practitioner when requested by the employer.
4.1.3. Performance. Without limitation, it is expected that employees will:
a. Adequately perform the duties of the assigned position;
b. Perform all assigned duties in a competent and efficient manner.
c. Not restrict output or engage in any intentional slowdown, work
stoppage, or unauthorized strike.
d. Not engage in any activity which distracts or disrupts other
employees on the performance of their duties.
e. Not engage in any pursuit which may interfere with the proper
discharge of his/her duties and responsibilities as an employee of
Bayfield County.
f. Maintain all licenses and certifications required of their position.
4.1.4. Conduct. Without limitation, it is expected that employees will:
a. Follow all supervisory written and/or oral directions.
b. Comply with the departmental work rules and expectations.
c. Not use offensive language toward or threaten, intimidate, coerce,
abuse, or harass employees, supervisors, the public, other providers,
etc.
d. Maintain appropriate, well-groomed appearance and dress.
e. Report to work sober and not under the influence of alcoholic
beverages, narcotics, drugs, or other controlled substances or have
possession of the above.
f. Be awake and attentive during work hours.
g. Not promote, or participate in, indecent, criminal, or inappropriate
conduct including, without limitation, fraud, dishonesty or theft.
h. Not possess unauthorized weaponsComply with the prohibited
weapons policy.
i. Not engage in personal or outside business activities during work
hours.
j. Not gamble on County premises or engage in illegal gambling
activities during work hours.
k. Not engage in horseplay or scuffing. Not engage in physical activities on
county property that are inconsistent with the employee’s regular job duties or
county-sponsored activities that could result in injury to self or others
l. Represent the county appropriately and at all times treat co-
employees and the public in a courteous manner.
m. Not be insubordinate or engage in willful misconduct.
n. Not engage in any conduct which violates the rules, policies or
procedures in this Manual.
o. Report any arrests, charges and/or convictions to the Human
Resources Department. Not be convicted of a felony or
misdemeanor the circumstances of which are substantially related to
the duties performed.
p. Be honest and truthful in all matters relating to his/her employment
including, without limitation, securing employment with the County.
q. Cooperate with all County investigations.
r. If the employee’s position involves using a county vehicle, employee
must report any traffic violation (on or off duty) to their Supervisor.
4.1.5. Records. Without limitation, it is expected that employees will:
a. Be truthful and accurate in preparing any employment related
documents including, without limitation, job applications, resume’s,
time cards and leave requests.
b. Be truthful and accurate when preparing County records and will not
falsify, modify, or make other unauthorized alterations to any County
record.
c. Maintain the confidentiality of records and information per statutes,
rules, and/or directives and will not make unauthorized disclosures
of such information.
d. Shall not attempt to or request access to confidential information or
records unless necessary for the work being performed and is within
the scope of the position.
4.1.6. Code of Ethics. It is the intention of Bayfield County to inspire persons
covered under this policy to secure and maintain the respect and confidence of
the people of the County. State statutes set forth various forms of conduct, which
are deemed to be unlawful. This policy is not intended to outline these forms of
prohibited conduct. The items in this policy do not require a specific intention to
do wrong; rather they are the mere acts themselves which in doing, cast
substantial doubt upon the integrity of the County and the person involved.
The following conduct on the part of a person covered under this policy will be
deemed unethical:
a. No person shall use his/her position to obtain preferential treatment
or obtain financial gain for himself or herself or his or her immediate family
or for any business or organization with which he or she is associated.
b. No person shall disclose or use inside information concerning
Bayfield County to promote a private financial gain.
c. No person shall receive or offer to receive, either directly or
indirectly, any gift (as defined by CFR 2635.203), gratuity or thing of value
which they are not authorized to receive from any person if such person:
1. Has or is seeking to obtain contractual or other business or
financial relationships with the County or subunits of the County; or
2. Conducts operations or activities which are regulated by the
County or its subunits; or
3. Has an interest, which may be substantially affected by the
County.
Gift includes any gratuity, favor, discount, entertainment, hospitality, loan,
forbearance, or other item having monetary value. It includes services as well
as gifts of training, transportation, local travel, lodgings and meals, whether provided
in-kind, by purchase of a ticket, payment in advance, or reimbursement after the
expense has been incurred.
The definition of Gift EXCLUDES:
(1) Modest items of food and non-alcoholic refreshments, such as soft
drinks, coffee and donuts, offered other than as part of a meal;
(2) Greeting cards and items with little intrinsic value, such as plaques,
certificates, and trophies, which are intended primarily for presentation;
(3) Loans from banks and other financial institutions on terms generally
available to the public;
(4) Opportunities and benefits, including favorable rates and commercial
discounts, available to the public or to a class consisting of all
Government employees or all uniformed military personnel, whether or not
restricted on the basis of geographic considerations;
(5) Rewards and prizes given to competitors in contests or events,
including random drawings, open to the public unless the employee's entry
into the contest or event is required as part of the employee's official
duties;
(6) Pension and other benefits resulting from continued participation in
an employee welfare and benefits plan maintained by a current or former
employer;
(7) Anything which is paid for by the Government or secured by the
Government under Government contract;
(8) Free attendance to an event provided by the sponsor of the event to:
(9) Any gift accepted by the Government under specific statutory
authority
(10) Anything for which market value is paid by the employee.
Examples of Gifts and applicable scenarios are detailed in Appendix
G of this manual.
Any violation of this section will result in disciplinary action being taken against the
person(s) involved up to and including discharge.
4.1.7 Fraud Prevention Policy. Bayfield County must protect the county
organization, taxpayers, employees and assets against financial risks, operational
breaches and unethical activities. Management must clearly communicate fraud
prevention policies to internal and external customers, vendors and employees.
The impact of misconduct and dishonesty includes:
• Loss of public confidence
• Financial losses
• Damage to the reputation of the county and its employees
• Negative publicity
• The cost of investigation
• Loss of employees
• Damaged relationships with contractors and suppliers
• Litigation
Bayfield County’s goal is to establish and maintain an environment of fairness,
ethics and honesty for employees, citizens, suppliers and anyone else with whom
Bayfield County has a relationship. To maintain such an environment requires the
active assistance of every employee and manager every day.
Bayfield County is committed to the deterrence, detection and correction of
misconduct and dishonesty. The discovery, reporting and documentation of
fraudulent acts provides a sound foundation for the protection of innocent parties.
Disciplinary action against offenders including recovery of assets, dismissal and
where appropriate, referral to law enforcement agencies shall be the norm.
POLICY STATEMENT
Bayfield County has adopted a policy regarding fraud. Employees shall not misuse
County assets for personal gain, or willfully misappropriate any Bayfield County
asset. Evidence supporting fraud, theft or embezzlement of Bayfield County assets
and equipment may be subject to suspension, termination, restitution and criminal
charges. Any Bayfield County employee who is aware of fraud being committed
against the County by anyone shall report such activity to their Department Head,
the County Administrator’s Office or Sheriff’s Office.
PROHIBITED ACTS
Fraud is defined as intentional deception, misappropriation of resources or the
manipulation of data to the advantage or disadvantage of a person or entity.
Some examples of fraud include:
• Authorizing or receiving compensation for goods not received or services
not performed
• Alteration or falsification of records
• Theft or misappropriation of cash or fixed assets
• Falsification of expenses and invoices
• Failure to account for monies collected
• Knowingly providing false information on job applications
• Authorizing or receiving compensation for hours not worked
• Embezzlement, bribery or conspiracy
• Obtaining or giving of any county property without going through proper
sale /purchase procedure.
REPORTING OF FRAUD
a. Employees shall read and understand this policy. Additionally,
suspected or known fraudulent acts by employees shall be reported to
their respective Department Head. If the employee has reason to
believe that a Department Head may be involved, the employee shall
notify the County Administrator or Sheriff’s Office directly.
b. Supervisors shall a) communicate the provisions of this policy to all staff;
b) take no action without consulting the Administrator; c) recommend
appropriate disciplinary action when there is evidence of wrong-doing;
and d) if suspension or termination is recommended, consult with the
County Administrator’s Office.
c. Department Heads shall communicate any suspected or known
fraudulent act to the County Administrator or Sheriff’s Office. The
Sheriff’s Office will notify the County Administrator of criminal incidents
and keep the County Administrator abreast of the investigation.
d. Participants in a fraud investigation shall keep the details and results of
the investigation confidential.
e. Employees reporting an act of fraud; or assisting, testifying or
participating in a fraud investigation, acting in accordance with the
requirement of this policy, shall not be subject to any adverse
employment action unless it is determined the employee is culpable for
such action and/or made an allegation knowing it was false. Examples
of adverse employment action include, but are not limited to, discipline,
suspension, threatening to discipline or suspend, coercion, acts of
intimidation and firing.
f. Complaints of Fraud should be in writing and can be anonymous. All
fraud accusations, whether in writing and signed or not, shall be
documented and shared with the County Administrator.
g. Complaints of Fraud may be submitted to Lighthouse Services:
i. Phone: 800-216-1288
ii. Fax: 215-689-3885
iii. Email: reports@lighhouse-services.com
i.iv. On-Line Form: https://www.lighthouse-
services.com/_StandardCustomURL/LHIReportingPage.asp
FALSE ALLEGATIONS
False allegations of suspected fraud with the intent to disrupt or cause harm to
another may be subject to disciplinary action up to and including termination of
employment.
DETERRING FRAUD AND CORRUPTION
The County has established internal controls, policies and procedures in an effort
to deter, prevent and detect fraud and corruption. It is the responsibility of
Department Heads and the County Administrator to ensure that adequate controls
are in place at all times within their departments.
All new full-time employees are subject to background investigations including a
criminal background check(s). Periodic background checks, driver license checks,
and licensing verification may be conducted throughout the duration of
employment.
Vendors, contractors, and suppliers may be subject to screening, including
verification of the individual or company’s status as a debarred party.
When necessary, contractual agreements with the County may contain a provision
prohibiting fraudulent or corruptive acts and will include information about
reporting fraud and corruption.
County employees will periodically receive fraud and corruption awareness
training. New employees will receive this policy as part of their training at
orientation.
Annually department heads will review internal fraud prevention policies and
control mechanisms and make any required updates to internal controls. These
discussions shall include:
• Issuance of cash receipts in all situations
• Tracking of petty cash
• Tracking of all county bank accounts through the Treasurer’s office.
• Separation of duties
• Credit card procedures
• Counter signing of checks, at least two signatures on all checks.
• Mandatory vacations
• Annual reporting of auditor findings to the county Executive Committee
• Separation of cash and accounting records at all times.
CORRECTIVE ACTION
Determination regarding action against an employee, vendor, recipient or other
person found to have committed fraud or corruption will be made by the County
Administrator and Personnel Committee with notification to the appropriate law
enforcement entity as required.
Offenders at all levels of the County will be treated equally regardless of their
position or years of service with the County. Determinations will be made based
on a finding of facts in each case, actual or potential damage to the County,
cooperation by the offender and legal requirements.
Depending on the seriousness of the offense and the facts of each individual case,
action against an employee can range from written reprimand to legal action-either
civil or criminal in addition to termination. In all cases, involving monetary losses
to the County, the County will pursue recovery of losses.
Human Resources Report / Kris Kavajecz
May 2021
ACTIVITY MONTH YEAR-TO-DATE
Retirements 1 11
Worker’s Comp Claims 0 9
Resignations 2 6
Terminations 0 1
HIRES MONTH YEAR-TO-DATE
Full-Time 2 10
Part-Time 2 3
Temporary/Seasonal 5 26
Interviews 16 78
Recruitment / New Hire Snapshot
o Behavioral Health Social Worker: Lindsey Friedrich started on May 20th.
o PT CCO: Jenny Coleman Started May 1
o PT Jailer: Jennifer Poppe started May 11
o Seasonal Invasive Species Crew Leader: Georgia Curtis started May 10
o Seasonal Invasive Species Technician: Logan Servinsky started May 3
o Seasonal Invasive Species Technician: Stacey Dietrich started May 3
o Land Records Assistant: Claire Glafke hired May 10. Claire was previously a contracted
employee.
o UW Superior Adventures Summer Youth Program Leader: Cole Schinstock started May 20
o Karyl Clark, Seasonal Environmental Health Tech, May 26
o Several additional positions were filled, with start dates in June:
▪ McKenzie Tuura, Fair Assistant June 14
▪ Dean Karr, Seasonal Highway Assistant June 1
▪ Carlos Rosales, Seasonal Highway Assistant June 1
▪ Sheree Collins, Seasonal Highway Assistant June 7
▪ Carolyn Gurske, Clean Boats Clean Waters June 3
▪ Haley Heller, Clean Boats Clean Waters June 3
▪ Dale Biondi, PT Jailer TBD
▪ Brynna Watters-Moffitt, Adult Protective Services Social Worker June 14
o Conducted interviews for a couple of additional positions, but no decisions to be reported
yet.
o Currently recruiting for:
▪ PT/FT Jailers
▪ Youth Justice Social Worker
▪ Pre-Charge Diversion Case Manager/Jail Re-Entry Coordinator
▪ PT Cook
▪ Seasonal Highway Assistant
▪ Seasonal Fairgrounds Assistant
• Other Activities:
• Minutes for Executive Committee meeting.
• Worked through several Leave of Absence/FMLA situations.
• Conducted six new-hire/benefit orientations.
• Completed three exit interviews.
• Participated in a Teams training with IT on the use of smartphone applications.
• Very busy month for scheduling and conducting interviews, then conducting background and
reference checks. Lots of time spent on the phone.
• Coordinated with Boston Mutual Life Insurance to set up open enrollment/information meetings
for mid-June.
• Coordinated an Emergency Leave donation for Theresa Foley.
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 .00 404.54 .00 404.54 (404.54)+++187.05
Department 01 - County Board 46,128.00 .00 46,128.00 3,533.72 .00 20,413.88 25,714.12 44 12,124.01
Department 02 - Clerk of Courts 354,045.00 .00 354,045.00 27,532.11 .00 134,392.25 219,652.75 38 140,012.34
Department 04 - Criminal Justice 179,141.00 .00 179,141.00 10,224.17 .00 54,648.71 124,492.29 31 53,840.55
Department 06 - Coroner 14,393.00 .00 14,393.00 527.48 .00 3,902.32 10,490.68 27 5,266.30
Department 07 - Administrator 277,521.00 .00 277,521.00 23,018.16 .00 111,411.89 166,109.11 40 108,719.99
Department 08 - District Attorney 172,292.00 .00 172,292.00 12,992.25 .00 65,486.56 106,805.44 38 66,989.83
Department 09 - Child Support 226,248.00 .00 226,248.00 15,270.85 .00 73,799.20 152,448.80 33 88,737.53
Department 10 - County Clerk 379,336.00 .00 379,336.00 28,104.80 .00 137,394.76 241,941.24 36 146,664.29
Department 12 - Treasurer 157,880.00 .00 157,880.00 12,304.72 .00 61,819.10 96,060.90 39 57,227.48
Department 13 - Land Records 408,641.00 .00 408,641.00 31,605.33 .00 155,047.46 253,593.54 38 139,753.27
Department 14 - Court House 262,591.00 .00 262,591.00 19,961.72 .00 96,349.26 166,241.74 37 93,528.61
Department 15 - Register of Deeds 170,851.00 .00 170,851.00 11,948.69 .00 58,367.84 112,483.16 34 64,589.71
Department 17 - Sheriff 3,847,480.00 .00 3,847,480.00 295,671.58 .00 1,400,999.77 2,446,480.23 36 1,457,199.92
Department 18 - Emergency Management 118,987.00 .00 118,987.00 8,500.66 .00 64,992.66 53,994.34 55 52,835.44
Department 19 - Veteran's Services 96,741.00 .00 96,741.00 7,502.60 .00 34,870.83 61,870.17 36 41,605.64
Department 20 - Health 960,747.00 .00 960,747.00 74,049.81 .00 390,146.76 570,600.24 41 332,957.74
Department 22 - Fair .00 .00 .00 .00 .00 .00 .00 +++.00
Department 23 - Tourism 190,386.00 .00 190,386.00 13,683.97 .00 56,519.99 133,866.01 30 56,918.46
Department 25 - UW Extension 92,478.00 .00 92,478.00 6,814.30 .00 33,620.00 58,858.00 36 33,061.52
Department 26 - Zoning 386,350.00 .00 386,350.00 30,298.89 .00 146,094.70 240,255.30 38 148,127.01
Department 28 - Land Conservation 264,472.00 .00 264,472.00 21,822.87 .00 94,284.59 170,187.41 36 93,243.98
Department 29 - Land Use Planning .00 .00 .00 .00 .00 .00 .00 +++.00
Department 31 - Information Services 309,839.00 .00 309,839.00 24,087.96 .00 116,397.77 193,441.23 38 119,797.64
Department 34 - Forestry 935,716.00 .00 935,716.00 65,169.41 .00 340,872.92 594,843.08 36 352,561.87
EXPENSE TOTALS $9,852,263.00 $0.00 $9,852,263.00 $745,030.59 $0.00 $3,652,237.76 $6,200,025.24 37%$3,665,950.18
Fund 100 - General Totals
EXPENSE TOTALS 9,852,263.00 .00 9,852,263.00 745,030.59 .00 3,652,237.76 6,200,025.24 37%3,665,950.18
Fund 100 - General Totals ($9,852,263.00)$0.00 ($9,852,263.00)($745,030.59)$0.00 ($3,652,237.76)($6,200,025.24)($3,665,950.18)
Fund 220 - Employee Health Fund
EXPENSE
Department 45 - Employee Health 40,000.00 .00 40,000.00 88.00 .00 440.00 39,560.00 1 440.00
EXPENSE TOTALS $40,000.00 $0.00 $40,000.00 $88.00 $0.00 $440.00 $39,560.00 1%$440.00
Fund 220 - Employee Health Fund Totals
EXPENSE TOTALS 40,000.00 .00 40,000.00 88.00 .00 440.00 39,560.00 1%440.00
Fund 220 - Employee Health Fund Totals ($40,000.00)$0.00 ($40,000.00)($88.00)$0.00 ($440.00)($39,560.00)($440.00)
Run by Kris Kavajecz on 05/28/2021 12:04:28 PM Page 1 of 4
Personnel Expenses through May 31, 2021
Through 05/31/21
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 225 - Intoxicated Driver Program
EXPENSE
Department 00 - General Fund .00 .00 .00 .00 .00 .00 .00 +++.00
EXPENSE TOTALS $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 +++$0.00
Fund 225 - Intoxicated Driver Program Totals
EXPENSE TOTALS .00 .00 .00 .00 .00 .00 .00 +++.00
Fund 225 - Intoxicated Driver Program Totals $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00
Fund 235 - Human Services
EXPENSE
Department 00 - General Fund .00 .00 .00 227.29 .00 648.90 (648.90)+++891.47
Department 47 - Comprehensive Community Support .00 .00 .00 18,632.69 .00 91,842.34 (91,842.34)+++.00
Department 48 - Community Support Program (CSP).00 .00 .00 .00 .00 .00 .00 +++.00
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 45,896.06 .00 253,231.89 358,773.11 41 239,520.56
Department 53 - Family Services 990,500.00 .00 990,500.00 41,346.30 .00 215,495.31 775,004.69 22 285,949.75
Department 54 - Economic Support 390,909.00 .00 390,909.00 39,708.29 .00 156,017.13 234,891.87 40 161,322.59
Department 55 - Aging and Disabilities 202,268.00 .00 202,268.00 22,578.12 .00 124,473.40 77,794.60 62 120,741.30
Department 56 - GWAAR 298,744.00 .00 298,744.00 21,865.36 .00 97,305.76 201,438.24 33 109,985.95
Department 58 - ADRC-Bayfield Co 108,508.00 .00 108,508.00 9,400.00 .00 39,088.33 69,419.67 36 39,200.90
Department 59 - ADRC-North 118,268.00 .00 118,268.00 9,289.66 .00 45,344.27 72,923.73 38 47,055.22
EXPENSE TOTALS $2,725,052.00 $0.00 $2,725,052.00 $208,943.77 $0.00 $1,023,447.33 $1,701,604.67 38%$1,004,667.74
Fund 235 - Human Services Totals
EXPENSE TOTALS 2,725,052.00 .00 2,725,052.00 208,943.77 .00 1,023,447.33 1,701,604.67 38%1,004,667.74
Fund 235 - Human Services Totals ($2,725,052.00)$0.00 ($2,725,052.00)($208,943.77)$0.00 ($1,023,447.33)($1,701,604.67)($1,004,667.74)
Fund 240 - Community Development Block Gran
EXPENSE
Department 60 - Block Grant .00 .00 .00 .00 .00 .00 .00 +++.00
EXPENSE TOTALS $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 +++$0.00
Fund 240 - Community Development Block Gran Totals
EXPENSE TOTALS .00 .00 .00 .00 .00 .00 .00 +++.00
Fund 240 - Community Development Block Gran Totals $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00
Fund 250 - Veterans Relief
EXPENSE
Department 64 - Veterans Relief Fund .00 .00 .00 .00 .00 .00 .00 +++.00
EXPENSE TOTALS $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 +++$0.00
Fund 250 - Veterans Relief Totals
EXPENSE TOTALS .00 .00 .00 .00 .00 .00 .00 +++.00
Run by Kris Kavajecz on 05/28/2021 12:04:28 PM Page 2 of 4
Personnel Expenses through May 31, 2021
Through 05/31/21
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 250 - Veterans Relief Totals $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00
Fund 292 - UWEX Program
EXPENSE
Department 25 - UW Extension 110.00 .00 110.00 .00 .00 .00 110.00 0 .00
EXPENSE TOTALS $110.00 $0.00 $110.00 $0.00 $0.00 $0.00 $110.00 0%$0.00
Fund 292 - UWEX Program Totals
EXPENSE TOTALS 110.00 .00 110.00 .00 .00 .00 110.00 0%.00
Fund 292 - UWEX Program Totals ($110.00)$0.00 ($110.00)$0.00 $0.00 $0.00 ($110.00)$0.00
Fund 430 - Capital Projects Fund
EXPENSE
Department 00 - General Fund .00 .00 .00 .00 .00 .00 .00 +++.00
Department 17 - Sheriff .00 .00 .00 .00 .00 .00 .00 +++.00
Department 70 - Capital Projects .00 .00 .00 .00 .00 .00 .00 +++.00
EXPENSE TOTALS $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 +++$0.00
Fund 430 - Capital Projects Fund Totals
EXPENSE TOTALS .00 .00 .00 .00 .00 .00 .00 +++.00
Fund 430 - Capital Projects Fund Totals $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00
Fund 710 - Highway
EXPENSE
Department 71 - Highway Dept 2,258,443.00 .00 2,258,443.00 148,729.42 .00 897,831.50 1,360,611.50 40 910,810.60
EXPENSE TOTALS $2,258,443.00 $0.00 $2,258,443.00 $148,729.42 $0.00 $897,831.50 $1,360,611.50 40%$910,810.60
Fund 710 - Highway Totals
EXPENSE TOTALS 2,258,443.00 .00 2,258,443.00 148,729.42 .00 897,831.50 1,360,611.50 40%910,810.60
Fund 710 - Highway Totals ($2,258,443.00)$0.00 ($2,258,443.00)($148,729.42)$0.00 ($897,831.50)($1,360,611.50)($910,810.60)
Fund 720 - County Motor Pool
EXPENSE
Department 72 - County Motor Pool 8,870.00 .00 8,870.00 692.93 .00 3,291.38 5,578.62 37 1,975.91
EXPENSE TOTALS $8,870.00 $0.00 $8,870.00 $692.93 $0.00 $3,291.38 $5,578.62 37%$1,975.91
Fund 720 - County Motor Pool Totals
EXPENSE TOTALS 8,870.00 .00 8,870.00 692.93 .00 3,291.38 5,578.62 37%1,975.91
Fund 720 - County Motor Pool Totals ($8,870.00)$0.00 ($8,870.00)($692.93)$0.00 ($3,291.38)($5,578.62)($1,975.91)
Fund 770 - Industrial Development
EXPENSE
Department 77 - Agricultural Station .00 .00 .00 .00 .00 .00 .00 +++.00
EXPENSE TOTALS $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 +++$0.00
Fund 770 - Industrial Development Totals
Run by Kris Kavajecz on 05/28/2021 12:04:28 PM Page 3 of 4
Personnel Expenses through May 31, 2021
Through 05/31/21
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
EXPENSE TOTALS .00 .00 .00 .00 .00 .00 .00 +++.00
Fund 770 - Industrial Development Totals $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00
Fund 810 - Dog License Fund
EXPENSE
Department 81 - Animal Control .00 .00 .00 .00 .00 .00 .00 +++.00
EXPENSE TOTALS $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 +++$0.00
Fund 810 - Dog License Fund Totals
EXPENSE TOTALS .00 .00 .00 .00 .00 .00 .00 +++.00
Fund 810 - Dog License Fund Totals $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00
Grand Totals
EXPENSE TOTALS 14,884,738.00 .00 14,884,738.00 1,103,484.71 .00 5,577,247.97 9,307,490.03 37%5,583,844.43
Grand Totals ($14,884,738.00)$0.00 ($14,884,738.00)($1,103,484.71)$0.00 ($5,577,247.97)($9,307,490.03)($5,583,844.43)
Run by Kris Kavajecz on 05/28/2021 12:04:28 PM Page 4 of 4
Personnel Expenses through May 31, 2021
Through 05/31/21
Prior Fiscal Year Activity Included
Summary Listing