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HomeMy WebLinkAboutPersonnel Committee - Agenda - 5/4/2023 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 BAYFIELD COUNTY PERSONNEL COMMITTEE MEETING Brett Rondeau, Chair Fred Strand Mary Dougherty, 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, May 4, 2023. This meeting will be held Remotely and In Person at the Bayfield County Board Room, Bayfield County Courthouse, Washburn, WI. Supervisors and 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, mobile app or room device Click here to join the meeting Meeting ID: 214 258 180 490 Passcode: SGryGY Download Teams | Join on the web Or call in (audio only) +1 715-318-2087,,470876503# United States, Eau Claire Phone Conference ID: 470 876 503# 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. Public Comment 3. Discussion and Possible Action Regarding Approval of Minutes of April 6, 2023 4. Discussion Regarding Volunteer Policy 5. Discussion and Possible Action Regarding Highway Supervisory Position. 6. Discussion and Possible Action Regarding Personnel Policies: a. Emergency Responder Leave b. Jury Duty (mileage) 7. Discussion Regarding Wage Compensation Update 8. Continuing Discussion Regarding 2024 Position Consideration: a. Finance Manager b. HR Generalist c. Grant Administrator 9. Reports a. Personnel Financial Report as of April 30, 2023 b. Act 4, Jailer Protective Status c. Human Resources Report d. Upcoming Training Plans, Sexual Harassment, Bullying. 10. The committee may enter in and out of closed session pursuant to Wisconsin Statutes §19.85(1) (c) Considering employment, promotion, compensation or performance evaluation data of any public employee over which the governmental body has jurisdiction or exercises responsibility. Discussion and Possible action Regarding: i. Approve Closed Session Minutes of April 6, 2023 ii. Teamster Wage 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 Narratfve, May 4, 2023 Item 4: We have discussed a volunteer policy for the county for quite a while. The topic involves responsibility for volunteers, potentfal liability coverage if an incident were to occur, etc. In general, by law, a volunteer for the county is covered under the workers compensatfon in the event they are injured. The County also may have liability for the volunteer’s actfons. The attached sample from Placer County hits on many of the topics that would need to be considered. With the Committee’s approval we will put this into form for Bayfield County and present at the next meetfng for consideratfon. This was a topic one of the Youth Scholarship winners wrote about. The essay is below. Item 5. The Highway Department is proposing an Assistant to the Patrol Superintendent. We will have a draft job descriptfon early next week and place in the dropbox. The intent is to provide backup/support to the patrol superintendent and supervision and leadership on job sites. We contfnue to review the dutfes and responsibilitfes as well as pay status, salaried or hourly and other details. Item 6. We have discussed several minor personnel manual amendments over the past several months for the Emergency Responder Leave program. We recently had some recommended clarificatfons for county employees on jury duty. These changes / clarificatfons are shown below. 3.7 Emergency Responders Leave Bayfield County supports the efforts of Emergency Response agencies and encourages county employees that are members of these agencies to participate in emergency response. 3.7.1 Responding to Emergencies Before Work Hours Begin Wisconsin Statute §103.88(2): An employer shall permit an employee who is a volunteer fire fighter, emergency medical services practitioner, emergency medical responder, or ambulance driver for a volunteer fire department, fire company, EMS Agency, a public agency, or a nonprofit corporation to be late for or absent from work if the lateness or absence is due to the employee responding to an emergency that begins before the employee is required to report to work and if the employee complies with sub. (3) (a). This subsection does not entitle an employee to receive wages or salary for the time the employee is absent from work due to responding to an emergency as provided in this subsection. 3.7.2 Responding to Emergencies After Work Hours Begin Bayfield County employees who are volunteer emergency responders (e.g., active Emergency Medical Technicians, Emergency Medical Responders or firefighters) may respond to calls for emergency services during their work shift based on the following guidelines: a) Employees shall provide their supervisors with documented evidence of their current status as an emergency responder annually. b) Employees may only be granted leave to respond to emergency calls subject to the approval of their supervisor. Supervisors are encouraged to dialog with and support employees who are emergency responders and their requests for time off to the maximum extent practicable. c) While on such leave, employees are deemed not to be acting in their official capacity as an employee of the County and the County is not liable for any damages or injuries the employee may sustain or cause while taking such leave. d) Emergency Responders shall not sign up for “on-call duty” during county work hours. 3.9 Jury Duty Regular full-time and regular part-time employees are eligible for paid jury leave. Paid jury leave will be paid based at an employee’s base hourly rate and scheduled hours. Employees serving on jury duty are not eligible for mileage reimbursement. Employees must submit all reimbursements for serving on jury duty to the County if their regular salary is paid. If an employee is released from jury duty prior to the end of the work day, he/she must notify the supervisor as soon as possible that he/she is available for work. Item 7. In April of last 2022 the county board adopted a new wage classificatfon scale. Employees were moved to the next step at that tfme and then received a step and cost of living adjustment on Jan 1. Increases ranged from 1% to 10%. On Jan 1, 2023, all Bayfield County employees (union and non-union) received a 3% cost of living adjustment in additfon to step increases (varying amounts). At the same tfme the Jan WERC COLA was over 7%. As we enter the second quarter of 2023 several HR topics are evident: 1. Applicatfons for open positfons are down dramatfcally. The Annual Employment Stats and Trends shows 2022 as the lowest number of average applicants per positfon at just over 5. 2. Recent advertfsements for the customary two week period are averaging 1-5 applicants. Positfon advertfsed longer, ie: three month are getting 10 +. 3. The impact of losing employees or having long-term openings is costly and impactiul on other staff. 4. While the 2024 CPI is antfcipated to be in the 3-4% range, the 2023 CPI levels, while dropping slightly over the past several months (see chart below), are stfll over 7% for October according to the WERC. 5. In 2022 Bayfield County made multfple adjustments, this included wage scale adjustments AND a move to 40-hour weeks. This move alone increased employee compensatfon for work performed by 6.6%. In 2022 the wage schedule was adjusted. In 2023 we could consider several compensatfon optfons to address contfnued recruitment and retentfon challenges. We are very much aware that employees are the county’s greatest resource. Retaining and recruitfng top quality employees is important. Based on this we see several possible optfons: 1. Mid-year wage scale indexing: 1-3% 2. Stfpend amount, not added in annual wage, flat dollar amount or percent. 3. Plan for a January 2024 wage scale indexing. Based on the Committee’s directfon we can pursue more in-depth review of any or all of these from a financial perspectfve at the next meetfng. Item 9. Reports • The end of April 2023 Personnel Financial Report shows overall personnel expenditures at 28% of the budget, which is within budget as of end of April. Actual expenditure is $4.68 million versus $4.18 last year. An increase of $500,000 over 2022. • On April 6 Governor Evers signed Act 4 as it relates to Jailer Protectfve Status. The Act goes into effect on January 1, 2024. Employees can opt out if they choose. Here are some highlights. o The bill aims to attract and retain Wisconsin county jail staff, as the state has recently seen a shortage. o The bill gives workers the same benefits as others with protective occupation (law enforcement) status. The benefits include earlier retirement at the age of 50 and disability benefits, the governor’s office announced. o Assembly Bill 28, now called 2023 Wisconsin Act 4, reclassifies county jailers under the Wisconsin Retirement System to deliver these benefits. o Wisconsin prisons have seen a staffing shortage recently, according to a report. Better staffing in prisons allows prisoners more time outside of their rooms, resulting in higher quality of life. o Those that opt in will be able to pay a higher retirement amount, equivalent to other protective service employees, preparing themselves for the 50-year retirement age. Minutes of the Bayfield County Personnel Committee Meeting 4:00 PM, April 6, 2023 Meeting was Held In Person in the County Board Room Members Present: Fred Strand, Marty Milanowski, Brett Rondeau, Mary Dougherty, Dennis Pocernich Excused: Others Present: Mark Abeles-Allison County Administrator, Kristine Kavajecz-Human Resources Director, Kim Mattson-Accountant, Bob Anderson-Highway Commissioner, Mary Motiff-Tourism Director, Elizabeth Skulan-Human Services Director Teamsters: Rod Alstead, Martin Skaj, Dalton Collins, Zak Radzak Meeting called to order at 4:00pm by Chairman Rondeau Public Comment: None Received Minutes of March 2, 2023: Motion Milanowski, Strand to approve minutes of the March 2, 2023 Personnel Committee meeting. Motion Carried (5-0) Presentation by Teamsters, Zak Radzak: Rod Alstead reported that during union negotiations, the board agreed that they would re-evaluate the negotiated increase and the CPI-U. A handout was provided listing the CPI-U history. The CPI-U for January 1, 2023 was 7.17%, the union negotiated a 3% increase. Radzak thanked the board for awarding a 5% mid-year increase in 2022. Request was made for a 4.17% increase. Dalton Collins expressed appreciation for the 5% mid-year increase in 2022, but does not want to see the Teamster wages fall behind. Rate increase for the Teamster Health Insurance for 2023 was 1.42%. Creation of new positions and placement of existing staff into those positions: CCS Substance Abuse Counselor: Skulan reported that CCS participants that have Substance Abuse issues must receive Substance Abuse counseling as part of the program. Addition of this position will allow the service to be provided in-house rather than contract and will provide an additional incentive for staff to increase their skills and wage. The CCS program pays for nearly 100% of the cost of the program. One staff person has achieved their Substance Abuse Certification and is proposed to be reclassified to this position. Skulan stated that certification would not be an automatic trigger for reclassification. Temporary CCS Direct Care Service Array Worker: Skulan reported that this individual was originally a staff member, then moved into an intern position with the county. They will fill a need for array services temporarily over the summer months. Motion Dougherty, Milanowski to create the CCS Substance Abuse Counselor position and CCS Direct Care Service Array Worker as presented. Motion Carried (5-0) Land Records, Land Information Specialist: Proposal for a ¾ time position in the Land Records Office to assist with Real Property Lister position. There has been a significant increase in land transactions in the last 4 years which has significantly increased the workload of the Real Property Lister. 911 Dispatch positions, 2 (CCO): Addition of 2 CCO’s to fulfill the requirements to be eligible for the Joint Dispatch Grant. Funding has been approved by the Executive Committee. Tourism/Fair: Current 62% Fair Coordinator position is proposed to be increased to help with oversight of additional services at the Fairgrounds. Getting the campground certified and reconstructing the Fair Premium catalog per the new state regulations is driving the need for additional staff time. This position also coordinates the winter storage at the Fairgrounds. The request is to make the position a ¾ time position for 2023. Committee discussed where the funding will come from for the requests that have been discussed. Motion Pocernich, Milanowski to authorize a permanent 50% part-time position for the Land Records Office. Motion Carried (5-0) Motion Strand, Pocernich to authorize the hiring of two additional full-time CCO positions. Motion Carried (5-0) Motion Dougherty, Pocernich to authorize the creation of a full-time Tourism Specialist position in place of the 62% Fair Coordinator position. Motion Carried (5- 0) 2023 Staffing Update: Civilian Communications Operators (911 Dispatchers) Public Health Nursing Operations Manager Temporary Zoning Office Assistant Temporary Real Property Lister Assistance PT Cooks Seasonal Highway Equipment Operators 2024 Staff Planning: Finance: Currently discussing the structure of the finance and payroll functions in the county and evaluating the best structure for our county. Structure of these functions vary county to county. Human Resources: Personnel Policy Review a. Telecommunications Policy b. Uniform and Tools: Paying $270 per year for “uniform” items. It was noted that many counties offer uniform/boot allowances for highway and Forestry/Parks staff. Zoning was not identified by other counties as being included in the uniform policy. c. Emergency Responder Leave: Two language modifications were recommended for the policy. Recommendations include: adding “EMS Agency to 3.7.1 and “Annually’ to 3.7.2a. Reports Diversity, Equity and Inclusion: WCA stresses the importance of DEI. The meeting packet included some facts and figures. Personnel Financial Report as of March 31, 2023: Report was included in the meeting packet and was reviewed by the committee. Overall at 21% of budgeted expenditures year to date. Human Resources Report: Two reports were reviewed. Motion Pocernich, Milanowski to enter into closed session pursuant to Wisconsin Statutes §19.85(1) (c) Considering employment, promotion, compensation or performance evaluation data of any public employee over which the governmental body has jurisdiction or exercises responsibility and (e) Deliberating or negotiating the purchasing of public properties, the investing of public funds, or conducting other specified public business, whenever competitive or bargaining reasons require a closed session. Approve Closed Session Minutes, March 2, 2023. Motion Carried (5-0) Entered closed session at 5:26 pm. Motion Dougherty, Strand to return to open session. Motion Carried (5-0 ). Returned to open session at 5:40 pm. Meeting adjourned at 5:40pm. Minutes respectfully submitted by Kristine Kavajecz Volunteer Policy (Non-Disaster Service Worker) Version 2.0 Updated by Board of Supervisors 12/12/2017 Approved by Board of Supervisors 9/7/2010 Page 1 1.0 PURPOSE Placer County’s volunteer program is designed to encourage community participation and enhance County programs and services. The County and residents have a tradition of working together to enhance the quality of life of our community. The County’s volunteer program provides a wide range of expertise, skills, and support for County programs as well as an opportunity for residents to participate in making a difference in the community. This Policy is intended to help provide an overview of the volunteer program and provide information necessary to help make volunteering for Placer County a positive experience. 2.0 SCOPE This policy applies to all Placer County volunteers as defined in section 3. 3.0 DEFINITION OF VOLUNTEER a. VOLUNTEERS IN GENERAL The Board of Supervisors of Placer County for the purpose of Worker’s Compensation, has passed a resolution defining a volunteer as an unpaid employee when that person renders services to Placer County where: 1. Placer County has control and supervisory responsibility over the manner and the result of the services rendered AND; 2. The volunteer receives no remuneration for such services other than meals, transportation, lodging, or reimbursement for incidental expenses AND; 3. The volunteer does not belong to any of the following categories: i. The individual receives remuneration for services rendered from a non- Placer County payroll. Example: visitors or guests on a per diem travel allowance. ii. The individual is sponsored by an outside agency and provides services through that sponsoring agency. Example: Red Cross volunteers. iii. Guests of Placer County. Example: casual visitor iv. The individual is acting as a registered Disaster Service Worker Volunteer (DSW). Example: Registered DSW filing sandbags in preparation for a flood. For information on DSW Volunteer Policies, please follow this LINK: http://www.caloes.ca.gov/cal-oes-divisions/planning- preparedness/disaster-service-worker-volunteer-program to the California DSWVP Guidance Document. Individuals meeting this definition of “volunteer” are covered for Workers’ Compensation benefits through the County for injuries incurred while providing volunteer services for Placer County. b. SHORT-TERM VOLUNTEERS Individuals who assist with special events/projects or for a short period of time. For example, a volunteer work-day to repair trails in a park. COUNTY OF PLACER | TUITION REIMBURSEMENT POLICY Version 2.0 Updated by Board of Supervisors 12/12/2017 Approved by Board of Supervisors 9/7/2010 Page 2 c. GENERAL VOLUNTEER An individual who helps on a regularly scheduled basis and may provide services for many months or years. d. YOUTH VOLUNTEER A volunteer who is under the age of 18. A consent form signed by a parent or legal guardian is required for a youth volunteer to participate. Minimum age requirements may vary depending upon assignment. 4.0 ADMINISTRATION OF PROGRAM AND RESPONSIBILITIES OF VOLUNTEERS a. RECRUITMENT Volunteers will be recruited by Placer County on a pro-active basis, with the intent of broadening and expanding volunteer involvement in the community. Volunteers shall be recruited by Placer County consistent with County policies, and without regard to sex (including gender), race, religion, color, national origin, ancestry, medical condition, age, marital status, pregnancy, sexual orientation, and/or disability. b. APPLICATION, BACKGROUND CHECK, AND SELECTION PROCESS Potential volunteers will complete a written application form provided by Human Resources. All general volunteers or any volunteers who may interact unsupervised with children or who may have access to confidential information for which criminal clearance is needed will be subject to a criminal history fingerprint background check through the California Department of Justice before performing services for the County. The application, background check and interviews will comply with the County’s Equal Employment Opportunity Policy and Background Check Policy. c. ORIENTATION AND TRAINING Volunteers will be provided on-the-job orientation and training by a supervisor, specific to the assignment and safety concerns. Orientation and training will include educating the volunteer about various County policies that apply to his or her position, in addition to this Policy, such as the County’s Policy against Discrimination, Harassment, and Retaliation, the Policy against Workplace Violence, the Alcohol and Drug Policy, the Voicemail, E-Mail, Internet and Computer Use Policy, Mobile Communication Devices Policy, and the Vehicle Policy (if appropriate). Each volunteer is expected to adhere to the County’s policies. As appropriate, training may also be provided pertaining to the Health Information Portability and Accountability Act (HIPPA) and similar laws. d. SUPERVISION OF VOLUNTEERS Each volunteer must have a clearly identified supervisor who is responsible for direct management of that volunteer. e. DRIVING 1. Volunteers are only authorized to operate a County vehicle or drive a personal vehicle to perform County business if driving is necessary to perform an essential duty of the volunteer’s position. Volunteers are required to comply with the California Vehicle Code and County Vehicle Policy at all times. 2. A volunteer assigned to operate a Placer County owned vehicle or perform volunteer services with their private vehicle must have a valid California driver’s license with a classification consistent with the type of vehicle to be driven. No volunteer may operate a Placer County owned vehicle or perform volunteer services with their private vehicle with a revoked or suspended driver license. COUNTY OF PLACER | TUITION REIMBURSEMENT POLICY Version 2.0 Updated by Board of Supervisors 12/12/2017 Approved by Board of Supervisors 9/7/2010 Page 3 3. Volunteers are responsible for any damage resulting from their use of personal vehicles to perform County business, to include any a deductibles from the volunteer’s private automobile insurance policy and any third party damages. Therefore, volunteers who are authorized to use a personal vehicle for County business are required to provide proof of financial responsibility. The County’s Vehicle Policy sets forth the proof of financial responsibility requirements related to the use of personal vehicles. Damages resulting from the use of County owned vehicles, while performing County business, will be covered by the County’s insurance program. f. ASSIGNMENT To facilitate administration of the volunteer program, each Department will complete a Volunteer Assignment Description form and Volunteer Risk Assessment form. g. SAFETY Each volunteer is included in Placer’s County’s Risk Management and Safety program. Before they begin service, the direct supervisor is responsible for informing the volunteer of safe work practices as required for employees. Any injury to the volunteer or loss to a third party must be reported and processed in accordance with existing County policies. Volunteers and supervisors must advise staff of any equipment or situation that may pose a safety hazard. h. NON-DISCLOSURE AGREEMENT Placer County collects and maintains private and confidential information while carrying out its functions and operations. Volunteers are responsible for maintaining the confidentiality of information they obtain while serving as volunteers, and will be required to sign non-disclosure agreement to protect confidential information. i. WAIVER OF LIABILITY Volunteers will sign a waiver of liability approved by County Counsel’s office before performing any services. j. REPORTING AND RECORD-KEEPING Departments utilizing volunteers shall provide the Workers’ Compensation Division of the Department of Human Resources with their volunteer roster and volunteer service hours on an annual basis. All records regarding volunteer service shall be maintained for a duration that is in accordance with existing Placer County recordkeeping policies. k. GIFTS As a general rule, volunteers are discouraged from accepting gifts from the public. l. CONFLICT OF INTEREST Volunteers are required to disclose any business, commercial or financial interest they may have, where such interest might be construed by a reasonable person as being in real, potential, or apparent conflict with their services for the County. m. RELEASE FROM SERVICE Volunteers serve at the pleasure of the County. Accordingly, a volunteer may be released from service without notice or cause. A Department’s release of a volunteer from County service will comply with the County’s Equal Opportunity Policy and Policy against Workplace Discrimination, Harassment, and Retaliation Policy. 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 +++.00 Department 01 - County Board 55,100.00 .00 55,100.00 5,622.67 .00 15,541.90 39,558.10 28 13,717.20 Department 02 - Clerk of Courts 358,582.00 .00 358,582.00 30,877.80 .00 115,663.18 242,918.82 32 102,613.74 Department 04 - Criminal Justice 175,782.00 .00 175,782.00 13,365.49 .00 51,407.22 124,374.78 29 47,015.32 Department 06 - Coroner 16,894.00 .00 16,894.00 1,630.73 .00 4,471.67 12,422.33 26 4,520.64 Department 07 - Administrator 330,224.00 .00 330,224.00 25,519.40 .00 96,768.60 233,455.40 29 86,668.48 Department 08 - District Attorney 198,850.00 .00 198,850.00 15,440.77 .00 58,500.98 140,349.02 29 50,397.02 Department 09 - Child Support 259,540.00 .00 259,540.00 18,563.15 .00 70,464.49 189,075.51 27 58,409.19 Department 10 - County Clerk 393,580.00 .00 393,580.00 30,168.87 .00 117,795.09 275,784.91 30 107,228.02 Department 12 - Treasurer 144,768.00 .00 144,768.00 10,523.18 .00 41,101.82 103,666.18 28 36,170.21 Department 13 - Land Records 464,661.00 .00 464,661.00 30,210.89 .00 123,777.92 340,883.08 27 116,352.52 Department 14 - Court House 292,051.00 .00 292,051.00 22,521.31 .00 85,698.32 206,352.68 29 81,900.16 Department 15 - Register of Deeds 169,378.00 .00 169,378.00 13,129.73 .00 50,822.88 118,555.12 30 48,581.46 Department 17 - Sheriff 4,029,571.00 97,107.00 4,126,678.00 336,025.57 .00 1,170,671.80 2,956,006.20 28 1,006,856.98 Department 18 - Emergency Management 122,657.00 .00 122,657.00 9,719.59 .00 36,906.81 85,750.19 30 32,512.17 Department 19 - Veteran's Services 153,546.00 .00 153,546.00 12,214.07 .00 45,693.85 107,852.15 30 29,914.58 Department 20 - Health 776,234.00 4,891.00 781,125.00 65,882.67 .00 245,609.07 535,515.93 31 241,731.91 Department 22 - Fair .00 .00 .00 .00 .00 .00 .00 +++.00 Department 23 - Tourism 212,889.00 .00 212,889.00 13,431.28 .00 50,718.10 162,170.90 24 44,555.10 Department 25 - UW Extension 102,623.00 .00 102,623.00 6,663.67 .00 24,912.85 77,710.15 24 24,840.76 Department 26 - Zoning 519,257.00 .00 519,257.00 38,983.45 .00 147,238.53 372,018.47 28 103,041.69 Department 28 - Land Conservation 442,281.00 .00 442,281.00 31,596.64 .00 119,699.79 322,581.21 27 88,618.20 Department 29 - Land Use Planning .00 .00 .00 .00 .00 .00 .00 +++.00 Department 31 - Information Services 441,400.00 .00 441,400.00 34,189.71 .00 122,973.86 318,426.14 28 91,671.44 Department 34 - Forestry 1,053,325.00 .00 1,053,325.00 73,230.44 .00 274,741.01 778,583.99 26 270,146.56 EXPENSE TOTALS $10,713,193.00 $101,998.00 $10,815,191.00 $839,511.08 $0.00 $3,071,179.74 $7,744,011.26 28%$2,687,463.35 Fund 100 - General Totals EXPENSE TOTALS 10,713,193.00 101,998.00 10,815,191.00 839,511.08 .00 3,071,179.74 7,744,011.26 28%2,687,463.35 Fund 100 - General Totals ($10,713,193.00)($101,998.00)($10,815,191.00)($839,511.08)$0.00 ($3,071,179.74)($7,744,011.26)($2,687,463.35) Fund 235 - Human Services EXPENSE Department 00 - General Fund .00 .00 .00 77.02 .00 77.02 (77.02)+++.00 Department 47 - Behavioral Health & Community 362,369.00 .00 362,369.00 24,032.36 .00 96,248.52 266,120.48 27 68,276.98 Department 48 - Community Support Program (CSP).00 .00 .00 .00 .00 .00 .00 +++.00 Department 51 - Regional Crisis Initiative .00 .00 .00 .00 .00 .00 .00 +++.00 Department 52 - AMSO 686,596.00 .00 686,596.00 52,068.24 .00 196,854.11 489,741.89 29 158,467.93 Department 53 - Family Services 588,212.00 .00 588,212.00 36,683.86 .00 133,118.54 455,093.46 23 161,648.93 Department 54 - Economic Support 413,921.00 .00 413,921.00 32,081.65 .00 121,332.25 292,588.75 29 94,421.88 Run by Paige Terry on 04/27/2023 03:50:59 PM Page 1 of 2 Personnel Financial Through April 30, 2023 Through 04/30/23 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 55 - Aging and Disabilities 529,585.00 .00 529,585.00 25,846.61 .00 115,994.51 413,590.49 22 87,773.86 Department 56 - GWAAR 277,123.00 .00 277,123.00 24,114.52 .00 79,520.85 197,602.15 29 66,123.53 Department 58 - ADRC-Bayfield Co 125,529.00 .00 125,529.00 9,857.60 .00 30,726.97 94,802.03 24 28,661.57 Department 59 - ADRC-North 122,927.00 .00 122,927.00 9,606.14 .00 36,669.51 86,257.49 30 34,676.86 EXPENSE TOTALS $3,106,262.00 $0.00 $3,106,262.00 $214,368.00 $0.00 $810,542.28 $2,295,719.72 26%$700,051.54 Fund 235 - Human Services Totals EXPENSE TOTALS 3,106,262.00 .00 3,106,262.00 214,368.00 .00 810,542.28 2,295,719.72 26%700,051.54 Fund 235 - Human Services Totals ($3,106,262.00)$0.00 ($3,106,262.00)($214,368.00)$0.00 ($810,542.28)($2,295,719.72)($700,051.54) Fund 276 - American Rescue Plan 2021 Grant EXPENSE Department 20 - Health .00 .00 .00 .00 .00 .00 .00 +++2,671.87 Department 56 - GWAAR 64,077.00 .00 64,077.00 4,919.04 .00 18,624.24 45,452.76 29 17,081.05 EXPENSE TOTALS $64,077.00 $0.00 $64,077.00 $4,919.04 $0.00 $18,624.24 $45,452.76 29%$19,752.92 Fund 276 - American Rescue Plan 2021 Grant Totals EXPENSE TOTALS 64,077.00 .00 64,077.00 4,919.04 .00 18,624.24 45,452.76 29%19,752.92 Fund 276 - American Rescue Plan 2021 Grant Totals ($64,077.00)$0.00 ($64,077.00)($4,919.04)$0.00 ($18,624.24)($45,452.76)($19,752.92) Fund 710 - Highway EXPENSE Department 71 - Highway Dept 2,444,155.00 .00 2,444,155.00 166,135.76 .00 781,519.51 1,662,635.49 32 781,453.72 EXPENSE TOTALS $2,444,155.00 $0.00 $2,444,155.00 $166,135.76 $0.00 $781,519.51 $1,662,635.49 32%$781,453.72 Fund 710 - Highway Totals EXPENSE TOTALS 2,444,155.00 .00 2,444,155.00 166,135.76 .00 781,519.51 1,662,635.49 32%781,453.72 Fund 710 - Highway Totals ($2,444,155.00)$0.00 ($2,444,155.00)($166,135.76)$0.00 ($781,519.51)($1,662,635.49)($781,453.72) Grand Totals EXPENSE TOTALS 16,327,687.00 101,998.00 16,429,685.00 1,224,933.88 .00 4,681,865.77 11,747,819.23 28%4,188,721.53 Grand Totals ($16,327,687.00)($101,998.00)($16,429,685.00)($1,224,933.88)$0.00 ($4,681,865.77)($11,747,819.23)($4,188,721.53) Run by Paige Terry on 04/27/2023 03:50:59 PM Page 2 of 2 Personnel Financial Through April 30, 2023 Through 04/30/23 Prior Fiscal Year Activity Included Summary Listing Human Resources Report / Kris Kavajecz As of April 30, 2023 ACTIVITY This Month YEAR-TO-DATE Retirements 2 4 Worker’s Comp Claims 3 11 Resignations 2 6 Terminations 1 3 Other 1 2 HIRES This Month YEAR-TO-DATE Full-Time 2 13 Part-Time 1 4 Temporary/Seasonal 1 3 Interviews 16 59 Exit Interviews 0 4 Details: Retirement: Jeff Kistner, Recreation Officer Coni Wickingson, Civilian Communications Operator Resignations: Brittany Maxwell, Economic Support Specialist Ruth Oppedahl, Meal Delivery Driver Other: Erica Meulemans, Assistant Zoning Administrator John Lazorik, Highway Department Patrolman Hires: Jonathan Kroll, Deputy Sheriff Morgen Luethmers, Invasive Species Technician Brigid Reina-Williams, Land Records Specialist Gary Smith, Meal Delivery Driver Other Activities: • Worked with the Website Re-design team to finalize the website re-design. • Worked with a couple of Department Heads on performance and/or communication situations as well as staffing discussions related to leaves and/or vacancies. • Met with Health Department staff to discuss options for an Americorps application. This would be a multi-year commitment. • Sixteen (16) employees are participating in the Leadership Training series. Three of the six sessions have been completed. • Met with the IT Security Workgroup. This group is working to identify security requirements of various statutes, agencies, etc and reviewing county policies and protocols to ensure we are in compliance with all requirements. The “whys” behind why we do certain things the way we do. • Participate in a Tornado Drill. • Met with a representative from the Department of Safety and Professional Services for a Work Comp Claim review. • Participated in Executive and Personnel Committee meetings. • Listened to two webinars: o Crisis Management, which was about having a plan in place to react if/when a crisis occurs such as fraud/embezzlement, Safety/Security Breach, Physical Crisis (such as a shooting), Misconduct, etc. Ensuring that all relevant parties know what their role is and how the organization as a whole reacts (media, insurance, employee well- being etc). o WI Act 4, which is regarding Jailer Protective Status provisions that will take effect in 2024. • Met with the new Benefit Administrator for the Whole Life Insurance program. Reviewed several voluntary insurance quotes. The intent is to develop an employee focus group to review options for replacing a few of our voluntary insurances with more cost-effective policies. If any recommendations are made, they will be shared with the Personnel Committee. A 2024 implementation would be anticipated if any changes are recommended. • Met with a couple of employees interested in changing their current positions for other available positions. It is always nice to see employees willing to take on new challenges with greater responsibilities. • Met with the Highway and Land Records offices to finalize recommendations for staffing modifications. • Processed a request for Emergency Leave Bank Donations. • Processed a handful of Family and Medical Leaves.