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HomeMy WebLinkAboutPersonnel Committee - Agenda - 5/2/2024 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 Kim Mattson, Finance Director Gail Reha, Bookkeeper Paige Terry, Clerk III BAYFIELD COUNTY PERSONNEL COMMITTEE MEETING Mary Dougherty Dennis Pocernich Fred Strand Marty Milanowski Madelaine Rekemeyer Dear County Board Members: This letter is written to inform you of the Bayfield County Personnel Committee Meeting scheduled for 4:00pm Thursday, May 2, 2024. 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 Need help? Join the meeting now Meeting ID: 291 160 449 768 Passcode: 8Bq2a8 Dial-in by phone +1 715-318-2087,,84606367# United States, Eau Claire Find a local number Phone conference ID: 846 063 67# For organizers: Meeting options | Reset dial-in PIN ________________________________________________________________________________ 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. Election of Chairperson 4. Election of Vice-Chairperson 5. Discussion and Possible Action Regarding Approval of Minutes of February 1, 2024 6. Discussion and Possible Action Regarding Land Records Contract GIS/Remote Sensing Specialist 7. Discussion and Possible Action Regarding Temporary Housing Outreach Grants Assistant 8. Discussion and Possible Action Regarding Dental Plan Coverage in 2025 9. Discussion Regarding County Weapons Policy 10. Reports a. Personnel Financial Report as of April 30, 2024 b. Human Resources Report, February, March, April 2024 c. Joint Dispatch Update d. Reclassification Update 11. The committee may enter in and out of closed session pursuant to Wisconsin Statutes §19.85(1) (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. Discussion and Possible action Regarding: i. Approve Closed Session Minutes of February 1, 2024 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 Committee Chair and Vice Chair Election Item 6: Over the past 15 years Bayfield County has contracted for several positions in the Land Records and Land Conservation Departments. The Land Conservation positions were converted to full time county employees over the past two years. Our current contractor, North Point Geographic Solutions, was bought out and they will no longer provide contract employment services. The county agreement will end May 31, 2024. The Land Records Office has one position currently contracted with North Point. Funding for this position has come from the Wisconsin Land Information Program. Funding is managed by the Wisconsin Department of Administration for the Land Records Office with goals set by the State. The county is guaranteed $100k a year in grant funding. Historically, Bayfield County has contracted out grant funded positions due to uncertainty with ongoing funding. Due to a lack of companies that provide contract employment and the cost they charge for this service we have migrated to county positions. The Land Records position is the last contract employee position Bayfield County has. This position plays a crucial role for county publications such as the Plat Book, Emergency Response Book, Road Map and other publications. Ongoing duties of the position include processing LiDAR, editing GIS, scheduling training/education and creation of aerial imagery. At present, costs will be slightly less as a county employee as the current employee is not on county paid health insurance. I recommend we proceed with converting the contract employment position to a permanent Bayfield County position. The proposed job description is attached. I recommend that we place the position at Grade H of the wage schedule. Item 7: Funding for a Temporary Housing Outreach Grants Assistant was allocated with the intent of filling this need through the Northland College Work Study program. Due to the current changes occurring at Northland College, I recommend that this position be offered as a temporary Bayfield County employment position. A draft job description is attached. The position would be placed at the base, Grade C wage level. Item 8: The County needs to update our dental plan in 2025. We offer the P04 Plan (Health and Preventive Dental) as well as the P14 Plan (Health Only). ETF requires that the employer pay a certain share of the premiums. Bayfield County currently offers dental coverage as a voluntary coverage with employees opting in at their own cost. Currently, if an employee enrolls in the health insurance and preventive dental (P04), the plan requires that the dental coverage level must mirror the health insurance coverage level. For example, if an employee chooses family health, they must choose family dental, which is not always what an employee wants. There is a very slight premium reduction for the preventive dental insurance when combined with the health insurance. The county also offers stand alone dental insurance for those employees that do not take health insurance, and a supplemental dental insurance. Recommendation: Discontinue the P04 Plan (combined Health & Preventive Dental). Continue to offer both Preventive and Supplemental dental as a voluntary option for employees. Item 9. At the February Personnel meeting the topic of weapons policy was discussed. Attached are a refresher on this topic and supporting materials. ========= Narrative comments from February meeting. • Foresters work individually in very remote areas of the county. Current county policy and state law provides that there are no firearms in the courthouse. We have received inquiries about foresters carrying firearms while in the woods. This same topic could apply to other positions, when an employee feels safer with a firearm, ie: in the woods, in a big city, long distance travel, etc. In researching this statewide amongst counties there is a mix of response. No counties allow weapons in the building (except law enforcement) as provided by state law. Few counties actually allow employees to carry firearms when working in the field, a number of counties are silent on the topic. This topic addresses: • County employees WORKING with a firearm or weapon • County employees traveling in a county vehicle with a firearm or weapon • Current county policy is attached. • A copy of the DNR policy is attached • A preliminary modified county policy is attached Intent is to have preliminary discussion on this topic. Item 10: Reports A. Personnel Financial Report B. Human Resources Reports (February, March, April) C. Joint Dispatch Update D. Reclassification Update Minutes of the Bayfield County Personnel Committee Meeting 4:00 PM, February 1, 2024 Meeting was Held In Person in the County Board Room and virtually Members Present: Marty Milanowski, Mary Dougherty, Dennis Pocernich, Brett Rondeau, Fred Strand Others Present: Mark Abeles-Allison County Administrator, Kristine Kavajecz-Human Resources Director, Sheriff Tony Williams, Kim Mattson-Finance Director, Gail Reha- Bookkeeper, Andy Runice-Chief Deputy, Jason Holmes-Forester, Lindley Mattson-Recreation Specialist Meeting called to order at 4:03pm by Chairman Rondeau Public Comment: None Received Approval of Minutes of December 7, 2023: Motion Milanowski, Pocernich to approve minutes of the December 7, 2023 Personnel Committee meeting. Motion Carried (5-0). Policy Discussion Items: • Coroner/Medical Examiner update: We continue to research the Medical Examiner / Coroner options. Our current Coroner term goes until 2027. An ordinance would be required to implement a Medical Examiner position. A medical examiner is an appointed official while Coroner is elected. Sawyer County recently made this move and reports it is going well. Several documents were provided to committee members from Ozaukee and Sawyer Counties who have moved to a Medical Examiner system. • Personnel Policies Regarding Taxability and Uniforms and Food Reimbursements: Personnel policies are directed in part by IRS policy. There are some nuances but often times payments for food or clothing are taxable. In order for them to be taxable they need to be documented, paid by an employee and then reimbursed to the employee. If taxable they are included on an employees W-2, if not they are not taxable. This policy interfaces with county credit card policies. One issue is that some departments use credit cards for daily meals. Daily meals must be recorded as income and are taxable. Overnight meals, out of county can be reimbursed via Accounts Payable (as opposed to payroll checks) and are not taxable. The County also has per meal / per day reimbursement policy, if paid on credit card this is very hard to enforce. Our current policy NO MEALS ON CREDIT CARDS. Sheriff’s office expressed concern with the county meal policy not covering meals that could occur during hours that are not included in the meal reimbursement policy (overnight). Sheriff’s office staff each have a county credit card. Sheriff’s Office monitors expenses to ensure that expenses do not exceed allowable limits. Staff would experience a hardship if they were away for training for a lengthy time and not able to use credit card for meals. Request is for the county to consider moving to a per diem system. • Firearm Policy: Foresters often work individually in very remote areas of the county. Current county policy and state law requires that weapons are prohibited in the courthouse, except for law enforcement. Forestry staff have made a request to be allowed to carrying firearms. This same topic could apply to other positions, when an employee feels safer with a firearm, ie: in the woods, in a big city, long distance travel, etc. In researching this statewide amongst counties there is a mix of response. No counties allow weapons in the courthouse (except law enforcement) as provided by state law. Forester, Jason Holmes suggested that the county consider adopting the current DNR policy with regard to employees being allowed to carry concealed firearms. Sheriff Williams stated that he is not opposed to a policy allowing concealed weapons. The committee requested to review the DNR policy and hear from the insurance companies regarding liability for allowing or disallowing use of concealed weapons. Reports • Personnel Financial Report as of December 31, 2023 and January 31, 2024: Personnel Financial Reports for end of 2023 show the county at 97% of budgeted expenditures across all funds. Expenditures are up $1.47 million over 2023, a 10% increase. End of January 2024 expenses are up $99k, or 9% over the previous year at this same time. All major funds are within budget at 99%, 89% and 94% of budget respectively for the General, Human Services and Highway Funds. The 2024 personnel expenses included a 2.5% cost of living adjustment and a 17% in county health insurance (not Teamsters). The 10% increase over 2023, is significant and a key component of the county’s effort to remain competitive and retain and attract staff. This is a strength of the county right now, but also something we need to be very cognizant of for future fundings • Personnel Policy Review in 2024: Look deeper into demographics and opportunities to entice older workers since that will be the largest demographic. The committee suggested that one Department Head attend a County Board meeting each month to provide a report and overview of operations. • Human Resources Report, December 2023 and January 2024: Reports were provided and included in the meeting packet. • 2023 Statistics Report: A summary of 2023 personnel statistics was provided and reviewed. • MLK Day Program Review: Brief overview of the training day was provided. Survey from employees following the training day was very positive with only one negative response being received. Motion Milanowski, Pocernich to enter into closed session pursuant to Wisconsin Statutes §19.85(1) (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 of December 7, 2023. Motion Carried ( 5-0) Entered closed session at 5:03 pm. Motion Dougherty, Strand to return to open session. Motion Carried (5-0 ). Returned to open session at 5:04pm. Meeting adjourned at 5:04pm. Minutes respectfully submitted by Kristine Kavajecz 1 BAYFIELD COUNTY JOB DESCRIPTION ___________________________________________________________________________ 1. DEPARTMENT: Land Records _________________________________________________________________ 2. EMPLOYEE NAME: _________________________________________________________________ 3. POSITION TITLE: GIS/Remote Sensing Specialist 4. POSITION PURPOSE: Develop, program, script and update interactive mapping applications. Update, create and maintain existing map data layers, provide assistance with GIS, Real Property Listing, Land Sales and Surveying programs and coordinate UAS processes to capture and process remote sensed data. 5. QUALIFICATIONS: A. Four-year degree or higher in geography, remote sensing, computer science, land records, geology, natural resources or related field. B. One year GIS, Programing and Land Records experience C. Federal Aviation Administration (FAA) Part 107 certification UAV license within one month of hire. D. Valid Driver’s License. 6. KNOWLEDGE, SKILLS, AND ABILITIES: A. Use all safety protocols and legal requirements when operating aerial imagery equipment. B. Ensure compliance with FAA regulations C. Ability to work independently in the field and office. D. Programing skills for updates to County interactive maps using ESRI WebApp Builder and Experience Builder E. Remote sensing, orthophotography, photogrammetry processing F. Edit in SDE environment G. Proficiency in ESRI GIS software and related tools (ArcGIS Pro, Survey 123, StoryMaps, Experience Builder) H. Strong attention to detail and the ability to analyze and interpret data I. Knowledge of cartographic mapping principles and geospatial processes and applications J. Troubleshoot equipment issues in the field quickly and calmly K. Oversee drone ground and flight operations L. Use and interpret a variety of digital and hard copy maps. M. Use security protocols for imagery collected for court cases. 7. EXAMPLES OF DUTIES: A. Capture aerial imagery and process imagery using Pix4D software B. Assist Sheriff’s Office on search and rescue C. Use search and rescue software efficiently D. Collect LiDAR imagery and process data in DEM, DSM and 3-D models E. Inspecting and maintaining drones and other equipment used in drone operations F. Organize training sessions for County GIS users and Northern Area GIS User Group Meetings G. Process historical images to use in GIS H. Update the ArcGIS Online StoryMaps I. Fulfill map request for public and county offices J. Create Ownership Indexes in ArcGIS and ArcPro. 2 K. Create data layers for Bayfield County Plat Book and Poster L. Create the County plat book, emergency response book and other publications M. Provide support as needed for the Real Property Listing process. N. Provide support as needed for the Land Sales process. O. Provide support as needed for Surveying operations. P. Other duties as assigned. 8. PHYSICAL REQUIREMENTS: A. On-call status for drone flights for the Sheriff’s Office B. Sit for long periods of time. C. Ability to work outdoors in all types of terrain and weather conditions D. Comfortable using workplace safety gear including but not limited to breathing, ear protection and protective clothing. E. Eye hand coordination sufficient for successful UAV operations. 9. Title of Immediate Supervisor: Land Records Administrator 10. Nature of Supervision Exercised Over Employee’s Work: Indirect 11. Titles and Numbers of Persons Supervised by Employee: None 12. Nature of Supervision Exercised by Employee: None 13. Contacts with Public-Nature of and Frequency: Frequent by telephone, text, computer, email, and in person. 14. List the Date the Employee Began Service in the Department and the Previous Position(s) Held, Including Dates and Title for Each Position 15. Date ___________________ Employee’s Signature ____________________________ 16. Certification of Accuracy of Foregoing Statements and Additional Information or Comments on Employee’s Duties Date ____________ Title ___________ Supervisor’s Signature ____________________ April 1, 2024 Re: North Point Geographic Solutions Asset Acquisition I am pleased to announce that on Friday, March 29, 2024, Avineon, Inc. acquired the assets of North Point Geographic Solutions. In addition to employing the North Point staff, we are also assuming responsibility for the firm’s existing contracts and products. Avineon is a family-owned, private, global business with over 1,000 employees that has been providing support to a wide range of customers for over 32 years. Founded in 1992, our customers rely on us to deliver high quality and value in digital modernization, spatial intelligence, and engineering support solutions. We offer state of the art information management support that improves execution of mission-critical tasks for electric, gas, water, wastewater, telecommunication, transportation, restaurant, real estate, and government customers. Headquartered in McLean, Virginia and with offices in Florida, Michigan, North Carolina, Canada, Belgium, France, the United Kingdom, the Netherlands, India, and the Middle East, Avineon is pleased to welcome you to our customer family. Over the coming weeks, we will reach out to you directly to discuss the transition of your current projects/contract and answer any questions that you may have. In the meantime, you will continue to be supported by Jesse, Carolyn, and Abby with help as needed from Avineon’s experienced staff. We look forward to continuing to provide you with the level of support you are accustomed to in addition to providing new opportunities based on our experience and capabilities. Thank you in advance for your support of this transition and feel free to reach out to Carolyn or me directly with any questions or concerns. For more information on Avineon, please visit www.avineon.com. Sincerely, Joel Campbell Senior Vice President Avineon, Inc. jcampbell@avineon.com 1 BAYFIELD COUNTY JOB DESCRIPTION _______________________________________________________________________ 1. DEPARTMENT: UW Extension _____________________________________________________________ 2. EMPLOYEE NAME: _____________________________________________________________ 3. POSITION TITLE: Housing Grants Outreach Assistant 4. POSITION PURPOSE: A limited-term employee (150 hours) who will learn about and share resources that can help improve the quality of housing in the region. This position will primarily work to increase the visibility of Community Development Block Grant (CBDG) and other funding opportunities for renters, homeowners, and landlords across Bayfield County. These programs include, but are not limited to programs administered by the Northwest Regional Planning Commission: 1. Community Housing Rehabilitation Program 2. Northwest Affordable Housing 3. Regional Housing Program CBDG grants support low- and median-income homeowners in making needed repairs to their homes through no interest/no payment loans. These loans only come due if/when the homeowner sells the home or ceases to use it as a primary residence. Eligible home buyers can access these funds for down-payment assistance and landlords can receive 10-year, zero-interest loans to improve their rental properties. 5. QUALIFICATIONS: A. Must be 18 years of age or older B. Must possess a valid driver’s license C. Availability on some nights and weekends 6. KNOWLEDGE, SKILLS, AND ABILITIES: A. Excellent communication skills, in email and in person B. Proficiency with public speaking and presentation delivery, online and in-person C. Interest and awareness of affordable housing issues in the area D. Working knowledge of basic housing quality indicators a plus 2 7. EXAMPLES OF DUTIES: A. Learn about the CBDG programs and other housing resources, including eligibility criteria, application process, and program benefits B. Work with partners at UW-Extension and NWRPC to develop outreach materials and resources C. Work with county partners to identify target audiences for educational materials D. Give public presentations and attend community events to raise awareness about the housing grant programs and encourage participation E. Improve visibility of programs through social media and direct mailing, as needed F. In some instances, perform targeted in-person canvassing to identify opportunities and educate homeowners about the program G. Collaborate with local organizations, community leaders, and housing advocates to expand the reach and effectiveness of the housing grant programs This employee with be provided a Bayfield County email address. It may be possible to use a county vehicle to attend community events and meetings. Successful demonstration of effective outreach could lead to additional housing-related work. 8. Physical Requirements A. Long periods of sitting or standing B. Extensive use of computer monitor and keyboard entry C. Occasional bending and stooping D. May require occasional lifting of 20 pounds or less. E. Ability to talk and hear sufficiently to communicate in person and using electronic devices such as a telephone and computer 9. Title of Immediate Supervisor: 10. Nature of Supervision Exercised Over Employee’s Work: 11. Titles and Numbers of Persons Supervised by Employee: 12. Nature of Supervision Exercised by Employee: 13. Contacts with Public-Nature of and Frequency: 14. List the Date the Employee Began Service in the Department and the Previous Position(s) Held, Including Dates and Title for Each Position 15. Date ___________________ Employee’s Signature ____________________________ 3 16. Certification of Accuracy of Foregoing Statements and Additional Information or Comments on Employee’s Duties Date ____________ Title ___________ Supervisor’s Signature ____________________ Section VIII. Prohibited Weapon Policy 8.1 Purpose: Bayfield County is committed to providing its employees with a work environment that is safe and secure. The County makes reasonable efforts to provide safe and secure working conditions for its employees and the general public. The goals of this Policy are to implement Wis. Stat. § 175.60, to provide for the safety of Bayfield County employees and members of the public, and to exercise prudent risk management in managing the County’s liability. All Bayfield County employees are subject to Bayfield County Amendatory Ordinance 2011-019. 8.2 Definitions: “Concealed” means a weapon that is hidden from view to ordinary observation by a person within the immediate vicinity of the person carrying the weapon. “Firearm” means a device that acts by force of gunpowder and includes rifles, shotguns, muzzleloaders and handguns. “Weapon” is defined as a handgun, an electric weapon as defined in § 941.295(1c)(a), or a billy club. Wis. Stat. § 175.60(1)(j). A handgun does not include a machine gun, a short barreled rifle or a short barreled shotgun. Wis. Stat. 175.60(1)(bm). Long guns (rifles, shotguns) may not be carried concealed. “Work status” means while an employee is at work or performing duties while on official county business requiring the activities to be recorded on a time report, including while operating or using a vehicle leased or rented by the County, but does not mean that the employee is authorized to carry, possess, or use a weapon as part of his or her official duties. 8.3 Eligibility to Carry a Concealed Weapon: The following employees are eligible to carry the following personal weapons concealed while in work status: • Employees who hold a valid carry concealed weapon (CCW) license from Wisconsin may carry concealed weapons. • Employees who live in another state and hold a CCW license from their state of residence of which the Wisconsin Department of Justice has granted reciprocity may carry concealed weapons. • Employees who are qualified former law enforcement officers pursuant to s. 175.49, Wis. Stats., may only carry concealed handguns. a. No employee may carry any concealed weapon in work status unless the employee has notified the employee’s supervisor in writing as required using the form below approved for that purpose. 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An employee whose CCW license or former law enforcement officer qualification is suspended, expired and no longer valid, or who is otherwise prohibited by a court from carrying a weapon and is no longer eligible to conceal carry shall immediately notify the employee’s supervisor of that fact, in writing. c. Bayfield County may prohibit any individual employee who meets the above criteria from carrying a concealed weapon while in work status or while on County premises, whether permanently or temporarily, for any non-discriminatory reason. In this instance the employee will be notified in writing by the County Administration office. d. A decision by an employee to carry a concealed weapon while in work status is solely a choice by the employee to exercise the employee’s individual right to bear arms. Nothing in this policy shall be interpreted or applied as a directive or authorization to any employee to carry or use a weapon in the scope of the employee’s employment. The county will not be responsible for an employee’s carrying or use of a concealed weapon; the employee shall be solely liable for the consequences of the carrying or use of the weapon. 8.4 Notification Process for Concealed Carry: a. An employee must print the Employee Concealed Carry Notification form, complete it, and submit it to his or her supervisor. As soon as the form is submitted, the employee may carry a concealed weapon as authorized by law. A copy of the CCW license must be provided to the supervisor. b. The supervisor shall sign the form acknowledging receipt, send a copy to the employee, and submit the original to the Human Resources Director. Supervisors may not disclose to other employees except human resources staff that an employee has chosen to carry a concealed weapon. If there is a concern, the supervisor can talk with anyone in their chain of command. c. The form shall be maintained in the employee’s Personnel File. d. An employee who has submitted an Employee Concealed Carry Notification form and whose CCW license or special “qualification” is suspended, no longer valid, or who is otherwise prohibited by a court from carrying a weapon and is no longer eligible to carry a concealed weapon, shall immediately notify their supervisor of that fact in writing. The supervisor should then notify Human Resources. Formatted: Left, Indent: Left: 0", Hanging: 0.19" Formatted: Font: (Default) Tahoma, 12 pt Formatted: Font: (Default) Tahoma, 12 pt Formatted: Font: (Default) Tahoma, 12 pt Formatted: Font: (Default) Tahoma, 12 pt Formatted: Indent: Left: 0", Hanging: 0.19" Formatted: Font: (Default) Tahoma, 12 pt Formatted: Font: (Default) Tahoma, 12 pt Formatted: Font: (Default) Tahoma, 12 pt Formatted: Left, Indent: Left: 0", Hanging: 0.19" Formatted: Font: (Default) Tahoma, 12 pt Formatted: Font: (Default) Tahoma, 12 pt, Not Bold Formatted: Font: (Default) Tahoma, 12 pt Formatted: List Paragraph, Indent: Left: 0", Numbered + Level: 1 + Numbering Style: a, b, c, … + Start at: 1 + Alignment: Left + Aligned at: 0.25" + Indent at: 0.5" Formatted: Font: Tahoma, 12 pt, Font color: Auto Formatted: Font: Tahoma, 12 pt, Not Italic, Font color: Auto Formatted: Font: Tahoma, 12 pt, Font color: Auto Formatted: Font: Not Bold 8.5 Prohibitions: 8.2 Prohibition from Possession and Control of Prohibited Weapons by County Employees: Pursuant to Wis. Stat. § 943.13(1m)(c)4.b, no employee, contractor, visitor or other individual may carry a prohibited weapon into any building that is owned, operated or controlled by Bayfield County. A valid concealed carry license does not authorize an individual to carry such a weapon onto these premises. Bayfield County employees are prohibited from possessing or having under their control any prohibited firearm or weapon(s) while conducting County business or while in County-owned, rented, leased, or ootherwise controlled buildings unless specifically authorized by the employee’s appointing authority. A prohibited weapon includes but is not limited to any firearm, as well as any handgun, knife, billy club, or electric weapon as defined in Wis. Stat. § 175.60. A knife that is used in the normal course of county business, such as a butcher knife used for food preparation or a box cutter used to break down boxes, or a common pocket knife, is exempt from this policy. Law enforcement officers or other individuals specifically authorized by the County to carry a weapon are exempted from this policy and may be permitted to carry a prohibited weapon in accordance with department county rules regarding the carrying and handling of such weapons. Pursuant to Wis. Stat. § 943.13(1m)(c)4.b, no employee, contractor, visitor or other individual may carry a prohibited weapon into any building that is owned, operated or controlled by Bayfield County. A valid concealed carry license does not authorize an individual to carry such a weapon onto these premises. Nothing in this policy shall be interpreted or implied to allow an employee who meets the above criteria to carry a weapon in any building or area, whether public or private, where doing so is posted or prohibited in accordance with the laws of the state of Wisconsin. No employee in work status shall carry a weapon on private property. Employees of Bayfield County are prohibited from carrying weapons any time they are working for the County or acting within the course and scope of employment. These situations include but are not limited to attending training sessions or seminars, wearing an identification badge and working at other sites off County premises. In addition, no employee or member of the public may carry a prohibited weapon in a County-owned vehicle. This prohibition against unauthorized weapons applies to all employees including but not limited to regular full-time or regular part-time employees, part-time employees, elected officials, limited term employees, contractors, interns, volunteers, and officials or officers who serve at the pleasure of the appointing authority as provided by statute. Violations will be subject to legal action as appropriate. Violations of this policy by an Formatted: Font: Not Italic Formatted: Left Formatted: Font: (Default) Tahoma, 12 pt, Not Italic Formatted: Font: (Default) Tahoma Formatted: Font: (Default) Tahoma, 12 pt Formatted: Font: (Default) Tahoma, 12 pt Formatted: Font: (Default) Tahoma, 12 pt Formatted: Font: (Default) Tahoma, 12 pt Formatted: Font: (Default) Tahoma, 12 pt employee may lead to disciplinary action up to and including termination of employment in accordance with the applicable law. 8.36 Notice to Employees and the Public: Effective November 1, 2011, the following sign (or language substantially similar) will be posted at the entrance of every County-owned building, and at the entrance to the portion of any non-county owned building that is rented, leased, or otherwise controlled by the County as required by Wis. Stat. §175.60: All Weapons Prohibited. Wis. Stat. §175.60 8.47 Storage of Weapons in Vehicles: Pursuant to Wis. Stat. §175.60(15m)(b), an employee possessing a valid license to carry a concealed weapon may bring their weapon with them onto a County parking lot. Employees who possess a valid license to carry a concealed weapon are discouraged from storing a weapon in the personal vehicle while at work. Where an employee chooses to bring a concealed weapon onto a County parking lot, the employee must leave the concealed weapon in his/her vehicle. Employees are not permitted to bring a concealed weapon into Bayfield County buildings. The employee’s weapon must be stored in a locked vehicle either in the glove compartment, a lock box, gun rack or the trunk. It is the sole responsibility of the employee to maintain control of the employee's concealed weapon and ammunition (if any) at all times. a. An employee who chooses to carry a concealed weapon while in work status shall have the weapon concealed and on the employee’s person, in a holster or other appropriate carrying device, at all times except when the weapon is properly stored in a vehicle or unless the employee is lawfully using the weapon. b. An employee in work status who stores a concealed weapon in a vehicle owned, leased or rented by Bayfield County must store the weapon in a locked case and place the case out of plain view from the exterior of the vehicle. c. An employee who stores a concealed weapon in a vehicle owned by the employee (or in any other private vehicle, with the consent of the owner), in a parking lot owned or controlled by the county must place the weapon out of plain view from the exterior of the vehicle. 8.58 Right to Inspection: Formatted: Left Formatted: Left Formatted: Font: (Default) Tahoma, 12 pt Formatted: Font: (Default) Tahoma, 12 pt Formatted: Indent: Left: 0", Hanging: 0.19" Formatted: Font: (Default) Tahoma, 12 pt Formatted: Font: (Default) Tahoma, 12 pt Formatted: Font: (Default) Tahoma, 12 pt Formatted: Font: (Default) Tahoma, 12 pt Formatted: Font: (Default) Tahoma, 12 pt Formatted: Left, Indent: Left: 0", Hanging: 0.19" Formatted: Font: (Default) Tahoma, 12 pt Formatted: Font: (Default) Tahoma, 12 pt Bayfield County reserves the right at any time and at its discretion to conduct lawful searches of County-owned, rented or leased vehicles as well as any other vehicles, packages, purses, containers, briefcases, desks, and/or persons entering County-owned, rented, leased or otherwise controlled buildings for the purpose of determining whether any prohibited weapon has been or is being brought onto such County premise in violation of this policy. Any employee failing or refusing to promptly permit a search under this policy will be subject to discipline up to and including termination of eemployment. In addition, if Bayfield County has reasonable suspicion that an employee or a member of the general public is carrying a prohibited weapon in violation of this policy, Bayfield County reserves the right to require the individual to voluntarily demonstrate compliance with this policy. If the individual refuses to comply, he/she may be denied access to a County facility or County vehicle. 8.9 Threatening or Violent Behavior in the Workplace: Nothing in this policy shall be interpreted or implied to construe the mere carrying of a concealed weapon as a violent, threatening or intimidating act on the part of an employee. Nothing in this policy shall be construed to support or permit violent, threatening or intimidating behaviors related to the possession of a concealed weapon. Threatening and intimidating behaviors may include, but are not limited to intentionally displaying a concealed weapon to any person, referring to the concealed weapon, or referring to a weapon not on the employee’s person, in a manner that a reasonable person would consider threatening or intimidating. 8.10 Penalties for Violation: Conduct in violation of this policy is punishable by discipline up to and including termination. Violations of this policy that also constitute a criminal act may be referred to law enforcement. 8.611 Reporting Prohibited Weapon Policy Violations: Any employee who witnesses any prohibited activity as defined in this policy shall immediately report such activity to their immediate supervisor, or the Bayfield County Administrator. An employee shall immediately contact a supervisor if he/she suspects an employee or member of the public is carrying a prohibited weapon on the premises of the County. Employees are required to immediately contact a supervisor if they suspect an eemployee to be carrying a prohibited weapon at any time while they are working for the County, acting within the course and scope of employment, or acting as a representative of the County. Formatted: Left Formatted: Font: Not Italic Formatted: Font: (Default) Tahoma, 12 pt, Not Italic Formatted: Font: (Default) Tahoma, 12 pt Formatted: Font: Not Italic Formatted: Left Formatted: Font: (Default) Tahoma, 12 pt, Not Italic Formatted: Font: (Default) Tahoma, 12 pt Formatted: Font: (Default) Tahoma, 12 pt Formatted: Font: (Default) Tahoma, 12 pt Formatted: Left EMPLOYEE CONCEALED CARRY NOTIFICATION BAYFIELD COUNTY EMPLOYEE I, ___________________________________________, am hereby providing notice to Bayfield County that I intend to carry a concealed weapon while in work status, and either: ___ I am a resident of the state of Wisconsin and I currently hold a valid license to carry a concealed weapon issued by the Wisconsin Department of Justice; or ___I currently am a bona fide resident of another state. I currently hold a valid license to carry a concealed weapon from another state, and the Wisconsin Department of Justice has determined that it is appropriate to grant reciprocity to concealed carry licenses issued by that state. ___ I am a former law enforcement officer who is qualified to carry a concealed handgun pursuant to s. 175.49,Wis. Stats. "Weapon" means a handgun, an electric weapon as defined in § 941.295(1c)(a), or a billy club. Wis. Stat. § 175.60(1)(j). I have read and understand the Bayfield County policy titled: “Prohibited Weapon Policy” as well as all other relevant portions of Bayfield County’s Personnel Policies Manual. I understand that it is my responsibility to ensure that I monitor personnel policies for possible changes. I also understand that it is my responsibility to comply with all applicable laws and administrative rules, as well as the requirements of the county’s concealed carry policy. I understand that those requirements include, but are not limited to: (A) carrying my weapon in a manner designed to conceal its presence; (B) keeping my weapon in my physical possession at all times, and (C) storing my weapon in a vehicle in the manner described in the policy when I am unable to carry my weapon into an area restricted by law, by posting or on private property. I understand that my choice to carry a concealed weapon under my CCW license or former law enforcement officer qualification is my choice alone, that the county neither encourages nor discourages me from carrying a concealed weapon. I understand that my decision to carry a concealed weapon, in and of itself, will have no adverse impact upon my employment, provided that I comply with the county’s concealed carry policy. I understand that violating the concealed carry policy, or using poor judgment in how I choose to handle or store my weapon during my working hours may lead to discipline, including prohibition of carrying a weapon while working, and up to and including termination. I will never represent that I am required or entitled to carry a concealed weapon by virtue of my position, unless I am otherwise required to do so by my position description, and I have specifically been authorized in writing to do so. I understand that the county will not be responsible for my carrying or use of my concealed weapon, and that I will be solely liable for any consequences of my decision to carry or use a concealed weapon. Typed/Printed Name of Employee Signature of Employee Date Typed/Printed Name of Supervisor Signature of Supervisor (acknowledging receipt only) Date Received Formatted: Centered Formatted: Top: 0.7", Bottom: 0.7" Formatted: Font: 12 pt Formatted: Font: 12 pt Formatted: Font: (Default) Times New Roman Formatted: Font: 12 pt Formatted: Font: 12 pt Formatted Table Formatted: Font: 12 pt Formatted: Font: TimesNewRoman, Font color: Black Formatted: Font: 12 pt Formatted: Font: 12 pt Formatted: Font: 12 pt Formatted: Font: 12 pt Formatted: Font: 12 pt Formatted Table Formatted: Font: 12 pt Formatted: Font: 12 pt Formatted: Font: 12 pt Formatted: Font: 12 pt Formatted: Font: 12 pt Formatted: Left 8.6 Reporting Prohibited Weapon Policy Violations: Any employee who witnesses any prohibited activity as defined in this policy shall immediately report such activity to their immediate supervisor, or the Bayfield County Administrator. An employee shall immediately contact a supervisor if he/she suspects an employee or member of the public is carrying a prohibited weapon on the premises of the County. Employees are required to immediately contact a supervisor if they suspect an employee to be carrying a prohibited weapon at any time while they are working for the County, acting within the course and scope of employment, or acting as a representative of the County. 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 61,489.00 .00 61,489.00 3,738.81 .00 12,958.28 48,530.72 21 15,541.90 Department 02 - Clerk of Courts 396,181.00 .00 396,181.00 30,893.10 .00 118,380.08 277,800.92 30 115,663.18 Department 04 - Criminal Justice 189,159.00 .00 189,159.00 12,101.63 .00 38,668.87 150,490.13 20 51,407.22 Department 06 - Coroner 17,094.00 .00 17,094.00 1,485.89 .00 4,651.70 12,442.30 27 4,471.67 Department 07 - Administrator 600,105.00 .00 600,105.00 46,367.04 .00 175,855.01 424,249.99 29 96,768.60 Department 08 - District Attorney 217,788.00 .00 217,788.00 16,815.41 .00 63,774.69 154,013.31 29 58,500.98 Department 09 - Child Support 286,966.00 .00 286,966.00 21,424.57 .00 81,880.76 205,085.24 29 70,464.49 Department 10 - County Clerk 258,625.00 .00 258,625.00 20,188.01 .00 74,637.65 183,987.35 29 117,795.09 Department 12 - Treasurer 144,390.00 .00 144,390.00 11,094.82 .00 43,314.87 101,075.13 30 41,101.82 Department 13 - Land Records 555,790.00 .00 555,790.00 37,536.07 .00 156,882.22 398,907.78 28 123,777.92 Department 14 - Court House 318,548.00 .00 318,548.00 24,409.21 .00 91,589.62 226,958.38 29 85,698.32 Department 15 - Register of Deeds 181,279.00 .00 181,279.00 10,895.38 .00 51,176.08 130,102.92 28 50,822.88 Department 16 - PSAP Consortium (Joint Dispatch)161,259.00 .00 161,259.00 10,504.17 .00 40,007.97 121,251.03 25 .00 Department 17 - Sheriff 4,304,816.00 .00 4,304,816.00 333,697.24 .00 1,293,153.40 3,011,662.60 30 1,170,671.80 Department 18 - Emergency Management 150,607.00 .00 150,607.00 9,188.86 .00 34,805.07 115,801.93 23 36,906.81 Department 19 - Veteran's Services 187,167.00 .00 187,167.00 14,467.70 .00 54,937.18 132,229.82 29 45,693.85 Department 20 - Health 1,169,988.00 94,241.00 1,264,229.00 86,939.49 .00 314,821.09 949,407.91 25 240,503.07 Department 22 - Fair .00 .00 .00 .00 .00 .00 .00 +++.00 Department 23 - Tourism 263,451.00 .00 263,451.00 19,998.46 .00 74,739.77 188,711.23 28 50,718.10 Department 25 - UW Extension 101,077.00 .00 101,077.00 7,290.01 .00 27,366.68 73,710.32 27 24,912.85 Department 26 - Zoning 664,417.00 .00 664,417.00 48,438.64 .00 177,877.64 486,539.36 27 147,238.53 Department 28 - Land Conservation 422,187.00 .00 422,187.00 30,584.66 .00 118,264.71 303,922.29 28 119,699.79 Department 29 - Land Use Planning .00 .00 .00 .00 .00 .00 .00 +++.00 Department 31 - Information Services 482,522.00 .00 482,522.00 37,102.89 .00 140,461.73 342,060.27 29 122,973.86 Department 34 - Forestry 1,126,076.00 .00 1,126,076.00 80,666.05 .00 304,014.52 822,061.48 27 274,741.01 EXPENSE TOTALS $12,260,981.00 $94,241.00 $12,355,222.00 $915,828.11 $0.00 $3,494,219.59 $8,861,002.41 28%$3,066,073.74 Fund 100 - General Totals EXPENSE TOTALS 12,260,981.00 94,241.00 12,355,222.00 915,828.11 .00 3,494,219.59 8,861,002.41 28%3,066,073.74 Fund 100 - General Totals ($12,260,981.00)($94,241.00)($12,355,222.00)($915,828.11)$0.00 ($3,494,219.59)($8,861,002.41)($3,066,073.74) Fund 235 - Human Services EXPENSE Department 00 - General Fund .00 .00 .00 .00 .00 .00 .00 +++77.02 Department 47 - Behavioral Health & Community 488,314.00 .00 488,314.00 26,264.96 .00 98,886.81 389,427.19 20 96,408.15 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 724,747.00 .00 724,747.00 57,478.94 .00 218,568.64 506,178.36 30 196,854.11 Department 53 - Family Services 1,692,542.00 .00 1,692,542.00 42,177.88 .00 169,717.95 1,522,824.05 10 132,958.91 Run by Paige Terry on 04/25/2024 03:24:59 PM Page 1 of 3 Personnel Financial Through April 30, 2024 Through 04/30/24 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 54 - Economic Support 461,891.00 .00 461,891.00 36,314.39 .00 135,982.68 325,908.32 29 121,332.25 Department 55 - Aging and Disabilities 385,735.00 .00 385,735.00 17,196.81 .00 85,206.31 300,528.69 22 116,010.59 Department 56 - GWAAR 267,726.00 .00 267,726.00 26,312.12 .00 89,154.90 178,571.10 33 79,520.85 Department 58 - ADRC-Bayfield Co 169,072.00 .00 169,072.00 11,108.56 .00 34,661.98 134,410.02 21 30,710.89 Department 59 - ADRC-North 163,834.00 .00 163,834.00 10,572.74 .00 40,423.93 123,410.07 25 36,669.51 EXPENSE TOTALS $4,353,861.00 $0.00 $4,353,861.00 $227,426.40 $0.00 $872,603.20 $3,481,257.80 20%$810,542.28 Fund 235 - Human Services Totals EXPENSE TOTALS 4,353,861.00 .00 4,353,861.00 227,426.40 .00 872,603.20 3,481,257.80 20%810,542.28 Fund 235 - Human Services Totals ($4,353,861.00)$0.00 ($4,353,861.00)($227,426.40)$0.00 ($872,603.20)($3,481,257.80)($810,542.28) Fund 242 - PSAP EXPENSE Department 01 - County Board .00 .00 .00 .00 .00 .00 .00 +++.00 Department 16 - PSAP Consortium (Joint Dispatch)111,717.00 .00 111,717.00 .00 .00 .00 111,717.00 0 .00 Department 31 - Information Services .00 .00 .00 .00 .00 .00 .00 +++.00 EXPENSE TOTALS $111,717.00 $0.00 $111,717.00 $0.00 $0.00 $0.00 $111,717.00 0%$0.00 Fund 242 - PSAP Totals EXPENSE TOTALS 111,717.00 .00 111,717.00 .00 .00 .00 111,717.00 0%.00 Fund 242 - PSAP Totals ($111,717.00)$0.00 ($111,717.00)$0.00 $0.00 $0.00 ($111,717.00)$0.00 Fund 276 - American Rescue Plan 2021 Grant EXPENSE Department 20 - Health .00 .00 .00 .00 .00 458.96 (458.96)+++.00 Department 23 - Tourism .00 .00 .00 .00 .00 .00 .00 +++.00 Department 56 - GWAAR 69,583.00 .00 69,583.00 5,515.86 .00 20,893.15 48,689.85 30 18,624.24 EXPENSE TOTALS $69,583.00 $0.00 $69,583.00 $5,515.86 $0.00 $21,352.11 $48,230.89 31%$18,624.24 Fund 276 - American Rescue Plan 2021 Grant Totals EXPENSE TOTALS 69,583.00 .00 69,583.00 5,515.86 .00 21,352.11 48,230.89 31%18,624.24 Fund 276 - American Rescue Plan 2021 Grant Totals ($69,583.00)$0.00 ($69,583.00)($5,515.86)$0.00 ($21,352.11)($48,230.89)($18,624.24) Fund 710 - Highway EXPENSE Department 71 - Highway Dept 2,646,139.00 .00 2,646,139.00 175,979.91 .00 806,485.21 1,839,653.79 30 791,189.77 EXPENSE TOTALS $2,646,139.00 $0.00 $2,646,139.00 $175,979.91 $0.00 $806,485.21 $1,839,653.79 30%$791,189.77 Fund 710 - Highway Totals EXPENSE TOTALS 2,646,139.00 .00 2,646,139.00 175,979.91 .00 806,485.21 1,839,653.79 30%791,189.77 Run by Paige Terry on 04/25/2024 03:24:59 PM Page 2 of 3 Personnel Financial Through April 30, 2024 Through 04/30/24 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 710 - Highway Totals ($2,646,139.00)$0.00 ($2,646,139.00)($175,979.91)$0.00 ($806,485.21)($1,839,653.79)($791,189.77) Grand Totals EXPENSE TOTALS 19,442,281.00 94,241.00 19,536,522.00 1,324,750.28 .00 5,194,660.11 14,341,861.89 27%4,686,430.03 Grand Totals ($19,442,281.00)($94,241.00)($19,536,522.00)($1,324,750.28)$0.00 ($5,194,660.11)($14,341,861.89)($4,686,430.03) Run by Paige Terry on 04/25/2024 03:24:59 PM Page 3 of 3 Personnel Financial Through April 30, 2024 Through 04/30/24 Prior Fiscal Year Activity Included Summary Listing Human Resources Report / Kris Kavajecz As of February 29, 2024 ACTIVITY This Month YEAR-TO-DATE Retirements 0 1 Worker’s Comp Claims 2 5 Resignations 1 2 Terminations 0 0 Other 0 0 HIRES This Month YEAR-TO-DATE Full-Time 2 9 Part-Time 1 3 Temporary/Seasonal 0 0 Interviews 5 28 Exit Interviews 0 1 Details: Retirement: Resignations: Pete Havlik, Addressing Specialist Hires: Olivia Garramone, Coordinated Services Team Case Manager Nathanael Bonnell, PT GIS/911 Database Specialist Desiree Neiwinski, Short-Term Rental/Environmental Health Specialist Ashlee Larson Promoted to Lead CCO Other Activities: • Met with Website Committee members. We have scheduled several training sessions for County Web Site Managers at the beginning of March. • Conducted a group orientation session with New Employees to cover policies and procedures, county demographics and other details about county operations. • Interviewed two students with Northwood Technical College. Both students will be completing brief internships with the Human Resources Office. One will be putting together training materials and a presentation on how to use Facebook and Linkedin to promote county activities and recruitment efforts. The other will be developing materials and strategies that can be used for employment/career fairs. Both interns need to contribute 20 hours for their coursework. • Met with the County Administrator and Elected Officials to discuss wages for the upcoming term. Researched other county wages and internal supervisory wages. • Participated in two PSAP Board meetings. • Attended the South Shore High School Career Fair. Made 3 presentations: 8-9th grades, 10-11 grades and Seniors. The presentations covered career opportunities with Bayfield County as well as summer work and internship opportunities as they progress through their college years. • Coordinated with NWCEP for a potential temporary Scanning Assistant for the CCS Program. This individual would be an employee of CEP, but would gain work experience through Bayfield County. • Met with Kellie Pederson, UW Extension Educator to begin developing an outline for a County Workforce Workgroup. The Workgroup will plan and strategize ways to address the shrinking workforce. • Participated in one Webinar regarding Protecting our Workplace from Violence. The legal office that provides the county with Personnel-related legal services provides regular “Breakfast Briefings” on various topics at no cost to their clients. These webinars are helpful in learning what is trending in the legal arena and what we can do to avoid these situations. • Distributed invitations for the Leadership Training Series that will begin in late March. Brad Gingras with Superior Strategies will facilitate this training series. • Researched and formulated draft updates for the Prohibited Weapons and Tuition Assistance policies. • Began compiling materials and presentation for the County Board Supervisor Orientation that will take place in April. Human Resources Report / Kris Kavajecz As of March 31, 2024 ACTIVITY This Month YEAR-TO-DATE Retirements 0 1 Worker’s Comp Claims 2 8 Resignations 3 5 Terminations 0 0 Other 0 0 HIRES This Month YEAR-TO-DATE Full-Time 1 9 Part-Time 0 3 Temporary/Seasonal 0 0 Interviews 7 35 Exit Interviews 1 2 Details: Retirement: Resignations: Sherri Dietrich, Register of Deeds Recording Clerk Natalie Oelke, PT Land Information Assistant Jennifer Simmons, PT CCO Hires: Austin Sann, Treatment Court Case Manager Other Activities: • Coordinated two internships with Northwood Technical College. Both students are working on completing brief internships with the Human Resources Office. One will be putting together training materials related to State and Federal FMLA. The other will be developing materials and strategies that can be used for employment/career fairs. Both interns need to contribute 20 hours for their coursework. • Attended the Northland College Career Fair. • Participated in training to administer the new electronic Door Controls system. • Participated in a Department Head meeting. This is a great opportunity to review policies and procedures that department heads may not encounter on a regular basis. • Worked with Kellie Pederson to begin preparing for the Workforce Workgroup. This group will analyze and make recommendations related to anticipated staffing shortages. We are already seeing a significant reduction in the number of applications being received. Human Resources Report / Kris Kavajecz As of April 30, 2024 ACTIVITY This Month YEAR-TO-DATE Retirements 0 1 Worker’s Comp Claims 3 11 Resignations 1 6 Terminations 0 0 Other 0 0 HIRES This Month YEAR-TO-DATE Full-Time 1 10 Part-Time 0 3 Temporary/Seasonal 0 0 Interviews 10 45 Exit Interviews 2 4 Details: Retirement: Resignations: Val Gurske-Westlund, Family Specialist Hires: Colleen Detjens, Economic Support Specialist Rich Carbon, Temporary CEP Scanning Intern Other Activities: • Participated in a Securities and Facilities meeting. The primary discussion centered around audio and video recordings in public spaces. Safety/security and personal privacy conflict when it comes to this topic. • Coordinated with 2 Northwood Technical College students that are working on completing brief internships with the Human Resources Office. Both are nearing completion of their internships. • The first Workforce Workgroup meeting was held. The group reviewed current employment statistics and data related to recruitment and demographics. They also reviewed a schedule of topics to be discussed over the next several months. • Coordinated with five previous summer employees that will be returning again for 2024. • Received several requests for Family and Medical Leaves. Some for medical procedures requiring extended leaves of absence and a couple for intermittent medical needs/appointments.