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HomeMy WebLinkAboutPersonnel Committee - Agenda - 6/6/2024 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 1. Discussion and Possible Action Regarding July Meeting Date Due to July 4 Holiday Dennis Pocernich (Chair) Mary Dougherty (Vice-Chair) 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, June 6, 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: 256 109 584 140 Passcode: wm9AnU Dial in by phone +1 715-318-2087,,422509829# United States, Eau Claire Find a local number Phone conference ID: 422 509 829# 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 2. Call to Order 3. Public Comment 4. Discussion and Possible Action Regarding Approval of Minutes of May 2, 2024 5. Discussion regarding Weapons Policy 6. Discussion and Possible Action Regarding Energy Specialist 7. Discussion Regarding Budget 2025 Reclassifications and New Positions 8. Reports a. Workforce Workgroup Status Report b. Personnel Financial Report as of May 31, 2024 c. Human Resources Report, May 2024 d. July 4 Meeting Date Change (3pm on July 11, 1 hour before Exec Committee?) 9. 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 May 2, 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, June 6, 2024 Item 5. At the last meeting we reviewed a possible weapons policy modification. Our insurer has recommended not adopting a policy like this. Board members also had questions about additional personal liability coverage an employee could be asked to take out. I spoke with some insurance professionals, and they were not aware of a rating or underwriting option specifically for individuals carrying weapons in the field. In short, I would need to do additional research if the county wanted to pursue a personal certificate of liability coverage for an employee carrying a weapon at work. I think if the county were to adopt such a policy, it would be a county liability coverage issue. Item 6. The $8 million DOE Grant the County received includes funds for an Energy Specialist, this person will help administer the grant and can be used to assist with other grant writing activities. A draft job description is in the packet. Item 7: Attached are some 2025 personnel changes received to date: Reclassifications: 4 positions. Bolded have some funding. • DA Office Clerk • HS, Clerk 1, Clerk 2 o Clerk III o Economic Support Specialist New Positions: 13 new. Bolded have some funding. 1. Criminal Justice, Part Time Case Manager Mental Health Court 2. Sheriff: Park and Rec Deputy a. Patrol Deputy 3. Tourism: Increase 60% clerk to 100% 4. Zoning: Zoning Supervisor 5. Human Services a. Clerk III b. CCS Service Facilitator c. CLTS Case Manager d. Home delivered meals driver 6. Highway: Mechanic 7. County Admin: HR Assistant 8. County Admin: Grant Writer Item 8. Reports: • The workforce workgroup has met several times. This group is exploring future workforce recruitment, retention and other options as workforce shortages become more of an issue. Attached please find a proposed survey and recent meeting minutes. • The Personnel Financial Report for end of May is attached, May is the 41% mark through the year. Overall the County is at 36% of budget. Overall expenses are $1.2 million (20%) over last year. o General Fund: 39%, ytd, 23% over last year. o Human Services: 27% ytd, 17% over last year o Highway: 39%, 10% over last year • HR Report is attached. • Our next meeting is July 4, proposed to move the next Personnel meeting to 3pm, one week later, for a short, 1 hour meeting before the Executive Committee meeting. Minutes of the Bayfield County Personnel Committee Meeting 4:00 PM, May 2, 2024 Meeting was Held In Person in the County Board Room and virtually Members Present: Marty Milanowski, Mary Dougherty, Dennis Pocernich, Madelaine Rekemeyer, Fred Strand Others Present: Mark Abeles-Allison County Administrator, Kristine Kavajecz-Human Resources Director (virtual), Scott Galetka, Gail Reha, Kelly Westlund, Jason Holmes Meeting called to order at 4:00pm by Abeles-Allison Election of Chair: Motion Milanowski to nominate Pocernich for Chair. Motion Milanowski to close nominations and cast a unanimous ballot for Pocernich. Motion Carried (5-0) Election of Vice-Chair: Motion Strand to nominate Dougherty for Vice-Chair. Motion Rekemeyer to close nominations and cast a unanimous ballot for Dougherty. Motion Carried (5- 0) Approval of Minutes of February 1, 2024: Motion Milanowski, Dougherty to approve minutes of the February 1, 2024 Personnel Committee meeting. Motion Carried (5-0). Land Records Contract GIS/Remote Sensing Specialist: 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. The proposed job description was included in the meeting packet. Recommendation was made to convert the current contract position to a county employment position effective June 1, 2024 and place the position at Grade H of the wage schedule. Galetka made comments supporting the request. Motion Dougherty, Milanowski to create the position of GIS/Remote Sensing Specialist and place the position at Grade H of the wage schedule. Motion Carried (5-0) Temporary Housing Outreach Grants Assistant: 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, a recommendation was made to offer the position as a temporary Bayfield County employment position. A draft job description was included in the meeting packet. The position would be placed at the base, Grade C wage level. Kelly Westlund explained that there is approximately $3,500 available to fund this position. Motion Rekemeyer, Dougherty to create the position of Temporary Housing Outreach Grants Assistant at Grade C and authorize up to 150 hours. Motion Carried (5-0) Dental Plan Coverage in 2025: Recommendation was made to discontinue offering the P04 Plan (combined Health & Preventive Dental). Continue to offer both Preventive and Supplemental dental as voluntary stand-alone options for employees. Motion Rekemeyer to discontinue offering the P04 plan, but continue to offer separate health and dental insurance coverages. Motion Carried (5-0) Weapons Policy: Included in the meeting packet were the current county weapons policy, DNR weapons policy and draft revised county weapons policy. Forester, Jason Holmes explained the request from the Foresters to carry a weapon when working in the forest. Foresters do carry bear spray. Question was asked if the county can require an employee to carry personal liability insurance if allowed to carry a concealed weapon. Reports a. Personnel Financial Report as of April 30, 2024: This report includes all personnel- related expenses. $3.5 million spent through the end of April. This is consistent with budget allocations. b. Human Resources Reports, February, March, April 2024 c. Joint Dispatch Update: d. Reclassification Update: The Personnel Committee approved a Pay and Position Adjustment policy in December, 2023. Departments must submit requests to Human Resources no later than August 1. This includes requests for new/modified positions as well as reclassifications. DHS has made a request to create the position of Social Worker in the CCS Program. This is a new position and will be included in the requests for 2025. Motion Milanowski, Dougherty 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 February 1, 2024. Motion Carried (5-0) Entered closed session at 4:58 pm. Motion Milanowski, Dougherty to return to open session. Motion Carried (5-0). Returned to open session at 5:00 pm. Meeting adjourned at 5:00 pm. Minutes respectfully submitted by Kristine Kavajecz 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. Formatted: Font: (Default) Tahoma, 12 pt Formatted: Font: (Default) Tahoma, 12 pt Formatted: Font: (Default) Tahoma Formatted: Font: (Default) Tahoma, 12 pt Formatted: Font: (Default) Tahoma, 12 pt Formatted: Left 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 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: Font: (Default) Tahoma, 12 pt Formatted: Indent: Left: 0", Hanging: 0.19" Formatted: Font: (Default) Tahoma, 12 pt Formatted: Font: (Default) Tahoma, 12 pt that the employee meets one of the above criteria and intends to carry the weapon(s). b. 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. 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. that the employee meets one of the above criteria and intends to carry the weapon(s). b. 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. 8.5 Prohibitions: 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 in County-owned, rented, leased, or otherwise 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 county rules regarding the carrying and handling of such weapons. 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. 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 employee may lead to disciplinary action up to and including termination of employment in accordance with the applicable law. 8.6 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 8.7 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. 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. 8.8 Right to Inspection: 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 employment. 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. 8.11 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. 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 1 BAYFIELD COUNTY JOB DESCRIPTION _______________________________________________________________________ 1. DEPARTMENT: County Administrator _____________________________________________________________ 2. EMPLOYEE NAME: _____________________________________________________________ 3. POSITION TITLE: Energy Specialist 4. POSITION PURPOSE: The Energy Specialist will support and assist electrical and mechanical contractors, distributors, manufacturer representatives, and other market actors to implement Bayfield County’s transition to a green infrastructure. The successful applicant will be a self-starter and will be highly organized with good communication skills. This position is remote work eligible. However, the successful candidate will be required to make some site visits to Bayfield County as needed. Work is performed both in the field and in an office environment. Work performed in the field may be hazardous (i.e. construction sites.) 5. QUALIFICATIONS: A. A bachelor’s degree or equivalent work experience required. B. One (1) year working in an energy-related field and with the general public preferred. C. Experience and/or education in accounting (government accounting preferred). D. Experience working with electrical and mechanical contractors preferred. E. Experience in an office setting preferred. 6. KNOWLEDGE, SKILLS, AND ABILITIES: A. Practical computer experience. B. Ability to use Microsoft Office with strong skills in Excel. C. Experience working with databases and document processing will be weighted favorably, including any relevant work with file sharing systems. D. Knowledge of modern office equipment; knowledge of spelling, punctuation, and grammar; skill in word processing, data entry, and editing documents; oral and written communication skills. E. Ability to work independently. F. Ability to perform difficult and varied tasks. G. Be very detail oriented. 2 7. EXAMPLES OF DUTIES: A. Under general direction, assists in the planning, promotion, implementation and coordination of Bayfield County’s energy conservation programs. B. Develops and disseminates conservation and services information suitable for distribution to the public. C. Coordinates support services to produce conservation and services materials. D. Works with contractors to ensure that Bayfield County’s green energy program is meeting all goals and deadlines. E. Speaks to groups and conducts workshops. F. Prepares written reports and spreadsheets for the County Board of Supervisors and County Administrator, including technical reports concerning the use of energy. G. Answers conservation and service-related questions. H. Uses computer programs to analyze and present information to County Board of Supervisors and County Administrator. I. Acts as liaison with community organizations and local municipalities. J. Performs other related duties as assigned. 8. Physical Requirements: A. Prolonged periods of sitting and working at a computer. B. May experience frequent periods of standing, walking, pushing, and/or pulling. C. Ability to lift 50 pounds. 9. Title of Immediate Supervisor: County Administrator 10. Nature of Supervision Exercised Over Employee’s Work: Moderate 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: Occasional by telephone, 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 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 ____________________ 1 BAYFIELD COUNTY JOB DESCRIPTION _______________________________________________________________________ 1. DEPARTMENT: County Administrator _____________________________________________________________ 2. EMPLOYEE NAME: _____________________________________________________________ 3. POSITION TITLE: Grant Writer / Administrator 4. POSITION PURPOSE: The Grant Writer/Administrator is responsible for all aspects of the Grants Department management, including daily office operations and procedure, budgets, and finances; communication with the Finance Committee and County Administrator. The Grant Writer/Administrator’s is responsible for seeking out new state and federal grants; the management, administration, writing, submission and coordination of all new grants. The Grant Writer/Administrator will seek out grants that not only benefit Bayfield County, but also assist our local municipalities’ foster economic growth. A. Approximately 25% of time is spent outdoors completing site investigations, planning, survey, and construction inspection, and 75% of time is comprised of office work including budgets, accounting, engineering design, partnership activities, grant writing, record keeping, cost-share contracts and reimbursements, and grant reporting. B. Travel during the day and some evening hours throughout the county is required. Travel may extend to other locations within the state or adjoining states. C. Work is generally performed under moderately safe and comfortable conditions, however exposure to weather, water bodies, and heavy equipment may cause some discomfort and where there is a risk of injury. 5. QUALIFICATIONS: A. A Bachelor’s Degree in business administration or public administration, communications, English, or accounting. B. Prior experience grant writing, administration and management preferred, but may be obtained after hire at the discretion of the County Board Chair and County Administrator. C. A combination of training, education and experience which provides the desired knowledge, skills, and abilities may be considered. D. Proficiency with grants.gov, state and federal statues, and local ordinances preferred but may be obtained after hire. 2 E. Proficiency in Microsoft Office. 6. KNOWLEDGE, SKILLS, AND ABILITIES: A. A valid state driver's license and a good driving record is required for this position. B. Ability to fulfill the physical, sensory, and cognitive demands of the job. C. Candidates for this position must possess the excellent oral and written communication skills needed to effectively interact with government agencies, elected officials, tribal officials, partner organizations, and the general public. D. Knowledge of the laws, administrative rules, local ordinances, and best management practices applicable to grant administration and reporting. E. Skill in group facilitation, motivation, collaboration, consensus building, public speaking, and in one-on-one communication. F. Knowledge of basic math, algebra, and statistics. Ability to produce written documents using prescribed formats and conforming to all rules of punctuation, grammar, diction, and style. G. Ability to process complex accounting information and manage department and grant budgets. H. Ability to comprehend, interpret, and create a variety of documents including contracts, bills and vouchers, time reports, technical references, policy and procedure manuals, county ordinances, press releases, newsletters, long-range plans, and grant reports. I. Ability to develop, implement, and manage local ordinances related to agriculture. J. Knowledge of and ability to operate a variety of office equipment including personal computers, telephones, photocopiers, scanners, and faxes. K. Skills and proficiency in the use of computer software and hardware used by the department including Microsoft Office and grants.gov. L. Ability to learn and adapt new technologies and computer software as the need arises. 7. EXAMPLES OF DUTIES: A. Conduct grant research, identify grant funding opportunities and determine eligibility requirements. Coordinate and perform a variety of technical functions involving the preparation, negotiation, monitoring, and administration of federal, state, and local grants. B. Write and submit grant applications in accordance with county policy and process requirements, prepare and maintain a variety of grant documentation. Monitor and ensure the county’s compliance with applicable grant funding and reporting requirements. Assist county’s departments and elected offices in grant and contract billing and payment processes. C. Develop standards for contracts, including presentation of budget, payment terms, general language, and provisions. Ensure accuracy and appropriateness of contract text and attachments in compliance with policies and procedures. D. Maintain deadlines and communicate with all parties about contractual issues. 3 E. Review contractual performance to ensure compliance with terms and identify conflicts or changes requiring resolution, amendment, or modification at contract renewal. F. Collaborate with stakeholders to ensure compliance with federal, state, local and private regulations governing grants and contracts. G. Perform various grant and contract administration functions such as billings, budget amendments, program evaluation, etc. Develop policies and procedures in accordance with federal state, and local regulations and laws. H. Ensure accurate and timely preparation of grant billings and reports and create and maintain documentation to support grant and contract expenses. I. Monitor grant and contract budgets, expenditures, program goals and monthly performance. J. Develop, prepare, and participate in the implementation of short- and long-range financial plans. K. Prepare interim, quarterly, and annual financial reports and statements, including grant and contract financial statements and reports. Prepare various statistical, tax, and status reports and maintain pertinent contractual and grant records and documentation, including a grants and contracts inventory. L. Provide guidance and training to stakeholders about grant and contract matters, policies and procedures, and budget preparation. 8. PHYSICAL REQUIREMENTS: A. Frequent standing, walking, reaching, twisting, bending, sitting. B. Ability to lift up to 20 lbs. 9. Title of Immediate Supervisor: County Administrator 10. Nature of Supervision Exercised Over Employee’s Work: Moderate 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: 14. List the Date the Employee Began Service in the Department and the Previous Position(s) Held, Including Dates and Title for Each Position 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 ____________________ ORGANIZATIONAL CULTURE: I feel a connection to my immediate co-workers.Stongly Agree Agree Neutral Disagree Strongly Disagree Departments work well together.Stongly Agree Agree Neutral Disagree Strongly Disagree Bayfield County fosters a culuture of community support.Stongly Agree Agree Neutral Disagree Strongly Disagree I feel like I fit in here.Stongly Agree Agree Neutral Disagree Strongly Disagree Me and my colleagues work well as a team.Stongly Agree Agree Neutral Disagree Strongly Disagree Bayfield County is open to change.Stongly Agree Agree Neutral Disagree Strongly Disagree County leadership keeps employees informed about what is happening.Stongly Agree Agree Neutral Disagree Strongly Disagree When problems arise, Bayfield County handles them well.Stongly Agree Agree Neutral Disagree Strongly Disagree Bayfield County Leadership have communicated a vision that motivates me.Stongly Agree Agree Neutral Disagree Strongly Disagree I feel safe at work.Stongly Agree Agree Neutral Disagree Strongly Disagree What is one thing you would like bayfield county to implement, change or discontinue? What do you enjoy most about working for Bayfield County? Please share any other thoughts you would like to add related to Bayfield County Organizational Culture. JOB SATISFACTION: My work is meaningful.Stongly Agree Agree Neutral Disagree Strongly Disagree My work efforts are valued.Stongly Agree Agree Neutral Disagree Strongly Disagree I am given enough freedom to decide how to do my work.Stongly Agree Agree Neutral Disagree Strongly Disagree I know what is needed to meet my goals and objectives.Stongly Agree Agree Neutral Disagree Strongly Disagree I have the materials and equipment I need to do my job well.Stongly Agree Agree Neutral Disagree Strongly Disagree My workload is reasonable.Stongly Agree Agree Neutral Disagree Strongly Disagree Work is distributed evenly across my team.Stongly Agree Agree Neutral Disagree Strongly Disagree My job description accurately reflects my current roles.Stongly Agree Agree Neutral Disagree Strongly Disagree I rarely think about looking for another job.Stongly Agree Agree Neutral Disagree Strongly Disagree I would recommend Bayfield County as a great place to work.Stongly Agree Agree Neutral Disagree Strongly Disagree I see myself still working for Bayfield County in two years' time.Stongly Agree Agree Neutral Disagree Strongly Disagree I feel like all of my talents are being used in my position.Stongly Agree Agree Neutral Disagree Strongly Disagree I am proud to work for Bayfield County.Stongly Agree Agree Neutral Disagree Strongly Disagree I worry about losing my job.Stongly Agree Agree Neutral Disagree Strongly Disagree Please share any other thoughts you would like to add related to your Job Satisfaction. PROFESSIONAL GROWTH: I feel that I am growing professionally.Stongly Agree Agree Neutral Disagree Strongly Disagree Thank you for participating in this Bayfield County Employee Engagement Survey. Your response will be submitted anonymously. An aggregated response summary will be shared with all county staff. Large departments (Human Services, Highway, Sheriff's Office) will receive county-wide aggregated responses as well as a summary of responses specific to that department. All other Departments will be included in the county-wide aggregated response summary. Any responses with Personally Identifiable Information will be redacted. The survey information will be used by the Workforce Workgroup to make recommendations related to recruitment and retention efforts. I am offered sufficient learning and development opportunities.Stongly Agree Agree Neutral Disagree Strongly Disagree My job allows me to develop new skills.Stongly Agree Agree Neutral Disagree Strongly Disagree Bayfield county offers adequate opportunities for promotions and career development.Stongly Agree Agree Neutral Disagree Strongly Disagree I know what I need to do to be successful in my role.Stongly Agree Agree Neutral Disagree Strongly Disagree Please share any other thoughts you would like to add related to Professional Growth. MANAGER RELATIONSHIP: My supervisor values my contributions.Stongly Agree Agree Neutral Disagree Strongly Disagree My supervisor seems invested in the team’s success.Stongly Agree Agree Neutral Disagree Strongly Disagree My supervisor is a great role model for employees.Stongly Agree Agree Neutral Disagree Strongly Disagree My supervisor treats employees fairly.Stongly Agree Agree Neutral Disagree Strongly Disagree I receive recognition for my achievements at work.Stongly Agree Agree Neutral Disagree Strongly Disagree Please share any other thoughts you would like to add related to Manager Relationship. COMPENSATION AND BENEFITS: My benefits package is competitive.Stongly Agree Agree Neutral Disagree Strongly Disagree Bayfield County provide sufficient benefits when it comes to my well-being and mental health.Stongly Agree Agree Neutral Disagree Strongly Disagree I am compensated appropriately for my job duties.Stongly Agree Agree Neutral Disagree Strongly Disagree I am able to get leave time when I need it.Stongly Agree Agree Neutral Disagree Strongly Disagree What would you like to change about your current benefits package? Please share any other thoughts you would like to add related to Compensation and Benefits. WORK-LIFE BALANCE: I have been offered the support and flexibility necessary to thrive at work.Stongly Agree Agree Neutral Disagree Strongly Disagree I have to work outside of my standard hours to ensure that my work gets done.Stongly Agree Agree Neutral Disagree Strongly Disagree Bayfield County provides me with enough leave time to ensure I have a good work-life balance.Stongly Agree Agree Neutral Disagree Strongly Disagree Please share any other thoughts you would like to add related to Work-Life Balance. Bayfield County Workforce Taskforce Meeting 2 May 23, 2024 DHS Conference Room A Present: Steve Probst, Carrie Linder, Michelle Alexy, Stephanie Eder, Kris Kavajecz, Heather Lee, Kellie Pederson Review Taskforce Purpose: Goal: By April 2025, develop a set of strategies that will build Bayfield County’s capacity to attract and retain a skilled workforce in order to provide critical services to the residents of the County over the next 20 years. Recap of the April meeting. Reviewed additional population and migration data. Average age at retirement for General Bayfield County employees is 65. Average retirement age for Protective Status Bayfield County employees is 55. Data related to how applicants learn about Bayfield County vacancies was reviewed. Primary sources were Bayfield County web site, Word of Mouth and “Other Sources” not specifically identified. The group reviewed a draft Employee Engagement Survey. The survey questions will be distributed to workgroup members to receive additional feedback. Recommendation is to aggregate responses by Generation and county-wide. Responses from the Human Services, Highway and Sheriff’s Offices will also be summarized independently for use by those specific departments. The group continued to brainstorm: i. Workforce recruitment strategies ii. Leadership succession planning strategies iii. Workforce culture improvement strategies iv. Collaborations with other entities to share resources v. Outsourcing or remote service arrangements vi. Implementing technology to decrease workload 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 7,384.40 .00 20,342.68 41,146.32 33 21,105.35 Department 02 - Clerk of Courts 396,181.00 .00 396,181.00 42,878.44 .00 161,258.52 234,922.48 41 146,970.57 Department 04 - Criminal Justice 189,159.00 .00 189,159.00 20,689.91 .00 59,358.78 129,800.22 31 66,800.78 Department 06 - Coroner 17,094.00 .00 17,094.00 1,286.87 .00 5,938.57 11,155.43 35 5,994.76 Department 07 - Administrator 600,105.00 .00 600,105.00 65,089.57 .00 240,944.58 359,160.42 40 122,288.01 Department 08 - District Attorney 217,788.00 .00 217,788.00 23,801.00 .00 87,575.69 130,212.31 40 73,941.73 Department 09 - Child Support 286,966.00 .00 286,966.00 29,092.08 .00 110,972.84 175,993.16 39 89,027.61 Department 10 - County Clerk 258,625.00 .00 258,625.00 27,603.64 .00 102,241.29 156,383.71 40 148,286.97 Department 12 - Treasurer 144,390.00 .00 144,390.00 16,362.26 .00 59,677.13 84,712.87 41 51,625.02 Department 13 - Land Records 555,790.00 .00 555,790.00 50,970.11 .00 207,852.33 347,937.67 37 158,957.06 Department 14 - Court House 318,548.00 .00 318,548.00 34,389.71 .00 125,979.33 192,568.67 40 108,219.64 Department 15 - Register of Deeds 181,279.00 .00 181,279.00 17,959.61 .00 69,135.69 112,143.31 38 63,865.56 Department 16 - PSAP Consortium (Joint Dispatch)161,259.00 .00 161,259.00 15,764.18 .00 55,772.15 105,486.85 35 3,123.63 Department 17 - Sheriff 4,304,816.00 .00 4,304,816.00 461,049.53 .00 1,754,202.93 2,550,613.07 41 1,471,255.91 Department 18 - Emergency Management 150,607.00 .00 150,607.00 13,081.26 .00 47,886.33 102,720.67 32 46,626.42 Department 19 - Veteran's Services 187,167.00 .00 187,167.00 20,272.11 .00 75,209.29 111,957.71 40 57,720.46 Department 20 - Health 1,169,988.00 94,241.00 1,264,229.00 127,480.54 .00 443,032.60 821,196.40 35 309,620.32 Department 22 - Fair .00 .00 .00 .00 .00 .00 .00 +++.00 Department 23 - Tourism 263,451.00 .00 263,451.00 32,854.48 .00 107,594.25 155,856.75 41 67,181.94 Department 25 - UW Extension 101,077.00 .00 101,077.00 9,523.80 .00 36,890.48 64,186.52 36 31,334.33 Department 26 - Zoning 664,417.00 .00 664,417.00 65,840.36 .00 243,718.00 420,699.00 37 184,728.94 Department 28 - Land Conservation 422,187.00 .00 422,187.00 43,841.24 .00 162,105.95 260,081.05 38 151,325.11 Department 29 - Land Use Planning .00 .00 .00 .00 .00 .00 .00 +++.00 Department 31 - Information Services 482,522.00 .00 482,522.00 53,038.14 .00 193,499.87 289,022.13 40 157,163.55 Department 34 - Forestry 1,126,076.00 .00 1,126,076.00 116,963.68 .00 420,978.20 705,097.80 37 348,773.65 EXPENSE TOTALS $12,260,981.00 $94,241.00 $12,355,222.00 $1,297,216.92 $0.00 $4,792,167.48 $7,563,054.52 39%$3,885,937.32 Fund 100 - General Totals EXPENSE TOTALS 12,260,981.00 94,241.00 12,355,222.00 1,297,216.92 .00 4,792,167.48 7,563,054.52 39%3,885,937.32 Fund 100 - General Totals ($12,260,981.00)($94,241.00)($12,355,222.00)($1,297,216.92)$0.00 ($4,792,167.48)($7,563,054.52)($3,885,937.32) 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 35,916.78 .00 134,803.59 353,510.41 28 119,324.71 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 79,806.19 .00 298,374.83 426,372.17 41 248,922.38 Department 53 - Family Services 1,692,542.00 .00 1,692,542.00 64,295.30 .00 234,014.17 1,458,527.83 14 169,247.92 Run by Paige Terry on 05/31/2024 08:14:46 AM Page 1 of 3 Personnel Financial Through May 31, 2024 Through 05/31/24 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 51,921.60 .00 187,904.28 273,986.72 41 153,413.81 Department 55 - Aging and Disabilities 385,735.00 .00 385,735.00 31,275.19 .00 116,485.81 269,249.19 30 144,911.36 Department 56 - GWAAR 267,726.00 .00 267,726.00 33,098.37 .00 122,253.27 145,472.73 46 100,636.12 Department 58 - ADRC-Bayfield Co 169,072.00 .00 169,072.00 12,176.51 .00 46,834.18 122,237.82 28 40,606.40 Department 59 - ADRC-North 163,834.00 .00 163,834.00 14,462.53 .00 54,886.46 108,947.54 34 46,274.68 EXPENSE TOTALS $4,353,861.00 $0.00 $4,353,861.00 $322,952.47 $0.00 $1,195,556.59 $3,158,304.41 27%$1,023,414.40 Fund 235 - Human Services Totals EXPENSE TOTALS 4,353,861.00 .00 4,353,861.00 322,952.47 .00 1,195,556.59 3,158,304.41 27%1,023,414.40 Fund 235 - Human Services Totals ($4,353,861.00)$0.00 ($4,353,861.00)($322,952.47)$0.00 ($1,195,556.59)($3,158,304.41)($1,023,414.40) 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 7,867.29 .00 28,760.44 40,822.56 41 23,543.25 EXPENSE TOTALS $69,583.00 $0.00 $69,583.00 $7,867.29 $0.00 $29,219.40 $40,363.60 42%$23,543.25 Fund 276 - American Rescue Plan 2021 Grant Totals EXPENSE TOTALS 69,583.00 .00 69,583.00 7,867.29 .00 29,219.40 40,363.60 42%23,543.25 Fund 276 - American Rescue Plan 2021 Grant Totals ($69,583.00)$0.00 ($69,583.00)($7,867.29)$0.00 ($29,219.40)($40,363.60)($23,543.25) Fund 710 - Highway EXPENSE Department 71 - Highway Dept 2,646,139.00 .00 2,646,139.00 237,907.12 .00 1,043,518.32 1,602,620.68 39 951,860.44 EXPENSE TOTALS $2,646,139.00 $0.00 $2,646,139.00 $237,907.12 $0.00 $1,043,518.32 $1,602,620.68 39%$951,860.44 Fund 710 - Highway Totals EXPENSE TOTALS 2,646,139.00 .00 2,646,139.00 237,907.12 .00 1,043,518.32 1,602,620.68 39%951,860.44 Run by Paige Terry on 05/31/2024 08:14:46 AM Page 2 of 3 Personnel Financial Through May 31, 2024 Through 05/31/24 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)($237,907.12)$0.00 ($1,043,518.32)($1,602,620.68)($951,860.44) Grand Totals EXPENSE TOTALS 19,442,281.00 94,241.00 19,536,522.00 1,865,943.80 .00 7,060,461.79 12,476,060.21 36%5,884,755.41 Grand Totals ($19,442,281.00)($94,241.00)($19,536,522.00)($1,865,943.80)$0.00 ($7,060,461.79)($12,476,060.21)($5,884,755.41) Run by Paige Terry on 05/31/2024 08:14:46 AM Page 3 of 3 Personnel Financial Through May 31, 2024 Through 05/31/24 Prior Fiscal Year Activity Included Summary Listing Human Resources Report / Kris Kavajecz As of May 31, 2024 ACTIVITY This Month YEAR-TO-DATE Retirements 1 2 Worker’s Comp Claims 3 14 Resignations 3 9 Terminations 0 0 Other 0 0 HIRES This Month YEAR-TO-DATE Full-Time 1 11 Part-Time 1 4 Temporary/Seasonal 4 4 Interviews 10 55 Exit Interviews 0 4 Details: Retirement: Bob Marx, Meal Delivery Driver Resignations: Franki Gross, Zoning Clerk II Val Gurske-Westlund, Family Specialist Abigail Hood-Sheriff Clerk I Hires: Terri Bieganek, Recording Clerk Edith Burbank, Land Information Specialist Lilly Nye, Beachwater Testing Intern Kaija Haveri, Beachwater Testing Intern Steven Yoshikane, Bailiff Greyson Welch, Seasonal Highway Assistant Other Activities: • Attended the Wisconsin Association of County Personnel Directors (WACPD) Conference in Green Bay. One of the primary discussion topics was regarding the use of Artificial Intelligence (AI) in the workplace. There was recently a lengthy article in the Wisconsin Counties Magazine on this topic as well. We are currently investigating the use of AI and policies that would need to be considered. • Worked with an employee group to hear concerns and help develop a plan to improve the employer/employee relationship and communication within the team moving forward. While complaints/concerns are not enjoyable to work through, it is an opportunity to improve. • The Workforce Workgroup began brainstorming various alternatives the county could consider on various personnel-related topics related to recruitment and retention. • Conducted a Group New Hire Orientation session. • Held two meetings with Ashland County Dispatchers to review Bayfield County benefits and talk about the transition that will take place later this year. • Conferred with Delta Dental to get quotes for alternative dental coverage options. • Prepared information for the 2025 budget planning session and Workforce Workgroup.