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It was submitted in July 2002. Report available at our office. (about 10 pages) <br />2. What is the status of the final report for Glass Recycling Program and Used Oil <br />Collection/Disposal for FY 2002-2003? <br />They were both submitted in July 2003 and are available at our office. (each about 10 <br />pages) <br />PAGE <br />1. A review of OT may answer questions such as: <br />➢ Was increase in overtime unavoidable and mostly due to: <br />• Emergencies? <br />• Specialized work? <br />• Vacancies? <br />Holiday pay is a large part of overtime as the Division operates 365 days a year. <br />Employees earning holiday pay at overtime rates, because they have to work on the <br />holidays, make up approximately half of the FY02-03 overtime costs. <br />Vacancies, absences, and emergencies caused the other half of the FY02-03 overtime <br />costs. During FY02-03, there was an average of 5 vacancies throughout the year. When <br />an employee calls in sick or takes emergency leave, other staff is called in to work <br />overtime to make certain services to the public continue and that the refuse locations are <br />accessible to the public. Some of the overtime is due to emergencies such as suppressing <br />afire at the Kona scrap metal yard and fire damage to various transfer station sites and <br />trailers. <br />➢ Number of employees receiving OT? <br />Approximately 54 <br />➢ Average OT amount? <br />The average overtime per employee would be about $5,200 <br />➢ Are we at a level where a greater effort should be made to fill vacancies or use <br />independent contractors? <br />The non -appointed positions in the department are represented by Union organizations - <br />UPW and HGEA. Contracting for the work performed by these positions could cost the <br />County considerable legal fees as the Unions could litigate the loss ofpositions. Also, <br />contracted services are usually for a limited amount of time and the positions that were <br />vacant perform ongoing duties. <br />A sustained effort has been, and continues to be, made to fill vacancies. The Department <br />hired a Personnel Management Specialist in October 2002. Retirements and injuries <br />with extended absences complicate the situation. Since our Personnel Management <br />Specialist has been on board, we have made substantial process. When she started, we <br />