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Merit Appeals Board December 18, 2019 <br /> completed the class. The program consisted of 12 months of training. They met two days a <br /> month, generally, on Fridays. And they had anywhere from two to four hours of training each of <br /> those days, and they discussed and they addressed various topics related to professional <br /> development, identifying proper classifications of work, labor relations—the whole gamut of HR <br /> and supervisory responsibilities as it relates to human resources. <br /> And we had a graduation ceremony where we recognized and we gave a certificate of <br /> completion to each of the graduates and we also had the mayor in attendance as well. The mayor <br /> had some comments where he was very appreciative and supportive of the program. Yes? <br /> CHR. NAMAHOE: Thirty-two participants—so these are 32 leaders of the various County <br /> agencies? <br /> MR. BRILHANTE: Correct. They're—what we did was we opened up invitation to all mid- <br /> level managers. So, it'd be like your excluded management. So, not your department heads, <br /> your deputies—but your management or supervisors—departmental supervisors. <br /> And the reason we selected that as a class was, we're hoping that through the trickle-down effect, <br /> if we better educate and better equip our managers with a greater understanding and knowledge <br /> of management—management skills, resources available, how do you handle a particular <br /> situation, concerns with—say, a ADA accommodation request. How do you properly handle <br /> that? Conducting a proper investigation. What's the steps needed prior to imposing discipline <br /> on an employee. <br /> The mindset behind that was if we can better equip our mid-level managers with that knowledge <br /> and gain their confidence, then the trickle-down effect is we'll see less and less of these <br /> situations arise at the grievance level. <br /> CHR. NAMAHOE: So, to clarify, these 32 people are from all the agencies and these are, like, <br /> civil service? <br /> MR. BRILHANTE: Well, they're <br /> CHR. NAMAHOE: They'll be around. They're not serving at the pleasure <br /> MR. BRILHANTE: Correct. They're classified as excluded managers, so because they're <br /> management, they're outside of civil service. <br /> CHR. NAMAHOE: Okay. <br /> MR. BRILHANTE: So, they have some protection because under the HRS, they get no less than <br /> their civil service counterparts—collective bargaining counterparts. <br /> CHR. NAMAHOE: Okay. <br /> Page 8 <br />