2022-05-16 Merit Appeals Board Minutes

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Merit Appeals Board May 16, 2022 employees have issues. We want to make sure that we have something in place where supervisors, managers, department heads can respond timely so that the employees know that their voices are being heard. And then, we want to implement policies and procedures to make sure these programs and everything we implement sticks. And then, finally, to develop training for our managers, our directors, our supervisors to make sure that there's buy -in and there's support. And so, that our efforts are not—they're not futile. We can continue these programs and—in their significance. So, that's kind of where our initial discussions went. And so, I'm very hopeful our division head for our Personnel and Organizational Development—this is her this is what exactly she was looking to implement, so she's very excited about getting something started. So, we're looking forward to some great results. So, I just I wanted to update you all on that end as well. CHR. CABANAS: Thank you, Waylen. Board members, any questions? Mr. Kunz? Ms. Mathews? MS. MATHEWS: Of course— CHR. CABANAS: Ms. Mathews— MS. MATHEWS: Yes. CHR. CABANAS: go ahead. MS. MATHEWS: Who does your exit interviews when somebody leaves? MR. LEOPOLDINO: Actually, thank you for reminding me. Exit interviews was also part of that discussion because we don't have an exit interview program. And so, that was also as part of our discussions—the exit interviews. We MS. MATHEWS: Did MR. LEOPOLDINO: Yeah, go ahead. MS. MATHEWS: Well, because I'm thinking that one of the things that happens in exit interviews, if it's the immediate supervisor there could have been some kind of conflicts there. And so, trying to find a neutral parry that's trained in terms of how to do exit interviews without overburdening the department could be interesting in terms of what you gain from that—what you glean. Page 18