2023-07-11 Salary Commission Minutes

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Salary Commission July 11, 2023 CharterHawaii County Charter, requires actually the communication to be with the department head or the appointing authority. So, the mayor for the people he appoints, right—those would be everyone on this list 1 through 14, for example. He appoints those individuals. And then, all of the people that are appointed by boards or commissions are 15, 16, 17, and 18. So, big difference between asking—let me give a reality—my boss, the Corporation Counsel, to defend what she does and what she thinks she deserves may put that person in an uncomfortable or awkward position versus the mayor who appoints the corporation counsel, right. So, technically, the Charter requires communication and consultation with the appointing authorities—not the actual recipient of a potential raise. Not to say you cannot do that. I just want to point out what the Charter requires by law, right, to make sure we fulfill that requirement. And maybe this Commission consider do you want contacts with the person that would be the recipient of a potential pay increase? It begs the question whether or not those people will feel comfortable to come out and advocate for why I deserve "x." MS. NAMAHOE: Namahoe, again. So, this is what I'm hearing and correct me where I'm wrong. The Charter requires that we reach out to the appointing authority, so we're going to stick with the police commission as the example. The letter then wouldn't go to the police chief, it would go to the police commission. However, the Charter does not preclude us or limit us from reaching out to the police chief as well. MS. FRENZ: Right. MS. NAMAHOE: And if—while it is important to reach out to the commission, I would almost expect—and I could be wrong here but I would almost expect that the one who would know the job description best to be able to defend it, would be the police chief. MS. FRENZ: Correct. MS. NAMAHOE: I have not this discussion has made—solidified the idea ofI still say we send it to the person that may potentially receive the increase because he or she would know that job best. Especially the areas, the gray that suck up time and resources and skillsets in order to do that job and to run that department and meet that budgetary needs. MS. FRENZ: This is DCC Cody. So, I think that's an excellent example of making sure that you're gathering the necessary information the actual work expectations, the work demands, for example that would go into a consideration that this Commission may have on potential pay Increases. I would just ask you all to keep in mind, and not necessarily demand or expect, that the individual potential recipients be required to advocate for themselves. They may not all feel Page 11