2023-07-11 Salary Commission Minutes

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Salary Commission July 11, 2023 And the third is to actually set the salary for the non -unit manager employee—whether—that actually is very technical that human resources people could actually do that properly to the comparison data, through the job involvement. For instance, the County—like, Maui is not comparable to this island. It's the size of the State of Connecticut. I come from New Jersey and I did this as a chair of the commission in Union County. Union County is about the size of Puna District—total—and has a population of 550,000 people, and an operating budget of over a billion. So—and there are also commissions from here to the wazoo. The waste management commission, the animal control commission, police commission, and Cousin Larry's commission—and there's a whole bunch of them. Now what do you, actually, want to do? If you say, let's say, all these components put together—Mr. Chairman, stop me if I'm (inaudible) you. CHR. PAVAO: Go ahead. MR. FARAHL The police chief here deserves a $25,000.00 increase in their salary. Well, that happens to be 17 percent just guessing. And next time, when they're negotiating with one of the (inaudible) collective bargaining agency—and says, "Well, we're only asking 11 percent. You give them 17 percent. That's two different things they're apples and oranges and they don't match. Two different things. Now, the collective bargaining agent gets, let's say, 3 percent every year plus the steps and all of that—and it actually is (inaudible). But as a negotiating, bargaining thing they also serve as the chief executive officer of university with a two -and -a -half billion dollar budget. Same thing as professors in the bargaining unit and the ones that are not—(inaudible)—they say, "They got that. I didn't get anything." So, all the communication that we need to do has to somehow fit into what it is that we're planning to do—we recommend it in the County, accepted that—that let's take the cost of living and the increment off the table. The cost of living is a number that each commission, for instance, in this case the mayor has so many department heads the mayor recommends that everybody gets a 3 percent cost of living annually. So, it eliminates that job for us every year or whoever (inaudible) that. The second thing is to create a performance-based system. A very simple one from 0, 1, 2, 3. Zero means "You're not getting a raise," `cause you're not good; 1 means that, "Eh, you get this"; 2 means, "You're pretty good" but not a superstar; and 3 means, "You get that"—and that's within the range of the collective bargaining agent. So, if the top step is 3,500, then 3 gets 3,500; 2,500 that's—whoever is the chief executive officerI'm just using the mayor as an example then the mayor—one—does the department heads, the department heads that does the other unit people and so on. And at the end it comes to the actual elective body—and so, "Okay, Page 13