2023-08-04 Salary Commission Minutes

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Salary Commission August 4, 2023 But, anyway, if you want to start it this way, that's okay just put it down, and then look at the budget, the number of employees, and (inaudible) qualifications, and so on. MS. FRENZ: If I could jump in really quickly, Vice -Chair Farahi. ACTING CHR FARAHL Sure. MS. FRENZ: First, let me just say as to the point you were just making—and that's why we asked this body, rather—you all asked the appointing authorities and provided a cc to the department heads so they could substantiate exactly what their work demands and requirements are(inaudible) in those responses, right. And I think that's—Commissioner Riordan's point was let's use that information as opposed to a deep dive within the job descriptions, just to trail back to that. But, also, as a brief interruption we just had joining us via ZOOM one of my police commissioners, Commissioner Bertsch, who would like to testify publicly on the agenda items before this body. Is it okay to allow him to testify at this time, Chair? ACTING CHR FARAHL Yes. MS. FRENZ: Commissioner Bertsch. You're still muted, sir. (At this time, Mr. John Bertsch, Member, Police Commissioner, proceeded to testify via ZOOM.) MR. BERTSCH: Aloha—and thank you for allowing me the opportunity to testify on behalf of the Police Commission. It's good to see some familiar faces on the call. I've been a police commissioner and a fire commissioner throughout the—for the County for a number of years now probably, closer to 20I'm probably giving out my age. And throughout the years and throughout the decades, I guess, we've always experienced this issue of parity, which you folks are addressing. And I really do appreciate you bringing this forward to us. I firmly believe that addressing the current parity and anticipated parity issues on public safety is critical in maintaining a high level of service and safety that we expect from our officials. The current disparity (inaudible) for public safety heads creates a situation which we've experienced while the hard working (inaudible) by these essential personnel, go under valued. Not often a competitive and equitable salary will not only show our appreciation to their efforts but also attract and retain top talent in these crucial leadership positions. Inadequate compensation can lead to demotivation, low morale, and even staff turnover, which directly impacts the efficiency and effectiveness of our public safety operations. When we talk Page 14