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HomeMy WebLinkAbout2023-08-30 Merit Appeals Board MinutesREGULAR SESSION Merit Appeals Board Hilo Council Chambers Hawaii County Building 25 Aupuni Street, First Floor, Room 1401 Hilo, Hawaii August 30, 2023 (Wednesday) Call to Order (Item 1) The regular meeting of the Merit Appeals Board, County of Hawaii, was called to order at 10:00 a.m. by Chair Gabriella M. Cabanas, at the Hilo Council Chambers, Hawaii County Building, 25 Aupuni Street, First Floor, Room 1401, Hilo, Hawaii, on Wednesday, August 30, 2023. Roll Call — Present Ms. Gabriella M. Cabanas, Chair Ms. Gay Mathews, Vice -Chair Ms. Kate De Soto, Member Mr. Charles Kunz, Member Mr. David A. Wiseman, Member (via ZOOM) Also Present Mr. J Yoshimoto, Assistant Corporation Counsel, Office of the Corporation Counsel Mr. Danny B. Patel, Acting Director, Human Resources Department Ms. Michelle Simmons, Human Resource Manager 11, Human Resources Department Ms. Glynis Yamada, Secretary -Reporter, Human Resources Department This meeting will be held through a combination of the Board members being physically present at the meeting location and participating via ZOOM. Merit Appeals Board Call to Order (Item 1) August 30, 2023 CHR. CABANAS: Good morning, the regular meeting of the Merit Appeals Board is called to order on this day, August 30'', 2023, at 10 a.m. We are situated in the Hilo Council Chambers of the Hawaii County Building, at 25 Aupuni Street, First Floor, Room 1401, in Hilo, Hawaii. I'm Gabriella Cabanas, Chair, of the Merit Appeals Board. We have quorum today with all five Board members present. Seated with me in the Hilo Council Chambers are the following Gay Mathews, our Vice -Chair. MS. MATHEWS: Good morning. CHR. CABANAS: Good morning, Gay. Mr. Charlie Kunz. MR. KUNZ: Good morning. CHR. CABANAS: Good morning. Ms. Kate De Soto. MS. DE SOTO: Good morning. CHR. CABANAS: And sitting via ZOOM from Kailua-Kona is our fellow Board member, Mr. David Wiseman. MR. WISEMAN: Good morning. CHR. CABANAS: Good morning, David. And back in the Council Chambers with us are J Yoshimoto, our Assistant Corporation Counsel. MR. YOSHIMOTO: Good morning, everyone. CHR. CABANAS: Good morning. Our Secretary -Reporter, Glynis Yamada. MS. YAMADA: Good morning. CHR. CABANAS: Our Director—Acting Director of Human Resources, Danny Patel. MR. PATEL: Good morning. CHR. CABANAS: We also have Michelle Simmons, our Recruitment and Examination Division Manager, from the Department of Human Resources. Good morning, Michelle, thanks for coming. And that's it. Page 2 Merit Appeals Board Addendum to Agenda (Item 2) CHR. CABANAS: Looking at the agenda, there is no addendum to the agenda. Statements from the Public (Item 3) CHR. CABANAS: And "No Statements from the Public" on the agenda items. August 30, 2023 At this time, because Mr. Wiseman has given us notice that he has to leave a little earlier from the meeting, I'd like to request the Board's consideration to take out of order, from the agenda, and start with Number 7, the "Unfinished Business" the selection process concerning filling the position for a new director of human resources. And once we do that, then go to Number 5 communication from the Salary Commission Chair. So, I'd like to entertain a motion to take out of order, starting with Number 7, and then going on to Number 5. MR. KUNZ: So moved. CHR. CABANAS: Second? MS. MATHEWS: Second. CHR. CABANAS: Thank you. Any discussion? If not, I'll start a rollcall vote with Mr. Wiseman. MR. WISEMAN: Yeah, present. It's ayeI'm sorry. Aye. CHR. CABANAS: Okay, thank you. Ms. Mathews. MS. MATHEWS: Aye. CHR. CABANAS: Mr. Kunz. MR. KUNZ: Aye. CHR. CABANAS: Ms. De Soto. MS. DE SOTO: Aye. CHR. CABANAS: Ms. Cabanas—aye. Five ayes. Motion carried. Page 3 Merit Appeals Board August 30, 2023 Selection Process Concerning Filling The Position For A New Director Of Human Resources - Type Of Recruitment And Timeline, Advertisements, Applications, Selection Process (Includes Review Of Qualified Applications). (Executive Session: The Merit Appeals Board Anticipates Convening One Or More Executive Meetings Regarding The Above Matter, Pursuant To HRS Sections 92-4 And 92-5(a)(4), For The Purpose Of Consulting With The Board's Attorney On Questions And Issues Pertaining To The Board's Powers, Duties, Privileges, Immunities, And Liabilities; And Section 92-5(a)(2) To Consider The Hire Of A County Officer Where Consideration Of Matters Affecting Privacy Will Be Involved. A 2/3 Vote Pursuant To Hawaii Revised Statutes, Section 92-4 Is Necessary To Hold An Executive Meeting CHR. CABANAS: So, we will start with Number 7, "Unfinished Business." I think this matter warrants the Board going into executive session. At this time, I'd like to entertain a motion for the Board to go into executive session. MS. MATHEWS: So moved. CHR. CABANAS: Thank you. Is there a second? MS. DE SOTO: Second. CHR. CABANAS: Thank you, Ms. De Soto. Any discussion? If not, I'll start a rollcall vote with Mr. Wiseman to go into executive session. MR. WISEMAN: Yes. Aye. CHR. CABANAS: Ms. Mathews. MS. MATHEWS: Aye. CHR. CABANAS: Mr. Kunz. MR. KUNZ: Aye. CHR. CABANAS: Ms. De Soto. MS. DE SOTO: Aye. CHR. CABANAS: Ms. Cabanas—aye. Motion carried. Five ayes. The Board will now go into executive session to discuss the selection process concerning filling the position for a new director of human resources. Page 4 Merit Appeals Board August 30, 2023 I'm going to request that Michelle Simmons stay in the room because she is the assigned manager that was responsible for the recruitment and screening of the applications. I'm going to ask Mr. Patel, if you could kindly wait outside of the Council Chambers. And then Glynis can call you when we're done—if you want to go back to your office. Yeah? Okay. Thank you. And so, Glynis is securing the door to the Hilo Council Chambers. RECESS: The Chair call for a recess at 10:05 a.m. RECONVENE: The meeting reconvened at 11:25 a.m. in open session. Selection Process Concerning Filling The Position For A New Director Of Human Resources - Type Of Recruitment And Timeline, Advertisements, Applications, Selection Process (Includes Review Of Qualified Applications). (Executive Session: The Merit Appeals Board Anticipates Convening One Or More Executive Meetings Regarding The Above Matter, Pursuant To HRS Sections 92-4 And 92-5(a)(4), For The Purpose Of Consulting With The Board's Attorney On Questions And Issues Pertaining To The Board's Powers, Duties, Privileges, Immunities, And Liabilities; And Section 92-5(a)(2) To Consider The Hire Of A County Officer Where Consideration Of Matters Affecting Privacy Will Be Involved. A 2/3 Vote Pursuant To Hawaii Revised Statutes, Section 92-4 Is Necessary To Hold An Executive Meeting CHR. CABANAS: For the record, the Board now is entering open session at 11:25 a.m. And we concluded our executive session on the selection process for the director of human resources. And I'd like to entertain a motion at this time, just to recap in general what was decided upon in the executive session. May I have a motion, please? MS. MATHEWS: Yes. I move that we have a special meeting on October 25h convening at 8:30 with the first interview at 9. We expect it to take an hour-and-a—what MR. YOSHIMOTO: So, you can just say that we're going to start the meeting at 8:30 to conduct the interviews. MS. MATHEWS: I withdraw that motion. And my motion is that we have a meeting on October 25h, convening at 8:30 for the selection of—for the interview of the new executive director. CHR. CABANAS: For the interview of the director of human resources. MS. MATHEWS: I revise that, so it's the interview of the director of human resources. Page 5 Merit Appeals Board August 30, 2023 CHR. CABANAS: Okay. Thank you. So, the timeline is that the Board will convene a special meeting on October 25�' to initiate the selection process for the director of human resources. Is there a second—here in the Hilo Council Chambers of the Hawaii County Building that's where we will conduct our interview and selection process. So, is there a second? Mr. Wiseman MR. WISEMAN: Second. CHR. CABANAS: Thank you. Any discussion. If not, I'll start a rollcall vote with Mr. Wiseman. MR. WISEMAN: Yeah, I'm unmuted— CHR. CABANAS: Okay, now we can hear you. Thank you. MR. WISEMAN: Okay. Aye. CHR. CABANAS: Ms. Mathews. MS. MATHEWS: Aye. CHR. CABANAS: Mr. Kunz. MR. KUNZ: Aye. CHR. CABANAS: Ms. De Soto. MS. DE SOTO: Aye. CHR. CABANAS: Ms. Cabanas—aye. Motion carried. Five ayes. The Board will start the interview and selection process on October 25h for the next director of human resources. Page 6 Merit Appeals Board August 30, 2023 Communication No. 23-06, Dated July 25, 2023, From Salary Commission Chair, Steven Pavao, Requesting The Merit Appeals Board's Participation In Providing Information To Determine Whether Future Salary Adjustments (Increase, Decrease, Or Status Quo) Be Incorporated Into The Fiscal Year 2023-2024 For The Director Of Human Resources CHR. CABANAS: Moving along, we are now on Number 5, "Communication." Mr. Patel, I understand that you provided the Board, via our secretary, with information that was provided in an earlier process? It's in the green folder for Board's review. This information was done back in 2019. Can you explain to us, basically, what transpired back then? (At this time, Mr. Danny B. Patel, Acting Director, Human Resources Department, came forward.) MR. PATEL: Sure. This is all new, so I'm making sure I'm using the equipment CHR. CABANAS: It's just the right button the far right button. MR. PATEL: Yeah. So, back then the Salary Commission was considering pay raises for those under their charge, right—department heads—elected and appointed officials. To, kind of, start the process, they needed some baseline information from each of the departments to, kind of, help guide them in where they wanted to head with any proposal for potential salary increases. So, the letter that was sent to you, back in 2019, that was the response from the Department of Human Resources responding to the salary commission at that time. I believe back then the director had prepared the response and sent that to the salary commission after first having, at least, some baseline discussion with the, then sitting, Merit Appeals Board. The sample was provided—fast forward to today the request made by the current salary commission to you all, as a currently sitting MAB, is essentially the same request—asking for the same information, with the addition of one additional piece of item—and that is, the current salary commission is asking the Board if you would like to propose or provide any input on what the salary increase for the director of human resources should be. So, essentially, putting a number on it—if you're comfortable with that. As far as—so the current request is requesting 7 pieces of items. The first 6 are identical. Really, nothing's changed. It's the same information as what the sample letter provided to you all, from 2019 would contain, except for the updated pieces—like, our current budget is significantly higher than it was in 2019—we have more positions. That, I think, could be easily updated. Page 7 Merit Appeals Board August 30, 2023 If the Board was comfortable proposing something as far as any potential increase for the director of human resources, that's totally up to you. Depending on how you want to go, I can prepare the letter just as it was done by the director back in 2019, and submit that to the salary commission with your guidance for what to include. CHR. CABANAS: Okay. Thank you, Mr. Patel. Does anyone have any questions? MS. DE SOTO: I do. I was wondering for Question number 6 regarding the overtime. I seem to recall—updates provided previously by Mr. Leopoldino that there are other situations where HR staff has needed overtime. So, could the response to that be updated? MR. PATEL: Yes, definitely. We actually had quite a bit of overtime within the last year -and -a - half or so—mainly due to the retroactive pay increases with the current round of collective bargaining increases. CHR. CABANAS: Anyone else has questions for Mr. Patel? MR. KUNZ: Maybe not for Mr. Patel, but for this Board—what—knowing and reading the submittal of this response, what are our guideposts to consider for a decrease, status quo, or increase? I mean, percentages—what is it that we use as a baseline to determine, like, an increase of 5 percent, 3 percent, 2 percent? I mean, I have my own opinion of what I want. But are we bound by anything or is there a trend of some sort or percentage or COLA or something that we're actually following or abide by or— J, that might be a question for you more but—or is it just—it's wide open within reason, I'm assuming. MR. YOSHIMOTO: Yeah. I'm not aware of any statute or rule that sets parameters as to what the Board can recommend. I would defer to Danny. MR. PATEL: Yeah, I might be able to provide some helpful background. So, to answer your question directly, Commissioner Kunz no, there's nothing that really sets what this Board recommends. On the salary commission's end, under the Charter they need to consider comparable salaries for comparable positions in the public and private sectors. And whatever they set the County's department heads at, needs to bear some rationale relationship to those salaries. So, that's ultimately what they're bound by. And just to, kind of, give you a history of how that's played out in the past is they, typically, look at what the collective bargaining for the included employees increases are in the prior years and at least try to match those. Withso, currently, and at the last salary commission meeting, they did discuss in their open meeting and it's going to come up again at their next scheduled meeting next week Thursday just as a starting point to sort of kick off the conversation for them— Page 8 Merit Appeals Board August 30, 2023 they're looking at an 18 percent increase for all department heads. And then, of course, the deputy salaries would go up accordingly. So, that's kind of where they're at today—and that's in line with what BU13 has gotten since 2018, which is when the last increases were implemented for department heads. MR. KUNZ: So, are those increases incremental or all at once? MR. PATEL: Currently, I think—well, so they need to work on what the proposal is, but the discussion starting off point would be all at once just to catch up for the last five years or so. MR. KUNZ: And then, I'mhopefully, I'm going to be assuming correctly that the commission would have access to the budgets of each department, whether or not they can support? MR. PATEL: Yes. MR. KUNZ: Thank you. MS. DE SOTO: Can I ask a question? CHR. CABANAS: Go ahead. MS. DE SOTO: I was wondering, is this—since the previous request was in 2019, is that a standard timing or have we missed a few years here. MR. PATEL: We've, definitely, missed a few years. MS. DE SOTO: OkayI just wanted to check. CHR. CABANAS: I feel that, like, something is missing. It's, like, asking us for our thoughts on it, but we don't have specific data, like—we don't have the comparison data—like, what are the other directors of HR receiving throughout the State, in the private sector—do they have that information already? MR. PATEL: Yes, they do. CHR. CABANAS: Okay. MR. PATEL: So, they have that for all the state jurisdictions, all the other counties. They also have the history of the most recent included counterpart. MR. WISEMAN: I've lost sound. CHR. CABANAS: Okay. I can hear you but you can't hear us? MR. WISEMAN: Okay, I can hear. Thank you. Page 9 Merit Appeals Board August 30, 2023 CHR. CABANAS: Okay. Okay, go ahead, Mr. Patel. MR. PATEL: And so, to kind of—it might be helpful to explain how the commission arrived at sending out this letter. They felt they needed some baseline information, a kicking off point to see where they wanted to head. Some commissioners discussed sending the letter that you received, directly to the department heads. The reasoning being they're most familiar with the operations, what is needed, the work they actually do day -in and day -out. Other commissioners felt that it might put the department heads in an uncomfortable positionessentially, advocating for their own pay, if they went there. The alternative would be to just say nothing—we leave it to you type of scenario. So, where they felt in sending out this letterbasically, the same letter as prior—was that they wanted to address it through all the appointing authorities and then, at that point, the discussion they had was—if the appointing authorities felt they needed input or they needed to have their department heads respond, then they could let their department heads know. So, just to give you an idea, the same letter was sent, obviously, to the mayor's office, council chair—mayor's office responded, some department heads responded directly as well. So, for our purposes here today for, I guess, for guidance for myself—if you would like the department to respond directly, we're more than comfortable doing that. We do have all the information. Same information that the salary commission has. If you think you wanted to propose some kind of increase or decrease or status quo—we could, certainly, provide you with that information as well. It's all public information. And then, you can consider looking at what other department heads across the State are being paid currently. MR. KUNZ: Would that information include what department's heads are being paid locally as well? MR. PATEL: Are being paid within the County? MR. KUNZ: Correct. The County directors. MR. PATEL: Yes. CHR. CABANAS: From within the State? MR. PATEL: Yes, from within the State. CHR. CABANAS: Yeah. MR. PATEL: So, all the county jurisdictions with the same positions, essentially. CHR. CABANAS: That would have been very helpful, I think, to the Board if we had that. Page 10 Merit Appeals Board MR. KUNZ: I agree. August 30, 2023 CHR. CABANAS: Because it's like catching us in an inadequate way. It's like—if they had provided that to us, then we could at least use that as a starting point for propera proper discussion. But, in this case, it's like—it's just a general request and expecting us to do our own research, which we do not have that information readily available as lay Board members. So—and I know, in the past, they have taken great strides, like, when the salary commission created salary schedules for the various department heads. So, is there that sort of salary schedule still? They had staggered increases, like, over the years—do they have that? MR. PATEL: I thinkso, currently, no. CHR. CABANAS: Okay. MR. PATEL: That's why the last round of pay increases was back in 2018. CHR. CABANAS: Okay. MR. PATEL: For this salary commission, that is something that they've discussed and I think we'll be looking at, so that it's sort of a more regular, set, streamlined process. But, yes, so I do hear what you're saying, Chair. It is, sort of, an awkward position. Ultimately, the determination of the salaries the authority for that lies squarely within the salary commission alone. So, if you think you'd want to put or provide input on a numberI guess, putting a number to it—if anything that is also within your authority, at this point, since the request was made from salary commission to suggest something. Ultimately, they'll say yes, no(inaudible) different. MR. YOSHIMOTO: So, Madam Chair, I believe our secretary has that information as far as comparables—and she's going to get it right now. CHR. CABANAS: Oh, okay, great. MR. YOSHIMOTO: Wait a few minutes. CHR. CABANAS: Yeah, that would be helpful, `cause I feel to give an arbitrary number is not appropriate. That's how I feel as a Board member. It's like throwing something out in the dark. It's like, you're asking, "Oh, hey, anybody can say I want this" but is it reasonable, is it practical, is it affordable you know what I mean? MR. PATEL: Right. You can't make those kinds of recommendations in a vacuum, obviously. Page 11 Merit Appeals Board August 30, 2023 But, I think, the threshold question for this Board isdo you want to provide input on the salary? And then, if yes yes, you should have the information you need and able to—for you to make a recommendation. If, no, then I mean, it lies squarely with the salary commission. CHR. CABANAS: Right. MR. PATEL: And that's where it (inaudible). MR. KUNZ: MyI have some interest in hearing that the mayor also got this request, made a recommendation—knowing the type of work that has been done with his department heads. And us having a little bit more intimate relationship with the HR side, than the mayor probably—we would have an idea. But I would be interested to see what the mayor thinks his department heads increase is worth and valued. And that's why I asked if there was some, sort of, guideline. I know we can arbitrarily provide a number, which I agree with the Chair, makes it very—it's hard for me to validate an increase not knowing some other information that's not provided to us. And one of that pieces of information would be my curiosity being satisfied with what the mayor had suggested as an overall number for his department heads. I'd be interested to know what that is. MR. PATEL: So, I can say that the mayor's response to the salary commission was no recommendation. He left it squarely to the salary commission. Hence, department heads then being able to send in, separately, what they wanted. MS. DE SOTO: So, seeing that we're a fairly thorough Board and I don't think we like to make premature decisionsI did notice that the letter was requesting a response by August 2nd as they were supposed to meet on it on this topic on August 4h. Do you have any information about how our feedback would be received or utilized at this point? MR. PATEL: That was the response mainly for departments. For the appointing authorities that were boardsI think it's accounted for at the ending of that letter saying we would provide more time. Realistically speaking, the process that the salary commission goes through when coming up initially with a proposal, at best—an absolute, 100 percent efficiency—will be three to four months. So, there's time. CHR. CABANAS : I noticed in the 2019 letter to the to chair back then there's really no number that they came up with in terms of recommended salary for the director. The thing with the salary comparisons is that, from an organizational standpoint, it's not only what the directors are doing, but it's the scope of the work. So, even across the various counties in the State—the salaries are different, right, for the director of human resources, right. Page 12 Merit Appeals Board MR. PATEL: Yes. August 30, 2023 CHR. CABANAS: Like, for instance, the State and the City their scope is way, way bigger than the neighbor island scope—although they're still responsible for the administration of the central HR program for their respective county. So, I'm curious to see what the that salary comparison Is. MS. MATHEWS: Does the salary comparison actually has some data, such as the number of people they're supervising, the number of people on the island, or is it just strictly Maui County is "x." MR. PATEL: I believe what Glynis is going to obtain now, it's just the number the salary itself. Not the population size—although that is something the salary commission is also looking at—population size, size of the department. That's why, in part, the reason for their request for this information is to understand how each department functions, what their area of responsibility isso that they can make a rationed decisiona rational decision. CHR. CABANAS: So, this 2019 letter talks about—when you talk about scope, it's not only the number of employees the department employs, it talks about the organizational structure which, back then, it was 7 -now it's 88 different division in HR. And then, it talks about the operating budget and what challenges the department faces, et cetera, overtime and all of that. But it doesn't talk about the actual workforce. In other words, the number of employees in the County. This doesn't say that. So, it used to be, what -2,800 employees in the County. It's going to be different for each island but that's part of the scope. Yeah. And the overtime—because the overtime—even when I was there—we couldn't claim overtime. We adjusted our hours. That's not even listed here in this 2019 letter. It talks about the director going to the EOC and he doesn't get any compensation and the department hosting the Employee of the Year—but what about the many times employees had to work overtime. We didn't claim cash. But the department allowed us to do was just adjust our hours, which in essence is not really, to me, the right thing to do. But it doesn't take that into the picture so that anyone looking at it will see, "Wow, they were really working all those hours. They didn't get compensated for, but their hours were being adjusted." It doesn't take that. And that, to me, changes the whole picture of it. The department has historically run lean and means that the staff really have to work very efficiently and effectively to get all that work done. That doesn't show it—it's not shown here and to me it should be shown here, `cause that is actually the reality. That's the fact. And, to me, that's not fair to the employees when they don't show it like that. So, I just wanted to state that. But, yeah, the comparative data is really, really important. And the other thing I want to just note is what is the highest paid manager in that—in your department. That should also be taken into Page 13 Merit Appeals Board August 30, 2023 consideration. Because what happens in police and fire, those assistant chiefs usually make way more than the police chief and fire chief. So, how does that impact the HR department with your highest paid manager? What is the difference there? To me, that should be included in this report when we send it out, `cause that's important. And that's important for the other departments. MR. PATEL: Yeah, definitely. And then, going back to the 2019 letter there was no set—there was no proposal in that letter as far as any kind of increase or status quo or decrease. The commission back then decided not to ask, so it was never asked. So, that is the one additional question the current salary commission is putting out there to all the appointing authorities. CHR. CABANAS : Okay, thank you. Shall we take a recess until Glynis gets back? Okay. Another five-minute recess until Glynis returns. Mr. Wiseman, can you hang on or do you have to leave? Oh, I can't hear you. Mr. Wiseman, I can't hear you. MR. WISEMAN: Yes. I have to leave. I won't be able to return. I've been getting some urgent family messages in the last hour or so CHR. CABANAS: Okay. MR. WISEMAN: I have to attend to them before I leave. CHR. CABANAS: Okay. Well, have a safe trip and we'll see you in October. MR. WISEMAN: Very well. Thank you, all. CHR. CABANAS: Thank you. MR. WISEMAN: Goodbye. CHR. CABANAS: So, let the record reflect that Mr. Wiseman has to leave at 11:50 a.m. However, we still have quorum and our meeting will continue. But we'll take a little five-minute recess until Glynis returns with the data that we need to further our discussion on the salary commission, Communication number 23-06. Thank you. RECESS: The Chair called for a recess at 11:50 a.m. RECONVENE: The meeting reconvened at 11:59 a.m. in open session. CHR. CABANAS: It is 11:59 a.m., the Board has reconvened from recess. And our secretary has provided us with two documents. One is the July 7, 2023, memo from Danny Patel, Acting Director, to Steven Pavao, Chair, of the Salary Commission regarding salary information concerning comparison between department head and the highest paid subordinate salaries within their respective department and a history of Page 14 Merit Appeals Board August 30, 2023 collective bargaining pay increases for bargaining units 1, 2, 3, 4, 11, 12, 13, and 14/15 (SEE ATT. A). And the other document is the executive salary jurisdiction comparisons within the State of Hawaii (SEE ATT. B). So, thank you, Glynis, for providing this. This is very helpful. It gives us a little bit more insight into the salaries within the State by jurisdiction and the highest paid subordinate salary compared to the department head and deputy salary for human resources. MR. PATEL: And so, Chair, if I can provide some— CHR. CABANAS: Yes, please proceed, Mr. Patel. MR. PATEL: background information. CHR. CABANAS: Thank you. MR. PATEL: So, I don't have exact numbers but what may be helpful is, as far as comparison purposes between jurisdictions, typically, Hawaii County is compared to Maui County in terms of population. Although Hawaii County's population is higher than Maui County's. And also comparable in terms of number of employees and scope covered by each one of the same or similar positions. So, for example, I believe Maui County has somewhere around 2,000 employees total. And so, now I'm speaking specifically with regard to HR—so around 2,000 employees total. Their population slightly less. Obviously, Maui County's geographical area is smaller. In terms of budget and ability to pay, Maui County has always had they've been the richest county by far—even as compared against City and County for what their liabilities are. Those would be the closest, obviously, we don't compare to State, we don't compare to City and County, Kauai is a lot smaller—so the comparison is always made with Maui County. I believe that is as, again, just as a starting point what the current salary commission is looking at—the comparison between those two jurisdictions. CHR. CABANAS: Salary commission needs to determine the salary structure for Hawaii County. Human Resources used to be on the lower end in comparison to the larger departments. I would think the role that human resources has to play for the County really should be there in terms of the scope of work, even though the department size is small—and for it to be less than Kauai Kaua`i's scope is very small compared to what Hawaii County does. Those are just my few comments, just looking at this—it's like, wow. Page 15 Merit Appeals Board August 30, 2023 MR. KUNZ: But it also looks like Maui and Kauai are in 2023 salary ranges and Hawaii still back in 2022so, they may have already had their schedules increased. Is that a possibility? MR. PATEL: Yes. So, City and Maui recently increased. Hawai`i's—our schedules are from 7/l/2022 but those have been the pay amounts since 2018. Yeah. MR. KUNZ: So, no doubt it warrants a increase but I think understanding that proportionately Maui and Kauai have received theirs—and then, now we can—it's not really apples and apples. It's probably a lot different if we saw their actual 2022 salary schedule. I'm just uncomfortable, arbitrarily, throwing out a number. I mean, granted, Danny, I think having heard now if the mayor or others who have their salary at their own will, suggesting what they are worth—leaving it to the commission and understanding that the commission has the best interest of understanding the number of years that there was no increase this reminds me of our branch manager—Gabe and Gay, you know who he is. Because they were in the EM's and they hadn't gotten increases for 10 years. And so, it was kind of incredible, but I would suspect that the commission has the best interest of each of the department heads. And following suit with the other counties, no doubt, there'll be an increase. I just have a hard time suggesting anywhere from 10, 15, or 18 percent—that's, kind of, out of my scope of negotiating skills. `Cause I don't—so, I'mI don't have a recommendation but I will say that I'm starting to lean toward allowing the commission to make that decision. MS. DE SOTO: So, I agree with that but I'm wondering if it wouldn't also still be benefit—and although, from the information that's been given, I understand that they are taking so many different factors into consideration in their own decision-making process. But I think it would be of benefit to emphasize the factors that we find are key as the Merit Appeals Board because, I think, Gay—or Gabe, you mentioned there are some unique things about what our HR department has gone through and what has been requested of our director in the last few years that could that others may not necessarily be aware of. And so, I agree, I'm uncomfortable giving a number as wellI have no experience to anything in this realm but I would like to advocate that it's equitable with the counties, not just for equitability reasons but also because we need—we have been having this huge issue in our counties of sustaining employees and recruiting employees. And as we're going through a recruitment process now, this would make a big difference if we could truly say that our director receives an equitable or competitive wage. Page 16 Merit Appeals Board August 30, 2023 CHR. CABANAS : I agree with you, Ms. De Soto, and Mr. Kunz to give a number is, to me, not appropriate for us. But I really would like to see our director position salary to be equitable and maybe even a little bit more than Kauai and Maui because of the size of our island. There are a lot of challenges that are faced with HR—and not only for travel, but to implement programs on a large island such as ours. And the employees really do so much with so little over the years that, to me, it's—and this is not the fault of any of them—it's—give them adequate tools and equipment. Pay the director an adequate salary so that you have the leadership there. You have the recruitment and the retention for the director factored into with the salary and that the department gets a better budget because I tell you there's so many things that the employees would have wanted to do, but their hands always tied—couldn't claim overtime, couldn't do this, didn't have money for that, keep the status quo. Why? They're Central HR from them it helps all the other departments and agencies. So, yes, boost the directors salary. I'll leave it up to the salary commission that's their kuleana to do but beef up that dollar amount so that it's not less than Kauai and it's not less than Maui. We have 2,000—about 800-2,800 employees on a large island. I'll leave it at that. MR. KUNZ: Okay. I was doing some math, `cause that was my weakest suit in college. But I got to tell you—and even if we threw something out like this -2018, you said was the last— what astwhat is that like—counting 2018—five years. Yeah, that's what good mathematicians do—and I already used my toes earlier. So, I am going to throw this out and you guys can think about it, that we actually do recommend a 20 percent increase and it would bring this 128,628 to 154,353. CHR. CABANAS: 154 MR. KUNZ: 353. Not higher than—we're higher than Mauiwe're, obviously, higher than Kauai. And they still, we may not even get 20 percent—that's a kind of large ask for five years—divide that by five years, per year increment. So, I just want to throw that out there. If we have to come up with a number and we want to move forward and not postpone this—and I don't know how much more information we think we need to ascertain, but with what we have in front of us, which is pretty raw—it's something for, I think, the Board to consider. And, again, twenty minutes ago, I would have thought that would have been unreasonable but, somehow, I almost think it's actually pretty fair. MS. MATHEWS: I have a question. Are the benefit packages the same on all of the counties or do they differ? Page 17 Merit Appeals Board August 30, 2023 MR. PATEL: If we're talking about, like, retirement, medical they're all the same. They're all negotiated with all of the jurisdictions signing off. MS. MATHEWS: I agree with Charlie. The worst that happens is it's a recommendation and nobody listens to us. MS. DE SOTO: I feel like that number also lines up well with the highest paid subordinate because we have that number for 2023—and that's at 115,078 for our County. So, that also seems to make sense there for me. MR. KUNZ: And—where am Iif you look at the salary schedules in the bargaining units, they're averaging—at bargaining unit 14 and 15—but still they're averaging almost 4 percent per year in five years. So, the 18.25—at one point I thought was pretty high those increments, but 4 percent in five years is yeah. And more taxes get collected on it anyway, so. MS. DE SOTO: I'm convinced that that's a reasonable number. I would also, perhaps, we could consider language such as "a minimum of 20 percent"—so that they recognize that we are thinking 20 and up not 20 and down. CHR. CABANAS: Is that within the scope of our responsibility to provide that recommendation? MR. YOSHIMOTO: Yes. CHR. CABANAS: We can? MR. YOSHIMOTO: Yes. And that's the request the salary commission is asking for. CHR. CABANAS: Okay. I like the way you explained that. MR. KUNZ: Thank you. I think what's hard is that we could probably beat the number of employees, the duties, the performance—everything. I think we could because that's somewhat subjective to attach a percentage to. Gabe, you would know the best but, at the same time, we could—it's hard to compare the type of work, the number of hours or overtime, and everything versus if you look at almost what has been lacking over the last five years in terms of a salary increase. And it appears to be pretty comparable to what's the highest schedule that we have in front of us. And not that they have to be county -to-county—but it makes the salary level much more competitive and becomes, I think, a more attractive recruitment tool should we have to recruit for a position in the future. Page 18 Merit Appeals Board August 30, 2023 CHR. CABANAS: Thank you, Mr. Kunz. Okay, so is there a motion—are we ready for a motion? And we can add more information in the letter. Danny, you would draft this letter? MR. PATEL: Yes. So, if you wanted to motion as far as the last question, which is regarding pay—and then leave the rest of it regarding, basically, the operations of the department for me as Acting Director to respond to—I can do that. And I can let you know it will pretty much track what's been done in 2019, expect updating and putting it into my own words, obviously. And then, include your voted on recommendation for the last question. CHR. CABANAS: And could you include—or do you need a motion to include, like, the highest paid subordinate in the department, and updating the overtime because I think the staff really worked a lot of overtime with COVID and all of that. MR. PATEL: Yes. CHR. CABANAS: And the number of employees in the County you can add to that. MR. PATEL: Yes. CHR. CABANAS: So that they'll see the bigger picture—and the size of the island. Do we need a motion to include all of that, J? We should, right? MR. YOSHIMOTO: Yes. So, basically, the motion would be to allow Mr. Patel, as Acting HR Director, to answer Questions 1 through bis that what it is, right? And then, the Board's recommendation as to Number 7, as stated. CHR. CABANAS: One through 6, but then it doesn't include some other things that I had just mentioned. MR. YOSHIMOTO: Right. And you need yeah, make clear what revisions you're requesting because this needs to be submitted fairly soon. CHR. CABANAS: She said—Glynis said by next Thursday (inaudible). MR. YOSHIMOTO: By next Thursday, right. CHR. CABANAS: So—do we need two different motions? MR. YOSHIMOTO: Well, that was my other questionso, this would be done in one communication to the salary communication? MR. PATEL: Yes. So, I did take notes and we will have the transcript as well, so I can update. CHR. CABANAS: But we don't need a motion? Page 19 Merit Appeals Board August 30, 2023 MR. YOSHIMOTO: No, you do need a motion yes. CHR. CABANAS: No, for the other stuff that the should include? MS. DE SOTO: We can motion for it to reflect the intention and the conversation that occurred here. CHR. CABANAS: Oh, okay, very good. MS. DE SOTO: So, I would like to motion that in regards to the salary commission's inquiry, that we the Board approve Mr. Patel to respond to their inquiry, 1 through 6—include to which is to include the discussion that occurred today from the Board and to highlight the points that we made regarding our concerns and our revisions to the previous 2019 feedback; and to also include the Board's recommendation that—for Number 7—regarding recommended salary adjustments we are recommending a minimum of a 20 percent raise. CHR. CABANAS: Is there a second? Thank you, Kate. Is there a second? MS. MATHEWS: Second. CHR. CABANAS: Good. Any discussion? If not, we'll start a rollcall vote with Ms. Mathews. MS. MATHEWS: Aye. CHR. CABANAS: Mr. Kunz. MR. KUNZ: Aye. CHR. CABANAS: Ms. De Soto. MS. DE SOTO: Aye. CHR. CABANAS: Ms. Cabanas—aye. Mr. Wiseman has been excused from the meeting. There are four ayes, motion is carried. And thank you, Mr. Patel, for drafting the correspondence to the salary commission for us. MR. PATEL: Yes, definitely. Thank you. CHR. CABANAS: We are now back on Number 4, approvaloh, maybe we should go to the "Director's Report" since we have Mr. Patel here. Can we take that out of order and I'll need a motion to do that if it's okay with the Board. MR. KUNZ: So moved. Page 20 Merit Appeals Board August 30, 2023 CHR. CABANAS: Thank you. Is there a second? MS. MATHEWS: Second. CHR. CABANAS: Thank you, Gay. Any discussion? If not, starting with a rollcall vote with Ms. Mathews. MS. MATHEWS: Aye. CHR. CABANAS: Mr. Kunz. MR. KUNZ: Aye. CHR. CABANAS: Ms. De Soto. MS. DE SOTO: Aye. CHR. CABANAS: Ms. Cabanas—aye. Four ayes. Motion carried. Director's Report (Item 8) MAB Monthly Divisional Activity Report: August 2023 (Executive Session: The Merit Appeals Board Anticipates Convening One Or More Executive Meetings Regarding The Above Matters, Pursuant To HRS Sections 92-4 And 92-5(a)(4), For The Purpose Of Consulting With The Board's Attorney On Questions And Issues Pertaining To The Board's Powers, Duties, Privileges, Immunities, And Liabilities. A 2/3 Vote Pursuant To HRS Section 92-4 Is Necessary To Hold An Executive Meeting) CHR. CABANAS: Okay, Mr. Patel, we'll take up your director's report, specifically, MAB's Monthly Divisional Activity Report. Do you feel comfortable reporting in an open session or an executive session? MR. PATEL: In open session is fine. CHR. CABANAS: Okay. Thank you. MR. PATEL: So, I present to you the monthly report. I just wanted to point out a few things within—for two of the divisions. Starting with Administrative Services Division. So, they continue, as noted—continue to process personnel action forms. Glad to say that two of those forms are for our own division Page 21 Merit Appeals Board August 30, 2023 Administrative Services Division. We have an Account Clerk starting September 1st and an HR Tech. I starting September 18. Then moving on to the Labor Relations report. So, with respect to collective bargaining and labor relations matters, the employer group—so the jurisdictionsstate, counties—recently met to discuss the starting up of negotiations for the 2025 contract year and beyond. As you know 2021 through 2025 was recently settled as of last year. The process now for negotiating future contract updates will start later this year, early next year. So, very soon. Other than that, happy to entertain any questions. CHR. CABANAS: Okay. Thank you. Any questions, Board members, for Mr. Patel? Okay. May I have a motion to accept and file the director's report, specifically, MAB's monthly divisional activity report for August 2023? MR. KUNZ: So moved. CHR. CABANAS: Thank you. Is there a second? MS. MATHEWS: Second. CHR. CABANAS: Thank you. Any discussion? If not, starting a rollcall vote with Ms. Mathews. MS. MATHEWS: Aye. CHR. CABANAS: Mr. Kunz. MR. KUNZ: Aye. CHR. CABANAS: Ms. De Soto. MS. DE SOTO: Aye. CHR. CABANAS: Ms. Cabanas—aye. Four ayes. Motion carried. Thank you, Mr. Patel MR. PATEL: Thank you. CHR. CABANAS: —for your attendance today. MR. PATEL: Thank you. Have a good rest of your week. Page 22 Merit Appeals Board August 30, 2023 CHR. CABANAS: Thank you. MR. KUNZ: Thank you. Approval of Minutes (Item 4) June 22, 2023 (Regular Session); And July 28, 2023 (Regular Session) CHR. CABANAS: Okay, we are now back at Number 4, "Approval of Minutes" for the regular session, June 22nd, 2023. Is there a motion to accept and file these meeting minutes—can I do both? MR. YOSHIMOTO: Yeah. CHR. CABANAS: And, also, the July 28, 2023, regular session meeting minutes. I did notice there's a typo. on that one. MR. KUNZ: I'm sorry, I was going to mention that the July approval of minutes, I would recuse myself `cause I wasn't here—for voting. CHR. CABANAS: You can still vote, if you read it, right? I thought they could still vote? MR. YOSHIMOTO: I don't think you should vote because he wasn't there. CHR. CABANAS: Okay, he wasn't there. MR. YOSHIMOTO: Yeah. CHR. CABANAS: Okay. So, so noted. Okay, I'd just like to point out there's a typo. on page 4 of the July 28d', 2023, meeting minutes. And it's the last paragraph the second to the last sentence. Where it says, "two parties agree to go through medication"I think the term should be "mediation." So, as amended. Oh, can someone make a motion to that effect—to approve the meeting meetings for June 22nd and July 28, as amended. MS. DE SOTO: So moved. CHR. CABANAS: Thank you. Is there a second? MS. MATHEWS: Second. CHR. CABANAS: Thank you. Any discussion? If not, starting a rollcall vote with Ms. Mathews. MS. MATHEWS: Aye. Page 23 Merit Appeals Board August 30, 2023 CHR. CABANAS: Mr. Kunz. MR. KUNZ: Aye for June 22nd 2023. CHR. CABANAS: Yes, thank you very much, since you were not here for the July 28, 2023, meeting. And Ms. De Soto. MS. DE SOTO: Aye. CHR. CABANAS: Ms. Cabanas—aye. Motion carried. Review Of Executive Session Minutes June 22, 2023; And July 28, 2023 (Executive Session: The Merit Appeals Board Anticipates Convening One Or More Executive Meetings Regarding The Above Matters, Pursuant To HRS Sections 92-4 And 92-5(a)(4), For The Purpose Of Consulting With The Board's Attorney On Questions And Issues Pertaining To The Board's Powers, Duties, Privileges, Immunities, And Liabilities. A 2/3 Vote Pursuant To HRS Section 92-4 Is Necessary To Hold An Executive Meeting June 22, 2023 CHR. CABANAS: Then we are looking at the executive session meeting minutes for June 22nd 2023. Okay, so for June 22nd, 2023, executive session meeting minutes, the Chair just would like to point out a typo. on page 11, where it says, "CHR. CABNANAS." And then, on page 2, the last paragraph, the first sentence, "I'd like to start off with Goal number 1, which states, "Identify at least—add the "t" to "two" page 2, the last paragraph, where it says, "Identify at least wo" add a "t" yeah. So, as amended, for June 22nd, 2023, executive session meeting minutes. May I have a motion to approve, as amended? MS. MATHEWS: So moved. CHR. CABANAS: Thank you. Is there a second? MS. DE SOTO: Second. CHR. CABANAS: Thank you. Any discussion? If not, starting with Ms. Mathews, rollcall vote. MS. MATHEWS: Aye. Page 24 Merit Appeals Board CHR. CABANAS: Mr. Kunz. MR. KUNZ: Aye for the June 22nd, 2023, meeting. CHR. CABANAS: Thank you. Ms. De Soto. MS. DE SOTO: Aye. CHR. CABANAS: And Ms. Cabanas—aye. Motion carried. July 28, 2023 August 30, 2023 CHR. CABANAS: We are now on July 28, 2023, executive session meeting minutes. For this meeting you were not here, right, Mr. Kunz, so you're excused. Okay. Any corrections to it? If not, may I have a motion to entertain the approval of the executive session meeting minutes for July 28, 2023. MS. DE SOTO: So moved. CHR. CABANAS: Thank you. A second? MS. MATHEWS: Second. CHR. CABANAS: Thank you. Any discussion? If not, starting with Ms. Mathews, a rollcall vote. MS. MATHEWS: Aye. CHR. CABANAS: Thank you. Ms. De Soto. MS. DE SOTO: Aye. CHR. CABANAS: Ms. Cabanas—aye. Mr. Kunz is excused because he was not in attendance at that meeting. Motion carried to approve the review of the July 28, 2023, executive session meeting minutes. Page 25 Merit Appeals Board Communications (Item 5) August 30, 2023 Communication No. 23-06, Dated July 25, 2023, From Salary Commission Chair, Steven Pavao, Requesting The Merit Appeals Board's Participation In Providing Information To Determine Whether Future Salary Adjustments (Increase, Decrease, Or Status Quo) Be Incorporated Into The Fiscal Year 2023-2024 For The Director Of Human Resources (Previously taken out of order.) New Business (Item 6) CHR. CABANAS: Okay, we are now on "New Business." There are none. Unfinished Business (Item 7) Selection Process Concerning Filling The Position For A New Director Of Human Resources - Type Of Recruitment And Timeline, Advertisements, Applications, Selection Process (Includes Review Of Qualified Applications). (Executive Session: The Merit Appeals Board Anticipates Convening One Or More Executive Meetings Regarding The Above Matter, Pursuant To HRS Sections 92-4 And 92-5(a)(4), For The Purpose Of Consulting With The Board's Attorney On Questions And Issues Pertaining To The Board's Powers, Duties, Privileges, Immunities, And Liabilities; And Section 92-5(a)(2) To Consider The Hire Of A County Officer Where Consideration Of Matters Affecting Privacy Will Be Involved. A 2/3 Vote Pursuant To Hawaii Revised Statutes, Section 92-4 Is Necessary To Hold An Executive Meeting (Previously taken out of order.) Director's Report (Item 8) MAB Monthly Divisional Activity Report: August 2023 (Executive Session: The Merit Appeals Board Anticipates Convening One Or More Executive Meetings Regarding The Above Matters, Pursuant To HRS Sections 92-4 And 92-5(a)(4), For The Purpose Of Consulting With The Board's Attorney On Questions And Issues Pertaining To The Board's Powers, Duties, Privileges, Immunities, And Liabilities. A 2/3 Vote Pursuant To HRS Section 92-4 Is Necessary To Hold An Executive Meeting) (Previously taken out of order.) Page 26 Merit Appeals Board August 30, 2023 Announcements (Item 9) CHR. CABANAS: And any "Announcements MR. YOSHIMOTO: You might want to note for the record, Madam Chair, that there were no "Statements from the Public" during the meeting or before the meeting. CHR. CABANAS: Oh, I did that earlier. MR. YOSHIMOTO: You did—okay. CHR. CABANAS: I did. Yeah, thank you. Number 9, any "Announcements?" None. Schedule Next Meeting Date (Item 10) The Merit Appeals Board Will Convene Its Next Meeting On Friday, September 29, 2023, At 10:00 A.M. At The Hilo Council Chambers, Hawaii County Building, 25 Aupuni Street, First Floor, Room 1401, Hilo, HI 96720 CHR. CABANAS: Scheduling the next meeting date. The Merit Appeals Board will convene its next meeting on Friday—and this is the regular meetingFriday, September 29, 2023, at 10 a.m., at the Hilo Council Chambers of the Hawaii County Building, at 25 Aupuni Street, First Floor, Room 1401, in Hilo, Hawaii Adiournment (Item 11) CHR. CABANAS: At this time, I'd like to entertain a motion for adjournment. MR. KUNZ: So moved. CHR. CABANAS: Thank you. Is there a second? MS. DE SOTO: Second. CHR. CABANAS: Okay. Ms. De Soto made the second. Any discussion? If not, starting with Ms. Mathews for a rollcall vote. MS. MATHEWS: Aye. CHR. CABANAS: Thank you. Mr. Kunz. MR. KUNZ: Aye. Page 27 Merit Appeals Board August 30, 2023 CHR. CABANAS: Ms. De Soto. MS. DE SOTO: Aye. CHR. CABANAS: Ms. Cabanas—aye. Motion carried to adjourn today's meeting at 12:31 p.m. Thank you, everyone. Have a great rest of the week. Respectfully submitted, liegralailVAJ Glynis Yamada, Secretary-Reporter APPROVED: Gabriella M. Cabanas, Chair Merit Appeals Board Page 28 Mitchell D.Roth Danny B. Patel Mayor „lam'Drrector of Human Resources 11* •-°"4 - ' '. RC VD HUMAN RESOURCES 2023 JUL 7 c-it,i9:00 County of Hawaii Department of Human Resources Aupuni Center 101 Paunfii Street,Suite 2•Han,Hawaii 96720 (808)961 8361 Fax(808)961-8617 website:httOikvaitclullty gov/burrinn-resourtes Join,@hinvinicounty,gsw July 7, 2023 To: Steven Pavao, Chair and Members of the Salary Commission 01 From: "Danny B. Patel, Acting Director Department of Human Resources Subject: Salary Commission Inquiries re the Comparison Between Department Head and the Highest Paid Subordinate Salaries Within Their Respective Department; and a History of Collective Bargaining Pay Increases for Bargaining Units 01, 02, 03, 04, 11, 12, 13, and 14/15 At the Salary Commission meeting held on June 8, 2023, there was discussion concerning salary inversions between the department head and the highest paid subordinate (employee)with their respective departments, as well as the history of bargaining unit increases over the past years through present. Please find attached a chart listing the salaries for department heads and deputies, comparing them to the highest paid civil service subordinate salaries (this does not include appointed subordinates), Also attached is a history of collective bargaining pay increases from 2018 through July 1, 2024, I look forward to addressing any questions you may have at its next meeting scheduled on July 11, 2023. DBP/gy SALARY COMMISSION Attachments COUNTY OF HAWAII Comm.No. 23-09 Date P/July 11, 2023 Hawaii County is an Equal Opportunity Proviiier and Employer. ATT. A Revised 7/10/23 Highest Paid Salary Set by Salary Subordinate* Commission (Salary as of Effective 3/1/18 07101/23) DEPT HEAD DEPUTY DEPARTMENT SALARY SALARY SALARY CORP COUNSEL 153,228 145,968 83,388 FINANCE 132,726 126,402 144,120 HUMAN RESOURCES 128,628 122,628 115,788 PLANNING 132,744 126,420 120,276 RESEARCH & DEV 126,420 113,778 80,184 INFORMATION TECH 126,420 -- 104,736 HOUSING 126,420 -- -- POLICE 153,270 145,968 182,712 FIRE 151,200 143,640 134,472 LIQUOR CONTROL 126,420 -- 133,944 PROS ATTORNEY 153,228 145,968 86,712 PUBLIC WORKS 132,582 126,264 135,960 PARKS& REC 128,760 122,628 129,240 ENV MANAGEMENT 132,744 126,420 138,108 MAYOR 162,582 MANAGING DIRECTOR 153,612 DEP MANAGING DIRECTOR 132,744 COUNCIL CHAIRPERSON 77,016 COUNCIL MEMBER (8) 70,008 COUNTY CLERK 126,420 DEPUTY COUNTY CLERK 113,778 COUNTY AUDITOR 126,420 CMI Service subordinates only. Does not include Appointed subordinates. BARGAINING UNIT("BU") TOTAL ACROSS-THE-BOARD ("ATB") PAY INCREASE HISTORY INCREASES SINCE 2018 BU 01 June 1, 2018 3.2%ATB Increase 3.20% May 1, 2019 3.45% ATB Increase 3.45% July 1, 2019 2.0% ATB Increase 2.00% January 1, 2020 1.2%ATB Increase 1.20% July 1, 2020 2.0%ATB Increase 2.00% January 1, 2021 1.2%ATB Increase 1.20% 10/1/2022 3.72%ATB Increase 3.72% July 1, 2023 5.0%ATB Increase 5.00% 21.77% Total July 1, 2024 5.0%ATB Increase BU 02 January 1, 2018 1.2%ATB Increase 1.20% July 1, 2018 2.25%ATB Increase 2.25% January 1, 2019 1.2%ATB Increase 1.20% July 1, 2020 1.2%ATB Increase 1.20% January 1, 2021 1.2%ATB Increase 1.20% July 1, 2022 3.72%ATB Increase 3.72% July 1, 2023 5.0%ATB Increase 5.00% 15.77% Total July 1, 2024 5.0%ATB Increase BU 03 January 1, 2018 1.5%ATB Increase 1.50% July 1, 2018 2.25%ATB Increase 2.25% January 1, 2019 1.25%ATB Increase 1.25% January 1, 2021 3.46%ATB Increase 3.46% October 1, 2022 3.72% ATB Increase 3.72% July 1, 2023 5.0%ATB Increase 5.00% 17.18% Total July 1, 2024 5.0%ATB Increase BU 04 January 1, 2018 1.5%ATB Increase 1.50% July 1, 2018 2.25%ATB Increase 2.25% January 1, 2019 1.25%ATB Increase 1.25% July 1, 2020 3.60%ATB Increase 3.60% January 1, 2021 3.74%ATB Increase 3.74% July 1, 2022 3.72%ATB Increase 3.72% July 1, 2023 4.96%ATB Increase 4.96% 21.02% Total July 1, 2024 5.0%ATB Increase BU 11 July 1, 2018 2.25%ATB Increase 2.25% July 1, 2019 2%ATB Increase 2.00% July 1, 2020 2%ATB Increase 2.00% July 1, 2022 3.0%ATB Increase 3.00% July 1, 2023 4.0%ATB Increase 4.00% 13.25% Total July 1, 2024 4.0%ATB Increase BU 12 July 1, 2018 2.25%ATB Increase 2.25% July 1, 2019 2%ATB Increase 2.00% July 1, 2020 2%ATB Increase 2.00% July 1, 2022 5.0%ATB Increase 5.00% July 1, 2023 5.0%ATB Increase 5.00% 16.25% Total July 1, 2024 5.0%ATB Increase BU 13 July 1, 2018 2.25%ATB Increase 2.25% July 1, 2019 2.15%ATB Increase 2.15% July 1, 2020 2.03%ATB Increase 2.03% July 1, 2022 2.0%ATB Increase 2.00% July 1, 2023 4.0%ATB Increase 4.00% 12.43% Total July 1, 2024 3.59%ATB Increase BU 14/15 July 1, 2018 2.25%ATB Increase 2.25% July 1, 2019 4.5%ATB Increas 4.50% July 1, 2020 4.5%ATB Increase 4.50% July 1, 2022 3%ATB Increase 3.00% July 1, 2023 4%ATB Increase 4.00% 18.25% Total July 1, 2024 4%ATB Increase Submitted by HR Acting Director Danny B. Patel (Update reflects City and County of Honolulu only) RCVD HUMAN RESOURCES 2023 AUG 3 PM4:03 Executive Salary Jurisdiction Comparisons POSITIONS STATE' C&C HONOLULU HAWAII MAUI KAUA'I2 EFFECTIVE DATES: 1/1/23 7/1/23 7/1/22 7/1/23 1/1/23 (EXCIEPT AS NOTED) GOVERNOR $180,348 LT.GOVERNOR $179,316 ADMIN DIRECTOR of the STATE $179,316 MAYOR $209,856 $162,582 $159,578 $149,165 M.D./ADMIN. ASS'T./DIR. $200,712 $153,612 $156,149 $143,873 DEPUTY M.D. $190,296 $132,744 $140,534 PROS ATTY $198,888 $153,228 $164,831 $143,873 1ST DEPUTY PA $189,096 $145,968 $156,589 $129,484 DEPUTIES: PA, Corp Counsel $59,112-$188 928(PA) $79,656-$137,904(PA) $140,252-$142,877 $123,808 $75,144-$183,216(CC) $85,812-$137,904(CC) $147,265(CC) DEPT. HEADS DAGS, DBEDT, DCCA, DHHL, $170,784 DHS, DLIR, DLNR, DOA, DOH, DOT, PSD,TAX BUDGET&FINANCE $179,316 $187,488 $132,726 $137,0043 $134,883 ATTORNEY GENERAUCORP COUNSEL $179,316 $192,864 $153,228 $164,831 $143,873 HUMAN RESOURCES $170,784 $187,488 $128,628 $147,695 $129,484 INFO TECH $187,488 $126,420 POLICE $231,648 $153,270 $175,133 $143,873 FIRE $224,304 $151,2004 $166,793 $143,8734 MEDICAL EXAMINER $363,144 EMERGENCY SERVICES $187,488 PLANNING $187,488 $132,744 $151,425 $134,883 PUBLIC WORKS $132,582 $161,270 $143,8735 DESIGN&CONSTRUCTION $187,488 FACILITIES MAINTENANCE $187,488 ENVIRONMENTAL SVCS/MGT $187,488 $132,744 $153,590 LIQUOR A $126,420 $153,393 $123,808 WATER $199,517.766(7/1/20) $159,6006(1/1/21) $157,393 $143,873 CUSTOMER SERVICES $187,488 ENTERPRISE SERVICES $187,488 HOUSING $126,420 $140,945(&HC) $129,484 COMMUNITY SERVICES $187,488 LAND MANAGEMENT $187,488 PARKS $187,488 $128,760 $148,888 $134,883 RESEARCH& DEV./ECONOMIC DEV. $126,420 $123,808 ROYAL HAWAIIAN BAND $177,888 TRANSPORTATION $187,488 $139,340 AGRICULTURE $114,000 DEPUTIES DAGS, DBEDT, DCCA, DHHL, $148,572- DHS, DLIR, DLNR, DOA, DOH, $157,104 DOT, PSD,TAX BUDGET&FINANCE $164,964. $177,888 $126,402 $130,175' $129,484 1ST DEPUTY AG/CORP $156,000 $183,216 $145,968 $156,589 $129,484 COUNSEL $164,964 SALARY COMMISSION COUNTY OF HAWAII Comm. No. 23-12 ATT. B Date P/August 4, 2023 POSITIONS STATE' C&C HONOLULU HAWAII MAUI KAUKI2 EFFECTIVE GATES: 1/1/23 7/1/23 7/1/22 7/1/23 1/1/23 (EXCIEPT AS NOTED) $148,572- AA $122,628 $132,925 HUMAN RESOURCES $157,104 INFO TECH $177,888 POLICE $220,944 $145,968 $166,376 $129,484 FIRE $213,912 $143,6404 $166,376 $129,4844 MEDICAL EXAMINER $354,168 EMERGENCY SERVICES $177,888 PLANNING $177,888 $126,420 $136,283 $123,808 PUBLIC WORKS $126,264 $145,144 $129,4845 DESIGN&CONSTRUCTION $177,888 FACILITIES MAINTENANCE $177,888 ENVIRONMENTAL SVCS/MGT $177,888 $126,420 $138,232 LIQUOR $131,479 WATER $190,448.768(7/1/20) $151,6208(1/1/21) $140,487 $129,484 CUSTOMER SERVICES $177,888 ENTERPRISE SERVICES $177,888 HOUSING $126,851 (&HC) COMMUNITY SERVICES $177,888 LAND MANAGEMENT $177,888 PARKS $177,888 $122,628 $134,000 $129,484 RESEARCH&DEV/ECONOMIC DEV. $113,778 TRANSPORTATION $177,888 $125,406 AGRICULTURE $102,600 LEGISLATIVE BRANCH _ 1/1/23 7/1/23 7/1/22 7/1/23 1/1/23 SPEAKERS/PRES $81,024 MEMBERS HSE/SEN $72,348 COUNCIL CHAIRPERSON $123,288 $77,016 $86,336 $80,390 COUNCIL MEMBERS $113,304 $70,008 $80,299 $71,354 COUNTY CLERK $187,488 $126,420 $156,982 $134,883 DEPUTY COUNTY CLERK $113,778 $149,132 $129,484 COUNTY AUDITOR $187,488 $126,420 $151,781 $134,883 'State departments have statewide responsibility for all islands. 2 Salaries for the County of Kauai reflects the maximum salary each position may be compensated at. The respective appointing authority may set the salary of any new or existing non-elected appointee at a figure lower than the maximum salary. 3 Maui's Budget&Finance does not include Budget. 4 Hawaii's Fire includes Emergency Medical Services and Ocean Safety; Kauai Fire includes Ocean Safety 5 Kauai's Public Works includes Environmental 8 Salary set by Water Board 'For Maui's Prosecuting Attorney and Corporation Counsel deputies,appointing authority can set the salary 20%higher or lower than the salary range,provided that the salary does not exeed that of the 1st Deputy. ^City's Liquor Commission is headed by a civil service employee and is administratively assigned to the Department of Budget and Fiscal Services. ^^City's HR Deputy is a Civil Service position Last Updated 6/30/2023