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HomeMy WebLinkAbout2024-07-31 Salary Commission MinutesREGULAR SESSION Salary Commission Hilo Council Chambers Hawaii County Building 25 Aupuni Street, First Floor, Room 1401 Hilo, Hawaii July 31, 2024 (Wednesday) Call to Order (Item 1) The regular meeting of the Salary Commission, County of Hawaii, was called to order at 10:02 a.m. by Chair Steven Pavao, at the Hilo Council Chambers, Hawaii County Building, 25 Aupuni Street, First Floor, Room 1401, Hilo, Hawaii, on Wednesday, July 31, 2024. Roll Call — Present Mr. Steven Pavao, Chair Mr. Jules Dudoit, Member (via ZOOM) Ms. Judy Greenbaum, Member (via ZOOM) Ms. Donala Kawa`auhau, Member Ms. Luahiwa Namahoe, Member Mr. Sam Nelson, Member Mr. Dennis Riordan Member Mr. Sommer J. Tokihiro, Ex -Officio Member Also Present Ms. Dakota "Cody" Frenz, Deputy Corporation Counsel, Office of the Corporation Counsel Mr. Danny B. Patel, Deputy Director, Human Resources Department Ms. Deanna Sako, Managing Director, Office of the Mayor Mr. Douglass Adams, Director, Research and Development Department Ms. Michele Lamkin, Human Resources Specialist II, Human Resources Department Ms. Kim Kailipaka, Human Resources Technician I, Human Resources Department Ms. Glynis Yamada, Secretary -Reporter, Human Resources Department Ms. Heather Kimball, Council Chair, Hawaii County Council Salary Commission Call to Order (Item 1) July 31, 2024 CHR. PAVAO: Call the meeting to order of the Hawaii County Salary Commission. Statements from the Public (Item 2) CHR. PAVAO: "Statements from the Public" on agenda items. Oral testimony may be presented to the Commission either at the onset of this meeting or immediately prior to the applicable agenda items. Is—any public testimony—anybody wants to speak now at the onset of the meeting? Thank you. MS. FRENZ: Good morning, everyone, this is DCC Cody, we're going to start with public testimony, here, in Hilo Chambers and then we'll check-in with everyone on Zoom. Thank you. Go ahead, Chair. (At this time, Ms. Heather Kimball, Council Chair, Hawaii County Council, came forward.) MS. KIMBALL: Good morning. I'm Heather Kimball, Council Chair, for the Hawaii County Council—good morning, Chair, and members of the Salary Commission. It's nice to be on this side of the dais. I'm here today to provide testimony on the salary considerations with respect to the OSCER Administrator. I am one of the co-authors of the legislation that created this Office of Sustainability, Climate, Equity, and Resilience. And in the interest of full disclosure, I will mention that the current Administrator, behind me here, ran against me for Council. But, since that four years, we haveI would say become friends and share mutual respect. But I am testifying today with regard to the positions and the requirement of the position regardless of who holds that administrative position. To be clear, I'll just briefly share the intention of the OSCER Office, which is to provide a, sort of, over -reaching, coordinating authority with respect to climate change, resilience, equity, and sustainability in our County. We—before we created the office, did a deep dive into a diagnosis of why do we have all of these great plans around climate change, sustainability, resilience, in our community and yet a lot of things were not being actively enacted. And the answer to that question turned out to be—one, folks were kind of working in silos independently and they lacked overall coordination. There was also a great interest in the various departments within the County to do this work but they lacked technical capacity and they lacked resources. Page 2 Salary Commission July 31, 2024 In addition, there were many partners in the community that are working in this space, but they didn't have a direct interface connection with the County nor was there, sort of, a universal education, agreed upon metrics, targets that we were all working towards. And so, the Office of Sustainability, Climate, Equity, and Resilience was designed based on a model called the "Community Impact Model" that came out of Stanford. It is designed to be nimble to be able to bring in resources, and the staffing is designed to support the items that I mentioned—community outreach, community connection, reporting of data metrics, bringing in grant resources. And, of course, all of that falls under the Administrator's responsibility and their objective is to create and support a common agenda across the County and across the community about the purview of that office. That's a lot. That is a lot to do. And I envision this office growing and having even more kuleana. And so, reviewing some of the equivalent salaries across the County for these administrative - type positions, I would suggest to the body that you consider an initial salary between 125 and 150,000. I think that is commensurate with what I see the responsibilities being for the Administrator of the office and I also see that it would—in the event we need to look for new administrators put us in a competitive position to bring in high-quality candidates. Thank you for your time. I appreciate the opportunity to speak to you and I hope you will take my recommendation into consideration. Thank you. CHR. PAVAO: Thank you. Anybody have questions? If not, we'll go back to rollcall—I skipped over our rollcall. We can do rollcall here, and then we'll go into Zoom. MS. KAWA`AUHAU: Commissioner Kawa`auhau. MR. PAVAO: Chair Steve Pavao, present. MS. NAMAHOE: Commissioner Namahoe. MR. NELSON: Commissioner Nelson. CHR. PAVAO: And we'll go to Zoom, if you can introduce yourselves. MR. RIORDAN: Commissioner Riordan. MS. GREENBAUM: Commissioner Greenbaum. MR. DUDOIT: Commissioner Dudoit. CHR. PAVAO: Okay, thank you. So, we have seven members present—we have quorum. MS. FRENZ: Thank you, Chair, also Page 3 Salary Commission July 31, 2024 MS. TOKIHIRO: Sommer Tokihiro, Director of Human Resources, and also from my office is Michele Lamkin and Kim Kailipaka from our Classification and Pay Division—and Danny Patel, our Deputy Director, is here as well. MS. FRENZ: As well as myself, Deputy Corporation Counsel Cody Frenz, Counsel for the Salary Commission, and our Secretary, Glynis Yamada, is also present, Chair. Thank you. CHR. PAVAO: Okay. Do we have any other statements from the public? Approval of Minutes (Item 3) January 17, 2024 CHR. PAVAO: If not, we'll go on to the approval of the minutes. There's an amendment to thea correction. So under "Also Present"—amendment one, Michel Lamkin's title states, "Human Resources Specialist II" the title should be "Human Resources Program Specialist." And amendment two, is Kim Kailipaka's title states, "Human Resources Assistant"—amend to correct the title to be "Human Resources Technician I." So we need a motion to approve the minutes, as amended. MS. NAMAHOE: So movedNamahoe. CHR. PAVAO: Is there a second? MS. GREENBAUM: Second—Greenbaum. CHR. PAVAO: Thank you. So, it's been moved and second that we approve the minutes. Any other corrections, additions, deletions? If not—discussion? Okay, otherwise, we'll go ahead and vote for the approval. All those in favor of accepting the minutes, as amended, signify by saying aye. All opposed? The voice vote was as follows: AYES: Commissioners Dudoit, Greenbaum, Kawa`auhau, Namahoe, Nelson, Riordan, and Chair Pavao — 7. OPPOSED: None. ABSENT & EXCUSED: None. CHR. PAVAO: Hearing none opposed, we'll accept the minutes, as amended. Communication(s) (Item 4) CHR. PAVAO: Okay. So, we'll move on to "Communications" no communications. Page 4 Salary Commission New Business (Item 5) July 31, 2024 A. Election of Salary Commission Chair And Vice -Chair for Calendar Year 2024 CHR. PAVAO: "New Business" for discussion and appropriate action is the election of the Salary Commission Chair and Vice -Chair for calendar year 2024—although we're almost in August. We should have done it on our January meeting but, anyway, we'll take nominations, I guess, we'll start with the "Chair" I guess. MR. NELSON: Nominate Chairman Pavao—he's doing a great job. MS. GREENBAUM: Yes. MR. RIORDAN: I second that— MS. hat MS. GREENBAUM: Yes. MR. RIORDAN: Commissioner Riordan. CHR. PAVAO: Any other nominations? If not, we'll accept the nomination and vote. All those in favor of myself being the Chair, again, signify by saying aye. All those opposed? The voice vote was as follows: AYES: Commissioners Dudoit, Greenbaum, Kawa`auhau, Namahoe, Nelson, Riordan, and Chair Pavao – 7. OPPOSED: None. ABSENT & EXCUSED: None. CHR. PAVAO: Hearing none, then the motion passed. And we need a Vice -Chair, as our past Vice -Chair is not a member of the Commission anymore. So, any nominations for Vice -Chair? No volunteers? MS. NAMAHOE: I nominate Commissioner Kawa`auhau. SPEAKER: I second. CHR. PAVAO: Any discussion? Any further nominations? MS. GREENBAUM: No. CHR. PAVAO: If not, we'll go ahead and vote. All those in favor of the motion signify by saying aye. Any opposed? Page 5 Salary Commission July 31, 2024 The voice vote was as follows: AYES: Commissioners Dudoit, Greenbaum, Kawa`auhau, Namahoe, Nelson, Riordan, and Chair Pavao – 7. OPPOSED: None. ABSENT & EXCUSED: None. CHR. PAVAO: The motion accepted. Thank you very much. Welcome to our new Vice -Chair. Okay? B. Review Of Existing Compensation Plan To Include Discussion And Consideration Of Ideas For Adjustments To Future Salaries Of Executives And Officials: Update By Director Of Human Resources, Sommer J. Tokihiro, Regarding Collective Bargaining With The Employer (County) And Unions (United Public Workers/UPW, Hawaii Government Employees Association/HGEA, State Of Hawaii Organization Of Police Officers/SHOPO, And Hawaii Fire Fighters Association/HFFA); Informational Briefing By Director Of Human Resources, Sommer J. Tokihiro, Regarding "Step Movements"; Informational Briefing By Director Of Human Resources, Sommer J. Tokihiro, Regarding "Within Range Progression" (WIRP) Increases; Existing Pay Plan For Executives And Elected Officials, Effective January 1, 2024, And Effective On July 1, 2024 CHR. PAVAO: So, next business, "New Business" review of existing Compensation Plan to include a discussion and consideration of ideas for adjustments for future salaries of executives and officials. So, update from Director of HR, Sommer Tokihiro. MS. FRENZ: Chair, if I could just briefly interrupt. This is DCC Cody. We haveI'm wondering if we want to take out of order for our participants that are present for the "Unfinished Business" Number 6. And I believe Managing Director Sako is also here for that purpose. And we have Acting Agency Director—sorry if I have that terminology incorrect—but, Ms. Morrison is also present. So, I don't know if we want to skip to that, so that they don't need to wait for the rest of our conversation. Would that be agreeable, Chair? CHR. PAVAO: We can do that. That's fine. Okay. Page 6 Salary Commission July 31, 2024 Discussion Concerning Setting The Salary For The New County Of Hawaii Agency, Office Of Sustainability, Climate, Equity, And Resilience (OSCER); And Communication No. 24-01, From Director Of Human Resources, Sommer J. Tokihiro, Dated January 12, 2024, Transmitting Information Concerning Hawaii County's New "Office Of Sustainability, Climate, Equity, And Resilience"; And Communication No. 24-01.01, From Director Of Human Resources, Sommer J. Tokihiro, Dated January 16, 2024, Responding To Former Salary Commission Member Dawood Farahi's Request For Additional Information Re OSCER (Note: The Above Matters Were Tabled/Postponed At The Salary Commission Meeting Held On January 17, 2024; And Communication No. 24-01.02, From Interim Administrator Of OSCER, Bethany Morrison, Received On July 22, 2024, Transmitting A Power Point Handout Entitled, "The Office Of Sustainability, Climate, Equity, And Resilience" CHR. PAVAO: So, we'll go to the discussion concerning setting the salary for the new County of Hawaii Agency—Office of Sustainability, Climate, Equity, and Resilience. So, I guess at this point we have a presentation from Ms. Morrison. (At this time, Ms. Bethany Morrison, Interim Administrator, Office of Sustainability, Climate, Equity, and Resilience, came forward.) MS. MORRISON: Aloha, good morning, Bethany Morrison, Interim Administrator for Office of Sustainability, Climate, Equity, and Resilience. And I will—you have my presentation, but I'll go over it anyway and, of course, answer any questions you folks have along the way (SEE ATT. A/COMM. NO. 24-01.02). Hold on one second, while I share on Zoom. MS. FRENZ: Chair, DCC Cody, while our Interim Administrator is working on the share screen technology—sometimes, right I see that we have someone else on Zoom named Mimi BergstromI'm not sure if that's someone with Ms. Morrison's FEMALE SPKER.: No. MS. FRENZ: Or if Ms. Bergstrom wanted to provide public testimony before the Salary Commission today? Ms. Bergstrom, are you just listening or are you—would you like to provide public testimony now? MALE SPEAKER: We're just listening. MS. FRENZ: Okay. Thank you. MS. MORRISON: No, I'm just not used to, kind of, having (inaudible) screen. So, hold on one secondsorry, guys. There it goes, there it goesapologies, Commission. (At this time, Ms. Morrison proceeded with her Power Point presentation.) Page 7 Salary Commission July 31, 2024 MS. MORRISON: So, as I mentioned, I'm the Interim Administrator for our new Office of Sustainability, Climate, Equity, and Resilience. This office was created about a year ago and I came on board February of this year. The office really was established to breakdown silos and streamline the collaboration that needs to happen across the County agencies—looking at policies and programs—and really the County being able to take a leadership role when it comes to sustainability, climate change, equity, and resilience. There are a number of initiatives that this aligns with just looking at, of course, how we do a better job as a County, ourselves, in reducing our greenhouse gas emissions, using renewable energy sourcesreally, looking at our island's very fragile biodiversity and how we can protect that, which helps again (inaudible) to mitigate some of those issues. Looking at resilience for our County infrastructure, especially when it comes to things like sea level rise. We have some very vulnerable County aspects, and so looking across those. And, again, this office being one that can take a leadership role in those spaces. And, finally, just ensuring that there's equitable implementation and making sure that we're consulting with our communities and those that have been, historically, marginalized—are brought into the conversation. Our office has done a little bit of strategic planning. Part of this is, really, to help describe the work that's being done but also, of course, to help prioritize and make decisions. And so, these missions and values that I'm going to offer are, sort of, draft—but that's what we've been using as our guideline. The graphic here that you'll see, the middle of that graphic shows connect, coordinate, and capacity. And that's really the mission our office within that inner circle. And the mission is to striving to lead the County by connecting, coordinating, and building capacity in our collective effort to sustain the health of our `aina and island community. And then, the outside of that graphic is really the values that we have inherent within our team to really, again, help guide that decision-making and priorities. And so, you'll see those, where it's in the color wheel of trust, place -based, justice -minded, learning, community, gratitude, collaboration, and optimism. And so, again, this is how we do the work and these are the values that we bring to the discussions and the decisions that we're making as an office. I want to just share the organizational chart, just to give some context about, sort of, how we started and where we're going. And so, as Council Member Kimball had mentioned, at the beginning of this office, there were positions that were already established and budgeted. And so, since coming in I actually come in—came in right at budget time—and so, had the opportunity to, sort of, think about what else we might need. And then, of course, then learning and growing since that time. Page 8 Salary Commission July 31, 2024 So, of course, you have the Administrator position. And then starting on the far left of this graphic we have a Sustainability Strategist who is on contract with our office now that position is meant to be only a one-year position and really to help give our office that boost as we get started to help us some of the strategy that's necessary. And then, our Accountant I position. This was added into this fiscal year's budget—this was not part of the original budgeted positions but has become very evident that we need to have that position in our office. We have a Grant Coordinator position and a Database Analyst. Both of those are in the recruitment phase with interviews being scheduled as we speak. And so, our accountant position, an offer has been made in that position. So, in theory, in maybe the next month or so, we will have those dark maroon colors all filled for the office. The ones that you see in the more orange are, again, sort of, ones that were already budgeted in but haven't gone through the recruitment process, yet. That is our Policy Analyst and, in this case, our Information and Education Specialist, which is really our community outreach engagement position. And then, we have a couple of other unique positions that I feel are needed for the office. And, again, this is based on the work that we're doing now and the work that I see happening in the future, so those are Special Projects Coordinators. And those will be reporting to the Grant Coordinator and also the Policy Analyst—and those positions have not been allocated or funded but, again, this is something that I want to work on in the next 6 -months or so—and that those positions are, really, as they are described "Special Projects Coordinators." As we do the work, we find that we need specific expertise or project management to help with the various needs of our—either our departments or our department itselfto move forward with some of those projects. And I'll talk about those projects in this presentation as well, but that's what those Special Projects Coordinators would really do, is be those subject -matter experts and be able to lean in specifically on various projects. And because of that, I'm really looking for opportunities to fund those through grant funding rather than our regular operating budget but, again, that's something I'll be pursuing in the next six months or so. And then, finally, we also have a Climate Equity Specialist—that position is currently in the budget but that's something that I want to pursue as a contract to really, again, sort of, lean into what's needed at the time and be able to pull on our Professional Services List to bring in consultants that are appropriate for whatever that particular need is around equity. And so, I wanted to introduce you to the team that we have so far. Obviously, you have myself. We also have Kendra Obermaier, who joined our office July I". She was recently employed with our Research and Development Department, and she comes to us with a unique background in being that she came to our County as an AmeriCorps Vista(inaudible) familiar with that Page 9 Salary Commission July 31, 2024 program, is really an opportunity for folks to get professional development but also to work with communities in need to build their capacity. And so, she's worked herself up from that position and we welcome her. She is our Sustainability Strategist for our office. And then, we also have an AmeriCorps Vista that joined our office in March and his name is Liam Birr and he is specifically tasked with implementation of our Integrated Climate Action Plan. And so, he's developed a monitoring and tracking tool, which I'll discuss as well. So, for now, this is our team. We are small but we are mighty. 1 -just a quick look at the budget. This is what was approved through Fiscal Year `24-`25 and the important take -a -ways that I want you to have from this are really—of course, we have a small budget. We're a small office and we have a small budget. But that number "886,036" I want you to think about that because we're going to talk about grants in a little bit and just leveraging that amount of budget to bring in quite a bit more for our County is something we're really excited to do. So, I want to share that with you folks as well. I mentioned our Integrated Climate Action Plan. This is our strategic roadmap. It was adopted right after the office was created but had been in process prior to that, obviously. This was a collective effort between the Planning Department and the Department of Research and Development—to develop a plan. It identifies County actions for climate mitigation and adaptation. And then, really focuses on implementation priority areas. The graphic that you see here are the targets that the plan lays out for how we will focus on reducing our greenhouse gas emissions. But I just want to highlight that this is in our Plan and things that we're striving for, but we don't have any current County policies that require us to make these efforts. This is only existing in this Plan for this moment. And the Plan really goes on to tackle, again, sort of looking at the implementation areas and the strategies that are there. It tackles everything from cesspool conversion, water conservation, energy efficiency, natural resource management. Of course, sea level rise adaptation efforts it's really a broad -reaching Plan and so it's something that we're excited to have as this office gets startedis, we already have a Plan in place and it already focuses on sustainability, climate change, equity, and resilience. So, we're able to just lean into that Plan as we set forth the priorities for this office. And then, I want to speak a little bit to our mission that I lined out for us that was "Connect, Coordinate, and Building Capacity"—and so, just want to demonstrate for you folks the ways that we are connecting currently and the future plans for this effort. When we talk about connecting, it really is about how we are connecting with our community and our County departments towards this collective effort. And so, it's about sharing the work that we're doing, being transparent, and also making connections between people. We see ourselves as a really good connector in that space. Page 10 Salary Commission July 31, 2024 So the ways that we are connecting, we are attending community events and helping share information (inaudible) about the office. We've attended about 12 of those so far and that's, sort of, places where we have a table or a booth. We have some fliers and we're there to just answer questions—and, again, sort of, build capacity. And the good thing is that, at the last event, like we're finally starting to have people come and know what the office is, recognize our faces, and be able to engage with us—which is exciting because at the beginning nobody knew what—what is OSCER, right? So, that's a good progress we're making. We're also connecting, literally, with roots on the ground and getting our hands dirty in some conservation work. So, these are usually volunteer efforts that community organizations hold, and we're going and attending these as well. Again, to connect and actually get our hands dirty on things like invasive species removal things like that, to where we're building those relationships and connecting with folks. We've established our website and social media outlets, as well as our monthly newsletter that we're publishing. And so, these are providing us ways to connect with a larger audience that maybe doesn't come to those community events. Again, to get the word out and highlight some of the work that's happening in the County and across the community as well. And just an example of that—we partnered with Department of Health and the other counties across the State on our heat safety awareness campaign that was launched, I'd say, couple weeks ago. And that has been a coordinated effort, with a coordinated press release, and social media that we worked on to give one message out across the State about heat awareness. So, that has been a really good opportunity for us to collaborate across the State on efforts. And then, finally, just looking at future efforts. We want to create a webinar series, again, this is about connecting and getting information out to folks about what's going on. And so, we're envisioning this webinar series to really highlight the action but more specifically tie it to—how does that impact daily lives? What does that look like for folks? People are seeing impactsI don't want to pick on our Wastewater but I will because it's something that everybody understands and can connect with. And so, places like Keaukaha that have a lot of cesspools and have some wastewater issues impacting that community that's something that we can highlight but, more importantly, highlight what are we going to do about that and how can the office help make that connection. So, those are the type of things that we want to provide to this webinar series. And then, finally, we will be publishing a Climate Data Dashboard—and that's just, again, for transparency so that people can understand—so the progress that we're making towards our goals in that Integrated Climate Action Plan. Page 11 Salary Commission July 31, 2024 Ways that we are coordinating—coordinating is a little bit more of an action verb here. Connecting is about building those relationships and meeting with folks, but coordinating really means that we're getting our hands dirty and really thinking about how can we make progress together. It is about breaking down those silos, frankly, within our departments as well. And so, ways that we're doing that—we partnered with our Department of Public Works, and our Parks and Recreation Department to build a project that looks at facilities condition assessments and energy management plan for our County facilities. And that's really to understand where are our assets and our the opportunities there for other—either efficiency or installing some renewable energy at those facilities. So, it's been a great project, again, to sort of work across departments and build that capacity for our County. We're coordinating with departments to apply for various grants, which I'll go over in a minute here. We're partnering with community organizations to also support their grant applications that are in line with our sustainability goals. We're coordinating with community organizations to support data collection. We recognize there's a lot of need for understanding our baseline information. And one of those examples is, we're working with the NASA Develop Team that's here in Hilo for the summer and they're helping us collect observational data for our Hilo Baywater Shed, which is really important work that's happening. We're coordinating across various statewide groups—like I mentioned, the Department of Health, but we're also looking at how do we coordinate—we have the upcoming legislative session happening. And so, how do we coordinate and make sure that we're in alignment across the State as we look at laws that might be passed in these areas. We're coordinating the implementation of our Climate Action Plan. That Plan was created with all the departments working collectively to understand where they are and where they can make strategic efforts in these spaces. But we—someone has to carry that torch—and so our office is really carrying that and continuing to have conversations about where are we, where can we get, where are some opportunities to make progress. We're also coordinating to provide a Zero Waste Pilot Program. This will be a program that we use to make sure that our County meetings really are zero waste. So, helping to reduce use of plastic water bottles for our Commissioners and those type of efforts there. And then, finally, just looking at future efforts for coordination. We are working in the cesspool conversion space along with our Department of Environmental Management, just thinking about those communities that won't, realistically, be connected to a County sewer system and then how do we help to push forward and prioritize their conversion of their cesspools and, more importantly, bring in funds to help them to do that. And then, also, we are looking at convening working groups. There was some effort around this during the sustainability summits that Mayor Roth's Administration has been convening. And Page 12 Salary Commission July 31, 2024 these are really subject -matter experts out in our community that are making progress in these areas and we want to bring them to the table to help us solve some of our issues and priorities. So we look forward to bringing them together on regular convenings. And then, finally, building capacity. This is a really important one for our office because we know we lack a lot of expertise, technical capacity but also we fully recognize that our County departments, in order to help us make progress in this area, they are already overwhelmed and understaffed, just like many agencies across the country. And so, recognizing that, we don't want to add things to their plate. We want to build capacity. We want to bring something to the table so that they don't have more work but we're actually making progress together. So, again, this is a really important one for our mission of our office. And the ways that we are doing that I mentioned applying for grants. Our most recent one that we applied for is a heavy duty vehicle conversion grant and that really was, again, thinking about how can we look at our heavy duty vehicles and think about clean energy for those vehicles. But building capacity—even to have the conversations, thinking about what does that look like to have electric vehicles for the County and starting to have those discussions to that grant opportunity. We applied for that grant that's going to help us improve our energy efficiency at County facilities. We are implementing our Climate Action Plan, again with have an AmeriCorps Vista, Liam, who's done a great job at really diving into that and providing an implementation matrix, prioritization tool—again, so that we can meet with the departments and have really clear understanding about where we are and opportunities for moving forward on that Plan. We're gathering data to update our greenhouse gas inventory. We have applied for a SolSmart Designation. We'll be the first County in the State of Hawaii to get that designation. And that really just promotes and removes barriers for renewable energy for our communities—so we're pretty excited about getting that. And then, finally, future efforts in the space to build capacity, really, around training. And one of those trainings is really looking at a model Trauma -Informed, Resilience -Oriented Equity- focused—so looking forward to bringing that training to our County. And just further details into our grant opportunities—again, remember our budget was 886,000 and so, if successful, which I'mfingers crossed, we will be—how you can see that that leveraging for only six months of work is really about paying off the investment to create the office. So the first one was really, again, that Energy Efficiency Conservation Block Grant—this is coming from the Infrastructure Reduction Act, I think—it's either that or the other one, I can't remember, actually to do the Facilities Conditions Assessment and Energy Management Plan. Page 13 Salary Commission July 31, 2024 That one has been approved and the funds should be coming in, actually, in the next week—we just got updates on that. Clean Heavy -Duty Vehicles Replacement I mentioned that one that's looking at—this is really a pilot program to begin that conversation with fleet conversion for our County. So that I think that was replacement of three heavy-duty vehicles including the charging infrastructure and our workforce development—that proposal has been submitted—about a week -and -a -half ago that was submitted. And then, finally a Coastal Zone Management Habitat Restoration Project on a site that was acquired through PONC lands, working with the community to look at habitat restoration that is deeply connected to the historic site reservation on that site. So (inaudible), a really good opportunity to connect with our community and support their efforts that site is also, of course, impacted by sea level rise and some of those sites are vulnerable. So, we want to develop some protocols around that. And this hasn't been updated, but that letter of intent has been submitted as well for that proposal. And this last slide is just, again, sort of a recap on those next steps of things that we're looking forward to completing in the next six months as we continue to work. I'm open to any questions you, Commissioners, have. Thank you. MR. NELSON: So, thanks for that. So, just to kind of go over the grants. I think we first talked about the position the last time. The County idea was that it'd be self-sustaining and bring in the grants. And I think, if I look at it I did the numbers. I think what you proposed here is like 976,000 a year versus your budget is 886so, it would be self-sustaining, if you win all these grants. Okay. So, I guess we're really just kind of looking at the probability is that—coming to fruition—okay? All right? MS. MORRISON: Yeah. I think we always cross our fingers for anybody that works in a grant world. It is competitive but these funds are all coming from, frankly, the great amount of effort that our Biden Administration has put towards climate investment. So, I think we have a good chance on all three of those. Well, one, we've already brought in. But the other two the clean heavy-duty vehicles grant—we were actually able to leverage grant writing capacity working with our Department of Transportation. They provided professional grant writers and so that proposal I anticipate is going to be pretty competitive. And then the third one that we are hoping to be able to submit for—we had submitted a prior proposal, this is ultimately a NOAA grant—and they had provided us some feedback. And so, a (inaudible) has been included into this proposal, so again, hoping that that's going to be competitive. Page 14 Salary Commission July 31, 2024 And then the final thing I would just offer is that this is three people doing the work and it hasn't even been six months yet. So, I anticipate that we'll continue be able to continue to bring in those dollars to, again, be sustainable—but, more importantly, bring in capacity and resources to our County to make efforts towards (inaudible). MR. NELSON: So, just curious, where are the sources to find the grants? I mean, where do you go hunting for? MS. MORRISON: We have a good partnership, actually, with our Department of Research and Development in that space but also I'm constantly that's part of my background—is a bunch of notifications when new opportunities come around. And then, I work to look at our Climate Action Plan and think, "Okay, this would help implement that Action Plan"—does it involve another agency, connecting with them, seeing if it's an opportunity that we can pursue that's sort of the process that we've been going through. There is some sense of urgency just because eventually those great funds are going to run out, so we do want to continue to pursue those as aggressively as we can. MS. NAMAHOE: Hi, this is Commissioner Namahoe. So I'm looking at your maximizing opportunities page. How I understood you presenting this information this is kind of—this is the baby you folks have come up with in the last six months. Yeah, these are the priorities. When we look at what's in the County Charter now of how large OSCER is, there's so much room for (inaudible) that from this—and mental health and world peace and on and on—and new currencies and (inaudible) things. I get it. I get it. I was scared to see what this would look like. But then, now, I start getting into being the detail nerd that I am. When I see things like clean heavy-duty vehicles replacement—does that mean that now Transit comes to you to say, out of that million dollars, I need you to pay for all of the new solar panels on the top of the bus roof or whatever it is. They're going to now—are you the clearinghouse for that— MS. hat MS. MORRISON: No. MS. NAMAHOE: is that the thought? MS. MORRISON: No. So that project was developed with our Department of Public Works, and Parks and Rec., again, I think one of their vehicles was in there. Again, looking at vehicles that they were already looking at prioritizing replacement for. And so, that project is very specific to those particular vehicles that were identified through those other offices. It is not available for any kind of—it has a very specific purpose. But I would say that we do—and this is the trick, right—is we are a small team. And so, we have to be very cognizant of that capacity and work with our departments to build their capacity, if they need to. Page 15 Salary Commission July 31, 2024 So, if there's a way that we can leverage, if there's a way we can bring in some expertise on contract to help support some of their efforts but we are not meant to be the end all, be all (inaudible) for the County. We just can't—we're a small team. So, it's about strategically—and then looking at our Climate Action Plan. Again, as our—really our guidelines for how we prioritize and what we work on. MR. NELSON: Just to clarify, you guys consider yourself—you're going to assist for the grant writing—in the grant approval process— MS. MORRISON: Yes. MR. NELSON: —more than anything else, right? MS. MORRISON: Yes. MR. NELSON: You're a resource—if somebody for these guys, you're a resource that's going to help them get their money, right? MS. MORRISON: We're helping get the money but the bigger role that we're playing is that coordination component, right? So, again, just leaning into that heavy-duty vehicles just because it was fresh on our minds. We worked with our State Department of Transportation to bring in professional grant writers. We worked on helping to write that grant with inputs from our Department of Public Works, and Parks and Rec.—so that they weren't trying to write the grant, right. They don't have capacity for that. So, it was more so gathering the data—coordinating that effort. So, that's a very similar role that we see ourselves playing when it comes to any initiative. MR. RIORDAN: Do you see yourself going into other departments and looking at their operations and saying, "You need to change the fact that you have people driving their timesheets in twice a month" to stop the greenhouse gas thing and being able to implement that? MS. MORRISON: That's a great one. And so, there is some progress being made. Our Department of Finance is actually working towards a system to get us away from the printed timesheets. So, when we think about efficiencies of our County offices, that's not really something that our office is taking on. But we have already connected with our County Auditor, which is interesting because that's part of the role that our County Auditor plays, is to look at things that—if we have waste or we have inefficiencies And so, there's things that he's observed when he's done various audits of whether it's facilities or whatever his particular role is. Page 16 Salary Commission July 31, 2024 And one of those was an example that he spoke to me about solar system that wasn't operating at a facility that he was at—and the only way that we knew that is because he was asking questions of the facilities manager. And so, things like that, that don't necessarily fall under the Auditor's purview, but things that we could help when it comes to our energy efficiency, renewable energies—those are opportunities that we see with the departments. But we don't have the—it's not really within our mission to go into the departments and find those opportunities for carpooling or paper—saving paper from being printed those kind of things—that's really an operational process for them. MR. RIORDAN: But I guess my question is, is that they're not going to change unless someone else comes forward and says, "It's in the County's best interest to be not to be doing these things" because, otherwise, they would have changed already. So, we're saying the Auditor's the person that's going to be doing that as opposed to your department? MS. MORRISON: I was just mentioning that opportunity. Really, that's an administrative priority, how are we prioritizing sustainability across the County—and the Roth Administration has been very progressive in making those efforts. And the other thing I would offer is just, again, as I mentioned, we have our Climate Action Plan which is really our strategic roadmap. And it does have some of those targets. But, again, those have not been codified anywhere and so there's an opportunity to work with our Administration and our Council to really think about how do we codify those things so that everybody is on board. It's, sort of, our kuleana and people can make those operational adjustments as needed. MS. FRENZ: This is DCC Cody. One brief gentle reminder for my Commissioners. Please state your name before speaking, just for our minutes—and including our participants on Zoom. Thank you. MS. GREENBAUM: Commissioner Greenbaum. I did have a question for you, Bethany. So, if any of the departments wanted to approach OSCER and ask in assisting and assessing the areas within their department, that the benefit—would you be—would this department actually be open to that in helping to creating (inaudible) MS. MORRISON: I'm, definitely, openI mean, just me personallyI'm a very optimistic and I love to collaborate. And so, I'm open to any suggestions that people have but, again, I would have to look at sort of what's our goals around sustainability. We mentioned zero waste, for example, and so if departments are looking for, "Hey, I want my department to become a zero waste department" MS. GREENBAUM: Correct. Page 17 Salary Commission July 31, 2024 MS. MORRISON: then that's something that we could go out and find some capacity to help—whether that's training, whether that's looking at some pilot projects for them I'm definitely open to that. I just want to be transparent, too, that I think our Administration and our Cabinet is super collaborative. And so, some of those relationships that we've built already—we're already having some of those discussions. And I think it moves with the speed of trust when it comes to those relationships and having department heads that are comfortable, coming forward and saying, "Hey, this is something that I want to pursue. How can you support that effort?" MS. GREENBAUM: Okay. Thank you. MS. MORRISON: Thank you. MS. NAMAHOE: Hi, Commissioner Namahoe. So, I want to thank you for approaching us and clarifying how to build a plane that you're currently flying and the importance of the wings to you and the engines to you. I confess, by reading it first, I didn't know that it was much a grant writing arm. That was always an assumption I had more about R&D or that within the larger departments that they had grant writing expertise on their staff or that—and I'm thinking of the Fire Department where a lot of the white shirts also wrote grants to buy some of their industrial equipment. And now, realizing not all of our departments have that size. So, what I'm asking to clarify is that, when at the end of the day when you look at where you're going, is that what you envision OSCER will be, in spite of its lofty name? You don't necessarilyI'm assuming, and correct me if I'm wrong that you don't see yourself having environmental management expertise on -staff and somebody's out there keeping the ruler, measuring the erosion and the sea level rising, and the temperature—although that might be on the dashboard you see—creating a dashboard and then chasing funding—kind of, right away to make sure that you still have gas in the areas you continue to fly the plane. But that we still don't—at the end of the day, it's 90% going to be grant writing. MS. MORRISON: I wouldn't say 90%, if we look at sort of the core functions around community engagement and outreach policy work, grant writing, and our database coordinator so, those are sort of the functions that we're doing. I just want to highlight because, I guess, that's probably the biggest amount of work that we've put in so far besides all the administrative tasks to set up an office, has been to go out and bring in these funds that are sitting there because it's really important, in order to make progress, in these areas of sustainability and climate change. The departments various departments, like you mentioned Fire they do go after their very specific mission grants that are for that. Our office would not play a role in that. Our office is Page 18 Salary Commission July 31, 2024 really about making progress for sustainability, climate change, equity, and resilience—and bringing in the grant dollars necessary to make that progress. MS. NAMAHOE: Okay. So, I want to thank you, `cause that gives me the opportunity to clarify. Ninety was a number I threw out there as placeholder, but the predominant need that you folks have is, you need to be driving the income to not only justify the department and the staff, but also to educate your fellow departments and agencies in the County on what they can expect from you the particular expertise that they would turn to look to you as the supporting auxiliary we don't have the binder in this shelf. They might have it over there. So, in some ways you have to be pretty malleable because, again, you have a very large broad swath. I'm just trying to understand as I'm not a County employee, I'm a County consumer so how do—where would I look dot.govon dot.gov to find information. And then, that helps me understand and informs me sitting here how important your department is. MS. MORRISON: That's a loaded question/statement. So, we do have a website presence and some of this information, including our Plan, is posted there so that people can be informed. I think transparency and bringing that transparency is a huge kuleana for our office for several reasons. One, I would just say because it could be sustainability, climate, equity, and resilience, right? There's a lot of things that could fall under there. And so, we have to get out in front and say, "This is what we're doing. This is our priorities"—and be able to communicate that with our community, so that they can understand where we are and where we're making progress. But, also, the County is a piece of this. There's a lot of organizations that are also working in this space across our County and across our State. And so, how do we collaborate with those that's again, our office is doing that collaboration to bring in—whether it's Mauna Kea Watershed Alliance and the work that they're doing on reforestation efforts—is our opportunities for us to partner on grant applications to continue that work and those sort of things—even if it's just a letter of support, frankly, from our office which can go a long way towards some of these application opportunities. So, yes, the grants is really the how but the work is getting done across those other places as well. And then I think, again, just thinking about how our community engages with our office and what does that look like? We've done the Administration has done sustainability summits—and the last one is one that I participated in `cause I was on board as the Interim Administrator of this office—and that was in May. And one of the efforts with that summit has been to really get out the information that's going on, the projects that are going on, leverage that support—and have it be something that community can understand and say, "Ah, this is where we're going and what we're doing." So, I look forward to ways that we can continue to do that, so that we can bring community in, but also engage with them and make sure that their voice is part of those decisions that are being made. Page 19 Salary Commission July 31, 2024 MS. NAMAHOE: I have one more question. In "x" period months or years, when you look back, what would you say was the most important part of being in this job? What did this job how do you define the success that you achieved? MS. MORRISON: I think that's going to change. Right now, I'm really excited to be building the team and bringing in—most of those positions that I mentioned are civil service positions. As you know, the Administrator position is an appointed position—may come and go with Administrations. But those civil service positions are there for the long-term. And so, I'm looking to build a team that is committed and dedicated to the work and also has the strength and capacity to keep this plane in the air, depending—regardless of who the Administrator might be. So, that's one way that I'm measuring that success is building that team. The second way is by building those relationships across the departments and breaking down those silos. That has been really humbling work for me to do. It's a place that I, personally, value as far as building those relationships and what has come from that, is not only yes, we're leveraging and being able to go after grants with those departments but more so if there's questions, if there's priorities, if there's dialogue happening and that's the only—is easy to pick up and say, "Hey, Steve, what are you guys doing? Do you need our support?" that kind of thing. So, building the team, building those relationships, and then finally, of course, I want to bring in dollars to this community and our County, but also be saving dollars that can be reinvested so that's part of that energy efficiency, how much are we spending on our lighting, for example. Can that money then be reinvested to help develop resilience against our sea (inaudible) that comes to Alii Drive. Those are the three things I would (inaudible). MS. NAMAHOE: Thank you. CHR. PAVAO: Any questions? If not, we'll say "thank you" to Interim Director. MS. MORRISON: Thank you. MS. GREENBAUM: Thank you, Bethany. CHR. PAVAO: So, I guess, the next issue is we have a motion and a vote today on setting the salary for this position. Any input from the Director of Human Resources Tokihiro? MS. TOKIHIRO: Are we going back to "New Business" then or is this just discussion? CHR. PAVAO: Yeah, in regards to that Communication 24-01.01, when you're responding to the additional information for Commission member Farahi. MS. TOKIHIRO: Yes. I just wanted to provide the Commission with the background information. So, the ordinance established the office and then we provided the recruitment Page 20 Salary Commission July 31, 2024 announcement for the Interim Administrator, so that you could see the salary that was—for that interim period. And then, also, email correspondence from the HR Manager to our Classification and Pay Division, Jamie Martines, providing information regarding a similar office in the City and County of Honolulu. So, just for the Commission's reference. CHR. PAVAO: Thank you. Any other questions? MR. NELSON: So, this is Nelson. Do we—are we setting the salary now or is that what we're going to have the discussion on? Is that the time to make a recommendation for that or MS. FRENZ: Good morning, again, DCC Cody. So, first, we need to unless there's more conversation on the communications, if you want to make a motion to close communication as to those. I think, ultimately, just to answer Commissioner Nelson's question, one of the outstanding matters is the setting of the salary for this agency. So, I don't know you guys—listening to the conversation this morning, I don't know if you have enough information, if you want to further dialogue, if you want to seek additional information to be prepared to consider what that proposed salary would actually be. It's been interesting dialogue here this morning, and based on some of the questions, I'm not sure where you guys are at in that regard. So, that's a "Commissioner" question, quite frankly. But, theoretically, that would be something MR. NELSON: Okay. We could start on it. Okay, so basically, when Ms. Kimball came in and she said, "Okay, I would recommend the salary range for 125 to 150—okay. So, I would proposeI mean, this is a new thing. It's like a (inaudible)—it's an odd thing, but I would propose we just go with a salary 125—okay. MS. GREENBAUM: I agree. MR. NELSON: At the bottom scale. And we could revisit it, again, in a year when we see what the grants that came in, whether it's self—whether it really is self-sustaining or not I mean, that was part of (inaudible). So, I would propose that we set salary at 125, which is what the requested salary is. MS. GREENBAUM: I agree, I agree that's a great starting point and just holding it for a year. MS. NAMAHOE: Commissioner Namahoeis that then a pay decrease from what she has currently? MS. GREENBAUM: She has 108. MS. NAMAHOE: 108—so then, 125 is an increase. Page 21 Salary Commission July 31, 2024 MS. GREENBAUM: Correct -0 1 0 5 6 -yeah. CHR. PAVAO: You're making a motion? MR. NELSON: So, I'll make a motion. I make a motion that we have the salary at—we set the salary at 125. CHR. PAVAO: For a year? MS. GREENBAUM: For one year? MR. NELSON: For one year. CHR. PAVAO: Is there a second? MS. GREENBAUM: I second. CHR. PAVAO: Any further discussion? MS. NAMAHOE: Commissioner Namahoe. I just—for continuity, I'd like us to go back and look at the current department chairs or—excuse me, administrators to see where that lines up, so that we can get it as close as to scale as possible without it being (inaudible). MR. NELSON: It's lower than some of the other department heads. MS. NAMAHOE: Right. MR. NELSON: (Inaudible) but it's a brand new position. MS. GREENBAUM: Well, the one that comes closest to is the County Auditor's, right? And they're at 154. So, 125 would be a nice starting point, since they're overseeing about five, I guess, individual employees. CHR. PAVAO: Just a friendly reminder, again, to state your name—Chair Pavao. You need to state your name, just for the minutes, otherwise, it would difficult to do the minutes. Thank you. MS. GREENBAUM: Sorry. MR. RIORDAN: This is Commissioner Riordan. And I was a littleI thought that they were going to be more interactive with the other departments as far as, "This is what you need to do for sustainability, for the environment" that it doesn't look like that's the case that they're going to be more of a grant writing thing. And I think the 125 is a good place to start with that. MS. NAMAHOE: Well, then I second Commissioner Nelson's standing motion. Page 22 Salary Commission July 31, 2024 CHR. PAVAO: Any further discussion? We'll go ahead and vote then. All those in favor of the motion to set the salary at 125,000 signify by saying aye. Any opposed? No opposed? The voice vote was as follows: AYES: Commissioners Dudoit, Greenbaum, Kawa`auhau, Namahoe, Nelson, Riordan, and Chair Pavao – 7. OPPOSED: None. ABSENT & EXCUSED: None. CHR. PAVAO: The motion carried. Thank you. MR. NELSON: So, then, I guess the question is, Cody, what's the next process? What do we now need to do? MS. FRENZ: Well, maybe Director Tokihiro has additional input for HR purposes, but it sounds—as I understand what you guys have chosen to do today you'd like to set the salary at 125 and re-evaluate in a year. Is that correct? CHR. PAVAO: Yes. MS. GREENBAUM: Correct. MS. FRENZ: So, understanding that the Commission could, hypothetically, decide to either keep it the same, increase it, or decrease itdepending on the information that may or may not be updated before this Commission, within the next year. Is that correct? CHR. PAVAO: I have no idea about decreasing MR. RIORDAN: Commissioner Riordan. I would say we would not decrease it. I think we could take that off the table because if someone got hired, they need to know that they're definitely not going to get—take a pay cut in a year. MS. GREENBAUM: I agree—Commissioner Greenbaum. I agree with Commissioner Riordan. MR. NELSON: Yeah, this is Nelson, I agree, too, there shouldn't be a decrease. I mean, it would either be—stay the same or it would increase. MS. NAMAHOE: Commissioner Namahoe. When we look at the salaries, when we look at parity for the leadership of all of the various departments, this is a signiI mean, although it's an increase for the interim position during the build just to be clear, sooner or later, we need to bring parity back. We're going to need to achieve it and we're tens of thousands of dollars away from the lowest pay. So, when we say that we're going to look at it in one year, I'm going to Page 23 Salary Commission July 31, 2024 make a motion that we tighten it up before next budget—before the next calendar year or fiscal year, which would be July 1st, 2025. So, does this mean, because we're setting the salary still off -scale, does that mean that we are that this is the (inaudible) to create this interim position all the way through June 30th, because we're not meeting the rest of the scale of what the other administrators are getting paid? MS. GREENBAUM: So, Commissioner Greenbaum. So, you're concerned that we would have to make a 20% increase after the first year to bring it to parity? Is that the concern that you foresee? MS. NAMAHOE: I don't see it as a concern. I see it as an inevitability. So, as we are right now making an increase, let's be clear that we're making an increase on an interim position. So, are we because we're not setting this wage right now into permanence because we're not meeting even the lowest colleagues' fellow administrators base wage, then what we're saying is by even giving it an increase over the current interim pay, we are not—we're by default, we are encouraging that this interim position remains in the interim status until we meet in a year. Are we all clear that that's what we're doing? CHR. PAVAO: Chair Pavao. Maybe we can ask the Director Tokihiro, if—what would what's necessary for this position to not be interim anymore—it's setting the salary? MS. TOKIHIRO: Yes, setting the salary is what is required to be able to appoint someone to the position. CHR. PAVAO: If we—as we just voted and passed the salary of 125,000 that would be enough for you to transition the position to a permanent position permanent recruitment? MS. TOKIHIRO: Yeah. There are a couple of details that I'm checking on to see if we need to do the Proposed Findings of Fact and print it in the newspaper. But if the salary is set and approved through whatever required process, then, yes, the recruitment or the position could be appointed. CHR. PAVAO: This is a appointment and confirmed by the Council? MS. TOKIHIRO: Yes. MR. RIORDAN: This is Commissioner Riordan. So, we could just say we're going to set the salary at 125 and leave it at that. And a year from now, if they've been extremely successful, we can raise their salary just like we can raise anybody's salary. We don't have to put that in the motion that we put forward now. CHR. PAVAO: Yeah, we should be looking at all the salaries at that point because the current salary structure, we just gave everybody a raise July 1st and there's nothing beyond that. So, it Page 24 Salary Commission July 31, 2024 depends on the collective bargaining process is going on now because the collective bargaining units, at that point, we can revisit all the salaries. I agree with Commissioner Riordan. MS. GREENBAUM: Yeah, I agree with Commissioner Riordan as well. MR. NELSON: Yeah, this is Nelson. I agree with Commissioner Riordan as well. MR. RIORDAN: So, do we need to make a new motion saying that we want to set the salary at $125,000.00 for OSCER? CHR. PAVAO: You want to amend the existing MS. NAMAHOE: No, we already passed this is Namahoe—and I think we already passed that. MS. GREENBAUM: Correct. MR. RIORDAN: Okay. MS. NAMAHOE: So, again, Namahoe here I'm just I was trying—I mean, we came up with the 125 because Heather KimballCouncilperson Kimball came in here and spit a range at us not spit—excuse me—she recommended a range. But we're taking that number seriously and I wanted to anchor it into what the entire collegium of Hawaii County leadership are free to expect, and it's just much lower than everybody but an elected councilperson. MR. NELSON: But it's still an increase this is Nelson. This is still an increase over what the person's currently getting. FEMALE SPKR.: Sure. MR. NELSON: It's a 16% increase. Okay, so they're working now, they're getting the 16% increase, which is appropriate, and then we could revisit it again next year, along with everybody else's and go gangbusters—it's 20-25% and it brings it up to parity. MS. GREENBAUM: Correct. MS. NAMAHOE: So, Namahoe agrees with you and I'm not thinking about the person who's currently doing the job at 108. I'm thinking of the position because, again, once we set the salary, the salary goes out there—and so, everybody gets to see us. Everybody gets to see the work that we're putting out. I'm looking for scale that's my normal. Page 25 Salary Commission July 31, 2024 CHR. PAVAO: Yeah, it's Chair Pavao. Again, it'sI think it's a good decision because we're looking at this as a new entity, a new office with a very small staff. So, it changes the staff grows larger, we have better perspective that can change. I'm wondering if Deputy Director Sako had any comment? (At this time, Ms. Deanna Sako, Managing Director, Office of the Mayor, came forward.) MS. SAKO: Good morning, Deanna Sako, Managing Director. I really came up here, initially, because of the whole conversation about interim or not because we really do want to fill the position and have that position be filled. So, I think through (inaudible) that really did help. And I also agree with Commissioner Namahoe that, at some point, we do need parity but it is a new agency and we just don't want to have to wait another year to fill the permanent Administrator position. So, I think setting the salary allows us to move forward. I do understand what Director Tokihiro said about you might have to do your Findings of Fact and publish—and we might not be able to do that for a little while, but at least we have a path forward and in a few months we should be able to achieve all of our goals. So, thank you guys for having that discussion and clarifying, `cause yeah, we're a little bit confused on what was happening, so thank you. CHR. PAVAO: Thank you. Yeah, I think that's important, the goal is to get the position beyond interim—it's been interim for quite some time. MS. GREENBAUM: Correct. CHR. PAVAO: Okay. MS. NAMAHOE: I'll stand downNamahoe stands down. CHR. PAVAO: Any further discussion? If not, we have a motion MS. FRENZ: This is DCC Cody. Ionce Director Tokihiro and I can further (inaudible) the Salary Commission Rules, right, the specific rule as to posting Findings of Fact, Conclusions of Law, public hearing—is specific to salary adjustment proposals, which is not necessarily what this is. This is the setting of the salary, so it's kind of a weird (inaudible)I'm not aware of the last time we set a salary because all of these have been longstanding departments and/or agencies. So, we're going to look for some historicalI believe Director Tokihiro's already working on that. Page 26 Salary Commission July 31, 2024 In the event we need to do that, I'm going to bring this Commission back because I, as your attorney, don't think feel that you have pulled an arbitrary number out of the air, in my opinion MS. GREENBAUM: No. MS. FRENZ: (inaudible) a representation shared with Council Chair Heather Kimball—and I don't know how you are articulating the basis for that, short of that was the lower numberI understand all of the good dialogue here today. But if we do need to articulate proposed Findings and Conclusions this Commission will need to do a little bit more to articulate how that number was selected, short of just the lower end of what was represented or recommended this morning. And I'm not sure that the information you have here today is going to help you in that regard personally. MS. GREENBAUM: Correct. MS. FRENZ: So, it's a conversation that may need to further occur, if it's necessary and appropriate. And, if it is not, then your motion has already passed and it is no longer an interim position and Director Tokihiro can work on the posting and/or process for obtaining applicants and having an appointment a formal appointment made—whether it's Ms. Morrison or not, right—is yet to be seen. MS. GREENBAUM: Correct. CHR. PAVAO: Okay. MS. FRENZ: So, I would just say that maybe before we move on and conclude the entire hearing, we get that answer, so that if this Commission needs to further articulate the basis for that, for posting purposes, we can do so. So, we could either recess temporarily or just move back into our—get a motion to close communication as to those three communications as to "Unfinished Business" and then go back to Number 5, which would be "New Business" and further our larger salary discussions and circle back to this (inaudible). CHR. PAVAO: If we could get a motion to close Communication MS. GREENBAUM: Greenbaum, Commissioner—close the—go ahead. MS. TOKIHIRO: So, I do have some preliminary information. Okay. So erring on the side of being conservative, the proposed Findings of Fact is required when there is a change of more than 10% to—like salary adjustment. So, as Cody mentioned, the Rules of the Commission—an adjustment of more than 10% requires that process. Page 27 Salary Commission July 31, 2024 One could interpret that Rule to say that because this position does not—is not currently part of the Comp. Plan, so we're going from zero to $125,000.00 that would be 100% increase and so we should follow that process. So, that would be—it's for interpretation, but in order to interpret it conservatively and avoid any issues, it may be best for this body to go through that process. MS. FRENZ: This is DCC Cody. And so, it begs the question—in a good use of—since we've talked about County resources a lot here this morning, if we this Commission is ready to articulate that now, we can start working on that. We also had the new business, right, which would also potentially require additional posting depending on what this Commission were to decide to do projection -wise, right—to avoid the parity and some of the other issues that this Commission has been dealing with for the last year, that posting it all at once would be the most beneficial, right? Hold one public hearing, do one public posting that is specific to all departments heads and/or affected appointed officials as well as the OSCER position, rather than multiple expensive postings, multiple public hearings. I'm just trying to think of County resources and time, and all of your time as well, right, as volunteer Commissioners. So, I don't know what your preference is. I mean, I don't I also don't believe if we go that route then the Department of Human Resources has what it needs to actually open it and designate that funding short of a public hearing and so on, if we go that route, right? Is that fair to say? MS. TOKIHIRO: Yes. So, this position is actually appointed by the Mayor and then confirmed by Council. So, HR won't be involved in the that recruitment effort. But in order to get this position as part of our Compensation Plan, we need to go through this process. MS. FRENZ: Okay, that's what I thought. So, this—also DCC Cody—what I can likewise do in the interim, if we're headed in that direction, is I think it would be helpful to do some legislative history research for the Salary Commission in the prior setting of—maybe I can work with Managing Director Sako who may have some historical knowledge on possibly the last set salary, and look at some legislative history on practices and policies followed then, given that our Rules are not clear in that regard. And we don't want to—I don't want this Commission to do something that isreceives a complaint or an injunction in Circuit Court set a (inaudible) actionright, which would derail everything. So, I can do that in the interim. I'm actually (inaudible) how this Commission prefers to proceed. I think the discussion for new business is also substantive and maybe if you want to table it for us to get that out with Human Resources and myself—we can do that and have the conversation in the interim about new business and circle back in a month. MS. GREENBAUM: Commissioner Greenbaum. I agree, just to avoid any issues down the road. Page 28 Salary Commission MS. KAWA`AUHAU: Commissioner Kawa`auhau, motion to table. MS. GREENBAUM: Commissioner Greenbaum, second. CHR. PAVAO: Any further discussion on the motion to table—been seconded. MS. NAMAHOE: (Inaudible.) July 31, 2024 CHR. PAVAO: All those in favor of the motion to table signify by saying aye. Any opposed? The voice vote was as follows: AYES: Commissioners Dudoit, Greenbaum, Kawa`auhau, Namahoe, Nelson, Riordan, and Chair Pavao — 7. OPPOSED: None. ABSENT & EXCUSED: None. CHR. PAVAO: The motion carried. MS. FRENZ: So this is DCC Cody, between now and our August hearing, I'll do legislative history research, work with Director Tokihiro, flush out the issue of whether or not that's going to be necessary, and we can firm that up in August, at our next hearing—one way or the other. And should there be a need for proposed Findings of Fact, Conclusions of Law as to the setting of the OSCER salary, I'll be communicating with you all via email and our secretary, so that everyone can come prepared in August with some of those proposed Findings of Fact and Conclusions of Law that substantiate the 125 salary. MS. GREENBAUM: Okay. MR. RIORDAN: Thank you. CHR. PAVAO: Okay, so we're going back to "New Business." B. Review Of Existing Compensation Plan To Include Discussion And Consideration Of Ideas For Adjustments To Future Salaries Of Executives And Officials: Update By Director Of Human Resources, Sommer J. Tokihiro, Regarding Collective Bargaining With The Employer (County) And Unions (United Public Workers/UPW, Hawaii Government Employees Association/HGEA, State Of Hawaii Organization Of Police Officers/SHOPO, And Hawaii Fire Fighters Association/HFFA); Informational Briefing By Director Of Human Resources, Sommer J. Tokihiro, Regarding "Step Movements"; Informational Briefing By Director Of Human Resources, Sommer J. Tokihiro, Regarding "Within Range Progression" (WIRP) Increases; Existing Pay Plan For Executives And Elected Officials, Effective January 1, 2024, And Effective On July 1, 2024 Page 29 Salary Commission July 31, 2024 CHR. PAVAO: So, we're on "B" under "New Business." We have a bunch of information from Director Tokihiro. MS. FRENZ: This is DCC Cody. So, I'll jump in and further explain to this body in preparing for today's hearing and also understanding and recalling the conversation this Commission had at its last and final hearing about concerns about a path forward. Discussions about tracking what the CBA does for its union members. So, it was a couple of things that were gleaned and/or, we thought, helpful for this Commission's consideration as to new business—and that was a few things. Updates on where the CBA is at for their bargaining as to further increases for affected individuals. Again, tracking, I believe BU13 is which is what this Commission has been utilizing but also Director Tokihiro had some helpful information that I thought would be very beneficial to this Commission—and I will admit first, I'm not familiar with it because I'm not privy and I don't benefit from step increases. So looking at the step increases that union members get, in addition to the raises, I thought might be a helpful tidbit of information for you guys to consider how to ensure that the—we never have inversion again, which is something that this Commission is very concerned about, right? So, how would this Commission set—assuming it chose to do so projected increases for affected individuals for they got the January larger sum-22.44%—July 1, 5%—and then we have nothing going forward. The hope was that our CBA negotiations would be a little further along so that you could track whatever BU13 did—and increase it slightly is my recollection. But also, now taking into effect, that the bargaining units would get not just those raises—but step increases and how does this Commission ensure that the affected appointed officials always stay slightly ahead of that so we don't go back into inversion issues that this Commission was trying to rectify in the first place. So, that's how why we have some of the communications under "New Business" and Director Tokihiro will enlighten all of you and the, hopefully, share information that you can consider on a possible path forward. MS. TOKIHIRO: Okay. Thank you. So, this is Sommer, Director of Human Resource. So, I just wanted to—as far as tracking our negotiations, we have the Employer group has exchanged proposals with all bargaining units as of July 31 ". So, our current contract period expires June 30'', of 2025. So, we've exchanged proposals but we haven't yet met to discuss those proposals to even get an idea of what that all looks like. So, those meetings are beginning in August and September. The collective bargaining process this negotiation process is probably going to take up to the full year and may go into next fiscal year. So, when DCC Cody asked for the information, I Page 30 Salary Commission July 31, 2024 proposed some alternatives. The Commission could put language into the adjustment that it would follow what happens with collective bargaining and, say—if you wanted to choose a bargaining unit -13 is the most, I guess what you folks have used in the past—you could adopt language to say that you'll follow increases as outlined in Bargaining Unit 13 contracts that could be an option. What's also included in the contract, which Cody mentioned, is step movements. So, that's a longevity piece. When someone comes to the County they're hired in a position that's priced in a specific salary range and they're also placed on a specific step in the progression. So, steps go from "C" to "M"—and so, when someone starts, they have to be on a step for set number of years and then they move to the next step. So, you would be on Step "C" for three years and then after you're in that—on that step for three years, then you move up to "D" and there's a corresponding increase in salary of approximately 4%. And then once you're on that next step for a period of two to three years, the collective bargaining unit eitherI mean, collective bargaining agreement requires either two years or three years to remain on a step before getting that increase. So, that is in addition to whatever negotiated salary increases are part of that contract. For our Excluded Managerial Employees that are not eligible for step movements, they receive "Within Range Progression" increases on an annual basis—and that's about 3%. So, just some other alternatives for this body to consider because it may be difficult—you'll always kind of be, sort of, chasing what's happened with contract negotiations. And, in some cases, those negotiations result in retroactive agreements that have gone back as far as two years at time. So, just wanted to provide that information. I'm happy to answer any questions. MS. NAMAHOE: Hi, Commissioner Namahoe. I know that the elected officials, the step increases moot because they are limited of how long they can serve in that capacity. I mean, there's—outside of Police and FireHR, I don't know if the administrators stay in those roles long enough for that to be a concern. It's a question. CHR. PAVAO: Chair Pavao. Isn't that I don't think the issue is the step as far as longevity. I think the issue is the step is about—as an average in Bargaining Unit 13—about 4%. So, if you add the 4% to that across-the-board—like this July I", they got 3.59. So, if you add that that's why I think we went with 5% the last time instead of the 3.59. So, my suggestion would be to go to see whatever Bargaining Unit 13 gets and 1% more then I think that would compensate for the step movements and the (inaudible) adjustments and all that stuff. Page 31 Salary Commission July 31, 2024 MS. NAMAHOE: Commissioner Namahoe. So, thank you. I think I got stuck on step in terms of what it meant and trying to apply it to people that move in and out of the jobs, in a more frequent manner. But, so then, I just want to add thisI know in private sector for the larger companies, 3.5 per annum is keeping up with inflation that's a pretty common rule of thumb. I don't know if that's so off from what you're looking at? MS. TOKIHIRO: I'll be honest and say I'm not exactly sure how the 4% or the 3% was established, but it's been that that's how we've operated. And, in this day, that barely keeps up with inflation or hasn't kept up with inflation, right? So, but I just wanted to provide alternatives to the Commission to understand these other types of increases for adjustments that occur beyond just what occurs through collective bargaining. CHR. PAVAO: Thank you. Is there any further discussion? MR. NELSON: This is NelsonI was just going to say, I think the 1% adding it onI think that's a good 3%-4% for three years or somethingI think your suggestion on what percent to add on is a pretty good idea. CHR. PAVAO: I mean, they negotiate and sometimes it goes to binding arbitration, but the last time the last collective bargaining contract that they had, that Governor Ige offered was a four- year contract and this is the last year of that. So—and it typically was 4% in this last year. How they got to 3.59 I have no idea—it's bizarre math or they came to an agreement. So, yeah, I agree with Director Tokihiro is that the unions would like to get an agreement sometime during the Legislative session, so they can get confirmed by the Senate and the House, so that come July 1st they can implement raises but highly unlikely, I don't know—depends where they are, where the economy is, and all the other issues. I think that's a good place to start, I think, so that we don't fall behind again, just to keep the appointed and elected officials salaries appropriate in comparison to the collective bargaining units. So, if anybody wants to make a motion MS. TOKIHIRO: I just wanted to also noteso, you folks have kind of been tracking BU13 which is our Professional Unit, but then there is also—we have agreements with SHOPO, so that's Bargaining Unit 12; and HFFA, which is Bargaining Unit 11so I just wanted to note that to the Commission. I'm not sure if (inaudible) take that into consideration, if you're going to look at language that tracks a specific bargaining unit, especially related to our Police Chief and Fire Chief—you'd want to possibly take those contracts into account for that inversion issue as well. Page 32 Salary Commission July 31, 2024 MS. NAMAHOE: NamahoeI would just like to remind us all that we used the language of "inflationary adjustment." I would like us to not actually track the same language that they use in the bargaining units because the staff is not. So, if we do implement it, that we address it— that tthat we be consistent with that term, since that is what we're doing is we're keeping up with inflation. CHR. PAVAO: I mean, that—Chair Pavao that might be an alternative, too, is that so you're going to say specific to what the collective units are getting. It might be appropriate to say that 1% more than what SHOPO gets for the Chief and 1% more than what the Fire Fighter's Union gets for the Fire Chief. And then, everybody else BUD, plus 1 I mean, that's an alternative as well—for discussion. They're, sometimes pretty similar—sometimes not. MS. GREENBAUM: Commissioner Greenbaum. But I thought that Commissioner Namahoe was mentioning is, we want to stay away from any reference to the bargaining units—correct— in nitscorrectin the language? MS. NAMAHOE: Namahoe yes, that's right. Just because if we because they're not BU13. MS. GREENBAUM: I agree. I think we should stay far away from that. MS. NAMAHOE: So, "inflationary adjustment" of baseline, plus one. And then, we'll call whoever they are as the baseline? CHR. PAVAO: Yeah, that makes sense. MS. GREENBAUM: Yeah. And (inaudible) timeframe, like, for the next four -years or the next two -years. CHR. PAVAO: At this point, we don't know what the contracts are going to be you start with within two -years but the most recent collective bargaining contracts are four-years—but not necessarily always at (inaudible)depends on what they negotiate. MS. FRENZ: This is DCC Cody. So, can I clarifysorry, I excused myself to the restroom for a moment. When you say "baseline plus 1 "so I assume that—plus 1%? CHR. PAVAO: Yeah. MS. FRENZ: What is your—when you say "baseline" I want to make sure we're all on the same page as to exactly what that means, given that some of these—everyone that we've talked about so far—and I think it's a great idea to look at and maybe we're going to need, if you don't still have that HFFA numbers and SHOPO numbers—and just to clarify, it wouldn't be the "Chiefs" because there are going to be affected individuals from increases that would be their highest level excluded managerial within those bargaining units. Is that inclusive of their step increases or is it just base? Page 33 Salary Commission July 31, 2024 MS. NAMAHOE: So, this is Namahoe. We didn't define that because there was language of BU13 and then also Chair had mentioned the Chiefs the Police Chief and the Fire Chief. So, I just spit out placeholder languagea baseline plus 1 -but we have not defined what determines the baseline except to say that baseline would be better than actually using the language of tracking a particular bargaining unit. So, we didn't define it. CHR. PAVAO: Yeah, the only, I mean—Chair Pavao the only reason we had discussion of the BU—about the bargaining units is because we want to remain with pay equity, so whatever the collective bargaining units get, we want to make sure that the appointed and elected officials get at least that much or a little more, but—yeah. But how we word that without specifically mentioning the collective bargaining units might be a challenge. MR. NELSON: If we're not going to mention the bargaining units, it's going to have to be tied to some inflationary thing, right? I mean, the CPI or something like that, so we'd have to come up with that. CHR. PAVAO: Usually, what the collective bargaining units use in their bargaining is cost of living and inflation and that's usually their arguments, especially if they go to arbitration that's usually one of their major pieces that they present is around cost of living increases. MS. GREENBAUM: So, Commissioner Greenbaum, I have a question. So, the salaries that we've already set—isn't that up to parity and by increasing it by four plus 1 each year, we would still stay ahead. Won't that be the baseline? MS. FRENZ: This is DCC Cody. Let me clarify with Director Tokihiro because I am—as I've already indicated not familiar with step increases. And so how what, I guess, what I also want to make sure we are accurate on—and I think that's what Commissioner Greenbaum is asking iswould, hypothetically, if this Commission, Director Tokihiro, were to do something as Commissioner Greenbaum just mentioned—would that always keep our affected individuals above the highest level subordinate, so to speak? And I know that that's a pretty broad—right– so, road—rightso, we're not going to be able to specify, right, because every department is going to have different ranges within each department, for example. But would that, hypothetically, avoid that inversion that we that this Commission was trying to avoid because of, not just their bargaining unit increases, but the step increases. So, how does what is a formula—and I feel like this is very HR -centric, right, for payment purposes—what would that formula actually look like, such that this Commission could find a way to develop something that implemented that very intent? And I don't know how to help this Commission because I'm not familiar with the step increases and/or the bargaining unit pays, `cause I don't get any of those. So, I don't know how to help push this forward and I feel like is very HR -specific. So, I needI think this Commission needs that guidance and, as do I, to be able to help the Commission find—come up with a proposed findings to ensure that we properly articulate how we're getting Page 34 Salary Commission July 31, 2024 there to avoid the very issue that we're trying—and I don't know if there's an easy formula or recommendation to get us to get them where they need to be. MS. TOKIHIRO: This is Director Tokihiro. I don't know that there's an easy formula either because the step movements are also part of the collective bargaining agreement. So, there are certain units that don't have step movements, so they got increases that were larger—percentage increases that were larger because they did away with step movementsso, that's Bargaining Unit 3. Bargaining Unit 13 has step movements, but their increases were smaller. So, because it's so dependent on what happens in that collective bargaining process, it's difficult to provide a formula. I could provide a formula for what works for today. I'm not sure what's going to happen in this next round of negotiations. But—and that's where the "Within Range Progressions" that our excluded managerial employees get because they're not entitled to step movements that's approximately 3%, but their salaries are also adjusted or increased in line with what happens in collective bargaining as well. So, yeah, it's definitely a challenge. I wished that I could provide you a very straight -forward HR formula—and I'm sorry that I can't. It's a little bit ofI believe the Commission is challenged to do its best to try and develop language that addresses increases, but it may be that you develop that language and then have to—or you may want to consider reassessing when the new contract comes out. So, I don't know if the Commission wants to make a conservative guesstimate or make a best guess for inflationary purposes or whatever language, and then agree to reconvene or reassess when you have more information to make sure things are in line. I'll leave that to the Commission. MS. GREENBAUM: Commissioner Greenbaum. Could there be language within the context, like, (inaudible) "A. Department heads salary that experiences as an inversion could be readdressed" then we have one set of salary that talks about the increase of 4% plus 1—and then, if there's an inversion in any of the head departments that experience within the two-year timeframe or four-year timeframe that we set, we'd have the ability to revisit? MS. FRENZ: This is DCC Cody. I think under the Charter you already have that. That is, in fact, this Commission's jurisdiction. And you're required by the Charter to meet annually, so hypothetically you should be able toit just wasn't happening before, but I will make sure that we meet annually, since this is my Commission. So, we would, hypothetically, be revisiting every affected individual—so department head, deputy director, for examplechief, deputy chief—to ensure that that is not occurring, and that' why that's, kind of, the intent of those annual meetings. Page 35 Salary Commission July 31, 2024 So—and another thing, let me just throw this, also, out there not to further complicate matters. But because you all just did the 5% July 1 and (inaudible) the bargaining units annual contract is a July time period, it's fair to say that this Commission has done what it needs to do for this calendar year—hypothetically— CHR. PAVAO: This fiscal year. MS. FRENZ: right, this fiscal year. So, if that is, in fact, the case that affords this Commission time to see what the bargaining units do to figure out how it may want to proceed in that regard, and come backI would not recommend we wait unit July of next year because we all know that the Proposed Findings—getting—coming to a meeting of the minds, drafting the proposed Findings, setting—running them in the paper, setting a public hearing, and then coming back to take action. I would say that we need to this Commission should be closer to being ready maybe around Christmas—December of this year, so that we can get that process started and be ready to implement anything, if you chose to, come July of 2025, right, to stay in line and avoid (inaudible) issues. So, that would be the first point. The second point would be that if that's how this Commission wants to proceed, for example, we're not going to take any action right now. We're going to pause a little, let's focus on the OSCER issue. We'll come back in August and determine whether or not we need to do the posting for OSCER or if that can just be implemented by way of the motion that this Commission did today and then set a meeting in, maybe, October or November depending on what this Commission wants to do—and kind of, re-evaluate how you want to better proceed for the affected individuals that are that your proposed increases would affect. So, that's another idea. I just want to throw that out there. But, let me turn it over to our Vice -Chair. MS. KAWA`AUHAU: Commissioner Kawa`auhau. I just had a quick question, since we used the economic analysis the last time for our inflationary adjustment, would it be possible to get some kind of economic projections about what's going to happen in the future, so that we can use that as a way to, sort of, come up with our explanation as to why we came up with the numbers that we did for what we do going forward? CHR. PAVAO: Yeah, (inaudible) definitely—it's Chair Pavao. I agree, we need to have updates on the cost of living and inflation and yeah. MR. NELSON: So, this is Commissioner Nelson. So, I do have a request, I actuallyI get two requests for the HR Department. So, one is—right now, you've got the offers that went out to the union. Those should be based on some inflationary index, okay? So, there would be the CPI or whatever—what is the index that they the State is using to base their offers on? So, if we have that, `cause basically what we're taking about now is tying it to an index. I mean, that is what you're talking about. What index should we be using? And then, what is the index that the State is using to negotiate with the employees because, ultimately, that I mean, that's the baseline. So, I mean, can we—can you guys find that out? When we meet next, can you let us know what you think the appropriate baseline should be. Page 36 Salary Commission July 31, 2024 MS. TOKIHIRO: I won't have that information for August. All of the negotiations are confidential, so but it remains to be determined what the basis for any discussion regarding salary increases is going to be. I know that we're all looking at a very tight labor market now looking at private employers and salaries and benefits that are out there in the private sector. There's been a lot of discussion in the media and elsewhere about how it's difficult for public employers, such as the County, to keep up with private salaries. So, should there be an index or something that is pointed to, I would be happy to share that information with the Commission—but I think it's based on a variety of factors. MS. KAWA`AUHAU: Commissioner Kawa`auhau. Could the information we got last time where it was a dollar was a dollar 25, like, that was pulled from somewhere and I guess what we're asking is can we get whatever that area was that it was pulled from wherever that research was, that was pulled from—if we could get an updated version of that, so that we can try and project and move forward, if that's possible? MS. TOKIHIRO: Sure. I can work with the staff in my office and look at updating the information you were previously provided. MS. NAMAHOE: Commissioner Namahoe. I believe that that information is going to be readily available by September 30th `cause the Federal fiscal year starts on October I". So, if we want to meet in the month of October, that information should be widely available—all over the place. And then, at that time, we can put this on the agenda and look towards doing what we do for July 1st, 2025. That's a timetable we followed the last time. MR. RIORDAN: This is Commissioner Riordan. I think we have to be careful about setting a raise before the negotiations are done because the unions are going to go, "Hey, they're giving management a big raise and we want the same thing." So, we'll just be chasing our tails. And I agree with CC that we should just table this for right now and be ready because we did catch everybody up. Everybody—nobody—everybody's making a good living at this point in time and we don't need to talk about a raise until next year (inaudible)in case the union's listening, we're not necessarily definitely going to give everybody a raise. MS. GREENBAUM: Right—even if it isn't at the December meeting CHR. PAVAO: Chair PavaoI think December or January—by January we'd have a pretty good picture as to where the collective bargaining process is, I think. We just—usually the unions, if they don't come to an agreement by then before the opening of the Legislative session, and they start filing paperwork to go to binding arbitration. So, I think by January we'd have a pretty good picture, usually, to start with. MS. GREENBAUM: Okay. Page 37 Salary Commission July 31, 2024 MS. KAWA`AUHAU: Commissioner Kawa`auhau. Just to clarify, we still get the information, though, at that January meeting, right, the economic information? CHR. PAVAO: Yeah, we'll get it. MS. KAWA`AUHAU: Okay. CHR. PAVAO: The inflationary (inaudible) as well, yeah. MR. RIORDAN: This is Commissioner Riordan, again. On the step movement thing, the thing to remember is that if somebody moves into another job, they start in all over again on your years for the step movement. So, even though somebody's worked for the County for 20 years, they may not have gotten very many step movements, if they continued to take advancements into a different job position. CHR. PAVAO: No—Chair Pavao. I've worked collective bargaining contracts for years and you carry your step movement with you even if you move from one department to the other. If you have a break in service and you come back then, yeah, you got to go back to Step C or D now. The State contract, they've eliminated C and everybody moved up one step last year. But you carry the same step from one position to the other, even from one department to the other as long as it's not a break in service. MR. RIORDAN: Okay. CHR. PAVAO: And some union contracts (inaudible) the issue around hiringI don't know if it applies to the County but under the State, we have flexible hiring, so people would experience, instead of coming in at the entry-level of Step D, you can bring people in as high as Step H, which is substantially more per year. But I think the salaries that we most should be concerned about as far as pay equity and inversion, is the excluded management people. Most of the excluded management, even in the County, they get the same raise that Bargaining Unit 13 does, even though they're excluded from collective bargaining. And then, they get the—what the State law (inaudible) adjustments every year. This County is very generous because the State—mine in January was 1% versus (inaudible). But I think that they're thinking is the salary is larger so I% of the larger salary is a lot more than 3% for somebody in BU13but yeah. So, yeah, I think we should table the issue to at least what Corp. Counsel is suggesting—either December or January. I think by January we should have a pretty good picture as to where the collective bargaining is and we can also, at the same time, get all the issues around the inflation and cost of living increase—and that kind of stuff to be better informed. MS. GREENBAUM: Okay, I agree. Page 38 Salary Commission July 31, 2024 MR. NELSON: So, this is Commissioner Nelson. I mean, I agree with waiting, `cause everybody just got a raise. I don't think we don't need to do—we don't need to do anything right away. But I do think that we got this the Honolulu salary thank you very much. Everybody's listened to me, I appreciate that. And I guess my question is before then, can we see if this company can do one for the City of Hilo? Okay? I mean, this would be contracting the same service to say our position—'cause right now they did this survey they did all the salary survey. They came up with a range or whatever everybody's paying for Honolulu. And they based it on—okay, Honolulu based on Boston, based on the other big cities—but Hilo's a small city, right? So how trying to put in the equity. We got a little bit different positions, so I guess I'd like to see if—and they just did it here—if the company could be asked, if they could do the same survey for our positions in the County. MS. FRENZ: This is DCC Cody. So maybe what I would recommend, Commissioner Nelson, is let's come back to that in August. I will say, in my doing homework in preparation for our first interaction a year ago, I reached out to both City and County, and Maui County which had both done raises within the very recent timeframe. And the information—and I'm not going to say who the information I received was that the overall opinion was, they spent a lot of money and got—didn't get a lot of helpful information out of it. And it's not just Hilo just to clarify, Commissioner Nelson, it's the entire Island of Hawaii, for clarity purposes. I knew what you meant, though. But, so maybe in the interim, we could—Director Tokihiro and I or her department, could inquire as to what that cost of that was, `cause everything's got a cost. And then, let you guys come back, hopefully, in August—and have that cost and determine—do we have a budget for it? Whether or not that's something you actually want to flush out and the benefits from it. So, let's maybe take a broader look at that before we expend resources on something that the feedback was that it wasn't necessarily worth the price ticket price paid, is my understanding so that we're, again, using our resources wisely, but we could find out what that cost would even potentially be. We'd probably have to bid it to even find out, but we can find out from the other jurisdictions and see if that's something this Commission really wants to vet out because that would that's a whole process in and of itself. So, maybe we could circle back to that, Commissioner Nelson, in August and provide some additional information? MR. NELSON: (Inaudible.) MS. FRENZ: Yes. CHR. PAVAO: Yeah, how expensive that is. Page 39 Salary Commission July 31, 2024 MS. FRENZ: So, if I understand correctly, this Commission, between now and August— Director ugustDirector Tokihiro and I will collaborate on the many requests that have been raised here today - the obtaining of the cost of other jurisdictions salary surveys for those various commissions to see what those costs will be—we'll report back in some capacity to this Commission before its August hearing. Also, before between now and then, we'll have a determination as to whether or not, because the Rules, are not (inaudible) as to the issue for setting of a new salary, whether or not you have to post that is yet to be seen—or if the motion and action taken by this Commission today is, in fact, sufficient. So, we'll clarify all of that between now and then. And I believe our August hearing is scheduled for the 27h at 10 a.m. Is everyone that's present here today available? I think we have everyone that's in the seat. CHR. PAVAO: Yes. MS. GREENBAUM: Yes. MR. RIORDAN: Yes. MR. NELSON: Yes. MS. FRENZ: Excellent. Please block that, everyone, and we'll work with Glynis, of course, to get notices to everyone accordingly. Is there anything that I've missed for today? So, we're going to table there was a motion to table the new business as to overall further salary considerations for affected individual department heads, et cetera—appointed individuals. Is there anything else that we need to you would want to flush out today? MS. GREENBAUM: No. CHR. PAVAO: Nothing that I can think of. MS. FRENZ: So, let's just—our Secretary thinks we didn't have the complete actionI might beI must have been distracted. Could we just get a motion then, to table "New Business"—or to continue new business from now until August and then we'll circle back there and then that way, I believe, be all of our matters today. CHR. PAVAO: Yes. So, can I get a motion to table the "New Business" to the next meeting? MR. NELSON: I'll make a motion this is Nelson—make a motion to table "New Business." CHR. PAVAO: A second? MR. RIORDAN: Second. Page 40 Salary Commission July 31, 2024 CHR. PAVAO: Okay, any further discussion? If not, we'll vote. All those in favor of tabling the "New Business" signify by saying aye. Any opposed? No opposed. The voice vote was as follows: AYES: Commissioners Dudoit, Greenbaum, Kawa`auhau, Namahoe, Nelson, Riordan, and Chair Pavao — 7. OPPOSED: None. ABSENT & EXCUSED: None. CHR. PAVAO: The motion carried. Okay, anything else? Unfinished Business (Item 6) Discussion Concerning Setting The Salary For The New County Of Hawaii Agency, Office Of Sustainability, Climate, Equity, And Resilience (OSCER); And Communication No. 24-01, From Director Of Human Resources, Sommer J. Tokihiro, Dated January 12, 2024, Transmitting Information Concerning Hawaii County's New "Office Of Sustainability, Climate, Equity, And Resilience"; And Communication No. 24-01.01, From Director Of Human Resources, Sommer J. Tokihiro, Dated January 16, 2024, Responding To Former Salary Commission Member Dawood Farahi's Request For Additional Information Re OSCER (Note: The Above Matters Were Tabled/Postponed At The Salary Commission Meeting Held On January 17, 2024; And Communication No. 24-01.02, From Interim Administrator Of OSCER, Bethany Morrison, Received On July 22, 2024, Transmitting A Power Point Handout Entitled, "The Office Of Sustainability, Climate, Equity, And Resilience" (Previously taken out of order.) Announcements (Item 7) CHR. PAVAO: Any "Announcements?" Schedule Next Meeting Date (Item 8) CHR. PAVAO: So, next meeting is August 27 MR. RIORDAN: This is Commissioner Riordan. I would like to thank our new Officers for taking on their roles for a year. Thank you. CHR. PAVAO: Thank you. If not, then we can adjourn MS. FRENZ: Yes, Chair, DCC Cody, just clarifying for everyone and to pigeon -hole or to block that time. Our next meeting for the public's purpose will be on August 27�', 2024, 10 a.m., in Page 41 Salary Commission July 31, 2024 this location-Hilo Council Chambers and/or Zoom—we'll firm that up, if we need Zoom with our Commissioners between now and the next hearing. That's all, Chair. CHR. PAVAO: Thank you. Adjournment(Item 9) CHR. PAVAO: Then we will adjourn unless there's anything else. The meeting adjourned. Thank you very much. MS. FRENZ: Adjourned at 11:56. Respectfully submitted, tpil tnak) Glynis Yamad Secretary-Reporter APPROVED: Steven i ,avao, Chair Salary 6mmission \‘ .) 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