Loading...
HomeMy WebLinkAbout2025-04-22 Merit Appeals Board MinutesREGULAR SESSION Merit Appeals Board Hilo Council Chambers Hawaii County Building 25 Aupuni Street, First Floor, Room 1401 Hilo, Hawaii April 22, 2025 (Tuesday) Call to Order (Item 1) The regular meeting of the Merit Appeals Board, County of Hawaii, was called to order at 9:06 a.m. by Chair Gabriella M. Cabanas, at the Hilo Council Chambers, Hawaii County Building, 25 Aupuni Street, First Floor, Room 1401, Hilo, Hawaii, on Tuesday, April 22, 2025. Roll Call — Present Ms. Gabriella M. Cabanas, Chair Ms. Suzi Bond, Vice -Chair Mr. Daniel "Niel" Thomas, Member Also Present Mr. J Yoshimoto, Assistant Corporation Counsel, Office of the Corporation Counsel Ms. Sommer J. Tokihiro, Director, Human Resources Department Mr. James E. Halvorson, Deputy Attorney General, Department of the Attorney General (via Zoom) Mr. Demetri Lametti, Deputy Corporation Counsel, Office of the Corporation Counsel Mr. Ikaika and Mrs. Alyssia Kailiawa-Smith, Public Members Ms. Glynis Yamada, Secretary -Reporter, Human Resources Department Merit Appeals Board April 22, 2025 Call to Order (Item 1) CHR. CABANAS: Good morning, everyone. The regular meeting of the Merit Appeals Board is called to order on this day, April 22nd, at 9:06 a.m. We have quorum with three Board members present. I'm Gabriella Cabanas, Chair of the Merit Appeals Board. Sitting with me in the Hilo Council Chambers at the Hawaii County Building, at 25 Aupuni Street, First Floor, Room 1401, in Hilo, are Ms. Suzi Bond, on my left. MS. BOND: Good morning. CHR. CABANAS: Good morning, Suzi. And then, my far right is Mr. Daniel "Niel" Thomas — MR. THOMAS: "Niel" Niel Thomas. CHR. CABANAS: Niel Thomas. MR. THOMAS: Good morning. CHR. CABANAS: And to my immediate right is our Assistant Corporation Counsel, J Yoshimoto. MR. YOSHIMOTO: Good morning, everyone. CHR. CABANAS: Good morning. And then, the back seated behind us is our Secretary - Reporter, Glynis Yamada. MS. YAMADA: Good morning. CHR. CABANAS: Good morning, Glynis. Seated in the gallery are our Director of Human Resources, Sommer Tokihiro; our new Deputy Corporation Counsel, Demetri Lametti; and we also have Ikaika and Alyssia Kailiawa-Smith present. Good morning, everyone. Addendum to Agenda (Item 2) CHR. CABANAS: There is no addendum to the agenda — Statements from the Public (Item 3) CHR. CABANAS: —and no "Statements from the Public." Page 2 Merit Appeals Board April 22, 2025 Approval of Minutes (Item 4) February 25, 2025; And March 13, 2025 CHR. CABANAS: We are looking at the "Approval of Minutes" for February 25, 2025, and March 13, 2025. Have you all had the opportunity to read the minutes for these two meetings? MR. THOMAS: I have, but I didn't attend that meeting that was before I was appointed. CHR. CABANAS: Okay, but you did read the MR. THOMAS: But I did read them over. CHR. CABANAS: Okay. MR .THOMAS: But does that mean I'm allowed to vote? CHR. CABANAS: Yeah, you can vote. MR. THOMAS: Okay. CHR. CABANAS: Okay. So, may I have a motion to accept these two meeting minutes? MS. BOND: So moved. MR. THOMAS: Second. CHR. CABANAS: Thank you. Any discussion? If not, I'll start a rollcall vote with Ms. Bond. MS. BOND: Aye. CHR. CABANAS: Mr. Thomas. MR. THOMAS: Aye. CHR. CABANAS: Ms. Cabanas —aye. Three ayes. Motion carried to accept and file the meeting minutes for February 25, 2025, and March 13, 2025. Page 3 Merit Appeals Board April 22, 2025 Review of Executive Session Minutes February 25, 2025; and March 13, 2025 (Executive Session: The Merit Appeals Board anticipates convening one or more executive meetings regarding the above matters, Pursuant To HRS Sections 92-4 And 92-5(a)(4), For The Purpose Of Consulting With The Board's Attorney On Questions And Issues Pertaining To The Board's Powers, Duties, Privileges, Immunities, And Liabilities. A 2/3 Vote Pursuant To HRS Section 92-4 Is Necessary To Hold An Executive Meeting) CHR. CABANAS: We now have the executive session meeting minutes. The first one I think we're going to take it separate. I'm going to take it separate. I'm going to read the executive session verbiage because we may need to go into executive session for these two. The Merit Appeals Board anticipates convening one or more executive meetings regarding the above matters pursuant to HRS sections 92-4 and 92-5(a)(4) for the purpose of consulting with the Board's attorney on questions and issues pertaining to the Board's powers, duties, privileges, immunities, and liabilities. A two-thirds vote pursuant to HRS, section 92-4, is necessary to hold an executive meeting. Before we go any further, I forgot to introduce our Deputy Attorney General, Mr. James Halvorson, who is sitting via Zoom from Oahu. Good morning, Jim. MR. HALVORSON: Good morning, everyone. CHR. CABANAS: Mr. Halvorson represents the Merit Appeals Board when we have appeal hearings. And Mr. Yoshimoto represents the Merit Appeals Board when we have regular meetings. So, their responsibilities are different for the Board. And when we have appeal hearings that Mr. Yoshimoto excuses himself just to let you know. Okay. So for the first executive session meeting —it was February 25, 2025. Have you had the chance to review those meeting minutes? I do have —when I read the meeting minutes, I do have noted corrections to the meeting minutes. So, do we need —we need to go into executive session. SPEAKER: (Inaudible.) CHR. CABANAS: Yes. So, may I have a motion for the Board to enter into executive session? MS. BOND: So moved. MR. THOMAS: Second. CHR. CABANAS: Thank you. Any discussion? If not, I'll start a rollcall vote with Ms. Bond. Page 4 Merit Appeals Board April 22, 2025 MS. BOND: Aye. CHR. CABANAS: Mr. Thomas. MR. THOMAS: Aye. CHR. CABANAS: Ms. Cabanas —aye. Three ayes. Motion carried for the Board to enter into executive session. So, if you could be excused from the Council Chambers for a few minutes. You can wait out in the corridor and we will secure the Council Chambers. Thank you, everyone. RECESS: The Chair called for a recess at 9:11 a.m. RECONVENE: The meeting reconvened at 9:23 a.m. in open session. Review of Executive Session Minutes: February 25, 2025; and March 13, 2025 CHR. CABANAS: Okay, everyone, thank you for your patience. The Merit Appeals Board is back in open session at 9:23 a.m. And we are now on the approval of the executive session meeting minutes. So, may I have a motion to approve the February 25, 2025, and March 13, 2025, meeting minutes. MS. BOND: So moved. MR. THOMAS: Second. CHR. CABANAS: Thank you. Any discussion? If not, I'll start a rollcall vote with Ms. Bond. MS. BOND: Aye. CHR. CABANAS: Mr. Thomas. MR. THOMAS: Aye. CHR. CABANAS: Ms. Cabanas —aye. Three ayes. Motion carried. May I have another motion to approve these two meeting minutes, as amended? MS. BOND: So moved. Page 5 Merit Appeals Board April 22, 2025 MR. THOMAS: Second. CHR. CABANAS: Thank you. Any discussion? If not, I'll start a rollcall vote with Ms. Bond. MS. BOND: Aye. CHR. CABANAS: Mr. Thomas. MR. THOMAS: Aye. CHR. CABANAS: Ms. Cabanas —aye. Motion carried to accept the executive session meeting minutes, as amended, for February 25, 2025, and March 13, 2025. May I have the Board's approval to take out of order Communication number 25-04? MS. BOND: Yeah. CHR. CABANAS: May I have a motion? MS. BOND: So moved. MR. THOMAS: Yeah, second. CHR. CABANAS: Any discussion? If not, I'll start a rollcall vote to take out of order Communication number 25-04. MS. BOND: Aye. CHR. CABANAS: Mr. Thomas. MR. THOMAS: Aye. CHR. CABANAS: Ms. Cabanas —aye. Motion carried. Page 6 Merit Appeals Board April 22, 2025 Communication No. 25-04: Received On March 13, 2025, From Appellant, Appealing The Following Action By The County Of Hawai`i's Environmental Management Department And Office Of The Mayor: Employment Action Taken Under Chapter 76, Hawai`i Revised Statutes. Board Action Required: Setting A Hearing Date And Deadlines For Submittal Of Documents (At this time, Mr. Demetri Lametti, Deputy Corporation Counsel, Office of the Corporation Counsel; and Mr. Ikaika Kailiawa-Smith, Appellant, came forward.) CHR. CABANAS: Thank you for coming forward, Mr. Demetri Lametti, and Appellant, Mr. Ikaika Kailiawa-Smith. Do you have any comments to provide to the Merit Appeals Board? Mr. Lametti. MR. LAMETTL Thank you, Board and Chair —and good morning. We have an opportunity to —we've received the Appellant's appeal. We've had an opportunity to evaluate it. From my view, it does present some issues as to whether this Board has jurisdiction and, potentially, some other issues related to whether or not the Board should consider dismissing the appeal. So, my request to the Board would be that it set either a hearing or some sort of process to determine whether or not the Board does have jurisdiction or should otherwise dismiss the case or narrow the issues —whether that's a motion hearing or just another hearing. And my request would be, if possible, to do that before we hear the case on the merits because there will be significant amount of time and effort to put in a presentation of witnesses, preparing them, preparing the evidence —which may not be necessary, if the Board doesn't have jurisdiction or finds another reason to dismiss the case. So, that'll be my request for the Board. CHR. CABANAS: Okay, thank you, Mr. Lametti. Mr. Kailiawa-Smith, do you have any —and just talk into the mic. MR. KAILIAWA-SMITH: Yes, ma'am. My question would be, if they had no —if I had no merit in this case, then why did the County tell me to submit this information to you folks, if you guys have no jurisdiction in the case? This is the last step, that's why it went to you guys —so you guys should have jurisdiction. And I would also like to be able to present evidence before you guys go to that meeting, so that way, you guys can review all of the evidence because, in the past, the County has set meetings, not reviewed any of the evidence I've given them, and then made decisions without my evidence —and consistently blocked hearing the issues that I've had at hand. I wouldn't be bringing this case if I didn't think that I couldn't win. I wouldn't be wasting the taxpayers time bringing up all of these evidence. I would just I lost my job. It is what it is. Page 7 Merit Appeals Board April 22, 2025 But with all the evidence I have, which I've compiled here over the last 10 months, I would like to present that if you guys are going to have that meeting and it not be just the County's evidence —like, it has been in the past. So, that would be my request. CHR. CABANAS: Okay. Thank you, Mr. Kailiawa-Smith. The Chair acknowledges both the County's concerns and Mr. Kailiawa-Smith's concerns. So, what we're going to do is schedule another hearing and we're looking at the hearing date of June 24 h. And the only reason why it's, kind of, stretched out that way is because we have other hearings for our May meeting. So, next in line would be yours. MR. KAILIAWA-SMITH: (Inaudible.) CHR. CABANAS: Okay, is your mic. on? Yeah. MR. KAILIAWA-SMITH: Yeah, whatever timeframe you guys have is fine with me. I mean, it's been almost a year already that they've dragged this out, so what's a couple more months or a month. CHR. CABANAS: Okay. Any concerns, Mr. Lametti? MR. LAMETTL Thank you, Chair. I believe I'm free on that day, so I'm more than happy to that day works for the County and for me. CHR. CABANAS: Okay. MR. LAMETTL I guess, my question would be —is the Board's intention to hear I'd be happy to file a motion to dismiss to be heard on that day, that could lay out the issues that I mentioned before about jurisdiction or other groundsI think that may prevent or may be advisable for the Board not to hear this case. So, I guess my question would be, does the Board want to hear that first on June 24 h and then set a further date for a hearing on the merits or CHR. CABANAS: The answer is "yes." MR. LAMETTL Okay. CHR. CABANAS: Okay. So, our secretary has provided deadlines for me to read to both of you. And I'm going to read it to you, so you can take your notes but then, we will also send both of you a certified letter notifying you of the date, time, location, and the various deadlines but you can take some notes now. So, I'm going to read it slowly so you can write it down. Page 8 Merit Appeals Board April 22, 2025 Okay, so the next hearing is June 24—it's a Tuesday —June 24, 2025, Tuesday, at 9 a.m., here, in the Hilo Council Chambers of the Hawaii County Building, at 25 Aupuni Street, First Floor, Room 1401, in Hilo. And these are the deadlines for both the Appellant and the County. The first deadline is May 20'', 2025 that's a Tuesday. This deadline is for both parties to submit your position statements limited to 20 pages and supporting documentation regarding any preliminary issues whether the Board has jurisdiction to hear the appeal or any other preliminary concern. And the deadline is May 20'', close of business, 4:30 p.m. This would only be a hearing on this issue and will not be on the merits of the appeal. It's going to be focused on whether we have jurisdiction to hear the appeal. Okay. Note that this deadline is 15 calendar days prior to the next deadline, June 4 h. On June 4 h, this deadline is for both parties both of you to respond, it's responsive pleadings, and the deadline is 4:30 p.m. of June 4 h. This deadline is 20 calendar days prior to the June 241h 2025, hearing date. You will need to submit all documents to our Board's Secretary, Ms. Glynis Yamada, via email and regular mail or hand -delivered, and to the opposing parry. And when you submit the documents, you need to have 1-original and 8-copies for all submittals —and 1-copy to the opposing parry. SPEAKER: So, it will be 10, right? CHR. CABANAS: Yeah, would be 10. So 1-original and 8-copies for all submittals and then a copy to the opposing parry. SPEAKER: So that'd be 10? CHR. CABANAS: Would be 10mm-hmm. And the Appellant, you, Mr. Kailiawa-Smith, you will number and tab your exhibits. So, Number 1, 2, 3, 4, 5. The Appellee, the County, you will alphabetize your exhibits and tab it —A, B, C, D, E that way we differentiate whose exhibits they are. So, if this hearing date, the time, and the deadlines are okay with our Board members, I'll need a motion and a second and then we'll take a vote. Is it okay for —with all of you? With both of you? MR. KAILIAWA-SMITH: Yeah, would you like a cover letter for the exhibits or just numbers on the actual page? And what I mean by that isExhibit A, Exhibit B, Exhibit C, and the corresponding pages. CHR. CABANAS: Okay, yours is numbers 1, 2, 3, 4. Page 9 Merit Appeals Board April 22, 2025 MR. KAILIAWA-SMITH: I mean, Exhibit 1, 2, 3, 4-yeah, sorry. CHR. CABANAS: It's up to you if you want a cover letter. MR. KAILIAWA-SMITH: Okay, thank you. CHR. CABANAS: Yeah. MR. LAMETTL No questions. Thank you. CHR. CABANAS: Okay, you're welcome. Okay, so may I have aso the date and the deadlines are all okay. So, may I have a motion to accept and approve the hearing date, time, and location of the hearing —with the deadlines. MS. BOND: A question for that —our MAB meeting on —in May, is the 23rd CHR. CABANAS: Yes, this is for June. MS. BOND: Okay. But the —okay. MR. THOMAS: The June hearing date's up at the top of the page. CHR. CABANAS: Yeah. This is for June 24. MS. BOND: I know, but the May meeting is where we determine CHR. CABANAS: Well, we have other agenda for the May meeting already with hearings, so theirs will be in the next line up on June 24. MS. BOND: Oh, okay. CHR. CABANAS: Yeah. MS. BOND: Just checking. CHR. CABANAS: Okay. MS. BOND: `Cause it said (inaudible) confused. CHR. CABANAS: Okay. So, may I have a motion. Yes, Mr. Thomas, you have a question? MR. THOMAS: Yeah, I move to accept the schedule as published here. CHR. CABANAS: Okay, thank you. Page 10 Merit Appeals Board April 22, 2025 MS. BOND: I'll second. CHR. CABANAS: Thank you. Any discussion? MR. THOMAS: Well, a question on May 20I don't think we're going to be hearing anything, we're simply going to know that the documents have been submitted as described, right? MS. BOND: Right. MR. THOMAS: This will be May 20(inaudible). CHR. CABANAS: No, May 20'h is the deadline for both of them to submit the documents to our secretary. We're not meeting on May 20'. MR. THOMAS: Right, okay. CHR. CABANAS: Yeah. Yeah? MS. BOND: Right. CHR. CABANAS: Yeah. Okay. So, where was I —any discussion —okay, anything else? Okay, so may I have a motion to approve the hearing date for June 24 h, at — MS. BOND: (Inaudible.) CHR. CABANAS: oh, yes. Okay, so now we're going to vote. So, may I have the rollcall vote, starting with you, Ms. Bond. MS. BOND: Aye. MR. THOMAS: Aye. CHR. CABANAS: Thank you, Mr. Thomas. Ms. Cabanas —aye. Three ayes. Motion carried. So, your hearing will be June 24 h, 2025, here, 9 a.m., and you need to follow the deadlines as I read to you, and we will send you, both, a certified letter with all of the information as well. Okay. MR. LAMETTL Nothing further. Thank you, Chair. CHR. CABANAS: Okay, thank you. Thank you, Mr. Ikaika SmithIkaika Kailiawa-Smith and Mr. Demetri Lametti. Did you have something, Mr. Thomas? MR. THOMAS: No, I'm fine. Page 11 Merit Appeals Board April 22, 2025 CHR. CABANAS: Oh, okay. Director's Report (Item 5) MAB Quarterly Reports: January — March 2025; And MAB Monthly Divisional Activity Report: April 2025 CHR. CABANAS: Okay. We are now back on our agenda for the "Director's Report"so, Ms. Tokihiro, if you could come up forward. (At this time, Ms. Sommer J. Tokihiro, Director, Human Resources Department, came forward.) MR. KAILIAWA-SMITH: Thank you, guys. CHR. CABANAS: Thank you. MS. BOND: Thank you. CHR. CABANAS: Okay, Jim —Mr. Halvorson, I think we've covered everything in your area for today. MR. HALVORSON: Okay. CHR. CABANAS: So, we'll see you back in Mayon May 23rd at 9 a.m. MR. HALVORSON: Yeah, fine. CHR. CABANAS: Okay. MR. HALVORSON: I'll see you then. Okay, thank you. CHR. CABANAS: Thank you, Jim. MR. HALVORSON: All right. Take care, everyone, CHR. CABANAS: Okay, bye-bye. MR. HALVORSON: Bye-bye. CHR. CABANAS: Okay, Sommer, thank you for coming forward. Your —you have two reports before the Board today. Page 12 Merit Appeals Board April 22, 2025 MAB Quarterly Reports: January — March 2025 CHR. CABANAS: The first one is MAB's Quarterly Report for the period January through March 2025. Have the Board members reviewed Ms. Tokihiro's report for this period? MR. THOMAS: Yes. CHR. CABANAS: Suzi? MS. BOND: Mm-hmm. CHR. CABANAS: Okay. Ms. Tokihiro, you can proceed. MS. TOKIHIRO: Okay, thank you. I actually have —so a few notes, more towards the April report —but I'm happy to answer any questions, if anyone has questions regarding the Quarterly Report? CHR. CABANAS: Okay. Yeah, so we're on the January through March Quarterly Report. I, kind of, like to go through it with everyone, if it's okay. MS. TOKIHIRO: Okay. CHR. CABANAS: Okay. I see the Admin. Services Division is on target with their goals and their actual action —and Classification and Pay as well. MS. TOKIHIRO: And Admin. Services has been able to do the audits of the departments looking at how they're maintaining personnel files, maintaining records, retention schedules, et cetera. So, we're happy to be able to do those audits and provide CHR. CABANAS: Yes. MS. TOKIHIRO: that feedback to the departments. CHR. CABANAS: Yes. So, that's why I wanted to go through each divisions' report because I feel that for Admin. Services being on target with their goals and their actual action their status report —that's really great because they are actually the lead, right, for your new software system. MS. TOKIHIRO: Yes. CHR. CABANAS: And that's a lot. MS. TOKIHIRO: Yeah, it is a lot. Page 13 Merit Appeals Board April 22, 2025 CHR. CABANAS: It's a lot. MS. TOKIHIRO: And next week the company, the Implementor, they're going to be onsite for the whole week as we, kind of, work on testing and look at final design. So, yeah, our Admin. Services Division is incredibly busy— CHR. CABANAS: Yes. MS. TOKIHIRO: —and I so greatly appreciate their effort to continue to do these maintenance things, which are so important as well. CHR. CABANAS: Yes. MS. TOKIHIRO: And really a teaching tool for our departments who have new human resources personnel. So, going in and doing the audits and being able to sit down with them and explain the "why" not just, "These are the rules and this is what you have to follow" but to build, kind of, those relationships and that connection, and to be able to sit with the HR person and provide those explanations. So, the audits are really important, to me, for a variety of reasons —and I'm really happy to see those being done. CHR. CABANAS: Please "mahalo" them for us because I think this is really that's how it should be. And when you have the new software systemI know, I've been through it myself it's a lot of work and you need to know what you're looking for and what you want. So, for them to do all this and staying on task is really commendable. So, please mahalo them for us. MS. TOKIHIRO: I, definitely, will. CHR. CABANAS: Yes. Now, going to Classification and Pay just as well. I mean, they are on target. I mean, 75 redescription reviews, 61 reallocation request for recruitment purposes they, as well, please mahalo them. Equal Opportunity/ADA this is a good report. I feel that when they do the —for this particular section —when they do the monthly report, it's pretty general. But this gives a better picture for the Board as to the activity going on and their response time without giving too much information. MS. TOKIHIRO: And I do want to note that Alika completed her certification. We actually because Alika has a lot of experience in HR but that ADA/EOO position, it requires very specific skills and knowledge. Page 14 Merit Appeals Board April 22, 2025 So, we actually required her to complete a specific certification so that she would have that foundational knowledge. So, she completed that on target. And so, we're really happy to see that and to see her grow and develop in her role and in her knowledge. CHR. CABANAS: Mm-hmm, yeah, that's really great. Please congratulate her for us. MS. TOKIHIRO: Yeah. It was a lot of effort on her part and a lot of trainings, but she enjoyed it and acknowledged that she learned a lot in that process. CHR. CABANAS: Great. MS. TOKIHIRO: Yeah. CHR. CABANAS: I have one question on theoh, I have one question. On her report for EO issues —so "EO" is "Equal Opportunity" issues. Just, in general, what type of inquiry or complaint would someone submit under this just in general —`cause "employment opportunity." MS. TOKIHIRO: Yeah, I'm going to have to go back and because I'm more familiar with the things that relate to the ADA issues. CHR. CABANAS: The ADA yeah. MS. TOKIHIRO: Yeah. So —and I don't want to misspeak. CHR. CABANAS: Yeah. MS. TOKIHIRO: So, let me go back and CHR. CABANAS: Right MS. TOKIHIRO: —look at those specific CHR. CABANAS: `cause it's 36 out of 48 internal inquiries. I was just wondering —what kind of employment opportunity questions would they ask? SPEAKER: It's "equal" opportunity, not "employment." CHR. CABANAS: Well, it's equal —yeah, it's equal opportunity. So, yeah, if you can just check with her. MS. TOKIHIRO: Yeah. CHR. CABANAS: But, yes, do congratulate her Page 15 Merit Appeals Board April 22, 2025 MS. TOKIHIRO: Will do. CHR. CABANAS: —for her certification. And, let me see —Niel, you had a question? MR. THOMAS: (Inaudible.) CHR. CABANAS: Oh, is your mic. on? Niel, you had a question? MR. THOMAS: I noted on those EO cases that it looks like it's a goal of this program to, in effect, deal with these kind of cases before they go external or other agencies —is that referring to, like, the city or the State Anti -discrimination Commission —whatever it's called? MS. TOKIHIRO: It could be either of those or both. MR. THOMAS: Okay. MS. TOKIHIRO: Yeah. But we need to do our due diligence and assess it internally and before someone proceeds to that next level. So, from the second page, the —in Alika's description of some of the action takenso, she said "No Action Required" —so I think some of those equal employment opportunity things could address issues, like, harassment or workplace violence things like that, especially referencing, like a protected class, yeah. MR. THOMAS: So, is there something that requires them to stay within the system of the County before they go to an external agency or can they do both at once? MS. TOKIHIRO: I think they could do both at once. MR. THOMAS: Okay. MS. TOKIHIRO: Up to a certain to a certain level. MR. THOMAS: Thank you. CHR. CABANAS: Okay. Moving along, County of Hawaii Vehicle Equipment Property Damage reports. The numbers are —wow —zero reports of theft in calendar year. Wow, so far that's great. Whatever they're doing, keep it up. MS. TOKIHIRO: We have the County does have security now at the Aupuni Center. CHR. CABANAS: Yes. MS. TOKIHIRO: And then, also, at this building as well. And so, I'm not sure if that's helped but we hope so. Page 16 Merit Appeals Board April 22, 2025 CHR. CABANAS: Is the security 24/7? MS. TOKIHIRO: Yes. CHR. CABANAS: Oh, it is. MS. TOKIHIRO: Yeah. CHR. CABANAS: Both areas? MS. TOKIHIRO: Yes. CHR. CABANAS: Oh, terrific. MS. TOKIHIRO: Yeah. CHR. CABANAS: That's good. MS. TOKIHIRO: Yeah, and I actually saw the security guard got a little motorized scooter to make it easier to get from site to site. CHR. CABANAS: I saw that. MS. TOKIHIRO: Yeah. CHR. CABANAS: I saw that yesterday. MS. TOKIHIRO: Yeah. CHR. CABANAS: And was that purchased by the County? MS. TOKIHIRO: No. I believe that that was either purchased by her or the security company CHR. CABANAS: Wow. MS. TOKIHIRO: that we contract with. Yeah. CHR. CABANAS: And then, this Personnel and Organizational Development —this division is really going to speed on the various training sessions, which is great. MS. TOKIHIRO: Yeah —and wanting to make use of the County's training fund, so that we're coordinating other trainers that we can bring in. So, one of these was the grant writing course. So, they're —we're able to use those funds to bring in trainers to supplement with the training that we already provide in different topic areas. Page 17 Merit Appeals Board April 22, 2025 And so, grant management and grant writing is something that was of interest to a lot of our employees. And so, those courses filled up very quickly. So, we're excited to be able to look forward to offering those again in the next fiscal year. And then, Jenny is working on trying to develop a schedule of bringing in a different trainer to do something every month. So, it's great to be able to have funds available for our employee development. CHR. CABANAS: Mm-hmm, that's great. Keep up the good work to her as well. Okay, now we're on Recruitment and Examination. Anyone have questions for —on this particular area? MR. THOMAS: Just a general question on all of these because you mentioned funding. Is all of this County funding, and it's considered safe under the present circumstances with the Feds.or are we at risk of some money drying up that we rely on? MS. TOKIHIRO: So, there are some positions in the County that are federally -funded and we're addressing those on a case -by -case basis right now. We did get notification for one department that four of their positions that receive federal funding. They haven't said that we're not going to get the federal funding. What they said was that the current contract expires June 30''as of and they're not sure that as of July I", they would be able to execute a new contract. So, we had to initiate a reduction -in -force procedure for those four positions because the funding is uncertain. So, at this point, we're awaiting notification. We're not —we're assuming no news is good news, but that's something that we, definitely, are keeping an eye on and are evaluating. MR. THOMAS: It wouldn't surprise me if equal opportunity programs come at -risk. MS. TOKIHIRO: Yeah, and that one is completely funded by the County. MR. THOMAS: Good. MS. TOKIHIRO: Yeah. MR. THOMAS: Let's keep it that way. MS. TOKIHIRO: Yes, for sure. CHR. CABANAS: Okay. So, Recruitment and Exam. —okay — MS. TOKIHIRO: We actually have had a reduced number of recruitments in the First Quarter. And I think part of that could be new Administration new department heads getting used to Page 18 Merit Appeals Board April 22, 2025 what their operational needs are and evaluating those things, but we're working with departments to assess their vacancies and to assess their plan forward with recruitment. CHR. CABANAS: Okay. So, the police performance test is now administered by HPD, correct? MS. TOKIHIRO: Correct. CHR. CABANAS: Okay. So, then —so this objective is going to be amended, right, for the future? MS. TOKIHIRO: Oh, I'm sorry yes. I amended something else and that one got overlooked but yes —we did discuss that. CHR. CABANAS: Yeah, we did. Yeah. I think I brought it up last time at the last meeting. There are a number of recruitments that are being cancelled by the department. Now, this was like a total of five —two for the small/medium sized recruitments —and then, three for the internal recruitments. MS. TOKIHIRO: Yeah. And so, what happened in a couple of the instances was that the Prosecutor's Office decided not to fill vacancies in order to preserve grant funding that they had available. So, they wanted to continue with what they had and rather than fill the additional positions, they wanted to preserve those funds. So, that was a reason for a couple of the cancellations. In the other instances, I believe, the departments changed the method that they wanted to fill a position. And in one case, I believe, there was also they were reassessing their needs and were looking at reallocation of the position. CHR. CABANAS: Okay. So, was that, like, during the posting, while the posting was still open? MS. TOKIHIRO: No. It was before— CHR. CABANAS: Oh, okay. MS. TOKIHIRO: the cancellation came in before it opened. CHR. CABANAS: Oh, okay for all of them? MS. TOKIHIRO: I believe so —yes. CHR. CABANAS: Oh, okay, good. Page 19 Merit Appeals Board April 22, 2025 MS. TOKIHIRO: I think the only ones that may have been cancelled while the recruitment was occurring, were those for the Prosecutor's Office, where they had been recruiting but because of the issues with the federal funding, decided to end that. CHR. CABANAS: Were those internal or open? MS. TOKIHIRO: I believe they were on continuous recruitment. CHR. CABANAS: Oh, so they were all open? MS. TOKIHIRO: Yeah CHR. CABANAS: Okay. MS. TOKIHIRO: but difficult to fill positions just in the Prosecutor's Office, in general Legal Clerks and Victim Witness Counselors —and so, that's why they were on continuous. CHR. CABANAS: Okay. The only other question I have is —because I don't see it in the report for Recruitment and I'm they're doing quite a bit and they're getting training as well. And I like that they're going to the field to learn about different j obsI don't know if that was the April report or might have been. But what is the status of the Hiring Campaign with the radio stations? MS. TOKIHIRO: So, that —the Mayor wanted to do that. And so, I've been working with Tracey Niimi—he's, basically, one of his communications members. And so, we've provided a couple of different options to the Mayor. My initial thought was that he just do a radio ad announcing, basically, our website so that people could go and look at the jobs online. And then, we pivoted and said, "Well, if the Mayor didn't want to do a general ad..." we would highlight certain —say, a cluster of positions —say, three to fiveinitially, selected public safety positions, so Police Officer Recruit, our Communications Officers, Pool Lifeguards things like that. And then, as an alternative, I provided another cluster of positions that would be different — things that people may not realize that the County has positions for —like Assistant Band Leader or Musician CHR. CABANAS: Mm-hmm. MS. TOKIHIRO: —our Recreation Technicians, Community Service Workers, and things like that. So, I provided a few different options and Tracey has indicated to me that he's going to follow- UP - Page 20 Merit Appeals Board April 22, 2025 We are doing other initiatives, though, we have a whole bunch of "We are Hiring" banners. There's actually one in the entry -way when you walk into this building. So, we had quite a few of those that we've partnered with Parks and Recreation, and they're mounting those for us on fences —County fences that we have at different parks —right in the high traffic areas, which is great to see. I really appreciate Parks and Rec. for taking that on for us. When I've gone to community meetings with the Mayor around the island at these different sites, it's great to see our banner out there. We did come up with a new tri-fold brochure (SEE ATT. A). This is available at our community meetings, but we've also distributed this to the America's Job Center. We partner with R&D R&D helps run that America's Job Center. And we, specifically, wanted to have a brochure that we could get out there because, again, looking for to make sure that any displaced federal workers have this information as well. So, the State Unemployment Office also works with R&D and they're helping with that America's Job Center. So, we did a new tri-fold brochure. We also created this "Info. Card" that has the QR Code for our Jobs website but also our "Job Interest Card" —and what I did was I made 50 of these and the Department of Public Works laminated them for me and we have them in customer -facing cashier windows (SEE ATT. B). So, if someone's waiting to pay their vehicle registration fee and they happen to be standing in a linehopefully, they have time to scan one of our QR Codes and it will take them right to the area where they can look at jobs or the Job Interest Card. I've really been highlighting the Job Interest Card because that's where people can identify jobs that are of interest to them in 90 different categories. And when we have a position that is open in one of those areas, it will send you an email. So, if there's not a job that's available right now, we still want people completing the Job Interest Card, CHR. CABANAS: Mm-hmm. MS. TOKIHIRO: So, we also were looking at advertising. I did follow-up on the recommendation for KHON's "Job of the Day." And so, we're in contact with them and, hopefully, we'll be able to get some of our County positions advertised that way as well. And then, we're looking at other alternative publications. So, we got, say, "The Hamakua Times" we're reaching out to them. I also reached out to the King's Shops in Waikoloaa lot of foot traffic in that area —and so, we've got advertising rates from them as well. So, we're trying different things. I also attended the "Creative Media Summit" that Na Leo TV put on to connect with people that focus on social media, because I'm looking at other options for possibly contracting with someone to help us get more into doing videos and going out into the field and being able to Page 21 Merit Appeals Board April 22, 2025 show the public, "This is the work that's being done" to get people interested in coming to work for the County. We also met with Na Leo TV for that same reason. CHR. CABANAS: Mm-hmm. MS. TOKIHIRO: And I think —and we've reached out to R&D because we're looking at having a Countywide career fair and working they did a really great job advertising the Hiring Event that happened in January at Prince Kuhio Plaza. And the traffic that we got through that career fair these people were prepared looking for jobs —it was great the way that they advertised that. So, we're working with Clinton on putting together a Countywide career fair where we're going to have representatives from all of our departments there and really try and, specifically, get the word out about all the different opportunities that we have. So, lot of different initiatives happening. CHR. CABANAS: Good. That's great to hear. MS. TOKIHIRO: I also, recently —Michelle and I also met with the Chancellor at Hawaii Community College and we're looking at ways that we can partner with them to develop possibly a new internship program, but also helping them to understand these new "Professional Development Trainee" and "Professional Trainee" opportunities that we have —wanting to get the word out amongst their students that we have these opportunities because those programs were specifically created to provide professional -level training and experience to someone who may not have completed the college degree for whatever reason to help them have a career pathway to professional -level positions in the County. So, we're looking forward to continuing our work with Hawaii Community College and expanding that partnership. We, recently, were looking at statistics specific to the Police Department and how many applications we received and then, through that process because there's a written exam and other background checks that happen at the department -level. But we were, specifically, looking at how many applications we received, how many people actually took and passed the written test —so it would —we've done it for the last year. We received about 823 applications for police recruits —of those, 22 of the applications were rejected for failure to meet minimum qualifications. So, 801 qualified applicants who could have taken the written exam —but what happened was about more than half of those people never came and took the written exam. And so, of those individuals that did take the written exam, the fail rate was almost 60%. So, from 801 qualified applicants before the written exam, by the time we had administered the written exam we only Page 22 Merit Appeals Board April 22, 2025 had 130 applicants to refer to the department for hiring consideration. So, that's they would go do the background checks, the psych. assessments, and things like that. So, we've had the police recruit on continuous recruitment for a year. And so, I recently met with the Chief and provided him those statistics and information, and talked to him about a police recruit exam prep. because that used to be offered through Hawaii Community College. And then, I think —I don't know if the interest was reducedI'm not sure what the issue was, but I know that since we've had police recruit on continuous recruitment, that would be difficult for Hawai `i Community College to offer the exam prep. every month. But we revisited it with them when we met with the Chancellor —and in talking to the Chief, that's something that we want to explore. So, we may close the continuous recruitment and then just reopen it every couple of months and do exam prep. so that we can see if we can get more qualified applicants to actually complete the exam. I think it's also something that's, kind of, a struggle for our staff in HR to keep up with because the continuous recruitment means that we're getting these applications all the time, but we have to establish cut-off dates because we're also administering a written exam each month. And so, in talking to the Chief, I was, like, "Okay, I still want to help you accomplish the same results but I'm wondering if we'll actually generate more interest if we do it in bursts —like, maybe, the second week of every other month, we open a recruitment, and then in the third week of the month, there's an exam prep. course, and then during the last week we do the written exam." So, if it runs on a schedule and, hopefully, we can help people to be successful, and we can get more qualified applicants to the department. So, we'll be working with HCC on that as well. CHR. CABANAS: We used to work with HCC closely. We did exam we provided general test areas, not specific to our written exam. So, they would work on the course curriculum but it depends how long the course is. And I left the notes there —somewhere in my office, but the course wasn't very long. I think it was, like, maybe six weeks. And they would give us the names of those that attended so we could see how those individuals fared with our civil service test —but without giving any specific information back to HCC. We could just say, "Well, out of the 20 that attended the HCC course, we had 15 pass our test. That's how we, kind of, worked it, but it depends how long HCC runs that exam prep. MS. TOKIHIRO: Yeah. And they still provide exam prep. for the fire recruit exam. So but we'll be wanting to look at those statistics as well CHR. CABANAS: Yeah. MS. TOKIHIRO: to see, is it —if it's effective. And so, this is part of, kind of, our reassessment since we had changed the recruitment strategy for police recruits. It's good to revisit it with the Chief a year later, and look at the stats. and say, "Okay, is this working? Is this not working? What can we do? What can we do differently?" So Page 23 Merit Appeals Board April 22, 2025 CHR. CABANAS: `Cause there was a four-year period, we ran the Police Officer I recruitment on a continuous basis for four years. It was continuous —monthly written test, quarterly agility test —and people were going to HCC for the exam prep., and then us referring names to Police. And then, we also advertised on American Police Beat nationwide. It was a nationwide magazine. I think I left that back in the office with the big ad in the American Police Beat. MS. TOKIHIRO: Yeah, and I think it's great because all of —well, a lot of different departments have social media as well. The Police Department has done a great job of putting together a video regarding what the agility test is, so that the recruits really know, this is the time limit, this is what you're going to do, this is the site. So, it's great to see departments put that information out there so that applicants can really understand what that expectation is going to be. We're grateful that Police has taken back doing the agility test themselves, but that is a time commitment on their part as well because we're screening applications, referring names, doing written exams, and they're doing the agility test every month as well. So, as we kind of move forward, we want to give the department the opportunity to have more than just two recruit classes a year because they'd like to try and be running three in rotation that's been working well for them. But it's just, kind of, figuring out that path forward where the time is best spent and to get as many qualified applicants as possible. CHR. CABANAS: Mm-hmm. MS. TOKIHIRO: So, a lot of reassessing as we look at where we're at. The other thing that's been spoken about a lot is our vacancy rate. And we have gone through and manually had to compile a list of all of the vacant positions in the County. I've asked my staff in Classification and Pay to compile that list. And so, what they did was, looked at every position and looked at when it was last filled, so that I'm able to sort by date and identify if a position hasn't been filled since 2008, that's something that we need to look at with the department and possibly —Administration needs to understand that as well so that we can evaluate, "Do we need that position in that form anymore" —since it's been vacant for so long or is there a new operational need that could be met by looking at that position reallocating it to something else? So, we're working through the listClassification and Pay put it together, they have the dates that it was last filled. Now the list is with our Recruitment and Examination Division and they're adding the information about when the positions were recruited for, what were the recruitment results —so that we can look at all of that and then go back to the departments and reach out to them and say, "Hey, this is what has occurred, historically, and how can we help you" and what —provide options for what they can do to address those vacancy needs. So CHR. CABANAS: That's an excellent tool. Page 24 Merit Appeals Board April 22, 2025 MS. TOKIHIRO: Yeah, we're trying to get —with the creation of the new software system as well, we need to make sure that the data that is in our current system is accurate, right —because got to bridge -in, got to bridge out —kind of a thing. And so, I think that there's also some areas where we need to make sure that our information aligns with the department and, specifically, Department of Water because their budgeting system is separate from the County's budgeting. In our software it looks like all of these positions are funded and vacant. But if you were to ask Water Supply, they have a much smaller number —and that's because their positions are created by the Water Board. So we're —we sent over a list to the Department of Water Supply and we're working with them to confirm that what we're actually showing in our system is accurate. So, just trying to address the issues and the needs from a variety of different perspectives. And, like I said, it was a manual process to compile the data regarding the 600-plus vacant positions, but now that we have the information in an excel spreadsheet, makes it a very workable tool. And, of course, vacancy information can change day-to-day but when you're looking at a list of 600 positions, the larger issue isis not in the detail of one or two —it's looking at departments that have the most vacant positions and trying to address those needs and look at the recruitment efforts, and reassess the operational needs with them. CHR. CABANAS: Thank you, Sommer. I have a question. On the "Conducting an Effective Job Interview"is the relatively equal concept part of that training? Are —is that still in the department's procedures for selection and interview? MS. TOKIHIRO: It's part of the collective bargaining agreements. And so, I will talk toI would have to go back to Michelle and see exactly, if that's covered in there because that training is mostly about being part of the interview panel and creating the interview questions. And so, I'm not sure that relatively equal is in there. But relatively equal is because it's in the collective bargaining agreements for those department that have their own procedures— CHR. CABANAS: Right. MS. TOKIHIRO: —it's part of that. CHR. CABANAS: So, we use to give each —we used to give the attendees —let's say you had 20 people coming to the interview training, we used to have the power point notes on the "Conducting an Effective Job Interview"but we also gave each attendee their own department's procedures. So, the relatively equal would have been in there. It's in their procedures. And those procedures were reviewed by not only HR, but it was reviewed byI believe, Corp. Counsel, way back then, and then given to each attendee. So, I was just wondering if you folks are still doing that? MS. TOKIHIRO: Yeah— CHR. CABANAS: So, although you cite the CBA, it's in their department's —it used to be in their department's procedures. Page 25 Merit Appeals Board April 22, 2025 MS. TOKIHIRO: Yeah, I'll check with Michelle on that. I know that we've been working on a revision to the Fire Department's Interview and Selection Procedures. And so, that is being addressed, but it's actually a supplemental agreement with the union so that the department and the union understand how that is applied and what it means. CHR. CABANAS: Yeah, because it was like apparent at the last hearing that they didn't know that. So, that kind of struck me because that's something that each department should know how to do. So, she doesn't give out their procedures to each attendee? MS. TOKIHIRO: I'll check with her. CHR. CABANAS: Yeah. MS. TOKIHIRO: Yeah. But as far as the the Fire Chief is aware of the relatively equal. He had a different definition and that's where the clarification between the Union and the Fire Department needs to occur with the supplemental agreement, so that they're understanding how that's applied because we've provided the historical information. CHR. CABANAS: But wouldn't your department provide the guidance to the Chief? MS. TOKIHIRO: Yes. CHR. CABANAS: Or any other department head? MS. TOKIHIRO: Yes, and we did. CHR. CABANAS: Yeah, okay. Any other questions? Niel, any comments? MR. THOMAS: A couple —and thank you. With all the testing that goes on, can I have the CliffsNotes version of where these tests and how these tests are created, and how much confidence you have in them that they're doing the job they're supposed to? MS. TOKIHIRO: So, the written exams for the Police Department and Fire Department are compiled by a testing company based on reference materials that the Police Chief and the Fire Chief provide, because they also need to let people applying for the positions know what the reference materials are that the questions will be based on. And so, we take those reference materials and then provide it to this company that compiles questions. And then once the questions are compiled, they're reviewed by Police and Fire personnel to make sure that they're accurate and appropriate. MR. THOMAS: And what about your department, are you involved in that review process? I'm looking at the 60% failure rate and wondering whether that's what you (inaudible). Page 26 Merit Appeals Board April 22, 2025 CHR. CABANAS: Excuse me, but that —your statement is for the promotional exams —not the entry-level for recruits, right? MS. TOKIHIRO: I'm going to have to check with Michelle but we have five different tests that are being rotated. CHR. CABANAS: Yeah. MS. TOKIHIRO: And so, I believe that those are compiled by the same testing company. CHR. CABANAS: No, those don't have reference materials those we purchased. We purchased the copyright for the entrance exams for the recruits way back. MR. THOMAS: It's the same test? CHR. CABANAS: It's different versions of the same test. It's different versions. She's referring to the promotional exams based on reference materials. So, if you're apply for a Sergeant/Detective, the department has reference materials that the officers can study to prepare for it. But, for the recruits, we purchased the copyright to those materials for police recruit and fire recruit. Yeah. MS. TOKIHIRO: And there's several different versions that get rotated every so many months. And I would have to check and see how often —how many —how often it is between updates because I think that they're updated over time. MR. THOMAS: Thanks for the clarification, `cause I was really thinking of the recruit exams and if that's the exam that has a 60% failure rate —are we missing good people and is there any way that your department provide some expertise in that process or is it all just reviewed internally within the Police and Fire Departments? MS. TOKIHIRO: So that is they're purchased from a testing company but that's where that exam prep. because it's an entry-level exam, so I don't know if people just aren't familiar with just general testing principles. CHR. CABANAS: Based on my experience, it's a lot of reading, and they have to pace themselves for a two-hour written test. MR. THOMAS: Mm-hmm. CHR. CABANAS: So, if they're not proficient in reading, they may not finish —Number one; or Number two, they don't pass the written test. MS. TOKIHIRO: And we're going to go back and see if we can determine how —when individuals are failing the test, like, how close are they? That would be good data for Hawaii Community College to know as well and for us to be able to track, if the exam prep. is working. Page 27 Merit Appeals Board April 22, 2025 So, we kind of want to see what is that range of people missing it by just a couple of questions or so. Is it that we need to focus —or HCC would focus on test -taking strategy, in addition to some of those other things, like, reading and being able to get through the questions and identify those key pieces of information. So, again, that's going to be a manual process for us to compile that data based on the last so many written exams that have been administered, but we're really interested to know —and that'll provide a good benchmark to see how effective the exam prep. is. MR. THOMAS: That's good to hear `cause you have more than half of the people not qualifyingoh, my goodness —there's got to be some good people mixed up in there. MS. TOKIHIRO: Yeah. And I think, it's the same way that they reassessed the agility test and they the agility test has 70 seconds you have to do this in 70 seconds. Well, then we got to reassess if people miss it, are they missing it by just a couple of seconds because we don't want to lose those people either, right. And so, it's just reassessing to see where we're at because we want to get as many qualified people as we can. MR. THOMAS: So, the testing of —that was my next question, actually, on the agility. How are those tests created and how confident are you of how effective they are? MS. TOKIHIRO: So MR. THOMAS: And they used to have these kind of test —whoever could pass them well, guess what. MS. TOKIHIRO: Yeah. So, they've been usingI believe, the same agility test for many years. And what they decided to do, the Police Chief is, like —if they failed in the past —if you didn't pass the agility test in your first 70-second attempt —that was it. You're out. You fail. The Chief decided that he would allow a re -take. So, we do have instances where now they're able to come back and attempt that agility test a second time. Because what they found in the department, the first six months of training includes a lot of physical fitness training. And so, we have to have a measure to find if people have a certain level of physical fitness to make it through to that initial step but then, they're going to spend the next six months, really, going through a lot of physical training. And so, we can help improve someone's physical fitness through that recruit training process. So, that's why we're they're looking at, even that time, and going, is it —"Does it have to be 70 seconds? Could it be 757but, again, it's looking at the data. MR. THOMAS: Is there a fitness standard for promotion, then? Page 28 Merit Appeals Board April 22, 2025 MS. TOKIHIRO: There is none. MR. THOMAS: So you canI don't want to think about that. MS. TOKIHIRO: I mean, as far as a physical agility test —no. There's —once you do the physical agility as a recruit that's it. They do go through periodic medical exams but there isn't on -going performance testing. MR. THOMAS: Another question, if I might. On the QR codes on these brochures, I think they're really cool. Are they just I scanned them both and was particularly interested in the second one that's for the County's list of positions or something. MS. TOKIHIRO: Okay. MR. THOMAS: Are those QR codes widely used on other promotional materials like they are on these brochures or are they only on the brochures? MS. TOKIHIRO: So, they're on the brochures but then they're also —we have the QR code on the banners. So those banners that we're posting on the County fences the QR code for the Jobs website is on there. We're distributing these trifold brochures also at community meetings and when we go to career fairs, but we also have smaller handout materials for the career fairs where it just has the QR code. So, we try and get the QR code out there as much as we possibly can because that's, kind of, how this generation works. It makes it pretty easy to take you right where you need to be. And I know when I was at that career fair with Michelle in January, at the mall, I spent a lot of time providing the directions for people to get to that Job Interest Card area of the website. And so, I loved that it just takes them directly there. So MR. THOMAS: And, lastly, if I might, you mentioned that part of this outreach includes displaced federal employees. Do you have a way of tracking the extent to which we're reaching that market? MS. TOKIHIRO: So, we don't. But that's where I've been working with Research and Development, who also partners with the State in trying to partner with them on any initiatives that they have. Because I think that they through the State Unemployment Office, may have better information about that. So, that's where I'm working with Clinton, and wanting to make sure that we can get our information out there, and then I've told him that if there is anything that —any events that they're going to have that I'd be happy to participate. MR. THOMAS: That's all very helpful. Thank you. MS. TOKIHIRO: You're welcome. Page 29 Merit Appeals Board April 22, 2025 MR. THOMAS: Chair, I'm pau on this. CHR. CABANAS: Okay. Thank you, Mr. Thomas. Anything else? Okay, so may I have a motion to approve to accept and file the Director's Quarterly Report for January through March 2025. MR. THOMAS: So moved. MS. BOND: Second. CHR. CABANAS: Thank you. Any discussion? If not, I'll start a rollcall vote with Ms. Bond. MS. BOND: Aye. CHR. CABANAS: Mr. Thomas. MR. THOMAS: Aye. CHR. CABANAS: Ms. Cabanas —aye. Motion carried to accept and file the quarterly report. Please thank your staff for working really hardI want to say, "effectively" —Recruitment and Exam. they've done a lot of marketing work, which is great, `cause I think the more we get out there and be visible, it helps MS. TOKIHIRO: Yeah. CHR. CABANAS: the applicant pool. MS. TOKIHIRO: Yes, for sure. CHR. CABANAS: So, please thank all of them. They're doing a great job. MS. TOKIHIRO: I will. MAB Monthly Divisional Activity Report: April 2025 MS. TOKIHIRO: So, for the April report— CHR. CABANAS: Mm-hmm. MS. TOKIHIRO: Oh, sorry, do you need to make a motion or I can just proceed? CHR. CABANAS: No, no, go ahead. Page 30 Merit Appeals Board April 22, 2025 MS. TOKIHIRO: Okay. CHR. CABANAS: Go ahead. MS. TOKIHIRO: So, for the April report I wanted to call attention to our Health and Safety Division. Doug McCormick, last week, was on the mainland going through a CDL Exam Trainer course and it was actually the DOT that paid for him to attend that training. And so, now he'll be certified to train other CDL examiners. CDL examiners —well, it's Driver License Examiner IIis the position title in the County, has been a very difficult to fill position. We've looked at the minimum requirements with the Department of Finance and revised those, but we're still having a difficult time filling those positions. So, Doug actually works a 4/10 schedule, so that he works in our Health and Safety Division four days a week, but on his day off, which he's selected as a Tuesday, he is working for the Finance Department administering CDL exams. And so, we've had to partner with Finance and find ways to make this work in a really challenging time, but we're really looking forward to Doug's certification because now he could train other people to administer CDL exams. And so, that was a great benefit to the County that the DOT was willing to pay for his attendance at that training because we're those positions are difficult to fill statewide, which is why the DOT was willing to come in and help with that. So CHR. CABANAS: That is a major milestone. So, how does he —how —what's the plan there for him to train CD —others for CDL exams? MS. TOKIHIRO: That's an excellent question and we're not exactly sure at this point CHR. CABANAS: Oh, okay. MS. TOKIHIRO: because we have to see what results from this training and then what we're able to do —how we're able to utilize that so that he can —so that we can find a way to make that work and get more people trained to be able to administer those exams. And it may be that there's Driver License Examiners that are already working for the County that may get their CDL license and then they could become Examiners themselves. So, we'll see. I'm eager to meet with Doug. I haven't had a chance to see him since he's been back this week, but I'm eager to meet with him and find out what resulted from that, and look at what our path is forward. MS. BOND: What's CDL 11what size is that? MS. TOKIHIRO: So, Commercial Driver's License Page 31 Merit Appeals Board April 22, 2025 MS. BOND: Right. MS. TOKIHIRO: So, it's anything over 10,000 pounds because I think 10,000 pounds they have to have a medical examiner certificate, but they don't have to have a Commercial Driver's License but I believe any vehicle in excess of 10,000 pounds requires a Commercial Driver's License. MS. BOND: So, is that like school buses and —or is that MS. TOKIHIRO: Yeah, so it could be school buses, it could be like the Suisan box trucks, it could be the Pepsi tractor-trailerso all different types of commercial license. MS. BOND: Just curious MS. TOKIHIRO: Sure. MS. BOND: `cause I have no clue. CHR. CABANAS: Does Environmental Management have vacancies for their EO3 positions? MS. TOKIHIRO: Yes, they do. CHR. CABANAS: So, they have vacancies, so that would help. MS. TOKIHIRO: Yeah. CHR. CABANAS: Great. That is a great accomplishment. I like the way Health and Safety outlines their activities, it kind of gives us an idea as to what they're doing. MS. TOKIHIRO: Yeah. Health and Safety is very busy. CHR. CABANAS: Mm-hmm. MS. TOKIHIRO: And they are always willing to jump in and help and I appreciate both Doug so Doug and Kamalu are both helping Finance to do those CDL exams. And so, just like Admin. Services that is pulled in all these directions and Classification and Pay —for Doug to give up his day off and actually arrange his day off. We contacted Driver Licensing to find out what was the best day, and working with Parks and Rec. because the CDL exams, actually, take place at the Civic, in the parking lot. And so, part of the challenge with getting the CDL exams done is because we don't have a dedicated test site other than the Civic parking lot —if there's an event at the Civic, like Merrie Monarch, no road test can be administered. Page 32 Merit Appeals Board April 22, 2025 And so, what Doug did was reach out to Parks and Rec. to find the day of the week that the Civic was most likely available and then worked with Vehicle Registration and Licensing to move it — so the CDL exams would be scheduled on Tuesdays. So, real coordinated effort and just really appreciate Doug and Kamalu giving up holidays and weekends and changing days off, so that they can accommodate Finance and try and help out. CHR. CABANAS: So, he's working a 40-hour schedule with HR and then he goes to overtime at Finance? MS. TOKIHIRO: Yes. CHR. CABANAS: So, they're paying him the overtime rate? MS. TOKIHIRO: Yes. It's a TA to that CHR. CABANAS: TA and overtime? MS. TOKIHIRO: Yeah. CHR. CABANAS: Oh, okay. Wow. MS. TOKIHIRO: Yeah. CHR. CABANAS: And so, they used to give CDL exams at the Civil Air Patrol area. Cannot anymore? MS. TOKIHIRO: No. I think that there's —well, when I passed by there, there's soil and things there —so I think that they've got some of their things going. Yeah. CHR. CABANAS: Oh, okay. MS. TOKIHIRO: So we are —Finance is working with the State and trying to identify maybe having a specific site, if there's an area of County property that we could use where it could be fenced off just for that purpose. So, we're working on it but, in the meantime, just trying to meet their operational need. CHR. CABANAS: What's in the area next to the police agility test? They were clearing that area to the left on the agility test site. MS. TOKIHIRO: Yeah. I'm not sure what's in that area. CHR. CABANAS: I think that's P&RI think that's County property. MS. TOKIHIRO: Yeah, behind the baseball field, yeah. Page 33 Merit Appeals Board April 22, 2025 CHR. CABANAS: Yeah, to the left of the agility test. MS. TOKIHIRO: Yeah, just kind of in between the pool and those baseball fields, yeah. CHR. CABANAS: Yeah. So, you have Wong Stadium, then you have the police agility test, and then to the left —right on the same side, it's a cleared area. MS. TOKIHIRO: Was that the area that they were using for the homeless transition? CHR. CABANAS: No, I don't think so. I don't think so. MS. TOKIHIRO: `Cause there was yeah. CHR. CABANAS: It looked like there was a purpose for them clearing that area. I don't know what it is though. MS. TOKIHIRO: Yeah. CHR. CABANAS: Yeah. Okay. Anything else? MS. TOKIHIRO: I will highlight, again, Jenny in Personnel and Organizational Development. Jenny does training but, recently, did a Pilot Mentorship Program —and that worked out really well. So, it started in October and just concluded in April. But it partnered supervisors within the County with other employees and gave them an opportunity to, basically, give the employee the opportunity of having one-on-one communication, and getting kind of that mentorship opportunity —and the feedback that Jenny got from the program was awesome. So, besides just the building that sense of community, and having a connection, and having a resource, and bringing people together that might not otherwise work together —it's invaluable, the knowledge the institutional knowledge. And then, also, in just the way we handle things and ideas for, like, if you're having this issue or how to resolve things. So, I'mI was happy to see Jenny take that on because so many things have a cost associated, but using our existing employees to help be mentors to our new employees is a pretty low-cost way of, I think, making some really big impacts. So, looking forward to continuing that and developing more of those opportunities. CHR. CABANAS: Mm-hmm. MS. TOKIHIRO: I also wanted to —one of the biggest areas of the HR budget is the budget that goes to cover our workers' compensation costs. So, the County is self -insured for workers' compensation and so when you're looking at those costs we have to utilize tools. Page 34 Merit Appeals Board April 22, 2025 So, we have a medical bill auditing company that looks at every medical bill that we received to make sure that it's compliant with the work comp. fee schedule. And so, the work comp. fee schedule is this really complicated matrix —so I really appreciate this bill auditing company but there's different criteria for when we would need to pay for a medication. And one of the trends that's happened over the last several years, is physicians who dispense medications out of their office. And they you lose some of that regulatory pricing issue when a physician is dispensing out of their office. So, it's really been a challenge because we would receive bills for thousands of dollars for a medication that a physician is providing. So, one of the areas that's gotten more and more expensive is this, kind of, compounding topical - like creams for pain relief —and you can find things over the counter that are very similar at a much lower cost. And so, what we've really been trying to address is, if something is not FDA approved or just because a physician is dispensing it —does the County have to pay for that or is there an alternative, a lower cost alternative that could be explored. And so, we'll deny treatment plans for these medications that are not FDA approved, and the Provider has the opportunity to file with the Department of Labor and say, "No, we think that the County should be responsible" —and so, it's a bill dispute. And so, we've had several bill disputes recently where the Department of Labor has ruled in our favor and said that the County doesn't have to pay for a medication, which is not FDA approved —which is great because these medications alone would take up a lot of our budget if we're not being attentive and really looking at how is the medication being used, what is it being prescribed for, is there another alternative. And then, just (inaudible) firm with these Providers and saying, "It's not compliant with the fee schedule. We're not going to pay the bill. You could file the dispute if you'd like" —but that was that's been a huge positive, recently, that is helpful. MR. THOMAS: The County is the insurer in this matter, right? MS. TOKIHIRO: Yeah. MR. THOMAS: So, can the County act like any other insurer and require advance approval of some prescription before it's filled? MS. TOKIHIRO: Yes. So, that's where doctors need to submit a treatment plan. And then, we have seven days to respond to that treatment plan —either approving whatever they're requesting or denying it. And then, if we denied something and they disagree, we can always go to a Department of Labor hearing but —yes, they do need to request approval in advance. One of the questions that has come up recently is on treatment plans —it's supposed to provide an estimated cost —and, recently, we've had an issue because the cost of a medication was four times the anticipated cost on the treatment plan. So, working with our Special Counsel to see Page 35 Merit Appeals Board April 22, 2025 are we within our right to deny payment based on the fact that the charge doesn't comply with the cost estimate that we were provided. MR. THOMAS: That's what you meant by saying you just get this bill and it's like —"Holy cow" —right? MS. TOKIHIRO: Yes. And, really, we have to be continuously —or the staff in the Workers' Compensation DivisionI really applaud their efforts to make sure that they're reading all the treatment notes, they're reading all of the medications that are being prescribed, they're reviewing every single bill. Because it really iswe have to make sure that, of course, our employees get the medical care that they need, but to make sure that we're doing it in a way that's fiscally responsible and within our budget. MR. THOMAS: And so, the legal advice you got was that this is okay to be doing to making asking for all of this? MS. TOKIHIRO: Yeah. So, we follow -up —our Special Counsel for our Workers' Compensation Division is really helpful in letting us know what are our options and best ways to address things. MS. BOND: So, this 252 open workman's comp. thing —workers' comp. —this is like long on- going. This isn't, like, recently? MS. TOKIHIRO: Correct. So, in total there's 200 and yeah. MS. BOND: (Inaudible) 242I think somebody needs to do some safety training. MS. TOKIHIRO: Yeah. No, actually, right now I believe that we have about 2,800 employees to have 250 workers' compensation claims is not bad —less than 10%, but that number is constantly changing as well. Like in the quarterly report, we close claims every month and, of course, we do get approximately 10 to 12 new claims on average but always room for more safety training. MS. BOND: Yeah. CHR. CABANAS: How did the Temporary On -Call Pilot Program for the Park Caretaker I's go with P&R? MS. TOKIHIRO: So, we found that —we had some recommendations for them. We went through and made sure that the department was compliant with offering stand-by and overtime to our existing employees. We looked at the permanent vacancies that they have, and then we looked at how they were utilizing the positions in different districts. Page 36 Merit Appeals Board April 22, 2025 So, initially, because it was a pilot, they came in and said, "Well, we think we'll need five in Hilo and maybe a couple in Kohala and maybe Hamakua"—and what we found was they were actually using more of these positions, say, in Pahoa or in Kea`au. So, we recommended to them that they reassess their districts of where they're going to assign these positions. We told them that they need to move forward in filling their permanent vacancies. So, they backed off using their temp. on -call positions for now, while they doI think that there were some requests for internal transfers and they were opening up those opportunities, and then they'll work on filling those resulting vacancies —and then we'll reassess that Temp. On -Call going forward. So, they really liked the program but we needed to get back to its intended use and make sure that everything was aligning as it should be. CHR. CABANAS: Okay, thank you. MS. TOKIHIRO: That concept, though, is something that we'd like —in order there's interest from other departments into expanding that, but we'll have to reassess that. These can only be really for certain entry-level kind of positions that we would normally fill, like, on a registration recruitment. So, Park Caretaker, Laborer things like that. So, it is a good pilot, and I think we all learned a lot from it, and looking forward to continuing it. CHR. CABANAS: Okay. Thank you. Anything else, Board members? No? Okay, so may I have a motion to accept and file, or approve and file the MAB Monthly Divisional Activity Report for April 2025. MS. BOND: So moved. MR. THOMAS: Second. CHR. CABANAS: Thank you. Any discussion? If not, I'll start a rollcall vote with Ms. Bond. MS. BOND: Aye. CHR. CABANAS: Mr. Thomas. MR. THOMAS: Aye. CHR. CABANAS: Ms. Cabanas —aye. Three ayes. Motion carried. We do not have any "New Business" but we do have "Unfinished Business." So, thank you, Sommer. Page 37 Merit Appeals Board April 22, 2025 MS. TOKIHIRO: Thank you. CHR. CABANAS: And please let the staff know that we appreciate all of their hard work and effective efforts — MS. TOKIHIRO: I, definitely, will. CHR. CABANAS: in all the areas that they're working on. MS. TOKIHIRO: I will do so. CHR. CABANAS: Yeah. MS. TOKIHIRO: And they appreciate that feedback from you. And there's a lot of great things happening in HR. And so, yeah, I look forward to seeing you folks next month. CHR. CABANAS: Okay, thank you. MR. THOMAS: Is it ever done that your department heads visit this meeting occasionally? MS. TOKIHIRO: Yeah. I haven't brought my department heads recently. Maybe that's something that I will —we'll get that scheduled for you —maybe for June. CHR. CABANAS: Yes, because Mr. Thomas is new and he hasn't met any of the division heads. MS. TOKIHIRO: Yeah. CHR. CABANAS: And then I see MS. TOKIHIRO: Actually, you should come —actually we should bring the whole staff. MS. BOND: (Inaudible.) CHR. CABANAS: Oh, I guess, Suzi hasn't either. I thought you did? MS. BOND: No. CHR. CABANAS: No? Not her division heads? Oh, okay. Yes MR. THOMAS: Well, I'm sure they have other work to do, but— CHR. CABANAS: But then, we're still also waiting for two more of the Board positions to be filled. So, we're still waiting for the Mayor's office for that. Page 38 Merit Appeals Board April 22, 2025 MS. TOKIHIRO: Yeah. CHR. CABANAS: But, in the meantime yeah, we have Mr. Thomas and Ms. Bond. MS. TOKIHIRO: Yeah, okay. I will, definitely —we'll work on that. We'll get that scheduled either for the May or possibly the June meeting, just so that you can see each of the division heads that's preparing their reports for you. MR. THOMAS: Yeah —maybe some time for hearing your report or something —don't saddle them with a boring case that's going to go on for hours. MS. TOKIHIRO: Okay, I'll have them choose the topic of most interest to them that they can (inaudible) the Board with. Yeah? CHR. CABANAS: Right. So, next on the agenda is, of course, the discussion of the annual performance evaluation of you, Sommer, as the Director MS. TOKIHIRO: Okay. CHR. CABANAS: So, we'll be discussing that in a few minutes and then your annual evaluation will be in June. MS. TOKIHIRO: Yes. CHR. CABANAS: So, depending on the tools that we decide, we'll discuss that and then make that known. MS. BOND: Do you want these back? MS. TOKIHIRO: Oh, you're welcome to keep those. CHR. CABANAS: Yeah. MS. TOKIHIRO: Keep them handy so you can scan the QR code. Okay, thank you folks. Have a good day. CHR. CABANAS: Okay, thank you, Sommer. MS. BOND: Thank you. Page 39 Merit Appeals Board April 22, 2025 Communications (Item 6) Communication No. 25-04: Received On March 13, 2025, From Appellant, Appealing The Following Action By The County Of Hawai`i's Environmental Management Department And Office Of The Mayor: Employment Action Taken Under Chapter 76, Hawai`i Revised Statutes. Board Action Required: Setting A Hearing Date And Deadlines For Submittal Of Documents (Previously taken out of order.) New Business (Item 7) (There were none.) Unfinished Business (Item 8) FY 2024-2025 Annual Performance Evaluation Of The Director Of Human Resources (HR) Process: Proposed Timeline To Distribute Surveys And Deadline For Responses; SurveyMonkey Questions For FY 2024-2025 (Line Department Survey); SurveyMonkey Questions For FY 2024-2025 (Employee Survey); Merit Appeals Board's Evaluation Tool For The Director Of HR For FY 2024-2025; Define Target Audience/Survey Participants (Executive Session: The Merit Appeals Board Anticipates Convening One Or More Executive Meetings Regarding The Above Matter, Pursuant To HRS Sections 92-4, 92-5(a)(2) And 92-5(a)(4), To Consider The Hire, Evaluation, Dismissal, Or Discipline Of An Officer Or Employee Of The County Of Hawaii, Where Considerations Of Matters Affecting Privacy Will Be Involved And Consulting With The Board's Attorney On Questions And Issues Pertaining To The Board's Powers, Duties, Privileges, Immunities, And Liabilities. A 2/3 Vote Of The Members Present Pursuant To HRS Section 92-4 Is Necessary To Hold An Executive Meeting) CHR. CABANAS: We are now on "Unfinished Business" the Fiscal Year 2024-2025 Annual Performance Evaluation of the Director of Human Resources and its process. I believe because of the confidential nature of what we are about to discuss, that we do need to go into executive session. So, may I have a motion for the Board to go into executive session? MR. THOMAS: So moved for executive session to discuss the performance evaluation of the Director of Human Resources. CHR. CABANAS: Thank you, Mr. Thomas. MS. BOND: I'll second. CHR. CABANAS: Thank you. Any discussion? If not, I'll start a rollcall vote with Ms. Bond. Page 40 Merit Appeals Board April 22, 2025 MS. BOND: Aye. CHR. CABANAS: Mr. Thomas. MR. THOMAS: Aye. CHR. CABANAS: Ms. Cabanas —aye. Three ayes. Motion carried for the Merit Appeals Board to enter into executive session. RECESS: The Chair called for a recess at 10:49 a.m. RECONVENE: The meeting reconvened at 12:26 p.m. in open session. FY 2024-2025 Annual Performance Evaluation Of The Director Of Human Resources (HR) Process: Proposed Timeline To Distribute Surveys And Deadline For Responses; SurveyMonkey Questions For FY 2024-2025 (Line Department Survey); SurveyMonkey Questions For FY 2024-2025 (Employee Survey); Merit Appeals Board's Evaluation Tool For The Director Of HR For FY 2024-2025; Define Target Audience/Survey Participants (Executive Session: The Merit Appeals Board Anticipates Convening One Or More Executive Meetings Regarding The Above Matter, Pursuant To HRS Sections 92-4, 92-5(a)(2) And 92-5(a)(4), To Consider The Hire, Evaluation, Dismissal, Or Discipline Of An Officer Or Employee Of The County Of Hawaii, Where Considerations Of Matters Affecting Privacy Will Be Involved And Consulting With The Board's Attorney On Questions And Issues Pertaining To The Board's Powers, Duties, Privileges, Immunities, And Liabilities. A 2/3 Vote Of The Members Present Pursuant To HRS Section 92-4 Is Necessary To Hold An Executive Meeting) CHR. CABANAS: Okay. We are now in open session and we have Zoom capability. It is 12:26 p.m. So, may I have a motion to MS. BOND: I move that we accept the performance evaluation process and timeline with the amendments made to the cover letters. MR. THOMAS: Second. MS. BOND: Oh, for fiscal year 24-25. CHR. CABANAS: Any discussion? MR. THOMAS: Are we moving to approve a document that is confidential and not — MS. BOND: We're moving to approve the process. Page 41 Merit Appeals Board April 22, 2025 CHR. CABANAS: The process. MR. THOMAS: Approving the process. Okay. CHR. CABANAS: And timeline. MS. BOND: And timeline. CHR. CABANAS: Mm-hmm. MR. THOMAS: The rest of this is CHR. CABANAS: For the evaluation of the Director of Human Resources. MR. THOMAS: The rest of this is going into hiding. CHR. CABANAS: Any discussion? If not, I'll start a rollcall vote with Ms. Bond. MS. BOND: Aye. CHR. CABANAS: Mr. Thomas. MR. THOMAS: Aye. CHR. CABANAS: Ms. Cabanas —aye. Three ayes. Motion carried. Announcements (Item 9) CHR. CABANAS: Are there any "Announcements" to be made? Schedule Next Meeting Date (Item 10) The Merit Appeals Board Will Convene Its Next Meeting On Friday, May 23, 2025, At 9:00 A.M., At The Hilo Council Chambers, Hawaii County Building, 25 Aupuni Street, First Floor, Room 1401, Hilo, HI 96720 CHR. CABANAS: If not, the next meeting will be —the Merit Appeals Board will convene its next meeting on Friday, May 23rd, at 9 a.m., at the Hilo Council Chambers, at the Hawaii County Building, at 25 Aupuni Street, First Floor, Room 1401, in Hilo. Page 42 Merit Appeals Board April 22, 2025 Adjournment (Item 11) CHR. CABANAS: May I have a motion to adjourn today's meeting? MS. BOND: So moved. MR. THOMAS: Second. CHR. CABANAS: Thank you. Any discussion'? If not, I'll start a rollcall vote with Ms. Bond. MS. BOND: Aye. CHR. CABANAS: Mr. Thomas. MR. THOMAS: Aye. CHR. CABANAS: Ms. Cabanas aye. Three ayes. Motion carried. Meeting is adjourned at 12:27 p.m. Respectfully submitted, . r C/ia- Glynisdi'amada Secretary-Reporter APPROVED: Gabriella M. Cabanas, Chair Merit Appeals Board Page 43 • DA00001 - DOz000000TO00n0Df �' m m y m y vr D -i m c"o m y m 0 v i1� o 0 0 0 o m o Iro 0 (o c D D 0- 0 0 o 0- to o 0 o s 0 _ , m 0 s D o _D I %CU i r+ to rt r+ M n (D rr O rr r+ H. H 0, O O ( 7 to (O ,. o -. ° o o v o w s o 0 0 o o , 0 0 0 n D (n o ID 10 -. a m 6 v c O c �G fp CD v 3 O -0 A IL C 7 tv h• ;IDw 0 3 Dnn3 o o A- n n 0 5 3 4o n v ' c F o D � 7 O o �• 7 c -. O 7 o ZJ Q + rt N O o3i 0 to D -t n H o ° o c 0 n o 3 N rr + o o o 0 2 0 3 N rr �. n D Q- O T < rr ►.1 �J � � CO M c< 0 ° V) _0 CU D 4 � n \`\ O CO O (0 07 C r\ Qo 7 K O M VI irt rt. 7 // / i i 3 ' MO 11�� 0 r* O -+% , a s ice , ,� f Q D O <W I c (� o c i v v (n Q c 'C c- Q n) c -, _ N CD = (Dr* (D Di "ii r-t -- 1n � � a p y -O <, N O w (D O * Q 0 Q 0 T _) 3 cr i OC 01 CD (�D O O O o O O (J� r-F r+ O 0 < `•< O �. i (D `-< s. Q < (nn. O O O c V c5 v o -o ° c— = _ Q -• N (D w v y v c o .< o x o -0 75 5 c O `< 3 (gyp , Q CD + O -+ v v i C r•+ rt O D (n 3 / CD p o < - (D rt C 3 0 p (D I IC n� < r+ 0 to fl— ii ( �7 ; Q Nam ' cnda C7 _ 0 n ° r: fr H. 0 rt 01,___Oktitf s<0 119 0 '-I CD O N t` p (3D • 0 IV 0 $11111011k lD S Q 0 H HI N )p"- 4 :i..i::..-...:::: 0 .0 N N O O CD a► c �• (...n) A , ((I Jo O I = a t • I-'• DI : ((((* .: pi A ••••••• •••...... ••::. •••:::.:•••••.:i:.•:: •.• •.• :.:•:F..:::i:..i:•:..0 m d S c -* 4, 0 CAC, � 11 i j,v� •� .0U °, CD a .... CID ,1ii1/1/ - v o �c a C ICD ATT. A a 17 -0 0 v 0 * CD .0 -O -a 73 -* 3 m -0 0 0 = , .s o a d al A N 3 d 0 0 (D c to j v lD N c E. ( (Q -' n. A 3 3 'a 7 . —> -� ,. N (D 131 aC n eit N 7 - N tD (D n 0 13 3 c C I - \ o 3 O < 3 N °' o r° c y c } n (Q c 3 'a 0) o a v. a) 0 a Q '* w -a = i�• G) - D z CD •a Q < O v (n — (D (D F. N < < o �r 0 3 h a m- tT * Ro Q d C n < i m Q 5 c o w • co cn 5 d• ^. o a C� 3 < 1411 i`. N (° d ° fD N a Q eWo -� . o O II il vim) , cn a o' to •n• (D ° Q (c 0 < a C 3 c O ,,,,, 7 5. E(TT ,cl c d CAD - -0 cn co.' e, d to Q v CD fD a fD cD v -I 7 = 0 V' 3 Fir -0 fD N `< A• _ d -ID < P. c. 0 .* n G) (D O 3 y al3 (1) tv y (D (D O N c o 3 .-f o cn n o n O O CO Oac .0 soO roA) om on m o z- = o o ). .... < o ,T, =' e+ fD ] O (Q d ID O v "• —23 at ..:� 5• CO O13 MP' o as 3 iD 3 a .y,N • (Q Q = M ° H v No rt F .. .. .. .. . . ... .. p O o' NJ a) 0 >J o •—�. •N .. n �. O U1 o o (a CD 0`O• �0) �G CID • 0 o D < if) 1.‘0 \\,,-., ' 1::44: 1 i \\.4.' 1J. Nit\ CO CD . b ... .... ....:...: .:.: ... a) n F.' 3 to • • '3*2 7. c<D• m co �•� °' . . ... . .. ... ... 0 c =. -. Cr I. m n in o � O O rp ao tit April 22, 2025: Submitted by the Director of Human Resources Sommer J. Tokihiro ,4 v C. ��, :`O0 C_ � '4.,., / :t( Al 114412h ' a xsa. ..: .,, )f- , 'S t '•.°;;.j'i o/ if 1* i* 411,97,.',0 ;:Tfra f)*I — = ,,,x--,,,, -- — • _. �:") '� of ,t •• Q 0. o�: " , , Pq4a`;, 0 ► .. OFNP: ` 'F , pOF N C.ar eer opportunities start here! Career cm ortunities smart here! The County of Hawaii is looking The County of Hawaii is looking for people to join our Team! for people to join our Team ! Visit our website at httEl/jobs.hawaiicounty.gov Visit our website at http2jobs.hawaiicounty.gov or scan the QR code below to see all the great or scan the QR code below to see all the great employment opportunities we have to offer! employment opportunities we have to offer! 171 i•: .. 0 .. : O :.4.•_i:•:•: -•:::•..• :it:r: : . •:.:::•. Y•iii•. :;_.•. .: •.•riii'•=•'i.•.. .. Scan the QR code below to complete a Job Scan the QR code below to complete a Job Interest Card and receive email notifications Interest Card and receive email notifications regarding future job openings of interest to you! regarding future job openings of interest to you! 7 .:'::••. i.»..r.:. ATT. B