2025-08-26 Merit Appeal Board Minutes

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Merit Appeals Board August 26, 2025 taking the lead within our departments to help be a point of contact and disseminate information about the system within the department. So, the Readiness Coordinators will be a resource for our employees and a resource for training within the departments. We also have our IT Department that’s going to be part of that support, and then we’re also going to be getting additional support from the software developer. So, we’ve got support at a variety of different levels to make sure that everyone’s needs are being addressed. So, we will definitely be taking that into account. CHR. CABANAS: Okay, other questions for Sommer? No? I don’t have any either. I just want to comment that the report from the various divisions are really complete. MS. TOKIHIRO: Yeah, we’re able to make the change from the ADA Coordinator, so she’s providing more detail on the monthly. CHR. CABANAS: It gives us just a better picture of—just a picture of what is transpiring. So, I just want to “mahalo” everyone for doing that. MS. TOKIHIRO: I will give them that feedback. Yeah. CHR. CABANAS: Thank you. Do you have anything else, Sommer—otherwise, we’ll move on. MS. TOKIHIRO: No, nothing specifically. Yesterday, we did a staff luncheon. I know the Union call them “Lunch-n-Learns” and I don’t know that I’ll come up with my own lingo for it—but, yesterday, the HR staff had a potluck and we also participated in the Myer’s Briggs Personality Inventory. And it’s meant to be fun but also a good collaboration effort for us to learn about each other and the next—and so we, kind of, have to divide it in two. Yesterday, we learned about our own individual results and then we’ll be having a follow-up to get into groups and learn about the difference—among the different communication styles, different perceptions—and, kind of, practice some group activities regarding communication. And so, I thought it was really—it was a fun activity yesterday that also provided good training and insight for our staff towards that—towards team building. So, I was happy with that. th And then on August 12, we just did an HR Quarterly—so we do quarterly meetings with the th HR Reps. in our departments. On August 12, we actually had 51 participants, which was awesome. And so, we did regular HR updates and information, but we also provided—we brought in someone from our EAP—our Employee Assistance Program—and they did a presentation regarding drug and alcohol awareness. And so, that was really interesting, and informative, and good information for our departmental HR Reps. to have. Page 23