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As I was driving past Lincoln Park in Downtown Hilo, I saw a Park caretaker <br /> wearing gloves and using a rake to pick up trash and what looked like a piece <br /> of clothing...maybe from a homeless person. I couldn't help but think, <br /> (especially because of this huge issue on raises), that this County employee <br /> shows up every day for work knowing exactly what the day will look like, yet <br /> shows up to this "thankless job." How can we just disregard the hard work, <br /> dedication and commitment that so many of our people face,to give freely-raises <br /> for work that so many of us do not see, have not seen or may never see. <br /> So yes, it's been more reflective for me, having served as a commissioner (EMC) <br /> with the DEM to advocate for all of our county employees that are overworked <br /> (within their own departments and in various other job positions), <br /> underappreciated, and experiencing health issues in the process of keeping our <br /> county operational. <br /> There is no justification at this time or any reasonable explanation to support <br /> the raises. It's been less than a year into this new administration and what <br /> tangible results can we say have improved in any or all of the departments. <br /> Connection to Proposed Salary Increases <br /> These workforce realities are especially relevant when considered alongside the <br /> proposed salary increases for the County's highest-level positions. <br /> While local applicants experience instability and hardship in securing <br /> permanent County employment where 693 vacancies exist; is unacceptable. <br /> The County is simultaneously advancing salary adjustments for executive and <br /> appointed leadership based largely on recruitment and retention <br /> justifications. <br /> Respectfully, it is difficult to reconcile these two realities. Recruitment and <br /> retention challenges do not exist in isolation at the executive level; they are <br /> experienced most acutely by those attempting to enter, remain in, and advance <br /> within the County workforce under existing structural constraints. <br /> Before approving cumulative salary increases of this magnitude, it may be <br /> prudent to first evaluate whether recruitment pipelines, hiring practices, <br />