2026-04-23 Merit Appeals Board Minutes

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Merit Appeals Board April 23, 2026 CHR. CABANAS: Okay, so this—if you look at the sheet, the pink one is for the employees. MR. AGUINALDO: Right. CHR. CABANAS: Starting with the second page—it’s the first email that she sends out for me. And then, going back to the first page—“A Cheerful Reminder”—again. And then, once we get the surveys, we send a thank you email to them. This is for the employees. And then, we do the same thing for the line departments. MR. AGUINALDO: That would be on the blue list. MS. BOND: Yeah. The pink ones MR. AGUINALDO: Yeah. CHR. CABANAS: So, she does follow through. MS. BOND: That guilts all the other people that didn’t finish it. MR. THOMAS : I wonder if on the—I’m mostly concerned with the participation rate of the departments—not the Human Resources staff—whether this can, sort of, communicate our interest in hearing not what they think of the performance of the Director, because few of them would ever have direct contact with the Director. So I could see a lot of people setting this aside and saying, “Well, I hardly know who she is.” Can we word it such a way that adopts “the buck stops here” philosophy—and ask them in conjunction with—or because we are charged with evaluating the Director, please consider your experiences with any staff person that the Director supervises within her department? I’m not sure how to—quite how to word it, but I’d like to see people feel like, “Well, I did have a contact with so-and-so and that was very successful”—or “I had one experience that I think I’d ought to tell you about because it wasn’t so successful.” I just think people are missing from this letter the importance of sharing your experiences with the department, as opposed to just, “Did you have a meeting with the Director—how did it go?”—which is, sort of, what I think this letter maybe received as saying. CHR. CABANAS: Well, the sheet of questions is of a variety where we ask about the Director, but we also ask about the staff. So, on the yellow sheet, for instance we ask, “Human Resources efficiently assist me doing my job”—that can be anyone in the department; Number 2, “The Director works effectively with me and other members of departmental staff;”— Number 3, “The HR staff address my questions in a timely manner.” So, it kind of changes regarding department, director, staff—it’s not only— MS .BOND: So, maybe the title is what needs changing—“Annual Performance Evaluation of the Department of Human Resources and Their Staff”—or something. No? CHR. CABANAS: By statute, it’s the evaluation of the Director. MS. BOND: Oh, is that— CHR. CABANAS: Yeah. Page 25