2014-03-19 Merit Appeals Board Minutes

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Merit Board of Appeals March 19, 2014 value of feedback from the people and the departments that she serves. She didn't have a chance to solicit from the Merit Appeals Board what they, if anything, would like to see. Mr. Kuewa commented that she didn't consider them to be her goals when she assumed the position as director. Ms. Toriano replied that, again, Goals #1 and #3—and the rest she considers standard that is part and parcel to the job. Mr. Kuewa clarified that she did consider them to be standard performance factors as the Human Resources Director. Ms. Toriano replied, "Absolutely." Mr. Kuewa asked Ms. Toriano whether she would consider it fair that for this rating cycle, we evaluate her on the four goals. Ms. Toriano replied that she has no objections. Her question to the Merit Appeals Board is how she could help them by providing the information that is pertinent or meaningful to come to the conclusion of "meets" or "does not meet." For instance, would you like to see where the Department stands financially as compared to the budget? Would you like examples provided over the last six months concerning planning, organization, and prioritizing? Mr. Kuewa commented that he believes it's what the former Human Resources Director did. He had a presentation at some point of this cycle where he addressed the performance goals and factors. If it's acceptable to Ms. Toriano and the Members, he would like to proceed on an evaluation based on just those performance factors—if it's agreeable to all as being fair. It's important to maintain the momentum of evaluating the director annually. We could still use a cycle, like this, in order to complete the evaluation by the end of June. Mr. Nahuina wondered whether we could do a combination of both—say that Ms. Toriano "meets" because there're no major blow-ups happening, and doing the survey. The survey would be more for Ms. Toriano to look at. If there's an area where it needs to be addressed, she'll know. It would be a great opportunity for her going into the next year to set her goals. So, rather than being a tool for us, the survey becomes a tool for Ms. Toriano in setting her goals for next year. Ms. Rabago wanted clarification from Mr. Kuewa whether they were going to evaluate Ms. Toriano on the following four factors—financial management, planning, problem solving, leadership—and whether they'll be setting aside Goals #1, 42, and #3 for this period. Mr. Kuewa agreed. Mr. Kuewa reiterated that he'd like a survey, and agreed with Mr. Nahuina that it would be a useful tool for Ms. Toriano and for them. Page 7