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Merit Board of Appeals October 15, 2014 <br />At the beginning of October, we scaled back and not all departments <br />needed to be present. Presently, there are seven departments rotating at <br />the Pahoa Community Center, who are assigned certain dates. Quite <br />frankly, the community response during the 8:00 a.m. through 4:30 p.m. <br />timeframe hasn't been overwhelming. The best participation is at the <br />community meetings in the evenings with the Mayor, Civil Defense <br />Administrator, and volcano scientists. Flexibility is the key. <br />(At this time, the Director's Report concluded.) <br />RETURN TO ORDER The Chair directed the Board to return to the regular order of business and take <br />OF BUSINESS: up Unfinished Business. <br />FY 2014-2015 ANNUAL EVALUATION OF THE DIRECTOR OF HUMAN RESOURCES: <br />DIRECTOR OF HUMAN RESOURCES (HR) GOALS AND OBJECTIVES, AND MERIT <br />APPEALS BOARD'S EVALUATION TOOL FOR THE DIRECTOR OF HR <br />(DEFERRED: SEPTEMBER 17, 2014) <br />Chair Kuewa stated that the Board will need to make a determination if the <br />former HR Director Evaluation form is sufficient "as is' for the current fiscal year <br />or if the Board would like to incorporate any changes and to develop a <br />performance plan or standards for the director. <br />Chair Kuewa stated that it's an important element for the HR office to <br />communicate and to hold discussions with leaders and department heads such as <br />new policies and training. He asked Ms. Toriano if this is covered in any of the <br />performance categories. <br />Ms. Toriano replied that the last time the evaluation form was developed, they <br />questioned how would the survey questions fit in with each of the performance <br />categories. We placed numbers in the form—this survey question goes with that <br />performance category or factor. If the Board would like to, we could easily put <br />the numbering back in as a reference. <br />(At this time, Ms. Toriano proceeded to distribute documents.) <br />Ms. Toriano informed the Board that the first document is an outline of the <br />timeframe that was used up to the actual evaluation of the HR director (SEE ATT. <br />B). The next document is the evaluation, which she thinks would be easier to <br />place the goals into this form (SEE. ATT. C). The last document is the survey <br />results for the fiscal year 2011-2012 and 2013-2014 (SEE ATT. D). <br />Page 7 <br />