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HomeMy WebLinkAboutRES 586 Draft 01 1976-1980County of Hawaii --State of Hawaii Resolution WHEREAS, the Hawaii State Association of Counties (HSAC) has unanimously agreed to pursue the possibility of being the host State for the National Association of Counties (NACo), 1984 Western Inter- state Region (WIR) Conference; and WHEREAS, this annual conference which has been tentatively proposed to be held in Kona, Hawaii, will attract some 700 to 900 conferees, including many nationally recognized officials who will share their expertise on important matters of concern and of great interest to all County governments when they participate as guest speakers or panelists; and WHEREAS, should HSAC be successful and be selected the hosting entity, we believe that with Kona serving as the conference site, it can only result in a meaningful and memorable conference; and WHEREAS, it would be timely and appropriate that the State of Hawaii be given another opportunity to showcase the Aloha Spirit in a unique Kona setting which is guaranteed to satisfy all of the conference requirements and accommodations, as well as the pre -conference and post -conference activities. NOW, THEREFORE, BE IT RESOLVED BY THE COUNCIL OF THE COUNTY OF HAWAII that it takes this means to officially endorse the Hawaii State Association of Counties' bid to host the 1984 Western Interstate Region Conference of the National Association of Counties. BE IT FURTHER RESOLVED that copies of this resolution be forwarded to Mr. Bernard F. Hillenbrand, NACo Executive Director; Mr. Frank Francois, NACo President; Mr. Cal Black, President, Western Interstate Region; Mr. Daniel Clement, NACo Director; Mr. George Akahane, WIR Director; Mr. Stanley Baptiste, HSAC President; Mayor Herbert T. Matayoshi, County of Hawaii. Dated at Hilo, Hawaii, this 2nd day of April, 1980. INTRODUCED BY 1.4�V COUNCIL MEMBER, COUNEY OF HAWAII COUNTY COUNCIL County of Hawaii Hilo, Hawaii I hereby certify that the foregoing RESOLUTION was by the vote indicated to the right hereof adopted by the COUNCIL of the County of Hawaii on. April 2, 1980 ATTEST: A®. t.KeAavt EPHEN/4drC' IRO Cowin CLERK ' an &fficer ROLL CALL VOTE AYES NMS A/E Dahlhag x Dominee x Fu(ii x Gamin x Kn ahan x Laix Semahima x Tagri x Chr. Yamrtehire x 8 0 1 Ralerence�............................................................... M.B. No................................................................ RESOLUTION NO. ....... 5 $6 .............................. County of Hawaii—State of Hawaii Resolution No. 585 WHEREAS, pursuant to County Charter Section 3-14 interim amendments to the Salary Ordinance may be by resolution; NOW, THEREFORE, BE IT RESOLVED BY THE COUNCIL OF THE COUNTY OF HAWAII that the Salary Ordinance is hereby amended for the foliowing departments: SECTION 8.03. OFFICE OF THE CORPORATION COUNSEL. 1. Reprice one position of Claims Investigator -Adjustor SR -21 to SR -23. SECTION 8.04 (c). TREASURY DIVISION. DEPARTMENT OF FINANCE. 1. Reprice one position of Treasury Clerk II SR -14 to SR -16. SECTION 8.08 (b-1). SOUTH HILO AND PUNA. DEPARTMENT OF PUBLIC WORKS, BUREAU OF BUILDING CONSTRUCTION AND INSPECTION. 1. Reprice one position of Building Maintenance Supervisor II FII -9 to FII -10. SECTION 8.09 (c). MAINTENANCE DIVISION. DEPARTMENT OF PARKS AND RECREATION. 1. Reprice one position of Building Maintenance Supervisor II FII -9 to FII -10. SECTION 8.11. DEPARTMENT OF PERSONNEL SERVICES. 1. Reallocate one position of Deputy Director of Personnel Services SR -28 to Deputy Director of Personnel Services SR -31. SECTION 8.16. HAWAII CIVIL DEFENSE AGENCY. 1. Reallocate one position of Civil Defense Administrator SR -26 to Civil Defense Administrator SR -28. Request: Reallocation X Reclassification New Position IinS4nII CONN, y COUNCII, POSITION INFOR;°'n TION FORM Department: Department of Personnel Services Date: February 7, 1980 Request: Reallocation X Reclassification New Position 1. Give reasons how new duties arose (statutes enacted, ordinances, bas'for increased workloads, etc.): authorized programs, b Statutes - Chapter 89, HRS, Collective Bargaining in Public Employment (1970). A new program in the public sector and the assignment of this to the Department of Personnel Services. 2. If reallocation, list arily new duties. (Example: 1. Takes dictation 900; 2. Kccps office accounts 30 etc.): Serves as the County's official negotiator and contract administrator in the collective bargaining process. County participates in the development of agreements for Units 1, 2, 3, 4, 11, 12 and 13. 3. Give reasons why new duties at higher level are needed and cannot be assigned to classes at higher level or hzi.ndled in other ways such as short term contracts, etc. (Use productivity measurements where possible.): Assignments of collective bargaining processes assigned to the Deputy Director of Personnel Services by Mayor. F-X;!1:ri19 "l9', e -151 Class Title Cost HC No. SR Salary Diff. of Pos. in Dept. Dep. Director of 28(EM) 2,704 1 qG-16111 Old Personnel Services Pos. Dep. Director of 31(L-2 `2 B20 116.00 iPos, New Personnel Services L-3 1. Give reasons how new duties arose (statutes enacted, ordinances, bas'for increased workloads, etc.): authorized programs, b Statutes - Chapter 89, HRS, Collective Bargaining in Public Employment (1970). A new program in the public sector and the assignment of this to the Department of Personnel Services. 2. If reallocation, list arily new duties. (Example: 1. Takes dictation 900; 2. Kccps office accounts 30 etc.): Serves as the County's official negotiator and contract administrator in the collective bargaining process. County participates in the development of agreements for Units 1, 2, 3, 4, 11, 12 and 13. 3. Give reasons why new duties at higher level are needed and cannot be assigned to classes at higher level or hzi.ndled in other ways such as short term contracts, etc. (Use productivity measurements where possible.): Assignments of collective bargaining processes assigned to the Deputy Director of Personnel Services by Mayor. F-X;!1:ri19 "l9', e -151 4. was reallocation or reclassification budgeted and if not, why were manpower needs not planned through budgetary process? 5. List other rationale or pertinent statements and data: Since the implementation of Chapter 89 (1970), no request was submitted. The request to restudy the position was initiated through a memorandum from the Office of the Corporation Counsel requesting the Director of Personnel Services to do a reclassification study of said position and suggesting the "help of another government personnel office'to conduct the classification study." The memorandum from the Corporation Counsel's Office was a result of an inquiry made by a Council member. Following the receipt of the memo, the normal reallocation procedure was followed. Classification study was performed by another jurisdiction. The end product of this study resulted in a final pricing determination of the class at SR -31 -- vice the Director of Personnel Services and as negotiator and contract administrator. 6. Attach: a. Old Table of Organization b. New Table of organization with changes clearly visible C. Old class specification d. New class specification HAWAII COUNTY COUNCIL POSITION INFOP.,NIATION FORK! Department: Department of Personnel Services Date: February 7, 1980 Request: Reallocation R Reclassification _ New Position --- )1(1 __ vew Pos Class Title 13C No. SR Salary Cost Diff. Fund Source # of POS.1 in Dept. Dep. Director of 28(EM) 2,704 G-1611 1 Personnel Services Dep. Director of 31(L-2 Q;62O ii6e6© G-1611 Personnel Services L-3 1. Give reasons how new duties arose (statutes enacted, Ordinances, Newly authorized programs, basis for increased workloads, etc.): Statutes - Chapter 89, HRS, Collective Bargaining in Public Employment (1970). A new program in the public sector and the assignment of this to the Department of Personnel Services. 2. If. reallocation, list only new d_ntiee. (Example: 1. Takes dictation 400; 2. Keeps office accunts 30%, etc.): Serves as the County's official negotiator and contract administrator in the collective bargaining process. County participates in the development of agreements for Units 1, 2, 3, 4, 11, 12 and 13. 3. Give reasons why new duties at higher level. are needed and cannot be assigned to classes at higher level or handled in other ways such as short term contracts, etc. (Use productivity measurements where possible.): Assignments of collective bargaining processes assigned to the Deputy Director of Personnel Services by Mayor. V min nI'1` 111�" 4. Was reallocation or reclassification budgeted and if not, why were manpower needs not planned through budgetary process? 5. List other rationale or pertinent statements and data: Since the implementation of Chapter 89 (1970), no request was submitted. The request to restudy the position was initiated through a memorandum from the Office of the Corporation Counsel requesting the Director of Personnel Services to do a reclassification study of said position and suggesting the "help of another government personnel office to conduct the classification study." The memorandum from the Corporation Counsel's Office was a result of an inquiry made by a Council member. Following the receipt of the memo, the normal reallocation procedure was followed. Classification study was performed by another jurisdiction. The end .product of this study resulted in a final pricing determination of the class at SR -31 -- vice the Director of Personnel Services and as negotiator and contract administrator. 6. Attach: a. Old Table of Organization b. New Table of Organization with changes clearly visible C. Old class specification d. New class specification !, F CA H C r 3 � b O H O m C. B H N vyi H � 7 C7O 0 ro . d N 0 X A AO � N •� O y n M O S O N 3 H m . O M M .`j. .n Y � � Y d .b •� b 3 ro o m ro 3 n , r N n �ro < h O Y o C o fn o e, O S O ~• H H 3 H pl H N y H > > Z O Y O Y Ni m CA H C r 3 � b O H O m C. B H N vyi 7 C7O 0 ro . s H � N •� M O S O N 3 H m . O M M .`j. .n Y � � .b •� b ro o m ro 3 N N 7 n �ro < h O O N o fn m O S O ~• H H 3 y H > > Z O Y O Y Ni \ N Y N �N n N N CA H C r A �ro C. B H N vyi 7 C7O 0 ro . s H • r O N � 3 m . N N M Y � N b N N A n < h O o • m m ~• H H H 10 \ N Y - y I 1 I�• t 1 I :J n • y w u. n h Ij• • O M1 A I1 F �\ n V I7 Y m r 7; i Y P is O ;P 6» O O i O. < `Ij w S n n' r T? P V \- I7 u a 9- C P n r Y 3< •,i S V i T n n ^ �• 4+ ^ ^ IY V n r /°a J G rP. 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SERVICES COUNTY OF HAWAII DEPUTY DIRECTOR OF PERS014NEL SERVICES Duties Summar : Assists the Director of Personnel Services in the administration and management of the civil service program of the County of Hawaii; serves as Mayor's official representative and contract administrator in the collective bargaining process; and performs other related duties as required. Distinguishing Characteristics: This class is distinguished by its responsibility for assisting the Director of Personnel Services in the overall administration and management of the County's civil service program and in addition serves as the County's negotiator and contract administrator in the collective bargaining process. Illustrative Examples of Rork: Assists in planning, directing and coordinating all activities in the central personnel agency relating to personnel management; reviews, evaluates and makes recommendations on department's activities; develops and implements policies in all aspects of personnel administration; interprets policy statements; prepares departmental budget; assists in preparing activity reports; serves as chief administrative officer for the department; appears before County Council on inattars .relating to department as requested by the Director; meets and confers with operating officials, inion representatives, public and others on matters relating to depart- ment's functions; serves as official negotiator for the County; acts as Mayor'!s agent in labor relations program; coordinates and reviews the development and interpretation of collective bargaining. Minimum Qualification Requirements: Trainlnq_and_Exoerience: A combination of education and experience substantially equivalent to graduation from an accredited college or university with specialization in public administration, business administration, political science or a related field and 5 years of progressively difficult technical personnel experience, 'L of which shall have been in a responsible supervisory capacity. Krowle qe of: principles and practices of public administration and public personnel administration; merit system principles and philosophy; specific principles, methodology and techniques; laws,.rules and regulations pertinent to personnel administration, departmental policies and procedures: fundamentals and practices of effective public relations; conduct of public meetings and hearings; report writing; principles of supervision. DEPUTY DIRECTOR OF PERSONNEL SERVICES -2- to: plan, coordinate and review the work of personnel staff; interpret and apply laws, rules and regulations pertinent to personnel administra- tion; make sound evaluations, conclusions and recommendations; develop and implement necessary policies and procedures of personnel management problems; prepare clear and concise reports and correspondence; explain technical matters to departmental officials, employees and the Civil Service Commission; develop budgets,legislative and informational programs; maintain effective relationships with operating and staff departments and agencies, employee groups and the public. Physical Re 21! ire,ment: Persons seeking appointment to positions in this class must meet the health and,physical condition standards deemed necessary and proper for performance of the duties. Physical Effort Groupies: Light This is the first specification approved for the new class DEPUTY DIRECTOR OF PERSONNEL SERVICES. APPROVED:_ February 4� 1<)80--- r �C.�..��,-�_ — M Director of Personnel Services r HAWAII OUNTY COUNCIL POSITION IaFJRIATION FORM March 18, 1980 Department: CIVIL DEFENS$ AGENCY Date: iltAyir-i479 Request: Reallocation X Reclassification •:New Position 1. Give reasons how new duties arose (statutes enacted, Ordinances, Newly. authorized programs, basis for increased workloads, etc.): a. New duties arose by the delegation of additional responsibilities to the Administrator by the Mayor during operations to cope with emergency situations. b. Must be on call and available 24 -hours a day, 7 days a week. This requirement is not reflected in present job specification.. 2. If reallocation, list only new duties.(Example: 1. Takes dictation 90€; 2. Keeps office accounts 30%, etc.): a. Make decisions necessitated by emergencies. b. Coordinate directly with all department heads to implement courses of action related to situations. c. On "standby" duty during all non -working hours without compensation. d. "Standby" duty for 365 days.per year. 3. Give reasons why new duties at h_gher level are needed and cannot be assigned to classes at higher level or ,handled in other ways - such as short term contracts, etc. (Use productivity measurements where possible.): EXHIBIT "B" Class Title HC No. SR Salary Cost Diff. Fund Source of Pos. in Dept. Old C.D. Administrator 1944 26-L-2 2„la73-. 6' G-2611 1 Pos. New C.D. Administrator 1944 28-L- 1 2012374D 104:00) G-2611 Pos. 1. Give reasons how new duties arose (statutes enacted, Ordinances, Newly. authorized programs, basis for increased workloads, etc.): a. New duties arose by the delegation of additional responsibilities to the Administrator by the Mayor during operations to cope with emergency situations. b. Must be on call and available 24 -hours a day, 7 days a week. This requirement is not reflected in present job specification.. 2. If reallocation, list only new duties.(Example: 1. Takes dictation 90€; 2. Keeps office accounts 30%, etc.): a. Make decisions necessitated by emergencies. b. Coordinate directly with all department heads to implement courses of action related to situations. c. On "standby" duty during all non -working hours without compensation. d. "Standby" duty for 365 days.per year. 3. Give reasons why new duties at h_gher level are needed and cannot be assigned to classes at higher level or ,handled in other ways - such as short term contracts, etc. (Use productivity measurements where possible.): EXHIBIT "B" q, Was reallocation or reclassification budgeted and if not, why were manpower needs not planned through budgetary process? 5. List other rationale or pertinent statements and data: 6. Attach: a. old Table of organization b. New Table of organization with changes clearly visible c. Old class specification d. New class specification Personnel Services Note: Delegated scope of authority. Subject position is much more complex due to the extensive coordination, planning and directing of the activities of all organizations for civil defense within the County, public or private. The nature, number, variety, and intricate problems encountered are much more complex in that the subject position's work includes various duties involving different and unrelated processes and methods requiring the highest degree of judgment and originality for decision making based on the kinds of•s disasters and immediacy of the situation. Subject position serves as an executive to the Mayor in the activities of the Civil Defense Agency. Deputy Director of Personnel Services C.,0. PLANS AND OPERATIONS OFFICER HC -1947 SR -24 APRIL 19, 1979 HAWAII COUNTY CIVIL DEFENSE AGENCY [,❑LOGISTICS AND SUPPLY OFFICER HC -1948 SR -21 MINISTRATOR HC -1944 SR -28 SR. CLERK -STENO I I CLERK -TYPIST HC -200]. HC -89 SR -11 SR -8 r2 _ OLD CLASS SPECIFICAON DiS,_'RTDIENT OF CIVIL SERVICE COUNTY Or 1u ti'_,II CIVIL DEFENSE 0MINISMTOR Duties Summaxp: O Plans, organizes and administers the Hawaii Civil Defense Program; coordi- nates the development and maintenance of operational plans; and performs other re- lated duties as required. Distinguishing Characteristics: This class is distinguished from other administrative classes by its responsibility for the administration of the County Civil Defense program under the Deputy Director. Examples of Duties: organizes and plans for the mobilization of Hawaii Civil Defense activities to include communications, evacuation, police, engineering and rescue, utilities, transportation, health and medical, welfare, supply, manpower, radiological defense, and warden; prepares plans for integration of private industries, business, commercial, public and other organizations into civil defense organizations; insures current maintenance of operational plans; instructs, advises and disseminates infor- mation to participating agencies and individuals; conducts public information pro- grams on civil defense procedures and practices; recruits volunteers; plans and administers Hawaii Civil Defense exercises; prepares operational budget; obtains supplies, materials, and equipment for civil defense needs: prepares correspondences, reports, etc., as required. lfinimum Qualification Requirements: Training and Experience: A combination of education and experience sub- stantially equivalent to graduation from an accredited college with major work in public or business administration, accounting, economics or a related field and five years of responsible experience in administering the activities of a large organiza- tion or group of organizations. Knowledge of: Civilian Defense laws; Federal legislation affecting civi- lian defense administration at the local level; principles of organization and administration; international and military factors affecting civilian defense organi- zation; geography and development of the Hawaiian Islands; organization of the State of Hawaii and its political subdivisions; public relations. Ability to: organize and coordinate activities of large numbers of volun- teers and organizations affected by civilian defense; speak and write effectively; assimilate detail and analyze problems; act decisively in an emergency. CIVIL DEFENSE ADIJNIST:': 0 —2' :iealth and Physical Condition: Persons seeking appointment to positions in this class must meetthe health and physical condition standards deemed necessary and proper for per of the duties. This specification is an amendment to the class specification for CI�IIL DEFENSE IM.:INISTr%,MR approved August 23, 1960, and is to be substituted for that specification. .PPP.OI.PD:_NOVEtBER 30, 1960 Personnel Director 1 � O 2.290 DEPARTMENT OF PERSONNEL SERVICES COUNTY OF HAWAII CIVIL DEFENSE ADMINISTRATOR Duties Summary: Responsible for the County's civil defense programs under the direction of the Mayor; responsible for the development and maintenance of plans for the operation of government and related agencies in times of emergencies; coordinates programs with agencies of Federal and State governments; and performs other related duties as required. Distinquishina Characteristics: This class is distinguished by its responsibility for the civil defense programs of the County. Illustrative Examples of work: Administers, supervises and coordinates the County's civil defense and disaster relief programs; supervises and directs the financial, business, personnel, administrative and other functions of the agency; prepares the agency's budget and approves all expenditures, develops and prepares civil defense plans for the County; develops plans for disasters such as floods, tsunamis, hurricanes, high surf, drought, volcanic eruptions and other natural and "man-made" disasters; develops plans, policies, methods and procedures for the effective operation of the programs; supervises the planning and coordination of research studies and programs on resources, food and feed production, transportation and other phases of economic stabilization; coordinates civil defense activities with the Federal and State governments and private agencies for the effective implementations of the pro- grams; plans and coordinates participation of community groups, private industries and intergovernmental agencies in affected programs; directs civil,defense warning and public information procedures; directs the County -wide educational program for the general public; coordinates and directs the operation of emergency operations center during emergencies; interprets policies and pro- cedures furnished by Federal and State governments; supervises the planning of civil defense exercises; coordinates and supervises County participation in Federal and State exercises; prepares reports required by Federal, State and local governments and agencies. Minimum Qualification Requirements: Training and Experience: A combination of education and experience substantially equivalent to graduation from an accredited college or university with major work in public or business administration, accounting, economics or a related field and 5 years of responsible experience in administering the activities of a large organization or groups of organizations. CIVIL DEFENSE ADIMINISTRATOR -2- Kn2wledge of: civil defense laws, Federal legislation affecting civil, defense administration at local level; principles of organization and administra- tion; organization of the State of Hawaii and its political subdivisions, public relations. Ability to: assimilate details and analyze problems; act decisively in emergencies; speak effectively before large groups; organize and chair meetings and conferences at executive level; organize and coordinate activities of large numbers of volunteers and organizations. Physical Rer-uii�eo-tent: Persons seeking appointment to positions in this class must meet the health and physical condition standards deemed necessary and proper for performance of the duties. Physical Effort Grouping: Light This is the first specification approved for the new class CIVIL DEFENSE ADMINISTRATOR. APPROVED: February 6, 1980 �.'.xv r - Director of Personnel Services