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HomeMy WebLinkAbout2024-08-27 Salary Commission MinutesREGULAR SESSION Salary Commission Hilo Council Chambers Hawaii County Building 25 Aupuni Street, First Floor, Room 1401 Hilo, Hawaii August 27, 2024 (Tuesday) Call to Order (Item 1) The regular meeting of the Salary Commission, County of Hawaii, was called to order at 10:01 a.m. by Chair Steven Pavao, at the Hilo Council Chambers, Hawaii County Building, 25 Aupuni Street, First Floor, Room 1401, Hilo, Hawaii, on Tuesday, August 27, 2024. Roll Call — Present Mr. Steven Pavao, Chair Ms. Donala Kawa`auhau, Vice -Chair Ms. Luahiwa Namahoe, Member Mr. Sam Nelson, Member Mr. Dennis Riordan Member Ms. Sommer J. Tokihiro, Ex -Officio Member Absent and Excused Mr. Jules Dudoit, Member Ms. Judy Greenbaum, Member Also Present Ms. Dakota "Cody" Frenz, Deputy Corporation Counsel, Office of the Corporation Counsel Ms. Deanna Sako, Managing Director, Office of the Mayor Ms. Bethany Morrison, Interim Administrator, Office of Sustainability, Climate, Equity, and Resilience Ms. Jamie Martines, Human Resources Manager II, Human Resources Department Ms. Michele Lamkin, Human Resources Program Specialist, Human Resources Department Ms. Kim Kailipaka, Human Resources Technician I, Human Resources Department Ms. Glynis Yamada, Secretary -Reporter, Human Resources Department Salary Commission Call to Order (Item 1) August 27, 2024 CHR. PAVAO: Call the meeting to order. We'll start with rollcall, we can start at this end. MR. RIORDAN: Commissioner Riordan. MS. NAMAHOE: Commissioner Namahoe. MR. PAVAO: Commissioner Pavao. MS. KAWA`AUHAU: Commissioner Kawa`auhau. MR. NELSON: Commissioner Nelson. MR. PAVAO: Okay. So, we have five members present. MS. FRENZ: And good morning, Chair—Deputy Corporation Counsel Cody Frenz on behalf of the Salary Commission, and Glynis Yamada is also—was present. She stepped out for some contact information but she will be back. I don't believe we have anyone on Zoom. Statements from the Public (Item 2) CHR. PAVAO: Okay, so we'll move on to—on our agenda "Statements from the Public" on agenda items" we have Managing Director Deanna Sako. (At this time, Ms. Deanna Sako, Managing Director, Office of the Mayor, came forward.) MS. SAKO: Good morning. And I'm very grateful for the sunny weather. So, after the last meeting, I just provide written testimony—some of us left and we were just confused about how that salary was determined (SEE ATT. A/COMM. NO. 24-05). And, really, it seems like it was taken from one testimony that was provided earlier that day without any context given as to where that came from. So, I will put a little bit of this in context for you guys. This is the first new department with an appointed department head since the year 2000. And in the year 2000, the last department that was created was the Department of Environmental Management—and that was really splitting off part of the Department of Public Works into the Department of Environmental Management. So, very different from this. Page 2 Salary Commission August 27, 2024 This is really the first time in a long time that we've had a brand new department. However, one thing is, we have the same expectations of all department heads. It doesn't demand—matter what your size is. Historically, the salaries have been relatively close because the work is very similar. So, I try to think about and was prepared to provide that last timeI thought whether there'd be more discussion on the topic. But, really, the OSCER Administrator is most similar to the Department of Research and Development Director. They work and coordinate with other departments, they work on similar projects, and the (inaudible) I think it came up last time about the size of the department, it's still relatively small. So, size -wise, definitely the most similar department we have is the County Auditor. Both of those directors make what the Salary Commission has set as, I believe, the minimum salary of 162—$162,540.00. So, to set a salary for the OSCER Administrator that's $37,540.00 lower—when I walked out I didn't understand why? I felt compelled to provide more information. So, really, I do feel like it's the most similar to Research and Development, and County Auditor. But, in addition, this department is kind of complex and—okay, I'll be honest—I'm a Baby Boomer. So when we use trendy words, like, "resilience" and "sustainability" and things like that—it's difficult for a lot of people to understand what that is. So, this is a very complex department but we expect them to work with Public Works to ensure how we're going to either reinforce Alii Drive or change the alignment so that that the water doesn't keep coming over Alii Drive. That's part of this. It came out that they were going to do grants—and they are. They're helping us a lot by writing grants, but that's not the sole purpose of this department. It's to ensure all of our residents are treated equitably and fairly, it's to ensure our island is sustainable and resilient, and to deal with all the climate. And when you actually read the County Code about trauma -induced care and different things it's words I don't even understand, but it's what's happening in our community. So, I did have someone research what some of these positions make other places. It's different from the other handout Glynis gave me. But it's just to put in perspective that I do believe that this Administrator, like all of our other department heads, should be set at the other director same as them. In addition, OSCER does not have a Deputy Administrator—most of the other department heads have deputies to assist them. So, I just wanted to provide some information. I'm happy to stay around to answer any questions. But, mostly, really, I'm just about equitable being equitable and fair to all of our department heads that I supervise and manage. So, thank you. Page 3 Salary Commission August 27, 2024 CHR. PAVAO: Thank you. Any questions? Thank you. Do we have any other public statements? MS. FRENZ: This is DCC Cody. Do we have anyone on Zoom that would like to provide public testimony? May the record reflect no response, Chair. Approval of Minutes (Item 3) CHR. PAVAO: Thank you. So, we'll move on in our agenda then to minutes—we don't have minutes to approve. Communication(s) (Item 4) CHR. PAVAO: No "Communications." New Business (Item 5) CHR. PAVAO: No "New Business." Unfinished Business (Item 6) A. Discussion Concerning Setting The Salary For The New County Of Hawaii Agency, Office Of Sustainability, Climate, Equity, And Resilience (OSCER): Communication No. 24-01, From Director Of Human Resources, Sommer J. Tokihiro, Dated January 12, 2024, Transmitting Information Concerning Hawaii County's New "Office Of Sustainability, Climate, Equity, And Resilience"; And Communication No. 24-01.01, From Director Of Human Resources, Sommer J. Tokihiro, Dated January 16, 2024, Responding To Former Salary Commission Member Dawood Farahi's Request For Additional Information Re OSCER (Note: The Above Matters Were Tabled (Postponed) At The Salary Commission Meeting Held On January 17, 2024); And Communication No. 24-01.02, From Interim Administrator Of OSCER, Bethany Morrison, Received On July 22, 2024, Transmitting A Power Point Handout Entitled, "The Office Of Sustainability, Climate, Equity, And Resilience" (Note: The Above Matter Was Tabled (Postponed) At The Salary Commission Meeting Held On July 31, 2024) And Findings Of Fact Proposals Concerning The Administrator's Salary For OSCER: The Salary Commissioners Will Discuss And May Present Proposed Findings Of Fact Articulating Their Rationale For Their Decision In Setting The Salary For The Administrator Of OSCER CHR. PAVAO: So, we'll move on to "Unfinished Business," discussion concerning setting the salary of the new County agency, the Office of Sustainability, Climate, Equity, and Resilience, otherwise known as OSCER. Any discussion? Page 4 Salary Commission August 27, 2024 MR. RIORDAN: This is Commissioner Riordan. I also looked—after the meeting—looked at what this OSCER department is supposed to be. And, truly, it isn't just a grant writing thing. And if you look at the description that the County Council produced, it's (inaudible), coordinate and provide technical support, collaborate with County departments, provide education, provide policy analysis—it's a lot more than that. And it does require a person to have Native Hawaiian information to deal with our that population. And so, I believe that it should be at the level of the County Auditor that it's to put it at 125 was not the right thing—and that I would propose that that salary be raised up to the level of the County Auditor because it is the same size as that and because it gives an (inaudible) department. And if we choose to bring it in at a lower rate, they will never be equitable with the other department heads that they're trying to say, "You need to do things this way." It's up to the Mayor to make sure the person does their job and then the County Council, once a year, has a report from them, and it's up to them to speak up and say, "Well, no, you're not doing this isn't what the job is. The job is more than writing grants." CHR. PAVAO: Yeah. I mean, I personally, I agree that it's not our role to set salary based on performance that's the hiring authority's role. Our emphasis, even on the earlier raises, while the other positions was always about equity, so I agree—it should be equitable. The pay should be similar, not the same, as a director at a similar size agency or department. Yeah, I agree with that. Any other comment? MS. NAMAHOE: Commissioner Namahoe. So, one of the phrases that you used is that this isI don't know if you said you proposed it—but if you are making a motion, I would like to second it. MR. RIORDAN: Yes, I was making a motion. MS. NAMAHOE: Then—second. MS. FRENZ: This is DCC Cody. Can I get some clarity on exactly what the motion is? MR. RIORDAN: Yes. I'm making a motion that we make the salary for the OSCER Director comparable to the Auditor's present salary—at which I believe is 162,540. MS. FRENZ: So, we already, at our previous hearing this body made a motion, seconded, discussion, and adopted the previous salary. So, that's been that action that's been taken by this Commission already. However, so I think because it was a unanimous vote for everyone present at the last hearing, it would need to be, "Motion to reconsider the previous action taken by this Commission"—such as, are you making a motion, Commissioner Riordan, to reconsider the vote taken at our last hearing to set the salary at I believe it was 125 -based on the new information that you have shared here this morning and that's been provided pursuant to Communications 24-04 andI Page 5 Salary Commission August 27, 2024 don't see a stamped-date—but, the additional information provided by Managing Director Sako that I'm sure we'll get a communication number for this Commission—would that be the motion that you're making here today? MR. RIORDAN: Yes. You said it exactly what I was going to say. CHR. PAVAO: And there's a second? MS. NAMAHOE: And I second that. CHR. PAVAO: Any discussion on the motion? If not, then we'll go ahead and vote. MR. NELSON: So, the Communication 24-04 came from me, I guess, so basically that was data that I had pulled together previously for Director of Sustainability and Sustainability Manager (SEE ATT. B/COMM. NO. 24-04). I think salary range data that I thought supported the 125 okay. Now I hear from the rest of the group and I hear from Ms. Sako that—okay, it's inequitable between the other department heads—okay, and I guess there's an argument for that. But in terms of, it's kind of like this is a new position—so what is it? What is the salary range? I mean, a Director of Sustainability it varies from 70,000 to 108. Or it varies in the private sector—it goes all the way up to 171. So, I mean, basically, if we go to 162 we're at the top end for a Sustainability Manager. Now, I don't know what the job is but, I mean, we'reI understand they're different from the between trying to make equity for the other department heads or being generous. MS. NAMAHOE: Commissioner Namahoe. Thank you for that, Commissioner Nelson. I recall the number 125 being the number that was suggested in public testimony as a range that that was offered. It was 125 up to 165 that stuck in my head. And the concern that I heard by how we discussed it in the meeting was we were anchoring it for the equity of the current interim position as it is filled—instead of looking at it for the task at -hand of—we were now establishing the salary for the position going forward. And I heard—my earsI heard that because I was pushing back on it, and then I kind of acquiesced because we were all looking at that was fair, it was still a raise for the interim in the time—instead of what the duty was, as I understood it, was we needed to set it into perpetuity and where did it anchor. I walked out of here thinking about R&D before we got the information from Ms. Sako. So, I'mI just wanted to recall where we came up with the number 125. It was an increase for an interim position but it was way out of range for what we have for all of the Cabinet. Page 6 Salary Commission August 27, 2024 MS. FRENZ: This is DCC Cody. So, this is very important dialogue that I think we need to further flush out, but just to make sure that we proceed accordingly. Right now, the only thing we have on the table is the motion to reconsider. So, the motion to reconsider the vote that you did at the last hearing to set the Director's salary at 125-125,000 passes then we would take up that original motion, again, of setting the salary for OSCER at 125—at which time, I think this body would want to incorporate the discussion we had now, into that motion. So, I just want to make sure that we process correctly. If we could deal with the motion to reconsider first. And then, we'll redo—assuming it would pass the motion to set the salary at 125 and see where all of this pans out. So, is there any further discussion as to the motion to reconsider? CHR. PAVAO: Yes, so let's go ahead and vote on that motion to reconsider. We can start on the far end. MR. RIORDAN: Commissioner Riordan—aye. MS. NAMAHOE: Namahoe—aye. CHR. PAVAO: Commissioner Pavao—aye. MS. KAWA`AUHAU: Commissioner Kawa`auhau—aye. MR. NELSON: Nelson—aye. CHR. PAVAO: Okay, the motion to reconsider passes. MS. FRENZ: So, now, Chair, we take up the original motion from our hearing in July of 2024, which is to set the OSCER salary at 125,000 for one year, and it would be re-evaluated in 2025, is my recollection of what that motion was. So, can someone make that motion again. Anybody want to make that motion? MR. NELSON: So, I'll make a motion to reconsider the salary that we approved at the last meeting. MS. FRENZ: So, we have that that just passed. MR.NELSON: Okay. Page 7 Salary Commission August 27, 2024 MS. FRENZ: So, now, once the motion to reconsider passes under Robert's Rules of Order, the original motion is taken back up again. So, it's now being reconsidered. So, it would just be reconsidering whether or not you want to set the salary at 125,000 for the first year and re-evaluate in 2025. CHR. PAVAO: They could amend that existing motion? MS. FRENZ: That motion would, theoretically, possibly fail now, if this Board is in agreement to reconsider and there's enough votes, we need all votes today for that motion to now fail. MS. NAMAHOE: So, in other words, to make it fail this is Namahoewe need to say, "No" we're not seconding that motion. CHR. PAVAO: Should we take another vote? Did you make a motion? MR. NELSON: So, I make a motion—so we're making a motion to rescind the MS. FRENZ: No. So, it would just be a motionso, right now, we would be taking up the original motion from July. And that motion was, to the best of my recollection, to set the OSCER salary at 125,000 for a one-year period and re-evaluate one year from the setting of that salary at $125,000.00. CHR. PAVAO: So, we should just go ahead and vote on that motion and see if it passes— MS. FRENZ: We need someone to make that motion, have a second, discussion, and then a vote. But we don't have that motion back on the table, yet. MS. KAWA`AUHAU: Commissioner Kawa`auhau. I'll bring that motion back to the table. CHR. PAVAO: Is there a second? MR. RIORDAN: Commissioner Riordan. I second it. CHR. PAVAO: Okay. Any further discussion? If not, we'll go ahead and vote on that motion—on the original motion. MR. RIORDAN: Could you clarify what we're voting on? CHR. PAVAO: Basically, what we're doing is either voting to sustain the original motion or voting "no" to the original motion. If the original motion dies then we would have a new motion with a different salary schedule suggested. Page 8 Salary Commission MR. RIORDAN: Commissioner Riordan—voting no. MS. NAMAHOE: Commissioner Namahoe no. CHR. PAVAO: Commissioner Pavao no. MS. KAWA`AUHAU: Commissioner Kawa`auhau no. MR. NELSON: Nelson—no. CHR. PAVAO: Okay, the motion dies. Is there a new motion? August 27, 2024 MR. RIORDAN: I would like to make a motion that we set the beginning salary for the OSCER Director at $162,540.00 to match that of the County Auditor and the Director of R&D. CHR. PAVAO: Is there a second? MS. NAMAHOE: Commissioner Namahoe. I second that motion. CHR. PAVAO: Discussion? MS. KAWA`AUHAU: Commissioner Kawa`auhau. So, I just want to say that because we `cause we used the economic analysis to set the last adjustment. So using it—the economic analysis that we got—thank you so much for that—we see that the dollars pretty much equal to the dollar. And using the testimony that we received today, we were told that the office is similar to the Director of Research and Development, and the County Auditor—which are both at 162,540, which would make the 162,540 make sense for this position that we're considering. And so, I just wanted to add that in so the two have a scale that's similar, so that we use the same scale for this and for the economic analysis that we did for the previous salaries. Thank you. CHR. PAVAO: Thank you. Any further discussion? MS. FRENZ: So, this is DCC Cody. So, now would be time where I need that sort of articulation because I will need to be drafting proposed Findings of Fact, which is what I emailed you all about and I'm going to need very specific articulation as to the rationale for deciding on 162,540. So, this would be the time for that discussion and those points that you made, so I can incorporate them into proposed Findings that I'll submit to you for the next hearing. Page 9 Salary Commission August 27, 2024 MS. NAMAHOE: Commissioner Namahoe. Again, I would like to extend my appreciation to Managing Director Deanna Sako. The second paragraph that she has listed in her communication, dated August 27, 2024, she concisely makes those points. "Although this is a new department"I'm quoting her—"the duties of this department had resembled the duties of the Research and Development Director. So, in terms of duties, that's at 162,540, as well as the size of the department is similar to the Office of the County Auditor where the County Auditor also makes 162,540." So, that underpins it—that's the goal posts on both sides. Thank you for that. CHR. PAVAO: I think the earlier Findings of Facts around the cost of living and inflation apply to this position that's how we brought the other comparable positions to their current salary range. I think it also impacts the decision on this position. You need more information for the Findings of Facts? MS. FRENZ: Yes. So, the difficulty I'd have with that is we don't have a benchmark other than the temporary salary that was set for them to fill an Interim Administrator in the meantime—and it wasn't as back -dated as our previous department heads when we did that multiple -year catch- up where there had been no increases. So, I'm not sure how to incorporate that language into the rationale for—it's a substantial jump, right, from what she's currently at or the interim position is currently at now to this—it's significant. So, to make sure that I can properly articulate that and how it applies to here, isI might need a little more to be able to properly do that. MS. NAMAHOE: Commissioner Namahoe. So, the Interim Director's salary, I think—I believe was set outside of this body and it was set prior to the work that we had done to apply the inflationary adjustments that we were faced with, that was not corrected prior to January 1st 2018. So, without knowing any different, my assumption is that the Interim Director position was also priced out of proportion to the current economic reality. Again, one thing that we learned is, if someone was hired, theoretically, at $100,000.00 January 1st, 2018, by October 1st, 2023, that wage was $77,000. That was the inflationary cracks that Hawaii County took and the State of Hawaii took between 2018 to 2023. And while we hear that inflation has since tapered off, that's what we were facing which drove the decision-making that this body undertook for the inflationary adjustment, effective January 1st, 2024, and then the salary adjustment, effective July 1st, 2024. So, the correction to the interim wage, although it was made prior to this body, it was made prior to the economic treatments that we applied to the salaries overall the corrections that we are working on right now have little to do with what the Interim Director was set at, and everything to do with the expectation that the County needs to provide its directors, effective 2024. Good? Page 10 Salary Commission August 27, 2024 CHR. PAVAO: The interim salary was set by the County Council? MS. FRENZ: This is DCC Cody. I don't believe so. I don't know if that was with Department of Human Resources and/or the Mayor's Office or County Council. I don't recall how that original—maybe Director Tokihiro could chime in. MS. TOKIHIRO: Yes. It was a combination of Human Resources and the Mayor's Office established that salary. CHR. PAVAO: Yeah. Then that salary was set some time ago. So, again, the other issue that we did consider was the collective bargaining unions and all the raises they have received over that timeframe, including up until July 1st of 2024, where they just got another raise. So, that was also a part of the consideration in our decision-making. But I think that the major issue is equity and parity—all department heads of similar size departments—are at one salary range. And here you have someone that's in a very disparate salary range it wouldn't be equitable, in my mind, to have a salary so different from other similar sized departments. MR. NELSON: This is Nelson. Yeah, I agree, I think it's an equity issue because if you look at the Director of Sustainability, the salaries are all over the place on the governments salaries. Last night when I looked at it, it's a lot lower than what we're offering—some are a lot higher for the private sector. So, they're all over the place. So, I think, really, the salary that you guys are looking at is the same as to try to make it equitable with the other department heads. I think that's the main rationale. I don't know the position the salaries are all over the place, really, for what this job does. CHR. PAVAO: That was a major decision-making—it was about equity and the equity would the cost of living and inflation and equity with—and in parity with the raises that the collective bargaining agents received—and then, here, we're looking at the equity with positions department directors in similar sized departments. MS. KAWA`AUHAU: Commissioner Kawa`auhau. So, what's difficult for me is that I don't know what rationale was used to set the salary for the interim person. I don't know what was used so I can't compare it to what we're using—and I don't know how to do that without knowing the rationale. But using our rationale and our model this is where it would land. So, just being equitable to what we've done in the past with the other positions, and treating this position like those positions, it would seem that we should treat it the same way, which is 162,540 `cause it's equitable. It's the same as Director of Research and Development and (inaudible) similar and County Auditor—and that's the two salaries that we have here, that we've adjusted already for inflationary changes. Page 11 Salary Commission August 27, 2024 CHR. PAVAO: Do you have enough facts? MS. FRENZ: This is DCC Cody. I mean, I will draft proposed Findings based on the statements made here today and, ultimately, it's this body that modifies and/or adopts them. And then, sees what happens with the public testimony and whether or not your proposed Findings of Facts substantiate and/or properly articulate why you're setting it now at the 162,540. Because if there is public testimony questioning why, just a month ago, it was 40 -somewhat thousand dollars lower, this body will be required to answer and explain and expound if appropriate. So, it's yet to be seen whether or not this would be sufficient, but I will draft what you guys have provided me here today. You guys will get a copy of the proposed Findings for our September hearing and then we can adjust accordingly before we work with Glynis and our Director for posting in the newspaper and then we'll set the public hearings. CHR. PAVAO: I think in context it's important to remember where that original number came from, when we had the Council Chair Kimball just offered that range without any real context or basis of why she was offering that range. In hindsight, we probably should have done more due diligence on our own before we made a decision. But I think, at this point, dealing with equity which has been the basis for our salary increases in all the other positions that the proper thing to do, at this point, is to have equity for this position as well. Okay, any further discussion? If not, we can take a vote. We'll start on this end. MR. RIORDAN: Commissioner Riordan—yes. MS. NAMAHOE: Commissioner Namahoe—aye. CHR. PAVAO: Commissioner Pavao yes. MS. KAWA`AUHAU: Commissioner Kawa`auhau yes. MR. NELSON: Nelson—yes. CHR. PAVAO: Okay, so the motion passes. We'll be moving on this agenda. Okay, so we can close the Communication on 24-01, from the Director of Human Resources, Sommer Tokihiro, dated January 12d'; and we can also close Communication 24-01.01, also from the Director of Human Resources, Sommer Tokihiro; and also close Communication on 24-01.02, from the Interim Administrator of OSCER, Bethany Morrison, received on July 22nd 2024. Okay. Page 12 Salary Commission August 27, 2024 B. Review Of Existing Compensation Plan To Include Discussion And Consideration Of Ideas For Adjustments To Future Salaries Of Executives And Officials: Update By Director Of Human Resources, Sommer J. Tokihiro, Regarding Collective Bargaining With The Employer (County) And Unions (United Public Workers/UPW, Hawaii Government Employees Association/HGEA, State Of Hawaii Organization Of Police Officers/SHOPO, And Hawaii Fire Fighters Association/HFFA); And Informational Briefing By Director Of Human Resources, Sommer J. Tokihiro, Regarding "Step Movements"; And Informational Briefing By Director Of Human Resources, Sommer J. Tokihiro, Regarding "Within Range Progression" (WIRP) Increases; And Existing Pay Plan For Executives And Elected Officials, Effective January 1, 2024, And Effective On July 1, 2024: And Communication No. 24-02, From Director Of Human Resources, Sommer J. Tokihiro, Dated July 30, 2024, Transmitting "Salary Survey" Information Concerning The "City And County Of Honolulu, HI Draft Market Summary – February 13, 2024" (And "City And County Of Honolulu, HI Mayor And Council Member Draft Market Summary – February 13, 2024") (Note: The Above Matters Were Tabled (Postponed) At The Salary Commission Meeting Held On July 31, 2024 (The Director Of Human Resources, Sommer J. Tokihiro, Had Completed Her Update And Informational Briefings At That Time); And Communication No. 24-03, From Director Of Human Resources, Sommer J. Tokihiro, Transmitting Information Concerning The CPI Inflation Calculator 2023-2024, And Maui And Hawaii County's Population For 2024 Using The World Population Review CHR. PAVAO: So, next on our agenda. So, an update from Director of Human Resources, Sommer Tokihiro. MS. TOKIHIRO: I don't have—I've provided the information based on what Commissioner Greenbaum provided to the Commission for the last discussion, just to kind of look at the CPI or whatever acronym we're going to follow, but it looks like inflation is coming in at around 3% right now. As far as any other updates, I know this Commission was interested in collective bargaining. We haven't made any progress in that area that I could share with the Commission at this time. CHR. PAVAO: Thank you. MR. NELSON: I think for now, I think Commissioner Riordan made a suggestion that we just, kind of, hold off on doing anything for till probably, till next year. CHR. PAVAO: I agree. MR. NELSON: And I agree with that. I think that's what we all just stick with. Page 13 Salary Commission August 27, 2024 CHR. PAVAO: I think that's a prudent thing to do, at this point. The major piece of information we need to have, is what, if anything the collective bargaining units are able to negotiate or arbitrate before we could make an informed decision, I think. And that, probably, is not going to happen till sometime next year. Typically, they try to get those negotiations done either before or sometime during the Legislative session because the counties bargain with the State, and the State Legislature has to approve those proposals. So, sometime between now and May of 2025, we would have a better idea as to what the collective bargaining units are going to receive as far as raises. So, I would agree that we would table this at least till January of 2025 to revisit. Any further discussion? MS. FRENZ: Everyone, okay? Maybe get a motion to table old business, 613, in its entirety along with the communications? MR. NELSON: Okay. Commissioner Nelson, I'll make a motion to table communications 6B, till next year—early next year. MR. RIORDAN: This is Commissioner Riordan, I second that. CHR. PAVAO: Any further discussion? If not, we'll take a vote. MR. RIORDAN: Commissioner Riordan—yes. MS. NAMAHOE: Commissioner Namahoe—aye. CHR. PAVAO: Commissioner Pavao yes. MS. KAWA`AUHAU: Commissioner Kawa`auhau—aye. MR. NELSON: Commissioner Nelson—aye. CHR. PAVAO: Okay, the motion passes. Announcements (Item 7) CHR. PAVAO: We'll move on to "Announcements." Any announcements? Schedule Next Meeting Date (Item 8) CHR. PAVAO: And our next meeting—did we set a date for our next meeting—September 24h, at 10 a.m., in Council Chambers. Okay? Otherwise, anything else? Page 14 Salary Commission August 27, 2024 Adjournment (Item 9) CHR. PAVAO: Otherwise, we're adjourned. Thank you very much. (The meeting adjourned at 10:33 a.m.) Respectfully submitted, 1-144-aia tGlynis amadSecretary-Reporter APPROVED: Steven 'ii vao, Chair Salary (be mission Page 15 PUBLIC STATEMENT REGISTRATION FORM SALARY COMMISSION COUNTY OF HAWAII HILO, HAWAII Date: Cd 2:1\ Lv 2"`t (Please print clearly) Support Oppose Comment Please list the item(s) you will be speaking on: Communication No. OR Subject/Topic: D C C Name: t w Swls Representing: •`e 5- `"'S Y L ` Cu A— (Please indicate whether Self or Organization) ***For official use only: Speaker No. • Mitchell D.Roth -•�\r�G Deanna S.Sako Mayor ��� ,y ;-'4' Managing Dire,for Robert H.Command -44 Deputy Managing Director C autif of 7iniin fl @ffia of tip Augur 25 Aupuni Street,Suite 2603 • Hilo,Hawaii 96720 • (808)961-8211 • Fax(808)961-6553 KONA: 74-5044 Ane Keohokalole Hwy,Bldg C • Kailua-Kona,Hawaii 96740 (808)323-4444 • Fax(808)323-4440 August 27, 2024 HUMAN RESOURCES Steven Pavao, Chair AUG 2 7 2024 County of Hawaii Salary Commission 101 Pauahi Street, Suite 2 RECEIVED Hilo, Hawaii 96720 Dear Chair Pavao: SUBJECT: OFFICE OF SUSTAINABILITY, CLIMATE, EQUITY AND RESILIANCE ADMINISTRATOR The Salary Commission meeting that was held on July 31, 2024 discussed the salary of the Office of Sustainability, Climate, Equity and Resilience Administrator (OSCER) administrator position. I was confused on how the salary was set. It appears it was set based on the testimony of one person, with no context of how the salary was determined. Provided are comments that hopefully will be helpful. All appointed directors and department heads for the County currently make anywhere from $162,540 to $197,052. Most of these directors have deputies to serve with them, while the OSCER Administrator does not have a deputy administrator to help. While I realize that this is a new department, the duties of this department head resemble the duties of the Research and Development Director ($162,540) and the size of the department is similar to the Office of the County Auditor where the County Auditor also makes $162,540. In addition, the OSCER Administrator must have background and experience in many areas to do their job, so to set a salary $37,540 lower than any other director or administrator without any explanation is very confusing. Finally, here are a few quick searches of similar positions: https://www.ziprecruiter.com/Salaries/Chief-Resilience-Officer- Salary#:-:text=As%20of%20Aug%2016%2C%202024,States%20is%20%24166%2C S 1 1%20a%20v ear. How much does a Chief Resilience Officer make? As of Aug 19, 2024, the average annual pay for a Chief Resilience Officer in the United States is $166,511 a year, that works out to be approximately $80.05 an hour. This is the equivalent of $3,202/week or$13,875/month. While Zip Recruiter is seeing annual salaries as high as $276,500 and as low as $25,500, the majority of Chief Resilience Officer salaries currently range between $132,000 (25Th percentile) to $195,000 (75th percentile) with top earners (901h percentile) making $236,500 SALARY COMMISSION COUNTY OF HAWAII County of Hawari is an Equal Opportunity Provider and Employer Comm. No. 24-05 ATT. A Date P/August 27,. 2024 Letter to Salary Commission August 27, 2024 Page 2 annually across the United States. The average pay range for a Chief Resilience Officer varies greatly (by as much as $63,000), which suggests there may be many opportunities for advancement and increased pay based on skill level, location and years of experience. Based on recent job posting activity on ZipRecruiter, the Chief Resilience Officer job market in both Hilo, HI and throughout the entire state of Hawai'i is not very active as few companies are currently hiring. A Chief Resilience Officer in your area makes on average $169,781 per year, or$2 (0.009%) more than the national average annual salary of$166,511. Hawaii ranks number 22 out of 50 states nationwide for Chief Resilience Officer salaries. httr s://www.ziprecruiter.com/Salaries/Director-Sustainability-Salary https://www.salarv.com/research/salary/posting/sustainability-direcfor-salary How much does a Sustainability Director make in the United States? The average Sustainability Director salary in the United States is $249,177 as of June 27, 2024, but the salary range typically falls between $201,146 and $317,525. Salary ranges can vary widely depending on many important factors, including education, certifications, additional skills, the number of years you have spent in your profession. With more online, real-time compensation data than any other website, Salary.com helps you determine your exact pay target. https://www.salarv.com/research/salary/benchmark/sustainability-senior-manager-salary Perhaps there is still confusion about what this department does. This department is responsible for coordinating efforts with all other departments to ensure that each and every department and our communities are and will be sustainable, that we are prepared for and mitigating climate change (i.e. will portions of Ali'i drive soon be underwater and how do we prevent that), that all of our citizens are treated equitably, and that we are a resilient community. The power point presentation at the last meeting listed several ways that we are addressing these items. This is an extremely diverse department. I would strongly urge the Commission to reconsider the salary for the OSCER Administrator and set a salary no lower than the other departmental directors. Thank you for your time and for all that you do for our community. Sincerely, DEANNA S. SAKO Managing Director cc: OSCER County of HaN%ai i is an Equal Opportunity Provider and Employer Submitted by Salary Commissioner Sam Nelson Director of Sustainability/Sustainability Manager Salary Survey Data Points RCM HUMAN RESOURCES 2024 AUG 27 AH9:04 To assist in documenting the findings of fact for setting the OSCER position salary,independent salary sources were checked. The OSCER position encompasses different job functions not entirely comparable to other baseline positions, but the position does seem to be aligned with a Sustainability Director/Manager type position. For this position, publicly accessible salary information is available for both public and private sector positions. This data showed the following: Director of Sustainability- (Data Source-Gov Salaries) Average Salary- $87,561 Range- $69,742-$108,400 Sustainability Manager-(Data Source-GlassDoor) Average Salary- $109,000 Range- $95,000-$141,000 Sustainability Manager-(Data Source-Payscale) Average Salary- $131,836 Range- $85,393-$171,473 GlassDoor and Payscale salary data appears to include more private sector positions which would tend to pay higher compensation than public sector work. Gov Salaries data includes lower cost of living areas so may not be reflective of a higher cost of living area like Hawaii. Given the above data points, a salary of$125,000 per year for the Hawaii County OSCER position is supportable. SALARY COMMISSION COUNTY OF HAWAII Comm. No. 24-04 Date P/August 27, 2024 ATT. B