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HomeMy WebLinkAbout2026-06-24 Merit Appeals Board Minutes (Draft - Part 2 of 2) (Attachments to Minutes)Sommer J . Tokihiro Goals of the Director of Human Resources July 1 , 2025 — June 30, 2026 Goals of the Director of Human Resources July 1, 2025-June 30,2026 Goal#1: Implement the Human Capital Management(HCM) module of CoHnect in January 2026. This will include extensive software testing prior to"go live"to identify and correct identified issues, providing training to departmental human resources representatives, and updating DHR processes and procedures accordingly. CoHnect will replace Eden (Fresh)which has been utilized by the County of Hawaii for almost 20 years. ATT. 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M CC k j i| Ol 1 i i f} 1 o { RI f f 4 2 J 0 \ Goals of the Director of Human Resources July 1, 2025-June 30, 2026 Goal#2: Re-organization of the Health and Safety Division to include centralizing all Safety and Driver Improvement Coordinator(SDIC) positions within the County, and develop a uniform, County-wide driver training program. ATT. B Goal#2 Table of Contents 1. Timeline of actions taken related to the Health and Safety Division re-organization, and development of the CDL Training Program. 2. Health and Safety Division organizational chart prior to re-organization 3. Current Health and Safety Division organizational chart 4. Position 00-02584-Transfer from DEM to DHR 5. Position 00-05416-Allocation,Transfer and Reallocation 6. Position 00-05417-Allocation and Reallocation 7. Position 00-05418-Allocation 8. Summary of process related to development of Safety& Driver Program Specialist class of work 9. Correspondence with other jurisdictions related to intent to adopt the new class of work 10. Correspondence with HGEA with regard to requested exclusion of positions 00-02854, 00-05416, 00-05417, and 00-05418 11. CDL Training Program and correspondence with UPW T Timeline of actions taken related to Health and Safety Division re-organization, and development of the CDL training program 8.8.25 Internal discussion within the Department of Human Resources regarding the reorganization of the Health and Safety Division. 8.20.25 Meeting with the Department of Environmental Management regarding the Health and Safety Division re-organization and CDL training program. 8.28.25 Meeting with the Department of Public Works regarding the Health and Safety Division re-organization. The Department of Public Works raised concerns regarding the transfer of positions to the Health and Safety Division, and indicated that the Department would prefer to continue to provide CDL training in the manner in which it is currently being done, with possible transfer in the future after the Health and Safety re-organization is completed and the Division is staffed and begins offering the CDL training. 9.3.25 Meeting with the Department of Water Supply regarding the Health and Safety Division re-organization and CDL training program. 9.8.25 Classification and Pay Division completed their initial draft of the proposed Safety & Driver Program Specialist class specification and provided to the Health and Safety Division for review and feedback. 9.9.25 Health and Safety Division completed the initial draft of the Safety & Driver Program Specialist position description. 9.11.25 Classification and Pay Division provided Safety & Driver Program Specialist class specification to the Recruitment and Examination Division for review and feedback. Classification and Pay Division sent documentation of "Intent to Adopt a New Class" to all jurisdictions for review. 9.16.25 Classification and Pay Division provided position transfer documents to the Department of Environmental Management. 1 9.17.25 Correspondence sent to HGEA proposing exclusion of Safety & Driver Program Specialist, Safety Specialist II, and two Safety & Driver Improvement Coordinator positions. 9.26.25 Safety & Driver Program Specialist class specification approved by Director of Human Resources. Following receipt of responses from all jurisdictions indicating "no concerns," the Classification and Pay Division sent notice to all jurisdictions regarding "Final Action" taken to adopt the Safety & Driver Program Specialist class specification. 10.1.25 Health and Safety Division re-organization approved by the Managing Director. 10.17.25 00-02584 Safety & Driver Improvement Coordinator position transferred from Department of Environmental Management to Department of Human Resources; 00-05416 Safety & Driver Improvement Supervisor allocated to Department of Environmental Management and transferred to Department of Human Resources; 00-05416 Safety & Driver Improvement Supervisor position reallocated to Safety and Driver Program Specialist; 00-05417 Safety & Driver Improvement Coordinator position allocated to Department of Human Resources; 00-05417 Safety & Driver Improvement Coordinator position reallocated to Safety Specialist II; 00-05418 Safety & Driver Improvement Coordinator allocated to Department of Human Resources. 10.27.25 "Do Not Concur" response received from HGEA regarding the proposed exclusion of the positions being added to the Health and Safety Division. 2. 2.26 Individual letters to HGEA proposing exclusion of 00-02854 Safety & Driver Improvement Coordinator, 00-05418 Safety & Driver Improvement Coordinator, 00-05417 Safety Specialist II, and 00- 05416 Safety & Driver Improvement Program Specialist positions. 2 2.4.26 Follow-up internal Department of Human Resources meeting regarding the status of the re-organization and next steps. 2.13.26 Draft of the County CDL Training Program provided for internal Department of Human Resources review and feedback. 2.25.26 Do Not Concur" responses from HGEA received regarding exclusion of 00-02854 Safety & Driver Improvement Coordinator, 00-05418 Safety & Driver Improvement Coordinator, 00-05417 Safety Specialist II, and 00-05416 Safety & Driver Improvement Program Specialist. 3.9.26 Skill sets for Safety & Driver Program Specialist, Safety Specialist II, and Safety & Driver Improvement Coordinators reviewed and updated in preparation for submitting the Request to Fill to the Recruitment and Examination Division. 3.12.26 Internal review of the County CDL Training Program finalized. 3.17.26 CDL Training Program procedure was sent to the United Public Workers (UPW) (the exclusive bargaining representative of affected employees) with request for consultation. 3.18.26 UPW acknowledged receipt of the CDL Training Program for review. 3.19.26 Requests to Fill and skill sets were submitted to the Recruitment and Examination Division for approval. 4.7.26 UPW requested an extension to 05.15.26 to provide feedback regarding the CDL Training Program. 4.12.26 Safety Specialist II recruitment opened (internal recruitment within the County), with closing date of 4.21.26 4.19.26 Safety & Driver Program Specialist and Safety & Driver Improvement Coordinator (2) recruitment open (internal recruitment within the County), with closing date of 4.28.26. 4.21.26 Safety Specialist II recruitment closed. 4.28.26 Safety & Driver Program Specialist and Safety & Driver Improvement Coordinator (2) postings closed. 3 4.29.26 Health and Safety Division Manager notified that there was one qualified applicant for consideration for the position of Safety Specialist II. 4.30.26 Health and Safety Division Manager notified that there were no qualified applicants for the Safety & Driver Program Specialist, and one qualified applicant for consideration for the position of Safety & Driver Improvement Coordinator. 5.12.26 Meeting with the Recruitment and Examination Division to discuss Safety & Driver Program Specialist to be conducted as an open- competitive recruitment. 5.29.26 Safety Specialist II interviews held, selection made, with scheduled start date of 6.16.26. Request submitted to the Recruitment and Examination Division to initiate recruitment for Safety Specialist I in anticipation of vacancy due to promotion on 6.16.26. UPW requested additional extension to 06.30.26 and requested to meet with Department of Human Resources to discuss. Meeting scheduled for 6.18.26. 6.14.26 Safety & Driver Program Specialist open-competitive recruitment opens, with closing date of 06.23.26. 06.18.26 Meeting with UPW to discuss the proposed CDL Training Program. Revised procedure will be submitted to UPW based on the outcome of our discussion. 4 06.21.26 Safety Specialist I internal recruitment opens 06.21.26 with closing date of 06.30.26. 06.23.26 Safety & Driver Program Specialist recruitment closed. 06.26.26 Interview to be completed for Safety & Driver Improvement Coordinator. 4 0) 0 W ce 0 L Q L 0 N C') N r Q. O O V p c7 O 5 9 U O U O O O ' 0G! O a- N o 3 0 O Q) O N O E = L c Q oce o o a 0 a O a O Q ° o O" c £ O . O a 00 o N o wO i 0 m col ImD 0 x = w N ') IX CO) 1) V 0 to) W 0 E 0 k I w E t 0 i)z t N LL U i o. h N. N N U 3 N.3 20 h oN O 00o H Q LU 0 N ZQa=o O. I i uc 2 V z I u. oM ;5 o ,o at D o o I, O = m od (A CD LLIuw0oL9N _ iza0 — I aO ; aO WZOQ O I o I 0= -- w I E OZ UW Q Li . U o N o d' t0 o Q 0 QO 0 dSNO N N o LU E o O N 00 1--a)CI 1 U 0O O N DL0Nlo y C t 7 3 DEPARTMENT OF HUMAN RESOURCES COUNTY OF HAWAII October 17, 2025 TRANSFER NOTICE POSITION TRANSFERRED FROM: DEPARTMENT: ENVIRONMENTAL MANAGEMENT DIVISION/SECTION: ADMINISTRATION 3 GEOGRAPHIC LOCATION: S. HILO TO: DEPARTMENT: HUMAN RESOURCES DIVISION/SECTION: HEALTH &SAFETY GEOGRAPHIC LOCATION: S. HILO Pos Nos Incumbent Class Title/Pay Grade Safety& Driver Improvement 00-02584 Vacant Coordinator,SR-21 EFFECTIVE DATE: OCTOBER 16, 2025 Reorganization approved by Managing Director on October 1, 2025 Olj tali Director o •uma Resources 71a1>>ai YCounty is an 2qualoppor tunity Pr ovid r and Z'nyloyei: I VD hitEsifiN RESOURCES 2025 WIf$eep2Di rev 12/29/16) DEPARTMENT OF HUMAN RESOURCES REQUEST FOR ORGANIZATIONAL CHANGES AND/OR POSITION ACTIONS TO:MANAGING DIRECTOR DATE: September 9,2025 FROM: DEPARTMENT:Environmental Management DIVISION/BRANCH:Administration;S.Hilo REQUEST: NEW POSITION TITLE PAY GRADE REALLOCATION POS.NO.CURRENT TITLE. PAY GRADE PROPOSED TITLE PAY GRADE OTHER Transfer 00-02584 Safety&Driver Improvement Coordinator from Department of Environmental Management to Department of Human Resources change in Fie.transfer.etc.) Description and reason for requested changes: To standardize and ensure compliance with Federal Motor Carrier Safety Administration's (FMCSA) laws. position will be transferred to the Department of Human Resources under the Health and Safety Division, responsible for coordinating and/or conducting all phases of safety training programs, policies and procedures. Requesting the effective date of the transfer:October l., 2025 due to the re-organization of the Health &Safety Division. II SEP 2 3 2025 DEPARTMENT HEAD DATE ki APPROVED, Pending DHR Review DISAPPROVED f 2:5nrfrrJy MANAGING DIRECTOR DATE OVED DISAPPROVED 44 li •• In(-.lao9-s DIREC '•F UMAN RESOURCES DATE 3-Caivai'i County is an ERuaCOpportunity Provider andEmpCoyer. r 1 of DEPARTMENT OF HUMAN RESOURCES COUNTY OF HAWAII October 17, 2025 ALLOCATION NOTICE DEPARTMENT: ENVIRONMENTAL MANAGEMENT DIVISION/SECTION: ADMINISTRATION GEOGRAPHIC LOCATION:S. HILO NEW POSITION TITLE: SAFETY & DRIVER IMPROVEMENT SUPERVISOR PAY GRADE: SR-22 BARGAINING UNIT: 04 POS. NO(s).: 00-05416 EFFECTIVE DATE: OCTOBER 16, 2025 Included in Fiscal Year 2022-2023 Budget Ordinance No. 22-63,July 1, 2022. fl irec f Human Resources fawai`i County is an Equal-Opportunity Provider-andEnzployer. 2 of 3 DEPARTMENT OF HUMAN RESOURCES COUNTY OF HAWAI`I October 17, 2025 TRANSFER NOTICE POSITION TRANSFERRED FROM: DEPARTMENT: ENVIRONMENTAL MANAGEMENT DIVISION/SECTION: ADMINISTRATION. GEOGRAPHIC LOCATION: S. HILO TO: DEPARTMENT: HUMAN RESOURCES DIVISION/SECTION: HEALTH &SAFETY GEOGRAPHIC LOCATION: S. HILO Pos No(s)Incumbent Class Title/Pay Grade Safety and Driver Improvement 00-05416 Vacant Supervisor,SR-22 EFFECTIVE DATE: OCTOBER 16, 2025 Reorganization approved by Managing Director on October 1, 2025. ire r Human Resources 5lawai t County is an Equa1Opportunity Proviarancf2'mployer. 3of3 DEPARTMENT OF HUMAN RESOURCES COUNTY OF HAWAI'I October 17, 2025 REALLOCATION NOTICE DEPARTMENT: HUMAN RESOURCES DIVISION/SECTION: HEALTH &SAFETY GEOGRAPHIC LOCATION: S. HILO Permanent Reallocation 0 Temporary Reallocation* El Reinstatement Pos. No. Incumbent From To OO-05416 Vacant Safety & Driver Improvement Safety & Driver Program Supervisor, SR-22 (BUO4) Specialist, SR-24 (BU13) EFFECTIVE DATE: OCTOBER 16, 2025 NTE DATE: if temporary reallocation) Dir- •rof Human Resources 3falvai'i County is an Equa(Opportunity Provider andEmp1oyer. RCVD HUM RESOURCES 2025 OCTR05 rev 12/29/16) DEPARTMENT OF HUMAN RESOURCES REQUEST FOR ORGANIZATIONAL CHANGES AND/OR POSITION ACTIONS TO:MANAGING DIRECTOR DATE: September 9,2025 FROM: DEPARTMENT: Environmental Management DIVISION/BRANCH: Administration;S.Hilo REQUEST: NEW POSITION Safety &Driver Improvement Supervisor SR-22 TITLE PAY GRADE REALLOCATION New Safety&Driver Improvement SR-22 Supervisor BUO4) POS.NO. CURRENT TITLE PAY GRADE Safety and Driver Program Specialist SR-24 (BU13) PROPOSED TITLE PAY GRADE OTHER Transfer position from Department of Environmental Management to Department of Human'Resources change in FIE.transfer.etcl Description and reason for requested changes: Position will be allocated as a Safety and Driver Improvement Supervisor position in Department of Environmental Management,which was approved in FY 22-23 Budget Ordinance No.22-63.To standardize and ensure compliance with Federal Motor Carrier Safety Administration's (FMCSA) laws, we will be transferring the position to the Department of Human Resources under the Health and Safety Division,responsible for coordinating and/or conducting all phases of safety training programs, policies and procedures.Position will also be permanently reallocated to a Safety and Driver Program Specialist to provide safety training and oversight of the driver training program. Requesting the effective date of the actio October 1,2025 due to the re-organization of the Health &Safety Division. 3SEP2 2025 ARTMENT HEAD DATE 43/APPROVED, Pending DHR Review DISAPPROVED 1 2.J:,3 MANAGING CTOR DATE APPROVED DISAPPROVED DIRECTOR OF HUMAN RESOURCES DATE 3-Cawai'i County is an EquaCOpportunity Provider andEmpCoyer. 1 of 2 DEPARTMENT OF HUMAN RESOURCES COUNTY OF HAWAI'I October 17,2025 ALLOCATION NOTICE DEPARTMENT: HUMAN RESOURCES DIVISION/SECTION: HEALTH &SAFETY GEOGRAPHIC LOCATION:S. HILO NEW POSITION TITLE: SAFETY & DRIVER IMPROVEMENT COORDINATOR PAY GRADE: SR-21 BARGAINING UNIT: 03 POS. NO(s).: 00-05417 EFFECTIVE DATE: OCTOBER T6, 2025 Included in Fiscal Year 2025-2026 Budget Ordinance No.25-26, July 1,2025. Mesourcesirect Hawai`i County is an Equal-Opportunity Provider andEmpCoyer. 6 2 of 2 DEPARTMENT OF HUMAN RESOURCES COUNTY OF HAWAII October 17, 2025 REALLOCATION NOTICE DEPARTMENT: HUMAN RESOURCES DIVISION/SECTION: HEALTH &SAFETY GEOGRAPHIC LOCATION: S. HILO Permanent Reallocation El Temporary Reallocation* Reinstatement Pos. No. Incumbent From To Safety & Driver Improvement Safety Specialist II,SR-2200-05417 Vacant Coordinator,SR-21 BU13)BUO3) EFFECTIVE DATE: OCTOBER 16,2025 NTE DATE: if temporary reallocation) Director o man Resources 3-awai'i County is an Equal-Opportunity Provider and Emp10 yer. RCS H N RESUURCES. 2025 SEBARtF?01 g RC I 1 RESQ 9 6) 32025AtgDEPARTMENTOFHUMANRESOURCESS€P REQUEST FOR ORGANIZATIONAL CHANGES AND/OR POSITION ACTIONS TO: MANAGING DIRECTOR DATE: September 9,2025 FROM: DEPARTMENT: Human Resources DIVISION/BRANCH: Health and Safety;S.Hilo REQUEST: NEW POSITION (2) Safety and Driver Improvement Coordinator SR-21 (BUO3) TITLE PAY GRADE REALLOCATION (1) New Safety and Driver Improvement SR-21 (BUO3) Coordinator POS.NO. CURRENT TITLE PAY GRADE Safety Specialist II SR-22 (BU13) PROPOSED TITLE PAY GRADE OTHER change in RTE.transfer.etc.) Description and reason for requested changes: Allocation of(2) new Safety and Driver Improvement Coordinator positions approved in FY 25-26 Budget Ordinance No.25-45 effective July 1,2025. Permanently reallocating one position to a Safety Specialist II to plan and execute industrial safety educational and informational training and activities. Position will also inspect work sites,operations,and equipment to ensure compliance with Federal and State Occupational Safety and health laws and accepted standards regarding the safety and health of employees. Requesting the of ate of the allocations October 1,2025 due to the re-organization of the Health & Safety D' ' ' n. glItol,3045 AR MENT HEAD DATE APPROVED, Pending DHR Review DISAPPROVED rS:., 2 4 2:25sr.nr I DIRECTOR DATE E{A"'OVED DISAPPROVED DIRECTOR•• UMAN RESOURCES DATE RECE T • SEP 2 2 2025 MAYOR-HILO Hawvai'i County is an Equal-Opportunity Provider and-Employer. DEPARTMENT OF HUMAN RESOURCES COUNTY OF HAWAII October 17, 2025 ALLOCATION NOTICE DEPARTMENT: HUMAN RESOURCES DIVISION/SECTION: HEALTH & SAFETY GEOGRAPHIC LOCATION:S. HILO NEW POSITION TITLE: SAFETY & DRIVER IMPROVEMENT COORDINATOR PAY GRADE: SR-21 BARGAINING UNIT: 03 POS. NO(s).: 00-05418 EFFECTIVE DATE: OCTOBER 16, 2025 Included in Fiscal Year 2025-2026 Budget Ordinance No. 25-26, July 1, 2025. Di -ctor of Hu , an 'esources 3-fawai`i County is an EquaCOpportunity Provider andEmpcoyer. 7 RCVD HUMAN RESOURCES 2025 SEBi4ga4ag RCVD HUMA RESU IPP 16) DEPARTMENT OF HUMAN RESOURCES 2025 SE)?25 "` REQUEST FOR ORGANIZATIONAL CHANGES AND/OR POSITION ACTIONS TO: MANAGING DIRECTOR DATE: September 9,2025 FROM: DEPARTMENT: Human Resources DIVISION/BRANCH: Health and Safety;S. Hilo REQUEST: NEW POSITION (2) Safety and Driver Improvement Coordinator SR-21 (BUO3) TITLE PAY GRADE El REALLOCATION (I) New Safety and Driver Improvement SR-21 (BUO3) Coordinator POS.NO. CURRENT TITLE PAY GRADE Safety Specialist II SR-22 (BU 13) PROPOSED TITLE PAY GRADE OTHER change in FTE.transfer.etc.) Description and reason for requested changes: Allocation of (2) new Safety and Driver Improvement Coordinator positions approved in FY 25-26 Budget Ordinance No.25-45 effective July 1, 2025. Permanently reallocating one position to a Safety Specialist II to plan and execute industrial safety educational and informational training and activities. Position will also inspect work sites,operations,and equipment to ensure compliance with Federal and State Occupational Safety and health laws and accepted standards regarding the safety and health of employees. Requesting the e • ate of the allocations October 1, 2025 due to the re-organization of the Health & Safety Di ' ' n. ci'110 R MENT HEAD DATE APPROVED, Pending DHR Review DISAPPROVED 1 rnn5 DIRECTOR DATE A*"OVED DISAPPROVED I l ts314910 DIRECTOR •- UMAN RESOURCES DATE RECE a SEP 2 2 2025 MAYOR-HILO Hawaii.County is an Equal-Opportunity Provider and Emp10 yer. SOURCE OF FUNDS FOR NEW POSITION/REALLOCATION/CHANGE IN FTE/TRANSFER 1. COMPUTATION OF FUNDS REQUIRED FOR POSITION NO. New If no position number indicate"new".), a) New monthly salary 5,157 b) Present monthly salary specifically included in FY 25-26 budget (If NOT BUDGETED, INDICATE-0-) $ 5,157 c) Net funds required (Item"a"minus Item"b") 0 d) Remaining number of months in current fiscal year 9 e) Funds required in remainder of fiscal year Items"c"x Item"d") 0 2. AVAILABILITY OF FUNDS a) What is the position's fund source (county,state,federal)? County b) Position's home department (RC) number is: 2300 c) Position's salaries and wages (S&W) account number: 0.0.151.5151.01 d) If funds not available in S&W account,identify account that funds are available in: N/A e) For reallocation,request that funds be transferred: From: 010-911-5911.70-341 Provision for Reallocation $ N/A I certify that the information is correct and funds are available, and that the funds may be used for the classification action as requested. A' Ilo!}?0 06glow Departmen ead Date DHR CP-004(3/08) 3fawai'i County is an Equal-Opportunity Provider andEmployer. I1 SOURCE OF FUNDS FOR NEW POSITION/REALLOCATION/CHANGE IN FTE/TRANSFER 1. COMPUTATION OF FUNDS REQUIRED FOR POSITION NO. New If no position number indicate"need".) a) New monthly salary 5,369 b) Present monthly salary specifically included in FY 25-26 budget (If NOT BUDGETED, INDICATE-0-) $ 5,157 c) Net funds required (Item"a"minus Item"b") 212 d) Remaining number of months in current fiscal year 9 e) Funds required in remainder of fiscal year Items"c"x Item"d") 1,908 2. AVAILABILITY OF FUNDS a) What is the position's fund source (county,state, federal)? County b) Position's home department (RC) number is: 2300 c) Position's salaries and wages (S&W) account number: 0.0.151.5151.01 d) If funds not available in S&W account,identify account that funds are available in: N/A e) For reallocation, request that funds be transferred: From: 010-911-5911.70-341 Provision for Reallocation $ N/A I certify that the information is correct and funds are available, and that the funds may be used for the classification action as requested. Wartment ea Date DHR CP-004(3/08) 9fawai;i County is an Equal-Opportunity Trovufer and-Employer. DHR-CP-002 rev 12/29/16) DEPARTMENT OF HUMAN RESOURCES NEW POSITION INFORMATION FORM Department: Human Resources Date: September 9, 2025 Division/Branch: Health &Safety;S. Hilo of Similar Pay Fund Pos.in Class Title Grade Salary Source Dept. SR-21 Safety and Driver Improvement BU 03)64,056 County 2 Coordinator 1. Give reasons how new duties arose (statutes enacted, ordinances, newly authorized programs, basis for increased workloads, etc.): Allocation of (2) new Safety and Driver Improvement Coordinator positions approved in FY 25-26 Budget Ordinance No. 25-45 effective July 1, 2025. Permanently reallocating one position to a Safety Specialist II to plan and execute industrial safety educational and informational training and activities. Position will also inspect work sites, operations, and equipment to ensure compliance with Federal and State Occupational Safety and health laws and accepted standards regarding the safety and health of employees. 2. Can new duties be assigned to existing positions or handled in other way such as short-term contracts, etc. No,this is a permanent operational need. Work cannot be contracted out, as it is civil service work. 3. How will new position increase the efficiency/effectiveness of operations? (Use productivity measurements where possible.): This will support the Safety and Driver Improvement operations ensuring consistency for the safety and driver training program and health and safety trainings and inspections. New Position Form Page 2 4. Alternatives that were considered in lieu of new position. (Have technological changes been considered?) No other alternatives are feasible. 5. Why were manpower needs not planned through budgetary process? Positions approved FY 25-26 Budget Ordinance No. 25-45 effective July I, 2025 6. List other rationale or pertinent statements and data: N/A Hawai'i County is an Equal Opportunity Provider and Empfo yer. New Class-Safety&Driver Program Specialist,SR-24(BU 13) Outline of process to adopt new class of work 1. Background and Discussion: The Department of Human Resources(DHR)completed a re-organization of the Health and Safety Division to include the direct oversight of the Safety&Driver Improvement Program. The re-organization of the Health and Safety Division included transferring the Safety& Driver Improvement Coordinator(SDIC)positions from operating departments to DHR and allocating and reallocating various positions within the Division.The goal of the re- organization is to improve the workflow of the program by centralizing the operation and having the SDIC positions assigned to various operating departments. 2. Proposed New Class-Safety&Driver Program Specialist.SR-24 Through discussion,the need for a new class of work was identified.The Safety Specialist series is specific to overseeing and conducting a variety of industrial safety educational and informational training courses.The Safety&Driver Improvement Coordinator(SDIC) classification implements industrial safety and driver improvement programs.The new class of work-Safety&Driver Program Specialist is a hybrid classification,which will oversee and assist management with the monitoring and implementation of safety and accident prevention programs and oversee a comprehensive driver improvement,training, and evaluation program for the County of Hawai'i.This classification provides direct supervision over the SDIC positions. 3. ,jurisdiction Review for the Safety&Driver Program Specialist.SR-24 A review of the compensation plans of the jurisdictions was completed to ensure compliance with HRS 76-1 (5),which requires equal pay for equal work.This includes reviewing their classes of work for comparison of supervisory responsibilities,scope of work,complexity,consequence of error,independence of work performed,and factors. City and County of Honolulu-020672-Safety Specialist Ill,SR-24(BU 13) County of Maui-2F.362-Safety Specialist ill,SR-24(BU 13) County of Kauai-The County of Kauai does not have a specialized safety classification. They utilize the general Human Resources Specialist series and assign health and safety duties based on the level of the specialist. 4. Internal Alignment in the County of Hawai'i A review of classifications within the County of Hawai'i was done to ensure internal alignment.This includes reviewing our existing class for supervisory responsibilities,scope of work,complexity,consequence of error, independence of work performed,and factors. Safety Specialist II,SR-22(BU 13) Human Resources Program Specialist,SR-24(BU 13) Because of the re-organization and centralizing the safety and driver improvement functions,the Health and Safety Division has an operational need for a program specialist- level position to assist the Human Resources Manager II with implementing and executing these programs.The addition of the Safety&Driver Program Specialist mirrors many of the divisions in DHR. Rather than utilizing the general Human Resources Program Specialist 1 F classification,we chose to create a classification that would reflect the specialized duties required of the Health and Safety Division. 5. New class of work adopted The new class-Safety&Driver Program Specialist-was routed to our Health and Safety Division and Recruitment and Examination Division;no concerns were raised.The proposed new class was also routed for jurisdiction review;all favorable responses were received with no concerns. All jurisdictions were informed that the new class of work was adopted by the County of Hawaii. 2 C.Kimo Alameda,Ph.D. JNiv •of H SommerJ.Tokihiro Mayor Cl L. 4 Director ofHuman Resources f:+ Danny B.Pate( Deputy Director of5fuman Resources agTE OF 43 : County of 5-fawai`i Department of5-1urran Resources Aupuni Center*101 Pauahi Street,Suite 2*Hilo,Hawaii 96720*(808)961-8361*Fax(808) 961-8617 we6site:http://hawaiicounty.gov/humnn-resources a-nuuf:jobs@howaiicounty.gov TO: All Jurisdictions FROM:Jamie Martines, Human Resources Manager SUBJECT: Intent to Adopt a New Class DATE: September 11, 2025 This will inform you of our intent to adopt a class of work for'the County of Hawaii. Following are data pertinent to the class for your perusal and comment. A. Class Code, Title of Class, Proposed Pricing, and Bargaining Unit: 2.407,Safety & Driver Program Specialist,SR-24, BU 13 B. Organizational Setting (Department/Division): Department of Human Resources; Health &Safety Division C. Reason for Creation of Class (new program, organizational changes, etc.): The Department of Human Resources (DHR) is initiating a re-org to centralize the Driver Safety Program.This includes transferring the Safety & Driver Improvement Coordinator positions to DHR.This new class will oversee the program and will also provide technical oversight to our Safety Specialist positions. D. Overall Nature, Level,Scope & Complexity of Work (function; essential nature of class; kind of work; capacity-staff, supervisory, administrative, etc.;journey, working supervisor, etc.; other pertinent information): Oversees and assists management with the monitoring and implementation of safety and accident prevention programs; participates in long-range planning and initial development of overall safety programs; oversees a comprehensive driver improvement and evaluation program for the County; and performs other related duties as required. E. How Services Were Formerly Provided: Some oversight was performed by positions in DHR, various directors, and deputy directors. F. Class Deletions Contemplated: None G. Classes Considered Equal: Juris Class Code Class Pay Grade/B.U. Hawaii County is an Equal Opportunity Provider and Employer. q Intent To Adopt Page 2 Health &Safety Program Specialist H. Other classes reviewed but determined not equal: Juris Class Code Class Pay Grade/B.U. City 020672 Safety Specialist Ill SR-24/BU 13 Maui 2F.362 Safety Specialist III SR-24/BU13 State 08869 Safety Management SR-24/BU13 Specialist IV I. Other pertinent information: We would appreciate your comments ASAP due to effective date of the re- organization. Thank you in advance for your review. Please contact Jamielyn Martines if you have any questions at 808-961-8216. Enclosure C.Kimo Afameda,Ph.D.NtY MS' SommerJ.Tokihiro Maur ht\, Director of7ltunan.esour William N.Bri ante,5r. i'' f1 * Danny B.Patef Maraying Director Deputy Director of Human Men*ic.kNisfiiawto qTF OF.....• e' Deputy Monaging Direaar County ofHawaii Department ofHuman Resources Aupuni Center•101 Pauahi Street,Suite 2.Hilo,Hawaii 96720.(808) 961-8361•Fax(808) 961-8617 website:http://Funtniicounty.goti/fiuman-resources a-mail'jobs@funvaiiunmty.yov To: All Jurisdictions From: Sommer J.Tokihiro, Director of Human Resourckr Date: September 26, 2025 Subject: Notice of Final Action We have taken final action with regard to our proposed new class of work that was referred to you earlier for comment: Class Code Class Title Pay Grade/BU 2.407 Safety & Driver Program Specialist SR-24; BU13 l Adopted as initially proposed. Adopted with the following modifications: The following classes have been determined to be "equal" to the new class: Jurisdiction Class Code Class Title Pay Grade/B.U. Enclosure Hawaii County is an Equa(Opportunity Provider and Empfoyer. 2.407 DEPARTMENT OF HUMAN RESOURCES COUNTY OF HAWAI`I SAFETY & DRIVER PROGRAM SPECIALIST SR 24; BU13 Duties Summary: Oversees and assists management with the monitoring and implementation of safety and accident prevention programs; participates in long-range planning and initial development of overall safety programs; oversees a comprehensive driver improvement and evaluation program for the County; and performs other related duties as required. Distinguishing Characteristics: This class is distinguished by its responsibility to oversee and assist management with the monitoring and implementation of safety and accident prevention programs and oversees a comprehensive driver improvement and evaluation program for the County of Hawai`i. Examples of Duties: (The following are examples of duties and are not necessarily descriptive of any one position in this class. The omission of specific duty statements does not preclude the assignment of such duties if they are a logical assignment for the position and are consistent with the class concept.) Oversees and assists management with the monitoring and implementation of safety and accident prevention programs. Develops, coordinates, and conducts safety training courses to assist departments in carrying out their accident prevention and loss control responsibilities. Participates in long-range planning and initial development of overall safety programs for the County. Conducts safety inspections and investigations of shops, buildings,job sites, etc. to identify and correct unsafe conditions and practices. Prepares report of findings, and recommends corrective action to ensure compliance with laws, safety policies, and procedures. Develops, conducts, or arranges programs to develop employees' safety awareness, their hazardous condition recognition skills, their ability to use safer and more efficient work techniques and practices, their ability to deal with incidents and accidents, etc. awai`i County is an Equal-Opportunity Provider and Employer. SAFETY & DRIVER 2- 2.407 PROGRAM SPECIALIST Oversees and coordinates a driver improvement program involving the continuous evaluation of drivers, the conduct.of driver safety and education courses, and other driver training activities, principally for but not limited to drivers of heavy vehicles and equipment. Establishes or adapts procedures for the periodic examination of drivers possessing a commercial driver's license, including field and practical testing, and certifies as to driver competence and qualification for the category of licenses sought. Recommends the removal of operators from driving duties where such employees fail to meet the standards prescribed. Conducts investigations of vehicle accidents by reviewing accident reports to determine cause and taking corrective action to prevent recurrence of similar types of accidents. Recommends repair or modification of equipment or driver re- education in order to correct discovered deficiencies. Provides management advisory services involving the interpretation and guidance on collective bargaining provisions, policy, procedures, and laws to operating departments and employees regarding confidential matters. Supervises lower-level staff; recommends personnel actions such as hiring, promotions, disciplinary actions, and transfers; evaluates employee job performance and counsels employees as needed. Operates a vehicle for work-related duties. Performs other related duties as required. Minimum Qualification Requirements: Training and Experience: A combination of education and experience substantially equivalent to graduation from an accredited college or university with a baccalaureate degree, and three (3) years of experience in industrial safety and accident prevention, and two (2) years of experience conducting Commercial Driver's License (CDL) driver instruction and evaluation. License Requirement: Possession of a valid State of Hawaii Driver License (Class 3) or any other valid comparable driver license. Knowledge of: Occupational Safety and Health Standards, and other accepted standards applicable to industrial safety and accident prevention, principles and practices of supervision, r SAFETY & DRIVER 3- 2.407 PROGRAM SPECIALIST laws.and regulations governing the operation of motor vehicles and the licensing of drivers, operating procedures of a variety of motor vehicles, safety devices, and features, industrial and construction accident hazards and methods of correction and prevention, industrial safety devices and equipment, safety inspection principles, practices, and procedures, principles and practices of speaking before groups, investigation methods and techniques, and report writing, Ability to: plan, execute, and coordinate an effective safety and accident prevention program, plan, organize, and coordinate industrial safety and driver improvement programs, conduct countywide safety inspections and detect unsafe conditions and practices, plan and instruct supervisors on principles and methods of instructing, assign, review, and supervise the work of subordinate trainers, instruct others in safety techniques, causes of accidents, and accident prevention, investigate and determine causes of accidents, deal tactfully and effectively with officials, supervisors, and employees, write clear and concise reports, and speak effectively before groups. Physical Requirements: Persons seeking appointment to positions in this class must meet the health and physical condition standards deemed necessary and proper to perform the essential functions of the position with or without reasonable accommodations. Physical Effort Grouping: Light This is the first specification approved for the new class SAFETY & DRIVER PROGRAM SPECIALIST. 11111e/7/ APPROVED: 4;1Ira35 Date Director of Human Resources qr C.Kimo Alameda,Ph.D. SvoF. ., SommerJ.Tokihiro Mayor moo 4 `. Director ofMuman Resources s • a Danny B.PaterWiIiam'V. Briltante,9r. r" 1 Managing Director ti Deputy Director ofHuman Resources MerrickNisftimoto 4jF .... DeputyManaging Director County of Hawaii Department of Human Resources Aupuni Center.101 Pauahi Street,Suite 2*Hilo,Hawaii 96720*(808) 961-8361+Fax(808)961-8617 website:liar ifiawaiicounty.gov/liutrum-resources e-mail:ju6s@rurntniiconntytm` February 2, 2026 L c . Mr. Randy Perreira 7.4 1-- 0 Executive Director a' in-; HGEA/AFSCME, Local 152, AFL-CIO 888 Mililani Street, Suite 401 r:-• -" Honolulu, Hawaii 96813-2991 C CFI tO Dear Mr. Perreira: SUBJECT: Follow Up Notice of Exclusion of Position in the Department of Human Resources This is a follow up in regard to the enclosed letters that were sent to your office dated November 5, 2025, as we have not received a response.To avoid any further delays in effectuating this action, we are requesting a response as soon as possible. We are proposing the exclusion of the following position in the County of Hawaii: Position No. Title/Pay Grade From: To 00-02584 Safety & Driver Improvement Coordinator,SR-21 BU03, Included BU03, Excluded This position is located in the Department of Human Resources, Health and Safety Division. The subject position performs a variety of human resources work for the central human resources department and are responsible for assisting the Human Resources Manager with the execution of the county-wide industrial driver safety &training program. The position conducts safety inspections, investigations, and provides management advisory services involving the interpretation and guidance on collective bargaining provisions, policy, procedures, and laws to operating departments and employees regarding confidential matters that affect employee-employer relations. The position has access to a variety of confidential information and must ensure themaintenanceofsuchinformation. Enclosed are copies of the position description and table of organization for your review. In order to avoid unnecessary delays in effectuating the various personnel processes involved, we would appreciate your response within ten (10) working days of receipt of Hawaii County is an Equal Opportunity Provider and Employer. 10 r HGEA-Follow Up Exclusion Request -00-02584 February 2, 2026 Page 2 this letter. Please indicate your agreement or disagreement below and return the original copy of this notice to us by that date. You may call Jamielyn Martines, Human Resources Manager at 808-961-8361. if you have any questions regarding this.proposal. Sincerely, 0e. 4 er J.Tokihiro Director of Human Resources Enclosures cc: Jodi Sumera, Hawai'i Division Chief Concur r Do Not Concur. Please state the reason for non-concurrence: Date Auth t d Union Representative C.Kim)Alameda,Ph.D. SommerJ.Tokihiro Mayor G•4•• Director ofHam=Resources jc Wi[Ciam`V. Bril(tante,5r. f .+ •Danny B.Paid Managing Director Y _e-_i • Deputy Director of Human Resources MerritkNis`IimotA 4tf, xp•$: Deputy Managing Director County of Hawaii Department of Human Resources Aupuni Center:101 Pauahi Street,Suite 2+Biro,Hawaii 96720*(808)961-8361*Fax(808)961-8617 website:Rttp/Aiau+aucottntygovlritunntrtcsources e-mail:jobs@funvaiicaurtty.UOn, ti c February 2, 2026 s•i r-t ;r. Mr. Randy Perreira c, 1 ). Executive Director C HGEA/AFSCME, Local 152, AFL-CIO 888 Mililani Street, Suite 401 r>N r Honolulu; Hawaii 96813-2991 cn Dear Mr. Perreira: SUBJECT: Follow Up Notice of Exclusion of Position in the Department of Human Resources This is a follow up in regard to the enclosed letters that were sent to your office dated November 5, 2025, as we have not received a response.To avoid any further delays in effectuating this action, we are requesting a response as soon as possible. We are proposing the exclusion of the following position in the County of Hawai'i: Position No. Title/Pay Grade From: To 00-05416 Safety & Driver Program Specialist,SR-24 BU13, Included BU13, Excluded This position is located in the Department of Human Resources, Health and SafetyDivision. The subject position performs a variety of human resources work for the central human resources department and is responsible for assisting the Human Resources Manager with the execution of the county-wide industrial safety educational and information training program and driver training program. The position supervises and conducts safety inspections, investigations, and provides management advisory services involving the interpretation and guidance on collective bargaining provisions, policy, procedures, and laws to operating departments and employees regarding confidential matters that affect employee-employer relations.The position has access to a variety of confidential information and must ensure the maintenance of such information. Enclosed are copies of the position description and table of organization for your review. In order to avoid unnecessary delays in effectuating the various personnel processes involved, we would appreciate your response within ten (10) working days of receipt of Hawaifi County is an Equal Opportunity Provider and Employer. F HGEA—Exclusion Request 00-05416 February 2, 2026 Page 2 this letter. Please indicate your agreement or disagreement below and return the original copy of this notice to us by that date. You may call Jamielyn Martines, Human Resources Manager at 808-961-8361 if you have any questions regarding this proposal. Sincerely, A II er J. Tokihiro Director of Human Resources Enclosures cc: Jodi Sumera, Hawaii Division Chief Concur Do Not Concur. Please state the reason for non-concurrence: 42491d+ Date Auth ,i i d Union Representative C.Kim Alameda,Ph.D. o;t p, ,. SommerJ.Tokikiro Mayor a, G Director ofSuntan Resources Widiam v BrifFumte,5r. r l c+`•. Danny B.Patel Managing Director Deputy Director of Human Resources MerrickNishimoto Deputy Managing Director County of Hawaii Department ofHuman Resources Aupuni Center.101 Pauahi Street,Suite 2.Hilo,Hawaii 96720.(808)961-8361=Fax(808)961-8617 website:rutp://Iuiwniicautttygoutinirnan-resources a-mai(jo6.c@hauniicottnty.gtnv n. February 3, 2026 L. CJ Mr. Randy Perreira 1 : Executive Director t ' HGEA/AFSCME, Local 152, AFL-CIO r Y rt i 888 Mililani Street, Suite 401 x ry Honolulu, Hawaii 96813-2991CJI co Dear Mr. Perreira: SUBJECT: Follow Up Notice of Exclusion of Position in the Department of Human Resources This is a follow up in regard to the enclosed letters that were sent to your office dated November 5, 2025, as we have not received a response.To avoid any further delays in effectuating this action, we are requesting a response as soon as possible. We are proposing the exclusion of the following position in the County of Hawai'i: Position No. Title/Pay Grade From: To 00-05417 Safety Specialist II,SR-22 BU13, Included BUI3, Excluded This position is located in the Department of Human Resources, Health and Safety Division. The subject position performs a variety of human resources work for the central human resources department and is responsible for assisting the Human Resources Manager with the execution of the county-wide industrial safety educational and information training program. The position conducts safety inspections, investigations, and provides management advisory services involving the interpretation and guidance on collective bargaining provisions, policy, procedures, and laws to operating departments and employees regarding confidential matters that affect employee- employer relations. The position has access to a variety of confidential information and must ensure the maintenance of such information. Enclosed are copies of the position description and table of organization for your review. In order to avoid unnecessary delays in effectuating the various personnel processes involved, we would appreciate your response within ten (10) working days of receipt of Hawaii County is an Equal Opportunity Provider and Employer.. HGEA-Follow Up Exclusion Request-00-05417 February 3, 2026 Page 2 this letter. Please indicate your agreement or disagreement below and return the original copy of this notice to us by that date. You may call Jamielyn Martines, Human Resources Manager at 808-961-8361 if you have any questions regarding this proposal. Sincerely r- Som okihiro Director of Human Resources Enclosures cc: Jodi Sumera, Hawaii Division Chief Concur Do Not Concur. Please state the reason for non-concurrence: Da;94 Authof eki Union Representative trof - ,., Sommer J.TokihiroC.Kimo Alameda,Ph.D.' vc;,.. .:,+ss` .. M eo ; r. ,••. Director ofYuman Resources Wi(!iam N. Bri(Fiante,Jr. E _ ' Danny B.Pate( Managing Director 4'E ` 9,, Deputy Director ofHuman Resowces 9b(errickNisntimoto Os; Deputy Managing Director County of Hawaii Department of Human Resources Aupuni Center*101 Pauahi Street,Suite 2.Hilo,Hawaii 96720.(808) 961-8361*Fax(808)961-8617 website:fittp://finuufiwunty.gar/fiumtut-resources a-maik jobs@hauniicaunty.9ov February 2, 2026 210 -- 51 r- r.; '1 Mr. Randy Perreira J Executive Director c rn HGEA/AFSCME, Local 152, AFL-CIO e • 888 Mililani Street, Suite 401 r cTri Honolulu, Hawaii 96813-2991 ry UD Dear Mr. Perreira: SUBJECT: Follow Up Notice of Exclusion of Position in the Department of Human Resources This is a follow up in regard to the enclosed letters that were sent to your office dated November 5, 2025, as we have not received a response. To avoid any further.delays in effectuating this action, we are requesting a response as soon as possible. We are proposing the exclusion of the following position in the County of Hawai'i: Position No. Title/Pay Grade From: Jo 00-05418 Safety&Driver Improvement Coordinator,SR-21 BU03, Included BU03, Excluded This position is located in the Department of Human Resources, Health and Safety Division. The subject position performs a variety of human resources work for the central. human resources department and are responsible for assisting the Human Resources Manager with the execution of the county-wide industrial driver safety &training program. The position conducts safety inspections, investigations, and provides management advisory services involving the interpretation and guidance on collective bargaining provisions, policy, procedures, and laws to operating departments and employees regarding confidential matters that affect employee-employer relations. The position has access to a variety of confidential information and must ensure themaintenanceofsuchinformation. Enclosed are copies of the position description and table of organization for your review. In order to avoid unnecessary delays in effectuating the various personnel processes involved, we would appreciate your response within ten (10) working days of receipt of Hawaii County is an.Equal Opportunity Provider and Employer. T HGEA-Follow Up Exclusion Request-00-05418 February 2, 2026 Page 2 this letter. Please indicate your agreement or disagreement below and return the original copy of this notice to us by that date. You may call Jamielyn Martines, Human Resources Manager at 808-961-8361 if you have any questions regarding this proposal. cerely, IVA it Som - . o Ihiro. trector of Human Resources Enclosures cc: Jodi Sumera, Hawaii Division Chief El Concur r Do Not Concur. Please state the reason for non-concurrence: 44,1?-0 Date Auth d Union Representative County of Hawaii Department of Human Resources COMMERCIAL DRIVER'S LICENSE (CDL)TRAINING PROGRAM Class A and/or B The County of Hawai`i desires to train its Bargaining Unit 01 employees (employees)to obtain a Class A or B Commercial Driver's License (CDL),based on operations. The CDL Training Program(Program)will combine classroom instruction, simulator/lab training (when available), and behind-the-wheel skills range and road experience. The Program aims to provide a fair, transparent, and seniority-based process for qualifying employees-for CDL training opportunities across all baseyards based on operational needs. Employees wfh a valid CDL may qualify for temporary assignment(TA) or promotional opportunities.. I. Priority for Training and Selection Criteria A. Prior to December 31 of each year',the'Health& Safety Divisio'it(H&S)will meet with the department head or their designee,in departments with`Bargaining Unit 01 employees to assess the need for CDL training. A priority list shall;be-established based on depai tiiient/baseyard need for CDLholders. Each department's priority list shall be transmitted to H&S by January 15. By the,last business day of January, H&S will provide each department'head-or their designee with the countywide CDL training priorlist by department/baseyaid:for that calendar year. B. De artments shallb`e.r wired to establish a`semori list as of January1 of each yearpq j t3'`, and transmit)he senioritylist to H&S by/the last business day in January. C. At-the-start ofthe new calendar-year(or as operational needs require), each department head or_their designee shall provide notice to all employees of the opportunityto participate,in the Program. The notice shall be posted at all baseyards for a minimum offourteen(14) calendar days. A copy of the notice shall be provided tounion representatives. A sign-up list shall be created at each baseyard listing those employees interested in participating in the Program. This sign-up list shall be transmitted to H&S by the last business day in January. For requests due to operational need,the sign-up list shall be transmitted to H&S as soon as practicable after the pasting peiiodcloses. D. Selection for training shall be based on the seniority list of the baseyard(s) scheduled for the current year. Training slots shall be filled in descending order of baseyard seniority among employees on the sign-up list. 1. If employees share identical baseyard seniority, division,then departmental seniority will be used. If still tied, employer seniority will be used. 1 1 I r II. Employee Selection and Acceptance into the Program: A. No later than 30 calendar days prior to the anticipated start date ofthe Program,H&S shall notify a baseyard in writing, of the intended start date. 1. ;Interested employee(s) on the sign-up list in the notified baseyard(s) shall respond in writing to H&S within three(3)business days with their intention to accept or decline participation in the Program. The response shall include a copy/scan of their valid Hawai`i Driver's License.:'Failure to respond by the deadline shall be considered as the employee declining to participate in the Program. 2. The first day of classroom instruction with the f&Sinstructor shall constitute the `start date' of the Program. 'EachProgram participant'must provide a valid Medical Examiner's Certificate (1VIEC) and Commercial Learner's Permit(CLP) to the instructor by the start date. 3. Employees will be offered a maximum.of,two (2) opportunities to complete the Program. If the employee accepts but doesnot begin the Program as scheduled(with the exception ofC'below), or does not complete the Program in its entirety,it_shall be considered oneS1)opportunity.,,and the employee shall be offered only one(1) additional to,participate in the Program. a..'4fter an employee has been offered two (2)opportunities to participate in thesPrograin; any future,request to participate in the Program shall be submitted'in writing,and may be granted at the discretion of the department head or their designee in consultation with H&S. N) B. tAllfees associated with obtaining a CDL.(CLP exam fees,ELDT fees, licensing exam and licensefees) shall be paid by the employee. After successful completion ofthe Program, including passing and possession of•the license trained for,the employee may submit receipts for reimbursement..through the appropriate depaitiuental channels. C. H&S and the department head or their designee of the employee in the Program reserves the right to postpone and/or reschedule any and/or all portions of training for any health, safety, or emergency-reason. D.. Any violation of traffic law listed in Table 1 or Table 2 of 49 CFR 383.51 or egregious reckless behavior while operating any equipment shall be grounds for immediate termination from the Program, as determined by the H&S instructor. A written notice of termination from the Program shall be issued within five (5) calendar days from the incident and shall state the reason(s) for termination from the Program. 2 III. Drug Testing A. Each employee selected to enter the Program shall be provided with the County of Hawaii, Controlled Substance and Alcohol Testing Policy and Procedures, applicable to BU01 employees subject to DOT drug and alcohol testing regulations,by their department. B. Each employee must meet DOT-FMCSA or DOT-FTA pre-employment requirements, which includes taking and passing a DOT pre-employment drug test,before being allowed to start the Program. IV. Training Schedule A. Employees participating in the Program sha1151iavetheir''work schedules adjusted to Monday—Friday, 8 hours per day. i rJ V. Training Program A. The Program shall consist of:., f 1. Classroom instruction:ti a. Entry-Level Driver Training-completion; 2. Vehicle and.equip_ment,familiarization: a. PreTrip Inspection; and \ ‘,„ b. Air Biake Inspection. 3. Behind-the-wheel instruction:` a. Offroad(range/obstacle course; and b. Public roadways. B. Up to;a'rnaximum of five(5)working days shall be devoted to the classroom instruction portion ofthe Program. Vehicle and equipment familiarization may begin immediately if the classroom,instructionportion is completed prior to the maximum allotted days. C. Vehicle and equipment familiarization and behind-the-wheel instruction may commence at any time once the Program has started. Up to a maximum of fifteen(15)working days shall be devoted to these program components. At the conclusion of the behind-the-wheel instruction component,the instructor shall determine if the employee is prepared to take the CDL license test. The employee shall be offered an additional five(5) working days of instruction ifthe instructor deems it necessary. D. The Program shall be determined to be complete when the employee has either obtained the license trained for, or is released from the Program because oftime limitations,violation listed in Table 1 or Table 2, egregious reckless behavior while operating any equipment, or fails to obtain a CDL(Class A or B). 3 C.Kimo Alameda,Ph.D. NZY OF ` . Sommer J.Tokihiro Mayor Go• •_ 9 Director of7funum*sources William N.Bril(mnte,5r. 3 •= ',' Y ct%Danny B.Patel M n Director Deputy Director of Human Resources PT' F'` PPMerrickNishimotoFH Deputy Managing Director County ofHawaii Department of Human Resources Aupuni Center-101 Fauna Street,Suite 2-Hilo,Hawaii 96720-(808)961-8361-Fax(808)961-8617 weSsite: http://hawaiicoun .gov/hunian-resources a-mail jo6s@futwaiicounty.gov March 17, 2026 KALANI WERNER STATE DIRECTOR UPW, AFSCME, LOCAL 646, AFL-CIO consultations@uowhawaii.org SUBJECT: COMMERCIAL DRIVER'S LICENSE (CDL) TRAINING PROGRAM Aloha Kalani: In accordance with Sections 1.05 and 47.01 c. of the Bargaining Unit 01 Agreement, the County of Hawaii would like to initiate consultation with UPW on its proposed CDL Training Program ( Program) for employees in Bargaining Unit 01. The proposed Program will be administered and provided by the Department of Human Resources' Health &Safety Division (H&S). This in-service program aims to provide a fair, transparent, and seniority-based process of providing training opportunities for Bargaining Unit 01 employees to obtain a CDL Class A or B based on operations. , Enclosed for your review is a copy of the proposed Program. Please provide your written feedback and/or response regarding the proposed Program by close of business, Friday, April 17, 2026. If you have any questions regarding this matter or if you would like to schedule a meeting to discuss any comments or concerns you may have, please contact Ryan C ••- • 808) 961-8200 or via email at Ryan.Chong@hawaiicounty.gov. Sincerely, Ali ommer J.T.,ihiro Enclosures c: UPW Hawai'i Division Hawairi County is an Equal Opportunity Provider and Employer. I- Tokihiro, Sommer From: Jordyn Onaga <jonaga@upwhawaii.org> Sent: Tuesday,April 7,2026 4:07 PM To: Chong, Ryan Cc: Botelho, Lee; La'akea Hamilton;Jazmin Pa'akaula-Cabral; Meghan Fujiyama Subject: Request for Extension -County of Hawaii CDL Training Program Attachments: 2026-03-17 Ltr to UPW re Consultation - CDL Training Program.pdf Hi Ryan, UPW appreciates the opportunity to review and provide input on the County's initiative to move toward a more centralized CDL Training Program. Since receiving this proposal, we have gathered a substantial volume of feedback from affected members. Given the volume and complexity of the input received thus far, additional time is needed to conduct a thorough review and engage in meaningful discussions with the Employer prior to implementation. Accordingly, the Union respectfully requests an extension through Friday, May 15, 2026, to continue the consultation process and provide the Employer with a comprehensive response. This additional time will allow both parties to fully evaluate the feedback and address any outstanding issues We appreciate your consideration of our request. Thank you, Jordyn UNITED Jordyn M. Onaga upw PUBLIC Hawaii Division Director HAwall WORKERS YEAR 362 East Lanikaula Street,Hilo,HI 96720-6005 MO=Lace 846,1 SINCE 1944 Phone(808)961-3424 x403 I Mobile(808)640-3002 ConfidentialityNotice:This email message,including any and all attachments,is for the sole use of the intended recipient(s)and maycontain confidential and privileged information.Any unauthorized review, use,duplication,distortion,ordistribution isprohibited.ONLY'reply'or'replyall'are accepted.Please DO NOT'forward'thisemail as it maynotbeIntended foranotherparty unless otherwise approved bythe original sender. 1 Tokihiro, Sommer From: La'akea Hamilton <lhamilton@upwhawaii.org> Sent: Friday, May 29,2026 9:28 AM To: Chong, Ryan Cc:Botelho, Lee;Jordyn Onaga Subject Re: Request for Extension - County of Hawaii CDL Training Program Hi Ryan, On behalf of the Union, we respectfully request additional time to continue reviewing and evaluating the proposed CDL Training Program currently under consultation with the County of Hawaii. Given the complexity of the proposal and the potential impacts associated with implementation, granting an extension will allow both parties the opportunity to engage in a more complete evaluation of the proposal and ensure that all relevant matters are properly considered before moving forward. The Union respectfully requests an extension through Tuesday, June 30, 2026, to continue the consultation process and provide the Employer with a comprehensive response. Additionally, the Union would like to coordinate a meeting prior to June 30, 2026, to further discuss the CDL consultation and address any questions or concerns. We appreciate the County's consideration of this request and look forward to continuing productive discussion regarding this consultation. During Thank you, La'akea UNITED qp La.)oacecv Roan' atem U,P PUBLIC Union Representative N YPAfL' WORKERSy!EAR-362 East Lanikaula Street, Hilo, Hawaii 96820 Phone(808) 961-3424 x 404 I Mobile(808) 319-8621 Confidentiality Notice:This email message,including any and all attachments,is forthe sole use of the intended recipient(s)and may contain confidential and privileged information.Any unauthorized review,use,duplication,distortion,or distribution is prohibited. ONLY`reply'or`reply all'are accepted.Please DO NOT forward'this email as it may not be intended for another party unless otherwise approved by the original sender. 1 Goals of the Director of Human Resources July 1, 2025—June 30, 2026 Goat#3: Develop a searchable database to summarize minimum qualification requirements for all County of Hawai'i classes of work and track the date the class was last amended or reviewed. After the database is completed, a DHR internal review will be initiated for class specifications that have not recently been amended, prioritized as follows: (1)those that have not been amended prior to the year 2000, (2)those that have not been amended from 2000-2010, and (3)those that have not been amended from 2010-2020.This will help ensure class specifications are current and accurately reflect the scope of class coverage. ATT. 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Class Specification Amendment Example-District Road Overseer II 1.490 DEPARTMENT OF HUMAN RESOURCES COUNTY OF HAWAI'l BUYER III SR 21;BU 03 Duties Summary: Supervises and coordinates the buying of a variety of commodities and services for County agencies under a centralized procurement program;and performs other related duties as required. Distinguishing Characteristics: This class differs from that of Buyer II in that it supervises and coordinates the buying of a variety of commodities and services for all agencies under a centralized purchasing program;whereas,the Buyer II supervises and participates in the buying of commodities and services within a central purchasing operation. Examples of Duties: (The following are examples of duties and are not necessarily descriptive of any one position in this class. The omission of specific duty statements does not preclude the assignment of such duties if they are a logical assignment for the position and are consistent with the class concept.) Plans,schedules,and coordinates work activities.Assigns purchase negotiation work to Buyers. Receives, reviews,and approves purchase requisitions,proposed contracts, and invoices for completeness and conformity to established regulations, procedures and policies. Formatted:Numbered+Level:1 +Numbering Style: Assigns purchase negotiation work to Buyers. Bullet+Start at:1+Alignment:Left+Aligned at: 0"+ Indent at: 0.25" Reviews negotiations completed. Makes determination as to proprietary nature of verbal confirmation and emergency purchase requestsAuthorizes direct procurement by department in situations where time is of the essence,subject to review an approval of the Purchasing Agent. Interviews vendors,technical consultants and users of products to ascertain reliability of firms and/or quality of products.Maintains bidders lists. Studies price trends and maintains price records and files on new commodity catalogs to keep abreast of market conditions. Formatted:Numbered+Level:1 +Numbering Style: Maintains bidders lists. Bullet+Start at:1+Alignment:Left+Aligned at: 0"+ Indent at: 0.25" 3fawai'i is an Equal'Opportunity Provider andEmpCoyer 2 BUYER III 2- 1.490 Supervises and participates in negotiating purchase of commodities and services through formal or#informal bids. Formatted:Numbered+Level:1 +Numbering Style:Analyzes and recommends award of bid. Bullet+Start at:1+Alignment:Left+Aligned at: 0"+ Indent at: 0.25" Checks all bids for compliance to regulations and procedures before processing. Analyzes and recommends award of bid. Formatted: No bullets or numbering Approves and recommends awards. Formatted: No bullets or numbering Evaluates work performance of subordinates. Conducts or oversees training of subordinates. Keeps employees informed of management policies. Participates in meetings,discussions and special studies involving purchasing activities. Types Processes purchase orders as required. Formatted:List Paragraph, No bullets or numberingManagesPurchasingeauipmentinventorylist. Minimum Qualification Reauirements: Training and Experience: A combination of education and experience substantially equivalent to graduation from high school,and six(6)years of experience in buying a variety of commodities and services. Knowledge of: various types of commodities and services and their sources of supply, principles and practices used in government purchasing, policies and procedures of the purchasing division, County Charter and ordinances and State statutes governing governmental purchasing,market conditions and price trends, interviewing techniques, basic research principles,techniques and methods, office practices and procedures,and principles and practices of supervision. Ability to: supervise and coordinate the work of subordinates, evaluate the quality and suitability of commodities and services, review and revise commodity and service specifications, research into and evaluate market conditions and price trends, BUYER III 3- 1.490 determine appropriateness of bids, approve and recommend awards, interpret policies,laws and ordinances related to governmental purchasing, conduct effective interviews,and establish and maintain good working relationships with other County agencies, vendors and their representatives,and technical consultants. Physical Requirements: Persons seeking appointment to positions in this class must meet the health and physical condition standards deemed necessary and proper to perform the essential functions of the position with or without reasonable accommodations. Physical Effort Grouping: Light This is an amendment to the specification for the class BUYER Ill that was approved on January 23, 1969. APPROVED: Date Director of Human Resources 8.175 DEPARTMENT OF HUMAN RESOURCES COUNTY OF HAWAI'I DISTRICT ROAD OVERSEER II Fill 10; BU 02 Duties Summary: Plans,organizes,supervises,and coordinates,through subordinate supervisors, the construction„-ad-maintenance,and repair of County roads,highways,drainage systems,and related infrastructure within an assigned district. Coordinates multi-crews operations,develops work schedules, oversees resources including equipment,inventory and budgets,and ensures compliance with County standards and regulatory requirements.Maintains records and prepares reports relating to district operations,inventory,and other resources. Performs other related duties as assigned.engaged in the construction,repair,and maintenance of county roads and highways and adjacent areas in an assigned district;keeps records and prepares operational reports;and performs other related duties as required. Distinguishing Characteristics: This class is distinguished by its responsibility for all construction,repair,and maintenance work in an assigned district,the extent and scope of which involve the utilization of manyfacilitation of multiple-we*crews distributed throughout various locations scattered over widely dispersed sites and which require the assistance and support of several subordinate supervisors. This class differs from that of Road Construction and Maintenance Supervisor IIII in that it is responsible for all construction,repair,and maintenance work in an assigned district as well as the accountability of the expenditures for the district and to operate within funds allocated for a specific project or funding assigned for the district;whereas the Road Construction and Maintenance Supervisor III supervises the work of a crew of laborers and equipment operators engaged in the construction, maintenance,alteration,and repair of county roads,highways,and adjacent areas. This class differs from that of Highway Maintenance Superintendent and Highway Division Chief in that it is responsible for all construction,repair,and maintenance work in an assigned district under the supervision of the Highway Maintenance Superintendent and Highway Division Chief;whereas the Highway Maintenance Superintendent and Highway Division Chief directs and coordinates the activities of all Highway road districts through the District Road Overseers and is responsible for the overall program of the Highway Maintenance Division. Examples of Duties: (The following are examples of duties and are not necessarily descriptive of any one position in this class. The omission of specific duty statements does not preclude the 7fawai'i County is an Equal-Opportunity Provider and Employer. 3 DISTRICT ROAD OVERSEER 2- 8.175 assignment of such duties if they are a logical assignment for the position and are consistent with the class concept.) Plans,schedules,and coordinates district-wide road construction and maintenance activities.work programs and schedules for the district. Supervises subordinate supervisors;reviews work plans,priorities,and performance. Evaluates district needs and recommends equipment,staffing and material allocations.Reviews estimates of material and equipment made by subordinate Conducts field inspections of major projects and ensures compliance with County standards. Reviews and references Consults with crew on blueprints and plans as needed to ensure compliance.before and while work is in progress. Conducts periodic inspections of district road conditions to record and document rate of deterioration and update repair and maintenance schedules accordingly.Inspects condition of roads and highways in the district and determines need for repair. Monitors and checks on multiple crews for compliance with work safety standards and work proaresslnspects work in progress. Conducts regular meetings with subordinate supervisors to review,update and plan work schedules in designated work areas.+nstructs crew on improved work methods. Trains crew on health and safety regulations and work proceduresProvides updated safety and work-related discussions relating to work zone and work place safety assessments and precautions.: Enforces safety practices on work projects.Ensures district conducts and performs periodic safety reviews and discussions provides updates for reference and compliance. Requisitions materials,supplies,tools,and equipment as nceded.Prepares and monitors operational budgets,project cost estimates,equipment repair estimates, and other resources reauired for district planning. Sees to it that roads and highways are in good repairResponds to emergencies and directs districts response operations according to related disaster response protocols. Keeps area clean and free from rubbish,weeds,overhanging branches,and dead animals.Handles complex public inquiries,complaints,and community concerns DISTRICT ROAD OVERSEER II 3- 8.175 and consults with Highway Maintenance Superintendent or Highway Division Chie as needed. burial services. May provide manpower for maintaining reservoirs,clearing areas for water systemetc. Receives,investigates,and resolves complaintsPerforms periodic performance assessments of district personnel. Performs informal investigations of complaints,incidents and accidents involving district personnel. Prepares operation budget for assigned district. Formatted:Indent:Left: 0",Hanging: 0.25" Reviews and rates the performance of subordinates. Formatted:Indent:Left: 0",Hanging: 0.25" Prepares operational reports. Formatted:Indent:Left: 0",Hanging: 0.25" Investigates any misuse of roads and files report on violation of ordinances to the Police Department. Prepares and completes inventory reports for fixed assets,roadside material,and other supplies as needed. Formatted:Indent:Left: 0.25", No bullets or Operates a computer and other electronic devices for data entry and access to numbering various software programs and applications. Formatted:List Paragraph, No bullets or numbering Provides documentation of damages in County maintained areas utilizing various applications or programs as required. Formatted:List Paragraph, No bullets or numbering Operates a motor vehicle to perform work related travel. Performs other related duties as required. Minimum Qualification Requirements: Training and Experience: A combination of education and experience substantially equivalent to graduation from high school,and seven(7)years of general construction and maintenance work, four(4)years of which shall have been as a supervisor of road and highway construction and maintenance work. DISTRICT ROAD OVERSEER 2- 8.175 License Requirement: Possession of a valid Stato of Hawaii driver's license Class 3)or any other comparable valid motor vehicle operator's license. Possession of a valid State of Hawai'i Driver License(Class 3) or any other valid ' Formatted:Indent:Left: 0",Bulleted+Level:1+ comparable driver license. Aligned at: 0.25"+Indent at: 0.5" Knowledge of: principles and practices of supervisionAdvanced road construction and maintenance practices and management;, tools,equipment,materials,practices,and procedures used in road and highway construction and maintenancc,Principles of multi-crew supervision and personnel management; applicable occupational hazards and safety practices,andBudgeting,cost estimates application,and resource planning departmental policies and standards Emergency response protocols and operations Applicable laws,regulations,and County standards Applicable work place safety and construction safety. Ability to: plan,layout,assign,supervise,and review the work of othorsPlan and coordinate district-wide operations, give clear and concise work ordersSupervise and evaluate subordinate supervisors, coordinate the use, maintenance,and repair of motorized equipmentAnalyze operational needs and allocate resources effectively, analyze,investigate,and resolve complaints,and other work related concerns determine men,equipment,and material requirements for projects,Plan and schedule appropriately resources for projects use standard office equipment including computer programs such as word processing,spreadsheets,and database software programs, maintain records of work activities and prepare progress reports,and deal effectively with othersCommunicate effectively with supervisors,employees, officials,contractors and public,and: respond to civil defense and departmental emergencies. Physical Requirement: Persons seeking appointment to positions in this class must meet the health and physical condition standards deemed necessary and proper to perform the essential functions of the position with or without reasonable accommodations. Physical Effort Grouping: Light This is an amendment to the class District Road Overseer II which was approved on October 27, 1961. DISTRICT ROAD OVERSEER II 3- 8.175 APPROVED: Date Director of Human Resources SurveyMonkey Participation Count 2018 — 2026) Fiscal Year Line Departments (External) DHR Employees Internal) 2025-2026 28 11 2024-2025 15 21 2023-2024 25 17 2022-2023 19 17 2021-2022 23 n/a 2020-2021 39 n/a 2019-2020 14 n/a 2018-2019 11 n/a 2025-2026 Target Audience External/Line Departments (includes department/agency heads, deputies, departmental HR representatives/assistants): 81 Internal/DHR Employees: 27 ATT. E FY 2025-2026 Annual Performance Evaluation of the Director of Human SurveyMonkey Resources Q1 28 responses Human Resources efficiently assists me in doing my job. 5 4 3 yr 2 1 0% 10% 20% 30% 40% 50% ATT. D 1 / 11 FY 2025-2026 Annual Performance Evaluation of the Director of Human SurveyMonkey Resources Q2 28 responses The Human Resources Director works effectively with me and other members of departmental staff. 5 4 3 2 1 0% 10% 20% 30% 40% 50%60% 2/ 11 FY 2025- 2026 Annual Performance Evaluation of the Director of Human SurveyMonkey Resources Q3 28 responses The Human Resources staff addresses my questions in a timely manner. 5 4 3 2 a 1 O% 10°0 20°0 3 O°-o 4O% 3/ 11 FY 2025-2026 Annual Performance Evaluation of the Director of Human SurveyMonkey Resources Q4 28 responses Human Resources provides my department with thoroughly detailed recommendations that appropriately addresses my issues/concerns. 5 4 3 2 1 0°S 1000 20".c 30°/0 40% 4/ 11 FY 2025-2026 Annual Performance Evaluation of the Director of Human SurveyMonkey Resources Q5 28 responses Human Resources seeks out and incorporates knowledge of my department goals and priorities through meetings, audits, training, et cetera. 5 4 3 2 1 0% 10% 20% 3 0°%, 5/ 11 FY 2025-2026 Annual Performance Evaluation of the Director of Human SurveyMonkey Resources Q6 28 responses Human Resources adjusts quickly to changing priorities. 5 4 3 2 , 1 10% 20% 30% 40% 50% 6/ 11 FY 2025-2026 Annual Performance Evaluation of the Director of Human SurveyMonkey Resources Q7 28 responses Overall, I am satisfied with the service Human Resources provides. 5 4 3 2 1 0°0 10°0 30% 40% 7/ 11 FY 2025-2026 Annual Performance Evaluation of the Director of Human SurveyMonkey Resources Q8 What does the Director of Human Resources need to do to improve her performance? Answered: 19 Skipped: 9 RESPONSES DATE 1 Working with staff on giving timeframe for responses. Not open ended time. 5/29/2026 3:37 PM 2 Not sure, but she works very well with everyone and she communicates well 5/29/2026 3:18 PM 3 UPHOLD THE RULES. It's hard for me to do my job if the HR Director allows my dept's 5/29/2026 2:45 PM directors to break the rules when they don't like the answer/guidance I give them. 4 Become more responsive to the county departments and the applicants. 5/29/2026 10:53 AM 5 CoHnect continues to be a concern due to the lack of clear guidance in this area. Collaboration 5/28/2026 1:55 PM with County Finance is essential to resolve issues related to direct reports and time and attendance designations, and to ensure the correct authority is aligned with the appropriate positions in CoHnect. Departments, their leaders, and support staff require additional support to navigate these challenges effectively. Perhaps a collaboration with County Finance that brings together both Human Resources and Finance representatives, along with clear guidance and instruction, could help successfully overcome obstacles and move initiatives forward. 6 Instruct her staff to work together to assist the Departments. Currently the Departments are 5/28/2026 9:58 AM caught in the middle between Recruitment and Transactions. Hires are entered in a timely manner by Department HR and not authorized until the day before employee is set to start. We can't submit our F13 until the hire has been authorized. We then get corrected for submitting the F13 late and not meeting the CONNECT deadlines. Departments can/win with DHR. It's always feels like a LOSE LOSE situation for Departments. 7 na 5/28/2026 8:56 AM 8 Properly oversee that her staff provide service to departments in a timely manner. Recruitment 5/27/2026 10:43 PM and Classification Divisions take forever and departments are suffering. No one will speak up due to fear of taking even longer to get things done. 9 The Human Resources responds promplty and has been engaged in finding solutions for the 5/27/2026 7:51 PM novel problems that our department presents her. 10 Our Department has a great working relationship with the DHR Director and Deputy. They have 5/26/2026 9:37 AM done well in communicating and supporting our department, even when we have disagreed on issues. However, a number of the division heads within DHR, whom we have to work directly and regularly with, have shown a reluctancy to adapt their way of thinking. We have experienced an attitude of"no can", always approaching situations from a negative attitude. We have seen the DHR Director do her best to implement a change in culture within her department, but it seems that there is an engrained attitude where change is resisted and each division will work only within their silo. A frustration that is shared among departments is the experience that"DHR knows best, and DHR will tell you what is needed in your department". Overall, the DHR Director is doing a great job in her challenging role. However, a re-evaluation of the service provided by some of the divisions within the department maybe warranted. 11 I have no recommended improvements. Sommer has consistently been available, 5/26/2026 8:28 AM approachable, and supportive. She communicates clearly, provides accurate information and guidance, and is always willing to help when needed. 12 More outreach to departments regarding training and proficiency of our HR representatives. 5/26/2026 8:13 AM Although I see the HR department as competent and reliable, I don't see our HR representative that way. 13 I have only been in my current role for 6 months and have not met the Director however her 5/26/2026 8:03 AM staff has been helpful, knowledgeable and a pleasure to work with and I have not felt it necessary to escalate any matter. She has a great team. 8/ 11 FY 2025-2026 Annual Performance Evaluation of the Director of Human SurveyMonkey Resources 14 Not specific to the director but DHR staff provide a different answer depending on who you are 5/22/2026 10:00 AM speaking to. Processes that are in place seem to be old processes that aren't reviewed or updated so it can create department strain, "it has always been this way" is the motto. Would be helpful to update policies often and provide those policies to departments. 15 Help with#9. 5/21/2026 3:19 PM 16 Work on salary schedule changes to be competitive with job market 5/21/2026 1:13 PM 17 Stay consistent and continue your hard work. 5/21/2026 11:33 AM 18 She is very proactive and does an awesome job listening to our needs and making necessary 5/21/2026 9:35 AM changes. 19 Please ensure that all DHR staff are providing consistent advice to Departments. One staff 5/21/ 2026 9:01 AM member may give conflicting information compared to another. (Transactions, Recruitment & Examination) 9/ 11 FY 2025-2026 Annual Performance Evaluation of the Director of Human SurveyMonkeyResources Q9 We welcome suggestions to improve services provided by the Director of Human Resources. Answered. 14 Skipped: 14 RESPONSES DATE 1 Having staff address departments request in a more timely manner and not leaving things open 5/29/2026 3:37 PM ended. 2 I'm not sure, but she communicates very well 5/29/2026 3:18 PM 3 DHR should be encouraging applicants rather than acting as a gate keeper. 5/29/2026 10:53 AM 4 The majority of services provided are good; however,there is inconsistency among certain 5/28/2026 1:55 PM divisions within Human Resources when communicating with departments. Some managers communicate directly with departmental subordinate staff instead of departmental Human Resources supervisors or lead personnel, leaving out key individuals who could advocate for change within the department. This issue also extends to mock training sessions: certain departmental staff members were included in trainings prior to the launch of CoHnect, while supervisors were neither informed nor told by Human Resources that their staff had been selected to participate. On a positive note, there are managers who listen, take note, are very supportive of departments, and are willing to be team players—doing their best to assist departments with challenges and make sound, reasonable recommendations. 5 Increase pay to County employees to make jobs more attractive to fill vacant positions. Way 5/28/2026 9:58 AM too any vacancies and recruitment processes are taking way too long. 6 Ensure DHR staff knows what's going on within their own office. Ask a question, get a different 5/27/2026 10:43 PM answer all the time. Rtf's are being submitted and recruitments are being performed 2 months later. Then another 3 months until names are received. Looking at positions being vacant for 6 plus months before replacements can be hired. 7 HR staff often demonstates rigorous adeherence to legacy proceducal directives that can 5/27/2026 7:51 PM impede create problem solving. 8 Please have the HDR divisions/staff be more open to learning about the departments they 5/26/2026 9:37 AM serve. The departments, who do the actual work daily, have a good idea what hr resources they need and are looking for help problem-solve. Exclusively looking at key words in PDs and class specs does not encompass all that happens on the job, and it seems hypocritical that DHR, which has the highest ratio of Exempt Management and high SR positions vs "non- professional positions", want to heavy-handedly dictate the level of staff in the departments they are supposed to serve. 9 None 5/26/2026 8:28 AM 10 Overall, I rate Sommer's performance as "excellent". She has been very responsive and 5/26/2026 8:13 AM informative when I have called on her. 11 Positing a position can take several months, receiving the list following the posting takes even 5/22/2026 10:00 AM longer and most times applicants already have another job by the time the department heads reach out to them to interview. Department heads don't even get to screen the applicant list but departments know the position better than DHR, often the list that is referred to the departments, the applicants do not seem to be a fit despite the RTF, Skillset and PD forms we are required to fill out. DHR is a crucial department to the county and the staff and work they provide is greatly appreciated but the response time for posting positions and hiring, the contradictive advice received, and the enforcement of policies that have not been reviewed or updated can be hindering to department operations. 12 Be more flexible in approach, ideas, helping departments; be more helpful with recruitment and 5/21/2026 3:19 PM incentives, respond quicker to departments trying to fill positions. It takes months to fill a position. 13 It is hard for Departments to manage internal HR staff as there is little to no understanding of 5/21/2026 9:01 AM 10/ 11 FY 2025-2026 Annual Performance Evaluation of the Director of Human SurveyMonkey Resources what these staff are supposed to do. HR duties are nuanced, not black-and-white. The dual role of the Administrative Services Assistant is not working out. The fiscal duties are not complementary to HR. Please consider clerks for the dual role. Please consider allowing the posting of the full position description when recruiting. By not posting the actual duties of the position, it deters applicants. This feedback was provided by recent college graduates and community members. 14 R&E's turnaround time is typically 4+weeks. A shortened turnaround would be helpful when 5/21/2026 8:54 AM filling positions. 11/11 FY 2025-2026 Annual Performance Evaluation of the Director of Human SurveyMonkey Resources - DHR Internal Survey Q1 11 responses A. The Director understands her leadership role and works with DHR employees to develop a clear vision for the department, with measurable goals and objectives, consistent with the department's mission. 5 4 3 2 1 0% 10% 20% 30% 40% 50% 60% 70% 80% ATT. F 1 / 13 FY 2025-2026 Annual Performance Evaluation of the Director of Human SurveyMonkey Resources - DHR Internal Survey Q2 11 responses B. The Director demonstrates substantive knowledge regarding the department's programs and services. 2 / 13 FY 2025-2026 Annual Performance Evaluation of the Director of Human SurveyMonkey Resources - DHR Internal Survey Q3 10 responses C. The Director's annual budget allows the department to effectively conduct its goals and objectives. 5 4 3 2 1 0% 10% 20% 30% 40% 3 / 13 FY 2025- 2026 Annual Performance Evaluation of the Director of Human SurveyMonkey Resources- DHR Internal Survey Q4 11 responses D. The Director implements professional employee development and training that enhances the knowledge and skills of DHR employees. 5 4 z 2 0% 10% 20°. 30% 40% 50% 4/ 13 FY 2025-2026 Annual Performance Evaluation of the Director of Human SurveyMonkey Resources- DHR Internal Survey Q5 11 responses E. The Director instills effective professional behavior and skills. 5 4 3 2 1 0°'0 10°o 20% 30°0 40°'o 50% 60% 70% 80% 5/ 13 FY 2025-2026 Annual Performance Evaluation of the Director of Human SurveyMonkey Resources - DHR Internal Survey Q6 11 responses F. The Director builds morale among staff and volunteers and sustains a healthy and safe work environment. 5 4 3 2 1 0% 10% 20% 30% 40% 50% 60% 70% 6/ 13 FY 2025-2026 Annual Performance Evaluation of the Director of Human SurveyMonkey Resources- DHR Internal Survey Q7 11 responses G. The Director delegates tasks and responsibilities effectively, establishing measurable performance standards for DHR employees. 5 4 3 2 1 0°b 10% 20% 30°° 40°o 50% 60% 70°io 80% 7/ 13 FY 2025- 2026 Annual Performance Evaluation of the Director of Human SurveyMonkey Resources- DHR Internal Survey Q8 11 responses H. The Director ensures that timely annual performance reviews are conducted of DHR employees. 5 4 3 2 1 109,o 20% 30% 40% 50%60% 8/ 13 FY 2025- 2026 Annual Performance Evaluation of the Director of Human SurveyMonkey Resources- DHR Internal Survey Q9 10 responses I. The Director encourages staff critical thinking and problem-solving solutions to issues faced in the HR program. 5 4 3 2 1 0% 10% 20% 30% 40% 50°o 60% 70% 80% 9/13 FY 2025-2026 Annual Performance Evaluation of the Director of Human SurveyMonkey Resources - DHR Internal Survey Q10 11 responses J. The Director encourages horizontal and vertical organizational communication within the department and with other departments and agencies. 10/ 13 FY 2025-2026 Annual Performance Evaluation of the Director of Human SurveyMonkey Resources - DHR Internal Survey Q11 11 responses K. Overall, I am satisfied as an employee of DHR. 5 4 3 2 1 MI 0% 10% 20% 30% 40% 50% 60% 70°/o 804%0 90% 11/ 13 FY 2025-2026 Annual Performance Evaluation of the Director of Human SurveyMonkey Resources - DHR Internal Survey Q12 L. What does the Director of Human Resources need to do to improve her performance? Answered: 7 Skipped: 4 RESPONSES DATE 1 Sommer always makes sincere efforts/attempts to instill in her management team (as they set 5/29/2026 3:13 PM the tone and work ethic of their staff), to always provide support and guidance in a positive manner(rather than negatively in addressing questions by departments who may feel intimidated and not smart, so to speak, which may lead to their ineffective leadership within their own departments). If the Managers would improve their own behaviors,there would be more satisfactory/positive outcomes and improvement in the working relationship between HR and the departments, and the overall performance of the HR Director. 2 favoritism 5/26/2026 11:27 AM 3 Although there is always room for improvement, I have no specific performance issues with 5/26/2026 9:54 AM the director. I feel she guides and represents the department with integrity. 4 N/A 5/26/2026 7:41 AM 5 Note: the questions rated at 3 isn't due to the Directors performance but due to my lack of 5/22/2026 8:48 AM awareness on each matter. 6 Since appointed, our Director has strived to become proficient in the different functional areas. 5/22/2026 8:05 AM The Director needs to continue to do what she has been doing. In collaboration with our Deputy, and the staff, she should continue to utilize available resources to implement and/or improve the County's human resources program, while maintaining the integrity of the program and of the department. The Director should be allowed to build and lead the department based on her vision. 7 Sommer is doing a great job as the director. She's the best Director of HR I've ever worked 5/21/2026 10:08 AM with/for. 12 / 13 FY 2025-2026 Annual Performance Evaluation of the Director of Human SurveyMonkey Resources- DHR Internal Survey Q13 M. We welcome suggestions to improve services provided by the Director of Human Resources. Answered: 4 Skipped: ? RESPONSES DATE 1 See previous comment above. As the Director, she is passionate/enjoys her job and 5/29/2026 3:13 PM constantly strives to improve HR's services. Kudos to her for doing so! 2 As with every other department, a larger budget would allow more skill building, better tools,5/26/2026 9:54 AM and better outcomes across the board. 3 Overall, I think she is doing an amazing job, and it's so much easier to work with her versus 5/26/2026 7:41 AM previous Directors. 4 none 5/21/2026 10:08 AM 13/ 13 C.Kimo Alameda, Ph.D. kqw,, Sommer J.Tokihiro Mayor 0• Director ofHuman Resources , 1 r,, William U Brilhante,5r. irif, :*% Danny B.Patel Managing Director Deputy Director ofHuman Resources MerrickNishimoto QTf 9.•MP j RCM HUMAN9Y s- 6 e% ¢ ERratv"r. RFSOU,,, Deputy Managing Director 2026 2 r ra •12 County of Hawaii Department of Human Resources Aupuni Center 101 Pauahi Street,Suite 2*Hilo,Hawai`i 96720* (808)961-8361 +Fax(808) 961-8617 website: http://kawaiicounty.gov/human-resources e-mail jobs@hawaiicounty.gov June 2, 2026 To:Gabriella M. Cabanas, Chair and Members of the Merit Appeals Board From: Sommer J. Tokihiro, Director Department of Human Resources Subject:Budget Report for the Department of Human Resources (DHR) for Fiscal Years 2024- 2025 and 2025-2026 Please find attached DHR's budget reports for Fiscal Years 2024- 2025 and 2025-2026. In the past, the Board had requested information regarding the department's last and current fiscal years. As part of the annual performance evaluation of the Director of Human Resources, the Board desired more insight concerning its financial management. Please note that the budget report format for Fiscal Year 2025-2026 differs from the previous fiscal year. This is due to the County implementing its new CoHnect software system. I look forward to addressing any questions you may have. SJT/gy Attachments ATT. G Hawaii County is an Equal Opportunity Provider and Employer. 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E O O O N N O CO CO ID a) y .-+ - CO O .ti c c m cri comN O 40AC7MMN a Z o o O C C tO ,a, tO C) C! a a C trnto 2 m 0 0cz: 0 0 00 0 0 0 0 0 0 0 0+ o+ o Di t4O t4O m CO CO O CO LA lA lA u in t^A tO 01CCCACA. 1-4N io N in' tf1 t!1 C7 t of U1377com N 75 C C to ti CA1-1 O y IMif turf 0,- I in V 'yTr U tn N inft y C C Of m m 0 tu u O5 N IIn In g 0e f f f a`C7 U u' c6 u v' EEEE 8888 a) vv 0 AL L Y .he o u 3 3 3 3 C co c? 0 c D' 0.. cp u 6 aa N w d uCD0y G 2-1 6 g o u Ea0 W 0 6 I-0 u HUMAN RESOURCES DIRECTOR FISCAL YEAR EVALUATION July 1, 2025 — June 30, 2026 Employee Name: Sommer J. Tokihiro Performance Category Rating Meets or Does Not Meet External Internal Numerical) (Alphabetical) Goal#1: Implement the Human Capital Management(HCM)module of CoHnect in January 2026. This will include extensive software testing prior to"go live"to identifyandcorrectidentifiedissues, providing training to departmental human resources representatives, and updating DHR processes and procedures accordingly. CoHnect will replace Eden (Fresh)which has been utilized by the County of Hawaii for almost 20 years. Goal#2: Re-organization of the Health and Safety Division to include centralizing all Safety and Driver Improvement Coordinator(SDIC)positions within the County, and develop a uniform, County-wide driver training program. Goal#3: Develop a searchable database to summarize minimum qualification requirements for all County of Hawaii classes of work and track the date the class was last amended or reviewed. After the database is completed, a DHR internal review will be initiated for class specifications that have not recently been amended, prioritized as follows: (1)those that have not been amended prior to the year 2000, (2)those that have not been amended from 2000-2010, and(3)those that have not been amended from 2010-2020. This will help ensure class specifications are current and accuratelyreflectthescopeofclasscoverage. Financial Management-C Attentive to financial budgets and controls, and generally operates within prescribed financial limits. Budget overruns are infrequent, and causes are normally identified and justified. Implements plans to control cost where possible. Effective in managing fiscalresources. Planning, Prioritizing and Organizing -1, 5,6, 8, 9;A, B, C, D, G, I, J, L, M Prioritizes assignments satisfactorily to minimize crisis situations; shows foresight to prevent potential problems in developing contingency work plans for short and/or long- range plans; identifies and utilizes resources and personnel effectively develops goals of the department consistent with the mission of the county; proposes and reviews benchmarks to monitor work progress and follows up on assignments. Problem Solving/Decision Making—2,4, 7, 8, 9; C, D, F, G, I, J, L, M Understands issues; identifies and clearly defines problems as they occur; accumulates and analyzes relevant information; uses judgment to select workable solutions to problems'presents alternative solutions when making recommendations; understands ramifications to individual and organization. Leadership—3, 5, 6, 7, 8, 9; B, C, D, E, F, G, H, I, J, K, L, M Effectively motivates and supports employees in their professional growth and development to meet individual and group goals. Takes action to solve problems. Maintains a good method of sharing information with superiors and subordinates. Fosters and promotes positive customer service and is effective in meeting the customer's needs. Overall Rating _ Meets Expectations _Does Not Meet Expectations Evaluator Signature: July 2025 -June 2026 ATT. H