UNIFIED PERSONNEL BOARD AGENDA

Transcription

1 UNIFIED PERSONNEL BOARD AGENDA Date: February 1, 2018 Time: 6:30 p.m. Location: BCC Assembly Room, Fifth Floor, Pinellas County Courthouse 315 Court Street, Clearwater, Florida PLEDGE OF ALLEGIANCE EAC Personnel Board Personnel Board I. Employees Advisory Council Representative II. CONSENT AGENDA 1. Request Approval of the Minutes of the Regular Personnel Board Meeting held January 4, 2018 III. NEW BUSINESS 1. Discussion of the Human Resources Director s Performance Review Human Resources County Attorney IV. INFORMATIONAL ITEMS 1. Action Taken Under Authority Delegated by the Personnel Board 2. Classification and Compensation Study Update Jeff Ling, Evergreen Solutions 3. Other Informational Items V. WORKSHOP 1. General Procedure Guidance Discussion 2. Review of the Sunshine Law Persons are advised that, if they decide to appeal any decision made at this meeting/hearing, they will need a verbatim record of the proceedings, and, for such purposes, they may need to ensure that a verbatim record of the proceedings is made, which record includes the testimony and evidence upon which the appeal is based. Persons with a disability needing reasonable accommodation(s) to participate in this proceeding should contact the Office of Human Rights, 400 S. Fort Harrison Ave., 5th Floor, Clearwater, FL (727) (V/TDD) no later than 48 hours prior to the meeting.

2 II.1. Clearwater, Florida, January 4, 2018 The Unified Personnel Board (UPB) met in regular session at 6:34 P.M. on this date in the County Commission Assembly Room, Fifth Floor, Pinellas County Courthouse, 315 Court Street, Clearwater, Florida, with the following members present: Ron Walker, Vice-Chair; James Dates; Keith C. Dekle; Louise Dolsay; William A. Schulz II; and Joan M. Vecchioli. Not Present: Ricardo Davis, Chair. Also Present: Holly J. Schoenherr, Director of Human Resources; Carl E. Brody, Senior Assistant County Attorney; Tony Fabrizio, Board Reporter, Deputy Clerk; and other interested individuals. PLEDGE OF ALLEGIANCE AGENDA Personnel Board I. Election of Chair and Vice-Chair of the Unified Personnel Board EAC II. Employees Advisory Council Representative Personnel Board III. CONSENT AGENDA 1. Request Approval of the Minutes of the Regular Personnel Board Meeting held December 7, 2017 Personnel Board IV. NEW BUSINESS 1. Request Approval of the Revised Resolution of Delegation to the Human Resources Director 2. Request Approval of Revisions to Unified Personnel Board Policy #8 Resignation from County Service Human Resources V. INFORMATIONAL ITEMS 1. Results of the Human Resources Department Employee Value Survey 2. Domestic Partner Imputed Income 3. Other Informational Items CALL TO ORDER Vice-Chair Walker called the meeting to order at 6:34 P.M.; whereupon, he led the Pledge of Allegiance. 1

3 January 4, 2018 ELECTION OF THE CHAIR AND VICE-CHAIR OF THE UNIFIED PERSONNEL BOARD At the suggestion of Mr. Dekle, Vice-Chair Walker agreed to move the item to later in the meeting to accommodate the anticipated late arrival of Chair Davis. Later in the meeting, noting that Chair Davis would not be in attendance, Vice-Chair Walker reopened discussion pertaining to the selection of a Chair and Vice-Chair for Mr. Dekle commented that while he believes Chair Davis has done an outstanding job over the last few years as the Board s leader, he would like to see another member assume the role; whereupon, after polling various members as to their interest, he nominated Vice-Chair Walker to serve as Chair. After Mr. Walker indicated a preference that Chair Davis serve another term, the motion died for lack of a second. Following additional discussion, Ms. Vecchioli moved, seconded by Mr. Dekle, that Ricardo Davis be re-elected Chair. Upon call for the vote, the motion carried unanimously, and Attorney Brody clarified that if Chair Davis wishes to reject his re-election upon notification, he can resign. Thereupon, Mr. Dates moved, seconded by Ms. Vecchioli, that Ron Walker be re-elected Vice- Chair. Upon call for the vote, the motion carried unanimously. EMPLOYEES ADVISORY COMMITTEE REPRESENTATIVE EAC Chair Charles Toney related that he has been elected to the position for 2018; that Richard Carvale and Peg Poole have returned as Vice-Chair and Secretary, respectively; and that two former EAC Chairs, Lisa Arispe and Paul Rogers, are in attendance; whereupon, he discussed the following issues: A committee reviewing the County s leave accrual policy has met once and will likely meet two more times. He plans to meet with the Airport Firefighters concerning the leave accrual policy and include their feedback in the recommendations the EAC will bring to Human Resources and the Appointing Authorities, as their circumstances are unique and they need to be represented. Noting that the EAC is unclear on why certain types of interactions fall under Sunshine Law requirements, Mr. Toney reported that Senior Assistant County Attorney Carole Sanzeri will appear at the next EAC Representative meeting on January 17 and provide information 2

4 January 4, 2018 regarding the law; whereupon, Attorney Brody advised that any discussion by two or more EAC representatives, or by any committee, involving business that may come before the UPB is governed by the law and must be considered a public meeting. Joan Read, HR Organizational and Talent Development Officer, will review employee learning and developmental opportunities at the next EAC Delegate meeting on January 25. Employees and the EAC continue to be concerned that the County has been operating without a merit pay increase program for more than nine years; that the current Classification and Compensation Study will not provide a merit increase recommendation; and that another period of time will pass before a program is implemented. The EAC may begin to develop its own proposal after completing its current work on the leave accrual policy. Responding to queries and comments by Mr. Schulz, Ms. Schoenherr indicated that the primary objective of the Classification and Compensation Study is to ensure that all employees are being compensated fairly and competitively; that there are some significant inequities among employees who are doing the same or similar work that must be addressed first; and that implementing a merit pay increase system before establishing a baseline for equitable compensation would exacerbate the problem. Mr. Toney commented that the EAC s position is that while all employees meeting the minimum performance standards should receive cost-of-living increases, those putting forth extraordinary effort should be rewarded commensurately. Responding to follow-up queries and comments by Messrs. Schulz and Dekle, Ms. Schoenherr related that the Board of County Commissioners (BCC) allocated $2 million in the Fiscal Year 2018 budget to address inequities identified by the Classification and Compensation Study; and that the consulting firm conducting the study expects to complete it in March. She discussed the parameters that currently guide compensation, relating that each pay grade is assigned a minimum, mid-point and maximum rate, and employees are paid according to their level of proficiency. Responding to query by Mr. Schulz, Ms. Schoenherr related that the cost of living is addressed through adjustments to the minimum, mid-point, and maximum rates of each pay grade; and that employees can currently receive pay increases within their pay grades through annual general increases, as recommended by Human Resources to the BCC in response to market fluctuations, and/or special merit increases when employees take on greater levels of responsibility, as approved by the Appointing Authorities. 3

5 January 4, 2018 Mr. Dekle commented that special merit increases are rare and provided historical information, noting that merit increases currently are not possible because there is no program in place to provide them. In response to query by Mr. Dates, Mr. Toney related that the EAC leadership meets with the County Administrator and Appointing Authorities regularly. Noted that a list of the EAC meetings for 2018 is available online, and requested that a member of the UPB attend a future Delegate meeting to discuss the role of the Board and its interaction with the EAC, and Mr. Dekle provided input. CONSENT AGENDA APPROVED Minutes of the regular meeting held December 7, 2017, approved. Motion - Mr. Schulz Second - Mr. Dekle Vote NEW BUSINESS Request Approval of the Revised Resolution of Delegation to the Human Resources Director Ms. Schoenherr introduced the proposed revision, indicating that its intent is to improve operational efficiency in the uncommon instance when an Appointing Authority authorizes an employee from the Exempt Service to return to the Classified Service. Noting that such a transfer currently must be approved by the UPB, Ms. Schoenherr referred to a memorandum included in the agenda packet pertaining to an instance that occurred late last year in which the desired effective date of the employee s transfer was delayed by several weeks due to the Board s meeting cycle, when the move could have been expedited if the Human Resources Director had the authority to approve the action; whereupon, she recommended that the members adopt the revised resolution delegating specific responsibilities to the Human Resources Director. Responding to queries by Ms. Vecchioli, Attorney Sanzeri related that an Exempt-to-Classified Service transfer request can occur either when the Appointing Authority deems the exempt employee s work substandard and offers the transfer, or when the employee does not like the exempt position and wishes to return to the Classified Service; and that while accepting the transfer 4

6 January 4, 2018 is always voluntary for the employee, remaining in the exempt position may not be. Responding to additional queries by the members, Attorney Sanzeri clarified that since an employee cannot appeal removal from Exempt Service to the UPB, the requested revision would not eliminate any existing employee rights, and Ms. Schoenherr indicated that any such approval of transfer by the Human Resources Director would be included in the Action Taken Under Authority Delegated by the Unified Personal Board memorandum that is included in every agenda packet, and Attorney Brody indicated that the Board would have an opportunity to reverse the decision. Following discussion, Ms. Vecchioli moved, seconded by Mr. Dekle, that the proposed revision be approved. Upon call for the vote, the motion carried unanimously. Request Approval of Revisions to Unified Personnel Board Policy #8 Resignation from County Service Ms. Schoenherr related that the proposed revision aims to address inconsistent language between Paragraph 2 in UPB Policy #8 and Unified Personnel System (UPS) Rule 4-L, which provides that Unauthorized absences from work for a period of three consecutive working days may be considered as the employee s voluntary resignation by the Appointing Authority. She related that the proposed revision removes the reference to an employee not giving notice and replaces it with language that is similar to that in UPS Rule 4-L and is covered again in a discipline chart in Rule 6. Ms. Dolsay stated that she would rather see the desired consistency established by leaving the language referencing notice in UPB Policy #8 and adding it to the relevant sections of the UPS Rules, opining that it is more specific and defines notice for both management and employees. She related that language further down in Paragraph 2 of Policy #8 creates the expectation that notice should appear as it does now; whereupon, Ms. Schoenherr indicated that Human Resources staff assumed that the Board did not intend for notice to be included in the language, as failure to give notice is not the only criterion for an absence being unauthorized. Discussion ensued pertaining to what constitutes an unauthorized absence and/or job abandonment, and Ms. Vecchioli proposed that Ms. Dolsay s concerns be addressed by revising the language in Policy #8 that pertains to the documentation an employee must provide to an Appointing Authority to establish that his or her failure to contact a supervisor in a timely fashion to request leave is protected under applicable law, and Vice-Chair Walker provided input; whereupon, Ms. Schoenherr confirmed her understanding of the members direction. 5

7 January 4, 2018 Thereupon, Ms. Vecchioli moved, seconded by Ms. Dolsay, that the proposed revision be referred back to the Human Resources Director for amendment. Upon call for the vote, the motion carried unanimously. INFORMATIONAL ITEMS Results of the Human Resources Department Employee Voice Survey Noting that she presented the findings of the UPS-wide 2017 Voice Employee Voice Survey at a previous meeting, Ms. Schoenherr referred to a document included in the agenda packet and, referring to corresponding slides, discussed the Human Resources Department-specific results, emphasizing the following: She is pleased that Human Resources achieved a 94-percent response rate, and 94 percent of those who participated indicated that they would recommend the County as an employer. Compared to the UPS-wide results, Human Resources employees provided a higher level of positive responses in 51 of 60 metrics. As only a 100-percent positive rating would be considered acceptable for metrics such as maintaining a work environment that is free of harassment, her staff has worked with the Office of Human Rights to make sure employees are aware of the County s Anti-Harassment Policy and schedule anti-harassment training. Human Resources employees have identified four areas in which they would like management to take action: connecting compensation with performance; dealing with low-performing employees; overall staff morale; and work schedule flexibility. In response to queries by Ms. Vecchioli and Mr. Schulz, Ms. Schoenherr stated that Human Resources had approximately 35 employees at the time of the survey and discussed the circumstances of the departures of former Benefits and Wellness Manager Carol Feskanin and HR Officer Sue Keim, indicating that both were highly valued and neither cited low morale as a reason for leaving. She stated that she is interested in looking deeper into the issue of department morale, but does not believe there is a significant morale problem, based on the positive survey responses, and discussion ensued with input by Vice-Chair Walker and Mr. Dekle. 6

8 January 4, 2018 Domestic Partner Imputed Income Noting that the item was discussed at the last meeting, Ms. Schoenherr related that Human Resources has been working with the Clerk s Office, Office of Management and Budget, and County Attorney s Office to address errors the County made in not imputing the value of its contribution to employee domestic partner benefits for several plan years. She indicated that a special meeting has been scheduled with the Appointing Authorities for January 29; and that potential solutions will be presented to the BCC at one of its February meetings. Other Informational Items Ms. Schoenherr introduced new Human Resources employee Jennifer Catalano, relating that she has joined the Workforce Strategy Center of Excellence as a recruiter specializing in technology positions. Following Ms. Feskanin s departure, the Classification and Compensation and Benefits sections will be realigned to create a Total Rewards Center of Excellence. Team members are excited about the resulting synergy, and Ms. Feskanin s replacement will be hired as a Total Rewards Manager. Earlier in the meeting, Ms. Schoenherr related that Ms. Dolsay was reappointed to the UPB by the BCC at its December 12, 2017 meeting. The following miscellaneous informational items were received for filing: 1. Minutes of the EAC Representative meeting of November 14, Minutes of the EAC Delegate meeting of November 16, Leadership Notes for December Training Calendars for December 2017 and January and February 2018 ADJOURNMENT There being no further business, Vice-Chair Walker adjourned the meeting at 7:44 P.M. Vice-Chair 7

9 III.1. Human Resources Director Performance Review Timeline For January 2017 through December 2017 February 1, 2018 Human Resources Annual Report Published and Distributed to Personnel Board and Appointing Authorities February 1-14, 2018 Appointing Authorities provide feedback on HR Director performance February 15, 2018 Appointing Authority feedback and other performance-related documents shared with Personnel Board February 15-22, 2018 Personnel Board members individually complete and submit evaluation forms March 1, 2018 HR Director Annual Performance Review by Unified Personnel Board

10 HR Director Annual Performance Review Evaluation period: Jan. 31, 2017 to Dec. 31, 2017 Evaluator s Name PINELLAS COUNTY HUMAN RESOURCES VISION: To position Pinellas County Government as a top-choice employer in the Tampa Bay region. MISSION: Cultivate a diverse, talented, and engaged workforce prepared to effectively serve the citizens of Pinellas County. VALUES: Earn a reputation as a trusted solution partner through every interaction by demonstrating credibility, fairness, respect, and service. INSTRUCTIONS Each member of the Unified Personnel Board is asked to comment on the performance of the Director of Human Resources. Several resources are being provided in order to assist with this process, including: The Department of Human Resources Annual Report Feedback from Appointing Authorities regarding the HR Director s performance Results from the most recent Biennial Employee Survey On the following page, please document your assessment of the HR Director s strengths and suggested areas for improvement. You are also asked to provide an overall rating as follows: Needs Improvement: The incumbent does not consistently meet the performance expectations and/or demonstrates only a moderate level of proficiency in the required competency. Additional training or commitment is required. Meets Expectations: The incumbent consistently meets and may occasionally exceed performance expectations while demonstrating proficiency in the required competency. Exceeds Expectations: The incumbent consistently exceeds performance expectations while demonstrating a high level of proficiency in the required competency. Please sign and date the form and forward it to Peggy Sellards at psellards@pinellascounty.org by February 22, The results will be summarized and placed on the agenda for the March 2018 meeting. The individual forms, accompanying summary, and other agenda materials will be included in the public record.

11 HR Director Annual Performance Review Areas of Strength Suggested Areas for Improvement Additional Comments for the HR Director Overall Level of Performance Needs Improvement Meets Expectations Exceeds Expectations Page 2

12 Evaluator s Signature Date Page 3

13 IV.1. Human Resources Director Action Taken Under Authority Delegated by the Unified Personnel Board The Human Resources Director, having been granted delegated authority to act on behalf of the Unified Personnel Board, has taken the following action from November 26, 2017 through January 20, ADDITIONS EEO4 OT SPEC NO TITLE CODE CODE PG Applications Support Analyst Technicians Classified CL Director, Office of Technology & Innovation Officials & Managers Exempt SM2a Tax Collector Accounting Manager Professionals Exempt E-13 RE-INSTATED WITH TITLE CHANGE SPEC EEO4 OT NO. TITLE CODE CODE PG Fleet Acquisition Specialist Technicians Classified/Excluded CL17 TITLE CHANGES PRESENT RECOMMENDED SPEC NO. CLASSIFICATION CLASSIFICATION PG BTS Chief Information Technologist Chief Information Technologist SM4b Manager, BTS Manager, Information Technology SM4a REVISIONS SPEC NO. TITLE PG Public Safety Telecommunicator 1 CL Jury Coordinator CL Law Enforcement Telecommunicator CL9

14 Classification and Compensation Study Pinellas County, Florida Personnel Board Update IV.2. Presented by: February 1, 2018

15 Overview Study Goals Project Phases Employee Meetings Current System Review JAT Responses Compensation Survey Next Steps 1

16 Study Goals Review current classification and compensation system to ensure internal equity Survey peer organizations to ensure external equity Produce recommendations to provide the organization with a classification and compensation system that is equitable, both internally and externally 2

17 Project Phases Phase 1: Outreach Phase 2: Classification Phase 3: Compensation Phase 4: Solution Employee Meetings Classification Structure Comp Survey Implementation Options Job Data (JATs) Career Path Market Positioning Reporting 3

18 Employee Meetings Comments - Positive Benefits The County s employees expressed that the benefits package, specifically paying the majority of the cost for individual coverage, working conditions, and the pride they feel by serving their community, played a positive role in affecting morale. Culture Several employees described the quality of people they work with as the number one reason they ve stayed with the organization. Many also cited having a wonderful relationship with their direct supervisor as a key reason for staying. Environment Many County employees expressed that the county s vast and lush green space, scenery and trails to be a true gem and advantage in quality of life compared to close by cities as well as the metro-miami area. Schedule With a few exceptions, employees expressed their satisfaction with the hours worked leading to a greater work life balance, especially by having weekends off as well as designated paid time off. 4

19 Employee Meetings Comments - Concerns External Equity Feedback on the competitiveness of pay in Pinellas County was mixed, with some employees sharing that their starting pay is lower than in other municipalities but they have decent opportunities to increase pay thanks to the career ladder. Internal Equity There was slight concern that within some departments, subordinates are more highly paid and have a higher earning potential compared to their supervisors. Professional Development A number of employees indicated that opportunities for advancement via the career ladder was amazing and worked in their favor. Others indicated that this ladder was more prevalent in the past but they have not seen enough positive change come from it in recent years. 5

20 Employee Meetings Comments Concerns Pay Increases The general consensus is that salary increases across all major departments are not consistent or equitable. Performance Management Some positives from a Supervisor s viewpoint were that it does not take too long to complete. On the other hand, Supervisors mentioned the importance of giving employees feedback more than just quarterly. The general perception of the current evaluation process is currently undesirable. 6

21 Current System Review Strength: The County has avoided letting employees stay at the minimum or maximum of their pay grades. The County has a very strong, positive relationship between tenure and pay grade penetration. Weakness: Range spread, generally recommended to be between percent, varies across several grades. The County s three plans have range spreads varying from 48.7 percent up to 86.4 percent, even after removing the banded pay grades. There appears to be some compression in some pay ranges. 7

22 Compression Analysis Pay compression can be defined as the lack of variation in salaries between employees with significantly different levels of experience and/or responsibility. Range Compression employees in the same job, but with different levels of experience not possessing sufficient pay variation. Rank Compression employees in a supervisorsupervisee relationship not possessing sufficient pay variation. 8

23 JAT Completion Number of JATs issues: 3,057 Number of JATs completed: 2,706 (88.5%) Number of JATs reviewed by supervisor: 2,489 (91.9%) Variation in response: 164 (.06%) 9

24 Comp Survey Market Peers Salary and benefits survey resulted in 19 responses. All responses are adjusted for cost of living differentials. Salary ranges and average actuals were collected from the respondents. A total of 134 jobs were benchmarked representing all participating parties. Hillsborough Orange Duval Lee Pasco Sarasota Manatee Collier Charlotte Volusia Broward Palm Beach City of Tampa City of St. Petersburg City of Orlando City of Clearwater City of Largo Pinellas Park Dunedin 10

25 Next Steps Finalize classification plan February 2018 Identify all classification titles to be utilized Link current classifications to proposed classifications Finalize career paths Finalize compensation plan February 2018 Finalize salary survey results Estimate pay ranges based on market values Assign placement in the ranges Propose implementation plan March 2018 Address equity issues (internal and external) Provide infrastructure for future pay initiatives Provide salary recommendations for all employees Revised class descriptions April 2018 Create new class descriptions Revise current class descriptions 11

26 IV.3. Employees Advisory Council Representative Meeting Minutes County Office Annex, Room 429, Clearwater, FL Wednesday, December 20, 2017, 2:30 p.m. 4:30 p.m. APPROVED BY THE EAC Call to Order The EAC Representative meeting was called to order at 2:30 p.m. by Chair, Lisa Arispe. Approval of Minutes Donna Beim motioned to approve the EAC Representative minutes for November 15, Charles Toney seconded the motion. Minutes were approved. Charles Toney motioned to approve the EAC Delegate minutes for November 16, Ashley Skubal seconded the motion. Minutes were approved. Comments from Holly Schoenherr, Director of Human Resources Holly introduced the new Wellness Coordinator, Jane Grannis. At the November 2, 2017 Personnel Board Meeting, a change to Personnel Rule 4 was made, (see the actual approval at in which the number of Floating Holidays was changed from three (3) to two (2), and the number of Personal Days was changed from one (1) to two (2). Personal Days may be taken in 4-hour increments so this provides employees with four possible instances of unscheduled leave that will not be considered in an employee evaluation. (Other considerations apply to employees with less than one year of employment.) At the December 7, 2017 meeting, the Personnel Board approved a change to an unintended consequence of the change to Personnel Rule 4. This change had an adverse effect on the firefighters at the St. Pete/Clearwater Airport who have 48 hour work week. (See the actual approval at Rewards Program The current contract for the rewards program will soon expire. HR is planning to send a survey to request feedback from employees on what sorts of rewards the employees like. Any comments from employees on the current contract and on what s available will be appreciated. This information will be used to help determine what the next vendor should offer. Wellness Incentives For employees who wish to receive cash rather than points, the link will not be active until January. If no election is made, the employee will receive points only. [ Update: The cash election form is now available at ]

27 Election Committee Richard Carvale gave the findings of the Election Committee: Clare McGrane won reelection for BCC8 and Ashley Skubal won reelection for Clerk North. The Committee also addressed a complaint about a possible campaign rule violation. After reviewing and discussing the complaint and its exhibits, the Committee was in consensus that there was no violation of the EAC Bylaws. (See Election Complaint and Review.) Donna Beim motioned to accept the Committee s report. Linda Cahill seconded. The findings were accepted. Election of Officers Chair: Ashley Skubal nominated Charles Toney for Chair, seconded by Alicia Parinello. There were no other nominations. Charles accepted the position. Vice Chair: Donna Beim nominated Richard Carvale for Vice Chair. Clare McGrane nominated Alicia Parinello. Ballots were collected and Richard was selected. Richard accepted the position. Donna Beim motioned to destroy the ballots, seconded by Charles. Secretary: Lisa Arispe nominated Peg Poole (in absentia) for Secretary. Donna seconded. At Large Representative Marion Nuraj nominated Peg Poole (in absentia) for At Large Representative, a two-year term. Alicia seconded. Committee Appointments Advocate: Affirmative Action: (Human Rights quarterly meetings) Legislative Committee: Professional Development Advisory Council: Suggestion Awards: Lisa Arispe Ashley Skubal Charles Toney Alicia Parinello (back-up) Charles Toney Richard Carvale Marion Nuraj Ashley Skubal Donna Beim (back-up) Donna Beim Linda Cahill Old Business Lisa Arispe reported that Rick Davis will retain his appointment on the Personnel Board. Louise Dolsay was also reappointed to the Personnel Board. Alicia: Suggested replaying the Two-Minute Tuesday video that goes over how to transfer prescriptions to Walgreens. She asked how you can confirm that a biometric screening is done. Per Carol Feskanin, use the Rally Help Guide. Donna: Asked if there is a status update to the dispatchers being classified as high-risk for FRS.

28 New Business Lisa brought up that the shoe allowance has been $125 for several years. The average cost for the safety shoes needed by County employees in the field is $160. Tim Closterman, Human Resources, mentioned that shoes was one of about fifteen items discussed at the September EAC Delegate Meeting. Round Table Comments o Sick leave accrual rates; use it or lose it. o Merit program for those going above and beyond. o Points are received for annual physical; why not add vision and dental? o Merit pay; leave accrual rates top out at 20 years; to attract millennials, front load time accrual. Use up front accrual time as a method to attract millennials as new employees. o Merit increases. o What about FACE? Set goals, but then what? o Matching leave great! o Mentoring people in departments. o Succession planning. How to find out who is retiring and be assured that their knowledge will not be lost. o Expressing interest in staying with County in other positions. o Data to share with employees; such as tobacco usage and costs tied directly to usage. o If there will be anything like a tobacco premium, employees need more advance notice. What will be next? o Pay incentives and how to get them; we tried the meets/exceeds. What do other organizations do? What about training? o Suggestion awards needs a completely revamped program, Countywide [Jim V: Can be found in new employee packet] o Glad about Rewards & Points, but keep in mind that there is taxation on points as well as cash. Do a better job of looking for points. o Career ladder o Training the new employee who earns more. o Morale how we can bring merit increases back? o Certification pay and how much is it? o Motivation / Morale Boosters Team Player Award. What some appointing authorities do or have done: Employee of the Month Diane Dollars now Thomas Treasures Burke s Bucks (by Manager) Purchasing Bucks (BCC) Supervisor of the Year; Employee of the Quarter (reasons must be stated) o No raise on benefits including costs of prescriptions, insurance premiums, co-pays. Concerns for future increases in benefits. Holly: USF had/has Quiet Quality Award via monthly staff nominations. An award is presented and a picture is included in the monthly newsletter and employees are recognized at the annual luncheon. The results from the Classification and Compensation Study by Evergreen Solutions are expected in March. Jack Loring explained that all the points will be looked at. There are 134 benchmark job classifications. Evergreen and HR will examine pay data for each level including pay grade values and actual salary data. Results of the study may involve changes in titles and pay grades, as well as the pay structure. There may also be format changes for job descriptions. Evergreen will present their

29 findings, along with their suggestions and recommendations. The Appointing Authorities may accept, reject, or otherwise respond to those recommendations and suggestions as they deem appropriate. Adjourned Marion Nuraj motioned to adjourn at 4:20pm. Lisa Arispe* Richard Carvale* Peg Poole Linda Cahill* Bill Gorman* Donna Beim* Clare McGrane* Doris McHugh* Alicia Parinello* Randy Rose* Mario Rugghia Ashley Skubal* Charles Toney* Jackie Warr* Marion Nuraj* *EAC Representatives in attendance at this meeting.

30 SIGN UP: Any employee may request a new issue be ed each month by subscribing to Leadership Notes newsletter. Carrying the Torch So what is all this hype about employee engagement anyway? We have real work to do, right? We hear so much about what was once called soft skills and is still considered fluff by some. Yet now we have analytics in the workplace that demonstrate for real that the more people are truly engaged in their work, the more it impacts the business bottom-line in a favorable direction. Think back over your career, your community involvement, your friends, and those groups of people or one-on-one relationships that have been meaningful for you. What was it about the person, the people or the situations that stood out and created a positive memory? As the saying goes, I've learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel. Maya Angelou When we think about public service, many of us are drawn to the field, not only for a paycheck, but to make a difference in quality of life for those we serve. This also includes our co-workers. If we focus on our commitment to service, focusing internally as well as externally, the positive energy will impact the commitment level of employees. True engagement is not a separate process. It is a part of who we are. Do I take the time to understand what makes my co-workers tick? Do those around me (above me, beside me, reporting to me) feel that I am approachable? Do I value their feedback? Do they welcome my feedback? Do we have the tough, but needed, conversations? Do we have each other s back, in a good way? Are we allowed to have differences of opinion if demonstrated in a productive and healthy manner? Engagement encourages personal responsibility for creating a healthy work environment. Are we all doing what we can to influence the work atmosphere in a positive direction? Though we each have different personalities, are we focused on the we as well as the I at work? When I need to make a decision, am I thinking about the impact short-term, as well as long-term? To intentionally build engagement on a daily basis, think about the qualities of those who have been influential in your life. Here are some characteristics of leaders who build commitment, resulting in an engaged environment: Values: Walking the walk I hear what you say and I see what you do, and they match. Vision: Is this demonstrated with how we prioritize activities each day? JAN 2018 Effectiveness: Are we aligning how we spend our time with what we say is most important? Collaboration: Are we truly seeking input? Servant Leadership: Do we see our leadership role as helping those on the front lines clear obstacles to be better able to perform? Continuous Improvement: Are we still learning and modeling humility no matter the level or position? Emotional Intelligence: Am I self-aware? Do I understand my impact on others? Any time I have a concern for things that could improve, do I look at my part and try to adjust to produce a better outcome? This is true responsibility for engagement. There are only two things we can really control our actions and our reactions. This creates a wave of personal responsibility which ends up impacting productivity, retention, fulfillment and the health of the organization not the soft stuff this is a courageous calling for leadership. Published by the Pinellas County Human Resources Department. Issues for previous months are found at

31 Quarterly Training Calendar January Request enrollment for classes in OPUS. Users without OPUS access may register through their training coordinator. Class dates and times are subject to change. Not all classes are open to non-county Consortium members. Contact Training & Development at or

32 Quarterly Training Calendar February Request enrollment for classes in OPUS. Users without OPUS access may register through their training coordinator. Class dates and times are subject to change. Not all classes are open to non-county Consortium members. Contact Training & Development at or

33 Quarterly Training Calendar March Request enrollment for classes in OPUS. Users without OPUS access may register through their training coordinator. Class dates and times are subject to change. Not all classes are open to non-county Consortium members. Contact Training & Development at or

34 V.1. Chart for Determining When Each Motion Is in Order In the chart below, the privileged, subsidiary, inddental and main motions are listed in order of rank. The motion at the top takes precedence over all the others, and each of the remaining motions takes precedence over all those below it. A main motion is in order only when no other motion is pending. When a given one of the motions Usted is immediately pending, then (a) any other motion appearing above it in the list is in order, unless a condition stated opposite the other motion causes that motion to be out of order, and (b) motions listed below the given motion, which are not already pending, are out of order (except for the application of amend or the previous question to certain motions ranking above them). Inorderwhen anotherhas the floor PRIVILEGED MOTIONS (Can Quinton Really Afford a Ferrari? - ranking order) "s To fb< tue time to which to adjoum No: Requires a second Debatable Vbte required No Majority To adjourn No Yes No Majority To recess No Yes No Majority To rise to a question of privilege Yes No No Chair rules lb eall for the order of fihe day ^es No' N6 None SUBSIDIARY MOTIONS (Pearis Are Classy, Pretty Lady, Pretty Lady - ranking order) To lay onthe table "No ^fes No: 'Majbrity To call for the previous question No Yes No Two-thirds To liinit or extend limit of debate No: ^s!no Two-thirds To postpone to a definite time No Yes Yes Majorifry 1b refer fo a comimttee ::i-no:; Qes ^es^ Majority To amend No Yes Yes Majority Topostpone iridefinitehr No \es :;'Yes Majontyl INCIDENTAL MOTIONS (Non-ranking motions) To suspend the rules N6 ^s "No Two-thu'ds To withdraw a motion Yes No No Majority To call for reading of papers Ves Yes No 'Majority To object to consideration Yes No No Two-thirds (opposed) To rise to apoint oforder \es. No No CKai.r!;rules To rise to a parliamentary inquiry Yes No No Chair responds To appeal from the decisionqf thechair Yes ^es Nb(if,irelatesto; priority business br decorum) To call for a division of the house Yes No No None To call for a division of the question No ^es No irity MOTIONS THAT BRING A QUESTION AGAIN BEFORE THE HOUSE To reconsider (see definition, Mdst Used Motions) No Yes ^es Majbrity Majonty(innegative) To rescind No Yes Yes Majority (previous notice) To take from table No Yes No Majority MAIN MOTIONS No Yes Yes Majority 13