MONROE COUNTY, WISCONSIN - co. Web view10$22.16 $19,213$1306$1470$3,276 .$195$5$.S2 '1....

Monroe CountyPersonnel Department

14345 County Highway B, Room 3Sparta, WI 54656-4509

(608) 269-8719

AMMENDED NOTICE OF MEETING

COMMITTEE: PERSONNEL AND

BARGAINING TIME: 3:30 p.m.

PLACE: Rolling Hills Activity Room

DATE: Tuesday, June 9, 2015

SUBJECT MATTER TO BE CONSIDERED

1. Call to order - Roll Call

2. Minutes approval - May 12, 2015 - Discussion/Action Minutes approval - May 27, 2015 - Discussion/Action Bargaining Committee Minutes approval - June 4, 2015 - Discussion/Action

3. Personnel budget review - Discussion Only

4. New Position Request - Human Services - Discussion/Action

5. Human Services Board recommendation - Discussion Only

6. County Administrator evaluation form - Discussion/Action

7. Human Services Compensation resolution - Discussion/Action

8. Topics and meeting date/time for next month' s agenda - Discussion/Action

9. Adjournment

Pete Peterson Committee Chairperson

PLEASE NOTE: A quorum of the Monroe County Board or other committees may be present at this meeting. No business of the County Board or other committees will be conducted at this meeting, only the business noted above. Date amended: 6/8/15

Personnel and Bargaining Committee MINUTESMay 12, 2015

Present: P. Peterson, B. Humphrey, C. Las, C. Schnitzler Absent: C. KingAlso present: E. Smudde, K. Kittleson, R. Stedman, R. Hamilton,

C. Schmit

1. Call to Order - Roll CallP. Peterson called the meeting to order at 9:00 A.M. Roll Call - C. King absent, all other members present

2. Minutes approval- April 8, 2015Motion to approve the April 8, 2015 minutes by B. Humphrey, second by c . Schnitzler and approved on a 4-0 vote.

3. Personnel budget review -K. Kittleson and E. Smudde explained upcoming costs and that the department 's costs are right on schedule.

4. County Administrator evaluation form -P. Peterson distributed a packet of evaluation samples to the committee. P. Peterson stated that his goal was to give the committee some time to review the information and meet on May 27th at 5:00 pm to consolidate the ideas to one form so the committee would be able to finalize it in theJune Personnel and Bargaining scheduled meeting. C. Schmit also provided examples to the committee and agreed with the suggestions made by P. Peterson. No action taken.

5. Human Services Compensation resolution -K. Kittleson distributed the resolution and discussed the details of allocating the necessary funds to give the pay for performance increase to the unit that didn 't recertify retroactive to match the rest of the non-represented employees increase. C. Las suggested adding language to the end of the first paragraph stating "with a 2% overall increase," to remain consistent with the previous resolution. C. Las also suggested to change the languagein the third paragraph from "were decertified" to "voted to not recertify." Motion to approve the submitted resolution with the advised revisions by B. Humphrey, second by C. Las and approved on a 4-0 vote.

6. Topics and meeting date/time for next month 's agenda-Next meeting is scheduled to take place on Tuesday, June 9

th at 3:30 P.M. in the Rolling Hills Activity Room. Topics to include are a new position request for Economic Support in Human Services and a settlement resolution for the Human Services Professional unit.

7. CLOSED SESSION of the Bargaining Committee under 19.82(1) Motion to enter closed session by C. Las, second by B. Humphrey:Ro11 Ca11: P. Peterson, C. Las and B. Humphrey all present Entered closed session at 9:35 A.M.

8. Adjournment -Motion to leave closed session and adjourn by B. Humphrey, second by C. Las and approved on a 3-0 vote.

Meeting adjourned at 9:42 A.M.

E. Smudde, Recorder

Personnel and Bargaining Committee MINUTESMay 27, 2015

1. Meeting was called to order at 5:00 pm by Chair P. Peterson in the Rolling Hills Activity Room.Present: P. Peterson, B. Humphrey, C. King, C. Schnitzler,C. Las (arrived at 5:20 pm) Absent: NoneAlso present: K. Kittleson, Personnel Director; C. Schmit, County Administrator, S. Folcey, Admin/Exec Committee Chair

2. Human Services compensation resolution -- Motion was made to amend and approve Human Services clerical and paraprofessional pay resolution by B. Humphrey, second byC. Schnitzler, and approved on a 4-0 vote.

3. County administrator evaluation form - committee discussed county administrator evaluation form revisions, will be back on the committee agenda on June 9.

4. Motion to adjourn at 5:30 pm by B. Humphrey, second by· c . King, and approved on a 5-0 roll call vote.

K.Kittleson, Recorder

Bargaining Committee MINUTESJune 4, 2015

Bargaining Committee was called to order by Chair P. Peterson at 5:00 p.m. on June 4 in Room 443-444 of the Human Services building, with attendance taken by roll call.

In attendance: P. Peterson, C. Las Absent: B. HumphreyAlso attending: K. Kittleson, Personnel Director; T. Backus, Staff Representative; C. Schmit, County Administrator; R. Hamilton, Human Services Director; L. Svendsen, T. Stenslien, S. Koenen, G. Gade, R. Ryba

Parties discussed pay for performance plan and timing of increases for other county employees. County made offer to union listing individual positions and increases they would qualify for under the pay for performance plan retroactive to March 29. Union caucused, returned and acceptedcounty' s offer. Parties discussed the possibility of the union notifying the county in writing that they would·accept pay for performance increase in lieu of bargaining for 2016 prior to formulation of the 2016 budget, and union stated they would discuss it at the ratification meeting.Motion to approve settlement of pay for performance increases effective March 29, 2015, by C. Las, second by P. Peterson, and approved on a 2-0 vote. Both parties need to ratify settlement before it goes into effect, and unionwill have vote before county board meeting on June 24.

Motion to adjourn at 5:20 p.m. by C. Las, seconded by P. Peterson, and approved on a 2-0 roll call vote.

Ken Kittleson Recorder

MONROE COUNTY, WISCONSIN06/03/2015 10:548516csch Monroe County

I MONTHLY YTD COMM.ITTEE REPORTPERSONNEL DEPARTMENT

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11430000 515005 RETIREMENT

2015/05/000lD O 05/14/2015 PRJ2015/05/000305 05/28/2015 PRJ

11430000 515010 SOCIAL SECURITY

201s/os/000100 os/14/201s PRJ2015/05/D00305 05/28/2015 PRJ

11430000 515015 MEDICARE

2015/05/000100 05/14/2015 PRJ2015/05/000305 05/28/2015 PRJ

11430000 515020 HEALTH INSURANCE

8,214

316.22 REF 150514316.22 REF 150528

7,489

283.68 REF 150514 283 ,68 REF 150528

1,753

'66.35 REF 15051466.35 REF 150528

11,382

0 8,214

0 7,489

0 1,753

0 11,382

3,186.37 .00 5,027.63

WARRANT=15051 4 RUN=l BI-WEEKL WARRANT=150528 RUN=l BI-WEEKL

2,857.81 .DO 4,631.19

WARRANT=l5051 4 RUN=l BI-WEEKL WARRANT=150528 RUN=l BI-WEEKL

668.40 .OD 1,084.60

WARRANT=l50514 RUN=l BI-WEEKL WARRANT=150528 RUN=l BI-WEEKL

2,283.67 .OD 9,098.33

38.8%

38.2%

38.1%

20.1%

TOTAL UNDEFINED ROLLUP CODE 0 0 0 -4.75 .00 4.75 100,0%

PLlOO SALARIES & FRINGE BENEFITS

11430000 511000 SALARIES 120,769 0 120,769 46,858.82 .00 73,910.18 38.8%

2015/05/000100 05/14/2015 PRJ 4,650.40 REF 150514 WARRANT=150514 RUN=l BI-WEEKL2D15/05/000305 05/28/2015 PRJ 4,650.40 REF 150528 WARRANT=150528 RUN=l BI-WEEKL

FOR 2015 OS JOURNAL DETAIL 2015 5 TO 2015 5

ACCOUNTS FOR: ORIGINAL TRANFRS/ REVISED AVAILABLE PCT11430 PERSONNEL AP PROP ADJSTMTS BUDGET YTD ACTUAL ENCUMBRANCES BUDGET USED

11430000 PERSONNEL

11430000 461900 OTHER PERSONNEL RE 0 0 0 -4.75 .OD 4.75 100.0%

201stos/000100 os/14/201s PRJ 232.34 REF 150514 WARRANT=150514 RUN=l BI-WEEKL2015/05/000305 05/28/2015 PRJ 232.34 REF 150528 WARRANT=150528 RUN=l BI-WEEKL

11430000 515025 DENTAL INSURANCE 502 0 502 104.30 .00 397.70 20.8%

2015/05/000100 05/14/2015 PRJ 20.86 REF 150514 WARRANT=150514 RUN=l BI-WEEKL

11430000 515030 LIFE INSURANCE 36 D 36 15.00 .00 21.00 41.7%

2015/05/000100 05/14/2015 PRJ 3.00 REF 150514 WARRANT=150514 RUN=l BI-WEEKL

MONROE COUNTY, WISCONSIN06/03/2015 10:548516csch Monroe County

! MONTHLY YTD COMMITTEE REPORTPERSONNEL DEPARTMENT

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J J 430000 515040 WORKERS COMP

201stos/000100 os/14/201s PRJ2015/05/000305 05/28/2015 PRJ

326 0

12.56 REF 15051412.56 REF 150528

326 126.57 .00 199.43

WARRANT=150514 RUN=l BI-WEEKL WARRANT=150528 RUN=l BI-WEEKL

38.8%

TOTAL SALARIES & FRINGE BENEFITS

PL200 OFFICE ADMINISTRATIVE COSTS

150,471 0 150,471 56,100.94 .00 94,370.06 37.3%

11430000 531065 ADVERTISING 8,400 0 8,400 4,742.75 .00 3,657.25 56.5%*

2015/05/000134 05/15/2015 API2015/05/000134 05/15/2015 API

221.30 VND 001038 IN ADVERTISING PERSONNE MONROE COUNTY PUBLIS ADVERTISING 1,818.72 VND 006499 IN 116.60004555 RIVER VALLEY NEWSPAP ADVERTISING

10049951005010

11430000 532000 BOOKS/PUBLICAT/SUB 100 0 100 .00 .00 100.00 .0%

11430000 532500 DUES385 0 385 215.00 .00 170.00 55.8%*

TOTAL OFFICE ADMINISTRATIVE COSTS 10,110 0 10,110 5,247.19 .00 4,862.81 51.9%

PL300 TECHNOLOGY & EQUIPMENT

11430000 522025 TELEPHONE 242 0 242 35.21 . 0 0 206.79 14.5%

11430000 553100 EQUIPMENT SERVICE 1,668 0 1,668 532.00 • 0 0 1,136,00 31.9%

11430000 531000 OFFICE SUPPLIES 500 0 500 142.44 .oo 357,56 28.5%

2015/05/000134 05/15/2015 API 142.44 VND 015000 IN 8034203627 COUNTY CLERK/STAPLES OFFICE SUPPLIES 1004887

11430000 531050 POSTAGE 525 0 525 147.00 .00 378.00 28.0%

11430000 531 06 0 PRINTING 200 0 200 .00 .00 200.00 .0%

FOR 2015 05 JOURNAL DETAIL 2015 5 TO 2015 5

ACCOUNTS FOR: ORIGINAL TRANFRS/ REVISED AVAILABLE PCT11430 PERSONNEL APPROP ADJSTMTS BUDGET YTD ACTUAL ENCUMBRANCES BUDGET USED

2015/05/000060 05/01/2015 API 133.00 VND 002932 IN I00204512 E 0 JOHNSON

OFFICE T 100204512 1004762

@ MONROE COUNTY, WISCONSIN 06/03/2015 10•54 I Monroe County Ip 38516csch MONTHLY YTD COMMITTEE REPOR'f' glytdbud

PERSONNEL DEPARTMENT


ACCOUNTS FOR:11430 PERSONNEL

TOTAL TECHNOLOGY & EQUIPMENT 1,910 0 1,910 567.21 .OD 1,342.79 29.7%

PL350 IT POOL

ORIGINAL TRANFRS/ REVISED AVAILABLE PCTAPPROP ADJSTMTS BUDGET YTD ACTUAL ENCUMBRANCES BUDGET USED

11430000 599000 TECHNOLOGY POOL 653 0 653 653.00 .00 .00 100.0%*

TOTAL IT POOL 653 0 653 653.00 .OD .OD 100.0%

PL400 CONF / EDUCATION & TRAVEL

11430000 533010 CONFERENCE[SEMINAR 1,110 0 1,110 587.33 .OD 522.67 52 . 9%*

201SL QSL Q Q0100 05/14/2015 PRJ 67 , 33 REF 150514 WARRANT=l50514 RUN=l BI-WEEKL

1143QQQO 533200 MILEAGE 1,300 0 1,300 513.00 .00 787.00 39.5%

2015[05LD00100 05/14/2015 PRJ 138.00 REF 150514 WARRANT=l50514 RUN=l BI-WEEKL2015/05/000305 05/28/2015 PRJ 85.00 REF 150528 WARRANT=150528 RUN=l BI-WEEKL

TOTAL CONF / EDUCATION & TRAVEL 2,410 0 2,410 1,100.33 .00 1,309.67 45.7%

PL600 PROGRAM COSTS

11430000 519000 LABOR RELATIONS 5,350 0 5,350 350.00 .OD 5,000.00 6.5%

TOTAL PROGRAM COSTS 5,350 0 5,350 350.00 .00 5,000.00 6.5%

TOTAL PERSONNEL 170,904 0 170,904 64,013.92 .OD 106,890.08 37.5%

TOTAL PERSONNEL 170,904 0 170,904 64,013.92 .00 106,890.08 37.5%

TOTAL REVENUES 0 0 0 -4.75 .00 4.75TOTAL EXPENSES 170,904 0 170,904 64,018.67 .DO 106,885.33

@ MONR OE COUNTY, WISCONSIN 06/03/2015 10:54 )Monroe County Ip 48516csch MONTHLY YTD COMMITTEE REPORT glytdbud

PERSONNEL DEPARTMENT


ACCOUNTS FOR: ORIGINAL TRANFRS/ REVISED AVAILABLE PCT11431 TRAINING APPROP ADJSTMTS BUDGET YTD ACTUAL ENCUMBRANCES BUDGET USED

11431000 TRAINING

EE600 PROGRAM COSTS

1 1431000 515700 EMP. EDUCATION & T 20,000 0 20,000 ,00 .00 20,000.00 .0%

TOTAL PROGRAM COSTS 20,000 0 20,000 .00 .00 20,000.00 .0%

TOTAL TRAINING 20,000 0 20,000 ,00 .00 20,000.00 .0%

TOTAL TRAINING 20,000 0 20,000 .00 .00 20,000.00 .0%

TOTAL EXPENSES 20,000 0 20,000 ,00 .00 20,000.00

MONR OE COUNTY, WISCONSIN06/03/2015 10,54 Monroe County p 5B516csch !MONTHLY YTD COMMITTEE REPORT

PERSONNEL DEPARTMENT I glytdbud

FOR 2015 05

JOURNAL DETAIL 2015 5 TO 2015 5

11432000 EMPLOYEE ASSISTANCE PROGRAM

EA600 PROGRAM COSTS

11432000 519100 EMPLOYEE ASSISTANC 5,000 0 5,000 1,250.00 1,250.00 2,500,00 50.0%*

TOTAL EXPENSES 5,000 0 5,000 1,250.00 1,250.00 2,500.00

ACCOUNTS FOR: ORIGINAL TRANFRS/ REVISED AVAILABLE PCT11432 EMPLOYEE ASSISTANCE PROGRAM APPROP ADJSTMTS BUDGET YTD ACTUAL ENCUMBRANCES BUDGET USED

TOTAL PROGRAM COSTS 5,000 0 5,000 1,250.00 1,250.00 2,500.00 50.0%

TOTAL EMPLOYEE ASSISTANCE PROGRAM 5,000 0 5,000 1,250.00 1,250.00 2,500.00 50.0%

TOTAL EMPLOYEE ASSISTANCE PROGRAM 5,000 0 5,000 1,250.00 1,250.00 2,500.00 50.0%

MONROE COUNTY, WISCONSIN06/03/2015 10:54 Monroe County p 68516csch ! MONTHLY YTD COMMITTEE REPORT


FOR 2015 OS

ACCOUNTS FOR: ORIGINAL TRANFRS/ REVISED

JOURNAL DETAIL 2015 5 TO

AVAILABLE

2015 5

PCT11433 SECTION 125 FEES APPROP ADJSTMTS BUDGET YTD ACTUAL ENCUMBRANCES BUDGET USED

11433000 SECTION 125 FEES

SX600 PROGRAM COSTS

11433000 515080 SECTION 125 ADMIN 3,600 0 3,600 1,347.50 .00 2,252.50 37.4%

201 s/os/00024e os/22/201s API 264.00 VND 002558 IN MAY INV 1241045 EMPLOYEE BENEFITS co MAY INV 1241045 HR 1005156

TOTAL PROGRAM COSTS 3,600 0 3,600 1,347.50 .00 2,252.50 37.4%

TOTAL SECTION 125 FEES 3,600 0 3,600 1,347.50 .00 2,252.50 37.4%

TOTAL SECTION 125 FEES 3,600 0 3,600 1,347.50 .00 2,252.50 37.4%

TOTAL EXPENSES

3,600 0 3,600 1,347.50 .00 2,252.50

MONROE COUNTY, WISCONSIN06/03/2015 10:54 Monroe County p 78516csch ! MONTHLY YTD COMMITTEE REPORT



ACCOUNTS FOR:11434 HEALTH REIMBURSEMENT PROG

ORIGINALAP PROP

TRANFRS/ADJSTMTS

REVISEDBUDGET YTD ACTUAL ENCUMBRANCES

AVAILABLE BUDGET

PCT USED

11434000 HEALTH REIMBURSEMENT PROG

MR600 PROGRAM COSTS

11434000 515770 MEDICAL EXPENSE RE

201s/os/00024s os/22/201s API160,000 0 160,000

1,161.00 VND 002558 IN MAY INV 1241045

40,957.10 .00 119,042.90 25,6%

EMPLOYEE BENEFITS CO MAY INV 1241045 HR 1005156

TOTAL PROGRAM COSTS 160,000 0 160,000 40,957.10 .00 119,042.90 25.6%

TOTAL HEALTH REIMBURSEMENT PROG 160,000 0 160,000 40,957.10 .00 119,042.90 25.6%

TOTAL HEALTH REIMBURSEMENT PROG 160,000 0 160,000 40,957.10 .00 119,042.90 25.6%

TOTAL EXPENSES 160,000 0 160,000 40,957.10 .00 119,042.90

MONROE COUNTY, WISCONSIN06/03/2015 10•54 Monroe County p 8

8516csch ! MONTHLY YTD COMMITTEE REPORTPERSONNEL DEPARTMENT Iglytdbud

FOR 2015 05

ACCOUNTS FOR: ORIGINAL TRANFRS/ REVISED

JOURNAL DETAIL 2015 5 TO

AVAILABLE

2015 5

PCT11435 RETIREMENT/FRINGE POOL AP PROP ADJSTMTS BUDGET YTD ACTUAL ENCUMBRANCES BUDGET USED

11435000 NON-LAPSING RETIREMENT/FRINGE

FP600 PROGRAM COSTS

11435000 515200 NON-LAPSING RETIRE 33,300 9,560 42,860 15,548.15 .00 27,311.71 36.3%

TOTAL PROGRAM COSTS 33,300 9 , 56 0 42,860 15,548.15 .OD 27,311.71 36.3%

TOTAL NON-LAPSING RETIREMENT/FRINGE 33,300 9,560 42,860 15,548.15 .OD 27,311.71 36.3%

TOTAL RETIREMENT/FRINGE POOL 33,300 9 , 56 0 42,860 15,548.15 .OD 27,311.71 36.3%

TOTAL EXPENSES 33,300 9,560 42,860 15,548.15 .DO 27,311.71

MONROE COUNTY, WISCONSIN06/03/2015 10•548516csch Monroe County

MONTHLY YTD COMMITTEE REPORTPERSONNEL DEPARTMENT

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FOR 2015 05

ORIGINAL TRANFRS/ REVISED

JOURNAL DETAIL 2015 5 TO 2015 5

AVAILABLE PCTAPPROP ADJSTMTS BUDGET YTD

ACTUALENCUMBRANCES BUDGET USED

GRAND TOTAL 392,804

9,560 402,364 123,116.67 1,250.00 277,997.19 30.9%

** END OF REPORT Generated by CATHY SCHMIT **

I

x _ New position Increased part-time

NEW POSITION ANALYSIS

Additional existing position {attach job description,. do not need tocomplete sections c, D, E, G &. H)

A. Department : _·Human Services _

·Department .Head: Ron

Hamilton---------

Date: 05/21/2015_

B. Explain the necessity of .the position (be specific as to .reasons ·why this position is needed, include reasons why present staff cannot accomplish tasks) :

_The Western Region Economic Assistance Consortia (WREA) has selected Monroe County to hire for an Economic Support Supervisor. WREA voted to fill this vacated position in Monroe County. 1'his position had pr.eviously been filled by a Lacrosse County employee. The.Supervisor position has 65%of their time allocated t,o Monroe County and 35% of their time allocated to Jackson County. This.·establishes a .more equalized administration of responsibilities within the Consortia. This position will allow for aMonroe County Supervisor to supervise Monroe County employees, creating greater ease of monitoring and handling personnel concerns. This new position is cot :neutral;. we wil1 continue to claim AMSO on 65% of time allocated to Monroe County. This position will not increase Monroe County tax levy.

Suggested Title: Economic Support ·supervisor Full Time X Part ·Time_./hrs

Personnel Director 's Recommended Classification: Grade

_10_.- Projected Start Date:

.8/1/2015 _

C. General Description of the Position: See a·ttached Job ·description

D. Typical Examples of Work to be Perf·ormed (in detail) :

1. See attached Job description

2.

3.

4.

5 .

6.

E. Minimum Qualifcations of a Candidate: Education: See attached

Job description

New Position AnalysisPage 2

Experi'ence : See attached Job description

F: Funding; 2015 costs(With full 'family insurance coverage) :

Retire- ,Social Health ·Dental Life WorkGrade Hourly Annual ment Security Ins. Ins. Ins. Comp

10 $22.16 $19,213 $1306 $1470 $3,276 . $195 $5 $.S2

'1. ·Where will the funds for this position come from:WREA Consortia Funding, which is county levy base from 8 countiqs and.State and federal funding. The addition of this position will notincrease Monroe County levjr ----- ---------------2. What equipment will need to be.purchased (desk, etc.)?

Laptop computer and dua l · monitor

Is office space presently available? x Where? Human Services

Estimated equipment cost: $1500.00

--------,-------

'Is this cost in the department budget? 2015 Revenues and Expenses will be adjusted. when approved

-------------

3. Grand. total cost, all items, this fiscal year: $27,017----

4.. Thereafter, an;,ual cost of salary and fringes: $66,778

G. ·Supervisory responsibility (if.applicble) :

1. In brief detail; explain. the supervisory authority this position will haye:Supervisor will provide direct supervision to seven Economic Support Specialists (Monroe County employees) . Will also provide indirect supervision to Economic Support Specialists (Jackson.County employees) and will assist in the oversight of

a WREA Consortia work team ·

2. Employees directly supervised:

7---

Indirectly: 4-6

New Position AnalysisPage 3

List t.itle of employees reporting to this position:_Economic Support Specialists

H. Who will this person be· responsible to?Maager _

HS Director and Consortium

*********************** ******************* *********************************

Human Services Committee Action:

Position approved Position denied by a vote of

8 - - o Date: S)z t /J 5.J)=.).hJ

************* ***************************** *****************i*************

PERSONNEL & BARGAINING COMMITTEE Action:

Position approved Position denied by a vote of---------Date:

************************ ****** ***************t************************ ***

FINANCE COMMITTEE Action:

Funds approved Funds denied by a vote of

Date:

***************************** ************************************ **********

COUNTY BOARD Action:

Approved Denied

Date: i

By a vote of aye, ny; absent/abstention . 1*****t ****************** ******** *******************************************

----·· - - -

Economic Support Supervisor -WREA Consortium

OVERVIEW:

This is a supervisory position in the Ecc:momic Support Section of the Human Services Deprutment, working with the eight-county Western Region for .Economic Assistance (WREA) Consortium.Employee in this position is responsible for the administration of the Illcome Maintenance and Child Care Assistance programs by overseeing consortium staff in adhering to county, state and federal rules and regulations. Employee works unde1·moderate supervision and exercises considerable independentjud ent in policy and procedures interpretation and application. Employee is selected by the Human Services Director ljlld Consortium Manager.

ESSENTIAL JOB FUNCTIONS:

Provides program supervision to Economic Support staff within assigned team/s, that are responsil:ile for determining eligibility for the programs administered by the consortium. The teruns consist of Family: Related Services,' Services to Eldrly and Disabled Individuals, Long Term Cru·e Servies, Call Center, On-Demand and Access Services, Problem Resolution, .Program Integrity and Benefit Recovery.

Utilizes the Cares Worker Web (CWW) Woddoaq Dashboard. tool, Call Center Anyvihere and related reporting systems to distribute and monitor the consortium's work and adherence to contractual performance standards. ·

Tracks and prepares monthly performance repmis for team/s assigned.

Directs and monitors staff's routine use ofonliri.e program manuals, operations memo's and process help.

Oversees staffs use of Problem Resolution Specialists.as first point of contact for assistance with systems problems and policy.clarification.

Work with Problem Resolution.Specialists, other supervisors, Trainer and staff to identify and plan training to meet needs identified .

. .Trains assigned staff on Consortium's workflow model. Monitors to ensure staff follows establishedConsortiu.m policjes and processes, to ensure operational consistency among all consortium counties.

Explores and makes recommendations for changes lo improve Consortium's performance. Participates in biweekly WREA supervisor's meeting. ·

Supervises, evaluates and coordinates work ofoonsortium staff and.recommends them for advancement, retention or disciplinary action, when necessary.

Pa1ticipat<is in interviewing candidates for WREA positions in county/counties assii',lled.

WREA JOB DESCRIPTION -ES SUPERVISOR lAST UPDATED APRll 2015

Closely collaborates and coordinates with other supervisors to share information in support-of the dual rnles that WREA Supervisors.fill to provide county supervision, for county/counties assigned, and team supervision for specialized teams assigned. When an ES Specialist leaves their position, the team supe1visr must collaborate with the county supervisor to ensum outstanding work is reassigned and pape1work on-silo in a county is routed to the appropiiate staff for processing.

Receives and responds to staff vacation requests, following WREA's Vacation Guidtilines. Oversees the designated backup system used for coverage, ensuring communication of unplanned absences. Assists to develop more widespread coverage pians as needed.

Provides on-site staff support and supervision for other counties within the consortium, as needed. With input from program supervisor, completes·.performauce evaluations for assigned employees. Advises where work is inadequate and.an-anges training to overcome identified deficiencies.- ·.

Participates, representing the WREA Consmtium, on state committees and workgroups.

Prepares and presents oral and written reports, and attends County committee and board meetings as needed.

Completes monihly quality control (QC) reviews following WREA's internal QC guidelines. Receives and.responds to Targeted Case Review and State QC notices. Follow'up with appropriate staff.Receives and responds to customer complaints. Initiates tlrn appeal/fair hearings or appropriate county's grievance process as needed. ._..,,

Meets regularly with the WREA Director for each county the supervisor is assigned. Provide updates on WREA staff, incorporating feedback from the appropriate team su!'ervisor for each staff person. Team supervisor may also be asked tojoin the meeti_ng to provide updates directly.

Foster standards of customer service through leadership, direction and example.

Fills role of Child Care Coordinator, Fair Hearings Liaison or Good Cause Reviewer based ou supervisor's expertise and WREA's needs.

This is a public service position, .and employee is required to be courteous, cooperative and respectful at all times, with the public and customers. Also establishes and maintains a courteous, cooperative and respect;ful working relationshi!) with other employees, supetvisors, and public officials ac oss the eight- county consmtium. ·

Physical demands: Large percentage of time is spent sitting at desk, using oral communication, judgment, hearing, near vision, fingering for keyboar\ling and calculators, reading, writing. Handles papers and manuals, etc., lifts files, copy paper and other office materials. Sits, stands, bends and reaches intermittently throughout the day. Regularly mves about the office building and travels to other offices or sites for meetings. Ddves vehicle.

WREA JOB DESCRIPTION -ES SUPERVISOR . LAST UPDATED APRIL 2015

RELATED JOB FUNCTIONS: May be required to work nights, weekends, or during community emergencies and/or disasters, when work: may vary from n01mal job responsibilities.

This job descriP,tion is not intended to encompass eve1y job duty or resp0nsibilicy, but is only illustrative. This position is required to perform other duties as may be assigned or required.

KNOWLEDGE, SKILLS AND ABILITIES:• · Considerable knowledge of public assistance programs in Wisconsin, and applicable rules

and regulations governing these programs. 1• Considerable knowledge of the principles arid practices of employee supervision, and ability to

effectivefy supervise staff.. '

• Knowledge of administrative techniques inthe delegation of responsibility and coordination ofvarious functions in·an efficient and effective manner.

• K1mwledge intho evaluation and analysis of employee performance.• Ability to use.Call Center software and Cares Worker Web (CWW) monitor

workload, processing timelines and evaluate staff petfonnance.• Ability to create and maintain positive working relationships with County officials, the public

and agency staff.• Ability to effectively supervise the work of others.• Ability to communicate effectively both orally and in writing.• Ability to clearly interpret complex progrm regulations for staff, customers, advocates and

the community.• Ability to analyze various workload and perfonnance repots.• Knowledge and experience using Microsoft Excel, Visio and Power point.• Ability lo travel and work in a variety of County Economic Support agencies within the

Western Region for Economic Assistance (WREA) consortium.

TRAJNING, :EXPERIENCE AND OTHER REQUIREMENTS: • Graduation from an accredited college or university with a Bachelor's degree iri Social

Work, Psychology, Sociology, Business Administration, or related.• At least iwo years experience wit!1Wisconsin's income maintenance and Child Care

Assistance programs. .•. May consider individual who has a related Associate Degree and has the appropriate

experience and supervisory skills. .• Excellent interpersonal and verbal presentation skills.• Experience with Cll Center operations a plus.

WREA JOB DESCRIPTION -ES SUPERVISOR Ll\ST UPDATED APRIL 20:\S .

RESOLUTION NO.

RESOLUTION AUTHORIZING ESTABLISHMENT OF AN ECONOMIC SUPPORT SUPERVISOR IN THE MONROE COUNTY HUMAN SERVICES DEPARTMENT

WHEREAS, the Monroe County Human Services Board and Personnel & Bargaining Committee request the establishment of an Economic Support Supervisor position in the Human Services Department; and

WHEREAS, this is a supervisory position in the Economic Support Section of the Human Services Department, working with the eight-county Western Region for Economic Assistance (WREA) Consortium. This position is responsible for the administration of the Income Maintenance and Child Care Assistance programs by overseeing consortium staff in adhering to county, state and federal rules and regulations. This position will not require additional Monroe County tax levy (see fiscal note below).

NOW, THEREFORE, BE IT RESOLVED by the Monroe County Board of Supervisors that they do hereby authorize the establishment of an Economic Support Supervisor position in the Human Services Department effective August 1, 2015.

Iftate funding ceases, the position will be reviewed.

Dated this 24th day of June 2015.

OFFERED BY THE PERSONNEL & BARGAINING COMMITTEE:

Human Services Board review: May 21, 2015Personnel & Bargaining Committee action: June 9, 2015 Finance Committee review: June 17, 2015Approved by County Administrator: June 8, 2015 Approved by Corporation Counsel: June 8, 2015

Fiscal note: The position will be funded by the WREA Consortium

with no additional Monroe County tax levy. of the position is $27,017 for the last five months of and $66,778 for 2016.

Cost 2015

PURPOSE: Approve an Economic Support Supervisor position in the Human Services Department at no additional cost to the County.

A

5/21/2015

Cathy Sch mit, Ken Kittleson, Person nel Committee

The H u ma n Services Committee is submi tting this letter req uesting that the issues be resolved,as quickly as possi ble to com pensate the H u ma n Services Professiona l Staff (Social Workers) ata fai r and eq uita ble level. We recognize that all staff : Clerical, Para professional and Professiona l, within the H u ma n Services Depa rtmen t, are crit ica l to the provision of essentialservices to our comm u nity's residents. We are req uesti ng that Social Workers be compensated at the same rate as are other cou nty empl oyees and that it be backdated to the same effect ive pay peri od date of 3/29/2015. We support removi ng any ba rriers to quickly move this process forwa rd. e Hu ma n Services Committee bel ieves we need to be honora ble in doing what is

,,,ht Ikd)David PierceHuma n Services Committee Chair

Appraisal Score

County Administrator Performance Appraisal

Overall Score: . , / 5.0

Employee Information

Manager Name: '---------

Hire Date: '---------'

Job Title: '---------

Department:

'--------- Years of

Service: '-------------'

Rating Scale Definition

(5) FAR EXCEEDS EXPECTATIONS: Consistently exceeds all relevant performance standards. Highly productive, innovative, responsive and generates top quality work. (4) EXCEEDS EXPECTATIONS: Consistently meets and often exceeds all relevant performance standards. Shows initiative and versatility, works collaboratively, shows high degree of skill and knowledge in these areas. (3) MEETS EXPECTATIONS: Meets all relevant performance standards. (2) SLIGHTLY BELOW EXPECTATIONS: Sometimes meets the performance standards. Seldom exceeds and often falls short of desired results. Performance has not shown adequate improvement over evaluation period. (1) FAR BELOW EXPECTATIONS: Consistently falls short of performance standards.

NOT APPLICABLE (N/A): Reviewer has no direct knowledge of employee's behavior in this area.

Core Competencies Score: - I5.0

Job Knowledge Score: C ==1 t s.oHow well employee gets to the root of normal problems. Employee's understanding of related job functions, pertinent policies and procedures, and of the full job requirements

0 Far Exceeds Expectations.

0 Exceeds Expectations.

0 Meets Expectations.

0 Slightly Below Expectations.

0 Far Below Expectations.

0 Not Applicable

Comments:

Add Dcvcloptncnt Plan

Quality of Work Score: --- / 5.0

Has established a track record of producing work that is highly accurate, demonstrates attention to detail and reflects well on the organization.






0 Not Applicable

Comments: [ ----I

'V'Add Development Plan

Productivity Score: --=115.0

Achieves productivity standards that have been established for his/her organizational level or position.






0 Not Applicable

Co• · [ -------

(ic

Add Developn1ent Plan

Time Management

Prioritizes tasks and manages time to ensure that deadlines are met.


O Exceeds Expectations.

O Meets Expectations.

Score: L J I 5.0


O Far Below Expectations.

O Not Applicable

Comments:

Add Developn1ent Plan

Dependability Score: L[ l / 5.0

Makes and fulfills commitments. Has established a pattern of working independently, meeting reasonable deadlines, and accepting responsibility for his or her actions.






0 Not Applicable

Comments:

Add Dcvclopn1cnt Plan

Attendance Score: L_ _, / 5.0

Demonstrates reliability with timeliness and attendance for dates scheduled to work. Meets the established attendance standard for the department the employee is working in.






O Not Applicable

Comments: I

(

iilJ Add Development Plan

Communication Score: -- / 5.0

Communicates effectively and appropriately. Uses good judgment as to what to communicate to whom.






0 Not Applicable

Com"' - -

Add Developn1enl Plan

Teamwork Score: -- / 5.0

Is an effective team player who adds complementary skills and contributes valuable ideas, opinions and feedback.






0 Not Applicable

Comments:

Add Development Plan

Judgement/Decision Making Score: -- / 5.0

Employee's display of well-balanced thinking. Employee's thinking through of a problem. Employee's capacity to reach decisions quickly and accurately when necessary.






0 Not Applicable

Add Dcvcloprucnt Plan

Attitude Score: -- / 5.0

The interest and enthusiasm employee shows to job. Employee's sustained efforts to achieve county administration, operational, and fiscal objectives. Employee's respect for confidences.



O Mets Expectations.

O Slightly Below Expectations.

O Far Below Expectations.

O Not Applicable

Comments: ! . ---------------@·

Add Dcvclopn1cnt Plru1

Managing Employee Performance Score: -- / 5.0

Takes action to ensure that employees fully understand their roles, responsibilities and performance standards/expectations and provides ongoing feedback and support as employees strive to achieve expectations.



O Meets Expectations.

0 Slightly Below

Expectations. Far Below

Expectations.

0O Not Applicable

Comments:


Defining Roles and Responsibilities Score: -- / 5.0

Takes action to resolve conflicts in a manner that is best for both the organization and the individuals involved.






0 Not Applicable

Comments:

Iii/ A<l<l Develop1nenl Plan

Fiscal Management Score: -- / 5.0

Administers adopted dept. budget within approved limits. Plans, organizes & supervises economic utilization of Countyresources.






0 Not Applicable

Comments:


Analytical Thinking Score: -- 15.0

Breaks down problems and issues into sub-components and then assesses the costs, benefits and risks of various options prior to selecting a particular approach.






0 Not Applicable

Comments:

Add Dcveloptnent Plan

Organizing Ability Score: [-·-· ]I5.0

Employee's establishment of effective job priorities. Employee's performance withinlime limits. The efficient use of time. The simultaneous handling of several assignments. Employee's use of a planned, thorough approach to problems.






0 Not Applicable

Comments:

Add Developn1enl Plan

Overall Score Score: 1 5.0

Core Competencies Summary Score

i Core

------ - - ------ - ---- -·- -----

I - . - -(-·--· ' ··----------··_,,_,-- ---------------------iI Score:

I Job nowledge . ---

-

Quality of

Work

Productivity

' Score: J_0,00 1.25 2.50 3.75

- - - - - - - - - - - - - - - - -

Time Management

Dependability

i Attendance

Communication

1 Teamwork

Judgement/Decision Making

Attitude

Managing Employee Performance

Defining Roles and

Responsibilities

Fiscal Management

Analytical Thinking

Organizing.Ability _ _

c -i

Safety/Energy Conservation

Safety/Energy ConservationFollows every safety practice as designated forthe employee's position and is conscientious of 0energy conservation within the organization.

Yes

0 No

O Not Applicable

Comments:

A<l<l Develop111ent Plan

Goal Setting Instructions

Identify a minimum of three and a maximum of five new goals and objectives.

County Administrator - What Iplan to accomplish in the next 12 months:

nue: I =--======================

:==:-==================================

Due: ---- [BJ

Title: !:==================================::::;'

Due: L , [

Title:

@ Add Ne\v G-oa[

Due: "[ " - - - I P = ,,J

lillAdmin/Exec Committee - What we expect the Administrator to accomplish in the next 12 months:

Title: :==================================::::;'!- ------------------------------------- =

u

nue:

I c==- =·-= Title: L___

@ Add New Goal

-=-=========-==

Due: [ ,l@]

-=====-==============:::::

County Administrator Comments

0 Iagree with this evaluation

Ido not agree with this evaluation

0

Committee Comments

L Manager approves IO

current job Yesdescription: 0No _ _ _

-----------··--------------------------·- - --- ------··----·-··---------------- , '

-- ------ ------ - ----- -- -- I

If no, please provide suggested changes

' ]Electronic Signature Disclaimer

You are required to electronically sign-off on this document. Signatures indicate that both the employee and manager have discussed the Performance Appraisal but does not necessarily imply agreement by the employee

By electronically signing this document, I indicate only that I am acknowledging receipt of the document and have met with my supervisor to review this evaluation. I commit to follow the organization's standards of performance and conduct, and all policies and procedures. This document must be signed, with or without comments, no later than 72 hours from the date it is reviewed with the employee and will become a permanent part of the employees personnel record.

RESOLUTION NO.

RESOLUTION RATIFYING 2015 COMPENSATION ADJUSTMENT FOR THE HUMAN SERVICES PROFESSIONAL UNION

WHEREAS, the Bargaining Committee met with representatives of the Human Services Professional union on June 4 to negotiate concerning a general wage increase for 2015; and

WHEREAS, the parties were able to resolve their differences and reached a tentative agreement that the Human Services professional employees would receive individual pay for performance increases as determined by the County' s pay for performance plan, with pay adjustments effective March 29, 2015.

NOW, THEREFORE, BE IT RESOLVED by the Monroe County Board of Supervisors that they ratify the Human Services Professionals settlement and allocate $15,403 from the 2015 contingency fund for pay for performance increases forHuman Services Professional employees effective March 29,·2015.

Dated this 24th day of June, 2015

OFFERED BY THE BARGAINING COMMITTEE:

Bargaining Committee vote: 2 yes, 0 no, 1

absent Finance Committee vote:

Corporation Counsel approval

Fiscal note: The pay adjustments retroactive to March 29, 2015, require $15,403 from the contingency fund, which requires a two-thirds majority vote.

Statement of Purpose: Ratify union settlement for 2015.

MONROE COUNTY, WISCONSIN - co. Web view10$22.16 $19,213$1306$1470$3,276 .$195$5$.S2 '1....

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Transcript of MONROE COUNTY, WISCONSIN - co. Web view10$22.16 $19,213$1306$1470$3,276 .$195$5$.S2 '1....