2015-08-27 Work Session Kodiak Island Borough
Assembly Work Session
Thursday, August 27, 2015, 7:30 p.m., Borough Conference Room
Work Sessions are Informal meetings of the Assembly where Assembly members review the upcoming regular meeting
agenda packet and seek or receive Information from staff.Although additional items not listed on the work session agenda
are discussed when introduced by the Mayor,Assembly.or staff,no formal action is taken at work sessions and items that
require formal Assembly action are placed on regular Assembly meeting agenda.Citizen's comments at work sessions
are NOT considered part of the official record.Citizen's comments intended for the'official record"should be made at a
regular Assembly meeting..
Page
1. CITIZENS' COMMENTS (Limited to Three Minutes per Speaker)
2. AGENDA ITEMS
a. Presentation by the Great Land Trust on Termination Point and
Long Island for Possible Borough Involvement
3 - b. Continuation of Budget Debriefing/Budget Calendar Review
Budqet Planninq Calendar V2,pd
C. Review of the Manager and Clerk Evaluation Process
5 - 10 d. Borough Manager's Hiring Authority
IAA dkbgAgmRdttyLimits, df
Entrance Wane Rate Persor�t�el Martt�al,pdf
KIB IBEW6gfee en .
3. PACKET REVIEW
RESOLUTIONS
Resolution FY2016-10 Conveying Tax Foreclosed Properties to the
City of Old Harbor.
ORDINANCE FOR INTRODUCTION
Ordinance No. FY2016-06 Amending Kodiak Island Borough Code Title
17, Zoning; Chapters 17.115 Mobile Home Parks, 17.80 R2 —Two-
family Residential District, 17.85 R3 — Multi-family Residential District,
and 17.90 B — Business District to Revise and Update the Standards for
Mobile Home Parks in the Borough.
EXECUTIVE SESSION
Discuss Litigation, Trial Strategy, and Tactics Regarding the Markham
Case.
Visit our website at
www facebo !k @KodiakBorou h
wwrvv..m. .....m ..m.........m..... .....°S Page 1 of 10
4. MANAGER'S COMMENTS
5. CLERK'S COMMENTS
6. MAYOR'S COMMENTS
7. ASSEMBLY MEMBERS COMMENTS
8. FUTURE DISCUSSION ITEMS
Budget Meetings with the City/School District, Renewal and
Replacement Projects Funding, SD Mental Health Services Provided by
the Counseling Center, School District Rental Rates, K1B Vacant
Positions, Public/Private Land Development Partnership, MHP Land
Sale, Teleconferencing Ordinance, In-Kind Documents, Action Plans,
Traffic Along Mill Bay Road, KFAC Structure and Purpose, Affordable
Housing in Kodiak, Village Presentations at Regular Meetings,
Contracting and Procurement Process, KUBS Presentation, Review of
the Salary Schedule, Non Profit Funding Process Discussion www allmIlk� ui illl ii @KodiakBorough
We Slte at�
Visit our luplll Page 2 of 10
AGENDA ITEM #2.b.
2015-2016 CALENDAR FOR DEVELOPING FY17 BUDGET
a
July 1; KI8 Fiscal Year begins
July 1 State fiscal year begins
July 15 KIBSD budget to DoEED
late Juiy State budget process begins
August 15 August 17,2015 1st half property,tax pmt due
September KIBSD Needs Assessment
September 30 Quarter and for severance tax and bed tax
late Sept-early Oct State Fall revenue forecast
1st Tuesday Oct October 6,2015 local Elections
October KIBSD strategic planning
'Mid-October October 19 New Assembly members seated
by 4th Friday of Oct KIBSD 20 day count of students to DEED
Adopt a State Legislative Priority/CIP List(this has previously been done in
October October 29(?) Sept,ok to do in Oct this year,per M.Hickey)
October 15 October 15,2015 Single payment property taxes due
Late Oct-Early Nov Oct24,31 or Nov 7 KIB Strategic Planning
November KIBSD budget handbook distributed
November 15 Noveb 2nd half 16,2015 half property tax pmt due
m
Mid November Nov 18-20 AML annual conference
by,pecember 15 Governor releases operating and capital budget
by end of December Staff submits action plans based on Strategic Plan
December 31 "Quarterend for severance tax and bed tax
January KIBSD preliminary budget to School Board
Review Special Revenue funds:Airport Fire District,Woodland Acres Street
January Lighting,Trinity Islands Street Lighting,Mission Lake Tide Gate,Fern Fuller
Trust
January Review Debt Service Fund
January Review Enterprise Funds:Hospital,911
by January 15 Doll Publishes Revenue Sharing Population Determinations
January 15 Personal Property Tax Returns due
January 15 Application for real property(tax)exemptions due
mid January Assessor's property tax projection to Finance
mid January KIB Budget Message to Dept Directors from the Manager
3rd TuesJanuary State legislative session begins
late January Finance Director distributes budget worksheets
late January State subcommittees review'Governor's Budget Request
late January Mayor's Conference
late January, Initiate KIBSD funding discussions
February Adopt a Federal CIP List
February, KIBSD budget hearings
February 15 Shared Fisheries Business Tax application due
mid February Departmental budget requests due to the Finance Department
late February KIB revenue forecast to Assembly
Page 3 of 10
Continuation of Budget Debriefing/Budget Calendar Review
AGENDA ITEM #2.b.
�.
gil
February?8 KIB Personal Property Tax Return due
February 28/29 Assessment Rolli complete/notices mailed
late"Feb-early March SWAMC annual ecbnorhlc summit
late Feb-early March Legislative Reception in Juneau
March 1 Distribute non-profit funding applications
March Review Special Revenue funds:Land Sales,Building&Grounds,Local
Emergency Planning,Tourism Development
March Review Solid Waste Fund
March KIBSD budget revi'sibris
mid March data due for,PILT application,if funded
March 31 Service Area budget requests due to Finance
March 31 Quarter end for severance tax and bed tax
late March-early AprI4 State Spring Revenue Forecast
April Review General Fund
April Review Education Support Fund
April Review Facilities Fund
April Review Road and Fire Service Area Funds
April KIBSD budget approval
April 15 Tax Assessment appeals due
mid April State legislative session ends
late April KIB Non profit requests due
by April 30 Manager's proposed budget to Assembly
by April 30 KIBSD budget to KIB by April 30th
1st Monday of May Board of Egealization meets(for assessed vaiue'appeals)
May Review Kodiak Fisheries Research Center Fund
early May KIB Work session on School district minimum funding
mid May Assessment Roll is certified
mid"May KIB resolution Identifying the minimum funding to KIBSD
mid May KIB Budget Ordinance introduced
mid May KIB publish public notice
June 1 State Revenue Sharing application due
by June 10th KIB publk hearing and adoptlon of budget
mid June Budget process debrief
June 30 duarter end fo' severance tax and bed tax
June 30 Revenue sharing determinations
Page 4 of 10
Continuation of Budget Debriefing/Budget Calendar Review
AGENDA ITEM #2.d.
From:Lauri Whlddon
Sent:Tuesday,August 25,2015 11:48 AM
To:Bud Cassidy
Subject:Hiring Authority Limits
Bud,
You asked me to check with some other municipalities to see what their practice is regarding hiring
authority of the manager:
1. City of Kodiak—Manager has full authority to hire positions that do not report to Council(Clerks
and City Attorney);can hire department head level employees higher on the pay scale but all others
must be hired at the minimum of the scale up to the first quartile if enough experience.Council approval
needed for more than the$3,000 plus airfare in moving expense reimbursement for new hire.
2. City of Unalaska—Many unions in Unalaska—samples from two of them:"Any new employee
with verifiable job experience in the field for which they have been hired as determined by the Dir.Of
Public Safety maybe offered a position at no more than Step V Another—"All regular and temporary
employees hired meeting the minimum qualifications of the job will be placed at Step One within the
job classification.For regular full time new hires recognition of previous experience could result in step
Increases to a maximum of Step V
For non-union:"Minimum wage rate.An appointment to any position shall be made at the minimum of
the wage range,and advancement from the minimum wage rate to the maximum wage rate within a
pay range shall be by successive merit increases.Upon recommendation of a Department Director,the
City Manager may approve initial compensation at a wage rate higher than the minimum in the range
for the class when the needs of the city make such action necessary;provided,that any such exception
Is based on the applicant's experience and ability over and above the qualification requirements
specified for the class,prior creditable city service,or on a critical shortage of applicants.Such approval
shall be made in writing prior to appointment. In no Instance shall an appointment be made above
midpoint of the wage range,except at the Department Director level."
3. Ketchlkan Gateway Borough—Manager can hire at any step.
4. Matsu Borough—full hiring authority at any step(see below):
Matanuska-Susitna Borough Code
2.52.130 PAY RANGES AND MERIT INCREASES.
(A) The pay ranges provided for the several classes shall be applied as follows:
(1) The minimum rate for each range shall be the normal entering rate.However,the manager may
authorize initial appointment above the minimum rate In recognition of recruiting difficulties at the
Page 5 of 10
Borough Manager's Hiring Authority
AGENDA ITEM #2.d
minimum rate.The appointment also may be authorized in the case of a candidate who possesses
exceptional skills or superior training,or whose experience or special achievements are such that the
candidate's addition to the borough staff at a higher rate is deemed warranted.
5. ' Kenai Peninsula Borough—Mayor has full authority to hire management positions at any level
depending on the skills,training,and experience of the candidate;for union positions,it is in their
contract to consult with the union if hired over step 1,and never over the step of the highest person In
the classification.
Lauri Whiddon,PHR,SHRM-CP
HR Officer/Executive Assistant
Kodiak Island Borough Manager's Office
710 Mill Bay Road
Kodiak AK 99615
(907)486-9301
(907)486-9374(Fax)
lwhiddon@kodiakak.us
http://www.kodiakak.us
Page 6 of 10
Borough Manager's Hiring Authority
AGENDA ITEM #2.d.
odink I51and Borough
Personnel Manual
Table of Contents
i. MISSION STATEMENT
ii.-M. WORK RULES
Eag-e-# Section Title
1-1 To—I Authority
1-1 102 Purpose
1-1 103 Scope
1-1 104 Non-Discrimination/Equal Employment Opportunity
1-1 105 Amendments
AUTHORITY-P cs.2-1 ,2-5
fulle–ft Section Title
2-1 FO—I P—Urpose
2-1 202 Responsibility and Authority
2-1 2011 Borough Assembly
2-1 -2-2 202.2 Borough Manager
2-2 202.3 Department Heads
2-2 202.4 Supervisory Personnel
2-2-2-3 2015 All Employees
2-3-2-4 203 Organization of the Personnel Board
2-4–2-5 204 Organimion and Duties of the Working Conditions Advisory
Council
2-4 204.1 Organization of the Advisory Council
2-4 2041 Authority of the Advisory Council
2-5 2043 Election of the Advisory Council
2-5 204.4 Application of Other Provisions
_4
Pa®e# Section Title
3-1 TO—I Description
3-1 302 Purpose
3-1 303 Administration and Development
3-1 -3-2 304 Position Descriptions
3-2 305 Maintenance of the Classificalion Plan
3-2 306 Reorganization of Department
3-2 307 Salary Schedule
Page 7 of 10
Borough Manager's Hiring Authority
AGENDA ITEM #2.d.
409 ENTRANCE T
The start pay meta for the applicable job classification will be the minimum rata of
ppaty for new oaanpoprpyaas. The department head, subject to managerial approval,
may Iplace a new arrapppoyae above tpuo stairt rate,wwniaora such placement is a result of
the imovw employee's direcdy applicable work experience and credentials.
Assembly atpaprovial is retpauired for an starting placement above Stepp C,
410 SHIFT DIUERENTIAL
An employee who is assip med to as swing shift (defined as any eight (8)
consecutive hours (excluding lunch) beginning between 44tpfD p.m. to midnight)
shiaall receive four(,4)percent premium pa y in addition to hWhen°regular sap for
tpae pocriod served on swing shift for any day worked as a swing n Shift, An
employee who is assigned to a graveyard shift(defined Has the.hours from midnight
until 9:00 a.m.) shall receive sips (6) percent ppreraniaaren pay ill addition to hisilaer
regular lar salary for the period served on graveyard shrift for any spay worked as a
wu.yard%hifl..
if on aanapplo,yt:e is assigned to work. a swing shift czar gir paveyard shift on a regular
basis, then sick. leave., holiday pay, and annual la;;awe wwtli be ppaid at the relevant
u,iift'iaramataatp paoirce nta a:. if ails crnpmpoyee sporadical oa s as swing shift as'aawcfi as
no nnaal shill, them sick leave and annual leave will lac ppaid at die employees
regular salary.
Ain ernployce shall not be rarpa:uir i to begin assay stain elarauapye'vitiaorat a aaa"igl aaarra
of an eight(9)hour 1prealr between the end of"tiat,ar re�appar,sppnft arad rise -8
iirnuaing
of their new shill, ppaa errappiap,yer shall be n tifneti of't.pwis spnHfi oppuaaa a at least
twa enty burr (24) hours prior to the begin nira of saaicp shift or �e ppaaial the
applicable overtime vats for all paouairs worked orgy th,t"iir at aia,y of tRnaa o vw shill
411 S°f'EP IN INCREASES
All new regular eurapployeos after serving a sips-month probationary period of
overall satisfactory performance, Has indieaied cilia the Kodiak Island Borough
Performamcc Evalaaathm Report fon n, shall receive a step increase (see sample
forms in A,ppppu:rndis 8 -Forms Section).
Each employee is eligible, if overall performance is satisfactory, for an annual
stops increase on each anniversary dilate when 1,560 hours or more of work have
taeeia accumulated.- Stapp increases occur in the manner above in accordance with
the resppeetive wage schedule for each position as, sit forth in,A,pappeandi A.
In the event tpne department nt head dcleinniraes by the evala adorn tftawt an employee
liras not satisfactaprdy performed the job, the department head may suspend the
employee's stops increase for a P °od of tiaras duuidirapp which a rtaian specific
iruarowerraeaats rraapst tpaa made. Doti ro of nupa:io Stepp increase deferral and the
reasons for it shall be givein to the eimppaloyce in wriflng with a copy to the Borough
Page S of 10
Borough Manager's Hiring Authority
AGENDA ITEM #2.d.
Iv
5
� ,� rCont�ac� #FY20`143,7
: . ..........
ALAlsilCA
mE,lu 3
i
I
E
I
�� BETWEEN
AND
TE m Grt A
AF141P,
1 Januairy / 20;14 through ,D qW-! 4/1,111 "
J
Page 9 of 10
Borough Manager's Hiring Authority
AGENDA ITEM #2.d
f
i
completed. The time for this orientation will be coordinated with the to as
department ea the an Resources Officer. Any Union follow-up questions
and discussion will be considered a union activity.
4.8 EUTE&NCE WAGE RATE
°
........ _ "...... ........ ......,,.. .... ... ...............
Thew start ay rate for applicable job classification ill e t e minimum rte of ay for
11
e e pI y es° e department head, subject to manager approval, may place a new a
loy v the start
rte, when such placement is a result of the new employee's
directly applicable work experience and credentials. Assembly approval Is required for ?
j�any placement above Step C.
f
4.9 SIEP INCREASES t
All new regular employees after serving a six-month probationary period of overall
satisfactory performance, as Indicated e Kodiak Island Borough a
Evaluation Report form, shall receive step Increase.
Each loye is eligible, if overall performance Is satisfactory, for an annual step
increase can each iversa ate when 1560 hours or more of work have been
accumulated. to increases occ r in the manner above In accordance °t the
respective wage schedule for each osit as set forth in e
In e event the department head et irr s by the evaluation that an employee has
of satisfactorily performed the job, the department head may suspend e employee's
step increase fora period of time during which certain specific improvements ust be
made. Notice of such step increase of l and the reasons for Its all be given tot the
employee In writing with tote Borough Manager. When the department head
as determined that the employee has achieved satisfactory improvement,
suspended step increase may be approved at any time during the extended period.
The suspended step increase ill not be retroactive t teemployee's anniv a ate,
When plo a has received eery step increase, he/she will be eligible for
future a n al Increases o e calendar year from the date of hWher last step increase,
provided that during each such len r year, the employee has completed
compensable hours of service.
Snecial Merit Increases:
Special Merit Increase (equivalent to one step) shall be granted to an employee for
outstanding e o anceg when justified I itI the department head and subject
to the approval of r ough Manager. This Increase Is in addition to o l se
increases and dos not affect the anniversary ate® Department heads may
recommend employees fors cial merit Increases i e gnitl of
Page 10
Page 10 of 1
Borough is Hiring Authority
KODIAK ISLAND BOROUGH
WORK SESSION
Z r
/Work Session of: S
Please IMF)IIIIII,INT your name Please RI
RN"'r your name
Te
r
a