Meeting: Human Resources Committee Meeting

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	Site is not available and I tried to do it from home.	00:00:00
	I tried last night. I tried OK, it is 3:32 PM, I will call the human resource committee meeting to.	00:00:03
	Order.	00:00:12
	Roll call has been.	00:00:13
	Taken public comment I see nobody in attendance unless.	00:00:15
	Chad, you want to?	00:00:21
	Have any public comment?	00:00:23
	No, thank you.	00:00:25
	OK, looking for a motion to approve the open session minutes of the December 9th, 2025 regular meeting of the Human Resource	00:00:27
	Committee. I move to approve the last minutes.	00:00:32
	2nd.	00:00:38
	Motion by Maryland, second by Roger. Is there any discussion?	00:00:42
	Hearing none, all those in favor of the motion say aye aye.	00:00:48
	Any opposed?	00:00:52
	Hearing none, motion carries.	00:00:53
	Up next, it looks like we need to review sign 2026 labor agreement between Dodge County and Dodge County Highway Department as	00:00:58
	approved by.	00:01:02
	Pony board resolution.	00:01:07
	You can go inside and then I think.	00:01:33
	Thank you.	00:02:16
	OK, you probably could have stayed standing for the next one too.	00:02:36
	Up next is.	00:02:44
	For #6 review signed side agreement with Dodge County Sheriff's Office Warren Association Local 120.	00:02:46
	Labor Association of Wisconsin to change representation as approved by county board resolution.	00:02:53
	And then #7.	00:03:30
	Review. Discuss. Consider policy number one.	00:03:32
	To 7.1 shift in weekend differential paid to add a Clearview position and clarification.	00:03:35
	Yeah, so the.	00:03:43
	The position being added is the Household Assistant 1 and I think that was just omitted in the past and needed to be added because	00:03:44
	it is a.	00:03:48
	Should be receiving the shift and weekend differential pay.	00:03:53
	Since we were updating the policy, we took the opportunity to just clarify.	00:03:57
	Last year, the committee approved adding weekend differential for land resources and parks and we wanted to clarify that it was	00:04:02
	for seasonal staff.	00:04:07
	So that is what was clarified here. We also added about the see holiday policy regarding.	00:04:11
	Being eligible for premium holiday.	00:04:19
	We believe that was discussed at that same meeting. Interestingly enough, it's not in the minutes, it wasn't on the agenda.	00:04:21
	We believe it was discussed based on information from Land Resources who was here and the reporting isn't available for us to	00:04:28
	watch. That one didn't work.	00:04:33
	So we thought to be we're going to bring the policy to you. So that will be next month.	00:04:38
	The holiday policy to add that in, but we believe it was already discussed. Hopefully you recall that. If not, we can.	00:04:43
	Answer any questions at that time, but we will bring that holiday policy to add.	00:04:49
	The seasonal land resources and parks to be eligible for that holiday pay. That was when Jason Roy was here and presented.	00:04:55
	Yes.	00:05:02
	Yeah, I recall.	00:05:03
	But the holiday policy was not brought.	00:05:06
	So it wasn't updated. So we do need to update the holiday policy.	00:05:08
	Which probably is not going to be effective until Memorial Day. So we have a little bit of time, but we want to get that taken	00:05:12
	care of.	00:05:15
	So it has time to set up the system too.	00:05:19
	So at this time we just need a motion to add household assistant one.	00:05:28
	And then?	00:05:34
	Under D.	00:05:37
	Land resources in park seasonal.	00:05:39
	Correct.	00:05:41
	Change to this policy today.	00:05:43
	I will make a motion to.	00:05:47
	State Policy 1271.1.	00:05:49
	Shifting weekend differential pay to add the Clearview position and some clarification.	00:05:53
	I'll second.	00:05:59
	And like you pointed out, Household Assistant 2.	00:06:09
	Was already in the policy, so it's.	00:06:12
	They're all doing the same work.	00:06:17
	No SO.	00:06:19
	OK, motion by Mary, second by Maryland to approve the changes to the.	00:06:22
	Shift and we can differential pay.	00:06:28
	All those in favor of the motion say aye.	00:06:33
	Aye.	00:06:36
	Any opposed?	00:06:36
	Hearing none, motion carries.	00:06:37
	Up next.	00:06:41
	For #8 review discuss Consider elected official salaries for sheriff and clerk accords for 2027 through.	00:06:42
	2030.	00:06:51
	OK, so I have a couple of things.	00:06:57
	For you.	00:07:00
	For discussion.	00:07:02
	I would like to start with some historical information for you.	00:07:04
	To share.	00:07:09
	What I'll call it a cost of living adjustment, but.	00:07:10
	What increases have been given?	00:07:13
	Recently to the other.	00:07:16
	Constitutional officer positions the county clerk, the treasurer and the register of deeds.	00:07:19
	So that's that's.	00:07:24
	What is in this section right here?	00:07:25
	The 6.25 that was given I think when increases were given county wide.	00:07:28
	To catch, do some catch up.	00:07:33
	And then 3% increases were given annually after that.	00:07:36
	I'm sorry, my columns are not.	00:07:40
	Umm, happy right here with the size. There we go. And this is the previous one for the Clerk of Courts and the Sheriff.	00:07:43
	There was a 6% catch up it looks like and 2023.	00:07:51
	And then a 3% and then to 2%.	00:07:56
	We are trying to pay attention to what other counties are doing with constitutional officers this year.	00:08:00
	Very few have done approvals.	00:08:06
	So increases tend to lie between.	00:08:08
	The two and 3%.	00:08:12
	Depending if there's a county that feels they need to catch up on their on some of their salaries.	00:08:14
	All right, so this is important to keep in mind because this is a piece where.	00:08:19
	UMM is going to play a role in what salaries you would like to provide for the next 4 years for these two positions on elected	00:08:24
	positions.	00:08:29
	So I'll call the cost of living adjustment if you can just kind of keep that in your mind of.	00:08:34
	What you think that should be?	00:08:40
	In in comparison, so you can see like in 2026.	00:08:43
	The clerk of courts and the sheriff are getting 2%.	00:08:50
	But.	00:08:54
	Our compensation structure.	00:08:55
	Got a 2.6.	00:08:57
	4%.	00:09:00
	And then if you look at.	00:09:02
	The county clerk, the treasurer and the register of deeds. They received 3% so.	00:09:04
	They're advancing a little faster.	00:09:09
	And the clerk of court and the sheriff are like and behind a little. So in comparison to our comps schedule and I'm going to show	00:09:12
	you that next. So just keep this kind of tucked of cost of living increase. But then I would like to talk about a cat shop.	00:09:19
	As as an idea, but this is totally the committee's decision.	00:09:28
	I just wanted to provide a framework for today, but we can give you anything you want to see.	00:09:33
	We can.	00:09:40
	Update this and show you and.	00:09:41
	For your decision making process.	00:09:43
	All right. The next thing I want to talk about is the the clerk of court.	00:09:46
	So I in fairness, we have some things like not all the counties share their information. So I don't have everything, but we have	00:09:51
	comparables that we consider here in Dodge County of what our comparables are just in general for.	00:09:58
	Our compensation structure as a whole.	00:10:06
	Each of our elected officials also have counterparts that are.	00:10:10
	They'd like to use as.	00:10:14
	Comparables because of similar work, the volume of work, particularly with the clerk of courts, the number of judges and things	00:10:15
	like that. So I broke it down two ways.	00:10:20
	I did an average of.	00:10:25
	What we consider the comparables, so these are the counties that are comparable and then so this is the average.	00:10:27
	And this is for 2026.	00:10:35
	And.	00:10:38
	Our our rate of pay for 2026 is 87,795. So we are you can tell that.	00:10:41
	Were 1.33% below.	00:10:48
	The average?	00:10:52
	And if we want to include the additional.	00:10:54
	Counties. Is this big enough for you? I hope it is it additional counties.	00:10:57
	Would you like that? So they're making see it a little easier. Is it all right?	00:11:03
	Sure.	00:11:07
	That's the same as this one that you it's probably similar to that.	00:11:08
	Yep, I I've redone these just a little bit with averages and whatnot to give you a little bit better picture and comparing.	00:11:11
	So these are the counties with multiple judges that aren't considered comparables, but something to consider. So I added those	00:11:20
	into and I did an overall average. So that's the 89,419.	00:11:27
	And that's.	00:11:34
	Just shy of 2% different.	00:11:36
	Compared to what?	00:11:39
	The rate is for 2026.	00:11:40
	For the Clerk of Courts.	00:11:43
	Any questions on that?	00:11:45
	OK, now we'll look at the sheriff.	00:11:47
	Let's make that a little bigger.	00:11:51
	OK.	00:11:54
	So some things about the sheriff's, again, these are comparables.	00:11:54
	The average?	00:12:00
	Is 123,500 which is 7.74% below.	00:12:01
	What the 2026 salary is for the sheriff position?	00:12:07
	Two positions that were brought to us to to, you know, as potential comparables because they're close by larger municipalities in	00:12:12
	our county.	00:12:17
	Beaver Dam and Watertown.	00:12:22
	Now.	00:12:25
	Beaver Dam, I need to clarify, because the sheriff had gotten a number that was different than what human resources received. So	00:12:26
	human resources, we found out that they gave us the start rate.	00:12:32
	And the start rate for that Beaver Dam police chief is 117,700.	00:12:39
	The 132,886 is the 2026 rate for the chief, so probably has some longevity there so.	00:12:46
	That could be the top of our scale. We don't know where that position lies on their scale necessarily.	00:12:56
	But.	00:13:01
	I what I did is I took the average of that.	00:13:02
	Of those two rates, so it's going to lie somewhere in the middle. So these two are really close, the Beaver Dam and the Watertown	00:13:06
	Police Department, and you can see that it's fairly close to the average.	00:13:11
	Of the comparables.	00:13:17
	So that all actually aligns pretty well still though, very far behind what the current salary is for the sheriff position.	00:13:19
	So these are our comparables.	00:13:30
	OK.	00:13:33
	I'm going to show you some projections. I'm going to start with market and I'm only going to showing this so that you can see this	00:13:36
	next part.	00:13:40
	I sent you a revised.	00:13:47
	So.	00:13:51
	What I want to point out is that.	00:13:51
	Our compensation structure.	00:13:54
	Step 5 is considered market.	00:13:56
	This is someone.	00:13:59
	Who on the comp structure, we obviously have job descriptions with minimum criteria and things like that. That doesn't really	00:14:01
	exist for our elected officials, but market is considered the.	00:14:07
	The rate that.	00:14:13
	Someone who has at least like 5 years experience in that role.	00:14:15
	So what I wanted to point out is that, um.	00:14:21
	So this is the clerk of Court. Sorry that I don't have that written in there.	00:14:24
	You can see that the.	00:14:30
	Average.	00:14:31
	And.	00:14:33
	The current salary.	00:14:34
	That's these two. So I took the higher of those averages that I just showed you. So you can see that our current salary is lower	00:14:36
	than the average.	00:14:40
	But our 2026 market?	00:14:44
	Is 99,400. You can see that is significantly more than the comparable average.	00:14:47
	And significantly more than the 2026 approved salary.	00:14:53
	Which one is more?	00:15:00
	The market rate of our our comp, Yep, our Dodge County compensation structure.	00:15:01
	Comparable, uh.	00:15:06
	Are our Dodge County. This is the Dodge County compensation structure.	00:15:07
	This is the comparable. That's what I showed from here. This is from the other counties.	00:15:13
	And this is the current rate?	00:15:19
	The next one down is the sheriff.	00:15:26
	So this is Step 5.	00:15:29
	For the sheriff's position.	00:15:31
	That McGrath placed them on as being comparable.	00:15:33
	If they were put on our pay structure.	00:15:37
	That's where, that's where this would be for market.	00:15:40
	This is step five, Step 5.	00:15:43
	But they put them on at step five. No, no, no, no, no. I'm sorry that this is this is just the I'll show you other steps.	00:15:45
	That doesn't have to be Step 5.	00:15:53
	She's just confirming that we didn't put them there. Oh, no, no, no, no. McGrath did not play. McGrath only plays them.	00:15:54
	On the structure which was pay grade P.	00:16:02
	For the Clerk of Courts.	00:16:06
	And V Like Victor for the sheriff.	00:16:07
	They don't place where on. That's for the committee to decide where you would want.	00:16:12
	And that's just for.	00:16:17
	Comparison reasons and decision making reasons. You don't have to use that.	00:16:19
	And then the sheriff is here. The 145,000 is market.	00:16:29
	And then the average from the my other page was the 124.	00:16:34
	And then the 114,703 is the current.	00:16:39
	2026 salary.	00:16:44
	So what I did?	00:16:49
	Is I have.	00:16:50
	Three different.	00:16:52
	Scenarios here and we can change anything.	00:16:53
	I made an assumption I I went down the middle 2% or 3%. I used a 2.5.	00:16:56
	To try to compare.	00:17:04
	So what I did?	00:17:06
	Apparently when I blow this up it makes my numbers.	00:17:10
	Funny.	00:17:13
	Alright, So what I did is I took.	00:17:14
	The market.	00:17:16
	For this year.	00:17:17
	And I extrapolated that out over the course of 2027.	00:17:19
	To 2030.	00:17:23
	At a 2.5 cola.	00:17:25
	To see where we would end up in 20-30, like what is the end game at 20-30? Because.	00:17:27
	I guess what I was thinking is there's a pretty good gap here and if there was any consideration to try to make up that gap, are	00:17:32
	we going to do that all in one year?	00:17:36
	You're gonna do that over the course of several years, so.	00:17:40
	I just started just for a starting point. Just started with what if it was a gradual buildup?	00:17:44
	And so that's what this is showing and we can I can change any of these numbers.	00:17:50
	On here.	00:17:56
	So I did a 2.5. So a 2.5 would result in these wages.	00:17:58
	For the next.	00:18:04
	Four years, 27 through 20/20/30.	00:18:05
	So if the goal is to get to market in 20-30.	00:18:09
	Then what do we need to do with our current salaries?	00:18:13
	To get them there, and that's what the salary proposal down here is.	00:18:17
	Then for the clerk of court.	00:18:21
	And then for the sheriff.	00:18:24
	These are the percentage increases, so.	00:18:26
	Umm, just to.	00:18:30
	Try to be even each year.	00:18:32
	So like in order for the clerk of court.	00:18:34
	To get to 109 seven, which is close to where it would be in 20-30, assuming a 2 1/2 percent cola.	00:18:37
	And the gap that's between the two, it would be a 5.75% increase.	00:18:44
	To get.	00:18:49
	Them up there by 2030.	00:18:50
	And the sheriff?	00:18:53
	Would be an 8.75 increase.	00:18:54
	To get them up to 160.	00:18:57
	Ish. Umm.	00:19:01
	By 20-30.	00:19:02
	Does this make?	00:19:04
	Sense what I'm trying to show or.	00:19:05
	I'll show you.	00:19:09
	Kind of lower on the scale and we can even go down to Step 2 if or step one if you wanted to. But I'm going to go to Step 2 and	00:19:11
	I'll show you what that looks like.	00:19:14
	Oops. If your goal is that.	00:19:20
	These positions should ride. Oh I'm sorry, I should mention that the.	00:19:25
	Other 3 constitutional officer positions that we have.	00:19:30
	Currently.	00:19:34
	Are about.	00:19:36
	2.7% below market.	00:19:39
	So they're about Step 4.	00:19:43
	On our pay scale.	00:19:45
	That's where they reside right now, whether it's because increases have been given a little more.	00:19:46
	In estimates than what our compensation structure has stood up to.	00:19:51
	Or that's just what previous committee decided, but that if you're looking at a comparison, that's where they reside. They kind of	00:19:56
	sit about at step. What would be step four of our comp structure.	00:20:02
	So this is Step 2.	00:20:08
	This also is assuming a 2.5 cola.	00:20:10
	So here again are the current salaries.	00:20:14
	Assuming a 2.5% increase.	00:20:18
	This is what our comp structure would look like projecting forward if we applied a 2.5 every year up to 2030.	00:20:20
	In order for these two positions to be close to this dollar amount.	00:20:30
	In 20-30.	00:20:35
	We would need 4% increase and then 3.75% increases the following three years.	00:20:36
	For the clerk of court.	00:20:44
	And we would need a 6.25% annually.	00:20:45
	For the sheriff.	00:20:49
	Again, nothing says you can't give a higher percentage up front or lower later or not do a catch up. I'm just trying to show you	00:20:50
	the numbers and show you the comparisons for you to make a decision.	00:20:57
	And then the last one that I put together was a four, so this would be comparable to currently where.	00:21:05
	The.	00:21:11
	County clerk, treasurer and register of deeds sit.	00:21:12
	But they also have 3% increases coming up.	00:21:16
	And I'm only doing this at 2.5.	00:21:20
	So keep that in mind that they are going to advance a.	00:21:22
	Faster, depending to what happens with the county and what their cost of living increases will be. We can't project that out to	00:21:26
	2030.	00:21:31
	Umm, so this is Step 4 again, the current rates.	00:21:35
	What we would project out for four years at a 2.5.	00:21:39
	So these are.	00:21:44
	Our goal amounts by 20-30.	00:21:48
	And in order to accomplish that we would need to do a 5.	00:21:50
	.25% in 27.	00:21:54
	And then 5% consecutively after that.	00:21:56
	For the, for the clerk of court and for the sheriff, and 8.25.	00:22:00
	Followed for two years, followed by 8% for two years to get close to that dollar amount.	00:22:04
	So that's what I have.	00:22:12
	For a presentation.	00:22:13
	Is there anything you'd like to see or any questions you have or?	00:22:16
	Thoughts.	00:22:21
	Yes.	00:22:23
	I did a lot of figuring.	00:22:24
	I took these all these home.	00:22:27
	The Well, let's do the.	00:22:33
	Clerk of Courts 1st and I don't know if my figurine was.	00:22:35
	Comparable but.	00:22:40
	Took what they're making for 26.	00:22:42
	Multiplied it by percentages.	00:22:47
	Added that to what they're making in 2026 to come up with my totals for the.	00:22:49
	So at.	00:22:55
	If they're right now at 87 and according to.	00:22:58
	I don't know that we should necessarily have to go to Step 5.	00:23:04
	But.	00:23:09
	At 3%.	00:23:10
	It would take it up to 90,000 four 2958.	00:23:12
	And then 2 1/2 and a 2%.	00:23:16
	At at step one, are you looking at step one? I'm just taking it just at what is getting what they're getting right 26.	00:23:19
	OK, so.	00:23:28
	3%.	00:23:29
	Over 2026 would go to 9429.	00:23:31
	Then the next year 2 1/2 will go to 92690 and then a two 2% after that I figured would take it to 94544.	00:23:35
	OK. Can you share again what the first one was, what the percentages are 3% above 87795 I came up with?	00:23:47
	90,000 Four 2958.	00:23:55
	Bingo. Yep, got it right here for you. What's this, 2028?	00:23:59
	2 1/2 percent.	00:24:02
	OK, 29.	00:24:07
	2%.	00:24:11
	And 30.	00:24:14
	I didn't go beyond that. I just.	00:24:15
	So.	00:24:18
	I don't know if you want to.	00:24:20
	Just go 2% again.	00:24:22
	OK, because.	00:24:24
	OK, that takes. That will be 96,435.	00:24:26
	I've at in 20-30.	00:24:31
	So if we look at So what I would do is I would look at some comparables here.	00:24:34
	So.	00:24:39
	You know what, maybe I can try this.	00:24:43
	Clerk courts always get more than.	00:24:48
	The other three.	00:24:52
	The traditionally, yes, OK.	00:24:53
	That's and the sheriff always more than that.	00:24:55
	Yeah, judges don't like to hear it, but the clerk of courts? Really.	00:24:58
	Manages all things court.	00:25:03
	Not the judges of the DA.	00:25:07
	Is that doing the right math? It's D 18.	00:25:10
	Yep, time.	00:25:13
	Yeah, I think this is right.	00:25:18
	So this is so this is the comparable.	00:25:21
	The other counties.	00:25:23
	I can't see. So we're going to we would be a little lower than the average if other counties also gave a three, 2 1/2, a two and	00:25:25
	a.	00:25:29
	To which might be a little low it.	00:25:34
	It hovers around 2 1/2 but we would will be a little under so I would be content to do.	00:25:37
	Three 2 1/2. Two and a half 2 1/2.	00:25:43
	03/2 and 1/2 and then the rest 2 1/2.	00:25:48
	Yeah.	00:25:51
	Oh, I did it in the wrong one.	00:25:54
	That's OK.	00:25:56
	Never mind, ignore me.	00:25:58
	Fat fingers.	00:26:04
	OK, there we go.	00:26:06
	I don't know what to put in for an estimate down here. Maybe 2 1/2 across.	00:26:10
	Maybe that's fair.	00:26:15
	So this is the comparable. These are the other counties.	00:26:18
	Assumption.	00:26:21
	And this would be, this would be us then.	00:26:23
	OK, what about the sheriff?	00:26:27
	The chair of.	00:26:30
	I looked at this piece of paper and I looked at population.	00:26:33
	What their salary is.	00:26:38
	And what their budget expenditures were.	00:26:40
	And Dodge County.	00:26:45
	Is really high.	00:26:47
	Compared to.	00:26:49
	Well, the only one that is.	00:26:50
	Is Washington County.	00:26:53
	And they have.	00:26:55
	A much larger population.	00:26:57
	So.	00:27:00
	If his budget.	00:27:01
	Wasn't quite as high.	00:27:03
	He could maybe get a bigger race.	00:27:06
	The position could get a bigger raise.	00:27:09
	So my.	00:27:12
	I did.	00:27:16
	Two different scenarios.	00:27:18
	8%.	00:27:21
	44.	00:27:23
	And then four.	00:27:26
	Oh, I'm sorry. I pulled in the current salary there. I you see what I did wrong. Sorry about that. We'll do look at that, right.	00:27:40
	There we go. That's the comparable.	00:27:47
	So this is the comparable.	00:27:49
	Using what I gave.	00:27:51
	I don't know how people feel about how I did the average, but I used that one 24193.	00:27:53
	Then I did figure out another one at 9 percent, 55 and 5.	00:28:03
	But I would prefer.	00:28:09
	The 844.	00:28:13
	For Jimmy to put.	00:28:14
	Do it. So I'm gonna put this number over here just so we can see it.	00:28:17
	139.	00:28:21
	347.	00:28:23
	Yeah.	00:28:27
	The the comparables were those that.	00:28:28
	We had shared or they are what comparable. Yeah, this is what we got at our last meeting. Is she?	00:28:32
	Supervisor Bubba's was at 9:00 and then.	00:28:39
	For the other one was 9 and then 5.	00:28:42
	That brings it up.	00:28:55
	So that's this is the difference. This is the previous one, the 1:39.	00:28:57
	347 and then the revised would be one 44733.	00:29:01
	In order for us to go from from what?	00:29:13
	The paperwork said what McGrath?	00:29:16
	Pad for the comparable? Yep, that's right here in 26.	00:29:20
	Yeah, I figured.	00:29:25
	It would have had to be like between 15 and 15 1/4%.	00:29:26
	That first year to get up to that right like.	00:29:32
	Realistically, we have to. We can't afford.	00:29:38
	Right, which is why I showed like here on Step 2.	00:29:41
	It was a gradual kind of making it up.	00:29:45
	So that's what I was trying to do here, trying to make those two.	00:29:47
	Similar to the compensation structure.	00:29:52
	Knowing that our compensation structure was.	00:29:55
	Higher over here.	00:29:58
	Then so like comparing this right here the compensation structure to the.	00:30:00
	Our comparables are actually our compensation structure is higher.	00:30:05
	But I mean, that's typically seen with elected officials. It's not uncommon.	00:30:08
	But umm.	00:30:13
	But this is where McGrath suggested they would lie on the structure. And this is just Step 2 of the structure.	00:30:15
	I'll go back to the one that we were working on.	00:30:22
	This one.	00:30:26
	That is where they are right now.	00:30:28
	Where they are right now is Rory here.	00:30:30
	Right. This is where they are right now. But the number you just showed up there, would you just clarify again, it was the last,	00:30:32
	last slide?	00:30:35
	I think you had it.	00:30:39
	This here is.	00:30:41
	McGrath This is Step 2.	00:30:43
	Of the McGrath number.	00:30:45
	So there's actually start step.	00:30:46
	Yeah, 234 the market and then a Mac.	00:30:48
	And I did examples of.	00:30:52
	24 and the market.	00:30:55
	Only because 4 is.	00:30:58
	Similar to our other.	00:31:01
	Constitutional officers as far as where they compare to our county. McGrath.	00:31:04
	Structure.	00:31:10
	5 market.	00:31:15
	Five being market.	00:31:16
	And they, the other constitutional officers are falling around Step 4, which is?	00:31:18
	Why I'm showing all the different ones?	00:31:24
	And obviously this would be something that would need to be budgeted for each of those years.	00:31:35
	In in each of the.	00:31:40
	Individual.	00:31:42
	Budgets. Is this something that the county board has to vote on or we just decide?	00:31:43
	I no, this is just decided by the committee.	00:31:50
	Right. Yeah, It's just decided by the committee.	00:31:53
	I'm looking at the kind of chair because I do not recall. I have never taken it to county board.	00:31:57
	That I know of.	00:32:01
	Think we always used to. Yeah, I think. Oh.	00:32:02
	Yeah, I remember.	00:32:06
	Wait, I think. Hello. Yes, because I think.	00:32:08
	I think something like that's going to be a hard sell. We're going to do a resolution, I said, I think.	00:32:14
	Something.	00:32:19
	Something like this would be hard a hard sell to the county board.	00:32:20
	I don't know what anyone else thinks. I'll go back to well, I got a question. You mentioned that the budget was bigger.	00:32:27
	But isn't the budget bigger because the jail?	00:32:33
	In the federal inmates and the money that comes back in.	00:32:36
	I mean the budgets bigger, but that means that work is.	00:32:39
	Bigger.	00:32:41
	You know what I mean? We can't, can't say, well, he spends more money so he can't give him a raise. He spends more money because	00:32:42
	he does more work.	00:32:44
	Right. I mean.	00:32:49
	Because there's money that always comes back in. I don't know why. Why is the budget bigger?	00:32:50
	Are you talking just generally the?	00:32:56
	What it says on this sheet of paper could Chad County Chief Deputy Enright.	00:32:58
	The 2025 budget Expenditures in the 2026 sheriff's salary.	00:33:04
	And Dodge County comes from is.	00:33:11
	At 22,835,573 and.	00:33:15
	Thing I gave you. Washington County is at 24,000,006.	00:33:23
	33,360 but they have.	00:33:28
	100 and.	00:33:33
	39.	00:33:34
	1000 for population we only have 87.	00:33:35
	8:40.	00:33:39
	So that's quite a bit of.	00:33:41
	Of expenditure.	00:33:45
	Per.	00:33:47
	Population.	00:33:48
	I think you need to look at the.	00:33:58
	The net.	00:34:01
	Levy.	00:34:02
	Population not.	00:34:05
	The total expenditures.	00:34:07
	Well, that's all I had.	00:34:09
	Those are from.	00:34:12
	A document that is.	00:34:15
	Put out that some available with all the I think it's these hidden.	00:34:16
	Because when? When the net levy.	00:34:22
	Reflect that income.	00:34:24
	The federal income in the budget.	00:34:26
	You know the total expenditures.	00:34:29
	As all the.	00:34:31
	Expenses of the of.	00:34:33
	Bigger jail, right?	00:34:35
	But it doesn't reflect the income coming from that. So I think the net levy or.	00:34:37
	Or the department would be a.	00:34:43
	More fair.	00:34:45
	The sheriff's responsibility.	00:34:51
	Already. Yeah.	00:34:52
	Supervisor beals, do you have anything to say?	00:34:59
	I'm sorry I've got the wrong one up.	00:35:04
	I'll give you. I wanted the proposal. Yeah, sorry.	00:35:08
	You got to open, yeah.	00:35:12
	Please mess this with me.	00:35:24
	Just looking at.	00:36:21
	This one here.	00:36:24
	What the three percent, 9%?	00:36:26
	Line with the circle around it.	00:36:30
	I think if we land somewheres in there.	00:36:34
	We'd probably be doing OK.	00:36:38
	Because I don't know how you go from.	00:36:41
	114.	00:36:44
	Up to no.	00:36:47
	114 town blank screen. I don't like what you're saying.	00:36:51
	I think.	00:36:55
	You're saying go from 1:14 to 160?	00:36:56
	You know, I think.	00:37:00
	To to get way up to 160 from 114.	00:37:02
	In essentially 4 years.	00:37:06
	Yeah, that's a big.	00:37:11
	That be a.	00:37:12
	Awful big.	00:37:14
	Sell on behalf of this.	00:37:17
	I think you said that would be a hard sell and I.	00:37:19
	Think that would be a hard sell?	00:37:21
	But.	00:37:25
	This would at least.	00:37:26
	Catch up.	00:37:29
	Close the gap.	00:37:31
	I mean, maybe not.	00:37:32
	Obviously it's not all the way up to 160, but.	00:37:33
	It's a heck of a lot better than where it's at.	00:37:38
	I mean, obviously we got to.	00:37:41
	Trying to close the.	00:37:44
	And and work to.	00:37:47
	Again.	00:37:50
	You want to attract quality people to these positions and retain quality people.	00:37:51
	And like I said at the last meeting.	00:37:57
	We can't look at who.	00:38:02
	It's currently holding these positions.	00:38:04
	Sure, when we factor in what the Chief Deputy currently makes.	00:38:10
	I didn't, I didn't look up the chief deputy's current pay because I don't know what that is and I don't know if that's fair to	00:38:16
	share that in this meeting.	00:38:19
	But this is.	00:38:22
	Market. You must have been reading my mind because here's the Chief deputy pay.	00:38:24
	This is market.	00:38:28
	For chief deputy.	00:38:30
	And we will have compression in that department and there aren't going to be there.	00:38:31
	There will be less reasons for people to try to.	00:38:36
	Run for office if.	00:38:39
	Fiscally, there is no incentive for the responsibilities that are with that position.	00:38:42
	So you can see right now the current salary is.	00:38:49
	Here.	00:38:54
	And this is current market.	00:38:57
	For chief deputy.	00:39:00
	MMM.	00:39:04
	And if I.	00:39:16
	I mean, we don't know what increases are going to be.	00:39:26
	Oops.	00:39:31
	I just, I know we're looking at this screen, but making sure people are aware this.	00:39:34
	This shows us Step 5 of.	00:39:38
	The McGrath placement of of what Step 5 would be and the comparables.	00:39:41
	Then remembering step.	00:39:47
	For comparing with Step 4.	00:39:49
	That one brings us to.	00:39:52
	106,974.	00:39:57
	Clerk of Courts.	00:40:01
	And 156,000 seven 7567. So when we're talking about the.	00:40:02
	To 160 this is the.	00:40:07
	This one gets us.	00:40:12
	Close, but not 160, especially if there's a concern about tough sell.	00:40:13
	I mean, you've got to Step 2 there as well. Did you do a Step 3 which you didn't have to do? I did not. It's.	00:40:20
	Obviously it would be in between.	00:40:25
	The 146, yeah, I didn't do every single, Yeah, I didn't do a stuff one either.	00:40:28
	So.	00:40:33
	And this is assuming a 2 1/2 percent cola to.	00:40:37
	And recognize comparisons.	00:40:42
	I just point out the compression piece as well. So right, and that I only put that on this proposal 1. So this one has the	00:40:44
	compression.	00:40:48
	You can show the compression.	00:40:52
	Yes.	00:40:54
	If I may, it is a.	00:41:39
	Is this bodies and the kind of ultimately county boards?	00:41:40
	My biggest concern would be making sure that.	00:41:45
	We're keeping as best we can all of our.	00:41:48
	Elected officials.	00:41:52
	Constitutional officers.	00:41:53
	In uh.	00:41:55
	In the realm of.	00:41:56
	Equivalent positions that are not elected.	00:41:58
	So, umm.	00:42:01
	That to this point, trusting in the expertise of.	00:42:03
	McGrath as we have.	00:42:07
	With our positions.	00:42:10
	Then it's just a matter of.	00:42:12
	Looking at where we are percentage wise.	00:42:13
	Comparatively in terms of increases.	00:42:16
	And in that realm, as Tanya mentioned that the other constitutional officers are hovering around step four of their.	00:42:18
	Wage scales.	00:42:25
	I can appreciate very much the.	00:42:29
	Concern about what would be.	00:42:31
	Appropriate.	00:42:33
	Dollar amount to.	00:42:35
	Or recommend to the county board.	00:42:38
	But that would be.	00:42:40
	In Cameron. Perfect.	00:42:43
	It would be ideal if we had all of our.	00:42:45
	All of our constitutional officers.	00:42:49
	In and around the same.	00:42:51
	The same amount.	00:42:52
	For the same percentage increases.	00:42:55
	So.	00:42:59
	You know, we're looking at Mary's.	00:43:02
	You know the 9555, so it's 14470.	00:43:03
	144,733.	00:43:07
	What is Step 4? What does that look like then?	00:43:10
	I can't remember.	00:43:13
	Can we look at that one real quick again?	00:43:15
	That one is 140.	00:43:20
	115156.	00:43:22
	775.	00:43:25
	Step 2 is the 146 Cameron.	00:43:35
	Thank you.	00:43:39
	Did you want to go back to four?	00:43:45
	You betcha.	00:43:47
	In front of me tonight.	00:43:51
	7.	00:43:55
	And then we can go back to the other one that we were on.	00:44:00
	With the two or the 9 proposal? Yeah, the 9:00.	00:44:02
	OK.	00:44:07
	Bump for 2030.	00:44:43
	Pump each one of those up 1%.	00:44:45
	And then why don't you go to?	00:45:23
	2027.	00:45:25
	Go to.	00:45:32
	4 1/2.	00:45:33
	For clerk of courts.	00:45:35
	And 10 for.	00:45:38
	Step 5 market, that's the 109 and 160.	00:46:21
	Correct.	00:46:26
	Could go to 100 and 150,000.	00:46:43
	I think that would be great.	00:46:47
	To see what happened, we're still gonna be 10,000 below mark.	00:46:49
	What if we went up?	00:47:08
	On clerk of courts.	00:47:10
	From the 28 and 29 to 3, just go up half a percent on that.	00:47:11
	It's OK to write over these.	00:47:16
	Oops, sorry.	00:47:19
	Threes.	00:47:23
	There's a.	00:47:25
	And the data tab there's a.	00:47:30
	Specifically called goals.	00:47:33
	Oh, I'm learning something new.	00:47:37
	So if you go.	00:47:39
	Automate go to.	00:47:43
	I have which I can't see really well. That's OK.	00:47:46
	Which cells are you trying to?	00:47:49
	Modify.	00:47:51
	That you're trying to get to 100 and 150 in those two spots.	00:47:53
	Right.	00:47:57
	Like here you want this to be 150.	00:48:00
	So if you go.	00:48:03
	We're here if you.	00:48:05
	Doing that up quick.	00:48:06
	Specific amount.	00:48:13
	Window.	00:48:18
	That data validation.	00:48:23
	Or we land on 1:05 and 1:55.	00:48:28
	Then we're not that far below right?	00:48:31
	By changing to by changing so.	00:48:38
	I think.	00:48:41
	Because then we could go.	00:48:45
	1:05 and 1:55.	00:48:49
	Yeah, umm.	00:48:50
	OK, OK. Yeah.	00:48:53
	You want 105 here.	00:48:55
	Oh, OK, let's see what that looks like.	00:48:57
	Yep, all right.	00:48:59
	So whatever.	00:49:00
	Analysis. Goal seek.	00:49:02
	Set that cell.	00:49:05
	To 105.	00:49:07
	2.74.	00:49:12
	I'm sure someone smarter than me could. I don't.	00:49:19
	But I know how to do this.	00:49:23
	So if we do that then.	00:49:25
	You can.	00:49:38
	I need to remember.	00:49:39
	Which source we use? I think it's an area manager. Not going to see, but I think we should spread that out a little bit instead of	00:49:41
	putting it all in.	00:49:44
	And you're on market just?	00:49:50
	I mean.	00:49:52
	The the goal amounts for Step 4 is.	00:49:54
	1:07 and 1:56.	00:49:56
	Well, we wouldn't.	00:50:03
	Doesn't have to be market is what I'm saying, but I want you to see all of them. If you want market, that's totally.	00:50:05
	Totally fine, it's what you think.	00:50:11
	You know, county board will go for, obviously we're looking at mission internally.	00:50:13
	I mean, there's several things that we.	00:50:18
	Are looking at but we also remember that.	00:50:20
	You know that there aren't minimum requirements and there aren't. It's an elected position. They they.	00:50:22
	Report to the county administrator. It's it's just a different scenario, right?	00:50:29
	Also keeping in mind, needs to be comparable.	00:50:35
	For in the scheme of the pay scale as a whole for the county.	00:50:39
	So.	00:50:43
	What if you just went for the clerk 4 1/2?	00:50:44
	All the way across.	00:50:47
	Instead of Yeah.	00:50:49
	Good idea.	00:50:51
	Yeah.	00:50:52
	Is that similar?	00:50:53
	One that I already have.	00:50:56
	Well, this one's fives.	00:50:58
	A5 and 1/4.	00:51:01
	I don't want to lose what you guys have done here.	00:51:02
	Sorry I messed with your.	00:51:07
	Sheep too. No, you're fine.	00:51:08
	I think I'm gonna.	00:51:11
	God, oh, probably didn't like that.	00:51:22
	No.	00:51:25
	I gotta make a new sheet I got.	00:51:29
	We'll make a new sheet.	00:51:34
	Proposal 2.	00:51:35
	Perfect.	00:51:40
	OK. What would you like you said?	00:51:42
	4 1/2 or 4.5.	00:51:45
	Oh, that's close.	00:51:53
	Is that big enough for you guys to see?	00:51:58
	What if you had the first year be a 5?	00:52:04
	What would that look like?	00:52:06
	Boom.	00:52:08
	Yeah, it almost kind of exactly where you were.	00:52:11
	Yeah, set up before.	00:52:15
	Is this going to be hard for them to make their budget with that much of an increase?	00:52:18
	Well, I haven't talked with them, but I will say no because when you look at the overall.	00:52:26
	What we're talking about annually.	00:52:32
	We're at 87.	00:52:35
	75 right now.	00:52:37
	You're like, I'll look at the shovel. Do the sheriff here for the first year, it's $11,000. Yeah.	00:52:39
	So that looks like a lot, but in the scheme of their budget.	00:52:44
	When their budget is.	00:52:48
	I would say 22 million.	00:52:50
	It's a very small part of the.	00:52:53
	Of the budget.	00:52:55
	And every year thereafter.	00:52:56
	It will be definitely something that.	00:53:01
	They can work around.	00:53:05
	It won't be.	00:53:06
	It won't be like some other things that end up blocking her.	00:53:08
	Progress with budgets so.	00:53:11
	So then change the sheriff to 1066.	00:53:13
	6.	00:53:17
	Oh.	00:53:23
	That's good.	00:53:32
	Just on that note of budgets. Thank you, Deputy.	00:53:36
	Chief Deputy Wright, The.	00:53:40
	The.	00:53:42
	Agreements that we have for.	00:53:44
	A Sheriff's Office that bring in revenues.	00:53:47
	Will be open for renegotiation in 2027.	00:53:49
	So that will also be.	00:53:53
	Way by which if there was a concern, we.	00:53:55
	We could adjust at that point. That's not us. I mean, it's significant.	00:53:58
	It doesn't.	00:54:02
	Doesn't dictate the entire budget, but it's.	00:54:04
	It's one of multiple.	00:54:07
	Ways we can.	00:54:08
	Address this throughout the.	00:54:09
	So to the point that it's, it's doable.	00:54:12
	Yes, you also got a factor in the other benefits of a vehicle that.	00:54:20
	The sheriff is allowed to use 24/7.	00:54:25
	That other department had Stone.	00:54:31
	Have as a benefit.	00:54:33
	Did our share purchases on our?	00:54:37
	We can see utilize accountable.	00:54:39
	It's OK.	00:54:41
	What's that?	00:54:44
	24316.	00:54:45
	Yes.	00:54:46
	In this scenario.	00:55:14
	And for the chief deputy that was using market?	00:55:20
	Right. That's using market, correct and it's assuming a 2 1/2.	00:55:23
	Cost of living.	00:55:29
	Tony, do you know what was the percentage rates?	00:55:40
	For these positions.	00:55:45
	The last time it was voted on.	00:55:47
	Uh, right here.	00:56:00
	That's these. It was in 23, it was a 6% and then 24, three percent.	00:56:03
	25 and 26 were 2%.	00:56:09
	So this is considerable.	00:56:12
	More.	00:56:15
	Yep, I know that back in 2023 even the 6% for the sheriff was low.	00:56:16
	But we wouldn't, I mean, we wouldn't have to be doing this if it wouldn't have been so low, you know, if it would have been more	00:56:24
	steady. It's been behind for a while there. There were there was actually a time before this that it well here, let's go to the	00:56:28
	previous one.	00:56:32
	Here they were getting 1 1/2.	00:56:37
	So you can see even a back here in 2017.	00:56:43
	The clerk, the Treasurer and the deeds got a 7.66. But then.	00:56:47
	And then there was a 6% here done, but then?	00:56:52
	But everybody got a one in half but.	00:56:55
	Yeah, but then they the the other three seem to be going up sooner and then the clerk of court and the sheriff are leg and behind.	00:56:58
	But.	00:57:06
	In comparison to the compensation structure.	00:57:07
	Which to keep in mind these are already.	00:57:10
	Close to well, they're on Step 4.	00:57:14
	Right, they're right inside the market rate, whereas the other ones are.	00:57:16
	Umm, not even step one.	00:57:22
	But then those years, too, were.	00:57:25
	Covad where some of them were, but a lot of.	00:57:27
	Raises were given out.	00:57:31
	True.	00:57:34
	But these they did.	00:57:34
	Because they were.	00:57:36
	Pre planned.	00:57:38
	Yep, pre established.	00:57:39
	Yes.	00:57:41
	But these, I mean, remember our compensation structure went into effect in 2021.	00:57:43
	So July of 2021 was when the McGrath compensation structure went into effect.	00:57:49
	So, so obviously these rates were established before then through 2022.	00:57:55
	We had.	00:58:01
	Who do we have before McGrath?	00:58:03
	Where we had a compensation strip, yes there was, but the constant positions were never placed on the structure to give us an idea	00:58:06
	of where they would place them if they were.	00:58:11
	McGrath was the first one to do that.	00:58:16
	You're right, but Carlson Dettman was the previous company.	00:58:19
	This is the first time we've had a tool.	00:58:23
	To rely on.	00:58:25
	Umm, as far as where they would fall within our structure if they were employees.	00:58:27
	Based on.	00:58:33
	Knowledge, skills and abilities that they need to do the job.	00:58:35
	And the work.	00:58:41
	Job duties.	00:58:43
	Responsibilities.	00:58:44
	Do we figure all the other?	00:59:04
	Pay, grades, whatever.	00:59:09
	At market.	00:59:12
	Our pace structure, Umm.	00:59:16
	Since we're trying to reach.	00:59:19
	Well, you don't have to try to reach market. I guess that's what I was saying is that that's up to the committee.	00:59:20
	Where you want the elected.	00:59:25
	Positions to lie.	00:59:27
	Within the you know if you if you're using that as a gauge.	00:59:28
	Where would you like them to lie? That's entirely up to the committee, which is why I tried showing different levels.	00:59:32
	24 and 5.	00:59:38
	Like I said, the other positions are lying at about four. That's just where they're lying right now. But that may not be the goal	00:59:41
	of the committee. The goal of the committee could be step one.	00:59:45
	The start step, that's what we're going to do. Or it could be 5 or somewhere between. It could be the top of the market.	00:59:50
	I don't know where didn't go there because I didn't think that's probably where that, but truly it lies with you to decide where	00:59:56
	if we're going to use that as a tool where.	01:00:02
	McGrath.	01:00:09
	Market structure.	01:00:10
	Where would we place these positions?	01:00:11
	That's entirely up to the committee.	01:00:15
	But.	01:00:18
	Our compensation structure I'll bring up so you can see the whole structure.	01:00:19
	And as you think about goals.	01:00:23
	I mean, yeah.	01:00:26
	I already shared my goal but.	01:00:27
	I think it's but been voiced by.	01:00:30
	I forget who said it.	01:00:33
	Of you all but.	01:00:35
	Whether or not you have it currently, an ordinance or in policy.	01:00:37
	Or or what flexibility you have, because I didn't look into that before this discussion today.	01:00:41
	But when you think about the type of individual you want to fill the positions.	01:00:47
	In the future.	01:00:51
	I think we're very fortunate to have the people in the positions that we do.	01:00:53
	But someday.	01:00:58
	They might.	01:01:00
	Decide to do something else and when that happens.	01:01:00
	Do we have a wage that?	01:01:05
	Commands or demands?	01:01:07
	The level of skills that we're looking for.	01:01:09
	That would be.	01:01:14
	Thinking about goals, goals for this body or goals for the county, that would be more, I think that.	01:01:16
	Where?	01:01:21
	A goal that I would suggest I guess for you is.	01:01:22
	To get to that end.	01:01:26
	And if we're doing that?	01:01:28
	The schedule and where everybody else is sitting.	01:01:33
	Where the other elected officials and how that relates in here all really does.	01:01:36
	Has an impact.	01:01:40
	So this is pay grade P.	01:01:42
	This is where.	01:01:45
	You don't see it out here, but.	01:01:47
	This is where.	01:01:50
	The clerk of court.	01:01:51
	Would lie with.	01:01:54
	What Mcgrath's assessment?	01:01:56
	So this is step one.	01:01:58
	234 and then this is market 4782 and then we have our open range. So we could do anything in between at any dollar amount because	01:02:00
	that's an open range.	01:02:04
	And then 5830 is the Max.	01:02:09
	And then the sheriff.	01:02:15
	Is at V.	01:02:16
	Victor and then this is the start.	01:02:18
	The 6349.	01:02:21
	All the way up to market 6999.	01:02:23
	And then the Max is 8543.	01:02:26
	And and you don't have to pick anything with them here. It could be anything in between. It can be lower than the first. It's	01:02:43
	really up to you.	01:02:47
	We just wanted to show you all the comparables.	01:02:51
	We want to show you the McGrath and where internal compression concerns.	01:02:54
	Where McGrath had placed it.	01:03:00
	Where the other constitutional officers are in comparison to the McGrath placement.	01:03:02
	And then keeping in mind any cost of living increases.	01:03:07
	That.	01:03:11
	Would be fair or reasonable over the next four years.	01:03:12
	So.	01:03:15
	Those are all the things.	01:03:17
	That we wanted to present for consideration.	01:03:19
	But honestly, it can be.	01:03:23
	Anything that.	01:03:25
	You feel is fair and.	01:03:27
	Falls in.	01:03:29
	With what Cameron just described.	01:03:31
	So I'll leave it there.	01:03:37
	My goal would be.	01:03:44
	We'll talk about this a little later for future agenda items, but with the.	01:03:46
	County board meeting being on February 11th and moved up a week.	01:03:51
	If this body needs to do a resolution for the February County Board.	01:03:56
	The committee may need to meet sooner.	01:04:01
	Then February 10th, because there wasn't enough time to get that to the clerk, to the county clerk office.	01:04:03
	So the the plan would be to hopefully make a decision tonight so that we could take it.	01:04:09
	To we could have.	01:04:15
	Cork Corp Council do a resolution.	01:04:17
	For you to sign at that meeting to take to county board in February.	01:04:21
	Just in case.	01:04:26
	There are issues we still have March because it has to be done by March.	01:04:28
	So if you take.	01:04:33
	This year for.	01:04:37
	2030.	01:04:38
	The 1:05.	01:04:41
	And then?	01:04:45
	Bump the other one up to 155.	01:04:47
	OK, Cameron, how did you do that?	01:04:52
	Oh, what if we just so take which one? Which one are we looking at? Just that one or this one? So it's.	01:04:54
	Right at the 1:05.	01:05:02
	Move the sheriff up to 15155.	01:05:03
	I can walk you through it.	01:05:06
	You click that one there, it's forecast first. Yeah, first click on that number right there.	01:05:07
	Yep. And then Yep.	01:05:12
	What if analysis?	01:05:13
	Goal. Sequel Seek.	01:05:15
	And then here is 15512.	01:05:16
	Three and then this is changing.	01:05:19
	And then?	01:05:22
	But then.	01:05:24
	Take these numbers, the percentages, and work it out so that we can try and have as much of A.	01:05:26
	Try 1077 maybe drop this to like 9 1/2. No I would do 10777 see what that comes up.	01:05:33
	I shared with you all I remember after.	01:05:50
	No 15.	01:05:52
	Whoa, 15 years ago?	01:05:55
	It's like that.	01:05:57
	That's a pretty.	01:06:05
	Could be.	01:06:06
	I don't know, I'd be OK floating this to the county board.	01:06:46
	It still comes down to the.	01:06:49
	Full board voting on it.	01:06:51
	What if we?	01:06:57
	Took the curtain.	01:06:58
	Clerk.	01:07:00
	The courts and.	01:07:01
	Did A5 in 2028? What would that look like?	01:07:03
	What's some of your thoughts, Marilyn or Mary?	01:07:48
	It's an increase.	01:07:52
	It is.	01:07:54
	I think it's going to be a hard sell.	01:07:55
	You know how they're there.	01:08:00
	But they are the ones that have to.	01:08:06
	Do their budgets.	01:08:11
	Yeah.	01:08:15
	Where are you landing, Roger?	01:08:29
	Well, I mean.	01:08:40
	In an ideal world, it would be.	01:08:43
	You know the 109 and the 160.	01:08:46
	What to get from you know?	01:08:48
	Where we are today to.	01:08:50
	That number I think we have to.	01:08:52
	We're going to have.	01:08:55
	A potential for a hard sell.	01:08:56
	You know.	01:08:58
	And I don't think, I don't know if that's realistic at all, but I think these.	01:09:00
	I think these numbers look.	01:09:03
	Doable for sure. If anything I would say.	01:09:06
	You know the clerk of courts could be 5 across.	01:09:08
	To bring that up a little bit closer.	01:09:11
	But.	01:09:13
	Or 5 1/2 in the beginning and then.	01:09:16
	I don't know.	01:09:18
	I think if you show that.	01:09:38
	As you show that.	01:09:39
	If I may, Mr. Chair, sorry.	01:09:42
	Just to the.	01:09:46
	To the comment made if you show.	01:09:47
	We can show.	01:09:50
	The parameters.	01:09:52
	And show what the Step 5 would look like.	01:09:53
	And.	01:09:57
	The step four and then.	01:09:59
	What you're working on?	01:10:00
	Getting to.	01:10:03
	You're working down from that.	01:10:05
	You're not trying. You're not trying to.	01:10:08
	Request the moon.	01:10:10
	Right. Yeah.	01:10:12
	What about?	01:10:16
	For the.	01:10:17
	Keep it at 5:00.	01:10:18
	5.	01:10:19
	Five and then 4 1/2.	01:10:20
	Then it's not.	01:10:23
	Yeah.	01:10:26
	Oh, you did that fast.	01:10:28
	Thank you.	01:10:29
	I'm glad I did this.	01:10:32
	Yeah, great.	01:10:34
	I'm just 5%.	01:10:41
	Increase in a year is.	01:10:44
	A good.	01:10:47
	I would like.	01:10:48
	I got.	01:10:49
	Not five. Yeah, I know.	01:10:51
	Right. Yeah.	01:10:54
	And.	01:10:56
	For the sheriff.	01:10:57
	298.	01:11:06
	I think that looks pretty before.	01:11:19
	155 something.	01:11:21
	155306.	01:11:25
	So with that eight it goes to what?	01:11:28
	Nine and a half. Eight.	01:11:31
	98.	01:11:33
	Yeah. Is that what you said?	01:11:34
	Yep, Tuesday.	01:11:36
	So gradually decreasing.	01:11:43
	Yeah.	01:11:45
	But getting to the goal.	01:11:46
	It actually got the clerk closer.	01:11:52
	And if you didn't want to go?	01:12:01
	You could go.	01:12:03
	55.	01:12:04
	4 1/2 Four and a half.	01:12:06
	I'm come.	01:12:12
	I don't think we're gonna have a hard sell with the clerk.	01:12:13
	With this I don't think.	01:12:17
	People aren't one with the clerk with 555. I mean, I think we could go fives across and I don't think anybody's gonna care.	01:12:18
	To be honest with you.	01:12:24
	But we gotta you know.	01:12:26
	I think the hard sell is going to be.	01:12:28
	The other one.	01:12:30
	So, but I think I you know.	01:12:32
	Yeah, I think that looks fine.	01:12:34
	I think this is very justifiable.	01:12:38
	I think this is. I think this is.	01:12:41
	A warranted increase.	01:12:43
	You know.	01:12:45
	And.	01:12:46
	You know personally.	01:12:49
	I wish it could be more.	01:12:50
	But we got to.	01:12:52
	Make up the ground that we can make up for realistically without.	01:12:54
	Trying to take too much and not getting anything.	01:12:59
	That's my thought.	01:13:02
	And what's what's?	01:13:05
	I think appealing with.	01:13:08
	The position itself.	01:13:10
	And.	01:13:12
	The compression in the department is that by 28.	01:13:14
	The position is.	01:13:18
	At a rate that is.	01:13:20
	Slightly.	01:13:22
	No, it's getting closer and comparable I guess and is.	01:13:22
	Goals and in 2029.	01:13:27
	Is projected to be a little higher than the market for chief deputy.	01:13:29
	Which by then Chief deputy, might be an open merit, but.	01:13:34
	You can't keep up with that. That's not how the elected officials are going to work, right?	01:13:37
	Right.	01:13:42
	I always say that it's hard because our physicians don't are.	01:13:44
	Compensation structure doesn't go end for end.	01:13:48
	When one pay grade.	01:13:51
	Tops out, that's not the start of the next pay grade, So there's overlap, right? So you can have someone in a higher position	01:13:53
	making less than someone in a lower position that's.	01:13:57
	That's just how pay grades work.	01:14:02
	It's because of longevity and experience and all those things.	01:14:05
	By the time we get to 2030.	01:14:11
	They'll have it all different anyway.	01:14:14
	And I won't be here.	01:14:21
	Would it make sense to do something similar about the sheriff?	01:14:29
	Wage to kind of even it out so you don't have a 987 and a half seven.	01:14:33
	Move those terms.	01:14:43
	8.	01:14:46
	Across the board.	01:14:47
	What would that look like?	01:14:49
	What was the number before we just did this, I told you.	01:15:14
	It's close to this 155306.	01:15:16
	Went up a little bit.	01:15:19
	Then what if we just did fives across the board for the?	01:15:24
	Like clerk.	01:15:27
	Just change that 4 1/2 to A5.	01:15:31
	Then they're all like even.	01:15:36
	Think that looks great?	01:15:46
	We're just sending forth a proposal.	01:15:51
	Right.	01:15:53
	So I think I would like a consensus and then I will have the.	01:15:57
	Corporation Council put together the resolution to bring to you for your next committee meeting for review, discussion and	01:16:03
	approval.	01:16:07
	And then take it to county board in preparation. I would just want to know.	01:16:11
	What would you like me to prepare for County board? Something similar to this or is there something?	01:16:16
	And is there anything in particular you want?	01:16:22
	Shared or shown?	01:16:25
	For county board.	01:16:27
	Keep changing.	01:16:34
	I'll do something like this.	01:16:38
	I mean, we'll show the comparisons because show.	01:16:39
	Some of the information about the county clerk and the sheriff and the comparables and the internal compression, I mean we can	01:16:42
	focus on that.	01:16:46
	And I think it's important to emphasize like the fact that.	01:16:50
	Together, elected officials are already.	01:16:53
	In.	01:16:55
	Yes, yes.	01:16:55
	And to keep it, Yep, we're trying, you know?	01:16:57
	And we're not asking for the moon.	01:17:00
	And then put this.	01:17:06
	Right. So the correct number is $250,000.	01:17:07
	But we're only asking for half so so we're willing to compromise.	01:17:12
	That's great. I like that. That's really good. Several.	01:17:17
	Several elimination rounds in arm wrestling, we came up.	01:17:20
	Yeah.	01:17:26
	I think that's a great idea.	01:17:32
	What's the consensus group? Are we good? What, the 106 and the 1:56?	01:17:42
	By 20-30.	01:17:47
	I am.	01:17:51
	Me too.	01:17:52
	It's a lot.	01:18:09
	Yes.	01:18:12
	That's why it's up to the full county board and that just.	01:18:17
	This committee, right?	01:18:21
	You know, and if they if we get there and.	01:18:23
	They voted down or whatever, we gotta, you know, we'll just move forward from there. But I think.	01:18:26
	We're making our best effort here to get things right and to keep things.	01:18:30
	Realistic.	01:18:34
	That's what I think that's that's that's what I'm trying to do and I think everybody else here is trying to do the same thing.	01:18:35
	So.	01:18:41
	So.	01:18:42
	Those the 2030 numbers that this is at.	01:18:43
	Max right?	01:18:48
	Or at market, Market Step 5.	01:18:49
	Market, so the 109 and the 160.	01:18:52
	Is projected market.	01:18:56
	Assuming a 2 1/2 percent Col.	01:18:58
	I mean if.	01:19:01
	Dodge County only gives a 1% each year.	01:19:02
	They're going to be yellow. I mean we're the compensation structure is going to be behind.	01:19:05
	If the Dodge County gives more than 2 1/2%, then the structure is going to be a little ahead again. But this is a four year	01:19:10
	projection, so that's what's hard. We looking at what other.	01:19:16
	Counties kind of do is usually between 2:00 and 3:00 and I mean there have been years we've frozen.	01:19:23
	A coli increase so.	01:19:28
	Umm, those are things that you just don't know. You have to base it on your average and what?	01:19:32
	Is probably reasonable.	01:19:38
	And making your projections and assumptions.	01:19:40
	And.	01:19:45
	And comparing that out.	01:19:47
	So.	01:19:49
	You know, and if we get to 2030.	01:20:01
	And this needs to be adjusted, stay the same or even adjusted down at that point.	01:20:04
	That can always happen. It can. You could do what you could not do an increase, you could do a very low increase. Yes, you can	01:20:09
	adjust it then that's.	01:20:13
	The thing about the.	01:20:17
	For a year is you can adjust that. Four years, yeah. You're saying if there wasn't a, you know, the coal is lower or whatever,	01:20:18
	then we could.	01:20:21
	Do a 0% increase at that point if we wanted to. I think what's important is kind of.	01:20:25
	Figuring out where you'd like them to be. And I think that helps give a goal for and and establish A baseline going forward so	01:20:30
	that when we come together in two years.	01:20:36
	To do the other three constitutional officers, we know what we use in our decision making and can apply that then to.	01:20:42
	So, so we're consistent.	01:20:49
	At least this gets.	01:20:51
	Closer.	01:20:53
	To.	01:20:54
	That we don't have to.	01:20:55
	Do this big.	01:20:58
	The next after 20-30 they should be.	01:21:02
	Hopefully just cost of livings.	01:21:04
	Well, and because the wages for the other officers are.	01:21:07
	Not way out of line like these were in two years. It's not going to be this big.	01:21:10
	Dramatic increase.	01:21:14
	You know it's going to be more of a steady.	01:21:16
	Increase for the other officers in two years.	01:21:18
	That would be my expectation. And then.	01:21:21
	Went four years either.	01:21:24
	You know, the anticipation is either it's going to be a very steady increase or if if we overshot and are 2 1/2 percent COLA, then	01:21:26
	a very small or zero increase.	01:21:31
	To to get it back in line.	01:21:35
	So.	01:21:38
	We're making the next.	01:21:41
	Can you time easier?	01:21:44
	By getting things back on track this time.	01:21:46
	So I guess that's kind of the consensus.	01:21:55
	Very well.	01:21:59
	I will work with Corporation Council.	01:22:01
	Thank you.	01:22:07
	Fives and eights.	01:22:13
	Got it.	01:22:17
	So are we ready to move on?	01:22:23
	#9 then would be review, discuss, consider county board resolutions for recognition commendation for county employees.	01:22:34
	One David Addison with Land Resources and Parks, 32 years.	01:22:43
	He has been with the county and retired on January 2nd.	01:22:48
	I'll sign.	01:23:03
	Are they?	01:23:09
	Going to do 1.	01:23:11
	We were told about the other person from.	01:23:14
	Land Resources.	01:23:18
	So.	01:23:21
	So we have not done those for those that have passed on.	01:23:23
	Unless.	01:23:28
	They've met the criteria.	01:23:29
	For.	01:23:30
	The accommodation which was the 20 years so, but the county will be doing something.	01:23:31
	Yeah.	01:23:36
	I didn't know how long he was.	01:23:42
	Eight years.	01:23:44
	And we got to do a motion on this job, yes.	01:23:45
	I'll make a motion to approve.	01:23:49
	County board resolutions.	01:23:52
	For recognition accommodation for pony employees.	01:23:54
	A second.	01:23:58
	Motion by Mary, second by Roger. All those in favor of the motion say aye.	01:24:00
	Aye.	01:24:04
	Any opposed hearing none motion carries.	01:24:05
	Up next, human resource directors report.	01:24:09
	Right. So the requisition report, Clearview has a life enrichment assistant part time position so unique to their CNA.	01:24:12
	The Sheriff's Office has 2911 communication officers and two correctional officers.	01:24:23
	Land Resources and Parks has the manager of Land Information which actually they have an accepted offer.	01:24:28
	UMM Hwy. has a Hwy. 1 Highway Maintenance technician and I actually think they just got another one and then veteran service. This	01:24:35
	is the Veterans Benefit Specialist due to an internal promotion to the new position that was created.	01:24:42
	So those are the new personnel requisitions.	01:24:50
	Recruitment update.	01:24:53
	Do you want to do yours?	01:24:55
	For county conservation.	01:24:56
	Yes.	01:24:59
	Yes. So yes, happy to inform everybody that we.	01:25:00
	Do you have a conditional offer extended?	01:25:05
	For a land and water conservation.	01:25:08
	Department director. Conservationist.	01:25:10
	Am I allowed to say names or do we want to wait on that?	01:25:14
	I mean, I don't know, it's.	01:25:17
	Yeah.	01:25:19
	First name is Melissa.	01:25:21
	Second name is Knip Full so just give you that much. I won't sell the whole name.	01:25:23
	Together, yeah.	01:25:28
	Anyway.	01:25:30
	She is This is an individual that has a history both in Dodge County and working for.	01:25:30
	Working for Dodge County.	01:25:37
	Began here.	01:25:39
	Many years ago with her internship and then.	01:25:41
	Went on to fulfill.	01:25:44
	Similar positions, but then also counterpart positions.	01:25:46
	In the Department of Agriculture for many years she's been involved in I forget which counties.	01:25:50
	North of us, but.	01:25:57
	Been serving as that on the federal side for.	01:25:59
	A number of years.	01:26:03
	In the most recent shutdown.	01:26:04
	I will just say.	01:26:06
	A variety of factors, but I think in the recent shutdown was an opportunity to reflect.	01:26:08
	No longer had an interest in staying in.	01:26:13
	In that department and in that function.	01:26:15
	And also had an interest in.	01:26:18
	Having reasons to come back this way. Still have family in the county so.	01:26:21
	It worked out really well and it was someone that.	01:26:27
	She was the.	01:26:31
	Of all those interviewed, she was the top pick among staff as well.	01:26:32
	And I share that here now, because that's a good thing.	01:26:37
	We we asked the department to meet with.	01:26:40
	And gave each candidate some time with.	01:26:44
	Staff in the in the department.	01:26:47
	Just to get a feel.	01:26:49
	And.	01:26:50
	Our staff and land and water.	01:26:53
	You know, they, they, they're very diligent with the work that they do.	01:26:54
	Their work does not involve a lot of changes.	01:26:58
	And.	01:27:00
	This, of course, a significant change after a number of years.	01:27:02
	They were a bit apprehend, apprehensive, and I know that.	01:27:06
	Our final.	01:27:10
	Set them all at ease, they had a very good conversation.	01:27:12
	And I think April had to.	01:27:15
	Actually kind of just stop them.	01:27:18
	And and extract the candidate from the conversation because it was going.	01:27:20
	Super well and we needed, but they needed to move on in the process.	01:27:24
	I can tell you from the.	01:27:29
	Sit down and and interview.	01:27:31
	A wealth of knowledge.	01:27:34
	We had we were fortunate to have a number of.	01:27:36
	Very, I think, dedicated people.	01:27:38
	With a lot of good knowledge.	01:27:41
	But uh.	01:27:43
	Only one that seemed to have spot on and that's who we've selected.	01:27:44
	So, uh.	01:27:48
	Supervisor Andrew Johnson.	01:27:52
	And supervisor Dale Mahill.	01:27:54
	Both from the Conservation Extension Committee were part of the interview panel.	01:27:56
	And the decision to go the route of.	01:28:01
	Selecting Melissa was was a unanimous.	01:28:07
	Everybody.	01:28:10
	Agreed that that would be a good idea.	01:28:11
	So.	01:28:14
	Yeah. And then for Hwy. Commissioner, we.	01:28:17
	The confirmation will come to County Board in February and her first day is February 19th.	01:28:22
	Yes, thank you.	01:28:28
	And that really?	01:28:30
	We would start her sooner, but for I think the.	01:28:31
	Wanting the confirmation to.	01:28:34
	Her before there's.	01:28:36
	Formally before she's formally started.	01:28:38
	We've done it both ways.	01:28:42
	But.	01:28:44
	In this situation.	01:28:45
	The level of urgency.	01:28:46
	Is it this isn't there?	01:28:49
	As strongly, so we'll go with the.	01:28:50
	Go the route.	01:28:52
	How can I keep you?	01:28:54
	Thank you. And then the highway commissioner, we have, last time I looked, which was yesterday.	01:28:56
	I counted I think it was either 11 or 12.	01:29:01
	Applications.	01:29:05
	So we have two internal candidates.	01:29:06
	That are.	01:29:09
	Well known in their department.	01:29:12
	And then we have some other.	01:29:13
	Candidates to run run a range, some that look like they would be.	01:29:16
	Really good to talk to and some that look like they just.	01:29:20
	Put their application in on Monster and somehow it got populated into our.	01:29:23
	Batch.	01:29:27
	But that is going well.	01:29:27
	We did.	01:29:30
	We did extend the amount of time before our initial review.	01:29:31
	So that we would be able to have.	01:29:35
	Some more applications come in and then also take a good.	01:29:37
	A good look at.	01:29:40
	So that's moving forward.	01:29:41
	Still, still ongoing.	01:29:43
	In addition, we are recruiting.	01:29:49
	For child support specialists, financial enforcement and a child support assistant.	01:29:52
	That I highway maintenance tech.	01:29:59
	Human Services behavioral health therapist. A CLTS manager.	01:30:02
	To public health nurses.	01:30:06
	Social worker, APS and CPS.	01:30:08
	Custodian.	01:30:13
	And did those already? One deputy sheriff.	01:30:15
	And that's it.	01:30:20
	We have pending requisitions.	01:30:22
	For child support director.	01:30:24
	We have an interim financial manager at Highway.	01:30:27
	An ADR specialist and a case manager for community programs.	01:30:30
	Also, as long as we're talking about recruitment, I did want to mention that.	01:30:35
	As you may know, as of December 31st, all.	01:30:40
	All higher bonuses for Clearview have ended, including now for the LPN's and RN's.	01:30:46
	Anyone that received a was hired and eligible for a bonus. Obviously the grandfathered until that bonus is fulfilled.	01:30:52
	And they have met their requirements, but no new bonuses will be issued for higher bonuses starting January 1.	01:31:00
	As part of that, it was agreed that we would look at the LPN and RN wages to ensure they are still comparable.	01:31:07
	Leading Age puts out a very comprehensive wage report of a lot of.	01:31:16
	Nursing facilities on.	01:31:23
	Throughout Wisconsin.	01:31:25
	We also did a small comp study, market study with McGrath.	01:31:27
	We had a meeting with Ed Summers, the executive director at Clearview.	01:31:33
	And it was all mutually agreed that the rates are competitive right now and there is no request.	01:31:39
	Or any changes to rates?	01:31:45
	So.	01:31:48
	Wanted to share that with you that that was really, really good.	01:31:48
	Umm, salary, wage, and status changes were all provided to you. I'm going to slip in here.	01:31:52
	The one, the one big beautiful bill and the.	01:31:59
	Overtime that we brought to the committee, last meeting that we had just as an update.	01:32:03
	The there is an FLSA task force is what has been named.	01:32:09
	A meeting did take place with.	01:32:16
	Key departments to listen to concerns.	01:32:20
	To listen to potential.	01:32:24
	Things that outcomes that could occur for making changes to a strict FLSA.	01:32:28
	Program for our.	01:32:35
	For determining pay.	01:32:37
	As well as some ideas of how to help make employees whole, as was discussed by.	01:32:39
	And shared by the committee at the last meeting.	01:32:45
	So those things are going to be further discussed with.	01:32:49
	IT finance administration and HR to ensure what the system can do and if we did do any of these ideas, what is the cause and	01:32:54
	effect and what can we do to and kind of thinking outside the box too of maybe some ideas so.	01:33:03
	Wanted to give you an update that we are diligently working on it. We know that time is of the essence.	01:33:12
	With this but wanted to give you.	01:33:18
	Update SO.	01:33:21
	Any questions?	01:33:23
	Leave of absence. I have one.	01:33:25
	Leave a bad sense.	01:33:27
	And it is a medical leave intermittent.	01:33:33
	Due to not eligible for.	01:33:38
	The federal, FMLA and state is exhausted.	01:33:42
	OK. Any questions for Tanya?	01:33:46
	Hearing none.	01:33:50
	Future agenda items.	01:33:52
	Well, a resolution.	01:33:56
	For elected officials.	01:33:58
	And then that holiday policy.	01:34:00
	I talked about.	01:34:03
	Now, did you say we're going to have to meet?	01:34:13
	Early uh.	01:34:15
	We will.	01:34:17
	In order to have the resolution ready for the county clerk.	01:34:18
	For February.	01:34:22
	So that's next item, determine next meeting date and time.	01:34:27
	Either the end of January or.	01:34:33
	Almost have to be.	01:34:37
	Only I don't know if this room is.	01:34:40
	I know normally we used to have two meetings and it was always the 2nd and the 4th, so we've kind of held open that fourth one	01:34:45
	just in case and we really haven't had to use it.	01:34:51
	That would be an option.	01:34:58
	I mean, we'll, I'll make whatever work that.	01:35:00
	Works for all of you because I know it's important to have that resolution to county board in February.	01:35:03
	So you're talking about 3:30 on the 27th?	01:35:10
	Yeah, I'll look to see if this room is available.	01:35:14
	If it would be on Tuesday the 3rd.	01:35:24
	We have.	01:35:27
	Highway at 4:30.	01:35:28
	Yeah, it is in here at 5:00.	01:35:31
	The IT committee.	01:35:36
	On the 27th.	01:35:37
	Sorry.	01:35:39
	On the 3rd.	01:35:41
	Highway is in here. Highway is in here. I mean 33630, it's 507 tonight and we actually had a lot of discussion, so I think we	01:35:43
	could be done.	01:35:49
	We could be done pretty quick.	01:35:55
	By 5 if not.	01:35:57
	Before.	01:35:58
	Monday the 2nd it seems like it's open until 7.	01:36:00
	It's almost open all day except executive and then they have a meeting here at night with the 4H.	01:36:04
	How about January the 27th? Will that work? No.	01:36:12
	You can.	01:36:18
	I well this room is available from like.	01:36:19
	From three until 5:00.	01:36:23
	Oh, I would think we could get it done. I mean.	01:36:24
	This meeting is probably going to be 10 minutes long.	01:36:27
	I would hope I wouldn't put much else on the edge. I won't put anything.	01:36:29
	Well, yeah, well.	01:36:33
	Well, of a couple things.	01:36:35
	We could work around it.	01:36:38
	We'll try to make it short and sweet.	01:36:40
	Maryland won't be able to make it OK.	01:36:44
	Could Monday is pretty open for this room to the 26th. I'll be gone like the 20.	01:36:47
	That I'll be going to February 2nd through like the 5th.	01:36:53
	OK.	01:36:57
	I think.	01:36:59
	The 4th.	01:37:00
	I'm here till the middle.	01:37:01
	So by the 26th.	01:37:06
	I could be here at 3:30.	01:37:08
	That were you talking?	01:37:10
	The 26th This room is available.	01:37:12
	Pretty much from 11:00 until.	01:37:15
	6.	01:37:19
	Would Monday the 26 work better?	01:37:22
	Yes.	01:37:25
	Mary, you're good with that day.	01:37:29
	The 26th.	01:37:31
	They're flexible.	01:37:32
	Just don't ask me.	01:37:35
	About the time, would you like?	01:37:37
	Well, I guess just to stay.	01:37:43
	Consistent we can.	01:37:44
	Keep it up.	01:37:50
	3:30.	01:37:51
	OK.	01:38:01
	Instead of.	01:38:06
	Both our February.	01:38:07
	So our next meeting.	01:38:11
	Date will be.	01:38:13
	Monday, January 26, 2026 at 3:30 PM.	01:38:14
	Could we?	01:38:19
	At some point.	01:38:20
	Get an update.	01:38:21
	On the.	01:38:23
	People that we were going to hire for Clearview.	01:38:27
	From.	01:38:30
	Oh, the foreign workers.	01:38:32
	Yeah, it's it's still in the federal.	01:38:33
	Process. So it's there's still a tremendous amount of.	01:38:37
	Hope and there it is looking more more positive, but it's a very long process and anytime we ask it's still.	01:38:41
	A range of time it could be, I think anyone from.	01:38:51
	Yeah, 3 to 9 months or even a year.	01:38:54
	So.	01:38:58
	It gets adjusted every time more get processed and then it they adjust it but.	01:39:00
	That's isn't I fair? Is that a that's actually really good?	01:39:05
	Yeah, the the.	01:39:08
	In a recent tour of the.	01:39:11
	Of the behavioral health remodel.	01:39:13
	For the building committee at it shared.	01:39:16
	He had shared some of the challenges.	01:39:19
	With umm.	01:39:21
	The State Department great to work with, but.	01:39:23
	In terms of people, but the delays and timelines and.	01:39:26
	How directly impacted that is by other things?	01:39:29
	Happening.	01:39:33
	Outside of the United States and within the United States, so.	01:39:34
	It's moving forward and he was.	01:39:37
	More hopeful than ever that it was, and positive about it happening.	01:39:40
	This year, but.	01:39:44
	No, nothing for sure yet.	01:39:45
	OK. With that said, by order of the Chair, I'll declare the meeting adjourned at 5:12 PM.	01:39:52
	Thank you.	01:40:01
	Question. But I want the recording.	01:40:07

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Event transcript
	Site is not available and I tried to do it from home.	00:00:00
	I tried last night. I tried OK, it is 3:32 PM, I will call the human resource committee meeting to.	00:00:03
	Order.	00:00:12
	Roll call has been.	00:00:13
	Taken public comment I see nobody in attendance unless.	00:00:15
	Chad, you want to?	00:00:21
	Have any public comment?	00:00:23
	No, thank you.	00:00:25
	OK, looking for a motion to approve the open session minutes of the December 9th, 2025 regular meeting of the Human Resource	00:00:27
	Committee. I move to approve the last minutes.	00:00:32
	2nd.	00:00:38
	Motion by Maryland, second by Roger. Is there any discussion?	00:00:42
	Hearing none, all those in favor of the motion say aye aye.	00:00:48
	Any opposed?	00:00:52
	Hearing none, motion carries.	00:00:53
	Up next, it looks like we need to review sign 2026 labor agreement between Dodge County and Dodge County Highway Department as	00:00:58
	approved by.	00:01:02
	Pony board resolution.	00:01:07
	You can go inside and then I think.	00:01:33
	Thank you.	00:02:16
	OK, you probably could have stayed standing for the next one too.	00:02:36
	Up next is.	00:02:44
	For #6 review signed side agreement with Dodge County Sheriff's Office Warren Association Local 120.	00:02:46
	Labor Association of Wisconsin to change representation as approved by county board resolution.	00:02:53
	And then #7.	00:03:30
	Review. Discuss. Consider policy number one.	00:03:32
	To 7.1 shift in weekend differential paid to add a Clearview position and clarification.	00:03:35
	Yeah, so the.	00:03:43
	The position being added is the Household Assistant 1 and I think that was just omitted in the past and needed to be added because	00:03:44
	it is a.	00:03:48
	Should be receiving the shift and weekend differential pay.	00:03:53
	Since we were updating the policy, we took the opportunity to just clarify.	00:03:57
	Last year, the committee approved adding weekend differential for land resources and parks and we wanted to clarify that it was	00:04:02
	for seasonal staff.	00:04:07
	So that is what was clarified here. We also added about the see holiday policy regarding.	00:04:11
	Being eligible for premium holiday.	00:04:19
	We believe that was discussed at that same meeting. Interestingly enough, it's not in the minutes, it wasn't on the agenda.	00:04:21
	We believe it was discussed based on information from Land Resources who was here and the reporting isn't available for us to	00:04:28
	watch. That one didn't work.	00:04:33
	So we thought to be we're going to bring the policy to you. So that will be next month.	00:04:38
	The holiday policy to add that in, but we believe it was already discussed. Hopefully you recall that. If not, we can.	00:04:43
	Answer any questions at that time, but we will bring that holiday policy to add.	00:04:49
	The seasonal land resources and parks to be eligible for that holiday pay. That was when Jason Roy was here and presented.	00:04:55
	Yes.	00:05:02
	Yeah, I recall.	00:05:03
	But the holiday policy was not brought.	00:05:06
	So it wasn't updated. So we do need to update the holiday policy.	00:05:08
	Which probably is not going to be effective until Memorial Day. So we have a little bit of time, but we want to get that taken	00:05:12
	care of.	00:05:15
	So it has time to set up the system too.	00:05:19
	So at this time we just need a motion to add household assistant one.	00:05:28
	And then?	00:05:34
	Under D.	00:05:37
	Land resources in park seasonal.	00:05:39
	Correct.	00:05:41
	Change to this policy today.	00:05:43
	I will make a motion to.	00:05:47
	State Policy 1271.1.	00:05:49
	Shifting weekend differential pay to add the Clearview position and some clarification.	00:05:53
	I'll second.	00:05:59
	And like you pointed out, Household Assistant 2.	00:06:09
	Was already in the policy, so it's.	00:06:12
	They're all doing the same work.	00:06:17
	No SO.	00:06:19
	OK, motion by Mary, second by Maryland to approve the changes to the.	00:06:22
	Shift and we can differential pay.	00:06:28
	All those in favor of the motion say aye.	00:06:33
	Aye.	00:06:36
	Any opposed?	00:06:36
	Hearing none, motion carries.	00:06:37
	Up next.	00:06:41
	For #8 review discuss Consider elected official salaries for sheriff and clerk accords for 2027 through.	00:06:42
	2030.	00:06:51
	OK, so I have a couple of things.	00:06:57
	For you.	00:07:00
	For discussion.	00:07:02
	I would like to start with some historical information for you.	00:07:04
	To share.	00:07:09
	What I'll call it a cost of living adjustment, but.	00:07:10
	What increases have been given?	00:07:13
	Recently to the other.	00:07:16
	Constitutional officer positions the county clerk, the treasurer and the register of deeds.	00:07:19
	So that's that's.	00:07:24
	What is in this section right here?	00:07:25
	The 6.25 that was given I think when increases were given county wide.	00:07:28
	To catch, do some catch up.	00:07:33
	And then 3% increases were given annually after that.	00:07:36
	I'm sorry, my columns are not.	00:07:40
	Umm, happy right here with the size. There we go. And this is the previous one for the Clerk of Courts and the Sheriff.	00:07:43
	There was a 6% catch up it looks like and 2023.	00:07:51
	And then a 3% and then to 2%.	00:07:56
	We are trying to pay attention to what other counties are doing with constitutional officers this year.	00:08:00
	Very few have done approvals.	00:08:06
	So increases tend to lie between.	00:08:08
	The two and 3%.	00:08:12
	Depending if there's a county that feels they need to catch up on their on some of their salaries.	00:08:14
	All right, so this is important to keep in mind because this is a piece where.	00:08:19
	UMM is going to play a role in what salaries you would like to provide for the next 4 years for these two positions on elected	00:08:24
	positions.	00:08:29
	So I'll call the cost of living adjustment if you can just kind of keep that in your mind of.	00:08:34
	What you think that should be?	00:08:40
	In in comparison, so you can see like in 2026.	00:08:43
	The clerk of courts and the sheriff are getting 2%.	00:08:50
	But.	00:08:54
	Our compensation structure.	00:08:55
	Got a 2.6.	00:08:57
	4%.	00:09:00
	And then if you look at.	00:09:02
	The county clerk, the treasurer and the register of deeds. They received 3% so.	00:09:04
	They're advancing a little faster.	00:09:09
	And the clerk of court and the sheriff are like and behind a little. So in comparison to our comps schedule and I'm going to show	00:09:12
	you that next. So just keep this kind of tucked of cost of living increase. But then I would like to talk about a cat shop.	00:09:19
	As as an idea, but this is totally the committee's decision.	00:09:28
	I just wanted to provide a framework for today, but we can give you anything you want to see.	00:09:33
	We can.	00:09:40
	Update this and show you and.	00:09:41
	For your decision making process.	00:09:43
	All right. The next thing I want to talk about is the the clerk of court.	00:09:46
	So I in fairness, we have some things like not all the counties share their information. So I don't have everything, but we have	00:09:51
	comparables that we consider here in Dodge County of what our comparables are just in general for.	00:09:58
	Our compensation structure as a whole.	00:10:06
	Each of our elected officials also have counterparts that are.	00:10:10
	They'd like to use as.	00:10:14
	Comparables because of similar work, the volume of work, particularly with the clerk of courts, the number of judges and things	00:10:15
	like that. So I broke it down two ways.	00:10:20
	I did an average of.	00:10:25
	What we consider the comparables, so these are the counties that are comparable and then so this is the average.	00:10:27
	And this is for 2026.	00:10:35
	And.	00:10:38
	Our our rate of pay for 2026 is 87,795. So we are you can tell that.	00:10:41
	Were 1.33% below.	00:10:48
	The average?	00:10:52
	And if we want to include the additional.	00:10:54
	Counties. Is this big enough for you? I hope it is it additional counties.	00:10:57
	Would you like that? So they're making see it a little easier. Is it all right?	00:11:03
	Sure.	00:11:07
	That's the same as this one that you it's probably similar to that.	00:11:08
	Yep, I I've redone these just a little bit with averages and whatnot to give you a little bit better picture and comparing.	00:11:11
	So these are the counties with multiple judges that aren't considered comparables, but something to consider. So I added those	00:11:20
	into and I did an overall average. So that's the 89,419.	00:11:27
	And that's.	00:11:34
	Just shy of 2% different.	00:11:36
	Compared to what?	00:11:39
	The rate is for 2026.	00:11:40
	For the Clerk of Courts.	00:11:43
	Any questions on that?	00:11:45
	OK, now we'll look at the sheriff.	00:11:47
	Let's make that a little bigger.	00:11:51
	OK.	00:11:54
	So some things about the sheriff's, again, these are comparables.	00:11:54
	The average?	00:12:00
	Is 123,500 which is 7.74% below.	00:12:01
	What the 2026 salary is for the sheriff position?	00:12:07
	Two positions that were brought to us to to, you know, as potential comparables because they're close by larger municipalities in	00:12:12
	our county.	00:12:17
	Beaver Dam and Watertown.	00:12:22
	Now.	00:12:25
	Beaver Dam, I need to clarify, because the sheriff had gotten a number that was different than what human resources received. So	00:12:26
	human resources, we found out that they gave us the start rate.	00:12:32
	And the start rate for that Beaver Dam police chief is 117,700.	00:12:39
	The 132,886 is the 2026 rate for the chief, so probably has some longevity there so.	00:12:46
	That could be the top of our scale. We don't know where that position lies on their scale necessarily.	00:12:56
	But.	00:13:01
	I what I did is I took the average of that.	00:13:02
	Of those two rates, so it's going to lie somewhere in the middle. So these two are really close, the Beaver Dam and the Watertown	00:13:06
	Police Department, and you can see that it's fairly close to the average.	00:13:11
	Of the comparables.	00:13:17
	So that all actually aligns pretty well still though, very far behind what the current salary is for the sheriff position.	00:13:19
	So these are our comparables.	00:13:30
	OK.	00:13:33
	I'm going to show you some projections. I'm going to start with market and I'm only going to showing this so that you can see this	00:13:36
	next part.	00:13:40
	I sent you a revised.	00:13:47
	So.	00:13:51
	What I want to point out is that.	00:13:51
	Our compensation structure.	00:13:54
	Step 5 is considered market.	00:13:56
	This is someone.	00:13:59
	Who on the comp structure, we obviously have job descriptions with minimum criteria and things like that. That doesn't really	00:14:01
	exist for our elected officials, but market is considered the.	00:14:07
	The rate that.	00:14:13
	Someone who has at least like 5 years experience in that role.	00:14:15
	So what I wanted to point out is that, um.	00:14:21
	So this is the clerk of Court. Sorry that I don't have that written in there.	00:14:24
	You can see that the.	00:14:30
	Average.	00:14:31
	And.	00:14:33
	The current salary.	00:14:34
	That's these two. So I took the higher of those averages that I just showed you. So you can see that our current salary is lower	00:14:36
	than the average.	00:14:40
	But our 2026 market?	00:14:44
	Is 99,400. You can see that is significantly more than the comparable average.	00:14:47
	And significantly more than the 2026 approved salary.	00:14:53
	Which one is more?	00:15:00
	The market rate of our our comp, Yep, our Dodge County compensation structure.	00:15:01
	Comparable, uh.	00:15:06
	Are our Dodge County. This is the Dodge County compensation structure.	00:15:07
	This is the comparable. That's what I showed from here. This is from the other counties.	00:15:13
	And this is the current rate?	00:15:19
	The next one down is the sheriff.	00:15:26
	So this is Step 5.	00:15:29
	For the sheriff's position.	00:15:31
	That McGrath placed them on as being comparable.	00:15:33
	If they were put on our pay structure.	00:15:37
	That's where, that's where this would be for market.	00:15:40
	This is step five, Step 5.	00:15:43
	But they put them on at step five. No, no, no, no, no. I'm sorry that this is this is just the I'll show you other steps.	00:15:45
	That doesn't have to be Step 5.	00:15:53
	She's just confirming that we didn't put them there. Oh, no, no, no, no. McGrath did not play. McGrath only plays them.	00:15:54
	On the structure which was pay grade P.	00:16:02
	For the Clerk of Courts.	00:16:06
	And V Like Victor for the sheriff.	00:16:07
	They don't place where on. That's for the committee to decide where you would want.	00:16:12
	And that's just for.	00:16:17
	Comparison reasons and decision making reasons. You don't have to use that.	00:16:19
	And then the sheriff is here. The 145,000 is market.	00:16:29
	And then the average from the my other page was the 124.	00:16:34
	And then the 114,703 is the current.	00:16:39
	2026 salary.	00:16:44
	So what I did?	00:16:49
	Is I have.	00:16:50
	Three different.	00:16:52
	Scenarios here and we can change anything.	00:16:53
	I made an assumption I I went down the middle 2% or 3%. I used a 2.5.	00:16:56
	To try to compare.	00:17:04
	So what I did?	00:17:06
	Apparently when I blow this up it makes my numbers.	00:17:10
	Funny.	00:17:13
	Alright, So what I did is I took.	00:17:14
	The market.	00:17:16
	For this year.	00:17:17
	And I extrapolated that out over the course of 2027.	00:17:19
	To 2030.	00:17:23
	At a 2.5 cola.	00:17:25
	To see where we would end up in 20-30, like what is the end game at 20-30? Because.	00:17:27
	I guess what I was thinking is there's a pretty good gap here and if there was any consideration to try to make up that gap, are	00:17:32
	we going to do that all in one year?	00:17:36
	You're gonna do that over the course of several years, so.	00:17:40
	I just started just for a starting point. Just started with what if it was a gradual buildup?	00:17:44
	And so that's what this is showing and we can I can change any of these numbers.	00:17:50
	On here.	00:17:56
	So I did a 2.5. So a 2.5 would result in these wages.	00:17:58
	For the next.	00:18:04
	Four years, 27 through 20/20/30.	00:18:05
	So if the goal is to get to market in 20-30.	00:18:09
	Then what do we need to do with our current salaries?	00:18:13
	To get them there, and that's what the salary proposal down here is.	00:18:17
	Then for the clerk of court.	00:18:21
	And then for the sheriff.	00:18:24
	These are the percentage increases, so.	00:18:26
	Umm, just to.	00:18:30
	Try to be even each year.	00:18:32
	So like in order for the clerk of court.	00:18:34
	To get to 109 seven, which is close to where it would be in 20-30, assuming a 2 1/2 percent cola.	00:18:37
	And the gap that's between the two, it would be a 5.75% increase.	00:18:44
	To get.	00:18:49
	Them up there by 2030.	00:18:50
	And the sheriff?	00:18:53
	Would be an 8.75 increase.	00:18:54
	To get them up to 160.	00:18:57
	Ish. Umm.	00:19:01
	By 20-30.	00:19:02
	Does this make?	00:19:04
	Sense what I'm trying to show or.	00:19:05
	I'll show you.	00:19:09
	Kind of lower on the scale and we can even go down to Step 2 if or step one if you wanted to. But I'm going to go to Step 2 and	00:19:11
	I'll show you what that looks like.	00:19:14
	Oops. If your goal is that.	00:19:20
	These positions should ride. Oh I'm sorry, I should mention that the.	00:19:25
	Other 3 constitutional officer positions that we have.	00:19:30
	Currently.	00:19:34
	Are about.	00:19:36
	2.7% below market.	00:19:39
	So they're about Step 4.	00:19:43
	On our pay scale.	00:19:45
	That's where they reside right now, whether it's because increases have been given a little more.	00:19:46
	In estimates than what our compensation structure has stood up to.	00:19:51
	Or that's just what previous committee decided, but that if you're looking at a comparison, that's where they reside. They kind of	00:19:56
	sit about at step. What would be step four of our comp structure.	00:20:02
	So this is Step 2.	00:20:08
	This also is assuming a 2.5 cola.	00:20:10
	So here again are the current salaries.	00:20:14
	Assuming a 2.5% increase.	00:20:18
	This is what our comp structure would look like projecting forward if we applied a 2.5 every year up to 2030.	00:20:20
	In order for these two positions to be close to this dollar amount.	00:20:30
	In 20-30.	00:20:35
	We would need 4% increase and then 3.75% increases the following three years.	00:20:36
	For the clerk of court.	00:20:44
	And we would need a 6.25% annually.	00:20:45
	For the sheriff.	00:20:49
	Again, nothing says you can't give a higher percentage up front or lower later or not do a catch up. I'm just trying to show you	00:20:50
	the numbers and show you the comparisons for you to make a decision.	00:20:57
	And then the last one that I put together was a four, so this would be comparable to currently where.	00:21:05
	The.	00:21:11
	County clerk, treasurer and register of deeds sit.	00:21:12
	But they also have 3% increases coming up.	00:21:16
	And I'm only doing this at 2.5.	00:21:20
	So keep that in mind that they are going to advance a.	00:21:22
	Faster, depending to what happens with the county and what their cost of living increases will be. We can't project that out to	00:21:26
	2030.	00:21:31
	Umm, so this is Step 4 again, the current rates.	00:21:35
	What we would project out for four years at a 2.5.	00:21:39
	So these are.	00:21:44
	Our goal amounts by 20-30.	00:21:48
	And in order to accomplish that we would need to do a 5.	00:21:50
	.25% in 27.	00:21:54
	And then 5% consecutively after that.	00:21:56
	For the, for the clerk of court and for the sheriff, and 8.25.	00:22:00
	Followed for two years, followed by 8% for two years to get close to that dollar amount.	00:22:04
	So that's what I have.	00:22:12
	For a presentation.	00:22:13
	Is there anything you'd like to see or any questions you have or?	00:22:16
	Thoughts.	00:22:21
	Yes.	00:22:23
	I did a lot of figuring.	00:22:24
	I took these all these home.	00:22:27
	The Well, let's do the.	00:22:33
	Clerk of Courts 1st and I don't know if my figurine was.	00:22:35
	Comparable but.	00:22:40
	Took what they're making for 26.	00:22:42
	Multiplied it by percentages.	00:22:47
	Added that to what they're making in 2026 to come up with my totals for the.	00:22:49
	So at.	00:22:55
	If they're right now at 87 and according to.	00:22:58
	I don't know that we should necessarily have to go to Step 5.	00:23:04
	But.	00:23:09
	At 3%.	00:23:10
	It would take it up to 90,000 four 2958.	00:23:12
	And then 2 1/2 and a 2%.	00:23:16
	At at step one, are you looking at step one? I'm just taking it just at what is getting what they're getting right 26.	00:23:19
	OK, so.	00:23:28
	3%.	00:23:29
	Over 2026 would go to 9429.	00:23:31
	Then the next year 2 1/2 will go to 92690 and then a two 2% after that I figured would take it to 94544.	00:23:35
	OK. Can you share again what the first one was, what the percentages are 3% above 87795 I came up with?	00:23:47
	90,000 Four 2958.	00:23:55
	Bingo. Yep, got it right here for you. What's this, 2028?	00:23:59
	2 1/2 percent.	00:24:02
	OK, 29.	00:24:07
	2%.	00:24:11
	And 30.	00:24:14
	I didn't go beyond that. I just.	00:24:15
	So.	00:24:18
	I don't know if you want to.	00:24:20
	Just go 2% again.	00:24:22
	OK, because.	00:24:24
	OK, that takes. That will be 96,435.	00:24:26
	I've at in 20-30.	00:24:31
	So if we look at So what I would do is I would look at some comparables here.	00:24:34
	So.	00:24:39
	You know what, maybe I can try this.	00:24:43
	Clerk courts always get more than.	00:24:48
	The other three.	00:24:52
	The traditionally, yes, OK.	00:24:53
	That's and the sheriff always more than that.	00:24:55
	Yeah, judges don't like to hear it, but the clerk of courts? Really.	00:24:58
	Manages all things court.	00:25:03
	Not the judges of the DA.	00:25:07
	Is that doing the right math? It's D 18.	00:25:10
	Yep, time.	00:25:13
	Yeah, I think this is right.	00:25:18
	So this is so this is the comparable.	00:25:21
	The other counties.	00:25:23
	I can't see. So we're going to we would be a little lower than the average if other counties also gave a three, 2 1/2, a two and	00:25:25
	a.	00:25:29
	To which might be a little low it.	00:25:34
	It hovers around 2 1/2 but we would will be a little under so I would be content to do.	00:25:37
	Three 2 1/2. Two and a half 2 1/2.	00:25:43
	03/2 and 1/2 and then the rest 2 1/2.	00:25:48
	Yeah.	00:25:51
	Oh, I did it in the wrong one.	00:25:54
	That's OK.	00:25:56
	Never mind, ignore me.	00:25:58
	Fat fingers.	00:26:04
	OK, there we go.	00:26:06
	I don't know what to put in for an estimate down here. Maybe 2 1/2 across.	00:26:10
	Maybe that's fair.	00:26:15
	So this is the comparable. These are the other counties.	00:26:18
	Assumption.	00:26:21
	And this would be, this would be us then.	00:26:23
	OK, what about the sheriff?	00:26:27
	The chair of.	00:26:30
	I looked at this piece of paper and I looked at population.	00:26:33
	What their salary is.	00:26:38
	And what their budget expenditures were.	00:26:40
	And Dodge County.	00:26:45
	Is really high.	00:26:47
	Compared to.	00:26:49
	Well, the only one that is.	00:26:50
	Is Washington County.	00:26:53
	And they have.	00:26:55
	A much larger population.	00:26:57
	So.	00:27:00
	If his budget.	00:27:01
	Wasn't quite as high.	00:27:03
	He could maybe get a bigger race.	00:27:06
	The position could get a bigger raise.	00:27:09
	So my.	00:27:12
	I did.	00:27:16
	Two different scenarios.	00:27:18
	8%.	00:27:21
	44.	00:27:23
	And then four.	00:27:26
	Oh, I'm sorry. I pulled in the current salary there. I you see what I did wrong. Sorry about that. We'll do look at that, right.	00:27:40
	There we go. That's the comparable.	00:27:47
	So this is the comparable.	00:27:49
	Using what I gave.	00:27:51
	I don't know how people feel about how I did the average, but I used that one 24193.	00:27:53
	Then I did figure out another one at 9 percent, 55 and 5.	00:28:03
	But I would prefer.	00:28:09
	The 844.	00:28:13
	For Jimmy to put.	00:28:14
	Do it. So I'm gonna put this number over here just so we can see it.	00:28:17
	139.	00:28:21
	347.	00:28:23
	Yeah.	00:28:27
	The the comparables were those that.	00:28:28
	We had shared or they are what comparable. Yeah, this is what we got at our last meeting. Is she?	00:28:32
	Supervisor Bubba's was at 9:00 and then.	00:28:39
	For the other one was 9 and then 5.	00:28:42
	That brings it up.	00:28:55
	So that's this is the difference. This is the previous one, the 1:39.	00:28:57
	347 and then the revised would be one 44733.	00:29:01
	In order for us to go from from what?	00:29:13
	The paperwork said what McGrath?	00:29:16
	Pad for the comparable? Yep, that's right here in 26.	00:29:20
	Yeah, I figured.	00:29:25
	It would have had to be like between 15 and 15 1/4%.	00:29:26
	That first year to get up to that right like.	00:29:32
	Realistically, we have to. We can't afford.	00:29:38
	Right, which is why I showed like here on Step 2.	00:29:41
	It was a gradual kind of making it up.	00:29:45
	So that's what I was trying to do here, trying to make those two.	00:29:47
	Similar to the compensation structure.	00:29:52
	Knowing that our compensation structure was.	00:29:55
	Higher over here.	00:29:58
	Then so like comparing this right here the compensation structure to the.	00:30:00
	Our comparables are actually our compensation structure is higher.	00:30:05
	But I mean, that's typically seen with elected officials. It's not uncommon.	00:30:08
	But umm.	00:30:13
	But this is where McGrath suggested they would lie on the structure. And this is just Step 2 of the structure.	00:30:15
	I'll go back to the one that we were working on.	00:30:22
	This one.	00:30:26
	That is where they are right now.	00:30:28
	Where they are right now is Rory here.	00:30:30
	Right. This is where they are right now. But the number you just showed up there, would you just clarify again, it was the last,	00:30:32
	last slide?	00:30:35
	I think you had it.	00:30:39
	This here is.	00:30:41
	McGrath This is Step 2.	00:30:43
	Of the McGrath number.	00:30:45
	So there's actually start step.	00:30:46
	Yeah, 234 the market and then a Mac.	00:30:48
	And I did examples of.	00:30:52
	24 and the market.	00:30:55
	Only because 4 is.	00:30:58
	Similar to our other.	00:31:01
	Constitutional officers as far as where they compare to our county. McGrath.	00:31:04
	Structure.	00:31:10
	5 market.	00:31:15
	Five being market.	00:31:16
	And they, the other constitutional officers are falling around Step 4, which is?	00:31:18
	Why I'm showing all the different ones?	00:31:24
	And obviously this would be something that would need to be budgeted for each of those years.	00:31:35
	In in each of the.	00:31:40
	Individual.	00:31:42
	Budgets. Is this something that the county board has to vote on or we just decide?	00:31:43
	I no, this is just decided by the committee.	00:31:50
	Right. Yeah, It's just decided by the committee.	00:31:53
	I'm looking at the kind of chair because I do not recall. I have never taken it to county board.	00:31:57
	That I know of.	00:32:01
	Think we always used to. Yeah, I think. Oh.	00:32:02
	Yeah, I remember.	00:32:06
	Wait, I think. Hello. Yes, because I think.	00:32:08
	I think something like that's going to be a hard sell. We're going to do a resolution, I said, I think.	00:32:14
	Something.	00:32:19
	Something like this would be hard a hard sell to the county board.	00:32:20
	I don't know what anyone else thinks. I'll go back to well, I got a question. You mentioned that the budget was bigger.	00:32:27
	But isn't the budget bigger because the jail?	00:32:33
	In the federal inmates and the money that comes back in.	00:32:36
	I mean the budgets bigger, but that means that work is.	00:32:39
	Bigger.	00:32:41
	You know what I mean? We can't, can't say, well, he spends more money so he can't give him a raise. He spends more money because	00:32:42
	he does more work.	00:32:44
	Right. I mean.	00:32:49
	Because there's money that always comes back in. I don't know why. Why is the budget bigger?	00:32:50
	Are you talking just generally the?	00:32:56
	What it says on this sheet of paper could Chad County Chief Deputy Enright.	00:32:58
	The 2025 budget Expenditures in the 2026 sheriff's salary.	00:33:04
	And Dodge County comes from is.	00:33:11
	At 22,835,573 and.	00:33:15
	Thing I gave you. Washington County is at 24,000,006.	00:33:23
	33,360 but they have.	00:33:28
	100 and.	00:33:33
	39.	00:33:34
	1000 for population we only have 87.	00:33:35
	8:40.	00:33:39
	So that's quite a bit of.	00:33:41
	Of expenditure.	00:33:45
	Per.	00:33:47
	Population.	00:33:48
	I think you need to look at the.	00:33:58
	The net.	00:34:01
	Levy.	00:34:02
	Population not.	00:34:05
	The total expenditures.	00:34:07
	Well, that's all I had.	00:34:09
	Those are from.	00:34:12
	A document that is.	00:34:15
	Put out that some available with all the I think it's these hidden.	00:34:16
	Because when? When the net levy.	00:34:22
	Reflect that income.	00:34:24
	The federal income in the budget.	00:34:26
	You know the total expenditures.	00:34:29
	As all the.	00:34:31
	Expenses of the of.	00:34:33
	Bigger jail, right?	00:34:35
	But it doesn't reflect the income coming from that. So I think the net levy or.	00:34:37
	Or the department would be a.	00:34:43
	More fair.	00:34:45
	The sheriff's responsibility.	00:34:51
	Already. Yeah.	00:34:52
	Supervisor beals, do you have anything to say?	00:34:59
	I'm sorry I've got the wrong one up.	00:35:04
	I'll give you. I wanted the proposal. Yeah, sorry.	00:35:08
	You got to open, yeah.	00:35:12
	Please mess this with me.	00:35:24
	Just looking at.	00:36:21
	This one here.	00:36:24
	What the three percent, 9%?	00:36:26
	Line with the circle around it.	00:36:30
	I think if we land somewheres in there.	00:36:34
	We'd probably be doing OK.	00:36:38
	Because I don't know how you go from.	00:36:41
	114.	00:36:44
	Up to no.	00:36:47
	114 town blank screen. I don't like what you're saying.	00:36:51
	I think.	00:36:55
	You're saying go from 1:14 to 160?	00:36:56
	You know, I think.	00:37:00
	To to get way up to 160 from 114.	00:37:02
	In essentially 4 years.	00:37:06
	Yeah, that's a big.	00:37:11
	That be a.	00:37:12
	Awful big.	00:37:14
	Sell on behalf of this.	00:37:17
	I think you said that would be a hard sell and I.	00:37:19
	Think that would be a hard sell?	00:37:21
	But.	00:37:25
	This would at least.	00:37:26
	Catch up.	00:37:29
	Close the gap.	00:37:31
	I mean, maybe not.	00:37:32
	Obviously it's not all the way up to 160, but.	00:37:33
	It's a heck of a lot better than where it's at.	00:37:38
	I mean, obviously we got to.	00:37:41
	Trying to close the.	00:37:44
	And and work to.	00:37:47
	Again.	00:37:50
	You want to attract quality people to these positions and retain quality people.	00:37:51
	And like I said at the last meeting.	00:37:57
	We can't look at who.	00:38:02
	It's currently holding these positions.	00:38:04
	Sure, when we factor in what the Chief Deputy currently makes.	00:38:10
	I didn't, I didn't look up the chief deputy's current pay because I don't know what that is and I don't know if that's fair to	00:38:16
	share that in this meeting.	00:38:19
	But this is.	00:38:22
	Market. You must have been reading my mind because here's the Chief deputy pay.	00:38:24
	This is market.	00:38:28
	For chief deputy.	00:38:30
	And we will have compression in that department and there aren't going to be there.	00:38:31
	There will be less reasons for people to try to.	00:38:36
	Run for office if.	00:38:39
	Fiscally, there is no incentive for the responsibilities that are with that position.	00:38:42
	So you can see right now the current salary is.	00:38:49
	Here.	00:38:54
	And this is current market.	00:38:57
	For chief deputy.	00:39:00
	MMM.	00:39:04
	And if I.	00:39:16
	I mean, we don't know what increases are going to be.	00:39:26
	Oops.	00:39:31
	I just, I know we're looking at this screen, but making sure people are aware this.	00:39:34
	This shows us Step 5 of.	00:39:38
	The McGrath placement of of what Step 5 would be and the comparables.	00:39:41
	Then remembering step.	00:39:47
	For comparing with Step 4.	00:39:49
	That one brings us to.	00:39:52
	106,974.	00:39:57
	Clerk of Courts.	00:40:01
	And 156,000 seven 7567. So when we're talking about the.	00:40:02
	To 160 this is the.	00:40:07
	This one gets us.	00:40:12
	Close, but not 160, especially if there's a concern about tough sell.	00:40:13
	I mean, you've got to Step 2 there as well. Did you do a Step 3 which you didn't have to do? I did not. It's.	00:40:20
	Obviously it would be in between.	00:40:25
	The 146, yeah, I didn't do every single, Yeah, I didn't do a stuff one either.	00:40:28
	So.	00:40:33
	And this is assuming a 2 1/2 percent cola to.	00:40:37
	And recognize comparisons.	00:40:42
	I just point out the compression piece as well. So right, and that I only put that on this proposal 1. So this one has the	00:40:44
	compression.	00:40:48
	You can show the compression.	00:40:52
	Yes.	00:40:54
	If I may, it is a.	00:41:39
	Is this bodies and the kind of ultimately county boards?	00:41:40
	My biggest concern would be making sure that.	00:41:45
	We're keeping as best we can all of our.	00:41:48
	Elected officials.	00:41:52
	Constitutional officers.	00:41:53
	In uh.	00:41:55
	In the realm of.	00:41:56
	Equivalent positions that are not elected.	00:41:58
	So, umm.	00:42:01
	That to this point, trusting in the expertise of.	00:42:03
	McGrath as we have.	00:42:07
	With our positions.	00:42:10
	Then it's just a matter of.	00:42:12
	Looking at where we are percentage wise.	00:42:13
	Comparatively in terms of increases.	00:42:16
	And in that realm, as Tanya mentioned that the other constitutional officers are hovering around step four of their.	00:42:18
	Wage scales.	00:42:25
	I can appreciate very much the.	00:42:29
	Concern about what would be.	00:42:31
	Appropriate.	00:42:33
	Dollar amount to.	00:42:35
	Or recommend to the county board.	00:42:38
	But that would be.	00:42:40
	In Cameron. Perfect.	00:42:43
	It would be ideal if we had all of our.	00:42:45
	All of our constitutional officers.	00:42:49
	In and around the same.	00:42:51
	The same amount.	00:42:52
	For the same percentage increases.	00:42:55
	So.	00:42:59
	You know, we're looking at Mary's.	00:43:02
	You know the 9555, so it's 14470.	00:43:03
	144,733.	00:43:07
	What is Step 4? What does that look like then?	00:43:10
	I can't remember.	00:43:13
	Can we look at that one real quick again?	00:43:15
	That one is 140.	00:43:20
	115156.	00:43:22
	775.	00:43:25
	Step 2 is the 146 Cameron.	00:43:35
	Thank you.	00:43:39
	Did you want to go back to four?	00:43:45
	You betcha.	00:43:47
	In front of me tonight.	00:43:51
	7.	00:43:55
	And then we can go back to the other one that we were on.	00:44:00
	With the two or the 9 proposal? Yeah, the 9:00.	00:44:02
	OK.	00:44:07
	Bump for 2030.	00:44:43
	Pump each one of those up 1%.	00:44:45
	And then why don't you go to?	00:45:23
	2027.	00:45:25
	Go to.	00:45:32
	4 1/2.	00:45:33
	For clerk of courts.	00:45:35
	And 10 for.	00:45:38
	Step 5 market, that's the 109 and 160.	00:46:21
	Correct.	00:46:26
	Could go to 100 and 150,000.	00:46:43
	I think that would be great.	00:46:47
	To see what happened, we're still gonna be 10,000 below mark.	00:46:49
	What if we went up?	00:47:08
	On clerk of courts.	00:47:10
	From the 28 and 29 to 3, just go up half a percent on that.	00:47:11
	It's OK to write over these.	00:47:16
	Oops, sorry.	00:47:19
	Threes.	00:47:23
	There's a.	00:47:25
	And the data tab there's a.	00:47:30
	Specifically called goals.	00:47:33
	Oh, I'm learning something new.	00:47:37
	So if you go.	00:47:39
	Automate go to.	00:47:43
	I have which I can't see really well. That's OK.	00:47:46
	Which cells are you trying to?	00:47:49
	Modify.	00:47:51
	That you're trying to get to 100 and 150 in those two spots.	00:47:53
	Right.	00:47:57
	Like here you want this to be 150.	00:48:00
	So if you go.	00:48:03
	We're here if you.	00:48:05
	Doing that up quick.	00:48:06
	Specific amount.	00:48:13
	Window.	00:48:18
	That data validation.	00:48:23
	Or we land on 1:05 and 1:55.	00:48:28
	Then we're not that far below right?	00:48:31
	By changing to by changing so.	00:48:38
	I think.	00:48:41
	Because then we could go.	00:48:45
	1:05 and 1:55.	00:48:49
	Yeah, umm.	00:48:50
	OK, OK. Yeah.	00:48:53
	You want 105 here.	00:48:55
	Oh, OK, let's see what that looks like.	00:48:57
	Yep, all right.	00:48:59
	So whatever.	00:49:00
	Analysis. Goal seek.	00:49:02
	Set that cell.	00:49:05
	To 105.	00:49:07
	2.74.	00:49:12
	I'm sure someone smarter than me could. I don't.	00:49:19
	But I know how to do this.	00:49:23
	So if we do that then.	00:49:25
	You can.	00:49:38
	I need to remember.	00:49:39
	Which source we use? I think it's an area manager. Not going to see, but I think we should spread that out a little bit instead of	00:49:41
	putting it all in.	00:49:44
	And you're on market just?	00:49:50
	I mean.	00:49:52
	The the goal amounts for Step 4 is.	00:49:54
	1:07 and 1:56.	00:49:56
	Well, we wouldn't.	00:50:03
	Doesn't have to be market is what I'm saying, but I want you to see all of them. If you want market, that's totally.	00:50:05
	Totally fine, it's what you think.	00:50:11
	You know, county board will go for, obviously we're looking at mission internally.	00:50:13
	I mean, there's several things that we.	00:50:18
	Are looking at but we also remember that.	00:50:20
	You know that there aren't minimum requirements and there aren't. It's an elected position. They they.	00:50:22
	Report to the county administrator. It's it's just a different scenario, right?	00:50:29
	Also keeping in mind, needs to be comparable.	00:50:35
	For in the scheme of the pay scale as a whole for the county.	00:50:39
	So.	00:50:43
	What if you just went for the clerk 4 1/2?	00:50:44
	All the way across.	00:50:47
	Instead of Yeah.	00:50:49
	Good idea.	00:50:51
	Yeah.	00:50:52
	Is that similar?	00:50:53
	One that I already have.	00:50:56
	Well, this one's fives.	00:50:58
	A5 and 1/4.	00:51:01
	I don't want to lose what you guys have done here.	00:51:02
	Sorry I messed with your.	00:51:07
	Sheep too. No, you're fine.	00:51:08
	I think I'm gonna.	00:51:11
	God, oh, probably didn't like that.	00:51:22
	No.	00:51:25
	I gotta make a new sheet I got.	00:51:29
	We'll make a new sheet.	00:51:34
	Proposal 2.	00:51:35
	Perfect.	00:51:40
	OK. What would you like you said?	00:51:42
	4 1/2 or 4.5.	00:51:45
	Oh, that's close.	00:51:53
	Is that big enough for you guys to see?	00:51:58
	What if you had the first year be a 5?	00:52:04
	What would that look like?	00:52:06
	Boom.	00:52:08
	Yeah, it almost kind of exactly where you were.	00:52:11
	Yeah, set up before.	00:52:15
	Is this going to be hard for them to make their budget with that much of an increase?	00:52:18
	Well, I haven't talked with them, but I will say no because when you look at the overall.	00:52:26
	What we're talking about annually.	00:52:32
	We're at 87.	00:52:35
	75 right now.	00:52:37
	You're like, I'll look at the shovel. Do the sheriff here for the first year, it's $11,000. Yeah.	00:52:39
	So that looks like a lot, but in the scheme of their budget.	00:52:44
	When their budget is.	00:52:48
	I would say 22 million.	00:52:50
	It's a very small part of the.	00:52:53
	Of the budget.	00:52:55
	And every year thereafter.	00:52:56
	It will be definitely something that.	00:53:01
	They can work around.	00:53:05
	It won't be.	00:53:06
	It won't be like some other things that end up blocking her.	00:53:08
	Progress with budgets so.	00:53:11
	So then change the sheriff to 1066.	00:53:13
	6.	00:53:17
	Oh.	00:53:23
	That's good.	00:53:32
	Just on that note of budgets. Thank you, Deputy.	00:53:36
	Chief Deputy Wright, The.	00:53:40
	The.	00:53:42
	Agreements that we have for.	00:53:44
	A Sheriff's Office that bring in revenues.	00:53:47
	Will be open for renegotiation in 2027.	00:53:49
	So that will also be.	00:53:53
	Way by which if there was a concern, we.	00:53:55
	We could adjust at that point. That's not us. I mean, it's significant.	00:53:58
	It doesn't.	00:54:02
	Doesn't dictate the entire budget, but it's.	00:54:04
	It's one of multiple.	00:54:07
	Ways we can.	00:54:08
	Address this throughout the.	00:54:09
	So to the point that it's, it's doable.	00:54:12
	Yes, you also got a factor in the other benefits of a vehicle that.	00:54:20
	The sheriff is allowed to use 24/7.	00:54:25
	That other department had Stone.	00:54:31
	Have as a benefit.	00:54:33
	Did our share purchases on our?	00:54:37
	We can see utilize accountable.	00:54:39
	It's OK.	00:54:41
	What's that?	00:54:44
	24316.	00:54:45
	Yes.	00:54:46
	In this scenario.	00:55:14
	And for the chief deputy that was using market?	00:55:20
	Right. That's using market, correct and it's assuming a 2 1/2.	00:55:23
	Cost of living.	00:55:29
	Tony, do you know what was the percentage rates?	00:55:40
	For these positions.	00:55:45
	The last time it was voted on.	00:55:47
	Uh, right here.	00:56:00
	That's these. It was in 23, it was a 6% and then 24, three percent.	00:56:03
	25 and 26 were 2%.	00:56:09
	So this is considerable.	00:56:12
	More.	00:56:15
	Yep, I know that back in 2023 even the 6% for the sheriff was low.	00:56:16
	But we wouldn't, I mean, we wouldn't have to be doing this if it wouldn't have been so low, you know, if it would have been more	00:56:24
	steady. It's been behind for a while there. There were there was actually a time before this that it well here, let's go to the	00:56:28
	previous one.	00:56:32
	Here they were getting 1 1/2.	00:56:37
	So you can see even a back here in 2017.	00:56:43
	The clerk, the Treasurer and the deeds got a 7.66. But then.	00:56:47
	And then there was a 6% here done, but then?	00:56:52
	But everybody got a one in half but.	00:56:55
	Yeah, but then they the the other three seem to be going up sooner and then the clerk of court and the sheriff are leg and behind.	00:56:58
	But.	00:57:06
	In comparison to the compensation structure.	00:57:07
	Which to keep in mind these are already.	00:57:10
	Close to well, they're on Step 4.	00:57:14
	Right, they're right inside the market rate, whereas the other ones are.	00:57:16
	Umm, not even step one.	00:57:22
	But then those years, too, were.	00:57:25
	Covad where some of them were, but a lot of.	00:57:27
	Raises were given out.	00:57:31
	True.	00:57:34
	But these they did.	00:57:34
	Because they were.	00:57:36
	Pre planned.	00:57:38
	Yep, pre established.	00:57:39
	Yes.	00:57:41
	But these, I mean, remember our compensation structure went into effect in 2021.	00:57:43
	So July of 2021 was when the McGrath compensation structure went into effect.	00:57:49
	So, so obviously these rates were established before then through 2022.	00:57:55
	We had.	00:58:01
	Who do we have before McGrath?	00:58:03
	Where we had a compensation strip, yes there was, but the constant positions were never placed on the structure to give us an idea	00:58:06
	of where they would place them if they were.	00:58:11
	McGrath was the first one to do that.	00:58:16
	You're right, but Carlson Dettman was the previous company.	00:58:19
	This is the first time we've had a tool.	00:58:23
	To rely on.	00:58:25
	Umm, as far as where they would fall within our structure if they were employees.	00:58:27
	Based on.	00:58:33
	Knowledge, skills and abilities that they need to do the job.	00:58:35
	And the work.	00:58:41
	Job duties.	00:58:43
	Responsibilities.	00:58:44
	Do we figure all the other?	00:59:04
	Pay, grades, whatever.	00:59:09
	At market.	00:59:12
	Our pace structure, Umm.	00:59:16
	Since we're trying to reach.	00:59:19
	Well, you don't have to try to reach market. I guess that's what I was saying is that that's up to the committee.	00:59:20
	Where you want the elected.	00:59:25
	Positions to lie.	00:59:27
	Within the you know if you if you're using that as a gauge.	00:59:28
	Where would you like them to lie? That's entirely up to the committee, which is why I tried showing different levels.	00:59:32
	24 and 5.	00:59:38
	Like I said, the other positions are lying at about four. That's just where they're lying right now. But that may not be the goal	00:59:41
	of the committee. The goal of the committee could be step one.	00:59:45
	The start step, that's what we're going to do. Or it could be 5 or somewhere between. It could be the top of the market.	00:59:50
	I don't know where didn't go there because I didn't think that's probably where that, but truly it lies with you to decide where	00:59:56
	if we're going to use that as a tool where.	01:00:02
	McGrath.	01:00:09
	Market structure.	01:00:10
	Where would we place these positions?	01:00:11
	That's entirely up to the committee.	01:00:15
	But.	01:00:18
	Our compensation structure I'll bring up so you can see the whole structure.	01:00:19
	And as you think about goals.	01:00:23
	I mean, yeah.	01:00:26
	I already shared my goal but.	01:00:27
	I think it's but been voiced by.	01:00:30
	I forget who said it.	01:00:33
	Of you all but.	01:00:35
	Whether or not you have it currently, an ordinance or in policy.	01:00:37
	Or or what flexibility you have, because I didn't look into that before this discussion today.	01:00:41
	But when you think about the type of individual you want to fill the positions.	01:00:47
	In the future.	01:00:51
	I think we're very fortunate to have the people in the positions that we do.	01:00:53
	But someday.	01:00:58
	They might.	01:01:00
	Decide to do something else and when that happens.	01:01:00
	Do we have a wage that?	01:01:05
	Commands or demands?	01:01:07
	The level of skills that we're looking for.	01:01:09
	That would be.	01:01:14
	Thinking about goals, goals for this body or goals for the county, that would be more, I think that.	01:01:16
	Where?	01:01:21
	A goal that I would suggest I guess for you is.	01:01:22
	To get to that end.	01:01:26
	And if we're doing that?	01:01:28
	The schedule and where everybody else is sitting.	01:01:33
	Where the other elected officials and how that relates in here all really does.	01:01:36
	Has an impact.	01:01:40
	So this is pay grade P.	01:01:42
	This is where.	01:01:45
	You don't see it out here, but.	01:01:47
	This is where.	01:01:50
	The clerk of court.	01:01:51
	Would lie with.	01:01:54
	What Mcgrath's assessment?	01:01:56
	So this is step one.	01:01:58
	234 and then this is market 4782 and then we have our open range. So we could do anything in between at any dollar amount because	01:02:00
	that's an open range.	01:02:04
	And then 5830 is the Max.	01:02:09
	And then the sheriff.	01:02:15
	Is at V.	01:02:16
	Victor and then this is the start.	01:02:18
	The 6349.	01:02:21
	All the way up to market 6999.	01:02:23
	And then the Max is 8543.	01:02:26
	And and you don't have to pick anything with them here. It could be anything in between. It can be lower than the first. It's	01:02:43
	really up to you.	01:02:47
	We just wanted to show you all the comparables.	01:02:51
	We want to show you the McGrath and where internal compression concerns.	01:02:54
	Where McGrath had placed it.	01:03:00
	Where the other constitutional officers are in comparison to the McGrath placement.	01:03:02
	And then keeping in mind any cost of living increases.	01:03:07
	That.	01:03:11
	Would be fair or reasonable over the next four years.	01:03:12
	So.	01:03:15
	Those are all the things.	01:03:17
	That we wanted to present for consideration.	01:03:19
	But honestly, it can be.	01:03:23
	Anything that.	01:03:25
	You feel is fair and.	01:03:27
	Falls in.	01:03:29
	With what Cameron just described.	01:03:31
	So I'll leave it there.	01:03:37
	My goal would be.	01:03:44
	We'll talk about this a little later for future agenda items, but with the.	01:03:46
	County board meeting being on February 11th and moved up a week.	01:03:51
	If this body needs to do a resolution for the February County Board.	01:03:56
	The committee may need to meet sooner.	01:04:01
	Then February 10th, because there wasn't enough time to get that to the clerk, to the county clerk office.	01:04:03
	So the the plan would be to hopefully make a decision tonight so that we could take it.	01:04:09
	To we could have.	01:04:15
	Cork Corp Council do a resolution.	01:04:17
	For you to sign at that meeting to take to county board in February.	01:04:21
	Just in case.	01:04:26
	There are issues we still have March because it has to be done by March.	01:04:28
	So if you take.	01:04:33
	This year for.	01:04:37
	2030.	01:04:38
	The 1:05.	01:04:41
	And then?	01:04:45
	Bump the other one up to 155.	01:04:47
	OK, Cameron, how did you do that?	01:04:52
	Oh, what if we just so take which one? Which one are we looking at? Just that one or this one? So it's.	01:04:54
	Right at the 1:05.	01:05:02
	Move the sheriff up to 15155.	01:05:03
	I can walk you through it.	01:05:06
	You click that one there, it's forecast first. Yeah, first click on that number right there.	01:05:07
	Yep. And then Yep.	01:05:12
	What if analysis?	01:05:13
	Goal. Sequel Seek.	01:05:15
	And then here is 15512.	01:05:16
	Three and then this is changing.	01:05:19
	And then?	01:05:22
	But then.	01:05:24
	Take these numbers, the percentages, and work it out so that we can try and have as much of A.	01:05:26
	Try 1077 maybe drop this to like 9 1/2. No I would do 10777 see what that comes up.	01:05:33
	I shared with you all I remember after.	01:05:50
	No 15.	01:05:52
	Whoa, 15 years ago?	01:05:55
	It's like that.	01:05:57
	That's a pretty.	01:06:05
	Could be.	01:06:06
	I don't know, I'd be OK floating this to the county board.	01:06:46
	It still comes down to the.	01:06:49
	Full board voting on it.	01:06:51
	What if we?	01:06:57
	Took the curtain.	01:06:58
	Clerk.	01:07:00
	The courts and.	01:07:01
	Did A5 in 2028? What would that look like?	01:07:03
	What's some of your thoughts, Marilyn or Mary?	01:07:48
	It's an increase.	01:07:52
	It is.	01:07:54
	I think it's going to be a hard sell.	01:07:55
	You know how they're there.	01:08:00
	But they are the ones that have to.	01:08:06
	Do their budgets.	01:08:11
	Yeah.	01:08:15
	Where are you landing, Roger?	01:08:29
	Well, I mean.	01:08:40
	In an ideal world, it would be.	01:08:43
	You know the 109 and the 160.	01:08:46
	What to get from you know?	01:08:48
	Where we are today to.	01:08:50
	That number I think we have to.	01:08:52
	We're going to have.	01:08:55
	A potential for a hard sell.	01:08:56
	You know.	01:08:58
	And I don't think, I don't know if that's realistic at all, but I think these.	01:09:00
	I think these numbers look.	01:09:03
	Doable for sure. If anything I would say.	01:09:06
	You know the clerk of courts could be 5 across.	01:09:08
	To bring that up a little bit closer.	01:09:11
	But.	01:09:13
	Or 5 1/2 in the beginning and then.	01:09:16
	I don't know.	01:09:18
	I think if you show that.	01:09:38
	As you show that.	01:09:39
	If I may, Mr. Chair, sorry.	01:09:42
	Just to the.	01:09:46
	To the comment made if you show.	01:09:47
	We can show.	01:09:50
	The parameters.	01:09:52
	And show what the Step 5 would look like.	01:09:53
	And.	01:09:57
	The step four and then.	01:09:59
	What you're working on?	01:10:00
	Getting to.	01:10:03
	You're working down from that.	01:10:05
	You're not trying. You're not trying to.	01:10:08
	Request the moon.	01:10:10
	Right. Yeah.	01:10:12
	What about?	01:10:16
	For the.	01:10:17
	Keep it at 5:00.	01:10:18
	5.	01:10:19
	Five and then 4 1/2.	01:10:20
	Then it's not.	01:10:23
	Yeah.	01:10:26
	Oh, you did that fast.	01:10:28
	Thank you.	01:10:29
	I'm glad I did this.	01:10:32
	Yeah, great.	01:10:34
	I'm just 5%.	01:10:41
	Increase in a year is.	01:10:44
	A good.	01:10:47
	I would like.	01:10:48
	I got.	01:10:49
	Not five. Yeah, I know.	01:10:51
	Right. Yeah.	01:10:54
	And.	01:10:56
	For the sheriff.	01:10:57
	298.	01:11:06
	I think that looks pretty before.	01:11:19
	155 something.	01:11:21
	155306.	01:11:25
	So with that eight it goes to what?	01:11:28
	Nine and a half. Eight.	01:11:31
	98.	01:11:33
	Yeah. Is that what you said?	01:11:34
	Yep, Tuesday.	01:11:36
	So gradually decreasing.	01:11:43
	Yeah.	01:11:45
	But getting to the goal.	01:11:46
	It actually got the clerk closer.	01:11:52
	And if you didn't want to go?	01:12:01
	You could go.	01:12:03
	55.	01:12:04
	4 1/2 Four and a half.	01:12:06
	I'm come.	01:12:12
	I don't think we're gonna have a hard sell with the clerk.	01:12:13
	With this I don't think.	01:12:17
	People aren't one with the clerk with 555. I mean, I think we could go fives across and I don't think anybody's gonna care.	01:12:18
	To be honest with you.	01:12:24
	But we gotta you know.	01:12:26
	I think the hard sell is going to be.	01:12:28
	The other one.	01:12:30
	So, but I think I you know.	01:12:32
	Yeah, I think that looks fine.	01:12:34
	I think this is very justifiable.	01:12:38
	I think this is. I think this is.	01:12:41
	A warranted increase.	01:12:43
	You know.	01:12:45
	And.	01:12:46
	You know personally.	01:12:49
	I wish it could be more.	01:12:50
	But we got to.	01:12:52
	Make up the ground that we can make up for realistically without.	01:12:54
	Trying to take too much and not getting anything.	01:12:59
	That's my thought.	01:13:02
	And what's what's?	01:13:05
	I think appealing with.	01:13:08
	The position itself.	01:13:10
	And.	01:13:12
	The compression in the department is that by 28.	01:13:14
	The position is.	01:13:18
	At a rate that is.	01:13:20
	Slightly.	01:13:22
	No, it's getting closer and comparable I guess and is.	01:13:22
	Goals and in 2029.	01:13:27
	Is projected to be a little higher than the market for chief deputy.	01:13:29
	Which by then Chief deputy, might be an open merit, but.	01:13:34
	You can't keep up with that. That's not how the elected officials are going to work, right?	01:13:37
	Right.	01:13:42
	I always say that it's hard because our physicians don't are.	01:13:44
	Compensation structure doesn't go end for end.	01:13:48
	When one pay grade.	01:13:51
	Tops out, that's not the start of the next pay grade, So there's overlap, right? So you can have someone in a higher position	01:13:53
	making less than someone in a lower position that's.	01:13:57
	That's just how pay grades work.	01:14:02
	It's because of longevity and experience and all those things.	01:14:05
	By the time we get to 2030.	01:14:11
	They'll have it all different anyway.	01:14:14
	And I won't be here.	01:14:21
	Would it make sense to do something similar about the sheriff?	01:14:29
	Wage to kind of even it out so you don't have a 987 and a half seven.	01:14:33
	Move those terms.	01:14:43
	8.	01:14:46
	Across the board.	01:14:47
	What would that look like?	01:14:49
	What was the number before we just did this, I told you.	01:15:14
	It's close to this 155306.	01:15:16
	Went up a little bit.	01:15:19
	Then what if we just did fives across the board for the?	01:15:24
	Like clerk.	01:15:27
	Just change that 4 1/2 to A5.	01:15:31
	Then they're all like even.	01:15:36
	Think that looks great?	01:15:46
	We're just sending forth a proposal.	01:15:51
	Right.	01:15:53
	So I think I would like a consensus and then I will have the.	01:15:57
	Corporation Council put together the resolution to bring to you for your next committee meeting for review, discussion and	01:16:03
	approval.	01:16:07
	And then take it to county board in preparation. I would just want to know.	01:16:11
	What would you like me to prepare for County board? Something similar to this or is there something?	01:16:16
	And is there anything in particular you want?	01:16:22
	Shared or shown?	01:16:25
	For county board.	01:16:27
	Keep changing.	01:16:34
	I'll do something like this.	01:16:38
	I mean, we'll show the comparisons because show.	01:16:39
	Some of the information about the county clerk and the sheriff and the comparables and the internal compression, I mean we can	01:16:42
	focus on that.	01:16:46
	And I think it's important to emphasize like the fact that.	01:16:50
	Together, elected officials are already.	01:16:53
	In.	01:16:55
	Yes, yes.	01:16:55
	And to keep it, Yep, we're trying, you know?	01:16:57
	And we're not asking for the moon.	01:17:00
	And then put this.	01:17:06
	Right. So the correct number is $250,000.	01:17:07
	But we're only asking for half so so we're willing to compromise.	01:17:12
	That's great. I like that. That's really good. Several.	01:17:17
	Several elimination rounds in arm wrestling, we came up.	01:17:20
	Yeah.	01:17:26
	I think that's a great idea.	01:17:32
	What's the consensus group? Are we good? What, the 106 and the 1:56?	01:17:42
	By 20-30.	01:17:47
	I am.	01:17:51
	Me too.	01:17:52
	It's a lot.	01:18:09
	Yes.	01:18:12
	That's why it's up to the full county board and that just.	01:18:17
	This committee, right?	01:18:21
	You know, and if they if we get there and.	01:18:23
	They voted down or whatever, we gotta, you know, we'll just move forward from there. But I think.	01:18:26
	We're making our best effort here to get things right and to keep things.	01:18:30
	Realistic.	01:18:34
	That's what I think that's that's that's what I'm trying to do and I think everybody else here is trying to do the same thing.	01:18:35
	So.	01:18:41
	So.	01:18:42
	Those the 2030 numbers that this is at.	01:18:43
	Max right?	01:18:48
	Or at market, Market Step 5.	01:18:49
	Market, so the 109 and the 160.	01:18:52
	Is projected market.	01:18:56
	Assuming a 2 1/2 percent Col.	01:18:58
	I mean if.	01:19:01
	Dodge County only gives a 1% each year.	01:19:02
	They're going to be yellow. I mean we're the compensation structure is going to be behind.	01:19:05
	If the Dodge County gives more than 2 1/2%, then the structure is going to be a little ahead again. But this is a four year	01:19:10
	projection, so that's what's hard. We looking at what other.	01:19:16
	Counties kind of do is usually between 2:00 and 3:00 and I mean there have been years we've frozen.	01:19:23
	A coli increase so.	01:19:28
	Umm, those are things that you just don't know. You have to base it on your average and what?	01:19:32
	Is probably reasonable.	01:19:38
	And making your projections and assumptions.	01:19:40
	And.	01:19:45
	And comparing that out.	01:19:47
	So.	01:19:49
	You know, and if we get to 2030.	01:20:01
	And this needs to be adjusted, stay the same or even adjusted down at that point.	01:20:04
	That can always happen. It can. You could do what you could not do an increase, you could do a very low increase. Yes, you can	01:20:09
	adjust it then that's.	01:20:13
	The thing about the.	01:20:17
	For a year is you can adjust that. Four years, yeah. You're saying if there wasn't a, you know, the coal is lower or whatever,	01:20:18
	then we could.	01:20:21
	Do a 0% increase at that point if we wanted to. I think what's important is kind of.	01:20:25
	Figuring out where you'd like them to be. And I think that helps give a goal for and and establish A baseline going forward so	01:20:30
	that when we come together in two years.	01:20:36
	To do the other three constitutional officers, we know what we use in our decision making and can apply that then to.	01:20:42
	So, so we're consistent.	01:20:49
	At least this gets.	01:20:51
	Closer.	01:20:53
	To.	01:20:54
	That we don't have to.	01:20:55
	Do this big.	01:20:58
	The next after 20-30 they should be.	01:21:02
	Hopefully just cost of livings.	01:21:04
	Well, and because the wages for the other officers are.	01:21:07
	Not way out of line like these were in two years. It's not going to be this big.	01:21:10
	Dramatic increase.	01:21:14
	You know it's going to be more of a steady.	01:21:16
	Increase for the other officers in two years.	01:21:18
	That would be my expectation. And then.	01:21:21
	Went four years either.	01:21:24
	You know, the anticipation is either it's going to be a very steady increase or if if we overshot and are 2 1/2 percent COLA, then	01:21:26
	a very small or zero increase.	01:21:31
	To to get it back in line.	01:21:35
	So.	01:21:38
	We're making the next.	01:21:41
	Can you time easier?	01:21:44
	By getting things back on track this time.	01:21:46
	So I guess that's kind of the consensus.	01:21:55
	Very well.	01:21:59
	I will work with Corporation Council.	01:22:01
	Thank you.	01:22:07
	Fives and eights.	01:22:13
	Got it.	01:22:17
	So are we ready to move on?	01:22:23
	#9 then would be review, discuss, consider county board resolutions for recognition commendation for county employees.	01:22:34
	One David Addison with Land Resources and Parks, 32 years.	01:22:43
	He has been with the county and retired on January 2nd.	01:22:48
	I'll sign.	01:23:03
	Are they?	01:23:09
	Going to do 1.	01:23:11
	We were told about the other person from.	01:23:14
	Land Resources.	01:23:18
	So.	01:23:21
	So we have not done those for those that have passed on.	01:23:23
	Unless.	01:23:28
	They've met the criteria.	01:23:29
	For.	01:23:30
	The accommodation which was the 20 years so, but the county will be doing something.	01:23:31
	Yeah.	01:23:36
	I didn't know how long he was.	01:23:42
	Eight years.	01:23:44
	And we got to do a motion on this job, yes.	01:23:45
	I'll make a motion to approve.	01:23:49
	County board resolutions.	01:23:52
	For recognition accommodation for pony employees.	01:23:54
	A second.	01:23:58
	Motion by Mary, second by Roger. All those in favor of the motion say aye.	01:24:00
	Aye.	01:24:04
	Any opposed hearing none motion carries.	01:24:05
	Up next, human resource directors report.	01:24:09
	Right. So the requisition report, Clearview has a life enrichment assistant part time position so unique to their CNA.	01:24:12
	The Sheriff's Office has 2911 communication officers and two correctional officers.	01:24:23
	Land Resources and Parks has the manager of Land Information which actually they have an accepted offer.	01:24:28
	UMM Hwy. has a Hwy. 1 Highway Maintenance technician and I actually think they just got another one and then veteran service. This	01:24:35
	is the Veterans Benefit Specialist due to an internal promotion to the new position that was created.	01:24:42
	So those are the new personnel requisitions.	01:24:50
	Recruitment update.	01:24:53
	Do you want to do yours?	01:24:55
	For county conservation.	01:24:56
	Yes.	01:24:59
	Yes. So yes, happy to inform everybody that we.	01:25:00
	Do you have a conditional offer extended?	01:25:05
	For a land and water conservation.	01:25:08
	Department director. Conservationist.	01:25:10
	Am I allowed to say names or do we want to wait on that?	01:25:14
	I mean, I don't know, it's.	01:25:17
	Yeah.	01:25:19
	First name is Melissa.	01:25:21
	Second name is Knip Full so just give you that much. I won't sell the whole name.	01:25:23
	Together, yeah.	01:25:28
	Anyway.	01:25:30
	She is This is an individual that has a history both in Dodge County and working for.	01:25:30
	Working for Dodge County.	01:25:37
	Began here.	01:25:39
	Many years ago with her internship and then.	01:25:41
	Went on to fulfill.	01:25:44
	Similar positions, but then also counterpart positions.	01:25:46
	In the Department of Agriculture for many years she's been involved in I forget which counties.	01:25:50
	North of us, but.	01:25:57
	Been serving as that on the federal side for.	01:25:59
	A number of years.	01:26:03
	In the most recent shutdown.	01:26:04
	I will just say.	01:26:06
	A variety of factors, but I think in the recent shutdown was an opportunity to reflect.	01:26:08
	No longer had an interest in staying in.	01:26:13
	In that department and in that function.	01:26:15
	And also had an interest in.	01:26:18
	Having reasons to come back this way. Still have family in the county so.	01:26:21
	It worked out really well and it was someone that.	01:26:27
	She was the.	01:26:31
	Of all those interviewed, she was the top pick among staff as well.	01:26:32
	And I share that here now, because that's a good thing.	01:26:37
	We we asked the department to meet with.	01:26:40
	And gave each candidate some time with.	01:26:44
	Staff in the in the department.	01:26:47
	Just to get a feel.	01:26:49
	And.	01:26:50
	Our staff and land and water.	01:26:53
	You know, they, they, they're very diligent with the work that they do.	01:26:54
	Their work does not involve a lot of changes.	01:26:58
	And.	01:27:00
	This, of course, a significant change after a number of years.	01:27:02
	They were a bit apprehend, apprehensive, and I know that.	01:27:06
	Our final.	01:27:10
	Set them all at ease, they had a very good conversation.	01:27:12
	And I think April had to.	01:27:15
	Actually kind of just stop them.	01:27:18
	And and extract the candidate from the conversation because it was going.	01:27:20
	Super well and we needed, but they needed to move on in the process.	01:27:24
	I can tell you from the.	01:27:29
	Sit down and and interview.	01:27:31
	A wealth of knowledge.	01:27:34
	We had we were fortunate to have a number of.	01:27:36
	Very, I think, dedicated people.	01:27:38
	With a lot of good knowledge.	01:27:41
	But uh.	01:27:43
	Only one that seemed to have spot on and that's who we've selected.	01:27:44
	So, uh.	01:27:48
	Supervisor Andrew Johnson.	01:27:52
	And supervisor Dale Mahill.	01:27:54
	Both from the Conservation Extension Committee were part of the interview panel.	01:27:56
	And the decision to go the route of.	01:28:01
	Selecting Melissa was was a unanimous.	01:28:07
	Everybody.	01:28:10
	Agreed that that would be a good idea.	01:28:11
	So.	01:28:14
	Yeah. And then for Hwy. Commissioner, we.	01:28:17
	The confirmation will come to County Board in February and her first day is February 19th.	01:28:22
	Yes, thank you.	01:28:28
	And that really?	01:28:30
	We would start her sooner, but for I think the.	01:28:31
	Wanting the confirmation to.	01:28:34
	Her before there's.	01:28:36
	Formally before she's formally started.	01:28:38
	We've done it both ways.	01:28:42
	But.	01:28:44
	In this situation.	01:28:45
	The level of urgency.	01:28:46
	Is it this isn't there?	01:28:49
	As strongly, so we'll go with the.	01:28:50
	Go the route.	01:28:52
	How can I keep you?	01:28:54
	Thank you. And then the highway commissioner, we have, last time I looked, which was yesterday.	01:28:56
	I counted I think it was either 11 or 12.	01:29:01
	Applications.	01:29:05
	So we have two internal candidates.	01:29:06
	That are.	01:29:09
	Well known in their department.	01:29:12
	And then we have some other.	01:29:13
	Candidates to run run a range, some that look like they would be.	01:29:16
	Really good to talk to and some that look like they just.	01:29:20
	Put their application in on Monster and somehow it got populated into our.	01:29:23
	Batch.	01:29:27
	But that is going well.	01:29:27
	We did.	01:29:30
	We did extend the amount of time before our initial review.	01:29:31
	So that we would be able to have.	01:29:35
	Some more applications come in and then also take a good.	01:29:37
	A good look at.	01:29:40
	So that's moving forward.	01:29:41
	Still, still ongoing.	01:29:43
	In addition, we are recruiting.	01:29:49
	For child support specialists, financial enforcement and a child support assistant.	01:29:52
	That I highway maintenance tech.	01:29:59
	Human Services behavioral health therapist. A CLTS manager.	01:30:02
	To public health nurses.	01:30:06
	Social worker, APS and CPS.	01:30:08
	Custodian.	01:30:13
	And did those already? One deputy sheriff.	01:30:15
	And that's it.	01:30:20
	We have pending requisitions.	01:30:22
	For child support director.	01:30:24
	We have an interim financial manager at Highway.	01:30:27
	An ADR specialist and a case manager for community programs.	01:30:30
	Also, as long as we're talking about recruitment, I did want to mention that.	01:30:35
	As you may know, as of December 31st, all.	01:30:40
	All higher bonuses for Clearview have ended, including now for the LPN's and RN's.	01:30:46
	Anyone that received a was hired and eligible for a bonus. Obviously the grandfathered until that bonus is fulfilled.	01:30:52
	And they have met their requirements, but no new bonuses will be issued for higher bonuses starting January 1.	01:31:00
	As part of that, it was agreed that we would look at the LPN and RN wages to ensure they are still comparable.	01:31:07
	Leading Age puts out a very comprehensive wage report of a lot of.	01:31:16
	Nursing facilities on.	01:31:23
	Throughout Wisconsin.	01:31:25
	We also did a small comp study, market study with McGrath.	01:31:27
	We had a meeting with Ed Summers, the executive director at Clearview.	01:31:33
	And it was all mutually agreed that the rates are competitive right now and there is no request.	01:31:39
	Or any changes to rates?	01:31:45
	So.	01:31:48
	Wanted to share that with you that that was really, really good.	01:31:48
	Umm, salary, wage, and status changes were all provided to you. I'm going to slip in here.	01:31:52
	The one, the one big beautiful bill and the.	01:31:59
	Overtime that we brought to the committee, last meeting that we had just as an update.	01:32:03
	The there is an FLSA task force is what has been named.	01:32:09
	A meeting did take place with.	01:32:16
	Key departments to listen to concerns.	01:32:20
	To listen to potential.	01:32:24
	Things that outcomes that could occur for making changes to a strict FLSA.	01:32:28
	Program for our.	01:32:35
	For determining pay.	01:32:37
	As well as some ideas of how to help make employees whole, as was discussed by.	01:32:39
	And shared by the committee at the last meeting.	01:32:45
	So those things are going to be further discussed with.	01:32:49
	IT finance administration and HR to ensure what the system can do and if we did do any of these ideas, what is the cause and	01:32:54
	effect and what can we do to and kind of thinking outside the box too of maybe some ideas so.	01:33:03
	Wanted to give you an update that we are diligently working on it. We know that time is of the essence.	01:33:12
	With this but wanted to give you.	01:33:18
	Update SO.	01:33:21
	Any questions?	01:33:23
	Leave of absence. I have one.	01:33:25
	Leave a bad sense.	01:33:27
	And it is a medical leave intermittent.	01:33:33
	Due to not eligible for.	01:33:38
	The federal, FMLA and state is exhausted.	01:33:42
	OK. Any questions for Tanya?	01:33:46
	Hearing none.	01:33:50
	Future agenda items.	01:33:52
	Well, a resolution.	01:33:56
	For elected officials.	01:33:58
	And then that holiday policy.	01:34:00
	I talked about.	01:34:03
	Now, did you say we're going to have to meet?	01:34:13
	Early uh.	01:34:15
	We will.	01:34:17
	In order to have the resolution ready for the county clerk.	01:34:18
	For February.	01:34:22
	So that's next item, determine next meeting date and time.	01:34:27
	Either the end of January or.	01:34:33
	Almost have to be.	01:34:37
	Only I don't know if this room is.	01:34:40
	I know normally we used to have two meetings and it was always the 2nd and the 4th, so we've kind of held open that fourth one	01:34:45
	just in case and we really haven't had to use it.	01:34:51
	That would be an option.	01:34:58
	I mean, we'll, I'll make whatever work that.	01:35:00
	Works for all of you because I know it's important to have that resolution to county board in February.	01:35:03
	So you're talking about 3:30 on the 27th?	01:35:10
	Yeah, I'll look to see if this room is available.	01:35:14
	If it would be on Tuesday the 3rd.	01:35:24
	We have.	01:35:27
	Highway at 4:30.	01:35:28
	Yeah, it is in here at 5:00.	01:35:31
	The IT committee.	01:35:36
	On the 27th.	01:35:37
	Sorry.	01:35:39
	On the 3rd.	01:35:41
	Highway is in here. Highway is in here. I mean 33630, it's 507 tonight and we actually had a lot of discussion, so I think we	01:35:43
	could be done.	01:35:49
	We could be done pretty quick.	01:35:55
	By 5 if not.	01:35:57
	Before.	01:35:58
	Monday the 2nd it seems like it's open until 7.	01:36:00
	It's almost open all day except executive and then they have a meeting here at night with the 4H.	01:36:04
	How about January the 27th? Will that work? No.	01:36:12
	You can.	01:36:18
	I well this room is available from like.	01:36:19
	From three until 5:00.	01:36:23
	Oh, I would think we could get it done. I mean.	01:36:24
	This meeting is probably going to be 10 minutes long.	01:36:27
	I would hope I wouldn't put much else on the edge. I won't put anything.	01:36:29
	Well, yeah, well.	01:36:33
	Well, of a couple things.	01:36:35
	We could work around it.	01:36:38
	We'll try to make it short and sweet.	01:36:40
	Maryland won't be able to make it OK.	01:36:44
	Could Monday is pretty open for this room to the 26th. I'll be gone like the 20.	01:36:47
	That I'll be going to February 2nd through like the 5th.	01:36:53
	OK.	01:36:57
	I think.	01:36:59
	The 4th.	01:37:00
	I'm here till the middle.	01:37:01
	So by the 26th.	01:37:06
	I could be here at 3:30.	01:37:08
	That were you talking?	01:37:10
	The 26th This room is available.	01:37:12
	Pretty much from 11:00 until.	01:37:15
	6.	01:37:19
	Would Monday the 26 work better?	01:37:22
	Yes.	01:37:25
	Mary, you're good with that day.	01:37:29
	The 26th.	01:37:31
	They're flexible.	01:37:32
	Just don't ask me.	01:37:35
	About the time, would you like?	01:37:37
	Well, I guess just to stay.	01:37:43
	Consistent we can.	01:37:44
	Keep it up.	01:37:50
	3:30.	01:37:51
	OK.	01:38:01
	Instead of.	01:38:06
	Both our February.	01:38:07
	So our next meeting.	01:38:11
	Date will be.	01:38:13
	Monday, January 26, 2026 at 3:30 PM.	01:38:14
	Could we?	01:38:19
	At some point.	01:38:20
	Get an update.	01:38:21
	On the.	01:38:23
	People that we were going to hire for Clearview.	01:38:27
	From.	01:38:30
	Oh, the foreign workers.	01:38:32
	Yeah, it's it's still in the federal.	01:38:33
	Process. So it's there's still a tremendous amount of.	01:38:37
	Hope and there it is looking more more positive, but it's a very long process and anytime we ask it's still.	01:38:41
	A range of time it could be, I think anyone from.	01:38:51
	Yeah, 3 to 9 months or even a year.	01:38:54
	So.	01:38:58
	It gets adjusted every time more get processed and then it they adjust it but.	01:39:00
	That's isn't I fair? Is that a that's actually really good?	01:39:05
	Yeah, the the.	01:39:08
	In a recent tour of the.	01:39:11
	Of the behavioral health remodel.	01:39:13
	For the building committee at it shared.	01:39:16
	He had shared some of the challenges.	01:39:19
	With umm.	01:39:21
	The State Department great to work with, but.	01:39:23
	In terms of people, but the delays and timelines and.	01:39:26
	How directly impacted that is by other things?	01:39:29
	Happening.	01:39:33
	Outside of the United States and within the United States, so.	01:39:34
	It's moving forward and he was.	01:39:37
	More hopeful than ever that it was, and positive about it happening.	01:39:40
	This year, but.	01:39:44
	No, nothing for sure yet.	01:39:45
	OK. With that said, by order of the Chair, I'll declare the meeting adjourned at 5:12 PM.	01:39:52
	Thank you.	01:40:01
	Question. But I want the recording.	01:40:07