Ersel,

Technically you are wrong.

The IS committee does not have explicit authority.

Precedent is precedent until it is no longer precedent.

You also miss, in your evaluation, you removed the chairman’s budget before Franks took office in an explicitly political move.

All this could have been completely avoided had the elected board, upon Franks entering office, maintained precedent with a little humility and willingness to honor the relationship between the 2 offices by giving FRanks… say 6 months to settle in and work within the structure.

Moderate the Jack Franks lackey apparently doesn’t know or understand the definition of precedent.

The board not only removed the budget, they also didn’t give a budget, which is illegal.

Every other countywide elected official was given a budget.

Franks was not.

They broke the law.

Additionally, the board has no oversight over the two hires JUST like they had no oversight over Mary McClellans’s hire of her husband, or Prim’s of women beater Matt McNamara, or of Keneally’s hires – a staff of over 10 people!

The board will not recognize the fact that the office of the Chairman is a countywide, elected officer and not a member of the board.

They have broken the law and have subject the citizenry to a huge potential legal liability.

There is NO Doubt these positions Should Immediately Be Posted to the Public for applications ! for hiring.

The current intended can re-submit their applications like everyone else will do and follow the RULES for hiring practices.

Thru the Front Door!

Does Mike Pense having a vote to break ties make him part of the Senate?

No Cal it doesn’t.

What Cal’s comment also implicitly states is Franks isn’t part of the board, therefore has purview to conduct his own hires just like every other countywide elected official. It does not dismiss that the board did away with the chairman’s budget in a purely partisan move.

Additionally, what’s curious is Ersel has championed oversight of hiring from both the IS and now HR committees. This indicates that she is not out to protect precedent as she asserts above. No, Ersel is a partisan first and looking out for county interests second. If her intention was to protect precedent and procedure, then she would consistently assert the oversight of one committee, NOT BOTH!

Getting her or Cal to answer the question, “Did the county chairman prior to Franks taking office have a budget or did he not,” is like trying to nail jello to a wall.

Hey Moderate,
We’re still waiting on the proof of Tirio’s patronage hire. And proof the Chair previously had a budget. And proof that the Chair has the same “power” as other countywide elected officials.

*Typo: the argument

TO REPEAT: THERE ARE TWO PEOPLE POSTING AS “Questioning”.
I am the other one.

I have used that handle for about two years now.

Will the real Questioning, please, stand up?

@Moderate

Can you provide proof to any of your questions?

Let me know.

Sorry questioning I will go by questions.

New. And I gave you the reason Moderate.

Pence is Vice President he doesn’t run the meetings, set agendas, etc..

Ignorance is bliss Moderate and you seem to have enough of it.

Talk to one of your County Board Members.

There was a letter signed by both Austin and Franks about the hirings.

I don’t care if other counties have a budget or not.

McHenry County doesn’t have personal designated for the County Board Chair position.

Gottemoeller, Hill, Tyron, Koehler etc.. never had their own assistant or communication specialist so why does that position warrant one now?

Because he won a county race.

So what!

The County Board Chair is not the same as the Recorder, Clerk, Treasurer etc.

If the Board has to give that position a budget then find me the State Statue if not then they don’t need to worry about it.

Other elected officials have budgets to run the dept. they were elected.

The County Chairs dept. such as P/D, HR, MCDOT etc. already has a budget that is passed by the whole County Board so that position does not need a budget.

Apples and oranges again.

So unless you want to file a law suit yourself against the County Board for illegally defunding the Chairmans position well I guess it isn’t illegal.

Rules about hiring, and creating new positions or reclassified old positions can be found in the salary administration policy:

SALARY ADMINISTRATION POLICY

I. Purpose
The purpose of the Salary Administration Policy document is to state McHenry County’s
compensation processes and procedures that have been established to ensure that the policy is
administered fairly and consistently.

II. Statement of Policy
It is the policy of McHenry County to establish and maintain competitive salary ranges consistent
with the economic/budgetary requirements of the County which will allow the County to effectively
compete for qualified personnel, retain productive employees, and ensure that salaries are
equitable and commensurate with the duties performed by each employee. This policy is
implemented through the following sections:

A. Position Analysis
For each position, the appropriate Position Analysis form will be completed describing all the
pertinent factors relating to the position. The department head must sign the form and submit
it to the Human Resources Department, where it will be evaluated using the McHenry County
Job Classification System. The Human Resources Director will notify the department head of
the final rating.

B. Position Descriptions

1. Position descriptions shall be maintained by the Human Resources Department for all
positions (full-time, part-time, seasonal and temporary). Position descriptions will be
developed by the Human Resources Department, in consultation with the Department
Head, from the completed Position Analysis form.

2. Position descriptions will contain a summary description of the position and essential
duties performed by incumbents, as well as list the knowledge, skills, and abilities an
employee should have in order to succeed in the position. Examples of duties listed in
the position description are intended only as illustrations of the various types of work
performed. The omission of specific duties does not exclude them from the position if the
work is similarly related or a logical assignment to the position.

3. The position description does not constitute an employment agreement between the
County and the employee and is subject to change as the needs of the County and the
requirements of the position change.

C. New Positions

1. A Position Analysis Form must be completed and a position description developed for
any new position (not already contained in the current Job Classification System).

2. The completed Position Analysis must be submitted to the Human Resources
Department. The information provided will be applied to the established McHenry County
Job Evaluation System to determine the appropriate classification of the position. When
necessary, the consultants will be utilized to assist in determining the appropriate
classification of the position.

3. All new positions should be planned for and submitted to the Human Resources Director
and the Associate County Administrator of Finance during the budget process. Priority
will be given to requests presented in the context of a reorganization that enhances
customer service and/or reduces the cost of doing business. Mid-year requests for new
positions will be considered on a case-by-case basis, and must be approved by the
Page 60
Susan on 02/17/2017 at 9:50 am said:
Liaison Committee, the Human Resources Committee, the Finance and Audit Committee
and the County Board.
New position and reclassification requests submitted during the budget process must be
position specific to be considered for funding. If funding is approved during the budget
process and the department wishes to use the funding for positions other than the
approved position, a resolution authorizing the change will be required by the County
Board prior to the change taking place.

4. Sections C-1 and C-2 must be completed before any new or reclassified positions can be
presented to the appropriate board committees and County Board for approval.

D. Position Evaluation: Classification System
The County maintains a job classification system (Resolution R-200802-12-058) which
contains an inventory of jobs, designated by title, within the various classifications existing at
the County. The Classification System consists of a grouping of similar positions into
categories of substantially similar complexity and responsibility and general qualifications. All
positions will be evaluated and classified in order of their relative value, utilizing the approved
evaluation techniques of the McHenry County Job Classification System.

E. Salary Structure
The County is committed to maintaining a salary structure, consisting of position grades and
salary ranges that will allow the County to effectively compete for qualified personnel and to
ensure that salaries/wages are equitable and commensurate with the duties performed by
employees.

1. Salary Ranges –
All position grades will have a salary/wage range that indicates their minimum,
midpoint, and maximum monetary value. Salary ranges should be broad enough to
provide salary/wage growth for competent personnel.

2. Maintenance –
Salary Ranges will be reviewed from a competitive standpoint based on prevailing
trends (salary survey data and economic indicators) and the County’s ability to pay
on an annual basis by the Director of Human Resources. Appropriate changes will
be recommended by County Administration and approved by the County Board.

3. Starting Salaries –
All new employees will normally be paid the minimum rate in the appropriate salary
range. However, the County recognizes that department heads may need flexibility
during the hiring process to recruit qualified candidates. The recognition of
extraordinary experience or qualifications, labor market demands, or other
qualifications of the candidate may justify a higher rate of pay, subject to the following
conditions:
Hiring Range Approval
Minimum of Salary Range Department Head
Minimum to 1st Quartile Dept. Head & Dir of Human Resources
1st Quartile to Midpoint County Administrator
Over Midpoint County Board
In no event shall the salary offered exceed the salary range of the grade.
Page 61
Susan on 02/17/2017 at 9:51 am said:

4. Vacant Positions
If a position becomes vacant, steps must be taken to fill it within 90 days.
Failure to take the appropriate steps to fill the position within 90 days will result in the
position being eliminated. If a department has difficulties filling a vacant position, a
request for an extension can be granted by the Director of Human Resources.
Budget is allocated based on position, and not the employee in the position. If
budget savings from an unfilled position occurs and is used in any other manner
without board approval, the unfilled position will cease to exist and will need to be re-
established as a new position in the next budget process.

5. Promotions

a. A promotion is considered movement into a job classification that is at least one
(1) salary grade higher than the employees’ current position.

b. At the time of promotion, an employee is normally eligible for a salary adjustment
based upon the following considerations:
 The employees’ performance history;
 The amount of additional responsibility, including education and
training required for the new position;
 The location of the employees’ current salary in the new salary
range;
 Internal equity;
 Departmental budgetary constraints.

c. A completed performance appraisal will be required anytime an employee is
promoted.

d. A promotion normally results in a salary increase not to exceed 6% of the
employees’ current salary. If the minimum of the new salary range is higher than
the proposed promotional increase, the employee shall be moved to the new
minimum of the salary range. In no case can the increase exceed the budgeted
amount of the position the employee is being promoted into without approval of
the County Board.

e. For departmental promotions within the same grade, due to increased
responsibilities and job duties, the normal salary increase will be 3% but not
greater than 6% of the employee’s current salary. In no case can the increase
exceed the budgeted amount of the position without approval of the County
Board.

f. In the event the promotion is into a position that is two grades or more above the
employee’s current position, salary will be determined by the department head,
the Director of Human Resources and the County Administrator.

g. For internal promotions into a salary grade 15 or higher, the annual salary
amount (not to exceed the budget for the position) will be determined by the
department head, Director of Human Resources and the County Administrator.

h. In the rare event labor market conditions warrant considering internal equity for
an internal promotion into a professional position (Grade 10E to 14E), the annual
salary may be allowed over the normal increase as set forth in Section 5C, but
Page 62

Someone should FOIA the County Administrators office and request the County Board Chairmans budget for the last 10 years.

Time to put this stupidity to rest.

Guarentee it will be denied because it doesn’t exist or you’ll get the County Board budgets.

Well done, Susan.

Moderate… please get your thought together before plundering in.

Many of us have repeatedly asked that tell us where we’ve made any reference to “a budget for the county board chair.”

There are expenses allowed for approved

Thanks RealityCheck!!

Ersel,

I’ve been very thoughtful.

You and Cal in the same thread both agreed that there was a Chairman budget.

You defunded the chairman budget.

Whether or not a department head has a hiring budget,
the Salary Administration Policy needs to be followed, no?

Ersel Schuster for County Board President!

And Susan, you’re incredible!

Laws are designed by Lawyers to make money for lawyers.

The lawyers who cannot become millionaires at the expense of others become judges.

if we can define that recourse, there may be a way to ‘right the worng’ ourselves.

what about small claims court?

if each homeowner can quantify the amount of improper tax liability, can we each file a small claim against County?

Susan, you’ve asked another great question.

If the political governing body violates their own rules there a several possible consequences.

The others within the body censure the offender.

The offender(s) may be removed politically by an astute observer with political fortitude.

You may go the the local SA’s office, as they represent The People, and ask if an act by a governing body is criminally actionable.

Consult an attorney about civil action should you have a reasonable belief there are actual damages from a political body’s breach of their rules.

Unfortunately, if the breach has no damages or is merely an ethical breach you are unlikely to find legal satisfaction.

There are oh so many ways to pillory a politician who crosses The People you may choose this very satisfying path to crushing awful behavior.