1992-10-19 RM Exhibits
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AGENDA INFORMATION COVER SHEET
MEETING DATE:
CONSENT
AGENDA ITEM NUMBER:
4
October 19, 1992
SUBJECT:
Personnel Policy Amendments
SUMMARY OF INFORMATION:
As is our custom, my staff and I continually review personnel
policies in order to determine whether or not they are being
applied as intended, or to determine whether or not they need
to be modified because of changes in the law or changes in
basic personnel practices. These reviews may also be
initiated as a result of questions from employees and
supervisors.
As a result of our most recent review, I am recommending
revisions to the following personnel articles:
1.
2.
3.
Article III
Article IV
Article V
The Pay Plan
Recruitment and EmploYment
Separation and Reinstatement; Interim
Suspension; Disciplinary Actions
The Americans With Disabilities Act (ADA)
4.
Listed below are the specific items that require change:
ITEM A: Article III Section 4
Since only one performance will be required during the year,
it is recommended that the percent of increase for employees
in the development range, when performance is rated standard,
increase from (0% - 3%) to (0% - 5%).
ITEM B: Article
This amendment is
original policy
employees serving
III Section 8
being offered to clarify the intent of
in establishing the pay rates for
in a Trainee status.
the
new
ITEM C: Article III Section 10
The amendment explains how employees will be affected by
Market Adjustment, and ensures that all increases received
will be tied to performance.
ITEM D: Article IV Section 10
This amendment would not allow a probationary employee who was
dismissed for any reason the right to appeal that dismissal.
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ITEM E: Article V Section 12
This amendment strengthens the dismissal policy by making
dismissal mandatory for individuals rece1v1ng three (3)
Employee Consultation Memos during any consecutive three (3)
year period.
ITEM F: Article V Section 14
This amendment establishes the procedure to be used by
individuals wishing to appeal the content of their performance
appraisal.
ITEM G: Article V Section 16
This amendment establishes the right of the County to require
employees to submit to polygraph examinations during internal
investigations.
ITEM H: ADA Grievance Procedure
This amendment establishes a grievance procedure to be used by
individuals alleging a violation of the Americans with
Disabilities Act (ADA).
ITEM I: Article VII Section 34
This amendment would establish a Student Services Leave
program. The program is designed to encourage eligible
employees to become more involved in supporting student
education in New Hanover County. Employees would be credited
with up to eight (8) hours of leave for those purposes.
Attached is the back-up information for Items A through I.
RECOMMENDATION: It is recommended that the proposed personnel
policies be approved.
COUNTY MANAGER'S RECOMMENDA
NO
MENTS:
Recommend approval.
ATTACHMENTS: X YES
SIGNATURE:
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artment Hea'd-
DATE:
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NEW HANOVER COUNTY
INTER-OFFICE
..MEMO*,':'*":~'
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October 8, 1992
FROM:
Allen O'Neal, County Manager
Andre R. Mallette, Director ~
Department of Human Resources
TO:
RE:
Personnel Policy Amendments
As is our custom, my staff and I continually review personnel
policies in order to determine whether or not they are being
applied as intended, or to determine whether or not they need to be
modified because of changes in the law or changes in basic
personnel practices. These reviews may also be initiated as a
result of questions from employees and supervisors.
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As a result of our most recent review, I am recommending a series
of changes to the personnel policy.
1. ARTICLE III THE PAY PLAN
All changes associated with Article III are intended to
better clarify the procedures that are to be followed in
issues relating to an employee's pay. With the
implementation of the new pay plan, my staff and I have
continued to review the policies associated with pay to
ensure that they are consistent in all phases of
implementation. As a result of that review, the attached
changes are being recommended. All of these changes are
consistent with the approved philosophy of pay for
performance in all subsequent increases awarded to County
employees.
2. ARTICLE IV RECRUITMENT AND EMPLOYMENT
The change recommended for Article IV is intended to make
that policy consistent with other sections of the
Personnel Policy.
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ITEM A
Article III The Pay Plan
Section 4.
Use of Salary Ranqes for Performance-based Pay
Increases
Salary ranges are intended to furnish administrative
flexibility in recogn1z1ng individual performance among employees
holding positions in the same classification by rewarding employees
for meritorious service. Advancement from the minimum to the
maximum rate would be accomplished under the guidelines established
for the County's performance management system. The following
general provisions will govern the granting of those within-the-
range increments:
Department heads are required to conduct a minimum of one
performance review for all employees, except for temporary
employees, during the fiscal year, whether it results in a salary
increase or not. Probationary employees shall have a performance
review to determine eligibility for Active status at the end of the
established probationary period; those employees whose performance
is rated at standard or above would be eligible for an increase.
Probationary employees are not eligible for a merit increase until
they have successfully completed probation.
Employees whose performance is rated below standard would not
be eligible to receive a merit increase. Employees whose current
salary falls within the development range and whose performance is
rated standard would be eligible to receive an increase of 0% 3%
0\ - 5\; employees whose current salary is at job rate or in the
incentive range and whose performance is rated standard would not
be eligible to receive a merit increase. Employees whose
performance is rated above-standard would be eligible to receive an
increase of 0% 10%. All above-standard ratings and merit
recommendations are subject to being monitored for conformance to
the County's performance management system and to approval by the
Director of Human Resources. The maximum merit increase that can
be awarded to an employee in a fiscal year is 10%, whether it is
the result of cumulative increases or a single one. All merit
increases will be subject to the availability of funds budgeted to
the department's salary increment account.
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Reason for Change: Article III Section 4
When the policy was written, the thinking was that we may do
as some other organizations do and evaluate employees in the
development range twice a year. Therefore, we put in the maximum
of 3% increase each evaluation to build in a maximum of 6% for the
year for standard performance in the development range. Now, after
having had time to study options for merit increment schedules, the
thinking is that employees in both the development and incentive
ranges of the grade will have one performance appraisal per year.
If that is the case, 3% is too little movement in a year towards
job rate for developing employees.
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ITEM B
Article III
The Pay Plan
Section 8.
Salaries of Trainees
Applicants hired, or employees promoted to a position in a
higher classification, who do not meet all the established
requirements of the position, may be appointed at a rate of 5%
below the minimum rate of the pay grade established for the job,
unless placement at a lower rate is approved by the Director of
Human Resources. An employee will remain at a trainee rate until
the department head certifies that the trainee is qualified to
assume full responsibilities of the position and the Director of
Human Resources or County Manager approves the certification.
ADD:
Trainees are eligible to receive merit increases, subject to
Section 4 of this Article, except that such increases cannot result
in placement at a pay rate equal to or above the minimum rate of
the pay grade established for the job.
When trainees have been approved for removal from trainee
status, they will receive a salary adjustment to the minimum rate
of the pay grade established for the job [See Section 9 (f)].
Section 9.
Pay Rates in Reclassification, Promotion,
Transfer,aM Demotion (ADD:) and Salary
Adjustment
ADD:
( f) Salary Adjustment for Employees Approved for Removal from
Trainee Status: When employees are approved for removal
from trainee status, their pay rate is adjusted to the
minimum rate of the pay grade established for the
classification.
Reason for Change: Article III Sections 8 and 9
Clarification of current policy and practice
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ITEM C
. Article III The Pay Plan
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Section 10.
Pay Rates in Salary Grade Revisions
Maintenance of the pay plan shall include annual surveys of
labor market statistics and comparative salary data. Appropriate
grade and/or range changes will be made to the pay plan.
Individual employees' rates mayor may not change, depending upon
their rates before the adjustment, the extent of the adjustment,
their employment status (Probationary or Active) and their
performance rating at the time the adjustment is effected.
Prior to the effecti~e date of the adju~tment, an abbre~iated
performance reVie\l uoing the appropriate form ~hall be conducted.
Probationary employeeo r.:ho are rated otandard \iOuld mo'..e to the
rate in the adjusted pay grade cloEJeEJt to, but not ImlOr than,
their current rate or to the ne\[ minimum, \lhichever iEJ higher.
Acti 'Ie employee~ uho are rated ot~lndard ",iOuld move to the rate ia
the adju~ted pay grade cloEJest to, but not lmmr than, their
current rate or to the ne\{ tranE:i tion rate, uhiche'Jer i~ higher.
Probationary and acti ~.e employeeEJ \lho are rated belm)' standard
\lould not be eligible for ouch rate adjuotmentE: until a EJtandard
performance rating is achieved through a subsequent performance
re....iml (~lhich muot occur \lithin t\lO calendar monthEJ after the
effective date of the general adju~tment).
Employees in the developaent range whose perforaance is rated
standard or above-standard will r....in at their assigned pay grade
and step at the adjusted rate, except that Active (non-
probationary) employees with standard performance who are below
step 03 will move to step 03 in the transition to the adjusted pay
plan. Elaployees in the developaent range whose perforaance is
rated below standard will ~ve to the rate closest to, but not
lower than, their current rate, even if it is below the new lliniaua
or transition rate of the pay grade for their classification.
Employees in the incentive range whose perforaance is rated
above standard will reaain at their assigned pay grade and step at
the adjusted rate; ellployees in the incentive range whose
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performance is standard or below-standard will move to the rate
closest to, but not lower than, their current rate, in the pay
grade for their classification.
Reason for change: Article III Section 10
Removal of specific language about the method and timing of
performance appraisal is to allow for tying this increase to the
annual performance appraisal. In the pay-for-performance system we
are attempting, even an employee's eligibility to remain in his/her
relative position within the range during transition to an adjusted
pay plan is dependent upon performance. The rating of performance
for these purposes, therefore, may need to come from the more
comprehensive annual performance appraisal.
The focus shifts from simply trying to keep standard performers
above the new minimum or transition rate to a plan that will keep
standard performers in the development range and above-standard
performers in the incentive range at their relative positions
within the range. To retain our best employees, we must ensure
that they continue to feel that they are moving ahead. If we
concentrate only on adjusting the ones at the low end of the range,
it will result in compression. As re-written, for employees to be
eligible for individual adjustments, they are held to the same
strict standards as for eligibility for merit increases.
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M E M 0 RAN DUM
RE: Personnel Policy Amendments
Page Two
October 8, 1992
3. ARTICLE V SEPARATION AND REINSTATEMENT; INTERIM SUSPENSION;
DISCIPLINARY ACTIONS
There are several changes recommended for Article V of
the policy. As indicated, this policy deals primarily
wi th disciplinary actions. These recommendations are
intended to clearly identify to employees and supervisors
the consequences for failures in performance of duties
and also to clearly identify the type of procedure to be
followed in appealing various types of personnel actions.
It has long been an established administrative policy
that an employee could not appeal the amount of a merit
increase. The addition to Article V Sec. 14(2)(B) now
makes that a portion of the Personnel Policy. In
addition to the above stated recommendations, I am also
proposing that the attached amendment, to allow for the
use of polygraph examinations in the County's
investigation into misconduct against an employee, also
be approved. The procedures outlined in the policy
conform with those approved by the courts.
4. THE AMERICANS WITH DISABILITIES ACT (ADA)
The American with Disabilities Act requires the County to
implement, in phases, various regulations and
requirements associated with the act. In keeping with
those directives, I am recommending the attached
grievance procedure to be used by individuals alleging
violations protected by the ADA. Upon approval, the
procedure will be distributed and posted throughout
County departments.
While I hope that the explanations offered above will be
sufficient, I will be glad to respond to any questions that you or
the Commissioners might have regarding any of the recommendations.
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ITEM D
Article IV Recruitment and Employment
Sec. 10.
Probationary Period of EmploYment
An employee appointed to a full-time or part-time regular
position will serve a probationary period of six (6) months, except
that law enforcement officers, in the Sheriff's Department will
serve a twelve (12) month probationary period. An employee may be
dismissed during the probationary period at any time the appointing
authority feels the employee is not satisfactorily performing the
assigned duties. h probationary employee diomiooed may appeal cuah
aotion through the appeal procedure outlined in hrticle V 8eo. 14.
Employee hppeal.++
An employee serving a probationary period following initial
employment in a regular position will receive all benefits provided
in accordance with this ordinance, with the following exception or
as otherwise provided:
(a) Employees serving a probationary period following a
promotion will continue to receive all benefits
provided in accordance with the policy and under
other supplementary rules and regulations.
*(b) All new employees who are not enrolled in a
retirement system that is transferable to the Local
Governmental employees' Retirement Fund, will not be
eligible for enrollment into either system until they
have been employed six months or until they have
successfully completed their probationary period.
Before completion of the probationary period, the department
head will indicate in writing to the County Manager:
(a) That the department head has discussed the new
employee's progress (accomplishments, strengths, and
weaknesses) with the new employee;
*Amended April 1981
**Amended August 1982
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ITEM E
Article V Separation and Reinstatement; Interim Suspensions;
Disciplinary Actions
*Sec. 12 Dismissal
A. Failure in Performance of Duties
An employee who continuously fails to achieve the
performance levels established and communicated by the
respective supervisor(s), faces the possibility of
dismissal as the appropriate disciplinary action to be
taken by the appointing authority. Dismissal for
performance deficiencies will normally be preceded by the
steps outlined in Article V Section 11, (a) and (b); or,
in the case of a serious infraction, may result from one
incident. An employee who receives three Employee
Consultation Memos for failure in performance of duties
during any consecutive three year period shall be
dismissed. The three warnings may result from causes
related or unrelated, constituting failure in performance
of duties.
B.
Failure in Personal Conduct
Dismissal of an employee charged with failure in personal
conduct may be preceded by the steps outlined in Article
V Section 11, (a) and (b); or, in the case of a serious
infraction, may result from one incident.
Before an employee in a regular position can be dismissed for
either cause, a Pre-Dismissal Hearing must be conducted in
accordance with the procedures outlined in Article V, Sec. 13.
When appropriate, an interim suspension may be instituted until a
Pre-Dismissal Hearing can be conducted, pursuant to Article V, Sec.
8.
*Amended March 1985
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ITEM F
Article V Separation and Reinstatement; Interim Suspensions;
Disciplinary Actions
Section 14.
Employee Appeal Procedures
(2) *Appeals of a Memorandum of Warninq or Performance Appraisal
An employee who wishes to appeal a memorandum of warning or
the content of a performance appraisal may, within five (5) working
days after the action and after notifying his department head in
writing of his intentions, appeal the action in writing to the
Director of Human Resources. The appeal to the Director of Human
Resources must contain the information described below.
A. Appeal of a Memorandum of Warninq
(a) The request from an employee appealing a memorandum
of warning must contain the response of the
employee to the charges contained in the memorandum
of warning and the remedy desired by the employee
B. Appeal of Contents of a Performance Appraisal
(b) The request from an employee appealing the contents
of a performance appraisal must contain the
response of the employee to the portion of the
performance appraisal to which there is an
objection and the remedy desired by the employee.
An employee may not file an appeal of a Performance
Appraisal based upon the amount of merit increase
awarded.
The Director of Human Resources will assign the appeal to a
staff investigator to determine the merit of the action. Within
fifteen (15) working days after receipt of the employee's notice of
appeal, the staff investigator will make a recommendation to the
Director of Human Resources regarding the disposition of the
appeal, and the basis for the recommendation and evidence relied
upon. The Director of Human Resources reserves the right to
further investigate any issues raised in the appeal.
*Revised March 1988
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The Director of Human Resources will assign the aPReal to a
staff investigator to determine the merit of the action. Within
fifteen (15) working days after receipt of the employee's notice of
appeal, the staff investigator will make a recommendation to the
Director of Human Resources regarding the disposition of the
appeal, and the basis for the recommendation and evidence relied
upon. The Director of Human Resources reserves the right to
further investigate any issues raised in the appeal.
The Director of Human Resources will render a decision within
five (5) working days after receipt of the staff investigator's
recommendation. The decision will be sent to the home of the
appealing employee by registered mail. The decision of the
Director of Human Resources is final.
An employee appealing the content of a performance appraisal
retains the right to attach additional information to the appraisal
that addresses that portion to which he/she objects. The
attachment will remain a permanent part of the appraisal document.
Failure to comply with Established Procedures
If the appealing employee fails to comply with the procedures
and time limits established herein, the Director of Human Resources
may dismiss the appeal.
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ITEM G
Article V Separation and Reinstatement; Interim Suspensions;
Disciplinary Actions
Section 16.
Polyqraph Examinations
Upon approval by the County Manager, an employee accused
of misconduct may be required to submit to a polygraph
examination during the County's investigation of the
allegation. Prior to the administration of the polygraph
examination, the affected employee must be informed:
1) that the questions will relate specifically and
narrowly to the performance of official duties,
2) that the answers cannot be used against the
employee in any subsequent criminal prosecution,
and
3) that the penalty for refusing to participate in the
polygraph exam is dismissal.
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ITEM H
NEW HANOVER COUNTY
ADA GRIEVANCE PROCEDURE
New Hanover County has adopted an internal grievance procedure
providing for prompt and equitable resolution of complaints
alleging any action prohibited by the U.S. Department of Justice
Regulations implementing Title II of the Americans with
Disabili ties Act. Ti tIe I I states, in part, that "no otherwise
qualified disabled individual shall, solely by reason of such
disability, be excluded from the participation in, be denied the
benefits of, or be subjected to discrimination" in programs or
activities sponsored by a public entity.
Complaints should be addressed to:
ADA Coordinator
414 Chestnut Street, Room 305
Wilmington, North Carolina 28401
Telephone: (919) 341-7178
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1.
A complaint shall be filed in writing or verbally,
containing the name and address of the person filing it
and briefly describing the alleged violation of the
regulations.
2. A complaint shall be filed within five (5) working days
after the complainant becomes aware of the alleged
violation.
3. An investigation, as may be appropriate, shall follow a
filing of complaint. The investigation shall be
conducted by the ADA Coordinator. These rules
contemplate informal but thorough investigations,
affording all interested persons and their
representatives, if any, an opportunity to submit
evidence relevant to a complaint.
4.
A written determination as to the validity of
complaint and a description of the resolution, if
shall be issued by the ADA Coordinator and a
forwarded to the complainant no later than fifteen
working days after its filing.
the
any,
copy
(15)
5. The ADA Coordinator shall maintain the files and records
of New Hanover County relating to the complaints filed.
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6.
The complainant can request a reconsideration of the case
in instances where he or she is dissatisfied with the
resolution. The request for reconsideration shall be
made wi thin ten (10) working days to the Director of
Human Resources.
7. The Director of Human Resources shall review all
complaints submitted for reconsideration. A written
determination of the complaint shall be forwarded to the
complainant no later than fifteen (15) working days after
its filing.
8. The right of a person to a prompt and equitable
resolution of the complaint filed herein shall not be
impaired by the person's pursuit of other remedies such
as filing of an ADA complaint with the responsible
federal department or agency. Use of this grievance
procedure is not a prerequisite to the pursuit of other
remedies.
9. These rules shall be construed to protect the substantive
rights of interested persons to meet appropriate due
process standards and to assure that New Hanover County
complies with the ADA and implementing regulations.
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ITEM I
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Article VII Leave of Absence
Section 34.
Student Services Leave
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New Hanover County wishes to encourage its employees to
become more involved in supporting student education in the
County. In support of this effort, the County will allow
eligible employees up to eight (8) hours of Student Services
Leave per calendar year, to be used for participating in
school activities with their children or in volunteering their
services to schools during normal working hours. Examples of
acceptable services under this policy would include, but not
be limited to: attending teacher-parent conferences;
attending school assemblies; attending school special events;
participating in an established program as either a tutor or
mentor; etc.
Only employees budgeted in regular full-time or part-time
posi tions as of January 1 of each year, are eligible to
participate in this program. Eligible full-time employees
will be credited with eight (8) hours of leave each January 1.
Employees budgeted on a part-time basis will have their leave
prorated based on the amount of time for which the position
has been budgeted.
All leave must be taken in one (1) hour increments. All
leave requests must be approved by the supervisor prior to the
employee taking such leave. Student Services Leave is non-
cumulative and an employee will not be paid for any
outstanding balance of this leave upon termination.
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RESOLUTION
YOUTH ACCESS TO TOBACCO IN NORTH CAROLINA
WHEREAS, tobacco use is the number one preventable cause of death; and
WHEREAS, over one million teenagers start smoking each year, and
minors buy about one billion packs of cigarettes each year; and
WHEREAS, most smokers start at about age 13-14 and 90% start smoking
before the age of 20; and
WHEREAS, the earlier a young person starts to use tobacco, the less
likely it is that he/she: will be able to quit later (JAMA) and
subsequently will die of a tobacco induced disease; and
WHEREAS, in locations where tobacco sales to underage persons have
been curtailed, the prevalence of smoking by teenagers has decreased,
particularly among the youngest age groups; and
WHEREAS, the Alcohol, Drug Abuse and Mental Health Administration
(ADAMHA) Reorganization Act Synar Amendment mandates adoption and
enforcement of laws prohibiting sale or distribution of tobacco
products to those younger than 18 years of age by October 1, 1993; and
WHEREAS, North Carolina may lose significant federal funding for
mental health, drug and alcohol abuse if it does not show that they
are enforcing their minimum age law "in a manner that can reasonably
be expected to reduce the extent to which tobacco products are
available to individuals under the age of 18"; and
WHEREAS, a District Court judge found a store clerk innocent of
selling cigarettes to a 14 year old on April 24, 1992 in ~ilmington,
North Carolina.
THEREFORE, BE IT RESOLVED, that the New Hanover County COlIIDissioners
requests the North Carolina General Assembly to change North Carolina
Law to effectively prohibit the sale of tobacco products to persons
under 18.
BE IT ALSO RESOLVED, that the word "knowingly" be removed from the
present state law concerning selling cigarettes to minors.
BE IT ALSO RESOLVED, that language be included in the law which
states: "No retailer shall sell or permit to be sold cigarettes or
other tobacco products to an individual without requesting and
examining identification establishing the purchaser's age as 18 years
or greater unless the seller has some other conclusive basis for
determining the buyer's age."
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Consent Agenda
Page 1
October 19, 1992
Request the following penalties be released as the taxpayers certify they
listed on time:
Hamilton, Marie Wilkerson
Hudson, James
Joyner, Lloyd E. Jean B.
Preo, George Joseph Barbara E.
$ 3.57
41. 50
25.10
11.34
The following taxpayers request value adjustments on their property because of
conditions that have now been brought to our attention:
Blanchard, Lynn B.
Blythe, Francis E. Margaret
Burk, Edwin J. Ilse I.
Cloud, Carl F. Jeanette A.
Duncan, Charles I. Mary P.
Godbey, James E. Barbara A.
Haughton, Robert Alan
Howard, David George
Jones, William F. Linda M.
Umstetter, Bruce M. Gloria
Willett, Marvin Gary
Wilson, Richard D. Ramona R.
Wyke, Gene L. Etal.
1,355
6,760
6,250
4,637
2,200
3,754
9,216
499
5,000
624
2,880
946
1,537
Request the following taxpayers be granted the Senior Citizen/Disability
Exclusion as they submitted late applications: (letters explaining late
filing available upon request)
Bailey, Ralph Jr.
Bowden, Elwood Ray Jr. Etux.
Easter, Nannie Pearl
Leonard, Charlotte B.
Saccomanno, Ruth
Watkins, Betty B.
12,000
12,000
12,000
12,000
5,700
12,000
Request the following certification penalty be released as this was the
taxpayers' first offense:
Adair, Debra Whitley
100.00
:sw
Copy: P. Raynor
W. Ward
B. Shell
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HANOVER COUNTY TAX C8LLE(TIO~S
CJLLECfrONS THRU 09/30/92
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1992
ORIGINAL TAx L~VY PER SCRJLL
SISC~VERIES ADDED
l t: S ~ At~ ATE: j~ t:lH S
'!; ~1tl90,qjO.S4
2,84<t-,b77.o4
717,67'1.60-
rUTAL TAXES CHARGED
40VERTI5ING FEES CHARGED
CE~TIFIC~TICN PENALTIES CHARGED
LISTING PENALTIES CHAKGED
TOTAL LEVY
COLLECTIONS TO DATE
GUT5TANOING 9~LA~CE
PEPC~NTAGE COLLECTED
;jACK TAXf:S
$ ,+3,317,92g.5.~
.00
2,400.00
23,804.15
~ 43;3~4,132.67
2,971,865.52-
$ 40,372,267.15
o. t' 6%
RI::AL ESTATE MID PERSONi\L PROPERTY
CHAR.GeS ADDED
L ~ 5 S A [3 ATE ~~ t N T S
TGTAl TAXES DUE
COLLECTIONS TO DATE
UUr')T~NDI!JG 8ALMJCE
PERCENTAGE COLLECTED
$ 2,966,909.61
57,559.58
5,44Z.3~-
os 3,019.,026.25
385,330.53-
$ 2,633,696.32
12.70%
SEP 1992 FISCAL VTe
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ROOM ~CCUPANCf TAX COLLECTIU~S
PR.IVILEGc LICctJSE COLLECTICNS
EMS COLLECTIONS
232,602.76
1,554.63
7IJ8,312.95
14,912.8b
.00
.00
TOTAL MONEY PROCESSED THRU CCLLfCTI8N OFFICE FOR ~Ew HANOVER
COUNTY, (ITY OF WILMINGTON, WRIGHTSVILLE tlEACH, (lROLINA BEACH..
AND KURE ~EACH TO DATE - $5,497,626.68.
THIS REPORT IS FOR FISCAL YEAR BEGINNING JULY 1, 19QZ.
RESPECTFULLY SUBMITTED,
::POJ:'n~~ ~lrerr
PATKICIA J. R K lJ
COLLECTOR OF R_ ENUE
CONSENT AGENDA
DA IE: ,o-lll-q2...,
ITEM NO. \0
.
.
.
.
!;;2-t(
NEW HANOVER COUNTy FIKE CISTRICT TAX COLLiCTIONS
COLLECTIONS THRU 09/30/Q2
199L
GRI~INAL TAX LEVY PER SCRULL
DISCOVERIES AOOfO
LESS A2ATE,"1ENTS
TJTAL TAX~S CHARGED
l>
910,~45.74
W:7,OQ5.23
56 , 6 77 . 64-
z
Q43,173.33
LISTING PENALTIES CHARGED
TOTAL LEvY
COLLECTIONS TO UATE
OUTSTANDING 8ALANC~
PERCENTAGE COLLECTED
sACK T AXE S
537.03
li
943,710.36
65,9d4.27-
:;
:)77,72'6.09
6.99~
REAL ~STAT~ ANO PERSONAL ~ROPERTV
CtiAf'.GES ADDED
LESS A~ATEMENTS
TOTAL TAXES DUE
CJlLECTIUNS TO DATE
OUTSTA~OING BALANCE
PERCE~TAGE COLLeCTED
$
~8,C45.58
470.10
1S0.Ql-
$
48.354.77
6,314.45-
$
41,980.32
13.18%
THIS REPORT IS FOR FISCAL YEAR 3EGINNI~G JULY 1, 1992.
~ES~~CTFULLY ~UBMITTtO,
. .
......'{....
~ _ ,t~...""t. ; .....~~:~~
PATRICIA J. RAY~OR
CULLECTOR OF REVENUE
CONSENT~GENGh
OAT E : JQ:19.:-~
rT=M No._1J_
.
,
....
RBSOLTnION
BY
mE COUNft OF NEW HANOVER
WBBRBAS, in North Carolina the Lead Regional Organizations, as
voluntary organizations serving municipal and county governments,
have established produotive working relationships with the cities
and counties across this state; and
WBBlU:AS, the 1992 General Assembly recognized this need through the
appropriation of $864,270 to help the Lead Regional Organizations
assist local governments with grant applications, economic
development, community development, and to support locallndustrial
development aotivities and other aotivities as deemed appropriate
by their local governments; and
WHBRBAS, these funds are not intended to be used for payment of
member dues or assessments to a Lead Regional organization or to
supplant funds appropriated by the member governments; and
WBBlU:AS, in the event that a request 1s not made by June 30, 1993
for release of these funds to our Regional Council, the available
funds will revert to State's general funds; and
WBBREAS, in Region 0, funds in the amount of $48,015 will be used
to/for prepare community development and land use plans, zoning
ordinances, economic development/revitalization plans and grants,
and provide other technical assistance to local governments;
/~JD~~
Title
~ ! ;) - /11/
AN ORDINANCE OF THE COUNTY OF
NEW HANOVER, NORTH CAROLINA AMENDING
THE ZONING ORDINANCE OF
NEW HANOVER COUNTY ADOPTED
OCTOBER 6, 1969
THE BOARD OF COMMISSIONERS OF NEW HANOVER COUNTY DOTH ORDAIN:
section 1. That the Zoning Ordinance of the County of New
Hanover adopted October 6, 1969, as amended be and the same is
hereby further amended as follows:
A. Revise Table of Permitted Uses
PD R-20s R-20 R-15 R-I0 B-1 RA
Community Boating Facility s s s s s s s
Private Residential Boating p p p p p p p
Facility
B. Revise 23-62 to read: Community Boating Facility-A
private non-profit boating facility including a dock,
pier and/or launching ramp on property having water
frontage; the use of which is intended to serve five
or more residential lots or residential units. The
right to use such facility must be conferred by
easement appurtenant to the residential lot it is
intended to serve. No commercial acti vi ties of any
kind shall be allowed within the confines of the
facility.
C. Add 23-62.1 Private Residential Boating Facility-A
private non-profit boating facility including a dock,
pier and/or launching ramp on property having water
frontage; the use of which is intended to serve less
than five residential lots or residential units. The
right to use such facility must be conferred by
easement appurtenant to the residential lot it is
intended to serve. No commercial activities of any kind
shall be allowed within the confines of the facility.
D. Add 72-37 Community Boating Facility-These facilities
may be permitted in the PD, R-20S, R-20, R-15, R-I0, RA
and B-1 Disticts provided:
1. It can be demonstrated that the project will have
minimal impacts on water qualilty, primary nursery
areas, shellfish grounds, and conservation resources.
2. Off-street parking will be provided at a ratio of
one space per boat slip.
3. The number of boat slips may not exceed the number
~
I;;>-K
of residential lots or dwelling units within the
associated development.
4. The right to use of the facility must be conferred
by an easement appurtenant to the residential project
it is intended to serve.
5. Commercial activities, including but not limited to
the sale of gasoline, oil, marine supplies and food
stuffs shall be strictly prohibited.
E. Revise 72-31 Commercial Marina,Add: 5. It can be
demonstrated that the siting of the facility will have
minimal impacts on water quality, primary nursery
areas, shellfish grounds, and conservation resources.
F. Revise 72-31.5 Commercial Marina with Floating
Structures, Add: 11. It can be demonstrated that the
siting of the facility will not negatively affect water
quality, primary nursery areas, shellfish grounds, and
conservation resources.
Section 2. Any ordinance or part of any ordinance in
conflict with this ordinance, to the extent of such conflict is
hereby repealed.
Section 3. This ordinance is adopted in the interest of
public health, safety, morals, and general welfare of the
inhabitants of the County of New Hanover, North Carolina, and
shall be in full force and effect from and after its adoption.
19th day of October, 1992.
Chairman
~I(/~
C erk to the Board
NEW HANOVER COUNTY
INTER-OFFICE
.~~'t.'i.~ MEMO ..x~' .x. ~~::"'>:':::<""';:>:::~:l: ....l~:;~.:t".;~~~:.,::~:~::.::,:(Nt~~&NttW~:~~:::l~:~$~:~~:::::::::m~~~M@Nm::~':::~:l'=<:'~~&:">::::'~,\~, '<"<:$:<~'~'~~'~':<'~~'
x, ','<'. %~
x
October 8, 1992
FROM:
Allen O'Neal, County Manager
Andre' R. Mallette, Director~
Department of Human Resources
TO:
RE:
Student Services Leave
.
Attached is a proposed Personnel Policy amendment designed to
encourage eligible County employees to become more involved in
supporting student education in New Hanover County. The policy
would credit eligible employees with up to eight (8) hours per year
to be used for such acti vi ties as parent-teacher conferences,
attending school acti vi ties, or participating in mentoring or
tutoring program, thus not requiring them to use any of their
accrued personal leave for these activities.
Also attached as supporting documentation for this amendment are
letters from representatives of two organizations requesting
participation by County employees in their efforts. All of us are
needed to combat the staggering drop-out rate and to serve as role
models for area youth. While parents with school age children may
choose to use their allotment of time in activities in which their
children are. participants, perhaps the needs of organizations like
the two attached might be met by employees who do not have school
age children and who wish to give time to these efforts.
I will be glad to respond to any questions you may have regarding
this policy.
Attachment
.
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"AN EDUCA-rIONAL" 'nw;ESTHENT"t ,;'
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4-4583.LS
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---"-.-,.
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J '/S( Mldd/. .5.:.
. Ltney
.
. Wrightsboro
.
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. Virgo ~iddlt c/tool ,.:
. -Family Smnca ( CI)
. Johnscn
~ . R/rnkin trract ~
. Gracf Unital 'XTtthodist ~
~ . . Snipes
. New 'lfAnov~
. Crtawood
. Blount
.
. Tilaton School
.C~ry
. Williston
.Martin Lulhtr King Cmltr
· ShDU' Speaks
J . Hil/crtSl
. t"",Y I
. Ho ".,
. Nts ill Court . Houston Moort
. uusidt School
W-Rl(.Ei S'l.
. Forl!'St Hills
. Winter Park
. Alderman OLUNO!
. Roland Grise! Middlt School
. Hoggard
"Q06\.~O.
Sl"IP'< IV'
. Pine V.ll1ey i
N
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· M~ Grow
.
BUSINESSES CAN PARTICIPATE
IN SlJIPORTlNG EDUCATION
WrrHlN THE SCHOOLS
AND
WITHIN THE COMMUNrTY
IN THE FOUC7NING WAYS...
TUTORING
-At .lem.ntaty lohooll . 8:30 a.m. to 2:30 p.m.
-AI middle lohooll . high lohooll . 8:30 a.m. to 3:30 p.m.
TUTORING IN COMMUNrTY MORING
AND ENRICHMENT PROGRAMS
Cr..kwood South R.cnatlon Center
Mondll'f through Thuredll'f . 4 to 5:30 p.m.
Crollroac:tl
Mondll'f through Thuredll'f . 3 10 4:30 p.m.
Orac. Un.1ei Method.. Tutorng Program
TU'ldey and Thureday .3 to 4 p.m.
.
Hlllor'lt Tutorng Program
TUeldll'f through Thuredll'f . 2:30 to 4:30 p.m.
HOUlton Moo" Aft.reohool Enrlohmlnt Program
Mondll'f through Thuredll'f . 4 to 5 p.m.
Inveet In Your Future Program. flable hOUri
F amltt BervloM Aft.rlohool Enrlohment Program
Mondll'f through Thuredll'f . 3 to 4 p.m.
Mary C. WIIIIamt elem.ntaty Sohool Tutorng Program
Tundll'f and Thurldll'f . 2:30 to 3:30 p.m.
Rankn Communly Enrlohm.nt Program
MondllY through Thurlday . 2:48 to 4:30 p.m.
St. AndrlWt On.Th..sound EplloopaJ Tutorng Program
Tunday and Thurldll'f' 2:45 to 3:30 p.m.
Truk MIdclIe 8ohool'Eaoh One Teach On.' Tutorn; Program
Mondll'f through Thureday . 3:30 to 5 p.m.
.
MENTOR PROORAMS
ero.lroadl - W..kendt & Evennga
Lak..Id. School- Y. hour a w.ek from 8:30 a.m. 10 3:30 p.r;
Roland Grll. Middle School. 8:30 a.m. to 3:30 p.m.
Big Buddy Program - 4 hoUri per w..k (flexble)
TUTOR TRAINING SESSIONS
Bovd of Educ.tlon . 2nd ThUrldll'fl, 4 to 5 p.m.
1802 South 15th Street, Wlmngton, North Carolina
MENTOR TRAINING SESSIONS
Bovd of Educ.tlon - 4th Thurldaya, 4 to 15 p.m.
1802 South 15th Street, Wlmngton, North Carolina
QUESTIONS
Dr. AI Laroh III 783-1584, at. zn
or
Lynn Smlhd.allll341-4713
.
STUDENT SUCCESS COMMITTEE MEMBERS
.
Marquerite Ayers-Chludzlnskl
Cammy Balo
Laura Batten, Wilmington Slar Newl
Anne McOh.. Bogen, Wilmington Slar News
David Brlslol, Bristol Book.
Tuewell Brown, Comprehen.~ Home Heafth
Melinda Chllhlre, Pharmaceutical Product Devel.
Ron Coley, Lake.lde School
Richard Conrath, Cape Fear Communly Collage
Abert Corbett, Corbett Package Company
Rod Flinchum, Vision Cable of N.C.
Vanish Green, Dupont
Amy Hamme, Child "'dvocacy Commlsllon
Sheby Harper, Dupont
Marg.. Herrng, Jordan and McColl
Bill Helnberg, Bill Henberg tn.urance
Mark Holland, IndUltrla1 Underwrlel'l
Susan Holman, Dock.lde Realaurant
Sherry Honbarrier, R. Bryan and Company
Olna Horne, WW"'Y.TV 3
Nell Hunnicutt, New Hanover County Schoo.
Corby Johnlon, Office of N.C. State "'udlorl
Sarah Johnson
Mary Farmer Johnson, Corning
Angela Hol Olbert, Support Services, Inc.
Charles Kelley, Dupont
Chuch Langley, WWQQ Radio
Destry LeBrun, Croaaroadl
Kerry LePage, Office Showcaae
AI Lerch, New Hanover County Schools
Bob Mack, Cape tndultrlea
E~lra Mannng
So~a McFarland, Eaat Cout Development
Chris Millei', Comng
Amanda Misner, MId....tlantlo Information Syltem.
Moltt Neeblt
Jan Oden, New Hanover County Schoo.
R~I Rawlley, Unled Carolina Bank
Everard Smlh, UNC-W DMlIon for Public S.rvlce
Lynn Smlhdea~ NHC Department of Social SelVlcee
Mickey Southerland, Southerland tnlurance Company
Anne Squire, Centel Cellular
Susan Trev., PI Sigma Ep.llon . UNC.W
Morry Watkns, Dupont
Jacla Welton, Jr" Dupont
Cheryl Whl.. N"lon. Bank
.
..
dVE.W dfanovE.'L County dfE.atth :DE.pa'LtmE.nt
2029 c:Eouth rrth c:Et~t
<'Wilmington, dVolth Ca.lolina 28401
g:>hon~ (919/251-3200
fDJM
un Fat 2 0 II1l
00
HEALTH DIRECTOR
ROBERT S. PARKER
ASSISTANT HEALTH DIRECTOR
LYNDA F SMITH
ftilGf'''DIMInMENT
MEMORANDUM
TO:
Andre Mallette, Director
Department of Human Resources
~~f
FROM:
Robert S. (Bob) Parker, Health Director
DATE: February 19, 1992
SUBJECT: Mentor Program at Lakeside School
.
Attached you will find a letter from Joan Alexander, Public
Health Nurse. The letter asks if the county would be willing to
allow New Hanover County employees to participate in the Mentor
Program using work time.
Please research and respond if this request is a possibility.
Thank you.
RSP:fd
CC:
Betty Creech, Community Health Director
Joan Alexander, Public Health Nurse
.
RECEIVED
FEB 't. \ W'J~
( CE
AD!dl:NlSTaAT~ o~::
NEW HANO
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