Personnel Committee

AGENDA OF THE PERSONNEL COMMITTEE TUESDAY, JULY 14, 2026, 4:30 PM In person at City Hall, Room 207. Immediately following Finance Committee. Virtual attendance also available via Zoom. A. Zoom Meeting Information. 1. Join Zoom Meeting Online: https://us02web.zoom.us/j/89810743735?pwd=FC59FwJJTSUyEpktbhjfu0C9LncYT1.1 Or call in by phone: +1 312 626 6799 Meeting ID: 898 1074 3735 Passcode: 786556 If you wish to leave a comment for this public meeting, please fill out the online Comment Form prior to the meeting. More detailed Zoom Instructions can be found online. B. Roll Call. 1. Members: Jennifer Grant, Kathy Hinkfuss, Joey Prestley, Jon Shelton C. Approval of the Agenda. 1. Approval of the agenda for the Tuesday, July 14, 2026, meeting of the Personnel Committee. D. Approval of Minutes. 1. Approval of the minutes from the June 9, 2026 meeting. E. Regular Business. 1. For consideration with possible action to amend the City of Green Bay Personnel Policy Chapter 9 with regards to Vacation Accruals. 2. For consideration with possible action to amend the City of Green Bay Personnel Policy Chapter 9 with regards to Funeral Leave. 3. For consideration with possible action to amend the City of Green Bay Personnel Policy Agenda of the Personnel Committee July 14, 2026 Page 1  Chapter 9 with regards to Volunteer Time. F. Informational. 1. Report of Routine Personnel Actions and New Positions 2. Next Meeting: August 11, 2026 G. Adjournment. 1. Adjournment of the Tuesday, July 14, 2026, meeting of the Personnel Committee. 1) THIS MEETING IS RECORDED: THE VIDEO OF THIS MEETING AND MINUTES ARE AVAILABLE ONLINE AT www.greenbaywi.gov 2) ACCESSIBILITY: Any person wishing to attend who requires special accommodation because of a disability, should contact the City Safety Manager at 920-448-3125 at least 48 hours before the scheduled meeting time so that arrangements can be made. 3) QUORUM: Please take notice that a majority or quorum of the Common Council will attend this Personnel Committee meeting and will constitute a meeting of the Common Council for purposes of discussion and information gathering relative to this agenda. 4) REPRESENTATION: The party requesting the communication, or their representative, should be present at this meeting. Agenda of the Personnel Committee July 14, 2026 Page 2  Report to the Personnel Committee of the City of Green Bay MEETING DATE PREPARED BY July 14, 2026 AGENDA ITEM # D.1 Approval of the minutes from the June 9, 2026 meeting. BACKGROUND RECOMMENDATION FISCAL IMPACT ATTACHMENTS 1. PC Minutes 06.09.2026 100 North Jefferson Street, Green Bay, Wisconsin 54301-5026 greenbaywi.gov MINUTES OF THE PERSONNEL COMMITTEE TUESDAY, JUNE 9, 2026, 4:30 PM In person at City Hall, Room 207. Immediately following Finance Committee. Virtual attendance also available via Zoom. A. ZOOM MEETING INFORMATION. 1. Join Zoom Meeting Online: https://us02web.zoom.us/j/89810743735?pwd=FC59FwJJTSUyEpktbhjfu0C9LncYT1.1 Or call in by phone: +1 312 626 6799 Meeting ID: 898 1074 3735 Passcode: 786556 If you wish to leave a comment for this public meeting, please fill out the online Comment Form prior to the meeting. More detailed Zoom Instructions can be found online. B. ROLL CALL. 1. Members: Jennifer Grant, Kathy Hinkfuss, Joey Prestley, Jon Shelton Present: Kathy Hinkfuss, Jennifer Grant, Joey Prestley, Jon Shelton C. APPROVAL OF THE AGENDA. 1. Approval of the agenda for the Tuesday, June 9, 2026, meeting of the Personnel Committee. Moved by Ald. Jon Shelton, seconded by Ald. Kathy Hinkfuss to approve the agenda. Motion Passed.  Yes-Kathy Hinkfuss, Jennifer Grant, Joey Prestley, Jon Shelton, No-None, Abstain-None. D. APPROVAL OF MINUTES. 1. Approval of the minutes from the May 12, 2026 meeting. Moved by Ald. Jon Shelton, seconded by Ald. Kathy Hinkfuss to approve. Motion Passed. Yes-Kathy Hinkfuss, Jennifer Grant, Joey Prestley, Jon Shelton, No-None, Abstain-None. E. REGULAR BUSINESS. 1. Update and discussion of negotiations on the 2027 City of Green Bay and City of Green Bay Fire Fighters Local 141, International Association of Fire Fighters AFL-CIO 158 labor agreement as well as the 2027 City of Green Bay and Green Bay Professional Police Association labor agreement. The Committee may convene in closed session pursuant to § 19.85(1)(e), Wis. Stats., for purposes of deliberating or negotiating public employee contracts for competitive or bargaining reasons. The Committee may thereafter reconvene in open session pursuant to § 19.85(2), Wis. Stats., to report the results of the closed session and consider the balance of the agenda. Moved by Ald. Jon Shelton, seconded by Ald. Kathy Hinkfuss to enter closed session. Motion Passed. Yes-Kathy Hinkfuss, Jennifer Grant, Joey Prestley, Jon Shelton, No-None, Abstain-None. Moved by Ald. Jon Shelton, seconded by Ald. Kathy Hinkfuss to return to open session. Motion Passed. Yes-Kathy Hinkfuss, Jennifer Grant, Joey Prestley, Jon Shelton, No-None, Abstain-None. Moved by Ald. Kathy Hinkfuss, seconded by Ald. Jon Shelton to direct staff to proceed as discussed in closed session. Motion Passed. Yes-Kathy Hinkfuss, Jennifer Grant, Joey Prestley, Jon Shelton, No-None, Abstain-None. F. INFORMATIONAL. 1. Report of Routine Personnel Actions and New Positions 2. Next Meeting: June 30, 2026  G. ADJOURNMENT. 1. Adjournment of the Tuesday, June 9, 2026, meeting of the Personnel Committee. Moved by Ald. Jon Shelton, seconded by Ald. Kathy Hinkfuss to adjourn. Motion Passed. Yes-Kathy Hinkfuss, Jennifer Grant, Joey Prestley, Jon Shelton, No-None, Abstain-None.  Report to the Personnel Committee of the City of Green Bay MEETING DATE PREPARED BY July 14, 2026 Brian Rollefson, Human Resources Director AGENDA ITEM # E.1 For consideration with possible action to amend the City of Green Bay Personnel Policy Chapter 9 with regards to Vacation Accruals. BACKGROUND In alignment with our 2025-2027 City of Green Bay strategy of Employee Recruitment and Engagement and in response to our 2025 Employee Engagement Survey, we have conducted a review of our current paid time off categories. Specifically, we focused on vacation, bereavement and volunteer time. We believe that we have an opportunity to further our progress towards becoming an employer of choice in the community. Also, the voice of our employees, our engagement survey, identified pay and benefits as the lowest scoring category with the greatest opportunity for improvement. As a result of the 2025 Engagement Survey, we put together three engagement teams with representatives from all City departments to take action on its results. These employee-led teams focused on three areas of opportunity identified in the survey: pay and benefits, communication, and recognition. The pay and benefits engagement team conducted research, further polled employees and, in part, designed the below-identified enhancements/additions. Currently, general non-represented employees accrue paid vacation at the following rates: Employees are able to carry over up to 240-hours of vacation from year to year. All accrued vacation time is paid out at separation. We believe the accrual rates identified above are below market and are contributing to unnecessary voluntary turnover. There are a few areas that are impacting the City negatively. First, we are losing ground to our comparables/competition which makes recruiting top talent into our open positions difficult. We are also receiving negative reactions from candidates who we are offering positions to. Also, 78% of our voluntary turnover (not including retirements) within the last 5-years, is from employees that have less than 5 years of tenure. Enhancing vacation accruals could positively impact recruiting and retention. RECOMMENDATION 100 North Jefferson Street, Green Bay, Wisconsin 54301-5026 greenbaywi.gov We are recommending an increase in our vacation accruals. This will positively impact nearly all employees and all new hires. New hires would now be offered 120-hours of vacation, which is in alignment with our comparables/competitors. The proposed schedule provides more frequent increases (you gain an additional 8 hours of vacation for every two years worked). We would maintain the 240-hour carryover limit from year to year. However, we would enforce a mandatory two-week’s notice that an employee must provide and fulfill in order for that employee to receive their accrued vacation payout (situation specific). General non-represented employees would accrue vacation at the below rates: A comparison chart of vacation accruals with our comparable municipalities/competition (blue), Green Bay current (gold) and Green Bay recommended (green) is attached. FISCAL IMPACT Increase to vacation liability for 2027 based on current employees and the percentages that were rolled over at the end of 2025: $124,774.57 ATTACHMENTS 1. Vacation by Years of Service Graph 2. Time Off Comparison Table 3. Draft - Personnel Policy Chapter 9 Vacation page 2 of 2  Vacation Growth by Years of Service 260 240 220 200 180 160 140 120 100 80 60 40 <1 year* 1 year 2 year 3 year 4 year 5 year 6 year 7 year 8 year 9 year 10 year 11 year 12 year 13 year 14 year 15 year 16 year 17 year 18 year 19 year 20 year 21 year 22 year 23 year 24 year 25 year Ashwaubenon De Pere Fond du Lac Janesville Oshkosh Waukesha Eau Claire Racine Kenosha Green Bay Water Utility Green Bay Current Green Bay Proposed Madison Milwaukee Municipality Population <1 year 1 year 2 year 3 year 4 year 5 year 6 year 7 year 8 year 9 year 10 year 11 year 12 year 13 year Ashwaubenon 16982 104 104 104 104 128 128 128 144 144 144 144 144 184 184 De Pere 25412 120 120 120 120 120 136 136 136 136 136 160 160 160 160 Fond du Lac 44469 80 80 80 80 80 80 80 80 120 120 120 120 120 120 Janesville 65633 120 120 120 120 120 120 128 136 144 152 160 168 176 184 Oshkosh 67242 80 80 80 80 80 80 120 120 120 120 120 160 160 160 Waukesha 72299 120 120 120 120 128 128 128 128 128 128 160 160 160 168 Eau Claire 72331 80 120 120 120 120 136 136 136 136 160 160 160 160 176 Racine 78337 96 96 96 96 136 136 136 136 136 176 176 176 176 176 Kenosha 99578 96 120 120 120 120 120 136 136 136 136 136 152 152 152 Green Bay Water Utility 107365 80 80 88 96 104 112 120 120 120 120 120 136 136 136 Green Bay Current 107365 80 80 80 80 80 80 120 120 120 120 120 136 136 136 Green Bay Proposed 107365 120 120 128 128 136 136 144 144 152 152 160 160 168 168 Madison 285300 80 80 80 80 100 100 100 100 120 120 120 120 140 140 Milwaukee 577897 96 96 96 96 96 136 136 136 136 176 176 176 176 176 1 Municipality 14 year 15 year 16 year 17 year 18 year 19 year 20 year 21 year 22 year 23 year 24 year 25 year Ashwaubenon 184 184 184 184 184 184 224 224 224 224 224 224 De Pere 160 176 176 176 176 176 200 200 200 200 200 200 Fond du Lac 120 160 160 160 160 160 200 200 200 200 200 200 Janesville 192 200 200 200 200 200 200 200 200 200 200 200 Oshkosh 160 160 160 160 160 200 200 200 200 200 200 200 Waukesha 168 168 176 176 176 184 184 192 200 208 216 216 Eau Claire 176 176 176 200 200 200 200 200 200 200 200 200 Racine 216 216 216 216 216 216 216 256 256 256 256 256 Kenosha 152 152 168 168 168 168 168 200 200 200 200 200 Green Bay Water Utility 136 136 160 160 160 160 160 200 200 200 200 200 Green Bay Current 136 136 160 160 160 160 160 200 200 200 200 200 Green Bay Proposed 176 176 184 184 192 192 200 200 208 208 208 216 Madison 140 140 160 160 160 160 200 200 200 200 200 200 Milwaukee 216 216 216 216 216 216 216 256 256 256 256 256 2  organ donation procedure so that it does not unduly disrupt the employer’s operations, subject to the approval of the health care provider of the bone marrow or organ donee. 9.8.5 FMLA. As stated in City of Green Bay Personnel Policy 23.4.4, eligibility requirements for a bone marrow or organ donor will normally meet requirements for the Family Medical Leave Act and allow the City to count the time used for these leaves against employees’ FMLA entitlement. Therefore, FMLA forms are required for all bone marrow or organ donor leaves in excess of 3-consecutive scheduled workdays and may be required for less than 3 days given the circumstances. 9.8.6 File a Complaint. A complaint concerning a denial of rights under the Bone Marrow and Organ Donation Leave policy must be filed with the State of Wisconsin State Department of Workforce Development within 30 days after the violation occurs or when the employee should have reasonably known the violation occurred, whichever is later. 9.9 VACATION 9.9.1 All regular full-time employees will be entitled to a vacation and will earn annual vacations with pay as indicated by the following:  Start through end of 5th year 80 hours  6th through end of 10th year 120 hours  11th through end of 15th year 136 hours  16th through end of 20th year 160 hours  21st year plus 200 hours  Start through end of 1st year 120 hours  2nd through end of 3rd year 128 hours  4th through end of 5th year 136 hours  6th through end of 7th year 144 hours  8th through end of 9th year 152 hours  10th through end of 11th year 160 hours  12th through end of 13th year 168 hours  14th through end of 15th year 176 hours  16th through end of 17th year 184 hours  18th through end of 19th year 192 hours  20th year plus 200 hours The City may credit a new employee with the number of years that the employee spent in a position or positions that were part of the required, minimum qualifications stated in that employee’s job description, up to a maximum of the number of years’ experience required by the job description, subject to approval by the Human Resources Director or designee. 9.9.2 An employee leaving the employ of the City will be required to repay the appropriately prorated amount of vacation time used but unearned in that year. Employees who leave the employ of the City without providing and Hours of Work and Fringe Benefits 9-7 City of Green Bay Personnel Policies Chapter 9 Updated: March 6, 2024  fulfilling notice of at least two weeks will not be eligible for payment of unused accrued vacation. Exceptions may be allowed at the discretion of the Human Resources Director. 9.9.3 Continuous service will not be considered interrupted while the employee is on military leave, leave of absence without pay, lay-off, or while the employee is receiving Worker's Compensation for an on-the-job injury. 9.9.4 An employee whose status changes from a benefit earning temporary position to a regular position without a break in service may receive vacation credits from the date of the employee’s appointment to benefit earning temporary status. 9.9.5 9 Employees who are earning more than 200 hours of annual vacation as of March 25, 2011 will be grandfathered and redlined at their current amount of vacation accumulation while employed by the City. Hours of Work and Fringe Benefits 9-8 City of Green Bay Personnel Policies Chapter 9 Updated: March 6, 2024  9.9.6 Charges against vacation credits will be made only for those days on which an employee normally works. If a legal holiday falls within the vacation period, the holiday will not be charged against vacation. 9.9.7 Use of vacation time must be approved in advance by the department head. All vacation approvals will be made with first consideration given to the efficient operation of the department. Vacation schedules will be established early in the calendar year at which time senior employees, in terms of length of service, will be given vacation schedule preference. Once the schedule is set, employees will be granted vacation on a first come first served basis. 9.9.8 Unused vacation may be carried over into the next year with a maximum allowable accumulation of 240 vacation hours. 9.9.9 Vacation Escrow. An employee employed prior to March 25, 2011, may during their last 3 years of employment convert earned vacation days unused at the end of the calendar year to an escrow account, said conversion of vacation to be at the current salary at the time of conversion. The conversion of vacation days to escrow will be capped at a maximum of 80 hours per year effective January 1, 2012. In addition, at the time an employee separates from City service by eligibility and acceptance to the State Retirement system, the employee may escrow all or a part of their accumulated vacation leave. This provision will not apply to those employees employed after March 25, 2011. 9.9.10 An employee must notify the Finance Department by January 31 of the following year of the amount of vacation to be placed in the employee’s escrow account. 9.10 VACATION DONATION 9.10.1 Non-probationary employees who exhaust their accumulated paid leave may seek vacation donation from co-workers. Such request will be made in writing to the department head who will refer the request to the Human Resources Department if the following conditions are met: a. The employee does not have a written reprimand on file for the last 6 months or has not been suspended without pay in the last 12 months. b. The time off being requested will be justified by medical verification or other reasonable documentation acceptable to the department head. 9.10.2 Upon satisfying the above requirements, the request will be referred to the Human Resources Director or designee who may authorize the posting of the vacation donation request. 9.10.3 Upon approval of the request, the department or union representative will post the notice. Employees wishing to donate vacation time must sign the request and include the number of hours they wish to donate. Employees from other departments wishing to donate vacation days can contact the representing union personnel to be placed on the list. The representing union Hours of Work and Fringe Benefits 9-9 City of Green Bay Personnel Policies Chapter 9 Updated: March 6, 2024  Report to the Personnel Committee of the City of Green Bay MEETING DATE PREPARED BY July 14, 2026 Brian Rollefson, Human Resources Director AGENDA ITEM # E.2 For consideration with possible action to amend the City of Green Bay Personnel Policy Chapter 9 with regards to Funeral Leave. BACKGROUND The current funeral leave policy provides employees with 3 days of paid time off due to the death of an immediate family member, and 1 day of paid time off to attend the funeral of a spouse’s grandparents, sister- in-law, brother-in-law, aunt or uncle of the employee or spouse. Modernizing our funeral leave policy into a bereavement focused policy recognizes that the death of a family member often requires employees to be absent from work for reasons beyond attending a funeral. This change could positively impact recruiting and retention. RECOMMENDATION We recommend amending the Funeral Leave language within Chapter 9 to transition to a Bereavement Leave model. FISCAL IMPACT The amount of days available to employees following the death of a family member will remain the same with the exception of allowing three days for the death of a child-in-law rather than 1 day. The expected fiscal impact is minimal to none. ATTACHMENTS 1. Draft - Personnel Policy Chapter 9 Bereavement 100 North Jefferson Street, Green Bay, Wisconsin 54301-5026 greenbaywi.gov  9.11.59.13.6 9.129.14 FUNERAL LEAVEBEREAVEMENT LEAVE Employees will be allowed up to 3-days off with pay for absences necessitated by the a death in the employee’s immediate family, including spouse, parent, stepparent, child, stepchild, foster child, sibling, guardian, ward, parent-in-law, child-in-law grandchild, grandparent or step grandparent. In circumstances which require an employee to attend a funeral of a member of the immediate family at a travel a distance in excess of 300 miles from Green Bay or for other extenuating circumstances an up to 2 additional 2-days to be used consecutively may will be granted. Employees will be allowed 1-day off with pay to attend the funeralupon the death of the spouse’s grandparents or of a son-in-law, daughter-in-law, sister-in-law, brother- in-law, aunt or uncle of the employee or spouse. Hours of Work and Fringe Benefits 9-13 City of Green Bay Personnel Policies Chapter 9 Updated: March 6, 2024  In the event of the death of a co-worker presently working (within the past 90 days) and performing duties for the City, employees working in the same department and physical location having a close working relationship and others who worked closely with this the individual on a regular basis, at the sole discretion of the department head, may be allowed up to 3 hours of administrative leave for attendanceto attend of a local funeral and related event, at the sole discretion of the department head. For allAll others employees and time away from work in excess of 3 hoursbeyond this amount will be required to be accounted for by using require the use of compensatory time or personal leave or other appropriate accumulated leave. 9.139.15 LEAVE OF ABSENCE An unpaid leave of absence may be granted when it is in the best interests of the City and employee to do so. Requests for such leave will be approved prior to the taking of such leave. 9.13.19.15.1 Request for an unpaid leave of absence for justifiable reasons will be made by application as follows: a. The applicant will submit a written request at least 48 hours prior to the leave. b. Request for a leave that does not exceed 10 consecutive working days, must be made to the department head of the respective department. c. Request for a leave in excess of 10 consecutive working days, must be made in writing to the Human Resources Department. d. When a leave of absence for medical reasons is requested as an extension of Family and Medical Leave, acceptable medical verification must be provided. e. A leave of absence may be granted to an employee who has been delegated to perform a service for a Union. f. All leaves of absence in excess of 10 consecutive working days must be approved by the Personnel Committee. g. Failure to comply with the provisions of this section will subject the employee involved to disciplinary action. 9.13.29.15.2 Administration of Leave a. At expiration of an unpaid leave, the employee will be reinstated in the position vacated or in an equivalent position which is vacant if the employee meets the stated qualifications. If a suitable vacancy is not available, the employee’s name will be placed on a reinstatement list. b. Sick leave will be prorated while an employee is on an unpaid leave. Insurance may be retained if the entire premium is paid monthly by the employee during calendar months that the employee is off the payroll for the entire month. The City will continue to pay the insurance premiums during calendar months that the employee is on the payroll for any portion of the month. Hours of Work and Fringe Benefits 9-14 City of Green Bay Personnel Policies Chapter 9 Updated: March 6, 2024  Report to the Personnel Committee of the City of Green Bay MEETING DATE PREPARED BY July 14, 2026 Brian Rollefson, Human Resources Director AGENDA ITEM # E.3 For consideration with possible action to amend the City of Green Bay Personnel Policy Chapter 9 with regards to Volunteer Time. BACKGROUND We are recommending adding one day of paid volunteer time for each full-time employee. It will be a requirement that each employee who utilizes this paid time volunteer with a registered 501(c)(3) non-profit, and it is recommended that the volunteer work take place within the City of Green Bay. However, we realize many of our employees live outside the City or their passions are located outside of the City. If an employee’s eligible volunteer opportunity of choice is outside of the City of Green Bay, they would be allowed to use these hours as well. Paid Volunteer Time would need to occur during an employee’s normal working hours. At the end of a calendar year, any unused time would not be carried over into the new year. This time would not be available for an employee with recent documented discipline as determined by the leader. In order for new hires to be focused solely on settling into their new role, it would not be available in the first 6 months of employment. Also, there would be a verification process. Each employee, on a provided form, will document and communicate to their leader the following information before any paid volunteer time would be approved: • Volunteering organization • Purpose or the mission of the organization • Location • Dates • Hours This concept while gaining traction in local businesses is rather new in municipal government. However, in terms of relevant comparables, the City of Manitowoc grants each employee up to 4 hours of paid volunteer time to use in a similar fashion as we are recommending here. Currently, there are no paid time off options for volunteering during normal working hours. Including this opportunity into our paid time off accruals could positively impact recruiting and retention. RECOMMENDATION We recommend, effective 1/1/2027, adding Paid Volunteer Time as detailed in the attached policy. 100 North Jefferson Street, Green Bay, Wisconsin 54301-5026 greenbaywi.gov FISCAL IMPACT Because unused Volunteer Time would not be paid out at the end of the year or when employees leave, there is no fiscal liability impact. The cost of this plan is loss of productivity, which will need to be managed on a department level. ATTACHMENTS 1. Draft - Personnel Policy Chapter 9 Volunteer Time page 2 of 2  personnel are responsible for turning in the donated forms to Human Resources for authorization. Human Resources will forward a copy to the Payroll Division to process the request. 9.10.4 Once the posting is removed, Payroll will randomly assign selection numbers for use of donated time. If employees have donated more than one day, each day will be assigned a random selection number, as above. Single days will be used in each “round” and no employee will have more than one day at a time used unless all days donated by other employees have been exhausted. The department will be responsible for notifying payroll when an employee is on donated time so that the appropriate time is paid out. 9.10.5 Vacation hours must be donated in whole-hour increments and on an hour- for-hour basis irrespective of the base hourly rates of the donor and the recipient. Vacation donated but not used, will remain in the account of the donating employee, providing they would not have lost the days due to the 30 day rollover maximum. 9.10.6 Donated vacation hours may be used by the recipient retroactively. For a leave recipient who subsequently leaves the position and is no longer an eligible employee, donated vacation hours may only be used up to the date of ineligibility or separation. 9.10.7 Employees receiving donated vacation will not accrue any benefits (vacation, sick, etc). However, the total number of whole days donated will be calculated and the employee will be eligible to receive insurance benefits from the time that their paid leave expires until the time the donated days would have been exhausted. 9.10.8 Once donated vacation time has been exhausted, the department or union representative has the option of reposting the request. 9.10.9 The City will not allow vacation to be donated if any donation of time will create a fiscal liability for the City (i.e., it will create overtime). Time donated must represent a legitimate sacrifice and the donated time was not going to be lost anyway. Donated time will be used for wages only. 9.11 PERSONAL LEAVE Beginning January 1, 2025, regular full time employees will be eligible for 28-hours of personal leave annually. Personal leave must be used during the calendar year earned and may not accumulate from year to year. Personal leave will be scheduled in the same manner as vacation. Personal leave may not be converted to escrow. Personal leave will be appropriately prorated for employees who work less than a calendar year. 9.12 PAID VOLUNTEER TIME OFF Beginning January 1, 2027, the City of Green Bay has added a paid volunteer time policy. Hours of Work and Fringe Benefits 9-10 City of Green Bay Personnel Policies Chapter 9 Updated: March 6, 2024  9.12.1 Purpose. The City of Green Bay is committed to enhancing the quality of life for all residents, businesses, and employees in our community. The purpose of this program is to further that mission by allowing employees to support local causes, charities, and nonprofits to serve the community where we live and work. 9.12.2 Eligibility. All Full-Time and 37.5-hour Employees who are not represented by a bargaining unit in the Fire, Police, and Transit Departments are eligible to participate in this program after six months from date-of-hire. An employee will be ineligible if the employee has received a disciplinary action within 6 months of the date of the request to volunteer, is on a Performance Improvement Plan (PIP), or if the employee is on leave of absence of any kind. 9.12.3 Amount of Time. Eligible employees are offered a maximum of one day paid leave to volunteer and serve the local community. The length of one day will be based on the employee's work schedule at the time of the volunteer activity. Paid volunteer time may be used in half or full day increments based on the employee’s assigned shift. The time must be performed during the employee’s working hours. The time will be refreshed at the beginning of each calendar year, cannot be accrued or carried over into the following year, and is never paid out if not used. The time cannot be counted as hours worked for the purpose of overtime. 9.12.4 Program Procedure. Eligible employees may use the time to serve and volunteer at a local cause, charity, or nonprofit event or activity in any community. While the intent is to serve the City of Green Bay, the city understands that our employee’s passions may land outside the City of Green Bay and as such, this time can be used outside the City of Green Bay. The event or activity must be sponsored by a 501(c)(3) registered nonprofit in good standing. Participation is voluntary.  An employee must complete a Volunteer Form and submit the form to his or her supervisor for approval with reasonable advance notice of the proposed time off to volunteer.  The time off will be scheduled in the same manner as personal leave and vacation but not at a higher priority. Approval is within the discretion of the leader, based on the business and operational needs of the department. In the event that the time proposed conflicts with business and operational needs of the department, the leader may suggest alternate times that the employee may use the time to volunteer. The employee may not use his or her time to volunteer for an organization that discriminates based on creed, race, color, national origin, religion, age, disability, sex, gender identity, sexual orientation, marital status, pregnancy, or any other legally protected classification. 9.12.5 Discontinuance. The City reserves the right to modify, amend, suspend, or discontinue this program at any time. A supervisor along with Human Resources Hours of Work and Fringe Benefits 9-11 City of Green Bay Personnel Policies Chapter 9 Updated: March 6, 2024  approval also reserves the right to revoke approval to prevent or address employee misuse of the program. 9.13 HOLIDAYS 9.11.19.13.1 Effective January 1, 2025, the following are recognized paid holidays: New Year's Day Thanksgiving Day Martin Luther King, Jr. Day Day after Thanksgiving Memorial Day Christmas Eve Independence Day Christmas Day Labor Day New Year’s Eve 9.11.29.13.2 When one of the holidays listed above falls on a Sunday, the next normal workday will be treated as the holiday. When one of these holidays falls on a Saturday, the previous Friday will be treated as the holiday. Except that the scheduling of holidays for parking division and police department employees required to work on holidays will be in accordance with applicable department policy. 9.11.39.13.3 Employees will receive holiday pay based on the established schedule approved by the department and Human Resources. City Hall employees will receive 9 hours holiday pay (pro-rated for part-time employees) for holidays that are observed between Monday through Thursday. a. City Hall will be open to the public 8:00am-4:30pm Monday through Friday for the holiday weeks of Thanksgiving, the Day after Thanksgiving, Christmas Eve, Christmas Day, New Year’s Eve, and New Year’s Day are observed. City Hall employees will receive 8 hours of holiday pay (pro- rated for part time employees) for each holiday during this time. b. When Independence Day falls or is observed on a Friday, City Hall will be open 8:00am-4:30pm Monday through Thursday and closed on Friday July 4th. City Hall employees will receive 8 hours of holiday pay (pro-rated for part time employees). 9.11.49.13.4 Employees will be allowed holiday pay for the above recognized holidays provided they meet the following requirements: a. That they be actively employed during the payroll period immediately preceding the holiday with the exception of authorized absence, and b. That they work the scheduled day immediately preceding the holiday and the scheduled day immediately following the holiday except in cases involving authorized paid leave such as sick leave or vacation. 9.13.5 Non-exempt employees called into work on a holiday will be eligible to receive Hours of Work and Fringe Benefits 9-12 City of Green Bay Personnel Policies Chapter 9 Updated: March 6, 2024  Report to the Personnel Committee of the City of Green Bay MEETING DATE PREPARED BY July 14, 2026 AGENDA ITEM # F.1 Report of Routine Personnel Actions and New Positions BACKGROUND RECOMMENDATION FISCAL IMPACT ATTACHMENTS 1. Personnel Actions Report 7.14.26 100 North Jefferson Street, Green Bay, Wisconsin 54301-5026 greenbaywi.gov  REPORT OF OPEN POSITIONS ROUTINE PERSONNEL ACTIONS FOR REGULAR EMPLOYEES July 14, 2026 NEW OPEN POSITIONS Position Department/Division Date Position Opened Operator I DPW 6/8/2026 Operator I DPW 6/8/2026 Public Arts Coordinator CED 6/12/2026 Building Services Supervisor PD 6/18/2026 Parking Maintenance Technician DPW 6/22/2026 Mechanic PRF 6/22/2026 Cleaner (PT) PRF 6/24/2026 Resident Services Coordinator CED 6/24/2026 Park Maintenance Worker PRF 6/25/2026 Custodian II PD 7/8/2026 PERSONNEL ACTIONS Position Department/Division Name Date New Hire Lead of Innovation & Data Strategy LTE Mayor Ishu Gupta 6/1/2026 Community Service Officer PD Macy Herald 6/8/2026 Transit Operator Transit Todd Schafer 6/8/2026 Laborer - Streets DPW Jeffrey Voss 6/16/2026 Community Service Officer PD Chase Nelson 6/22/2026 Truck Driver - Streets DPW Daniel Vucsko 6/22/2026 Community Service Officer PD Kevin Persinger 6/22/2026 Transit Operator Transit Sarah Belleau 6/22/2026 Community Service Officer PD Brady Whiffen 6/24/2026 Conservation Corps Crew Member PRF Aurora Kaal-Jack 6/29/2026 Conservation Corps Crew Member PRF Cade Riekki 6/29/2026 Conservation Corps Crew Member PRF Caleb Newberry 6/29/2026 Patrol Officer Recruit PD Jack O'Reilly 7/16/2026 Public Arts Coordinator CED Michelle Diederich 7/20/2026 Transfer Truck Driver - Streets DPW Byron Faulkner 7/13/2026 Promotion Assistant Chief Fire Ray Fuiten 7/6/2026 Custodian II PD Ted Francois 7/13/2026 Grade/Step Change Planner II CED Stephanie Hummel 4/15/2026 Captain PD Andrew Opperman 4/15/2026 Mobility Coordinator Transit Andrea Vlach 4/29/2026 Mechanic Foreperson PRF Peter Smet 5/9/2026 Finance Director Adm Svs Diana Jacquet 5/16/2026 Benefits Specialist HR Jill Christensen 6/1/2026 Crime Analyst PD Jonah Riggle 6/1/2026 Workplace Culture Specialist HR Andrea Fox 6/1/2026 Public Works Supervisor DPW Crede Haut 6/1/2026 Human Resources Generalist HR Adam Reidinger 6/1/2026 Mechanic PRF Mitchell Klein 6/1/2026 Arborist II PRF Jesse Abruzzi 6/1/2026 Mechanic PRF Thomas Marto 6/1/2026 Park Maintenance Worker PRF Joseph Snow 6/1/2026 Park Maintenance Worker PRF Kevin Nelson 6/1/2026 Park Maintenance Worker PRF Jeffrey Paape 6/1/2026 Park Maintenance Worker PRF Matthew Thompson 6/1/2026 Park Maintenance Worker PRF Derek Willems 6/1/2026 Park Supervisor PRF Ryan Doering 6/1/2026 Mechanic PRF Timothy Wagner 6/1/2026 Mechanic PRF Mark Berglund 6/1/2026 Park Maintenance Worker PRF Edward Rodriguez 6/1/2026 Park Maintenance Worker PRF Rodny Kubsh 6/1/2026 GIS Analyst DPW Zachary Jensen 6/1/2026 Senior Programmer Analyst IT Yurshia Xiong 6/1/2026 Deputy Treasurer Adm Svs Brett Vogel 6/1/2026 Civil Engineer I DPW Dylan Ferron 6/1/2026 Engineering Tech DPW Mark Wisneski 6/1/2026 Operator II DPW Joseph Sobieski 6/1/2026 Account Clerk III DPW Melinda Stacie 6/1/2026 Public Works Supervisor DPW Stuart Stormer 6/1/2026 Mechanic Transit Tom Vanbeek 6/1/2026 Parking Maintenance Tech DPW Jason Pleau 6/1/2026 Parking Maintenance Tech DPW Manuel Delgado Velazquez 6/1/2026 Mechanic PD Marty Biese 6/1/2026 Mechanic PD Todd Buth 6/1/2026 Mechanic Foreperson PD James Spychalski 6/1/2026 Administrative Supervisor DPW Elizabeth Nadolski Spears 6/1/2026 Senior Accountant Adm Svs Kim Rivest 6/1/2026 Administrative Manager PRF Nina Robinette 6/1/2026 Conservation Corps Coordinator PRF Maria Otto 6/1/2026 IT Director IT David Wilquet 6/1/2026 Purchasing Assistant Adm Svs Kristal Dryer 6/1/2026 Crime Prevention Coordinator PD Melanie Skalmoski 6/2/2026 Business Manager PD Rick Jurkanis 6/2/2026 Executive Secretary PD Laura Wery 6/2/2026 Crime Analyst PD Michelle Belongie 6/2/2026 Crime Prevention Coordinator PD Natalia Sidon 6/2/2026 Records Clerk PD Carla Hoffman 6/2/2026 Evidence Tech PD Nathan Kolinski 6/2/2026 Records Clerk PD Angela Knutson 6/2/2026 Human Resources Generalist HR Jen Smits 6/2/2026 Wellness Administrator Amber Van Allen 6/2/2026 Recreation Supervisor PRF Jeremy Crees 6/2/2026 Parts Clerk PRF Jared Koeller 6/2/2026 Arborist I PRF Brad Jozwiak 6/2/2026 Park Facilities Supervisor PRF Britney Burkart-Labar 6/2/2026 Park Maintenance Worker PRF Mark Desjardin 6/2/2026 Park Maintenance Worker PRF Eric Perrault 6/2/2026 Pool Maintenance Specialist PRF Andrew Kazmer 6/2/2026 Network Specialist IT Kristi Wise 6/2/2026 Battalion Chief Fire Michael Vandenavond 6/2/2026 Public Works Supervisor DPW Daniel Szymik 6/2/2026 Resident Services Coordinator CED Ka Vang 6/2/2026 Housing Inspector CED Donna Rosenthal 6/2/2026 Electrician DPW Timothy Reed 6/2/2026 Parking Enforcement Officer DPW Sharon Ruby 6/2/2026 Custodian II PD Ted Francois 6/2/2026 Assistant Public Works Director DPW James Brunette 6/2/2026 City Assessor Adm Svs Russell Schwandt 6/2/2026 Chief Naturalist PRF Kimberly Diedrich 6/2/2026 Naturalist PRF Jody Sperduto 6/2/2026 Curator of Animals PRF Lori Bankson 6/2/2026 Transit Director Transit Patricia Kiewiz 6/2/2026 Park Facilities Superintendent PRF Jason Arnoldi 6/2/2026 Appraiser II Adm Svs Jim Placek 6/2/2026 Support Assistant Fire Carri Prigge 6/4/2026 Electrician DPW Eric Vanlaanen 6/4/2026 Inspections Support Specialist CED Edith Vazquez 6/4/2026 Civil Engineer II DPW Kayla Wasielewski 6/4/2026 Electrician DPW Peter Vissers 6/4/2026 Civil Engineer II DPW Kayla Wasielewski 6/4/2026 Electrician DPW Peter Vissers 6/4/2026 Advanced Patrol Officer PD Zachary Cantie 6/5/2026 Assistant Finance Director Adm Svs Linda Chosa 6/5/2026 City Attorney Law Lacey Cochart 6/5/2026 Building Services Coordinator CED Lucas Leahy 6/7/2026 Patrol Officer PD Ethan Plonke 6/8/2026 Patrol Officer PD Blagoy Dimitrov 6/8/2026 Patrol Officer PD Leah Purtell 6/8/2026 Patrol Officer PD Kevin Delwiche 6/8/2026 Master Plumber PRF Gary Hockers 6/14/2026 Neighborhood Development Specialist CED William Peters 6/15/2026 Laborer - Sanitation DPW Adam Skaletski 6/16/2026 Laborer - Sanitation DPW Adam Skaletski 6/16/2026 Engineering Tech DPW Patrick Molski 6/16/2026 Park Maintenance Worker PRF Bryce Oysti 6/24/2026 Carpenter PRF Kevin Ferm 6/27/2026 Senior Animal Keeper PRF Melanie Carretero 6/29/2026 Business Support Specialist CED Jessica Maes 6/30/2026 Mechanic DPW Brandon Knoflicek 7/2/2026 Mechanic Foreperson DPW Bryan Landis 7/11/2026 Administrative Clerk II Muni Ct Ariana Bibian 8/18/2026 Zoning Administrator CED Jonathan LeRoy 6/1/2027 End of Employment Transit Intern Transit Sawyer Vorpahl 9/6/2025 Building Services Supervisor PD Gary McDermid 6/2/2026 4K Naturalist PRF Andrew Waterman 6/8/2026 4K Nature Teacher PRF Jaime Spychalla 6/8/2026 4K Nature Teacher PRF Natalie Shikoski 6/8/2026 4K Naturalist PRF Megan Cihaski 6/8/2026 4K Naturalist PRF Paula Brummel 6/8/2026 Mechanic PRF Soren Weyenberg 6/22/2026 Parking Maintenance Tech DPW Manuel Delgado Velazquez 6/26/2026 Cleaner PRF Susan Turner 7/1/2026 Operator I DPW Mike Derbique 7/6/2026 Commercial Building Inspector CED Robert Cormier 7/16/2026