MINUTES OF THE MEETING OF THE SENATE COMMITTEE ON FINANCE AND ASSEMBLY COMMITTEE ON WAYS AND MEANS SUBCOMMITTEES ON GENERAL GOVERNMENT

Eightieth Session March 8, 2019

The joint meeting of the Subcommittees on General Government of the Senate Committee on Finance and the Assembly Committee on Ways and Means was called to order by Chair Yvanna D. Cancela at 8:02 a.m. on Friday, March 8, 2019, in Room 2134 of the Legislative Building, Carson City, . Exhibit A is the Agenda. Exhibit B is the Attendance Roster. All exhibits are available and on file in the Research Library of the Legislative Counsel Bureau.

SENATE SUBCOMMITTEE MEMBERS PRESENT:

Senator Yvanna D. Cancela, Chair Senator David R. Parks Senator Pete Goicoechea

ASSEMBLY SUBCOMMITTEE MEMBERS PRESENT:

Assemblywoman Heidi Swank, Chair Assemblywoman Daniele Monroe-Moreno, Vice Chair Assemblywoman Teresa Benitez-Thompson Assemblywoman Assemblyman Al Kramer Assemblyman

COMMITTEE MEMBERS ABSENT:

Assemblywoman Teresa Benitez-Thompson (Excused)

STAFF MEMBERS PRESENT:

Mark Krmpotic, Senate Fiscal Analyst Sarah Coffman, Principal Deputy Fiscal Analyst Jeff Ferguson, Senior Program Analyst Felicia Archer, Committee Secretary Desirae Munns, Committee Secretary Senate Committee on Finance Assembly Committee on Ways and Means Subcommittees on General Government March 8, 2019 Page 2

OTHERS PRESENT:

Peter Long, Administrator, Division of Human Resource Management, Department of Administration

CHAIR CANCELA: We will be hearing the Department of Administration, Division of Human Resource Management (DHRM) budget.

PETER LONG (Administrator, Division of Human Resource Management, Department of Administration): I will provide an overview of the DHRM then discuss enhancement requests in budget account (B/A) 717-1363.

FINANCE AND ADMINISTRATION

ADMINISTRATION

Administration - HRM - Human Resource Management — Budget Page ADMIN- 112 (Volume I) Budget Account 717-1363

The DHRM core responsibilities are outlined on page 2 of Division of Human Resource Management FY20 & FY21 Budget Overview (Exhibit C).

The organizational chart is shown on page 3 of Exhibit C. The DHRM has 75.06 full-time equivalent employees.

The funding sources for DHRM are shown in a pie chart on page 4 of Exhibit C.

Enhancement decision unit E-227 is discussed on page 5 of Exhibit C. This decision unit requests one part-time student worker in Agency Human Resource Services (AHRS) to be based in Carson City. The position will provide clerical support in order to relieve the workload of management assistants and professional staff. The intent is to hire a high-school student who could possibly move into a full time administrative assistant position.

Senate Committee on Finance Assembly Committee on Ways and Means Subcommittees on General Government March 8, 2019 Page 3

E-227 Efficient and Responsive State Government — Page ADMIN-115

Enhancement decision unit E-228 is discussed on page 6 of Exhibit C. This decision unit requests one personnel analyst II position in the Compensation, Classification and Recruitment Section. This position will be the veteran's recruitment coordinator (VRC) for northern Nevada. During the 78th Legislative Session this same position type was approved for southern Nevada. The veteran's recruitment program was based on Governor Sandoval's intent for Nevada to be the most veteran-friendly State in the Nation.

E-228 Efficient and Responsive State Government — Page ADMIN-115

The current southern Nevada VRC has had face-to-face contact with over 2,800 veterans. Based upon that contact, we have employed over 200 veterans. The VRC has created a crosswalk on our website which allows veterans to see what State positions they are qualified for based on their military training and service. The VRC currently travels to northern Nevada several times a year, but having a full-time VRC stationed in Carson City would enhance our ability to recruit veterans into State service.

Enhancement decision unit E-229 is discussed on page 7 of Exhibit C. This decision unit requests one training officer II position in the Office of Employee Development. The DHRM offers a Certified Public Manager (CPM) program for top-level managers. This nationally certified CPM program is an 18-month program requiring 300 hours of classroom instruction and participation. It is designed to provide students the skill sets needed to perform in high-level management positions.

Five years ago DHRM developed a Management Academy which is a six-month program for supervisors who promoted into the first level of management. We recently implemented a Supervisory Skills Program which consists of 8 classes: foundations of supervisory leadership, temperaments and emotional intelligence, accountability and performance management, getting things done through prioritization and delegation, motivation and engagement, team building, managing up and across, and application seminar. Once the supervisor completes the program they will receive supervisory certification. The State has over 4,000 supervisors, and we have not done a good job preparing them to Senate Committee on Finance Assembly Committee on Ways and Means Subcommittees on General Government March 8, 2019 Page 4

supervise. We believe this Supervisory Skills Program will better prepare both new and existing supervisors to better supervise their staffs.

E-229 Efficient and Responsive State Government — Page ADMIN-116

Enhancement decision unit E-710 is discussed on page 8 of Exhibit C.

E-710 Equipment Replacement — Page ADMIN-117

Enhancement decision unit E-720 is discussed on page 9 of Exhibit C. The new furnishings requested in this decision unit will be used in our conference room. Last year we installed video conference equipment and offer the use of the room to all agencies in State service. The furniture will include a dais table.

E-720 New Equipment — Page ADMIN-117

CHAIR CANCELA: We will start with questions regarding these three new positions.

ASSEMBLYWOMAN JAUREGUI: Can you please discuss the increased paperwork which is requiring filing by a new paid position? Why request a paid student position versus an intern?

MR. LONG: We do offer unpaid internship programs through DHRM for all agencies. The program is more geared for college students. The program has not been successful in the north, due to the travel distance between the University of Nevada, Reno, or Truckee Meadows Community College and Carson City. Our intent is for the paid student worker to transition in to a full-time administrative assistant. The student worker classification is a grade 10 in the State system.

ASSEMBLYWOMAN JAUREGUI: Has there been an influx of paperwork?

MR. LONG: When AHRS was created in DHRM, we took on the responsibility of completing the personnel paperwork for agencies. This paperwork consists of hiring Senate Committee on Finance Assembly Committee on Ways and Means Subcommittees on General Government March 8, 2019 Page 5

documents, separation from service, disciplinary investigation and a range of other personnel paperwork. Prior to our creation, those duties were housed within State agencies. We were created as a cost-saving measure for the State and to achieve a certain level of consistency regarding the application of State personnel rules and regulations among State agencies. We have taken on several other agencies since the creation of AHRS but have not received any additional staff to meet the demands of the increased workload. Currently, we are responsible for approximately 2,400 State employees. There is no additional paperwork required; however, it is the volume of paperwork which we are behind in scanning and filing.

CHAIR CANCELA: Let us move on to questions regarding the new VRC position.

SENATOR GOICOECHEA: Will the new VRC proposed for the northern region of the State reach out to the rural communities? If so, how much travelling will the position be required to do? I do not see a travel budget requested.

MR. LONG: The intent for the position is to service the rural areas in addition to Reno, Carson City and the surrounding areas. The rural areas are where we have issues filling State positions. Our current VRC in southern Nevada has made countless trips to Reno, Carson City and the rural areas. We do not have enough resources to cover all the areas of the State effectively. We did not request travel for the proposed position, but we do have existing travel funds. In addition, we do have video conferencing capabilities which can be utilized for face-to-face meetings with the veterans.

ASSEMBLYWOMAN MONROE-MORENO: How are we measuring the success of the Veteran's Recruitment Program in southern Nevada? How many veterans are we reaching? How will the current position train the proposed new position, and how often will they be working together to collaborate efforts throughout the State?

Senate Committee on Finance Assembly Committee on Ways and Means Subcommittees on General Government March 8, 2019 Page 6

MR. LONG: Our ultimate goal is to have veterans be represented in the State workforce at the same percentage of which veterans are in the State. That number is a difficult number to get to, because we have a lot of retired veterans who are not part of the workforce. We are increasing the number of employed veterans. An issue we have is nothing requires a person to report as a veteran, it is all voluntary reporting. Initially we will have the southern Nevada VRC travel to Carson City to explain and train the new VRC on the veteran's recruitment program. After the initial training, the two positions will work collaboratively telephonically or via video conferencing. The current VRC will have oversight of the program and will work as peers.

CHAIR CANCELA: You mentioned the current VRC in the south has worked with 2,800 veterans. Can you discuss the need for the proposed position in the north?

MR. LONG: Although, the current position has had the opportunity to reach out and talk to 2,800 veterans, being located in the south where the majority of the veterans are located, has caused him to be unavailable to travel to northern Nevada as often as necessary. Based upon the number of veterans in both northern and rural areas of Nevada, it is reasonable to say with the new VRC the number of veterans contacted could go from 2,800 to 4,000.

CHAIR CANCELA: I wanted to make sure that was clear for the record. The next set of questions is regarding the new training officer position.

ASSEMBLYWOMAN SWANK: We know the difficulties in keeping employees in State service and developing programs to ensure new hires to State service will have a well-trained supervisor will be beneficial. In addition, we want our supervisors to be happy and successful in their jobs. Do you believe the addition of a new training officer will provide DHRM with sufficient training resources to adequately meet the anticipated demand for training over the 2019-2021 biennium and beyond? How do you see this program growing and meeting the needs?

Senate Committee on Finance Assembly Committee on Ways and Means Subcommittees on General Government March 8, 2019 Page 7

MR. LONG: I believe one new training officer position would help in rolling out the new Supervisory Skills Program. If it works as well as we hope it will and continues to have the response we have already seen, we might need to request additional positions during the 2021-2023 biennium. Our staff is at capacity now, as we have moved from a training model where we had independent people come in to provide specific types of training, to where we create and present the training on our own. We want to continue to create our own training and be able to provide agencies based on their input with what they need.

We are always updating the CPM Program, and the Management Academy in order for these programs to remain current with new theories and practices. We will not get 4,000 supervisors trained in the next two years. We do not have the classroom size or the staff numbers to do that. It is important to provide training to employees so they can promote into higher level positions and hopefully to stay within State service.

ASSEMBLYWOMAN SWANK: You stated the Supervisory Skills Program filled up fast. Is there a process for selecting individuals who might need more help, over someone who has been in a supervisory role for some time and has demonstrated success? Are you reaching out to department directors or division administrators to see who they would recommend to send to training?

MR. LONG: Outreach is our intent and is the current practice for the CPM Program and the Management Academy. Employees have to fill out an application, and they have to be recommended by their supervisor as well as their department director. We wanted to see what the response was going to be to the Supervisory Skills Program, so we opened it up and anyone could have signed up. I would anticipate, based upon the response and the limited ability to train everyone, we probably need to put in a screening process.

CHAIR CANCELA: I would like to discuss enhancement decision units E-900 and E-901 in B/A 717-1363 that was not part of your presentation. Please describe some of Senate Committee on Finance Assembly Committee on Ways and Means Subcommittees on General Government March 8, 2019 Page 8

the issues which currently exist with the AHRS section being housed in the DHRM budget.

E-900 Transfer From BA 1363 To BA 1360 — Page ADMIN-118 E-901 Transfer From BA 1363 To BA 1360 — Page ADMIN-118

MR. LONG: Those enhancement decision units request a new B/A 717-1360 be established for AHRS. The AHRS would still be a part of DHRM, but not contained in the same B/A. There are several reasons for this request. Funding sources for AHRS are different, as it is funded by assessments to agencies it serves; and AHRS carries a different reserve account than DHRM. On the financial side, AHRS is one category within the DHRM B/A. It becomes difficult to account for and keep separate all different types of expenditures, such as personnel, travel, operating, and to provide transparency of costs for AHRS.

Admin - DHRM Agency HR Services — Budget Page ADMIN-121 (Volume I) Budget Account 717-1360

CHAIR CANCELA: Do you think rates will change to those agencies utilizing AHRS?

MR. LONG: It is not the intent. This request is only to establish a separate B/A for AHRS.

Senate Committee on Finance Assembly Committee on Ways and Means Subcommittees on General Government March 8, 2019 Page 9

CHAIR CANCELA: Seeing no other questions from the Subcommittees members, and no one here for public comment this meeting is adjourned at 8:31 a.m.

RESPECTFULLY SUBMITTED:

Desirae Munns, Committee Secretary

APPROVED BY:

Senator Yvanna D. Cancela, Chair

DATE:

Assemblywoman Heidi Swank, Chair

DATE: Senate Committee on Finance Assembly Committee on Ways and Means Subcommittees on General Government March 8, 2019 Page 10

EXHIBIT SUMMARY Exhibit / Bill # of pages Witness / Entity Description A 1 Agenda B 2 Attendance Roster Peter Long / Division of C 9 Human Resource Presentation Management