AGENDA - NORCOM Packet 2018 01.pdfAGENDA NORCOM Governing ... Kelsie Meredith Telecommunicator 2. ... Deputy Director Louie briefed the Board on the Culture of …

AGENDA NORCOM Governing Board Kirkland PD Totem Lake Room

January 5, 2018

The next Governing Board meeting is scheduled for February 9, 2018

1. Call to Order 2. Roll Call 3. Open Communications from the Public 4. Employee Recognition

a. 5-year Recognition Coins for Call Receiving Academy 12 5. Action Items

a. Consent Calendar 1) Minutes from December 8, 2017 Governing Board meeting 2) December 2017 Accounts Payable Report

6. Old Business

A. Briefing: Fire Projects Update B. Briefing: Police Projects Update C. Briefing: IT Infrastructure Update D. Briefing: Update on King County E-911 Strategic Planning Process

7. New Business

A. Resolution 137: Approval of NORCOM Supervisor Labor Agreement B. Resolution 138: Approval of Revised NORCOM SOP 02-24 Implementing Initiative 1433 C. Resolution 139: Honorary NORCOM days for 30-Year Employees Dave Stuby and Deanna Carkeek D. Discussion: NORCOM ILA and Governance Efficiencies

8. Staff Reports A. Executive Director B. Deputy Director C. Police Liaison D. Fire Liaison E. Human Resources F. Finance G. Technology

9. Committee Reports A. Joint Operating Board B. Finance Committee

10. Executive Session – Executive Director Performance Review1 1 The Governing Board may hold an Executive Session pursuant to one or more of the following: • RCW 42.30.110(1)(i) to discuss with legal counsel representing the agency matters relating to agency enforcement actions, or to discuss with legal counsel representing the agency litigation or potential litigation to which the agency, the governing body, or a member acting in an official capacity is, or is likely to become, a party, when public knowledge regarding the discussion is likely to result in an adverse legal or financial consequence to the agency; • RCW 42.30.110(1)(g) to review the performance of an employee; and • RCW 42.30.110(1)(f) to receive and evaluate complaints brought against an employee.

1

Meeting Minutes NORCOM Governing Board

Kirkland Police Totem Lake Room December 8, 2017

MEMBERS Nathan McCommon City of Bellevue

Bruce Kroon City of Bothell Bill Archer City of Clyde Hill

Marilynne Beard City of Kirkland Bob Larson City of Snoqualmie David Burke Duvall Fire District #45 Rich Burke Eastside Fire & Rescue Ed Holmes Mercer Island Police Jim Torpin Northshore Fire Tommy Smith Redmond Fire Tim Dahl Shoreline Fire Greg Ahearn Woodinville Fire

ABSENT James Knisley Skykomish Fire District #50 Chris Connor Fire District 27 Steve Burns Medina Police

VISITORS Deanna Gregory Pacifica Law

Dan YourKoski Normandy Park Police Michael Olson City of Kirkland Cherrie Harris Kirkland Police John McCracken Bellevue Police

NORCOM STAFF Thomas Orr Executive Director

Roky Louie Deputy Director of Human Resource & Operations Josh Baker Fire Liaison Amanda Kolling Acting Police Liaison J.R. Lieuallen Finance Manager

Mike Mandella Deputy Director Becky McCracken QA and Public Records

Ron Tiedeman IT Director Zeb Middleton IT Nathan Way IT Nick Curry Telecommunicator/CTO Chris Burdick Telecommunicator /CTO Chris Perez Telecommunicator /CTO Tessa Unick Telecommunicator Jennifer Schaible Telecommunicator Kelsie Meredith Telecommunicator

2



1. Call to Order The NORCOM Governing Board was called to order by Ed Holmes, Governing Board Chair, at 9:00 a.m.

2. Roll Call – Introduction of Chief Yourkoski Chair Holmes requested a roll call of present Governing Board members. A quorum was established. Director Orr Introduced Chief Dan Yourkoski with Normandy Park Police and Chief Yourkoski spoke briefly about the upcoming transition of Normandy Park dispatch to NORCOM.

3. Open Communications from the Public There were no requests for communication from the public.

4. Employee Recognition a. Farewell – Deputy Director Mike Mandella b. Special Award – Nathan Way c. Life Saver Awards (Tessa Unick, Jennifer Schaible, Kelsie Meredith, Samantha Humphrey) d. 2017 volunteer firefighter of the year for Fall City Fire Department – Chris Burdick

5. Action Items

A. Consent Calendar

Chair Ed Holmes called for a motion to approve the items on the consent agenda: Minutes from the November 3, 2017 Governing Board meeting and the November 2017 accounts payable (accounts payable total: $878,573.33). Nathan McCommon made a motion to approve the consent calendar. Tommy Smith Seconded the motion. Motion carried.

6. Old Business A. Briefing: Fire Projects Update

Ron Tiedeman discussed the current evaluation of EPASS & doing further research to determine which application best suites the needs of the fire departments.

B. Briefing: Police Projects Update Ron Tiedeman provided an update on the Tyler upgrade in November. There are currently 42 open projects with 5 of those designated as priority 1. He reported that Brazo’s E-Parking module project is on track. The Tyler Animal Tracking Module is scheduled for Go Live at Kirkland PD Jan. 1, 2018.

C. Briefing: IT Infrastructure Update Ron Tiedeman reported that RAADAR for Madison County Illinois is scheduled for install with a customized jail piece. Live streaming for radio broadcast through RAADAR is currently in the testing phase.

3



D. Briefing: Update on King County E-911 Strategic Planning Process

Director Orr noted that the Leadership Group met on Nov 9 voted unanimously to approve the Strategic Plan. The Interim Advisory Group and the Program Office are currently reviewing E-911 escrow policies and the right percentage allocation for reimbursement when expenses are for items that serve both 911 call taking and dispatch. The next IAG meeting is Wed. Dec. 13th.

7. New Business A. Briefing & Discussion: NORCOM Management Reorganization re: E-911 Strategic Plan

Director Orr introduced Scott Sotebeer as the new Deputy Director for Strategic Operations and Roky as the Deputy Director of Operations and Human Resources.

B. Briefing & Discussion: Initial Report on possible NORCOM ILA and Governance Efficiencies Director Orr provided a brief on possible NORCOM efficiencies. The Board discussed possible efficiencies and agree to have further discussion at the January meeting.

C. Briefing & Discussion: Decision Summary re: Police Dispatch Position for Normandy Park Director Orr and Incident Commander Chris Perez briefed the Board on the Decision Summary process used to assess the ability to add new agencies; and the ICS process used to manage the addition of Normandy Park as a NORCOM agency.

D. Briefing &Discussion: Culture of Accountability Report – Addressing Error Deputy Director Louie briefed the Board on the Culture of Accountability process NORCOM uses to investigate service failures. He also provided the Culture of Accountability report for a November call where an addressing error led to a delayed response. The report concluded with what steps are being taken moving forward to help mitigate future issues.

E. Decision: Resolution 135: Approval of new NORCOM Agency – City of Normandy Park Chair Ed Holmes called for a motion to approve resolution 135 regarding Normandy Park Police moving to NORCOM for dispatch beginning Jan. 1, 2018. Chief Archer made the motion to ratify resolution 135. Nathan McCommon seconded the motion. Motion carried.

F. Decision: Resolution 136: Adoption of NORCOM Budget Chair Ed Holmes called for a motion to adopt the proposed 2018 budget. Marilynne Beard made the motion to ratify resolution 136. Tim Dahl seconded the motion. Motion carried

G. Discussion Following Executive Session: Executive Director Performance Review Chair Ed Holmes called for a motion to approve a 2% cost of living pay increase for Director Orr. Marilynne Beard made the motion to approve and Chief Jim Torpin seconded the motion. Motion carried.

4



8. Staff Reports

There were no further questions regarding the staff reports.

9. Committee Reports There were no comments or questions regarding the committee reports

10. Adjournment Governing Board meeting adjourned at 11:14 a.m.

Approved by:

_________________________________________________ Chair Attest: ___________________________________________ Secretary

5

6

7

8

9

10

11

12

13

14

1

Resolution 137

A RESOLUTION OF THE GOVERNING BOARD OF NORCOM APPROVING THE EXECUTION AND DELIVERY OF AN

AGREEMENT BETWEEN NORCOM AND NORCOM SUPERVISORY EMPLOYEES, PUBLIC SAFETY EMPLOYEES

UNION LOCAL 519.

WHEREAS, NORCOM and the NORCOM Supervisory Employees, Public Safety Employees Union Local 519 staff have negotiated the terms of a 2018-2021 collective bargaining agreement (the “Agreement”); and

WHEREAS, the purpose of the Agreement is to govern wages, hours, and

working conditions for certain employees at NORCOM; and

WHEREAS, the Governing Board now desires to authorize the Executive Director to execute the Agreement as provided herein:

NOW, THEREFORE, BE IT RESOLVED by the Governing Board of

NORCOM as follows:

Section 1. Authorization. The Governing Board hereby approves the 2018-2021 Agreement between NORCOM and the NORCOM Supervisory Employees, Public Safety Employees Union Local 519, in substantially the form on file with NORCOM staff and incorporated herein by this reference. The Executive Director is hereby authorized to execute the Agreement with such modifications and revisions as determined to be necessary by the Executive Director and legal counsel to NORCOM.

Section 2. Further Authority; Prior Acts. All NORCOM officials,

their agents, and representatives are hereby authorized and directed to undertake all action necessary or desirable from time to time to carry out the terms of, and complete the transactions contemplated by, this resolution. All acts taken pursuant to the authority of this resolution but prior to its effective date are hereby ratified and confirmed.

Section 3. Effective Date. This resolution shall take effect immediately

upon its passage and adoption. Passed by a majority vote of the Governing Board in an open meeting on this 5th day of January, 2018.

Signed in authentication thereof on this 5th day of January, 2018.

15

2

_________________________________ Chair Attest: _________________________________ Secretary

16

Resolution 138

A RESOLUTION OF THE GOVERNING BOARD OF NORCOM AMENDING AND RESTATING STANDARD OPERATING PROCEDURE #02-024 REGARDING PAID LEAVE AND

ATTENDANCE FOR NORCOM EMPLOYEES.

WHEREAS, NORCOM previously approved Standard Operating Procedure #02-

024; Sick, Bereavement, Administrative, and Emergency Leave which became effective on June 22, 2009 (the "Prior Policy");

WHEREAS, the Washington State Paid Sick Leave Law, RCW 49.46.200, et seq., was passed by the people of Washington in Initiative 1433, became effective on January 1, 2018, and impacts the Prior Policy; and

WHEREAS, the Governing Board now desires to amend and restate the Prior Policy in three parts as provided herein;

NOW, THEREFORE, BE IT RESOLVED by the Governing Board of NORCOM as follows:

Section 1. Authorization. The Governing Board hereby approves: ( 1 ) Standard Operating Procedure #02-024A; Sick, Bereavement, Emergency, and Administrative leave; (2) Standard Operating Procedure #02-024B; PTO, Bereavement, and Administrative Leave; and (3) Standard Operating Procedure #02-024C; Attendance Standard (together, the "Revised Policies") in substantially the form attached hereto as Exhibit A, which is incorporated herein by this reference. The Revised Policies are intended to amend and restate the Prior Policy as of January 1, 2018.

Section 2. Further Authority; Prior Acts. All NORCOM officials, their agents, and representatives are hereby authorized and directed to undertake all action necessary or desirable from time to time to carry out the terms of, and complete the transactions contemplated by, this resolution. All acts taken pursuant to the authority of this resolution but prior to its effective date are hereby ratified and confirmed.

Section 3. Effective Date. This resolution shall take effect immediately upon its passage and adoption. Passed by a majority vote of the Governing Board in an open public meeting on this 5th day of January, 2018. Signed in authentication thereof on this 5th day of January, 2018.

17


18

STANDARD OPERATING PROCEDURE # 02-024A

Policy Name: Sick, Bereavement, Emergency, and Administrative Leave

Issued: 01/01/2018

CALEA Standard(s): 2.2.6, 3.2.2 a,c,d

Revision Date(s):

Page 1 of 4

1.0 PROCEDURE APPLIES TO This procedure applies to Telecommunicators covered by the collective bargaining agreement

between NORCOM and the NORCOM Associated Guild.

2.0 PURPOSE NORCOM provides employees with paid sick and bereavement leave from work. This SOP

establishes the policies and procedures for accrual and use of paid sick and bereavement leave.

This SOP also explains NORCOM’s use of administrative leave.

3.0 POLICY

3.1 Employees earn paid sick leave to care for themselves and eligible family members due

to illness, injury, treatment or preventative medical care, and for other purposes

identified in this SOP or required by law. Use of paid sick leave that is covered by

another NORCOM policy, for example time off that qualifies as Family and Medical

Leave under SOP #02-025, will also be subject to the terms and requirements of the

other NORCOM policy.

3.2 Employees may request bereavement leave for eligible family deaths.

3.3 Administrative leave is short-term paid or unpaid time off that is used at NORCOM’s

discretion for business purposes. Administrative leave may not be requested by an

employee and does not result in the use of accrued paid leave.

4.0 PROCEDURE

4.1 Accrual. Employees accrue paid sick leave at the end of each pay period at the rate of

1.846 hours for each 40 hours worked or paid. This accrual will be computed at an

hourly rate of .0462 hours for every hour worked or paid. Under this accrual, a full time

employee will earn approximately 96 hours of paid sick leave per year. Sick leave is not

earned, and cannot be used, until it is accrued.

4.2 Carry over. At the end of each calendar year, up to 1220 hours of unused paid sick leave

will carried over into the next calendar year. All additional accrued and unused paid sick

leave will be forfeited.

4.3 Required Notice. If the need to use paid sick leave is not known in advance, then

employees or someone on their behalf must contact the on-duty supervisor as soon as

possible prior to the start of the shift, unless doing so is not practicable. If such advance

notice is not practicable, then employees or someone on their behalf must provide

notice as soon as possible. This notice must be provided on each day of an absence,

19



Issued: 01/01/2018


Revision Date(s):

Page 2 of 4

including an extended absence, unless the Human Resources Coordinator or Deputy

Director of Operations and Human Resources approves another notification schedule.

If the need to use paid sick leave is known in advance, then employees must contact the

on-duty supervisor at least 10 days, or as early as practicable, before the expected

beginning of the leave.

When giving notice of a need to use paid sick leave, employees should identify the

reason for the need (e.g. the employee’s illness, injury or health condition, to obtain

preventative care, or to assist a family member for similar reasons). Employees should

also indicate the expected timing and duration of the need for time off.

4.4 Use. Use of paid sick leave will be accounted for in 15 minute increments. While using

paid sick leave employees will receive their normal hourly compensation. Use of paid

sick leave is not considered hours worked for purposes of determining eligibility for

overtime, except for mandatory overtime.

Paid sick leave may only be used for the following reasons:

An employee’s own mental or physical illness, injury or health condition; medical diagnosis, care, or treatment; or preventive medical care

To care for an employee’s child, spouse, registered domestic partner, parent, parent-in-law, grandparent, grandchild, or sibling due to their mental or physical illness, injury or health condition; their medical diagnosis, care, or treatment; or their preventive medical care

The closure of a work location or a child’s school or place of care by a public official for any health-related reason

Under NORCOM’s Domestic Violence Leave policy if an employee or a covered family member is a victim of domestic violence, sexual assault or stalking

For other reasons permitted by applicable law, including leave taken under NORCOM’s Family and Medical Leave policy, Family Care Act policy, or Military Family Leave policy

“Calling in sick” for another purpose will not excuse an absence or allow the use of paid

sick leave. Use of paid sick leave for an unauthorized purpose will be grounds for

discipline.

4.5 Certification and verification. Employees may be asked for medical certification or

verification that paid sick leave is used for a reason allowed under this policy or another

policy providing leave from work.

20



Issued: 01/01/2018


Revision Date(s):

Page 3 of 4

In general, medical certification will be required for all medical leave taken under

NORCOM’s Family and Medical Leave policy, even when paid sick leave is used. Medical

information may also be requested whenever there is a reasonable question about an

employee’s ability to perform essential work functions.

In other circumstances, employees will generally be asked to verify use of paid sick leave

after being absent for more than three required work days. Requested verification may

include documentation from a doctor or other healthcare provider. In appropriate

circumstances verification may be requested under our Domestic Violence Leave Policy.

Such verification could include a police report, court order, or a written statement.

Employees will not be required to explain the reasons for using domestic violence leave.

If an employee believes that a request for verification would pose an unreasonable

burden or expense, the employee may inform the Human Resources Coordinator or

Deputy Director of Operations and Human Resources, attest that the use of paid sick

leave was for a reason allowed under this policy, and explain how the requested

verification would create an unreasonable burden or expense.

Requested verification must generally be provided within 10 days after the first day paid

sick leave is used. Failure to provide timely verification of paid sick leave when

requested may result in discipline.

4.6 Termination of Employment. Paid sick leave will not be paid out to employees upon

termination of employment, unless a different requirement is specified in a collective

bargaining agreement. If an employee is rehired within 12 months of termination, the

employee’s accrued and unused paid sick leave will be reinstated. However, if the

calendar year ended between termination and rehire, then only the unused paid sick

time that would have been carried over into the next year will be reinstated. The rehired

employee’s prior period of employment will count towards the employee’s eligibility to

use accrued paid sick time.

4.7 Bereavement Leave. A full time employee may request 3 consecutive calendar days of

paid bereavement leave for the death of a member of their "immediate family," to be

used within two weeks of the family member’s death. If an employee needs to travel

more than 250 miles during this period, the available leave will be up to 5 consecutive

calendar days. Employees may request the use of accrued paid sick time for additional

bereavement needs, which will be granted at the sole discretion of the Executive

Director. “Immediate family” for bereavement leave purposes are an employee’s

21



Issued: 01/01/2018


Revision Date(s):

Page 4 of 4

spouse, domestic partner, child, parent, parent-in-law, sibling, sibling-in-law,

grandparent or grandchildren. Step parents/children of the employee shall be included.

4.8 Emergency leave. In the event the employee’s immediate attention is required due to

an emergency within the employee's immediate family that would not otherwise be

covered by sick leave or bereavement leave, an amount of time off equivalent to one

shift or the remaining portion of the employee’s current shift may be granted by

NORCOM. Such leave shall be deducted from the employee’s vacation leave accrual.

4.9 Administrative leave. NORCOM may use paid or unpaid administrative leave in its sole

discretion for NORCOM business purposes. For example, an employee may be placed on

administrative leave during an investigation or until the results of a fitness-for-duty

evaluation are received. Except as specified below, the use of paid or unpaid

administrative leave will be determined by the Executive Director or designee. The on-

duty Team Supervisor has discretion to use paid administrative leave only for the

remainder of an employee’s shift if they experience a serious emotional reaction after

processing a traumatic incident. If the employee cannot return to work for their next

shift, they must use accrued time. The on-duty Team Supervisor also has discretion to

use paid Administrative leave for an emergency suspension to remove the employee

from duty until a meeting with the Executive Director can be arranged. Administrative

leave shall not be used for other purposes without prior authorization from the

Executive Director or designee.

22

STANDARD OPERATING PROCEDURE # 02-024B

Policy Name: PTO, Bereavement, and Administrative Leave

Issued: 01/01/2018


Revision Date(s):

Page 1 of 5

1.0 PROCEDURE APPLIES TO This procedure applies to all employees, except that it does not apply to Telecommunicators

covered by the collective bargaining agreement between NORCOM and the NORCOM

Associated Guild, who are covered by SOP #02-024A.

2.0 PURPOSE NORCOM provides employees with paid time off (PTO) and bereavement leave from work. This

SOP establishes the policies and procedures for accrual and use of PTO and bereavement leave.

This SOP also explains NORCOM’s use of administrative leave.

3.0 POLICY

3.1 Employees earn PTO to use flexibly to meet all personal needs, including vacation,

illness or injury, medical/dental appointments, caring for children or family, school

activities, personal business, or for any other reason needed or required by law.

Employees are responsible for managing their PTO, including planning ahead and

allocating time for vacation and the unexpected, such as emergencies and illnesses. Use

of PTO that is covered by another NORCOM policy, for example time off that qualifies as

Family and Medical Leave under SOP #02-025, will also be subject to the terms and

requirements of the other NORCOM policy.

3.2 Employees may request bereavement leave for eligible family deaths.

3.3 Administrative leave is short-term paid or unpaid time off that is used at NORCOM’s

discretion for business purposes. Administrative leave may not be requested by an

employee and does not result in the use of accrued paid leave.

4.0 PROCEDURE

4.1 Accrual. Employees accrue PTO at a rate based on length of continuous service and

part-time or full-time status. Employees’ rate of PTO accrual are as set forth from time

to time by NORCOM in its Administrative Salary and Benefits Policy or as specified in an

applicable collective bargaining agreement. Accrual will be computed at an equivalent

hourly rate for every hour worked or paid. PTO is not earned, and cannot be used, until

it is accrued.

4.2 Carry over. At the end of each calendar year, up to 480 hours of unused PTO will carried

over into the next calendar year. All additional accrued and unused PTO will be

forfeited.

23



Issued: 01/01/2018


Revision Date(s):

Page 2 of 5

4.3 Required Notice.

Vacation. Vacation time must be requested at least two days ahead of time and must be

approved by the employee’s supervisor in advance, unless a different Vacation request

procedure is specified in an applicable collective bargaining agreement. Vacation

requests will be reviewed based upon business needs and staffing requirements.

Medical and Family Care Use. Notice is required to use PTO for medical or family care

purposes, including for those reasons specified above.

If the need to use PTO is not known in advance, then employees or someone on their

behalf must contact their supervisor as soon as possible prior to the start of the shift,

unless doing so is not practicable. If such advance notice is not practicable, then

employees or someone on their behalf must provide notice as soon as possible. This

notice must be provided on each day of an absence, including an extended absence,

unless the Human Resources Coordinator or Deputy Director of Operations and Human

Resources approves another notification schedule.

If the need to use PTO is known in advance, then employees must contact their

supervisor at least 10 days, or as early as practicable, before the expected beginning of

the time off.

When giving notice of a need to use PTO for medical or family care purposes, employees

should identify the reason for the need (e.g. the employee’s illness, injury or health

condition, to obtain preventative care, or to assist a family member for similar reasons).

Employees should also indicate the expected timing and duration of your need for time

off.

Other PTO Use. For all other purposes, you must request PTO as far in advance as

possible.

4.4 Use. Use of PTO will be accounted for in 15 minute increments. While using PTO you will

receive your normal hourly compensation. Use of PTO is not considered hours worked

for purposes of calculating overtime.

PTO may be requested for any purpose, including for the following medical and family

care reasons:

24



Issued: 01/01/2018


Revision Date(s):

Page 3 of 5

An employee’s own mental or physical illness, injury or health condition; medical diagnosis, care, or treatment; or preventive medical care

To care for an employee’s child, spouse, registered domestic partner, parent, parent-in-law, grandparent, grandchild, or sibling due to their mental or physical illness, injury or health condition; their medical diagnosis, care, or treatment; or their preventive medical care

The closure of a work location or a child’s school or place of care by a public official for any health-related reason

Under NORCOM’s Domestic Violence Leave policy if an employee or a covered family member is a victim of domestic violence, sexual assault or stalking

For other reasons permitted by applicable law, including leave taken under NORCOM’s Family and Medical Leave policy, Family Care Act policy, or Military Family Leave policy

4.5 Certification and verification. It may be necessary to ask for medical certification or

verification of PTO used for a medical or family care purpose specified in this policy or

under another policy providing leave from work.

In general, medical certification will be required for all medical leave taken under our

Family and Medical Leave policy, even when PTO is used. Medical information may also

be requested whenever there is a reasonable question about your ability to perform the

essential functions of your position.

In other circumstances, employees will generally be asked to verify use of PTO after

being absent for more than three required work days. Requested verification may

include documentation from a doctor or other healthcare provider. In appropriate

circumstances verification may be requested under our Domestic Violence Leave Policy.

Such verification could include a police report, court order, or a written statement.

Employees will not be required to explain the reasons for using domestic violence leave.

If an employee believes that a request for verification would pose an unreasonable

burden or expense, the employee may inform the Human Resources Coordinator or

Deputy Director of Operations and Human Resources, attest that the use of PTO was for

a medical or family care reason specified in this policy, and explain how the requested

verification would create an unreasonable burden or expense.

25



Issued: 01/01/2018


Revision Date(s):

Page 4 of 5

Requested verification must generally be provided within 10 days after the first day PTO

is used. Failure to provide timely verification of PTO when requested may result in

discipline.

4.6 Termination of Employment. Unless a different requirement is specified in a collective

bargaining agreement, an employee who voluntarily terminates employment will be

paid for up to 160 hours of accrued and unused PTO provided that the employee has

given at least two (2) weeks’ advance notice. Employees will not be paid for unused PTO

if they fail to give two (2) weeks’ notice or are involuntarily terminated. You may not use

PTO to take vacation during the two (2) week period between giving such notice and the

end of your employment.

If an employee is rehired within 12 months of termination, the employee’s accrued and

unused PTO will be reinstated. However, if the calendar year ended between

termination and rehire, then only the unused PTO that would have been carried over

into the next year will be reinstated. The rehired employee’s prior period of

employment will count towards the employee’s eligibility to use accrued PTO.

4.7 Bereavement Leave. Unless otherwise specified in a collective bargaining agreement, a

full time employee may request 3 days of paid bereavement leave for the death of a

member of their "immediate family," to be used within three months of the family

member’s death. If an employee needs to travel out of the state during this period, the

available leave will be up to 5 days. Full-time supervisors represented by the NOCROM

Supervisory Employees Public Safety Employees Union may request up to 40 hours to be

used within two weeks of the immediate family member’s death. Employees may

request the use of accrued PTO for additional bereavement needs, which will be granted

at the sole discretion of the Executive Director. “Immediate family” for bereavement

leave purposes are an employee’s spouse, domestic partner, child, parent, parent-in-

law, sibling, sibling-in-law, grandparent or grandchildren. Step parents/children of the

employee shall be included.

4.8 Administrative leave. NORCOM may use paid or unpaid administrative leave in its sole

discretion for NORCOM business purposes. For example, an employee may be placed on

administrative leave during an investigation or until the results of a fitness-for-duty

evaluation are received. Except as specified below, the use of paid or unpaid

administrative leave will be determined by the Executive Director or designee. The on-

duty Team Supervisor has discretion to use paid administrative leave only for the

remainder of an employee’s shift if they experience a serious emotional reaction after

processing a traumatic incident. If the employee cannot return to work for their next

26



Issued: 01/01/2018


Revision Date(s):

Page 5 of 5

shift, they must use accrued time. The on-duty Team Supervisor also has discretion to

use paid Administrative leave for an emergency suspension to remove the employee

from duty until a meeting with the Executive Director can be arranged. Administrative

leave shall not be used for other purposes without prior authorization from the

Executive Director or designee.

27

STANDARD OPERATING PROCEDURE # 02-024C

Policy Name: Attendance Standard

Issued:


Revision Date(s):

Page 1 of 3

1.0 PROCEDURE APPLIES TO All Employees Operations Administration Technology

2.0 PURPOSE To establish the standard for employee attendance and procedure for monitoring compliance

and issuing discipline.

3.0 POLICY

3.1 Regular on-time attendance is an essential function of every NORCOM position and is

critical to the smooth operation of our facility. Abuse, misuse or excessive use of time

off imposes hardship on fellow employees and has the potential for decreased efficiency

and effectiveness. Employees are expected to report for work regularly and on time.

Employees who do not meet the attendance standard will be counseled and/or receive

discipline, up to and including termination of employment.

3.2 NORCOM will not take negative employment action, discriminate or retaliate against

employees for use of paid time off or leave that is protected under applicable federal,

state, or local law. Employees who believe an absence should be excluded from this

procedure must immediately bring that concern to the Human Resources Coordinator or

Deputy Director of Operations and Human Resources.

4.0 PROCEDURE

4.1 Unscheduled Leave. Unscheduled leave is defined as failing to work all or part of any

scheduled or required shift or workday, including arriving at a work location after the

beginning of a scheduled shift or leaving before end of a scheduled shift without an

approved reason. Employees are expected to be at their workstation when the shift

begins.

4.2 Exclusions. Unscheduled leave does not include pre-scheduled and approved use of

vacation (or PTO for vacation purposes), the use of PTO for medical or family care

purposes as specified in that policy, the use of sick leave as permitted under that policy,

the use of approved FMLA Leave, Family Care Act Leave, Maternity Disability Leave,

Domestic Violence Leave, Military Leave, Bereavement Leave, or any other time off that

is otherwise protected under applicable law.

4.3 Attendance standard. Full-time employees may have no more than 80 hours of

unscheduled leave per evaluation period. The standard for part-time employees will be

pro rated based on the employee’s regularly scheduled hours compared to a 40 hour

28



Issued:


Revision Date(s):

Page 2 of 3

work week. With the exception of those on trial service, employees who exceed the

standard are subject to the schedule of consequences below.

4.4 Schedule of consequences:

4.4.1 The first time an employee exceeds their attendance standard, they may receive

counseling from their Team Supervisor. From the effective date of that

counseling, the employee is subject to a one year review period. Exceeding the

standard again anytime during the one year review period shall be cause to

progress to the next step. Meeting the standard after the one year review

period shall cause the counseling to become ineligible for use as justification for

further progressive discipline.

4.4.2 If during the 12 month period after receiving counseling an employee exceeds

their attendance standard again, the employee shall be administered a Verbal

Warning. From the effective date of that discipline, the employee is subject to a

one year review period. Exceeding the standard again anytime during the one

year review period shall be cause to progress to the next step. Meeting the

standard after the one year review period shall cause the Verbal Warning and

the counseling to become ineligible for use as justification for further

progressive discipline.

4.4.3 If during the 12 month period after receiving a Verbal Warning, an employee

exceeds their attendance standard, the employee shall be administered a

Written Warning. From the effective date of that discipline, the employee is

subject to a two year review period. Exceeding the standard again in any 12

consecutive months of the 24 month period shall be cause to progress to the

next step. Meeting the standard after the 24 month period shall cause the

Written Warning, Verbal Warning and the counseling to become ineligible for

use as justification for further progressive discipline.

4.4.4 If during the 24 month period after receiving a Written warning, an employee

exceeds their attendance standard in any 12 consecutive months, the employee

shall be administered a three day, unpaid Suspension. From the effective date

of that discipline, the employee is subject to a two year review period.

Exceeding the standard again in any 12 consecutive months of the 24 month

period shall be cause to progress to the next step. Meeting the standard after

the 24 month period shall cause the Suspension, Written Warning, Verbal

Warning and the counseling to become ineligible for use as justification for

further progressive discipline.

29



Issued:


Revision Date(s):

Page 3 of 3

4.4.5 The fifth time an employee exceeds their attendance standard, their

employment shall be terminated.

4.4.6 The ability to meet this attendance standard shall be considered prior to

releasing an employee from trial service. Discontinuing an employee’s trial

service due to failure to meet the attendance standard is not subject to appeal.

4.5 Performance review ratings. Annual reviews will also reflect the employee’s ability to

meet attendance standards during the annual review period, as follows:

4.5.1 The rating of Exceeds Standards shall be given to those full-time employees who

use less than 40 hours of unscheduled leave.

4.5.2 The rating of Meets Standards shall be given to those full-time employees who

use more than 40 hours of unscheduled leave, but not more than 70 hours.

4.5.3 The rating of Below Standards shall be given to those full-time employees who

use more than 70 hours of unscheduled leave, but not more than 96 hours. This

rating shall also apply for those employees with a documented pattern of

unscheduled leave adjacent to weekends, holidays, days off, or other

planned/approved time off, which may be independent cause for discipline.

4.5.4 The rating of Unsatisfactory shall be given to those fulltime employees who use

more than 96 hours of unscheduled leave. This rating shall also apply for those

employees with a documented, established and unusual pattern of unscheduled

leave adjacent to weekends, holidays, days off, or other planned/approved time

off, which may be independent cause for discipline. This rating also applies to

those employees who received an Unacceptable or Improvement Needed rating

on their previous performance review and have not corrected it to a Meets

Standards rating.

GSB:9179108.1

30

Resolution 139

A RESOLUTION OF THE GOVERNING BOARD OF NORCOM, PROCLAMATION OF APRIL 15, 2018 AS

"DAVE STUBY DAY" AND OR MAY 1, 2018 AS “DEANNA CARKEEK DAY”

WHEREAS: Dave Stuby has provided NORCOM with 32 years of faithful and dedicated service; Dave has served as a senior member of the team and been a resource to all, especially when it comes to fire response plans. He manages many projects at NORCOM including the Dispatcher Fund, which provides flowers and condolences to those who are grieving; he manages the Snack Fund, which provides snacks and sodas to those who are hungry; and he manages the Coffee Fund, which helps provide alertness to those who are working shift hours.

WHEREAS: Deanna Carkeek has provided NORCOM with 30 years of faithful and dedicated service; Deanna has served as a senior member of the team. She works as an Acting In Charge, supervising the entire communications room when no supervisor is present. She has worked as a Communications Training Officer, and shaped the skills and abil it ies of the newest of Telecommunicators. She has worked on the Employee Recognit ion Committee, and helped recognize and reward the efforts of the entire organization.

NOW THEREFORE, BE IT RESOLVED: We the NORCOM Governing Board proclaim April 15, 2018 as “Dave Stuby Day” and proclaim May 1, 2018 as “Deanna Carkeek Day.”

Passed by majority vote of the Governing Board in open meeting on this 5th day of January, 2018.

Signed in authentication thereof this 5th day of January, 2018.


31

Governing Board Executive Director Report

Page 1 of 1

MEMORANDUM To: Governing Board

From: Tom Orr, Executive Director

Date: December 29, 2017

Subject: General Update – Governing Board Meeting – January 5, 2018

1. NORCOM Strategic Leadership Retreat – Next Phase

Steve Kent will return to NORCOM for two weeks in January to conduct the next phase of Strategic Planning. This will involve 4 training sessions for all Operations personnel. Another session for IT personnel is also planned in February.

2. King County E-911 Strategic Planning Effort The final report of the Leadership Group is now complete. The report will be transmitted to King County Council before December 31. It is anticipated that King County Council will take action to implement the proposed Governance structure near the end of the 2018 first quarter..

3. City of Normandy Park Go Live for the City of Normandy Park is scheduled for 0400 on January 1. At that time, the Port of Seattle will begin transferring 911 calls from Normandy Park to NORCOM. These transfers will continue until Century Link completes the work needed to have the calls route directly to NORCOM. At this time, Century Link plans to complete this work by 0800 hours on January 9.

4. NORCOM analysis of potential governance efficiencies As per the Board’s direction, NORCOM sent the December presentation on possible governance efficiencies to Board members the Monday following the December Board meeting. NORCOM will include further Board discussion on the January agenda.

5. New NORCOM SOP to implement Initiative 1433 NORCOM will be presenting a revised leave policy to address requirements of Initiative 1433 that become effective January 1, 2018. NORCOM has worked closely with legal counsel and labor to address the changes that impact NORCOM and its various labor groups.

32

Governing Board

Deputy Director Report Operations and Human Resources

Page 1 of 2


From: Roky Louie, Deputy Director for Operations and Human Resources

Date: January 5, 2018

Subject: Staff Update

OPERATIONS Rotation of Police Liaison Position – January UPDATE* While work continues on filling NORCOM’s Police Liaison the duties of the position continue to be handled on a rotational basis. Internal applicants for the position continue to rotate the responsibilities at two (2) week intervals on a schedule that is capable of holding consistency until late January 21. At the next Operations Meeting, scheduled for January 10, strategies for temporarily filling this position beyond January 21 will be discussed. NORCOM continues efforts to hold a selection process, which is open both internally and externally, to identify a permanent Police Liaison in the near future. Contract Negotiations – Public Safety Employees Union Local 519 NORCOM Management and the Public Safety Employees Union Local 519 (PSEU519) have come to an agreement on a contract. That contract was approved by the Executive Director and successfully voted on by the union membership. Currently the contract is under review by members of the Governing Board. Communications Cross Team Development NORCOM continues to prepare for a new Cross Team that will focus on communication, transparency, and fairness.

33

Governing Board

Deputy Director Report Operations and Human Resources

Page 2 of 2

HUMAN RESOURCES Telecommunicator Recruitment Telecommunicator staffing is currently at 56 out of 62 allotted positions. NORCOM will begin its next new hire academy, Call Receiving Academy 24 (CRA24) on January 17, 2018. CRA24 will consist of two (2) new hires. The other three (3) applicants did not successfully complete the hiring process. Work on hiring Call Receiving Academy 25 (CRA25) has already begun but is in the preliminary stages. There is not sufficient data to determine when or how large the academy will be. The Recruitment Cross Team is planning to meet again in January. In addition to continuing to improve the hiring process and facilitate manpower for testing, the team will also review advertising options and the possibility of creating new media for the purposes of assisting with the hiring process. GIS Administrator Recruitment Two qualified and vetted candidates remain for this key Information Technology position. One applicant has completed all steps of the hiring process and is now ready for the final interview. The other applicant has passed the polygraph test and is currently in the process of scheduling their psychological examination. It is anticipated that a final interview can be held and the position be filled in early to mid-January. Executive Assistant Temporary Position Tracey Croisier, who serves as Executive Assistant, Clerk to the Board, and NORCOM Public Information Officer, is on leave and not expected to return to work until sometime in January or February. Tracey’s position was temporarily filled by Beth Heath. The position was not a good fit for Beth. There is currently one other applicant in the testing process to fill this position temporarily until Tracey is able to return to work. Police Liaison Recruitment NORCOM has posted a vacancy for its Police Liaison position. The Police Liaison serves as a single point of contact for all of NORCOM’s police agencies for any operations business that fall below the director level. NORCOM has posted this position both internally and externally. NORCOM has received several applicants for this position both internally and externally. NORCOM continues to refine its recruitment and testing process with the intent of being able to hire for this position sometime in early 2018.

34

Governing Board

Police Liaison Report


From: Katy Gilbert, Acting Police Liaison

Date: December 23rd, 2017

Subject: Staff Report – Governing Board Meeting – January 5th, 2018

1. Police Liaison Coverage

Coverage for the vacant police liaison position is currently being rotated amongst the parties interested in the position. This rotation is anticipated to continue until the position is filled.

2. Tyler 2017.1 Upgrade

The Tyler upgrade was successfully completed on Tuesday, November 7th, 2017. Five priority items were submitted to Tyler as part of a hot-fix request. It is anticipated we will hear more on resolutions for those items after the holiday season.

3. Normandy Park Police Department Onboarding

The Normandy Park Police Department is scheduled to go live with NORCOM at 0400 on January 1st. NORCOM dispatchers have been trained on all changes and the operations department has carefully reviewed any procedural changes to ensure the highest level of service for all of our user agencies. This includes the implementation of POL3 and new procedures for managing TAC channels. Those updates have also been communicated directly to the Police Ops Board.

4. Kirkland Police Animal Control

Kirkland Police will go live with their animal control program at 0000 on January 1st. Changes to dispatch procedures are very minimal and mimic procedures we already use for other specialty units such as SRO’s, traffic units, and community officers.

*Please note that included December stats are not for the complete month due to timeline, and the call counts are not available currently due to technology changes in the report related to the Tyler upgrade.

35

Performance Measurement Data December 23rd, 2017 Prepared by: Katy Gilbert, Acting Police Liaison

[email protected]; 425-577-5586

NORCOM Performance Measurement Data

November 1st, 2017

Police Liaison

The following performance data is included with this report:

911 Call Answer Standards

911 Call Answer Standards by Month and by Year

NORCOM Actions (phones, police)

CAD Calls by Year

Police CAD Incidents to Date AND Call to Dispatch Times

36

mailto:[email protected]



911 Call Answer Statistics 2010 – Present

The NORCOM adopted standard is 90% of 9-1-1 telephone calls will be answered within 10 seconds or less during each hour of a calendar quarter (barring major disasters or other extraordinary events)

Source: King County Enhanced 911 Participation Agreement

99.33% 99.14% 98.92%99.72% 99.33% 98.89% 98.79%

97.85%98.61%

99.14% 99.17% 98.88%

77.00%

82.00%

87.00%

92.00%

97.00%

102.00%

STANDARD 2010 2015 2016 2017

J F M A M J J A S O N D

2010 93.55% 93.15% 90.19% 92.78% 92.34% 95.28% 91.94% 88.04% 96.81% 98.39% 98.19% 96.37%

2011 97.31% 98.51% 98.66% 99.03% 98.52% 98.19% 99.19% 98.52% 97.78% 98.39% 95.14% 95.43%

2012 95.70% 94.97% 98.92% 98.47% 99.33% 99.60% 98.66% 98.93% 99.03% 98.39% 99.03% 98.79%

2013 99.06% 99.11% 99.19% 99.44% 99.06% 98.47% 98.83% 97.72% 98.89% 98.39% 96.67% 98.25%

2014 99.73% 97.92% 99.73% 99.44% 99.06% 98.89% 98.25% 99.80% 97.50% 96.51% 97.50% 97.72%

2015 99.33% 99.55% 99.33% 99.72% 99.46% 99.03% 98.79% 97.85% 99.31% 99.06% 99.17% 99.33%

2016 99.33% 99.14% 98.92% 99.72% 99.33% 98.89% 98.79% 97.85% 98.61% 99.14% 99.17% 98.88%

2017 98.60% 98.65% 98.75% 99.00% 98.47% 98.47% 98.38% 98.08% 98.22% 98.53% 97.90% 99.00%

37




2017 NORCOM Phone Actions

911 Calls 911 Answer %

7 digit EMER

Non Emergency (Secondary)

Incoming Business PD Calls

Traffic Stops

Officer Initiated Incidents

January 13,496 98.60%

8,169

1,987

1,368

8,396

2,773

334

February 12,411 98.65%

7,909

519

1,040

7,388

1,769

261

March 12,911 98.75%

8,535

541

1,271

8,445

2,266

243

April 11,992 99.00%

8,115

617

1,015

7,970

2,154

286

May 14,388 98.47%

8,541

2,148

1,308

9,567

1,972

290

June 14,407 98.47%

8,433

2,706

1,183

9,316

1,900

339

July 15,588 98.38%

8,983

3,254

1,099

9,916

1,725

342

August 14,964 98.08%

8,965

3,114

1,053

9,713

1,893

297

September 13,827 98.22%

8,293

2,608

987

8,915

1,718

254

October 14,115 98.53%

7,865

2,306

1,071

8,210

1,603

264

November 14,338 97.90%

7,770

2,080

1,054

December 10,698 99.00% 6,010

1,598

746

Totals 163,135 98.50% 97,588 23,478 13,195 87,836 19,773 2,910

911 Calls = Landline, Wireless, & VoIP Calls on 911

911 Answer % = % of hours 911 calls were answered 90% of the time within 10 seconds

7 digit EMER = 425-577-5656 (alarm companies, transfers from agency phones, public safety agencies)

Secondary Queue = Calls have come in as 911 or 7 digit EMER, been screened, determined to be non-emergency, and transferred to the secondary queue

Business = 425-577-5600 (officers, family members, etc)

PD Calls = All calls in CAD with unit assigned excluding TS & Officer Initiated

Traffic Stops - field initiated, included NORCOM involvement

Officer Initiated = Traffic Stops via MDC (not called out & no NORCOM action needed) and all other field initiated calls

** Test calls, cancelled calls, and calls with no unit dispatched are not reflected (not billable calls for service)

PD Calls - All Calls - exclude Officer initiated. Remove CC clearing codes and T code, TEST CALL - Police Code & TS-MDC

Traffic Stops - All dispos - radio initiated only - T type code

Officer initiated - exclude CC clearing code and select "Officer initiated"

Includes calls from Redmond when back-up center occupied - these calls not reported on NORCOM phone reports

38




NORCOM Police Call Received to Call Dispatch Statistics & Call Counts

This report includes all calls with a unit dispatched on them with the exception of officer initiated (mobile) and radio initiated calls. Those incidents have been pulled from the reporting numbers because they do not accurately reflect call received to call dispatch times. In most cases, the unit was immediately dispatched on the incident (traffic incidents, on-views, etc).

Average Call to Dispatch Times (MM:SS) for Police P1 and P2 incidents (Goal = 60 Seconds)

All Police priority 1 and 2 calls are screened through NORCOMs Quality Assurance process. In addition, all calls over the 60 second threshold are reviewed to determine the circumstances which contributed to the apparent delay.


2011 1:22 1:26 1:28 1:33 :59 1:08 1:09 1:10 :59 1:27 1:11 :54

2012 :54 1:05 :58 1:05 1:05 1:08 1:12 1:05 :54 :55 :57 1:03

2013 1:00 :52 : 57 1:05 1:06 :53 :42 :51 :58 :60 :59 :52

2014 :57 :53 :50 :52 :55 :50 :65 :51 :58 1:02 1:04 :54

2015 :52 1:01 1:05 :54 1:13 :56 1:06 1:01 1:01 1:06 1:02 1:19

2016 1:08 :53 :53 :45 :51 :53 :58 :56 :46 :51 :45 :50

2017 1:02 :48 :53 :53 :51 1:01 1:07 :46 :51 :43 :42

0:00:00

0:00:17

0:00:35

0:00:52

0:01:09

0:01:26

0:01:44

0:02:01

0:02:18

0:02:36

JAN FEB MAR APR MAY JUN JUL AUG SEP OCT NOV DEC

Goal 2010 2015 2016 2017

39




Average Call to Dispatch Times (MM:SS) for Police P3 Incidents (Goal – 3 Mins)

Dispatch times on priority 3 police calls are frequently dependent on field units being available for dispatch. Calls of this type include traffic accidents, alarms, etc. Priority 3 calls are held until sufficient information is documented in the call to provide basic response information to field units. NORCOM continues to meet this performance standard.


2011 1:57 2:02 2:00 1:51 1:47 1:57 1:47 1:55 1:55 2:32 1:33 1:44

2012 1:43 1:17 2:05 2:06 2:21 2:06 2:05 2:13 1:57 2:05 2:00 2:08

2013 2:09 1:55 1:50 2:00 1:53 2:10 1:51 1:51 2:16 1:54 2:05 1:56

2014 1:54 1:48 1:39 1:48 1:55 2:15 1:55 1:54 1:55 2:15 1:50 1:50

2015 1:49 1:50 1:49 1:49 2:09 2:14 2:14 2:08 1:51 2:06 2:02 2:11

2016 2:05 2:13 2:11 2:15 2:07 2:04 2:06 2:04 2:13 2:06 1:58 2:02

2017 1:48 1:33 1:38 1:41 1:59 2:06 1:51 2:00 2:14 2:30 2:04

0:00:00

0:00:43

0:01:26

0:02:10

0:02:53

0:03:36


Goal 2010 2015 2016 2017

40




Average Call to Dispatch Times (MM:SS) for Police P4 and P5 Incidents (Goal 60 Mins)

NORCOM is easily meeting the expectation of non-emergency calls being dispatched in 60 minutes or less

from the time of the call.


2011 15:12 14:26 16:18 13:52 14:32 16:07 16:50 17:41 17:40 22:47 14:44 16:53

2012 17:33 10:17 26:36 29:19 27:44 22:28 23:27 23:05 27:52 24:56 24:05 20:31

2013 25:33 17:40 16:54 17:24 18:54 18:41 18:21 16:47 18:37 17:58 18:42 18:10

2014 20:10 19:52 17:36 21:43 20:11 20:20 18:40 17:11 19:04 21:46 19:14 17:59

2015 18:47 18:50 18:17 20:02 23:42 20:11 22:04 22:18 20:53 22:45 20:11 20:29

2016 20:56 20:15 19:43 22:13 20:01 20:24 21:42 23:15 26:16 22:50 22:30 22:38

2017 21:38 16:01 17:21 19:29 23:40 22:26 22:23 24:11 23:18 24:11 25:50

0:00:00

0:07:12

0:14:24

0:21:36

0:28:48

0:36:00

0:43:12

0:50:24

0:57:36

1:04:48


GOAL 2010 2015 2016 2017

41


Governing Board

Fire Liaison Report


From: Josh Baker, Fire Liaison


Subject: Staff Report – Governing Board Meeting – January 5th, 2017

CURRENT EVENTS 1. ePASS (Electronic Personnel Accountability & Safety System)

As a refresher, this is the project that will allow us to view real time changes to personnel and radio ID assignments and know on demand how many specialists are working across the zone at any given time. This project is a top priority for our fire partners and NORCOM. IT scheduling preliminary demos for select members of NORCOM, the Project Stakeholders and the Z1 Ops Chair, so the most compatible solutions can be reviewed. Following this, a larger presentation will be made available for demonstration then recommendation.

2. CALL TYPE COMPRESSION The Zone 1 Ops group, NORCOM Operations and the Training division have been considering reducing the amount of problem nature codes Telecommunicators have to wade through at the start of each call. Why? Approximately 2/3 of all Fire calls annually are (EMS). Only 11 call types make up this category. On average, these are processed within striking distance of the 2010 NFPA standard that our performance is measured against – i.e. Dispatched 90% of the time in under 60 seconds. Although the remaining incidents (SUPPRESSION) make up the minority, we presently have 800% more options (84) to choose from. This is disproportionate to the EMS options and has reached an unnecessary degree of specificity. The process of tabbing through the clutter when seconds matter most is the chief contributor to our blended call to dispatch times never quite hitting the mark. When the less impressive statistics clash with our better EMS call times, the aggregate places us consistently in the low to mid 80% range. The past 7 years of combined data on the next page supports this. If we can reduce the call types, we can reduce our call times. The latest version of this concept has streamlined 100 call types (current) down to nearly half of that (proposed). Aside from improving our call to dispatch times, this will reduce human error, simplify response plan maintenance, and will expand on the success of “working fire” to establish a brand-new set of “working incidents”. Once we have reached a consensus on the details, a formal recommendation will go to the Fire Chiefs for consideration. A formal proposal (to be presented to the Z1 Fire Chiefs) will be clarified during January’s Zone 1 Ops meeting.

3. ZONE STANDARD RESPONSE PLANS The Operations Chiefs have developed a zone standard for 1-4 alarm ‘Working Fires’. These response plans will not only help us reduce the 64,000+ response plans presently housed in cad, but will provide a consistent expectation across the zone. Having a general understanding of the resources coming your way is crucial for responder safety and critical to successfully managing a High Risk / Low Frequency Incident. A coordinated training plan will be developed with EMTG and NORCOM aimed at launching these changes in Q1 2018.

42

Governing Board

Fire Liaison Report

4. STRIKE TEAM / TASK FORCE

A subcommittee (comprised of PSAPs and Fire Departments) met to create a better solution. We reviewed the current procedures line by line so we could prepare an endorsement supportive of our Fire Departments’ mission to improve auto aid. ST/TF Model Procedure #13 was approved at KC Fire Chief’s meeting in December. We will be review our current assembly point and demobilization process. We will consider splitting Seattle into North and South areas to address “immediate need” requests. North (I5) and South (90 / 520). The intent: To get units to the scene faster when filling ‘immediate need’ requests.

5. FIRE / EMS ELECTRONIC TOOLS (eCBD and LIVE MUM) The eCBD (Electronic Criteria Based Dispatch) tool was updated with the changes discussed this May at the King County EMS continuing education class in TriTech. The eCBD tool is now active in Tyler NW’s cad as well to assist call takers during cad maintenance periods. | By Q1 2018, we aim to launch the web based version of Live MUM, to run alongside the version in production today to appraise its value. The Chiefs have asked us to consider adding Ladders, Medics, Aid Cars to the Move Up Module as well. A ticket has been entered with the vendor for review.

6. RESPONSE PLAN TRAINING A select group of NORCOM personnel will be attending the Tri-Tech Administration Training being brought by NORCOM and SFAC to - Seattle – Date to be determined.

43

Finance Board Report Page 1 of 1

MEMORANDUM

To: NORCOM Governing Board

From: J.R. Lieuallen, Finance Manager


Re: Staff Update

• Tyler (NWS) Settlement Agreement Payments – There is one remaining payment: o The Final Acceptance payment of $274,509 is still outstanding.

• Possible payroll upgrades. o Received a demo from ADP, reviewing their payroll product(s). They have many options

that we currently do not have with Paychex, the most important being a centralized system and the ability to minimize manual entries.

o NORCOM is also seeking out options from other entities, such as improved Paychex options and Telestaff (our time keeping system) options.

o We are considering a change in the spring of 2018, depending on cost and of course if a new system would be beneficial to NORCOM’s needs.

o A more formal review will begin once Lena has returned from maternity leave – exact date TBA, but around March 2018.

• First quarter 2018 invoice to be sent the first week in January. • We have submitted fourth quarter (including equipment) requests to the E-911 office. We

received deposits in the account in December and are drawing those funds down in January. We will continue to draw down funds as received in order to fully utilize these dollars.

• 2016 Audit – The SAO office is currently onsite. They are scheduled to be at NORCOM until the second half of January. They will add time at the period if need be.

44

MEMORANDUM

To: NORCOM Governing Board

From: Ron Tiedeman, IT Director


Re: Staff Update – Information Technology

Due to the numerous updates, and conceptual and intellectual changes within the RAADAR application we have filed an update to the original patent. The Executive Director requested information from our counsel regarding the future and numerous demonstrations planned in 2018, and at their direction they recommended a new filing. Both Nathan and myself have documented, and put together an updated patent filing as of Friday that includes intellectual protection around an additional 10 application enhancements as well as proprietary applications created by Nathan specific to NORCOM agencies. Nathan’s custom code libraries and application development included: internal inquiry, Kirkland Jail Application and asset management. Normandy Park Police cutover is almost complete, and from the IT perspective we are ready for cutover on January 1, 2018 0400. Currently, IT has completed and tested secured links site to site, King County I-net, mobile and desktop connectivity and the Tyler application installation, user setup and training. King County Radio has installed and tested new radios purchased by Normandy Park from King County Radio. NORCOM GIS Administrator narrowed down to 2 final candidates. We wait for one candidate to complete background process and scheduling final interview with Executive Director and IT Director. NORCOM has been able to assist Bothell PD with LINX NW regional report uploads and contact information to integrate their system. The executive director was contacted by Bothell Chief of Police, and asked to assist where possible.

PSERN – Due to the departure of the previous Deputy Director Mike Mandella we have been working toward trying to represent his vacated position on the PSERN operations board. Mike has recommended the IT Director, however the process is governed by specific rules and has resulted in a qualification check prior to assignment. We wait for an update as they review qualifications to sit on the board.

PSERN working group site walks and planning continues, including NORCOM and Redmond console and dispatch equipment suitability site walks. NORCOM will be attending both site walks to assist Redmond and prepare the satellite center for future upgrades slated in December 2018.

45

Board Report

Page 2 of 2

Fire Projects (Systems Supervisor – Karen Furuya) • TriTech Upgrade –10/3/17 – Complete

o Fire Mobile users group formed to evaluate and work on future enhancements

• Other Fire Projects - Locution - Scheduling call with HP management to discuss replacement – 10 remain unusable - Live MUM – Fire move-up software upgrades and enhancements continue. - EPASS – Employee accountability project.

o Vendor demo scheduling in January – Motorola and ZONAR have viable options to demo

Police Projects (Systems Supervisor – Mike Prill) • Tyler/New World Systems Upgrade – November 7th – COMPLETE 2017.1 SP1

• Continue cleaning up open tickets and phone conference 1/5/18 – Milestone Payment Closeout

• Tyler Animal Tracking Module – Kirkland o Installation complete. o Coordinating pet data import, and dispatch procedures, operations, and type codes.

• Tyler – Brazo’s eParking Solution

o Governing board approval of amendment as NORCOM “standard service”. o Installation scheduling underway with Mercer Island Police and Bellevue Police.

Both Agencies are ordering equipment Tyler project management charge discrepancies – Requested correction

Infrastructure Projects (Senior Systems Engineer – Nathan Way)

• Tri-Tech/ NWS Tyler o Firewall Implementation – All NORCOM Agencies - Complete

• Transit Utilities Work – Bellevue City Hall

o Meeting to discuss utilities, and ingress/ egress of 911 lines with Century Link

• RAADAR o Seattle Fire Demo and Discussion o Tri-Tech Discussion – Coordination difficult o Eastside Police Chief Meeting – January 8 o Madison County, IL

Installation and configuration continues Awaiting custom programming request – 8-12 hour @ $175 per hour

o Patent Updates

46

Documents

AGENDA - NORCOM Packet 2018 01.pdfAGENDA NORCOM Governing ... Kelsie Meredith Telecommunicator 2. ... Deputy Director Louie briefed the Board on the Culture of …