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HomeMy WebLinkAboutResolutions - 2017.04.26 - 22872MISCELLANEOUS RESOLUTION #17089 April 26, 2017 BY: Robert Hoffman, Chairperson, Human Resources Committee IN RE: HUMAN RESOURCES DEPARTMENT - SALARY ADMINISTRATION PLAN 2nd QUARTERLY REPORT FOR FY2017 To the Oakland County Board of Commissioners Chairperson, Ladies and Gentlemen: WHEREAS the Salary Administration Plan approved by the Board of Commissioners for Salary Grades 1 -21 provides a process for departments and employees to request a review of the salary grade placement of classifications; and WHEREAS the 2nd Quarterly Report for FY 2017 identifies the job studies conducted and the salary grade changes recommended by the Human Resources Department after completion of this review process; and WHEREAS funding is available in the Classification and Rate Change fund to implement any GF/GP salary grade changes resulting from this Salary Administration Plan Quarterly Report recommendation; and NOW THEREFORE BE IT RESOLVED that the Oakland County Board of Commissioners authorizes implementation of the Salary Administration Plan 2nd Quarterly Report for FY 2017. BE IT FURTHER RESOLVED to increase the salary grade of the following classifications: Classification From Grade Points To Grade Points Administrator CHM 18 652 19 692 Administrator Environmental Health Svcs 18 627 19 692 Administrator Personal & Preventive Health Svcs 18 652 19 692 Administrator PH Administrative Svcs 18 647 19 667 Chief CHPIS 16 529 17 584 Chief Public Health Administrative Svcs 16 542 17 584 WRC Community Liaison 11 395 12 400 BE IT FURTHER RESOLVED to change the total points of the following classification with no change in salary grade: Classification Grade From Points To Points Manager — Human Resources 20 750 770 BE IT FURTHER RESOLVED to create the following new classifications: Classification Grade Points FLSA Status Airport Maintenance Mechanic Ill 11 373 Non-Exempt Business Development Coordinator 16 523 Exempt BE IT FURTHER RESOLVED to reclassify the following positions: Position # From To 1030701-01559 Airport Maintenance Mechanic II Airport Maintenance Mechanic III 1090205-10389 Supervisor — Business Development Business Development Coordinator Chairperson, on behalf of the Human Resources Committee, I move the adoption of the foregoing resolution. Chairperson, Human Rbsburces Committee HUMAN RESOURCES COMMITTEE VOTE: Motion carried unanimously on a roll call vote. —.........z.. fe COmaANDT COUNTY MICHIGAN HUMAN RESOURCES OAKLAND COUNTY EXECUTIVE L. BROOKS PATTERSON Jordie Kramer, Director TO: Human Resources Committee FROM: Lori Taylor, Deputy Director — Human Resources DATE: April 19, 2017 SUBJECT: Salary Administration Plan Second Quarterly Report for FY2017 Attached is the Salary Administration Second Quarterly Report for FY2017. it includes determinations on reviews of salary grade placements made for classifications in salary grades 1 - 21. It also details the classifications reviewed, the Human Resources Department determinations and the cost of implementing the recommended changes. 2100 Pontiac Lake Road I County Executive Building 41W I Waterford, MI 48328 I Fax (248) 452-9172 I OakGov.com OAKLAND COUNTY SALARY ADMINISTRATION SECOND QUARTERLY REPORT FOR FY2017 04/19/2017 CONTENTS Miscellaneous Resolution Background Summary IV. Human Resources Department Recommendations V. Reasons for Recommended Changes VI. Job Descriptions for New Classifications OAKLAND COUNTY SALARY ADMINISTRATION SECOND QUARTERLY REPORT FOR FY2017 04/19/17 PART II- BACKGROUND BACKGROUND Per Merit Rule 2, the Salary Administration Plan provides for a review and appeal process of salary grade placements. It requires presentation of a quarterly report to the Human Resources Committee of reviews conducted during the quarter by the Human Resources Department, and of appeals heard by the Job Evaluation Review Panel if applicable. The Human Resources and Finance Committees and the Board of Commissioners must approve any recommended changes in grade level prior to becoming effective. Funds are contained in the FY16 Budget specifically for classification and rate changes resulting from these reviews. In cases where the Human Resources Department is not recommending a change in salary grade, an additional appeal step has been provided. Departments wishing to appeal one of their requests may appeal directly to the Job Evaluation Review Panel. Employees wishing to appeal their re-evaluations must submit a request in writing to the Human Resources Committee. The Human Resources Committee may receive and file the request, or advance the request to the Job Evaluation Review Panel. OAKLAND COUNTY SALARY ADMINISTRATION SECOND QUARTERLY REPORT FOR FY2017 04/19/17 PART III - SUMMARY PAGE Position Activity Summary Activity Classes Positions Up: 7 7 Same: 1 1 Down: 0 0 Newly Placed on Plan: 2 2 Removed from the Plan: 0 0 Total Requested for Review: 10 10 Pay Period Information Number of Pay Periods this FY: 26 Number of Remaining Pay Periods in FY: 10 Effective Date: 05/13/17 Salaries Increase Summary GF/GP PR / SR Remainder of FY Salaries Increase: $11,602 $2,480 Remainder of FY S.I. Increase: $0 $0 Remainder of FY Benefits Increase: $4,490 $960 Remainder of FY Total Increase: $16,092 $3,440 Fiscal Year Salaries Increase: $30,166 $6,448 FY Service Increment (S.I.) Increase: $0 $0 Fiscal Year Benefits Increase: $11,674 $2,495 Fiscal Year Total Increase: $41,840 $8,943 Note: Annual rates are shown for illustrative purposes only. OAKLAND COUNTY SALARY ADMIN1STFtATION SECOND QUARTERLY REPORT FOR FY2017 04/19/17 PART IV - HUMAN RESOURCES DEPARTMENT RECOMMENDATIONS Department/Division Classification Last Studied # of Positions Current Grade Proposed Grade Current Points Proposed Points Remainder Salaries & GF/GP Funds of Year F. B. Costs PR/SR Funds H&HS/Health/CHPIS Administrator CHPIS 2002 1 18 19 652 692 $2,776 H&HS/Health/Env Health Administrator Environmental Health Services n/a 1 18 19 627 692 $2,776 H&HS/Health/PHNIS Administrator Personal & Preventive Health Services n/a 1 18 19 652 692 $2,776 H&HS/Health/Admin Administrator PH Administrative Services n/a 1 18 19 647 667 $2,776 H&HS/Health/CHPIS Chief CHPIS 2002 1 16 17 529 584 $2,429 H&HS/Health/Admin Chief PH Administrative Services n/a 1 16 17 542 584 $2,429 Water Resources Commissioner WRC Community Liaison 2000 1 11 12 395 400 $1,919 Economic Dev & Comm Affairs / PEDS Business Development Coordinator (new classification) 2017 1 16 16 528 523 0 Central Services/ Airport Airport Maintenance Mechanic III (new classification) n/a 1 10 11 345 373 $1,521 Human Resources / Benefits Administration Manager — Human Resources 2004 1 20 20 750 770 0 OAKLAND COUNTY SALARY ADMINISTRATION FIRST QUARTERLY REPORT FOR FY2017 04/19/17 PART V — REASONS FOR RECOMMENDED CHANGES Department/Division Classification Explanation of Factor Changes Description Health & Human Services Health Administrator CHPIS Increase Factor 3, Supervisory Responsibility, from 12D/102 to 12E/107 to reflect an increase in the total number of FTE positions supervised. Increase Factor 5, Communication, from 3A/55 to 38/60 to reflect that this classification is involved in resolving and/or addressing employee conflicts & discipline, contract negotiations, dealing with clients that may be upset about services process, responding to questions from Commissioners, State and Federal Officials, and administration. Increase Factor 6, Accountability, from 5A/80 to 613/110 to reflect that the work is performed under general direction of the Health Officer, with responsibility for a budget of just under $7 million for four program areas, including the largest Hearing and Vision program in the State, the largest Health Education program and one of the largest WIC programs in the state. Health & Human Services Health Administrator Environmental Health Services Increase Factor 4, Problem Solving, from 5/95 to 6A/125 to recognize that the job continues to involve gathering and interpreting data, much of which is non-quantifiable and of questionable reliability such as: to recognize that the job continues to involve gathering and interpreting data related to environmental health issues (i.e. lead/cooper concentrations in drinking water, food born e illness outbreak investigation data). The incumbent is also involved in resolving and/or addressing employee conflicts, and performance issues, dealing with hostile clients/business owners, responding to questions from the County Executive, Commissioners as well as State and Federal Officials. Increase Factor 6, Accountability, from 5A/80 to 681/110 to reflect that work is performed under general direction of the Health Officer, and is responsible for the planning, monitoring and authorization of expenditures to the annual operating budget of $8,278,822 for all units under the Environmental Health Services unit. Increase Factor 9, Accident & Health Hazards, from 1C/5 to 2A/10 because the tasks of this position produces some exposure to minor cuts abrasions or falls while driving and travelingto and from the various meetings with community partners and/or public officials and travel to conferences and other job related events. Health & Human Services Health Administrator Personal & Preventative Health Services Increase Factor 3, Supervisory Responsibility, from 12D/102 to 12E/107 to reflect an increase in the total number of FTE positions supervised. Increase Factor 5, Communication, from 3A/55 to 38/60 to reflect that the duties of this position includes resolving and/or addressing employee conflicts & discipline, MNA contract negotiations, dealing with clients that may be upset about new immunization process, an occasional long wait in clinic, and responding to questions from Commissioners, State and Federal Officials, and administration. Increase Factor 6, Accountability, from 5A/80 to 6131/110 to reflect that the work is performed under general direction of the Health Officer, and is responsible for the planning, monitoring and authorization of expenditures to the annual operating budget of $14,066,203 for all units under Public Health Nursing Services. Health & Human Services Health Administrator PH Administrative Services Increase Factor 2, Experience, from 6/100 to 7/130 to reflect that a minimum of seven (7) years of full time experience in public health or human services programming, business administration, budgeting, finance, accounting, emergency preparedness/management, interpretation of local, State and Federal legislative proposals and/or laws, information technology systems, and program evaluation is required of this classification. Health & Human Services Health Chief CHPIS Increase Factor 2, Experience, from 5/75 to 6/100 to reflect that a minimum of 5 years full time experience is necessary for appropriate functioning in this classification. Increase Factor 3, Supervisory Responsibility, from 8C/59 to 10C/79 to reflect an increase in the total number of FTE positions supervised. Increase Factor 7, Mental Concentration, from 3/40 to 4/55 to reflect to recognize that up to 60% of time is spent on tasks requiring a high level of mental concentration. Decrease Factor 9, Accident & Health Hazards, from 2A/10 to 1C/5 to reflect that the duties & responsibilities present little to no personal exposure to health risks. Health & Human Services Health Chief PH Ad min Services Decrease Factor 3, Supervisory Responsibility, from 10D/82 to 10C/79 to reflect a decrease in the total number of FTE positions supervised. Increase Factor 5, Communication, from 2B/35 to 3A/55 to recognize time spent responding to FOIA requests and questions from the public, developing and communicating new policies & procedures, and providing directions to staff and committee members. Increase Factor 6, Accountability, from 4A/55 to 5A/80 because work is performed under the limited direction of the Administrator of PH Administrative Services. Human Resources Benefits Administration Manager—Human Resources Increase Factor 6, Accountability, from 6A10/124 to 6C9/144 to appropriately reflect that this position has primary responsibility for revenues, expenses and control of resources of $15,000,000 - $75,000,000. Economic Dev & Comm Affairs PEDS Business Development Coordinator Decrease Factor 3, Supervision, from 8A/53 to 4A/13 to reflect that this classification will function as a leader over lower level professional & technical staff, with no formal supervisory duties. Increase Factor 5, Communication, from 3A/55 to 3B/60 to reflect the amount of time spent in communications of a sensitive nature. Increase Factor 8, Physical Demands, from 1C/5 to 2A/10 to reflect that the duties of this classification involve some physical exertion carrying required in caring materials & packages. Increase Factor 9, Accident & Health Hazards, from 2B/15 to 3B/25 to reflect that this classification has a higher likelihood of risk related to the amount of time spent in international travel. Increase Factor 10, Working Conditions, from 1C/5 to 3A/20 to reflect that this classification is exposed to adverse working conditions that are present in airports, manufacturing & industrial plants, and occasional exposure to elements. Water Resources Commissioner Administration WRC Community Liaison Increase Factor 5, Communication, from 3A/55 to 36/60 to reflect the increased amount of time spent communications that have a likelihood of becoming sensitive or confrontational. Central Services Airport Airport Maintenance Mechanic Ill (new classification) Increase Factor 3, Supervision, from 1A/0 to 3A/3 to reflect oversight of the work quality of any repairs done to the mechanical equipment under mechanical License, per State of Michigan code. Increase Factor 4, Problem Solving, from 3/55 to 4/70 to reflect the troubleshooting and resolving of complex mechanical errors or controls. Increase Factor 6, Accountability, from 2A/20 to 3A/35 to show the level of independent judgement and quality of work performed and expected under immediate supervisor. Increase Factor 7, Mental Concentration, from 3/40 to 4/55e to reflect the time spent up to spend repairing and diagnosing equipment. Decrease Factor 8, Physical Demands, from 5A/40 to 4A/30 to reflect the level of physical demand needed to perform the work with varying mechanical equipment and areas. Decrease Factor 9, Health Hazards, from 4A/40 to 3A/25 to reflect the routine exposed to hazardous chemicals, water temperatures and voltage during daily work and ARFF. Increase Factor 10, Working Conditions, from 3A/20 to 3B/25 to reflect regular exposure to temperature, noise and vibration differences routinely that cannot be avoided with PPE. OAKLAND COUNTY SALARY ADMINISTRATION SECOND QUARTERLY REPORT FOR FY2017 04/19/17 PART VI— DRAFT JOB DESCRIPTIONS JOB DESCRIPTIONS This section contains the draft job descriptions for any new classifications that will be created as a result of classification salary grade review studies. These drafts are not official and the content may be revised after the adoption of the Salary Administration Plan Quarterly Report. OAKLAND COUNTY MICHIGAN Class Title: AIRPORT MAINTENANCE MECHANIC III Department: Central Services/Airport Reports To: Airport Maintenance & Rescue Supervisor FLSA Status: Non-Exempt GENERAL SUMMARY Under general supervision, has demonstrated expert ability as a specialist in one of the following structural, finishing or mechanical building crafts: air conditioning/refrigeration, carpentry, plumbing/pipefitting or electrical. Performs difficult repairs, alteration and modernization to craft projects within respective craft specialty and is responsible for determining the skills required and estimating the employee hours, materials, tools, and equipment necessary to accomplish the work. Is expected to recognize occupational hazards associated with work in the respective craft specialty and to exercise appropriate safety measures. Recognizes and evaluates difficult and/or complex problems that arise during the course of a project and takes appropriate remedial actions. Assists supervisors in making facility inspections to determine repairs necessary to buildings and equipment, and is called upon to advise and recommend the procedures required to correct difficult emergency maintenance situations. Utilizes current county-wide and/or department specific software to complete assignments. SUPERVISION EXERCISED Functions as a crew leader over lower level maintenance employees. Assigns and checks work, trains, assists and instructs employees. TYPICAL DUTIES AND RESPONSIBILITIES Performs complex, mechanical building crafts including the repair, alteration and modernization projects as required. Installs and repairs industrial and commercial refrigeration and heating and cooling systems according to engineering specifications. Maintains proper refrigerant charge and adjusts controls on air-conditioners, refrigerators and freezers. Dismantles malfunctioning systems and tests components, using electrical, mechanical and pneumatic testing equipment. Re-assembles and performs routine maintenance as needed. Tests efficiency of the system with anemometers and thermometers, making adjustments to thermostatic controls, blowers, and equipment. Isolates defects in wiring, switches, motors and other electrical equipment, using testing equipment such as ammeters, ohmmeters, voltmeters or testing lamps. Examines and tests such elements of systems as distribution panel, controls, circuit fixtures, and generators motors to locate obvious faults such as blown fuses, short circuits, and other electrical disturbances. CLASS TITLE: AIRPORT MAINTENANCE MECHANIC Ill Examines and repairs various lighting sources, such as florescent, LED and sodium lighting, in buildings, on runways, runway signage and hangars using electrical standards. Wires buildings and makes additions to existing wiring using approved code materials, techniques, project diagrarns and testing equipment to ensure completeness, accuracy and safety of work performance. Establishes and maintains preventive maintenance schedules for heating, air conditioning equipment and electronic controls. Plans, assigns, directs, coordinates and reviews the work of a crew or crews engaged in projects involving the following craft specialties: air conditioning/refrigeration, carpentry or electrical. Assists supervisor in the inspection of facilities to determine repairs necessary to buildings and equipment. Inspects airfield and buildings for fire hazards, vandalism, theft, unauthorized persons and locked doors. Reports incidents to supervisor or contacts law enforcement agencies if necessary in the supervisor's absence. Orders, stores and controls materials, tools and equipment necessary to accomplish assigned craft projects. ADDITIONAL DUTIES & RESPONSIBILITIES Responds to actual and potential aircraft emergencies with crash-fire-rescue vehicles and equipment, utilizing chemical foam, hand extinguishers and extraction equipment if necessary, to extinguish fires and remove persons from damaged aircraft. May have to move injured persons sometimes in very stressful situations. Removes snow and ice from sidewalks, parking lots, runways and taxiways during winter months using sand or chemicals and hand or power snow removal equipment. Assists in crowd control, automobile parking and other related activities during special airport events. Utilizes current county-wide and/or department specific software to complete assignments. ESSENTIAL PHYSICAL & MENTAL REQUIREMENTS Ability to communicate to accurately convey information. Ability to use tools necessary to analyze, repair and maintain various electrical and industrial mechanical equipment. WORKING CONDITIONS Work is performed in variable weather conditions, confined spaces and areas of loud noises. May be exposed to machinery and equipment that could affect health conditions. May participate in activities that require driving or being a passenger in an automobile or bus. IMPORTANT NOTE: The primary purpose of this job description is to set a fair and equitable salary range for this job classification. Generally, only those key duties necessary for proper job evaluation 2 CLASS TITLE: AIRPORT MAINTENANCE MECHANIC III and/or labor market analysis have been included. Other duties and responsibilities will be assigned by the supervisor. EXPERIENCE, TRAINING, KNOWLEDGES, SKILLS & ABILITIES A. REQUIRED MINIMUM QUALIFICATIONS 1, Must possess a Master or Journeyman air conditioning/refrigeration or Mechanical Contractor's license issued by the Michigan Department of Labor or by a state approved agency. 2. Possess a valid motor vehicle operator's or chauffeur's license. 3. Pass the complete examination, including the employment medical, established for this class. 4. Successfully complete the six month probationary period. B. ADDITIONAL DESIRABLE QUALIFICATIONS 1, Considerable ability to estimate the man hours, techniques, tools, materials and equipment required to complete a maintenance project. 2. Considerable ability to work under pressure during an emergency. 3. Reasonable ability to train, direct and evaluate the performance of work crews. 4. Reasonable ability to inspect and report on the progress of work projects. 5. Reasonable ability to work under hazardous and/or difficult working conditions common to a building craft or mechanical field, such as high or confined places, high voltage areas, and/or areas involving heat, offensive odors and dampness. 6. Reasonable ability to maintain a polite, cordial disposition toward other County employees and the general public. 7. Reasonable knowledge of and ability to practice standard safety techniques. 8. Reasonable knowledge of the practical application of First Aid techniques. 9. Familiar with current word processing, spreadsheet, database, e-mail and Internet software. SPECIAL REQUIREMENTS Must maintain a valid motor vehicle operator's or chauffeur's license. Must maintain a Master or Journeyman license or certificate in a designated craft specialty area, issued by the Michigan Department of Labor or a state approved agency. 3 CRAFT 04/11117 OAKLAND COUNTY MICHIGAN Class Title: BUSINESS DEVELOPMENT COORDINATOR Department: Economic Development & Community Affairs / Planning & Economic Development Services Reports To: Administrator Business Development FLSA Status: Exempt GENERAL SUMMARY Under direction, coordinates with U.S. Department of Commerce staff, county, and municipal economic development agencies to assist companies in expanding business through international trade by providing guidance and expertise on all aspects of international business development. Cooperates with, and is knowledgeable of the various assistance and international trade services of other development agencies and supports these activities to the extent possible. Acts as a sales representative for Oakland County to attract and retain business to the County. Provides resources and technical assistance to businesses contemplating investment and growth in the County by linking them to appropriate local, regional, state and federal resources and programs. Acts as a technical representative to both local and non-resident businesses in order to coordinate available County assistance and to perform advocate functions for these businesses. Develops and maintains communication with area businesses and other interested groups in order to gather and disseminate pertinent information regarding business needs and economic development services. Depending on work assignment international travel may be required. Provides training and guidance to professional level staff in the business development group. Utilizes current county-wide and/or department specific software to complete assignments. SUPERVISION EXERCISED Functions as a team leader for assigned program area. ESSENTIAL JOB FUNCTIONS Coordinates regular project team meetings to guide the development of local and international business development. Recommends annual project goals and objectives for the Business Development Group and the methods used to accomplish these goals. Develops and leads national and international business attraction trade missions for senior level County officials and business executives. Successfully attracts new business to Oakland County by making direct national and international sales calls. Participates in trade shows, trade missions, industry meetings and calling programs to generate leads and prospects. CLASS TITLE: BUSINESS DEVELOPMENT COORDINATOR Generates prospective leads by direct research and by working with trade associations, Chambers of Commerce, local communities, business services providers and local, regional and state development agencies. Conducts personal visits to local groups, communities and businesses to identify their needs and provide information regarding available local, regional, state and federal economic development resources and programs. Acts as an advocate, when appropriate, on behalf of business clients, by representing them in community actions which directly affect their business activity. Performs follow up via written communication and personal visits to prospects on a regular basis to provide continual and high quality assistance. Assists businesses in pursuing export and/or government procurement opportunities. Acts as an advocate on behalf of business clients in community actions which directly affect their business activity. Utilizes current county-wide and/or department specific software to complete assignments. ADDITIONAL DUTIES & RESPONSIBILITIES Assists in the preparation of marketing plans and strategy. Assists in the development of quarterly project status reports indicating information such as the number and type of projects completed during the quarter for presentation to Division Manager, Department Director, County Executive and Board of Commissioners. Assists in providing problem solving and international trade assistance to the businesses in Oakland County and in adjoining counties and GLIMA affiliates. ESSENTIAL PHYSICAL & MENTAL REQUIREMENTS Ability to communicate to accurately convey information. WORKING CONDITIONS Work is performed in a typical office environment. May be required to travel nationally and/or internationally. IMPORTANT NOTE: The primary purpose of this job description is to set a fair and equitable salary range for this job classification. Generally, only those key duties necessary for proper job evaluation and/or labor market analysis have been included. Other duties and responsibilities may be assigned by the supervisor. 2 CLASS TITLE: BUSINESS DEVELOPMENT COORDINATOR EXPERIENCE, TRAINING, KNOWLEDGES, SKILLS & ABILITIES A. REQUIRED MINIMUM QUALIFICATIONS Possess a Bachelor's Degree from an accredited college or university with a major in Business Administration, Urban Planning, Economics, Public Administration, International Relations, International Business Management, or a closely related field. 2. Have at least five (5) years of full-time professional work experience in the public or private sector in international trade, international or national business-to-business sales, economic development, urban planning, real estate development, industrial development or a closely related area. NOTE: A Master's Degree in one of the fields listed in 1 above may substitute for one (1) year of experience listed in 2 above. 3. Possess a valid operator's or chauffeur's license. 4. Pass the complete examination, including the employment medical, established for this classification. 5. Successfully complete the six month probationary period. B. ADDITIONAL DESIRABLE QUALIFICATIONS I. Considerable knowledge of the factors effecting business location decisions. 2. Considerable knowledge of the principles and practices of economic development. 3. Considerable knowledge of all relevant state and federal economic development programs, incentives and techniques, as well as local community policies toward business retention and attraction. 4. Considerable ability to maintain an effective working relationship with community leaders, public agencies, private organizations, business clients, and the general public. 5. Considerable ability to prepare and present reports, analysis and studies on a variety of technical issues related to economic development. 6. Considerable knowledge of land use and infrastructure relationships and of the variables which affect economic development. 7. Considerable business travel or overseas work experience. 8. Considerable ability to follow complex written and oral instructions. 9. Considerable proficiency in personal computer skills 10. Considerable ability to speak, read and write in a foreign language. 11. Reasonable ability to assist communities to prepare for development and redevelopment. 3 CLASS TITLE: BUSINESS DEVELOPMENT COORDINATOR 12. Reasonable ability to counsel small business. 13. Reasonable ability to utilize current word processing, spreadsheet, database, e-mail and Internet software. C. SPECIAL REQUIREMENTS 1. Must maintain a valid motor vehicle operator's or chauffeur's license. 2. Must maintain appropriate legal documents required for international travel. RETURN TO AGENDA 4 Resolution #17089 April 26, 2017 The Vice-Chairperson referred the resolution to the Finance Committee. There were no objections.