[{"_1":2,"_99":-5,"_100":-5},"loaderData",{"_3":4,"_26":27},"root",{"_5":6,"_17":10,"_18":19,"_20":21,"_22":10,"_23":-5,"_24":-5,"_25":10},"user",{"_7":8,"_9":10,"_11":10,"_12":-5,"_13":-5,"_14":15,"_16":-5},"roles",[],"isAuthenticated",false,"isPremium","planName","subscriptionStatus","featureFlags",{},"insightsBudget","isDevelopmentHost","userPreferences",{},"recaptchaSiteKey","6LcvOJcUAAAAAHsB-gPGfGktcRlKpH7OTIU_dMTD","isImpersonating","impersonation","affiliateStatus","isFreedomPortal","routes/v2/article/layout",{"_28":29,"_30":31},"notFound",true,"relatedArticles",[32,75,87],{"_33":34,"_35":36,"_37":38,"_39":40,"_41":42,"_43":44,"_45":46,"_47":48,"_49":50,"_51":52,"_53":54,"_55":56,"_57":58,"_59":60,"_61":62,"_63":64,"_65":66,"_67":68,"_69":70,"_71":68,"_72":73,"_74":73},"mediaId",6081648,"mediaKeyId","2941761-c7356acfa098c1f0d62cf4193950c3a7","parentId",2941761,"title","Committee files March HR report, approves minutes and updates telecom policy; water treatment supervisor job description set at pay grade 16","audioSeconds",84,"startMs",70000,"endMs",154000,"viewUrl","/Search/View?dp=1&key=2941761-c7356acfa098c1f0d62cf4193950c3a7&start=70&end=154","thumbnailUrl","https://assets.pipeline.soar.com/2941761-c7356acfa098c1f0d62cf4193950c3a7/thumbnail_70000.jpg","articleUrl","/articles/6081648/Wausau/Marathon-County/Wisconsin/Committee-files-March-HR-report-approves-minutes-and-updates-telecom-policy-water-treatment-supervisor-job-description-set-at-pay-grade-16","mediaUrl","https://secure.pipeline.soar.com/6081648-27979d8df58515bb40cf10307861002d/orig.mp4?Expires=1770993855&Signature=W6-Hbr8nP8EPSQMrsGPrSz9X5FG9ndE84arucuTyA6qKzrZxctuHBQx~lP7p5j92nrf6dh58aAlRdVB5fwmG1rOwKOsd3NyPmtdbZ6S30AKOa3Q0emBUmSYiA9-TVamPPCsZ9DUX~TyiS0s65tuGZDMp-2t4h6QxBhvTyLOZjApRTFqauxIhpUFxACOVSkf9EzKuZ~~ncs3yhsNBLc6yVp-Pail3vaOfC26g9FUrKUbBH~0xArJGz82RKvKcn53OtAzOtsaH5xiwMLk4SrYxNhObueK9OIZS0Q8eBjmpOBb7dI6C5~DVp7OVuxzh4cnXuPbvRi2mJAaPjx-IDe1aEA__&Key-Pair-Id=KUT5TJCACFTXG","author","City of Wasau, WI","date","2025-04-10T00:46:43Z","article","The Wausau Human Resources Committee on April 9 approved routine agenda items: acceptance of the February meeting minutes, filing the human resources report for March 2025, adoption of a revised policy on wireless telecommunication devices and services, and approval of a water treatment supervisor job description with pay grade 16.

Committee members voted to accept the February minutes on a unanimous voice vote after a motion by Killian and a second by Martins. The March human resources report was placed on file without discussion.

Staff presented an updated policy on the use of wireless telecommunication devices and services; staff said most city phones now use FirstNet as the primary provider, with a handful of devices remaining on AT&T. The committee moved to approve the revised telecommunications policy; the motion passed unanimously.

The committee also approved a job description and salary placement for a water treatment supervisor. Staff said a job description and pay grade had not been established when the position was added to the 2024 budget; the committee approved a pay grade of 16 for the position and approved the job description unanimously.

Votes at a glance
- Approval of February 2025 minutes: Motion by Killian; second by Martins; outcome: approved unanimously.
- Human resources report for March 2025: Filed (no vote recorded beyond placement on file).
- Revised policy on use of wireless telecommunication devices and services: Approved unanimously; staff noted FirstNet as the primary provider and a small number of AT&T devices remain.
- Water treatment supervisor job description and pay grade: Approved unanimously; assigned pay grade 16.

These items were procedural and concluded early in the meeting, allowing the committee to focus on staffing and summer‑hours discussions later on the agenda.","mediaType","Video","parentTitle","Wausau City Council Human Resources Committee Meeting - 4/9/25","oneSentenceSummary","The Wausau Human Resources Committee approved routine items including February minutes, filed the March HR report, adopted a revised wireless telecommunication devices policy, and approved a water treatment supervisor job description at pay grade 16.","taxTitle","Wausau, Marathon County, Wisconsin","taxId",4562,"location","headline","","shortSummary",{"_33":76,"_35":36,"_37":38,"_39":77,"_41":78,"_43":79,"_45":80,"_47":81,"_49":82,"_51":83,"_53":84,"_55":56,"_57":58,"_59":85,"_61":62,"_63":64,"_65":86,"_67":68,"_69":70,"_71":68,"_72":73,"_74":73},6081653,"Wausau committee tables decision on summer hours, asks staff for survey and pilot plan",3257,2059000,5316000,"/Search/View?dp=1&key=2941761-c7356acfa098c1f0d62cf4193950c3a7&start=2059&end=5316","https://assets.pipeline.soar.com/2941761-c7356acfa098c1f0d62cf4193950c3a7/thumbnail_2059000.jpg","/articles/6081653/Wausau/Marathon-County/Wisconsin/Wausau-committee-tables-decision-on-summer-hours-asks-staff-for-survey-and-pilot-plan","https://secure.pipeline.soar.com/6081653-2b435a08a61aed0377c518f8c203362a/orig.mp4?Expires=1770993855&Signature=f815u8Kb8fQ-vaGArsvEM3ZCMwtL3D6-eXZKY~Q~7Xvj6taAzGBuiyFS~oVRRyqz3ISLshbX97rRZFeN6jShAviAzV6atbk-eJuAkh7tsPh1RQlWsCmgndf9Cc4Duv40bJi-b9k0kUQRlD6y8dmpydXcQXtNoaTbCGeLIhAmCUkB~0Vjgr-2Dtx0JALyoO56gJu9kk99dowpzncOfXboSthD6rnLQj6YEMK~IXUIyLkJsqiF7EBS23~scT26J371kv5aqK22SBdIDfOvIe4wbjduwqNugKXjYL~HYrYQDTQ3W~2YW9q80Pru8rh6Hfs9ElX-RzKpP2oGa8UrFUgByA__&Key-Pair-Id=KUT5TJCACFTXG","The Wausau Human Resources Committee on April 9 voted to table action on a proposed summer hour schedule for city hall and directed staff to return in May with public‑feedback options, input from the incoming HR director and a proposed pilot for summer 2025.

Mayor Jenny asked the committee to pause and gather additional data before making the change permanent. “My purpose here tonight is to encourage you to either to hold on your decision… or by tabling it,” she said, noting staff and directors identified unresolved customer‑service questions and that another pilot could build on a 2024 experiment.

Committee members and members of the public expressed concern about access for residents who rely on in‑person service during traditional hours. Several alderpersons said some residents do not use online services and may arrive at city hall unaware of revised hours. A committee member reported receiving five to six complaints from residents saying they had bills or paydays timed to Friday hours and found city hall closed.

Staff and the employee resource committee presented two proposals in the meeting packet. One option preserves 42.5 service hours per week but redistributes them so the public desk would be open longer Monday–Thursday and close early Friday; an example schedule cited in the packet was 7:15 a.m.–4:30 p.m. Monday–Thursday and 7:15 a.m.–12:15 p.m. on Fridays. Staff noted other nearby municipalities, including Rib Mountain, Rothschild and Schofield, have reduced Friday hours during summer months.

Concerns raised included whether an online survey would capture a representative sample of residents, the need to consult the municipal court schedule (which may require code change for permanent hours), potential overtime/comp time questions for staff, and whether a pilot should be authorized by council rather than implemented unilaterally by staff. The committee directed staff to propose a public survey method (mail and in‑person options were discussed), gather examples from neighboring municipalities, and present a pilot plan and HR director input at the May meeting.

The motion to table and return with the requested work was approved by the committee. Committee members emphasized the need for robust outreach and clear notice if any pilot proceeds.

Next steps: staff will gather survey options and citizen feedback mechanisms, provide the incoming HR director’s recommendations, outline a pilot (dates and notice plan) and report back to the Human Resources Committee in May.","After hours of public and committee debate over proposed summer hours for city hall, the Human Resources Committee voted to table the item to May and requested staff develop a public survey, HR director input and a pilot plan.",{"_33":88,"_35":36,"_37":38,"_39":89,"_41":90,"_43":91,"_45":92,"_47":93,"_49":94,"_51":95,"_53":96,"_55":56,"_57":58,"_59":97,"_61":62,"_63":64,"_65":98,"_67":68,"_69":70,"_71":68,"_72":73,"_74":73},6081658,"Wausau committee approves backfill for deployed officer, creates part-time officer program",255,189000,444000,"/Search/View?dp=1&key=2941761-c7356acfa098c1f0d62cf4193950c3a7&start=189&end=444","https://assets.pipeline.soar.com/2941761-c7356acfa098c1f0d62cf4193950c3a7/thumbnail_189000.jpg","/articles/6081658/Wausau/Marathon-County/Wisconsin/Wausau-committee-approves-backfill-for-deployed-officer-creates-part-time-officer-program","https://secure.pipeline.soar.com/6081658-a549c73f698e9ce2ea24856cad068bb5/orig.mp4?Expires=1770993855&Signature=WIv3sPEt9nzVnwZ3ahnpApYac5KMB5lUIVMpUOF9Rg90F5e1092cO550vGn64IOiUgi5w8A00qs84rJzWuUOrGc53VpbbeiLyErXFlqzPBtouhjB8k9r1bAeLdRYE7gw19QPg2WfHZvZxjCRLUOosxYs07edOhdCuQAkF-nSPcqwoIzf1JoUI0r-6Y0LSszRYClH~YzEO4eE8GwDHd4u8elDc-lsXxWT2KJyFBYmHjn93vjjzFimHgSsFSZv3UBKmeU29H8BaP4X9fPk7a0RvAYuuUL16x~OV1awuNGZh1lfCzV7OWsEOe7xEnf0BDeHuCWOYgdhAAPGkAF6wBDgkA__&Key-Pair-Id=KUT5TJCACFTXG","The Wausau Human Resources Committee on April 9 approved authorizing the police department to backfill a position while an officer is deployed on military duty and voted 3–2 to establish a part‑time officer program that would allow trained former officers or instructors to return for limited hours.

The actions came after Police Chief Barnes described a one‑year deployment beginning in May that will create a staffing gap. He told the committee the city would not pay the deployed officer during the deployment and that backfilling would use savings from that employee’s pay and benefits. “We’re not paying them during that period of time,” Barnes said, explaining the budget rationale for hiring a temporary replacement and training that person so they could be ready for expected retirements in early 2026.

The committee also approved a program to hire up to a few part‑time officers — for example, retired officers or instructors at Northcentral Technical College — to work limited hours for duties such as targeted enforcement, summer event coverage and mentoring community service officers (CSOs). Chief Barnes described part‑time staff as a lower‑cost way to access experienced officers without paying benefits. He said the department expects to manage the program within existing vacancy savings and does not plan to request new recurring budget dollars.

Committee members asked about legal and fiscal limits. Barnes explained Wisconsin Act 12’s maintenance‑of‑effort rules govern shared revenue tied to protective services and measure whether levy dollars spent for law enforcement drop from year to year; he said the rule is based on dollars spent, not on unfilled positions, and staff monitor the calculation with finance staff. “The maintenance of effort does not take into account openings that we’re trying to hire for, or positions that aren’t filled. It’s the dollars that are spent,” Barnes said.

The chief and staff emphasized that the program requires negotiated agreement with the union. The Police and Fire Commission signaled support for changes to the hiring process, but the collective bargaining agreement with WPPA (the police union) must be addressed: the union could choose to represent part‑time employees and would negotiate pay and terms. Barnes also said the part‑time positions are not intended to replace overtime opportunities for full‑time staff; labor rules and seniority lists limit how overtime and part‑time shifts interact.

Votes and motions: the authorization to exceed staffing for the deployed officer was approved without recorded opposition. The part‑time officer program passed on a 3–2 vote.

The committee recorded several operational clarifications: the temporary backfill is intended to be budget‑neutral or budget‑positive for 2025 because of salary savings while the deployed officer receives military pay; staff expect one to two retirements in January–February 2026 that would absorb a permanently retained backfill; and up to three to four part‑time officers could be available depending on departmental needs and union negotiation outcomes.

Next steps: staff will proceed under the collective bargaining and budget constraints, negotiate terms with the union as required, and return to the council or committee if further budget authority or policy changes are needed.","The Wausau Human Resources Committee authorized backfilling a police position for a one-year military deployment and approved a part-time officer program to use trained former officers and instructors for limited summer and specialty shifts.","actionData","errors"]

Article not found

Committee files March HR report, approves minutes and updates telecom policy; water treatment supervisor job description set at pay grade 16

Wausau committee tables decision on summer hours, asks staff for survey and pilot plan

Wausau committee approves backfill for deployed officer, creates part-time officer program