[{"_1":2,"_87":-5,"_88":-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],{"_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",6164687,"mediaKeyId","5427818-fdfa6063a4fbde10d0419be3f3c09ea3","parentId",5427818,"title","Neighbors of Dunn County committee hears quality, staffing, facilities updates; accepts financial reports","audioSeconds",1440,"startMs",139000,"endMs",1579000,"viewUrl","/Search/View?dp=1&key=5427818-fdfa6063a4fbde10d0419be3f3c09ea3&start=139&end=1579","thumbnailUrl","https://assets.pipeline.soar.com/5427818-fdfa6063a4fbde10d0419be3f3c09ea3/thumbnail_139000.jpg","articleUrl","/articles/6164687/Dunn-County/Wisconsin/Neighbors-of-Dunn-County-committee-hears-quality-staffing-facilities-updates-accepts-financial-reports","mediaUrl","https://secure.pipeline.soar.com/6164687-ecc57376537772ef998d4035ca4b4e57/orig.mp4?Expires=1773683149&Signature=l5J8xdSqezURPfXnrd2B23rPgYGlb4BA-ajhA9TwP~GVmxKm8sRWPaBYxb23-GYENwgNg~NWPKQ7YtSGQk0B-8NjI28oGS0aEUiVJVoEL~4jcLSe1Csvmln0qG5t~Y7erOoUSNGb-HjQMHq9IPxtbwTvoPwQzjFmI6Jz5GRJSFtpID1N-bwzFqSLXSfHx-Ct4MXLjLft9tH3yKFlkxzuGYt9pq8wJdpXya7rTuFek5Z~aMji2bQhec6IuVendAWWJND8T7qV0sZ1xKpnl09OFMHHGnoHf64AJv-7298f0dn6xc3He6251zDWdYtbtbS2LivEWVPacGJQtguOoRExeQ__&Key-Pair-Id=KUT5TJCACFTXG","author","Dunn County, WI","date","2025-07-18T14:57:54Z","article","The Neighbors of Dunn County standing committee met July 17 and heard routine operational reports from facility staff, discussed private-pay rates for fiscal 2026, and accepted the facility’s financial reports for the period under review.

Carmen (staff member) opened the operational updates with a Quality Assurance (QA) committee report: the facility’s plan of correction and documentation was accepted by the state of Wisconsin and the facility’s license was renewed for another year. \"So all of our survey citations were corrected and our plan as well as our proof of our plan were accepted from the state of Wisconsin. So, we are relicensed for another year,\" Carmen said.

Staff provided hiring and staffing details: Chris (staff) was on vacation; the facility ran nine direct-hire interviews and two agency interviews in the month, offered nine direct-hire positions and had nine acceptances, and recorded three resignations (a part-time homemaker, a part-time food service worker, and a part-time LPN who became an RN and moved to the hospital). The resident referral report showed 114 residents at the start of June, 71 referrals, 10 admissions, 61 referrals not admitted, and an end-of-month census of 112. The facility reported three deaths and seven discharges home in the month.

A new CNA training class started the week of July 17 and included two current NDC employees in the class. \"They're homemakers that are becoming CNAs. So that's a really good thing and, the whole reason we wanted the class,\" Carmen said.

Facilities staff reported a recent life-safety survey with minor findings: a dirty sprinkler head, a missing ceiling penetration behind a pipe, six electrical outlets replaced with hospital-grade outlets in the central building, and a noncompliant emergency light that needed hardwiring. City water inspection items involving washing-machine soap dispensers were fixed and the kitchen oven was scheduled for installation July 30. Brady (facilities staff) said the facility will exchange fire extinguishers with a vendor for hydrostatic testing.

Committee members discussed private-pay rates for 2026. Carmen said the current private-pay rate was $3.37 per day and that the first-round budget includes a 2% increase to $3.43 per day; she noted the private-pay population comprises less than 10% of residents while roughly 75% of residents are on Medicaid and the remaining 25% are covered by Medicare, VA benefits, or private insurance. The item was a discussion only and no rate change was adopted.

Carmen delivered a financial summary from the packet: public charges (resident revenue) year-to-date were $8,659,761 with a projected $17,000,000 for fiscal 2025; total other revenues put the FY25 projection around $17,500,000. Expenses shown included salary and fringe under $4,000,000, agency costs of about $2,000,000, operating costs around $1,700,000 and depreciation of $176,000, totaling $7,601,716 year-to-date and a projected $16,116,578 for 2025. Carmen reported a current surplus of $1,158,419 and a projected surplus of about $1,400,000 for 2025. The committee was also shown that agency staffing costs are projected to be roughly $1,000,000 lower than the prior year.

The committee voted to approve the minutes of the previous meeting and to accept the financial reports as presented. For both items, members voiced \"Aye\" and the chair declared the motions carried.

Ending: Staff said vouchers will be presented next month (vouchers were not available at the July 17 meeting). The committee confirmed its next meeting date and adjourned.","mediaType","Video","parentTitle","The Neighbors of Dunn County Committee Meeting - 07/17/2025","oneSentenceSummary","Committee received quality assurance and operational updates from the Neighbors of Dunn County facility, discussed private-pay rates and resident census, and voted to accept financial reports; minutes of the prior meeting were also approved.","taxTitle","Dunn County, Wisconsin","taxId",53943,"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},6164692,"Dunn County HR proposes new performance-based pay plan, seeks ordinance change to remove step system",3717,1695000,5412000,"/Search/View?dp=1&key=5427818-fdfa6063a4fbde10d0419be3f3c09ea3&start=1695&end=5412","https://assets.pipeline.soar.com/5427818-fdfa6063a4fbde10d0419be3f3c09ea3/thumbnail_1695000.jpg","/articles/6164692/Dunn-County/Wisconsin/Dunn-County-HR-proposes-new-performance-based-pay-plan-seeks-ordinance-change-to-remove-step-system","https://secure.pipeline.soar.com/6164692-08f80946a05d84bb7c09ff826194f3da/orig.mp4?Expires=1773683149&Signature=IOXqDu8S-3Bv7h8z-2uJaGQgEW3ZRcgBpTA~tq~LtCUE1Z01e~qMPlxkbWRXScLQS1ICPlhRm9MAn7vn2gCwDyqBJHv2nfNnkNrrxdYQnIcesUD3tvxhK-IwxTshvBZTwcVCnn~NVOtY8PKyOBEf4AaroVH4FoWP4Qs57KmwM90aaYJr3dvmnK~GmB5ciyd7K8CqAm6p4~jXe8ZpFwzFPRTZ8hRV4Qj-W9F2JZZUzqB9YgNFivMv3q9gO7-kUBnIaO3mzqt8Z1PawXOHs~iewHAr1HArwzF6h6ZKhZmg9jmuM3WR3vGGtOo8ljtWGPsROADt7urTwUOUeylMejLpKw__&Key-Pair-Id=KUT5TJCACFTXG","Sarah Stansberry, the county talent development manager, told the Neighbors of Dunn County standing committee on July 17 that Human Resources will link next year’s pay increases to a revamped performance-evaluation system and asked the board to approve changes to the personnel ordinance to allow that change.

Stansberry said the county will move to shorter, regular “performance check-ins” instead of the older annual review cycle and will use the October check-in as the basis for 2026 pay adjustments. \"We really just want for employees to have regular and ongoing feedback from their manager so that they know where they stand,\" Stansberry said.

The proposed personnel-ordinance change would keep the current pay grades (minimum and maximum for each grade) but eliminate the 11-step progression inside each grade. Under the 2026 proposal described to the committee, employees rated “meets expectations” would receive a 2.75% increase, employees rated “exceeds expectations” would receive 3.25%, and employees rated “needs improvement” would receive no base increase. For staff already at the maximum of a pay grade, HR proposed a cash bonus approximating the difference to make their total pay comparable to other top performers for the year.

Stansberry said the new evaluation process will be implemented in NEOGOV, the county’s personnel software, with forms that managers complete after a conversation with an employee. The check-ins will be quarterly in most departments; at the nursing facility (NDC), managers will follow a twice‑a‑year schedule (July and October this year and April/October going forward) because of the different supervisory cadence there. \"This is the kind of formality of the process. It's not meant to add any work to anyone's plate,\" she said.

Administration staff told the committee that the change was motivated by employee survey results showing lower scores on questions tied to regular feedback, accountability, and meaningful evaluation. Carmen (staff member) told the committee the county’s recommendation also responds to budget constraints and the mechanics of the current step system: a single step increase is about 2.75%, which limits options when the county wants an increase between 0% and a full step.

Officials said the proposed 2026 package is intended to give administrators more flexibility than the current all-or-nothing step system. The proposed structure breaks pay changes into three parts: a market adjustment (illustrated as about 2.25% in the materials shown to the committee), an upward supplement for meeting expectations (0.5% in the example), and an extra amount for exceeding expectations (an additional 1% in the example). The committee heard that the exact percentages could change in subsequent years.

Administration outlined the timing: the Committee on Administration will consider ordinance language on July 22 (next Tuesday), then the county board will receive the ordinance for first reading on July 30; the second reading and adoption of the pay plan would take place during the September board meeting alongside other budget decisions. Stansberry said HR will produce individualized compensation statements for employees showing current pay, benefits costs, and the projected 2026 outcome, and HR plans follow‑up town halls and ongoing manager training.

Committee members asked about appeals and employee recourse. Stansberry said ratings are recorded in NEOGOV and in the personnel file and that employees can raise disputes up the supervisory chain or go to HR if they believe a policy violation or retaliation has occurred. \"We would encourage people to work up their chain,\" she said. Administrators also said managers will be trained to identify when non-work factors may affect performance and to consider accommodations where appropriate.

Carmen and HR staff emphasized fiscal limits. Administration presented multi‑year projections showing that a continuing model of 2% cost-of-living plus full 11-step increases (about 4.75% total) would add roughly $2 million to annual payroll and that the county’s primary revenue growth lever — net new construction in the tax base — has recently averaged around 1.5% a year, constraining levy growth.

No ordinance change or pay-plan resolution was adopted at the July 17 meeting; the presentation was a discussion and preview for the Committee on Administration and the full county board.

Ending: HR staff said training, manager support, and employee communication will continue through the summer; the Committee on Administration will have an action item on the ordinance in late July and the full county board will address the ordinance and the 2026 pay resolution in September.","County HR presented a plan to tie 2026 pay increases to quarterly performance check-ins and to remove the current 11-step structure from the county personnel ordinance; administration proposed specific percentage increases for ‘‘meets’’ and ‘‘exceeds’’ ratings and a one-time bonus for employees already at the top of pay ranges.","actionData","errors"]

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Neighbors of Dunn County committee hears quality, staffing, facilities updates; accepts financial reports

Dunn County HR proposes new performance-based pay plan, seeks ordinance change to remove step system