HHS seeks new bilingual case-aid/interpreter title and staffing changes; commissioners ask for more review

Health and Human Services (HHS) leaders told the Todd County Board at a work session on April 1 that they intend to revise a current case-aid job description to create a Case Aid/Interpreter position and to reorganize administrative services staffing to reduce workload and turnover.

Catherine (last name not specified) and other HHS staff said more than 40% of public-health clients are Spanish-speaking and that an in-house bilingual case aid who also holds interpreter training (40 hours required for certification, the staff said) reduces the county's use of costly contracted interpretation lines and improves follow-up with clients. The staff said the revised job description would require interpreter training and English-Spanish certification and that current staff who meet the qualifications could be moved into the revised title. The position is currently funded about 75% by a family home-visiting grant (promising practices grant) and 25% by foundational public-health funds; that grant continues for about four more years, staff said.

Commissioners asked for clarity on the number of other languages in the county, grant time limits, whether the change would be a new posting and how the change interacts with union and HR processes. Commissioners requested the finalized job description be routed through personnel and HR for redline review and then, if appropriate, forwarded to Gallagher (the county's compensation consultant) to determine whether the new duties change the classification or pay grade. Commissioners and staff agreed not to finalize pay or posting until Gallagher and HR had reviewed the redlined job description.

HHS also proposed reorganizing the Administrative Services Manager role in its financial services unit. Staff recommended creating an Accounting Supervisor and adding two lead-worker positions in the financial-services unit to provide closer one-on-one training and reduce turnover among eligibility workers, who require lengthy training and manage large caseloads. Staff told the board many eligibility workers have caseloads far above the department's ideal; they said vacancies and turnover are increasing training burdens. The board asked for organizational charts with names and vacancy highlights, a list of grant-funded positions and grant end dates, and a cost estimate for the proposed supervisor/lead positions; commissioners asked that the item return to a future work session after personnel and Gallagher review.

Why it matters: HHS said the changes would reduce interpretation costs, improve client follow-up and decrease employee burnout by increasing front-line supervision and training. Commissioners emphasized the need to follow HR policy, check union and Gallagher grading implications, and review budget impacts and grant terms before committing to permanent changes.

Ending: The board directed administration to produce a redline job description, bring information about grant terms and org charts to personnel, and consult Gallagher on reclassification before bringing any final appointment or posting back to the board.