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Video-1: youtube.com/watch?v=4U9xHmepti8

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covered for. So, there'll be some more labor and some more items that they they could see um as eligible uh expenses throughout the process of finishing the cleanup and repairing. um they they still have some park fences and stuff

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like that that that may be um becomes eligible and that's a 75% from the state. So um but at this point they're above the Grant County has a $14,765 minimum to start the process and so

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they'll be well above that. Um and so this resolution continues that process and then um going forward now after the PDA. yesterday. We will I'll have to submit a a letter on behalf of the board to the governor to to request the state

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assistance for that damage down there. So, just where that process is at right now. This resolution is formal from the board saying that we're declaring that as a state of emergency for that weather and then we'll continue that process. And then they said it could take up to a

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year that they can um basically what'll happen is they'll get all done with everything, submit all the bills and all the time and all that stuff and then they'll get reimbursed from the state. So >> okay, we need a motion on that resolution.

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>> Don't second. >> Second by Bill. Any further discussion? Hearing none. All in favor signify by saying I >> I oppose. Same sign. Motion carried.

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>> Thank you. That's all I have. Thank you. Um a little background of kind of where we got to um how we got here. So we personnel committee interviewed all 15 applicants. Um after interviews we

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discussed narrowed down we narrowed down to five had interviews set up um four of the five with with one or we had two that have withdrawn so far. Um a couple

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have um indicated that the 30 hours a week or the four days a week just won't work for them in their schedule. And so that was the reason for withdrawing and then also covering couldn't find someone to cover their their shift or where they were working. So they're now down to

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three. So I just want to give some background on that where we started and how we came to our schedule today. >> But you said there's something about schedule covering the work. Are they thinking this is a second job? >> No. No. Well, they just couldn't get

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someone to cover, so they cover the interview. >> Oh. Oh, >> yeah. Um, but then there was also um comments about the four days a week not being able to do that financially. >> So, these three are the finalists out of all the so we won't be doing another

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interview. It's a $1 at all. >> Okay. >> Yeah. This would be the this is considered the second interview. >> Okay. First know when you narrow down to start over five or three. >> Um if you like to ask the questions or

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would you like to alternate? >> Fine with me if you ask them. Anybody else want to ask them? Okay. >> You go ahead. Fine. Um, you want to start early.

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>> Is he here? >> We'll check if you're good with that. >> Yeah. Yeah. Get ready. True. One day I'm up at lights up there memorial

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right here. right there. >> Yay. Good to see you. Good to see you. >> Yeah. >> All right. Thanks for coming in again. >> Yes. Thank you for having me. >> Yes. So, we're going to ask um some questions and then we'll give you an

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opportunity to ask us some questions if and you have questions, you know, to the board. >> Okay. >> And that'll be our process today. >> Okay. >> Yep. >> All right. So, what inspired you to pursue a career as a veteran service officer? >> Well, it's nothing that was on my bingo

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card for sure. Um, as I told some of you before, I I started my process through the BA system a couple months ago. I got the denial and uh the gals at the VA suggested going to talk to a BSO. I

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didn't know what DSO was at the time and uh I went visited with Douglas County DSO and uh was kind of intrigued at first my first meeting and uh when I went back for my second meeting I I had done some investigation to see what you

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know what does this guy do what is his qualifications and then uh I was really said he's the second meeting and about two weeks later you guys posted this job >> in my home county Um, it just felt like it was faith. I

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needed to I needed to apply. I couldn't pass it up. So, >> what does serving veterans mean to you? >> Um, as a veteran, I I it's important. I I think that and I

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think a lot of guys do too that uh a lot of veterans have gotten the short end of the stick um when it comes to what our government and you know owes them and what we owe them and uh just a a chance to give back and to help them through a difficult situation cuz I know it can be

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difficult when you're trying to get uh navigate through that system and having someone there that understands and cares the big thing I How would you explain a complex benefit process to a veteran who is confused or

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frustrated? >> Um, a visit for a little bit and uh ensure you know try and calm them down, let them know that I'm there to help and do everything I can. And I think uh just

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walk them through step by step and make sure they understand each step because a lot of people, you know, rush through things and they'll say, "Yeah, yeah, yeah." But, you know, don't take the time to really explain it and and help them through it. So, I think that'd be

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What qualities do you think are the most important for someone in this position to have? I would say empathy knowing how they feel and understanding how they feel on the ability to listen

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and uh the drive to follow through cuz they don't talk too and it's easy just to say well that's probably not going to work but you need that drive I think What is your approach to building trust

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with individuals who may be hesitant to ask for help? Um, I think I have a way of talking to people that, uh, shows that I care and I think that that

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is a a big big thing and just ensuring that they know that I truly do care. Mhm. >> Tell us about a time when you had to make a difficult judgment call without having all the information you needed.

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What happened and what did you learn? Um, honestly, I don't I can't remember a time when I've made a decision that's serious decision without making sure I didn't have all the information. I don't uh

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I honestly don't remember doing that. That's important for me to know everything that's going on. And I made it a point to do that. What steps would you take if you didn't have all the information? >> Um, take a step back and utilize the resources available to get the

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information needed to make the decision. >> And if offered the position, when would you be able to start? I would have to give my current employer two weeks notice for sure after that time

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available. >> All right. Um questions that the commissioners have been asked. >> Anybody have any? I have one. Do you think there's gaps in the veteran

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service offerings or that you could be instrumental in closing some of those gaps within our >> I'm not sure. I haven't been involved with Grant County's VSO. Um the the interaction I had with Douglas County

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was I mean it was it was okay but I I'm fully convinced that if I get out for this position that I will make a difference for the veterans in Grand Valley. If there is holes I'll find a way to fix them or fill it. I got a question for Mr. Chair. So you

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watch on the federal level, Doug Collins, do you get some of that stuff that he probably mails out to you through the VA administration and things like that? Do you you must as a veteran get something, right? >> Um I've seen some mail. >> Okay. Do you follow just how the

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veterans are impacted, you know, throughout the nation, you know, of and they're trying to recoup some of the momentum that they did have for taking care of the veterans because years back they didn't. And it was a deny, deny, deny, till you die kind of a thing.

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Okay. You're you're here to change that. >> I would like to. I think that I could be instrumental in doing that. >> Be good. So, I mean, there's a lot of people fall through the cracks. >> Yep. >> And then they get mad and they don't, you know what I mean? They don't have a,

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you know, full faith in their government that they've served and now they're not being taken care of. That is out there. >> Yep. So that needs to be addressed. >> And I I think that they would anyone that I deal with would know that I am 100% on their side and have their back

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because that's how I have been all my life. And some of you guys know that from experience. The rest of you will find out I get off of this position. >> Thank you. Anybody else? >> You have any questions of us, David?

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>> Um I had a few. Well, I got one. um if if I'm offered this position and I accept it, what does uh what does success look like after the first year? And here guys' eyes, what is if I've done my job? Well, in my mind, if uh you know, if we

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don't hear anything from the vets, that's a good indication. But, uh yeah, we're we're we're getting around. I mean, if somebody's doing a good job with the with the person we've got now, you know, I've heard good

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things about him from that >> that he helped him and stuff like that. So if somebody wasn't happy, probably one of us five would probably know about it or Ashley, you know. So but uh but yeah, I

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just I think you know that being kind and caring and compassionate is the way to go because these guys and womens, they've seen some bad stuff some of you know, right? or not. I think the other piece of followup on

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that is that potentially a lot of the situations they're confidential. So unless you have a really a close relationship with the involved, you probably don't get to hear, >> right? >> Unless it really goes off the chart. >> Yeah.

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>> So, and it should be confidential. >> Yeah. Yeah. True. Yeah. Um, I think that was I think that was it. Okay. >> All right. Well, um, so this obviously

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is the the final round and so the board after interviews today, the board will make a decision to move forward. >> Okay. >> And then you'll hear from me uh either way and then we'll go from there. >> All right. >> All right. Well, thank you for coming in. >> Thank you guys for your time. I really appreciate it. Good to see you again. You too.

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>> Have a good day. >> Thank you. All right. >> Do you want to look at it? >> You want to look at his application? >> Yeah, I looked at it online. I have to look at it.

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I worked with him a lot. Pretty stand up. He still lives out there, right? Well, he lives out in that new development. Yeah. Lake can tell you all about the history of

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that one. Okay. So, he's Dave Lean Jr. Yeah. Okay. I knew I met Senior. Yeah. Barnatic. Yeah. See the project going on down by the Holy Shan

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and what sewer and manual. Is it just sewer or water too? >> No, just sew and sh and culverts and stuff like that. And then they got a hook on to our old

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1933 shop. There's a there's a pipe that comes out of there that's tied to the sanitary and then of course everything that's out the our highway shop. So condition of the pipe and where it's at and they're not quite there yet. They got to put the main in and then they'll

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come back and do services here. You know how it works. Yeah. We used to when we were mainlining, you know, you you dig through there and you pack, you clean it up and then the surfaces of they throw that whole thing up and

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rain events. Look, I mean, they're fighting rain, you know, they they they dig in the sewer and they dig in the water. Yeah. I always thought you're in a job especially if you're in a leadership job

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through week three is not enough for your employer role but that's been a normal for every kind of >> but we have for departments it's like a lot of sometimes it's three weeks sometimes it's four depends on what

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level or what position you're opening but >> yeah and I think it's different if like If the job you're going to there's where they need you by or if you've committed then you can communicate that and >> does anybody want to um look at

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>> I read >> okay >> that's pretty lengthy what you did there was he a application for that equipment operator. without any feed.

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We've actually gotten a few but with the feed you have to wait the wait but this morning when I looked around that were interested so >> two were not so sure

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>> was that >> I usually work on art or they work with and yeah cuz Bruce was Hoffman who was that approved.

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>> No. >> Awesome. >> Did he retire? Do you want to say that? I don't think so. >> I know. I >> He had the same look that I got.

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So, is there blade band? >> I don't know if he's 40. I don't know. >> I think so. >> Yeah. >> Hopefully, we get >> somebody that knows roads. >> That ain't for everybody. Takes you a little while to get the feel

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of things. >> Our next applicant is here. You want to get started? >> Sure. Okay. You want to probably Saturdayuction. All right. >> Good morning.

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>> Morning. >> All right. So, this is Brent. We'll start with We'll start over here with you, Ken. >> Ken Johnson. >> Ken Johnson. Correct. >> Royal Billy. >> Bill. >> Well, good morning, Ashley. And you

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know, thank you for coming in today for second round. >> Thank you for having me. >> Absolutely. All right. So, what we're going to do today is ask you a series of questions. If the board has additional questions, they'll ask at the end and then you have time to ask us some

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questions of the board if you have any uh for them. >> Certainly. >> All right. So, we'll get started. So, what inspired you to pursue a career as a veteran service officer? The best way to put that is uh well I've

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been uh serving since I was 17 years old be honest and uh even in my uh private thing that I've been doing for the last 5 years was working for a nonprofit

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I just my whole life's in surgery and to be honest it's I'm almost comfortable there uh you know we we all give in a different way. Uh you guys obviously you give as commissioners that's not an easy job either

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and serving for me whether it's the veterans or when I was a uh in the service myself it's just it's really all I feel most fulfilled to be honest. >> Um you want to tell the board what you

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as you talk about nonprofit what you have been doing. Uh I work for the nature conservancy. Uh I have a deep interest also in you can say botney horiculture and habitat u rehabilitation. So, uh,

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really for even before that with West Central Environmental, I've, uh, done habitat rehabilitation, um, concentrated on Tall Grass Prairie for the last three years and working throughout Big Stone, Stevens, uh,

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Douglas and and South with tall grass prairie reconstruction and rehabilitation. >> Thank you. Um, so what does serving veterans mean to you? Well, being a veteran, um I and I have

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been said disabled, uh you know, I I know firsthand, uh coming home from Iraq, even I don't feel like I seen anything extraordinary that would that would scare everybody, if you know

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what I mean by that. Um just from the deployment going through Iraq and then coming home. Um, I know the confusion they get. I know the the obstacles there are from going from living one way to going back to

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living another. Not just with the veteran but also the families. Um, and there's a lot of there's a lot of struggles there and most of veterans for some reason we like to take them on ourselves and um

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it isn't always possible. Sometimes it is, but it's not always possible. And so it means a lot to me because just like um if I may and uh

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veteran service officers on September 10th, 2001, we're concentrating on World War II, Korea, and and Vietnam, of course. and they're watching it and all of a sudden the morning dawned on

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September 11th and the world changed and the who they had to serve was totally different and that could happen again unfortunately it probably will happen again somehow someway we will have another generation of veterans and it's

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important to be ready for that it's you know uh I want to be part of serving who we have now for veterans and being ready to serve whatever for their future. >> Great. So, how would you explain a complex benefit process to a veteran who

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is confused or frustrated? >> It is complex. Um, you have to be, first of all, you have to be able to get them comfortable and it has to start with they have to trust you

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as the person. You're not you're not just the person behind desk all papers and tell them to get their work done. uh you have to start wherever they have stopped understanding the process which is a lot of time right

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after the hi may I help you um it's just complex it isn't impossible but it's complex and it's complex because it's it's large and there's a lot there and um I would I would start there and get to know u they have to be comfortable to

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get to know the person and hopefully You know, my goal would be Grand County Veterans, but know be my branch, not the veteran service officer. And that's going to go a long ways towards them being comfortable coming and help get help.

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>> What qualities do you think are the most important for someone in this position to have? >> Um, communication, organization, easy. Um, we have to be able to, uh, like I already said, build a report. uh with

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everybody. It's it's not just the veterans, but you have people with the elder, whether it's with the board, of course, um with the community and all stakeholders that have something to do with it. And that communication um is

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really important and you have to be able to listen. A lot of times we come in with our with a with an issue where I say we or I, you know, I've obviously walked into veteran service officer many times and um the first

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thing they got to be able to do is listen what is the problem. Are they just are they angry and things are moving? They're patient. Is it is it it's a step that they're missing? Is there something you know the g it really runs the gamut? And we talk a lot about

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the benefits whether it's um getting you know uh disability or something like that which is a very big part of it but there's also uh addiction rehabilitation um they just the VA the Congress just

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passed VA or the veterans foreclosure act you know so there there's many different many different benefits and many different things that somebody's going to come in and need help What is your approach to building trust

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with individuals who may be hesitant to ask for help? networking um is important whether it's you know if I would be um would get this you know one of the first things I'm going to do pass training of course and

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I'm sure I'll get get help but you know I plan on attending at least once every uh veterans uh like BFW and leading all those organizations within the county that introduce myself,

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but it it's a lot of networking outside of that. And um like I say, you have to be approachable. >> Tell us about a time when you had to make a difficult judgment call without having all the information you needed. What happened and what did you learn?

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Eight time. I'm 54. I've had a lot of times like that. Um I we'll go back to uh having a business. Um you know, I came home from Iraq in 2010 and we started a

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nursery and a landscaping business uh right after that. Um and there were many times in there where I had had to make decisions of course with without all the information. I was pretty new in it. Um and I I'm not giving you a specific

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point, but I think uh the biggest thing from there is you have to take the the information you have sometimes you have to make a decision right there and you you know you run with it and you amend it as as needed depending on the more

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information you get um and learn from it. Uh other than that, you networking. I want to go back to networking. That's an important part within this um position. There's going to be times, especially

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right away, and they'll continue to be, but especially right away, where I'm not going to have the answers off top of my head, and where the networking is going to be important is for me to go and get that information, whether it's from other people or within the the VSSL

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community, um, both at the VA. I have to know where to go to get the information. I'm not sure if that answers your question. >> Yeah. >> Um, so if offered the position, when would you be able to start?

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>> I am currently grant I'm currently unemployed. I could start fairly early fairly soon. >> And when did that grant or when did when did that grant run out? >> The grant ran out probably in May. >> Okay.

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>> Very early May. Um, all right. Questions commissioners have anybody? I got a question. Yes. So, this work with the habitat and the nonprofit. So

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we get it all involved with the pollinators and the gallons where the farmer and the insecticide meets the prairie and pollinator limited but yes obvious part of that but

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I can say I was on the worker be level I didn't communicate a lot with the community on that Um but yes, I definitely have a background on um the challenges of that modern egg versus

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um where that sits with the pollinators and what's being done. >> Really? Yeah. Sorry, Mr. Chair. Um do you do you know anything about the pack Act? Oh, I should. Um

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well and and being you're Iraqi veteran, you know, there was burn pits and things like that. Oh yes. You know what I mean? So yes. >> Yes. Okay. >> So the pack Act, you know what I mean? That that's some of the, you know, the legislation that come down the pipe >> for eligible eligible veterans, you

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know, for different levels of disability and whether they had any kind of health problems or anything like that, you know, these burn pits and things like that. So some of this is probably hasn't surfaced yet, but you might run into some of that. So, that's a big one

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in my opinion that you got to get your head around that so you know what you can, you know, feed those those people with the information to come in that they have no clue on what it is and things like that. So, if you get, you know, if you get the nod and that's and somebody comes to you,

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you know, and I know quite a bit about it. So, you know, I've and and we can talk in, you know, at some point on some of that when the time comes. Okay, >> you got it. And I when you said Pack Act, I knew it was like the type of pack

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was PAT, but um yes, I am aware of the the pet and the pack. >> Yeah. Some of the veterans that were over in Afghanistan and and they were burning deer and all that stuff and ended up there was issues. there's respiratory issues and all kinds of things that should have been addressed

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and and I think the VA kind of sidesteps it depending on the the conditions and where they were at and you know income in country and things like that. you know, um, my opinion on that, if I may give an opinion, is we watched,

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unfortunately, um, Agent Orange Vietnam, it took way, way too long for that to finally be something where the said, "We absolutely need to take care of you from the Asian Orange. Took way too long."

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They learned from it some and it our reaction time to the burn piss was less. But I mean it's always got to get better. But you're absolutely right. I I just remember in Iraq in the southern end even in 2010, you know, we still

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drove through gloves of the burning >> toxic smoke. >> They were Iraq. It's how they burn off their fields. Even this part is a normal thing and we drove through it all the time. So, and I know there was way more than that,

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>> right? Thank you. >> Thank you. >> Any other questions the board has? >> All right. What questions do you have or any for the board? >> I don't I don't think I have any questions. I just want to say I really appreciate getting the opportunity to

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meet before you. Um, and once again, if I may, uh, you know, it's a job, but this would be, uh, more of a calling really for me to be able to do this job. Um, if you're

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if you're looking for somebody to come in and hopefully a year from now, uh, veterans walk up to you on the street and say, "Hey, we got a chance to meet Brett and he's really he's good to talk to, he's

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easy to talk to, and we really feel like he's there for us." That's what I'm going to provide. Um, I have, you know, this is going to be the um I'm 54. I got at least 20 years left in the career

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tank, unfortunately. But, um, you know, I'm not I'm not going anywhere from here with that that also because I know rehiring these positions isn't easy. And stability is incredibly important for the communities to have somebody that they're comfortable to see. and you're

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going to get stability from me and a legitimate good guy out of the tier four-year veterans. >> All right. Well, I appreciate you coming in again. It was nice to sit down with you and talk with you again. Um, so our process today is that uh we will

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interview and then the board will make a final decision on where we go from here. Um, I will be in contact with applicants either way and then we'll go from there. >> All right. Thank you very much. >> Enjoy the rest of your day. Thank you for your service. Thank you.

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What were they burning? >> Yeah, all gear that was, you know, that was Iraqi gear, you know, anything. Shell boxes, I mean, any anything that was laying around. So they, so they couldn't use it again. And

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they say they you they were surrendering of troops and things like that. Some of their gear even that they had on them. They'd leave their gloves on with packs and anything like that where they could carry ads in or IDs and in their backs. They burn them. Well, it's it was toxic

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smoke. And these guys were sitting there breathing for weeks, months, and things like that. When they got back in the country here, then they got sick. >> Yeah. >> You'd think they'd learned from Vietnam. And that's and you know something to tell you the truth that's all you know they talk about Asian orange they don't

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want to call it what it is it's glyphosate and glyphosate is cancer cost whether ber wants to admit it or not anybody it's cancer caus that was a 24D or that kind of All right. Go to the I don't know.

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I don't know. >> I mean that like a form of DDP back in the days. >> I think that I just as simple as that. You b the ducks. You got to train them or they just come trained.

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>> There's no training. >> They don't like people yet >> with the table. >> No, they come in. You would be amazed. I used to go to the river

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institution Saturday. >> We used to, but they changed all of that. Can I get fever now? You can do it, but you got >> again, you know, like, oh, I just want you to >> you want your criminal

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just that >> I do it the free I think that I don't think I really don't >> we always I I was referring to the BC >> Hello Maya Hello, >> welcome. >> All right, so we are going to ask qu

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questions and then if the board has any questions for you, they'll ask at that time and then if you have questions for the board, you can ask them at the end. All right, so we'll get started. So, what inspired you to pursue a career as a veteran service officer? >> Uh, well, I've talked with our current

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officer a little bit um and just seemed like a good fit for my background. Um, I think I bring a little bit different perspective to it than probably most people would, but um, yeah, just fits it

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fits my history. >> Talk about a little bit of different perspective. Want to talk a little bit about that? >> Uh, well, I mean, I've been in the Army Reserve for 26 years and 24 years of that about I've been a non-commissioned officer and really we only have two jobs

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as a non-commissioned officer. accomplish the mission and take care of the troops. And that's what I believe this job is all about is getting the job done and making sure the veterans are taken care of. So, >> what does serving veterans mean to you? >> Um, I think it would be an honor to

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serve our veterans for Grant County. Um, being myself, I appreciate the service, the sacrifices, and um, I think it would be again be an honor to help them continue

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their service beyond. >> How would you explain a complex benefit process to a veteran who is confused or frustrated? >> That's a that's a loaded question. Um well, I think you have to

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make sure that you bring it down to whatever level it needs to be brought to. Um there there is the VA is definitely not a smooth iron machine I don't believe and so there are some things in there that can get very complicated and and uh um it may take

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multiple attempts uh multiple tactics but um I guess it would be just kind of simplifying um down to whatever level it needs to be taken to. What qualities do you think are the most important for someone in this position

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to have? >> Um, probably just, you know, wanting to serve those that have served our country and and uh wanting to do a good job and take care of them. um

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being honest with them. It's not a it's not a fast process usually. So, you know, being upfront and honest and and just working hard to get the job done. >> What is your approach to building trust with individuals who may be hesitant to

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ask for help? Um, I think I have pretty good ability to connect with people. Um, so just being able to talk on their level, understanding where they're coming from,

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um, having a little background in in similar situations might definitely be a benefit. Tell us about a time when you had to make a difficult judgment call without having all the information you needed. What happened and what did you learn?

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>> Um I would say boy feel like it happens every day. I don't have all the information that I need to make decisions, but um I've had some times with some troops

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where you you get one side of a story and you have to um you know, you have to make a judgment on the spot to say this is the the change we're going to make. and um couple particular times where the

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information was inaccurate and and uh sometimes you have to reverse course on that and kind of eat crow more or less. But um you have to own the fact that you you made the wrong decision and and move forward and fix it. So, um, having a,

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you know, making sure you get all the information obviously is key, but you know, you do the best with what you have and and, uh, sometimes a little bit of knowledge, um, history,

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um, just experience sometimes gives you a little insight that helps to make those decisions a little bit cleaner. But it's not always going to be perfect, that's for sure. And if after the position, when would you be able to start?

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>> Um, well, we we'd have to work that piece of it out as far as as how that would work. But, um, you know, we want to get going as soon as possible to take as much advantage of Rob as I could.

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questions the board has. >> I got a question. >> Okay, Maya. So, how do you think this is all going to fit into what you're doing at this time? >> So, I had a conversation with Rob a little bit about it. Um, you know, he

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currently works three days in the office and one day remotely. Um, I just asked if you know if when I get all the training and know all the documents and and process all the things, you know,

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could this be a a job where it's less than 4 days or could I do it in less than 4 days on a on a normal schedule? Um, and he thought that that's that would be potentially possible. um as far

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as you know I'll be in the building 5 days a week which he is not now. Um and so with my other schedule being flexible and being able to juggle things and and some of the emergency management things don't necessarily have to be done today. They but they have to be done by a

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deadline. So just planning those things out and being able to be flexible with veteran schedules and and having really five days to spread the workload over um there may be some days where they're longer days um to make sure that

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everything gets handled, but um I guess that's a part of it that I'm willing to endeavor. So to be to kind of answer your question, I would kind of spread it out over the the whole week. um and be able

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to mix in um you know, I guess if I'm just in this position and I don't have an appointment and I don't have anything else on my slate, I just sit in the office and wait for somebody to come. In my case, I would be able to work on X, Y, and Z other things from from the

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other positions and and keep that data pull and so hopefully see some efficiencies that might not be otherwise seen. So what you're saying it may be a sign on the door over there if you're in in your office emergency management if you need a pet service officer to come over

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there possibly. Yep. Or again I that's part of what we have to work out. Maybe that maybe that's the office. I don't I don't know what that looks like yet. Um it's you know it's not as easy to find the emergency management office as the veteran service

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office. But um either way we can figure out how that how the signage works out. That makes sense. >> So do you know my uh in your discussion or experience let's say you're going

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fulltime on vacation or whatever. >> Do they network with neighboring counties and do they have the the backup plan? So currently Rob works with I think Ottertale and um is it Wilin Wilin

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or it's a different is it Stevens >> Douglas I think >> Douglas Ottertale and Douglas he currently works with so if there is an emergency when he's gone currently because you know he goes south in the winter for a little while he you know there's obviously times where he's not

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in the office so there is availability to overlap that way um with some of those things. Yeah. >> Another question. >> Yeah, I got one, Mr. Chair. Um, so you're currently active uh National Guard, correct?

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>> Reserve. Yeah. >> Okay. So, and was there any plans about being deployed at some point? >> Never have plans for that, Bill. >> No, I know that. But I mean, you know what I mean? >> I don't know. I haven't been to Russia yet, so

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>> top secret. I can't tell you those information. >> Okay. >> No, not that I know at this time. Um, currently the unit that I'm in, um, about well, in 2122, we mobilized to Texas for a year. Um, that is currently our mission is to

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deploy troops. Basically, we manage the process. So the current unit that I'm in in the event of a mass mobilization or something breaking out that would be more likely our job would be to mobilize troops not necessarily go be boots on the ground.

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>> Typically you stay in the country >> at this point the current unit that I'm in. Yes. >> Okay. >> Any other questions? >> All right. Questions do you have for the board if any? I guess I don't really

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have any at this time. I just know that I think this I could be I could make this a little bit more efficient than I'm not saying it's not efficient now, but I think I can see some efficiencies that maybe most wouldn't be able to do and and I I think I can make this work.

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So, I got one more question. >> You appear to be quite involved. Do you have an expandable plate or is there stuff dripping off it or what does that look like? >> No, I use a big bowl. >> It all mixes together and goes to the

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same place. So, um yeah, I guess that um that's what I know. I don't there's room to take on more. >> I think so. >> I think there'll be a few things that

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are I'm not going to be building a house forever. I hope so. Once that clears up, >> it's a 10-year process. So, you know that in my heart >> for everybody. >> I'm afraid. I'm afraid. >> Yeah. >> All right. Well, our plan is to

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interview today and then the board will make a decision of how they want to move forward. You'll hear from me either way and then we'll go from there. Okay. >> All right. Well, thank you for coming in. Yeah. >> Thank you. All you guys do

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this and discuss the applicants and you guys are to make a decision tonight. this comment. I think they're somewhat of a different situation because of what we just experienced in the last interview, but I

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think we should set that aside and analyze the applicants as an individual and and their potential rather than an opportunity that would hurt that potentially the first the first but we should be comfortable

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whoever we thought and it shouldn't be because That makes sense. >> Well, so we start with David Le then. What's your thoughts? Is that what we're going to do? Good line. >> Yeah, we can go down the line. You can do what you liked, what you had concerned about kind of, you know,

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strengths, weaknesses, things like that if you'd like. Well, I guess I can start with David there. I've known him for, you know, like 35 years. Only been good for,

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you know, for me anyway. I believe he was fire chief for years down there, Detroit. Right. >> I know he's good person. Obviously a veteran I I guess I never knew that but he never communicated that with me

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before but but sometimes they don't. So y those comments on David >> I'm not going to get decision if we don't have comments something I think and I guess for those

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who were in the room for 14 interviews we should commend field and I think you brought forward three really good applicants and to me they're quite even in a sense as far as their

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their interview and their passion to serve them. And so u one of them doesn't really stand out significantly. Um, so

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it's kind of hard to make a decision. So then I aside from my first comment about looking at the applicant first, then to me I would evolve to if we look long term and maybe some of the things

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in our county that maybe we may want to look at for some efficiencies or you know working together as a team and collaboration and just kind of from higher elevation some outcomes. Then to me, Maya would

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offer some of the things that we may be wanting to do moving forward. So that's that's right. >> You're talking dual roles. >> Yeah. I just think that that there's going to be a new normal and whether

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it's in our own lives or in business or in government. I think there's going to be a an an awakening where we're going to have to really look at I'm not on the budget committee, but I'm sure that you could give us some stories, but uh I

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think the applicants are really really equal. And so that might be the next for me the next step that I would look at. >> Well, the personnel committee moved five forward. We were down to three, but I

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don't think I want to speak for everybody on the committee because they're here. They can certainly speak for themselves, but I think we were comfortable with any one of those people. So, I mean, it's not like Ken said, I I don't think we can choose the wrong person.

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I guess that's kind of where I'm at too. You know, the second second individual friend, you know, he's he's pretty sincere. You can tell that been around, seen some stuff and he's compassionate.

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You can tell that. So, u with Maya there, you know, uh my only concern is, you know, and you get overwhelmed here, too. Um, you know, with with things and, uh, of course,

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he's probably not going to want to do that for the same pay that he's getting as our emergency manager. So, there's issues, you know, there's things to look at there, you know, figuring all that out. But, uh,

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but he'd be he'd be a good long-term fit if he can handle it, you know, because he he know what's going on with with the with the vets. I mean, 26 years and dealing with personnel and stuff. So,

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yeah, like they're all three good. So just one more thing on my thought is that and heard me say this before whenever there's change it creates opportunity and I think we do have an opportunity if you look at longterm the

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potential dual role they're working together it it's a lot easier to create the opportunity when you have natural attrition or change than it is to lay somebody off and then create opportunity. It's it's kind of it's

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natural and it so to me it offers that. I kind of think that that uh any of these could do the job. But I mean there was we brought five, but there was probably there was probably three or four the other one that if that we didn't bring forward that if would have had you know if they would had to step

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in that they probably could have handled it, you know. And uh so we had a lot of good uh good applicants, but we just kind of decided that five that we brought forward would probably do the best job, you know. So

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yeah, I would like the dual role thing that that's going to come into play probably as time goes on in my opinion because there there could be other offices that that could happen to also.

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So, but if I may go back to Dwight and Doyle to the concern, we had that conversation with Maya that it may if we went that route, we may 6 months down the road have to say, "No, we have to have a stand alone." I mean, that was discussed that it if that is tried, that doesn't

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mean it's permanently that way. We may have to change course. >> So, maybe another building can relate to this. So if you're the veteran service officer in Branch County, you're representing

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the veterans up all over. And so since we're a very fairly mobile society, if someone has a challenger at is they're used to going to the VA and Burgess, they can

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engage with that veteran service officer instead of this one. So I I just it feels like in that since we're so mobile and the technology and all the things that that it's maybe not just the Grant County, the events I

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think are being served not just here but with the area and that's one reason I think it does make sense there's a role maybe there and just to be clear um Trevor Trevor Being

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Scott beings son is a veteran service officer for Wilin and Traverse. So, they've merged those positions out there, you know, to make sure that, you know, he's going to serve and, you know what I mean, make sure that those those roles are met, you know, between both

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counties, you know, well, sooner or later that might happen with us as well here, right? Or maybe maybe Ottertale or maybe who knows a county around probably struggling, you know what I mean? So they want somebody that's been into those roles and jobs for, you know, a

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number of years, so they're good at it, you know, and they they can actually do a good job and in spread duties and help out, you know, like if Maya was in, he might be deployed. So you know what I mean? So then that role could could cover another one. You know what I'm

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saying? They can walk into any veteran service officer office and and get served. It doesn't matter where you go. it just that that's the closest proximity would be here. So, you never know. It it could be things could be changing on the landscape out here where

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counties are getting together and having one much like what Wilkin and Travers did. And I didn't know if you guys knew that. The other thing I think that's you said something really important is that he's in the office five days and we all in our work life have had some idle time.

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Well, if you can fill a day up by multitasking and doing work here and doing I mean there there's some efficiencies that really pull to the top. Uh so when you share whether you're sharing with a neighboring county or

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sharing with a someone internally sharing internally brings some efficiency which I think is we certainly got to look at that. Yeah. I like I like the five days a week to availability without a bother as long as

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long as the veteran walks in there knows where to go to find them, you know. >> I think that's Yeah, >> that's a house. >> Y. So, but but I think too that there's there's

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probably veterans from Watertale County or Douglas County that come here and there's some veterans from Grant that go there. I know that it's just who they like somebody, they meet them, they're coming back there just

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like us would go to your doctor. So, but yeah, and and right now this is a 30 hour a week.

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>> Yeah. 32 but yes what >> 32 but >> it's like 085 or 080 or what is that >> but don't you think if you could find someone and say well we can do this in

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less than 08 but it's hard to find someone unless they're sharing a duty right you advertise for a point whatever am I saying that right Dashy >> point8 yeah >> we had individuals withdraw. >> Yeah.

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>> At least two individuals withdraw just because it was 08 full time. >> Yeah. >> So if you drop that down to a 0.5 it becomes very hard. >> That's saying >> so that's where the sharing makes sense, >> right? >> Yeah. It it does make sense that way.

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But my original question is, you know, he's going to be he's going to want more money though for doing that. >> Well, so you know, >> yeah, it would be a stipen. We have to figure that out. You know, if we proceed

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down that route, what I would say is this board would task the personnel committee to come up with a plan that would get approved on Tuesday. Does that make sense? I mean, it's a short time to come up with a plan, but

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but and I know you know that, but just that but but you wouldn't have the same expense that you would have if you hired point8 the benefits and the things that go along. So, it isn't like it's net

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even dollar. There would be some economics in there would be Do we know how many veterans are served up in Grant County? Do we have a number of that? Like I don't Rob provided a

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number. He did say that it's not gaining. It's decreasing. So >> population too. So that's >> I know. >> But that but that way can be a good thing.

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you know, if you're not overwhelmed. So, make a motion. We offer the position to Maya and the personnel committee work through the details. Okay, we have a motion. Do we have a second? >> I'll second it.

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>> Do we have a second by Doyle? Any further discussion? >> Hearing none, I'll call the question. All in favor say I. I >> oppose. Same sign. Motion carried. >> Okay. I will contact um all three and

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let the other know and then I will to schedule a personnel committee meeting. Um we're looking to come Tuesday then Tuesday. So with that personnel committee then do you you'll be meeting him some fig out some of this

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stuff or you know >> I just want to yeah make sure that we have enough time for for him to train with Rob while it's here because Rob will be done on his first. So when you say iron out the detail,

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give me the detail. Obviously the pay >> the pay. >> But I mean is that the only So when we say the details, let's be specific about what if I can't answer a question. I don't know what it is. how you guys attack a tactical location >> and then and then just you know he's got

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to be honest with us as far as this is too much or >> Yep. >> you know let's let's uh let's go a different route or you know >> Yep. because that's the only guy. So,

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you know, we have a Oh, yeah. It's here. So, but yeah, we want to we want to answer all the questions the board may have. I do. So just if something else comes up, let Ashley know that we want to do >> I can take your

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>> name. Did he name the ducks? >> No, we didn't. >> Well, since that we've named the meeting. We had to look at my computer. Okay. Uh, we'll adjourn the meeting at Is there anything else? We're

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good. We'll adjourn the meeting at 10:11 a.m. Thank you. We