want to take overtime. He spoke on the KCJC elevator that is in need of
maintenance, but cannot be done during normal operation hours. Due to the
secure areas of the KCJC, BLD needs to have staff available in order for
contractors to complete these jobs, even in the middle of the night. This was
asked of BLD by directors, the judiciary, Sheriff's Office, Court Security.
Fahnestock spoke on the difficulties of having adequate staff to perform these
duties and projects. He provided examples of certain projects and/or situations
when BLD staff has been needed after operation hours, which cost the County
in overtime hours. He spoke on the safety issues of not having competent
employees. Fahnestock reviewed the Information Technologies Department
(ITD) and Building Management Department's (BLD) mission statement. He
provided an overview of ITD/BLD's established objectives and goals from
December 2022. He shared BLD's 2025 goals, such as maintaining the buildings
and facilities with preventative and scheduled maintenance and acquire
additional office space, storage space, and surface parking space for offices and
departments. Fahnestock reviewed the organizational chart of the two
departments, which included the Kane County Board and Administration
Committee. He shared BLD's organizational chart. The department has 52
employees: 16 employees that handle maintenance, 21 janitorial employees,
four painters, three employees in the Mailroom and Printshop, and two Project
Managers. Administration employees are a shared entity of BLD and ITD.
Fahnestock addressed the initial goal of hiring for BLD. He spoke on the
previous vacancies and the increase headcount for painters and janitorial
services. In 2024-2025, BLD was 90% staffed. Additionally, BLD has applied all
of their resources, personnel, and contracts. Fahnestock reviewed the current
staff support model. Currently, employees are working day shift hours with
staggering start/end times, on-call employees for emergencies, repair, and
maintenance, scheduled overtime for projects, scheduled for maintenance that
cannot be performed during daytime hours. Fahnestock noted that the
department has a 24-hour operation, but does not have second, third, and/or
weekend shifts. When employees are called in for emergencies, repairs, and/or
maintenance they are given time and a half or compensatory pay. This has led
to scheduling fatigue for volunteer overtime, injury, illness disruptions, and
backfill. Fahnestock provided a breakdown of where BLD staff is needed 24/7
throughout County offices/departments. He shared further complications that are
hindered with inadequate staffing, such as all contractors needing to be escorted
by a Kane County employee, all staff must be verified, background checked, and
approved, appropriate skill sets for the work, safety issues working alone in large
buildings with heavy mechanical and industrial equipment, and on-call frequency
and duration. Fahnestock provided a chart that depicted BLD's overtime pay. In
2021, overtime pay equated to $23,588.26. In 2025, overtime is projected to
cost $169,156.00. He shared the reasons to why overtime costs have increased
over the years. Fahnestock provided BLD's desired support model. He would
like to create three maintenance positions for second shift. These staff members
would be compensated from the Public Safety Sales Tax Fund 125, in which
$450K under Communications Equipment could be utilized. He proposed that
this $450K be redirected into Personnel to fund these three positions. If these
positions are budgeted for, he believes that the revenue from this Sales Tax
Fund would cover the salaries of the new employees for the foreseeable future.