Issuu

Official Monthly Publication

Member of National League of Cities

www.sdmunicipalleague.org

South Dakota MUNICIPALITIES

Managing Editor: Yvonne A. Taylor

PRESIDENT Mike Wendland Mayor, Baltic

1st VICE PRESIDENT Pauline Sumption Finance Officer, Rapid City

2nd VICE PRESIDENT Debbie Houseman Finance Officer, Lake Andes TRUSTEES Fay Bueno Finance Officer, Sturgis

Karl Alberts Finance Officer, Aberdeen Steve Allender, Mayor, Rapid City

Christine Erickson Councilmember, Sioux Falls Amy Nelson City Manager, Yankton

Editor: Sara M. Rankin

DISTRICT CHAIRS Dist. 1 - Mike Grosek Mayor, Webster

Dist. 2 - Paullyn Carey Finance Director, Huron Dist. 3 - Dawn Murphy Finance Officer, Tea

Dist. 4 - Becky Brunsing Finance Officer, Wagner Dist. 5 - Renae Phinney President, Ree Heights

Dist. 6 - Leland Treichel Mayor, Roscoe Dist. 7 - Arnold Schott Mayor, McLaughlin Dist. 8 - Harry Weller Mayor, Kadoka

Dist. 9 - Carolynn Anderson Finance Officer, Wall

Features

Contents

Human Resource School . . . . . . . . . . . . . . . . . . . . . . .6

Scholarship Funds Available . . . . . . . . . . . . . . . . . . . . .7 Finance Officers’ School Agenda . . . . . . . . . . . . . . .8-9

Suicide Prevention Toolkits Available for South Dakota Communities . . . . . . . .10 Summer Brings More Than Warm Weather . . . . . . .12

Hire the Right Employee Every Time . . . . . . . . . . . .14

4 Ways to Improve Your Wireless Access and Reliability . . . . . . . . . . . . . . . . . . . . . . . .18

SDMEA Hometown Power – Howard . . . . . . . . . . .20

Sercuring Your City Employees Without Annoying Them . . . . . . . . . . . . . . . . . . . . . .22 The Winding Road of Change . . . . . . . . . . . . . . . . . .24 Finance Officer of the Year Nomination Form . . . . .27

Harvey v. Regional Health Network . . . . . . . . . . . . .28

Funding Available for South Dakota Trails . . . . . . .31 Transportation Economic Development Grants . . . . . . . . . . . . . . . . . . . . . . . . .32

Columns

Dist. 10 - Michelle DeNeui Assistant Finance Officer, Spearfish

Director’s Notes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4

LEAGUE STAFF 1-800-658-3633 Fax: 605-224-8655

Risk-Sharing News . . . . . . . . . . . . . . . . . . . . . . . . . .34

PAST PRESIDENT Meri Jo Anderson Finance Officer, New Underwood

Yvonne Taylor Executive Director Sandi Larson Director of Risk Sharing Services Lori Martinec Director of Research and Training Chris Hill Director of Municipal Electric Services Sara Rankin Director of Marketing & Communications Lori Butler Director of Finance Carla McGregor Accounting Assistant Lisa Nold Office Manager SD Public Assurance Alliance: David Pfeifle Executive Director Kristina Peterson Director of Underwriting Lynn Bren Director of Member Services Paytra Nichols Underwriter Jerry Krambeck Member Services Representative Deb Corkill Executive Assistant

President’s Report . . . . . . . . . . . . . . . . . . . . . . . . . . . .5 Washington Report: Senator Thune . . . . . . . . . . . . . .36

In Every Issue

2018 SDML Events Calendar . . . . . . . . . . . . . . . . . .11

Directory Changes . . . . . . . . . . . . . . . . . . . . . . . . . . .13

Hometown Happenings . . . . . . . . . . . . . . . . . . . . . . .38

Classifieds . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .42

Municipal Calendar . . . . . . . . . . . . . . . . . . . . . . . . . .45

SOUTH DAKOTA MUNICIPALITIES (ISSN 0300-6182, USPS 503-120) is the official publication of the South Dakota Municipal League, published monthly at 208 Island Drive, Ft. Pierre, South Dakota 57532, phone 605-224-8654. This institution is an equal opportunity provider, and employer. Periodical postage paid at Pierre, South Dakota and additional mailing offices. Non-member subscriptions are available for $30.00 annually. The opinions expressed herein are not necessarily those of the South Dakota Municipal League. Postmaster: Send address changes to SOUTH DAKOTA MUNICIPALITIES, 208 Island Drive, Ft. Pierre, South Dakota 57532.

APRIL 2018

VOLUME 84, NUMBER 10

Director's Notes Did you know that SD legislators are paid $6,000 per year? For that, they leave home for 2-1/2 months, serve on summer study committees, and almost like a city official, take heat and ‘commentary’ every day. They are underpaid.

There are 105 people in the SD legislature. I’ve been harder on them as a group than most, but as individuals, almost all of them are good people. We don’t always agree, but most are trying to do the right thing. They are underpaid.

The beauty of the SD legislature is that it is a citizen legislature. They are not full-time. They do not have offices or staff that protect them from the people they serve. For all of that I am grateful every single day. They are underpaid.

You have heard me often in the last few years pointing out that our system does not allow enough of our citizens to serve in the legislature. You must be self-employed and willing to give up the time and money you’d otherwise earn; retired; or have an incredibly understanding and civic minded employer to be able to serve. We need to do something to change that.

As this is written, it looks like the Legislature will pass a bill to increase legislative salaries. Even though they all need to run again before a pay increase happens, that vote is going to be used against some of them in the upcoming election. Some groups put together “scorecards” on legislator voting records – That type of thing is almost always misleading (one reason we have never done one). Attacking legislators based on some ‘scorecard’ designed to put them in a bad light is one of the reasons it is hard to find people willing to serve.

We have it good in SD. Our culture is honest, our beliefs are straightforward, and our legislature has truly been made up of citizens - representing citizens.

We need to protect that. A pay increase is not the only answer - we need more steps that allow any of our citizens to serve - but as a start - they are underpaid.

Until next month, remember we are always available at 1-800-658-3633 or yvonne@sdmunicipalleague.org.

Yvonne Taylor Executive Director

JE Marsh Consulting James Marsh, Owner Employment Law Consultation; Arbitration; Mediation; Contract Hearing Officer

ǯ got 30 y ǯ experience in helping people with W ǯ Compensation; EEO/Discrimination; FLSA; and Public Employee Laws (Collective Bargaining; Unfair Labor Practices; Grievances; Terminations). Let me help you! www.jemarshconsulting.com JE Marsh Consulting, PO Box 188, Tripp, SD 57376 605-505-1401 | email: jamesmarshadr@gmail.com

SOUTH DAKOTA MUNICIPALITIES

President's Report

It’s the beginning of April and we are concluding the final two district meetings. I appreciate all of the hard work each of the ten host cities did to ensure everyone enjoyed the evening. I am grateful for the opportunity to visit with many of you and to find out all the great things you have going on in each of your communities. While in Webster, we were relieved to know the water was back on and the pitchers of water on our tables were safe to drink. If you were unable to attend, I would encourage you to attend your district meeting next year.

How many of you remember the answers to some of my SDML trivia questions? How many Municipalities are there in SD? 310 – those attending in Geddes should really check your math 😊. What year was the SDML formed? 1934. How many Executive Directors has the SDML had? 5 (Ray Ringsrud, Ron Williamson, Bob Miller, John Thune and Yvonne Taylor). Which is the largest District? 3 with 61 cities. Which is the smallest District? 8 with 14 cities. Where is the 2018 October Annual Meeting? Pierre.

Now, as promised at the District Meetings, the main topic I wanted to share with you this month. Customer Service! As defined in Webster’s dictionary; the assistance and advice provided by a company to those people who buy or use its products or services. Be honest, how many of you recognized the fact that the profession of customer service agent is also the underlying description of your current job? Whether the finance officer, mayor, council member, public works director, attorney, etc.; please read the definition again and replace the word “company” with your job. Each of us has the responsibility to be helpful, patient, polite and professional when interacting with our customers. Please note that “customer” can be anyone you interact with. Your customer may be a peer in the office, mayor, council member, citizens or kids. You need to realize that people will associate and share your individual interaction as that of the entire city. What type of perception do you want that to be? Think about the following three actions for your next interaction: Woo, Wow, Win! Sincerely, Mike

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APRIL 2018

PUBLIC SPACES

SD Governmental Human Resource School June 5-6, 2018 • Holiday Inn City Centre • Sioux Falls, SD

…of the 310 municipalities in South Dakota, less than 15 have full time professional Human Resource personnel. Most HR duties are added responsibilities for existing city staff. This training will help anyone with HR responsibilities become better informed in this field, learn who to call on when they need help and where to turn to find resources.

Agenda

Tuesday, June 5

5:30 to 6:30 p.m.

12:15 p.m. Registration – Conference Center Lobby 1:00 p.m.

1:15 p.m.

3:00 p.m.

3:15 to 5:00 p.m.

General Business Meeting – Falls West

From Suits to Tattoos: Riding the Waves of Diversity and Change Kostas Voutsas, Professor of Business, Dickenson State University *Kostas has been teaching Management and Human Resource courses for 20+ years. He is a professor, an author, a corporate trainer, and keynote motivational speaker. His book Secrets to Making Diversity Work also discusses gender, cultural and generational differences. (Kostas will be available afterwards for discussion if individuals want/need) Break – Atrium

Mission POSSIBLE: Giving Harassment the Boot - Falls West Kostas Voutsas, Professor of Business, Dickenson State University

Social with Hors d’oeuvres– Falls East * Then on your own, enjoy the evening in Sioux Falls!

Wednesday, June 7

7:30 a.m.

Breakfast – Falls East

9:45 a.m.

Break – Atrium

8:30 a.m.

Questions and Answers: A panel discussion of HR Anything – Falls West Facilitated by Kostas Voutsas and SDGHRA Board Members Performance reviews, Employee Orientation, Harassment, Salary Studies

10:00 to Vampires at Work: Handling Difficult 11:30 a.m. People, Different Personalities and Conflict – Falls West Kostas Voutsas, Professor of Business, Dickenson State University

2018 Human Resource School • June 5-6, 2018

Municipality Representing ____________________________________________________________ Name

Title

(Please print or type the name and title as you want them to appear on your name badge)

____________________________ _____________________ _________________________________

Registration fee: $50.00 for affiliate members and $100.00 non-members.

Accommodations: Mention you are with the SDML Human Resource/Finance Officer Association. Make reservations by May 5 to guarantee the conference rate. Holiday Inn City Centre, 605-339-2000, $55.00 + tax. _______ person(s) @ $50.00 each = $__________

_______ person(s) @ $100.00 each = $_________

Return registration with payment by May 22, 2018 to: SD Governmental Human Resource Association *No refunds will be given after May 22, 2018 208 Island Drive, Ft. Pierre, SD 57532 Office Use Only:

Date:________________

Check #:________________

Amount:________________

Scholarship Funds Available

SD Building Officials’ Association Scholarship The scholarship is to attend the ICC Code Hearings Conference. Applicant must be a voting member of the South Dakota Building Officials’ Association and a voting member of the ICC or become one prior to scholarship award.

SD Police Chiefs’ Association Scholarship The scholarship is to attend the International Association of Chiefs of Police (IACP) Conference which will be October 6-9, 2018 in Orlando, FL and information can be found at: http://www.theiacpconference.org/.

One scholarship will be awarded to an individual that has not previously attended an ICC Code Hearing, and one scholarship will be awarded to an individual that may have attended a previous ICC Code Hearing in the past. Scholarships to attend the ICC Code Hearings are NOT limited to in-state use only. Approval of the applicant’s City Council, Commission, or Supervisor must be received with application.

A copy of applicant’s City Councils’ approval for the travel must be received with application.

The Scholarship fund allows for reimbursement of expenses related to registration, airfare, lodging, transportation, and meals not included in the conference package. Recipient is responsible for keeping all receipts and submitting them to the SDML for reimbursement. All reimbursement costs are subject to SDBOA board approval.

All applications must be received in the office of the SDML, 208 Island Drive, Ft. Pierre, SD 57532 or fax to 605-224-8655, no later than July 1 each year to be eligible. Notification of award will be given a week later.

An official scholarship application can be obtained by visiting www.sdmunicipalleague.org then the Building Officials section under the Affiliate Organizations tab.

SD Association of Code Enforcement Scholarship The scholarship is to attend the American Association of Code Enforcement (AACE) Conference which will be October 27 - November 2, 2018 in Broomfield, Colorado and information can be found at: http://www.aace1.org.

Applicant must be a member of the South Dakota Police Chiefs’ Association in good standing; must have at least five years of SD Law Enforcement experience; must be a current Chief of Police of a city under 10,000 in population; must never have attended IACP before; and must be a member of IACP.

SDPCA will pay for round trip airfare, lodging for the conference dates only, IACP conference registration fee, transportation (taxi, airport shuttle; not rental car) and meals not included in the conference package. Recipient is responsible for keeping all receipts and submitting them to the SDML for reimbursement following attendance at the IACP conference. All reimbursement costs are subject to SDPCA board approval. Please submit application to the SDML, 208 Island Drive, Ft. Pierre, SD 57532 or fax to 605-224-8655 by June 1, 2018, to be considered for the scholarship.

An official scholarship application can be obtained by visiting www.sdmunicipalleague.org then the Police Chiefs section under the Affiliate Organizations tab.

Applicant must be a member of the SD Association of Code Enforcement.

SoDACE will pay for round trip airfare, lodging for the conference dates only, AACE conference registration fee, transportation (taxi, airport shuttle; not rental car) and meals not included in the conference package. Recipient is responsible for keeping all receipts and submitting them to SDML for reimbursement. All reimbursement costs are subject to SoDACE board approval.

Please submit application to the SDML, 208 Island Drive, Ft. Pierre, SD 57532 or fax to 605-224-8655 by July 1, 2018, to be considered for the scholarship.

An official scholarship application can be obtained by visiting www.sdmunicipalleague.org then the Code Enforcement section under the Affiliate Organizations tab. APRIL 2018

SD Governmental Finance Officers’ School June 6, 7, & 8, 2018 • Holiday Inn City Centre • Sioux Falls, SD

Wednesday, June 6

Agenda

10 a.m. to Banyon User Group - Skyline 12:30 p.m. (Up elevators to 10th floor) Jeff Christensen, Banyon Data System, Inc. Utility Billing, Point of Sale, Fund Accounting, Payroll and New Products will be covered. *Banyon will be available for individual Q&A following the User Group meeting. Door Prizes will be given away throughout the school - must be present to win.

Noon to 4:00 p.m.

Registration Conference Lobby

1:00 to 1:15 p.m.

Business Meeting

12:45 p.m.

1:15 to 1:30 p.m. 1:30 to 2:15 p.m. 2:15 to 2:30 p.m. 2:30 to 3:45 p.m.

Welcome by Sioux Falls Mayor Falls Room

Legislative Update Yvonne Taylor, Executive Director, South Dakota Municipal League

Capital Improvement Plans Chad Hanisch, PE, Infrastructure Design Group, Inc.

Break Atrium

Basic Accounting - Falls Room Rod Fortin, Director of Local Government Assistance, SD Dept. of Legislative Audit

4:00 to Networking Event 6:30 p.m. Palisades/Outside Terrace Escape Unit - The Mobile Sioux Falls Escape room delivers a unique team-building activity that will spark you imagination! www.escapeunit.com

5:30 to 7:00 p.m.

Dinner and Cash Bar Palisades/Outside Terrace

Hospitality Room at Holiday Inn opens after dinner until 11:30 p.m.

7:15 to 8:00 a.m.

Thursday, June 7 Breakfast Buffet Restaurant Terrace

8:15 to General Session 9:45 a.m. Falls Room Keynote Speaker: Mark Mayfield A former corporate lobbyist and nightclub performer, Mark Mayfield is one of America’s finest humorists. Content based, yet comedy driven. It’s pretty simple what he does...he talks about VERY SERIOUS stuff in a VERY FUNNY way. If you want to learn about change, or teamwork, or stress, or customer service; why not have a great time doing it? 9:45 to 10:00 a.m.

Break Atrium

10:00 to Concurrent Sessions (Pick one; 10:45 a.m. sessions will be repeated in afternoon) Municipal Constitutional Debt - Cascade Todd Meierhenry, Bond Council & Municipal Advisor Drugs and Alcohol in the Workplace - Palisades Matt Petersen, Safety Consultant/Loss Control Representative, Safety Benefits City Financial Policies - Falls East Rod Fortin, Director of Local Government Assistance, SD Dept. of Legislative Audit 11:00 to Concurrent Sessions (Pick one; 11:55 a.m. sessions will be repeated in afternoon) Tax Increment Financing (TIF) - Cascade Tom Grimmond, Senior VP, Dougherty & Company Woody Woodsend, Senior VP, Dougherty & Company Code Enforcement - Palisades Geoff Fillingsness, Code Enforcement Officer, Beresford Dave Smith, Code Enforcement Officer, Sturgis

The World of Liquor - Falls East Jason Evans, Assistant Director, Special Tax Division, SD Dept. of Revenue

Noon to Finance Officer of the Year 12:45 p.m. Luncheon Starlight Ballroom Finance Officer of the Year Award presentation and Years of Service Pins will be presented. 1:00 to General Session - Falls Room 2:30 p.m. Keynote Speaker: Mark Mayfield 2:30 to 2:45 p.m.

Break Atrium

2:45 to Concurrent Sessions (Pick one; 3:40 p.m. sessions will be repeated in afternoon) Municipal Constitutional Debt - Cascade Todd Meierhenry, Bond Council & Municipal Advisor The World of Liquor - Falls East Jason Evans, Assistant Director, Special Tax Division, SD Dept. of Revenue Code Enforcement - Palisades Geoff Fillingsness, Code Enforcement Officer, Beresford Dave Smith, Code Enforcement Officer, Sturgis

3:45 Concurrent Sessions (Pick one; 4:40 p.m. sessions will be repeated in afternoon) City Financial Policies - Falls East Rod Fortin, Director of Local Government Assistance, SD Dept. of Legislative Audit Drugs and Alcohol in the Workplace - Palisades Matt Petersen, Safety Consultant/Loss Control Representative, Safety Benefits Tax Increment Financing (TIF) - Cascade Tom Grimmond, Senior VP, Dougherty & Company Woody Woodsend, Senior VP, Dougherty & Company

5:30 to President’s Social and Dinner 8:00 p.m. Washington Pavilion, 3rd Floor Lobby *Featuring the comedy of Mark Mayfield Hospitality Room at Holiday Inn opens after Dinner until 11:30 p.m.

7:30 to 8:15 a.m.

Friday, June 8

Breakfast Buffet Restaurant Terrace

8:15 to 8:30 a.m.

8:30 to 9:30 a.m.

9:30 to 10:30 a.m.

10:30 to 10:45 a.m.

10:45 to Noon

Last Minute Announcements Falls Room

ALICE Training - Tools to Handle Workplace Assaults Trooper Christopher Halm, SD Highway Patrol Trooper Andrew Steen, SD Highway Patrol

Tax Levies and Equalization Meetings Wendy Semmler, Program Manager, Property and Special Tax Division, SD Dept. of Revenue Break Atrium

Municipal Sales and Excise Tax Refresher Ryan Conway-Hay, Revenue Agent, SD Dept. of Revenue

Accommodations A block of rooms has been reserved at Holiday Inn City Centre (605-339-2000). Room blocks are for June 6 - 7, 2018. Be sure to mention HR and FO School when making reservations. **IMPORTANT: to guarantee this rate your reservation must be made by May 7, 2018. If a city has not yet set up direct billing and wants to be direct billed, request that when making reservations. Registration Registration can be found at www.sdmunicipalleague.org or call the SD Municipal League office at 800-658-3633.

Questions may be directed to Lori Martinec at martinec@sdmunicipalleague.org or by calling 605-2248654 or 800-658-3633.

Visit the League’s website!

Spring is a busy time of year for trainings and meetings. Visit the Events section frequently on the SDML website, www.sdmunicipalleague.org, to find out what events are coming up.

Suicide Prevention Toolkits Available for South Dakota Communities

The Department of Social Services and the Department of Health, in partnership with the South Dakota Helpline Center, developed and created toolkits for communities to engage in suicide prevention.

“Suicide does not discriminate and can happen to anyone regardless of age, gender or ethnicity,” said Department of Social Services Secretary Lynne Valenti. “Suicide deaths are on the rise, and communities play a critical role in suicide prevention.”

Each toolkit has a comprehensive approach to suicide prevention and is targeted to a specific audience or activity. Toolkits available at sdsuicideprevention.org/ include Building a Coalition, Employer Toolkits, Native American Toolkits, Healthcare Toolkits, Senior Care Toolkits and Military Member and Veteran Related Toolkits.

“The step-by-step guides in each toolkit give communities the resources they need to get the conversation started to address suicide,” said Secretary Valenti. “Suicide deaths are preventable, and communities can help by creating community coalitions that can review and evaluate local

data and develop suicide prevention action plans.”

Suicide is the ninth leading cause of death in South Dakota, and the second leading cause of death for individuals ages 15 to 34.

“Preliminary data for 2017 shows the number of suicide deaths in South Dakota will surpass the previous record high of 173 suicide deaths that occurred in 2015,” said Department of Health Secretary Kim Malsam-Rysdon.

In addition to the toolkits, the website lists additional information on the warning signs, how to get help, support groups and upcoming suicide prevention trainings. Individuals in need of help are encouraged to call the South Dakota Helpline Center at 1-800-273-TALK (8255). Services are available 24/7. For more information about behavioral health services, or to find a Community Mental Health Center in your area, contact the Department of Social Services’ Division of Behavioral Health at 605-773-3123, toll-free at 1-855878-6057 or online at dss.sd.gov/behavioralhealth/.

SOUTH DAKOTA MUNICIPALITIES

April

2018 Events Calendar

District 9 Meeting, Wall

District 10 Meeting, Deadwood

3 5 TBD 11-12 17-19 23-24

May

SD Building Officials ICC Code Officials Institute Program, Rapid City SD Building Officials ICC Code Officials Institute Program, Sioux Falls

SD Airport Management Assoc Meeting, Deadwood

SD City Management Assoc Meeting, Pierre SD Police Chiefs/SD Sheriffs Joint Association Meeting, Deadwood SD Municipal Street Maintenance Assoc Meeting, Mitchell

9-10

SD Association of Code Enforcement Workshop, Pierre

13-14

SDML Board of Directors Meeting, Baltic/Sioux Falls

June 5-6

Human Resource School, Sioux Falls

6-8

Finance Officers’ School, Sioux Falls

TBD

SD Municipal Attorneys’ Association Meeting, Sioux Falls

July

Municipal Debit/Credit Workshop, Pierre

Budget Training, Rapid City

19-20

SD Building Officials’ Assoc Meeting, Pierre

Elected Officials Workshop, Pierre Budget Training, Sioux Falls

August 22-23

Policy Committee Meetings, Fort Pierre

SDML Board of Directors Meeting, Pierre

October 2-5

SDML Annual Conference, Pierre

7-10

NLC City Summit, Los Angeles, CA

Joint SDML Board Meeting with County Association, Pierre

November December

SOUTH DAKOTA BASIC CODE Affordable Codification for Small and Mid-Sized South Dakota Municipalities A comprehensive model code of ordinances for municipalities featuring: x Subject matter encountered by municipalities x Annual state law updates x

x x APRIL 2018

A comprehensive index and a title devoted to your unique local ordinances Published by American Legal and the South Dakota Municipal League For more information call or e-mail deRicci Getty at 1-800-445-5588 or dgetty@amlegal.com 11

Summer Brings More Than Warm Weather!

By Lynn Bren, SDPAA Director of Member Services

As we are looking forward to those longer days and shorter sleeves, the children in our communities are getting ready to participate in all the clubs and activities that the summer break from school has to offer. How does this impact your entity?

There are various clubs and groups that utilize governmental property for various reasons. They may host events that involve numerous spectators or small meetings that involve only the participants. The question that you need to ask yourself is, how are their property and liability exposures covered? Are you sponsoring the events or activities of these clubs and groups or should they be securing coverage elsewhere?

One of the organizations that use the facilities of many governmental entities is 4H. The South Dakota 4H opportunity is delivered through the South Dakota State University Extension Program and iGrow. Liability exposures arising out of 4H related activities would not be covered by the County, as they are not a County sponsored

event or activity. Additionally, property that is not owned by the County may not be afforded coverage even though it is traditionally housed at a County owned location.

In other communities, baseball and softball associations are gearing up for their spring training, if they haven’t already started via indoor facilities. The groups often seek the use of City owned parks and ball diamonds, concession stands and rest room facilities. If these groups are not formed as part of the City’s entity, they would not be subject the coverage benefits secured by the City for the City. Many of these groups presume that they are part of the City because they have ‘always been’ covered that way, when in fact, they may not have had liability coverage for incidents arising out of their events. Each of these groups may be requesting that you store or house their supplies in-between games, meetings or other events. It is important to determine who is bearing the responsibility for that property while it is stored with you, but is not owned by you. Having conversations with the administrators of your 4H

SOUTH DAKOTA MUNICIPALITIES

groups, fair boards, baseball and softball associations affords you the opportunity to identify shortages in coverage before a claim occurs, rather than trying to figure out who’s on first after the guy in the parking lot is injured. For those special groups and boards that are formed as part of your City or County, those governing boards also need to be aware of any special coverages or exclusions which may apply to certain types of events. Coverage documents should always be considered when planning an event. Do you need to purchase special liquor liability coverage? Does that mechanical bull ride qualify for coverage under your coverage agreement or is it excluded? If you have food vendors at your event, what have you put in place to ensure that they are properly covered? Is the location selected for the event properly prepared to host the response anticipated?

The SDPAA offers extensive Risk Management and Loss Control Services to all of their Members. If you have a question and are a Member, or are interested in becoming a Member, contact our office at 800-658-3633 Option 2, or via our website at www.sdpaaonline.org .

SDML Directory Changes Brookings

Add:

PC David Erickson

Clark

Add:

CM Brian Cook

Canton

Gettysburg

Lemmon Murdo Olivet Pierre Wilmot:

Delete: PWD Bill Thorson SS Jeff Fossum WS Jeff Fossum Add: PWD Chris Krogman SS Steve Erickson WS Steve Erickson Delete: PC David Mogard

Delete: FO Barb Bartell Add: FO Chad Abel

Delete: STS Clarence Hatheway Add: STS Jerry Hatheway

Delete: FO Jeanine Herman Add: FO Melissa Sayler

Delete: PC Dave Panzer Add: PC Jason Jones Add:

CM Riley Kuschel

Email Directory changes to lisa@sdmunicipalleague.org. Visit www.sdmunicipalleague.org for a cumulative listing of changes to the 2017-2018 Directory of Municipal Officials.

APRIL 2018

Hire the Right Employee Every Time

Develop a Better Application Screening Process

By Amy P. Castro

During the hiring process, many managers encounter something you might call the “Reverse Frog Prince Phenomenon.” In the story of the Frog Prince, a prince is turned into a frog and can only return to being a prince if he finds his perfect match. Hiring managers, however, often interview someone who seems like a prince or princess, the perfect match, only to have a frog show up on the first day of the job.

unbiased screening process, this information allows unconscious biases to affect the hiring process. A good practice is to erase or mark out the applicant’s name and address, and let his or her accomplishments speak for themselves.

3. SPENDING TOO LONG ON THE FIRST REVIEW Save the word-for-word reading for the second and third rounds of reviews. On the first round, look for things that screen applicants out. If you require a minimum number of years of experience, an advanced degree, or a specific skill set, look for those first. If an application or resume doesn’t When it happens, we usually blame the applicants for meet those requirements, don’t consider it. Be sure you’re hiding their true selves in the interview. But when you screening for your “must haves,” think about it, of course they did! however, and not just desired traits. People who want a job try to project Sometimes you’ll find that the best the best possible image of Who is going to go into a job candidate might not be what you themselves. Sometimes they do lie to thought you were looking for. create this positive image, but they interview and admit they can’t meet usually believe what they’re deadlines, are the slowest person 4. SCREENING BASED ON JOB projecting – that they’re efficient, DESCRIPTIONS effective, and skilled. Who is going in their office, and have outdated If you need to fill a senior to go into a job interview and admit accountant position, the hundreds of they can’t meet deadlines, are the skills? applications you receive will slowest person in their office, and quickly sound the same. Dozens of have outdated skills? applicants will have your required 5 years of complex It’s up to you to create processes that ensure you get a good financial and accounting experience, as well as bachelor’s look at the real person you’re interviewing. When it comes degrees in accounting, business, or public administration, to screening applicants, there tend to be seven key or a closely related field. mistakes that keep us from finding the right employee for the job. Look for accomplishments, not job descriptions. What makes one person stand out? Do you want to hire the 1. UNDERVALUING THE COVER LETTER applicant who was responsible for software If your hiring system allows applicants to submit a cover implementation, or the one who “developed procedures for letter, give first consideration to those who submit one, especially if you ask for one. Those who don’t are basically telling you that they can’t or don't care to follow instructions. A lack of a cover letter may also indicate a lack of real interest in the position—the person might be randomly sending out resumes for any job that’s open.

A cover letter can also indicate the quality of an applicant’s communication skills. Poor grammar, typos, and a heading of “Dear Sir or Madam,” tell me that a person at minimum lacks attention to detail, has poor communication skills, and possibly doesn’t care to take the time to find out to whom the letter should be addressed.

2. ALLOWING OPPORTUNITIES FOR PRECONCEPTIONS A person’s name and address can cause you to create a mental picture of the person. As much as you aim for an 14

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new accounting conversion software that was used by the entire city to streamline general ledger reconciliations and saved 15 hours a week in staff hours”?

6. IGNORING GENERALITIES Years ago, it was common practice to create a single resume and print 100 copies to send to potential employers. In 2017, there’s no excuse for an applicant to send out a generic cover letter or resume. When reviewing resumes, you want to see content tailored to your organization.

Do you want to hire the accountant who worked with various departments, or the one who “worked with the purchasing department as the point of contact for accounting and automated four ‘shadow system’ When it comes to screeing reports that previously required 20 staff hours weekly?” applicants, there tend to be seven

When I left the Air Force, my job experience was riddled with acronyms and verbiage that didn’t translate to civilian employment. I key mistakes that keep us from had to change my language to 5. IGNORING QUANTIFIABLE verbiage used by potential ACCOMPLISHMENTS finding the right employee for the employers. When you’re reviewing Notice that the accomplishment job. resumes, look for applicants who statements above both include took the time to learn about your numbers. The applicant who shares organization and tailor their the scope of their accomplishments resumes. Start with the summary atop the resume. Does it gives you a better picture of who he or she is. For example, reflect the position you’re hiring for, or is it generic? an applicant might say he or she managed the accounting department, but is there a difference between someone Sample language to be wary of usually reads something who managed one direct report and the person who like this: “Senior accountant looking for a position in a managed a team of 25 employees? That depends on progressive organization where I can use my advanced whether experience leading a larger team is critical to the degree to...” position for which you’re hiring.

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APRIL 2018

7. FOCUSING ON THE WRONG RED FLAGS Many articles on reviewing resumes discuss red flags – if you find them, don't consider the applicant. However, one organization or position’s red flag might not be a red flag, or even a yellow flag, for another.

Typos. Many say that typos indicate a lack of attention to detail, and that’s usually true. However, you should think twice about tossing an otherwise great resume because of one small typo or a misplaced quotation mark.

Poor Grammar. Managers generally want to hire For example, a common red flag mentioned by many employees with good communication skills. However, if articles is frequent job changes. you’re hiring for a technical position However, upon reviewing a resume or an accounting position that more closely, you might find doesn’t require a lot of written If your hiring system allows justifiable reasons for job moves. communication, how much weight Maybe each new job was a step up in do you want to place on a person’s applicants to submit a cover letter, career position, which means the grammar? You’d have to assess how resume you’re looking at is from a poor the grammar was and then give first consideration to those go-getter, not a job-jumper. That decide if that’s a deal breaker. It’s an who submit one, especially if you said, if the person has a new job individual decision. every 3 to 4 months, doesn’t have a ask for one. Being Overqualified. Many people better position or responsibility to overlook a seemingly overqualified show for it, and all the jobs are in the employee because they believe the same part of town, that person might person will want more salary than they can afford to pay, a job jumper, and you shouldn't consider them. will get bored quickly and start complaining, or that they’ll quickly leave for a more prestigious position. OTHER RED FLAGS Keep in mind that not everything typically identified as a Although this may be the case in some instances, if you red flag should automatically disqualify an otherwise post the salary for the position and a person applies, they promising candidate. Below are some issues you might know going into the interview what you’re willing to pay. want to think twice about.

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In most cases, they have no expectations of making more. The argument that an over-qualified person will get bored may be valid. It’s also possible that the person might be taking the position as a temporary stop on a journey to a better position. But if the applicant sounds great otherwise, explore these issues in an interview. You really have no basis for believing this until you ask.

Major Employment Gaps. This is probably the most common red flag people screen for, but look more closely – an employment gap can tell you a lot about the type of person you’re considering.

For example, a person who took time off from their career to care for a dying parent is probably someone who is caring, compassionate, and dedicated. This is quite different from someone who took multiple breaks and plans to continue taking breaks to travel for personal reasons. (Wanting to see the world is an admirable quality, but this person probably isn’t the one for you if you need someone at work, on time, every day.) CONCLUSIONS Your goal in reviewing applications and resumes on your first review is to look for legitimate reasons to screen

applicants out, not in. Eliminating those who aren’t a fit, don’t meet minimum qualifications, or don’t show real interest in the position will make the job of selecting the best candidates to interview a lot easier.

For more information on how to hire the right candidate for any position, read part two of this series in the next issue of Government Finance Review.

AMY P. CASTRO is a communication expert, a National Speakers Association Certified Speaking Professional, and author of The Performance Communication Blog (amy-castro.com/blog/) and the book, Practical Communication – 25 Tips, Tools, and Techniques for Getting Along and Getting Things Done (ICTS Press, 2016). She works with federal, state, and local government organizations to increase productivity, decrease conflict, and improve customer service. Castro’s “Hire the Right Fit Employee Every Time” program was presented at GFOA’s 2017 annual conference and at human resources conferences around the country. You can find information about the workshops and programs she offers at amy-castro.com/programs/.

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APRIL 2018

4 Ways to Improve Your Wireless Access and Reliability

Nathan Hall, Network Infrastructure Consultant Sophicity: We put the IT in City.

Just as internet access is standard at nearly all organizations, Wi-Fi access to the internet is nearly at that same level of expectation. Most organizations rely on it internally and guests expect it. So many employees use untethered devices such as laptops, smartphones, and tablets—and those devices often work best with wireless access.

Simply buying a few retail wireless routers and setting them up yourself may not meet your needs. It’s not uncommon to see cities with spotty wireless access, slow wireless internet connections, and even a risk of data breaches through unsecured wireless access points.

If you’re struggling to provide quality, consistent, and reliable wireless access for your guests and employees, then you may want to explore these four ways to improve your situation.

1. Look at your technology foundation. The root of many wireless issues goes deeper than your wireless equipment. You may want to assess your: •

• •

Internet service provider: Have you reviewed your ISP options lately? Your city needs a stable and reliable solution. Look at your uptime and make sure you’re getting business-class (rather than a consumer-class) service. Network equipment: Are your network systems able to handle your wireless needs? Your network includes switches, routers, and firewalls appropriate for your needs. Modernized hardware: You may have great wireless equipment but lack devices that can use it properly. Aging laptops will often have trouble connecting to wireless access points.

2. Make sure you’re using scalable, business-class wireless equipment. If you’re tempted to buy your wireless equipment at a

SOUTH DAKOTA MUNICIPALITIES

retail store, don’t. Consumer-grade wireless equipment will likely not fit your needs—especially when you have to scale as more employees and guests use it.

As one example, many consumer-grade wireless routers only provide what’s known as “single band connectivity.” At home, you might connect to one 5 GHz or one 2.4 GHz band at a time. Now imagine if all your city employees tried to get onto that single band through your home router. Like a rush of traffic on a single lane highway, your internet will slow down. By contrast, business-class wireless equipment provides you dual band or triple band connectivity options—giving you more “lanes” so to speak. These “lanes” help you accommodate all your users’ needs—including high-bandwidth activities like accessing videos or large files.

3. Ensure proper wireless coverage appropriate for your city. Walls, floors, and other equipment (such as electronic devices and appliances) can all affect your wireless connectivity. You might have employees in a basement or on a top floor struggling to get a good wireless connection. Part of your wireless access planning needs to involve coverage. Who needs wireless access? What equipment

will provide an appropriate range? How much equipment do you need to provide multiple access points? Without proper planning, cities may have too little equipment for their needs.

4. Secure your wireless access and improve your wireless security policies. Why is security important for wireless access and reliability? When you aren’t managing your wireless access, you don’t know who is on your network, how many users are on your network, or what they’re doing. In a previous post about wireless access security, we recommended that you: • Secure and lock down all wireless devices. • Remove physical wireless access hardware from the public or unauthorized employees. • Apply patches and upgrades to wireless devices. • Use appropriate wireless hardware and configure it properly. • Monitor and maintain your wireless network for security risks. If someone is abusing your wireless access, then you could see significant slowdowns when employees try to access the internet.

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By Chris Hill, SDMEA Director of Municipal Electric Services Howard

Kody Dawson is the Electrical Superintendent of Howard. Kody and I have had some interaction with each other while at conferences and have some things in common. For example, we both shoot shotguns left handed (although, he is a much better shot than I am), we both graduated in 2001, and we both have excellent beards. Ok, two out of three is close enough. Everyone that has met me knows that I cannot grow a good beard. Kody can.

Howard Water Tower

There are decorative lights on main street that he will be using LED in as they burn out. He also plans to change out the aluminum poles on the main street boulevard. The newer housing in Howard does have underground services and Kody plans to start trenching some secondary underground this year and hopes to continue to make progress towards underground in the next 5 years.

Chad Podhradsky, Kody Dawson and Troy Loudenberg

Kody took over as the Electrical Superintendent in 2012. Like a lot of our municipal electrics, he is a one-man crew. He has been working on transitioning the street lights to LED and lights up the town with 50-Watt lights. He did use 250-Watt on the school route and main street, and 400Watt on Highway 34. Kody has had no complaints about the transition to LED from the residents and mentions that everyone seems to be very positive about the change.

Howard, like other municipal electric utilities, has also been looking at some possible meter upgrades and has been doing some research on AMI. They also currently have a load management system. Howard has several businesses in their industrial area which take a good amount of the load. The city also utilized an economic development grant from Heartland Consumers Power District to help upgrade their services for a building that was vacant for 5 years for the transition of Quality Custom Meats to begin operating. The City also maintains a campground, which Kody tells

Follow SDMEA on Twitter at @SDMuniElectric

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Howard Municipal Building me is full every weekend in the summer. The campground presently hosts 30-amp sites and the city is looking at upgrading to 50-amp. Howard has a Municipal Golf Course that is currently undergoing construction to add a new private room for parties, new bathrooms, and a bigger Kitchen/Bar area. Kody also informed me that the School will be adding on a new gym to the East of the current High School Gym.

Now that I work for the South Dakota Municipal League, I am more observant about the community as opposed to just finding my destination within the city. I am pleasantly

Howard Main Street Looking North

surprised at local businesses and buildings that I have driven by before, but didn’t pay close attention to. Howard was no exception. Stop in and say hi, you won’t have to ask what makes their Hometown Great! Until next month!

Questions? Comments? Email: Chris@sdmunicipalleague.org Call: 605-770-6299

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APRIL 2018

Securing Your City Employees Without Annoying Them

Patrick Perry, Network Infrastructure Consultant Sophicity: We put the IT in City

We secure our cars, but we don’t drive Batmobiles. We like to unlock our car doors with one click but it’s still possible for a criminal to smash the window and grab something inside. It’s a trade-off.

We secure our homes, but we don’t live in a fortress with a moat surrounding it. We can unlock our doors with a key and perhaps a security system with an easy-to-remember code. Yet, if someone really wants to enter your home, it’s still possible. It’s a trade-off.

Similarly, your information technology needs to allow your city staff to easily perform work while keeping them secure. Sure, you could remove all access to the internet— but then you would get very little done. Sure, you could whitelist every single website that employees visit—but that takes excessive oversight and IT support.

What’s the right balance? If you are too lax with your information security, then you make yourself an easy target for bad actors (such as hackers). If you are too strict, then employees become unproductive, frustrated, and trapped.

Here are a few best practices that can help you balance both user productivity and security.

1. Monitoring and alerting for suspicious activity

Monitoring and alerting technology, coupled with proactive IT, provides early identification of suspicious activity and anomalous incidents before they become serious. For example: • An employee’s email account is being accessed remotely from Kazakhstan. • A large download or upload of data starts occurring in the middle of the night. By proactively noting suspicious activity, you may be able to stop a data breach or data loss before it happens. 2. Enterprise-grade antivirus Enterprise-grade antivirus is quite good at shielding and blocking obvious risks when employees accidently do something wrong. This software will flag and stop many viruses before they are activated, and it will also help prevent employees from entering suspicious websites or clicking on malicious email attachments. It’s not perfect, but antivirus software stops a lot of obvious breaches that result from employee error.

3. Patch management, software upgrades, and browser security In addition to antivirus software, patching and upgrading your other software helps prevent employees from exposing your city to a virus or data breach. Patches often contain fixes to security vulnerabilities, and up-to-date software is built more securely than older software. Your accounting, office productivity, operating system, web browser, and other software all need regular patching and updating.

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For example, keeping modern browsers up-to-date (such as Chrome, Firefox, or Edge) ensures that each browser’s built-in virus and malware protection helps prevent users from entering risky websites. When a user clicks on a bad website, a clear warning will often appear. It is important to keep your browsers updated to the latest version and with the latest patches.

4. Access and authorization At a policy level, you need to restrict access to your software applications and data. Each person should be assigned the least security privileges required for them to do their job. For sake of ease, many cities allow administrative access (or full access) to many employees—even if those employees should not have access to sensitive information. By restricting access, you mitigate the risk of stolen, deleted, or corrupted data.

5. Wireless network security It’s not uncommon to encounter an easily compromised wireless access point at a city. Warning signs include: • No password needed to connect. • An unencrypted or weakly encrypted connection.

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A default admin password identified in the original wireless access point packaging. It’s essential that you require employees (and everyone) to log into a secure wireless network that you host. Also, make sure that wireless access points are set up by authorized IT staff or an IT vendor. 6. Physical access Any employee shouldn’t be able to wander into a server room or have physical access to a computer. Protecting equipment through locks, encryption, and passwords is a sensible security precaution. 7. Application controls Software that deals with important data needs controls over data input, processing, and output. Otherwise, employees could accidently (or intentionally) delete, alter without logging, corrupt, or even steal data. You also don’t want users seeing data they should not be able to see.

8. Content filtering Content filtering can help block bad websites—and unfortunately many good websites. Whitelisting websites is very secure but it’s a pain for employees as they must submit many legitimate websites to someone within the city for approval. However, certain temp employees or employees focused on simple tasks may not need full internet browsing to do their jobs. Content filtering may work well to keep them focused.

9. Creative training Employee error is the root cause of a high percentage of data breaches, viruses, and permanently lost data. All it takes is one employee to click on a malicious email attachment or website and you’ve got a potential data breach on your hands. Consider training that is: • Ongoing: This helps reinforce cybersecurity lessons for existing employees while training new employees. • Test-oriented: For example, IT can periodically test city employees with mock phishing attacks to see if employees will click on malicious emails. If a user gets fooled, especially multiple times, they may need extra training. • Leader-oriented: City leaders such as the city manager, city clerk, and department heads need to buy into the importance of cybersecurity training. Otherwise, no one will take it seriously.

These best practices will help you balance employee productivity with security in a way that won’t overwhelm or slow employees down. 23

The Winding Road of Change

By Jayna Watson, City Planner, Spearfish SD

At the 2017 Western Planner conference, Charles Marohn, founder of the advocacy group Strong Towns (www.strongtowns.org), reviewed the benefits of tackling large public works projects in smaller incremental steps. The core of Marohn’s message is that instead of pursuing multi-million dollar infrastructure investments that result in permanent and big changes, test out the design themes first in a scaled down version. This approach recently played out in Spearfish, South Dakota as the community spent the last year discussing options for the renovation of a key street, Jackson Boulevard, beginning with an expansive (and expensive) new vision for the street, and ending up with something significantly different.

Jackson is the primary gateway into downtown Spearfish. Once the driver leaves Interstate 90, the view along this street is framed by quaint neighborhoods on both sides and in the distance, Crow Peak invites the explorer to hike her trails to a breathtaking summit at just over one mile above sea level.

Jackson Boulevard Current Conditions

This major street has existed for over 125 years. The current four-lane configuration is within a 100 foot right of way and has existed since the 1970s when the Interstate highway was built. Drainage issues, pavement and sidewalk deterioration, plus a host of the usual suspects of aging infrastructure prompted the city to begin planning for a major upgrade of a mile long section of this street that originally was to take place in 2018.

Our citizens are a caring and involved group of people that want to be part of major decisions and Jackson’s remodel was no exception. Knowing this, the city initiated a citizen-driven design process in February 2017 and an extensive public meeting campaign was started which included mailed postcards to the landowners along Jackson, as well as invitations posted on the city’s website and social media. 24

The first public meeting filled the City Council chambers with over 60 people as the design team represented by AE2S/Civi Engineering, Olsson and Associates/Traffic Engineering and Tallgrass/Landscape Architecture rolled out every idea possible for what could comprise a new vision for Jackson. The public was invited to write down their comments and attach them to the various idea boards that included landscape medians, new bike lanes, wider sidewalks, updated street lights, public art, street furniture, and the like.

Residents use templates to discuss options

Post-it notes covered the idea boards with some instances of one person writing down a comment and another who wrote something completely opposite. People were able to vote for ideas they liked using colored sticky dots. Street design templates were used like paper dolls as people experimented with different street layouts and configurations to see what they liked the best. From all of this input, the design teamwas then tasked with combining hundreds of ideas and concepts into one cohesive vision. In May of 2017, the team returned to the City Council and presented their design proposal using illustrations of the before and after scenarios to depict the plan.

Before: Existing 4 lane Jackson Boulevard

The preliminary design vision included these main features that are key themes of the Road Diet philosoph: 1) SOUTH DAKOTA MUNICIPALITIES

Reduction from 4 lanes to 2 through lanes with dedicated left/right turn lanes; 2) bike lanes both sides of the street; 3) landscaped medians; 4) curb extensions at crosswalks; and 5) a roundabout at one of the intersections. All these features along with the standard underground utility work pushed the preliminary price tag to $7 million plus.

playbook, one citizen suggested at the meeting that the city should just stripe Jackson Boulevard into the reduced lane design and see if it works before investing so much money

Proposed roundabout at Jackson and Ames Avenue

Proposed “after” using a Road Diet design theme

As the engineering team began to narrow down what would be included in the construction plans and arrive at a final budget, public opinion of the plan began to shift, significantly. Concerns over the roundabout, the reduction in driving lanes, the loss of curbside parking to bike lanes in the commercial section of the street, and the overall cost emerged from citizens - some of whom were involved in the early 2017 conversations, and some who were entirely new to the project. In December 2017, a final public input session was held and another round of sticky notes and comments surfaced that did not reflect the same changes and street amenities as when the project first started in February. Like a page torn out of the Charles Marohn

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into landscape medians. Finally, the City Council elected to retain the current four-lane configuration with the potential to add in some enhancements such as the upgraded crosswalks, and possibly the bike lanes. With only 100 feet of right of way to work with, as of this writing, it remains to be seen if there will be enough space to fit these elements in since they are part of the Road Diet design theme. Lessons learned in this process:

Over time, opinions will change. As word gets out for what is being considered, there are many opportunities for information to be exchanged that may or may not be accurate. As planners, we cannot control this, but we do need to be aware of it. An incredible effort took place by the design team and city staff to continually illustrate, explain, and show the public what was planned. The city’s website contained a special link to the Jackson Street project complete with videos and other resources that communicated the design ideas. Be aware of extraneous circumstances. As the design

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discussion on Jackson was unfolding, a major downtown building project along Jackson Boulevard required the closure of one of the driving lanes at the intersection with Main Street and resulted in traffic back-ups. This scenario formed the assumption in many people’s mind for how Jackson was going to function with the reduced lanes. Here again, educate and inform when the opportunity presents itself.

Plan and deploy projects incrementally, whenever possible. Small but continuous change allows the public time to accept the ‘new thing’. A few years ago, one of the traffic signals on Jackson was accidentally damaged at the intersection of Canyon Street, which caused the city to remove all the traffic signals at this particular intersection, temporarily. For several months, drivers navigated around a stop sign that had been placed dead center at the intersection in somewhat of a mini-roundabout configuration. It wasn’t long before the flow of traffic around the stop sign became the new normal before the city installed the new replacement traffic signals, Another example of incremental change (although not the same scale and scope as the Jackson Boulevard project) is at

Interstate 90’s Exit 14 in Spearfish, where a brand new single point urban interchange is nearly complete to replace the old diamond style interchange. Over the past 18 months, as the contractor completed and opened new lanes, drivers cautiously navigated the area with the assistance of signage and traffic cones directing travel. By the time the actual traffic control signals are installed this spring, the learning curve will nearly be over.

In summary, projects that involve major changes in local street design and long timelines to implement those changes always will be vulnerable to shifts in public acceptance. As planners, our job is always to focus on process transparency even if it means the great ideas don’t get implemented, or even if only a part of the great ideas get done in an incremental fashion. All is not lost. The citizen who suggested that we try out Jackson Boulevard as a three-lane street with just painted lines is probably on to something because it would allow our community a chance to try before they buy, so to speak. Will Jackson Boulevard evolve from a four-lane standard roadway to a two-lane parkway? Time and public opinion will tell.

SOUTH DAKOTA MUNICIPALITIES

Finance Officer of the Year 2018 - 2019 South Dakota Governmental Finance Officers’ Association

2018 - 2019 "FINANCE OFFICER OF THE YEAR" Official Nomination Form All nominations must be submitted in writing by May 1, 2018. The Finance Officer of the Year award will be presented during the 2018 Finance Officers’ School held June 6-8 in Sioux Falls.

Name of Nominee: Position: Years of service to the municipality: Contributions to the municipality as a Finance Officer:

Contributions to the community as a citizen:

Significant contributions to any other organizations:

Personal accomplishments:

Other Comments:

Submitted by: DEADLINE: May 1, 2018 Nominations will be kept confidential. Use additional paper if necessary. Additional nomination letters are welcome.

Phone: Please submit to: South Dakota Municipal League 208 Island Drive Ft. Pierre, SD 57532 )D[ ௖ -224-8655

Harvey v. Regional Health Network:

Takeaways for the Employer and Advising Practitioner

In January, the South Dakota Supreme Court issued Harvey v. Regional Health Network, Inc., 2018 SD 3, 906 N.W.2d 382, wherein it affirmed summary judgment for the employer and dismissed the terminated employee’s claims for slander, malicious prosecution, intentional and negligent infliction of emotional distress (I/NIED), wrongful termination, breach of contract, and punitive damages. Harvey, who worked at a nursing home, claimed her termination was premised upon false reports of resident abuse by two coworkers who wanted her fired. She also argued the employer should be held liable for failing to conduct a thorough investigation of the coworker reports, both before her termination and when the employer reviewed her termination via an internal grievance process, and for causing her to be criminal prosecuted for felony elder abuse. The case is instructive to the practitioner and employer on issues involving: (1) internal investigations, (2) mandatory reporting, and (3) employment policies:

1. Investigations/Decisions: Upon receiving a verbal report of employee misconduct (hitting a resident), the employer obtained written statements from two coworkers (one of whom had a good performance record, the other did not). Other coworkers were not interviewed. In recommending termination, a supervisor noted her own observation of other behavior consistent with the incident reported by the two coworkers. As applied to the I/NIED claims, the Court held that a failed or insufficient investigation did not rise to the level of outrageous conduct, even if the investigation was lacking. Similarly, the slander claim failed because there was no evidence that the speakers (supervisors and leadership) entertained serious doubt as to the truth of the publication (hitting a resident). Harvey is instructive to employers and practitioners particularly as it provides guidance on taking care

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to conduct sufficient internal investigations and, when possible, having the ultimate disciplinary decision being made by an individual who is not a witness to the conduct at issue in the investigation.

2. Mandatory Reporting: Harvey involved the employer making a mandatory report of alleged elder abuse to the Department of Health. Not only did the report form the basis of Harvey’s slander claim, but she also brought a claim of malicious prosecution (involving the prosecutor’s later decision to pursue criminal charges against Ms. Harvey). The employer did not report as quickly as required by the applicable reporting laws and did not comply with the Department’s requests for supporting documentation, resulting in a Department audit of the employer policies. Nonetheless, the Court upheld dismissal of the malicious prosecution claim, finding that the employer merely reported the conduct and allowed the authorities to do their jobs. Harvey reminds employers and practitioners to be mindful to (a) timely transmit any required disclosure; (b) provide all information learned in their own investigation; and (c) not advocate or otherwise get overly involved in the independent decision of an investigating agency or authority. 3. Policies: In Harvey, Court engaged in a lengthy analysis of the employer’s post-termination grievance procedure and whether the alleged failure to follow the procedure created a breach of contract claim. The Court ultimately answered this question in the negative. Significant to its holding was a review of the employer’s written policies, including: (a) express statements that

APRIL 2018

the employment was at-will and that the terms in the handbook should not be regarded as promises for employment and do not create any contract; (b) reservation of the right to terminate for any reason with or without notice; (c) not having an “exclusive” list of reasons for which an employee could be terminated; (d) not having a mandatory progressive discipline policy; and (e) a grievance procedure that did not restrict the employer from terminating at will and did not require the employer to review the termination decision to make sure the policies/procedures were consistently applied. Employers and practitioners are encouraged to keep these concepts in mind when drafting or revising employment policies.

Also notable in Harvey was the Court’s refusal to expand the whistle-blower wrongful termination cause of action to an employee’s report to supervisors of concerns that her coworkers’ performance was “unsafe” and/or her request to place security cameras in the facility. On this issue, the Court noted existing law limit whistleblowing activity to “the reporting of unlawful or criminal conduct to a supervisor or outside agency”, and it noted to expand the law to include the cited report would wrongfully eviscerate the at-will doctrine in favor of judicial management of the employee/management relationship.

Recommendation is made for review of the Harvey decision in its entirety, as it provides a great analysis of multiple tort and contract claims that an aggrieved employee may seek to bring against an employer. For further discussion, you may also contact me at: Lisa K. Marso, Boyce Law Firm, L.L.P., 300 S Main Ave, Sioux Falls, SD 57117-5015; (605) 336-2424; lkmarso@boycelaw.com

Funding Available for South Dakota Trails

South Dakota State Parks Director Katie Ceroll announced that applications are being accepted for grants from the Recreation Trails Program (RTP). The grants will be available for trail projects sponsored by municipalities, counties, state parks, federal land management agencies or tribal governments. "When it comes to promoting healthy communities, recreational trails are key," Ceroll said. "As safe corridors for exercise and recreation, trails give families the opportunity to spend quality time together and enjoy the natural beauty of our state."

The Recreational Trails Program provides partial reimbursement for approved trail projects. Eligible projects include construction of new public trails, rehabilitation of existing public trails, development of trail-related facilities and educational programs that relate to recreational trails.

APRIL 2018

The application deadline is Friday, April 27, 2018.

RTP funds come to the state through the Federal Highway Administration and are apportioned to states by Congress to fund both motorized and non-motorized public recreation trail projects. The amount of funds available is based upon the number of recreational vehicles licensed in each state. Application packets are available online at the Game, Fish and Parks website. For more information, contact grants coordinator Randy Kittle at 605-773-5490.

Find more Grant Opportunities on the League’s website at www.sdmunicipalleague.org.

Transportation Economic Development Grants

The South Dakota Department of Transportation has developed a grant program to foster economic development and enhance community access in South Dakota. The program has three categorical purposes. •

•

The Industrial Park grants will be made to any local unit of government for the development of new or expanded access for new industry located within industrial parks. Applications are due April 15, July 15, or October 15.

The Agri-Business grants will be made to any local unit of government for the development of new or expanded agri-business industries. Applications are due April 15, July 15, or October 15.

Community Access Grants are state funds for towns less than 5,000 in population and are for the construction or reconstruction of major streets in each town such as Main Street, the road to the elevator, schools, hospitals, etc. Applications are due July 15.

These programs provide for 60% of the construction costs of the project, not including engineering or utility work. Grant size is limited to $400,000.

Application Should Include

• Clear map showing the project location • Engineer's Estimate • Resolution of support from the local sponsor Project Requirements •

•

• •

Designed in accordance with the South Dakota Department of Transportation Standard Specifications for Roads and Bridges Must comply with the American's with Disabilities Act Funds cannot be used for routine maintenance Must have plans and specifications stamped by a registered professional engineer

All grants will be based on the criteria developed by the Department of Transportation. The expenditure authority for the program will be determined by the Transportation Commission. All grants must be approved by the Transportation Commission, and may be used to construct or reconstruct roads and streets in the community.

All aspects of these grant programs are outlined in the Fact Sheets and Policies for Industrial Park, Agri-Business Access, and Community Access Grant Programs.

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Risk-Sharing

SDML Work Comp Fund: NEW Website, NEW Streaming Videos On-line and a 30 Year Anniversary!

Website There is a lot going on at the SDML Workers’ Compensation Fund. We are pleased to announce that our newly updated website is now live. We hope you find this website helpful and easier to use. We’ve added “Quick Link” buttons for easy access to popular topics such as appointing volunteers, First Report of Injury forms, safety videos and training. You will also see some photos of some of the important places and people in the state, in your community and maybe even YOU!!!

Online Streaming Videos In addition to the newly remodeled website, you will find a new service available exclusively to SDML Work Comp Fund members. At the safety conference held Nov. 9th in Mitchell, Doug Kirkus from Safety Benefits announced that our members now have free access to an online streaming safety video library through Aurora Pictures. As an SDML Work Comp Fund member you have immediate access to over 1,000 safety videos. No more waiting for a DVD to be mailed to you, plus you can choose from a much wider selection of safety videos. All you need is a computer and internet access.

To access this service, go to our website at www.sdmlwcfund.com and click on the “Safety & Loss Control” tab at the top of the page. Next, click on the link named “Streaming Video Lending Library.” This will take you to the library’s login page. Here you can enter your username and password.

If you do not have a username and password, email Randy Kilgariff at randy@aurorapictures.com or Doug Kirkus at dkirkus@safety-benefits.com. This is an important advancement in the availability of safety videos to our members — online and on demand. And did I mention that it is FREE!

30 Year Anniversary You may have heard that we just completed 30 years of providing work comp coverage to public entities in South 34

Dakota. To celebrate our 30th Anniversary, we presented 111 plaques in 2017 to recognize and thank our members for their long term-commitment and loyalty. This is an on going celebration. If you haven’t received a plaque, don’t despair. You will receive one on your significant anniversary. We want to take this opportunity to congratulate the Cities that have joined the SDML Workers’ Compensation Fund since 1987. Here is a list of cities that received a plaque in 2017: 30-Year Members SD Municipal League Vermillion Mitchell Lead Custer Lake Andes Hecla Waubay Webster Hill City Milbank Edgemont Bridgewater North Sioux City Murdo Wessington Pickstown Hudson Newell Andover Midland Bison Sisseton Timber Lake 25-Year Members Garretson Iroquois McLaughlin 20-Year Members Gettysburg Oacoma

15-Year Members Roslyn Kennebec Alcester Warner

10-Year Members Willow Lake Peever

5-Year Members Piedmont Hartford Leola Geddes

Pierre Watertown Madison Burke Sturgis Florence Aberdeen Wall Martin Flandreau Whitewood Fort Pierre Tabor Arlington Seneca Delmont Conde Deadwood Irene Brentford Mission Hill Davis Groton Worthing Keystone Box Elder Wagner Brookings Canton Brandt Summerset Labolt Bruce Estelline Corsica

SOUTH DAKOTA MUNICIPALITIES

The SDML Work Comp Fund membership has grown 136 percent since the year 2000. That is 274 new members since the turn of the century and two-thirds of those members have joined in the last 10 years. We now cover 29,000 employees and volunteers across the state, including 9,000 Emergency Service workers, such as Volunteer Firefighters, EMT’s and Search & Rescue workers.

The Fund’s rates have been extremely competitive and stable. Over the past 11 years our rates have actually decreased by 1%. Because of its financial strength and stability, the SDML WC Fund gives over 20 percent back to its members in the form of Renewal, Equity and Loss Control Credits. Renewal Credits are given as a reward for continued support and membership. The Equity Credit is a return on investment based on a pro-rata share of the amount of contribution and length of membership. The Fund also offers a Loss Control Credit to the members that comply with Improvement Recommendations. These recommendations assist members in providing safe work environments for their employees. Remember, loss control services are a FREE benefit with your membership.

Over the years, the SDML WC Fund Board of Trustees has approved several programs for you, the members. These programs include: - A matching grant for ambulance services for the purchase of a Stryker Power-LOAD™, a Stryker Power-PRO™ power ambulance cot or a Stryker Stair-PRO® stair chair. - A 50/50 matching grant for the purchase of an ICS Saw for cutting water pipes. - An AD&D policy for Volunteer Firefighters and EMT’s - A Nurse Injury Triage Hotline All of these programs are offered exclusively by the SDML Work Comp Fund.

The most important piece to the success of the SDML Workers’ Compensation Fund is you the member/owners. Your continued membership, participating in loss control safety trainings and surveys, cooperation with the claims adjusters and nurse case managers to get injured employees back to work, even with their restrictions, has provided the strength and foundation for the continued growth and success of the SDML Work Comp Fund.

You may have heard the saying “Nothing succeeds like success itself.” Well, that is very true with the SDML Workers’ Compensation Fund.

If you would like more information on the SDML Workers’ Compensation Fund or have any workers’ compensation questions, please contact the SDML Work Comp Fund Administrator, Brad Wilson at Insurance Benefits, Inc. at (800) 233-9073 or info@sdmlwcfund.com. As always, if we can answer any questions or help in any way, please don’t hesitate to contact our office! APRIL 2018

Washington Report:

I’ve often said that my Senate committee assignments put me in a unique position to give issues that are important to South Dakota the attention they deserve, and there are plenty of results to show for it. For example, my spot on the Agriculture Committee allows me to advocate for South Dakota’s farmers and ranchers, and with their help, I’ve been introducing bill after bill over the last year as we approach this fall’s deadline on the next farm bill. No one knows agriculture policy better than the folks who help make agriculture our state’s top industry, and because of them, we’re in a much stronger position.

Serving on the Finance Committee, which sets our nation’s tax policy, gave me the opportunity to help deliver tax relief to South Dakota families and businesses, including farms and ranches. These reforms, which are the most significant changes to tax law in a generation, are already benefiting South Dakotans. While there have been plenty of good stories to share lately – like bonuses, higher wages, and expanded benefits for workers – I believe there’s still more to come. I’ve served as chairman of the Senate Committee on Commerce, Science, and Transportation since January 2015, and while not everything generates front page headlines, there’s significant work that takes place behind the scenes, and it’s having a big impact on the

Big Wins for South Dakota state’s economy and the folks who call South Dakota home.

The Commerce Committee has one of the largest jurisdictions of all the committees in the Senate, covering everything from planes, trains, and automobiles to federal communications policy to interstate commerce to technology and beyond. Since so many of these issues have a direct effect on South Dakota, I’ve invited numerous South Dakotans, including Gov. Dennis Daugaard, former Pierre Mayor Laurie Gill, and Lake Area Technical Institute President Michael Cartney, to testify at committee hearings over the years. Their perspective on these issues has proven to be invaluable. I released a report in February, which can be found on my website, that highlights my work on the Commerce Committee and several big ticket items that have positively affected South Dakota, including my effort to expand cybersecurity research at Dakota State University, enhance Ellsworth Air Force Base’s strategic value, address unique needs for agricultural transportation, and promote internet-enabled health care solutions for South Dakotans who live in rural parts of the state.

Last year alone, 10 committee-approved proposals were enacted into law, including my Weather Research and Forecasting Innovation Act. The committee approved nearly 50 bills overall, of which 20 received the full Senate’s stamp of approval. We approved 20 of the president’s nominees, including two cabinet officials and the Federal Communications Commission chairman, and we held 63 hearings and eight legislative markups.

The committee has more opportunities to deliver for South Dakota and the rest of the American people in 2018, not the least of which is getting my Senate-passed MOBILE NOW bill, legislation that would help lay the groundwork so America – specifically South Dakota, I hope – can lead the way on 5G technology, to the president’s desk.

Our goals are big, but achievable, and I’m continually humbled by the opportunity to pursue them on behalf of South Dakotans. 36

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MAY Hometown Happenings

May 3 Korczak Day at Crazy Horse Memorial Crazy Horse

May 13 1880 Train Mother’s Day Express Hill City

May 5 - 6 Fort Pierre Horse Races Fort Pierre

May 17 Summer Porch at Strawbale Winery Renner

May 4 - 13 “Barefoot in the Park” by the Gold Camp Players Lead

May 5 Frühlingsfest and Spring Market Rapid City Cinco de Mayo Festival Deadwood

May 6 Anne’s Day at Crazy Horse Memorial Crazy Horse May 10 Chris Young Rapid City

May 11 Chris Young Sioux Falls

May 12 Wells Fargo Cinco de Mayo Falls Park Fiesta Sioux Falls Art & Wine Festival Rapid City

May 13 Mother’s Day Celebration Watertown

Submit your event!

Want to submit an in-state event for the Department of Tourism’s Calendar of Events on www.travelsouthdakota.com? Visit sdvisit.com/ programs/coop/events/index.asp for details.

May 16 Shania Twain Sioux Falls

May 18 Huron Turkey Races Huron

May 18 - 19 Sioux Empire Film Festival Sioux Falls

May 18 - 20 State Parks Open House and Free Fishing Weekend Pierre Tesla Road Trip Rally Custer

May 19 Black Hills Opry with Aces & Eights Lead May 19 - 20 Black Hills Mud Days Lead

Northeast Area Pari-Mutuel Horse Racing Aberdeen May 20 Strawbale Winery Sangria Sundays Renner

May 21 Ruth’s Day at Crazy Horse Memorial Crazy Horse March 24 Summer Porch at Strawbale Winery Renner

SOUTH DAKOTA MUNICIPALITIES

May 25 - 28 Memorial Day Weekend Open House at Crazy Horse Memorial Crazy Horse

Legends in Light ® Laser Light Show at Crazy Horse Memorial Crazy Horse

May 25 - 27 South Dakota Kayak Challenge Yankton

May 25 - September 30 Mount Rushmore Evening Lighting Ceremony Keystone May 26 - 27 Annual SDRA Foothills Rodeo Wessington Springs

Northeast Area Pari-Mutuel Horse Racing Aberdeen

May 27 Strawbale Winery Sangria Sundays Renner May 28 Little Fellow Memorial Service Clark

May 31 Summer Porch at Strawbale Winery Renner Main Street Square Concert Series Rapid City

For details on each event visit www.travelsouthdakota.com.

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CLASSIFIEDS

CLASSIFIED ADS POLICY: Member municipalities receive free insertions and free postings on the League website. Non-member advertisers are billed $50 per insertion. All ads are subject to editing if necessary. The next deadline is April 13 for the May 2018 issue. Email ads to sara@sdmunicipalleague.org or fax to 605-224-8655. Visit www.sdmunicipalleague.org for more classifieds.

CITY ADMINISTRATOR: Elk Point, SD - The City of Elk Point, SD (pop. 1,939) is seeking an individual to fill the position of City Administrator. A BA (Master’s preferred) Degree in Public Administration, Business or related field and have three to five years of municipal administrative or finance experience is required. Responsibilities include supervising and directing the activities of all departments: Finance, Street, Police, Planning and Zoning, Recreation and Public Utilities. Other responsibilities will include serving as Executive Director to the Economic Development Corporation and Housing and Development Corporation. Applicants should have knowledge in grant writing and administration. Salary range based on experience. Closing date is Monday, April 16, 2018. Send resume and application to: City of Elk Point, PO Box 280, Elk Point, SD 57025. For job description you may call 605-356-2141 or visit the City’s website at www.elkpoint.org. EOE.

CITY MANAGER: Brookings, SD - The City of Brookings, SD is seeking an experienced, motivated, and innovative municipal executive to assist the community through a period of extensive growth and economic diversification. Located in an ideal setting, Brookings is the county seat and home to South Dakota State University. The city operates under a home rule charter Council-Manager form of government with an elected Mayor and six (6) city council members. Position supervises 138 FT employees and annual budget of $53.5 M. Requirements for this position include: Bachelor’s degree in business or public administration, political science, or related field; minimum of five (5) years of progressively responsible municipal government

experience, including supervision and/or executive level management with at least two (3) years as manager/administrator, assistant manager/administrator, or general government administrator; and prior experience in municipal government operations, finance/budgeting, economic development, strategic planning, Council/staff relations, and personnel management. A combination of education, experience and training may be considered in lieu of degree requirement. Preferred qualifications include: Master’s degree in public administration or closely related field and ICMA Credentialed Manager designation. Expected hiring range is $130,000 - $160,000 with excellent benefits package to include car allowance and relocation assistance. Visit www.cityofbrookings.org for detailed posting and application process. The position is open until filled. Submit letter of interest and confidential resume to: Attn: Donna Langland, Human Resources Director, City of Brookings, PO Bo 270, Brookings, SD 57006, 605-697-8668 or by email at dlangland@cityofbrookings.org. AA/EOE.

ELECTRICAL SUPERINTENDENT: Plankinton, SD The City of Plankinton is seeking an Electrical Superintendent to manage & maintain the municipal electric system. Candidates for this position must have successfully completed an approved Electrical Line Worker program and have Journeyman experience. This position requires a strong working knowledge of a municipal electrical system, departmental budgeting and a vision for long range electrical planning. Applicants must be proficient with computers including Microsoft, mapping and AMI systems. The Electrical Superintendent reports directly to the Mayor. Candidates must possess a Class A Driver’s license and are subject to random drug and alcohol testing. Salary range from $24.00 - $32.00 per hour depending on experience and qualifications. The city also offers a competitive benefits package. To apply, submit a cover letter, resume, salary history and three work-related references to Jeanette Smith, Finance Officer, City of Plankinton, PO Box 517, Plankinton, SD 57368 or email finance@plankinton.com. For more information or questions related to this position, contact the above individual at 605-942-7767. Position open until filled. EOE.

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SOUTH DAKOTA MUNICIPALITIES

ELECTRICAL SUPERINTENDENT: Winner, SD The City of Winner is seeking an Electrical Superintendent. This position is responsible for planning, coordinating, and managing the city’s electrical transmission and distribution system. Coordinates, supervises, and assists with activities involved in the maintenance and repair of underground and above ground cables, transformers, switches and substations; ensures that assigned personnel adhere to safety and other codes and regulations. Oversees the overall construction, maintenance, inspection, alteration, and repair of the distribution system, including determining the type of construction, hardware, and equipment to be used for each job. Recommends to the Public Works Director and Council personnel committee such department personnel needed to operate the department. Oversees training, evaluates and disciplines employees. Prepares the annual department budget request and submits budget to the Public Works Director by the required deadline. Works with the City Electrical Engineer consultant to develop the capital improvement program for the department. Experience sufficient to thoroughly understand the diverse objectives and functions of the subunits in the department in order to direct and coordinate work within the department, usually interpreted to require three to five years of related experience. Must possess a Class A CDL Drivers license and be subject to DOT alcohol and drug testing. Cit of Winner offers a competitive benefits

package and wages range from starting salary of $85,000 annually depending on experience. To apply, please submit a cover letter, resume, work and salary history and three work related references to Rhonda Augspurger, Finance Officer. Electronic: cityofwinner@gwtc.net or mail: City of Winner, PO Box 691, Winner, SD 57580.

POLICE OFFICERS: Rapid City, SD - The Rapid City Police Department is currently hiring Police Officers to join its internationally accredited team. This is your opportunity to live and work in one of the most beautiful places in the world. With a commitment to Community, Service and Integrity, Rapid City’s Police Department offers a progressive law enforcement work environment, along with fantastic benefits, including employer-paid health insurance premiums and 8% retirement employermatching. Requirements: Associates degree or minimum of 64 hours of college credit from an accredited institution; or four years certified law enforcement experience; or four years of active full-time military experience; or an equivalent combination of education and experience. In addition, candidates must be at least 21 years of age, be a US Citizen, possess a valid driver’s license, and have not been convicted of a felony crime or serious misdemeanor offense. Application and information can be obtained from the city website at www.rcgov.org. Deadline for application is 1:00 p.m. on 05/04/18.

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PUBLIC WORKS SUPERINTENDENT: Britton, SD A degree in civil engineering, public administration or closely related operations. Perform complex supervisory, administrative and professional working planning, organizing, directing, and supervising the Public Works Department, including environmental, water, sewer, street, traffic control, cemetery, airport, swim pool, parks, rubble site, forestry and code enforcement. Will be required to get the following within 2 years: Minimum CDL Class B w/air brakes, Restricted Use Pesticide license, Commercial Applicators license, Water Distribution Class I, Wastewater Collection Class I, Wastewater Treatment Class I (or Stabilization Pond Class I in lieu of Wastewater Treatment Class I) certifications. Applicant must be dependable, reliable, and friendly and be able to work with others. Must have a lifting capacity of 75 lbs. Full benefit package. For more info visit www.cityofbritton.com public notices. Applications available on web page or at City Hall; City of Britton, PO Box 126, Britton, SD 57430. 605-448-5721. Applications accepted until position is filled. City of Britton is an Equal Opportunity provider and employer.

PUBLIC WORKS SUPERINTENDENT: Buffalo, SD The Town of Buffalo is seeking applicants for a full time Public Works Superintendent and Maintenance Worker. Responsibilities include administration, operation and

maintenance of all phases of water treatment and distributions systems, sewer, streets, snow removal, parks, restricted use site, and care and maintenance of Town vehicles and equipment. Applicant must be in possession of the following certifications/licenses or able to obtain within 6 months of employment; Drinking water and Wastewater certification, Certified Spraying License, and a Commercial Driver’s License. Applicant must be competent to operate af front end loader and gravel truck. Applicant, if chosen, must live within or adjacent to the Town limits of Buffalo. Salary is negotiable depending on experience. For an application and job description, contact: The Town of Buffalo, PO Box 82, Buffalo, SD 57720-0082. You may also call 605-375-3130, or email: townofbuffalo@sdplains.com. The Town of Buffalo is EOE. Applications are due by April 9, 2018 or until position is filled. Position begins on June 1, 2018.

FOR SALE: Mobridge, SD - Pentair Water, MegaTherm Commercial Pool and Spa Heater, Maximum W.P., Water 160 PSI, Maximum Water Temp 250 degrees, Heating surface 123 square feet, Minimum Relief Valve Cap 123 lbs/hour. Used two seasons. Sold as is. Contact Heather Beck at the City of Mobridge, 605-845-3509. Visit www.sdmunicipalleague.org for more classifieds.

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SOUTH DAKOTA MUNICIPALITIES

Municipal Calendar S 1 8 15 22 29

M 2 9 16 23 30

April 2018 T W T 3 4 5 10 11 12 17 18 19 24 25 26

F 6 13 20 27

S 7 14 21 28

6 13 20 27

April

7 14 21 28

May 2018 T W T 1 2 3 8 9 10 15 16 17 22 23 24 29 30

F 4 11 18 25

S 5 12 19 26

At least one day before the election – The Finance Officer must deliver the precinct registration lists to the local election officials. (SDCL 12-4-24; See Hdbk., sec. 7.170)

Second Tuesday of April – Annual elections for the officers of a municipality are required to be held. (SDCL 913-1; See Hdbk., sec. 7.050) A municipality may combine its election with a school district election and hold this election on the school election date (third Tuesday in June) or on the first Tuesday in June, or in conjunction with the June primary. (SDCL 9-13-1.1; 9-13-37; 9-13-6)

Second Tuesday in April – The consolidated board of equalization meets and completes equalization in no more than three weeks. (SDCL 10-11-66 through 10-11-76; See Hdbk., sec. 12.120)

Within two days after the election is declared – The finance officer must notify all persons elected to office. The officials elected to office then have ten days after the first meeting of the month next succeeding the election to qualify for the office by filing an oath or affirmation of office. (SDCL 9-13-28) If the governing body chooses an election day other than the second Tuesday of April, as provided in SDCL 9-13, that Election Day must be established by January 14 of the election year. (SDCL 9-131)

Within seven days following the election – Election returns are to be canvassed. (SDCL 9-13-24; See Hdbk., sec. 7.600) Three weeks from Election Day – If a municipality has passed an ordinance requiring a secondary election and no candidate in a race involving three or more candidates receives a majority of the votes cast, a secondary election shall be held three weeks from the date of the first election. Provisions for tie votes in the first election are also provided for. The person receiving the highest number of votes at the secondary election is elected. (SDCL 9-1326.1; See Hdbk., sec. 7.600)

June elections – Follow the Municipal Election Calendar for all election deadlines.

May

No later than May 1 – The liquor tax reversion must be made. (SDCL 35-5-22; See Hdbk., sec. 11.600)

May 1 – Special assessment installments which are payable under either the Plan One or Plan Two options become delinquent. (SDCL 9-43-109; See Hdbk., sec. 12.160)

First meeting following election – Except as otherwise provided, every officer of the municipality will begin to discharge the duties of the office as soon as the officer has qualified by filing an oath or affirmation of office. The oath must be filed within ten days after the first meeting of the month following the election or appointment. (SDCL 9-14-5; See Hdbk., sec. 5.115) First meeting following election – Appointed municipal officials are usually appointed. The appointment may be annual, or for an interval determined by the governing body. (SDCL 9-14-3)

inspiring

APRIL 2018

First meeting following election – In municipalities having the mayor and common council form of government, the council must elect a president and vicepresident for the ensuing year. (SDCL 9-8-7; See Hdbk., sec. 2.520)

First meeting following election – In municipalities governed by a mayor and four commissioners, the board must designate by a majority vote, the following commissioners: Public Safety, Public Works, Utilities, and Finance and Revenue. Commissioners are assigned areas of responsibility under the law. (SDCL 9-9-18 to 9-9-24; See Hdbk., sec. 2.590)

First meeting following election – In municipalities governed by a mayor and two commissioners, the board shall by a resolution adopted by a majority, assign and apportion between the members, all duties that are not assigned to the mayor. (SDCL 9-9-27; See Hdbk., sec. 2.595)

First meeting following election – In those municipalities employing a city manager and under the commissioner form of government, at the first regular meeting in the month following the annual election, the commissioners must elect one of their members to serve as mayor for a term of one year. (SDCL 9-10-6; See Hdbk., sec. 2.615)

By May 15 – The secretary of revenue shall apportion the money in the local government highway and bridge fund. (SDCL 32-11-35; See Hdbk., sec. 12.255(6))

Tax levy – The governing body of the municipality may impose an excess tax levy with an affirmative two-thirds vote of the governing body on or before July fifteenth of the year prior to the year the taxes are payable. The decision to increase taxes must be published within 10 days of the decision (certain publication size restrictions apply), and may be referred upon a petition signed by at least five percent of the registered voters in the municipality and filed within twenty days of publication of the decision. The referendum election shall be held on or before October first preceding the year the taxes are payable. (SDCL 10-13-36; See Hdbk., sec. 12.170)

Last Monday of May – Memorial Day – State holiday (SDCL 1-5-1)

June elections – Follow the Municipal Election Calendar for all election deadlines.

Find the Municipal Calendar for the entire year in the SDML Handbook for Municipal Officials, Directory of SD Municipal Officials, or at www.sdmunicipalleague.org.

A Strong Public Finance Partner in South Dakota D.A. Davidson & Co. is committed to strengthening the infrastructure and enriching the lives of people in our communities throughout South Dakota and across the nation.

Gerald J. Spethman, Jr. Senior Vice President, Public Finance Banker

(402) 392-7933 (866) 466-9368 JSpethman@dadco.com

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SOUTH DAKOTA MUNICIPALITIES

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