The Josephine County Board of Commissioners continued its administrative oversight responsibilities Monday by conducting a public due process hearing involving Human Resources Director Michelle Shaw, marking another example of the Board’s ongoing work addressing county administration and personnel matters since the current commission took office.
The hearing followed a brief executive session held earlier in the day. Commissioner Ron Smith did not participate in the proceedings because of a previously scheduled appointment.
The public hearing was conducted at Shaw’s request, allowing the matter to be discussed in an open meeting. During the proceedings, Vice Chair Colene Martin and Commissioner Gary Richardson presented a series of concerns related to Shaw’s job performance and administration of the Human Resources Department.
The discussion centered on multiple areas of county operations and personnel management. Among the topics reviewed were workplace investigation procedures, the administration of employee investigations, the preparation and management of investigative reports, the timely completion of assigned responsibilities, communication involving personnel policies and employee compensation information, delegation of departmental responsibilities, and the handling of confidential medical information.
Each of the identified issues was presented as part of the Board’s review process. The hearing provided an opportunity for the commissioners to publicly outline the concerns that had been raised regarding the operation of the Human Resources Department while allowing Shaw to respond directly to those issues.
During the proceedings, Shaw addressed the matters presented by the commissioners and answered questions regarding the concerns discussed during the hearing. The due process hearing served as the formal opportunity for both the Board and the employee to place information on the public record before any final employment decision is made.
Shaw is currently on paid administrative leave while the matter remains under review. Monday’s hearing represented one step in the county’s established personnel process rather than a final determination regarding her employment status.
County policy provides the Board with a designated period to deliberate following a due process hearing. Under those procedures, commissioners may issue a final disciplinary decision no sooner than two hours after the conclusion of the hearing and no later than 21 days following the meeting. That timeframe allows the Board to consider the information presented before reaching a final determination.
Personnel hearings of this nature are conducted under county employment policies designed to provide employees with an opportunity to respond to performance-related concerns before disciplinary action is considered. The process also establishes a public record when an employee requests an open hearing instead of keeping the proceedings confidential.
This meeting illustrates the continued administrative responsibilities being carried out by the current Josephine County Board of Commissioners as it oversees county departments and evaluates management practices within county government. Personnel oversight, departmental accountability, and review of administrative performance remain among the Board’s statutory responsibilities as it manages county operations.
At this time, no final disciplinary action has been announced. The Board’s review remains active, and any decision regarding Shaw’s employment will be made within the timeframe established under county policy. Until that decision is issued, Shaw remains on paid administrative leave and the personnel matter continues through the county’s administrative process.