The Josephine County Board of Commissioners has voted to terminate Human Resources Director Michelle Shaw, bringing to a close a personnel review that unfolded publicly over the course of the past week and concluded with a split decision by the Board following a due process hearing requested by Shaw.
The action followed several days of review by county officials after Shaw exercised her right to have the disciplinary proceedings conducted in an open public meeting rather than behind closed doors. The hearing provided commissioners an opportunity to present concerns regarding the administration of the Human Resources Department while allowing Shaw to respond to each issue before any employment decision was made.
The process began with a brief executive session before commissioners convened the public hearing. Commissioner Ron Smith was absent from the hearing because of a previously scheduled appointment and did not participate in those proceedings.
During the hearing, Vice Chair Colene Martin and Commissioner Gary Richardson outlined what they described as a series of performance-related concerns involving the operation of the Human Resources Department. The discussion covered numerous aspects of county personnel administration, including workplace investigation procedures, management of employee investigations, preparation of investigative reports, completion of assigned responsibilities, communication involving personnel policies and employee compensation, delegation of departmental duties, and the handling of confidential medical information.
Each of the concerns was presented as part of the Board’s administrative review of Shaw’s performance. Throughout the hearing, Shaw answered questions from commissioners and addressed the issues that had been raised, creating a public record before any disciplinary decision was considered.
At the conclusion of the hearing, commissioners did not immediately announce a decision. Under Josephine County policy, the Board is permitted to deliberate following a due process hearing before issuing disciplinary action. County procedures allow commissioners to make a final determination no sooner than two hours after the hearing concludes and no later than 21 days afterward, providing time to evaluate the evidence and testimony presented.
While awaiting that decision, Shaw remained on paid administrative leave.
The matter returned to the Board later in the week following a Wednesday executive session. After reconvening in open session, commissioners voted 2-0 to terminate Shaw’s employment as Human Resources Director. Commissioners Gary Richardson and Colene Martin voted in favor of the action, while Commissioner Ron Smith abstained from the vote.
Following the decision, Richardson emphasized that the Board’s action was not based on allegations of misconduct or malicious intent. Instead, he indicated the commissioners had concluded that Josephine County required a higher level of expertise to lead its Human Resources Department. Martin expressed agreement with that assessment before casting her vote in favor of termination.
No formal county press release explaining the termination has been issued, and the Board has not publicly released a written termination order detailing the basis for its decision. Likewise, no investigative reports or personnel documents beyond those discussed during the public hearing have been made available.
As a result, the information presented during the due process hearing remains the most complete public account of the issues considered by commissioners before taking action. The hearing focused primarily on administrative performance and departmental management rather than allegations of criminal conduct or intentional wrongdoing.
The proceedings also highlighted the legal protections built into county personnel policies. Employees facing disciplinary action may request an open hearing, allowing the public to observe the process and hear both the concerns presented by county leadership and the employee’s response before commissioners reach a final decision.
Oversight of county departments, evaluation of executive staff performance, and administration of personnel policies are among the statutory responsibilities of the Board of Commissioners. The review of Shaw’s employment represents one of the more significant personnel actions undertaken by the current Board as it continues evaluating county operations and departmental leadership.
Questions remain regarding the future leadership of the Human Resources Department. County officials have not yet announced who will serve as interim director or when the position will be permanently filled. It is also unclear whether additional records related to the termination, including a formal notice of dismissal or supporting documentation, will be released in accordance with Oregon public records laws.
With the Board’s vote now complete, the county closes one chapter of its administrative review process while beginning another as officials move forward with leadership changes in one of the county government’s most critical administrative departments. The decision concludes a highly visible personnel matter that unfolded largely in public view and drew attention to both the county’s due process procedures and the Board’s role in overseeing the management of county government.