Metro deepens its commitment to a safe and welcoming rider experience
On February 27, 2024, King County Metro welcomed the newest division to the agency, the Safety Security and Quality Assurance division (SSQA). Safety has always been a priority at Metro but that scope has increased dramatically throughout the years. To understand what community’s priorities are related to safety Metro conducted community engagement, gathered feedback on fare enforcement, centered youth voices, and more. To operationalize community feedback and uphold the values of safety and equity, the SSQA section transitioned into a division.
“Creating this division is a bold move to elevate Metro’s values of safety and equity,” says Rebecca Frankhouser, Director of Metro’s Safety, Security and Quality Assurance Division and Chief Safety Officer. “It demonstrates Metro’s commitment to create a community (both employees and the region) free from harm where all can thrive.”
SSQA was previously a section in the General Manager’s office. What began with a small group of people that was created to investigate collisions, has grown to 71 employees with significantly more lines of business. Their work now includes not only operational safety, but also employee health and safety, wellness, physical and contract security, emergency management, data, auditing, training, and managing initiatives such as Safety, Security and Fare Enforcement (SaFE) Reform. Care and presence are the sentiments that frame SSQA’s philosophy on safety and security. The core value is focusing on employee and community concerns and needs.
The care and presence approach is applied through the SaFE Reform Initiative to proactively address community concerns around public safety. When racism was declared a public health crisis in King County, Metro’s leadership team implemented the SaFE Reform Initiative to reimagine what the vision of safety, security, and equity should look like at Metro. The SaFE Reform team partnered with employees and communities to listen to and understand what would be needed to make them feel safe on transit, at bus stops, and at other transit facilities. This process centered Black, Indigenous, and people of color (BIPOC) communities disproportionately and negatively impacted by policies and practices due to the challenges of systemic racism.
To date, the SaFE Reform Initiative has piloted two programs: Metro Ambassadors and the Behavioral Health Specialist Team. Metro Ambassadors spend time in communities and help transit riders in any way they can. Many of the ambassadors have served as Metro bus operators so they have familiarity with Metro’s operations and area communities. Behavioral Health Specialists help community members who are in crisis or would benefit from resources. The team is trained in de-escalation and prevention to reduce the need for police or security. Behavioral Health Specialists provide food, hygiene items and cold weather supplies, and connections to community partners. These pilots fit into the overall care and presence approach, which also includes Transit Security Officers and Metro Transit Police. Transit Security Officers offer a calming, proactive presence that deters incidents, and Metro Transit Police provide law enforcement and other community services. These efforts have proven to be successful and have contributed to significantly decreasing the number of incidents.
SSQA has always been pivotal in creating a safe, clean, and reliable transit system. The transition to a division provides the structure and foundation necessary for growth and enables Metro to support programs that improve the safety culture and security practices that protect employees, riders, and communities. The need for transit that is safe and accessible to everyone is clear in our growing region. Safety, security, and quality assurance is key to creating a transit community free from harm where all can thrive.
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King County employee represents The American Legion on (the other) Capitol Hill
Whether it is directly or indirectly, the work of all King County employees is in service to the residents of King County. So it should be no surprise that many County employees bring an attitude of service to their personal lives as well.
One such example is Rafael A. Munoz-Cintron, a Paralegal in the Prosecuting Attorney’s office. A former Senior Airman in the Air Force serving during Operation Desert Shield/Desert Storm, Rafael now volunteers representing The American Legion from Washington state.
“The American Legion is the only Veteran Service Organization taking a role in advocating to improve conditions for all our Active Duty Service Members,” Rafael said. In everything from adequate pay, better living conditions, improved health coverage for dependents and civilian Department of Defense employees, and childcare, the “American Legion is a steward advocate for those causes.”
Rafael and other volunteers representing the Washington American Legion had meetings in Washington, DC with the offices of Representatives Rick Larsen (WA 2nd) and Adam Smith (WA 9th) and Senators Patty Murray and Maria Cantwell.
Rafael said the meetings were very productive, discussing a variety of actions that are being taken to improve the quality of life for active service personnel, including Coast Guard pay legislation, and Veterans Administration programs.
Rafael is also a member of the Veterans and Military Affinity Group (VMAG). “King County has a good track record in its support of veterans in the community and its employees,” Rafael stated. “It’s important to me to be able to support those who serve and who have served in the past.”
As a reminder, as part of the Employee giving Program, King County employees are allowed to use up to three sick days per year for volunteer activities. For more information, please see the Sick Days for Volunteer Service policy.
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Sunsetting the Temporary COVID-19 Personnel Policy
This month, both the Centers for Disease Control (CDC) and the Washington State Department of Health (DOH) updated their COVID-19 guidance and removed the five-day isolation requirement for people who test positive for the virus.
Under the updated guidance, people who test positive for the coronavirus should stay home and away from other people until their overall symptoms are improving and they are fever-free for at least 24 hours without the use of fever-reducing medication. After returning to normal activities, they should wear a well-fitting, high-quality mask for five days when they will be around other people indoors. This updated guidance brings a unified, comprehensive approach for managing COVID-19 and other common respiratory viral illnesses, such as the flu and RSV.
“Thanks to COVID-19 vaccines and other precautions we took,” said King County Executive Dow Constantine, “we are now in a place where we can treat COVID-19 the way we treat other respiratory viral illnesses.” As a result, King County is sunsetting the Temporary COVID-19 Personnel Policy, almost four years to the day of issuing the first iteration.
“Our region was the first in the country to experience a COVID-19 outbreak. We acted quickly and based our decisions on science. We listened to the experts and followed their guidance,” Executive Constantine said. “And thanks to your collective efforts, we were able to limit the spread of the virus and save thousands of lives, while continuing to deliver vital services for the people of this region.”
As part of their update, the CDC continues to recommend that everyone take steps to reduce their risk of getting these viruses and spreading them to others, including getting recommended vaccinations, wearing high-quality masks in crowded indoor settings, and improving indoor air quality. You can learn more about the updated guidance in Public Health’s latest blog: Ask Public Health: What are the latest recommendations for staying at home when sick?
“I want to thank Public Health’s Health Officer Dr. Jeff Duchin, who is retiring July 1, for his 30 years of service. His expertise and leadership during the pandemic – in conjunction with the efforts of the County’s public health professionals and partners – helped us save countless lives,” Executive Constantine stated. “I also want to thank our front-line employees who ensured customers had access to essential in-person services throughout the pandemic, and all employees who quickly adjusted their work to advance our priorities for this region.”
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Register now for upcoming retirement classes
Check out the educational opportunities below to help you learn about—and prepare for—retirement. Please note, attendance at retirement classes is strictly voluntary, on your own time, and non-work related.
The following 90-minute online classes are provided by your King County Retirement Team. To register, use the links below, then select the date you’d like to attend. Before classes start, you’ll receive a meeting invitation at the email address you register with. For additional information, visit the King County Retirement page, read the Retirement Guide, or contact Carmen Johnson, retirement navigator.
Your PERS Pension: Learn about your Washington State Department of Retirement Systems (DRS) pension. Guest speaker Jim Mendoza from DRS will discuss your options as a King County employee and answer your questions. Register for Your PERS Pension.
- April 10: 11 a.m.
- June 5: 1 p.m.
Road to Retirement: This class is designed for employees who are planning to retire from King County in the next six months. It covers procedures, forms, medical coverage options, and pension plans—so you’ll be on a smooth road toward a happy retirement. Register for Road to Retirement.
- April 23: 10 a.m.
- April 30: 1 p.m.
- May 18: 10 a.m.
- May 25: 1 p.m.
- June 20: 10 a.m.
- June 27: 1 p.m.
- July 23: 10 a.m.
- July 30: 1 p.m.
Medicare 101: If you are approaching Medicare age and want to learn about your options as a King County employee, then come hear guest speaker Jean Cormier discuss Medicare basics. In addition, Jenny Stark from Regence BlueShield and Hannah Bachelder from Kaiser Permanente will discuss their Medicare Advantage plan options. Register for Medicare 101.
- May 8: 1 p.m.
Introduction to Social Security: Join this class to learn more about Social Security. Guest speaker Kirk Larson from the Social Security Administration will discuss your options as a King County employee and answer your questions. Register for Introduction to Social Security.
- July 10: 1 p.m.
The following 60-minute education sessions relating to the Deferred Compensation Plan are provided by T. Rowe Price. To register, go to T. Rowe Price Education Sessions. For more information, go to the Deferred Compensation Plan web page or contact KC Deferred Comp.
Financial Wellness: Planning for the Year: Each year is an opportunity to refocus on financial goals, and planning is key to success. In this session, you’ll receive tips, ideas, and resources that can help as you’re putting together your yearly plan.
- April 5: 8 a.m., 10 a.m., and 12 p.m.
Financial Wellness Overview: This session will identify five practical, actionable strategies and best practices that can help strengthen your long-term financial health. T. Rowe Price will also show you planning tools and resources that can help you along the way.
- April 19: 9 a.m., 11 a.m., and 1 p.m.
Women and Retirement: Women face unique challenges when it comes to saving for retirement. From earning less on average to experiencing gaps in work history, it’s easy for women to fall behind in preparing for a financially secure future. In this session, you’ll learn how to focus on things you can control now, and create a saving and investing strategy for the retirement you want.
- May 3: 8 a.m., 10 a.m., and 12 p.m.
Social Security Simplified: Learn about the Social Security benefits you might expect when nearing retirement. You’ll explore the background and rules of the Social Security program, along with potential claiming strategies to maximize your benefits.
- May 10: 9 a.m., 11 a.m., and 1 p.m.
Saving for Retirement: Deferred Comp Basics: Join this session to learn the basics of retirement savings, how to use your plan to build a retirement savings strategy and how T. Rowe Price can help you save, invest, and plan for the kind of retirement you want.
- June 14: 8 a.m., 10 a.m., and 12 p.m.
Roth Topics: During this class, you’ll learn the difference between Roth contributions and pretax contributions and explore the tax advantages and disadvantages each provides for your retirement savings. Also, understand Roth 457 versus Roth IRA as well as the rules surrounding the distribution of Roth contributions.
- June 21: 9 a.m., 11 a.m., and 1 p.m.
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Transforming the hiring process with Metro
Interviewing for a new job can be nerve racking and take up a lot of personal time. King County Metro’s new creative way of transforming the hiring process provides a much more user-friendly and efficient approach to both the candidate and the employer. Despite many hiring efforts, there have been more than 40 open mechanic positions in the Vehicle Maintenance Division of King County Metro for multiple years. Now, those open positions are all filled in large part due to the new hiring fairs hosted by Metro.
On October 31 – November 1, 2023, Metro held the first-of-a-kind job fair for vehicle maintenance technicians. This first event brought in 22 candidates and 11 of them secured a same-day conditional offer of employment. In the past, the hiring process was often much slower and less friendly to applicants.
The job fair consists of candidates that had applied online and were invited to take part in this part of the application process. Candidates rotate through stations for skill and knowledge tests. Those who pass then sit down for an interview by a three-person panel. If the panel is satisfied with their knowledge, candidates receive a verbal offer and begin the pre-employment process. If no issues are raised during the pre-employment process, the candidate receives a formal employment offer and begins work in their new position.
“We have reduced a process that could take up to 12 weeks to six weeks, which in a competitive market is vital,” said Larry Ward, Vehicle Maintenance Supervisor at Metro’s Ryerson Base. “When a candidate arrives, the system we now have in place takes what in the past was an eight-step process and puts it all in one location—testing, interviews and pre-employment.”
The new process means if a candidate has the skills Metro needs, they’re leaving the one-day job fair with an offer of employment. The more traditional hiring process can take a long time due the multi-step method, which is a challenge because of the possibility of losing candidates to other organizations. “We could lose a candidate because as they were waiting to get the results of their test and be scheduled for the next step in the process, they could get an offer from another business,” said Ward.
This new method is not only more efficient, but it also provides a more interpersonal approach for candidates and Metro. Candidates who score below the standard on the written and skills test are not allowed to advance but can retest in six months. This new system allows for more one-on-one time to discuss what they need to work on before they test again. Having this knowledge is invaluable to a candidate and provides a more personal, supportive, and proactive experience. This also showcases the King County True North and values from the very beginning of the process.
Attracting and retaining mechanics at Metro is critical. Metro’s fleet needs regular repairs and maintenance and the team have been short-staffed for a few years. Having the ability to fill open positions in an efficient way by utilizing this new approach has proven to be a great solution.
So far Metro has hosted six hiring fairs with one more scheduled for the Spring of 2024. All of Metro’s career opportunities can be found 24/7 at kingcounty.gov/MetroCareers.
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Recruitment and Outreach campaigns show success
In 2021, King County began to identify a trend showing the overall number of qualified job applicants significantly decreasing while the number of open vacancies were increasing. At the same time, HR professionals were transitioning to new roles or departing the County as part of an industry-wide trend largely tied to burnout. This resulted in prolonged vacancies in key recruiter positions, which in turn slowed the recruiting and hiring process.
To better understand this challenge, HR Managers were surveyed in early 2022 to obtain insight and feedback on their recruitment needs and priorities. The top survey results were recruitment assistance upon request, building the King County brand for candidates, and more in-person representation at career fairs and community events.
To address the hiring challenges, the Department of Human Resources (DHR), with support from department directors and Chief People Officer Whitney Abrams, proposed a pilot program that included an increased presence at community events, and a new media campaign to enhance the King County brand to new audiences, plus hiring additional staff designated to support this program.
From social media to mass media
Beginning in May 2022, the newly formed Recruitment and Outreach team began creating social media blocks to be posted by team members, and on the King County Employee LinkedIn and Twitter (X) @kcemployees accounts by the DHR Communications team.
The social media topics vary, highlighting important events like Black History Month, International Women’s Day, and Mental Health Month, specifically designed to highlight King County’s commitment to equity, inclusion, and belonging, as well as light-hearted topics such as National Pi Day, Star Wars Day, and National Ice Cream Day.
The team also worked with the DHR communications team and leadership to create a new marketing slogan “Thrive Where You Work” and created blocks to highlight the campaign featuring images of King County employees, #GoPublic, and other designs that could be used anytime.
With the help of a couple of internal contests HR recruiters expanded the reach of the campaigns using their LinkedIn accounts, where the social media blocks have generated tens of thousands of impressions and over 1,500 applicants.
Throughout 2023, the Recruitment and Outreach team pilot also utilized promotional campaigns through the Seattle Times diversity network of career websites and El Rey Radio, which increased Hispanic/Latinx applications by over 20%. The team also increased King County’s presence at live events at the ShoWare Center in Kent and local community and diversity events.
2024 and beyond: iHeartMedia and more social media campaigns
The success of the initial pilot allowed DHR to extend the program with funding through 2024. Among the new strategies is a focus on reaching underrepresented people such as Hispanic/Latinx and Native Americans. Under this new iteration, the current campaigns will continue with even more focus in the information media and social media spheres.
The program recently launched an eight-week iHeart Radio campaign with commercials playing on podcasts and streaming music services. This media will run announcements on English and Spanish platforms, achieving over 800,000 impressions. The iHeart Media campaign capitalizes on effectiveness with intentional outreach efforts, helping to connect the County with our community and prospective employees in new ways.
The Social Media and iHeart campaigns help the recruiting process be more successful in attracting the best talent from the widest range of applicants possible. The increased efforts to attract applicants and increase connection to community ultimately result in services and programs that make King County a welcoming community where every person can thrive.
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Employee Engagement Survey postponed in 2024
King County is building a welcoming, inclusive workplace culture where every employee feels supported, respected, and valued. Actively seeking to learn and understand employees’ experiences and perspectives is crucial to this effort and central to our We Respect all People value.
Since 2015, our primary tool for organization-wide employee feedback has been the annual Employee Engagement Survey. While this anchor survey has been useful in providing a once-a-year check-in with employees, we have learned that a 70-question annual survey is no longer an industry best practice. Furthermore, our current survey tool is using a dated technology that is no longer supported by our consultant. We cannot conduct the survey in its current form and have confidence in the integrity of the data we would receive. As a result, we are postponing this year’s Employee Engagement Survey.
Instead, we are going to shift from utilizing a point-in-time, once-a-year survey to developing a multi-pronged approach to understanding the employee experience, with options including a shorter 30-40 question anchor survey (annual or bi-annual), more frequent pulse surveys and ad hoc surveys on particular topics, as well as focus groups and listening sessions.
In the meantime, we will continue to review and act on data gathered in other employee forums such as the Equity and Social Justice Strategic Plan Refresh and program-specific feedback loops. Listening to employees and addressing their concerns and desired outcomes is something we want to do on an ongoing basis at the county – not just in response to an annual survey. This will help us advance our Investing in YOU goal of making King County a place where all employees have the tools, support, and opportunity to do their best work for the people of King County.
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Refugees & Immigrants Support and Empowerment affinity group launches
The new Refugees & Immigrants Support and Empowerment (RISE) affinity group recently hosted a Connect & Celebrate event to launch the first resource group for King County employees identifying as immigrants and refugees (I&R).
This gathering marked the beginning of a series of opportunities for I&R employees to meet and network with each other, share their experiences, and find resources to support their personal and professional growth. The goal is to strengthen I&R voices in the workplace.
During the Connect & Celebrate event, participants shared childhood memories of growing up in different parts of the world before coming to the United States. As a group, they also created a tree poster with sticky notes representing each participant’s country of origin.
The event was well-attended by employees from various departments of King County, including Jennifer Hills, the Interim Director of the Office of Equity, Racial, and Social Justice, and Michelle Allison, the Director of Metro Transit, who are the Executive co-sponsors of this employee resource group.
Next meeting is March 11
RISE plans to hold monthly meetings with the next one planned for March 11 at noon. The meetings are envisioned to be a mix of hybrid, in-person, and virtual over Microsoft Teams. While the purpose of these meetings is to center and support those employees who self-identify as first-generation immigrants, these meetings will be open to all interested King County employees. Employees will not be asked to disclose their immigration status.
Depending on people’s interest, some meetings may be in-person or hybrid. If you would like to attend the event or have suggestions or any thoughts concerning future meetings, please email RISE@kingcounty.gov.
Meet the RISE co-chairs
Nasire Khudaiberdiev is a Program/Project Manager III for King County Metro Rail Division. Born and raised in Kyrgyzstan, Nasir is a passionate photographer and filmmaker, capturing diverse narratives and exploring the outdoors, which enriches his creative perspective. His fluency in four languages bridges cultural divides, making him an exceptional communicator and advocate for diversity. Nasir’s multifaceted contributions and dedication to inclusivity and innovation make him an invaluable asset to King County, reflecting the core values of the RISE affinity group and King County Metro.
Dr. Marjan Didra is a Policy and Community Engagement Specialist in the department of Community and Human Services/Adult Services Division. Marjan is originally from Iran and has joined RISE to show her support for immigrant and refugee employees. She believes that by building connections and providing assistance, we can all work together to better serve the diverse communities of King County. Marjan is dedicated to making a positive impact and is excited to contribute her unique perspective to the team.
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Executive Constantine proclaims March as Women’s History Month
King County Executive Dow Constantine has declared March as Women’s History Month in King County and encourages all county residents to honor the contributions by women to their families, workplaces, and communities.
In his Proclamation Executive Constantine said, “despite the innumerable contributions women have made and continue to make, too little is taught or even known about the enormous impact women have on our collective national history.”
The Proclamation also acknowledges the National Women’s History Alliance’s theme “Women Who Advocate for Equity, Diversity, and Inclusion” and recognizes “women throughout the country who understand that, for a positive future, we need to eliminate bias and discrimination entirely from our lives and institutions.”
Read the full proclamation below.
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Submit claims for 2023 FSA funds by March 31, 2024
If you still have funds remaining in last year’s Health Care or Day Care Flexible Spending Account (FSA), be sure to get reimbursed for expenses incurred in 2023. Here’s how:
- Check your FSA balances:
Go to Navia Benefits and log in as a participant.
- Learn about eligible expenses incurred Jan. 1 through Dec. 31, 2023:
Health Care FSAs cover a variety of medically necessary expenses for you and your eligible family members, including deductibles, coinsurance, and copays, and other Eligible Health Care Expenses.
Day Care FSAs cover a range of services for your child, disabled spouse, or dependent parent that allow you to work, such as day care, preschool, day camps, before and after school care, elder care, and other Eligible Day Care Expenses.
- Gather documents:
Proper documentation to substantiate the claim includes the date of service, type of service, and cost of service. Day Care claims also need the provider tax ID, name of dependent, and age of dependent.
- Submit 2023 FSA claims by March 31, 2024:
See the 6 Ways to Submit Claims video:
- Pay health care providers directly using your FSA debit card. Use this method only for 2023 FSA claims.
- Submit a claim form and documentation by email.
- Use Navia’s online claim submission tool.
- Use the MyNavia mobile app on your mobile device.
- Fax your claims to 866-535-9277.
- Send claims to Navia by mail.
If you have questions about your FSA, contact Navia at 800-669-3539 or Navia Customer Service.
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