HomeMy WebLinkAboutAgenda - 05-15-2007-7aORANGE COUNTY
BOARD OF COMMISSIONERS
ACTION AGENDA ITEM ABSTRACT
Meeting Date: May 15, 2007
Action Agend,~~-
Item No.
SUBJECT: Report -Water Resources Program Proposal
DEPARTMENT: Manager's Office PUBLIC HEARING: (Y/N) No
ATTACHMENT(S):
Board of Health/Commission for the
Environment Work Group Report
Water Resources Program Phased
Implementation Proposal
INFORMATION CONTACT:
Laura Blackmon, 245-2300
David Stancil, 245-2590
Rosemary Summers, 245-2411
PURPOSE: To receive a report on the water resources discussions of the Board of
Health/Commission for the Environment joint work group and the subsequent Water Resources
Program Phased Implementation Proposal
BACKGROUND: During the 2006-2007 budget discussions, it became apparent that the
Environment and Resource Conservation Department and the Health Department had
overlapping proposals for addressing water resources in the county. Commissioners requested
that representatives from both Boards (Commission for the Environment and the Board of
Health) and the Department Directors engage in facilitated discussions to resolve these
differences.
Between November 2006 and January 2007, the CFE/BoH Joint Work Group met on three
occasions to discuss the nature of the proposals, including identifying characteristics needed for
this type of program and homework assignment on potential job descriptions. After the final
meeting on January 18, the task group facilitator made a final report to the County Manager
who subsequently met with both Department Directors to determine a final recommendation for
consideration to the Board of Commissioners.
One of the ideas that .emerged from the work group was that the needed tasks and objectives
would span more than one person could accomplish. The Work Group felt that a
comprehensive approach was needed, and that the County Manager rather than the Work
Group would be best equipped to determine how this should be addressed within the County
organization.
In recent weeks, the County Manager met with the Health Director and ERCD Director to
discuss the work group findings, and identify a proposal to move forward. The attached
document is a result of these discussions, and outlines a five year phased implementation plan
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that will accomplish the essential elements of a comprehensive water resources program for
Orange County.
FINANCIAL IMPACT: There is no financial impact associated with the receipt of this report.
Please see the attached financial grid for the estimated cost of the staff resources and start-up
costs that would be needed for implementation of the proposal. In addition to the costs listed
on this grid, unknown factors might include the funding of monitoring wells, costs for special
water studies, and possible costs for data acquisition. These additional funding needs will
develop over the .course of the program's development and could be considered annually during
budget preparation. Currently, there is $50,000 in a FY 2006-07 reserve fund for a Water
Resources position. The Board however did not approve an FTE as part of the FY 2006-07
budget.
RECOMMENDATION(S): The Manager recommends that the Board review the results of the
Work Group and subsequent Manager/staff discussions, and consider the attached Water
Resources Program proposal.
.~
From: Andrew M. Sachs [mailto:asachs@disputesettlement.org]
Sent: Wednesday, February 07, 2007 11:30 AM
To: Laura Blackmon
Cc: Alan Rimer; Alan E. Rimer; Bernadette Pelissier; Bill Kaiser; David
Stancil; Hervey McIver; Jessica Lee; Matt Vizithum; Rosemary Summers
Subject: Water Resources Work Group
February 7, 2007
To: Ms. Laura Blackmon, County Manager
From: Andy Sachs, Dispute Settlement Center, Work Group Facilitator
Re: Joint Work Group on Water Resources Management
On January 18, the Joint Work Group on Water Resources Management directed
me to foward to you (1) the Meeting Report from that evening, and (2) two
job descriptions (one prepared by the Board of Health delegation and one
prepared by the Commission for the Environment delegation) for the new
County Water Resources Specialist position. Those items are attached to
this email message.
The Work Group met three times (11/21/06, 12/21/06, and 1/18/07). You'll
see in the attached Meeting Report that the Work Group has concluded that
the County Manager or Board of County Commissioners -- and not this Work
Group -- should clarify how the County as an organization will address water
resources.
The Work Group is open to meeting with you, at your invitation, if you want
any clarification from it. Otherwise, the group has asked me to let you
know that it considers its service on this matter to be completed.
Thank you for giving me the opportunity to assist the County by facilitating
the Work Group's deliberations. I hope that my efforts added some value to
the Work Group's process. It is obvious to me that the two County staff
persons and six citizen volunteers who comprised the Work Group cared very
much about each other, the task before them,. and the County's well being.
They are to be commended for applying themselves steadily, earnestly, and
energetically to the Work Group's business over these past several months.
Please let me know if there is anything further I can do to assist you.
Meeting Report
Board of Health and Commission for the Environment Joint Work Group on Water Resources
Management
January 18, 2007 7:30 PM - 9:00 PM
Southern Human Services Center, Room D
Present: Worlc Group Members (Bill Kaiser, Jessica Lee, Hervey McIver, Bernadette Pelissier,
Alan Rimer, Matt Vizithum). Staff: David Stanch, Director, Environment "and Resource
Conservation Department; Rosemary Summers, Director, Health Department. Andy Sachs,
Facilitator, Dispute Settlement Center.
Convene
The Work Group adopted the proposed meeting plan.
Discussion to Clarify Draft Job Descriptions
Work Group members reviewed five draft job descriptions (developed by Kaiser, McIver,
Pelissier, Stanch, and the Board of Health delegates collectively). The following points were
made during the discussion to clarify the drafts:
In response to questions, the Board of Health delegation clarified that it does not intend for
the new position to be the County's lead or "point person" with respect to all the different
water resources management activities within the County. The delegation intends for several
different County staff persons to continue having responsibilities for different aspects of
water resources management, and would like to see better coordination of all these efforts.
The Board of Health delegation's purpose in proposing technical assistance to certified well
contractors is to build the capacity of well drillers to institute "best practices." If "best
practices" is a goal, then the County should work closely with contractors to help them
develop those practices. In this regard, the Health Department will be responsible for
enforcing new State rules after July 1, 2008, and the County (through the Board of Health)
would be allowed to develop and enforce local rules that are more stringent than the State's.
There appears to be a consensus among work group members that the position will not have
direct enforcement functions, although his/her work products may very well be used to
develop broad policies as well as in reviewing specific development proposals. This will
require close collaboration with the Planning Department, for example. McIver and Stanch,
in response to questions from Dr. Sluniners, said that they would want the person to provide
technical advice to the County's development review team, and to identify trends from data
in support of any new regulatory initiatives that the Board of County Commissioners might
be interested in pursuing. Mr. McIver's draft, for example, includes duties for "predicting
impacts from increased impermeable surfaces (development)" and "predicting impacts of
increased water withdrawals..." and Mr. Stancil's draft includes "review new development
proposals and provide input on water resources."
• Dr. Rimer did an informal survey of job amiouncements on the websites of several
environmental engineering consulting firms, and suggested to the work group that it might be
best for the work group to articulate the over arching values for the new position, as opposed
to detailed administrative requirements. The person's supervisor would want to add such
details as "write a particular report three times a year" or possess certain specific analytic
skills.
Mr. Kaiser looked across all five of the drafts, and identified some cross-cutting areas of
interest or concern: modeling, surface/ground water interface, droughts and floods, data
collection and analysis, experience with relevant scientific techniques, knowledge of
groundwater recharge rates, cross-department data sharing, public education, water sampling
protocols, and overseeing the existing network of water monitoring stations.
• Mr. Kaiser added that the draft job descriptions were not as useful in identifying
qualifications. Some of the duties people included were too specific, he said.
Looking across all. of the draft job descriptions, there is clearly too much for one person to
do. However at this point in the group's deliberations, it is not clear how the job might be
divided among different people and/or phased-in over time. One position may very well be a
lead scientist with an advance degree and at least ten years of experience, while the other will
be an adjunct to the lead scientist (a lower degree and fewer years of experience). Perhaps
we need to get the first position in place, and then after s/he is grounded the duties of the
adjunct would be clearer.
The salary that has been reserved by the County is probably not sufficient to attract a person
with ten years of experience. As a result, we might have to settle for someone with a
Master's degree and less experience. The County Personnel Department will "classify" the
position. In some cases, the Department director has the lead role in hiring and negotiating
salary. For higher-level positions, the Department and Personnel organize assessment panels.
In what Department will the Position Go?
After clarifying the drafts, the group turned its attention to where within County government this
position should be housed. These points were made by different individuals during the
discussion, and do not represent a work group or delegation consensus unless such a consensus is
specifically noted:
• Dr. Pelissier said that the position should be located in the department that has the primary
mission to assess water resources. "You cannot have two departments with the same
mission, as currently appears to be the case," she said. "ERCD has been delegated the
primary responsibility for assessing water resources by the county commissioners," she said,
"while the Health Department also has this mission listed in its strategic plan."
• Dr. Pelissier added that if the position will not have a direct regulatory function, then the
position would fit better in anon-regulatory agency "such as the Environment and Resource
Conservation Department" where the individual can remain focused on technical/scientific
studies. Her concern is that a department with a regulatory function would "pull the
employee inward," distract him or her from non-regulatory work, and eventually change the
nature of the position. Dr. Rimer said that he does not think it is valid to distinguish the
Health Department from ERCD based on one being "regulatory" and the other "non-
regulatory."
• There appeared to be a consensus among all work group members that the position's
scientific/technical focus should be protected against "mission creep," wherever the position
is eventually housed.
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Dr. Vizithum said that the position should be located in the department that would be relying
the most on the position's work products. It would be more efficient for the position to be
located within the Health Department, he said, because "the Health Department is going to be
the primary user of the information generated by the position."
Mr. McIver said that the new position would best be housed in the ERCD. The primary users
of the information to be provided by the new position will be Planning and Health, he said,
with other departments -- including ERCD -being secondary users. "Since ERCD is
responsible for overseeing water resources generally," he said, "and not a primary user of the
information, then ERCD could best insure that the work of the new position serves all
relevant departments." Placing the position within ERCD would best protect the position
against "mission creep," he said.
• There appeared to be a consensus that the position always "remain connected," and be in
service, to multiple Departments wherever the position is eventually housed. In fact, there
appeared to be agreement that the person in this new position should be responsible for
"developing a comrnunity of users" for the technical/scientific information s/he will be
generating and interpreting. Both the Health Department and ERCD have "interdepartmental
infrastructures" through which they initiate and maintain collaboration with others. Where
ever the position is placed, "it will require some work" to create a tangible multi-
departmental team around water resources management.
• Dr. Rimer said that the position should be located where the resources exist to ensure the
person can succeed. Different group members had different ideas about which County
department would best support the new position, as follows:
o Dr. Rimer said that the individual's professional background should match or be
complemented by the professional backgrounds of the other employees in the
department. In response to a question from Dr. Rimer, Mr. Stanch and Dr. Summers
inventoried the backgrounds of the relevant people within their Departments. Mr.
Stanch noted that he has been the lead in developing the County's Water Resources
Initiative and in coordinating several background watershed protection and water
resources studies over the last 18 years that led up to that initiative. He said that his
staff includes a biological resources specialist. (Land Conservation Manager), a
Cultural Resources Specialist (historic preservation, archaeology, agricultural
preservation), a Landscape Architect, a GIS Project Coordinator, and a Resource
Conservation Technician (who is the staff person that collected and still processes and
enters the .ground water database information). Dr. Summers said that her staff
includes the environmental health director, an environmental health supervisor, a
doctoral prepared microbiologist, two licensed soils scientists, and 3 additional
environmental health specialists.
• Dr. Rimer said that the position should be housed within the department in control of the
database(s) upon which the position will be working. According to Dr. Surmners and Mr.
Stanch, both Health and ERCD share a common GIS database with information on new wells
and different aspects of water quality and water quantity.
Mr. Stanch said that the position is most likely to succeed if it is located within the
department authorized by the Board of County Commissioners to develop and implement the
County's water resources plan. He said that ERCD has been given this role by BOCC.
Where Do We Go From Here?
After work group members listened to each other's preferences and arguments for where the
position should be located, they agreed that they would be unable to develop a solution in the
absence of a directive on how the County government wants to organize itself to address water
resources management. All agreed on the following:
1. The County Manager or Board of County Commissioners, and not this work group, should
clarify how the County as an organization will address water resources.
2. The Commission for the Environment (CFE) delegation will integrate their four draft job
descriptions into a single one, so that the work group will have two job descriptions (one by
the Board of Health delegation and one by the CFE delegation), along with the notes of its
three meetings, as a work product. It is anticipated that the two job descriptions will be
"75% in agreement."
3. After the CFE completes its job description and the work group approves a final report on its
January 18 meeting, the facilitator will forward those documents to the County Manager.
4. The work group is willing to meet with the County Manager at her invitation if she wants any
clarification from the work group. Otherwise, the group will leave the two job descriptions
and the position's placement within the County government in her able hands.
5. Unless the County Manager initiates afollow-up meeting with the work group, the work
group will complete its service upon submittal of this meeting report to her.
4
Board of Health Delegation
Job Title: Water Resources Specialist
Location:
Responsibilities
Work with a team of other professionals to lead the development of a comprehensive
water resources program for Orange County.
Design and implement data collection efforts to characterize the County's water
quantity and quality.
o Establish and track a network of water quality sampling and quantity
.measurements at sites for both groundwater (wells) and surface water
(streams and impoundments).
o Collaborate with USGS, NC DENR, water utilities, stream watch
associations, and other interested parties in determining siting and
construction of monitoring wells.
o Develop sampling protocols and data collection protocols to ensure that
data integrity is maintained.
Organize, manage and evaluate analytical data
o Establish and maintain an ongoing GIS and electronic database system
to coordinate the entry of data gathered from multiple sources that affect
water quantity and quality: monitoring wells, data available from utility
companies, sampling results from homeowner wells, new well
construction logs, surface water samples, mitigation sites, biosolid
application sites, etc.
o Provide ongoing analysis and evaluation of data and assist various
County departments in integrating appropriate data into their work.
o Track contamination sites currently documented by the State. Advocate
enforcement by the State or EPA for those that are not being remedied in
a timely manner, and to provide support and advocacy for residents living
at or near contamination sites.
Conduct research and prepare reports on technical issues
o Write reports based on data analysis that are easily understood by a
variety of policy making bodies: Board of Commissioners, Planning
Board, Board of .Health, Commission for the Environment, Water Utility
Boards, other elected officials.
Support communication efforts regarding water resources issues
o Provide education, consultation, and technical assistance to Boards and
Commissions as they develop policies that will impact water quality and
quantity. (Planning Board, Commission for the Environment, Board of
Health, Board of Commissioners). Example: Provide a valid and science-
based foundation for revisions to and further development of the existing
Groundwater Protection Regulations.
o Collaborate with staff from relevant departments to analyze policy
recommendations for their impact on water quality and quantity. [Planning
(development and erosion control), Soil and Water (agriculture and
timbering), Health (well and wastewater regulations, groundwater source
protection, disposal of household hazardous materials and
pharmaceuticals, well repair and renovation, biosolids monitoring),
Economic Development (recruitment of business and industry), ERCD
(conservation easements, natural resource preservation)]
o Develop educational tools based on written reports and data results that
inform the public and policy makers on trends and common findings
(website information, educational pieces for developers, municipalities,
homeowners).
Provide technical assistance and work closely with certified well contractors to
implement Best Management Practices that go above and beyond minimum
regulatory requirements.
Qualifications:
• BS in physical or environmental sciences or engineering
• Experience in water resources/engineering, geology, mapping, and data analysis
• Experience with data systems and data analysis
• Expertise with MS Office applications, GIS, interpretation and presentation and data
management systems
• Ability to collaborate and communicate with a variety of public and private partners,
policy makers, scientists, and the public
• Strongly Desired
o Advanced degree in environmental discipline
o Excellent analytical and communication (oral and written) skills
o Ability to translate complex data analysis to easily understandable terms.
o Ability to translate research findings into policy applications.
o Understanding of underlying geologic impacts on water quantity and
quality
o Understanding of significant factors affecting water quantity and quality
o Understanding of well siting and construction, wastewater siting and
construction, public utility water and wastewater treatment processes
o Excellent understanding of the policy making process and the existing
regulatory framework.
io
Commission for the Environment Delegation
Title: Hydrogeologist /Water Resources Coordinator
Location: TBA
General Responsibilities
This position shall be responsible for overseeing the quality and quantity of all water
resources within the County -surface and ground water. The person shall work with all
Orange County departments and offices which have an interest in water resources and
shall effectively communicate with ail relevant county personnel, including the BOCC, as
well as the public. The work of this person shall be used to guide sustainable
development, minimize the incidences of and impacts from water contamination and
ensure healthy stream ecosystems.
Job Responsibilities
^ Hydrogeologically characterize the County's aquifer system, as a precursor to all
other future activities and studies.
^ Implement the County's adopted Water Resources Initiative, as characterized
below.
^ Guide and assist in planning for sustainable development through the provision
of technical and scientific expertise on water resources (surface water
hydrology and groundwater hydrology, and the inter-relationships between the
two). Provide this expertise to other County departments, advisory boards, the
Board of Commissioners, and the general public.
^ Plan and create an observation well network to help monitor water quantity and
quality at the Countywide and subwatershed levels.
o Periodically assess and evaluate data from the network to provide an
"early-warning system" for impending water impacts, and produce
reports on implications for policy.
^ Review and analyze new water resources reports and studies conducted at the
national, state and regional level, and report on the implications for local water
resources planning and implementation.
o Reports should be scientifically accurate but written for the lay reader for
ease in understanding and interpretation by the many different water
resources stakeholders and agencies.
^ Serve as the County's water resources professional in representing the County .
on the many regional, watershed, state and Federal water resources
programs and initiatives.
^ Oversee the maintenance and enhancement of the existing Geographic
Information System (GIS) water resources database.
o Ensure the validity and integrity of data being collected and mapped.
o Produce reports, maps and other evaluations of water resources using this
GIS database.
C~
o Examine ways the data can be used by other departments and agencies.
o Explore the potential for new data to be collected or acquired from other
database sources (such as NCCGIA).
^ Facilitate an interdepartmental Water Resources Team, with representatives
from ERCD, Planning, Environmental Health, County Engineer, Soil and Water,
EMS and others, to pursue collaborative ventures and ensure timely and adequate
information-sharing.
o This group could also be tasked with managing the data and producing
coordinated mapping of water resources information from all sources.
o This group would determine information gaps and determine existing and
potential water resource problems.
^ Synthesize the many surface and ground water reports of the last 25 years, for use
in efforts such as the Orange County Comprehensive Plan.
^ Design, plan, and carry out public education campaigns on water conservation,
groundwater contamination susceptibility, and "what we know" about our local
water resources quantity and quality.
o Create educational programs and brochures to help convey important
information about current and impending water resources issues.
Qualifications
^ Graduate (Masters) degree in environmental management, hydrogeology,
hydrology, or environmental engineering, with four years of experience in water
resources planning and policy, or
o Bachelor's degree in the same disciplines, with seven years or more of
experience in water resources planning and policy
^ Strong writing and interpersonal (oral) communication skills
o The ability to interact with other scientist and water resources
professionals at a technical level, as well as translate technical information
to policy makers and the general public at a lay level
^ Conversant with ground-water models, fracture flow, aqueous geochemistry, and
geophysical techniques.
^ Working knowledge of GIS systems, database management, and the application
of said systems for policy analysis
^ Knowledge of the policy decision-making process at the local, state and federal
government levels regarding water resources.
^ Proficient in developing presentations for a variety of different audiences.
o High degree of proficiency with MS Office software applications
(including Powerpoint and multimedia integration).
^ Understanding of the inter-relationships between surface water and ground water,
including the creation of comprehensive "water budgets."
^ Strong understanding of the principles of sustainability and sustainable
development patterns, and their implications and interactions with water resources
quantity and quality.
DRAFT 5/2/07
Phased Implementation Plan for
Orange County Water Resources Program (WRP)
Over the past few years, the Board of Health, Commission for the Environment
and staffs from Environment and Resource Conservation and the Health
Department have developed proposals to implement a program that would utilize
the ground water and surface water studies of the last two decades to effect
efforts to address water issues across the board. Likewise, the Board of
Commissioners have acknowledged the need to comprehensively address water
resources policy, planning and implementation, and asked the two boards and
staff to develop ideas along these lines.
During 2006, a Joint Work Group of representatives from the two boards,
OWASA, the municipalities, and staff worked to develop an overall plan for such
a program. A catalog of ideas was developed and it became- apparent that the list
of items needed to truly accomplish the task was lengthy and was more than one
staff person could accomplish.
Subsequently, the Commissioners asked that representatives from the two
boards and staff meet to discuss a single direction for a position being requested
by both departments. The results of the joint work group, and subsequent
discussions with the County Manager and staff, have clearly pointed to a need to
comprehensively address water resources study, planning, policy and
implementation. To accomplish this will require the efforts of both ERCD and
Health, the achievement of tangible implementation results from a program to be
implemented, and the inclusion of other staff resources and departments.
A holistic approach, which ties together research and policy with implementation
and monitoring, is needed in order to craft a successful program. As such,
linkages and coordination between the water resources research, policy, and
environmental education functions of Environment and Resource Conservation,
and the research, policy development, implementation, surveillance, and
education capabilities of the Health Department will be required. Beyond this,
close communication with other water resource partners (such as Planning, Soil
and Water,and the County Engineer) will also be important.
Presented below is a strategic phased implementation plan for an Orange
County Water Resources Program (WRP), to address this important topic in the
comprehensive manner needed. It is very important to note that the following
approach will only work optimally if all steps in the process are followed,
as they are interdependent. Pursuing only the policy and research without
implementation will not translate into a tangible end-product or results.
Conversely, attempting to implement new protocols and networks without the
requisite policy analysis and planning would result in an uncoordinated program
that may not address the true underlying issues. Both will be needed to tackle
water resource quantity and quality issues in a sustainable, holistic manner.
DRAFT 5/2/07
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Proposed Phased Implementation Plan
The WRP is proposed to be implemented in the following fashion, in keeping with
the principles and goals outlined above:
Step 1 -Set Up an Internal Communication Mechanism. to Ensure
Collaboration
Water Resources Inter-departmental Team
The success of this coordinated WRP will ultimately rely on inter-departmental
communication. A Water Resources Inter-departmental Team is proposed to
address coordination and collaboration, and ensure timely and adequate
information sharing. This team would include a representative from the County
Manager's office and staff members from the ERCD, Environmental Health
Services Division, Planning, and NRCS/Soil and Water departments. The team
would be coordinated as identified in the following steps, with a charge and
meeting schedule to be determined.
Step 2 - Hire a Water Resources Coordinator (June 2007)
Environment and Resource Conservation Department
As part of the dialogue of the last few years on water resources, including the
Board of Health/CFE Joint Work Group, there is a need to acquire a staff
resource to work at a macro, ,policy level to oversee and coordinate the future
efforts related to water resource assessment and conservation. This person
would need a strong science background and expertise in hydrogeology and
hydrology, but also have good interpersonal and communication skills to conduct
the needed coordination functions.
Responsibilities for the Water Resources Coordinator would include (but not be
limited to) the provision of scientific expertise to County agencies, departments,
the public,. and advisory boards on surface water hydrology, ground water
hydrogeology, the inter-relationships between the two, and. interpretation of
current and future studies and research in this area. This person would also
coordinate and participate in new research and studies, and evaluate, review and
analyze water resources reports and studies conducted at the national, state and
regional level. In addition to new studies, there may be physical programs to be
implemented (such as a well observation network) that could be planned and
designed by this staff resource. The expansion and augmentation of the existing
GIS database that has been built over the years by ERCD and Environmental
Health would be another important component of the position. The Coordinator
would have the expertise to interpret the trends and implications that result from
the data that is gathered, and recommend courses of actiori. This might include
evaluating the state of the County's water resources and assistance in planning
for sustainable use and development of the resource.
DRAFT 5/2/07
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The Water Resources Coordinator would further serve as the point person on the
water resources components of the Orange County Comprehensive Plan,
developing policy recommendations and coordinating closely with other
departments and staff. This person would also serve as the County's
representative on the many state and regional water initiatives and work groups
that affect the County's water supply (such as the Jordan Lake watershed
stakeholder group or the Triangle J Water Resources Advisory Committee), and
report on the implications for Orange County from these initiatives to a variety of
County boards and staff. The Coordinator would be responsible for engaging
partners in seeking grant funding and applying for funding for special projects
with an emphasis on water protection.
Step 3a. - Hire a Water Resources Specialist (July 2008)
Health Department, Environmental Health Services Division
A Water Resources Specialist would be needed to work closely with the Water
Resources Coordinator to conduct research especially in the relationship of water
quality to health, and to work with partners in developing the practicalities of
implementing policy recommendations. The Specialist would have a background
in water resources (surface and ground water), environmental science or
engineering. The Specialist, working closely with the Coordinator, would be
responsible for developing and implementing surveillance, monitoring, and
sampling protocols.
For example, the Specialist would assist in the design and planning of an
observation well network that tracks water quality and quantity, along with
existing and possible future sites for surface water (streams and impoundments)
surveillance. The Specialist would work with partner agencies to oversee the
regular tracking and monitoring of the results of these networks. The findings
would be regularly shared with the Coordinator, and the two positions would work
together to draw implications from the findings, to be shared with the appropriate
staff and entities within County government for evaluation and review. Similarly,
for other mechanisms of tracking water resources data (such as new water
quality sampling), the Specialist would organize and manage the analytical data,
and work with the Coordinator to evaluate and report on the implications. The
Specialist would be able to develop study designs for community water studies
that may be needed to determine water quality issues in specific areas.
Part of the Specialist's duties would be to examine the implications and make
recommendations on how these matters should be addressed from a public
health policy and education standpoint. The Specialist will also make
recommendations and seek additional research opportunities and resources.
The Specialist would be responsible for developing and producing educational
tools in conjunction with the Inter-departmental Team, including creating a water
DRAFT 5/2/07
S
resources web page on the County's web site that includes data and reports to
date and upcoming activities of significance to the public. The Specialist would
conduct seminars and produce educational materials regarding items such as
keeping streams and ponds healthy, siting and construction of new wells, well
maintenance information for homeowners, septic system maintenance, protection
against water contamination, water treatment options, and how to properly
abandon wells, for example.
The Specialist would also provide technical assistance to certified well
contractors to implement Best Management Practices that go above and beyond
minimum regulatory requirements.
STEP 3b: Hire a Data Specialist (July 2008)
Health Department, Environmental Health Division
The expansion and augmentation of the GIS database is critical for research
studies, policy development, to partner agencies, and to provide feedback for
citizen's to protect their health. While the basic elements of the database
currently exist with the GIS and Permits Plus systems, other data points
(underground storage mitigation efforts, surface water sampling points,
monitoring well sample results, etc.) should be added to make this a more robust,
usable base for policy development. This system has never been fully
implemented at a basic level in Environmental Health and much of the data that
is possible for interplay with water quality is unreachable at this point in time. A
Data Specialist would enable the basic system to be implemented and further
designed to provide a stable base for research and policy development. In
addition, coordination with GIS/GPS field technology currently in use in
Environmental Health, ERCD and Planning needs to be up to date and integrated
across departments. This will require a data technician who can maintain the
software and hardware needed, and provide support in presenting the data
needed by the Specialist and Coordinator for analysis. The position would also
ensure that data is entered and is "scrubbed" to maintain the quality and integrity
of the data being used. This position would interact on a regular basis with all
members of the Water Resources Inter-departmental Team, and with the
Planning and Inspections Data Manager, GIS users group, and with Information
Technology.
Step 4a. -Implement the Expanded Monitoring Program for On-Site Wastewater
Systems
Hire an Environmental Health Specialist (July 2009)
Health Department, Environmental Health Services Division
This step in a fully developed water resources plan would provide for the regular
inspection of on-site wastewater systems in critical water quality watersheds
throughout the county. The Specialist would establish educational programs for
homeowners throughout the water quality critical areas to ensure that they
DRAFT 5/2/07
~~
understand how to maintain their well and septic systems. In addition the
Specialist would begin regular inspections of routine and alternative systems in
the designated critical areas. It-will be important for the person to have strong
interactive communication skills to be seen as a "community assistant" rather
than a regulator. This Specialist would also be available to respond to any
emerging needs for research or special projects within this defined geographical
area.
Step 4b. -Implement the Expanded Monitoring Program for On-Site Wastewater
Systems in Remainder of County
Hire 2 Environmental Health Specialists (July 2011)
Health Department, Environmental Health Division
This step would build upon the lessons learned in Step 4a and expand the
regular inspection of on-site systems to the remainder of the county in the same
manner as that above. Two additional specialists would split the remaining areas
of the county. Waiting until 2011 would provide two years of data from the critical
watersheds to evaluate the method ~of expansion needed.
Step 5 -Regular Monitoring and Program Evaluation - every two years
The proposed Water Resources Program, to be successful, must achieve
tangible results that further the needed knowledge base of the County as a
whole, and the public's understanding and practices toward protection of water
supplies and water quality. As such, a regular mechanism to evaluate the
program's accomplishments and challenges should be built into the proposal.
This could be done annually as part of the budget process (as departments
evaluate quantifiable measures), and through a biennial program evaluation
conducted in the fall and reported to the Board prior to the goal-setting retreat.
i~
Water Resource Program Staff Implementation Schedule
Position Title Salary & Benefits Operating Costs
2007-2008 Water Resource Coord. $71,302 $2,150 $
2008-2009 Water Resource Spec. 63,828 .8,635
Data Specialist 61,039 4,575
2009-2010 Env. Health Spec. 55,846 7,285
2010-2011
2011-2012 Env. Health Spec. (2) 111,692 14,570
Totals $363,707 $37,215 $
Start up Costs
2,674
31,590
16,44.0
34,590
69,180
154,474 $555,396