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AT NINE 40 ON WEDNESDAY, JANUARY 10TH.YES, PRESIDENT FROST HOLLINS HERE.
VICE PRESIDENT GORDON PETERSON.
UH, DO WE HAVE A VOLUNTEER TO, TO THE PLEDGE OF ALLEGIANCE? I'M GLADLY, MS. ROBIN, PUT YOUR RIGHT HAND OVER YOUR HEART.
I PLEDGE ALLEGIANCE TO THE FLAG OF THE UNITED STATES OF AMERICA AND TO THE REPUBLIC FOR WHICH IT STANDS, ONE NATION UNDER GOD, INDIVISIBLE, WITH LIBERTY AND JUSTICE FURL.
THAT WILL BRING US TO PUBLIC COMMENT.
WOULD ANYONE IN THE PUBLIC LIKE TO ADDRESS THE COMMISSION? SEEING NONE.
WE WILL MOVE ON TO THE REGULAR AGENDA.
UH, COMMISSIONERS, WITH YOUR PERMISSION, LET'S, WE HAVE A TIME CERTAIN FOR AGENDA ITEM THREE AT 10.
UM, LET'S JUMP TO AGENDA ITEM THREE.
'CAUSE I THINK THAT'LL BE A LONG ENOUGH CONVERSATION THAT WE CAN START IT AND THEN HARBOR CAN JOIN US WHEN THEY GET HERE.
SO, ALRIGHT, IF WE COULD GET A MOTION A SECOND ON A REPORT FROM CHRISTINA ON TIME TO HIRE.
SO I THINK THIS WAS JUST AN OPPORTUNITY FOR US TO DISCUSS THE TIME TO HIRE.
UM, CERTAINLY, UM, WE HAVE BEEN PROVIDING THE COMMISSION EXAM RESULTS THAT SHOW, UM, OUR PORTION OF IT.
I HAVE BEEN VERY CLEAR WITH THE CITY THAT THERE ARE FOUR PARTS TO THE TIME TO HIRE.
THE FIRST PART IS THE REQUISITION.
THE SECOND PART IN THE CLASSIFIED SERVICE IS AN EXAM PROCESS BY CIVIL SERVICE.
THE THIRD PART IS, ONCE CIVIL SERVICE COMPLETES THE ELIGIBLE LIST, WE CERTIFY TO A DEPARTMENT,
[3. 24-51724 Time to Hire. Suggested Action: Approve recommendation. ]
AND THE DEPARTMENT THEN DOES THEIR SELECTION INTERVIEWS.AND THEN THE FOURTH PART IS THE ONBOARDING DEPARTMENT HAS MADE A SELECTION AND THEY GO THROUGH THE ONBOARDING PROCESS, UM, THAT IS ASSISTED BY HUMAN RESOURCES.
SO I WILL SAY THAT, UM, PARTS, UM, LET'S START WITH THE FIRST PART, PART ONE OF THE REQUISITION PROCESS.
THERE WAS A JOINT COMMITTEE WITH CIVIL SERVICE, HUMAN RESOURCES, UM, AND I THINK, UM, A FEW OPERATING DEPARTMENTS TO REVIEW THE REQUISITION PROCESS.
THAT BRAND NEW PROCESS HAS BEEN ROLLED OUT, UM, JANUARY 1ST.
THAT PROCESS, UM, ELIMINATED A LOT OF REDUNDANCIES IN THE REQUISITE IN THE, UH, APPROVAL PROCESS.
AND I THINK IT REMOVED THE CITY MANAGER'S OFFICE IN, IN ITS ENTIRETY.
UM, A LOT OF, UM, FEEDBACK WE WERE GETTING WAS, IF I HAVE A BUDGETED POSITION AND SOMEONE LEAVES THAT BUDGETED POSITION, WHY DOES IT NEED TO GO THROUGH ALL THOSE APPROVALS? IT'S OUR, I I'VE ALREADY BEEN CLEARED FOR A BUDGETED POSITION.
AND, UM, SO THE, THE APPROVAL PROCESS HAS BEEN SIGNIFICANTLY MODIFIED IN THE, IN THE, UM, REQUISITION PROCESS.
SO, UM, WE ARE ARE PLEASED THAT THAT'S GOING FORWARD.
THE SECOND PROCESS WOULD BE THE CLASSIFIED SERVICE EXAM PROCESS.
AND I THINK YOU'VE SEEN, WE'VE BEEN CRANKING OUT THE EXAMS. WE CERTAINLY LOOK AT EVERY PROCESS TO SEE IF THERE'S SOME IMPROVEMENT THAT WE CAN MAKE.
WE LOOK AT CAN WE MAKE THIS A QUALIFYING LIST VERSUS A, UH, A BANDED LIST SO THAT, UM, IN A QUALIFIED LIST DEPARTMENTS CAN GET A GROUP OF NAMES MUCH MORE QUICKLY.
UM, WE ARE GONNA BE PROVIDING THAT DATA TO SHOW HOW MANY, UM, THE, THE VOLUME, THE PERCENTAGE OF QUALIFIED VERSUS BANDED, UM, LIST.
THEN THE THIRD PROCESS IS, UM, ONCE DEPARTMENTS HAVE BEEN, UM, UM, PROVIDED AN ELIGIBLE LIST, THEN IT'S THEIR OPPORTUNITY TO INTERVIEW THOSE CANDIDATES.
UM, AND THEN THE FOURTH PROCESS, THE ONBOARDING.
I THINK THAT, UM, HUMAN RESOURCES HAS DONE A GREAT JOB AT REVISING THEIR ONBOARDING PROCESS.
THEY HAVE A ONE-STOP SHOP WHERE YOU CAN GO AND GET YOUR FINGERPRINTS AND YOUR MEDICAL ALL IN THE SAME LOCATION.
I THINK THE ONE THING THAT IS STILL CHALLENGING IN THE ONBOARDING PROCESS IS THE BACKGROUND.
SO I THINK THERE WAS A COMMENT LAST NIGHT THAT, UM, SOMETIMES IT CAN TAKE A YEAR UP TO A YEAR TO GET A POSITION HIRED.
AND THAT CERTAINLY IS THE CASE, UM, WHERE IT'S INVOLVING A BACKGROUND.
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UM, I THINK I ANECDOTALLY GIVING YOU EXAMPLES WHERE PARKING CONTROL CHECKERS WHO DO REQUIRE BACKGROUND BECAUSE OF THEIR ACCESS TO CERTAIN SYSTEMS, UM, I WAS SHOCKED TO SEE HOW LONG THE BACKGROUNDS ARE TAKING.SO THAT, THAT'S ANOTHER PIECE THAT WE HAVE BEEN IN DISCUSSION WITH THE CITY ABOUT.
UM, IT'S OUT OF OUR PURVIEW, BUT IT IS, IT IS A PIECE OF THE TIME TO HIRE.
SO I THINK TODAY, ONE OF THE THINGS, UM, YOU, AT THE LAST MEETING, YOU HAD A ASKED ME TO ASK THE HARBOR DEPARTMENT TO COME BACK BECAUSE OF THAT THIRD PIECE OF THE DEPARTMENTS.
WE PROVIDED THE ELIGIBLE LIST AND THE SELECTIONS HAVE NOT BEEN MADE.
UM, AND SO THAT'S, THAT'S WHERE WE ARE.
BUT I WANTED TO REMIND YOU OF THE FOUR PROCESSES.
SO CIVIL SERVICE IS NOT IN THIS ALONE AND TIME TO HIRE.
WE ARE IMPACTED BY OTHER PIECES OF THE HIRING PROCESS, AND WE ARE WORKING DILIGENTLY ON OUR PIECE OF THE PROCESS.
WE WEREN'T INVOLVED IN PART FOUR, BUT WE DO SEE A RESPONSIBILITY TO ALSO COLLABORATE IN PART THREE, WHICH IS THE DEPARTMENT SELECTION.
UM, I WILL TELL YOU THAT, UM, I HAVE HAD DISCUSSION WITH, UM, UH, JOANNE BINI, UH, HR DIRECTOR, AND, UM, WE HAVE TALKED ABOUT DOING A JOINT TRAINING FOR DEPARTMENTS, UM, TO TALK ABOUT, HEY, IT'S REALLY CRITICAL THAT ONCE THESE FOLKS HAVE BEEN IDENTIFIED, WE NEED TO JUMP ON THAT.
BECAUSE BECAUSE OF THIS MARKET, PEOPLE AREN'T JUST HANGING AROUND.
UM, AND SO WE ALSO KNOW THAT IN THAT PROCESS AND WE HAVE INFORMATION WHERE, AGAIN, UNPRECEDENTED TIMES WHERE THERE IS, UH, PEOPLE JUST DON'T SHOW UP FOR INTERVIEWS OR THEY DON'T RE OR THEY DON'T, OR THEY DON'T RESPOND TO AN INTERVIEW REQUEST.
UM, SO WE HAVE EXPERIENCED THAT OURSELVES IN HUMAN RESOURCES.
I MEAN IN CIVIL SERVICE, EXCUSE ME.
UM, WHEN I WAS TALKING TO JOE ABOUT IT.
AND SO, UH, YOU WOULD THINK IN THOSE TWO DEPARTMENTS, PEOPLE ARE HR PROFESSIONALS AND THEY'RE GONNA RETURN CALLS.
AND WE'VE EVEN BEEN SURPRISED THAT THEY HAVEN'T DONE THAT.
UM, SO IT'S NOT SURPRISING WHEN A DEPARTMENT TELLS US, YEAH, WE'VE REACHED OUT TO THESE PEOPLE AND, YOU KNOW, THERE WAS A LARGE NUMBER OF 'EM THAT DIDN'T EVEN, DIDN'T EVEN RETURN OUR CALL.
AND WE HAVE TO SAY, WE KNOW WE, WE HEAR THAT, BUT GIVE US THAT INFORMATION.
PUT YOUR DISPOSITIONS INTO THE SYSTEM, AND THAT'S WHAT WE WANT TO MAKE SURE WE TRAIN THEM ON.
WE HAVE A SYSTEM TO, TO UTILIZE FOR DEPARTMENTS TO PUT THAT DISPOSITION IN, TO HELP US TO SEE WHAT THOSE, THAT INFORMATION IS SO WE CAN MAKE BETTER DECISIONS ON EXTENSION OF ELIGIBLE LIST OR KILLING ELIGIBLE LIST.
BUT THAT'S THE, THAT IS THE PIECE, UM, THAT WE STILL FEEL RESPONSIBLE FOR BECAUSE IT'S, IT'S THE UTILIZATION OF OUR LIST.
IT'S THE UTILIZATION OF, OF ALL THE WORK THAT OUR STAFF HAS DONE TO PUT THAT LIST TOGETHER.
UM, I WILL TELL YOU, AND I THINK I'VE TOLD YOU BEFORE, THAT IN OUR PRIORITY MEETINGS, UM, EACH DEPARTMENT THERE IS A PRIORITY MEETING AND THE ANALYST MEETS WITH, UM, AND, AND USUALLY ONE MEMBER OF, OF THE CIVIL SERVICE MANAGEMENT, ONE OR TWO, UM, THERE'S ALWAYS MANAGEMENT THERE.
AND WE MEET WITH THE DEPARTMENTS TO TALK ABOUT WHAT THEIR PRIORITIES ARE, TO TALK ABOUT WHERE CIVIL SERVICES IN THE PROCESS OF ALL THEIR PRIORITIES.
AND WE LET THE DEPARTMENT TELL US, HEY, THIS IS THE MOST IMPORTANT POSITION RIGHT NOW.
SO THE DEPARTMENT HAS THAT OPPORTUNITY TO CREATE THE PRIORITIES FOR OUR WORKLOAD BY TELLING US WE WANT YOU TO WORK ON THIS FOR US FIRST.
UM, IN THAT MEETING, WE'RE ALSO THEN ASKING ABOUT, UM, PROGRESS ON INTERVIEWS FOR POSITIONS THAT WE'VE ALREADY PROVIDED ELIGIBLE IS FOR.
AND SO CIVIL SERVICE IS INQUIRING, WE DO, UM, WE DO GET UPDATES.
UM, AND SO THAT HAS BEEN A REALLY PRODUCTIVE PIECE OF OUR PRIORITY MEETINGS SO THAT WE CAN UNDERSTAND, BECAUSE IF THEY'RE TELLING US THEY'RE NOT SHOWING, OR THESE PEOPLE AREN'T QUALIFIED OR WHATEVER IT MAY BE, THEN WE HAVE A BETTER, WHAT WE SAY TO THEM IS, YOU NEED TO TELL US BECAUSE WE'RE NOT GONNA JUST KEEP OPENING IT AND DOING THE SAME THING.
HOW DO WE MODIFY THE RECRUITMENT TO, TO GIVE YOU BETTER CANDIDATES? SO THAT'S THE, THAT'S THE RATIONALE FOR ASKING.
HAVE YOU MADE ANY SELECTIONS OFF OF THE ELIGIBLE LIST JUST TO SEE, UM, WHAT THE, THE QUALITY OF THE LISTS ARE.
SO THOSE ARE, THAT'S A PRODUCTIVE PIECE OF, OF OUR MEETINGS.
AND SO JUST WANTED YOU TO KNOW THAT WE HAVE THOSE MONTHLY WITH EVERY DEPARTMENT.
SO IF YOU HAVE ANY QUESTIONS ABOUT THE PROCESS, I'D HAPPY TO ANSWER ANY QUESTIONS.
I KNOW THAT WAS A LOT OF TALKING, I HAVE OOPS.
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MR.DO YOU HAVE ANY IDEA WHAT THE AVERAGE WAIT TIME IS FOR? UM, BACKGROUND CHECKS, WHEN BACKGROUND CHECKS ARE REQUIRED AND, AND ARE WE STILL RUNNING BACKGROUND CHECKS FOR EVERY POSITION OR ARE WE NOT? THAT'S A GREAT, IS THAT ACTUALLY BEING IMPLEMENTED? UM, THAT'S A GREAT QUESTION BECAUSE IF WE'RE NOT IMPLEMENTING A POLICY THAT WE HAVE ON OUR JOB POSTINGS, UM, THAT COULD PROBABLY BE ADDRESSED PRETTY QUICKLY.
UM, I DON'T KNOW HOW THE CITY DECIDES WHAT JOBS DO REQUIRE A BACKGROUND CHECK AND WHAT JOBS DON'T, BUT WE CLEARLY STATE THAT WE'RE, WE'RE, WE'RE, WE'RE CLEARLY APPROVING THAT LANGUAGE FOR JOB POSTINGS WEEK AFTER WEEK.
UM, SO I I, I WOULD LIKE TO KNOW WHAT THE AVERAGE WAIT TIME IS FOR THE CITY TO, TO HAVE TO WAIT ON A BACKGROUND CHECK.
I'M, I'M, I'M ASSUMING WE USE SOME TYPE OF VENDOR OR CONTRACTOR FOR THAT.
UM, AND HAVE WE IMPLEMENTED OUR OWN POLICY AROUND NOT RUNNING BACKGROUND CHECKS WHEN THEY, THEY'RE NOT RELEVANT TO THE, TO THE JOB, UH, THAT FOLKS ARE APPLYING FOR? YES.
UM, WE HAVE, WE HAVE IMPLEMENTED, SO NOT ALL POSITIONS REQUIRE THE BACKGROUND, UM, SAFETY SENSITIVE, UM, WHEN I MENTIONED PARKING CONTROL CHECKER, BECAUSE THEY HAVE ACCESS TO A SYSTEM CALLED THE KLUT SYSTEM, UM, THAT PROVIDES RECORDS OF INDIVIDUALS.
UM, THEY DO HAVE TO GO THROUGH A BACKGROUND.
SO, UM, SO THEY ARE GOING, UM, YES, THEY ARE GOING THROUGH THE BACKGROUNDS.
POLICE AND FIRE OBVIOUSLY ARE GOING THROUGH BACKGROUNDS CURRENTLY.
UM, PUBLIC SAFETY DISPATCHERS GO THROUGH BACKGROUNDS.
SO YOUR QUESTION AS TO TIME TO, UM, AVERAGE WAIT TIME, UM, I DON'T HAVE THAT INFORMATION.
THE, UM, THERE ARE MULTIPLE VENDORS.
UM, I THINK, UM, PUBLIC, UM, PUBLIC SAFETY DISPATCHERS WERE JUST GOING TO A VENDOR.
UM, I THINK PUBLIC WORKS WAS GONNA START GOING TO A VENDOR BECAUSE THEY ARE THE PUBLIC, THEY ARE THE PARKING CONTROL CHECKERS, UM, BECAUSE POLICE JUST COULDN'T DO ALL OF 'EM.
POLICE AND FIRE DID GO TO FIRE, ALSO WENT TO A VENDOR, UM, BECAUSE THEY NEEDED TO GET THEIR, UM, THEIR FIRE RECRUITS THROUGH VERY QUICKLY.
SO IT SEEMS TO ME THAT POLICE IS DOING PRIMARILY THEIR POLICE OFFICERS, AND THEN ANYBODY THAT WORKS IN THE POLICE DEPARTMENT, UM, GOES THROUGH A BACKGROUND.
AND JUST ONE MORE, JUST, UH, JUST TO FOLLOW UP AROUND THAT, I'D LOVE TO KNOW IF WE HAVE, UM, AUDITED THE ACCURACY OF THOSE BACKGROUND CHECKS THAT WE'RE RUNNING ON FOLKS.
UM, I WANNA BRING THAT UP BECAUSE SPEAKING FROM PERSONAL EXPERIENCE, A A LOT OF THE TIMES THE BACKGROUND CHECKS THAT COME BACK ARE OUTSIDE OF THE LEGAL TIMEFRAME.
THEY'RE ALSO VERY MUCH INACCURATE AT TIMES.
SO I'M WONDERING IF WE'RE PAYING VENDORS GOOD MONEY TO PROVIDE US WITH THESE BACKGROUND CHECKS, UM, HOW ARE WE AUDITING THOSE RESULTS, MAKING SURE THAT THEY'RE ACCURATE AND THAT WE'RE NOT ACTUALLY ELIMINATING FOLKS OUT OF THE PROCESS, UM, WITH INACCURATE INFORMATION.
UM, BECAUSE THAT HAS BEEN SOMETHING THAT, UH, HAS BEEN RESEARCHED OVER AND OVER AGAIN.
AND THE ACCURACY OF THE REPORTS DONE BY MANY OF THE BACKGROUND, UH, CHECK COMPANIES, UH, HAS BEEN PROVEN TO BE INACCURATE AND OUTSIDE OF THE LEGAL TIMEFRAMES THAT WE'RE ALLOWED TO USE AS WELL.
SO I AM NOT FAMILIAR WITH THAT.
THAT IS A FUNCTION OF HUMAN RESOURCES.
UM, AND SO THEY OVERSEE ALL OF THAT.
I'M NOT EVEN SURE IF ONCE THERE'S RECOMMENDATIONS, IF THEY STILL, I WOULD IMAGINE THEY'RE STILL EVALUATING IF SOMEONE IS SCREENED OUT THAT NEEDS TO BE REVIEWED BY HUMAN RESOURCES.
UM, BUT THAT IS A, THAT IS A FUNCTION THAT I CAN INQUIRE OF HUMAN RESOURCES ABOUT THAT.
UM, SO I'M GOING TO GO AND JUST VERY BRIEF WHAT I BELIEVE I HEARD YOU SAVED FROM THE PROCESS.
SO THE RE REQUISITION PROCESS TIMELINE HAS BEEN REDUCED, IS THAT CORRECT? MM-HMM.
CAN YOU EXPLAIN WHAT CERTAIN ONES MEAN? I DON'T HAVE THE ENTIRE LIST OF, UM, OF THAT PROCESS.
IT'S BRAND NEW, IT JUST ROLLED OUT.
BUT IF IT'S A BUDGETED POSITION AND, UM, THEN IT'S, THE CITY MANAGER IS NOT INVOLVED, I THINK IF, I THINK DEPARTMENTS
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CAN STILL REQUEST AN UNBUDGETED POSITION, AND THERE'S A WHOLE DIFFERENT, UM, APPROVAL PROCESS FOR THAT.BECAUSE IF IT'S NOT BUDGETED, THEN THEY'VE, THEY'VE GOT TO DO SOME EXTRA STEPS.
AND, UH, COMMUNICATION, THOSE PRIORITIES, UH, THE COMMUNICATION IS PART OF THE PROCESS AND WE'RE, WE'RE CONTINUALLY TALKING TO OUR STAKEHOLDERS IN TERMS OF WHAT'S WORKING.
AND ALSO, UM, JUST WHAT COMMISSIONER ASUNA MENTIONED, UH, OR SPOKE ABOUT WAS THE BACKGROUND THAT THAT'S, THAT CAN BE CHALLENGING IN TERMS OF TIMELINES.
AND THEN, UM, PROVIDED THAT BACKGROUND IS EITHER NOT NEEDED, LET'S JUST SAY NOT NEEDED IN THIS SITUATION, UM, WHAT IS NORMALLY THE TIMELINE FROM START TO FINISH PROVIDED THE STAKEHOLDER DEPARTMENT HAS MOVED ALONG, UM, IN A, IN A REASONABLE MANNER? WELL, THAT I, I DON'T KNOW THAT EXACT TIMEFRAME.
AND THAT'S, WE START OUR WORK WITH THE CONSULTANT NEXT WEEK, AND WE ARE GOING TO, I'M EXCITED BECAUSE WE ARE GOING TO GET THAT, THAT TIMELINE.
UM, THAT IS THE FIRST DAY, NEXT WEDNESDAY THE 17TH IS A MAPPING PROCESS.
AND THEY'RE GONNA GO THROUGH THE WHOLE PROCESS MAPPING OF REQUISITION TO, UM, ONBOARDING.
AND, UM, SO LAST NIGHT THE MAYOR AT STATE OF THE CITY MENTIONED THE 60 TO 90 DAY GOAL, UM, TIMELINE.
AND THEY'VE GOTTEN, UM, THE NON, I'VE LOST, LOST MY WORD, THE NON, IT WAS UNCLASSIFIED.
THE UNCLASSIFIED THAT THEY'VE SEEN, UH, A PROCESS OF 60 TO 70 DAYS.
I'M WONDERING IF YOU CAN TELL ME WHAT THE SIMILARITIES AND DIFFERENCES MAY BE IN CLASSIFIED VERSUS UNCLASSIFIED.
SO, IN THE PROCESS, IN THE HIRING PROCESS? IN THE PROCESS.
SO YES, I WAS TRACKING HERE
THE TALENT ACQUISITION DIVISION WILL POST A, AN UNCLASSIFIED BULLETIN FOR A DEPARTMENT.
THEY WILL THEN COLLECT APPLICATIONS.
THEY'RE GOING THROUGH THE NEO GOV SY SYSTEM AS WELL.
THEY WILL COLLECT APPLICATIONS, THEY SCREEN THE APPLICATIONS TO WHATEVER THE MINIMUM QUALIFICATIONS THAT ARE LISTED ON THE BULLETIN.
AND THEN THEY, UM, SEND A LIST OF QUALIFIED CANDIDATES TO THE DEPARTMENTS.
THERE'S NO ASSESSMENT OF SKILL DONE IN THE UNCLASSIFIED SERVICE.
SO THEY'RE JUST SCREENING THE APPLICATIONS AND THEY SEND THE LIST OUT.
SO THAT'S LIKE OUR, OUR STEP TWO, WHERE THE CIVIL SERVICE IS INVOLVED.
WE'RE POSTING THE BULLETIN THAT YOU ALL APPROVE.
WE THEN COLLECT THE APPLICATIONS.
WE SCREEN THE APPLICATIONS, BUT THEN WE DO AN ASSESSMENT OF SKILL.
AND SO WE ARE DOING SOME KIND OF AN ASSESSMENT, WHETHER IT BE, SOMETIMES IT'S JUST THE T AND E, WHICH IS REVIEWING AN APPLICATION.
SOMETIMES IT'S A WRITTEN EXAM THAT THEY DO ONLINE.
SOMETIMES IT'S A, AN INTERVIEW, SOMETIMES IT'S A WRITTEN AND AN INTERVIEW.
THEY'RE WRITTEN AND INTERVIEWS.
WE'RE TRYING TO GET THE ASSESSMENT DOWN TO, UM, AT LEAST ONE TIME.
BUT, BUT THE IDEA BEING THAT WE ARE ASSESSING, ASSESSING SKILLS SO THAT CANDIDATES CAN BE, UM, SO THAT DEPARTMENTS KNOW THE SKILL LEVEL.
UM, SO IN THE UNCLASSIFIED SERVICE, THERE IS NO ASSESSMENT.
THOSE NAMES ARE JUST SENT OUT TO THE DEPARTMENT, AND THEN THEY GO ON TO STEP THREE, LIKE WITH A CLASSIFIED OR UNCLASSIFIED.
AND THEY DO THEIR INTERVIEWING IN THE DEPARTMENTS, AND THEY MAKE THEIR SELECTION INTERVIEWS, AND THEN THEY HAVE THE SAME ONBOARDING PROCESS AS WELL.
SO THE DIFFERENCE IS STEP TWO CLASSIFIED, WE'RE ASSESSING SKILL UNCLASSIFIED, THERE'S NO ASSESSMENT, AND THEY'RE JUST SCREENING THE APPLICATIONS AND PUTTING THEM OUT.
AND ARE YOU ABLE TO TALK ABOUT THE, OR TALK TWO, I SHOULD SAY,
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FOUR YEARS AGO NOW.THERE WERE, THERE WERE A LOT OF, UM, UM, THERE WAS, THERE WAS A SIMILAR THING HAPPENING IN CIVIL SERVICE WHERE THERE WAS A, A LOT OF, UM, JUST SCREENING WHAT WE CALL NON-COMPETITIVE, UM, PROCESSES.
SO WE'RE SCREENING APPLICATIONS AND SENDING 'EM OUT TO THE CAN TO THE DEPARTMENTS.
ANECDOTALLY, DEPARTMENTS ARE SAYING TO ME, I GET THESE BIG LISTS AND I DON'T KNOW WHAT TO DO.
YOU KNOW, BECAUSE YOU JUST SAID ALL, EVERYBODY'S QUALIFIED.
AND SO THAT MAKES IT REALLY CHALLENGING WHEN TYPICALLY THOSE, THOSE TYPE OF LISTS WERE USED FOR PROFESSIONAL ENGINEERS.
UM, ENGINEERS REQUIRE, ARE REQUIRED TO HAVE A PE, A PROFESSIONAL ENGINEERING LICENSE.
THERE'S NOT MUCH ELSE WE CAN DO TO ASSESS THE QUALITY OF AN ENGINEER IF THEY'VE GOT A PE.
SO TYPICALLY IT'S A NON-COMPETITIVE RECRUITMENT.
WE POST IT, YOU TELL US YOU HAVE A PE, YOU, YOU MEET THE MINIMUM QUALIFICATIONS, WE'RE GONNA SEND YOUR NAME OUT.
SO THAT'S TYPICALLY HOW CIVIL SERVICE HAD BEEN USING IT, WHERE THERE ARE THOSE CERTIFICATIONS THAT THERE'S NOT MUCH MORE TESTING WE CAN DO.
BUT THAT HAD BEEN EXTENDED TO A LOT OF THE OTHER CLASSIFICATIONS.
AND SO DEPARTMENTS WERE SAYING, I, I DON'T KNOW WHAT TO DO WITH THESE LISTS.
THEY'RE, THEY'RE REALLY BIG AND I DON'T KNOW HOW TO DO IT.
SO WE STARTED PUTTING SOME ASSESSMENT BACK INTO THE PROCESSES AND AT LEAST THEN AND CREATE AND USE THE BANDING BECAUSE WE COULD SAY, OKAY, THESE PEOPLE ARE, YOU KNOW, SCORED HIGHER.
THIS NEXT, YOU KNOW, ARE THE NEXT GROUP.
WE STILL GIVE THE DEPARTMENTS THE ENTIRE LIST.
UM, AND THEY STILL HAVE THE OPPORTUNITY TO LOOK AT EVERYBODY, BUT WE'VE JUST BROKEN IT UP INTO CHUNKS FOR THEM TO MANAGE VOLUME.
UM, AND SO THE, THE VALUE OF THE ASSESSMENT HELPS, I THINK THE, THE DEPARTMENTS UNDERSTAND THE, THE, UM, SKILL LEVEL OF THE APPLICANTS, UM, IN TERMS OF TEST TAKING.
SO IF I, IF I HEARD CORRECTLY, TO JUST GIVE YOU THE GIST OF IT, STAKEHOLDER FEEDBACK OR DEPARTMENT, UM, STAKEHOLDERS THAT CREATED THIS OPPORTUNITY TO, TO ASSIST THEM WITH AS ASSESSING THESE LISTS SO IT WOULD MAKE IT EASIER FOR THEM.
AND THAT ASSESSMENT PROCESS CAN TELL ME JUST THAT PART, HOW LONG THAT USUALLY TAKES? YEAH.
THAT, THAT IS, THAT IS SOMETHING THAT WE'RE GONNA BE LOOKING AT NEXT WEEK.
I CAN'T, IT CAN BE VERY QUICKLY FROM, UM, FOR EXAMPLE, IF THERE IS A WRITTEN EXAM, THE, THE BENEFITS THAT WE, WE TRY TO LOOK AT THE, THE POSITIVES FROM THE PANDEMIC AS NOW EVERYTHING IS ONLINE, SO WE'RE NOT INVITING.
WHEREAS BEFORE WE WERE INVITING PEOPLE TO COME AND SIT FOR AN EXAM, WE NEED TO SCHEDULE IT OUT.
WE NEED TO FIND A LOCATION, PEOPLE NEED TO TAKE TIME OFF FROM WORK, AND THEN WE'RE SCORING IT AND THEN SENDING 'EM BACK.
NOW WE CAN, UM, SCREEN THEIR APPLICATION IN, INVITE THEM TO AN ONLINE TESTING IN A WEEK.
UM, THEY CAN DO THE ONLINE TESTING.
UM, IF IT'S, IF THAT'S THE ONLY COMPONENT, THEN IT MAY BE TWO WEEKS FOR THAT WHOLE PROCESS TO TAKE PLACE.
AND THEN WE CAN PUSH IT OUT TO A DEPARTMENT.
SO IT JUST DEPENDS ON WHAT THE PROCESSES ARE.
UH, WE ARE IN TERMS OF THE, UM, UM, IF THERE'S AN INTERVIEW PROCESS WE'RE DOING, WE'RE UTILIZING MODERN HIRE, WHICH IS A, AN ONLINE VIDEO.
UM, SO CANDIDATES CAN RESPOND TO QUESTIONS AND SEND US A VIDEO, AND THEN WE LOOK FOR RAIDERS TO ASSESS THOSE VIDEOS, UM, TO, UM, TO RANK THEM AND THEN CREATE THE LIST.
SO IT JUST DEPENDS ON THE PROCESS.
IT CAN MAYBE BE UP TO FOUR WEEKS FOR A PROCESS.
BUT WE'RE GONNA, WE'RE, I'M EXCITED THAT WE'RE GONNA BE ABLE TO REALLY LOOK AT THAT TIME PIECE, UM, STARTING NEXT WEEK WHEN WE DO THAT.
AND I KNOW THAT, UM, AS, AS A COMMISSION, UM, AND THE DEPARTMENT ITSELF, THE COMMISSION IS ALWAYS CHALLENGING THE DEPARTMENT TO, UM, COME UP WITH NEW IDEAS.
AND, UH, THE, THE TEAM ALWAYS STEPS UP AND LOOKS AT THESE DIFFERENT THINGS FROM MARKETING, UH, RECRUITMENT SELECTION TO, UH, THIS HIRING PROCESS.
AND I, AND I DO WANNA NOTE JUST FROM,
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FROM LAST WEEK AS WELL, AS YOU MENTIONED, UM, CIVIL SERVICE IS NOT THE ONLY, UH, STAKEHOLDER, THE ONLY DEPARTMENT INVOLVED IN HIRING.WE ALSO HAVE THE HIRING DEPARTMENT.
UM, AND SO, YOU KNOW, WE COULD REALLY ONLY TALK TO WHAT, WHAT WE DO.
UM, ALTHOUGH WITH WITHIN THESE QUESTIONS THAT THE COMMISSION HAS HAD OVER A PERIOD OF TIME, WE'VE, THESE EXAMINATION RESULTS HAVE GIVEN US.
THEY'RE, WE ARE PROVIDED, THE COMMISSION HAS PROVIDED MORE INFORMATION FOR US TO UNDERSTAND THESE PROCESSES.
SO, UM, THE NUMBER OF, OF APPLICANTS, AND THEN, YOU KNOW, WHEN WE GO DOWN TO THE NUMBER OF QUALIFIED, UM, IT IS NOW EXPLAINED TO US ON, ON OUR, UH, AGENDA.
AGENDA, THANK YOU,
AND WE WERE, WERE ABLE TO DISCUSS THAT, AND THAT'S FANTASTIC.
UM, AND SO WE'RE ABLE TO ASK SOME HARD QUESTIONS SOMETIMES.
AND ASIDE FROM THE HARD QUESTIONS THAT WE ASK OUR OWN TEAM WITHIN CIVIL SERVICE, UH, LAST WEEK WE ASKED SOME HARD QUESTIONS WHEN IT COMES TO OUR STAKEHOLDERS.
AND JUST AS AN EXAMPLE FROM LAST WEEK, WE HAVE BUILDING MAINTENANCE ENGINEER, UM, WHERE WE HAVE A TEST THAT GOES BACK TO MAY OF LAST YEAR WITH THE LATEST, UM, EXAM RESULT FROM NOVEMBER OF 23 AND ZERO PEOPLE WERE, WERE HIRED OFF OF THOSE LISTS.
AND WE HAVE THREE EXAMS. UM, AND SO UNDERSTANDING THAT PART AS WELL, AND I KNOW YOU HAVE MEETINGS WITH STAKEHOLDERS, UM, AND I BELIEVE WE HAVE HARBOR HERE.
I'M JUST GONNA ACTUALLY SUGGEST, AND SO HARBOR CAN, CAN EXPLAIN TO US JUST, IT'S JUST ONE DEPARTMENT.
UM, BUT WORKING TOGETHER AS WE'VE ALWAYS TALKED ABOUT, WHAT CAN WE DO TO IMPROVE THE PROCESS, OR WHAT CAN WE DO TO IMPROVE THE QUALITY OF THE APPLICANT? UM, AND THERE'S, WE JUST CAN'T DO THIS OURSELVES.
AND THANK YOU HARBOR FOR, FOR BEING HERE.
YOU'RE GONNA BE THE DEPARTMENT THAT WE USE AS AN EXAMPLE SINCE YOU'RE HERE.
UH, SO I APPRECIATE, UM, STEPPING UP TO, TO BE HERE.
UM, AND SO WE, WE NEED TO UNDERSTAND FROM OUR STAKEHOLDERS AS WELL.
NOW I'M GONNA REFER BACK TO THE TIMELINE THAT THE MAYOR GAVE LAST NIGHT, 60 TO 90 DAYS.
UM, AND WE'LL USE THAT KIND OF AS A, JUST AS A PLACEHOLDER FOR NOW.
I KNOW THAT OUR STUDY'S GONNA BE DONE, AND WE'LL SOON KNOW A LITTLE BIT MORE, BUT WE'LL USE THAT AS A GUIDE FOR NOW.
I WAS GONNA SUGGEST, UM, SO IF YOU WOULDN'T MIND INTRODUCING OUR GUEST, AND THEN, UM, WE'LL GET STARTED.
SO THANK YOU, ARI, FOR BEING HERE.
WHY DON'T YOU COME UP TO THE PODIUM AND I'LL LET YOU INTRODUCE YOURSELF.
ARI IS A LITTLE NEW TO THE CITY.
I AM THE MANAGER FOR TALENT ACQUISITION FOR THE HARBOR DEPARTMENT.
AND ACTUALLY WANTED TO WAIT A FEW MINUTES FOR, UM, OUR NEW DIRECTOR OF HUMAN RESOURCES WHO WANTED TO JOIN AS WELL AND BE ABLE TO PROVIDE SOME INSIGHT.
I BELIEVE SHE SHOULD BE ON HER WAY RIGHT NOW.
DO WE WANT TO, UM, TAKE A FIVE MINUTE RECESS THEN? DO YOU THINK THAT WOULD BE FINE? OH, ACTUALLY, OH, SHE JUST WALKED IN.
WHILE, WHILE SHE COMES DOWN, CAN I HAVE, UM, THE CLERK LOOK AT MY, IT'S FROZEN, PLEASE.
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WE'LL FIGURE IT OUT.SO WE WERE JUST AT THE POINT OF YOU BOTH INTRODUCING YOURSELF.
SO IF YOU WANT TO COME TO THE MIC, INTRODUCE YOURSELF, AND THEN WE'LL GET STARTED.
GOOD MORNING, FELLOW COMMISSIONERS.
MY NAME IS CHRISTINA JASON AND I HAVE THE PLEASURE OF SERVING AS THE DIRECTOR OF HUMAN RESOURCES FOR THE PORT OF LONG BEACH.
AND PRESENT WITH ME TODAY IS ARI MIIR SINI, WHO IS OUR HIRING MANAGER.
SO HE'S OUR HR MANAGER THAT FOCUS ON TALENT ACQUISITION FOR THE PORT.
SO IN THIS PLANNING MEETING, UM, THE AGENDA ITEM, WE'RE ON AGENDA ITEM THREE IS TIME TO HIRE.
AND WE JUST HAD A EXTENDED CONVERSATION ABOUT THE FACT THAT THERE ARE ACTUALLY MULTIPLE STAKEHOLDERS INVOLVED IN, IN HIRING.
AND WE HAVE OUR PIECE OF IT, CERTAINLY IN CIVIL SERVICE.
HR HAS ITS PIECE OF IT, TYPICALLY TOWARDS THE END OF THE HIRING PROCESS.
UM, BUT THE DEPARTMENTS ARE REALLY KIND OF SANDWICHED IN THE MIDDLE.
AND, UM, THAT IS WHERE SOMETIMES WE'VE SEEN POSITIONS THAT HAVE BEEN, UH, ONGOING FOR WEEKS, PERHAPS MONTHS, UM, BEFORE A HIRE IS MADE.
AND THEN, UM, WE JUST HAPPENED TO, UH, LAST MEETING, UH, HAVE A LIST THAT HAD, UH, QUITE A FEW NAMES ON IT FOR MATTER OF MONTHS, UH, FOR A HARBOR POSITION.
AND THERE WERE NO HIRES, UH, MADE ON THAT LIST.
SO WHERE I THINK OUR CONVERSATION HAS BEEN, AND I THINK WE ALSO HAD A POSITION THAT WE HAD FLOWN AND THEN RETRACTED AFTERWARDS FOR HARBOR AS WELL.
SO OUR, OUR QUESTION WAS SORT OF WHAT WE CAN DO TO WORK WITH HARBOR, UM, WHAT MAYBE SOME OF THE ISSUES ARE.
WHAT THINGS ARE YOU SEEING THAT ARE AFFECTING TIME TO HIRE? OKAY.
WELL, THANK YOU FOR THIS OPPORTUNITY.
UM, I WOULD LIKE TO JUST START OFF THAT WE, I WOULD LOVE THE OPPORTUNITY TO GO THROUGH THE ONES THAT YOU GUYS HAD AT THE LAST BOARD MEETING OR YOUR COMMISSION MEETING, UM, OF THE POSITIONS AND WHERE WE ARE AT IN THE HIRING PROCESS, THE PORT IS 70% CLASSIFIED POSITIONS.
SO WE ARE TIED TO CIVIL SERVICE THROUGH IT ALL.
WE ARE MARRIED AND IN THERE AS A COUPLE.
AND SO WE ARE WORKING TOGETHER.
WE HAVE REGULAR MONTHLY MEETINGS THAT INCLUDE PRIESTS.
UM, AND AT TIMES CHRISTINA, SHE'S ABLE TO ATTEND AND ALSO MYSELF.
AND SO WE'RE ABLE TO PRIORITIZE WHAT ARE OUR HIRING PRIORITIES AND TO BE ABLE TO GO THROUGH TO FILL OUR VACANCIES.
UM, WITH THAT BEING SAID, UH, WITH THE BEST APPROACH TO TIME BE TO GO THROUGH EACH ONE OF THESE POSITIONS THAT HAD HARBOR AND WHERE WE ARE AT IN THE PROCESS, UM, BECAUSE I THINK THERE IS A PERCEPTION WE'RE NOT HIRING AND WE ARE, UM, HARVARD WOULD FALL APART IF WE WEREN'T HIRING OFF OF THESE LISTS.
ONLY 30% OF OUR POSITIONS CAN BE FILLED WITHOUT A CIVIL SERVICE LIST.
UH, AND SO MANY OF THESE POSITIONS WE DO HAVE IN PROGRESS IN TERMS OF PEOPLE GOING THROUGH THE HIRING PRACTICE AND ONBOARDING.
UH, AND SO I DO RECALL AT THE LAST MINUTE BEING A SUGGESTION OF MAYBE PUTTING WHERE DEPARTMENTS ARE IN THE HIRING PROCESS.
UH, 'CAUSE I THINK IT CAN HELP REFUTE OR HELP OFFSET SOME OF THE PERCEPTIONS THAT MAY BE HAPPENING OF WHAT IS GOING ON WITH HARBOR.
UM, BECAUSE COMMISSIONER ASUNA WAS ACTUALLY THE ONE TO BRING IT UP LAST WEEK, DID YOU WANT TO, UH, SPEAK TO THE PRO, UH, POSITION YOU HAD HIGHLIGHTED? NO, I THINK THIS WOULD SERVE US WELL.
'CAUSE THAT'S EXACTLY WHAT I WAS GONNA ASK YOU TO DO.
GO THROUGH EACH POSITION THAT WAS ON OUR AGENDA LAST WEEK.
THERE'RE A MATTER OF PUBLIC RECORD ALREADY.
SO WE CAN DISCUSS THEM FREELY.
SO, UM, I WOULD LOVE TO KNOW WHERE WE'RE AT, UM, BECAUSE I'M ASSUMING THAT HOPEFULLY SOME OF THESE ZEROS AREN'T ZEROS ANYMORE, OR
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THEY'RE ON THE WAY TO NOT BEING ZEROS ANYMORE.UM, I STILL SEE A HUGE DISCREPANCY BETWEEN THE NUMBER OF QUALIFIED FOLKS AND THE FOLKS WE ACTUALLY HIRE.
WE'RE AT ZERO AND WE'VE HAD 15 FOLKS QUALIFIED.
UM, THAT'S STILL PRETTY BAD TO ME, AT LEAST FROM MY PERSPECTIVE.
SO I'D LOVE FOR YOU TO ENLIGHTEN US ON, ON WHERE WE'RE AT, UM, ESPECIALLY REGARDING THE POSITIONS LAST WEEK.
SO I DO HAVE THE PRINTOUT, AND I HAVE ARI HERE ALSO AS A REFERENCE.
ARI AND I WORKED YESTERDAY EVENING TO GO THROUGH THE VARIOUS RECRUITMENTS.
SO WE ACTUALLY HAVE UPDATES ON EACH ONE.
UH, SO I CAN START WITH OUR BUILDING MAINTENANCE ENGINEER, WHICH REFLECTED HARBOR BEFORE.
SORRY TO INTERRUPT BEFORE YOU, BEFORE YOU GET STARTED.
UM, I WANNA THANK YOU FOR WHAT YOU JUST SAID ABOUT, UM, FILLING IN THOSE, THOSE PERCEPTIONS.
SO WE HAVE WORKED, UM, BEFORE YOU ARRIVED, WE WERE TALKING ABOUT WHAT OUR, WHAT OUR PROCESS IS.
AND AS A COMMISSION, WE'VE ASKED HARD QUESTIONS OVER THE PAST SEVERAL YEARS THAT I'VE BEEN, UH, ON THIS COMMISSION.
AND PART OF WHAT WE'VE, WE'VE DONE IS, IS COME UP WITH THIS DATA TO HELP US UNDERSTAND ON OUR, ON OUR AGENDAS.
UM, AND SO I KNOW THAT THERE'S, OR, OR WE AS A COMMISSION KNOW THAT THERE IS A, A PORTION OF TIME IN THAT PROCESS WHERE WE CAN'T NECESSARILY CAPTURE IF SOMEONE HAS BEEN HIRED.
AND SO HOPEFULLY JUST WITH, I WANT YOU TO KEEP THAT IN MIND AS WE LISTEN TO THAT INFORMATION.
SO HOPEFULLY THERE IS A WAY THAT, UH, THAT THAT CIVIL SERVICE OR, OR SOMEBODY CAN COME UP WITH HOW TO FILL THAT GAP.
SO OUR BULLETINS ARE MORE ACCURATE THAN POTENTIALLY WHAT THEY LOOK LIKE.
SO, UM, I CAN GO THROUGH AND THEN WE CAN ALSO OFFER SOME OPPORTUNITIES ON HOW WE CAN KIND OF CLOSE THAT ON OUR END AS WELL.
UM, AND, AND SO TO THAT, I KNOW FOR HARBOR, IT MAY AT TIMES SEEM THAT OUR HIRING PROCESS TAKES LONGER THAN OTHER DEPARTMENTS, AND PART OF THAT IS A LITTLE BIT TRUE.
UM, AND PARTLY BEING THAT OUR CHARTER, OUR, OUR RESOLUTION REQUIRES THAT OUR BOARD APPOINT PEOPLE TO THEIR POSITIONS.
AND SO WE HAVE TO ALIGN OUR ONBOARDING PROCESS TO OUR COMMISSION MEETINGS AND IF THEY ARE, UH, MOVED OR WE DON'T.
SO IT'S KIND OF, YOU MAY HAVE THAT PERSON READY FOR HIRE, THEY HAVE TO GO TO THE COMMISSION.
ONCE THEY GO TO THE COMMISSION AND THEY ARE ACTUALLY APPROVED, THEN WE TELL THAT CANDIDATE THEY CAN GIVE THEIR TWO WEEK NOTICE TO THEIR CURRENT EMPLOYER.
UM, SO THAT IS SOMETHING WE'RE LOOKING AT INTERNALLY INTO, AT THE HARBOR DEPARTMENT TO FIGURE OUT WHERE WE CAN ALSO HELP STREAMLINE OUR OWN PROCESSES SO THAT CANDIDATES AREN'T WAITING, WHICH SOMETIMES CAN AMOUNT TO AN ADDITIONAL 30 DAYS TO START AFTER THEY'VE RECEIVED THEIR CONDITIONAL OFFER LETTER.
AND HOW, HOW OFTEN ARE THE COMMISSION MEETINGS HELD? THE HARBOR COMMISSION, THEY'RE TYPICALLY HELD TWO TIMES A MONTH.
UM, AND THEN THERE ARE TIMES THAT IT JUST DOES NOT ALIGN WITH THE START DATE OF A PAY PERIOD AND OCCUPATIONAL HEALTH CLEARING THE PERSON.
AND SO SOMETIMES YOU MAY END UP IN THAT TIME WHERE IT NOW ADDS ON AN EXTRA WEEK OR TWO TO THE PROCESS.
SO I THANK YOU FOR ADDRESSING, UH, COMMISSIONER UNA'S, UH, REQUEST.
UM, SO I CAN START OFF FOR OUR BUILDING MAINTENANCE ENGINEER, WHICH WAS THE FIRST ONE UP IN THE PACKAGE.
UH, IT REFLECTED THAT HARBOR HAS ONE VACANCY.
UH, AND WHEN WE STARTED OFF WITH THIS RECRUITMENT, WE ACTUALLY HAD TWO, UM, WE MADE JOB OFFERS AFTER INTERVIEWING 11 CANDIDATES OFF OF THE LIST.
UH, SO WE REACHED, I'M SORRY, WE REACHED OUT TO 11 CANDIDATES, EIGHT PARTICIPATED IN A SELECTION INTERVIEW PROCESS, AND WE MADE TWO OFFERS.
ONE CANDIDATE SUCCESSFULLY ONBOARDED AND IS CURRENTLY WORKING, AND THE OTHER CANDIDATE WITHDREW THROUGH THE HIRING PROCESS STATING THAT THEY RELOCATED.
SO WE ARE NOW, WE'RE WAITING ON ANOTHER LIST BECAUSE WE HAVE ALREADY INTERVIEWED OR REACHED OUT TO THE ORIGINAL PEOPLE.
UM, WHEN CONTACTING THE HIRING MANAGER, THEY FELT THAT THE OTHERS THAT THEY INTERVIEWED DID NOT MEET THEIR EXPECTATIONS OR QUALIFICATION OF WHAT THEY WERE LOOKING FOR.
UM, AND SO THEY'RE CONTINUING TO WAIT FOR ADDITIONAL NAMES TO FILL THAT VACANCY THAT WASN'T ABLE TO SUCCESSFULLY BE FILLED WITH THE CANDIDATE.
SO THAT IS THE STATUS OF OUR BUILDING MAINTENANCE ENGINEERS.
WE ONBOARDED ONE, UH, BUT WE DID MAKE TWO OFFERS AFTER INTERVIEWING EIGHT PARTIES AND ONE WITHDREW FROM THE PROCESS AND STATED THEY RELOCATED TO MEXICO.
SO WE ARE WAITING ON THAT ONE.
THAT EIGHT INCLUDES THAT, UH, LATEST TEST OF NOVEMBER OF 23.
UM, ARE THERE ANY OTHER QUESTIONS ON BUILDING MAINTENANCE ENGINEER BEFORE PROCEEDING TO THE NEXT POSITION? THAT'S GREAT, THANK YOU.
SO NEXT UP WE HAD GARDNER, UH, AND HARBOR HAD FIVE VACANCIES.
WE DID CONDUCT INTERVIEWS AND WE HAVE MADE FIVE OFFERS.
SO WE ARE WAITING FOR CANDIDATES TO GO THROUGH THAT PROCESS.
UM, WE ACTUALLY HAD, FROM OUR PRIOR LIST, UH, THAT WAS PROVIDED BEFORE THIS COMPETITIVE EXAM, WE ALSO HAD FIVE VACANCIES AND WE
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FILLED THEM ALL FROM THE LIST BEFORE.AND BETWEEN THE TIMEFRAME OF THIS NEW LIST AND THE LAST LIST, THEY HAVE ALL DEPARTED THE PORT.
UM, SOME HAVE LEFT OVER THE COMPENSATION AND HAVE STATED AS A PRIVATE GARDENER, THEY CAN MAKE MORE THAN WHAT THEY ARE COMPENSATED HERE ONCE PERS AND BENEFITS AND OTHER THINGS START TO TAKE AWAY FROM THE HOURLY RATE OF PAY.
UM, AND THEN WE ALSO HAD CHALLENGES WITH SOME CANDIDATES WHO WERE UNABLE TO PRODUCE THE DOCUMENTS REQUIRED FOR THEIR I NINE.
SO WE WEREN'T ABLE TO FULLY ONBOARD THEM AFTER THEY WENT TO OUR, UH, BOARD AND WERE APPOINTED TO THE POSITION.
SO WE ENDED UP BACK HAVING FIVE VACANCIES, AND NOW WE HAVE FIVE OFFERS OUT.
UM, AND ARE HOPEFUL THAT THESE CANDIDATES WILL STAY THIS TIME AROUND.
UM, AND SO WE ARE MOVING AND HAVE TAKEN ACTIONS TO FILL THOSE POSITIONS.
WE'RE HOPEFUL THEY'LL BE STARTING WITHIN THE NEXT MONTH.
AND CHRISTINA, THIS IS A QUESTION FOR YOU.
UM, IN THAT, IN THAT PROCESS, UH, FOR EXAMPLE, LAST POSITION WHERE THE TWO OFFERS WERE MADE IN THIS PARTICULAR POSITION, IS THERE A WAY IN OUR SYSTEM TO INDICATE IN THE PROCESS? I BELIEVE THERE IS, I BELIEVE IN NEO GOV, THERE IS A PROCESS THAT WE'VE BEEN TALKING ABOUT PROVIDING A TRAINING FOR STAFF TO, TO UTILIZE THE SYSTEM FURTHER.
AND THAT'S SOMETHING THAT THE DEPARTMENT, UH, INPUT THAT DATA? YES.
BECAUSE WE, WE ASK AT OUR MONTHLY MEETINGS AND THEY GIVE, THEY GIVE US THIS, THESE UPDATES VERBALLY AT OUR MONTHLY MEETINGS, BUT THAT THERE'S NOTHING IN THE SYSTEM TO SHOW THEM PROCESSING THE TEAM.
THE TEAM DOES DISPOSITION THE CANDIDATES AS THEY MOVE THROUGH THE PROCESS THAT THEY ARE IN THE, THAT THEY'VE BEEN SELECTED AND THAT THE OFFER HAS BEEN MADE.
UM, BUT I'M NOT SURE HOW THAT TRANSLATES BACK IN TERMS OF WHAT THE DISPOSITIONS LOOK LIKE ON THE OTHER SIDE.
BUT THE CANDIDATES ARE MOVED TO THE DIFFERENT CATEGORIES AS THEY GO THROUGH THE PROCESS.
UM, AND SO IT SHOULD REFLECT THAT THESE FIVE CANDIDATES THAT WE HAVE SELECTED HAVE BEEN MADE OFFERS.
CAN YOU LOOK INTO THAT, CHRISTINA, PLEASE.
I WANT TO JUST MAKE A COMMENT.
UM, YOU KNOW, I HAVE A PRETTY COLORFUL BACKGROUND AND, UH, ONE OF THE SAYINGS THAT I WOULD ALWAYS HEAR WAS, UM, IT'S NOT WHAT IT IS.
IT WHAT IT, IT'S WHAT IT LOOKS LIKE.
SO IF HARBOR AND OTHER DEPARTMENTS ARE ABLE TO PROVIDE CIVIL SERVICE WITH THAT INFORMATION PROACTIVELY, THEN IT LOOKS LIKE THERE ARE ZERO VACANCIES.
BUT WE'VE MADE FIVE OFFERS, WHICH MAKES A BIG WORLD OF DIFFERENCE.
SO I'M, I'M, I'M, I'M, I'M BRINGING THAT UP BECAUSE I'M, I'M GRATEFUL FOR THE INFORMATION YOU'RE BRINGING US.
UM, AND I'D LIKE THAT INFORMATION TO BE A LOT MORE CONSISTENT AND NOT BE PART OF A SPECIAL PLANNING MEETING.
I'D LIKE THAT INFORMATION TO BE PRETTY CONSISTENT.
UM, IF I MAY OFFER, I, I BELIEVE ON THIS SHEET, A VACANCY IS CONSIDERED FILLED ONCE WE SUBMIT THE HR ONE AND THE PERSON'S FULLY ONBOARDED AND IN THE SEAT.
AND SO IT MIGHT JUST NEED A COLUMN OR BOX THAT ACTUALLY SAYS OFFERS PENDING.
UM, BECAUSE THAT'S, I THINK, THE PIECE THAT'S NOT REFLECTING.
SO IT, IT IS STILL GONNA REFLECT ZERO VACANCIES UNTIL WE PROCESS AN HR ONE THROUGH CIVIL SERVICE SAYING THE PERSON IS NOW HERE AND WORKING AND WE'RE PUTTING THEM ON PAYROLL.
UH, SO IT, RIGHT NOW IT DOESN'T REFLECT THAT THEY'RE IN THE PROCESS OF ONBOARDING AND DOING THEIR VARIOUS FORMS AND DOING THEIR OATH AND GOING TO OCCUPATIONAL HEALTH.
AND WE'RE FOLLOWING THROUGH THE PROCESS AND WAITING FOR THEIR BACKGROUND CHECKS TO CLEAR TO PLACE THEM ON OUR BOARD AGENDA AND MOVE THEM FORWARD.
UM, SO THE NEXT ONE WE HAVE IS OUR OFFICE SYSTEMS ANALYST, UH, ENTERPRISE ARCHITECT, WHICH WAS A SELECTIVE, UH, CERTIFICATION REQUEST.
THIS POSITION IS A HIGHLY COMPLEX ROLE FOR THE PORT.
UH, AND SO IT WAS ASKED TO FIND SOMEONE WITH THE SPECIALIZED SKILLSET TO MEET THAT NEED.
THIS WAS DONE, I WANNA SAY, IN OCTOBER, 2022.
AND WE HAVE NOT BEEN ABLE TO FILL THE POSITION.
UM, IN SPEAKING WITH THE HIRING MANAGER, WE HAVE WORKED BACK AND FORTH WITH CIVIL SERVICE.
WHILE THERE HAVE BEEN MULTIPLE CANDIDATES DEEMED QUALIFIED THROUGH THE PROCESS SINCE OVER THE HIRING MANAGER, IN REVIEWING IT, HAS ONLY BELIEVED TWO CANDIDATES THAT THEY HAVE SEEN TO ACTUALLY MEET THE NEEDS OF WHAT WAS BEING REQUESTED AND ASKED FOR.
UM, THERE HAVE BEEN CONVERSATIONS, UH, WITH THE TEAM MEETING BACK TO, I BELIEVE MARIA CONNELL WAS OUR, UH, ANALYST ABOUT WHAT THEY WERE SEEKING.
AND, UM, SOMETIMES IT COMES DOWN TO A DIFFERENCE OF OPINION OF WHAT MEETS THOSE MQS.
BUT FOR THE HIRING MANAGER, IT'S NOT SOMEONE WHO COULD BE SUCCESSFUL.
UM, AND THE FIRST CANDIDATE THAT THEY DID SEE THROUGH A LIST THAT THEY DID BELIEVE CARRIED THE, THE CERTIFICATIONS AND WHAT THEY WERE LOOKING FOR.
WHEN WE REACHED OUT TO THE CANDIDATE TO SCHEDULE AN INTERVIEW, THEY HAD MOVED ON.
THEY HAD SAID THE PROCESS HAD TAKEN, UM, SO LONG TO GET ON THE LIST THAT THEY HAD ALREADY RECEIVED OTHER EMPLOYMENT WERE NO LONGER INTERESTED.
[00:45:01]
WE JUST RECEIVED ON A LIST THAT WAS CERTIFIED TO US AROUND 1218, AND WE ARE IN THE PROCESS OF SCHEDULING THEM FOR AN INTERVIEW.SO WE'RE HOPEFUL 'CAUSE YOU JUST NEED ONE PERSON TO FILL ONE VACANCY.
UM, BUT THEY HAVE NOT HAD AN INTEREST IN INTERVIEWING THE OTHER CANDIDATES.
AND THEY'RE HAVING CONVERSATIONS WITH OUR CIVIL SERVICE ANALYSTS ON WHAT THE DISCREPANCIES THEY'RE VIEWING ARE, UM, THAT DON'T MEET THEIR, THE COMPLEXITY OF WHAT THEY'RE LOOKING FOR FOR THIS ROLE.
SO I DON'T THINK IT'S A FAULT TO ANYONE IN THE PROCESS.
THERE'S JUST A VERY NICHE AREA THAT THEY'RE ASKING TO MEET.
SO THIS IS, YOU KNOW, FOR THOSE WHO REGULARLY ATTEND THIS MEETING, THIS IS ONE OF MY PET PEEVES.
UM, IT IS THE IDEA THAT WE'RE GOING TO FIND THE DIAMOND, UM, AND, UH, THAT REALLY WORKS IF WE'RE THE TOP DOLLAR, UM, EMPLOYER, WHICH WE ARE NOT ALWAYS THE TOP DOLLAR EMPLOYER IN OUR REGION.
AND SO, UM, I'VE REALLY ENCOURAGED OUR STAFF, AND I KNOW THEY'VE BEEN WORKING WITH THE DEPARTMENTS TO CONSIDER PEOPLE WHO ARE TRAINABLE INTO HIGHLY SPECIALIZED POSITIONS AND HAVE THE RIGHT SET OF HARD AND SOFT SKILLS THAT YOU JUST NEED A LITTLE BIT OF GUIDANCE TO GET THEM TO THAT, TO THAT POINT, YEAH.
WE'VE SHARED THAT POINT OF VIEW.
UM, SO HAS CIVIL SERVICE STAFF WITH OUR HIRING MANAGER,
AND SO, AS I SAID, EVERY ONCE IN A WHILE WE'RE GONNA HIT THAT DIFFERENCE OF OPINION ON WHAT THAT LOOKS LIKE.
UM, AND IN FULL CANDOR, I'M NOT AN IT PERSON.
SO IF THEY'RE SAYING IT'S AS HIGHLY SPECIALIZED AS IT IS, UM, SOMETIMES IT'S HARD TO REFUTE WHAT THEY'RE SAYING THEY NEED IN ORDER TO MAKE A SYSTEM RUN OR TO GIVE SOMEONE ACCESS TO IT.
UH, GIVEN THE CRITICAL NATURE OF HOW IT CAN IMPACT THE COURT.
NOW THIS IS, THIS IS A POSITION WHERE DESIRABLES ARE LISTED, CORRECT.
WHEN IT'S A HIGHLY SPECIALIZED AND YES, BECAUSE THEY REQUESTED A SELECTIVE CERTIFICATION, WHICH MEANT THAT THEY WERE LOOKING FOR THOSE SPECIFIC DESIRABLE.
COMMISSIONER GORDON KEYS, HOW LONG HAS THAT POSITION BEEN OPEN? THIS POSITION HAS BEEN VACANT.
NO, THIS POSITION WAS ACTUALLY CREATED THROUGH A STUDY IN OCTOBER, 2022.
SO IT HAS BEEN VACANT SINCE ITS CREATION.
AND SO, UM, AND, AND FIRST LET ME SAY THANK YOU FOR COMING.
UH, THEN MY NEXT QUESTION WOULD BE, WHO'S DOING THE WORK? A CONSULTANT.
SO WE ARE PAYING A CONSULTANT WHO'S GOING TO CHARGE FAR MORE THAN RETAINING AN EMPLOYEE BECAUSE SOMEONE THINKS THAT THE QUALIFIED PERSON DOESN'T HAVE EVERYTHING THEY NEED, SPECIFICALLY THE SPECIALIZED SKILLSET THEY'RE ASKING FOR AND THE DESIRABLES.
BUT WE'RE PAYING A CONSULTANT THAT NEEDS THE DESIRABLES.
A VERY GOOD USE OF OUR RESOURCES TO CONTINUE TOAY A CONSULTANT, UNLESS ENTERTAINING WHAT COMMISSIONER AND PRESIDENT HOLLANDS HAS SAID, WHICH IS YOU CAN FIND THAT PERSON AND THEN TRAIN THEM ACCORDINGLY.
WHY AREN'T WE USING THE CONSULTANT FOR MAYBE THAT RATHER THAN WAITING ON THIS? SO-CALLED DIAMOND.
SO WE'VE GONE ON AN, AN ENTIRE YEAR HEADING INTO A SECOND YEAR WITH THE CONSULTANT.
I I I DON'T NEED I KNOW IT'S NOT YOU.
AND I, I ALSO JUST THE POINT OF VIEW FROM THE HIRING MANAGER TO REFLECT WHAT THEIR STATEMENTS AND THEY'RE FEELING ABOUT IT, IT'S NOT THAT THEY'RE NECESSARILY LOOKING FOR A DIAMOND.
THEY DON'T FEEL THESE PEOPLE ARE EVEN IN THE REALM OF WHAT THEY'RE ASKING FOR, BUT THEY HAVE THE DESIRABLES FROM THEIR PERSPECTIVE, THEY DO NOT.
THERE'S A DIFFERENCE OF OPINION AND HOW PEOPLE ARE BEING SCREENED IN MM-HMM.
SO THEY DO NOT BELIEVE THESE CANDIDATES MEET THE DESIRABLES.
THEY, WHEN THEY SCREEN THE LIST.
AND WE HAVE REDACTED NAMES, WE'VE SENT IT IN OTHER WAYS, UNDERSTAND, RIGHT.
TO MAKE SURE THEY'RE NOT LOOKING SPECIFICALLY FOR A PERSON OR SOMEONE.
UM, THEY'RE SAYING, THIS IS NOT WHAT I ASKED FOR.
SO WE'VE SET MEETINGS UP WITH CIVIL SERVICE STAFF TO WALK THROUGH WHAT ARE YOU ASKING FOR? TO SEE IF WE NEED TO MAKE ADJUSTMENTS.
UM, AND WE'VE GONE THROUGH DIFFERENT ITERATIONS.
UH, SO YES, THE PRESSURE POINT IS A LITTLE LESS WHEN YOU HAVE A CONSULTANT TO DO THE WORK.
UM, BUT THAT THEY HAVE NOT FOUND, I'M HOPEFUL THE CANDIDATE THAT THEY ARE SEEKING OUT RIGHT NOW TO SET AN INTERVIEW WITH WILL MEET THAT NEED.
BUT THEY'RE FILLING, THESE CANDIDATES DO NOT EVEN MEET THE BASIC OF WHAT THEY ASK FOR.
THAT THEY MAY MAKE A REGULAR OSA, BUT THEY ARE NOT AN ENTERPRISE ARCHITECT.
THAT, THAT'S A HIGHLY SPECIALIZED SKILLSET.
I, SO JUST FOR THE RECORD, WE'VE HAD 31 FOLKS QUALIFIED SINCE OCTOBER 22ND, 2022, RIGHT? CORRECT.
31 PEOPLE AND THE HIRING MANAGER DID NOT SEE ANY POTENTIAL EXCEPT IN THESE
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LAST TWO FOLKS.ONE, WHICH WE LOST, THE OTHER ONE, WHICH WE'RE HOPING TO INTERVIEW.
UM, THAT, THAT JUST SEEMS PRETTY, UM, I DON'T KNOW.
I KEEP USING THE WORD BAD BECAUSE ALL THESE ZEROS JUST, YOU KNOW, ESPECIALLY WITH THE STUFF COMING OUT, UM, AROUND HOW LONG WE TAKE TO HIRE HERE AT THE CITY OF LONG BEACH, THIS IS A PRIME EXAMPLE OF AN ISSUE, A POSITION THAT COULD HAVE BEEN ADDRESSED.
I, I LOVE THE IDEA AS A TAXPAYER MM-HMM.
I'M OUTRAGED AT THE DECISION TO WASTE MY TAXPAYER DOLLARS ON A CONSULTANT TO DO THE WORK.
WHEN FOR ME, YOU KNOW, THE LOGICAL THING TO DO WOULD BE TO USE MY TAXPAYER MONEY TO HIRE A CONSULTANT, TO TRAIN SOMEONE ON THE SPECIFICS THAT THIS HIRING MANAGER NEEDS.
UM, BECAUSE WE'VE HAD, YOU KNOW, 31 PEOPLE AND THE LAST TEST, 13 PEOPLE QUALIFIED, THAT TELLS ME THAT THERE'S A HUGE MISCOMMUNICATION HAPPENING OR, OR, OR, OR LACK OF COMMUNICATION OR JUST LIKE YOU SAID, A DIFFERENCE OF OPINION.
AND SO WE'RE HOLDING UP A ROLE AND WE'RE MISMANAGING TAX DOLLARS BECAUSE OF THAT.
UM, SO THAT'S JUST ONE OF THE EXAMPLES OF WHERE I THINK WE NEED TO GET CREATIVE.
AND HOWEVER, THE CIVIL SERVICE COMMISSION AND, YOU KNOW, I'M SURE THAT THE DEPARTMENT AS WELL CAN SUPPORT YOUR DEPARTMENT IN THAT.
IT JUST, IT, IT JUST GETS TO A POINT OF RIDICULOUSNESS BECAUSE WE KEEP GETTING AN INCREASE IN QUALIFIED CANDIDATES AND YET ZERO HIRES.
SO, UM, THAT'S WHERE THE FRUSTRATION IS AT BECAUSE, UH, 13 QUALIFIED PEOPLE WE'RE INTERVIEWING ONE.
IT JUST DOESN'T MAKE ANY SENSE TO ME.
UM, AND SO WE'RE WORKING THROUGH THE PROCESS IN TERMS OF, I, WE WOULD LOVE TO PARTNER FURTHER TO FIGURE OUT HOW WE CAN MEET THIS.
UM, AND JUST FOR THE LARGER PICTURE, WE MADE THREE REQUESTS FOR SELECTIVE CERT AND TWO HAVE BEEN FILLED AND WERE SUCCESSFUL.
THIS HAS BEEN THE ONLY ONE IN THAT PROCESS THAT WE HAVEN'T BEEN ABLE.
AND IT'S THE SAME HIRING MANAGER.
SO I DON'T KNOW THAT IT'S ALWAYS GOING TO BE THE REFLECTION OF THEY'RE JUST LOOKING FOR THAT ONE DIAMOND.
UM, BECAUSE THEY HIRED ON THE OTHER TWO SELECTIVE CERTS WITHOUT ISSUE.
THIS IS THE ONE THAT HAS BEEN THE HOLDUP.
SO WE WOULD LOVE TO BE ABLE TO PARTNER FURTHER TO FIGURE OUT WHAT WE CAN DO BECAUSE WE'RE FORWARDING THE NAMES THROUGH AND WE'RE BEING TOLD THIS IS NOT MEET THE NEED OF WHAT WE'RE ASKING FOR BY A LONG SHOT.
UM, AND SO RELYING ON THEM FOR THEIR EXPERTISE IN THE AREAS, LOOKING AT THE BIGGER PICTURE, THEY DID HIRE FOR THE OTHER SELECTIVE SEARCH.
THIS IS JUST THE ONE WHERE THEY'RE LIKE, THIS IS NOT IT.
AND SO I WOULD LOVE THE OPPORTUNITY TO BE ABLE TO CONNECT FURTHER WITH CHRISTINE AND THE TEAM.
AND WE'VE BEEN IN CONVERSATIONS WITH SAL AND WE'VE CONNECTED THE HIRING MANAGER THROUGH TO REALLY HAVE A POWOW ON HOW WE CAN PROCEED IN MOVING THIS POSITION FORWARD.
AND THEN MY FINAL QUESTION REGARDING THIS IS, I UNDERSTAND THAT WE'RE NOT PROVIDING THE PERSON, UM, OUT OF THE 31 PEOPLE THAT WE'VE PROVIDED, UM, ONLY TWO, ONLY ONE WAS SELECTED, THE OTHER IS PENDING.
UM, WHY DID IT TAKE US SO LONG TO REACH OUT TO THE FIRST DIAMOND THAT YOU FOUND? BECAUSE IF YOU CALL HIM TO GET THE POS, GIVE HIM THE POSITION, AND THEN HE RESPONDS THAT, OR SHE, EXCUSE ME, I'M NOT TRYING TO BE SEXIST, BUT THEN THEY RESPOND THAT, WELL, YOU TOOK SO LONG I, BUT YOU WERE LOOKING FOR THE DIAMOND AND YOU FOUND THE DIAMOND.
SO WHAT TOOK US SO LONG TO TO GET OUT, GET THE CALL OUT.
AND THEN MY, UH, SECOND QUESTION IS, UM, WHEN WE SEND THE CANDIDATES AND WE'RE FINDING THAT THEY DON'T MEET, MEET, UH, THE QUALIFICATION OF A HIRING MAN MANAGER AND I RESPECT THAT, IS THE HIRING MANAGER PROVIDING TO THE COMMISSION EXACTLY WHERE WE FELL SHORT OF THE MARK.
SO IF I SEND YOU CANDIDATE A AND YOU TELL ME THAT, UM, WELL THIS IS WHAT WE, THIS IS WHAT I'VE ASKED YOU FOR, THIS IS WHAT YOU DIDN'T GIVE ME.
PERHAPS YOU'RE TRAINING ME ON HOW TO BETTER SERVICE YOU.
BUT THIS HAS GONE ON FOR ALMOST A YEAR AND A HALF AND I'M WITH JOSE.
THIS IS BORDERLINE RIDICULOUS BECAUSE AT SOME POINT, TWO PEOPLE SHOULD HAVE SPOKEN TO SAY, THIS IS EXACTLY WHAT I WANT.
THIS IS WHAT YOU'RE NOT GIVING ME, AND I GAVE IT TO YOU 31 TIMES.
SO THERE IS A HUGE DISCONNECT.
AND THEN WHEN I HAVE TO HEAR IN THE COMMUNITY AND I HEAR FROM MY OWN MAYOR THAT WE ARE NOT FILLING POSITIONS, I GET A LITTLE IRRITATED.
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AND I'M SURE YOU DO TOO, BECAUSE YOU'RE TRYING SO HARD.SO IN THIS PARTICULAR INSTANCE, WHAT I'M LOOKING FOR IS FOR TWO PEOPLE TO GET IN THE ROOM WITH A WHITEBOARD AND FIGURE OUT WHAT IS IT THAT WE ARE NOT GIVING YOU.
'CAUSE OBVIOUSLY AT 31 TIMES IT DIDN'T WORK.
LET'S MAKE THE 33RD TIME WORK BECAUSE THIS IS RIDICULOUS.
AND THEN TO SAY WHAT TOOK US SO LONG WHEN WE FOUND THE DIAMOND THAT REALLY DOESN'T EXIST.
WHAT TOOK US SO LONG TO MAKE THE OFFER OR TO, TO MAKE THE CONNECTION THAT THAT'S A BIG CONCERN.
THAT'S WHAT I'M LOOKING FOR THE ANSWER FOR.
UM, ON THE FIRST PART, MM-HMM.
SO WHEN THEY GOT ON THE LIST THAT THAT TOOK TOO LONG.
SO BY THE TIME WE, WE REACHED OUT AS SOON AS WE GOT THE LIST AND WE GIVE THE HIRING MANAGER THE LIST, ASAP, TELL US WHO YOU WANNA BRING IN, THE CANDIDATE SAID, I HAD ALREADY MOVED ON.
SO IT WAS THE TIMEFRAME OF WAITING TO BE PLACED ONTO THE LIST.
SO YOU'RE SAYING HE APPLIED AND THEN, UM, GOT BOGGLED DOWN ON THE COMMISSION SIDE AND THEN BY THE TIME WE SENT YOU THE LIST, HE WAS NO LONGER INTERESTED OR SHE WAS NO LONGER INTERESTED.
THAT'S WHAT WAS REPORTED TO US BY THE CANDIDATE.
AND, UM, ON THE SECOND PART, UH, IN TERMS OF YOUR QUESTION AROUND, UM, MAKING SURE I PARAPHRASE IT RIGHT, YOU'RE ESSENTIALLY ASKING, WHAT HAVE WE DONE TO KIND OF GET THE TWO TOGETHER? AND SO WE'VE HAD CONVERSATIONS IN WHICH THE HIRING MANAGER INSIDE OF THE NEO GOV SYSTEM, WE HAVE SET DISPOSITIONS.
AND SO IT'S HARD TO GET INTO THE SPECIFICS.
SO WE DO HAVE THE CONVERSATIONS WHERE WE MEET WITH CIVIL SERVICE AND WE HAVE REPORTED BACK, THIS IS WHAT THE HIRING MANAGER IS SAYING.
TO THEIR CREDIT, THEY SET UP A CALL, WHICH THE HIRING MANAGER WAS ON, AND THEY TALKED THROUGH, WHAT ARE YOU LOOKING FOR? AND THEN WHERE IS IT AT? OR KIND OF WHAT ARE WE DOING? MM-HMM.
SO THOSE CONVERSATIONS HAVE HAPPENED.
THERE WAS EVEN AN OPPORTUNITY AT ONE POINT WHERE WHEN CIVIL SERVICE RECEIVED THE NAMES OF THE CANDIDATES THAT THEY THOUGHT SHOULD BE PLACED ONTO THE LIST, THE HIRING MANAGER WAS BROUGHT IN ALONG WITH ONE OF THEIR TEAMMATES ONTO A, UH, A VIRTUAL CALL.
AND THE APPLICATIONS WERE GONE THROUGH AND THEY MADE COMMENTS ON WHETHER OR NOT THEY FELT THE APPLICANT MET THEIR NEED.
UM, AT THE END OF THAT CONVERSATION, THEY HAD REJECTED ALL AS THEY WENT THROUGH AND GAVE REASONS ON THE LINE AS TO WHY THEY DID NOT BELIEVE THE CANDIDATE MET THEIR NEED.
UM, AND SOMEWHERE IN THAT PROCESS, THE LIST WE RECEIVED HAD THOSE CANDIDATES ON IT.
WHEN IT WAS DONE, THE EXACT SAME RESUMES WERE GIVEN BACK.
SO I THINK THAT'S WHERE SOMETIMES THE DIFFERENCE IS, IT MIGHT MEET WHAT CIVIL SERVICE IS SEEING IN TERMS OF WHAT'S WRITTEN.
UM, BUT THE HIRING MANAGERS, THEIR FRUSTRATIONS CAME IN, I LOOKED AT THESE AND THESE ARE THE ONES I SAID NO TO.
SO WHY AM I NOW RECEIVING THEM AS CERTIFIED ON THE LIST? SO THAT'S WHERE WE'VE BEEN HAVING BREAKDOWN OVER TIME AS RELATES TO OSA FOR THIS SPECIALIZED CERTIFICATE AND HAVE NOT BEEN ABLE TO SELECT A PARTY.
SO I'M MORE THAN OPEN ARI AND OUR TEAM TO FIGURING OUT WHAT CAN WE DO? IS IT FINDING A HEADHUNTER TO GO AND OUT AND FIND IT AND FUNNEL THE PEOPLE THROUGH THE PROCESS? IS IT SOMETHING ELSE? LIKE WE ARE WILLING AS WELL TO DO WHAT NEEDS TO BE DONE TO MAKE SURE WE GET THE CANDIDATE INTO THE POOL SO THAT THEY CAN BE HIRED.
WE'RE OPEN TO DISCUSSION ON HOW DO WE FIND THESE QUALIFIED CANDIDATES THAT MEET THE NEED OF THIS ENTERPRISE ARCHITECT? DO WE NEED TO TAKE THE BULLETIN DOWN AND REPOST IT WITH NEW CRITERIA? WE'RE OPEN TO ANY SUGGESTIONS.
UM, AND THE PROCESS THE TEAM CAN COME UP WITH TO HELP US THROUGH THIS, BECAUSE WE TOO ARE FRUSTRATED ON OUR END.
IT'S A VACANCY THAT SITS ON HARBOR SIDE FOR RE AND I AND OUR HEADCOUNT AND OUR TEAM AND THAT WE'RE TRYING TO ALSO FILL, AND IT'S ALSO TIME OUT OF OUR DAY IN, IN ADDITION TO THE COMMISSION AND CIVIL SERVICE STAFF TO PREPARE THESE PACKETS TO SEND THEM OVER, ONLY TO BE TOLD, NO, I DON'T WANT TO SEE ANY OF THESE PEOPLE ALONG WITH THE EXORBITANT AMOUNT THAT I KNOW WE'RE PAYING THAT CONSULTANT, WHICH IS BORDERLINE RIDICULOUS.
SO IN, IN THE SPIRIT OF OFFERING A SUGGESTION, AND THAT IS PURELY, AND I DON'T, WOULD NOT EXPECT A RESPONSE ON THIS 'CAUSE YOU'LL HAVE TO LOOK INTO IT, BUT, UM, I KNOW IN IT THERE IS A STRONG HABIT OF TRYING TO UNDERFILL POSITIONS, UM, AND POSTING POSITIONS THAT ARE ACTUALLY TOO LOW FOR THE REQUIREMENT THAT YOU ARE, YOU WERE NEEDING TO FILL IN IT.
SO I WOULD JUST PUT THAT OUT THERE AS A, SOMETHING TO LOOK AT WHETHER OR NOT THIS IS PERHAPS NOT THE RIGHT POSITION YOU'RE LOOKING FOR, YOU'RE LOOKING FOR SOMETHING, MAYBE A STEP ABOVE.
FIRST I WANNA SAY THANK YOU,
YOU'RE UP HERE, UH, TAKING ALL OF THESE REALLY, REALLY HARD QUESTIONS, UM, THAT SOME MAY OR MAY NOT DIRECTLY PERTAIN TO YOU.
AND SO I REALLY WANNA THANK YOU, UM, FOR BEING HERE AND, AND FACING THESE HARD QUESTIONS.
[01:00:01]
IF I HEARD YOU CORRECTLY, THE POSITION WAS CREATED BASED ON A STUDY IN OCTOBER OF 22.I BELIEVE THIS ONE CAME OUT OF A STUDY.
AND SO WE HAVE OUR FIRST LIST OCTOBER 22ND, 2022.
UM, SO IT'S NOT SOMETHING THAT WE CAN PROBABLY ANSWER TODAY, BUT CHRISTINA, CAN WE LOOK AND, YOU KNOW, WITHIN THE DEPARTMENT, MAYBE OUR, UM, OUR CONSULTANT DOING OUR STUDY CAN LOOK AT THIS PARTICULAR CASE, UM, AS MAYBE ONE OF THE MORE CHALLENGING ONES, UH, WITH THAT TIMELINE.
'CAUSE I HEARD THE, THE APPLICANT FEEDBACK WAS THAT IT TOOK TOO LONG.
WHAT I'M HEARING, UM, SO FAR IS THAT THE POSITION WAS CREATED BASED ON A STUDY IN OCTOBER OF 2022.
I BELIEVE OUR SELECTIVE CERT REQUEST WAS IN OCTOBER.
THE POSITION WAS CREATED BEFORE THE OCTOBER TIMEFRAME.
INTERNALLY, I MEAN, WHEN CIVIL SERVICE WAS AWARE OF IT, I BELIEVE IT WAS OCTOBER OF 2022 INTERNALLY IN THE HARBOR.
IT WAS BEING DEVELOPED BEFORE THAT.
SO WE, WE GOT THE INFORMATION, SO IT TOOK US, LET'S SAY IT WAS OCTOBER ONE MM-HMM.
THAT SEEMS LIKE A FAIRLY REASONABLE TIME.
SO AGAIN, IT'S PROBABLY NOT SOMETHING THAT WE CAN ANSWER RIGHT NOW, BUT BECAUSE TIMELINE WAS MENTIONED BY THE APPLICANT, I WOULD LIKE TO HAVE A BETTER UNDERSTANDING OF THAT.
AND MAY I SAY THAT APPLICANT WAS NOT IN THE FIRST ROUND OF WHAT WE RECEIVED.
UM, SO IN FIVE EXAMINATION RESULTS, THE FIRST ONE, AGAIN, BEING OCTOBER OF 2022, WE HAD EIGHT QUALIFIED.
AND THEN WE HAVE FEBRUARY OF 23, MARCH OF 23, JULY OF 23.
AND, UH, NOVEMBER OF 23, IF YOU KNOW, AT WHAT, AT WHAT POINT, UM, DID WE FIGURE OUT THAT THE CANDIDATES THAT WERE PROVIDING THE DEPARTMENT, UM, AND THE EXPECTATION OF WHAT THE CANDIDATE, UH, DESIRABLES ARE, AT WHAT POINT DID WE FIGURE OUT WE NEEDED TO HAVE A CONVERSATION? UH, THAT WAS AFTER THE OCTOBER LIST.
SO THAT CONVERSATION, UM, WAS BACK, IT WAS SHORTLY AFTER THAT OCTOBER LIST.
SO AFTER THE FIRST ONE WHERE THE DEPARTMENT SAID, HEY, LISTEN, THIS IS NOT WHO WE'RE LOOKING FOR.
AND SO FOUR TESTS AFTER THAT, UM, WE CONTINUED TO PROVIDE PEOPLE THAT DIDN'T FALL WITHIN THE CRITERIA THAT THE HIRING MANAGER WAS LOOKING FOR.
UM, CHRISTINA, I WOULD DEFINITELY LIKE TO LOOK INTO THAT.
UM, UH, EITHER SOMETHING IS NOT BEING ARTICULATED WELL ENOUGH OR SOMETHING IS NOT BEING UNDERSTOOD WELL ENOUGH.
UM, BUT CERTAINLY TO GO THROUGH ALMOST A YEAR FROM OCTOBER, WELL, A YEAR FROM, YOU KNOW, THE LIST IN OCTOBER OF 22 TO THE LIST IN NOVEMBER OF 23 WITH A DIFFERENCE OF OPINION WE NEED TO, AND I'M NOT SURE THAT WE'RE NOT, BUT
AND SO THAT DIFFERENCE OF OPINION, I WANNA KNOW, IS IT REALLY A DIFFERENCE OF OPINION OR IS IT, UH, A LACK OF ARTICULATING AND OR UNDERSTANDING WHAT, WHAT THE DESIRABLES ARE.
UM, AND I'M HAPPY TO GET INVOLVED AND SPEAK WITH THE HIRING MANAGER.
UM, SO THAT WE CAN CLARIFY WHERE THE, UM, COMMUNICATION BREAKDOWN IS.
SO I WILL FOLLOW OUT TO, I THINK THAT'S BEN TANG.
UM, AND, AND I KNOW THAT WE'VE HAD CONVERSATIONS, RIGHT? IT'S NOT JUST IN THE YOGA GOV POSTING COMMENTS ABOUT WHAT THE FEEDBACK IS FOR THOSE, UH, APPLICANTS.
ARI CAN SPEAK, UH, MORE TO THE SYSTEM AS NEEDED, BUT AS MY UNDERSTANDING, WE HAVE SET CATEGORIES WHERE YOU PUT WHY YOU DIDN'T SELECT SOMEONE.
UM, AND IT, IT IS KIND OF, IT'S BEEN DEFINED BY CIVIL SERVICE STAFF OF YOU PICKED THIS REASON AND HERE'S WHAT THAT MEANS.
UM, SO THERE'S NOT REALLY A PLACE WHERE YOU DO A TON OF NOTE TAKING IN TERMS OF WHY YOU'RE SAYING FOR EACH ONE, IT'S JUST YOU'RE PICKING A SELECTED DISPOSITION.
[01:05:01]
EIGHT, I WOULD, I WOULD HOPE, UM, AND THIS MAY HAVE HAPPENED, UH, AS YOU MENTIONED, THAT IT'S NOT JUST INPUTTING INTO A COMPUTER SYSTEM, IT'S HAVING, PICKING UP THE PHONE, HAVING A CONVERSATION WITH SOMEONE.SO WHAT IS ARTICULATED CAN BE UNDERSTOOD, AND IF NOT QUESTIONS CAN BE ASKED TO BE SURE THAT WE UNDERSTOOD CORRECTLY WHAT THEIR DESIRABLES ARE.
UM, AND I, AND YOU KNOW, I, I APPRECIATE, UH, THE STATEMENTS OF DIFFERENCE OF OPINION
WE NEED TO GO WITH WHAT THE HIRING MANAGER IS LOOKING FOR.
SO WE DON'T GO THROUGH FIVE TESTS IN 31 PEOPLE.
UM, I JUST, I, I, I AM, IT'S HARD FOR ME TO BELIEVE IT'S JUST A DIFFERENCE OF OPINION.
IT NEEDS TO BE SOMEONE DIDN'T UNDERSTAND CORRECTLY OR SOMEONE DIDN'T ARTICULATE CORRECTLY.
SOME SOMETHING ALONG THE, THAT COMMUNICATION LINE DIDN'T WORK OUT WELL.
AND SO I'D LIKE TO FIND OUT MORE ABOUT IT, PLEASE.
WE CAN, UM, HELP FACILITATE AND SET THAT UP WITH BIN TO HAVE THAT CALL.
SO WE ARE, UM, YOU'VE GIVEN US LOTS OF YOUR TIME.
SO IS THERE ANYTHING ELSE YOU WANTED TO SHARE? IS THERE ANYTHING WE CAN DO AS CIVIL SERVICE, UM, THAT YOU THINK WILL MOVE THE PROCESS FORWARD? AND THEN I DID HAVE A QUESTION BECAUSE WE DID HEAR A LOT THAT, UM, THE TESTING, THE SCREENING, THE BANDING WE DO IS NOT APPRECIATED BY SOME.
AND SO I WANNA UNDERSTAND, IS THAT APPRECIATED BY YOU? ARE THERE WAYS WE CAN DO THAT BETTER FROM YOUR PERSPECTIVE? UM, I THINK FOR TAKING A POSITION FOR HARBOR, I DON'T THINK WE HAVE CONCERNS ON WHETHER A LIST IS BANDED QUALIFIED, UH, RANKED.
WE'LL WORK THE LIST THAT'S GIVEN TO US TO GO AHEAD AND MAKE OUR HIRE.
I THINK THE CONCERNS THAT HAVE COME IN HAS BEEN THE AGING OF LISTS.
UM, SO WE DO MAKE HIRES OFF THE LIST AND THEY HAVE SEEN APPLICANTS AND CANDIDATES AND AT TIMES A LIST IS STILL ACTIVE A YEAR OR TWO LATER IF THAT CANDIDATE HAS PROMOTED, MOVED ON OR TRADED OUT, UM, ARE NO LONGER WITH US.
AND HIRING MANAGERS AREN'T ALWAYS INTERESTED IN GOING BACK TO THAT SAME LIST BECAUSE THEY FEEL THEY'VE ALREADY SEEN THOSE CANDIDATES.
SO I THINK FROM HARBOR, THE CONCERN OR THE ASK HAS, UH, MORE SO BEEN THE FREQUENCY OF LIST.
CAN THEY BE SMALLER, MORE FREQUENT? UM, CAN THEY BE DONE AND EXPIRE OUT MAYBE AFTER SIX MONTHS RATHER THAN, YOU KNOW, SOMETIMES LISTS ARE EXTENDED UP TO THREE YEARS.
THAT IS WHERE WE TEND TO RUN INTO ISSUES WHERE MM-HMM.
ARE THERE NO ADDITIONAL NEW NAMES? WHY DO I HAVE TO KEEP SEEING THE SAME CANDIDATES AND BREAKING THE SAME PERSON'S HEART THAT THEY'RE NOT MY PERSON? RIGHT.
SO THAT HAS BEEN MORE OF THE ASK.
SO I THINK HARBOR'S ISSUES HAVE BEEN LESS WITH WHAT A LIST LOOKS LIKE.
IT'S THE FREQUENCY OF WHAT, WHEN IT HAPPENS.
UM, BECAUSE ALSO OVER TIME, JOBS CHANGE.
SO IF WE HAVE A LIST THAT WAS GIVEN TO US, LET'S SAY IN 2024, AND I'M HIRING IN 2027, THAT LIST IS STILL ACTIVE.
IT'S NOT ALWAYS AS HELPFUL 'CAUSE THERE'S NEW THINGS I MIGHT WANT TO HIGHLIGHT OR CHANGE ABOUT IT THAT I DON'T REALLY GET THAT OPPORTUNITY ON A BULLETIN TO GO OUT AND TRY TO DRAW TALENT THAT MIGHT BE WITH MY NEW SYSTEMS OR NEW THINGS THAT HAVE CHANGED SINCE I LAST ADVERTISED.
SO THAT I WOULD THINK IS PROBABLY MORE OF WHAT HARBOR'S ASK WOULD BE, UM, RATHER THAN IF A LIST IS BANDED RANKED OR QUALIFYING.
THANK YOU FOR THAT INFORMATION.
AND I DO HAVE ONE MORE, OH, SORRY.
COMMISSIONER ANA, I, YOU'RE NOT QUITE OFF THE HOOK YET,
I, WE HAVE FOUR MORE POSITIONS THAT YOU END UP.
YEAH, NO, AND, AND, AND, AND, AND WE DON'T NEED TO GO THROUGH ALL OF THEM.
IF THE OTHER COMMISSIONERS DON'T MIND, UH, I WOULD LIKE TO, YOU CAN PROVIDE THAT REPORT TO CHRISTINA.
AND WE DON'T NEED TO MAKE YOU GO THROUGH EACH
BUT I DO WANT TO GO THROUGH THE LAST ONE, THE SSOS, UM, BECAUSE THEY'RE 29 VACANCIES, WE'VE QUALIFIED 72 PEOPLE SINCE JANUARY OF 23 AND WE'VE HIRED THREE.
AND SO THAT'S A BIG CONCERN FOR ME.
SO HARBOR DOESN'T HAVE SSO, WE NO LONGER USE THAT CLASSIFICATION.
WE HAVE HARBOR PATROL OFFICERS, SO I'M NOT SURE THE REFLECTION OF THAT.
UM, I DON'T KNOW IF THAT WAS INTENDED TO BE HARBOR PATROL OFFICERS, BUT WE DON'T HAVE ANY BUDGETED VACANCIES FOR SPECIAL SERVICES OFFICERS WITHIN THE PORT.
THE SUBJECT MATTER EXPERTS THAT ARE ALIGNED ARE ALL PART OF THE HARBOR DEPARTMENT.
WHO? SO, SO I DON'T KNOW IF THAT'S AN ADMINISTRATIVE OVERSIGHT.
UM, BUT WE DON'T ACTUALLY HAVE SPECIAL SERVICES OFFICERS WITHIN THE PORT.
SO I'D LOVE SOME CLARITY ON THAT, CHRISTINA, AT SOME POINT.
'CAUSE YES, I WILL GET CLARITY ON THAT.
14 PEOPLE QUALIFIED FOR THE POSITION IN JUST AS RECENTLY AS DECEMBER, SO
[01:10:01]
AND ZERO WERE HIRED.UM, BUT I'D LOVE TO KNOW WHAT DEPARTMENT IS ACTUALLY NOT HIRING ALL OF THESE QUALIFIED FOLKS, OR AT LEAST SOME OF THESE QUALIFIED FOLKS.
AND I WILL, I WILL SAY THAT THAT IS ONE OF THOSE THAT REQUIRES A BACKGROUND.
AND SO IF WE HAD THAT, THAT ADDITIONAL COLUMN, THEY MAY BE IN AN ONBOARDING PO.
THERE MAY BE A, A CERTAIN NUMBER OF 'EM IN THE ONBOARDING PROCESS, UM, BECAUSE I KNOW THAT THOSE ARE CRITICAL POSITIONS AND AS SOON AS THEY GET THE LIST, THEY'RE INTERVIEWING AND, AND TRYING TO GET PEOPLE ON BOARD.
BUT THEY DO GO THROUGH THE EXTENSIVE BACKGROUND.
AND SOME ARE ARMED, SOME ARE NOT ARMED.
JUST SO I'LL FIND OUT THOUGH, RIGHT? 'CAUSE WE'VE HAD FOLKS QUALIFIED SINCE JANUARY OF LAST YEAR, SO WE'RE GOING ON A YEAR.
SO IF ANY OF THOSE FOLKS WERE QUALIFIED, UM, I WOULD EXPECT THEIR BACKGROUND CHECKS WOULD'VE BEEN DONE AS WELL AS THE FOLKS IN MARCH OF LAST YEAR, MAYBE EVEN MAY OF LAST YEAR.
I'VE, UH, UNFORTUNATELY I HAVE HAD SOME EXPERIENCE WITH THE BACKGROUND CHECK SYSTEM, SO IT CAN BE A VERY QUICK SYSTEM.
IT CAN ALSO BE A VERY LONG SYSTEM, UH, AS FAR AS PRODUCING THE RESULTS THAT YOU NEED.
SO, BUT I'D LOVE TO KNOW WHY, BUT I'LL CLARIFY THAT EXAM RESULT.
'CAUSE THAT'S A LOT OF FOLKS QUALIFIED AND FOR US TO HAVE ONLY HIRED THREE FOLKS IN, IN, IN A YEAR'S TIME, UM, I THINK WE NEED TO GET A LITTLE MORE CLARITY ON THAT.
UM, WELL THANK YOU FOR THE OPPORTUNITY TO COME DOWN AND ANSWER THE QUESTIONS YOU GUYS HAVE.
AS I STATED, WE'RE 70% CIVIL SERVICE POSITIONS.
SO WE'RE MARRIED FOR BETTER OR FOR WORSE.
AND SO WE ARE IN THIS PARTNERSHIP, WE'RE INVESTED IN MAKING SURE THAT WE CAN FILL THESE POSITIONS AND TO BE ABLE TO BRING THE WORK IN HOUSE AND MAKE SURE THAT OUR EMPLOYEES, UM, BECAUSE IT ALSO IMPACTS THOSE WHEN THERE'S VACANCIES THAT HAVE TO PICK UP THAT EXTRA SLIDE, RIGHT? SO WE RECOGNIZE THAT.
AND SO WE'RE WORKING DILIGENTLY WITH OUR HIRING MANAGERS AND WE'RE WORKING ON WAYS TO EXPEDITE EVEN OUR OWN INTERNAL PROCESSES TO ENSURE WE'RE GETTING QUALIFIED PEOPLE AND TALENTED TOP TALENT IN OUR SEATS AND REMAINING WITH THE PORT.
NOT TO TIP MY HAND ON SOMETHING I'M GONNA SUGGEST FOR OUR COMMISSION, BUT, UH, YOU HAD MENTIONED SOMETHING ABOUT, YOU KNOW, POSSIBLY A 30 DAY HOLD ON, WAITING FOR, UM, COMMISSION APPROVAL, UH, FOR OUR WORK COMMISSION, UH, POSITIONS.
UH, ONE THING, YOU KNOW, MY DAY JOB IS WITH A, UH, COMMUNITY COLLEGE DISTRICT WITH BOSO HAS A BOARD OF TRUSTEES AND THEY RATIFY POSITIONS.
SO THE, EVERYTHING CONTINUES UP AND THEN THE COMMISSION JUST ESSENTIALLY SAYS, OR THE, THE BOARD ESSENTIALLY SAYS WE AGREE.
SO IT'S NOT SO SORRY, UM, OPPORTUNITY TO CLARIFY.
IT'S NOT NECESSARILY THE POSITION OR THE CLASSIFICATION THAT THEY'RE APPROVING, IT'S THE APPOINTMENT OF THE PERSON TO THE ROLE.
SO FOR OUR BOARD OF TRUSTEES, WE DO ALL THE HIRING, HIRING PROCESS.
SOME PEOPLE EVEN START MM-HMM.
UM, AND ALL THE BOARD OF TRUSTEES DOES IS SAY, WE RATIFY BECAUSE I DOUBT YOUR COMMISSION HAS EVER REJECTED A APPOINTED.
UM, SAME WITH YEAH, MY BOARD AND MY DAY JOB.
THEY'VE NEVER REJECTED AN APPOINTEE, SO THERE'S NO REASON TO HOLD THAT PROCESS UP WHEN RATIFICATION MEETS THE LETTER OF THE LAW.
SO THANK YOU FOR THAT SUGGESTION.
UM, THE, THERE ARE TAKING A LOOK INTERNALLY AT WHAT OUR PROCESS LOOKS LIKE AND WHAT IMPACTS IT IS HAVING ON THE HIRING PROCESS AS WE'RE LOOKING TO SHORTEN TIME TO HIRE.
UM, AND SO THAT IS DEFINITELY A SUGGESTION I CAN TAKE BACK TO OUR COMMISSION AND TO OUR CEO AS THEY LOOK TO FIGURE OUT WHAT THE FUTURE LOOKS LIKE FOR HIRING TO HELP THE COURT OUT.
IN ADDITION, I WOULD JUST LIKE TO SAY THAT, UM, I HAVE FULL COMMITMENT, UM, TO FOLLOW UP ON THAT PROCESS IN THE DEPARTMENT LEVEL.
UM, WE, AS I MENTIONED TO, UM, OR AS, AS, UH, CHRISTINA MENTIONED, SAL IS THEIR ANALYST, AND SAL DOES A GREAT JOB AND HAS A GREAT SPREADSHEET WHERE HE'S, UM, IDENTIFIED ALL OF THE VACANCIES THE DEPARTMENT HAS, WHETHER THOSE VACANCIES HAVE A LIST, ALL THOSE VACANCIES WHERE THERE'S NOT A LIST.
AND THEN EVEN ALL THOSE VACANCIES WHERE THERE'S A LIST, BUT IT NEED, THEY NEED A NEW ONE.
AND THAT COMES FROM FEEDBACK FROM THE DEPARTMENT.
UM, AND SO WE'LL SPEND MORE TIME ON ON THAT.
UM, LOOKING AT THAT, I KNOW A LOT OF TIMES WE'RE JUST LOOKING AT THE RECRUITMENTS AND WHAT THE PRIORITIES ARE, BUT I THINK IT'S, FROM WHAT I'M GETTING FROM THIS DISCUSSION, AS IT'S EQUALLY IMPORTANT TO UNDERSTAND WHERE THE PROBLEMS ARE IF THEY'RE NOT, IF THERE ARE NO SELECTIONS BEING MADE IN ANY NUMBER OF THE, THE VACANCIES WHERE THERE ARE, WHERE THERE IS AN ELIGIBLE LIST.
SO I MAKE THAT COMMITMENT TO FOLLOW UP WITH THE DEPARTMENT AS WELL.
I WANT TO THANK YOU, UM, SO MUCH AGAIN FOR, FOR BEING HERE, UM, AND ANSWERING SOME REALLY TOUGH QUESTIONS AND THOSE TOUGH QUESTIONS, UM, IS NOT TO BEAT UP ON YOU.
IT'S JUST FOR, FOR US TO UNDERSTAND WHERE WE CAN IMPROVE THE PROCESS.
AND IT'S THE SAME TYPE OF TOUGH QUESTIONS WE ASK OF,
[01:15:01]
OF OUR, OUR OWN DEPARTMENT.UM, UH, BUT ANYHOW, I, I REALLY WANNA THANK YOU, UM, FOR THAT AND ALL OF THE SUGGESTIONS THAT COME AND, AND THE RATIFYING ONE IS, IS A GOOD ONE.
OBVIOUSLY WE DON'T HAVE ANY, UM, UH, SAY IN WHAT HAPPENS WITH THE OTHER COMMISSION.
UH, BUT LOOKING AT ALL OF THE THINGS THAT, THAT WE CAN DO, AND I'M EXCITED FOR OUR OWN PROCESS THAT'S BEEN LONG TIME IN THE WORKS OF UNDERSTANDING, UH, WHERE EVERYTHING IS, UM, AND HOW LONG IT TAKES AND, AND WHAT WORKS AND DOESN'T WORK.
AND SO WE DO HAVE AN OUTSIDE CONSULTANT WORKING WITH US TO IDENTIFY, UM, OUR, OUR WINS AND, AND WHERE WE CAN IMPROVE.
I WANNA SAY THANK YOU TO BOTH OF YOU, UM, FOR, UH, SHOWING UP.
I'M THE ONE THAT REQUESTED THAT YOU ALL SHOW UP.
UM, AND I, I JUST, I WANNA, I WANNA CLOSE THIS, THIS PIECE OUT WITH THE FACT THAT, UM, THE REASON THIS THIS IS FRUSTRATING FOR ME IS BECAUSE I'VE EXPERIENCED IT WITH THE CITY.
UM, I WAS PART OF A HIRING TEAM FOR A POSITION, AN UNCLASSIFIED POSITION, UH, FOR THE CITY'S HEALTH DEPARTMENT.
AND THAT PROCESS TOOK OVER FOUR POOLS OF DIFFERENT GROUPS OF PEOPLE.
UM, AND THE PROCESS TOOK OVER A YEAR TO FINALLY GET SOMEONE INTO THE ROLE.
AND IT STILL WASN'T THE, THE, THE BEST CANDIDATE, UM, FOR THE CITY AT THE END OF IT.
SO I I, I SHARE THAT FRUSTRATION FROM A VERY PERSONAL EXPERIENCE THAT I'VE HAD WITH THE CITY.
UM, AND SO WE WANNA MAKE SURE THAT WE DO WHAT WE CAN ON OUR END TO IMPROVE OUR PROCESS.
UH, I KNOW THAT THAT'S ONE OF CHRISTINA'S, UH, UNDERLYING PRIORITIES AT ALL TIMES IS HOW DO WE IMPROVE OUR PROCESS AND HOW DO WE WORK WITH THE DEPARTMENTS IN A BETTER WAY? BECAUSE, UM, I DO BELIEVE ALSO THAT BEING A HIRING MANAGER, UH, SEVERAL TIMES FOR THE ORG THAT I WORK FOR, UH, I UNDERSTAND NEEDING THE BEST CANDIDATE.
UM, BUT I ALSO UNDERSTAND THAT WE'VE GOTTA GIVE PEOPLE AN OPPORTUNITY.
UM, AND IF WE HAVE THE RESOURCES TO TRAIN THEM, WE SHOULD TAKE ADVANTAGE OF THAT.
UM, AND WE MIGHT HAVE A EVEN BETTER EXPERIENCE.
UM, I ALWAYS LIKE FINDING A DIAMOND AS OPPOSED TO BUYING A DIAMOND.
I DON'T KNOW IF THE COMMISSION IS AWARE, BUT CHRISTINA IS THE NEW HR DIRECTOR.
SHE'S JUST BEEN ON THE JOB FOR I THINK, TWO OR THREE WEEKS.
SO REALLY KUDOS TO YOU FOR COMING IN HERE AND OH MY GOD, TAKING THE SHOTS.
AND SPEAKING OF, WELL DONE, WELL DONE.
AMAZINGLY DONE
I WAS THE ASSISTANT DIRECTOR BEFORE, SO I DO HAVE FAMILIARITY OF WHAT WAS GOING ON THROUGH THE PROCESS.
I'VE BEEN WITH THE PORT SINCE 2021.
ALL RIGHT, COMMISSIONERS, IF I COULD SUGGEST A PATH FORWARD, SO THIS WAS A REPORT, IF WE COULD APPROVE THIS REPORT, I WOULD LIKE TO MOVE INTO, UM, THE GOALS FOR 2024 WHILE WE STILL HAVE GARY HERE WITH US.
UM, AND THEN, UH, I HAVE ONE LAST COMMENT, UH, MR. PRESIDENT ON, ON THIS TOPIC.
AND IT'S, UM, SO WE TALKED ABOUT CHRISTINA, UH, THIS IS MORE OF A, OF AN, UH, ACTION ITEM TO FOLLOW UP ON IS WE TALKED ABOUT THE, UH, CATEGORIES IN NEO GOV.
AND SO, AND WE WOULD LIKE, OR I WOULD LIKE TO UNDERSTAND AS A COMMISSION WHAT THE OPTIONS ARE, UH, FOR REPORTING IN THE HIRING PROCESS AND INCLUDING SOME OF THAT INFORMATION.
UM, WHETHER THE LIST HAS BEEN EXHAUSTED AS AS IT IS WITH, UH, WITH THE OFFICE SYSTEMS ANALYSTS THAT WE WERE TALKING ABOUT WITH THE PORT.
SO WE HAVE FIVE LISTS WITH ZERO SELECTED ON ALL FIVE LISTS, BUT IT SOUNDS LIKE ALL OF THOSE FIVE LISTS HAVE BEEN EXHAUSTED WITH POTENTIALLY ONE MORE TO INTERVIEW.
UM, SO IT, IT'S HELPFUL TO KNOW THESE GOTTA GO AWAY AND YOU KNOW, WHETHER EIGHT HAVE BEEN INTERVIEWED OUT OF THE EIGHT ANYWAY.
YOU UNDERSTAND ALL THAT WE TALKED ABOUT
AND I, AND IT SOUNDS LIKE IT COULD BE ALSO A GOOD OPPORTUNITY FOR A TRAINING FOR YOU TO, UM, IF, IF YOU'RE INTERESTED TO SEE HOW THAT, SEE HOW THE SYSTEM WORKS AND YOU UNDERSTAND.
AND, AND YOU KNOW, OUR, OUR INFORMATION ON OUR, UM,
[01:20:01]
AGENDAS GET MORE ROBUST.HOWEVER, IT'S SO HELPFUL TO UNDERSTAND WITH THIS EXTRA FOR INFORMATION.
UM, SO HOPEFULLY WE CAN ADD A COLUMN OR TWO TO, TO HELP US UNDERSTAND AND TO HELP WITH THAT PERCEPTION AS WELL.
'CAUSE I THINK THERE'S A LOT OF THAT PERCEPTION FLYING AROUND, UM, NOT ONLY FROM, UH, OTHER PEOPLE TOWARDS A COMMISSION AND FROM, YOU KNOW, UH, THE COMMISSION TOWARDS THE DEPARTMENTS IN TERMS OF WHAT LOOKS LIKE THEY'RE NOT HIRING, BUT THEY REALLY ARE IN THE PROCESS.
SO CLARIFYING THAT WOULD HELP ALL OF US.
I THINK WE ARE ALL IN AGREEMENT WITH THAT.
SO IF WE ARE READY TO VOTE TO ACCEPT THIS REPORT, IT WORKED.
ANYBODY ELSE NEED A FEW MINUTE BREAK JUST TO CLEAR THEIR HEADS OR AM I THE ONLY ONE? OKAY.
UH, CAN WE DO A FIVE MINUTE BREAK? YES.
AND THEN WE'LL PICK UP ON, UH, ITEM FOUR.
[01:31:47]
I[01:31:47]
DON'T HAVE MY IPAD.I KNOW I HAVE IT BECAUSE I ASKED IT TO BE PRINTED OUT.
I DON'T WANT TO READ THAT MANY PAGES ONLINE.
WELL, I DO, ONLY BECAUSE IT TOOK ME A COUPLE DAYS AND I DON'T HAVE A REGULAR JOB.
NO, I, YOU KNOW WHAT MY THING IS, I'M JUST NOSY
SO I'LL READ A TELEPHONE BOOK THAT IS A HIGH CHAIR AND ON THE COMMISSION FOR LONG BEACH CITY.
IF WE CAN GO BACK ON RECORDING AND BACK ON THE RECORD.
IF WE CAN GET A MOTION SECOND FOR A REPORT IN THIS ITEM.
AND I'LL HAND TO CHRISTINA FOR AN INITIAL REPORT.
[4. 24-51725 Goals for 2024. Suggested Action: Approve recommendation. ]
UM, YES.SO REGARDING THE GOALS FOR 2024, I THINK THAT, UM, IN, UM, DISCUSSIONS, WE CERTAINLY WANT TO FOCUS ON ALL THAT WE CAN DO TO IMPROVE TIME TO HIRE, WHICH HAS BEEN WHAT OUR PAST, UM, GOALS HAVE BEEN.
BUT WE'VE ALSO ENCOMPASSED A LOT OF LARGER, YOU KNOW, WE ENCOMPASSED TRAINING LAST YEAR, AND SO WE'VE, WE'VE DONE THAT, BUT, BUT THE FOCUS WOULD BE HOW, WHAT CAN WE DO AND TAKE A HARD LOOK AT OUR PROCESSES SO THAT WE CAN IMPROVE TIME TO HIRE.
SO WITH THAT, I THINK THAT PRESIDENT ROSS HOLLANDS HAD SOME IDEAS.
SO ONE OF THE THINGS, UH, I WAS HINTING AT, UH, WITH THE HARBOR COMMISSION, UM, WAS THIS IDEA OF RATIFICATION AS OPPOSED TO APPROVAL AND RATIFICATION IS A FORM OF APPROVAL.
UH, IT JUST HAPPENS AFTER THE ACTION.
UM, AND WHAT OCCURRED TO ME IS THAT WE HAVE NEVER, OKAY, MAYBE ONCE IN THE ENTIRE TWO AND A HALF YEARS, I HAVE BEEN ON THE COMMISSION, UH, REJECTED A, UH, BULLETIN.
WE CERTAINLY HAVE OPINIONS ON BULLETINS AND WE EXPRESS THOSE, BUT WE'VE NEVER HELD UP A BULLETIN.
AND WHAT WE'VE DONE IS SIMPLY SAY, NEXT TIME WE'D LIKE TO SEE X, Y, AND Z ON YOUR NEXT ITERATION OF THIS BULLETIN.
UM, SAME THING WITH, UH, UH, LISTS.
WE HAVE NEVER, UH, IN MY TIME ON THE COMMISSION, UH, REJECTED
[01:35:01]
A LIST.UM, SO EACH OF THOSE COULD TAKE UP TO 10 DAYS.
SO IF WE HIT THE CYCLE JUST WRONG, UM, WE COULD HOLD UP THE PROCESS BY 10 BUSINESS DAYS.
UM, IF, YOU KNOW, THE BULLETIN'S READY TO GO OUT RIGHT AFTER OUR MEETING.
UM, AND THEN ON THE, UH, FLIP SIDE OF THAT, APPROVING THE LIST TO GO TO THE DEPARTMENT, IF A LIST IS READY RIGHT AFTER ONE OF OUR MEETINGS, WE POTENTIALLY ADDED 20 DAYS FOR SOMETHING THAT WE'RE NEVER GOING TO ACTUALLY STOP EITHER OF THOSE THINGS.
SO ONE OF THE THINGS I TALKED TO CHRISTINA ABOUT WAS THE POSSIBILITY OF ALLOWING HER AND THE DEPARTMENT TO MOVE FORWARD, UM, AND THEN BRING THOSE ITEMS AS THEY APPEAR ON OUR AGENDA CURRENTLY, BUT SIMPLY WITH THE WORD RATIFICATION, UH, AS OPPOSED TO APPROVAL.
AND SO THAT'S WHAT I WANTED GARY'S INPUT ON.
UM, BUT I ALSO WANTED, YOU KNOW, WHETHER THE COMMISSION WAS COMFORTABLE WITH THAT.
IT DOES NOT STOP OUR OVERSIGHT IN ANY WAY.
WE'LL STILL SAY, SEE THE SAME INFORMATION.
WE CAN STILL MAKE THE SAME COMMENTS, WE CAN STILL HAVE THE SAME DISCUSSION.
IT JUST MEANS THAT IF WE WERE TO NOT RATIFY SOMETHING, OBVIOUSLY THAT CAUSES A MUCH MORE OF A, YOU KNOW, HEADACHE FOR EVERYONE INVOLVED.
UM, BUT, UM, HOPEFULLY OUR PATTERN CONTINUES TO BE, YOU KNOW, WHAT IT WAS.
AND JUST TO CLARIFY OUR RATIFICATION, I'M SORRY, YOU WANT TO BASICALLY DELEGATE TO THE EXECUTIVE DIRECTOR TO DO WHAT? AND THEN RAT RATIFICATION AFTERWARDS.
WHAT EXACTLY? SO MOVE FORWARD WITH POSTING A BULLETIN, UH, WITH OUR RATIFICATION AFTER THE FACT AND MOVE FORWARD WITH, UM, PROVIDING A LIST TO DEPARTMENTS WITH OUR RATIFICATION AFTER THE FACT, THE ELIGIBLE LIST.
UM, JUST A QUESTION, 'CAUSE I I'M, I, I WOULD LIKE TO HEAR FROM YOU IS, IS THAT SOMETHING THAT YOU THINK WOULD HELP SPEED UP THE PROCESS? UM, 'CAUSE IT MAKES A LOT OF SENSE TO ME WHAT, UH, A PRESIDENT IS, UH, IS, IS IS KIND OF SUGGESTING OR OUR FRAME UP TO AS A, AS A THOUGHT.
SIMILAR TO WHAT CHRISTINA WAS SAYING ABOUT, UM, YOU KNOW, WAITING FOR THE HARBOR COMMISSION.
THERE MAY HAVE BEEN A TEST THE DAY AFTER.
SO ACTUALLY THERE IS TESTING GOING ON RIGHT NOW.
UM, AND SO THEY'RE GOING TO HAVE TO WAIT, UM, UNTIL THE 17TH, WHICH IS OUR NEXT COMMISSION MEETING, TO, UM, BRING THE EXAM RESULTS.
SO IT'S ALL THOSE EXAM RESULTS, THOSE ARE ALL, THAT'S ALL, THAT'S THEIR BUSINESS.
THAT'S THEIR BREAD AND BUTTER THAT THAT'S HAPPENING.
UM, AND SO WITH EACH EXAM RESULT, THERE'S AN ELIGIBLE LIST CREATED.
THEY, UM, NOT ONLY, UM, BRINGING THAT, BUT THEN, UM, ADMINISTRATION, ADMIN SERVICES, MARIA'S TEAM THEN HAS TO WAIT FOR IT TO BE APPROVED BY THE COMMISSION TO THEN CERTIFY THE LIST OUT TO THE DEPARTMENT.
SO THEN THAT'S ANOTHER STEP THAT HAS TO TAKE PLACE AFTER THAT.
SO IF THERE IS AN ELIGIBLE LIST CREATED, THEN CERTIFICATION CAN TAKE PLACE SOONER THAN, UM, WAITING FOR THE NEXT BOARD MEETING.
AND THEN FOLLOWING THE BOARD MEETING, THERE IS ELIGIBLE LIST.
UM, YOU KNOW, BULLETINS CAN GO UP.
WE, I, YOU KNOW, I WILL BE A STICKLER AND SAY THAT WE STICK TO THE SAME, WE STICK TO EVERY FRIDAY BECAUSE THAT'S MY MARKETING INFORMATION TO CANDIDATES.
YOU KNOW, OUR JOBS CHANGE EVERY FRIDAY, SO I DON'T THINK IT SHOULD BE ALL OVER THE PLACE WHERE THEY'RE ON MULTIPLE DAYS.
BUT CANDIDATES CAN KNOW EVERY FRIDAY I'M GONNA SEE A NEW SET OF JOBS.
SO THAT MEANS IN THOSE TWO WEEKS THAT WE ARE NOT MEETING BULLETINS COULD BE GOING UP, UM, IN THOSE TWO WEEKS AND THEN THEY COME TO COMMISSION FOR RATIFICATION.
SO ABSOLUTELY, IT COULD, UM, THEIR WORK WOULD BE UNINTERRUPTED.
UM, AND THEY'RE NOT TRYING TO TARGET FOR A COMMISSION DATE.
OR IF SOMETIMES IN THE RARE OCCASIONS WHERE IT'S, YOU KNOW, THREE WEEKS TO A COMMISSION MEETING, THEN WE'RE HOLDING SOMETHING UP FOR, FOR THREE WEEKS.
[01:40:02]
SO IT DEFINITELY COULD BE ADVANTAGE TO IT.SO THE, THE THREE WEEK PROCESS REALLY ONLY HAPPENS DURING THE HOLIDAYS.
UM, I THINK I'M COMFORTABLE WITH THE LISTS.
UM, RATIFYING THE LIST THAT THE BULLETINS, WE SEEM TO HAVE SOME COMMENTS AND THINGS, UM, OFTEN ENOUGH, YOU KNOW, WE DON'T HOLD THEM UP, BUT CERTAINLY WE HAVE FEEDBACK ON THEM OFTEN ENOUGH, UM, TO KEEP THE WAY IT IS.
AND, AND BASED ON WHAT YOU JUST SAID, WE'RE ON A SCHEDULE WITH THAT ANYWAY.
AND SO WE'RE NOT NECESSARILY WAITING, UH, TWO WEEKS, WE'RE WAITING JUST ONE WEEK FROM, YOU KNOW, BECAUSE THERE'S JUST ONE OFF WEEK WHERE WE DON'T MEET.
AND WHEN NECESSARY, WE DEFINITELY HAVE MET, UH, BACK TO BACK WEEKS TO GET, UH, BUSINESS APPROVED.
AND SO FOR, FOR US, UM, FOR THE COMMISSION TO APPROVE SOMETHING ON AN OFF, OFF WEEK, MEANING NO BUSINESS MEETINGS, CERTAINLY WE HAVE HEARINGS.
UH, IT SEEMS LIKE THAT'S SOMETHING THAT WE CAN EASILY DO OR HAVE EASILY DONE IN THE PAST.
UM, I'M, I'M CURIOUS TO HEAR FROM GARY THOUGH, WHAT, WHAT HIS FEEDBACK IS AND BASED ON OUR CHARTER, WHAT'S POSSIBLE.
YEAH, I WOULD LIKE TO LOOK AT THE, THE, THE RULES FIRST TO MAKE SURE THIS IS SOMETHING THAT YOU CAN DO.
I GUESS MY ONLY CONCERN WOULD BE IF YOU WERE TO POST THE BULLETIN PRIOR TO, UM, THE COMMISSION APPROVING IT, IF THERE'S SOME PUBLIC COMMENT AT THE TIME THAT YOU'RE, UM, REVIEWING IT FOR APPROVAL AND IT'S ALREADY BEEN POSTED AND THERE NEEDS TO BE A CHANGE, HOW WOULD THAT OCCUR? I, I DON'T, IT WOULD BE, WELL, ANYTHING, IF THERE WAS ANY CONCERN, LET'S SAY BASED ON THE RATIFICATION, PEOPLE COULD STILL COME TO THE COMMISSION MEETING AND HAVE PUBLIC COMMENT AND SAY, I KNOW YOU RATIFIED THIS LIST, BUT I HAVE A PROBLEM WITH THIS.
OR, I KNOW YOU RATIFIED THIS BULLETIN, BUT I HAVE A PROMISE PROBLEM WITH THIS.
AND THEN WE WOULD HAVE TO START, YOU'RE GONNA PULL IT.
BUT IT'S ALREADY BEEN POSTED THOUGH, RIGHT? YEAH.
AND YOU, I MEAN, WE, WE MAKE ADJUSTMENTS NOW WE COME AND THAT'S THE OTHER THING.
WE MAKE ADJUSTMENTS NOW AND WE COME BACK TO COMMISSION.
YOU'VE JUST HAD, UM, THE SUPERVISOR, UM, BULLETIN THAT WE ADJUSTED AND WE BROUGHT IT BACK TO COMMISSION.
WAS THERE A MEETING CON PRIOR? DID YOU MEET BULLETIN? YES, WE DID.
YES, WE DO HAVE A MEET AND CONFER WITH THE BULLETINS WHERE WE MEET WITH THE UNIONS PRIOR TO IT BEING POSTED.
SO WE DON'T EVEN BRING IT TO YOU UNTIL THE UNIONS HAVE, UM, APPROVED THE BULLETIN.
SO I WOULD LIKE TO LOOK AT THE RULES TO MAKE SURE THAT THIS IS SOMETHING WE CAN DO, BUT THAT WOULD BE MY CONCERN IS THAT, YOU KNOW, IF, IF YOU POST IT PRIOR TO YOU APPROVING IT AND THERE NEEDS TO BE A CHANGE DUE TO SOME PUBLIC COMMENT OR SOMETHING YOU, YOU'VE CAUGHT IN THE BULLETIN, IT'S ALREADY BEEN POSTED FOR A WEEK OR TWO.
I, UM, CHRISTINA, I CAN SEE THE UPSIDE FOR, UM, BOTH RECOMMENDATIONS BEING APPROVED.
HOWEVER, I'M LOOKING FOR YOU TO TELL ME WHAT THE DOWNSIDE IS.
YOU, YOU WOULD KNOW BEST OF ALL.
YEAH, I'M IN THINKING ABOUT, UM, CERTAINLY THERE'S NO DOWNSIDE IN THE ELIGIBLE LIST.
YOU ARE, UM, NEVER CHANGING ANY OF THOSE RESULTS.
UM, THE EXAM, YOU WOULD STILL GET THE EXAM RESULTS.
YOU STILL GET TO MAKE THE ASK THE HARD QUESTIONS OF DEPARTMENTS.
YOU STILL SEE THAT INFORMATION.
SO I THINK FOR YOU, THAT IS JUST A TOUCH POINT TO BE ABLE TO SEE HOW OUR WORK IS PROGRESSING.
SO IT'S A GOOD THING, IT'S A GOOD INFORMATIONAL PIECE FOR YOU, BUT IN TERMS OF LETTING A DEPARTMENT MOVE FORWARD WITH, UM, YOU KNOW, MINIMIZING THAT TIME THAT, UH, FROM APPLICATION TO CONTACT BY A DEPARTMENT IS WHAT WE WANT.
SO NO DOWNSIDE FOR THAT, FOR THE ELIGIBLE LIST.
UM, WE DON'T, IN, IN TERMS OF THE BULLETINS, WE, UM, WE, I THINK THE MORE QUESTIONS COME FROM THE COMMISSION.
WE, WE'VE ALREADY MET WITH THE UNION.
UM, AND SO IF THERE ARE CONCERNS FROM EMPLOYEES, THEY GO THROUGH THEIR UNION.
SO YOU DON'T EVER, I THINK, SEE ANY COMMENTS HERE FROM THE PUBLIC ABOUT BULLETINS OR CONCERNS ABOUT BULLETINS.
UM, SO THAT WOULD BE THE ONLY THING THAT YOU'D HAVE TO START AND STOP IF THERE WAS SOMETHING DID COME UP, THAT WOULD BE THE DOWNSIDE.
[01:45:01]
AND, AND STARTING IT BACK UP.I, MY SECOND, UH, QUESTION REGARDING THE BULLETIN WOULD BE, UM, YOU'RE PRE-APPROVED TO POST BULLETINS WHEN IT'S POSTED, IT COMES BEFORE THE COMMISSION, UH, JOANN FINDS A GLARING OMISSION AND WE DECIDE WE WANT IT CHANGED.
YOU'VE RECEIVED 15 APPLICATIONS ON THAT POSTED THE MISSTATED BULLETIN.
WHAT DO WE DO WITH THE 15 APPLICATIONS? DO WE CONTINUE WHEN WE UPDATE THE BULLETIN? THEY THEY WOULD STILL BE PROFFERED WITH THE REST.
AND, AND IN FACT, I WOULD IMAGINE WHAT I WOULD DIRECT STAFF TO DO IS COMMUNICATE WITH THOSE 15 APPLICANTS OR HOWEVER MANY, 15, A HUNDRED MM-HMM.
UM, AND IN TERMS OF, UM, WE HAVE LANGUAGE THAT WE USE NOW MM-HMM,
SO THAT WAS ONE OF MY PET PEEVES IS THAT, UM, OKAY, WE SAY THERE'S GONNA BE A WRITTEN AND, AND IN, IN OUR PROFESSION, IN THE HR PROFESSION, YOU'RE USING THESE ASSESSMENT TOOLS TO WEEDED DOWN THE VOLUME, SEEING WHO'S QUALIFIED.
SO CAN WE DOWN VOLUME, WE SAY THERE'S GONNA BE A WRITTEN EXAM AND THERE ARE FIVE CANDIDATES.
THERE IS NO REASON TO DO A WRITTEN EXAM FOR FIVE CANDIDATES.
UM, IF THEY MEET THEM IN QUALIFICATIONS, SEND THOSE FIVE CANDIDATES THROUGH.
SO WE HAVE THAT OPPORTUNITY EVERY TIME BASED ON OUR, BASED ON OUR APPLICANT POOL TO MAKE MODIFICATIONS TO, UM, ASSESSMENT TOOLS.
SO THAT IS ALREADY THERE AND THAT IS LANG, THAT'S LANGUAGE THERE.
SO I, I THINK THAT THAT LANGUAGE COULD ALSO BE USED TO MAKE ANY ADJUSTMENTS.
BUT THE COMMISSION MAY HAVE SEEN, UM, IN TERMS OF, I DON'T KNOW, I DON'T KNOW WHAT YOUR QUESTION, YOUR QUESTIONS HAVE TYPICALLY NOT BEEN ABOUT ASSESSMENT.
HELP ME REMEMBER WHAT MAYBE YOUR QUESTIONS HAVE BEEN ABOUT BULLETINS.
I KNOW IN THE PAST, FOR EXAMPLE, WHEN COMMISSIONER ARIS WAS ON THE COMMISSION, SHE WOULD SOMETIMES QUESTION WHETHER SOMETHING SHOULD BE A DESIRABLE OR, OR A MINIMUM REQUIREMENT, IF I RECALL CORRECTLY.
SO AS AN EXAMPLE, YEAH, IT SEEMS LIKE IT WOULD BE A MUCH BIGGER INCONVENIENCE.
AND I, I WOULDN'T WANT THE, TO DISCOURAGE THE COMMISSION FROM MAKING ANY CHANGES THAT ARE DEEMED NECESSARY BECAUSE OF WHAT IT WOULD CAUSE TO PULL, TO PULL A BULLETIN.
AND SO THE, THE EXAMINATION RESULTS FANTASTIC.
THE BULLETIN, AGAIN, WE ARE VERY GOOD AT MEETING EVERY WEEK IF WE NEED TO, UM, MOVE SOME BUSINESS FORWARD.
WE'VE DONE THAT PLENTY OF TIMES IN THE PAST.
THESE BULLETINS ARE ON SCHEDULE, ON A SCHEDULE.
UM, AND SO IT, IT, IT SEEMS PRUDENT TO HAVE THE BULLETINS GO THROUGH THE COMMISSION FIRST BEFORE POSTING BECAUSE OF WHAT MAY HAPPEN IF WE NEED TO PULL, EVEN THOUGH THAT MAY NOT BE NECESSARY, BUT WE HAVE SEEN WHAT IT'S LIKE TO HAVE TO DO SOMETHING THAT HASN'T HAPPENED IN, YOU KNOW, 50 YEARS.
UH, IT CREATES MORE TROUBLE, UM, THAN JUST HAVING THE PROCESS BE WHAT IT IS.
WE CAN FIND OTHER WAYS TO SAVE ON THAT, TO SAVE, YOU KNOW, THE, THE DAYS, IT'S NOT REALLY 14 DAYS, IT'S MORE LIKE SEVEN DAYS.
UM, IF THAT, AND IF WE NEED TO AGAIN, PUSH SOMETHING FORWARD SOONER, THEN WE CAN DO THAT.
UM, MY OTHER QUESTION IS ON THE, THE PROTESTS THAT WE HAVE ON, ON, ON EXAMS, HOW DOES THAT WORK IF WE'RE RATIFYING? SO WE, WE DO NOT BRING YOU ANY EXAM RESULTS, UM, UNTIL ANY PROTESTS HAVE GONE FORWARD.
SO THEY WOULD NOT, THAT THAT PROCESS IS NOT COMPLETE.
YOU WOULD STILL, WE WOULD STILL HAVE TO COME TO THE COMMISSION TO REVIEW EXAM RESULTS.
UM, BUT AS IT IS NOW, THOSE RE THOSE THAT JUST IS NOT DONE.
BUT THAT PROCESS IS NOT COMPLETED UNTIL WE'VE GONE THROUGH ANY PROTESTS.
SO ONCE WE'VE GONE THROUGH ALL THOSE PROCESSES, THEN THAT'S WHEN WE SAY, OKAY, THIS IS, WE'VE, WE NOW HAVE EXAM RESULTS.
[01:50:01]
GOOD.TO CLARIFY FOR THE RECORD, YEAH, IT'D STILL COME THROUGH YOU.
THE PROTEST WOULD STILL COME THROUGH YOU.
SO IT SOUNDS LIKE THERE'S FAIRLY UNANIMOUS CONSENSUS ON, UM, THE, UH, ELIGIBLE LIST MOVING FORWARD ON A RATIFICATION BASIS.
SO, UM, GARY, IF YOU DETERMINE WE CAN DO THAT WITHIN OUR CURRENT ROLES, UM, PERHAPS AS PRESIDENT OF THE COMMISSION, I COULD SIMPLY EMPOWER CHRISTINA TO AGENDIZE IT AS SUCH, GOING FORWARD FOR THE ELIGIBLE LIST, IF WE DO NEED TO ADJUST A RULE, UM, I WOULD LIKE TO SEE THAT, UM, ADJUSTMENT, UM, AS AN AGENDA ITEM SOONER RATHER THAN LATER.
UM, AND THEN I WOULD STILL LIKE TO CONSIDER, UM, AND MAYBE WE CAN DO THIS AS A SEPARATE CONVERSATION AT SOME POINT, UM, THE BULLETINS, I THINK WE'RE VERY MUCH, AND I'M TRYING NOT TO USE A VIOLENT METAPHOR, BUT I WILL USE ONE UNDER THE GUN, UM, THIS YEAR.
AND I THINK ANYTHING WE CAN DO TO CHOP OFF ANY AMOUNT OF TIME FROM OUR, UM, FROM THE DAY THE DEPARTMENT ISSUES A REQUISITION TO THE DAY THERE'S A PERSON IN THAT SEAT, WE SHOULD DO IT.
UM, IF WE CAN, YOU KNOW, AND, AND, AND I, I UNDERSTAND THE RARE, RARE EVENT MIGHT HAPPEN AND YOU KNOW, THERE'S SOME WORK TO REVERSE IT, BUT IT SOUNDS LIKE, UM, UPDATING CANDIDATES WHEN A BULLETIN HAS BEEN UPDATED AS A POSSIBILITY.
UM, AND SO THERE WOULD BE A PROCESS IN PLACE.
AND I TEND NOT TO LIKE, TO SET RULES BASED ON THE RARE INCIDENT, BUT THE COMMON INCIDENT.
UM, SO, UM, BUT I DON'T THINK THERE'S A UNANIMOUS CONSENSUS FOR THAT.
SO I'M NOT SUGGESTING WE MOVE FORWARD UNTIL WE HAVE ANOTHER CONVERSATION.
AND, AND MAYBE FOR GARY, IN LOOKING AT THE CONSENT CALENDAR, UM, IT'S SIMILAR TO RECEIVING AND FILING RETIREMENTS, DISABILITY RETIREMENTS, THAT ACT, THOSE ACTIONS HAVE ALREADY TAKEN PLACE.
WE'RE NOT, WE CAN'T STOP THOSE.
UM, ALL THE, SO I, I'M LOOKING AT RECOMMENDATION TO RECEIVE AND FILE RETIREMENTS, DISABILITY RETIREMENTS, UH, RESIGNATIONS TRANSFERS, THOSE ARE ALL THINGS THAT HAVE ALREADY HAPPENED.
UM, AND SO, AND THEN THE FIRST ONE IS APPROVE EXAM RESULTS.
AND SO THAT'S ALL IN THE CONSENT CALENDAR.
I THINK FOR SOME, I THINK FOR SOME OF THE EXAMPLES YOU MAY HAVE GIVEN, AND OFF THE TOP OF MY HEAD, I THINK SOME OF THOSE ACTIONS WERE TAKEN BY DEPARTMENTS.
AND SO YOU JUST SIMPLY ARE BASICALLY RATIFYING WHAT THE DEPARTMENT HAS DONE.
BUT THERE SOMETIMES ACTIONS THAT YOU ARE INITIATING THAT, UM, I THINK THIS COMMISSION HAS TO TAKE ACTION ON, FOR EXAMPLE, UM, THE BULLETINS FOR EXAMPLE, THAT'S COMING FROM THE COMMISSION ITSELF.
IT'S NOT COMING FROM A DIFFERENT DEPARTMENT.
UM, AND SO THERE MAY BE A WAY TO DELEGATE THAT AUTHORITY, YOU KNOW, SO THAT YOU CAN POST IT WITHOUT THE COMMISSION, UM, FOR APPROVING IT.
BUT IT'S, IT'S ACTION THAT YOU'RE TAKING.
IT'S NOT COMING FROM ANOTHER DEPARTMENT THAT YOU'RE SIMPLY RATIFYING.
UM, IF THE COMMISSION TRULY WANTS TO MOVE FORWARD WITH THE POSTING OF THE BULLETINS AND THE ELIGIBLE ELIGIBILITY LIST BEING, UM, DELEGATED TO YOU, I THINK IT'S SOMETHING THAT CAN BE DONE.
I JUST WANNA MAKE SURE THAT THERE'S THE PROCESS AND, AND HOW YOU DO IT.
UM, 'CAUSE EVEN IF THERE'S A RULE THAT SAYS YOU CAN'T, YOU STILL HAVE SECTION ONE 15 OF YOUR CIVIL SERVICE RULES, WHICH ALLOWS YOU TO MAKE EXCEPTIONS TO YOUR RULES.
AND SO I JUST WANNA MAKE SURE THAT I HAVE THE RIGHT, UM, GUIDANCE FOR YOU IN TERMS OF HOW YOU GET THERE.
I'M NOT SAYING YOU CAN'T DO IT.
AND MY POINT OF TALKING ABOUT THE, THE BULLETINS AND, UM, THE EXAMPLE I GAVE WITH COMMISSIONER ARIAS WHERE, YOU KNOW, YOU DID CHANGE A BULLETIN, UM, WAS TO MAKE SURE THAT THE COMMISSION HAS AS MUCH INFORMATION AS POSSIBLE TO MAKE THE BEST DECISION FOR ALL OF YOU.
SO THAT WAS MY INTENT IN, IN BRINGING THAT ISSUE UP SO THAT YOU MAKE AN INFORMED DECISION.
I, I APPRECIATE, UM, GETTING THAT, THAT GUIDANCE AND FEEDBACK BASED ON OUR, OUR RULES.
UM, BEFORE WE MOVE FORWARD, JUST TO BE SURE THAT WE'RE DOING THINGS CORRECTLY, UH, WHEN IT COMES TO THE BULLETIN, UM, HEARING WHAT, UH, PRESIDENT FROST HOLLAND SAID, I APPRECIATE THE WANTING TO, UH, MAKE THINGS MORE EFFICIENT.
THIS IS WHAT THIS COMMISSION HAS ALWAYS WANTED.
[01:55:01]
I AM HESITANT TO JUST LOP THINGS OFF WITHOUT HAVING A FURTHER UNDERSTANDING OF WHAT OUR RULES ARE, WHAT THE CHARTER IS, AND TO BE SURE THAT WE'RE NOT, WE'RE NOT PUTTING OURSELVES IN A POSITION OF MORE HARM THAN GOOD BY A DECISION.SO, UM, HAVING THAT, WE'VE BEEN DOING THIS FOR SUCH A LONG TIME, UH, I WOULD FEEL MORE COMFORTABLE AGAIN, GETTING YOUR FEEDBACK, GARY, AND REALLY LOOKING AT WHAT IT MEANS TO DO THIS BULLETIN TO RATIFY BULLETIN VERSUS APPROVING THE BULLETIN, THE EXAM RESULTS.
'CAUSE IT SOUNDS LIKE THERE'S NO, NO CONS TO IT.
AND AGAIN, THAT THOSE LIST IN THE FIVE YEARS THAT I'VE BEEN ON THE COMMISSION, WE'VE, WE'VE APPROVED.
SO, UM, THAT'S A NO BRAINER IN IN ELIMINATING SOME DAYS TO, TO OUR PROCESS.
BUT DEFINITELY, UM, I WANNA MAKE SURE THAT WE'RE, WE'RE DOING WHAT WE'VE BEEN, UM, ENTRUSTED TO DO, WHICH IS OUR CIVIL SERVICE, OUR MERIT PROCESS.
I THINK WHEN WE'RE READY TO BRING MAYBE THE BULLETINS BACK AS A AGENDA ITEM, UM, BUT YES, IF WE CAN MOVE FORWARD ON THE BULLETINS AS QUICKLY, OR SORRY, THE ELIGIBLE LISTS AS SOON AS WE CAN REASONABLY, THAT WOULD BE HELPFUL.
I SHOULD HAVE AN OPINION FOR YOU BY NEXT WEEK.
UM, ARE THERE ANYTHING WE CAN, I DO KNOW HARBOR SET AS A GOAL.
ANYTHING ANYONE ELSE HAS, UH, AN INTEREST IN SETTING AS A GOAL? WE DID HEAR FROM HARBOR THE STALE ELIGIBLE LIST AS AN ISSUE.
MAYBE THAT'S SOMETHING TO LOOK INTO AS A GOAL OF ADDRESSING.
I THINK WE HAVE OUR STUDY, RIGHT? SO THE STUDY, UM, WILL, WILL GUIDE US.
SO THAT WILL BE AN IN-DEPTH LOOK AT THINGS.
AND SO I KNOW WE WANT TO REALLY MOVE ON A LOT OF THINGS AND, AND EXPEDITE THE PROCESS.
AND I'M A HUNDRED PERCENT FOR IT.
UM, AGAIN, THIS IS WHAT THIS COMMISSION HAS, HAS WORKED ON SINCE I'VE BEEN ON THIS COMMISSION.
UM, BUT KNOWING THAT WE HAVE PAID GOOD MONEY FOR A STUDY TO, TO SHOW US WHERE, UM, OUR FAULTS ARE AND WHAT AREAS OF IMPROVEMENTS WE HAVE AND WHAT THINGS WE'RE DOING WELL, UM, I'M HESITANT TO START AGAIN, CHOPPING THINGS OFF OR ADDING THINGS ON BECAUSE WE HAVE, UM, SUCH A, A, A DEEP STUDY THAT'S BEING CONDUCTED AT THE MOMENT.
I'D LIKE TO TO WAIT TO SEE THAT.
AND I KNOW THAT NEXT WEEK THERE'S PART OF THE PROCESS THAT'S STARTING, I WOULD LIKE TO BE KEPT ABREAST OF, OF OUR TIMELINE WITH THAT STUDY AND WHEN THINGS WILL, WE'LL GET A FINAL REPORT FROM THAT STUDY.
WELL, I WAS JUST GONNA SHARE THAT WITH YOU.
SO NEXT WEEK WE HAVE, UM, HALF DAY, UM, FOR THE PROCESS MAPPING ON WEDNESDAY WITH, UM, LINE STAFF THAT ARE ACTUALLY DOING THE JOB ON THE VARIOUS DEPARTMENTS.
WE'VE INVITED, UM, A NUMBER OF STAKEHOLDERS.
AND THEN ON THURSDAY, IT'S A NINE TO TWO MEETING, UM, FACILITATED BY THE CONSULTANTS.
NO CIVIL SERVICE MANAGEMENT IS IN THE ROOM, UM, TO ALLOW FOR, UH, OUR STAKEHOLDERS TO SPEAK FREELY WITHOUT US.
AND THEY WILL, UM, HAVE, UM, THE CON CONSULTANTS WILL, I THINK RECAP THE MAP PROCESS MAPPING AND THEN SEEK, UM, ANY RECOMMENDATIONS FOR IMPROVEMENT.
AND SO I THINK ANY NUMBER OF THESE THINGS WOULD MAY COME UP, PERHAPS, I'M SURE THE LENGTH OF THE LIFE OF ELIGIBLE LIST WILL COME UP.
UM, BUT UM, SO THAT'S WHAT THE PROCESS IS.
AND THEN THEY ARE PREPARING A REPORT THAT I BELIEVE SHOULD BE NO MORE THAN 60 DAYS FROM THE TIME OF THE, UM, THEY COLLECT ALL THE DATA.
SO THEN THEY'RE GONNA BE PROVIDING REPORT AND SAID THEY WOULD BE HAPPY TO COME AND MAKE A PRESENTATION TO THE COMMISSION, UM, REGARDING THEIR FINDINGS.
UM, WE, WE, UM, HAVE SHIFTED OUT.
UM, I WILL SAY THAT ORIGINAL, WE WERE TRYING TO DO IT IN DECEMBER, UM, BECAUSE WE WERE TRYING TO MOVE VERY QUICKLY FROM THE TIME THAT WE SECURED THEM, AND WE JUST COULDN'T GET PARTICIPATION, UM, FROM THE, OUR STAKEHOLDERS.
AND I JUST SAID, IT'S NOT WORTH IT TO HAVE, NOT BECAUSE PEOPLE ARE ON VACATION.
UM, IT WAS NOT WORTH IT TO MOVE FORWARD WITH NOT EVERYBODY.
[02:00:01]
SO WE MOVED IT OUT TO JANUARY.SO AT THAT POINT IN DECEMBER, THEY HAD SAID WE WOULD HAVE A LIST, WE WOULD HAVE A REPORT AT THE END OF JANUARY.
SO THAT'S WHY I'M THINKING NOW THEY'RE GONNA DO, THEY'RE DOING THE WORK IN JANUARY, WE SHOULD SEE SOMETHING AT THE END OF FEBRUARY.
I WOULD, I WOULD HOPE COMMISSIONER GORDON PETERSON, I FEEL, UM, I KIND OF FEEL LIKE, UH, AND I'M JUST GONNA SPEAK ABOUT MYSELF.
I FEEL LIKE MY BACK IS UP AGAINST A WALL.
UM, WE HEARD OUR MAYOR, UH, MAKING MOVES, UM, WITH INTENTIONS FOR NOVEMBER.
AND A LOT OF IT IS BASED ON INFORMATION THAT HE'S RECEIVING.
AND SO TODAY SOMETHING WAS SET AT THE PODIUM THAT STRUCK ME AS KIND OF ODD AND IT MADE ME WONDER IF WE'RE HAVING, UM, SOMETIMES COMMUNICATION.
IT, IT, IT REALLY HAS TO BE HONEST AND DIRECT COMMUNICATION.
AND WHAT I'M GOING TO IS SO STALE LIST.
UM, I'VE SEEN THE PEOPLE IN YOUR DEPARTMENT, UM, AND I FEEL LIKE I KNOW THE CONTENT OF THEIR WORK.
I'M WONDERING IF DEPARTMENTS ARE REALLY EFFECTIVELY COMMUNICATING WITH CIVIL SERVICE.
AND I SAY THAT BECAUSE OF STILL LIST, IF I AM SEEING SOME, IF YOU'RE SENDING ME A LIST AND ON THAT LIST YOU HAVE 30 WHAT YOU BELIEVE TO BE 30 QUALIFIED CANDIDATES.
AND I INTERVIEW THOSE PEOPLE AND THEY ARE NOT, IN MY OPINION, QUALIFIED.
WHY HAVEN'T WE COME UP WITH THE NEW LIST AND WHY DO WE HAVE STILL LIST? AND THEN WHEN SHE SAID, YOU KNOW, AND SOMETIMES THE LISTS ARE OPEN FOR A YEAR OR A YEAR AND A HALF, HAVE THEY COMMUNICATED BACK TO US THAT THAT REALLY IS THE ISSUE? BECAUSE I THINK IF WE KNOW THAT WE'RE GONNA OPERATE ACCORDINGLY, I, I THINK THERE'S A HUGE DYSFUNCTION WHEN WE TALK ABOUT EFFECTIVE, NOT JUST COMMUNICATION, BUT EFFECTIVE COMMUNICATION WHO IS TELLING US THAT THE LISTS AREN'T EFFECTIVE.
WHEN IS THAT COMMUNICATED? SO, UM, I, I THINK THAT ONE OF OUR GOALS SHOULD BE, UH, NOT JUST TO WAIT UNTIL THE CONSULTANT, BUT WE SHOULD LOOK AT SOME OF THOSE PROCESSES.
I DON'T NEED A CONSULTANT, UH, TO LOOK AT LIST AND SAY, WELL, THE DEPARTMENTS ARE SAYING THE LISTS ARE STILL, I DON'T NEED TO, IF IF THEY ALREADY SAY IT, WHY I DON'T NEED A CONSULTANT TO DO BACKGROUND WORK ON THAT.
I CAN LOOK AT THAT MYSELF AND, AND SEE IF THERE'S A CHANGE I CAN MAKE.
I AM NOT SAYING THAT THAT WASN'T PROPER INFORMATION.
I'M SURE FROM THEIR PERSPECTIVE IT'S CORRECT.
I DON'T KNOW THAT IT'S BEING DISSEMINATED TO, TO SO SERVICE AND TO THAT, I'D LIKE YOU TO TELL ME, IS THIS, IS THIS A CONCERN? AND DO WE HAVE TO KEEP THOSE LISTS OPEN FOR THOSE YEARS? LIKE SHE SAID, AND SHE'S RIGHT, TECHNOLOGY IS RAPIDLY CHANGING.
MY PHONE THAT I HAVE, THAT I BOUGHT SIX MONTHS AGO IS GARBAGE.
YOU, YOU KNOW WHAT I'M SAYING? MM-HMM.
SO I COULD SEE IF WE HAVE A LIST OUT THERE AND WE SAY THESE CANDIDATES ARE QUALIFIED, UM, AND IT'S A LIST FOR TWO YEARS.
MAYBE IF WE UPDATE SOMETHING, THEY'RE NO LONGER QUALIFIED.
SO I DON'T WANNA BELABOR IT, BUT MAYBE YOU CAN HELP ME UNDERSTAND THAT.
SO YES, IT, AND IT IS A, UM, IT'S A DOUBLE-EDGED SWORD, I WILL SAY.
SO OUR RULES PROVIDE THE LENGTH OF THE LIST AND THE EXTENSION OF THE LIST.
SO THE RULE STATES THAT, UM, THE A, UM, A LIST WILL BE AN, AN OPEN COMPETITIVE LIST WILL BE GOOD FOR ONE YEAR AND CAN BE EXTENDED UP TO THREE YEARS.
UM, UM, NON-COMPETITIVE EXAMS ARE SIX MONTHS.
SO THOSE ARE THE ONES WHERE YOU'RE SEEING JUST THE, THE CONTINUOUS LIST COME TO YOU.
THOSE ARE, UM, THOSE ARE SIX MONTHS.
UM, A PROMOTIONAL LIST IS AUTOMATICALLY GOOD FOR TWO YEARS.
SO THOSE ARE ALL THINGS THAT THE LIST THAT ARE DEFINED IN THE RULES.
SO THAT'S ABOUT THE LIFE OF THE LIST.
THE OTHER THING IS THE UTILIZATION.
IT SAYS CANDIDATES WILL BE GIVEN TWO OPPORTUNITIES AT A POSITION.
SO WE, I STAFF WILL SAY, WELL, DID YOU, DID YOU INTERVIEW THEM AGAIN? AND MANY TIMES DEPARTMENTS WILL SAY, I INTERVIEWED 'EM ONCE AND I'M NOT GONNA, I'M NOT GONNA HIRE 'EM.
WHY, WHY ARE YOU MAKING ME DO IT AGAIN? UM, WHAT WE WILL SAY IS, YOU KNOW, CANDIDATES HAVE DEVELOPED MORE SKILLS OVER, OVER A TIME.
YOU KNOW, THEY, UM, THEY'RE, THEY'RE GROWING AS FROM
[02:05:01]
THE TIME, THE LAST TIME.SO MAYBE THEY GOT CERTIFIED A YEAR AGO AND THEY WERE INTERVIEWED, NOT SELECTED.
UM, THEY'VE HAD ANOTHER FULL YEAR OF EXPERIENCE.
UM, SO YEAH, MAYBE YOU SHOULD GIVE THEM ANOTHER SHOT.
NOW DO WE EXTEND IT TWO YEARS? BECAUSE THERE'S, YOU KNOW, BECAUSE THEY'RE STILL ON THE LIST BECAUSE YOU WILL HEAR STAFF, WE TALK ABOUT POLLING LISTS.
ARE YOU STILL INTERESTED? SOMETIMES WE GET PEOPLE BACK AND SAY THAT YES, THEY'RE INTERESTED.
THIS IS A VERY, VERY DIFFERENT MARKET.
IN MY 30 YEARS OF DOING THIS WORK, I HAVE NEVER SEEN A MARKET LIKE THIS.
UM, AND IT'S, AND AGAIN, AS I'VE TOLD THE CITY MANAGER, WE ARE NOT UNIQUE IN THIS SITUATION WHERE PEOPLE ARE, UM, THEY'RE NOT SHOWING FOR INTERVIEWS.
SO THEY MAY, THEY MAY SAY TO US, WE'RE INTERESTED.
THEY'RE, YOU KNOW, WE MAY POLL THEM AND THEY MAY SAY, YES, I'M INTERESTED, BUT THEN THEY MAY GET INVITED TO AN INTERVIEW IN A DEPARTMENT AND THEY DON'T SHOW.
SO, YOU KNOW, BY THE VIRTUE OF US SAYING THEY ARE INTERESTED, WE KEEP 'EM ON THE LIST.
BUT THAT'S WHY WE'RE LOOKING TO DEPARTMENTS TO PUT THOSE DISPOSITIONS IN NEO GOV SO THAT WE CAN SEE IF THEY WERE INVITED, DID THEY NOT SHOW.
AND I CAN TELL YOU WE'VE HAD IT IN OUR DEPARTMENT WHERE IT'S LIKE, HOW DO YOU JUST NOT SHOW FOR AN INTERVIEW, BUT IT'S HAPPENING? UM, THE OTHER THING IS THAT HISTORICALLY THE IDEA OF EXTENDING THE LIST MEANT THAT IT PROVIDED AN OPPORTUNITY FOR CIVIL SERVICE STAFF TO BE WORKING ON OTHER THINGS.
BECAUSE YOU DIDN'T HAVE TO DO, YOU DIDN'T, YOU DIDN'T HAVE TO, YOU KNOW, YOU HAD A LIST.
AND SO IN THE CA IN CASE OF AN EMERGENCY, THERE, THERE WAS, THERE WERE PEOPLE TO GO TO.
THE CHALLENGE IN TODAY'S MARKET IS THAT IF WE EXTEND, I'M NOT SURE THOSE PEOPLE ARE STILL THERE IN YEAR TWO, AND CERTAINLY NOT IN YEAR THREE.
NOW I'VE ALSO SEEN, BECAUSE I SIGN EVERY HR ONE FOR HIRING OF CLASSIFIED EMPLOYEES, AND MY STAFF HAS THE, PUTS THE INFORMATION BECAUSE THEY VERIFY THAT THEY'RE COMING FROM A LIST.
AND SO MY STAFF WILL WRITE THE DATE OF THE, OF WHICH LIST THEY CAME OFF OF.
IN THE MORE ENTRY LEVEL POSITIONS.
PEOPLE HAVE BEEN ON LISTS FOR A LONG TIME.
'CAUSE THEY JUST WANT AN ENTRY INTO THE CITY, RIGHT? SO WHEN WE WERE LOOKING AT THOSE REFUSE, WHEN WE WERE HIRING THE REFUSE OPERATORS, THERE WERE SOME OF THOSE REFUSE OPERATORS THAT HAD BEEN ON A LIST FOR TWO YEARS THAT FINALLY GOT HIRED.
UM, SO ENTRY LEVEL, I'M WILLING TO STAY ON A LIST FOREVER.
I, MY MOTHER-IN-LAW WAS A POSTAL CARRIER.
SHE GOT, SHE GOT HIRED THREE YEARS AFTER BEING ON A LIST.
SHE FORGOT SHE EVEN APPLIED, SHE TOLD ME.
AND IT'S THAT IDEA OF THAT ENTRY LEVEL POSITION.
YEAH, I WOULD LOVE AN OPPORTUNITY IF THAT OPPORTUNITY COMES UP.
HIGHER LEVEL POSITIONS, THEY'RE NOT THERE, THEY'RE GONE, THEY'VE MOVED ON TO SOMETHING ELSE.
UM, WILL THEY COME BACK? IS THERE AN OPPORTUNITY TO COME BACK? SURE.
BUT I THINK WE HAVE TO WEIGH THAT.
SO I'M SAYING THE HIGHER LEVEL POSITION, THEY MAY HAVE GOTTEN ANOTHER JOB SOMEPLACE ELSE.
IF WE WERE TO CALL 'EM, THEY MAY SAY, OH, BUT I STILL WANNA WORK AT LONG BEACH.
BUT WE HAVE TO WEIGH THAT WITH THE INFORMATION FROM OUR STAKEHOLDERS AS WELL, THAT WE NEED TO REPLENISH AND WE NEED FRESH LISTS OF CANDIDATES BECAUSE THE, THE, THE WINDOW OF INTEREST IS SMALL
AND SO THAT CANDIDATE, MAYBE THAT WASN'T ON THE LIST OR THAT WAS ON THE LIST AND WE KILLED THE LIST, BUT THEY WOULD'VE COME BACK.
THERE'S STILL GONNA BE AN OPPORTUNITY FOR THEM TO REJOIN THE LIST, UM, AND THEY CAN ADD THE NEW INFORMATION THAT THEY HAVE.
SO THAT'S WHY I SAY IT'S A FINE LINE OF WHEN WE JUST EXTEND A LIST, WE DON'T ALLOW NEW PEOPLE TO COME ON THE LIST.
IT'S JUST THOSE PEOPLE THAT WERE THERE.
NOW, THAT'S WHY YOU SEE AS WELL, THE LIST NUMBER SIX AND SEVEN AND ALL THOSE NUMBERED LISTS, THAT MEANS WE'RE ADDING NAMES TO EXISTING LISTS.
SO THAT GIVES THAT OPPORTUNITY TO RE REFRESH PEOPLE.
[02:10:02]
IT'S, IT SEEMS TO ME KIND OF CHALLENGING TO MANAGE, BUT STAFF IS MANAGING THOSE MULTIPLE LISTS.BUT I WOULD SAY, DO WE NEED TO, IN MY OPINION, DO WE NEED TO EXTEND SOMETHING TO THE FULL MAXIMUM OF THREE YEARS THAT THE RULES ALLOW? NOT IN THIS MARKET.
I NOT, IF WE'RE NOT GONNA ALLOW NEW PEOPLE ONTO THE LIST, THOSE PEOPLE THAT WERE INTERESTED THREE YEARS AGO ARE IN A VERY DIFFERENT PLACE.
SO IT IS, UM, YOU KNOW, APPRECIATING WHAT OUR LISTS OFFER, WHAT OUR RULES, THE OPPORTUNITIES THEY OFFER.
WE DON'T HAVE TO GO TO THE FULL EXTENT THAT THEY OFFER US TO EXTEND.
UM, WHEN WE LOOK AT, AT POLICE CANDIDATES, UM, WE, WE WORK VERY CLOSELY WITH POLICE AND FIRE.
UM, YOU KNOW, THERE ARE, UM, THERE'S NEW INTEREST ALL THE TIME.
SO WE HAVE TO KEEP THOSE LISTS FRESH.
WE HAVE TO BE ABLE TO OPEN UP AS THEY'RE RECRUITING AND BRINGING PEOPLE IN.
SO, UM, IT'S A, IT'S A FINE LINE, BUT I DO THINK THAT THE IDEA OF, WELL, LET'S HAVE THAT LIST.
'CAUSE STAFF WON'T HAVE TO DO THAT AGAIN.
YOU KNOW, IF, IF A VACANCY CAME UP IN THE NEXT YEAR, I THINK OUR, OUR PROCESSES ARE BECOMING MORE STREAMLINED THAT, UM, WE CAN, WE CAN DO THAT.
I KNOW STAFF WOULD PROBABLY HAVE A HARD TIME WITH ME SAYING THAT, BUT, BUT WE CAN, UM, WE CAN DO A NEW, A NEW EXAM PROCESS CERTAINLY INSIDE OF TWO YEARS.
THAT IS, IT'S JUST THE MARKET DOESN'T LEND ITSELF TO THAT.
SO HAS HARBOR COMMUNICATED TO YOU THOUGH, THAT THEY'RE HAVING A PROBLEM WITH THE LIST? THAT THEY FEEL THAT THEY'RE OUTDATED? YOU KNOW, THE INFORMATION THAT SHE SHARED TODAY? YES.
HAVE THEY SHARED THAT? I'M SURE THEY HAVE.
AND I, AND I KNOW THEY'RE NOT THE ONLY DEPARTMENT.
IT IS SOMETHING THAT I DO THAT I DO HEAR FROM DEPARTMENTS.
AND SO THAT IS SOMETHING THAT WE, UM, ARE LOOKING AT IN OUR, IN MANAGING THOSE ELIGIBLE LISTS.
SHOULD THAT BE SOMETHING ON OUR, ON OUR GOAL LIST? ABSOLUTELY.
AND AGAIN, IT'S, IT'S HOW WE INTERNALLY ARE LOOKING AT THAT.
AND AGAIN, THE, UM, THE, THE OTHER SIDE, UH, YOU KNOW, STAFF WILL SAY TO ME THAT, YOU KNOW, WELL, THESE PEOPLE HAVE, YOU KNOW, TOOK THE TIME TO GET ON THE LIST AND, YOU KNOW, UM, THEY'RE STILL INTERESTED.
SOME ARE STILL INTERESTED, BUT SOME ARE NOT.
AND SO WE DO HAVE TO WEIGH THAT.
SO I MEAN, COMING FROM A PUBLIC AGENCY THAT DOES THINGS VERY DIFFERENTLY.
IF WE HAVE A FAILED SEARCH, EVERYONE WHO APPLIED IN THAT FAILED SEARCH IS GONE.
SO WE DON'T EVEN, UM, KEEP THAT APPLICANT POOL.
UM, AND THEN THE NEXT SEARCH COMES AROUND AND EVERYONE HAS TO REAPPLY OR IF THEY WANT TO BE IN THAT NEXT SEARCH.
UM, WHICH I'M NOT SUGGESTING IS OUR PATH, UH, FOR THE CITY, BUT I DO KNOW THAT IT IS A COMMON PRACTICE AND OTHER PUBLIC AGENCIES WHO ARE DEALING WITH THE DIFFERENT CLIMATE WHERE INTEREST IN THREE MONTHS FROM NOW IS VERY DIFFERENT THAN WHAT IT WAS THREE MONTHS AGO.
UM, WELL, ONCE, ONCE AN ELIGIBLE LIST EXPIRES, THEY'RE GONE.
SO IT COULD BE SIX MONTHS, A YEAR THEY ARE GONE.
WHEN WOULD THIS BE SOMETHING THAT WE COULD CONSIDER AS A RULE CHANGE OR WOULD NEED TO BE A RULE CHANGE? TO ME, IF A, IF SOMEONE IS INVITED TO AN INTERVIEW AND IS A NO SHOW, UH, THAT SHOULD REMOVE THEM FROM THE LIST.
UM, I DON'T KNOW IF THAT IS OUR PRACTICE OR SOMETHING THAT COULD BECOME OUR PRACTICE.
IT, IT IS, WELL, IT, IT COUNTS AGAINST THEIR OPPORTUNITY, THE TWO TIME OPPORTUNITY.
SO IT, IT SHOULD, UM, THE ACT OF ACTUALLY, YOU ACTUALLY REMOVE SOMEONE FROM A LIST A COUPLE OF WEEKS AGO.
THAT WAS BASED ON, UM, ON DISCIPLINE.
BUT, UM, I THINK THERE'S THAT PIECE OF HAVING MORE DATA INPUT BY THE DEPARTMENTS WOULD MAKE MANAGING THE LISTS A LOT MORE EFFICIENT.
SO WE ARE WORKING WITH DEPARTMENTS TO SAY, LOOK, YOU'RE TELLING US THAT THIS LIST IS STALE.
YOU'RE TELLING US THAT YOU NEED A NEW LIST.
PLEASE PUT THE DISPOSITIONS IN THE, IN NEO GOV SO THAT WE CAN THEN, UM, USE THAT DATA TO SAY, OKAY, YOU'VE, YOU'VE DONE YOUR DUE
[02:15:01]
DILIGENCE, YOU'VE TRIED TO REACH OUT TO PEOPLE A COUPLE OF TIMES.UM, ONE OF THE THINGS WE'RE HELPING THEM AS WELL IS WITH HOW THEY REACH OUT TO CANDIDATES.
AND SO DEPARTMENTS ARE, UM, ARE REACHING OUT TO CANDIDATES AND SAYING, IF YOU'RE INTERESTED IN THIS JOB, SEND US A RESUME AND A, UM, AND ANSWER THESE QUESTIONS.
AND WHAT WE'RE SAYING IS, OF COURSE THEY'RE INTERESTED, THEY'RE ON THE ELIGIBLE LIST, SO WHY DON'T YOU JUST INVITE 'EM TO AN INTERVIEW
AND WHAT WE'RE FINDING IS ONCE WE HAVE, IT CAME ABOUT AS A RESULT OF THEM SAYING, OH, WELL WE'VE GONE THROUGH THE LIST.
WELL, OKAY, WELL HOW DID YOU GO THROUGH THE LIST AND WHAT DID YOU SAY TO THE CANDIDATES? AND WHEN WE FIND THOSE OUT, THEN WE'RE LIKE, NO, NO, NO, NO.
SOME, SOME OF THE, UM, MEETINGS THAT I'VE BEEN ON, I'VE ACTUALLY SAID, YOU KNOW, THERE IS, THERE IS FATIGUE WITH THE ONLINE INTERVIEWING, THERE'S FATIGUE AND PEOPLE JUST DON'T WANNA DO IT.
WHY DON'T YOU TRY INVITING SOMEONE TO AN INTERVIEW? JUST, YOU KNOW, THE OLD, THE OLD WAY
AND SO FEEDBACK FROM THAT PARTICULAR DEPARTMENT WAS, OH MY GOSH, IT WAS AMAZING.
PEOPLE CAME,
OR EVEN, EVEN NOT EVEN COMING IN LIVE, BUT HAVING A LIVE TEAMS MEETING, YOU KNOW, WHERE YOU'RE GETTING TO INTERVIEW LIVE REAL TIME, UM, OVER VIDEO.
SO WE'RE JUST TRYING TO HELP THEM AND, AND ASKING THE QUESTION WHEN THEY SAY, WE HAVE, YOU KNOW, THERE WAS NOBODY, OKAY, WELL, TELL US HOW YOU DID THAT.
BUT AGAIN, WE DON'T HAVE THE AUTHORITY.
AND SO THAT'S WHY I'VE HAD DISCUSSIONS WITH JOANNE BINI TO SAY, YOU KNOW, WE NEED TO WORK TOGETHER TO, WITH THIS, TO HELP DEPARTMENTS HAVE A BETTER PROCESS IN THAT STEP NUMBER THREE OF FOUR THAT I TALKED ABOUT.
SO CHRISTINA, UM, AND, AND YOU KNOW, REALLY, PLEASE, PLEASE EXCUSE MY IGNORANCE OF THE PROCESS, BUT IT SOUNDS LIKE TO ME THAT FROM OUR OWN PROCESSES, WE'VE CREATED FIEFDOMS. SO WE HAVE DEPARTMENTS DOING SCHEDULING THEIR INTERVIEWS.
THEY'RE, THEY'RE SCHEDULING THE INTERVIEW.
THEY DETERMINE, UM, WHETHER THEY'RE GOING TO INTERVIEW VIA, UH, MEDIA OR IF THE PERSON'S GONNA COME IN.
UM, SO, SO THAT'S FOR DEPARTMENT ONE, DEPARTMENT TWO MAY ONLY WANT TO DO IN PERSON INTER IS THAT WHAT I'M HEARING? SO WE HAVE ALL THESE FIEFDOMS INSTEAD OF ONE LOCATION THAT SETS THE INTERVIEW SO THAT WE KNOW EXACTLY WHERE EVERYTHING IS YOU ARE DEALING.
SEE, I DIDN'T UNDERSTAND THIS BEFORE, BUT NOW I SEE YOU'RE DEALING WITH AN OCTOPUS WITH ALL THESE TENTACLES, AND EACH ONE OF THEM IS GOING IN A DIFFERENT DIRECTION.
SO THIS IS WHERE I'M GOING THOUGH.
I'M, I'M, I'M, I HAVE AN ISSUE WITH THIS.
SO WHEN, WHEN OUR PRESIDENT SAYS, WHY CAN'T WE TAKE THE PERSON'S NAME OFF THE LIST, I HEAR YOUR HESITANCY.
AND THAT'S BECAUSE YOU REALLY DON'T KNOW IF WE HAVE PROPERLY REACHED OUT TO THIS PERSON.
AND IF THIS PERSON WAS TRULY A NO-SHOW, THIS IS A QUAGMIRE OF CRAP.
THIS IS WHAT WE WERE, THIS IS WHAT, WHAT, UM, WE WERE TALKING ABOUT HAVING MORE INFORMATION ON OUR AGENDA.
SO WHEN WE SEE ZERO APPLICANTS HIRED, IT LOOKS LIKE THEY'RE NOT HIRING.
NOW, THEY MAY NOT BE, BUT THEY ALSO MAY BE IN THE PROCESS ALREADY.
AND SO GIVING US MORE INFORMATION HELPS US UNDERSTAND, YOU KNOW, THE, WHAT THAT TENTACLE IS DOING.
BUT, BUT LISTEN TO WHAT SHE'S SAYING.
EACH DEPARTMENT CAN DETERMINE WHAT THEIR PROCESS IS.
SO WE HAVE A, IF, IF I'M READING THIS RIGHT, AND I COULD BE JUST SAYING IT INCORRECTLY, AND YOU CORRECT ME IF, IF, IF I'M MAKING AN IGNORANT STATEMENT, I DON'T WANNA DO THAT.
BUT IF I'M HEARING IT CORRECTLY, EACH DEPARTMENT IN THE CITY CAN DETERMINE HOW THEY'RE GOING TO HIRE.
AND THE ONLY WAY THAT, YOU KNOW, IF THEY'RE DOING WHAT THEY'RE SUPPOSED TO DO, IS IF AT THE END OF THE DAY, YOU GET SOMEONE IN THE HOPPER THAT'S GOING THROUGH THE PROCESS.
[02:20:01]
WHERE IS THE FAIRNESS AND EQUITY IN THAT? IF EVERY DEPARTMENT CAN DETERMINE HOW THEY'RE GOING TO INTERVIEW, AND IF WE'RE NOT GETTING THE ACCURATE FEEDBACK, THEY'RE NOT USING NEO GOV, SHE'S MADE IT CLEAR THAT THEY'RE NOT PUTTING THE INFORMATION IN.WHY WOULDN'T YOU PUT THE INFORMATION IN NEO GOV, JOANNE? OH, RIGHT.
WE WE'RE ON THE SAME PAGE WITH THAT.
UM, AND UNDERSTANDING WHERE EVERYONE IS.
AND SO IN UNDERSTANDING OUR PROCESS REQUIRES UNDERSTANDING THE PROCESS OF EACH OF OUR STAKE HOLDING STAKEHOLDER DEPARTMENTS.
AND UM, SO WHEN, WHEN I'M LISTENING TO ALL OF THIS, AND, UH, COMMISSIONER GORDON PETERSON WILL KNOW, I WILL PUT ON MY GOVERNANCE HAT AND THINK THE, THE BIG PICTURE NOW, TWO YEARS AGO, RIGHT? THERE COULD POTENTIALLY BE A LIST THAT'S TWO YEARS OLD BECAUSE WE HAVE UP TO A THREE YEAR, UM, LIMIT ON THAT.
NOW, TWO YEARS AGO, WE WERE STILL IN THE THICK OF THE PANDEMIC.
NOW SINCE THEN, AND WE'VE BEEN TALKING ABOUT THIS FOR A LITTLE WHILE, UM, HOW THE, THE, THE MARKET TRENDS ARE CHANGING IN TERMS OF, IN TERMS OF THE APPLICANTS.
SO HOPEFULLY, YOU KNOW, IN HINDSIGHT, BUT HOPEFULLY WE ARE, UH, SEEING MORE OF THE PANDEMIC IN THE REAR VIEW MIRROR THAN, THAN WE SEE MOVING FORWARD.
AND SO WHAT, ONE, I FIND THIS VERY TIMELY TO TAKE A LOOK AT THE BIG PICTURE, TO TAKE A LOOK AT THE GOVERNANCE OF OUR RULES, UM, AND WHAT WE CAN AND CANNOT DO, AND UPDATE THAT.
NOW, THAT'S NOT A NEW COMMENT.
I'VE SAID THAT BEFORE IN, IN THIS, YOU KNOW, PAST AT LEAST TWO YEARS.
UM, AND SO IN LOOKING AT THAT, WHEN WE TALK ABOUT THE EDUCATION, WHAT WE'VE TALKED ABOUT, YOU KNOW, THE NEWER GENERATIONS ARE NOT NECESSARILY OPTING FOR HIGHER EDUCATION.
UH, WHEN WE LOOK AT THE NO SHOWS, YOU KNOW, THIS GHOSTING THING IS, IS BECOMING MORE PREVALENT.
AND SO AS WE LOOK AT THIS MARKET MOVING FORWARD, WHAT CAN WE DO TO MODERNIZE? WHAT CAN WE DO TO MOVE WITH THE CHANGING TRENDS VERSUS TRYING TO CREATE OUR OWN PROCESS THAT DOESN'T ALIGN WITH THE WAY THAT PEOPLE ARE ACTUALLY MOVING ABOUT.
UM, AND SO IT SEEMS CUMBERSOME, BUT I, I, I FIRMLY BELIEVE IN A SOLID FOUNDATION, AND THAT SOLID FOUNDATION IS CREATED WITH INFORMATION SO WE CAN MOVE.
IT'S, IT'S EASY TO JUST ADD OR, OR DELETE THINGS IN OUR PROCESS, BUT REALLY UNDERSTANDING WHAT IS IT THAT WE NEED IS, IS A MUCH BIGGER CONVERSATION.
BUT ONCE WE HAVE THAT, ONCE WE DO OUR DUE DILIGENCE THERE, IT'S, IT'S EASIER MOVING FORWARD VERSUS JUST PIECEMEALING THINGS TOGETHER.
SO ALL OF THAT TO SAY THAT I KNOW WE HAVE CHANGING TRENDS, WE'VE TALKED ABOUT THAT SEVERAL TIMES.
I'M INTERESTED IN UNDERSTANDING THE BIGGER PICTURE, WHICH IS WHY I AM EXCITED TO HAVE THIS, UM, REPORT.
I'M EXCITED TO HAVE STAKEHOLDERS COMMUNICATE WITH US SO WE UNDERSTAND, BECAUSE WE CAN, WE DO NOT KNOW SOMETHING IS NOT WORKING UNLESS WE HEAR IT.
AND SO I WILL PUT THE SAME AMOUNT OF RESPONSIBILITY ON OUR STAKEHOLDERS THAT I PUT ON OURSELVES IN IMPROVING THIS PROCESS.
UM, AND IF THAT, THAT TAKES A FEW MONTHS TO FIGURE OUT, SO BE IT.
BECAUSE WE NEED TO GET IT RIGHT WITH THIS, UH, WITH THIS NEW WAY OF APPLYING AND HIRING THE WAY THE MARKETS ARE GOING.
CAN YOU CHANGE THIS? UM, SINCE WE'RE ON GOALS, AND I DON'T WANT TO TAKE UP MORE TIME, UM, THIS, FOR ME REALLY FALLS, UM, IN LINE WITH THE KIND OF THE TIME TO HIRE PIECE.
SO, UM, I'M, IT'S JUST, IT'S VERY CONFUSING.
THAT'S WHY I KEEP BRINGING UP THE SAME THING.
UM, ONE OF THE GOALS WITHIN THAT, DEFINITELY, I, I, I NEED MORE INFORMATION, SO THAT SHOULD BE ONE OF OUR GOALS, HAVING, MAKING SURE THAT WE HAVE THE APPROPRIATE INFORMATION ON THESE REPORTS.
'CAUSE FOR ME TO LOOK AT, AND I, I'D LOVE TO FIND OUT WHO, IF NOT HARBOR IS NOT HIRING FOR THESE SSO POSITIONS, BECAUSE I UNDERSTAND ALL THESE COMPLEXITIES AND, BUT FOR ME TO LOOK AT A LIST THAT IS COMING UP ON, UH, I MEAN, ON A PROCESS THAT'S COMING UP ON A YEAR, JANUARY 18TH, 2023 WAS THE,
[02:25:01]
WAS THE FIRST TEST ON THIS REPORT.WE'VE HAD 86 QUALIFIED FOLKS IN LESS THAN A YEAR, AND WE HIRED THREE.
AND AGAIN, IT THIS VERY MAY VERY WELL MAY BE ONE OF THOSE ONE, HE THE MAYOR REFERRED TO.
IT TAKES A YEAR TO HIRE SOMEONE.
I, I WOULD, AND WE NEED TO SAY THAT.
SO WE NEED TO, I WOULD FEEL COMFORTABLE SAYING THAT YES, THERE ARE PEOPLE IN BACKGROUNDS, BUT THEY DON'T GET TO GO ON THAT LIST UNTIL OF HIRED UNTIL THEY'VE, THEY'VE BEEN COMPLETELY HIRED.
BECAUSE I, I PERSONALLY, AS A COMMISSIONER, ESPECIALLY ON THIS COMMISSION, I WANT TO HAVE THEFOR THE INFORMATION TO BE ABLE TO PUSH BACK ON THIS NARRATIVE.
THAT IS, THAT IS NOT ACCURATE AS FAR AS THE, THE CIVIL SERVICE DEPARTMENT.
I MIGHT EMAIL HIM THE TRANSCRIPTS.
SO FOR THE MAYOR TO BE UNDER THE IMPRESSION THAT WE DON'T MAKE QUORUM IS RIDICULOUS.
THE, THE, THE TIMELINE THAT BEING PUT ENTIRELY, OR ALMOST ENTIRELY ON THE CIVIL SERVICE DEPARTMENT IS RIDICULOUS.
THIS, THIS ROLE BY ITSELF TELLS ME THAT THAT NARRATIVE IS RIDICULOUS.
WE HAVE GIVEN WHATEVER DEPARTMENT IS LOOKING TO HIRE THESE SSOS, THE CIVIL SERVICE DEPARTMENT HAS GIVEN THEM 86 QUALIFIED CANDIDATES.
THIS IS NOT A ROLE THAT IT REQUIRES A DIAMOND.
SO THAT EXCUSE IS OUT THE WINDOW FOR THIS ONE.
SO THEY NEED TO SHOW UP, FIND OUT WHAT DEPARTMENT IS NOT HIRING THESE SSOS.
I WANT DEPARTMENTS TO REGULARLY COME REPORT OUT ON WHY THEY'RE NOT HIRING FOLKS.
I, I, I, IT, IT, YES, IT WAS VERY EDUCATIONAL TO HEAR FROM HARVARD, UHHUH,
I LOVE TO BE ABLE TO DO THAT WITH OTHER DEPARTMENTS THAT ARE STRUGGLING WITH MATCHING UP THE ACTUAL HIRING WITH THE QUALIFIED CANDIDATES THAT CIVIL SERVICES PROVIDING THEM WITH.
THEY NEED TO COME AND TALK TO US ABOUT THAT.
SO, COMMISSIONERS, I'M GONNA TRY RESPECTFULLY TO SUM UP, UH, JUST TO GIVE, GIVE US SOME OR GIVE CHRISTINA SOME DIRECTION ON GOALS.
UM, SO WE TALKED ABOUT THE, UM, WE TALKED ABOUT THE ELIGIBLE LISTS, UM, GOING INTO RATIFICATION.
WE TALKED ABOUT REVIEWING THE, UM, BULLETINS FOR A POSSIBILITY OF GOING INTO RATIFICATION.
WE TALKED ABOUT, UM, MORE INFORMATION ON DISPOSITION, UH, BEING PROVIDED TO US, UM, REGARDING THE ELIGIBLE LIST.
UM, WE TALKED ABOUT, UM, THE POSSIBILITY, AND, YOU KNOW, THIS IS PROBABLY SOMETHING TO ADDRESS TO THE CONSULTANTS, UM, TO LOOK AT LISTS THAT ARE STALE AND WHETHER OUR CURRENT RULES REGARDING LIFE OF LIST, UH, AND EXTENSION OF LIST IS APPROPRIATE.
AND THE LAST THING I JUST HEARD IS, UM, WE REALLY DO EXPECT DEPARTMENTS TO BE HERE, UM, TO ANSWER, UM, ON DISPOSITIONS OF LISTS.
IS THAT, DOES THAT SOUND APPROPRIATE? YEAH.
YOU DIDN'T WRITE THAT DOWN ANYWHERE.
WITH THAT, IF WE ARE READY TO ACCEPT THAT REPORT, UH, MAYBE WE CAN VOTE HEAD TO LUNCH, AND THEN I WOULD LIKE TO AT LEAST HAVE A BRIEF CONVERSATION ABOUT STAFFING IN THE DEPARTMENT BEFORE WE, UH, ADJOURN FOR THE DAY.
WITH THAT, UM, WHAT TIME DO YOU THINK WE COULD REASONABLY GET BACK? UM, MAYBE ONE 30.
WE WERE SUPPOSED TO BE THERE AT NOON.
SO HOPEFULLY, I, I ASKED HIM TO PUSH IT TO 1215, SO, OKAY.
[03:17:39]
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UH, THIS LOOKS LIKE 1 32.UM, WE WILL GO BACK IN THE AGENDA TO ITEM TWO DEPARTMENT STAFFING AND YEP.
I THINK THAT'S PRESIDENT FROST.
HOLLINS ALSO, UM, I AM HOPING TO HAVE OUR ANNUAL REPORT, UM, WITHIN THE NEXT COUPLE WEEKS, SO WE COULD COME BACK TO THAT COULD BE THAT REVIEW OF 2023 AS WELL.
I'LL SHARE THAT INFORMATION WITH Y'ALL.
GO BACK ACTUALLY, BACK TO THAT TIME.
LOOKS LIKE WE'VE GOT THE MOTION.
SO, UH, CHRISTINA, UH, THERE'S A STARTING POINT FOR THE STAFFING DISCUSSION.
IT REALLY IS SERIOUSLY ALL GOOD.
[03:55:01]
I AM, UM, UM, TRYING TO MAKE COVER OVER LIGHTLY, BUT IT IS TRULY WHERE I COME FROM, THAT EVERY, EVERY MY JOB AND EVERY SUPERVISOR'S JOB IN THE CITY IS TO GET THEIR EMPLOYEES READY FOR THE NEXT POSITION.AND SO WITH THAT, UM, JULIA'S MOVING ON TO AN ANALYST POSITION.
UM, I AM HAPPY TO ANNOUNCE THAT, UM, LIZ RODRIGUEZ IN OUR OFFICE WILL BE STEPPING INTO THE EA POSITION.
SO THAT'LL BE A NICE TRANSITION.
UM, AND, UM, THAT LEAVES MARIA CURRENTLY, UM, BECAUSE IF YOU RECALL, ELLA MOVED FROM MARIA'S, UH, DIVISION INTO EMPLOYMENT SERVICES DIVISION.
SO ISELA LET'S STARTED IN RECRUITMENT AND OUTREACH.
AN OPPORTUNITY CAME UP, A PROMOTION CAME UP, SHE MOVED OVER TO MARIA'S DIVISION.
UH, SHE WAS ON A, A LIST, A HIGHER LIST.
AND THE OPPORTUNITY CAME UP IN, UM, EMPLOYMENT SERVICES DIVISION.
SO NOW MARIA HAS ELLA'S VACANCY AND NOW LIZ'S VACANCY.
SO THE GOOD NEWS IS SHE WAS ALREADY INTERVIEWING, SO NOW SHE CAN LOOK AT HER NUMBER ONE AND TWO CANDIDATES.
SO WE DON'T, WE DO NOT, I ALWAYS TELL MARIA SHE NEEDS TO TAKE HER TRAINING SKILLS ON THE ROAD TO SHOW PEOPLE HOW TO HIRE BECAUSE WE DO IT VERY QUICKLY.
SO SHE'S IN THE PROCESS OF HIRING HER OWN TOO.
UM, CAPRICE HAS A VACANCY FROM SHARON'S, UH, RETIREMENT.
AND SO CAPRICE, UM, I THINK WE JUST TOOK A MORE NAMES, UM, TO THE COMMISSION LAST TWO WEEKS, TWO TIMES AGO TO OUR LAST MEETING.
AND SO, UM, THEY'RE INVITING MORE CANDIDATES TO INTERVIEW FOR, UM, THAT
[2. 24-51723 Department Staffing. Suggested Action: Approve recommendation. ]
VACANCY.AND THEN WITH THE, UM, UM, IN LIGHT OF THE SITUATION, I GUESS THAT WE'RE IN, UM, THE, UM, DEPUTY DIRECTOR POSITION, CRYSTAL HAS BEEN FULFILLING THE DEPUTY DIRECTOR, UM, AND RECRUITMENT OFFICER POSITION.
AND I WAS VERY COMMITTED TO BRINGING BACK THAT RECRUITMENT DIVISION.
UH, WE'RE THE ONLY ONES IN THE CITY THAT ARE DOING THAT OUTREACH FOR EMPLOYMENT LIKE THAT.
IT'S NOT HAPPENING ANY PLACE ELSE.
AND SO WE WANNA MAKE SURE THAT WE CONTINUE THAT.
AND SO, UM, I WILL BE POSTING FOR A RECRUITMENT OFFICER, WHICH WAS THE POSITION THAT WAS PREVIOUS, THE PREVIOUSLY HAS BEEN IN THIS DEPARTMENT TO OVERSEE THAT DIVISION.
AND, UM, I WILL NOT HAVE A DEPUTY DIRECTOR RIGHT NOW.
UM, SO WE'LL, WE'LL FOCUS ON MAKING SURE THAT THE RECRUITMENT DIVISION MAINTAINS ALL THEIR ACTIVITIES AND HAS LEADERSHIP.
AND SO, UM, THAT'S GONNA BE POSTED UP HERE IN THE NEXT WEEK OR SO.
WE, WE DEFINITELY HAVE A PLAN.
AND, UM, WE HOPE TO HAVE ALL OUR POSITIONS FILLED.
I'D SAY HOPEFULLY WITHIN BY FEBRUARY.
ARE THERE QUESTIONS ON STAFFING THREE POSITIONS? THE ONLY ONES YOU HAVE OPEN? YES.
WE HAVE ONE POSITION IN, UH, A PERSONNEL ANALYST IN EMPLOYMENT SERVICES.
AND WE HAVE, UM, TWO SUPPORT STAFF IN MARIA'S DIVISION.
AND THEN, UM, THAT'S THREE, ACTUALLY FOUR.
SO I SAW COMMISSIONER KARICA FIRST, AND THEN COMMISSIONER.
AND I AM BUMMED TO SEE, YOU KNOW, PEOPLE MOVE FOR US, RIGHT.
AND, UH, AND YOUR TAKE ON, ON PREPARING PEOPLE FOR THEIR NEXT, NEXT POSITIONS, THAT, THAT'S ALWAYS FANTASTIC.
I JUST LOVE THE, THE PEOPLE THAT WE HAVE IN OUR DEPARTMENTS.
IT'S ALWAYS SAID A LITTLE BITTERSWEET TO SEE THEM GO.
UM, DEFINITELY WILL BE SAD TO SEE HER GO.
AND I'M ALSO EXCITED, UM, THAT LIZ WILL FILL HER POSITION SINCE SHE'S BEEN IN THAT ROLE BEFORE.
UM, AND I LOOK FORWARD TO HAVING NEW STAFF MEMBERS BY THE END OF FEBRUARY.
I JUST GOT A QUESTION AROUND, UM, BESIDE THESE THREE VACANCIES THAT YOU HAVE TO FILL, UM,
[04:00:01]
ARE YOU GONNA REQUEST ANY NEW POSITIONS FOR THIS YEAR? UM, WHEN THE TIME IS APPROPRIATE? I KNOW THAT WE'RE IN PRECARIOUS TIMES FOR THE DEPARTMENT, UM, BUT I ALWAYS BELIEVE THAT YOU PREPARE AS IF NOTHING HAS HAPPENED, CORRECT.UNTIL IT ACTUALLY HAPPENS, RIGHT? YEP, ABSOLUTELY.
SO I'M WONDERING IF, IF WE HAVE PLANS TO, UH, OPEN UP ANY ADDITIONAL POSITIONS FOR CIVIL SERVICE DEPARTMENT? YES.
AND I THINK THAT, UM, FORTUNATELY THE INFORMATION THAT COMES BACK FROM THIS REPORT WILL BE REALLY IMPORTANT BECAUSE IT WILL SHINE A LIGHT ON PERHAPS WHERE WE COULD USE MORE STAFF IF THERE ARE, IF THERE ARE PAIN POINTS IN THE PROCESS WHERE THERE MAY BE, YOU KNOW, UM, LOG JAMS OR, YOU KNOW, UM, WE WOULD DEFINITELY LOOK AT THOSE POSITIONS FIRST.
UM, BUT DEFINITELY LOOKING TO USE THIS REPORT AS A OPPORTUNITY TO SEE WHERE THE BEST PLACE, 'CAUSE WE KNOW, WE KNOW THAT WE DON'T HAVE ENOUGH STAFF FOR THE SIZE OF THE CITY THAT WE ARE, BUT WE'VE BEEN INCREMENTALLY ADDING POSITIONS EVERY YEAR SINCE I'VE BEEN BACK.
SEEING NOTHING, I THINK WE CAN VOTE ON THIS REPORT.
ALRIGHT, THAT LEAVES US WITH ONE LAST ITEM OF AGENDIZED BUSINESS, AND THAT WOULD BE REVIEW OF 2023 AND CHRISTINA? YES.
AND SO MANAGERS ARE IN THE PROCESS RIGHT NOW OF COLLECTING ALL OF THEIR DATA.
UM, AT A HIGH LEVEL, I WILL SAY THAT I THINK WE HAD A REALLY PRODUCTIVE YEAR.
WE WERE FULLY STAFFED WITH ALL THE ANALYSTS.
UM, THEY, UM, CREATED THEIR, THEIR TEAMS. I THINK THEY'RE WORKING REALLY WELL TOGETHER.
UM, AND SO IT'S JUST AN ISSUE OF RETAINING OUR STAFF AND CONTINUING TO, UM, LOOK AT WHERE WE CAN MAKE THINGS GO QUICKER WITHOUT DIMINISHING THE QUALITY.
AND SO THAT'S REALLY IMPORTANT TO US.
AND MAINTAINING THE MERIT SYSTEM, YOU KNOW, WE WANT PEOPLE TO BE ABLE TO DO THAT.
I THINK THE HIGHLIGHT FOR 23 WAS ROLLING
[1. 24-51722 Review of 2023. Suggested Action: Approve recommendation. ]
OUT OF THE SKILL BUILDING INSTITUTE.AND SO WITH THAT TRAINING AS I WAS, AS WE WERE LEAVING THE FLOOR TODAY, SOMEONE WAS UP THERE BECAUSE HE HAD BEEN IN TRAINING AND STAFF HAD SAID, YOU KNOW, IF ANY REACHED OUT AND STAFF SAID, IF ANYBODY WANTS TO REACH OUT AND WANTS MORE, ONE-ON-ONE, YOU KNOW, WE'RE HAPPY TO CREATE THAT WITH YOU.
AND SO THAT GENTLEMAN CAME UP TODAY, HE HAD, HE HAD AN APPOINTMENT AND WAS REACHING OUT.
SO I FEEL REALLY GOOD THAT WE'RE REACHING OUT TO EMPLOYEES IN LIVE FORMAT.
IT'S NOT, IT'S NOT, UM, VIRTUAL.
UM, WE MAY NOT, UM, BE REACHING EVERYBODY, BUT WE CERTAINLY, THE WORD IS SPREADING AND OUR CLASSES ARE FULL.
AND, AND SO WE'RE PUTTING OUT A NEW CALENDAR, SO EVERY QUARTER THAT THEY WILL CHANGE.
BUT WE GOT THAT SYSTEM ROLLING IN 23, AND I'M REALLY PROUD OF THAT AND PROUD OF THE MANAGERS THAT HAVE, THAT ARE DOING TRAINING.
AND WE'RE TRANSITIONING TO NEW, UM, WITH CRYSTAL LEAVING, SHE'S TRANSITIONING TO HER, HER TEAM, HER RECRUITMENT TEAM, AND, UM, SO WE'LL KEEP GOING AND KEEP DEVELOPING CLASSES.
SO I'M REALLY EXCITED ABOUT THAT.
BUT OTHER THAN THAT, WE'VE, WE'VE CONTINUED TO, UM, PROVIDE THE NUMBER OF LISTS AND I THINK THAT OUR NUMBERS WILL SHOW THAT, AND THAT'S THE DATA THAT YOU'LL SEE IN TERMS OF, UM, THAT STAFF IS COLLECT THAT THE MANAGERS ARE COLLECTING RIGHT NOW.
QUESTIONS? COMMENTS? COMMENTS? YES.
UM, SORRY, CAN YOU USE YOUR MICROPHONE PLEASE? OH, SORRY.
UM, CIVIL SERVICE SEEMS TO BE MORE APPROACHABLE THAN IT USED TO BE.
UH, SPEAKING AS A FORMER EMPLOYEE, CIVIL SERVICE WAS THIS ENTITY WAY UP HERE THAT UNLESS YOU GOT FIRED, YOU DIDN'T HAVE ANYTHING TO DO WITH THEM.
SO I'M GLAD THAT YOU GUYS ARE MORE ENGAGED WITH THE WORKFORCE THAN YOU HAD BEEN IN PREVIOUS.
'CAUSE THAT MAKES, THAT MAKES A DIFFERENCE.
AND, UM, AS A NATURAL RECRUITER, WHICH IS WHERE I THINK MY STRENGTHS HAVE ALWAYS BEEN, EVERY SINGLE
[04:05:01]
CUSTOMER THAT WE SERVE IS A, IS BECOMES A RECRUITER FOR US.UM, YOU KNOW, WHEN SOMEONE, UM, MY ANALOGY IS ALWAYS, YOU KNOW, YOU'RE OUT IN YOUR NEIGHBORHOOD AND SOMEONE SAYS, YOU SEEM TO LIKE YOUR JOB.
WHERE DO YOU WORK? I WORK FOR THE CITY.
HOW DO I GET ONE OF THOSE JOBS? LET ME SHOW YOU.
UM, SO THAT IS EXACTLY WHAT WE WANT TO DO, IS TO BE ABLE TO SAY, NO, YOU CAN CALL US DURING THE PANDEMIC.
WE'VE GOT A LOT OF FEEDBACK THAT WE WERE THE ONLY ONES ANSWERING OUR PHONE.
UM, BECAUSE WE HAD LIVE, WE HAD PEOPLE STILL ANSWERING THE PHONE LIVE.
AND SO OUR TEAM REALLY FIELDED A LOT OF OF CALLS, BUT THAT HAS JUST BEEN HOW, UM, HOW WE HAVE RUN THIS DEPARTMENT.
AND SO, UM, I THINK WE'VE HAD A LONG HISTORY OF, OF CUSTOMER SERVICE, BUT I THINK THAT, UM, WE REALLY, UM, PEOPLE MADE A DIFFERENCE.
AND WE KNOW PEOPLE MAKE A DIFFERENCE.
AND SO WE'RE USING THAT, UM, AS, AS AN OPPORTUNITY FOR US TO ALSO SHARE OTHER OPPORTUNITIES.
LIKE I SAID, IT MAKES A DIFFERENCE FOR EMPLOYEES THAT THEY CAN COME TO YOU GUYS.
AND HAVING, UH, HAVING BEEN NAMED, YOU KNOW, WE, WE SELF NAMED A COMMISSIONER, A PAST COMMISSIONER NAMED AS THE PEOPLE'S COMMISSION.
AND I THINK PUTTING THAT OUT THERE AND SPEAKING ABOUT BEING THE PEOPLE'S COMMISSION AT OUR MEETINGS, HELPS OUR STAKEHOLDERS UNDERSTAND OUR EMPLOYEES, UNDERSTAND THAT IT REALLY IS ABOUT PEOPLE AND, UH, AND, AND MAKING SURE THAT WE CONNECT WITH PEOPLE IN DIFFERENT WAYS.
SO THANK YOU FOR THAT FEEDBACK, CHRISTINA.
UM, FIRST OF ALL, THANK YOU FOR ALL OF THE SERVICE THAT YOU AND THE DEPARTMENT DID DURING 2023.
UM, IT'S BEEN, UH, QUITE AN EXPERIENCE COMING ON BOARD.
UH, YOU KNOW, I HAD MY OWN EXPERIENCE WITH THE ONBOARDING PROCESS AND BARRIERS AND, AND THINGS LIKE THAT, RIGHT? SO I THINK WE INTIMATELY UNDERSTAND THAT THERE NEED TO BE SOME CHANGES.
UM, BUT I JUST WANT TO EXPRESS MY GRATITUDE TO YOU.
UM, FOR EVERYTHING THAT HAPPENED IN 2023, UM, THE RELATIONSHIP THAT WE'VE STARTED TO BUILD, I THINK, UM, CAN BE A, A VERY BENEFICIAL ONE FOR THE CITY OF LONG BEACH.
SO, UM, I'M VERY APPRECIATIVE THAT YOU AND STAFF HAVE TAKEN A LOT OF THE INPUT THAT NOT ONLY I HAVE GIVEN, BUT MY FELLOW COMMISSIONERS AS WELL.
UM, SO I'M VERY GRATEFUL FOR THAT.
UM, I THINK WE HAD A GREAT 2023 AND I THINK THERE'S GONNA BE SOME GREAT POSSIBILITIES FOR US IN 2024.
SO THANK YOU FOR, FOR 2023, AND I'M LOOKING FORWARD TO ALL THE WORK WE'RE GONNA GET TO DO TOGETHER THIS YEAR.
SO, YOU KNOW, WE ARE, WE ARE A GREAT TEAM.
IT'S NOT MY TEAM, IT'S OUR TEAM AND EVERYBODY DOES THEIR BIT AND, UM, BACKS EACH OTHER UP.
AND SO IT'S, I'M VERY FORTUNATE.
I KNOW WE'VE TALKED A LITTLE BIT AND I THINK THE ANNUAL REPORT, WE'LL HELP SHOW SOME OF THIS, BUT WE TALKED A LITTLE BIT ABOUT HUMANIZING THE MERIT SYSTEM.
'CAUSE PEOPLE HEAR THAT IDEA AND, YOU KNOW, THEY HEAR IT AS A BARRIER AND THEY DON'T UNDERSTAND WHAT IT IS.
UM, AND UNDERSTANDING THAT THAT'S ABOUT ENSURING THAT CLASSIFIED WORK IS DONE BY THE CLASSIFIED SERVICE, UM, AND IS NOT BEING, UH, SENT OUT OUT TO EITHER NON-CAREER OR UNCLASSIFIED OR CONSULTANTS, AS WE TALKED ABOUT.
IT'S ABOUT PROTECTING CLASSIFIED WORK FOR CLASSIFIED EMPLOYEES.
UM, IT'S ABOUT ENSURING THAT, UH, WE'RE ALL PLAYING BY THE SAME RULES, THAT THERE IS A SINGLE RULE BOOK, UM, FOR EMPLOYEES, AND IT'S NOT FAVORITISM OR PEOPLE WHO HAPPEN TO BE, UH, ALIGNED, UH, WITH A PARTICULAR POLITICAL, UH, UH, CONSTITUENCY.
UM, AND IT'S REALLY ABOUT MAKING SURE THAT OUR EMPLOYEES REPRESENT OUR COMMUNITY, THAT THEY COME FROM OUR COMMUNITY, AND THEY ARE, UH, THAT THEY LOOK AND SPEAK AND ENGAGE AS OUR COMMUNITY LOOKS AND SPEAKS AND ENGAGES.
AND SO, UM, I THINK THAT HUMANIZING OF THE MERIT SYSTEM IS, IS IMPORTANT JUST BECAUSE I THINK THAT VAGUE CONCEPT IS SO EASY TO ATTACK IF YOU DON'T KNOW WHAT THAT REALLY MEANS.
I THINK YOU JUST WROTE YOUR STATEMENT FOR THE ANNUAL REPORT
[04:10:01]
BECAUSE, UM, THE PLAYBOOK, YOU KNOW, HOW ARE WE ALL GOING TO APPROACH THIS? AND IF EVERYBODY CAN SEE IT, EVERYBODY KNOWS WHAT THE RULES ARE, AND THAT IS THE VALUE OF THE CIVIL SERVICE RULES AND, UH, UM, RULES AND REGULATIONS.THEY'RE ON THE WEBSITE, THEY'RE THERE FOR EVERYBODY TO SEE.
UM, I OFTEN IN ONBOARDING MANAGERS OR NEW AOSS SAY, YOU KNOW, REVIEW CIVIL SERVICE COMMISSION STAFF REPORTS, BECAUSE STAFF DOES A GREAT JOB OF SAYING WHAT RULE WE'RE USING, WHY, WHY THIS IS POSSIBLE.
UM, AND IT JUST CLEARLY MAKES IT FAIR FOR EVERYBODY.
EVERYBODY KNOWS HOW IT WORKS AND WHAT CAN AND CANNOT BE DONE.
AND OUR APPROACH HAS ALSO BEEN THOUGH THAT OF THE CONSULTATIVE APPROACH.
SO WHERE ARE YOU TRYING TO GET, WE WILL HELP YOU NAVIGATE THE RULES AND REGULATIONS BECAUSE WE DO THAT MORE.
SO IT'S NOT THAT JUST, WE'RE NOT GONNA JUST SAY NO, YOU KNOW, WE'RE NOT GONNA SAY, NO, YOU CAN'T DO THAT, BUT TELL US WHERE YOU'RE TRYING TO GET, BECAUSE IT MAY BE A MUCH EASIER WAY TO GET THERE THAN WHAT YOU'RE TRYING TO DO AND HOW YOU'RE TRYING TO NAVIGATE THE SYSTEM.
BUT I, I DEFINITELY THINK, UM, THAT THE PLAYBOOK SO AS TO NOT HAVE FAVORITISM IS A REALLY KEY, UM, THING FOR US TO REMEMBER IN 2024.
I HAD A THOUGHT, UM, AND IT, IT KIND OF PERTAINS TO, UM, YOU KNOW, THE, THE YEAR WE HAD.
UM, AND WHAT I WOULD LOVE TO SEE A LITTLE BIT MORE OF, BECAUSE I LOVE THE FACT THAT WE CALL OURSELVES THE PEOPLE'S COMMISSION, I DON'T LIKE THE FACT THAT THE PEOPLE RARELY SHOW UP.
I'D LOVE TO SEE MORE COMMUNITY INVOLVEMENT AT OUR, AT OUR BUSINESS MEETINGS IN PARTICULAR.
UM, BECAUSE IF, ONE OF THE THINGS, AND THIS IS VERY MUCH MY OWN PERSONAL OPINION, IF ONE OF THE REASONS FOR THIS COMMISSION TO EXIST IS TO CREATE A SPACE WHERE THE COMMUNITY, WHERE THE PEOPLE CAN TALK ABOUT NOT JUST, YOU KNOW, THE DISCIPLINARY, DISCIPLINARY MATTERS THAT WE GET TO HAVE, UH, OVERSIGHT ON, BUT ALSO, YOU KNOW, WHERE ELSE WILL THE PEOPLE BE ABLE TO PROVIDE PUBLIC COMMENT AROUND JOB POSTINGS? MM-HMM.
RIGHT? UM, BECAUSE OBVIOUSLY THAT'S A VERY PERTINENT ISSUE FOR THIS DEPARTMENT CURRENTLY.
AND SO I DON'T THINK THAT THAT HAS BEEN TALKED ABOUT WITHIN THE NARRATIVE IS THE FACT THAT, UM, IF THIS DEPARTMENT IS MODIFIED AND THOSE MODIFICATIONS LEAD TO THIS COMMISSION NOT HAVING OVERSIGHT OVER THE RECRUITING AND THE HIRING PROCESS, UM, THEN THAT MEANS THAT THE COMMUNITY LOSES THE SPACE TO BE ABLE TO DO THAT.
I'M GONNA KEEP BRINGING IT UP.
THIS WON'T BE THE LAST TIME THAT I BRING THAT UP.
UM, BUT I'D LOVE TO BE ABLE TO STAND ON THAT BY HAVING FOLKS HERE.
SO I'M WONDERING HOW WE CAN GET MORE COMMUNITY MEMBERS TO COME PROVIDE INPUT, BUT ALSO LEARN ABOUT OUR PROCESS AND, AND WHAT WE HAVE OVERSIGHT OVER.
UM, I WOULD LOVE TO SEE IN OUR RECRUITMENT EFFORTS AND OUR OUTREACH EFFORTS OUT INTO THE COMMUNITY, I THINK THAT'D BE A GREAT OPPORTUNITY TO ALSO MAKE THE COMMUNITY AWARE MM-HMM.
UM, BUT I'D LOVE TO SEE MORE OF THAT BECAUSE THAT'S ONE OF THE THINGS THAT, UM, I DEFINITELY DIDN'T SEE AS MUCH OF THAT I WOULD'VE LIKED TO SEE IN 2023 WAS ACTUAL COMMUNITY MEMBERS SHOWING UP, UM, AND TALKING ABOUT WHAT WE GET TO WORK ON HERE.
WE'LL MAKE SURE THE NEW RECRUITMENT OFFICER HAS THAT ON THE TOP OF THEIR LIST.
IT LOOKS LIKE WE MAY BE READY TO VOTE TO ACCEPT AND FILE.
CAN I JUST, AND I CAN I JUST SAY ONE THING TOO IS TO THANK THE COMMISSION FOR THE SUPPORT.
UH, THE TEAM DEFINITELY FEELS SUPPORTED.
UM, WHEN WE TALK ABOUT OUR LESSONS LEARNED ON THURSDAYS, UM, IT'S ALWAYS WITH
[04:15:01]
A SMILE THAT THEY SAY, OH, OKAY, WE KNOW WE GOTTA WATCH FOR THAT.OR WE KNOW BECAUSE THEY KNOW THAT YOU WERE DOING THAT TO MAKE THEM BETTER.
AND SO THEY TAKE IT IN THAT SPIRIT AND, UM, THEY, THEY DO FEEL VERY, VERY SUPPORTED.
SO I JUST WANNA SAY THANK YOU TO ALL OF YOU FOR THAT.
WE APPRECIATE IT AND THEY LOVED BEING WITH YOU DURING OUR, OUR, UM, RETREAT.
SO DEFINITELY WILL PLAN AGAIN FOR THE, FOR NEXT YEAR.
UM, I DON'T KNOW IF WE HAVE, UH, A VERY UNIQUE SITUATION WITHIN OUR DEPARTMENT AND THIS COMMISSION.
UM, YOU AND I, CHRISTINA, HAVE BEEN AT COMMUNITY EVENTS WHERE I SAY THAT I, I REALLY ENJOY BEING ON THIS COMMISSION AND THE COMPANY OF MY COMMISSIONERS.
AND THE FEEDBACK WAS, YOU HAVE TO SAY THAT
AND THE RESPONSE IS, NO, I DON'T.
BUT I REALLY ENJOY, UM, EVERY COMMISSIONER THAT I HAVE SERVED WITH WITHIN THE PAST FIVE YEARS AND EVERY STAFF MEMBER THAT WE HAVE IN THE CIVIL SERVICE DEPARTMENT.
UM, IT'S, IT'S A GREAT TEAM AND A LOT OF IT IS BECAUSE OF YOU AND YOUR LEADERSHIP WITH, WITH THE, THE CIVIL SERVICE TEAM.
AND SO, UM, IT MAKES ME FEEL REALLY GOOD TO HEAR THAT FEEDBACK BECAUSE IT'S ABSOLUTELY CORRECT.
WE DO HAVE THEIR BACKS,
AND AS MANY STAKEHOLDERS HAVE HEARD, WE'RE, WE'RE ON THE SAME TEAM.
WE SOMETIMES WORK IN SILOS, UM, THAT, THAT WE HAVE TO BREAK DOWN BECAUSE WE, WE REALLY ARE IN FAVOR OF WHATEVER THE STAKEHOLDERS NEED.
AND I HOPE THAT WE HAVE MORE, UM, OPEN AND HONEST COMMUNICATION WITH OUR STAKEHOLDERS, UM, IN 2024.
WELL, I THINK THAT MOVES US TO PUBLIC COMMENT AND THE PUBLIC IS, UH,
SO, UH, WE WILL MOVE TO ANNOUNCEMENTS.
UH, ANYONE WANT TO ANNOUNCE ANYTHING BEFORE WE GO? UH, YES.
THE MLK PARADE IS THIS WEEKEND.
I ENCOURAGE ALL THAT CAN PARTICIPATE TO PARTICIPATE.
UM, IF YOU DON'T WANNA WALK, I UNDERSTAND THAT DOUG HOBERT HAS A HUGE STAKE BED, AND SO JUST OUT, IF YOU NEED HIS NUMBER, I'LL GIVE IT TO YOU, BUT YOU PROBABLY HAVE IT.
UM, SO YOU CAN RIDE ALONG WITH, UM, DOUG HALBERT'S TEAM AND, UH, ROTARY WILL BE AT THE PARADE.
SO PLEASE, I ENCOURAGE ALL OF YOU TO, UH, TURN UP FOR COUNCILMAN, UH, THE COUNCILWOMAN.
UM, SS I BELIEVE THAT'S HER DISTRICT.
AND SHE IS, UH, PUTTING ON THE PARADE.
GREG AND I WILL BE WITH MARY ZEN DAY HOUSE, BUT WE WILL CHECK IN WITH POLICE AND FIRE BEFORE WE HEAD UP THAT WAY.
I WILL BE AT AWAY AT A FUNERAL.
UH, I BELIEVE, UM, PASTOR SAUNDERS WILL TAKE MY PLACE, BUT, UM, I'M ASKING ANYONE WHO HAS AN EXTRA MOMENT TO PARTICIPATE, UH, IN THIS PARADE.
AND, UM, I THINK THAT'S VERY IMPORTANT, ESPECIALLY IN THESE TIMES.
UM, I WANTED TO PARTICIPATE, SO IF SOMEBODY COULD GIMME SOME INFO, I'M DOWN TO DO IT.
THEY HAVEN'T, YEAH, I JUST DON'T WALK.
OH, SO THEY HAVEN'T, OKAY, GOOD.
THEY HAVEN'T, THEY HAVEN'T GOTTEN BACK TO YOU YET? I MEAN, NOPE.
I'LL TALK TO OSIRUS TODAY, BUT YES, YOU ARE CONFIRMED WITH FIRE.
I THOUGHT UP AND GET ON ANYTHING.
FOUND THE PEOPLE'S COMMISSIONER.
THEY WERE VERY EXCITED TO HAVE YOU.
SO, UM, I APOLOGIZE THAT YOU'RE NOT, YOU HAVEN'T BEEN.
WE'LL, WE'LL GET THAT FOR YOU.
ANYTHING FURTHER? THANK YOU TO KAREN.
SORRY, I JUST DID THE NIGHTMARE THING FOR ANY SOUND TECHNICIAN AND CLAP DIRECTLY INTO A MIC.
UH, BUT YES, THANK YOU SO MUCH FOR YOUR HELP.
THERE BEING NO FURTHER BUSINESS BEFORE THE COMMISSION AND, UH, IT BEING ONE O'CLOCK, OR SORRY, TWO O'CLOCK.