* This transcript was created by voice-to-text technology. The transcript has not been edited for errors or omissions, it is for reference only and is not the official minutes of the meeting.
           AND 
          [00:00:01]
THINK THE VICE PRESIDENT TELLS US THAT WE'RE READY TO GO. 
          SO WE'RE READY TO GO. 
          GO. 
          ALRIGHT. 
          SO THANK YOU ALL FOR, UH, GETTING US IN. 
          WE ARE READY? YES. 
          AH, AWESOME. 
          UH, IN THE SPECIAL MEETING OF THE CIVIL SERVICE COMMISSION ON FEBRUARY 22ND, 2024. 
          IT IS 5 38 CURRENTLY, AND WE ARE CLOSE OF ORDER. 
          UH, ROLL CALL PLEASE. 
          YES. 
          PRESIDENT CROSS COLLINS. 
          HERE. 
          VICE PRESIDENT GORDON PETERSON. 
          HERE. 
          COMMISSIONER LOUD. 
          HERE. 
          COMMISSIONER BRE. 
          HERE. 
          COMMISSIONER UNA. 
          HERE. 
          MR. MAYOR, I'M GONNA THROW THIS ON YOU LAST MINUTE. 
          WOULD YOU LIKE TO LEAD US IN THE PLEDGE OF ALLEGIANCE IF I PICK THE FLAG AS THAT DIRECTION? ALRIGHT. 
          PLEASE STAND. 
          JOIN US IN UTE FOUNDATION. 
          FLAG RIGHT HAND ON 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, THE INDI, HIS LORD, WITH LIBERTY OF JUSTICE FOR ALL. 
          THANK YOU, MR. MAYOR. 
          THAT WAS THE FIRST, BY THE WAY. 
          YEAH. 
          WE'RE IMPROVISING TONIGHT. 
          UM, ME, UH, SO BEFORE WE GET GOING, I ACTUALLY HAVE JUST, I'M JUST GONNA PROVIDE A LITTLE BIT. 
          SO THANK YOU ALL FOR BEING HERE. 
          UM, THERE'S BEEN A LOT OF REQUESTS RELATED TO THIS MEETING FROM CITY EMPLOYEES AND MANAGEMENT. 
          SO IN THE INTEREST OF INSURANCE THAT EVERYONE HAS HEARD, WE AREN'T HERE PAST MIDNIGHT. 
          UH, HERE'S THE GAME PLAN. 
          UH, LAST MEETING WE HEARD A PRESENTATION FROM THE MAYOR AND SAY MANAGER, UH, AS WELL AS THE DEPARTMENT HEAD. 
          UH, NEARLY TWO AND A HALF HOURS OF DISCUSSION. 
          UH, THE COMMISSION HAS MANY QUESTIONS FROM THAT MEETING, AND WE RECEIVED A LENGTHY RESPONSE FROM THE SAME MANAGER. 
          THANK YOU, TOM, FOR THANK YOU. 
          THANK YOU TOM. 
          UH, FOR THAT DOCUMENT. 
          IT'S BEEN, UH, POSTED AS PART OF OUR PUBLIC RECORD. 
          UH, THERE WERE TWO SPEAKERS IDENTIFIED, BUT SAME MANAGER. 
          DID NOT HAVE AN OPPORTUNITY TO SPEAK, UH, TO SPEAK. 
          UH, ALLISON KING, WHO IS THE ACTING DIRECTOR OF HEALTH AND HUMAN SERVICES, AND CHRISTINA JACKSON. 
          UH, JASON, UH, WHO IS HUMAN RESOURCES DIRECTOR, BOARD OF LONG BEACH, WHO ACTUALLY, SHE ACTUALLY CAME AND SPOKE TO US NOT TOO LONG AGO, AND WE HAD A REALLY GOOD CONVERSATION. 
          UM, MY UNDERSTANDING IS THAT CHRISTINA COULD NOT BE HERE WITH US TODAY, SO WE'LL HAVE SOMEONE ELSE FROM HARBOR, UH, FILL THAT. 
          UM, I WOULD EXPECT THAT, UH, BOTH SPEAKERS, UH, WOULD SPEAK FOR ABOUT FIVE TO SEVEN MINUTES OF PEACE. 
          UM, THEN TOM, I WOULD ASK THAT YOU MAKE ANY CLOSING REMARKS YOU WISH WITH ABOUT, WITHIN ABOUT 15 MINUTES. 
          UM, CIVIL SERVICE, CLASSIFIED STAFF ASKED FOR THE ABILITY TO RESPOND TO CLAIMS, UH, MADE AGAINST THEIR WORK, BOTH DURING THE PRESENTATION AND RESPONSE TO THE DOCUMENT. 
          UM, I HAVE AGREED, UH, AND WOULD ASK THAT THE STAFF REPORT BE NO LONGER THAN 30 MINUTES. 
          AND I ACTUALLY KNOW, EVEN THOUGH THE WORK CAME FROM OUR CLASSIFIED STAFF, IT'LL PROBABLY BE PRESENTED BY CHRISTINA. 
          AND, UM, THEN, UH, THE COMMISSION WILL CONDUCT THIS MEETING AS A PUBLIC HEARING, ANYONE WISHING TO SPEAK. 
          AND I MEAN, ANYONE, UH, STAFF MANAGERS, DEPARTMENT HEADS, OR THE COMMUNITY WILL HAVE THE CHANCE TO DO SO. 
          UM, THERE WILL BE A THREE MINUTE TIME, UH, JUST AS I UNDERSTAND STANDARD PRACTICE FOR CITY COUNCIL. 
          UM, SO IF YOU WISH TO SPEAK, PLEASE FILL OUT A CARD. 
          IF YOU HAVEN'T, UM, FLAG SOMEBODY DOWN. 
          'CAUSE I THINK I'VE SEEN FOLKS OUT AROUND, UH, WITH, UH, CARDS. 
          UM, I WILL NOT IMPOSE ANY SORT OF GAG RULE ON MY FELLOW COMMISSIONERS, BUT I'M COMMITTED TO LISTENING AND NOT SPEAKING, UH, DURING THE PRESENTATIONS AND THE PUBLIC COMMENT. 
          UH, THE EXCEPTION WILL BE IF A SPECIFIC CLAIM IS MADE AGAINST THE WORK OF A CIVIL SERVICE STAFF MEMBER, THEN I WILL INVITE A RESPONSE FROM THE STAFF. 
          I THINK THAT'S FAIR. 
          THIS DECISION IS GONNA MOST DIRECTLY IMPACT THEM. 
          SO I THINK IT'S FAIR THAT THEY HAVE A CHANCE TO RESPOND. 
          UH, FINALLY, WE WILL CONCLUDE WITH THE QUESTIONS AND DISCUSSION, UH, FROM THE COMMISSIONER. 
          I KNOW I CERTAINLY HAVE SOME THOUGHTS, UH, AFTER TALKING WITH THE MAYOR. 
          I THINK SOME THINGS THAT I CAN SAY CONSTRUCTIVELY ON THIS. 
          UM, AND, UH, WITH THAT, UH, EVEN THOUGH IT IS AGENDAS FOR NOW, AND YOU CAN, IF YOU VERY MUCH INSIST AND WANT TO SPEAK BEFORE THE PRESENTATION, UM, I WOULD ASK THAT PUBLIC COMMENT BE RESERVED FOR THE SOLE ITEM ON OUR AGENDA. 
          UM, AND AGAIN, COULD YOU FIND A, A CARD IF YOU WANT TO SPEAK? SURE. 
          UM, SPEAKING ITEMS, IF I COULD REMIND EVERYONE TO TURN OFF THEIR PHONES, PLEASE. 
          AND IF SOMEONE IN THE HALLWAY CAN REMIND, UH, THE FOLKS WAITING OUT THERE, PLEASE KEEP IT DOWN. 
          WE WANNA MAKE SURE THAT EVERYONE IS, IS HEARD IN HERE. 
          [00:05:01]
AND OUR RECORDING IS, UH, IS A, IS A GOOD VIABLE RECORDING. 
          THANK YOU. 
          YES. 
          I THINK THIS IS A SAW FIRE. 
          IS THIS OUR CAPACITY? YES. 
          OKAY. 
          ALRIGHT. 
          UM, SO WITH THAT HOUSEKEEPING OUTTA THE WAY, UM, OH, UH, I WOULD SAY THAT IF WE WANT TO PASS THE MESSAGE BACK THERE, THAT IF, EVEN IF SOMEONE ISN'T IN THE ROOM, IF THEY WANT TO FILL OUT THE SPEAKER CARD AND COME INTO THE ROOM AND SPEAK, WE WILL ABSOLUTELY DO THAT. 
          AND, YOU KNOW, WE'RE SORRY. 
          WE DID TRY TO GET CHAMBER, BUT APPARENTLY THERE WAS ANOTHER MEETING GOING TO THERE. 
          SO, UM, SO WITH THAT, COMMISSIONERS, MAY I HAVE A MOTION? AND SECOND, UH, TO REOPEN AGENDA ITEM ONE, RECOMMENDATION TO RECEIVE AND FILE AN UPDATE ON THE PROPOSED CHARTER AMENDMENT FOR CIVIL SERVICE REFORM FROM THE MAYOR AND CITY MOVED. 
          I'LL SECOND. 
          SO I HEAR IKA AND THEN I HEAR UNA. 
          ALRIGHT, WITH THAT, UM, THANK YOU COMMISSIONERS, MR. MAYOR, I UNDERSTAND, UH, YOU HAVE A DATE NIGHT TO GET THROUGH TONIGHT. 
          SO, UH, MY WIFE'S NOT HERE YET, SO I'M HANGING OUT WITH FIREWORKS UNTIL THEN. 
          BUT I WANNA GIVE YOU THIS OPPORTUNITY TO SAY ANYTHING YOU WANNA SAY BEFORE WE GET STARTED. 
          ABSOLUTELY. 
          WELL, FIRST OF ALL, MR. CHAIR, THANK YOU SO MUCH FOR TAKING YOUR TIME, UH, TO HEAR OUR PROPOSAL. 
          AND, UH, SINCE LAST WEEK WE HAD ANOTHER PRESENTATION AT THE UTILITIES BOARD, WHICH IS ALSO AN INDEPENDENT BOARD, NOT UNDER THE CITY MANAGER. 
          DISCUSSION WENT REALLY, REALLY WELL. 
          UH, I, I APPRECIATE ALL THE PHONE CALLS FROM MANY OF THE COMMISSIONERS, JUST ABOUT, UH, YOUR HOPES FOR THIS MEETING AROUND THE QUORUM AND ALL THOSE THINGS. 
          I TRULY APPRECIATE ALL THOSE, UH, SENTIMENTS AND I SHARE THEM. 
          I THINK WHAT'S MOST IMPORTANT, A LOT OF PEOPLE ARE HERE TODAY TO SHARE. 
          SO TODAY, LET'S MAKE TODAY ABOUT LISTENING. 
          RIGHT? LET'S HEAR AS MUCH AS WE CAN AND, AND GIVE YOU THE TIME AS A COMMISSION TO MAKE SOME GOOD PRODUCTIVE RECOMMENDATIONS ON THE PROPOSAL. 
          AND, UH, MANY OF YOU HAVEN'T HAD AN OPPORTUNITY. 
          THE CITY MANAGER'S GONNA TALK JUST BRIEFLY AND RESERVE MOST OF HIS TIME TO GET PEOPLE IN, UH, TALKING, RIGHT. 
          RESERVE MOST OF HIS TIME, GETTING HIS DEPARTMENT HEADS. 
          THEY'RE THREE TO FIVE MINUTES, WHATEVER IT IS TO FILL UP THEIR TIME. 
          SO YOU CAN ACTUALLY HEAR FROM, UH, DEPARTMENT HEADS TODAY, 'CAUSE YOU HEARD FROM ME AND TOM A LOT. 
          UH, UH, LAST TIME I'LL SAY, AND I'LL REMIND FOLKS, UH, THIS IS A PROPOSAL THAT I AM SMITH, OUR, WE ASKED OUR CITY, OUR CITY MANAGER PROPOSALS WITH A GOAL OF TWO THINGS. 
          ONE, CREATE A VERTICAL STRUCTURE ON HIRING OUR CITY SO THAT WE CAN BE MORE EFFICIENT IN THE HIRING PROCESS WITH THE GOAL OF SPEEDING UP THE PROCESS. 
          AND TWO, PUT A ROBUST SYSTEM OF PREFERENCES IN PLACE TO ENSURE THAT PEOPLE BORN, NOT BORN LIVE IN OUR CITY. 
          PEOPLE WHO GO TO SCHOOL IN OUR CITY, DO A TRAINING PROGRAM IN OUR CITY, HAVE THE OPPORTUNITY TO WORK IN FULL-TIME, YOU KNOW, CLASSIFIED EMPLOYMENT IN THE CITY OF LONG BEACH. 
          AND ALSO, IF YOU ARE AN EMPLOYED, AN UNCLASSIFIED TEMPORARY EMPLOYEE, YOU SHOULD HAVE A PATTERN. 
          WHEN A POSITION OPENS UP AS PERMANENT, YOU SHOULD GET CREDIT FOR THAT TIME YOU HAVE IN THE SENATE. 
          THAT IS OUR GOAL TODAY. 
          OUR GOAL IS NOT TO TAKE, UH, YOU KNOW, APPEAL POWERS AWAY FROM THE COMMISSION OR TO ELIMINATE THE COMMISSION OR TAKE MERIT BASE HIRING TODAY. 
          THAT IS NOT A PART OF MY PROPOSAL. 
          SO WE ARE VERY CLEAR. 
          SO THAT'S IT. 
          THANK YOU SO MUCH AGAIN. 
          UH, THIS IS THE NEXT STEP. 
          AND, UH, AS WE MOVE FORWARD, WE LOOK FORWARD TO MORE AND MORE DISCUSSION WITH OUR CITY COUNCIL AND OTHERS. 
          BUT I JUST WANT TO THANK YOU FOR TAKING THE TIME, UH, TO GO THROUGH THIS PROCESS. 
          SO, TOM, LET'S GET STARTED. 
          THANK YOU, MR. MAYOR. 
          THANK YOU. 
          UM, SO, UH, I WANT TO THANK THE CHAIR AS WELL FOR SETTING THIS UP AND ALLOWING THE CHANCE TO DO THIS. 
          UH, WE HAD, UH, ALMOST A THREE HOUR DISCUSSION LAST TIME WE DID THIS. 
          IT WAS, IT WAS LONG, IT WAS LENGTHY. 
          I THINK IT WAS NECESSARY TO, TO TALK THROUGH A LOT OF THINGS. 
          WE HEARD A LOT OF INPUT FROM THE, UM, FROM THE COMMISSION. 
          I THINK IT WAS, UM, UH, IT WAS, UH, UM, COMMISSIONER PETERSON WHO SAID WE WERE TAKING NOTES AND WE WERE, SO WE WERE TAKING LOTS OF NOTES AND, UH, WE WERE COMMITTED TO GET YOU ANSWERS TO AS MANY OF THOSE THINGS, UH, THAT YOU HAD QUESTIONS ABOUT AS SOON AS POSSIBLE. 
          SO OUR TEAM SPENT ABOUT THREE DAYS, UH, FROM WEDNESDAY UNTIL ABOUT SATURDAY. 
          I'M PUTTING TOGETHER THE DOCUMENT THAT'S IN FRONT OF YOU. 
          UH, IT'S ABOUT 94 PAGES. 
          I APOLOGIZE FOR THE LINK, BUT WE FEEL THERE'S A LOT OF STUFF THAT YOU ASKED THAT WE WANTED TO MAKE SURE THAT WE WERE BEING RESPONSIVE ON. 
          UH, SO I WON'T GO THROUGH THE PRESENTATION SINCE WE'VE DONE THAT BEFORE, AND I THINK A LOT OF THE TEAM HERE HAS HEARD IT. 
          UM, BUT, UH, I DO WANT TO SAY THAT WE TOOK THAT VERY SERIOUSLY AND WANTED TO MAKE SURE THAT, UM, YOU HAD ANSWERS TO YOUR QUESTIONS. 
          UH, PART OF WHAT, UM, YOU REALLY, UH, UM, IMPARTED UPON US IS THAT YOU WANTED TO HEAR FROM OUR DEPARTMENTS, UM, THAT, UH, THEY'RE NOT ALWAYS HERE. 
          I THINK WE MENTIONED THERE NORMALLY AT THE SAME TIME, YOUR MEETING, THEIR MEETING, UH, WITH US DOING, UH, KIND OF THE FOLLOW UP FROM THE CITY COUNCIL MEETING, BUT WE WANTED TO BRING THEM HERE. 
          UH, BUT THEY'RE ALL HERE VOLUNTARILY. 
          SO NO ONE WAS ORDERED TO COME HERE AND EVERYONE WAS ASKED IF ANYONE WANTS TO COME PARTICIPATE. 
          UH, THAT IS THEIR CHOICE. 
          AND SO A NUMBER OF SPEAKERS 
          [00:10:01]
HAVE SIGNED UP, UH, TO COME, UH, I'LL GET TO THAT IN A SECOND, BUT I WANT TO TALK A LITTLE BIT ABOUT WHAT'S IN OUR DOCUMENT. 
          UM, WE WANTED TO MAKE SURE YOU HAD ANOTHER COPY OF THE JANUARY 18TH PROPOSAL THAT WAS A FIVE PAGE DOCUMENT THAT REALLY LAID OUT, UM, IN WRITING THE SPECIFICS. 
          AND THEN WE HAD THE POWERPOINT, UH, FROM LAST WEEK THAT, UH, THAT, UH, ADDS ONTO THAT. 
          WE ALSO HAVE THE SPECIFIC CHARTER LANGUAGE THAT IS, UH, THERE, IT'S A RED LINE, SO YOU CAN SEE EXACTLY WHAT WOULD CHANGE IN THE CHARTER AND EXACTLY WHAT WOULDN'T, INCLUDING LANGUAGE THAT SPECIFICALLY SAYS WE WOULD CONTINUE A CIVIL SERVICE SYSTEM AND CONTINUE A MERIT BASED HIRING SYSTEM. 
          UM, WE ALSO, UH, THERE ARE A LOT OF QUESTIONS ON MEET AND CONFER AND THE SCHEDULE. 
          SO THERE'S TWO DIFFERENT THINGS. 
          THERE IS A VERY SET SCHEDULE ABOUT HOW YOU DO A CHARTER AMENDMENTS. 
          SO THAT'S IN STATE LAW, AND WE FOLLOW THAT. 
          SO YOU HAVE THAT SCHEDULE, THE MEET AND CONFER WHERE WE PROVIDED SOME ADDITIONAL INFORMATION ON THOSE DATES. 
          THOSE DON'T HAVE AS MANY SOLID DATES BECAUSE IT'S DESIGNED TO BE A PROCESS THAT YOU GO THROUGH BEFOREHAND. 
          THERE IS AN END DATE AT SOME POINT, AND WE'LL BE WORKING WITH OUR LABOR PARTNERS ON WHAT THOSE ARE. 
          BUT AT SOME POINT WE DO NEED TO END THAT MEET AND CONFER SO THAT WE CAN MEET THE REST OF THE DEADLINES. 
          UH, BUT RIGHT NOW OUR ESTIMATE ORIGINALLY WAS THROUGH FEBRUARY. 
          WE'RE NOW ESTIMATING THROUGH EARLY MARCH. 
          UH, AND THEN, UM, BE ABLE TO BRING THAT TO YOU. 
          WE HAVE, LET ME GET THE NUMBERS HERE ALREADY DONE. 
          UM, LET SEE HOW MANY YOU HAVE DONE. 
          WE HAVE, UH, ALREADY HELD FOUR INDIVIDUAL SESSIONS. 
          UM, WE'VE CLOSED OUT WITH A COUPLE OF OUR, UM, LABOR PARTNERS AND, UM, A NUMBER ARE STILL BEING SCHEDULED. 
          AND WE'VE ALSO DONE, UH, TOWN HALL MEETINGS WITH ALL OF OUR UNIONS. 
          UH, AND THEN NOW WE'RE DOING THE INDIVIDUAL ONES. 
          TWO MORE ARE SCHEDULED FOR NEXT WEEK, AND WE'RE AIMING TO CONCLUDE IN EARLY MARCH. 
          UM, ONE OF THE QUESTIONS THAT WE GOT FROM THE COMMISSION THAT I, UM, ANSWERED ON THE FLY FROM, UM, UH, INFORMATION THAT CAME IN WAS ON CROSSING GUARDS. 
          SO WE PROVIDED YOU THAT SPECIFIC INFORMATION. 
          I THINK THAT WAS YOUR QUESTION. 
          UM, UH, COMMISSIONER, SO THAT WAS SPECIFICALLY IN THE PACKET AS WELL. 
          THERE'S BEEN A LOT OF BACK AND FORTH ABOUT BUDGETED POSITIONS AND WHAT CUTS HAPPEN WHEN, UM, SO WE PROVIDED YOU THE TIMELINE. 
          I THINK THERE'S BEEN A MISNOMER THAT WHEN MEASURE GG DIDN'T PASS AND THAT THERE WAS A, A, A LARGE BUDGET REDUCTION IN RESPONSE TO THAT. 
          UH, IT'S ACTUALLY NOT THE CASE. 
          UH, THE LARGE BUDGET REDUCTION HAPPENED IN 2008 AND THEN MEASURED GG WAS TWO YEARS LATER, UM, IN, IN 2010. 
          SO WE KIND OF LAID ALL THAT OUT FOR YOU. 
          UH, THE LARGE BUDGET REDUCTION WAS BECAUSE FOR FIVE YEARS, CITY MANAGER DEPARTMENTS WERE TAKING REDUCTIONS AS PART OF THE GREAT RECESSION OR BEFORE THE GREAT RECESSION AS PART OF THE, UM, THE EARLY TWO THOUSANDS. 
          AND THEN MAYOR FOSTER ASKED THAT ALL APPOINTED AND ELECTED OFFICIALS PARTICIPATE IN A 10% REDUCTION, UH, TO, TO DO THEIR PART. 
          AND SO THAT'S WHERE THOSE REDUCTIONS HAPPEN. 
          AND WE SPELLED THAT OUT. 
          UM, THE CIVIL SERVICE, UH, DIRECTOR POINTED OUT AS WE, SHE LOOKED AT THOSE NUMBERS AND WE LOOKED AT THE NUMBERS. 
          THE BUDGET HAD A NUMBER OF 25, BUT THE POSITION DESCRIPTIONS AND THE BUDGET BOOK IN 2008 HAD ACTUALLY 29 POSITIONS. 
          UH, WE ASKED OUR BUDGET TEAM TO LOOK AT THAT TO VERIFY, AND THEY VERIFIED IN THE SYSTEM AND IN EVERYTHING ELSE, THE 25 IS THE ACCURATE NUMBER. 
          IT LOOKS LIKE THERE WERE THE POSITIONS THAT WERE FROM THE PRIOR YEAR WEREN'T DELETED IN THE ACTUAL TEXT. 
          UM, SO WE RUN THAT DOWN AND PROVIDED THAT ANSWER TO YOU AS WELL. 
          UM, ONE OF THE THINGS THAT, UM, WE DID WANT TO PROVIDE IS ALSO, UM, KIND OF, UH, DATA THAT WE LOOKED AT IN EARLY 20, UH, 23. 
          UH, THIS WAS DATA ABOUT, UH, WHAT YOU'RE GONNA HEAR ABOUT TONIGHT FROM A NUMBER OF OUR DEPARTMENTS OR SOME OF THE CONCERNS ABOUT EXTENDING LISTS PAST SIX MONTHS AND 12 MONTHS. 
          UM, WHAT THAT IMPACT HAS, AND ALSO A NUMBER OF THOSE LISTS HAVE LESS THAN 10, UM, PEOPLE ON THEM. 
          SOME OF THEM HAVE LESS THAN THREE, SOME EVEN HAVE ONE. 
          AND SO YOU'LL HEAR MORE FROM THEM. 
          BUT THERE'S, UH, WE LOOKED AT ABOUT A SIX MONTHS PERIOD FROM, UM, JANUARY, UH, TO JULY, UM, OF 2023. 
          UH, THAT'S INFORMATION THAT WE SHARED WITH THE BAKER TILLY CONSULTANT. 
          AND THAT'S ALSO PART OF THE DISCUSSION THAT WE HAD MR. CHAIR BACK IN JUNE ON FRIDAY, JUNE 9TH. 
          UM, ONE, UH, THEN ONE OF THE BIG SECTIONS THAT I REALLY ENCOURAGE YOU TO READ, UH, IT'S ABOUT 40 PAGES LONG, 44 PAGES LONG. 
          UH, BUT, UH, IT WAS TESTIMONIALS FROM A LOT OF THE DEPARTMENTS AND THE HIRING MANAGERS THAT THEY WANTED TO SHARE, SOME OF WHICH WERE CREATED IN 2023 AS WE WERE, UM, RIGHT AFTER OUR MANAGEMENT CONFERENCE. 
          THIS WAS A HOT TOPIC. 
          AND SO, UH, THEY HAD WRITTEN SOME OF THOSE AS WE WERE GETTING READY FOR THE BAKER CHILI STUDY. 
          AND SOME OF THEM WERE WRITTEN IN THE LAST COUPLE DAYS IN RESPONSE TO SOME OF THE QUESTIONS THAT, UM, YOU BROUGHT FORWARD. 
          AND SO THOSE ARE, UM, IN THEIR OWN VOICE. 
          THEY ALL, UM, LOOK AND FEEL A LITTLE DIFFERENT 'CAUSE IT'S DIRECTLY FROM EITHER THE HIRING MANAGER OR THE DEPARTMENT DIRECTOR, UH, TO BE ABLE TO TALK ABOUT SOME, UH, SOME OF THE CONCEPTS, SOME OF THOSE THINGS I WILL SUMMARIZE OR EXTENSIONS OF LISTS THAT ARE NO LONGER VIABLE. 
          UM, WHEN DEPARTMENTS SAY THAT THEY HAVE CONCERNS WITH THE LIST, UH, COMMUNICATION CHALLENGES, ABSENCE OF CONTINUAL RECRUITMENTS, UH, UH, KIND OF A DIFFERENCE IN PHILOSOPHY THAT EVEN IF THERE IS SOMEBODY ON THE LIST, UM, WHO WANTS A JOB, BUT THE DEPARTMENT IS DETERMINED, THEY'RE NOT QUALIFIED, THAT THE LIST STAYS IN PLACE, FRUSTRATIONS WITH THE LENGTH OF TIME, UH, THAT RECRUITMENTS TAKE WITH SOME, UH, MISSED DEADLINES, CONCERNS 
          [00:15:01]
WITH BANDINGS OF LISTS, UH, RESPONSIVENESS ISSUES, COMMUNICATIONS CHALLENGES, TOO FEW CANDIDATES AVAILABLE FOR POSITIONS. 
          AND THAT THE LENGTH OF TIME, UM, EVEN FOR THE PRIORITY POSITIONS, UH, IS CHALLENGING. 
          AND THEN WE ALSO PROVIDED SOME TESTIMONIALS FROM ABOUT THREE DIFFERENT, UM, INDIVIDUALS WHO WENT THROUGH THE TESTING PROCESS. 
          THESE ARE ALL, UM, CITY EMPLOYEES WHO ARE TOP GRADE, AMAZING EMPLOYEES THAT WENT THROUGH A, THE  ANALYST EXAM. 
          AND THIS IS THEIR WORDS ON THE CHALLENGES, UH, THAT THEY WENT THROUGH. 
          SO YOU CAN SEE FROM A USER PERSPECTIVE WHAT THAT LOOKS LIKE. 
          UM, AND NOT JUST FROM A MANAGEMENT PERSPECTIVE, BUT ALSO FROM A USER PERSPECTIVE. 
          AND I THINK THAT'S VERY TELLING. 
          ONE OF WHICH, UM, WAS A, A WONDERFUL EMPLOYEE WHO, UH, WAS WAITING FOR THE TEST AND WAITING FOR THE TEST AND WAITING. 
          AND THEN WHEN IT CAME OUT, UM, TOOK THE TEST, BUT DURING THAT TIME FELT THEY NEEDED TO FIND OTHER EMPLOYMENT. 
          SO THEY WENT TO ANOTHER CITY OUTSIDE OF THE STATE, UH, WENT THROUGH THEIR PROCESS, UH, WENT AND, AND APPLIED, UH, GOT NOT ONLY THROUGH THE TESTING PROCESS, GOT AN INTERVIEW, GOT SELECTED, GOT A MOVING PACKAGE TO MOVE UP THERE AND LEFT ONLY TO FIND OUT, UM, THAT THEY ENDED UP ON THE DAND HERE IN LONG BEACH. 
          UM, AND, UH, THEY SHARE THEIR STORY WITH US AS WELL. 
          SO THAT EMPLOYEE DID, UH, DID LEAVE US. 
          UM, SO, UH, WE WERE PLANNING TONIGHT, UM, TO HAVE A COUPLE OF DEPARTMENTS TO BE RESPONSIVE. 
          UM, WE HAVE DEPARTMENTS THAT WE WERE GONNA PRESENT FROM HEALTH AND HUMAN SERVICES, POLICE, FIRE HARBOR, PUBLIC WORKS FM, ALTHOUGH HE GOT A, UM, HE HAD A, UM, EMERGENCY TOOTH ISSUE. 
          SO I FM IS NOT HERE ANYMORE. 
          UH, LIBRARY PARKS REC AND MARINE TECHNOLOGY AIRPORT, AND THEN HUMAN RESOURCES. 
          AND UM, AND THEN THERE'LL, THERE'LL BE SOME OTHER SPEAKERS AS WELL. 
          SO, UM, BUT IN, UH, UH, IN DEFERENCE TO THE CHAIR, I THINK, UH, UH, WE WILL HAVE, THEN I'LL TURN TO ALLISON KIM, WHO IS OUR ACTING HEALTH DIRECTOR WHO WANTED TO BE ABLE TO TALK THROUGH SOME OF THOSE ISSUES. 
          WE ALSO HAVE MARIO CORDERO HERE. 
          I BELIEVE HE MADE IT INTO THE ROOM. 
          THERE'S MARIO, UH, TO TALK FROM HARBOR, UH, SINCE CHRISTINA CANNOT BE HERE. 
          AND THEN I WOULD LIKE A CHANCE TO HAVE OUR DEPARTMENTS BE ABLE TO SHARE SOME OF THEIR STORIES WITH YOU THAT THEY CHOOSE TO. 
          SO, THANK YOU VERY MUCH, MR. CHAIR. 
          I WILL, UH, SHARE MY TIME TO MS. KING. 
          YEAH. 
          SO IS THIS NOW CONSIDERED PUBLIC COMMENT? NO. 
          NO, WE'RE NOT GOING TO. 
          SO JUST, JUST TO CLARIFY, TOM, I'M NOT GONNA TELL YOU HOW TO USE YOUR HALF AN HOUR. 
          SO IF YOU WANT TO HAVE SOME FOLKS COME AND SPEAK, WE'RE GONNA TRY TO KEEP THIS PART TO HALF AN HOUR. 
          RIGHT? AND THEN EVERYBODY ELSE CAN SPEAK WHEN EVERYONE ELSE SPEAKS. 
          THAT'D BE VERY HELPFUL. 
          SO, I, I MISUNDERSTOOD. 
          I THOUGHT WE ONLY HAD THE TWO THAT YOU HAD IDENTIFIED. 
          SO IF WE CAN USE THAT HALF AN HOUR, WE'LL, WE'LL USE AS MANY DEPARTMENTS WITHIN THAT HALF AN HOUR. 
          END AT HALF AN HOUR. 
          AND THEN WE CAN DO THE REST OF YOU GOT ANOTHER 20 MINUTES BY MY WATCH. 
          ALL RIGHT. 
          GOOD DEAL. 
          ALLISON, YOU'RE UP. 
          ALRIGHT, GOOD EVENING. 
          GOOD EVENING. 
          I THANK YOU FOR THE OPPORTUNITY TO COME HERE. 
          UM, I MUST SAY HOWEVER, PERSONALLY I'M VERY DISAPPOINTED THAT WE ARE IN THIS ROOM. 
          I THINK THAT WE ALL KNEW THAT THERE WOULD BE AN OVERWHELMING RESPONSE BECAUSE YOU MADE A CLARION CALL TO US TO COME AND SPEAK WITH YOU TONIGHT. 
          BUT IT SEEMS THAT WE DON'T HAVE THE ROOM TO ALL BE IN COMMUNITY TOGETHER TO DO THAT. 
          SO UNFORTUNATELY IT FEELS AS THOUGH THE CUSTOMER, AGAIN, IS NOT BEING HEARD AND OR RESPECTED BY PROVIDING A PLATFORM FOR US TO DO JUST WHAT YOU ASK US TO DO TODAY. 
          SO WITH THAT, I WILL, UH, MOVE ON AND SHARE WITH YOU THAT AS A DEPARTMENT HEAD, I AM ONLY ABOUT A HUNDRED DAYS INTO MY ROLE. 
          AND WHILE I WILL START WITH SOME OF THE DEPARTMENT CHALLENGES, I WILL DRILL DOWN TO SOME OF THE ISSUES THAT I EXPERIENCED AS A BUREAU MANAGER. 
          'CAUSE THAT IS THE BULK OF MY EXPERIENCE. 
          BUT THERE IS INFORMATION THAT I GATHERED FROM OUR TEAM REGARDING, UM, THE CHALLENGES THAT WE HAVE IN OUR BUREAU AS WELL AS OUR DEPARTMENT. 
          SECTION 27 SAYS THAT ELIGIBLE LISTS DERIVED FROM OPEN COMPETITIVE EXAMINATIONS, UM, I'M SORRY, GET THIS TO GO. 
          OKAY, I'M SORRY. 
          ELIGIBLE LISTS DERIVED FROM OPEN COMPETITIVE EXAMINATIONS SHALL GENERALLY EXPIRE ONE YEAR FROM THEIR ESTABLISHED EFFECTIVE DATES. 
          CURRENTLY OF ALL AVAILABLE LISTS, 54% OR OVER 1-YEAR-OLD AND 12% ARE OVER TWO YEARS OLD. 
          THE MINIMUM NUMBER OF NAMES CERTIFIED SHALL BE FOUR PLUS THE NUMBER OF VACANCIES. 
          THE AA THE ADMINISTRATIVE ANALYST. 
          THERE ARE APPROXIMATELY 55 ACTIVE REQUISITIONS WITHIN THE CITY WITH APPROXIMATELY 41 NAMES ON THE LIST, INCLUSIVE OF FIVE TRANSFER NAMES. 
          WHAT YOU NEED TO UNDERSTAND ABOUT THIS CLASSIFICATION IS THAT IT'S USED VERY BROADLY THROUGHOUT THE CITY, AND I CAN'T THINK OF ANY DEPARTMENT WITHIN OUR CITY THAT DOES NOT HAVE THIS CLASSIFICATION. 
          SO IT'S EXTREMELY IMPERATIVE TO US THAT THERE BE SUFFICIENT NAMES FROM WHICH TO DRAW ON, NOT AT ANY PARTICULAR 
          [00:20:01]
TIME OF THE YEAR, BUT THROUGHOUT THE YEAR AND EVERY DAY. 
          IN ORDER FOR US TO DELIVER THE SERVICES THAT WE SHOULD TO THIS COMMUNITY, OPERATING DEPARTMENTS SHALL SEND A NOTICE OF SELECTION INTERVIEW IN WRITING OR MAKE PERSONAL CONTACT AND SHALL PROVIDE JOB CANDIDATES A MINIMUM OF FIVE DAYS NOTES TO RESPOND CANDIDATES IN THE HIGHER SCORE BANDS MUST BE OFFERED AN INTERVIEW BEFORE SELECTING FROM LOWER BANDS. 
          THESE EXAMPLES REFLECT THE EVOLVING LANDSCAPE AND CHALLENGES FACED IN THE ADMINISTRATION OF THE AA EXAM. 
          CIVIL SERVICE RULES STATE THAT WE SHALL HAVE FOUR PLUS THE NUMBER OF VACANCIES AT PRESENT. 
          AS I SAID, THERE ARE APPROXIMATELY 55 ACTIVE REQUISITIONS WITH APPROXIMATELY 41 NAMES ON THE LIST, INCLUSIVE OF FIVE TRANSFER NAMES. 
          INITIALLY, WHEN THE LIST WAS RELEASED IN MAY OF 2023 WITH APPROXIMATELY 84 NAMES AND 64 VACANCIES DEPARTMENTS WERE INFORMED OF A FORTHCOMING NEW EXAM WOULD TAKE PLACE IN JANUARY. 
          THIS WAS REITERATED AT THE JANUARY, 2024 MEETING. 
          HOWEVER, RECENT WRITTEN COMMUNICATION AS OF FEBRUARY 13TH INDICATES A CHANGE IN PLANS STATING THAT THERE ARE NO PLANS TO RUN A NEW RECRUITMENT. 
          THE DEPARTMENT OF HEALTH AND HUMAN SERVICES HAS REPEATEDLY DRAWN FROM THE LIST RESULTING IN ITS EXHAUSTION. 
          PRESENTLY, THERE ARE FOUR CRITICAL VACANCIES. 
          ALL CENTERED AROUND FINANCE. 
          PROVISIONAL APPOINTMENTS POSE A CONSIDERABLE RISK DUE TO THE CHALLENGING NATURE OF THIS EXAM, POTENTIALLY RESULTING IN DEPARTMENTS LOSING THEIR CANDIDATES AND INVESTING VALUE TIME AND TRAINING. 
          WHEN NEW LEADERSHIP ASSUMED RESPONSIBILITY, AN APPRAISAL INTERVIEW WAS REINTRODUCED TO THE PROCESS. 
          USER DEPARTMENTS EXPRESSED CONCERNS ABOUT THE DELAYS CAUSED BY THESE INTERVIEWS, PROMPTING ASSURANCES FROM CS LEADERSHIP THAT THEY WOULD RECEIVE SUPPORT FROM NEIGHBORING AGENCIES FOR THE RATING PROCESS. 
          HOWEVER, CS FACED DIFFICULTIES IN FINDING WAIVERS LEADING TO AN APPROXIMATELY NINE MONTH DELAY UNTIL DEPARTMENTS ASSISTED IN APPRAISING THE ENGINEERS. 
          SUBSEQUENTLY, DEPARTMENTS WERE ASKED TO RECIPROCATE THE FAVOR TO NEIGHBORING AGENCIES THAT HAD SUPPORTED CIVIL SERVICE. 
          DESPITE DEPARTMENT REQUEST, CS REFUSED TO REMOVE BANDING FROM THE CLASSIFICATION, INSISTING THAT 50% OF DEPARTMENTS FAVORITE IT. 
          THAT WAS VERY PHYSI, PHYSICALLY EVIDENT TO US AT A RECENT MANAGEMENT CONFERENCE WHERE WE WERE ASKED HOW MANY OF US IN THE ROOM ACTUALLY APPRECIATED BANDING. 
          OUT OF ABOUT 400 MANAGERS, THERE WAS PROBABLY ONE OR TWO HANDS THAT WERE RAISED. 
          WE WERE THEN TOLD THAT WE DIDN'T UNDERSTAND THE PROCESS AND WE COULD RECEIVE TRAINING. 
          WE'VE NOT RECEIVED THAT TRAINING AND ANYTHING THAT WE HAVEN'T UNDERSTOOD THAT HAS BEEN IN PLACE FOR AS LONG AS THIS HAS SAYS THAT IT'S NOT UNDERSTOOD BY ANYONE. 
          DESPITE, UM, ALL OF THIS, CONTRARY TO THIS CLAIM, ADMINISTRATIVE OFFICERS CONSISTENTLY VOICED THEIR OPPOSITION TO BANDING. 
          THE MANAGEMENT RETREAT HIGHLIGHTED THAT AND BANDING IN THIS CLASSIFICATION HINDERS THE SELECTION OF CANDIDATES WITH SPECIFIC QUALIFICATIONS REQUIRED FOR NARROW POSITIONS WITHIN THE CITY. 
          NUMEROUS CANDIDATES REPORTED RECEIVING MULTIPLE EMAILS CONTAINING CORRECTIONS ON INSTRUCTIONS. 
          ADDITIONALLY, DURING AN APPRAISAL INTERVIEW BY AN INTERNAL CANDIDATE ON APRIL 28TH, 2023, A TECHNICAL ISSUE AROSE WHERE QUESTIONS WERE SET FOR ONLY 30 SECONDS INSTEAD OF THE ALLOTTED THREE MINUTES. 
          BUT IT UNDERSCORED THE CHALLENGES THAT ARE ENCOUNTERED IN THE ENTIRE EXAM PROCESS. 
          RECRUITING FOR POSITIONS ABOVE GRADE ONE PRESENTS SIGNIFICANT CHALLENGES FOR DEPARTMENTS BECAUSE THE MINIMUM QUALIFICATIONS FOR THE ADMINISTRATIVE ANALYSTS OUTLINE BASIC REQUIREMENTS SUCH AS COMPUTER PROFICIENCY. 
          THEY OFTEN FALL SHORT THE SPECIALIZED SKILLS NEEDED FOR HIGHER GRADE LEVELS SUCH AS GRADE THREE. 
          DESPITE BEING ADVISED TO USE SELECTIVE CERTIFICATION, THIS APPROACH IS EFFECTIVE ONLY IF IMPLEMENTED BEFORE THE EXAMINATION PROCESS BEGINS. 
          COMPOUNDING THIS ISSUE, LIMITATIONS IMPOSED BY CIVIL SERVICE PREVENT POLLING OF CANDIDATE LIST OR EXHAUSTING THEM WITHOUT OFFERING INTERVIEWS TO ALL CANDIDATES. 
          AGAIN, MAKING IT NECESSARY FOR DEPARTMENTS TO SIFT THROUGH THE ENTIRE LIST AND DO SO BANNED BY BAND. 
          OKAY. 
          ALRIGHT. 
          UM, I'M SORRY. 
          NO, I DON'T WANT YOU TO FINISH. 
          NO, GO AHEAD. 
          THE REALITY IS THAT WE CURRENTLY HAVE FIVE VACANCIES IN OUR DEPARTMENT. 
          AS I SPEAK. 
          WE HAVE GONE THROUGH THIS LIST AND I KNOW THAT IT'S THOUGHT THAT NEPOTISM AND CRONYISM DICTATE HOW WE SELECT PEOPLE. 
          THERE'S NO ONE IN THIS ROOM WHO'S SATISFIED WITH THE 22% RATE 
          [00:25:01]
IN THE CITY. 
          WE ALL WANT QUALIFIED CANDIDATES. 
          WE HAVE NO DESIRE TO ABANDON THE MERITOCRACY PROCESS THAT IS IN PLACE. 
          THE FUNCTION NEEDS TO REMAIN. 
          WE SIMPLY NEED QUALIFIED APPLICANTS. 
          AND EVERYONE WHO ENDS UP ON A LIST IS NOT GOOD. 
          AND THAT IS NOT ABOUT THE SUBJECTIVE, THAT IS ABOUT VERY DEFINITIVE CRITERIA. 
          THANK YOU. 
          WE'RE DONE. 
          THANK YOU. 
          THANK YOU. 
          I CAN ASK J JOSE MU MURRAY FROM POLICE DEPARTMENT TO COME AND TALK FOR ABOUT FIVE MINUTES AND THEN WE'LL ASK OUR EXECUTIVE DIRECTOR OF THE HARVARD DEPARTMENT RIO, UH, CLOSE TO OUR TIME. 
          NO, DON'T MIND. 
          GOOD EVENING, COMMISSIONERS, MAYOR, CITY MANAGER, AND COLLEAGUES. 
          AS TOM SAID, MY NAME IS J MARIE, I'M THE BUSINESS, UH, I'M THE BUREAU CHIEF FOR BUSINESS ADMINISTRATION AND I HAVE WITH ME HERE TODAY COMMANDER MICHAEL . 
          CHIEF ISH COULD NOT JOIN US, UH, TONIGHT AND REQUESTED THAT WE SHARE SOME COMMENTS FROM HIM. 
          UH, THE POLICE DEPARTMENT HAS A LONG HISTORY OF WORKING CLOSELY WITH OUR PARTNERS IN CIVIL SERVICE AND HUMAN RESOURCES ONBOARD AND PROMOTE PERSONNEL. 
          WE TRY TO FOCUS OUR ENERGIES ON BEING RESPONSIVE, COLLABORATIVE, AND SOLUTION ORIENTED. 
          IN ADDITIONS TO THE CHALLENGES, UH, DISCLOSED IN THE TFF, THE MEMO RELEASED BY THE CITY MANAGER LAST WEEK, WE WANT TO ACKNOWLEDGE, UH, COLLABORATIONS, UH, SUCH AS THE CREATION, AS OF THE NEW, UH, ACADEMY ENROLLED AND ACADEMY GRADUATE POLICE OFFICER BULLETINS, UH, AND THE COMPLETION OF SELECTIVE CERTIFICATION RECRUITMENT FOR CLERK TYPIST, UH, I MEAN FOR POLICE RECORDS TECHNICIAN, WHICH IS A CLERK TYPIST CLASSIFICATION, UH, THAT POSITIVELY IMPACTED OUR STAFFING THIS YEAR. 
          THAT SAID, AS WITH THE EXAMPLES IN TFF, THESE RECRUITMENTS ALSO FACED CHALLENGES IN THEIR IMPLEMENTATION. 
          UNFORTUNATELY, FREQUENT DELAYS, BOTTLENECKS AND PUSHBACK FROM CIVIL SERVICE STAFF HAVE SERIOUSLY STRAINED THE RELATIONSHIP BETWEEN THE TWO DEPARTMENTS. 
          WHILE THERE ARE MANY CHALLENGES, UH, THAT WE COULD SHARE TONIGHT, IN ADDITION TO THOSE IN THE CFF, IN THE SPHERE OF PARTNERSHIP, WE WILL BE FOCUSING OUR COMMENTS ON AREAS WHERE WE FEEL WE CAN FIND COMMON GROUND. 
          COVID, THE MURDER OF GEORGE FLOYD AND THE CIVIL UNREST THAT FOLLOWED AND THE GREAT RESIGNATION HAVE LED TO LARGE SPIKES IN RETIREMENTS AND SEPARATIONS AND HAVE DRASTICALLY REDUCED INTEREST IN LAW ENFORCEMENT AS A PROFESSION. 
          I MENTIONED THIS TO SHARE THAT THE POLICE DEPARTMENT UNDERSTANDS WHAT IT'S LIKE TO HAVE THOSE, UH, THAT WE ARE COMMITTED TO SERVING POINT OUT AREAS WHERE THEY FIND US DEFICIENT. 
          IT'S EASY TO RESPOND WITH DEFENSIVENESS AND IT TAKES FORTITUDE AND TRUST IN OUR COMMUNITY TO BE OPEN FROM TO LEARNING FROM THAT CRITICISM. 
          WE HAVE FOUND THAT THE STAFFING CRISIS AND PUBLIC SCRUTINY OF POLICING HIGHLIGHTED AREAS FOR REEVALUATION FOR THE POLICE DEPARTMENT. 
          AND WE ARE PROUD TO SAY THAT WE HAVE REFOCUSED OUR EFFORTS ON INNOVATIVE AND RESPONSIVE CHANGES THAT ADDRESS COMMUNITY CONCERNS AND SUPPORT EFFORTS TO BE A DEPARTMENT THAT OUR STAFF AND OUR COMMUNITY CAN BE PROUD OF. 
          WHILE WE ARE COMMITTED TO MOVING THE DEPARTMENT FORWARD, STAFFING SHORTAGES ACROSS SWORN AND PROFESSIONAL CLASSIFICATIONS ARE THE BIGGEST OBSTACLES TO INNOVATION AND CHANGE FURTHER MANDATORY OVERTIME TO COVER THE WORK CREATED BY THESE VACANCIES, SOME CAUSING EMPLOYEES TO WORK AS MANY AS 20 HOURS AT A TIME, INCREASE STRESS, MENTAL HEALTH CONCERNS AND BURNOUT AND EXACERBATE THE DANGERS OF THE JOB FOR OUR STAFF AND FOR THE COMMUNITY. 
          OUR EMPLOYEES FREQUENTLY CITE LOW STAFFING LEVELS AS THE PRIMARY, AS THEIR PRIMARY JOB STRESSOR. 
          TO ADDRESS THESE AREAS, WHICH ARE UNDER THE POLICE DEPARTMENT'S CONTROL, WE CONVENED A RECRUITMENT AND RETENTION TASK FORCE TO ANALYZE PAIN POINTS IN OUR OWN PROCESSES AND RECOMMEND CHANGES AND EFFICIENCIES OF PROCESSES THAT WE HAVE HAD TO REEVALUATE AND THOSE THAT ARE LONG HELD PRACTICES THAT MAY HAVE MADE A CHANGE. 
          THIS INCLUDES ACCEPTING RECRUITS, TRAINED BY OTHER AGENCIES, UH, USING ELECTRONIC, UH, CREDIT REPORTS FROM CANDIDATES AND IMPLEMENTING SOFTWARE ANTICIPATED TO GREATLY REDUCE THE LENGTH OF THE PD BACKGROUND PROCESS, WHICH WE KNOW ADDS TO ISSUES WITH HIRING. 
          WE EVEN MOVED OUR RECRUITMENT SECTION INTO A NEW BUREAU DEDICATED TO COMMUNITY ENGAGEMENT AND COLLABORATIVE PARTNERSHIP DEVELOPMENT. 
          RECRUITMENT AND RETENTION ARE NOT SINGLE SOLUTION ISSUES. 
          WE MUST ALL TAKE RESPONSIBILITY FOR MAKING 
          [00:30:01]
IMPROVEMENTS. 
          THE POLICE DEPARTMENT SUPPORTS CHANGES TO CITYWIDE PROCESSES THAT WILL HELP ALL DEPARTMENTS QUICKLY ONBOARD QUALITY CANDIDATES. 
          AND WE BELIEVE THAT THE PROPOSED CHARTER AMENDMENT IS THE BEST OPPORTUNITY TO DO JUST THAT WHILE PROTECTING THE RIGHTS OF EMPLOYEES. 
          WE RESPECT AND APPRECIATE THE MISSION AND THE GOALS OF THE CIVIL SERVICE COMMISSION AND HOPE YOU'LL JOIN US IN SUPPORTING THE STREAMLINING OF THE CITY'S HIRING AND PROMOTIONAL PRACTICES FOR CLASSIFIED STAFF. 
          THANK YOU. 
          THANK YOU FOR YOUR, THANK YOU. 
          TERRY. 
          DID YOU HAVE SOMETHING TO ADD? I DID NOT. 
          HOW DO YOU TALK THAT? ALRIGHT? ABSOLUTELY. 
          THANK YOU. 
          THANK YOU. 
          ALRIGHT, NEXT UP IS MARIO RO I'M, UH, THE EXECUTIVE DIRECTOR OF THE HOT PARK DEPARTMENT. 
          MARIO. 
          OKAY, MR. CHAIR. 
          GOOD EVENING. 
          GOOD EVENING. 
          I THINK THE LAST TIME I SAW YOU, WE WERE ACTUALLY DOING A CRUISE OF THE, UH, PORT. 
          IT WAS, UH, VERY INFORMATIVE. 
          THANK YOU. 
          YES. 
          WELL, THANK YOU. 
          WE, WE HOPE TO, UH, MAKE SURE WE TRY TO INFORM AS MUCH AS POSSIBLE THE ECONOMIC ENGINE THAT THE CITY HAS. 
          YES. 
          BUT ANYWAY, THANK YOU MR. CHAIRMAN AND COMMISSIONERS FOR THE TIME THAT YOU'VE ALLOCATED TO LISTEN TO THIS ISSUE. 
          AND LET ME JUST SAY, UH, FOR IN THE INTEREST OF TIME, I'M NOT GOING TO, YOU KNOW, REPEAT WHAT'S ALREADY BEEN SAID, BUT I CAN TELL YOU THE HARVARD DEPARTMENT HAS HAD THE SIMILAR CHALLENGES THAT YOU'VE HEARD. 
          NOW, I AM GONNA ADDRESS A COUPLE OF THE QUESTIONS THAT THE COMMISSION HAD AT OUR MASS MEETING WITH REGARD TO MORE RECENT, UH, HIRES OR THE PROCESS. 
          BUT LET ME JUST SAY THIS, UH, THIS ISSUE CERTAINLY PRECEDES THIS MAYOR. 
          THIS ISSUE CERTAINLY PRECEDES THIS COMMISSION AND PRECEDES THIS DIRECTOR. 
          IT'S BEEN A LONG STANDING ISSUE IN THE CITY OF LONG BEACH WITH REGARD TO THE PROCESS THAT, UH, AGAIN, WE BELIEVE CAN BE MORE STREAMLINED, STREAMLINED. 
          WE HAVE A LITTLE BIT MORE COLLABORATION AND IDENTIFY AGAIN WHAT NEEDS TO BE DONE. 
          SO, UH, AGAIN, THE HARVARD DEPARTMENT HAS ALSO COMMITTED A TRANSPARENCY, ACCOUNTABILITY. 
          AND I THINK, UH, IF YOU TALK TO MY STAFF, UH, THEY COULD ATTEST TO THE FACT THAT I'VE HELD 'EM ACCOUNTABLE FOR THE SEVERAL YEARS. 
          THIS IS MY SEVENTH YEAR IN THIS POSITION BECAUSE WHEN I CAME INTO THIS POSITION, I WAS ASTOUNDED AT THE NUMBER OF VACANCIES WE HAVE. 
          WHICH AVERAGE AROUND 70 TO 75, 80. 
          WE WENT UP TO 90, WE WENT BACK TO 70. 
          TODAY WE HAVE 120. 
          AND THEN THOSE 120 VACANCIES, 86 ARE CLASSIFIED. 
          BUT LET ME GET TO, AGAIN, TO THE SPECIFIC POSITIONS THAT WERE OF INQUIRY AT THE LAST MEETING. 
          OFFICE SYSTEM ANALYST POSITIONS, THE HARVARD DEPARTMENT RECEIVED 75 CANDIDATES FOR THE OFFICE SYSTEMS ANALYST POSITION. 
          UNDER THESE TWO CANDIDATES HAVE UNDERGONE INTERVIEWS AND WE ARE PLEASED TO ANNOUNCE THAT ONE CANDIDATE HAS BEEN SUCCESSFULLY HIRED IN YEARS ARE ONGOING AND ANTICIPATE WITH REGARD TO THE ONE ADDITIONAL CANDIDATE PAST TWO BUILDING MAINTENANCE ENGINEER FOR THE BUILDING MAINTENANCE ENGINEER POSITION, WE'VE RECEIVED 10 CANDIDATES, INTERVIEWED FIVE, AND MADE AN OFFER TO ONE CANDIDATE ON FEBRUARY 15TH. 
          OVER THE PAST YEAR, WE HAVE SUCCESSFULLY HIRED TWO BUILDING MAINTENANCE ENGINEERS WHEN A THIRD CANDIDATE EXPECTED TO BE HIRED IN MARCH. 
          LAST CIVIL ENGINEERS IN THE MOST RECENT RECRUITMENT FOR CIVIL ENGINEER POSITIONS, WE RECEIVED FIVE QUALIFIED CANDIDATES FROM THIS POOL. 
          FOUR CANDIDATES UNDERWENT INTERVIEWS. 
          HOWEVER, IT IS IMPORTANT TO NOTE THAT UNFORTUNATELY, ALL THREE CANDIDATES WHO WERE OFFERED POSITIONS DECLINED OR WERE UNABLE TO PROCEED FOR VARIOUS REASONS. 
          SO THIS GIVES YOU A LITTLE BIT OF A GLIMPSE OF THE CHALLENGES THAT WE HAVE TO FILL THESE POSITIONS. 
          AND AGAIN, I JUST WANNA MAKE SURE THAT THE COMMISSION KNOWS THIS HAS BEEN A LONGSTANDING ISSUE FOR THE CITY OF LONG BEACH. 
          UH, SO IT PRECEDES ANY OF US IN THIS ROOM THAT I THINK MANY OF THE PEOPLE WHO'VE WORKED FOR THE CITY FOR YEARS AND YEARS, I THINK, AGAIN, IN GOOD FAITH ARE TRYING TO SEE HOW WE COME TOGETHER TO ADDRESS NOT ONLY THE ISSUE OF TRANSPARENCY THAT'S SO IMPORTANT TO THIS COMMISSION, BUT ALSO, AGAIN, EXPEDITING THE HIRING PROCESS AND REDUCING THE TIME THAT IT TAKES. 
          AGAIN, I'LL, I'LL STOP HERE BECAUSE AGAIN, MUCH HAS BEEN SAID ALREADY AND I DON'T WANT TO BE REDUNDANT. 
          BUT MR. CHAIR, THANK YOU SO MUCH COMMISSIONERS. 
          THANK YOU. 
          AND AGAIN, CHRISTINA, THANK YOU FOR YOUR EFFORTS THAT YOU'VE MADE. 
          AND AGAIN, YOU AND I HAVE MET A NUMBER OF TIMES, BUT AGAIN, WE NEED TO ADDRESS THIS ISSUE. 
          SO WITH THAT, UH, THE HARVARD DEPARTMENT, THANKS THE, UH, THANKS INFORMATION FOR THE OPPORTUNITY TO ADDRESS THIS ISSUE. 
          NO THANK YOU FOR COMMENTS. 
          OKAY. 
          UH, YOU HAVE ANY QUESTIONS? I COULD WE'LL DO THAT TOWARDS THE END IF IT'S OKAY. 
          APPRECIATE. 
          THANK YOU. 
          THANK YOU MARA. 
          MR. CHAZ. 
          SURE. 
          WE HAVE ABOUT FIVE MINUTES LEFT, IS THAT CORRECT? ABOUT FIVE? YEAH. 
          UH, SO I'D LIKE TO TURN TO THE FIRE DEPARTMENT. 
          OUR FIRE CHIEF IS HERE AS WELL AS MARA VENTURA. 
          UM, UH, THE ADMINISTRATIVE BUREAU MANAGER. 
          SORRY. 
          ALRIGHT. 
          YEAH, CHIEF, IT'S GOOD TO SEE YOU OUTSIDE OF A PARADE. 
          THAT'S NORMALLY WHERE WE MEET EACH OTHER . 
          SO IT IS GOOD TO SEE YOU. 
          UM, WELL, GOOD EVENING, UH, PRESIDENT CROSS HOLLANDS AND MEMBERS OF, UH, 
          [00:35:01]
THE COMMISSION. 
          UM, I'M GLAD TO BE HERE. 
          I'M HERE WITH MY ADMINISTRATION MANAGER, UH, MAR VENTURA. 
          SO I'M HERE TODAY TO PROVIDE YOU SOME HISTORY OF THE FIRE RECRUIT ELIGIBILITY LIST, THE SELECTION PROCESS, AND THE NEED TO FILL FUTURE VACANCIES. 
          MY EMPLOYEES ARE THE MOST IMPORTANT RESOURCES I HAVE AND THEY'RE COMMITTED TO PROVIDING MERCY MEDICAL AND FIRE SAFETY SERVICES TO ALL ALONG THESE COMMUNITY MEMBERS. 
          WE HAVE A LONG HISTORY OF COLLABORATING WITH CIVIL SERVICE ON RECRUITMENT, FIRE RECRUIT EXAMS AND DEVELOPMENT ADMINISTRATION AND PROMOTIONAL EXAMS. THE CIVIL SERVICE DEPARTMENTS WORKED WITH THE FIRE DEPARTMENT AND ALL HISTORIC RECRUITMENTS FOR FIRE RECRUIT. 
          WHILE WE, WHILE RECRUITING FIRE PERSONNEL IN PAST DECADES HAS YIELD AN OVERABUNDANCE OF CANDIDATES, THE HIRING LANDSCAPE FOR CALIFORNIA FIREFIGHTERS HAS SIGNIFICANTLY CHANGED. 
          ALL LARGE AGENCIES WITHIN THE STATE OF CALIFORNIA ARE EXPERIENCING STAFFING SHORTAGES AND DEPARTMENTS ARE COMPETING WITH EACH OTHER TO HIRE CANDIDATES WITH THE FASTEST TIMEFRAME POSSIBLE. 
          FOR EXAMPLE, IN 2020, WE HAD OVER 3000 APPLICANTS AND A AND 1,462 REPLACED ON BAND A LAST YEAR, JUST THREE YEARS LATER, WE HAD APPROXIMATELY 1500 APPLICANTS. 
          THAT'S 50% LESS AND WE HAVE 563 REPLACED ON A, ON ABAN. 
          THAT'S ONE THIRD COMPARED TO THREE YEARS BEFORE. 
          IT'S UNFORTUNATE AND DISAPPOINTING THAT THE CIVIL SERVICE DEPARTMENT DOES NOT UNDERSTAND THE SEVERITY OF THE EMPLOYEE SHORTAGE AND HIRING CHALLENGES FACE STATEWIDE. 
          FACING UNPRECEDENTED CHALLENGES REQUIRES FLEXIBILITY AND CREATIVITY. 
          BUT MOST IMPORTANTLY FOR CIVIL SERVICE TO LEARN TO, TO UNDERSTAND THE INPUT THAT'S PROVIDED BY THE FIRE DEPARTMENT MANAGEMENT TEAM. 
          THE FIRE CHIEF HAS CONTINUOUSLY EXPRESSED THE IMPORTANCE OF QUICKLY RECEIVING NEW LISTS FOR ITS UPCOMING FIRE ACADEMIES. 
          AND THE CIVIL SERVICE DEPARTMENT IS CONSISTENT IN STEERING THE PROCESS TO EXTENDING EXISTING LISTS THAT MAY BE A YEAR TO TWO YEARS OLD OR MOVING TO A LOWER BAND OF THE LISTS. 
          PAST FIRE CHIEF JAVIER ESPINO ADDRESSED THE COMMISSION DECEMBER 2ND, 2020, REJECTING THE EXTENSION OF THE FIRE ELIGIBILITY LIST. 
          HE STATED FIRE RECRUITS SELECTED AT THE BEGINNING FOR PREDOMINANTLY MORE SUCCESSFUL COMPARED TO FIRE RECRUITS SELECTED FROM THE SAME LIST YEARS LATER. 
          AND WE EXPERIENCED THAT IN 2016 FIRE ACADEMY AND 2022 B FIRE ACADEMY. 
          THIS APPROACH OF EXISTING THE OF EXTENDING THE LIST OR MOVING TO A LOWER BAND OF THE LIST IGNORES THAT WHILE THESE CANDIDATES MAY APPEAR AS HIREABLE DUE TO BEING ON THE LIST, MANY RECEIVE JOB OFFERS FROM NEIGHBORING AGENCIES WITH MUCH FASTER HIRING AND ONBOARDING PROCESSES. 
          THE FIRE DEPARTMENT KNOWS THIS TO BE TRUE BECAUSE CANDIDATES DECLINED. 
          THE FINAL JOB OFFERS WHEN OFFERING POSITIONS FOR FIRE RECRUIT INDICATING OTHER AGENCIES HAVE HIRED THEM. 
          LAST YEAR AFTER TESTING WAS COMPLETED, 85 OUT OF THE 563 CANDIDATES ON A BAND WERE QUALIFIED. 
          THEY PASSED EVERY COMPONENT OF THE TESTING PROCESS. 
          I IMMEDIATELY GAVE HIM CONDITIONAL JOB OFFERS WITHIN A COUPLE OF WEEKS. 
          ONLY 49 WERE REMAINING FOR THE FIRE CAB. 
          DURING A MEETING WITH CIVIL SERVICE ON DECEMBER 13TH, 2023, JUST A FEW MONTHS BACK, CIVIL SERVICE REQUESTED AGAIN TO USE CAN FROM A LOWER BAND FOR THE 2025 FIRE ACADEMY. 
          THIS WAS FRUSTRATING. 
          DUE TO THE LOW NUMBER OF CANDIDATES ON THE LOWER BAND, THEY NEED TO SUCCESSFULLY COMPLETE ALL THE TESTING COMPONENTS. 
          WE HAVE A HISTORY OF HIGH FAILURE RATES FROM FIRE RECRUITS SELECTED FROM A STALE LIST DUE TO THE FORECASTED VACANCIES IN 2025. 
          AND A HEAVY WORKLOAD THAT'S PLACED ON THE FIREFIGHTERS TO COVER THE OPEN 25 SHIFTS. 
          I HAD TO COME UP WITH AN AGREEMENT AND I AGREE WITH CIVIL SERVICE TO USE THE LOWER BANNER, I NEED A NEW BAR RECRUIT ELIGIBILITY LIST THIS SPRING AND NO MORE BANDING DUE TO THE LOW NUMBER OF CANDIDATES OFFERING SOLUTIONS OF EXTENDING STA LISTS OR HIRING FROM A LOWER BAND, WHICH IS COMPOSED OF CANDIDATES WHO INITIATE THE APPLICATION PROCESS OVER A YEAR PRIOR, DOES NOT ALLOW THE BAR DEPARTMENT TO BE A COMPETITIVE EMPLOYER TO ONBOARD FIRE RECRUITS, TO HAVE THE DYNAMIC SKILLS AND EXPERIENCE TO HANDLE THE COMPLEX DEMANDS FOUND WITHIN THE CITY OF LONG BEACH. 
          AS YOUR FIRE CHIEF, I AM FULLY COMMITTED TO ADDRESSING STAFFING CHALLENGES AND IMPLEMENTING STRATEGIC MEASURES TO ENSURE I HAVE ADEQUATE NUMBER OF FIREFIGHTERS TO RESPOND TO EMERGENCY INCIDENTS AND KEEP THIS COMMUNITY SAFE. 
          I NEED A CIVIL SERVICE DEPARTMENT THAT IS FLEXIBLE, THAT IS CREATIVE, BUT MOST IMPORTANT THAT LISTENS TO, AND THE SUBSEQUENT INPUT FROM THE FIRE DEPARTMENT MANAGEMENT TEAM REGARDING RECRUITMENT AND HIRING. 
          THANK YOU FOR YOUR TIME, BUT THEN I'LL PASS IT OVER TO, UH, MAR VENTURA. 
          ALRIGHT, I THE SAME COMMISSION AS WELL AS OUR CIVIL SERVICE DEPARTMENT COLLEAGUES, THANK YOU FOR BEING HERE. 
          I JOINED THE CITY DURING THE CIVIL SERVICE PROCESS BACK IN 2009. 
          IT DID TAKE 10 MONTHS, BUT IT ALLOWS ME TO BE PART OF AN AMAZING TEAM 
          [00:40:01]
WITH THE AMAZING MISSION. 
          AND I WORKED WITH MANY MEMBERS OF YOUR STAFF THROUGH MY TIME HERE AT THREE. 
          I HAVE BEEN OF BUREAU MANAGER AND THE DEPARTMENTS OF THE POLICE DEPARTMENT AND THE TECHNOLOGY AND INNOVATION DEPARTMENT, AND NOW THE FIRE DEPARTMENT SINCE 2015. 
          AND I'VE SEEN THE CHALLENGES WITH RECRUITMENT THAT HAVE BEEN COMPOUNDING OVER THE LAST SEVERAL YEARS. 
          SPECIFICALLY FOR THE FIRE DEPARTMENT AND MY PERSPECTIVE IN THE CITY. 
          WE HAVE SURVIVED CRISIS. 
          WE ARE RESILIENT CITY BECAUSE OF LEADERSHIP AND BECAUSE OF CREATIVITY WE'VE GOT THROUGH COVID AND LEADING THE WAY NATIONALLY BECAUSE OF OUR FLEXIBILITY AND ADAPTABILITY OF OUR ORGANIZATION. 
          ALTHOUGH THE COVID PANDEMIC HAS PASSED, THE FIRE DEPARTMENT IN PARTICULAR FACES A CRISIS. 
          WE ARE FACING COMPOUNDING FACTORS THAT WE HAVE NEVER SEEN IN PROPERLY CENTURY NEW FACTORS RELATED TO AFFORDABILITY. 
          UM, YOUNG PEOPLE WHO JUST DON'T WANT TO WORK IN A PUBLIC SERVICE. 
          YOUNG PEOPLE WHO DON'T WANT TO BE BEHOLDEN INTO CHALLENGING SCHEDULES OF WORKING 24, 12 HOUR SHIFTS AND BE MANDATED TO COME INTO WORK. 
          THAT IS THE REALITY OF OUR FRONTLINE 9 1 1 RESPONDERS IN THE FIRE DEPARTMENT. 
          THE MEMO YOU HAVE OUTLINES A LOT OF BLACK AND WHITE TECHNICAL DATA AND DEADLINES AND DETAILS OF WHAT IS THE HUMAN ELEMENT THAT WE'RE FACING. 
          WE ARE TRYING TO PROVIDE 9 1 1 SERVICE. 
          THE RESIDENTS EXPECT THAT WHEN THEY CALL 9 1 1, THAT SOMEONE WILL ANSWER THAT PHONE CALL AND THEY WILL HAVE A SERVICE THAT IS SPEEDY AND EQUIP TO HANDLE THEIR EMERGENCIES. 
          IF WE DON'T HAVE A LIST, WE CANNOT PROVIDE THAT SERVICE. 
          SO THEREFORE WE RELY ON YOU. 
          WITHOUT THE FIRE DEPARTMENT, THERE IS NO ONE TO HELP OUR COMMUNITY AND WITHOUT YOU HELPING US, WE HAVE NO ONE TO TURN TO. 
          SO WHAT IS THAT RISK HERE? THE HUMAN ELEMENTS. 
          WE EITHER HAVE THE OPTION OF FORCING OUR STAFF TO WORK MANDATORY OVERTIME, NOT TWO HOURS OF OVERTIME, NOT FIVE HOURS. 
          WE ARE MANDATING OUR STAFF TO WORK 12 HOURS TO 24 HOURS OF OVERTIME. 
          OUR LOCAL RESIDENTS, OUR LOCAL YOUNG PEOPLE, HAVE TO CHOOSE WHETHER TO WORK OR TO ENJOY THEIR YOUNG LIVES AND HAVE A GOOD QUALITY OF LIFE. 
          THAT IS THE HUMAN ELEMENT THAT THEY'RE FACING AS THEY POSE THEIR, THEIR DESIRED QUALITY OF LIFE IN WORKING WITH THE CITY OF LONG BEACH. 
          THE OTHER RISK IF WE DO NOT PUSH OUR EMPLOYEES AT THAT LEVEL IS TO CANCEL SERVICE. 
          WE CANNOT DO THAT. 
          WE HAVE HALF A MILLION RESIDENTS IN THE CITY. 
          THEY HAVE DYNAMIC HEALTH NEEDS, THEY HAVE A LOT OF DIVERSE POPULATIONS IN THE CITY. 
          WE HAVE TO BE ABLE TO BE THERE WHEN THEY CALL 9 1 1. 
          SO I KNOW THAT YOU HAVE A LOT OF CHALLENGES TO EXPLORE AS THEY MOVE FORWARD WITH THIS PROCESS, BUT THIS IS A REAL 9 1 1 LIFE AND DEATH, UM, SCENARIO THAT WE ARE FACING IN THE FIRE DEPARTMENT. 
          WE WANT TO MAKE OUR RESIDENTS FEEL SAFE, FEEL SECURE AS YOU LOOK AT THE CITY OF LONG BEACH. 
          AND WE ASK YOU TO BE A PARTNER OF THAT. 
          THANK YOU FOR YOUR TIME. 
          THANK YOU. 
          THANK YOU BOTH. 
          I'LL SEE YOU WITH THE NEXT PHRASE. 
          I'M SURE I DO THE HORN THIS TIME. 
          ALRIGHT, MR. SAG, I THINK YOU HAVE A COUPLE MINUTES. 
          IF YOU WANT TO GIVE JUST A, A WRAP UP, UH, SAY YES. 
          WE DO HAVE REPRESENTATIVES FROM, UH, OTHER DEPARTMENTS. 
          THEY'RE WILLING TO SHARE THEIR STORIES. 
          UH, I DO ENCOURAGE YOU TO READ THE DOCUMENTS THAT THEY'VE PUT TOGETHER. 
          'CAUSE WE DIDN'T WANNA REHASH THAT. 
          WE WANTED TO TALK A LITTLE BIT MORE ON A HIGHER LEVEL RATHER THAN GO INTO I I THINK THAT, UM, THE, UH, WORD THAT WE HEARD LAST TIME WAS THE RECEIPTS. 
          AND SO WE DID OUR BEST TO BE ABLE TO PROVIDE THAT EVIDENCE THAT WE'RE NOT JUST TALKING FROM, UH, ANECDOTAL STORIES, BUT ACTUALLY FROM ACTUAL DOCUMENTED CONVERSATIONS OF SOME OF THE CHALLENGES. 
          SO I THINK YOU HEAR THE TEAM, UH, THEY'RE ASKING FOR HELP. 
          THEY'RE ASKING FOR US TO ALL DO BETTER. 
          WE KNOW WE HAVE TO ADAPT. 
          AND THAT'S BEEN MY MODEL TO THEM IS WE HAVE TO FIND WAYS TO, TO GET REQUISITIONS DONE FASTER, TO GET HIRING DONE FASTER, GET ONBOARDING DONE FASTER. 
          UH, BUT A LOT OF THE EXAMPLES YOU'RE GONNA SEE ARE THINGS LIKE CANDIDATES THAT WE EITHER DON'T HAVE ACCESS TO OR THE LISTS AREN'T AVAILABLE OR ARE WHEN THERE ARE LISTS. 
          A LOT OF TIMES, UH, WE NEED TO DO MORE TO THINK TO GET MORE PEOPLE ON THAT LIST. 
          80 PEOPLE, UH, GET ON THE LIST. 
          WE END UP GETTING TWO OR THREE COMING TO AN INTERVIEW AND THEN ONLY BE ABLE TO HIRE ONE. 
          SO, UH, WE ARE ASKING, UM, FOR THIS AGAIN, UH, TO DO THIS WORK TOGETHER, UH, ALL STREAMLINED IN ONE DEPARTMENT, UM, AND CONTINUE THE MERIT SYSTEM, CONTINUE CIVIL SERVICE, UH, BE ABLE TO, UM, HAVE THE GOOD PEOPLE THAT ARE DOING THE GOOD WORK, UH, IN BOTH HR AND CIVIL SERVICE, CONTINUE THEIR WORK, UH, AS WE LOOK AT DIFFERENT WAYS TO DO OUR JOB. 
          SO, UH, I KNOW A NUMBER OF 'EM STILL WANNA, UH, SHARE THEIR STORY AND WE'LL DO THAT IN PUBLIC COMMENT. 
          I APPRECIATE YOUR TIME. 
          THAT WILL BE IN PUBLIC COMMENT. 
          YES. 
          PUBLIC COMMENT. 
          YES, ABSOLUTELY. 
          YES. 
          I JUST WANTED TO ADDRESS THE ROOM QUESTION BECAUSE ULTIMATELY IT WAS MY DECISION, SO I'LL LET YOU KNOW WHAT MY THINKING WAS ON THAT. 
          WE ACTUALLY ASKED FOR CITY, UH, FOR CITY CHAMBERS. 
          APPARENTLY THERE'S A MEETING GOING ON THAT TAKES PRIORITY OVER THIS ONE. 
          UM, WE DON'T HAVE THAT CHOICE. 
          UH, WE ALSO ASKED FOR THE LARGER MEETING ROOM IN PORT. 
          APPARENTLY THERE IS ALSO A MEETING GOING ON THERE THAT'S PRIORITY OVER THIS ONE. 
          AND WE, WE DIDN'T MAKE THAT CHOICE. 
          UM, I DID MAKE 
          [00:45:01]
THE CHOICE TO KEEP THIS AT FIVE 30. 
          I THINK THIS MEETING WILL GO LATE AND OUR OPTION WE WERE GIVEN WAS TO DO A SIX 30 MEETING IN CHAMBERS. 
          AND FRANKLY, I THINK FOR OUR STAFF WHO WOULD HAVE FAMILIES, UM, THAT WOULD, THAT WOULD NOT BE A REASONABLE EXPECTATION OF THAT. 
          UM, SO, SO, YOU KNOW, MY REASONING AND IF YOU HAVE PROBLEMS WITH IT, IT'S, IT'S ME. 
          IT WAS NOT A CIVIL SERVICE DEPARTMENT OR EMPLOYEES WHO MADE THAT CHOICE. 
          ALRIGHT. 
          UM, A COUPLE COMMENTS. 
          YEAH. 
          OKAY. 
          SO I, I REALLY, REALLY WANT TO THANK THE DEPARTMENTS THAT HAVE SPOKEN. 
          IT IS VERY REFRESHING TO HEAR THE DEPARTMENTS COME WITH CONCERNS AND FACTS THAT WE CAN WORK WITH THAT TRULY IS HELPFUL. 
          AND WITH THE EXCEPTION OF, OF ONE COMING IN A LITTLE HOT, YOU KNOW, ABOUT THIS GROUP. 
          UM, IT HAD A, A LITTLE BIT OF, OF, OF A POSITIVE. 
          EVEN YOUR COMMENTS, YOU KNOW, YOUR, YOUR WORK COMMENTS WERE, WERE FANTASTIC. 
          YOUR DEPARTMENT COMMENTS. 
          AND I THINK THAT THE INITIAL COMMENT THERE IS WHAT HAS KEPT US FROM WORKING TOGETHER, RIGHT? WE FEEL THESE FRUSTRATIONS, WE FEEL THESE STRENGTHS, WE FEEL THESE THINGS HAPPENING IN OUR WORK ENVIRONMENT. 
          AND TRUST ME, WE ALL, ALL AWARE OF WHAT'S HAPPENING. 
          THIS WHOLE THING, POST COVID HAS EVEN MESSED THINGS UP MORE. 
          BUT AT THE END OF THE DAY, I WANT TO THANK YOU FOR COMING WITH THAT BECAUSE WE, AS A CIVIL SERVICE COMMISSION AND OUR DEPARTMENT STILL, WE STILL HAVE TO DO THE WORK, RIGHT? THIS IS GOING TO BE TAKEN TO THE VOTERS AND WE DON'T KNOW WHAT'S GONNA HAPPEN. 
          OKAY? WHETHER IT GOES OR NOT, WE'RE NOT SURE, BUT WE HAVE TO BEHAVE AND CONTINUE TO WORK AS WE ARE DOING AND HAVE BEEN DOING. 
          AND SO THESE COMMENTS, WHETHER THEY WILL GO TO ANOTHER DEPARTMENT OR STAY HERE OR THE CONTENTS OF IT, WE ARE COMMITTED TO CONTINUING THE WORK. 
          SO I REALLY APPRECIATE THE DEPARTMENT HEADS COMING IN AND SPEAKING TO SOME OF THESE LEADS. 
          THIS IS, UH, I REALLY, REALLY WANT TO THANK, UH, PD FOR ACKNOWLEDGING THE PARTNERSHIP COMMITMENT, UM, HARBOR AND FIRE AS WELL WITH, WITH JUST THE COMMITMENT FROM YOUR END TO WORK COLLABORATIVELY. 
          NOBODY WANTS THE ISSUES THAT ARE HAPPENING, BUT WE NEED TO HEAR ABOUT THEM. 
          WHEN I WAS CHAIR OF THIS COMMISSION, I MET WITH SOME DEPARTMENT HEADS INCLUDING POLICE AND FIRE. 
          AND SO THIS WAS A TIME, AND IT WAS BY MYSELF WITH ANOTHER COMMISSIONER SO WE COULD SPEAK FREELY. 
          AND SO IF WE'RE NOT HEARING THESE, THESE COMMENTS AS FEEDBACK, WE JUST DON'T KNOW TO FIX IT. 
          I MEAN, WE KNOW WHAT WE HEAR AND WE TRY TO WORK IN THAT PERSPECTIVE. 
          BUT I WANT TO COMMIT TO YOU THE CONTINUED COMMITMENT TO WORK WITH YOUR DEPARTMENTS ON FIGURING OUT SOLUTIONS TO ALL OF THIS. 
          NOW, SOME OF THE CONTENT OF THAT IS JUST SOMETHING THAT NONE OF US HAVE CONTROL OVER IN THIS ROOM. 
          THAT YOU AS DEPARTMENT HEADS OR LEADERSHIP OR CIVIL SERVICE DEPARTMENT OR US AS COMMISSIONERS, THERE'S BEEN A GREAT REFOCUS ON WORK LIFE BALANCE. 
          I KNOW I'VE DONE THAT MYSELF WITH, WITH WHAT I CALL MY EXTRACURRICULARS, RIGHT? SO MY BOARD SERVICE COMMISSIONS, ALL THAT STUFF, I'VE CUT BACK BECAUSE I TOO HAVE RECONSIDERED WHAT IT'S MEANT SINCE THE PANDEMIC TO SPEND TIME WITH MY LITTLE AND MY HUSBAND. 
          SO THAT THAT'S NOT ANYTHING THAT WE CAN DO TO CHANGE PEOPLE'S MIND. 
          YOU KNOW, WE'RE RUNNING THIS RAT RACE AND SOME OF US HAVE THOUGHT, HMM, WE DON'T REALLY LIKE THAT. 
          YOU KNOW? AND SO JUST KNOW THAT WE ARE AWARE THAT THERE IS AN ISSUE WITH HIRING EVERYWHERE. 
          HOWEVER, THOSE THINGS THAT WE CAN CONTROL AND WE CAN PARTNER WITH, WITH DEPARTMENTS OR JUST MAKE CHANGES WITHIN THIS DEPARTMENT, WE ARE COMMITTED. 
          THIS COMMISSION IS COMMITTED AND ALWAYS HAS BEEN TO HOLDING OUR DEPARTMENT ACCOUNTABLE TO MAKE SURE NOTHING'S HAPPENING. 
          BUT PLEASE, PLEASE, PLEASE UNDERSTAND THAT WE NEED TO HEAR FROM IT. 
          LAST WEEK WE HEARD ABOUT PROFESSIONAL COURTESY. 
          AND WHILE I APPRECIATE THAT, THAT DOES NOT HELP ANYONE IN THE ROOM OR ANY PROSPECTIVE PERSON OUTSIDE OF THIS ROOM WHEN HE COULD GET HIRED. 
          WE NEED TO UNDERSTAND, AND THERE'S A PERFECTLY GOOD WAY, SUCH AS  SHOWED US TO COMMUNICATE WHAT CHALLENGES ARE AND WHAT THEY WOULD LIKE TO SEE AND PERHAPS WHAT WE CAN DO AS A DEPARTMENT TO FIX THOSE THINGS. 
          [00:50:01]
SO I INVITE ALL OF YOU AND I LOOK FORWARD TO HEARING FROM OTHER DEPARTMENT HEADS, JUST LIKE WE DID WITH HARPER. 
          I WOULD LIKE TO INVITE EACH DEPARTMENT TO COME SPEAK, YOU KNOW, ONE OR TWO AT A TIME SO WE CAN REALLY TAKE THAT INFORMATION AND DO SOMETHING WITH IT, UM, TO IMPROVE THIS PROCESS. 
          AND AGAIN, FOR US AS DEPARTMENT, THIS COMMISSION, WE'RE FULL STEAM AHEAD. 
          WE KNOW THAT THIS GONNA HAPPEN IN NOVEMBER, SO WE CAN'T STOP OUR WORK IF IT CHANGES IN NOVEMBER OR, YOU KNOW, SOMETIME AFTER THAT. 
          OKAY, WE'LL ROLL WITH THAT. 
          BUT FOR NOW, THE WORK CONTINUES AND WE CAN'T DROP THE BALL NOW, ESPECIALLY HEARING YOUR, YOUR CONCERNS. 
          SO AGAIN, I WANNA THANK YOU, TRULY THANK YOU FOR EXPRESSING YOUR CONCERNS AND NOT BEING AROUND THE BUSH. 
          IT'S HELPFUL. 
          TRULY KNOW WHAT THE ISSUES ARE. 
          SO WITH THAT, UH, MR. PRESIDENT, I WOULD LIKE TO, YEAH, WE, UM, YOU KNOW, I DID PROMISE, UH, STAFF THAT THEY WOULD HAVE AN OPPORTUNITY, UH, TO, UH, ADDRESS SOME OF THE THINGS THEY HEARD LAST MEETING. 
          I'M SURE SOME OF THE THINGS THEY HEARD THIS MEETING, THEY MAY GET ADDED TO THAT, UM, ALREADY. 
          UM, WITH THAT, I AM GOING TO HAND OVER TO CHRISTINA AGAIN BETWEEN YOU AND CAPRICE, IF WE CAN TRY FOR ABOUT HALF AN HOUR AND I CAN CHECK SOMETHING REAL QUICK. 
          OKAY. 
          ALL RIGHT. 
          UH, YEAH. 
          UH, YOU KNOW WHAT, UM, COULD I ASK THAT WE STAFF HAVE LONGER THAN 30 MINUTES BECAUSE, UM, WE P PRETTY MUCH HAVE TO MATCH WHAT THEY SAID AND THEN WE HAD STUFF THAT WE WERE GONNA RESPOND TO THAT WAS BROUGHT UP AT THE LAST, I WAS ALWAYS GONNA BE A LITTLE FLEXIBLE CAPRICE. 
          IT'S OKAY, BUT YEAH, IT, IT'S OKAY. 
          ALRIGHT. 
          CHRISTINA, SORRY IF, IF WE'RE ABLE TO OPEN THE DOOR. 
          I KNOW WE'RE, WE'RE A LITTLE, UH, PRIVATE IN THIS ROOM. 
          WE JUST NEED A LITTLE BIT OF AIR. 
          AND IF ANYBODY ELSE WOULD LIKE TO JOIN US, THANK YOU VERY MUCH. 
          IF THERE'S ANYONE OUT HERE WOULD LIKE TO JOIN US, AS LONG AS THEY'RE FIRE TELLS US, WE'RE GOOD WITH CAPACITY, WHOEVER WE'RE AT HOPE. 
          THANK YOU. 
          ALRIGHT, WITH THAT, I WILL HAND OVER TO, UH, OUR EXECUTIVE DIRECTOR. 
          YEAH. 
          SO THANK YOU. 
          UM, WE JUST HAVE A, A FEW SLIDES JUST TO FOLLOW UP ON THE LAST, UM, THE LAST MEETING AS WELL AS THE TFF THAT CAME FORWARD. 
          THE FIRST SLIDE. 
          UM, AND I'M SO HAPPY TO HEAR ABOUT COLLABORATION BECAUSE THAT IS, WHEN WE LOOK AT OUR MISSION STATEMENT, UM, THAT IS FIRST ONE OF THE FIRST DESCRIPTORS IN THERE. 
          WE'RE COMMITTED TO PROVIDING COLLABORATIVE, TECHNICAL, OPERATIONAL AND STRATEGIC GUIDANCE AND SUPPORT ON A WIDE RANGE OF MATTERS TO ENSURE QUALITY WORKFORCE FOR THE STATE. 
          THAT IS WHAT THE CIVIL SERVICE PROJECT IS ABOUT. 
          WE DO THIS BY PROVIDING AN EMPLOYEE SELECTION SYSTEM DESIGNED TO ATTRACT AND RETAIN HIGH QUALITY DIVERSE INDIVIDUALS WHO DEMONSTRATE OUR ORGANIZATIONAL VALUES AND REFLECT AND OUR REFLECTION OF OUR COMMUNITIES. 
          AND I'LL SAY THAT IN ALL THE YEARS THAT I HAVE BEEN, UM, ENGAGED WITH THIS ORGANIZATION, ONLY ONCE, ONLY ONCE WILL WE QUESTIONED BY THE DEPARTMENT OF JUSTICE, UM, NEVER HAVE OUR TESTING PROCESSES BEEN CHALLENGED. 
          BUT ONE, THERE WAS ONE TIME IN THE, UM, LATE EIGHTIES, EARLY NINETIES THAT THEY WANTED TO LOOK AT OUR POLICE RECRUIT PROCESS TO MAKE SURE THAT WE WERE DOING THE RIGHT THING. 
          AND GUESS WHAT? WE WERE DOING THE RIGHT THING. 
          AND SO WE HAVE NEVER, WHICH IS WE, YOU KNOW, MANY POLICE DEPARTMENTS THAT ARE UNDER CONSENT DECREE. 
          NEVER HAS THIS ORGANIZATION BEEN PUT UNDER CONSENT DECREE BECAUSE OF THE PROCESSES WE HAVE IN PLACE FOR SELECTIONS. 
          I JUST WANTED TO SHARE THAT EVERYBODY HERE, UM, AND ALSO, UM, REFLECTIVE OF OUR COMMUNITY, REALLY IMPORTANT TO US. 
          UM, WE ARE ABOUT EQUITY, INCLUSION, ACCESS TO ALL OF THE POSITIONS. 
          AND SO THAT IS A REALLY IMPORTANT PIECE AND YOU'LL SEE A LITTLE BIT LATER HOW, HOW WE'VE ACTED ON THAT, LISTENING TO THE NEEDS OF CUSTOMERS AND OPERATING DEPARTMENTS AND RESPONDING ACCORDINGLY. 
          WE CERTAINLY ARE HEARING PLENTY. 
          UM, WE, WE DO HEAR PLENTY IN OUR PRIORITY MEETINGS, UM, BUT WE'RE HEARING MORE NOW AS WELL. 
          SO, SO KNOW THAT WE TAKE THAT IN STRIDE AND WE'LL USE THAT INFORMATION. 
          AND THEN OF COURSE, IT'S IMPORTANT FOR US TO KEEP ABREAST OF PRACTICES AND TRENDS RELATED TO MERIT BASED EMPLOYMENT PRINCIPLES AND GUIDELINES SO THAT WE'RE NOT DOING THE SAME THING WE DID MANY, MANY YEARS AGO. 
          WE HAVE 
          [00:55:01]
PROGRESSED IN OUR PROCESSES 'CAUSE STAFF DOES STAY, UM, DOES STAY CURRENT CLINICAL PRACTICES. 
          SO NEXT SLIDE. 
          SO THIS IS KIND OF SMALL, BUT IT IS, WE HAVE THESE, UM, COPIES FOR YOU, BUT THE IMPORTANT THING HERE IS THE BOTTOM LINE. 
          UM, AND IT'S LOOKING AT, THIS IS A CIVIL SERVICE BUDGET AND THIS IS WHAT TOM MENTIONED, UM, ABOUT US RECEIVING MORE MONEY. 
          AND ABSOLUTELY WE HAVE AND WE DO APPRECIATE IT. 
          UH, WE APPRECIATE THAT THE CITY MANAGER HAS STEPPED BACK BECAUSE WE ARE, WHILE WE ARE A SEPARATE CHARTER, UH, AUTHORITY, WE'RE NOT, WE'RE NOT AN ENTERPRISE FUND. 
          SO WE'RE NOT LIKE COURT. 
          UM, AND WE'RE NOT LIKE, WE DON'T HAVE OUR OWN, UM, FUNDING. 
          SO OUR, OUR FUNDING COMES FROM THE GENERAL FUND. 
          UM, AND OF COURSE IT'S, IT'S, IT'S CLEAR THAT COSTS HAVE GONE UP BECAUSE WE'VE ADDED NEW POSITIONS, WHICH HAS BEEN GREAT. 
          THE HOURLY RATES HAVE GONE UP, OUR INTER FUND HAS GONE UP. 
          BUT I WANNA POINT OUT TO ONE THING THAT WAS UH, REFERENCED, UM, LAST TIME, WHICH WAS THE ADDITIONAL 200,000 THAT THE CITY THAT THE CITY GAVE TO THE CIVIL SERVICE DEPARTMENT. 
          AND THAT MONEY CAME TO THE DEPARTMENT IN FEBRUARY OF 2019. 
          UM, AT THAT TIME, 200,000 WAS GIVEN TO THE DEPARTMENT FOR INNOVATION AND, UM, TURNAROUND MID 2020 CAME THE PANDEMIC. 
          SO WE WERE MAKING SURE THAT BEFORE WE DID ANYTHING, WE WERE MAKING SURE THE DEPARTMENTS HAD THE CONTINUED WORK, UM, THAT THEY NEEDED DONE IN THEIR DEPARTMENTS. 
          I HAD THREE STAFF PEOPLE THAT WENT TO THE EOC THAT WERE HELPING OUT CURRENTLY AT THE EOCI KNOW COMMISSION WOULD OFTEN SAY, WHY ARE THEY COMING BACK? BUT THEY WERE DOING SUCH A GREAT JOB, UH, SERVING THE CITY THAT WE WERE OKAY FOR THEM TO BE THERE AND CONTINUE TO SERVE THE CITY IN THAT MANNER. 
          UM, CITY HALL CLOSED MID 2020 AND SO WE FINALLY STARTED TO COME OUT OF IT AND WE WERE ABLE TO ASSESS WHERE WE COULD BEST SPEND THAT MONEY AND WE UTILIZED THE MONEY, UM, TO USE AN ADDITIONAL TECHNOLOGY FOR NEO GOV ATTRACT, WHICH GIVES US ACCESS TO MANY MORE CANDIDATES. 
          UM, AND WE ALSO USED IT, UM, IN CONJUNCTION WITH, UM, TID AND HUMAN RESOURCES ON A LINKEDIN PACKAGE THAT TOOK ABOUT 200,000 TO DO THOSE TWO THINGS, UM, IN 2023. 
          AND WE ADDED, UM, UM, A CONSULTANT. 
          SO WE WILL HAVE SPENT THE, THE LAST OF THE, UM, WELL THAT WAS A HUNDRED THOUSAND FOR THE TWO SOFTWARES, A HUNDRED THOUSAND FOR THE CONSULTANT TEAM. 
          SO WE WILL HAVE SPENT THAT MONEY. 
          WE APPRECIATE THAT WE WERE, THE DEPARTMENT WAS GIVEN THAT MONEY. 
          IT DID TAKE US LITTLE TIME TO USE IT. 
          WE WERE DOING THE BEST WE COULD DURING THE PANDEMIC, BUT WE FEEL LIKE WE MADE GOOD CHOICES TO, UM, HELP ALL DEPARTMENTS. 
          THAT WAS THE OTHER THING. 
          HOW COULD, WE DIDN'T WANT TO DO ONE THING THAT WOULD ONLY HELP ONE DEPARTMENT, BUT WHAT COULD WE USE TO HELP ALL THE DEPARTMENTS? AND SO THE TECHNOLOGY WAS SOMETHING THAT WE DECIDED WAS SOMETHING THAT, THAT WOULD HELP ALL THE DEPARTMENTS. 
          THE, UM, CONSULTANT THAT WE, UM, INVITED ALL DEPARTMENTS TO BE A PART OF, TO SHARE ABOUT PROCESS IMPROVEMENT IS WHAT WE UTILIZE THE LAST HUNDRED THOUSAND AND WE ARE, WE GET TO RECEIVE A REPORT FROM THAT. 
          BUT WE'LL BE SHARING THAT WITH THE COMMISSION AND THE COMMUNITY AS TO THE FINDINGS. 
          BUT CIVIL SERVICE KNOWS THAT THERE IS ROOM FOR IMPROVEMENT AND THAT'S WHY WE USED THAT MONEY TO HAVE AN OUTSIDE CONSULTANT COME IN. 
          AND I'LL SAY IT'S THE SAME CONSULTANT THAT HUMAN RESOURCES USED. 
          AND IF WE WERE LOOKING AT TIME TO HIRE, WE, WE WOULD THINK THAT MAYBE WE WOULD'VE DONE IT ALL AT THE SAME TIME, BUT HUMAN RESOURCES DID THEIR PORTION OF IT. 
          AND SO WE BROUGHT BACK THE SAME CONSULTANT SO THAT IT COULD BE A, A COMPARABLE PROCESS AND NOT ONE WHERE WE'RE USING MULTIPLE DIFFERENT CONTRACTS. 
          SO TO THAT, WE WILL HAVE SPENT THAT 200,000 THANK YOU MR. CITY MANAGER FOR PROVIDING THAT TO US. 
          WE REALLY APPRECIATE IT. 
          NEXT SLIDE, PLEASE. 
          UM, THIS GOES TO THE FTES AND IT TALKS ABOUT THE FT E THAT, THAT TOM MENTIONED. 
          AND I REALLY APPRECIATE FINANCE LOOKING IN AND CLARIFYING. 
          'CAUSE WE WERE KIND OF PUZZLED, UM, BECAUSE WE WERE GETTING THE INFORMATION FROM THE BUDGET BOOK AS WELL. 
          AND THERE WAS A, AN ERROR IN 29, IN 29 FTES. 
          AND I KNEW THAT WAS REALLY NEVER THE CASE. 
          [01:00:01]
UM, BUT IN 2008, WHICH IS WHEN I LEFT THE CITY, I WAS VERY FAMILIAR THAT THERE WERE 25 PEOPLE IN THIS DEPARTMENT. 
          AND SO THE CITY MANAGER POINTED OUT THAT, UM, UM, HE PROVIDED A TENURE YEAR, UM, FOCUS. 
          SO FROM, UH, FY 14 TO FY 24. 
          BUT IF YOU LOOK AT, UM, THE DROP FROM 25, UM, TO 14 EMPLOYEES IN 2014, IT'S PRETTY SIGNIFICANT. 
          AND SO WE HAVE, WHEN I RETURNED, UM, IN 2019, THE GOAL HAS ALWAYS BEEN TO AT LEAST, AT LEAST GET THE DEPARTMENT BACK TO WHERE WE WERE IN 20 AND 2008 WITH 25 EMPLOYEES. 
          WE'RE INCHING OUR WAY THERE. 
          I APPRECIATE THE ADDITIONAL POSITIONS FROM THE CITY. 
          UM, AND WE'RE NOW AT 21 POSITIONS, BUT WE'RE STILL FOR SHY OF WHERE WE WERE IN 2008 WHEN WE HAD FAR FEWER CITY EMPLOYEES. 
          WE NOW HAVE A MUCH LARGER, UH, CITY STAFF AND THAT MEANS WE ARE, THE RECRUITMENTS ARE EXPONENTIALLY HIGHER. 
          SO WE'RE DOING ALL THAT WE CAN WITH FEWER STAFF REQUIRING MORE RECRUITMENTS TO TAKE PLACE. 
          CHRISTINA, I KNOW I SAID THAT WASN'T GONNA SPEAK MUCH, BUT THERE ACTUALLY WAS THAT DRAW AFTER 2010 FROM WHAT I'M SEEING, CORRECT? YES. 
          AND THAT, THAT SEEMS TO REPRESENT MORE THAN 10% LOSS OF PEOPLE BECAUSE IF YOU LOSE PEOPLE TWO PEOPLE 16. 
          CORRECT. 
          OKAY, THANK YOU. 
          JUST CLARIFYING. 
          ALRIGHT, SO OUR GOAL IS, AT LEAST TO GET BACK TO 25 STAFF, WE COULD SERVE OUR CITY THE BEST WAY POSSIBLE. 
          SO LET'S, LET'S LOOK AT WHAT DO WE PRODUCE. 
          UM, NEXT SLIDE TALKS ABOUT ELIGIBLE LISTS. 
          AND I KNOW WE'VE TALKED A LOT ABOUT WHAT, WHAT LISTS WE DON'T HAVE. 
          BUT I WANT TO SHARE WITH YOU THAT IN 2014 THERE WERE 104 LISTS, ELIGIBLE LISTS FOR, AND THESE ARE BY CALENDAR YEAR. 
          SO THE CALENDAR YEAR WE DID 104 LISTS. 
          IN 2023, WE HAD 283 LISTS. 
          NOW YOU'LL SEE THERE'S THE DROP THE, THE PANDEMIC, THERE'S A SLIGHT DROP IN 20 AND 21. 
          IT WENT FROM TWO 13 AND 2019 DOWN TO 1 67, 1 44. 
          BUT WE ARE QUICKLY TRENDING BACK UP IN 2022 AS THE CITY IS OPENING UP. 
          AND SO IN 2022 WE WERE AT 200, 1 20 23, 283 ELIGIBLE IS SET. 
          THE STAFF, IF YOU GO TO THE FAR RIGHT COLUMN, A STAFF 21 IS PRODUCING. 
          AND SO, UM, JUST TO POINT OUT THAT YOU CAN SEE IN THAT LAST COLUMN THAT THE FTES, WE START IN 2014, THERE WERE 14 FTES, UM, INCREASED TO 21 IN 23 4. 
          IT'S AN INCREDIBLE AMOUNT OF WORK BEING DONE AND I APPRECIATE ALL THAT THE STAFF DOES. 
          AND THE DEPARTMENT ASKED FOR MORE LISTS. 
          AND SO THAT'S WHAT WE DID. 
          THAT'S WHAT YOU SEE. 
          SO WHILE THERE MAY BE LISTS THAT WE EXTEND, THE LIFE OF THE LIST IS OFTENTIMES SO THAT WE CAN CREATE ANOTHER LIST THAT A DEPARTMENT IS REALLY NEEDING. 
          AND WHAT THAT DOES IS IT DOESN'T LEAVE A DEPARTMENT WITH NOTHING BECAUSE SOMEONE LEAVES VERY QUICKLY AND THERE'S NOTHING, THERE'S NO LIST. 
          UM, BECAUSE AS WE'VE HEARD, UM, OR PEOPLE WILL APPLY, THEY WILL THEN, UM, ONLY MAKE, MAYBE IT'S A LARGE RECRUITMENT AND ONLY THERE ARE TWO, TWO POSITIONS AVAILABLE. 
          WELL ALL WHAT WE DO WITH ALL THOSE OTHER PEOPLE THAT ARE STILL ON THE LIST. 
          SO OUR, OUR EXTENSION OF LISTS IS OFTENTIMES SO THAT WE CAN MAKE SURE THAT WE GET OTHER LISTS FOR DEPARTMENTS BECAUSE DEPARTMENTS HAVE A LOT OF NEEDS AND WE WANT TO MAKE SURE THAT WE CAN MEET THOSE NEEDS. 
          UM, SO I WANT TO LEAVE YOU WITH THINKING ABOUT THE AMOUNT OF STAFF THAT WE HAVE TO CONDUCT THESE RECRUITMENTS FOR THE SIZE OF OUR CITY STAFF HAS AN AVERAGE OF TWO TO THREE DEPARTMENTS THAT THEY'RE RESPONSIBLE FOR. 
          UM, WE, AND WE KNOW THAT EVERY DEPARTMENT'S VACANCIES 
          [01:05:01]
ARE IMPORTANT. 
          WE KNOW THAT EVERYBODY'S, THERE'S NO, MINE IS MORE IMPORTANT. 
          NO, MINE IS MORE IMPORTANT. 
          WE REALLY UNDERSTAND THAT EVERY DEPARTMENT IS IMPORTANT. 
          AND WHAT I SHARE WITH MY TEAM IS THAT EVERY RECRUITMENT WE DO HAS AN IMPACT ON SERVING THIS COMMUNITY. 
          AND THAT'S WHAT WE'RE COMMITTED TO. 
          WE'RE COMMITTED TO CREATING QUALIFIED CANDIDATES TO SERVE THE COMMUNITY. 
          UM, AND SO WITH THAT, I WILL TURN IT OVER TO CAPRIS TO TALK ABOUT SPECIFIC, UM, FOLLOW UP WITH, UM, THE TWO 14 PRESENTATION AND THE 17 MEMO. 
          YOU DO THAT. 
          UM, YEAH, AND YOU MAY HAVE SAID THIS AND I'M SORRY IF I, I MISSED IT. 
          WHAT, HOW MANY EMPLOYEES DID LONG BEACH HAVE IN 2008? WE HAD 25 IN THIS DEPARTMENT ABOUT ABOUT 5,000. 
          I THINK WE'VE GOT ABOUT 1,004 NOW. 
          OKAY. 
          ALRIGHT. 
          THANK YOU. 
          I JUST REMEMBER GOING TO MY ANOTHER THINKING THAT AND THAT AGENCY 25. 
          OKAY. 
          THANK YOU. 
          UM, SO CAR, YOU DID ASK ABOUT TIME. 
          WE'RE GONNA TRY TO KEEP IT SHORT, BUT YOU DON'T HAVE TO ADDRESS EVERY POINT THAT'S BEEN BROUGHT UP. 
          BUT I CERTAINLY WANT TO GIVE YOU TIME TO ADDRESS SOME THAT YOU THINK ARE EMBLEMATIC OF THE CONVERSATION. 
          I'LL TRY TO TALK FAST, BUT, UM, AND I KNOW YOU'RE KIND OF A QUIET SPEAKER TOO, SO IF YOU CAN TRY TO SPEAK OUT. 
          ABSOLUTELY. 
          FIRST OF ALL, I WANNA INTRODUCE MYSELF FOR THOSE IN THE ROOM THAT DO NOT KNOW ME. 
          MY NAME IS PRIEST MCDONALD. 
          I ALWAYS TELL FOLKS, I'M BORN AND RAISED IN LONG BEACH. 
          I AM A TRUE STAKEHOLDER OF AND REAP BENEFITS FOR THE CITY OF ALL BEACH. 
          SO WHAT HAPPENS IN THE CITY OF SAFETY PUBLIC SERVICES, YOU KNOW, I'M ONE OF THOSE RECIPIENTS, I'M ONE OF THOSE RECIPIENTS THAT CALL 9 1 1. 
          I'M ONE OF THOSE RECIPIENTS THAT SAY, HEY, STILL WAITING ON THEM TO COME TURN MY TREE. 
          AND I, I RAISED MY KIDS IN THE CITY AND I, I'M ALSO A CITY EMPLOYEE. 
          I'VE BEEN HERE FOR 33 YEARS AND I'VE, UH, WORKED IN FIVE DIFFERENT DEPARTMENTS. 
          SO I SAW THE CHALLENGES, UH, THROUGHOUT THE CITY AND AS A CITY EMPLOYEE. 
          BUT TODAY I'M GONNA SPEAK TO YOU IN THE CAPACITY OF WHERE I SIT RIGHT NOW. 
          SO, UM, AND I ALSO WANNA PUT A DISCLAIMER. 
          UM, I DO HAVE A SENSE OF DISSATISFACTION OF HOW THINGS JUST PLAYED OUT FOR ME TO GET THAT, UH, 90 PAGE, 95 PAGE DOCUMENT IN MY HAND TO BE WELCOMED WITH THAT ON TUESDAY. 
          SO, YOU KNOW, I SPEAK WITH INTEGRITY. 
          I, AND I DO NOT SPEAK OFF THE CUFF, SO NO, I DID NOT GO THROUGH THAT DOCUMENT BECAUSE IT'S PRETTY MUCH DISRESPECTFUL. 
          I AM GOING TO RESPOND TO THE ITEMS THAT WE HAVE ON THE SLIDE. 
          AND I DID TAKE SOME NOTATIONS OF WHAT SOME OF THE DEPARTMENT AND I DID PICK UP A COUPLE UNTRUTHS. 
          YOU KNOW, YOU CAN CALL IT UNTRUTHS OR NOT LIES, BUT I DID PICK UP ON SOME OF THOSE AND, AND I'M UNFORTUNATE THAT I DID NOT HAVE ENOUGH TIME BECAUSE I KNOW THE DEPARTMENT'S BEEN WORKING. 
          IT WASN'T OFFERED BY ONE PERSON, AND IT DIDN'T, EVEN THOUGH THEY WORKED OVER THE WEEKEND, IT DIDN'T HAPPEN OVER THE, OVER, JUST OVER THE WEEKEND. 
          SO, AND THAT SAID, SO MY REPUTATION IS BASED ON INTEGRITY, AUTHENTICITY, CREDIBILITY, AND THE TRUTH. 
          SO FOR ME TO ADEQUATELY ADDRESS EVERYTHING IN THAT DOCUMENT, EVEN SOME OF THE THINGS THAT ARE SAID TODAY, I WOULD NEED SOME MORE TIME BECAUSE THE COMMUNITY DESERVES THAT. 
          I, I ABSOLUTELY AGREE WITH TRYING TO BE EFFICIENT WITH THE CITY AND STREAMLINE SERVICES, BUT LET'S MAKE SURE THAT WE LET THE VOTERS, UH, ACT ON THE TRUTH. 
          WE DON'T WANT THEM TO FEEL LIKE, YOU KNOW, THE CITY IS DOWN THE GOING DOWN THE TWO AND, UH, AT RISK OF BEING CORRUPT. 
          SO IF YOU TELL THE TRUTH WHETHER IT'S GOOD OR BAD, YOU, YOU'RE GONNA GET PEOPLE TO STEP UP AND SHOW UP AND MAKE THE RIGHT DECISION. 
          SO, SO ONE OF THE THINGS, THE CLASSIFICATIONS THAT, UM, CHRISTOPHER KONZ, I DON'T KNOW IF HE'S IN A ROOM TODAY. 
          HE SPOKE AT THE PODIUM LAST WEEK AND HE, HE MADE A BROAD STATEMENT AND BASICALLY, YOU KNOW, IS MISLEADING IS MISLEADING, AND THAT'S NOT WHAT WE WANNA DO. 
          WE DON'T WANNA PRESENT MISLEADING INFORMATION AND WHETHER IT'S, UH, CIVIL SERVICE, HR OR CITY MANAGER TOGETHER, WE'RE ONE ENTITY AND WE SHOULD ALL STRIVE TO MAKE SURE WE PUT OUT THE TRUTH. 
          SO THE STATEMENT HE, HE STATED WAS THERE WAS NO CURRENT PLAN CHECK OR ELIGIBLE LIST, UM, SINCE APRIL, 2018. 
          WELL, THAT'S NOT CORRECT. 
          SO THE STATEMENT I, I FEEL IT WAS USED RECKLESSLY. 
          OKAY. 
          BECAUSE IT IMPLIES THAT THERE'S BEEN NO EXAM ACTIVITY RELATED TO THE PLAN CHECKER CLASSIFICATIONS. 
          SO SINCE APRIL, 2018, WHEN IN FACT THERE HAVE BEEN 17 ADDITIONAL PLAN CHECKER ELIGIBLE AS CREATED, 
          [01:10:01]
AND MY INVESTIGATION WHEN I HAD TIME OVER THE WEEK, IT REVEALED THAT THERE WERE 17 PLAN CHECKER ELIGIBLE LISTS THAT WERE CREATED, UM, SINCE APRIL, 2018. 
          SO THERE WAS PLAN CHECKER. 
          SO, BUT IN MY INVESTIGATION, IT REVEALED THAT THE REFERENCE LIST, IT DATED APRIL, 2018, WAS THE LIST FOR THE PLAN CHECKER ELECTRICAL. 
          OKAY. 
          SO, WHICH RESULTED IN A HIRE. 
          AND SINCE THAT TIME, THERE HAVE BEEN NOT BEEN ANY NEW PLAN CHECKER ELECTRICAL REQUISITIONS OR VACANCIES THAT WERE RECEIVED BY THE CIVIL SERVICE DEPARTMENT. 
          AND I AM GOING TO GIVE MY COMMISSION THE RECEIPTS. 
          OKAY. 
          THAT'S WHAT I WANT. 
          THANK YOU. 
          CODE HERE, MS. HE IS HERE, BUT HE IS IN OVERFLOW. 
          HE COULDN'T GET IN THE ROOM. 
          THANK YOU. 
          I APOLOGIZE IF I SOUND QUIVERY BECAUSE IT'S A SCARY ROOM. 
          WE, IF YOU, YEAH, OKAY. 
          WE DON'T WANT TO CREATE A BACK AND FORTH EITHER. 
          I AGREE. 
          I DON'T, WE DON'T TO CREATE A BACK AND FORTH. 
          I DIDN'T ASK BECAUSE I WANT HEAR FROM YOU. 
          OKAY, THANK YOU. 
          YEAH. 
          SO, UM, SINCE 2018, THERE HAVE BEEN OTHER PLAN CHECKER RECRUITMENT ALL ALONG TO FILL OTHER VARIATIONS OF THE PLAN CHECKER CLASSIFICATION. 
          IN THE FISCAL YEAR 2019, THERE WERE 10 ELIGIBLE LIST CREATED. 
          IN FISCAL 2020, THERE WERE FIVE ELIGIBLE LIST CREATED. 
          AND MOST RECENTLY IN FY 23, THERE WERE TWO ELIGIBLE LIST CREATED. 
          SO LET'S DISCUSS THE EVENTS OF THE PLAN CHECKER ELECTRICAL, BECAUSE SINCE THAT'S THE DATE THAT WAS BROUGHT UP. 
          AND I, I'M JUST GONNA GIVE A OVERVIEW ON THAT BECAUSE IT TELLS A STORY OF OTHER CLASSIFICATIONS AS WELL, WHAT CIVIL SERVICE STAFF GOES THROUGH. 
          OKAY. 
          SO REGARDING PLAN CHECKER ELECTRICAL, THE LAST RECRUITMENT IN 2018, IT WAS ACTUALLY PART OF A SERIES OF RECRUITMENT EFFORTS TO FILL ONE VACANCY. 
          OKAY. 
          THE RECRUITMENT EFFORTS FIRST BEGAN IN DECEMBER, 2016, WHICH CONCLUDED IN THE APRIL, 2018. 
          AND WITH THAT LIST EXPIRING IN OCTOBER 18. 
          SO THE RECRUITMENT EFFORTS CONSISTED OF THREE SEPARATE RECRUITMENTS. 
          THAT MEANS GOING TO COMMISSION JOB POSTINGS, SENDING BULLETIN CITY UNION. 
          SO THREE SEPARATE RECRUITMENTS. 
          EXCUSE ME, GO AHEAD. 
          YEAH, THE FIRST RECRUITMENT WAS DECEMBER, 2016 THROUGH, UM, YEAH, WHICH CONCLUDED IN APRIL, 2018 AND THE EXPIRING ELIGIBLE LIST, LEMME SEE HERE, I'M SORRY, I LOOKED AWAY. 
          SO THE FIRST RECRUITMENT DECEMBER, 2016 THROUGH APRIL, 2017, AND IT RESULTED IN TWO QUALIFYING CANDIDATES, WHICH SHOULD HAVE BEEN CONSIDERED FOR THE VACANCY. 
          UM, AND YES, UH, ALLISON'S CORRECT, YOU KNOW, WE, THE OBLIGATION IS FOUR PLUS THE NUMBER OF VACANCY, BUT IF YOU KNOW TWO, UM, CHRISTINA ALWAYS SAYS IT TAKES ONLY ONE. 
          SO THOSE TWO, UM, CANDIDATES ON THE LIST, THEY SHOULD HAVE BEEN CONSIDERED, BUT DEVELOPMENT SERVICES DOWN COMMUNITY DEVELOPMENT DID NOT CONTACT EITHER OF THE CANDIDATES ON THE LIST. 
          AND THE DEPARTMENT REQUESTED THE LIST TO BE EXPIRED AFTER SIX MONTHS WITHOUT NO FURTHER CONSIDERATION OF THOSE TWO CANDIDATES. 
          THE SECOND RECRUITMENT RAN FROM OCTOBER, 2017 TO DECEMBER, 2017, WHICH RESULTED IN ANY QUALIFYING CANDIDATES ON THE LIST OF THE THREE, TWO WERE CONSIDERED, AND ONE WAS ACTUALLY HIRED FROM THAT RECRUITMENT, AND THE THIRD WAS NOT CONTACTED. 
          AND AGAIN, THAT LIST, UNFORTUNATELY, THE ELIGIBLE LIST WAS ALLOWED TO EXPIRE AFTER SIX MONTHS. 
          AND THEN THE THIRD RECRUITMENT BEGAN FEBRUARY, 2018 THROUGH MARCH, 2018, WHICH RESULTED IN 11 QUALIFIED CANDIDATES. 
          AND OF THE 11 CANDIDATES, ONLY THREE ON THAT LIST WE'RE CONTACTED BY DEVELOPMENT SERVICES. 
          NOW COMMUNITY DEVELOPMENT. 
          AND DESPITE HAVING THE SIGNIFICANT NUMBER OF CANDIDATES ON THE LIST, UM, THAT LIST WENT AHEAD AND EXPIRED. 
          AND I MENTIONED THAT THE HIRE ACTUALLY CAME, UM, FROM TEST TWO. 
          AND THAT JUST SHOWS THAT THE LEVEL OF RESPECT WE GET FROM THE ORGANIZATION, UH, YOU COULD HAVE MADE THAT HIRE AND NOT SENT CIVIL SERVICE STAFF TO, TO COMMISSION WITH ANOTHER RECRUITMENT ONLY TO RECRUIT MORE PEOPLE TO GET ON 
          [01:15:01]
THE LIST THAT YOU'RE NOT GONNA CONTACT. 
          OKAY. 
          SO, AND IT'S, AND, UM, THE CONCERN WITH WHY, ONE OF THE REASONS WHY WE EXPIRE ELIGIBLE IS OUR JOB, EVERYTHING WE DO, UM, IS DRIVEN BY THE RULES. 
          IT'S NOT BECAUSE, 'CAUSE CAPRIS WANTS TO, IF THERE WERE NO RULES, UM, WE WOULD HAVE TO FIGURE IT OUT AND DO EXACTLY WHAT YOU TELL US. 
          BUT WE HAVE CIVIL SERVICE RULES THAT WE FOLLOW, AND THESE RULES ARE IN PLACE FOR A REASON TO ENSURE FAIR FAIRNESS, INTEGRITY AND EQUITY. 
          AND THAT'S WHAT I'M HEARING. 
          I'M HEARING THERE'S, THERE'S A SEPARATION OF VALUES. 
          THIS DEPARTMENT, I MEAN THE AGENCY, UM, YOUR CONCERN, WHICH I UNDERSTAND IS TO GET THESE POSITIONS FILLED FAST, EXPEDIA, UM, WELL, CIVIL SERVICE, WE'RE MORE THAN JUST RUNNING RECRUITMENTS AND GET THESE POSITIONS FILLED FAST. 
          WE ARE, WE'RE ALSO CHARGED WITH MAKING SURE THAT, UM, CANDIDATES ARE TREATED FAIRLY, THAT THERE'S EQUITY AND THAT, UM, THERE'S INTEGRITY AND EXAM PROCESS. 
          AND THERE'S BEEN TIMES WHERE, BECAUSE WE ARE HAVING TO MAKE SOMETHING RIGHT, IT SLOWED THINGS DOWN. 
          IT'S LIKE, DO WE, DO WE JUST SWEEP IT UNDER THE RUG? LIKE, OH, IT'S AN AIR, BUT EVERYONE'S AFFECTED BY THE AIR? NO, WE, WE HAVE TO PUT PAUSE AND WE HAVE TO MAKE SURE THAT WE CORRECT THE ERROR WE HAVE TO MAKE IT RIGHT. 
          AND SOMETIMES THAT MAY SLOW DOWN A PROCESS, BUT WHAT COMES, LIKE FOR EXAMPLE, LAST WEEK WE HAD TO CANCEL EQUIPMENT OPERATOR EXAM BECAUSE IT WAS STORMY RAINING, UM, SAFETY OF THE CANDIDATES, UH, HAD TO PREVAIL. 
          AND ALSO FAIRNESS, YOU KNOW, THE NEXT DAY WAS BRIGHT AND SUNNY. 
          HOW FAIR WOULD'VE HAPPENED TO HAVE SOME CANDIDATES COME IN THE FLOOD AND THE NEXT GROUP COME IN IN SUNSHINE? OKAY. 
          SO THERE, THERE'S A DIFFERENCE AND, AND A LACK OF UNDERSTANDING, UM, FROM WHAT CIVIL SERVICE IS CHARGED TO DO. 
          UM, AND THERE'S ANOTHER POINT I WANNA MAKE ABOUT THIS RECRUITMENT THAT FAST FORWARD TO AUGUST, 2023, WE HAD TWO, NOW WE HAVE TWO REQUISITIONS FOR PLAN CHECKER ELECTRICAL. 
          THEY WERE RECEIVED IN AUGUST. 
          AND, UH, SINCE MARCH, 2023, WE ARE NOW HAVING REGULAR PRIORITY MEETINGS WITH THE DEPARTMENT. 
          SO WHEN WE MET WITH COMMUNITY DEVELOPMENT, UM, EVEN THOUGH THE REQUISITION CAME IN AUGUST, WHEN WE MET WITH THEM IN SEPTEMBER, THAT WAS NOT THEIR HIGHEST PRIORITY. 
          THEY HAD REQUISITIONS THAT CAME IN. 
          UM, AND I, I'M GONNA BRING YOU A COPY WHERE THEY ACTUALLY WERE LIKE, HEY, UM, OH, YOU KNOW WHAT? IT MIGHT BE IN YOUR PACKET. 
          THIS IS, HOLD ON ONE SECOND. 
          YEAH. 
          AND YEAH, AND THAT IN THE SAME PACKET YOU'LL SEE THAT THE EMAILS OF THE ORDER PRIORITY, YOU KNOW, SO THEY PUSHED THE PRIORITY DOWN OF THE EXAM. 
          SO BY OCTOBER, THE CLASSIFICATION LANDED ON THE PRIORITY LIST. 
          SO THERE'S GOTTA BE SOME ACCOUNTABILITY AND SHARED RESPONSIBILITY THAT HEY, DEPARTMENTS, YOU GUYS HELPED US PAUSE ON THAT RECRUITMENT, LIKE BUILDING MAINTENANCE ENGINEER THAT LITERALLY SAT ON THE DASHBOARD FOR A COUPLE YEARS. 
          UM, IF, WHEN CRYSTAL WAS OVERSEEING EMPLOYMENT SERVICES, UH, IT WASN'T RUN THEN WHEN I TOOK OVER IN MARCH, 2020, THE PUBLIC WORKS IS LIKE, NO, WE HAVE, AND I SAID, WELL, WHO'S DOING THE WORK? WELL, WE HAVE OTHER CLASSIFICATIONS THAT ARE DOING IT. 
          SO THAT CLASSIFICATIONS SAT THERE. 
          IT WAS ONLY WHEN HARVARD HAD A VACANCY. 
          IT WAS LIKE, WELL, WE GOTTA GET ON IT NOW. 
          OKAY. 
          CAPRIS, SORRY TO INTERRUPT. 
          I JUST WANNA MAKE SURE MR. KZ HAS A COPY OF WHAT WE'RE LOOKING. 
          I HAVE IT AND I, OKAY, PERFECT. 
          OKAY. 
          YES. 
          YEAH, SO, SO THE CONVER CONVERSATION WITH THE DEPARTMENT IS ALWAYS GOES WITH, OR PLEASE TELL US HOW YOUR MOST CRITICAL VACANCIES, YOU KNOW, AND NOW IN HINDSIGHT WE'RE REALIZING THAT THAT PROBABLY WASN'T THE BEST STRATEGY THAT, YOU KNOW, TO START WORKING ON RECRUITMENTS, UH, OUT OF ORDER, UM, TOOK ARA. 
          IF I COULD JUST SUMMARIZE, AND THEN I KNOW YOU'VE GOT A COUPLE OTHER POSITIONS WE WANT TO HIT AND WANT TO GET TO, TO GIVING EVERYONE A CHANCE HERE SOON. 
          UM, CLIENT CHECKER HAS NOT BEEN, THERE HASN'T BEEN A PLAN CHECKER VACANCY, REQUISITION SITTING, UM, BOOKS SINCE 2018 TO YOUR KNOWLEDGE, BUT THE REQUISITION ACTUALLY CAME IN AUGUST, 2023 OF 2023. 
          OKAY. 
          AND THEN YOU WERE RUNNING MULTIPLE LISTS FOR THIS DEPARTMENT, UM, YES. 
          FOR OTHER, UH, PLAN, CHECK REQUEST. 
          AND SO THIS BECAME A PRIORITY FOR THEM LATER. 
          IT, YEAH, SOON IT GOT ON THERE AND THEN DANELLE STARTED RUNNING THE 
          [01:20:01]
EXAM. 
          I, I THINK IT'S FAIR TO SAY THAT THAT WAS MAYBE A FALSE IMPRESSION THAT, THAT WE MAY HAVE LEFT WITH LAST TIME. 
          I APPRECIATE THAT. 
          YEAH. 
          I KNOW THERE'S A ANOTHER COUPLE OF POSITIONS YOU WANTED TO TALK ABOUT. 
          RIGHT. 
          OKAY. 
          I, I CAN READ THE ROOM, SO LET ME TRY TO TASTE IT THIS. 
          OKAY. 
          SO THE HARBOR DEPARTMENT, YOU KNOW, TO GIVE AN AVERAGE OF THE FIVE YEARS AND, UM, ACTUALLY LIKE TO KNOW WHAT THE METRICS ARE, UM, AND THEN TO INCLUDE, ESPECIALLY IF YOU'RE INCLUDING AN EXAM, UH, THAT WHAT ARE THE CIRCUMSTANCES, YOU KNOW, UH, 836 DAYS, UM, AND FEEDBACK FROM STAFF IS, WELL, FOR THE LAST FEW MONTHS, THIS WAS EXAM WAS LIKE PRIORITY NUMBER SEVEN. 
          SO IF YOU KNOW, IT'S, AND IT FINALLY MOVED UP TO PRIORITY NUMBER ONE. 
          SO AGAIN, THERE'S GONNA BE SOME SHARED RESPONSIBILITY AS, YOU KNOW, AS LIKE TO SAY, AHA, LOOK HOW LONG IT TOOK THEM TO TAKE IT. 
          WELL, HEY, YOU TOLD US TO SIT ON IT. 
          UM, A COMMUNICATION SPECIALIST. 
          IT WAS OPEN THAT CAME UP. 
          THAT WAS ON, UH, LAST WEEK. 
          UM, IT WAS OPEN JANUARY, 2021 THROUGH FEBRUARY, 2021. 
          IT WAS DONE EXPEDITIOUSLY WORKING WITH TECHNOLOGY AND INNOVATION DEPARTMENT TO HELP REMEDY A SITUATION OF EMPLOYEES CLAIMING TO BE WORKING OUT OF CLASSIFICATION. 
          SO THIS, SO CIVIL SERVICE WORKED CLOSELY WITH THE TECHNOLOGY AND INNOVATION TO HELP THEM REMEDY, UH, UM, A ISSUE. 
          WE DON'T KNOW HOW IT BECAME, BUT, UM, OUR JOB WAS TO HELP THEM FIX IT. 
          SO I, EVEN THOUGH WE ALREADY HAD, UM, ELIGIBLE LIST IN PLACE, WE, UM, WE WERE EXPEDITIOUSLY IN THE MOST SPITTY WAY. 
          WE OPENED UP THAT RECRUITMENT SO THAT THEY CAN TRY TO REMEDY THE SITUATION WITH THOSE EFFECTIVE EMPLOYEES THAT THEY WERE DEALING WITH. 
          SO IT ACTUALLY FOLLOWED A RECRUITMENT THAT HAD PRODUCED SIX ELIGIBLE LISTS, COMPRISED OF 189 QUALIFIED CANDIDATES. 
          AND OF THE 189, THERE WERE 11 SELECTIONS AND MOST ELIGIBLE LISTS HAD LIVED BETWEEN 12 AND 18 MONTHS, WHICH IS, UM, TYPICAL AND ACCEPTABLE. 
          AND ALL LISTS WERE EXPIRED BY SEPTEMBER, 2021. 
          SO THE CURRENT ELIGIBLE LIST THAT WAS ESTABLISHED TO HELP REMEDY THAT SITUATION, IT WAS ESTABLISHED FEBRUARY 25TH, 2021, AND IT WILL END AT THE END OF THIS MONTH AFTER SERVING THE THREE YEAR TERM. 
          SO DURING THE LIFE OF THE ELIGIBLE LIST, SIX SELECTIONS WERE MADE. 
          OF THE SIX SELECTIONS, FOUR OF THEM WERE THOSE EMPLOYEES THAT WERE BEING REMEDIED. 
          SO THE DEPARTMENT IS ALWAYS ENCOURAGED, HEY, UM, THERE'S PEOPLE ON THE LIST AND SOMETIMES THE DEPARTMENTS IS LIKE, WELL, THE LIST IS, OH, PEOPLE, WHEN THEY PLAN TO GET ON THE LIST, THEY GET ON THE LIST WITH THE INTENTION OF, UH, CAREER PLANNING. 
          YOU HAVE PEOPLE IN THE MILITARY, BECAUSE I KNOW A MILITARY BRAT WHERE THEY'RE ABOUT TO RETIRE FROM THE MILITARY, THEY SEEK OUT AND GET ON ELIGIBLE LIST. 
          THEIR EXPECTATION IS THAT WHEN I RETIRE, THERE'S OPPORTUNITY. 
          SO, AND, UH, RIGHT NOW, THE CULTURE THAT NEEDS TO BE FIXED IN THIS ORGANIZATION IS A ONE AND DONE CULTURE THAT ONCE WE HIRE OR INTERVIEW SOMEONE, WE PICK THE TOP PERSON AND WE DON'T EVER WANNA SEE THEM AGAIN. 
          BUT THAT, THAT'S NOT FAIR. 
          THAT'S NOT RIGHT. 
          UM, AND THEN THE FIFTH, THE FIFTH, UH, SELECTION OUT OF THE FOUR, I MEAN OUT OF THE SIXTH, IT WAS ACTUALLY AN INTERN THAT HAD MINIMAL EXPERIENCE THAT POSSESSED EXACTLY THE 12 MONTHS EXPERIENCE AT THE TIME OF FILING IN ADDITION TO THEIR DEGREE. 
          AND I BRING THAT UP TO MAKE A POINT BECAUSE THE DEPARTMENT STATED THAT THERE WERE FEW QUALIFYING CANDIDATES ON THE LIST. 
          HOWEVER, IT SUITED A DEPARTMENT TO HIRE THEIR INTERN THAT HAD FAR LESS EXPERIENCE FROM OTHER CANDIDATES ON ELIGIBLE. 
          AND THIS IS ALLOWED DUE TO THE FACT THAT THE RECRUITMENT WAS RUN ON A NON-COMPETITIVE NATURE. 
          AND, UH, CANDIDATES CAN BE CONSIDERED WITHOUT REGARD TO RANKING. 
          AND THEN MOST RECENTLY, THEY DID MAKE A SIX SELECTION THAT WAS MADE IN SEPTEMBER, 2023. 
          SO, AND DISPOSITIONS IN THE SYSTEM FOR THE REMAINING CANDIDATES ON THE LIST IS VERY MINIMAL. 
          WE'RE NOT PRESSING FOR THE DISPOSITIONS BECAUSE THE ELIGIBLE LIST IS TURNING OUT. 
          UM, BUT THE REMAINING 25 ON CANDIDATES ON THE LIST, THEY WERE ALL RECIPIENTS OF THE INTEREST EMAIL, UH, WITH A FLYER. 
          THOSE CANDIDATES WERE NOT INVITED TO AN INTERVIEW. 
          UM, FOR THE POSITION, MORE SO JUST, UM, THE FLYER AND I, WE HAD HAD A TRAINING IN, I BELIEVE AUGUST, 2022 FOR THE DEPARTMENT, GIVING THEM EXAMPLES OF WHAT'S AN ACCEPTABLE NOTICE? 
          [01:25:01]
HOW DO YOU INVITE, UH, CANDIDATES FOR AN INTERVIEW? HOW DO YOU, WHAT'S FAIR CONSIDERATION? YOU KNOW, UM, IN OUR RULES AND OUR POLICY STATE, YOU INVITE THEM TO AN INTERVIEW. 
          YOU DON'T SEND THEM A NOTICE TO SAY, ARE YOU INTERESTED? UH, IF SO, CONTACT ME, BUT I DID, YOU JUST LOST YOUR CANDIDATE. 
          SO WHEN YOU'RE, UM, SITTING OUT IN INAPPROPRIATE NOTICES, PARTNERS ARE PRETTY MUCH SABOTAGING THE LIST. 
          SO USE BETTER WORDS. 
          SORRY, WE HAVE MAYBE ONE MORE EXAMPLE AND THEN WE CAN MOVE ON. 
          OKAY. 
          UM, THERE WAS A LOT. 
          OKAY. 
          I HANG. 
          YEAH. 
          OKAY. 
          AND WE'RE GONNA WANT TO SEE EVERYTHING. 
          BUT YOU KNOW, YOU'RE, MAY, YOU KNOW, I KNOW YOU WERE PUTTING SOME OF THAT IN WRITING, JUST LIKE WE DID WITH THE CITY MANAGER, BECAUSE THERE WAS FAR SO MANY OF IT. 
          OKAY. 
          ONE MORE EXAMPLE HERE, OR WOULD YOU LIKE FOR ME TO GO DOWN HERE? WHATEVER YOU THINK IS MORE SALIENT TO YOU AND TO, UH, UH, IT, IT'S ALSO IMPORTANT, YOU KNOW. 
          OKAY. 
          I WILL TALK ABOUT, UM, THE NEIL GOV REQUEST. 
          OKAY. 
          SO THE CONCERN THAT, UM, THE CIVIL SERVICE TO ALLOW HR TO SHARE THE SAME NEO GOV ACCESS AS THE CIVIL SERVICE ADMINISTRATOR, IT WAS BROUGHT UP LAST WEEK, UM, AND ALSO CITED IN THE DOCUMENT. 
          SO CIVIL SERVICE HAS BEEN USING NEO GOV APPLICANT TRACKING SYSTEM SINCE 2003, WHICH I PERSONALLY WAS PART OF THE LAUNCHING ON THIS PRODUCT SINCE 2010. 
          CIVIL SERVICE HAS BEEN UTILIZING BOTH ENVIRONMENTS, UM, PERTAINING TO RECRUITMENT AND A SELECTION OF THE SYSTEM. 
          AND WHEN I SAY BOTH ENVIRONMENTS, THERE'S INSIGHT WHERE CIVIL SERVICE, UH, WORKS AND PROCESS THE CANDIDATE POOL. 
          AND OHC IS WHEN WE, UH, SEND THE ELIGIBLE LIST AND DEPARTMENTS CAN, UH, ACCESS THE CANDIDATES. 
          IN 2015, THE IDEA WAS BROUGHT TO ME OF, HEY, IS THERE A WAY TO ALLOW CITY, THE CITY TO UTILIZE THE SYSTEM FOR THE UNCLASSIFIED HIRING PROCESS WITHOUT COMPROMISING THE CLASSIFIED SERVICE HIRING SYSTEM? AT THAT TIME, HRS ENTIRE RECRUITMENT PROCESS WAS A HUNDRED PERCENT PAPER DRIVEN. 
          THE COLLECTION OF EEO DATA WAS ALSO COLLECTED, UH, BY PAPER AND SNAIL MELT. 
          SO I TOOK ON A CHALLENGE, AND WITH ASSISTANCE OF STAFF, UH, WE WERE ABLE TO DIVIDE THE PLATFORM INTO TWO DIFFERENT HIRING SYSTEMS WITHOUT COMPROMISING THE INTEGRITY OF THE CLASSIFIED SERVICE HIRING SYSTEM. 
          NOW, SINCE 2022, HUMAN RESOURCES HAS BEEN SEEKING CIVIL SERVICE ADMIN ACCESS TO NEIL GOV, ULTIMATELY ACCESSING, HAVING ACCESS TO THE CLASSIFIED HIRING SYSTEM. 
          UH, I BECAME AWARE OF HRS DESIRE TO GAIN ACCESS TO CLASSIFIED SERVICE AS IT BEGAN WITH THE CITY'S IDEA OF EXPLORING NEIL GOV'S ONBOARDING PRODUCT. 
          SO BEFORE FINALIZING THE DEAL, IT WAS HRS BELIEF AND ATTEMPT TO GAIN ACCESS TO THE SOLE SERVICE HIRING SYSTEM. 
          AND NEIL GOV. 
          AFTER DISCUSSING THE, WITH THE NEIL GOV DEVELOPER, NOT THE SALESPEOPLE, THEY CONFIRMED THAT IT WAS INCORRECT AND IT WAS NOT NECESSARY TO PROVIDE HR FULL ACCESS TO THE CLASSIFIED SERVICE IN ORDER TO MANAGE ONBOARDING SINCE IT WAS COMPLETELY SEPARATE PRODUCT. 
          AND IN FACT, HR WOULD CONTROL THAT PRODUCT, HAVE FULL ADMINISTRATIVE ACCESS TO THAT ENVIRONMENT, AND THEN SHORTLY AFTER THAT HR OPT OUT TO PURCHASE THE PRODUCT. 
          AND THEN IN ONE FINAL DEMONSTRATION MEETING THAT WITH NEIL GA, THE VENDOR INTRODUCED THE IDEA OF A TRACK FEATURE. 
          SO DURING THAT MEETING, THERE WAS A MINIMAL INTEREST FROM HR AND REPRESENTING CIVIL SERVICE. 
          I SAID THAT WE WEREN'T INTERESTED IN PURCHASING A PRODUCT AT THE TIME, THINKING OF THE MONEY. 
          UM, AND THEN A COUPLE WEEKS LATER, WHICH I, I KNOW YOU BELIEVE ME, I'LL HAVE TO SHOW YOU THE EMAIL. 
          UM, A COUPLE WEEKS LATER, I TOLD YOU THAT THE CITY, I MEAN, I WAS TOLD THE CITY WANTED TO MOVE FORWARD WITH A TRACK FEATURE AND REQUIRED CIVIL SERVICE ACCESS TO THE SYSTEM. 
          SO, UM, HOWEVER, UH, IT TURNED OUT, UH, NEIL GOV HAD A FEATURE THAT ADDED ON WHERE I WAS ABLE TO TURN ON A SWITCH WHERE FOR THE TRACK SYSTEM YOU CAN, THEY'RE NOW ABLE TO RECEIVE APPLICATIONS THAT CAME THROUGH, UH, TRACK WITHOUT HAVING TO DO ANYTHING EXTRA. 
          SO, UM, THEN I WAS APPROACHED BY CHRISTINA THAT IT WAS EXPLAINED TO HER THAT HUMAN RESOURCES WANTED TO MANAGE THE RECRUITMENT. 
          NOW, IN THE SAME MANNER THAT CIVIL SERVICE MANAGES CLASSIFIED SERVICE, THEY WANTED TO MIMIC EVERYTHING THAT WE DO, GIVEN THAT THE, GIVEN THAT I WAS A SUSPECT, BECAUSE GIVEN THAT THE KEY ARGUMENT IN THE PRIOR FAILED BALLOT MEASURE, GIGI WAS DUPLICATION OF SERVICES. 
          SO I SAW THE CURSE OF WRITING ON THE WALL. 
          SO AS A RESULT, I PROVIDED YESENIA RICO, WHO IS IN CHARGE OF TALENT ACQUISITION AND ADMINISTRATOR ROLE TO THE SYSTEM. 
          AND I TURN ON EVERY POSSIBLE AVAILABLE FEATURE IN YOGA SO THEY CAN RUN THEIR RECRUITMENT. 
          THERE ARE FEATURES, UM, THAT I TURNED ON FOR THEM THAT CIVIL SERVICE IS NOT USING BECAUSE IT'S NOT ALIGNED WITH OUR, UH, RULES AND OUR POLICIES AND PROCEDURES. 
          AND THAT COULD POSSIBLY HAVE A NEGATIVE EFFECT ON OUR RULES. 
          SO 
          [01:30:01]
AS OF TODAY, EVERY FEATURE IS AVAILABLE TO ALLOW HR TO RUN UNCLASSIFIED RECRUITMENT. 
          HOWEVER, UM, THE AGENCY WIDE ACCESS, WHICH IS THE ACCESS I HAVE, WAS NOT GIVEN TO HR STAFF NOT HAVING AGENCY SUB WIDE ACCESS TO MAIL GOV GOV BASICALLY BLOCKS THEM FROM, UH, HAVING ACCESS TO CLASSIFIED SERVICE, HIRING PROCESSES, AGENCY-WIDE ACCESS, MANAGES CONTROL OVER WHAT USERS HAVE ACCESS TO, UM, WHAT ENVIRONMENT. 
          UH, IT, IT'S, I HAVE ACCESS TO BUILDING THE ENVIRONMENT OF THE PLATFORM, THE AESTHETICS OF IT, SUCH AS ADDING DEPARTMENT TITLES, DIVISIONS. 
          SO BASICALLY IT'S JUST BUILDING THE ENVIRONMENT AND CONTROLLING WHO HAS ACCESS TO, UM, WHAT ENVIRONMENT. 
          SO FAST FORWARD NOW TO THE END OF 2023. 
          UM, LAST YEAR, THE ARGUMENT NOW BECAME HR NEED FULL ACCESS TO GATHER DATA ABOUT TIME HIGHER. 
          SO, UM, CINIO RICO WAS OFFERED REPORTS THAT WOULD HELP THEM ASSIST WITH THAT DATA. 
          UM, THEY ARE CURRENTLY USING REPORTS IN INSIDE, UM, TO ASSIST WITH ACCUMULATING DATA FOR THE UNCLASSIFIED SERVICE. 
          AND IT IS TRUE THAT THEY ARE NOT ABLE TO PULL THAT DATA WITHOUT HAVING ACCESS TO CLASSIFIED SERVICE. 
          HAVING ACCESS, HAVING AGENCY-WIDE ACCESS WOULD ALLOW THEM TO ASSIGN THEMSELVES ACCESS TO THE CLASSIFIED HIRING SYSTEM. 
          AND NEO GOV WOULD ALLOW THEM TO PULL DATA FOR THE CLASSIFIED SERVICE, BUT ALSO, UM, PROVIDE FULL ACCESS TO THE ENTIRE CLASSIFIED HIRING SYSTEM, WHICH INCLUDES TESTING INFORMATION, PERSONAL INFORMATION ABOUT A APPLICANTS THAT IS PROHIBITED TO HIRING DEPARTMENTS. 
          UM, AND I WANNA SAY THAT CURRENTLY, UH, FIVE, ABOUT FIVE YEARS AGO, I CREATED A SUBSCRIPTION TO THE DEPARTMENTS. 
          I'M LIKE, HEY, SO YOU CAN SEE WHAT REQUISITIONS YOU HAVE BECAUSE YOU CANNOT PULL DOWN THE REQUISITIONS FROM THE CLASSIFIED SERVICE. 
          SO EVERY DEPARTMENT, UM, WHOEVER THEY WANNA DESIGNATE, INCLUDING HR, THEY GET A SUBSCRIPTION. 
          AND WE CAN ACTUALLY DO THE SAME THING FOR THE DATA FOR, UH, THAT THEY WANT TO USE FOR, UM, THEIR TIME TO HIRE. 
          SO THERE'S ABSOLUTELY NO REASON TO COMPROMISE THE SYSTEM IF THERE'S A EASY FIX OF OFFERING THEM A SUBSCRIPTION TO A, UM, UH, A WEEKLY, MONTHLY, HOW ON WHATEVER ROTATION THEY WANT. 
          UM, SO YEAH. 
          IS MY SENTIMENT. 
          YEAH, THAT'S NOT NECESSARY TO COMPROMISE THE HIRING SYSTEM. 
          I'M MERGING THE ACCESS WITH THOSE MANAGING UNCLASSIFIED HIRING SYSTEM WITH THE PURPOSE OF RECEIVING A REPORT THAT COULD BE EASILY ACHIEVED WITH A RECURRING SUBSCRIPTION. 
          AND SO IF I SUMMARIZE REAL QUICK, YEAH. 
          UM, BECAUSE I DEAL WITH DATABASE ADMINISTRATION ALL THE TIME IN PR WORLD, UM, USUALLY YOU HAVE A DATABASE ADMINISTRATOR MAYBE TOO MM-HMM. 
          UM, THIS IS THE PERSON WHO COULD MESS EVERYTHING UP. 
          MM-HMM, . 
          AND IF THEY DO SOMETHING WRONG, UH, THEY'RE YOUR MOST TRAINED PERSON. 
          AND, UM, AND THEN PEOPLE ASK FOR FULL ACCESS. 
          THAT'S WHAT THEY THINK, BUT THAT'S NOT USUALLY WHAT THEY MEAN. 
          MM-HMM. 
          , IS THERE A WAY TO PROVIDE THE DATA THE CITY IS WORKING FOR? 'CAUSE I THINK WE ALL AGREE THAT THE CITY SHOULD HAVE ACCESS TO DATA ON ITS OWN HIRING AB ABSOLUTELY. 
          AND I, IS THERE A WAY TO PROVIDE THAT WITHOUT SOMETHING WE WOULD CALL FULL ADMINISTRATIVE ACCESS, RIGHT? YES. 
          AND 'CAUSE I ACTUALLY HAVE SOME DEPUTY TIES, UH, STAFF, YOU KNOW, UM, AND WE LOOKED AT THAT YESTERDAY AND ABSOLUTELY. 
          AND IT COULD BE ON WEEKLY, DAILY, UH, WHATEVER INCREMENTS, HOW OFTEN THEY WANT IT TO BE. 
          I KNOW HIGHER ED INSTITUTIONS THAT HAVE GOTTEN THEMSELVES THAT HAVE TROUBLE 'CAUSE THEY GIVE THEIR CEO FULL ACCESS TO EVERYTHING AND THEN THEIR CEO, THEIR PHONE GETS LOCKED. 
          IT'S ALL, IT'S ALL COMPROMISED THEN ALL AND, AND I, YEAH. 
          THANK YOU. 
          AND YOU KNOW, I HAVE ANOTHER REAL SERIOUS CRITICAL ONE, BUT I WILLING TO DO IT DURING PUBLIC CON IF YOU'RE OKAY WITH THAT. 
          WE APPRECIATE IT REALLY NEEDS TO BE SAID, SO YEAH, ABSOLUTELY. 
          OKAY. 
          THANK YOU. 
          THANK YOU. 
          SO, UM, SO ONE THING I WANNA GO BACK TO, LIZ, IF YOU COULD GO BACK TO THE ELIGIBLE RISKS. 
          ONE THING I POINT OUT THAT I THOUGHT WAS, UM, MIGHT BE OF INTEREST TO AND REST OF THE MANAGERS, UM, IF YOU LOOK AT THE, THE SHADED PART IS THE TYPE OF LISTS THEY ARE. 
          SO I WAS JUST TALKING ABOUT THE VOLUME OF LIST ON THE LEFT. 
          MM-HMM. 
          , THE SHADED PART TALKS ABOUT THE TYPE OF LIST. 
          AND IF YOU SEE GO DOWN THE 2023, UM, YOU CAN SEE THAT IN LAST YEAR WE ONLY HAD 58 BANDED LISTS AND WE HAD 214 QUALIFYING LISTS. 
          SO QUALIFYING LISTS ARE THOSE LISTS THAT MAKE IT EASIEST FOR DEPARTMENTS TO HIRE. 
          PEOPLE CAN COME IN, THEY MEET THE MINIMUM QUALIFICATIONS THEY PUT ON THE TEST, THERE'S NO ASSESSMENT, THERE'S NO, WELL, THE T AND E THAT THE EVALUATION OF THEIR APPLICATION IS THE ASSESSMENT, NO ADDITIONAL ASSESSMENT. 
          SO I WANTED TO POINT THAT OUT, THAT THERE WERE CURRENTLY 
          [01:35:01]
LAST YEAR THERE WERE 214 QUALIFYING LISTS AND ONLY 58 BAND LISTS. 
          SO WE HAVE LISTENED TO THE ORGANIZATION THAT THEY DON'T LIKE BANDING. 
          WE UNDERSTAND THAT. 
          BUT I JUST WANT YOU TO KNOW THAT WE HAVE, WE HAVE MADE NOTE OF THAT AND ARE DOING AS MANY QUALIFYING AS WE CAN. 
          AND EVERY TIME WE DO A LIST, WE, WE LOOK AT IT AND SAY, HOW CAN WE DO THIS? CAN WE DO IT DIFFERENTLY? CAN WE DO IT MORE QUICKLY? SO I JUST WANTED TO POINT THAT OUT, THAT WE DON'T HAVE AS, UM, AS MANY BANDED LISTS AS WE HAVE QUALIFYING LISTS. 
          AND I ASK YOU THIS QUESTION ALMOST EVERY TIME THIS COMES UP, YOU KNOW, DO WE FEEL LIKE WE HAVE ENOUGH CANDIDATES IN THIS LIST TO JUSTIFY ABANDONED LIST? UM, SO I MEAN, THAT HAS BEEN SOMETHING THE COMMISSION HAS BEEN AWARE OF. 
          ABSOLUTELY. 
          ALL RIGHT. 
          AND WE HAVE THAT OPPORTUNITY IN THE BULLETIN. 
          WE HAVE LANGUAGE THAT SAYS WE CAN CHANGE THE TYPE OF LIST THAT WILL BE CREATED. 
          AND IF THERE ARE NOT THAT MANY, IF THERE ARE NOT MANY THAT MANY CANDIDATES, WE DON'T MANUALLY GO, WE CAN CHANGE IT. 
          AND, AND EMBEDDING IS SO IMPORTANT BECAUSE EVEN IF YOU HAVE A LIST OF 10 BECAUSE OF CANDIDATE SCORED 90 IS NOT THE SAME AS THE CANDIDATES SCORED 70. 
          AND BANDI DOES NOT MEAN THAT DEPARTMENTS CANNOT CONSIDER THOSE FOLKS ON THE REMAINING OF THE LIST. 
          WHAT IT MEANS IS YOU'RE GOING TO CONSIDER THAT PERSON THAT SCORED HIGHER FIRST AND RIGHT NOW THE DEPARTMENTS. 
          AND MAYBE IT WAS A MISTAKE, BUT IN 2017, UH, CIVIL SERVICE STARTED GIVING, UH, THE DEPARTMENT'S ENTIRE LIST. 
          AND I'M GONNA GET TO THAT. 
          OKAY. 
          IF YOU CAN GO TO THE LAST SLIDE. 
          THIS IS OUR LAST SLIDE. 
          YES. 
          UM, AND SO, UM, PROCESS IMPROVEMENTS. 
          CIVIL SERVICE CONTINUES TO EVALUATE, IMPLEMENT NEW PROCESSES. 
          SO WE FIND ALL NAMES ON GUIDED ELIGIBLE LIST FOR THE DEPARTMENTS TO CONSIDER WAS DONE AS CAPRICE MENTIONED. 
          AND WHAT THAT DID WAS IT GAVE THE DEPARTMENT A FULL LIST. 
          PRIOR TO THAT, YOU ONLY GOT BANDAID, AND THEN YOU HAD TO TELL US THAT YOU HAD GONE THROUGH EVERYBODY AND YOU DIDN'T, WEREN'T INTERESTED IN ANYBODY. 
          AND SO NOW YOU CAN GO TO BAND B, AND THEN WE WOULD SEND YOU P AND B. 
          SO INSTEAD, WHAT WE DID TO EXPEDITE THAT PROCESS, MY UNDERSTANDING IT WASN'T HERE, BUT MY UNDERSTANDING IS THAT WE GAVE THE ENTIRE LIST SO THAT PEOPLE COULD MORE QUICKLY GO THROUGH. 
          AND IT'S EVEN MORE IMPORTANT NOW WITH THE, UM, THE SHOW RATE. 
          WE'RE AT ABOUT 50% SHOW RATE. 
          SO WE FEEL THE, THE PAIN THAT THE RESIDENT HAVE WHEN YOU, WHEN THEY SEND OUT NOTICES, ONLY 50% OF THE PEOPLE ARE ACTUALLY GONNA SHOW WE'VE EXPERIENCED IT. 
          SO, UM, SO WE'RE GIVING THEM ALL THE LISTS. 
          ALL WE'RE ASKING IS THAT CONSIDER THE PEOPLE BEFORE IN BAND DAY, BEFORE YOU GO TO BAND B. 
          BUT THAT DOESN'T MEAN THAT YOU CAN'T GO TO BAND. 
          YOU ABSOLUTELY CAN MAKE A HIRE THERE. 
          WHEN I DO TRAINING, I OFTEN ASK, HOW MANY OF YOU CAME, UM, OFF A BAND OTHER THAN A HANDS GO UP? SO ALL THE GREAT PEOPLE IN THIS ROOM, IF WE ONLY WENT TO BAND A, SOME OF THEM WOULD NOT BE HERE BECAUSE THERE ARE PEOPLE THAT FROM BAND, A BAND OTHER THAN A OR B, UM, AUTO REFERRING. 
          UM, THAT IS, UH, AGAIN, WE'RE ALWAYS LOOKING AT WAYS TO WORK SMARTER WITH OUR TECHNOLOGY. 
          UM, THAT IS THE PRESS OF A BUTTON THAT AS SOON AS, UM, THEY CAN PRESS A BUTTON AND THE LIST GO OUT TO PEOPLE AUTOMATICALLY AS OPPOSED TO MANUAL PROCESS CERTIFYING TO A VARIETY OF DIFFERENT REQUISITIONS. 
          UM, WE APPROVED THE PROVISIONAL PROCESS BY REDUCING THE COMMISSION APPROVAL TO ONE STEP. 
          IT USED TO BE YOU HAD TO GO TO COMMISSION TWICE. 
          COMMISSION GAVE ME THE AUTHORITY TO APPROVE A REQUEST FOR A PROVISIONAL, AND THEN THE DEPARTMENTS CAN START THEIR RECRUITMENT. 
          AND ALL THEY HAVE TO DO, ACCORDING TO THE RULE, IS COME BACK AND ASK THE PERSON TO BE APPROVED. 
          UM, WE'VE INCREASED OUR ONLINE TESTING. 
          UM, WE ALWAYS KNEW WE NEEDED TO DO THAT. 
          THE PANDEMIC CAME AND WE COME THE WEEKEND, BUT OUR STAFF DOING AMAZING JOB OUT. 
          AND NOW WE'RE GONNA GO BACK TO, UM, HAVING SOMEONE SAY DRY THREE HOURS TO COME AND SIT FOR A WRITTEN TEST. 
          AND PARTICULARLY AT THE ENTRY LEVEL, YOU'RE ASKING PEOPLE TO TAKE DAYS OFF OF WORK JUST TO COME AND SIT FOR A TEST AND THEN GO HOME. 
          SO THIS WAY THE TESTING STAFF HAS MADE THE TESTING SO ACCESSIBLE THAT THEY'RE TESTING. 
          THEY HAVE SEVERAL DAYS TO DO IT, THEY CAN DO IT ON THE WEEKEND. 
          AND SO, UM, THAT WE REALLY INCREASED THAT ONLINE TESTING. 
          UM, WE DEVELOPED THE, UM, THE, THE NEW RECRUITMENT AND OUTREACH SERVICES DIVISION. 
          THAT IS SOMETHING THAT WENT BY THE WAYSIDE IN 2008, UM, AS PART OF THOSE BUDGET CUTS. 
          AND, UM, SO WHEN I CAME BACK, I KNEW HOW IMPORTANT IT WAS, THE COMMUNITY, THE ACCESS THAT WE REACH OUT TO THE COMMUNITY, THAT WE LET THE COMMUNITY KNOW THEIR JOBS 
          [01:40:01]
IN HERE. 
          AND IT WORKS PERFECTLY WITH THE MAYOR'S INITIATIVE NOW BECAUSE HE WANTS TO BE HIRING PEOPLE IN THIS COMMUNITY. 
          AND SO WE HAVE A RECRUITMENT TEAM THAT GOES OUT TO EVERY EVENT IN OUR COMMUNITY AND SAYS, THIS IS HOW YOU GET A JOB. 
          THIS IS HOW WE, WE WANT YOU TO COME ON BOARD. 
          SO THAT, UM, IS SOMETHING THAT WE, UM, ACTIVELY BEEN UTILIZING SINCE 2019. 
          UM, WE'VE ADDED VARIOUS SOCIAL MEDIA PLATFORMS AND TECHNOLOGY TO INCREASE OUR , AND WE'VE MOVED TO THE CONSULTATIVE APPROACH AND MEETING MONTHLY TO DETERMINE DEPARTMENT PRIORITIES. 
          SO PRIOR TO THIS, YOU WOULD HAVE, UM, AN ANALYST MAY HAVE FOUR OR FIVE, 10 DIFFERENT RECRUITMENTS IN A VARIETY OF DIFFERENT DEPARTMENTS. 
          AND WHAT WE DID IS WE SAID, YOU ARE NOW RESPONSIBLE FOR ONE DEPARTMENT, ONE OR TWO. 
          YOU DON'T HAVE THE LUXURY SAYING YOU ONLY HAVE ONE DEPARTMENT. 
          BUT THAT WAY THAT ANALYST KNOWS WHAT ALL OF THE, ALL OF THE IMPROVEMENTS ARE IN THAT DEPARTMENT. 
          AND THAT'S WHERE WE HAVE BEEN WORKING WITH THE DEPARTMENTS TO SAY, YOU TELL US WHAT THE PRIORITIES ARE, WE WILL PRIORITIZE AS YOU SEE FIT. 
          IS THAT A CHALLENGE? ARE WE, ARE WE MAYBE SHOULD BE DOING THAT? I DON'T KNOW. 
          WE'LL CONTINUE TO REASSESS THAT. 
          BUT WE KNOW THAT OUR DEPARTMENTS, OUR CUSTOMERS KNOW WHAT'S BEST IN THEIR DEPARTMENT. 
          SO THAT'S WHY WE HAVE LISTENED TO THEM AND SAY, OKAY, IT'S NOT FOR ANYONE. 
          WE'LL JUMP ON THIS OTHER ONE FOR YOU. 
          UM, SO WITH THAT, I, I WANT, I WANTED THE COMMISSION TO KNOW AND THE PUBLIC TO KNOW THAT WE ARE CONTINUALLY LOOKING AT PROCESS, PROCESS, EQUIPMENT. 
          EVERY EXAM WILL LOOK AT PROCESS IMPROVEMENT. 
          AND SO CERTAINLY AS WE CONTINUE TO GROW OUR STAFF, YES, IT'LL BE MUCH EASIER TO CONDUCT THINGS IN, IN WAY. 
          SO WITH THAT, OUR THANK YOU. 
          THANK YOU. 
          NO, I APPRECIATE THAT PRESENTATION. 
          SO, UM, I THINK YOU HAVE A LIST. 
          I HAVE A, A HAVE SOME RIGHTS FOR YOU. 
          ALL RIGHT, MR. PRESIDENT, BEFORE WE GET STARTED, I PUBLIC COMMENT, I'D LIKE TO DO SOMETHING A LITTLE BIT DIFFERENT. 
          YOU KNOW, WE'VE TALKED ABOUT TODAY ABOUT THE THE PEOPLE ELEMENT. 
          I'D LIKE TO INVITE CIVIL SERVICE STAFF TO COME UP FRONT, PLEASE. 
          , GLORIA, DO WE HAVE PEOPLE IN THE BACK? WE GOT, WE GOTTA GET, LET MOVE CIVIL SERVICE. 
          YOU PLEASE, UH, STEP RIGHT UP FRONT. 
          THAT INCLUDES ALL, PLEASE. 
          SO I'D LOVE THAT FIRE MENTIONED THE PEOPLE ELEMENT. 
          THE HUMAN ELEMENT, BECAUSE THAT IS CORRECT. 
          YOU KNOW, NOT ONLY DO WE HAVE HUMANS BEHIND ALL OF THIS, BEHIND THE, THE POSITIONS WITHIN THE CITY OF LONG BEACH, BUT BEHIND THE PERSPECTIVE, UH, EMPLOYEES OF THE CITY OF LONG BEACH. 
          BUT WE HAVE HUMAN BEINGS THAT MANAGE THIS PROCESS. 
          AND I WOULD LIKE TO JUST REMIND ALL OF US OF THIS HUMAN COMPONENT. 
          WE DUB OURSELVES TO PEOPLE'S COMMISSION BECAUSE WE REALLY TRULY BELIEVE IN PEOPLE FIRST. 
          AND SO BEFORE WE GET TO PUBLIC COMMENT, I WANTED YOU TO BE ABLE TO LOOK AT THE FACES THAT DO THE WORK. 
          AND I KNOW THAT THEY WORK REALLY HARD AND TRY TO DO THE ABSOLUTE BEST FOR THE CITY OF LONG BEACH. 
          I ALSO UNDERSTAND THAT THERE ARE SOME THINGS THAT NEED TO BE WORKED ON. 
          THERE'S SOME STUCKNESS, THERE'S SOME THINGS THAT ARE, YOU KNOW, MAYBE ANTIQUATED THAT WE NEED TO GET MODERNIZED AND ALL OF THAT STUFF. 
          WE ARE TRULY AWARE OF ALL OF THOSE THINGS. 
          BUT IF YOU COULD PLEASE LOOK AT EACH OTHER'S FACES, BECAUSE THIS, THESE ARE OUR STAKEHOLDERS AND WE OFTEN AS A COMMISSION AND THE DEPARTMENT TALK ABOUT OUR STAKEHOLDERS AND WANTED TO DO THE BEST JOB FOR OUR STAKEHOLDERS. 
          SO AS WE GO TO PUBLIC COMMENT, I'D LIKE TO REMIND ALL OF US IN THIS ROOM, OUR STAKEHOLDERS THAT ARE VERY IMPORTANT TO US AND OUR STAFF THAT IS VERY IMPORTANT TO US, FACES PEOPLE BEHIND EVERYTHING. 
          AND SO I INVITE EVERYBODY, IF THE ONE GOOD THING THAT CAME OUT OF THIS PROPOSAL TO CHANGE THE CHARTER, WHATEVER DIRECTION IT GOES IN, IS THAT WE ALL IN THIS ROOM HAVE, HAVE HAD A COME TO JESUS MOMENT ABOUT THE THINGS THAT ARE NOT WORKING CORRECTLY. 
          AND AGAIN, I WILL SAY IT UNTIL I BLOW THE FACE. 
          WE WANT TO HEAR WHAT'S NOT WORKING. 
          WE'RE NOT TRYING TO, YOU KNOW, JUST FEEL SUNSHINES AND RAINBOWS AND UNICORNS AND PROTECT. 
          EVERYTHING'S WORKING WELL, BUT WE NEED YOU TO TAKE THE RESPONSIBILITY TO SHARE WITH US WHAT'S NOT WORKING. 
          AND THESE PEOPLE, 
          [01:45:01]
OH, I'M ABSOLUTELY NOT. 
          THEY'RE A GREAT TEAM. 
          THEY'RE WORKING REALLY, REALLY HARD TO MAKE SURE THAT THEY LISTEN TO YOU WHILE KEEPING THE MERIT SYSTEM IN PLACE. 
          'CAUSE THAT'S IMPORTANT. 
          SO JUST TAKE A LOOK, PLEASE TAKE A LOOK AT EACH OTHER. 
          TAKE A VOTE. 
          SO I JUST REALLY WANT TO ACKNOWLEDGE STAFF. 
          I KNOW IT'S REALLY BEEN DIFFICULT WITH TRYING TO FIGURE OUT WHAT RUMORS MEAN BEFORE ACTUAL STUFF CAME OUT THAT WE CAN UNDERSTAND. 
          AND MR. MOCA, THESE ARE THE PEOPLE THAT HAVE BEEN AFFECTED BY THE UNCERTAINTY THAT NOT KNOWING AND ALL OF THAT GETS DONE. 
          AND SO WHEN WE TALK ABOUT THE ISSUES, THESE ARE THE PEOPLE THAT ARE MANAGING THOSE THINGS. 
          AND SO WITH THAT, I WANNA JUST KEEP IN MIND, UM, THAT THIS IS A GREAT TEAM, THIS IS A GREAT TEAM. 
          AND IF THEY END UP IN HR, THEN THAT THEY, THEY WILL CONTINUE TO BE A GREAT TEAM. 
          BUT FOR NOW, AGAIN, WE'VE HAD HER COME TO JESUS AND HOPEFULLY JESUS KEEPS COMING  AND SHARING WITH US AND WITH THIS TEAM WHAT'S NOT ACTUALLY WORKING. 
          BECAUSE LIKE I SAID EARLIER, WE ARE COMMITTED TO KEEP GOING AND KEEP DOING OUR JOB UNTIL SOMEBODY TELLS US OTHERWISE. 
          AND THAT WILL BE THE PEOPLE OF LONG BEACH WILL TELL US WHICH WAY THEY WANT TO GO. 
          BUT FOR NOW, THIS IS YOUR TEAM. 
          THESE ARE YOUR STAKEHOLDERS. 
          I APPRECIATE THE COLLABORATION. 
          THANK YOU. 
          UM, FIRE FOR MENTIONING THE HUMAN COMPONENT. 
          WE ARE THE PEOPLE'S COMMISSION. 
          WE WILL CONTINUE TO SERVE OUR STAKEHOLDERS WITH WINTER PEOPLE AND OUR PROSPECTIVE EMPLOYEES, WHICH ARE PEOPLE. 
          SO THANK YOU CIVIL SERVICE STAFF. 
          THE COMMISSION APPRECIATES YOU AND WE HEARTFELT WANT YOU TO KNOW THAT THROUGH ALL OF THIS UNCERTAINTY, WE WILL CONTINUE TO SUPPORT YOU. 
          WE WILL CONTINUE TO WORK HARD, AND UNTIL SOMEBODY TELLS US, WE WILL KEEP SERVING THE PEOPLE OUT HERE IN THIS AUDIENCE. 
          SO THANK YOU MR. CHAIR. 
          CAN I MAKE A SUGGESTION ON PUBLIC COMMENT? SURE. 
          WE HAVE A NUMBER OF PEOPLE HERE THAT ARE EMPLOYEES THAT ARE, UM, ARE LABOR PARTNERS AND OTHERS I'D, I'D LIKE THEM TO GO FIRST. 
          UM, MY DEPARTMENT DIRECTORS WANT TO SPEAK, BUT UM, YOU KNOW, THEY'RE HERE FOR THE WHOLE TIME AND WE'VE HAD PEOPLE THAT WANTED TO BE HERE FOR AND TO BE PART OF PUBLIC COMMENT OUTSIDE THAT CLEAN, I WOULD ABSOLUTELY DO IT. 
          BUT, UM, I'M NOT ACTUALLY, WE CAN HELP YOU IF YOU'D LIKE, WE CAN TELL YOU WHO'S WHO'S ON THE DEPARTMENT. 
          WELL, I GENERAL GENERALLY GET THE DEPARTMENT, BUT I THINK, YEAH, YEAH, TOM, I DO APPRECIATE THE OFFER AND SUGGESTION, BUT I THINK WE'LL, UH, I OFFER PROBABLY LIKE MIX THESE UP IF I COULD, UM, JUST TO MAKE SURE EVERYBODY GETS A FAIR CHANCE OF BEING ON TASK. 
          UM, I YOU ARE WILLING TO BE THE TIMEKEEPER, JUST GIVE THE NO AND NOT TO BE THE INTERRUPTER AND I WILL TRY TO DO SO KINDLY. 
          UM, ALL RIGHT, UH, WE'LL GO THROUGH THESE. 
          YOU HAVE ONE QUICK COMMENT BEFORE YOU KNOW, AND I OFTEN JOKE WITH JOANNE BECAUSE SHE'S OUR LONGEST SERVING COMMISSIONER, SO I ALWAYS CALL HER, UH, SENIOR MEMBER OF OUR COMMISSION, CERTAINLY THE MEMORY OF OUR COMMISSION. 
          UM, SHE JUST MADE A WONDERFUL POINT ABOUT HER STAFF. 
          I WANT TO MAKE A POINT ABOUT MY FELLOW COMMISSION. 
          I, I DON'T THINK IT'S UNDERSTOOD BY VERY MANY, BUT THIS COMMISSION SPENDS NEARLY EIGHT HOURS, IF NOT EIGHT HOURS A WEEK. 
          UH, ALL ON WOULD SAY JUST IN HEARINGS. 
          JUST IN MEETINGS, JUST IN. 
          AND THEN WE REVIEW THE MATERIALS WE GET FROM YOU. 
          WE HAVE FULL ACTIVE LIVES. 
          MANY OF US HAVE 40 HOUR A WEEK JOB. 
          I SWITCHED TO A FOUR 10 SCHEDULE AND MY JOB SO THAT EVERY WEDNESDAY, WHENEVER THE COMMISSION NEEDED , I KNOW THAT EACH OF THESE PEOPLE SITTING HERE HAVE DONE AS MUCH, IF NOT MORE, UH, TO UPSET THEIR LIVES. 
          AND I'VE BEEN HERE FOR TWO AND A HALF YEARS. 
          YOU'VE BEEN HERE HOW MANY YEARS? UM, 5, 6, 5, 6 YEARS OF EIGHT HOURS A WEEK. 
          ESSENTIALLY A PART-TIME JOB, PROBABLY 20 HOURS A WEEK IF YOU COUNT EVERYTHING WE DO OUTSIDE OF THOSE MEETINGS, THERE'S A REASON TO FEEL LIKE A FAMILY. 
          AND TWO YEARS OF THE CHAIR, I'M TELL YOU, THAT'S TWO YEARS OF CHAIR . 
          THERE'S A REASON WE FEEL LIKE A FAMILY, 
          [01:50:01]
AND THAT IS BECAUSE WE ARE WITH THIS DEPARTMENT. 
          WE ARE, UH, WE'RE AS CLOSE WITH ANY COLLEAGUES OR COWORKERS IN ANY OTHER SUBJECT, , BUT THE FIVE OF US HERE TOGETHER TODAY HAVING THIS CONVERSATION. 
          ALRIGHT, UH, I'M JUST GONNA CALL PEOPLE. 
          THERE'S SOMEBODY OUT THERE WHO CAN RUN IF THEY'RE MISSING SOMEBODY. 
          OKAY. 
          UH, FRED VICTOR, GO, HI, HOW ARE YOU? HOW, AND, UH, THIS TEAM'S A LOT OF, UH, A LOT OF DISCUSSION THAT'S BEEN HERE. 
          AND I WANT TO HEAD GO TO WHAT SOME OF THE DEPARTMENTS ARE SAYING. 
          WE DO HAVE A VERY COLLABORATIVE RELATIONSHIP. 
          AND SO, AND SO SOMETIMES THIS IS, THIS IS DIFFICULT WHEN WE'RE TRYING TO FIND RESOLUTION. 
          AND I DO DO WANNA SPEAK ABOUT THE NEO GO OF ACCESS THAT THAT WAS SPOKEN ABOUT. 
          AND IT HAS BEEN KIND OF CHALLENGING IN THE PROCESS TO TO, YOU KNOW, TO ENSURE THAT WE HAVE, UH, APPROPRIATE ACCESS TO WHERE ABLE TO CAPTURE THE DATA THAT WE NEED. 
          ON THE CITYWIDE RECRUITMENTS, THE CITY IS DOING A LOT OF GOOD WORK ON, UH, INCENTIVES, RECRUITMENT INCENTIVES AND DIFFERENT INCENTIVES TO ATTRACT, UH, EMPLOYEES AND, AND BUILD THAT APPLICANT POOL. 
          AND SO WE REALLY DO NEED A MECHANISM TO TRACK, UM, YOU KNOW, HOW MANY APPLICANTS WERE GETTING THE INCREASE WERE WE TO FOCUS ON. 
          AND SO, UM, ACCESS IS IS REALLY IMPORTANT. 
          AND ONE OF THE THINGS ABOUT ACCESS IS WE JUST RECENTLY WENT THROUGH NEGOTIATIONS. 
          AND SO A LOT OF THE BENEFITS WERE MODIFIED FOR A LOT OF THE BARGAINING GROUPS AND MANAGEMENT GROUPS. 
          AND SO WE DON'T HAVE ACCESS TO, TO UPDATE THOSE. 
          AND SO WHAT WE HAVE TO DO IS GIVE TEMPLATES TO THE DEPARTMENT SO THEY CAN UPDATE THOSE. 
          AND REALLY IN, IN THE SPIRIT OF COLLABORATION, WE COULD TAKE ON THAT WORK IF WE HAVE THE APPROPRIATE ACCESS. 
          AND WE'RE NOT ASKING FOR GLOBAL ACCESS FOR THE ENTIRE DEPARTMENT. 
          IT'S A VERY, IT'S THE DIVISION OF TALENT ACQUISITION THAT WOULD BE RESPONSIBLE FOR PROVIDING THIS DATA. 
          AND SO, UH, WE DID, WE HAVE HAD NUMEROUS MEETINGS WITH THE DEPARTMENT. 
          WE HAVE MONTHLY COLLABORATION MEETINGS. 
          UH, THERE'S BEEN DISCUSSIONS WITH WITHIN OUR TEAMS, THERE'S BEEN, UH, YOU KNOW, UH, UH, UH, DISCUSSIONS BETWEEN, UH, THE DIRECTOR AND TWO DIRECTORS AND OBVIOUSLY THE CITY MANAGERS, UH, REQUEST, UH, AS PART OF THIS PRESENTATION. 
          AND SO I UNDERSTAND THERE'S BEEN DISCUSSION AND I APPRECIATE, UH, UM, YOU KNOW, CAP'S, UH, BACKGROUND ON IT. 
          AND THIS HAS BEEN, YOU KNOW, I JUST WANNA HIGHLIGHT THIS. 
          THIS HAS BEEN CHALLENGING SINCE, SINCE JULY OF, UH, YOU KNOW, ALMOST TWO YEARS. 
          AND SO, UH, I UNDERSTAND, YOU KNOW, THAT THERE MIGHT BE, YOU KNOW, SOME SOLUTION BASED ON THE DISCUSSION THAT, THAT WE'RE HAVING HERE. 
          BUT I, I DO WANT TO EMPHASIZE THAT, YOU KNOW, WE'RE AN HR DEPARTMENT, WE LIVE IN CONFIDENTIALITY. 
          AND SO, UM, THERE SHOULDN'T BE, UH, THAT CONCERN BETWEEN THE TWO PARTNERS HERE. 
          UH, WE DID OFFER, YOU KNOW, THAT WE WOULD DO SOME SORT OF AGREEMENT BETWEEN THE DEPARTMENTS AND WE HOLD STAFF ACCOUNTABLE TO MAKE SURE THAT THERE WASN'T ANY BREACH OF DATA OR THAT IT WAS COMPROMISED OR THAT WE'RE LOOKING INTO DATA THAT, THAT WE SHOULD NOT BE IN. 
          SO, UH, I JUST WANT TO HIGHLIGHT THAT I UNDERSTAND, YOU KNOW, AGAIN, I ECHO THAT WE DO HAVE A COLLABORATIVE RELATIONSHIP AND, AND I WANT THAT COURSE TO CONTINUE. 
          AND I ALSO WANT TO MAKE SURE THAT WE HAVE SOLUTIONS THAT WERE COMING WITH SOLUTIONS. 
          AND THANK YOU. 
          APPRECIATE, I APPRECIATE IT. 
          AND JUST AS A HOUSEKEEPING, UH, I'LL JUST REMIND EVERYONE THAT, UH, EVEN THOUGH YOU'RE PROVIDING US SOME INFORMATION AND MAY HAVE QUESTIONS AS A COMMISSION, WE'RE NOT ALLOWED TO RESPOND TO PUBLIC COMMENT. 
          HOWEVER, WE WILL DIRECT STAFF TO, UH, LOOK INTO THESE THINGS AND WE'LL ADDRESS IT IN THAT WAY. 
          OKAY? SINCE THIS IS THE AGENDA ITEM, WE'LL, WE'LL DO IT AS SOON AS WE'RE WE'RE DONE WITH PUBLIC COMMENT, ADDRESS IT PRESIDENT. 
          UM, I, I KNOW WHERE HE WORKS JUST 'CAUSE I HAPPEN TO KNOW. 
          BUT WHEN YOU COME UP AND SPEAK, COULD YOU SAY A PRIVATE CITIZEN EMPLOYEE OF THE HEALTH DEPARTMENT OR SOMETHING FOR US TO IDENTIFY YOU IN CASE WE WANNA GO BACK TO YOU FOR SOMETHING ELSE? THANK YOU. 
          ALRIGHT. 
          AND I APOLOGIZE IF I MISPRONOUNCED, UH, MISPRONOUNCED ANYONE'S NAME. 
          UH, IF ANY OF YOU KNEW MY LAST NAME BEFORE MY MARRIAGE, YOU WOULD KNOW WHY. 
          I'M VERY SENSITIVE ABOUT PRONUNCIATIONS OF NAMES. 
          SO IF I GET IT WRONG, UH, PLEASE FEEL FREE TO CORRECT ME. 
          UH, AS SOON AS UH, YOU GET UP HERE. 
          UH, DEIDRA VAN DEIDRA, SHE'S COMING. 
          [01:55:01]
I FEEL LIKE IT THE RIGHT, OH NO. 
          HI DEIDRE, YOU'RE RIGHT HERE. 
          AND SORRY YOU HAD TO BE IN OUR OVERFLOW ROOM. 
          WE REALLY DID TRY FOR A BIGGER ROOM. 
          UM, DO I STAND SICK? WHATEVER YOU'RE MORE COMFORTABLE WITH. 
          OKAY. 
          AND YOU HAVE THREE MINUTES AND THEN YOU'LL GET A LITTLE TIME, TIME NOTE FROM OUR EXECUTIVE DIRECTOR OVER HERE. 
          HI, MY NAME IS DEIDRE VANDY. 
          GRIFF, I AM WITH THE ECONOMIC DEVELOPMENT DEPARTMENT, UNCLASSIFIED EMPLOYEE. 
          I WANNA, SORRY, I'M NERVOUS. 
          THAT'S OKAY. 
          UM, WORKFORCE BUREAU PACIFIC GATEWAY. 
          SO I JUST WANNA SPEAK TO THE NEFARIOUS FLIP SIDE OF, UH, UNCLASSIFIED EMPLOYMENT AND WHAT THAT MEANS. 
          SO HEARING ABOUT LOSING THE PROTECTIONS THAT CLASSIFIED EMPLOYEES HAVE WITH THE CIVIL SERVICE COMMISSION AS AN UNCLASSIFIED EMPLOYEE, THAT'S A LITTLE BIT SCARY, UM, FOR THOSE WHO ARE COMING BEHIND BECAUSE IF WE TAKE A LOOK AT THE PROTECTIONS THAT WE AS UNCLASSIFIED EMPLOYEES ARE AT WILL, WE DON'T HAVE, UM, THAT WE WOULD HAVE IF WE WERE CLASSIFIED, WE PROBABLY WOULDN'T HAVE THE MILLIONS OF DOLLARS IN WRONGFUL TERMINATION LAWSUITS THAT WE'VE HAD TO PAY OUT. 
          SO I REALLY WANT TO ENCOURAGE US TO REALLY HOLD ON TO THESE PROTECTIONS WITHIN THE CIVIL SERVICE CLASSIFIED EMPLOYMENT THAT WE HAVE. 
          BECAUSE AS AN UNCLASSIFIED EMPLOYEE, THERE'S MANY OF US WE ARE AT WILL. 
          THERE'S, UH, YOU SEE THE SYSTEM, UM, THAT IS NOT MERIT BASED, IT IS CRONYISM. 
          UM, AND I'VE SEEN IT, YOU CAN SEE IT, IT HAPPENS. 
          IT'S NOT ABOUT, UH, WHAT YOU KNOW, IT'S ABOUT WHO YOU KNOW IN AN UNCLASSIFIED SYSTEM. 
          SO THE CLASSIFIED SYSTEM PREVENTS THAT. 
          IT DOESN'T ALLOW THAT, OR AT LEAST IT'S A FACADE FOR THAT PARENTS. 
          UM, AND SO I AM HERE IN SUPPORT OF CIVIL SERVICE, UM, BECAUSE AGAIN, I HAVE SEEN SOME REALLY UGLY THINGS HAPPEN TO SOME COWORKERS OF MINE WHO ARE NO LONGER WITH US. 
          UM, AND I WOULD JUST ENCOURAGE YOU TO LOOK AT THE MILLIONS OF DOLLARS AND WRONGFUL TERMINATION THAT WE'VE HAD TO PAY OUT. 
          UM, AND COMPARE THAT TO WERE THEY UNCLASSIFIED OR WERE THEY CLASSIFIED? WERE THERE PROTECTIONS IN PLACE? WHAT REALLY HAPPENED? AND IF THEY WERE IN FACT CLASSIFIED EMPLOYEES AND THERE WAS A SYSTEM, UM, THAT THEY HAD TO GO THROUGH A PROTECTIONS, WOULD THEY HAVE BEEN WRONGFULLY TERMINATED AND WOULD IT HAVE COST OUR COFFERS MONIES? THANK YOU. 
          THANK YOU. 
          THANK YOU VERY MUCH. 
          THANK YOU. 
          THANK YOU DEIDRE. 
          ALRIGHT, OUR NEXT UH, PUBLIC COMMENT IS, UH, CLAUDIA LEWIS. 
          HI CLAUDIA. 
          HI. 
          THEY'RE IN THE ROOM. 
          ALRIGHT. 
          HI. 
          ACTUALLY, JUST SO LUCKY. 
          WELL THANK YOU FOR STANDING FOR THIS ENTIRE, UH, NO PROBLEM. 
          LAST TWO HOURS. 
          OKAY. 
          HI, I'M CLAUDIA LEWIS, I'M REPRESENTING THE AIRPORT DEPARTMENT. 
          HI. 
          I'M ALSO A FORMER ASSISTANT ADMINISTRATIVE ANALYST IN CIVIL SERVICE RUNNING EXAMS BACK WHEN THEY WERE ALL ON PAPER AND SCANTRON, AND WE HAVE TO DO MATH AND STATISTICS TO FIGURE OUT THE BANDS. 
          UM, SO I'M HERE JUST TO SHARE THAT, YOU KNOW, THE AIRPORT DEPARTMENT'S EXPERIENCE WAITING A VERY LONG TIME FOR THIS, UM, IS SIMILAR TO OTHER DEPARTMENTS THAT'S BEEN WELL DOCUMENTED. 
          BUT WHAT I REALLY WANNA EMPHASIZE TO THE COMMISSION TODAY AND WHAT I WANT YOU TO UNDERSTAND IS THE INCREDIBLE AMOUNT OF TIME AND RESOURCES EXPENDED AT THE DEPARTMENT LEVEL WORKING WITH CIVIL SERVICE TO ESTABLISH ELIGIBLE RULES. 
          UM, WE'VE BEEN PARTICIPATING IN THE PRIORITY MEETINGS FOR OVER TWO YEARS, BUT WE'VE FOUND THOSE TO BE INEFFECTIVE. 
          WE MEET MONTHLY. 
          THERE'S USUALLY LITTLE OR NO MOVEMENT ON ITEMS DISCUSSED IN PRIORITY MEETINGS, EVEN THOUGH STAFF SPENDS A LOT OF TIME FOLLOWING UP IN BETWEEN, WE'RE ONLY AFFORDED ONE PRIORITY AT A TIME. 
          SO ONE EXAM MUST BE COMPLETED BEFORE MOVING ON TO THE NEXT, AND THERE'S LITTLE OR NO FORWARD MOVEMENT ON THAT PRIORITY. 
          UM, FREQUENTLY FOR MONTHS AT A TIME. 
          TO ILLUSTRATE THIS, I WANT TO TALK A LITTLE BIT ABOUT AN ELECTRICIAN RECRUITMENT AND VACANCY THAT WE WORK WITH CIVIL SERVICE ON. 
          UM, UH, IN NOVEMBER, 2021, WE SUBMITTED A REQUISITION TO REPLACE ONE OF OUR TWO BUDGETED ELECTRICIANS. 
          ELECTRICIANS ARE CRITICAL TO THE AIRPORT. 
          IN ADDITION TO TYPICAL ELECTRICIAN DUTIES. 
          THEY MAINTAIN AIRFIELD LIGHTING, WHICH HAS TO BE OPERABLE SO THAT THE AIRPORT CAN REMAIN OPEN AND THEY'RE ON CALL 24 7. 
          IF YOU DON'T KNOW, THE AIRPORT IS SELF-SUSTAINING 
          [02:00:01]
AND HIGHLY EFFICIENT. 
          SO WE HAVE TWO ELECTRICIANS TO COVER THAT AIRFIELD 24 7. 
          UM, SO I'M NOT GONNA GO THROUGH THE NEO GOV, UM, RECORD ON THE REQUISITION. 
          I KNOW THERE'S AN ANOMALY THERE BECAUSE, UM, IT SHOWS THAT WE SUBMITTED THE REQUISITION IN NOVEMBER, 2021, BUT IT ALSO SHOWS THAT IT WASN'T APPROVED BY CIVIL SERVICE TILL NOVEMBER, 2022. 
          SO I KNOW THAT'S WRONG BECAUSE WE WERE GIVEN A LIST IN DECEMBER. 
          SO WE GOT GOT A LIST ON DECEMBER 13TH. 
          KEEP IN MIND THAT'S RIGHT BEFORE THE HOLIDAYS. 
          UM, BUT THE LIST HAD 30 CANDIDATES IN MARCH, 2022 REPORTED BACK TO CIVIL SERVICE THAT THE LIST WAS EXHAUSTED. 
          WITH THESE STATISTICS, THERE WERE 30 CANDIDATES ON THE LIST. 
          18 DIDN'T RESPOND TO OUR INTEREST. 
          EMAIL FIVE DECLINED. 
          OUR OFFERED TO INTERVIEW TWO, DIDN'T REPORT TO THE INTERVIEW. 
          FOUR INTERVIEWED. 
          WE DID NOT SELECT THOSE FOUR. 
          UM, AND ONE CANDIDATE WE CHOSE NOT TO INTERVIEW. 
          SO AT THAT TIME WE WERE MADE AWARE THAT DEPARTMENTS SHOULDN'T BE POLLING LISTS. 
          SO WE DISCONTINUED THAT PRACTICE. 
          BUT ALSO AT OUR MARCH, 2022 PRIORITY MEETING, WE IDENTIFIED ELECTRICIAN AS OUR TOP PRIORITY. 
          UM, SO BACK TO DEPARTMENTS ARE NOT, OR SHOULD NOT BE POLLING LISTS. 
          CIVIL SERVICE TOLD US, WELL, WE HAVE TO PULL THE LIST SO THEY DUPLICATED, UM, WHAT WE HAD ALREADY DONE. 
          BUT, UM, THE CHALLENGE HERE IS THAT THAT TOOK OVER TWO MONTHS. 
          SO THIS WAS IN MARCH. 
          THEY TELL US THEY'RE GONNA PULL THE LIST, WE DON'T HEAR FROM THEM UNTIL CLOSE TO THE END OF MAY. 
          AND THEY SHARE THE RESULTS OF THEIR POLL, WHICH MATCHED WHAT WE REPORTED IN MARCH, THAT THE LIST WAS EXHAUSTED AND A NEW ONE WAS NEEDED. 
          SO, UM, MY PRACTICES, I ASKED FOR AN EXAM TIMELINE. 
          I DON'T KNOW IF OTHER DEPARTMENTS DO THAT, BUT WE IMMEDIATELY ASKED FOR AN EXAM TIMELINE IN MAY AFTER SEVERAL FOLLOW UPS FOR AN EXAM TIMELINE. 
          WE WERE TOLD IN LATE JUNE WE WOULD BE PROVIDED A TIMELINE IN EARLY JULY. 
          WE FOLLOWED UP AGAIN IN EARLY JULY AND ONCE AGAIN PROMISED AN EXAM TIMELINE WOULD BE FORTHCOMING SOON. 
          UM, FROM THAT LAST COMMUNICATION IN JULY, WE DID GET AN EXAM TIMELINE ON OCTOBER 3RD. 
          SO THAT SIX MONTHS AFTER WE INDICATED ELECTRICIAN WAS OUR TOP PRIORITY, WE BOUGHT AN EXAM TIMELINE, NOT EVEN A LIST. 
          AND SO THAT NECESSARILY INCLUDES THAT EVERY MONTH. 
          WE MET FROM MARCH TO OCTOBER, WE SAID ELECTRICIAN IS OUR PRIORITY. 
          UM, WE DID GET THREE CANDIDATES CERTIFIED IN NOVEMBER, BUT WHEN YOU ADD ON THE TIME IT TAKES TO COORDINATE INTERVIEWS, YOU KNOW, ASSEMBLE PANELS. 
          WE HAVE A PRACTICE OF TYPICALLY USING, UM, RAIDERS FROM OTHER AIRPORTS FOR OUR SELECTION INTERVIEWS. 
          UM, WE'RE TALKING ABOUT WELL OVER A YEAR, UM, MANAGING THE AIRFIELD WITH ONE ELECTRICIAN WHO FOR THAT ENTIRE YEAR WAS NOT ABLE TO TAKE VACATION OR TIME OFF AND WAS ON CALL 24 7. 
          UM, SO THAT WAS VERY TAXING ON THAT EMPLOYEE. 
          I JUST WANNA CLOSE OUT BY SAYING WE'RE WAITING ON EXAM TIMELINES FOR THE FOLLOWING CLASSIFICATIONS PAINTER FOR WHICH WE SUBMITTED A REQUISITION IN JUNE, 2023. 
          UM, REAL ESTATE PROJECT COORDINATOR FOR WHICH WE SUBMITTED A REQUISITION IN JULY, 2023. 
          AND GENERAL MAINTENANCE ASSISTANT FOR WHICH WE SUBMITTED A REQUISITION IN NOVEMBER, 2023. 
          WE'VE IDENTIFIED GENERAL MAINTENANCE ASSISTANT AS OUR CURRENT SINGLE PRIORITY BECAUSE THAT POSITION WORKS ON OUR INFRASTRUCTURE, OUR BUILDINGS, UM, A LOT OF THE FORWARD FACING THINGS THAT OUR CUSTOMERS AND STAKEHOLDERS AND TENANTS SEE. 
          HOWEVER, I OVERSEE THE LEASING DEPARTMENT, WHICH, UM, CONSISTS OF ONE LEASING OFFICER AND TWO REAL ESTATE PROJECT COORDINATORS, AND BOTH OF THOSE POSITIONS ARE VACANT. 
          AND LEASING IS MY NUMBER TWO HIGHEST GENERATING, UM, SOURCE OF REVENUE FOR THE DEPARTMENT, WHICH AGAIN IS SELF SUSTAINING. 
          THANK YOU. 
          WE ALL DO LOVE OUR AIRPORT. 
          CHRISTINA, DO YOU, ARE THERE ANY QUICK THOUGHTS? I DON'T WANT TO BELABOR THIS, SO WE MIGHT NEED TO OKAY. 
          WE'RE, YEAH, LET'S LOOK INTO IT. 
          I DON'T KNOW IF YOU NEED TO HAVE THE TIMER BECAUSE THIS IS NOT, I I WILL, I WILL DO THIS HERE. 
          UM, THANK YOU. 
          YEAH, CLAUDIA, THANK YOU. 
          THANK YOU. 
          THANK YOU. 
          YEAH, I WOULD CERTAINLY EXPECT THAT WE WOULD, UM, IN WRITING, UH, GET A RESPONSE ON THE POSITIONS THAT WERE, UM, INDICATED HERE. 
          YOU NEED TO NOTIFY SPEAKERS OF THE LAST 30 SECONDS. 
          YES, I WILL ACTUALLY START THE TIMER AND I WILL NOW DO THAT. 
          UM, ALRIGHT. 
          UH, BRENT DENNIS, EVENING COMMISSIONERS SHARING ONE OF THE REMOTE CONFERENCE ROOMS PRESENCE. 
          SO MY NAME'S BRENT DENNIS, AND I SERVE WITH COMMUNITY DIRECTOR, PARKS, RECREATION, MARINE AND ANIMAL CARE SERVICES. 
          AND YOU DO 
          [02:05:01]
A GREAT JOB. 
          OH, THANK YOU, . 
          UM, I KNOW MANY OF THE POSITIONS THAT WE'VE, UM, SHARED SOME FRUSTRATION WITH OTHER DEPARTMENTS HAVE ALREADY BEEN PRESENTED TO YOU, SO I'M NOT GONNA REITERATE THOSE, BUT BECAUSE OUR, UM, VERY DIVERSE DEPARTMENT HAS A VERY UNIQUE ROLE IN SERVING THE COMMUNITY, AND THAT'S, UH, LONG BEACH ANIMAL CARE SERVICES. 
          AND THE POSITION I WANTED TO REALLY, UM, HIGHLIGHT SOME OF OUR, UH, CONCERNS OR CHALLENGES IS OUR ANIMAL CONTROL OFFICERS. 
          IT'S, IT'S A POSITION THAT'S VERY UNIQUE, UM, TO THE CITY. 
          IN FACT, WE'RE THE ONLY DEPARTMENT THAT HAS THAT NO ONE CLASSIFIED POSITION. 
          AND, UH, THERE WAS A, THERE WAS A TIME, UH, I THINK DURING THE EARLY PART OF, UM, THE PANDEMIC, SO I KNOW EVERYONE'S REFERRED TO THAT AS A CHALLENGE. 
          BUT, UM, DUE TO RETIREMENTS AND SOME RESIGNATIONS AND SOME TRANSFERS, WE HAD QUITE A NUMBER OF VACANCIES. 
          SO WHEN THE REQUISITION WAS SUBMITTED FOR THAT, AND I THINK IT WAS IN JUNE OF 2019, UM, THERE WAS REALLY A LONG PROCESS TO ACTUALLY ACHIEVE A LIST. 
          IT ACTUALLY TOOK 27 MONTHS. 
          AND THE REASON THAT WAS A CONCERN TO US IS THAT, UM, THE ROLE OF OUR ANIMAL CONTROL OFFICERS REALLY IS AN ESSENTIAL ONE IN TERMS OF PUBLIC HEALTH AND SAFETY, UH, THEIR RESPONSIBILITIES IN TERMS OF HAVING, UH, NOT JUST OUR CITYWIDE RESPONSIBILITIES, BUT WE ALSO PROVIDE SOME LIMITED SERVICES. 
          AND SOME OTHER MUNICIPALITIES ARE PROBABLY AWARE OF THAT. 
          SO, UM, THE REASON I'M ELEVATING THAT IS IT IS SOMETHING THAT IS REFLECTIVE OF OUR CITY. 
          UH, WE DON'T WANT TO DIMINISH THE TRUST THAT OUR COMMUNITY HAS IN OUR ABILITY TO, YOU KNOW, WE DO AS A DEPARTMENT, IT'S PEOPLE SERVING PEOPLE, BUT THE UNIQUE ASPECT IS PEOPLE SERVING THE COMMUNITY'S ANIMALS. 
          SO THE, THE REASON I, I REALLY WANTED TO ELEVATE THAT IS, UM, IT DOES WHEN WE'RE UNABLE TO BE FULLY STAFFED, UM, AND WE'RE 24 7, UM, IT PUTS AN UNDUE STRESS ON THE REMAINING STAFF. 
          SO, UM, I KNOW, UM, BECAUSE IT'S RANDOM FOR SPEAKERS, MY ADMINISTRATIVE, UM, OFFICER CHERYL HA WAS, WAS PREPARED TO GIVE YOU A LOT MORE DETAIL. 
          SO I WANTED TO SAY AT A HIGHER LEVEL, IN ALL HONESTY. 
          UM, BUT NO, THANK YOU. 
          I JUST NOTICED THAT. 
          SO, SO, UM, I WANT TO CLOSE BY SAYING THAT, UM, OUR DEPARTMENT DOES HAVE A POSITIVE COLLABORATIVE SPIRIT OF TEAM. 
          UM, WE'RE FLEXIBLE AND ADAPTABLE, AND WE'D LIKE TO DO OUR PART IN HELPING ADDRESS AND IMPROVE THE PROCESS BECAUSE IT'S REALLY IMPORTANT, UH, FOR ALL OF OUR POSITIONS. 
          BUT IN PARTICULAR, I WANTED TO ELEVATE THE IMPORTANCE OF OUR ANIMAL CONTROL OFFICERS. 
          SO I THANK YOU FOR YOUR SERVICE. 
          OKAY. 
          THANK, UH, I THINK FOLKS, UH, YES. 
           LOVING. 
          YES. 
          ALL GOOD. 
          THANK YOU. 
          UM, MY REMARKS WERE SORT OF PREPARED TO BE NEXT TO MY DIRECTOR'S. 
          UM, WHAT'S YOUR DIRECTOR'S NAME? HAPPY DE. 
          SO I DON'T KNOW IF SHE CAN GO FIRST OR, I'M HAPPY TO SWITCH MY SPOT WITH HER. 
          UH, OR I CAN GO DOWN. 
          I GO, WHY DON'T WE GO TOGETHER? CAN WE GO TOGETHER? GO TOGETHER, GO TO ALL . 
          OKAY. 
          WE'LL DO IT THAT WAY. 
          ALRIGHT. 
          YOU'LL GET THE, OH, YOU CAN GET SIX MINUTES. 
          YOU DO IT TOGETHER. 
          THEN YOU CAN TAKE ME OUT ALL. 
          OKAY. 
          GOT BACK. 
          THANK YOU. 
          GOOD EVENING COMMISSIONERS. 
          UM, I'M KATHY DEON, DIRECTOR OF LIBRARY SERVICES. 
          MY REMARKS WILL COVER OUR RECENT EXPERIENCE WITH OUR CLASSIFIED LIBRARY ASSISTANT RECRUITMENT, AND TO TALK A LITTLE BIT ABOUT MY EXPERIENCE IN MERIT BASED HR LED HIRING PROCESSES. 
          BEFORE MY TIME WITH THE CITY LAUNCH, EVEN THOUGH THE COUNCIL APPROVED FUNDS TO EXPAND LIBRARY HOURS AS PART OF THE FY 23 BUDGET, LIBRARY SERVICES WAS UNABLE TO FULFILL SERVICE BECAUSE OF HIGH VACANCY RATES AND THE NUMEROUS DELAYS IN GETTING VIABLE LISTS TO FILL CRITICAL ROLES SUCH AS LIBRARY SYSTEM. 
          DESPITE SUBMITTING RECS AS SOON AS POSSIBLE UPON BUDGET ADOPTION, WE HAD TO WAIT OVER A YEAR FOR A CERTIFIED LIBRARY ASSISTANT LIST, WHICH WE ONLY RECEIVED LAST MONTH OVER THREE YEARS, OH, SORRY. 
          OVER THREE MONTHS INTO FY 24. 
          THE DETAILS OF WHY TESTING DIDN'T HAPPEN EARLIER IN THE PROCESS ARE IN THE DOCUMENT YOU WERE PROVIDED TWO LIBRARIES AS AN APPLICANT. 
          BOTH INTERNAL CANDIDATES ALREADY EMPLOYEES OF LIBRARY SERVICES, UM, WE'RE NOT ALLOWED TO EVEN TEST. 
          ONCE THAT RECRUITMENT FINALLY OPENED, THEY WERE TOLD BY CIVIL SERVICE STAFF THAT THERE WERE ALREADY TOO MANY CANDIDATES ON THE LIST WITH A MASTER'S IN LIBRARY SCIENCE OR MLS. 
          EVEN THOUGH AN MLS WAS NOT LISTED AS A MINIMUM QUALIFICATION, TWO OF OUR CITY EMPLOYEES WHO HAD ALREADY 
          [02:10:01]
PROVEN TO BE EXCELLENT, CAPABLE, ENTHUSIASTIC WORKERS WERE DENIED THE OPPORTUNITY TO PROMOTE, TO PROMOTE DESPITE MEETING MINIMUM QUALIFICATIONS IN FAVOR OF APPLICANTS FROM OUTSIDE THE CITY AS A CIVIL SERVANT. 
          FOR, FOR ALL OF MY 24 YEAR CAREER AS A LIBRARIAN, I HAVE WORKED FOR TWO OTHER LARGE SOUTHERN CALIFORNIA COUNTIES THAT DO NOT HAVE A SEPARATE CIVIL, SORRY, SEPARATE CIVIL SERVICE PROCESS. 
          PRIOR, UH, CIVIL, SEPARATE CIVIL SERVICE PROCESS. 
          I JOINED THE CITY IN, UH, 2017. 
          I HAVE BEEN ON BOTH SIDES OF THE RECRUITMENT PROCESS AS A CANDIDATE AND ALSO AS A HIRING MANAGER. 
          I HAVE SEEN FIRSTHAND THAT THE PROCESS CAN BE HANDLED FAIRLY, CAN BE MERIT BASED, AND CAN GET DONE MORE EXPEDIENTLY. 
          AS A CANDIDATE, I BENEFITED FROM AN INCREDIBLY FAIR AND EQUITABLE PROCESS. 
          AS A FIRST GENERATION COLLEGE STUDENT, I KNEW NO ONE IN MANAGEMENT OR ANYONE FOR THAT MATTER, FROM THOSE AGENCIES. 
          AND YET I WAS HIRED AS A HIRING MANAGER. 
          I HIRED OTHERS WHO ALSO HAD GONE THROUGH A FAIR MERIT-BASED SCREENING PROCESS. 
          WE WERE ALLOWED TO INTERVIEW FOR BEST FIT IN ADDITION TO MINIMUM QUALIFICATIONS. 
          SEVERAL OF THOSE THAT I HAVE THE FORTUNE TO HIRE HAVE GONE ON TO GROW WITHIN THE PROFESSION AND BECOME LIBRARIANS THEMSELVES. 
          THERE, THERE WAS NO PREFERENTIAL TREATMENT GIVEN WHEN THOSE CANDIDATES WERE HIRED, AND THEY HAVE GONE ON TO BECOME SOME OF OUR PROFESSION'S BEST AND BRIGHTEST. 
          SO WHILE NO SYSTEM IS PERFECT, I'D LIKE TO SAY THAT YES, IT CAN BE DONE WITH FAIRNESS, INTEGRITY, AND EQUALITY, AND WITH MERIT WITHIN THE STRUCTURE PROPOSED BY THE CHARTER AMENDMENT. 
          TO BE FRANK, THE SYSTEM IS BROKEN AND IT ISN'T WORKING. 
          IT DOES NOT MAKE LOGICAL SENSE TO RETAIN LISTS FOR EXTENDED PERIODS OF TIME. 
          MOST PEOPLE AREN'T IN THE MILITARY AND THE REALITY IS THAT PEOPLE WANT JOBS NOW. 
          THEY'RE NOT PLANNING FOR JOBS THAT THEY MIGHT WANT A YEAR FROM NOW. 
          SO, WHILE I'M THERE, AND I'LL TURN, UM, MY, THE REST OF MY TIME OVER TO BE HERE ABOUT TWO 40. 
          OKAY. 
          SO, HELLO, MY NAME IS AL LOVING. 
          I'M THE ADMINISTRATIVE AND FINANCIAL SERVICES OFFICER FOR THE LIBRARY DEPARTMENT. 
          AND BEFORE THAT, I ALSO HAD THE PLEASURE OF SERVING THE HARVARD DEPARTMENT. 
          I WANNA SHOW THAT I BEGAN IN THE CITY AS AN UNCLASSIFIED SECRETARY AND I TOOK EVERY TEST I COULD. 
          UH, I WAS PLACED ON THE ELIGIBILITY LIST FOR CLERK TITUS ASSISTANT ADMINISTRATIVE ANALYST. 
          ADMINISTRATIVE ANALYST, AND PERSONNEL ANALYST. 
          I PERSEVERED, I REALLY WANTED TO PROGRESS, BUT I'LL ALSO SAY, AS A RELATIVELY WELL EDUCATED WOMAN IN MY FORTIES, I FOUND THE APPLICATION PROCESS VERY DIFFICULT TO NAVIGATE. 
          IT WAS EXTRAORDINARILY SLOW AND IT WAS VERY FRUSTRATING. 
          IT'S ACTUALLY THE MAIN REASON WHY I DECIDED TO FOCUS IN MY CAREER IN THE CITY ON RECRUITMENT SO THAT I COULD HELP OTHERS NAVIGATE THE SYSTEM. 
          I'VE EXPERIENCED THE SAME PROBLEMS WITH CIVIL SERVICE IN BOTH DEPARTMENTS IN WHICH I HAVE NOW SERVED. 
          THERE'S A BOTTLENECK IN DECISION MAKING, LACK OF ACTION AFTER MULTIPLE MEETINGS. 
          ELIGIBILITY LISTS ARE EXTENDED WHEN WE'VE ASKED FOR THEM TO BE EXPIRED. 
          REQUISITION TIMELINES ARE WARPED 'CAUSE THEY CAPTURE ONLY THE MOST RECENT REQUISITIONS AND NOT OLD ONES FROM THE SAME VACANCIES. 
          CANID LISTS MEAN WE AREN'T ABLE TO REACH THE MOST QUALIFIED CANDIDATES, AND EVERY PART OF THE PROCESS IS LENGTHY. 
          SO VACANCIES HAVE OFTEN STAYED OPEN FOR MORE THAN TWO YEARS. 
          IN THE PAST TWO MONTHS ALONE, I'VE HEARD FROM THREE STELLAR LIBRARY CANDIDATES SAYING THAT THEY WOULD NEVER WORK FOR THE CITY OF LONG BEACH BECAUSE IF IT WAS THIS HARD TO GET IN, WHAT MUST IT BE LIKE TO WORK THERE? NOW ALL THAT SAID, I WANT TO EXPRESS THAT I HAVE ALWAYS ENJOYED MY RELATIONSHIPS WITH THE INDIVIDUAL STAFF. 
          CIVIL SERVICE STAFF IS AMAZING. 
          MY ISSUES ARE WITH THE SYSTEM. 
          SO I'M VERY MUCH IN SUPPORT OF SEEING THESE PROPOSED SYSTEMATIC REFORMS AND ENACTED. 
          AND I LOOK FORWARD TO ALL THE POSITIVE CHANGES THAT WILL RESOLVED. 
          THANK YOU. 
          THANK YOU. 
          THANK YOU BOTH. 
          ALRIGHT, MIKE, I CAN'T TELL IF THIS IS AN L OR A U, SO I WILL DO MY BEST. 
          UH, GUESS. 
          UH, MIKE GOLDSMITH SMITH. 
          DID I GET IT ANYWHERE CLOSE? THAT IS SPOT ON. 
          I REALLY APPRECIATE IT. 
          OKAY, SO NO, THANK YOU. 
          UM, SO MIKE GOLDSCHMIDT, I'M, UH, A EMPLOYEE OF THE HARVARD DEPARTMENT, BUT I'M ACTUALLY HERE TONIGHT ON BEHALF OF THE LONG BEACH MANAGEMENT ASSOCIATION. 
          OVER 350 MANAGEMENT MEMBERS THROUGHOUT THE CITY. 
          SO VERY MUCH APPRECIATE THIS FORUM. 
          I, I'D LOVE TO ECHO THE COMMENTS HAD MADE EARLIER. 
          THE CIVIL SERVICE STAFF IS FANTASTIC. 
          I I'VE LOVED WORKING WITH ALL OF 'EM. 
          SEEN TONS OF MEN RECRUITING EVENTS. 
          THEY'RE SOME OF THE MOST ENTHUSIASTIC, HARDWORKING PEOPLE ON THE PLANET. 
          SO ABSOLUTE CODE, KUDOS TO THEM. 
          WHEN WE REACHED OUT TO YOU FOR FEEDBACK TO THE MANAGEMENT ASSOCIATION, WE DIDN'T WANNA GET IN SORT OF BACK AND FORTH THAT THIS STORY, MY REQUISITION ONE HAS IMPROVED. 
          I DIDN'T GET THIS EMAIL, THAT KIND OF THING. 
          WE ASKED TWO FUNDAMENTAL QUESTIONS. 
          WILL THERE BE BIAS IF WE, IF WE PASS THIS CHARTER AMENDMENT, IS THERE BAKED IN BIAS IF WE SWITCH TO THAT SYSTEM? AND HAVE WE DONE ENOUGH WITH THE CURRENT SYSTEM? HAVE WE TRIED HARD ENOUGH TO GIVE THIS CURRENT SYSTEM A FAIR CHANCE TO MAKE IT WORK? DO WE HAVE WE 
          [02:15:01]
REACHED A POINT WHERE WE NEED TO MAKE A FUNDAMENTAL CHANGE? SO THE FIRST QUESTION ABOUT BIAS, OUR COLLECTIVE ANSWER WAS, WAS ABSOLUTELY NOT. 
          THERE'S NO BAKED IN BIAS MOVING FORWARD WITH THE CHARTER AMENDMENT, THE CIVIL SERVICE PROCESSES THAT EXIST NOW, THE WAY THAT WE BIFURCATE THE INTERVIEW PROCESS AND THE LIST GENERATION PROCESS WILL NOT CHANGE. 
          THAT IS A STRUCTURAL FAIRNESS ISSUE THAT IS A STRUCTURAL WALL AGAINST BIAS IN THE PROCESS. 
          ALL OF THE MERIT SYSTEM PROCESSES WILL REMAIN IN PLACE IF WE, IF WE GO TO THE OTHER SYSTEM. 
          AND ONE POINT THAT WAS REALLY IMPORTANT FOR US TO BRING UP WAS THERE, THERE HAVE BEEN SUGGESTIONS, PARTICULARLY IN THE MEDIA, THAT IF WE, IF WE GO FORWARD WITH THIS CHARTER AMENDMENT, THERE WILL BE THIS SORT OF AVALANCHE OF BIAS AND FAVORITISM AND CRONYISM. 
          I HEAR ALL THESE TERRIBLE WORDS. 
          AND THE POINT THAT I WOULD LIKE TO MAKE IS THAT HERE IN LONG BEACH, WE HAVE A MANAGEMENT CADRE THAT IS FILLED WITH LEADERS OF, OF CHARACTER, LEADERS OF INTEGRITY. 
          THESE ARE OUR HIRING MANAGERS. 
          THESE ARE THE PEOPLE THAT ARE SCREENING THE APPLICANTS AND JUST WANT TO HIRE QUICKLY, GET THE BEST CANDIDATES, RUN THEIR, THEIR OPERATIONS IN THE, IN THE BEST WAY POSSIBLE THAT, THAT SERVES THE CITY OF LONG BEACH. 
          SO, NO, WE DO NOT THINK THERE WILL BE BAKED IN BIAS MOVING FORWARD WITH THIS. 
          SO THE SECOND POINT, HAVE WE DONE ENOUGH IN THE CURRENT SYSTEM? HAVE WE GIVEN IT A FAIR SHAPE? I STARTED WITH THE CITY BACK IN 2017. 
          I WAS AN ADMINISTRATIVE OFFICER IN DEVELOPMENT SERVICES. 
          UH, I CAME IN FULL THROTTLE, WANTED TO PARTICIPATE IN ALL THE ACTIVITIES OF IMPROVING HIRING. 
          IT WAS JUST A REALLY, A REAL PASSIONATE OF MINE. 
          AND I CAN TELL YOU THAT I, I PERSONALLY HAVE PARTICIPATED IN, OVER THE YEARS, I'VE BEEN A HIRING MANAGER NOW FOR THREE DIFFERENT DEPARTMENTS IN ALL KINDS OF INNOVATIVE ACTIVITIES IN PARTNERSHIP WITH THE CIVIL SERVICE DEPARTMENT, ONLINE TESTING. 
          I GOT TO BETA TEST THAT AND GET HUMILIATED BY POOR TEST SCORE. 
          UM, I, I PARTICIPATED IN A PROJECT WHERE WE HAD DEPARTMENT FUNDED ANALYSTS THAT WERE EMBEDDED IN SER IN CIVIL SERVICE THAT WERE NOT PART OF THE, UH, PART OF THE BUDGET VIDEO INTERVIEWS, ADDED RESOURCES, ONGOING PROCESS IMPROVEMENTS THAT ARE HAPPENING, HAPPENING NOW. 
          THE REALITY WE HAVE TO FACE IS THAT WITH ALL OF THESE CHANGES, WITH ALL OF THE INNOVATION, WITH ALL OF ALL EVERYTHING WE HAVE INVESTED OVER THE PAST DECADE, WE ARE STILL FUNDAMENTALLY AT A 21% VACANCY RATE. 
          SO WE HAVE TO HAVE AN HONEST CONVERSATION AND SAY THAT IT JUST ISN'T WORKING. 
          GIVE THE, GIVE THE, GIVE THE NEW CHARTER AMENDMENT A CHANCE AND THE MANAGEMENT ASSOCIATION IS IN, IS IN FAVOR OF MOVING FORWARD WITH THAT. 
          AND I APPRECIATE THE OPPORTUNITY TO SPEAK. 
          THANK YOU. 
          THANK YOU FOR SPEAKING. 
          ALRIGHT, I THINK NEXT WE HAVE GREGORY LEWIS. 
          HEY GREGORY. 
          HELLO. 
          WHENEVER YOU ARE READY TO BEGIN? YEAH. 
          READY. 
          MY NAME IS GREGORY LEWIS. 
          UH, I'M HERE ON BEHALF OF, I'M REPRESENTING THE LOS ANGELES BLACK WORKERS CENTER. 
          UH, WE HAVE MEMBERS ALL OVER LA COUNTY WHO WE ARE AN ORGANIZATION DEDICATED TO ENDING THE BLACK JOBS CRISIS. 
          WE KNOW THAT 50% OF BLACK FOLKS IN LA COUNTY ARE EITHER UNEMPLOYED OR UNDEREMPLOYED. 
          SO OUR ORGANIZATION DEDICATED TO ENDING THAT. 
          UH, CURRENTLY WE ARE RUNNING OUR THOUSAND STRONG CAMPAIGN WHERE WE WANNA SEE 1000 QUALIFIED, UH, BLACK WORKERS IN PUBLIC SECTOR JOBS. 
          UH, WE REALIZE THAT HISTORICALLY PUBLIC SECTOR, UH, PUBLIC SECTOR JOBS, WERE A WAY FOR BLACK FOLKS TO BE ABLE TO REACH THE MIDDLE CLASS, TO BE ABLE TO HAVE, UH, BE ABLE TO PROVIDE FOR THEIR FAMILIES, BE ABLE TO BE ABLE TO PROVIDE FOR THEIR COMMUNITY. 
          AND CURRENTLY THROUGH THIS CAMPAIGN WITH US WORKING WITH OTHER PUBLIC, UH, PUBLIC UNIONIZED EMPLOYERS, UH, WE SEE HOW LIVES ARE CHANGED. 
          WE SEE THE OPPORTUNITY THAT FOLKS OTHERWISE WOULD NOT HAVE HAD. 
          WE HAVE A MEMBER WHO SAID, I WENT FROM, UH, TERRORIZING THE CITY TO WORKING FOR THE CITY. 
          UH, SO THOSE ARE SOME OF THE EXAMPLES THAT WE HAVE, UH, COMING OUT OF OUR PROGRAM WHERE WE WANNA SEE A THOUSAND BLACK WORKERS IN PUBLIC SECTOR JOBS. 
          UH, WE REC WE RECOGNIZE THAT, UH, CIVIL SERVICE REFORM IS IMPORTANT. 
          UH, WE RE WE RECOGNIZE HOW LONG IT TAKES. 
          PEOPLE WHO GO THROUGH OUR PROGRAM ARE WAITING FOR A YEAR, UP TO A YEAR, MORE THAN A YEAR TO BE ABLE TO GET INTO PUBLIC SECTOR JOBS. 
          AND IT JUST DOESN'T QUITE MEET, UH, THE, THE NEED THAT WE SEE IN OUR COMMUNITY TO BE ABLE TO MAKE SURE THAT FOLKS ARE EMPLOYED AND PROVIDING FOR THEIR FAMILY. 
          SO I'M HERE TO SAY WE STRONGLY SUPPORT THE LOS ANGELES BLACK WORKERS CENTER. 
          STRONGLY SUPPORT THE ORDINANCE TO STREAMLINE THE PROCESS, TO GET QUALIFIED CANDIDATES INTO THESE JOBS THAT ARE, HAVE HIGH VACANCIES. 
          AND WE ALSO STRONGLY SUPPORT THE TARGET LOCAL HIRE, UH, PORTION OF THAT WE'RE ABLE TO GIVE FOLKS WHO LIVE IN THE COMMUNITY TO GO TO THE INSTITUTIONS IN THE COMMUNITY, INTO THESE JOBS THAT ARE VACANT. 
          THANK YOU. 
          DONE. 
          THANK YOU. 
          AND I WANTED TO SAY, UH, BEING A COMMUNITY MEMBER, I WHO HAVE COME HERE, STOOD THROUGH ALL OF THIS MEETING AND HAVE NOW, UH, WAITED ALL THE WAY THROUGH THE CHANCE TO SPEAK. 
          JUST THANK YOU SO MUCH. 
          THANK YOU. 
          ALRIGHT. 
          UH, RICH CHAMBERS IS NEXT. 
          HEY RICH, HOW ARE YOU? YOU'VE BEEN ABLE TO HEAR MUCH OF THE CONVERSATION AT ALL. 
          I RICH IS FINE. 
          IT'S COOLER OUT THERE, FOLKS. 
          . 
          [02:20:01]
SO, GOOD EVENING, MR. CHAIR, MEMBERS OF THE COMMISSION. 
          THANK YOU FOR, UH, HAVING ME. 
          MY NAME'S RICH CHAMBERS. 
          I'M THE PRESIDENT OF THE LONG BEACH POLICE OFFICERS ASSOCIATION. 
          I WANNA START BY EMPHASIZING, UH, THAT I HAVE A GREAT DEAL OF RESPECT FOR THE MEMBERS OF THE CIVIL SERVICE. 
          THE EMPLOYEES OF CIVIL SERVICE, OF WHO I WORK CLOSELY WITH AND, UH, AND ADMIRATION FOR THE TIME THAT YOU SPEND ON THIS COMMISSION AND THE WORK THAT YOU DO. 
          AND THAT'S, I I'M NOT HERE TO TALK ABOUT THE INDIVIDUALS. 
          IT'S REALLY ABOUT THE SYSTEMS. AND I'VE ACTUALLY COME BEFORE YOU TO TALK ABOUT THE IMPACT THAT DELAYS IN HIRING AND DELAYS IN PROMOTIONAL EXAMS HAVE HAD ON THE POLICE OFFICERS WHO I REPRESENT. 
          SO, VACANCIES IN OUR POLICE DEPARTMENT ARE CRITICALLY HIGH BECAUSE YEAR AFTER YEAR WE ARE NOT HIRING ENOUGH PEOPLE TO KEEP UP WITH ATTRITION. 
          AND WITH SO MANY VACANCIES, MY MEMBERS ARE REGULARLY FORCED TO WORK OVERTIME SHIFTS JUST TO MAKE SURE THERE ARE ENOUGH OFFICERS ON THE STREET TO KEEP THE COMMUNITY SAFE. 
          WE'RE A 24 7 OPERATION. 
          THAT'S ALWAYS BEEN TRUE. 
          AND OUR SHIFTS MUST BE FILLED. 
          WE MUST MAKE SURE THAT THERE'S OFFICERS OUT IN THE COMMUNITY. 
          THAT'S ALWAYS BEEN TRUE. 
          BUT WHAT'S NOT TRUE IS THE 30 YEAR VACANCIES THAT WE'RE EXPERIENCING RIGHT NOW. 
          AND SO, BECAUSE WE HAVE TO MAKE SURE EVERY SHIFT IS FILLED, WHAT'S HAPPENING NOW IS OUR OFFICERS ARE BEING FORCED TO WORK OVERTIME. 
          THEY ARE NOT ALLOWED TO GO HOME TO THEIR FAMILIES. 
          THE RELENTLESS NEED FOR THIS ONGOING OVERTIME IS CAUSING FATIGUE, STRESS AT WORK, PRESSURE AT HOME, MISSED FAMILY EVENTS, AND UNCERTAINTY ABOUT WHEN IT WILL GET BETTER. 
          AND I'VE HEARD FROM MY MEMBERS WHO LOVE THIS CITY, THEY'RE PROUD TO BE LONG BEACH POLICE OFFICERS, BUT THEY'RE UNWILLING TO WORK LIKE THIS YEAR AFTER YEAR. 
          THEY MUST KNOW THAT A FIX IS COMING AND THAT REPLENISHING OUR RANKS ISN'T A PRIORITY. 
          WE HAVE AN UNPRECEDENTED PACKAGE OF HIRING INCENTIVES THAT WERE APPROVED BY THE MAYOR AND COUNCIL TO HELP ATTRACT NEW POLICE OFFICERS. 
          AND THESE INCENTIVES HELP WITH MONEY FOR HOUSING AND CHILDCARE AND OTHER VERY VALUABLE THINGS. 
          AND OUR CITY HAS A COMPETITIVE LATERAL HIRING PACKAGE SO WE CAN LURE IN OTHER EXPERIENCED POLICE OFFICERS AND PUT THEM RIGHT TO WORK MUCH QUICKER THAN IT WOULD TAKE IN ORDER FOR US TO WAIT TO TRAIN THE NEW RECRUIT THROUGH THE ACADEMY. 
          AND WITH TIME, I HOPE THAT WE SEE THE BENEFITS OF THOSE INCENTIVES I JUST TALKED ABOUT. 
          BUT RIGHT NOW, FRANKLY, ALL I'M SEEING ARE GROWING VACANCIES. 
          THE DATA THAT I READ IN THE CITY MANAGER'S REPORT RELEVANT TO THIS DISCUSSION, I, I HAVE TO BE HONEST WITH YOU, WAS VERY CONCERNING TO ME. 
          THE DELAYS IN HIRING, THE DELAYS IN THE PROMOTIONAL EXAMS WAS EQUALLY CONCERNING. 
          OUR SERGEANT'S LIST HAS BEEN EXPIRED SINCE LAST SUMMER. 
          OUR LIEUTENANT'S LIST WAS EXHAUSTED MORE THAN FIVE MONTHS AGO. 
          AND WE HAVE FAR LESS MEMBERS IN THOSE RANKS, WHICH MEANS THAT THE MANDATED OVERTIME AND THE NEED TO WORK THOSE SHIFTS IS BEING APPLIED TO A MUCH SMALLER GROUP OF PEOPLE. 
          AND WHILE WE ARE STILL ENGAGED IN THE MEETING AND CONFER ON THE ISSUE THAT WE'RE TALKING ABOUT HERE, WE DO SEE AN OPPORTUNITY AND WE SUPPORT THE CHANGE. 
          THE REALITY WE FACE RIGHT NOW IS THAT WE'RE IN A CRISIS AND THE CURRENT SYSTEM IS NOT WORKING TO SOLVE THAT. 
          THE DELAYS IN HIRING AND DELAYS IN RUNNING EXAMS ARE MORE THAN JUST RED TAPE. 
          THEY'RE SIGNIFICANTLY IMPACTING THE WELLBEING OF OUR OFFICERS, INDIVIDUALS WHO HAVE DEDICATED THEIR LIVES TO ENSURING THE SAFETY AND SECURITY OF OUR COMMUNITY. 
          AND THEY DESERVE TO KNOW THAT ADDRESSING THESE ISSUES ARE YOUR HIGHEST PRIORITY. 
          I THANK YOU FOR YOUR TIME. 
          THANK YOU. 
          THANK YOU. 
          AND OUR THANKS TO YOUR MEMBERS. 
          THANK YOU SIR. 
          YES. 
          ALRIGHT, OUR NEXT SPEAKER IS CHRISTOPHER KONZ. 
          AND I KNOW WE SAW HIM EARLIER, RIGHT? THERE YOU ARE. 
          I'LL BE BRIEF. 
          THANK YOU. 
          I DO ALWAYS APPRECIATE YOUR SUITS, BUT LAST TIME I THINK WE WERE MUCH BETTER  . 
          YOU KNOW, I KEEP COMING. 
          THANKS FOR HAVING ME AGAIN. 
          AND I'LL TRY TO BE BRIEF SO YOU CAN HEAR FROM OTHERS. 
          YES. 
          OBVIOUSLY A FIRE PLAN CHECKER DOESN'T HELP ME AT ALL WITHIN ELECTRICAL PLAN CHECK POSITION, SO I'LL JUST LEAVE IT AT THAT. 
          BUT I WANT TO TALK ABOUT, UM, I JOINED THE CITY IN 2015. 
          UM, PRIOR TO THAT I WORKED, UM, FOR 10 YEARS IN LA. 
          LONG BEACH HAS A MUCH BETTER RUN CITY AND A MUCH BETTER ORGANIZATION FOR ITS EMPLOYEES AND ITS RESIDENTS IN LA. 
          BUT I DO HAVE TO REFLECT ON THE FACT THAT LA HAD A MUCH MORE EFFECTIVE HIRING PROCESS. 
          I, THE ISSUE WITH HIRING IS NOT A NEW ISSUE. 
          IT'S NOT A ISSUE THAT STARTED WITH COVID DURING MY EIGHT YEARS IN THE CITY. 
          IT HAS BEEN AN ISSUE EVERY WEEK THAT I'VE WORKED HERE. 
          UM, WE HAVE HAD VERY SPECIFIC CHALLENGES THROUGHOUT THAT TIME PERIOD, AND WE HAD SOME DISCUSSION ABOUT THE PRIORITIZATION PROCESS. 
          SO I, I WANT YOU TO UNDERSTAND HOW THAT WORKS. 
          FROM A HIRING STANDPOINT, THAT'S A SOPHIE'S CHOICE FOR ME AS A DIRECTOR. 
          I HAVE MORE THAN ONE PRIORITY. 
          I HAVE MORE THAN THREE PRIORITIES. 
          I NEED TO FILL THE POSITIONS IN MY DEPARTMENT, WHICH INCLUDES DOZENS OF CLASSIFICATIONS. 
          SO WE DO MAKE PRIORITIES BECAUSE PUBLIC SAFETY COMES FIRST. 
          SO INSPECTORS THAT ARE IN THE FIELD ASSURING SAFETY ARE ALWAYS OUR PRIORITY. 
          SO WHAT HAPPENS IS THERE ARE POSITIONS THAT ARE ALSO IMPORTANT AND THEY NEVER MAKE IT TO THE TOP OF THE LIST. 
          NOT BECAUSE THEY AREN'T IMPORTANT, BUT 
          [02:25:01]
BECAUSE IT'S GOOD THAT WE TALK AND WE HAVE THESE MONTHLY MEETINGS. 
          BUT THE IDEA THAT A DEPARTMENT, THAT A DEPARTMENT HEAD CAN MAKE A CHOICE TO ONLY WORK ON ONE CLASSIFICATION AT A TIME AND NEVER CATCH UP BECAUSE OF THE RATE OF VACANCY, IS REALLY, WE'RE SPEAKING DIFFERENT LANGUAGES APPARENTLY. 
          BECAUSE THAT DOESN'T WORK AS A HIRING MANAGER. 
          THAT DOESN'T WORK AS A DEPARTMENT AT ALL. 
          UM, SO I JUST HOPE THAT YOU CAN UNDERSTAND THAT. 
          I THINK OTHERS, I WAS OUTSIDE, BUT I THINK OTHERS TALKED ABOUT THE AA THE AA LIST IS ONLY RUN ONCE A YEAR. 
          THIS YEAR'S LIST FOR OUR DEPARTMENT, WE HIRED SEVERAL PEOPLE. 
          UM, BUT SEVERAL PEOPLE PROMOTED OUT AND TRANSFERRED OUT GOOD FOR THEM. 
          ZERO NET GAIN FOR THE DEPARTMENT. 
          AND NOW WE HAVE TO WAIT A WHOLE YEAR FOR THE AA LISTS TO RUN AGAIN. 
          IT'S A REALLY CHALLENGING POSITION. 
          AND THAT'S NOT A SPECIALTY POSITION FOR COMMUNITY DEVELOPMENT. 
          THAT IS THE SITUATION THAT EVERY SINGLE DEPARTMENT IN THE CITY HAS ADMINISTRATIVE ANALYSTS. 
          SO I DON'T HAVE ALL THE ANSWERS, BUT WHAT I REALLY WANT TO IMPRESS UPON YOU IS THERE IS A PROBLEM AND THE PROBLEM IS NOT NEW. 
          AND CIVIL SERVICE IS PART OF THAT PROBLEM. 
          SO WE TALKED ABOUT PEOPLE, WE APPRECIATE OUR ANALYSTS. 
          IN MY EXPERIENCE, OUR ANALYSTS IS THERE FOR US AND IS REALLY ADVOCATING FOR OUR DEPARTMENT'S NEEDS. 
          BUT THEN THINGS GO OTHER PLACES AND THINGS THAT ARE AGREED TO IN MEETINGS DON'T COME TO REALITY. 
          THINGS THAT ARE GOING TO TAKE A WEEK OR A MONTH TAKE MANY MONTHS OR TAKE YEARS. 
          SO THERE IS A PROBLEM HERE. 
          IT'S NO ONE'S IMAGINATION. 
          UM, SO THE FINAL THING, I WANT A FEW THINGS TO TALK ABOUT. 
          THE LIST, THE OLD LIST, WHEN WE CALL NAMES ON AN OLD LIST, PEOPLE DON'T CALL US BACK OR THEY SAY, OH, I DIDN'T EVEN REMEMBER THAT I APPLIED FOR THAT JOB. 
          IT'S BEEN SO LONG. 
          OR THEY SAY, DID YOU KNOW ANAHEIM CALLED ME BACK THE WEEK AFTER? UH, I APPLIED THERE. 
          I GOT A JOB THERE A LONG TIME AGO. 
          SO I KNOW WE'RE SPEAKING DIFFERENT LANGUAGES. 
          THERE'S A BELIEF THAT IF THERE'S A LIST AND STILL HAS NAMES ON IT, IT'S GOOD. 
          THAT'S NOT THE LIVED EXPERIENCE OF DEPARTMENTS. 
          OKAY. 
          UM, YOU DID HIT YOUR THREE MINUTES, BUT I DON'T WANT TO CUT YOU OFF BEFORE OUR CLOSING THOUGHTS. 
          UM, NO, I JUST WANTED TO TELL YOU THAT IT AFFECTS PEOPLE. 
          IT AFFECTS PEOPLE THAT ARE LOOKING FOR JOBS THAT AFFECTS PEOPLE THAT ARE OVERWORKED. 
          UM, BUT IT ALSO AFFECTS MANAGERS. 
          YOU'RE STUCK WITH ME AS LONG AS TOM WILL HAVE ME. 
          I LOVE THIS CITY. 
          BUT, UM, I'VE HAD TO REPLACE MY PLANNING BUREAU MANAGER. 
          I'VE HAD TO REPLACE MY ADVANCED PLANNING OFFICER. 
          MY CURRENT PLANNING OFFICER ALL LEFT FOR OTHER CITIES BECAUSE THEY WERE DOING THE JOBS OF THE VACANT CLASSIFIED POSITIONS AND THEIR MANAGEMENT POSITION. 
          AND MY PREVIOUS PLANNING BUREAU MANAGER TOLD ME WHEN SHE LEFT THAT SHE FELT SET UP FOR FAILURE THE ENTIRE TIME SHE WAS A MANAGER HERE. 
          'CAUSE HOW CAN SHE MANAGE IF SHE DOESN'T HAVE PEOPLE TO MANAGE? THANK YOU. 
          THANK YOU. 
          THANK YOU. 
          I WANTED TO SAY MY HUSBAND WENT THROUGH THE NEIGHBORHOOD LEADERSHIP PROGRAM AND ADO IT. 
          SO I'M JUST LETTING STAND. 
          YEP. 
          IT'S PROGRAM. 
          OKAY. 
          UH, THAT BRINGS US TO ROOM TWO MORE. 
          YES. 
          I, MINUTES TO THREE MINUTES. 
          SO, YEAH. 
          UM, UH, WE'RE GOING TO, YEAH. 
          TU AM PHONE. 
          SHE'S HERE I GUESS IN ROOM OVER PHONE ROOM. 
          YES. 
          ROOM. 
          CARRIE, WHILE UH, WE WAIT FOR OUR NEXT SPEAKER, I DO HAVE A QUESTION THAT MAYBE WE CAN, UH, KNOW IF WE CAN TIME TO LOOK AT IT. 
          WAIT FOR THE IN COMMENT IS I WANT TO CONFIRM. 
          SO I'M HEARING DIFFERENT THINGS AND MY UNDERSTANDING IS A LITTLE BIT DIFFERENT FROM, FROM WHAT I'M HEARING. 
          COME ON. 
          WHAT IS UNDER THE COMMISSION'S PURVIEW FOR CHANGES? NOW WE'RE TALKING ABOUT THE CHANGES TO THE CHARTER AMENDMENTS OR WHAT THIS PROCESSES STUFF, MOVING PEOPLE TO HR. 
          AND THEN WE HAVE OUR PREFERENCES. 
          AND AGAIN, WE CAN TALK ABOUT IT AFTER PUBLIC COMMENT, BUT THOSE ARE MY TWO QUESTIONS. 
          WHAT FALLS UNDER OUR PURVIEW AND WHAT CAN WE CHANGE AS A COMMISSION VERSUS WHAT NEEDS TO GO TO VOTE? THINK ABOUT THAT. 
          IT'S NICE IN FILE. 
          SO YOU CAN'T TAKE ANY ACTIONS FROM THAT? NO, NO, NO. 
          WE'RE NOT, WE'RE NOT GOING TO. 
          I JUST WANT THE QUESTION. 
          OKAY. 
          HELLO. 
          SO WE HAVE TWO OF YOU. 
          WHO, WHO IS THE OTHER MAYOR? I'M ROB SANDO. 
          I'M THE INFRASTRUCTURE SERVICES BUREAU MANAGER IN TECHNOLOGY AND INNOVATION. 
          DID YOU ALSO DID IN THE CARD? I DID NOT. 
          SO YOU HAVE THREE MINUTES BETWEEN THE DEALERSHIP. 
          OKAY. 
          SOUNDS GOOD. 
          THANK YOU. 
          ALL RIGHT. 
          PLEASE, PLEASE PROCEED. 
          AND I'LL GIVE YOU A 32ND WARNING. 
          OKAY. 
          THE DEPARTMENT OF TECHNOLOGY AND INNOVATION HAS 198 BUDGETED FTES AND 47 OF THOSE POSITIONS ARE VACANT, LEAVING US WITH A 24% VACANCY RATE FOR THE DEPARTMENT. 
          WITHIN OUR TECHNICAL CLASSIFICATIONS, WE HAVE AN OVERALL 26% VACANCY RATE. 
          I WOULD LIKE TO TAKE A MOMENT TO FURTHER 
          [02:30:01]
EMPHASIZE AND PAINT A PICTURE OF WHAT THESE POSITIONS DO TO DEMONSTRATE HOW CRITICAL IT IS TO FILL OUR VACANCIES. 
          THE SYSTEMS TECHNICIAN IS AN ENTRY LEVEL CLASSIFICATION ONE THAT PROVIDES A PATHWAY FOR THOSE INTERESTED IN A CAREER TECHNOLOGY WITHIN LOCAL GOVERNMENT. 
          IT HAS A 35% VACANCY RATE. 
          THIS CLASSIFICATION DOES ENTRY LEVEL WORK TO DEPLOY NEW COMPUTERS AND EQUIPMENT IMAGING, INSTALLING SOFTWARE AND CONFIGURING CITY ISSUED IPADS AND IPHONES. 
          THE SYSTEM SUPPORT SPECIALIST HAS A 17% VACANCY RATE, AND THIS CLASSIFICATION PROVIDES SUPPORT TO CITY SERVER STORAGE USER MANAGEMENT FOR OUR INTERNAL AND CUSTOMER FACING APPLICATIONS. 
          THE COMMUNICATION SPECIALIST HAS A 36% VACANCY RATE. 
          AND THIS POSITION WORKS AND, BUT NOT LIMITED TO NETWORK OR INTERNET AVAILABILITY, FIELD REPAIRS DUE TO VANDALISM OR HARDWARE FAILURE. 
          IN ADDITION, THESE POSITIONS IN OUR WIRELESS RADIO DIVISION SUPPORT EMERGENCY SERVICES AND PUBLIC SAFETY. 
          THE BUSINESS SYSTEM SPECIALIST HAS A 24% VACANCY RATE, COMMONLY REFERRED TO AS A BSS. 
          THIS CLASSIFICATION HAS AN INCREDIBLY WIDE RANGE OF DUTIES PERTAINING TO APPLICATION SYSTEM SOFTWARE DESIGN, GIS DATABASE ADMINISTRATIONS AND MORE. 
          THESE CLASSIFICATION SPECIFICATIONS HAVE NOT BEEN UPDATED SINCE JULY OF 2000. 
          WE ARE WORKING WITH 24-YEAR-OLD CLASS SPECS IN A FIELD THAT HAS CHANGED LIKE NO OTHER IN OVER THE PAST 24 YEARS. 
          THE SIGNIFICANT ADVANCEMENT OF TECHNOLOGY, COUPLED WITH AN EXTREMELY HEIGHTENED INFORMATION SECURITY NEED, REQUIRES SUBSTANTIALLY HIGHER LEVELS OF EXPERTISE, WHICH ARE NOT REFLECTED IN THESE 24-YEAR-OLD SPECS. 
          AS A RESULT, MANY OF THE CANDIDATES THAT WE HAVE RECEIVED AND HAVE INTERVIEWED HAVE NOT MET THE CURRENT TECHNICAL REQUIREMENTS FOR THE POSITIONS. 
          WHICH LEADS ME TO ONE OF T I'S MAIN PAIN POINTS IS HOW IT, THAT IT IS DETERMINED WHO QUALIFIES TO BE ON A LIST. 
          CIVIL SERVICE IS LOOKING AT APPLICANTS MEETING MINIMUM QUALIFICATIONS, WHICH EQUATE TO LEVEL ONE. 
          BUT AT THE LEVEL AT WHICH WE NEED TO FILL MAY BE AT A LEVEL THREE OR A LEVEL ABOVE. 
          IF THE CLASSIFICATIONS HAVE NOT BEEN UPDATED TO KEEP UP WITH THE CHANGING WORLD OF TECHNOLOGY AND THE CANDIDATES THAT ARE SELECTED MEET MINIMUM QUALIFICATIONS, WE ARE NOT RECEIVING THE CALIBER OF EMPLOYEES NECESSARY TO KEEP THE CITY MOVING FORWARD. 
          ONE EXAMPLE I WANNA SHARE IS OUR ENTRY LEVEL CLASSIFICATION. 
          THE SYSTEM TECHNICIAN. 
          WE HAVE NOT HAD A LIST IN THIS CLASSIFICATION FOR OVER TWO YEARS. 
          TID HAS REQUESTED A REC, UH, SPEC REVISION, WHICH HAS NOT BEEN UPDATED SINCE JULY, 2000. 
          THIS EXERCISE IS NORMALLY COMPLETED IN HR WITH CIVIL SERVICE, BUT TID MOVED IT ALONG AND WORKED IN THE REVISION IN-HOUSE. 
          IN MARCH, WE SUBMITTED A REVISED CLASS SPEC TO HR. 
          IN JULY, HR EMAILED CIVIL SERVICE THE DRAFT FOR THE SYSTEM TECHNICIAN CLASSIFICATION WITH EDITS. 
          FIVE MONTHS LATER ON JANUARY 9TH, 2024, RECEIVED AN EMAIL FROM CIVIL SERVICE INDICATING WE HAVE, THEY HAVE REVIEWED THE CLASS SPECS AND HAVE EDITS PROPOSED. 
          AS OF JANUARY 30TH, TID RESPONDED TO HR WITH AN IMPORTANT EDIT TO REMOVE THEIR EXPERIENCE REQUIREMENT ALTOGETHER. 
          AS THIS IS AN ENTRY LEVEL CLASSIFICATION FOR TID AND WE WANNA ELIMINATE ALL BARRIERS OF ENTRY FOR CANDIDATES. 
          THIS ENTIRE CLASS SPEC REVISION HAS BEEN IN PROCESS FOR ALMOST ONE YEAR. 
          MEANWHILE, WE'RE UNABLE TO PROB VACANCIES WITHOUT A LIST. 
          I DON'T, I DIDN'T WANT TO STOP YOU IN THE MIDDLE OF A SENTENCE, BUT YOU ACTUALLY ARE AT TIME. 
          YOU DIDN'T GET A CHANCE TO SPEAK. 
          I'M JUST HERE. 
          JUST ONE MINUTE. 
          ANY QUESTIONS IN MY COMMENT? ANYTHING YOU WANNA SAY? JUST REAL QUICK? UM, THE ONLY THING THAT I WANNA SAY IS THIS BEEN PARTICULARLY PAINFUL IN MY, UH, TELECOMMUNICATIONS DIVISION WHERE I HAVE SEVEN CURRENT COMP SPEC VACANCIES RIGHT NOW THAT HAVE BEEN, I STARTED 16 MONTHS AGO AND HAVE BEEN VACANT THE ENTIRE TIME. 
          OKAY. 
          I APPRECIATE THAT. 
          IF THERE WAS ANYTHING YOU DIDN'T GET TO SHARE WITH US, PLEASE FEEL FREE TO EMAIL IT TO CHRISTINA AND SHE CAN SHARE WITH US. 
          THANK YOU. 
          YOU ALL RIGHT. 
          JENNIFER FRIESEN. 
          HELLO. 
          GOOD EVENING EVERYBODY. 
          UH, JENNIFER FRIESEN WITH THE IAMI AM THE I AM NEWEST BUSINESS REP. 
          I CURRENTLY REPRESENT BOTH CITY OF NORWALK AND CITY OF LONG BEACH EMPLOYEES. 
          UM, I'M HERE TO SHARE A DIFFERENT PERSPECTIVE. 
          I COME OUT OF NORWALK, A CITY WITHOUT A CIVIL SERVICE DEPARTMENT. 
          THIS IS ALL NEW TO ME. 
          I HAVE FIRSTHAND EXPERIENCE OF WHAT LONG BEACH MAY LOOK LIKE WITH THIS CHANGE. 
          THEIR HR DEPARTMENT HAS HIRING RESPONSE, ALL HIRING RESPONSIBILITIES. 
          I HAVE WITNESSED LARGE ISSUES WITH FAVORITISM BIAS, NO EQUITY, FAIRNESS, DIVERSITY, AND WITHOUT CHECKS AND BALANCES. 
          THEIR HR AND CITY MANAGEMENT DO NOT HAVE TIME TO MEET WITH EMPLOYEES OR POTENTIAL EMPLOYEES. 
          REGARDING HIRING. 
          WHAT IS DECIDED BY THE CITY MANAGEMENT AND HR GOES WITHOUT DUE PROCESS. 
          THEY CREATE LIST FOR RECRUITMENTS WHEN THAT RECRUITMENT IS DONE OR MANAGEMENT DOESN'T LIKE WHAT THEY SEE, THAT THAT LIST IS CLOSED. 
          SORRY, I DON'T KNOW WHY I'M SO NERVOUS. 
          DON'T BE SIT DOWN IF YOU'LL BE MORE COMFORTABLE. 
          [02:35:03]
UM, SO, YOU KNOW, IF THEY DON'T AGREE WITH WHAT'S ON THAT LEDGE, IT'S MA IF MANAGEMENT DON'T LIKE THE CANDIDATES THAT ARE, THAT ARE ON THAT LIST, THOSE LIST ARE CLOSED AND THE RECRUITMENT OPENS AGAIN. 
          OR SOMEBODY SIMPLY APPOINTED WHO HOLDS THEM ACCOUNTABLE. 
          WHERE'S THE INTEGRITY AND THE FAIRNESS IN THAT PROCESS. 
          IT ALSO PROLONGS THE HIRING PROCESS IF YOU HAVE TO REOPEN A RECRUITMENT. 
          AGAIN, I SEE HOW OVERWHELMED NORWALK HR IS, AND I CAN ONLY IMAGINE WHAT LONG BEACH, A MUCH LARGER CITY WHO IS ALREADY OVERWHELMED WOULD LOOK LIKE IF THIS CHARTER AMENDMENT TOOK PLACE. 
          THIS IS JUST A GLIMPSE OF WHAT LONG BEACH MAY LOOK LIKE GOING FORWARD. 
          IF GIVING ONE DEPARTMENT ALL OF THE AUTHORITY, IN MY OPINION, THIS CHARTER AMENDMENT WOULD BE A DISSERVICE TO OUR CLASSIFIED EMPLOYEES. 
          THANK YOU. 
          THANK YOU. 
          THANK YOU. 
          THANK YOU. 
          ALRIGHT, THAT BRINGS US TO NATE KA. 
          OKAY. 
          UH, GOOD EVENING. 
          MY NAME IS NATE KA. 
          I'M A PUBLIC HEALTH NURSE WITH THE, UH, DEPARTMENT OF HEALTH AND HUMAN SERVICES. 
          UH, I AM A CLASSIFIED EMPLOYEE. 
          I WAS GONNA SAY SOMETHING ELSE. 
          MY FRIEND ACTUALLY GAVE ME SOMETHING TO SAY, BUT LISTENING TO ALL OF THIS, I'M KIND OF PIVOTED. 
          SO I'M GONNA SPEAK OFF THE CUFF A LITTLE BIT. 
          I'LL TRY TO BE CONCISE. 
          BUT ANYWAY, I MENTIONED WE'RE A CLASSIFIED POSITION. 
          SO ME BEING A PUBLIC HEALTH NURSE, I'M A TEAM LEADER AS WELL. 
          MEANING THAT I'VE BEEN INVOLVED IN HIRING PRACTICES. 
          UH, I'VE ATTENDED SEVERAL INTERVIEWS WITH SEVERAL OF OUR NURSES. 
          I WILL SAY THERE IS A TALENT ACQUISITION PROBLEM. 
          I DON'T KNOW THAT THAT IS NECESSARILY RELATED TO THE, UM, CIVIL SERVICE COMMISSION. 
          UM, I WOULD SAY THAT A LOT OF THAT TALENT ACQUISITION ISSUE IS THAT THESE CANDIDATES THAT WE ARE RECEIVING ARE MINI, MINIMALLY QUALIFIED IN, IN EXPERIENCED. 
          UM, A LOT OF THAT IS, I WANT TO SAY ACTUALLY POSSIBLY RELATED TO THE COMPENSATION PACKAGES THAT THE CITY OFFERS. 
          UM, YOU KNOW, WE'VE HAD, WE'VE GONE THROUGH THESE HIRING PROCESSES, GIVEN OFFERS TO THESE APPLICANTS, ONLY FOR THEM TO COME BACK TO US AND SAY, THIS IS NOT ENOUGH. 
          THIS IS NOT ACCEPTABLE. 
          I THINK WE ALL KNOW OR HAVE HEARD NURSES ARE WELL COMPENSATED. 
          AND IN THIS CITY WE HAVE ST. 
          MARY, WE HAVE COLLEGE, WE HAVE PACIFIC, WE HAVE, UH, LONG BEACH MEMORIAL NURSES WHO WORK ANYWHERE. 
          'CAUSE THERE ARE ALWAYS GONNA BE SICK PEOPLE. 
          THAT'S THE TRUTH. 
          SO, UM, YOU KNOW, WITH THAT SAID, UH, IN 2020, THE NURSES ACTUALLY NEGOTIATED A 15% RAISE OUTSIDE OF OUR MLU CONTRACT. 
          UM, THIS IS A PRETTY UNPRECEDENTED NUMBER. 
          UH, CLEARLY THE CITY AGREED THAT THE NURSES WERE NOT BEING COMPENSATED WELL ENOUGH. 
          DESPITE THIS, THE NURSES THAT WE'VE HIRED SINCE 2020 HAVE COME IN. 
          NO NURSE HAS BEEN HIRED UNDER STEP FIVE. 
          ALMOST ALL HAVE BEEN HIRED AS STEP SEVEN. 
          IF YOU DON'T WORK FOR THE CITY, WE STOP AT STEP SEVEN. 
          MEANING AFTER YOU'VE BEEN PROMOTED AND YOU GET TO STEP SEVEN, YOU DON'T MAKE ANY MORE MONEY OUTSIDE OF RAISES FROM THE GENERAL CONTRACT NEGOTIATIONS. 
          UM, THAT MEANS THAT WE HAVE A PROBLEM BEING COMPETITIVE. 
          THOSE WHO ARE WILLING TO WORK WITH US SOMETIMES THAT ARE INEXPERIENCED OF FRESH OUT OF SCHOOL, WE'RE STILL HAVING TO GIVE THEM STEP SEVEN BECAUSE THEY CAN WALK NEXT DOOR AND GET COMPENSATED BETTER. 
          UM, WITH THAT SAID, UH, IT'S NOT JUST A MONEY ISSUE. 
          SOME OF THE PROBLEMS ARE INCONSISTENT MANAGEMENT BEHAVIOR. 
          YOU KNOW, WE LIVE IN A WORLD THAT'S DIFFERENT. 
          COVID CHANGED A LOT OF THINGS. 
          PEOPLE, LIKE YOU MENTIONED, WANT TO SPEND MORE TIME WITH THEIR FAMILY. 
          YOU KNOW, IN OUR MOU, WE, UH, IT'S UP TO MANAGEMENT DISCRETION IN HOW THEY GIVE SCHEDULING. 
          BUT THERE'S NO CRITERIA THAT'S SAYING YOU MUST WORK THIS AMOUNT OF TIME TO EARN IT. 
          IT'S NOT AN EARNED, RIGHT? IT'S SIMPLY ONE THAT IS GIVEN A PRIVILEGE. 
          AND WHAT HAS HAPPENED IS WE HAVE CLINICS WITH, UH, CRITICAL NEED. 
          SUPPOSEDLY WE NEED THE NURSES TO DO THESE FEDERALLY FUNDED PROGRAMS THAT WERE, THAT ARE A REQUIREMENT. 
          THESE ARE CLINICS THAT HAVE TO STAY OPEN TO MEET THE PUBLIC NEED. 
          AND INSTEAD OF HIRING THESE NURSES, WHAT HAS HAPPENED IS THAT JOB OFFERS HAVE BEEN RESCINDED BECAUSE THE MANAGEMENT IS REFUSING TO MEET THEM PART WAY. 
          AND REALLY ALL THEY'RE ASKING FOR IS ONE DAY OFF. 
          BUT HERE'S THE THING, ALMOST EVERY PUBLIC HEALTH NURSE HAS A REGULAR DAY OFF. 
          SO THERE'S AN INEQUITY THERE, YOU KNOW. 
          UM, SO I DON'T WANT TO INTERRUPT YOU. 
          I WANTED TO GIVE YOU A CHANCE TO FINISH YOUR THOUGHT, BUT YOU ARE, YOU ARE IN THREE MINUTES IF YOU WANT TO WRAP UP. 
          SO I, I WAS ACTUALLY GONNA, SO WHAT I WANT TO SAY IS THAT THERE MAY, I DO WANT TO RUN ACKNOWLEDGE THAT 
          [02:40:01]
PERHAPS THERE IS A PROBLEM WITH SOME OF THE COMMISSION PROCESSES. 
          BUT I WOULD BE REMISS TO SAY THAT, UM, THE CITY HAS AN ISSUE BEING A COMPETITIVE AND ATTRACTIVE EMPLOYER. 
          EARLIER, THE POLICE MENTIONED THEIR LUCRATIVE PACKAGE. 
          WELL, AND I WAS PART OF THE NEGOTIATION TEAM IN THE NEGOTIATION WITH THE CITY. 
          THEY TOLD US WE ARE NOT THE POLICE AND WE WERE NOT COMPENSATED AT ANY LEVEL CLOSE TO THAT. 
          SO WHEN YOU SAY, OKAY, THEY HAVE A PROBLEM WITH COPS, WELL WE HAVE A PROBLEM HIRING TOO. 
          AND PART OF THAT IS THE ATTRACTIVENESS OF THE CITY. 
          THANK YOU. 
          THANK YOU, THANK YOU. 
          ALRIGHT. 
          MICHELLE KIMURA. 
          AND DID I SAY THAT CORRECTLY? YES, YOU DID. 
          I'M ACTUALLY GONNA STAND HERE IF THAT'S ALL RIGHT. 
          THANK YOU SO MUCH FOR THE OPPORTUNITY TO THE CIVIL SERVICE COMMISSION AND TO EVERYONE ELSE IN THIS ROOM AS WELL, BECAUSE I'LL BE ADDRESSING NOT JUST THE COMMISSION, BUT THE CITY MANAGER AND HR DEPARTMENT AND CITY ATTORNEY GARY. 
          SO, YOU KNOW, I LOVE YOU GARY. 
          SO I UNDERSTAND THE FRUSTRATION. 
          I'VE HEARD A LOT. 
          YOU KNOW IT, I'M AN IT PROGRAM AND PROJECT MANAGER FOR TECHNOLOGY AND INNOVATION CYBERSECURITY. 
          I HEAR WHAT CAPRICE IS SAYING. 
          I HEAR WHAT ALL OF YOU HAVE TO SAY. 
          YES. 
          ROUTE TWO. 
          AND ROB MENTIONED SOME THINGS CORRECT WITH THE SYSTEMS, UH, TECH POSITION. 
          BUT THAT IS NOT OUR NUMBER ONE PRIORITY. 
          SO PERHAPS THAT GOT PUT ON THE BACK BURNER. 
          I WANT EVERYBODY TO REALIZE THAT I DON'T DISCOUNT WHAT RUTU AND ROB SAID. 
          ABSOLUTELY. 
          RIGHT. 
          BUT THERE'S SOME CAVEATS I THINK, YOU KNOW, THAT ARE NOT EXPLAINED. 
          IN ANY CASE, UH, SINCE 2008, UH, I'VE BEEN HIRED AND I'VE BEEN WORKING FOR THE CITY FOR OVER 15 YEARS. 
          WHAT I KNOW IS THIS, IF IF A DEPARTMENT WANTS A EMPLOYEE TO START, IF SOMEBODY WANTS TO HIRE AN EMPLOYEE, THEY'RE GONNA MAKE IT HAPPEN. 
          THEY'RE GONNA MAKE IT HAPPEN NO MATTER WHAT. 
          FOR EXAMPLE, EVERYONE SHOULD BE AWARE THAT MY DEPARTMENT HAS DOUBLED THEIR MANAGEMENT AND FILLED ALL THOSE POSITIONS. 
          THEY'VE ALSO CREATED NEW CLASSIFIED POSITIONS AND UNCLASSIFIED POSITIONS FILLED THOSE POSITIONS. 
          SOME OF THEM, MANY OF THEM NOT NECESSARY. 
          TWO SUPERVISORS FOR A SIX PERSON TEAM. 
          WHEN CYBERSECURITY AND NETWORK TEAMS FOR ROB'S INFRASTRUCTURE TEAM AND I REPORT TO ROB, IS IN HIGH NEED. 
          UH, IT, IT'S, IT'S, IT'S IT UNFATHOMABLE. 
          SO AS EVERYONE TALKS ABOUT, YOU KNOW, I'VE GOT, YOU KNOW, THESE POSITIONS, THEY'RE UNFILLED. 
          AND I AGREE WITH NATE, THAT FOR TI OUR, OUR, UM, SALARIES ARE SO LOW, WE CAN'T ATTRACT THE RIGHT PEOPLE. 
          'CAUSE WE DON'T HAVE THE COMPENSATION PACKAGES. 
          IT TOOK US THREE YEARS TO GET ONE CONTRACTOR FOR CYBERSECURITY ADDED TO THE TWO PERSON TEAM, THE CYBERSECURITY OFFICER, AND MYSELF. 
          UM, I LOOK FORWARD TO SEEING THE CITY DEPARTMENTS COLLABORATE WITH CIVIL SERVICE. 
          I LOOK FORWARD TO SEEING AND HEARING HOW CIVIL SERVICE IS GONNA COLLABORATE. 
          I'M HEARING AS AN IT PROGRAM AND PROJECT MANAGER THAT THERE MAY BE SOME TRANSPARENCY THAT'S NEEDED AS WELL AS SOME PROJECT MANAGEMENT. 
          I HEAR A LOT OF ACTION ITEMS FROM SOME OF THE DEPARTMENTS. 
          THEY DON'T SEE WHERE THEY ARE, WHERE THEY'RE ON THE LIST. 
          BUT I'M ALSO SEEING THAT SINCE 2008, WE HAVE GOT, UH, INCREASED 50% OF THE UM, UH, CITY STAFF. 
          EVEN MORE THAN THAT. 
          I THINK WE HAD 4,000 PEOPLE IN 2008. 
          WE'RE AT 6,500. 
          I THINK CIVIL SERVICE HAS NOT GROWN. 
          SO HOW CAN WE EXPECT CIVIL SERVICE TO DO MORE WITH THE SAME AMOUNT OF PEOPLE WHEN THE DEPARTMENTS HAVE GROWN? WE STARTED THIS MEETING SAYING PLEDGE OF ALLEGIANCE TO UPHOLD JUSTICE FOR ALL THE ONLY ORGANIZATION THAT CITY STAFF CAN COUNT ON FOR DUE PROCESS, WHICH IS VERY MUCH MISSING. 
          DEPARTMENT MANAGEMENT. 
          TOM, YOU DON'T KNOW WHAT THE DEPARTMENTS ARE DOING TO THEIR STAFF. 
          THE DISCRIMINATION AND HARASSMENT IN PROTECTED CLASSES. 
          JOE, FRED, YOU ARE ONLY HEARING ABOUT IT FROM ME IN THE LAST FEW MONTHS, BUT I CAN TELL YOU THIS, I APPRECIATE YOUR TRANSPARENCY, TOM. 
          YOU HAVE DONE TREMENDOUS WORK TO DO THAT. 
          AND JOE AND FRED, OMAR. 
          RAMONA, I LOOK FORWARD TO MEETING WITH YOU IN THE NEXT, UH, DAY OR SO TOMORROW. 
          UH, THERE IS A LOT GOING ON. 
          IT'S MAKING GARY'S LIFE HAVE HIS WORK PILE IF HE NEEDS TO HIRE MORE ATTORNEYS BECAUSE, BECAUSE OF THAT. 
          AND SO WITHOUT CIVIL SERVICE, THAT DUE PROCESS, THAT JUSTICE FOR ALL FOR THE CITY STAFF MEMBERS IS GOING TO BE LOST IF IT REPORTS TO HR. 
          SORRY, JOE. 
          SORRY, FRED. 
          SORRY, TOM. 
          [02:45:01]
SORRY MR. MAYOR. 
          UM, BE BECAUSE EVERYTHING'S GONNA BE UNDER HR AND LIKE WHAT JENNIFER JUST SAID, THE, UH, YOU KNOW, IT'S GONNA BE WHAT'S WHAT CASH LEE SAYS KANGAROO COURT. 
          YEAH. 
          BECAUSE HR ISS GONNA, YOU KNOW, SAY, UH, DO EVERYTHING, MAKE ALL THESE DECISIONS. 
          AND I MEAN, YOU KNOW, MORE NEPOTISM, MORE QUID PRO QUO AS I SEE. 
          I THINK IF I CONTINUE TO LET YOU SPEAK, I'LL BE ACCUSED OF FAVORITISM. 
          BUT THANK YOU. 
          THANK YOU VERY MUCH. 
          THANK YOU SO MUCH. 
          I RESPECTFULLY REQUEST TWO THINGS. 
          ONE FOR EE O2, REPORT TO THE OFFICE OF EQUITY, TOM AND TWO, FOR, FOR, UM, CIVIL SERVICE TO REMAIN INDEPENDENT. 
          THANK YOU. 
          THANK YOU. 
          THANK YOU. 
          OKAY. 
          THE NEXT ONE IS ANITA . 
          YOU NEED ? OH MY APOLOGIES. 
          NO WORRIES. 
          YOU DID, YOU TRIED THAT. 
          THE CONFIDENCE. 
          YES. 
          THAT'S, THAT'S USUALLY MY TRICK, BUT I DOWN SOMETHING. 
          I JUST SAY IT CONFIDENTLY. 
          CONFIDENCE WAS WAS GREAT. 
          . 
          UM, MY NAME IS JANITA LER. 
          I'M THE REGIONAL DIRECTOR, UH, FOR THE CITY'S DIVISION FOR SEIU LOCAL 7 2 1, WHERE WE REPRESENT A HUNDRED THOUSAND, UM, PUBLIC SECTOR WORKERS, SOME OF WHICH WORK HERE IN THE CITY OF LONG BEACH. 
          AND, UM, I JUST HAVE A, A QUICK STATEMENT. 
          THE CITY OF LONG BEACH IS CURRENTLY STANDING AT A CROSSROADS OF WHAT WE FEEL IS UNTAPPED POTENTIAL. 
          UM, THERE ARE SO MANY VACANCIES, SOMETHING THAT HAS BEEN ECHOED, UH, THROUGHOUT THE, THE SPEEDING. 
          UM, AND WE FEEL THAT THIS, THESE VACANCIES PRESENT AN OPPORTUNITY TO, FOR LOCAL WORKERS TO STEP INTO THE REALM OF PUBLIC SERVICE, OFFERING GOOD PAYING JOBS WITH VALUABLE BENEFITS. 
          WE ACTUALLY COMMEND, UH, MAYOR RICHARDSON FOR HIS FORESIGHT IN PROPOSING A PLAN TO ADDRESS THE PRESSING ISSUES OF SHORT STAFFING, UM, AND THE TIME THAT IT TAKES TO HIRE, RECOGNIZING THE PROFOUND IMPACT THAT THOSE THAT THAT HAS ON CITY SERVICES SERVICES. 
          UM, WE FEEL THAT THIS APPROACH, UH, NOT ONLY TACKLES THE CRISIS AT HAND, BUT ALSO CHARTS A COURSE THAT ACTIVELY PROMOTES AND EMPOWERS LOCAL TALENT TO EMBRACE PUBLIC SERVICE, UH, THE CURRENT SYSTEM. 
          AND WE, AND I THINK THAT THIS IS SOMETHING AS SOMEBODY THAT, UM, REPRESENTS WORKERS I AND VALUES WORKERS WORK. 
          UM, I, AND, AND IT HAS BEEN GREAT TO SEE PEOPLE COMMEND THE, THE ANALYSTS THAT ACTUALLY DO THIS WORK. 
          UM, BUT EVEN IF IT'S INADVERTENTLY, WE THINK THAT THE PROCESS AS IT STANDS, CREATES BARRIERS THAT ACTUALLY DISPROPORTIONATELY AFFECT WORKERS OF COLOR. 
          WE HAVE THE PERSON FROM THE BLACK WORKER CENTER THAT TALKED ABOUT HOW THE, THE TIME THAT IT TAKES TO ACTUALLY, UM, BE ABLE TO NAVIGATE THE PROCESS, UM, IS SOMETHING THAT, UM, IS, IS PROBLEMATIC FOR SOME OF THEIR FOLKS. 
          SO THE EXTENDED DURATION FROM SUBMITTING AN APPLICATION TO THE BEGINNING OF APPOINTMENT OF EMPLOYMENT HAS HALTED THE CREATION OF A SOLID PIPELINE FOR WORKERS THAT ARE EAGER TO WORK. 
          THIS DELAY COMPELS TALENTED EMPLOYEES, UM, IT COMPELS THEM AND MAKES THEM SEEK PLACES, SEEK EMPLOYMENT ELSEWHERE. 
          THAT'S SOMETHING ELSE THAT WE'VE HEARD, UM, HERE FROM, UH, MULTIPLE PEOPLE. 
          AND IT, WHAT THAT DOES IS IT OVERLOOKS THE WEALTH OF THE VIBRANT POSSIBILITIES THAT ARE HERE, RIGHT IN THE CITY OF LONG BEACH. 
          SO WE KNOW THAT THERE'S THIS GREAT POOL OF, OF, OF, OF JOBS THAT NEED TO BE DONE, UNION JOBS THAT NEED TO BE DONE. 
          UM, BUT THE STATUS QUO HAS CREATED BARRIERS INSTEAD OF BRIDGES AND DENIES ACCESS TO THOSE OPPORTUNITIES. 
          SO IT'S OUR POSITION THAT THE CURRENT SYSTEM IS A THREAT TO EQUITY AND INCLUSIVITY. 
          SO HAVING A WELL THOUGHT OUT PLAN TO ADDRESS THE HISTORICAL HIRING CHALLENGES IS COMMENDABLE, BUT IT'S FRUSTRATING TO HEAR THAT BUSINESS AS USUAL RESPONSE OF HURRY UP AND WAIT, THIS IMPEDES PROGRESS HALTS TANGIBLE, UM, CHANGES IN THE LIVES OF INDIVIDUALS WITH THE DESIRE TO SERVE THE COMMUNITIES IN WHICH THEY RESIDE. 
          SO ON BEHALF OF THE SERVICE, UM, THE WORKERS, UM, REPRESENTED BY SEIU 7 2 1, WE FEEL THE STATUS QUO IS UNACCEPTABLE. 
          AND IT'S TIME FOR A SHIFT THAT ALIGNS WITH URGENCY OF THE MOMENT AND CHAMPIONS AND EQUITABLE AND EXPEDIENT APPROACH TO PUBLIC SERVICE AND EMPLOYMENT FOR THE CITY OF ORANGE. 
          THANKS FOR YOUR TIME. 
          [02:50:01]
THANK YOU. 
          THANK YOU FOR CORRECTING PRONUNCIATION. 
          ALRIGHT. 
          UH, I THINK SAID SHE WOULD BE BEHIND THERE WHEN HER TIME IS YOURS. 
          IT'S REALLY IN HERE. 
          SHE GOT TRIAGE. 
          YOU KNOW, I, I WAS GOING TO COME IN HERE AND SPEND TIME TO TALK ABOUT, UM, AND YOU, JUST TO LET YOU KNOW, THREE MINUTES. 
          THREE MINUTES. 
          I KNOW I, I'M GONNA GET IT OUT. 
          . 
          UM, I WAS GONNA TALK ABOUT ALLISON KING WANTING A PREFERENCE FOR HER PROVISIONAL. 
          I WAS GONNA TALK ABOUT CHERYL BENDER, UM, COMING TO US TO KILL A LIST BECAUSE SHE HAS SOME NON-CAREER THAT SHE HIRED, UM, WITHOUT LOOKING AT THE LIST. 
          AND WE CREATED TWO NEW RECRUITMENTS BECAUSE OF THAT. 
          BUT I SAID, OUT OF FAIRNESS TO THE PEOPLE ON THE ELIGIBLE LIST, WE'RE GONNA KEEP THEM ON THE LIST, BUT I'M NOT GONNA CONTINUE INTO THAT. 
          I, WHAT I HEAR COMMENT IS THE BURNOUT. 
          AND I'M LIKE, EXACTLY. 
          MY STAFF IS SOBER NOW. 
          OKAY. 
          THEY ARE NOT MACHINES. 
          YOU GOT POLICE SAYING, CAN'T YOU RUN POLICE SERGEANT AND POLICE LIEUTENANT AT THE SAME TIME? NO, SHE'S NOT A MACHINE. 
          SO I COMMEND STAFF FOR A, YOU KNOW, SOMETHING I HAVE TO TELL 'EM, HEY, YOU KNOW WHAT, YOU'RE SUPPOSED TO BE OFF THE CLOCK. 
          AND IF I FIND OUT, OH, YOU CANNOT WORK FOR FREE, YOU CAN'T WORK OVERTIME, I DON'T NEED YOU TO HAVE BURN. 
          AND RIGHT NOW, YOU KNOW, THAT SHOULD HAVE CELLED, THEY'RE BURNT OUT. 
          UM, THERE'S TOO MUCH. 
          BECAUSE NOW THE DEPARTMENTS DO NOT WANT TO, UH, IT'S, UH, FULLY UTILIZE THE ELIGIBLE LIST. 
          WELL, NOW YOU'VE GOT TO DO MORE AND MORE AND CREATE MORE ELIGIBLE LIST. 
          SO THAT'S WHERE WE'RE AT. 
          UM, UH, GIVE US MORE STAFF AND THEN WE COULD DO WHAT WE'RE CHARGED TO DO. 
          'CAUSE AGAIN, WE'RE NOT JUST THE FIELD VACANCIES. 
          WE'RE ALSO TO MAKE SURE THAT THERE'S FAIRNESS AND INTEGRITY. 
          AND WHILE WE'RE TRYING TO RUN EXAMS, WE HAVE TO POLICE THE DEPARTMENTS BECAUSE THEY'RE NOT ABIDING BY THE RULES. 
          IF YOU DON'T LIKE THE RULES, CHANGE THEM. 
          OKAY? BECAUSE IF THERE'S A RULE IN PLACE, WE'RE GONNA FOLLOW IT. 
          WE'RE GONNA ABIDE BY IT. 
          SO THAT'S WHAT WE'RE CHARGED TO DO AND THAT'S WHAT, UM, UH, WE'RE ASKING THE DEPARTMENTS TO DO. 
          OKAY. 
          SO IF YOU CAN'T ABIDE BY THE RULES, THEN WHAT DOES THAT SAY? THEN WE CAN'T TRUST YOU IN THE HIRING PROCESS. 
          SO I'LL KEEP IT AT THAT. 
          ALRIGHT. 
          UH, THAT WILL BRING US TO CHERYL BENDER. 
          GOOD EVENING. 
          THANK YOU FOR CALLING ME UP. 
          YEAH, PLEASE CONSIDER MY COMMENTARY AND ADD ON TO BRENT DENNIS, WHO WAS UP HERE EARLIER. 
          UM, I WANT TO REITERATE THE CHALLENGES THAT HE MENTIONED, UH, IN THE HIRING OF THE ANIMAL CONTROL OFFICER POSITION. 
          UM, IT, AGAIN, IT IS A PUBLIC SAFETY FUNCTION. 
          SO BEING UNDERSTAFFED IN THAT CLASSIFICATION, UH, DOES PRESENT A PUBLIC PUBLIC SAFETY CHALLENGE. 
          UM, TO GIVE YOU SOME MORE DETAIL ON OUR EXPERIENCE WITH RECRUITMENT, UM, AS HE MENTIONED, WE DID PUT IN A REQUISITION FOR ANIMAL PATROL OFFICER ONE, UH, IN JUNE OF 2019. 
          AND IT WAS APPROVED IN JULY OF 2019. 
          UM, SO REGULAR STANDARD ISSUE APPROVAL PROCESS. 
          UM, AT THE TIME IT WAS SUBMITTED, WE HAD ONE VACANCY. 
          UM, WHEN WE SUBMITTED THAT, A PERIOD OF EIGHT MONTHS ELAPSED WITH NO ACTIVITY TOWARDS A RECRUITMENT, NO ACTIVITY, NO NOTHING. 
          UM, WE FINALLY RECEIVED SOME COMMUNICATION, UH, IN MARCH OF 2020, UH, WITH, YOU KNOW, WITH A DRAFT BULLETIN. 
          SO WE GOT THE PROCESS KICKED OFF. 
          UM, IT WAS VERY APPARENT VERY QUICKLY THAT WE NEEDED A CLASS SPEC REVISION. 
          UM, AND WE, WE STARTED THE PROCESS OF THAT, BUT ULTIMATELY THE PANDEMIC KICKED IN. 
          AND SO WE DID HAVE, UM, APPROXIMATELY SIX AND A HALF MONTHS OF A PANDEMIC PAUSE. 
          UM, BUT WE DID HEAR BACK FROM CIVIL SERVICE AT THE END OF 2020 SAYING THAT WE WERE GONNA PICK UP THE PROCESS AGAIN. 
          UM, REGARDLESS OF THAT, WE DID NOT RECEIVE AN ELIGIBILITY LIST UNTIL, UM, OCTOBER OF 2021. 
          SO A COLLECTIVE PERIOD OF 27 MONTHS ELAPSED FROM THE TIME THE THE REQUISITION WAS APPROVED UNTIL WE ACTUALLY RECEIVED A LIST. 
          WHEN WE RECEIVED THE LIST, THERE WERE 19 CANDIDATES ON IT, AND WE DID ULTIMATELY MAKE FIVE SELECTIONS FROM THAT LIST. 
          UM, FOUR OF THEM WE MADE APPOINTMENTS AND ONE DECLINED THE OFFER THAT WE EXTENDED, UM, OF THOSE FOUR, OF THOSE FOUR CANDIDATES THAT WE DID, UH, SELECT TWO WERE ALREADY ANIMAL CARE SERVICES EMPLOYEES. 
          ONE WAS A NON-CAREER, A CO, WHO HAD CONVERTED INTO THE FULL-TIME SERVICE BECAUSE THE NON-CAREER POSITIONS WERE ELIMINATED. 
          AND THE OTHER WAS A MAINTENANCE ASSISTANT IN ANIMAL CARE SERVICES WHO DECIDED THEY WANTED TO BE AN A CO. 
          THE OTHER TWO WERE ACOS AT OUTSIDE AGENCIES. 
          SO THEY ALREADY CAME WITH A, UH, WITH A, WITH EXPERIENCE IN THAT FIELD. 
          THE REMAINING, THE REMAINDER OF THOSE CANDIDATES, THE REMAINING 14 CANDIDATES WERE INSUFFICIENT. 
          UM, NEEDLESS, REGARDLESS. 
          UH, WE DID MAKE ONE ADDITIONAL APPOINTMENT. 
          WE PROMOTED AN EMPLOYEE, 
          [02:55:01]
WHICH CREATED THE NEED FOR A BACKFILL POSITION. 
          UM, SO WE TURNED IN ANOTHER REQUISITION FOR THAT BACKFILL. 
          UH, WE GOT A LIST WITH 17 NAMES ON IT AND, UH, NONE OF THOSE WERE SELECTED. 
          UH, OF THE 17 NINE WERE INTERVIEWED NON, UH, TWO WERE TWO WERE, UH, NAMES THAT WERE SELECTING ON ANOTHER REC. 
          UM, THE LONG AND SHORT IS, UM, IT TOOK, THERE WAS A LOT OF DEAD TIME. 
          UM, AND WHEN WE, WE GOT PUSHBACK ON THE, YOU KNOW, WHEN WE FINALLY SAID THIS LIST IS EXHAUSTED IN APRIL, 2022, UH, WE GOT PUSHBACK. 
          THEY SAID, PLEASE FILL OUT THE DISPOSITIONS. 
          WE FILLED THEM OUT IN DETAIL, UH, FROM OUR SUBJECT MATTER EXPERTS AND WE GOT PUSHBACK. 
          UM, THEY ASKED DETAILED QUESTIONS, WE ANSWERED WITH DETAIL AND THEY STILL PUSHED BACK. 
          WE FINALLY HAD A MEETING IN OCTOBER OF 2022, UH, TO, TO DISCUSS, OR EXCUSE ME, IN NOVEMBER OF 2022 TO DISCUSS IT. 
          AND WE WERE, WE FINALLY CAME TO COLLECTIVE AGREEMENT THAT YES, THE LIST IS EXHAUSTED. 
          IT IS NO LONGER VIABLE. 
          A NEW RECRUITMENT HAS BEEN NEEDED. 
          WE WERE, WE WERE PLEASED AT THE TIME, UH, AND WE SAID, GREAT, WHAT DO WE NEED TO DO TO EXPIRE THE LIST AND START A NEW RECRUITMENT? AND WE WERE ADVISED BY THE DEPARTMENT, THEY SAID, WELL, IT'S NOVEMBER. 
          THE LIST IS EXPIRING IN JANUARY. 
          UH, SO WE'RE GONNA GO AHEAD AND LET IT DIE. 
          A NATURAL DEATH AND EXPIRE NORMALLY BECAUSE WE WOULD RATHER NOT GO TO THE CIVIL SERVICE COMMISSION AND ADVISE THEM AND HAVE TO EXPLAIN WHY ALL THE REMAINING 14 CANDIDATES ARE INSUFFICIENT. 
          SO YOU'LL HAVE TO WAIT. 
          AND AFTER THAT, THE NEXT TIME WE GOT A LIST WAS, UH, JULY OF 2023. 
          THANK YOU FOR THANK YOU FOR YOUR TIME. 
          THANK YOU. 
          THANK YOU. 
          ALRIGHT. 
          AH, THIS KEEPS GROWING. 
          UH, ALL RIGHT, GREAT. 
          UH, NO, BUT WE, THIS IS GOOD. 
          I'M JUST TEASING. 
          THIS IS GOOD TEASING. 
          REGGIE HARRISON. 
          GOOD EVENING COMMISSIONER STAFF. 
          GOOD EVENING. 
          UM, LET'S SEE. 
          I'VE CHANGED, UH, WHAT I WAS GONNA SAY AT LEAST THREE OR FOUR TIMES. 
          FAIR ENOUGH. 
          SINCE I'VE BEEN WAITING OUT THERE. 
          UM, IT'S OBVIOUS TO ME THAT A LOT OF THE THINGS THAT YOU'RE HEARING NOW FROM MY COLLEAGUES, PERHAPS YOU'RE HEARING FOR THE FIRST TIME, AND I'M NOT SURE AS TO WHY THAT IS. 
          BUT WE HAVE EXTENSIVE CONVERSATIONS WITH THE STAFF, WITH THE MANAGEMENT TEAM, UM, IN TERMS OF OUR FRUSTRATIONS. 
          UM, WE'RE VERY CREATIVE, UM, IN TERMS OF TRYING TO, UH, FILL THESE POSITIONS, UH, WITH, UM, HIRING, UM, PAY INCENTIVES AND EQUITY PAY RAISES ACROSS THE BOARD, UH, THIS PAST YEAR, RECOGNIZING THOSE, UM, THAT WE HAVE SOME CLASSIFICATIONS THAT ARE, UH, UN UN UNDERPAID. 
          UM, I MANAGE THE, UM, EMERGENCY, UM, OPERATIONS CENTER AS WELL AS 9 1 1 DISPATCHERS. 
          9 1 1 DISPATCHERS IS A CRITICAL POSITION IN THE CITY. 
          UM, WE CAN'T WAIT FOR A LIST TO BE CREATED, UM, BEFORE WE'RE ABLE TO HIRE A DISPATCHER. 
          SO FOR US, UM, WE HAVE CONTINUOUS RECRUITMENT OF DISPATCHERS OPEN AND CONTINUE. 
          SO AS SOON AS SOMEONE APPLIES FOR THE POSITION MEETS THE VERY, VERY MINIMUM QUALIFICATIONS, WE GRAB THAT APPLICANT AND BRING THEM OVER AND STOP THE HIRING PROCESS. 
          UM, WE HAVE A LOT OF TALK ABOUT LISTS BEING CREATED AND LISTS AND LISTS. 
          LISTS IS NOT A JOB. 
          A LIST DOES NOT PAY A MORTGAGE. 
          A LIST DOES NOT BUY GROCERIES. 
          WE NEED TO BE ABLE TO HIRE PEOPLE IN AN EXPEDITIOUS MANNER. 
          WHEN PEOPLE APPLY, UM, TO BE A 9 1 1 DISPATCHER IN LONG BEACH, GUESS WHAT? THEY'RE ALSO APPLYING IN ANAHEIM. 
          THEY'RE APPLYING AT HUNTINGTON BEACH. 
          THEY'RE APPLYING EVERYWHERE. 
          'CAUSE THEY'RE TRYING TO GET A JOB JUST AS QUICKLY AS THEY POSSIBLY CAN. 
          AND OUR SYSTEM DOES NOT SUPPORT THAT. 
          THESE ARE YOUR CUSTOMERS, PEOPLE THAT ARE BACK HERE. 
          AND THEN BEHIND THEM IS THE THOUSANDS OF LONG BEACH RESIDENTS WHO ARE ALSO DEPENDING ON YOU. 
          I KNOW MOST OF YOU, UM, BECAUSE YOU ARE LEADERS IN THE COMMUNITY, YOU ARE LEADERS AT VARIOUS AGENCIES. 
          AND I'VE BEEN AROUND THE CITY FOR A LONG, LONG TIME IN VARIOUS POSITIONS IN THE CITY, VARIOUS DEPARTMENTS. 
          SO NON DEPARTMENTS ARE IMMUNE TO WHAT'S BEING SAID HERE. 
          UM, YOU ALL HAVE AN OPPORTUNITY TO BE A PART OF A CUTTING EDGE CHANGE IN THE CITY OF LONG BEACH IN A WAY IN WHICH WE HIRE. 
          YOU HAVE AN OPPORTUNITY TO MAKE AN IMPACTFUL DECISION. 
          AS LEADERS, YOU HAVE THE OPPORTUNITY TO GET IN FRONT OF THIS. 
          THE RESIDENTS ARE GOING TO REALIZE, IF NOT THIS ELECTION, SOON, THE INEFFICIENCY IN THIS PROCESS. 
          AND BY THAT TIME, WE WOULD'VE LOST OUR ABILITY TO GET IN FRONT OF IT. 
          WE HAVE AN OPPORTUNITY. 
          NOW. 
          [03:00:01]
YOU ARE ALL LEADERS. 
          I WOULD NOT LIKE TO SEE YOU LOSE THE OPPORTUNITY TO LEAD BECAUSE YOU'VE ALWAYS DEMONSTRATED LEADERSHIP. 
          I'VE KNOWN A LOT OF YOU FOR YEARS. 
          I KNOW WHAT KIND OF LEADERS YOU ARE AS AND, AND, AND FOR THE STAFF AS WELL. 
          AND I HEARD THE BELL GO OFF. 
          UM, WE DID A CONSOLIDATION OF 9 1 1 CENTER STAFF WAS PETRIFIED THAT THEY WERE GONNA LOSE THEIR JOBS. 
          AND I ASSURED THEM, NOBODY IS GONNA LOSE THEIR JOBS BECAUSE WE NEED EVERYBODY. 
          NOBODY'S GONNA LOSE YOUR, THEIR JOBS AND NOBODY LOST THEIR JOB. 
          AND FOR THE STAFF HERE, AND I KNOW IT'S KIND OF HARD, YOU SAY TRUST, BUT THAT'S, THAT IS A PART OF WHAT WE ALL DO ON A DAILY BASIS. 
          IT'S ONE OTHER THING TOO, IF I MAY, I HEARD A LOT ABOUT EQUITY AND, AND FAIRNESS, UH, IN THE HIRING PROCESS. 
          IF YOU LOOK AT THE UPPER LEVELS OF LEADERSHIP IN LONG BEACH, YOU SEE LOTS OF FEMALES. 
          YOU SEE LOTS OF MINORITIES IN THE CITY MANAGER'S OFFICE, HE HAS FIVE DEPUTIES AND AN ASSISTANT CITY MANAGER. 
          THEY'RE ALL FEMALE OR, OR MINORITY OF . 
          AND THE ASSISTANT CITY MANAGER WHO JUST LEFT WAS A, AN AFRICAN AMERICAN FEMALE. 
          OUR AIRPORT DIRECTORS, AFRICAN AMERICAN FEMALE, OUR HEALTH DEPARTMENT DIRECTOR WHO JUST LEFT WAS FEMALE. 
          AND NOW ALLISON IS IN THAT POSITION OF AFRICAN AMERICAN FEMALE AT THE HIGHEST LEVELS OF LEADERSHIP. 
          WE HAVE DIVERSITY. 
          WE'RE AWARE OF THE SAME THINGS, WE'RE INTERESTED IN THE SAME THINGS THAT YOU ARE. 
          OUR HR DEPARTMENT IS AWARE OF THOSE VERY SAME THINGS AS WELL. 
          JUST LIKE THE PERSON FROM TID JUST SAYS, I'VE GONE ON A LOT LONGER THAN I, THAN I THOUGHT. 
          I APPRECIATE YOU INDULGENT, UH, WITH ME AND ALWAYS GREAT TO SEE TO SEE YOU ALL. 
          THANK YOU. 
          THANK YOU. 
          ALL RIGHT, CHAIR, IF I MAY, I TOOK OUT A MESSAGE FROM MY WIFE THAT MY SON THREW UP FOR THE EIGHT TIMES. 
          SO I'M PROBABLY GONNA HAVE TO TAKE HIM TO AN EMERGENCY ROOM. 
          SURE. 
          I'M ON THERE. 
          I'M THE DIRECTOR OF PUBLIC WORKS. 
          IF I GET AN OPPORTUNITY TO GO, IF YOU DON'T WANT TO RUN RIGHT NOW, THANK KIDS. 
          ALWAYS HAVE PRIORITY KIDS ARE ALWAYS FIRST. 
          OH YEAH. 
          MY SON IS 10 AND UNTIL THEY'RE 30. 
          GO AHEAD. 
          ERIC LOPEZ, UH, DIRECTOR OF PUBLIC WORKS. 
          I'VE BEEN WITH THE CITY FOR 17 YEARS NOW. 
          STARTED AS AN INTERN MANAGEMENT ASSISTANT ANALYST, CAPITAL PROJECTS COORDINATOR. 
          UH, BECAME A HIRING, UH, SUPERVISOR AROUND 2010, 11. 
          AND THEN, UH, GOT, WENT INTO MANAGEMENT. 
          UH, FROM THERE, UM, YOU KNOW, I WAS RAISED WITH, UH, WITH, UM, I WAS RAISED IN A FAMILY. 
          I BELIEVE STRONGLY IN SOCIAL JUSTICE AND SYSTEMS CHANGE AND, AND ADVOCATING AND SPEAKING TRUTH TO POWER, UH, RESPECTFULLY BUT FORCEFULLY, YOU KNOW, AND, YOU KNOW, AND NOT NOW I FIND MYSELF, YOU KNOW, I'M IN A POSITION OF POWER WITHIN MY DEPARTMENT, YOU KNOW, SO I, I GOTTA KEEP MYSELF IN CHECK AS I, UH, AS I WORK WITH THE TEAMS AND CREATE THE CULTURE, UH, IN PUBLIC WORKS THAT WE NEED TO BE MODERN, RESPONSIVE CITY TO OUR RESIDENTS. 
          I DON'T HAVE THE BENEFITS OF, OF, OF, OF EXCUSES, UH, OF WHY DON'T THINGS DON'T GET DONE. 
          IF, IF I DON'T HAVE, UH, UH, MAINTENANCE ASSISTANCE TO RESPOND DURING A STORM EMERGENCY 24 7, THEN WE ARE, UH, NEGATIVELY IMPACTING PUBLIC SAFETY. 
          IF I DON'T HAVE THE TREE TRIMMERS TO CUT DOWN THAT TREE JUST, JUST FELL ON A PRIVATE HOME AND, AND, AND MAKE THAT SAFE AGAIN. 
          I AM IMPACTING PUBLIC SAFETY AND PUBLIC HEALTH. 
          IF I DON'T HAVE THE REFUSE OPERATORS TO PICK UP THE TREE, THE, THE TRASH ON TIME, I AM IMPACTING PUBLIC HEALTH AND PUBLIC SAFETY. 
          SO, YOU KNOW, PUBLIC VERSUS EVERYWHERE. 
          WE'RE THE THIRD LARGEST DEPARTMENT IN THE CITY. 
          WE HAVE OVER 600 POSITIONS. 
          I BELIEVE WE'RE AT EITHER FOUR OR 500, UH, CLASSIFIED POSITION, 532 CLASSIFIED, UH, FTES. 
          UM, I HAVE 42 POSITIONS THAT ARE CURRENTLY VACANT DUE TO NO LIST OR AN EXHAUSTED LIST. 
          42 VACANCIES. 
          UM, 20, UH, 20 DIFFERENT CLASSIFICATIONS THAT HAVE VACANCIES WITH NO ACTIVE LIST. 
          SO I'M NOT GONNA GO T TIT FOR TAT. 
          THAT DOESN'T WORK HERE. 
          I JUST NEED HELP. 
          AND I'VE BEEN ASKING FOR HELP FOR YEARS AND YEARS AND YEARS, AND I FOCUS ON MY DEPARTMENT. 
          I'VE TURNED AROUND PRIVATE DEVELOPMENT. 
          I TURNED AROUND HOW THIS MAN CITY DELIVERS CAPITAL PROJECTS. 
          I'VE TURNED AROUND HOW THE CITY PICKS UP TRASH AND IT'S DOING RECYCLING. 
          AND, UH, RIGHT NOW WE'RE TRANSFORMING HOW WE, UH, DO MORE ORGANIC WASTE COLLECTION AND BETTER. 
          UM, BUT I, UH, ALL OF THAT HAS BEEN VERY TAXING WITHOUT THE APPROPRIATE STAFF. 
          UM, I STARTED WITH A VACANCY RATE OF ABOUT 30%. 
          I'M DOWN TO A VACANCY RATE OF 17%. 
          I AM PROUD, BUT IT'S 17%. 
          STILL TOO MUCH. 
          I CANNOT KEEP OUR RESIDENTS SAFE. 
          I CANNOT KEEP OUR RESIDENTS IN, IN GOOD HEALTH CONDITIONS WITHOUT THE STAFF. 
          UH, AND IN MY HUMBLE 
          [03:05:01]
OPINION, 'CAUSE I THINK HUMILITY'S VERY IMPORTANT HERE, AND I REALLY HOPE EVERY ONE OF YOU, UH, REALLY THINKS HARD ABOUT EVERYTHING WE'RE, WE'RE, WE'RE PROVIDING HERE TODAY. 
          UM, I REALLY THINK, I REALLY HOPE YOU HUMBLY LOOK AT THE SYSTEM AND YOU ASK, IS IT TIME FOR SYSTEMS CHANGE? I THINK IT'S TIME FOR SYSTEMS CHANGE, AND I THINK IT'S TIME FOR US TO BE REAL ABOUT HOW WE CAN BE MORE RESPONSIVE TO OUR RESIDENTS. 
          I AM IN, I LIVE IN LONG BEACH. 
          MY KIDS GO TO SCHOOL IN LONG BEACH. 
          I I WORK IN LONG BEACH. 
          MY WIFE IS A LONG BEACH NATIVE. 
          UH, WE'RE ALL LONG BEACH, WE'RE ALL IN. 
          AND I, I DO NOT TAKE LIKELY ACCUSATIONS THAT IF, IF WE, IF THERE WAS A DIFFERENT SYSTEMS THAT WE WOULD BE DISCRIMINATORY IN SOME WAY, THAT IS OFFENSIVE. 
          THANK YOU. 
          THANK YOU. 
          THANK YOU. 
          ALRIGHT. 
          HEAR YOUR KID. 
          OKAY. 
          ALL RIGHT. 
          MAR VENTURA. 
          SHE HAD LEAVE. 
          SHE ALREADY SPOKE. 
          OH, THANK YOU. 
          OKAY. 
          OKAY. 
          YES, SHE SPOKE. 
          OKAY, GREAT. 
          UH, JOSHUA HICKMAN. 
          YEAH, JOSHUA HICKMAN PUBLIC WORKS. 
          UH, DEPUTY DIRECTOR. 
          ERIC JUST COVERED EVERYTHING WE WERE GONNA COVER FOR PROPOSAL. 
          PERFECT. 
          THANK YOU. 
          ALRIGHT. 
          THAT SAID, THE NEW STANDARD FOR, ALRIGHT, UH, AGREED. 
          OKAY. 
          SORRY WE DIDN'T GET TO HEAR FROM HIM. 
          UH, WHO HAS TWO CARDS WITH SO, UH, MEREDITH REYNOLDS. 
          OKAY. 
          THANK YOU ALL FOR YOUR PATIENCE OF HANGING IN THERE IN THIS WARM ROOM. 
          YEAH, WE'RE DO USED TO, TO DOING EIGHT HOURS OF, UH, HEARINGS, WHICH CAN GET VERY INTENSE AND VERY LONG IN A DAY. 
          AND THEN WE DO LIKE FOUR DAYS OF THOSE. 
          SO WE'RE PROBABLY A LITTLE BIT LIKE TRAINED FOR THIS. 
          SO, UM, ALRIGHT. 
          MEREDITH REYNOLDS. 
          YES. 
          GOOD EVENING. 
          UH, MEREDITH REYNOLDS DEPUTIES AND MANAGER, UM, ALSO, UH, STARTED WITH THE CITY, UH, SIMILAR TO ERIC'S MANAGING ASSISTANT WITH AN ANALYST AND SPENT TIME IN A VARIETY OF DEPARTMENTS. 
          UM, AND I'M ALSO A BING EMPLOYEE, SO I STARTED HERE. 
          I LEFT TO GO WORK FOR THE CITY OF IRVINE AND I CAME BACK. 
          UM, AND SO WHAT I WANT YOU TO TAKE AWAY FROM MY COMMENTS IS THAT THE CITY STAFF SPEAKING TO TWO YOU TODAY, UM, ARE ALSO YOUR STAKEHOLDERS. 
          AND WHAT THIS BOILS DOWN TO FOR ME, ARE ISSUES WITH A PROCESS THAT NO LONGER SERVES US. 
          AND THESE ARE WELL KNOWN AND LONGSTANDING ISSUES. 
          OUR CIVIL SERVICE PROCESS IS OFTEN THE FIRST TOUCH THE CITY HAS WITH A MEMBER OF OUR COMMUNITY. 
          AS A FUTURE WORKER APPLYING FOR A JOB, THEIR EXPERIENCE IS SO IMPORTANT TO BUILDING CREDIBILITY AND TRUST. 
          AND THEIR EXPERIENCE WITH THIS PROCESS INFORMS THEIR PERCEPTION OF THE CITY AND THE SERVICES THAT WE PROVIDE. 
          IF THE CIVIL SERVICE PROCESS LACKS TRANSPARENCY, APPEARS INACCESSIBLE, THOSE DISORGANIZED OR OTHERWISE PLACES THE CITY IN A BAD LIGHT. 
          THIS IS GENERALLY IMPLIED. 
          VIEW THE ENTIRETY OF OUR PROGRAMS AND SERVICES AND COLORS. 
          THE PERSON'S PERCEPTION OF THE EFFICIENCY OF GOVERNMENT. 
          THIS PUBLIC SENTIMENT IS COMPOUNDING AND EACH ONE OF US HAS A MORE DIFFICULT JOB WHEN OUR COMMUNITY BELIEVES US TO BE INEFFICIENT AND NECESSARILY SLOW, BUREAUCRATIC AND ACCESSIBLE. 
          AS A DAUGHTER OF A CITY MANAGER AND A COUNTY PUBLIC HEALTH PROFESSIONAL, I HAD THE ADVANTAGE OF MY PARENTS EXPERIENCE WITH THE CIVIL SERVICE PROCESS. 
          I WAS ABLE TO LEARN ABOUT WHAT A CIVIL SERVICE PROCESS IS, THE NUANCES OF COMPLETING LOCAL GOVERNMENT JOB APPLICATIONS, AND WHAT AN ASSESSMENT TEST WAS LIKE. 
          SO, ENTERING THE APPLICATION PROCESS HERE, I FELT LIKE I HAD AN ADVANTAGE. 
          HOWEVER, AS AN APPLICANT, THE APPLICATION QUESTIONS WERE REDUNDANT, OVERLY BUREAUCRATIC. 
          THE APPLICATION PROCESS WAS LENGTHY, AND THE TIMELINE AND STEPS IN THE PROCESS WERE NOT TRANSPARENT. 
          LATER I SAT THROUGH A TEST OF THE STYLE OF AN SAT OR GRE STANDARDIZED TEST I HAD ALREADY TAKEN TO GET INTO COLLEGE AND GRAD SCHOOL, WHICH ARE PREREQUISITES TO BE COLLEGE FOR THE JOB. 
          AND THESE EXPERIENCES HAVE BEEN SHARED WITH ME BY MANY OF OUR YOUNGER STAFF THAT I NOW MENTOR AND SUPPORT FROM EXAMPLES OF, OF LATE NIGHT EMAILS FOR TESTS THE NEXT DAY, UM, TO QUESTIONS ABOUT EXCEL FUNCTIONS THAT NO LONGER EXIST. 
          AND THEY'RE PART OF THE FUNDAMENTAL PART OF HOW EXCEL WORKS. 
          IF I, WITH MY PRIVILEGE AND RESOURCES, WAS CONFUSED AND HAVE DIFFICULT TIME NAVIGATING THE PROCESS, IMAGINE WHAT OTHER APPLICANTS EXPERIENCE, PARTICULARLY THOSE WHO DO NOT HAVE THIS LEVEL OF ACCESS OR PRIVILEGE. 
          THESE BARRIERS INITIALLY SET UP TO SCREEN FOR QUALIFICATIONS NO LONGER SERVE US TO HIRE TALENTED STAFF QUICKLY. 
          AND WE'VE SEEN CANDIDATES WHO WILL NOT WAIT AROUND FOR US TO TRENCH THROUGH CHANGES. 
          AND WE MISS OUT ON THESE TALENTED QUALITY CANDIDATES. 
          UM, MERIT, MERIT-BASED HIRING PROCESSES. 
          I'LL SKIP FORWARD THEN. 
          UM, THIS IS NOT THE FIRST TIME MY COLLEAGUES ISSUES WITH THE HIRING PROCESS HAVE BEEN DISCUSSED. 
          CITYWIDE HIRING PROCESSES HAVE BEEN SUBJECT OF THE LAST TWO MANAGEMENT CONFERENCES, THE ANNUAL MEETING WHERE WE BRING TOGETHER MANAGERS ACROSS THE CITY. 
          TWO YEARS AGO, OUR MANAGEMENT TEAM PRIORITIZED, OVERHAULING THE HIRING PROCESS AS THIS WAS ONE OF OUR 
          [03:10:01]
GREATEST NEEDS IDENTIFIED BY MANAGERS OF THE ANNUAL SURVEY. 
          AND LAST YEAR, BOTH OUR HUMAN RESOURCE DEPARTMENT, CIVIL SERVICES DEPARTMENTS PRESENTED TO THE MANAGERS ON THESE TOPICS. 
          I'M NOT SEEING THE RECOGNITION OF THESE ISSUES, THE SEVERITY OF THESE ISSUES, EQUITY CONSIDERATIONS EMBEDDED, AND THE SENSE OF URGENCY AND WHAT LEAD TO AN IMMEDIATE CHANGE FOR HIRING COUNSEL. 
          THANK YOU. 
          THANK YOU. 
          THANK YOU. 
          SO WE HAVE OUR LAST TWO SPEAKERS. 
          UH, CARLA ALITO, JORDAN, AND THEN ASHLEY. 
          DUN. 
          CARLA. 
          YEAH. 
          OH, I, I HAVE BAD HEARINGS. 
          SO, HELLO EVERYBODY. 
          HELLO. 
          MY NAME IS CARLA. 
          I HAVE BEEN AN UNCLASSIFIED EMPLOYEE FOR THE HEALTH DEPARTMENT FOR A VERY LONG TIME. 
          UM, I'M GONNA READ THIS LETTER BECAUSE, YOU KNOW, SOME OF OUR NURSES WEREN'T ABLE TO COME UP HERE. 
          UM, SO THIS WAS REALLY IMPORTANT FOR HER TO BE, I DO WANNA STATE THAT IN THE HEALTH DEPARTMENT, MAJORITY OF OUR POSITIONS ARE UNCLASSIFIED. 
          AND DURING COVID TIME, SORRY. 
          UM, DURING COVID TIME, THERE WAS A LOT OF POSITIONS UNCLASSIFIED, LIKE RUSHED TO HIRE, RIGHT? 'CAUSE WE WENT THROUGH A COVID CRISIS IN THAT WE SAW A LOT OF NEPOTISM, BROTHERS, SISTERS, HUSBANDS IN THOSE BEING HIRED ON, YOU KNOW, NEEDED PEOPLE NEEDED PEOPLE. 
          SO I DO WANNA NOTE THAT UNCLASSIFIED POSITIONS IN 2012 WHEN THE LAYOFFS HIT CITYWIDE, I HAVE BEEN WITH THE CITY FOR FIVE YEARS AS A PUBLIC HEALTH NURSE. 
          I UNFORTUNATELY WAS ONE OF THE ONES THAT GOT LAID OFF. 
          IF YOU ALL REMEMBER, I WAS HERE SINCE 2001. 
          SO IN 2000 8, 9, 10, THE LAYOFFS OCCURRED. 
          UM, I WAS ALSO ABLE TO TRANSITION FROM A PART-TIME POSITION INTO A FULL-TIME POSITION. 
          ONCE IT BECAME AVAILABLE DURING THAT TIME OF LAYOFFS, A PROJECTED EXPERIENCE SLASH SEASONED STAFF AND THEIR SENIORITY WITH THE CIVIL SERVICE COMMISSION, IT WILL CONTINUE TO ALLOW US TO PROPERLY INTERVIEW AND ENSURE THE MOST QUALIFIED CANDIDATES ARE PLACED IN THOSE POSITIONS. 
          ESPECIALLY THOSE THAT REQUIRE A LICENSE WITHOUT HAVING THE APPROPRIATE AND THE MOST QUALIFIED CANDIDATES. 
          THE QUALITY OF WORK COULD BE REFLECTED POORLY IN THE COMMUNITY. 
          HAVING BEEN WITH THE CITY FOR ALMOST 17 YEARS AS A PUBLIC HEALTH NURSE, I VALUE THE CIVIL SERVICE COMMISSION, NOT ONLY FOR THE PROTECTION OF MY LICENSE THAT I WORK SO HARD FOR, BUT ALSO AS A SUPPORT IN MY DAILY WORK AS I CONTINUE TO SERVE THE COMMUNITY. 
          JENNIFER CORTEX, THAT IS ONE OF OUR PUBLIC HEALTH NURSING SUPERVISORS. 
          SO I WANT TO GIVE A SHOUT OUT TO THE CIVIL SERVICE COMMISSION. 
          THEY DID LOOK OUT FOR SOME OF OUR NURSES DURING THAT TIME AND DURING COVID, IT HAS BEEN A STRUGGLE. 
          AND THE PROTECTIONS THAT YOU GIVE HELPS US AS EMPLOYEE. 
          FOR ME, UNCLASSIFIED DON'T HAVE THOSE PROTECTIONS, UNFORTUNATELY. 
          BUT I WANT TO MAKE SURE MY COWORKERS CAN DO. 
          THANK YOU. 
          THAT'S OUR LAST, WE WELCOME ASHLEY. 
          HI EVERYBODY. 
          ASHLEY GUN BUSINESS REP WITH THE IM UH, I AM A FORMER CITY OF LONG BEACH EMPLOYEE OF 10 YEARS. 
          I WENT THROUGH THE CIVIL SERVICE PROCESS. 
          I WAS UNCLASSIFIED AND I WENT THROUGH THE CLASS PROCESS. 
          I ENDED UP ON THE B BAND. 
          IT WAS FRUSTRATING, BUT I KNEW EXACTLY WHAT THE PROCESS WAS. 
          SO I'M A LITTLE SURPRISED THAT WE'RE HERE TODAY WITH ALL THESE DEPARTMENTS BEHIND ME. 
          THIS IS NOT A NEW PROCESS. 
          THIS IS NOT NEW. 
          HAVE WE ACTUALLY LOOKED AND STUDIED WHY WE HAVE SUCH A HIGH VACANCY RIGHT NOW? THIS IS NOT NEW. 
          THIS HAS BEEN HERE WHAT, A HUNDRED YEARS. 
          WAIT, GIVE OR TAKE LIKE A LONG TIME. 
          IT'S NOT NEW. 
          WHY ARE WE HERE? WHY DON'T WE ACTUALLY TALK TO THE MEMBERS THAT HAVE LEFT? THEY HAVE LEFT NOT ONLY FOR COMPENSATION ISSUES, BUT THE DEPARTMENTS THAT ARE NOT DEALING WITH THE DISCRIMINATION AND THE HARASSMENT IS ABSOLUTELY ASININE AND SURPRISING. 
          THAT'S WHY WE'RE HERE. 
          THIS IS COMPLETELY FRUSTRATING THAT WE'RE GONNA SPEW THESE LIES HERE IN THIS PUBLIC FORUM. 
          THAT CIVIL SERVICE THAT HAS BEEN HERE FOR SO LONG TO PROTECT EMPLOYEES IS THE ACTUAL PROBLEM. 
          THEY DON'T WANT TO DEAL WITH THEIR OWN HOUSE. 
          THEY JUST WANT TO DEMOLISH IT AND START OVER. 
          WHAT WE'RE NOT ADDRESSING THAT, I'M VERY SURPRISED WHEN WE SAY LABOR IS SUPPORTING, IM IS NOT SUPPORTING THIS PROPOSAL THAT WE'VE SEEN IN THE PROPOSAL. 
          IT GIVES TOM MONIKA THE COMPLETE AUTHORITY TO DECIDE WHAT IS CLASSIFIED AND WHAT'S NOT CLASSIFIED. 
          THAT IS A LOT OF AUTONOMY. 
          HE ALSO, IN THAT SAME PROPOSAL, CAN DECIDE WHAT RULES AND REGULATIONS ARE TO BE CHANGED. 
          THAT IS A LOT OF AUTHORITY. 
          AND THAT HE CAN WAKE UP TOMORROW AND SAY, I'M GONNA CHANGE THAT BECAUSE I KNOW MAYBE I HAVE FULL SUPPORT ON THE COUNCIL TO 
          [03:15:01]
GET THIS CHANGED. 
          THAT IS NOT OKAY. 
          THERE IS A CHECKS AND BALANCE IN PLACE AND THAT NEEDS TO BE REMAINED. 
          AND I'M PUT ON RECORD. 
          WE'RE NOT OKAY WITH THIS. 
          AND WE WILL HAVE FURTHER CONVERSATIONS. 
          I APPRECIATE SELF SERVICE SO MUCH FOR PROTECTING ME AND MY FAMILY. 
          MY PARENTS WORKED HERE FOR 30 YEARS. 
          MY BROTHER WORKED HERE. 
          I KNOW A LOT OF PEOPLE THAT WERE VERY PROUD TO WORK HERE. 
          AND THIS NOT DEALING WITH A HUMAN RESOURCE ISSUES. 
          THAT'S PROBABLY, NOBODY WANTS TO BE HERE. 
          NOBODY'S LOOKED AT WHAT THE PANDEMIC DID. 
          THE PANDEMIC SAID MY LIFE IS WORTH A LITTLE BIT MORE THAN COMING TO WORK AND GETTING YELLED AT OR GETTING MORE WORK PUT ON ME BECAUSE IT NEEDS TO GET DONE. 
          YEAH, HIRING. 
          WE NEED TO TALK ABOUT IT. 
          LET'S TALK ABOUT IT. 
          BUT WHEN WE SAY WE WANNA FAST TRACK IT TO 90 BUSINESS DAYS, IF YOU LOOK IN YOUR ACTUAL DATA, YOU GUYS ARE PULLING FOUR TO FIVE MONTHS. 
          THAT IS 90 BUSINESS DAYS. 
          SO I'M A LITTLE UPSET. 
          I CAN TELL YOU MY MEMBERS, MY 3000 MEMBERS, WHETHER THEY'RE UNCLASSIFIED OR NOT, THEY'RE UPSET. 
          AND WE WON'T SUPPORT THAT. 
          AND WE'RE HOPING THAT WE CAN PARTNER WITH THE CITY ON, ON MAKING SOME MORE RESOLUTIONS TO GET MORE PEOPLE HIRED. 
          'CAUSE IT IS A PROBLEM. 
          MY MEMBERS ARE STRESSED TO THE MAX. 
          SO THANK YOU SO MUCH. 
          THANK YOU. 
          CHAIR SECTION. 
          ALRIGHT, SO I'M OKAY TO PROCEED, BUT FELLOW COMMISSIONERS, DO YOU WANT A SEARCH BREAK? YEAH, I'M FINE. 
          I THINK WE'RE ALL READY TO GO. 
          I'M GONNA SAY JUST THIS AND THEN I'M GONNA HAND IT OVER TO MY COMMISSION. 
          UH, I WISH WE WERE HAVING THIS CONVERSATION A YEAR AGO, TWO YEARS AGO, TWO AND A HALF YEARS AGO WHEN I STARTED BEL SERVICE. 
          I, I DON'T KNOW WHOSE POLICY OR IT WAS OR WHO, WHOSE IDEA IT WAS REGGIE, BUT BECAUSE YOU F*****G TALK TO ME. 
          I'M, I'VE BEEN HERE THIS WHOLE TIME AND YOU KNOW, I WAS JOKING WITH THE FIRE CHIEF ABOUT, YOU KNOW, MARCHING WITH HIM IN A PARADE. 
          BUT I'VE BEEN MARCHING WITH HIM IN A PARADE FOR ABOUT TWO AND A HALF YEARS. 
          AND I KNOW SOME OF MY OTHER FRIENDS FROM FIRE AND PT WHO I SEE IN THIS ROOM WHO WALKED ALONGSIDE. 
          I DON'T KNOW WHO TOLD YOU THAT YOU COULDN'T HAVE THIS CONVERSATION. 
          THAT PERSON WAS WRONG. 
          YOU COULD HAVE HAD THIS CONVERSATION. 
          I, I DON'T LIKE THE IMAGE OF A MANAGEMENT VERSUS STAFF ARGUMENT. 
          I DON'T LIKE THE IMAGE THAT THIS PROPOSAL WASN'T DEVELOPED TOGETHER WITH STAFF AND MANAGEMENT. 
          I DON'T LIKE. 
          NOW, I, I PROMISED THE MAYOR I'D GIVE SOME REAL THOUGHT ABOUT WHAT COULD BRING ME TO SUPPORT A PROPOSAL. 
          AND I DID. 
          AND I HAVE SOME QUESTIONS, TOM, THAT I'LL, I WANT TO ADDRESS WITH YOU TONIGHT IF WE CAN. 
          UM, AND SOME CHANGES I TOLD HIM, I THINK WOULD MAKE THIS STRONGER. 
          BUT ULTIMATELY, I DON'T THINK I SHOULD EVEN BE WEIGHING ON THIS YET. 
          I THINK THE CITY AND STAFF SHOULD HAVE GOTTEN TOGETHER WAY BEFORE THIS CONVERSATION. 
          I, ANYTHING FURTHER? UH, DID YOU SAY THAT, UM, THAT SHOWED UP? UM, I HEARD WHAT I NEEDED TO HEAR. 
          UM, I STILL NEED TO HEAR A LOT MORE. 
          UM, I'M GONNA CONTINUE TO SAY THIS AND UM, YOU KNOW, WE KEEP THROWING STUFF OFF ON SCHEDULING AROUND A PARTICULAR ISSUE THAT I HAD. 
          UM, SO SCHEDULING'S REAL EASY TO CHANGE. 
          YOU KNOW, WE'VE GOT CALENDARS AND ALL OF THAT STUFF. 
          UM, I UNDERSTAND THAT FOLKS SHOWED UP BECAUSE THIS IS IMPORTANT TO THEM. 
          I, I, I, I'M GRATEFUL THAT, UM, FOLKS FROM LABOR SHOWED UP. 
          I'M GRATEFUL THAT, UM, DIRECTORS SHOWED UP. 
          I'M GRATEFUL THE MAYOR SHOWED UP. 
          I'M GRATEFUL TOM SHOWED UP. 
          I'M GRATEFUL EVERYBODY SHOWED UP, BUT IT, IT, IT'S BEEN REALLY FRUSTRATING. 
          I'M A NEW COMMISSIONER AND I'M LIKE, YOU KNOW, OUTSIDE OF THIS WORK, I BUILD RELATIONSHIPS FOR AN ORGANIZATION. 
          I'VE BEEN A COMMISSIONER FOR QUITE A FEW MONTHS. 
          I HAVEN'T BEEN ASKED TO MEET WITH A SINGLE DIRECTOR. 
          NOBODY'S EXTENDED A HAND. 
          NOBODY'S ASKED ME TO MEET WITH THEM AND TALK ABOUT ANY OF THEIR ISSUES, THEIR PRIORITIES. 
          THAT'S THE FIRST THING I 
          [03:20:01]
WOULD'VE DONE. 
          THAT'S THE FIRST THING I DO IN MY JOB IN BUILDING RELATIONSHIPS. 
          NOBODY'S TRIED TO BUILD A RELATIONSHIP WITH ME EXCEPT TO COME IN HERE AND COMPLAIN AND YELL AND, AND IN MANY WAYS TRY TO CUT ME UP TOO ALONG THE WAY. 
          I DON'T KNOW WHY FOLKS HAVE COME IN HERE AND, AND, AND, AND BEEN ANTAGONISTIC WITH, WITH THE ENTIRE COMMISSION AND ASSUME THAT WE'RE AGAINST THIS. 
          I SAID IT AT THE LAST MEETING. 
          I'M GONNA SAY IT AGAIN. 
          I DON'T HAVE AN OPINION ON THIS YET. 
          SO FOR FOLKS TO COME IN HERE AND TRY TO CONVINCE ME TO NOT FEEL A WAY THAT I DON'T FEEL IT, IT, IT ALSO BECOMES VERY SUSPECT. 
          SO I'M JUST GONNA SAY THAT, UM, I, I, IF, IF WE GOTTA SET UP A SEPARATE MEETING, MAYBE A QUARTERLY MEETING FOR THE DEPARTMENT HEADS TO COME AND TALK TO THIS COMMISSION. 
          'CAUSE WE STILL GOT MONTHS OF WORK TO DO. 
          NOVEMBER'S A WAYS OFF. 
          WE STILL GOT A LOT OF WORK TO DO. 
          PROTOCOL NEEDS TO GO OUT THE WINDOW. 
          PROFESSIONAL COURTESY NEEDS TO GO OUT THE WINDOW BECAUSE WE ALREADY THREW ALL THAT OUT THE WINDOW IN THIS LITTLE THING THAT WE DID AND THAT WE'RE DOING. 
          PROFESSIONAL COURTESY HAS GONE OUT THE WINDOW. 
          SO IF YOU, IF YOU HAVE NOT COME TO THIS COMMISSION AS A DIRECTOR BECAUSE OF SOME PROTOCOL OR PROFESSIONAL COURTESY, AND YOU DON'T WANT THE CITY MANAGER, OR YOU DON'T WANT YOUR DEPARTMENT HEAD OR, UH, UH, TO GET UPSET, YOU NEED TO LEAVE THAT OUTSIDE THE DOOR ALREADY. 
          WE'RE, WE'RE AT A POINT WHERE THOSE KIND OF DECISIONS WE'RE CONSIDERING PUTTING UP ALLEY BECAUSE PEOPLE DON'T TALK TO EACH OTHER. 
          WE'RE CONSIDERING, BECAUSE A LOT OF THIS COULD BE FIXED. 
          PEOPLE ARE JUST NOT TALKING TO EACH OTHER BECAUSE THEY DON'T WANT TO OR THEY THINK THEY CAN'T. 
          SOME OF THESE THINGS THAT YOU GUYS BRING TO ME ARE INEXCUSABLE IF THEY ARE TRUE INEXCUSABLE. 
          IF THEY'RE TRUE. 
          'CAUSE I, THAT'S THE OTHER THAT I KEEP HEARING. 
          SO I DON'T, I HAVEN'T MADE UP MY MIND. 
          I HEARING FIVE DIFFERENT STORIES ABOUT ONE THING THAT DOESN'T SOLVE ANYTHING. 
          UM, I'VE BEEN PART OF A MAJOR REFORM. 
          THAT'S ONE OF THE REASONS THAT THAT, THAT THE MAYOR ASKED ME TO CONSIDER BEING ON THIS COMMISSION. 
          I'VE BEEN PART OF REFORMING MAJOR SYSTEMS. I WAS PART OF REFORMING THE, THE LA COUNTY PROBATION SYSTEM. 
          AND, AND, AND LABOR WAS INVOLVED. 
          THE COUNTY WAS INVOLVED. 
          EVERYBODY WAS INVOLVED. 
          IT WAS A MAJOR CHANGE AND EVERYBODY HAD TO BE CONSIDERED. 
          BUT THAT'S ONE OF THE THINGS THAT I DO WANNA UPLIFT THAT THE PRESIDENT BROUGHT UP, IS THAT FROM THE VERY BEGINNING IN THAT PROCESS, THAT PROCESS WAS STAFF CENTRIC. 
          PROBATION OFFICERS WERE AFRAID THEY WERE GONNA LOSE THEIR JOB. 
          THAT'S WHY WE MET WITH ALL OF THEM FIRST AND HEARD FROM ALL OF THEM BEFORE ANY DECISION WAS MADE, BEFORE ANY PLAN, BEFORE ANY DRAFT OF ANYTHING WAS EVER EVEN THOUGHT OF, OKAY. 
          THE SHIP TO SAIL WHERE WE'RE AT. 
          BUT I I, I DO WANT TO ENCOURAGE FOLKS TO SHOW UP, NOT JUST WHEN IT'S SOMETHING CRITICAL. 
          LIKE HOW FRUSTRATING DO YOU THINK IT IS FOR A COMMISSIONER TO HEAR ABOUT SOME PROBLEM THAT'S THREE YEARS OLD? AND YOU'RE SAYING THIS HAD BEEN HAPPENING FOR THREE YEARS, BUT IT TOOK US THREE YEARS TO TELL YOU. 
          'CAUSE I DIDN'T WANNA GET YOUR EXECUTIVE DIRECTOR P****D OFF THAT THAT'S WHAT IT BOILS DOWN TO. 
          A LOT OF THIS STUFF, WE CAN CALL IT WHAT WE WANT. 
          DO SOME CHANGES NEED TO BE HAPPENING. 
          I LOVE 'EM. 
          I LOVE THE PREFERENCES BECAUSE THERE'S SOME PIECES OF THIS PROPOSAL THAT I LOVE. 
          SO FOR PEOPLE TO ASSUME THAT THE WHOLE COMMISSION OPPOSES IT, THAT WE FORMED AN OPINION IS RIDICULOUS. 
          PLEASE, I HAVEN'T FORMED AN OPINION ON ANYTHING. 
          I'M NOT THAT SIMPLE. 
          I NEED TO RECEIVE MORE INFORMATION. 
          THE INFORMATION TALKED PROVIDED WAS GREAT. 
          THE INFORMATION  DEPARTMENT PROVIDED WAS GREAT. 
          THE INPUT THAT LABOR HAS BROUGHT TO ME TODAY IS GREAT. 
          ALL THE DEPARTMENT HEADS, GREEN EMAILS IS GREAT. 
          I NEED ALL THAT. 
          I NEED ALL THAT. 
          I'M NOT THE KIND OF GUY THAT, I'M SORRY I'M, I'M, SOMETIMES MY MOUTH GETS ME IN TROUBLE. 
          THAT'S WHY I TRY TO NOT TALKING MUCH. 
          SOMETIMES I SHOULD, BUT I WILL SAY THIS, I'M SORRY, BUT I COME FROM A PLACE WHERE, NO DISRESPECT TO TIME, BUT IF SOME WHITE GUY IN POWER COMES AND TELLS ME RUBBER STAMP THIS, I'M GONNA RUN. 
          I'M GONNA, I'M GONNA RUN FROM THAT. 
          OKAY? I'M A PERSON THAT HAS BEEN SYSTEMATICALLY ABUSED BY THE SYSTEM. 
          SO A PERSON IN POWER TELLING ME TO JUST GO ALONG WITH SOMETHING IS NOT GONNA, IS NOT GONNA GO WELL WITH ME. 
          BUT IF YOU COME AND ASK ME TO BE A PARTNER WITH YOU, I'M ALL ABOUT CHANGE AND REFORM. 
          THAT'S, THAT'S, THAT'S THE WORLD I DID. 
          SO I BELIEVE THAT THINGS NEED TO CHANGE. 
          I, I DON'T KNOW YET IF THIS IS THE RIGHT WAY TO CHANGE THIS. 
          IT MAY BE. 
          MAYBE WE MADE SOME ADJUSTMENTS, RIGHT? I I I I'M VERY HOPEFUL IN WHAT YOU JUST SAID THAT LIFT MY SPIRIT. 
          UM, I WANT TO CONTINUE TO LEARN FROM ALL OF YOU. 
          UH, MY NAME IS JOSE UNA. 
          IN CASE YOU DON'T KNOW DEPARTMENT HEADS. 
          I'D LOVE TO MEET WITH YOU. 
          I'D LOVE TO MEET WITH YOU. 
          I'D 
          [03:25:01]
LOVE TO CONTINUE TO HEAR ABOUT YOUR ISSUES. 
          AND IF WE MEET ONE-ON-ONE, THERE'S NO BROWN ACT VIOLATION. 
          THERE'S NOTHING, WE CAN HAVE A VERY OPEN CONVERSATION ABOUT ALL OF THESE PROBLEMS. BUT THAT'S NEVER BEEN DONE IN THE FEW MONTHS THAT I'VE BEEN HERE. 
          NOBODY HAS REACHED OUT TO ME. 
          PLEASE DO THAT. 
          I WOULD LOVE TO SUPPORT. 
          I AM A, A A A RESIDENT OF LONG BEACH. 
          I'VE LIVED HERE MOST OF MY LIFE. 
          ONE OF THE REASONS THAT I CHOOSE TO SERVE, YOU'RE RIGHT. 
          WE, WE GIVE A LOT OF TIME. 
          ONE OF THE REASONS THAT I CHOOSE TO SERVE IS BECAUSE I WAS ONE OF THOSE PEOPLE THAT TERRORIZED THE CITY. 
          AND NOW I SERVE THE CITY. 
          I'M GONNA SAY THIS AND I'M GONNA SHUT UP. 
          I DON'T LIKE, I DON'T LIKE CHERRY PICKING. 
          'CAUSE I COULD DO THAT. 
          I'M NOT GONNA GET INTO DETAILS, BUT I COULD HAVE, FROM THE VERY BEGINNING SAID I WAS PART OF A PROCESS IN HELPING THE CITY HIRE FOR AN UNCLASSIFIED POSITION FOR THE HEALTH DEPARTMENT. 
          THIS WAS ALL DONE BY HR. 
          SO CIVIL SERVICE DIDN'T HAVE NOTHING TO DO WITH THIS. 
          THE JOB DESCRIPTION WAS WRITTEN POORLY. 
          WE WENT THROUGH FOUR POOLS OF CANDIDATES. 
          WE WASTED A WHOLE BUNCH OF PEOPLE'S STAFF. 
          THE SAME THING THAT HAPPENS ON THE OTHER SIDE HAPPENED THERE. 
          SO LET'S NOT FOOL OURSELVES AND THINK THAT JUST BECAUSE WE SHIFT STAFF OVER TO ANOTHER DEPARTMENT, EVERYTHING'S GONNA BE FIXED. 
          WE'RE STILL UNDERSTAFFED. 
          IF THIS HAPPENS. 
          HR WILL NEED MORE STAFF IF THIS HAPPENS. 
          SO LET'S KEEP THAT IN MIND. 
          I'M ABOUT SOLUTIONS. 
          SO I'VE HEARD SOME SOLUTIONS. 
          UM, I WANT TO KEEP HEARING MORE. 
          I WANT TO WORK WITH OUR PRESIDENT TO, TO, TO MAYBE COME TO A, A, A UNIFORM POSITION FROM THE COMMISSION. 
          BUT I THINK WE'RE WAY TOO EARLY TO RUBBER STAMP ANYTHING. 
          RIGHT? THANK YOU. 
          VERY GOOD. 
          SO I CONCUR WITH, UH, COMMISSIONER'S LAST COMMENT. 
          UM, I DO BELIEVE WE NEED SOME TIME TO FORMULATE A, UH, A UNIFIED, UH, RESPONSE AND OPINION ON THIS AMENDMENT CHANGE. 
          I CAN SAFELY SAY THAT THIS COMMISSION IS COMPLETELY IN FAVOR OF PREFERENCES. 
          WE WANT TO HELP OUR PEOPLE, RIGHT? LONG BEACH GIRL, LONG BEACH SCHOOLS LIVE IN LONG BEACH, KIDS IN LONG BEACH, ALL OF THAT. 
          SO PREFERENCES ARE, ARE GOOD. 
          I THINK THAT THERE ARE SOME FUNDAMENTAL ISSUES WITH THE CHANGES THAT ARE BEING PROPOSED FOR THE AMENDMENT. 
          AND I ASKED GARY A QUESTION EARLIER ABOUT WHAT IS UNDER OUR PURVIEW? WHAT ARE WE ALLOWED TO CHANGE WITHOUT HAVING TO SPEND ALL THIS TIME, ENERGY, RESOURCES, MONEY TO PUT THIS ON BALLOT BECAUSE WE CAN REDIRECT THOSE RESOURCES TO MOVE THIS SHIP PRETTY QUICKLY BECAUSE I, I SEE THAT WE HAVE SOME ISSUES TO WORK ON. 
          SO GARY, I'LL I'LL WANT KNOW THAT IN THE INTEREST OF TIME TODAY, MAYBE WE CAN PRESENT THAT AT NEXT WEEK'S MEETING. 
          OKAY. 
          BECAUSE THIS CONVERSATION'S STILL, I CAN, I CAN SHARE WITH YOU RIGHT NOW THOUGH. 
          OKAY. 
          THE CIVIL, THE SERVICE, SERVICE COMMISSION DOES NOT HAVE AUTHORITY TO MAKE ANY CHANGES TO SPECIFIC CHARTER. 
          WE HAVE AUTHORITY TO MAKE RECOMMENDATIONS TO SPECIFIC COUNSEL REGARDING THE CIVIL SERVICE RULES. 
          CORRECT. 
          BUT THE COUNSEL HAS TO APPROVE YOUR RECOMMENDATIONS. 
          SHE CANNOT MAKE ANY CHARTER CHANGES. 
          BUT THE LENGTH OF LIST, ALL OF THAT IS WITHIN OUR, ALL OF THAT CALL CORRECT RULES. 
          AS LONG AS, AS LONG AS THE RULE CHANGES THAT YOU PROPOSING DONE COME CONFIDENT WITH THE CHARTER LANGUAGE, A LOT OF TIMES THE CIVIL SERVICE LANGUAGE WILL MIRROR THE CHARTER LANGUAGE. 
          PERFECT. 
          OKAY. 
          THANK YOU FOR THAT QUICKLY. 
          UM, SO THE FIRST THING THAT IS HERE ON MY, ON MY LIST. 
          UM, AND BEFORE, BEFORE I START, UH, MR. MOKA, I HOPE THAT NEXT WEEK, AND I KNOW THERE IS A CONFLICT IN TIME WITH YOUR MANAGER'S MEETING AND OUR COMMISSION MEETING, UM, BUT I HOPE THAT AS THIS CONVERSATION GOES, AT LEAST, YOU KNOW, UNTIL WE HAVE FORMULATED AN OPINION TO PROVIDE TO YOU, UM, THAT MAYBE THAT TIME CAN CHANGE. 
          SO, SO WE DON'T HAVE THAT CONFLICT BECAUSE I, WE, I THINK WE ARE TRULY INTERESTED IN, IN HEARING SOME MORE OF THESE THINGS. 
          AND LIKE I SAID, WE ARE STILL TASKED WITH THIS, WITH THIS WORK. 
          WE'RE NOT GONNA STOP BECAUSE SOMEBODY WANTS TO CHANGE THINGS BECAUSE AT THE END OF THE DAY, THEY MAY NOT, THE VOTERS MAY DECIDE DIFFERENT. 
          WHO KNOWS, RIGHT? AND SO THEN, THEN WE'RE GONNA TALK ABOUT HOW LONG CIVIL SERVICE TOOK AND DROP THE BALL. 
          WE DON'T WANNA DO THAT. 
          WE'RE WORKING. 
          WE'LL CONTINUE TO WORK AND WE'LL WORK TOWARDS POSITIVE CHANGES. 
          BUT HERE'S, HERE'S WHAT I, HERE'S WHAT I HEARD OVERALL, UH, FROM LAST WEEK AND THIS WEEK. 
          UM, WHAT I HEAR IS MOSTLY THERE'S A, THERE'S 
          [03:30:01]
A PROCESS ISSUE. 
          I HEARD STAFF IS GREAT AND THANK YOU FOR THAT. 
          UM, NOT FOR US, BUT FOR STAFF. 
          I THINK STAFF HAS BEEN UNDER A LOT OF PRESSURE. 
          I CAN'T EVEN IMAGINE WHAT IT'S LIKE TO BE STAFF THAT'S BEEN TALKED ABOUT ESSENTIALLY AND HAVING TO STILL WORK UNDER THOSE CONDITIONS. 
          SO THANK YOU FOR ACKNOWLEDGING HOW, HOW MUCH STAFF DOES. 
          UM, SO ESSENTIALLY WE'RE TALKING ABOUT PROCESS ISSUES. 
          COOL. 
          WE CAN LOOK AT THAT. 
          WE CAN SEE WHAT, WHAT WE CAN CHANGE. 
          AND WE CAN PROBABLY CHANGE IT BY NOVEMBER BEFORE ANYBODY DECIDES TO VOTE ON THOSE THINGS. 
          WHATEVER CHANGES WE CAN MAKE, WE WANT TO MAKE TO IMPROVE OUR PROCESS. 
          HOWEVER, IN THIS WHOLE PROCESS, IN THIS TIME WHERE WE ADAPTED WITH COVID, WE WERE MEETING WEEKLY. 
          WE KNOW THAT WE CAN BE ADAPTABLE TO CHANGE AS LONG AS WE KNOW IT. 
          DURING COVID, WE HAD WEEKLY, SOMETIMES MORE BECAUSE THE NEED FOR HIRING CRITICAL WORKERS AT THAT TIME WAS THERE. 
          SO THAT'S WHAT WE DID SINCE THEN. 
          AND I NOTICED THERE'S ISSUES THAT EXISTED BEFORE THEN. 
          BUT WE'RE, WE'RE TALKING ABOUT THE REALITY OF TODAY, THE REALITY OF TODAY THAT THERE'S CHANGING DESIRES FOR WORK LIFE. 
          THAT'S JUST A REALITY THAT WE HAVE TO FACE. 
          THERE'S A LARGE AMOUNT OF JUST, JUST NOTHING TO DO WITH ANYTHING JUST BASED ON AGE, THE TIME OF SERVICE TO THE CITY. 
          THERE'S A LARGE AMOUNT OF RETIREES. 
          WE HAVE TO FILL THOSE GAPS. 
          IN ADDITION TO THE GAPS, YOU KNOW, THAT WE ALREADY HAVE CIVIL SERVICE NEEDS MORE STAFF TO DO THE WORK. 
          BUT THIS IS NOT A FIRST TIME CONVERSATION AT COMMISSION MEETINGS. 
          WE'VE TALKED ABOUT THE NEED FOR MORE STAFF. 
          WE'VE TALKED ABOUT THE LARGE NUMBER OF RETIREES AND HOW WE ARE GOING TO SUPPORT OUR STAKEHOLDERS IN FILLING THOSE POSITIONS. 
          I MEAN, THESE ARE, THESE ARE REAL THOUGHTS AND PROCESSES THAT WE HAVE. 
          AND I THINK THOSE OF YOU WHO SHOW UP TO THE CIVIL SERVICE COMMISSION, BECAUSE SOMETIMES I FEEL LIKE I SOUND LIKE A BROKE OF RECORD BECAUSE, YOU KNOW, WE TALK ABOUT THESE THINGS SO MUCH. 
          SO WHILE WE RECOGNIZE, OH SHOOT, THERE'S GONNA BE A LARGE AMOUNT OF RETIREES JUST BASED ON TIME OF SERVICE AND AGE OF, OF OUR, OF OUR WORKERS. 
          WHAT DO WE NEED TO DO TO, TO AMP UP AND SUPPORT, UH, STAKEHOLDERS IN THAT? WE HAVE TO ACKNOWLEDGE THAT WE NEED MORE STAFF. 
          WHILE WE MAY NOT PRODUCE REVENUE FOR THE CITY OF LONG BEACH, WE SURE AS HECK CAN, CAN USE THE HELP TO HELP YOU PROVIDE THE REVENUE TO THE CITY OF LONG BEACH OR COLLECT REVENUE FROM OUR CITIZENS OF THE CITY OF LONG BEACH. 
          SO EVEN THOUGH WE DON'T HAVE BIG FANCY REVENUE TO SHOW, WE ARE CRITICAL, NO MATTER WHERE THE HIRING PROCESS GOES, AT THE END OF THE DAY, IT'S CRITICAL TO HAVE THE RIGHT AMOUNT OF STAFF TO SUPPORT THE NEEDS, THE VACANCIES OF EACH DEPARTMENT. 
          SO WE HAVE A LOT OF THINGS AT PLAY, RIGHT? BUT AGAIN, THE BIG THING THAT I HEARD, ASIDE FROM THE THINGS THAT WE CAN'T CONTROL, LIKE CHANGES THAT, YOU KNOW, DESIRES FOR WORK LIFE, THE AMOUNT OF RETIREES, ALL OF THOSE THINGS, WE CAN'T REALLY CHANGE. 
          AND WE HAVE TO BE REAL WHEN WE HAVE THESE CONVERSATIONS. 
          SO I ACKNOWLEDGE THAT. 
          I HEAR WE HAVE SOME PROCESS ISSUES. 
          I ALSO WANT YOU TO KNOW THAT FOR EXAMPLE, WE TALKED ABOUT LAST WEEK, THE CROSSING CARD. 
          THEY HAVE ALL THESE LISTS. 
          IF I HAVE SOME MORE LISTS, I MEAN, THEN MR. MOGAN GAVE US A RESPONSE. 
          HE WAS ABLE TO GET RESPONSIVE OF WHERE PEOPLE WERE. 
          AND THE FACT THAT PEOPLE ARE NOT ACCEPTING THE JOB OR DIDN'T SHOW UP TO THE INTERVIEW, THAT IS NOT CIVIL SERVICE. 
          THIS WHOLE GHOSTING THING IS REAL. 
          YES, YES. 
          WE HAVE LIKE, WE GET THESE LISTS OF HOW MANY PEOPLE QUALIFY, HOW MANY DON'T WE ASK, WE WANNA KNOW WHY. 
          SO WE HAVE A HUNDRED, YOU KNOW, 37 MADE IT ON THE LIST. 
          WELL, WELL THAT'S A BIG NUMBER. 
          WHAT HAPPENED TO THESE PEOPLE? SO NOT, YOU KNOW, DID NOT MEET MINIMUM OF QUALIFICATIONS, DID NOT PASS THE TEST, DID NOT SHOW UP GHOSTING AGAINST RAIL PEOPLE. 
          AND I'M SURE THE PEOPLE WHO ARE HIRING, NO, THAT PEOPLE DON'T SHOW UP TO INTERVIEWS. 
          AND THAT IS NOT CIVIL SERVICE. 
          THAT IS JUST THE WAY PEOPLE ARE FUNCTIONING NOWADAYS. 
          [03:35:02]
SO WHILE THERE ARE ISSUES, WE HAVE TO BE REALISTIC WITH WHAT PEOPLE, THE HUMAN ELEMENT IS ADDED TO THIS OTHER, ALTHOUGH PROCESSES IS THE BIGGEST THING THAT I HEARD, AND IT'S THE THING THAT WE WILL FOCUS ON BECAUSE THAT'S SOMETHING THAT WE CAN CHANGE. 
          THE THING COMES AT THE TOP OF MY LIST, AND IT HAS BEEN IS WAGES. 
          IT'S ONE HOUSING IS INCREDIBLY DIFFICULT. 
          YOU CANNOT BUY A HOUSE. 
          EVEN IF HE MAKES SIX FIGURES. 
          THAT IS A BIG CHALLENGE. 
          WAGES, RIGHT? I KNOW FOR YEARS, EVEN BEFORE THE PANDEMIC STARTED, I MEAN AMBULANCE OPERATOR, THEY WERE MAKING LESS THAN MINIMUM WAGE. 
          I SAW ONE OF THESE THINGS BACK WHEN WE WERE STILL AT THE OLD CITY HALL. 
          IT'S LIKE, WHAT THE HECK?  AMBULANCE OPERATORS MAKING LESS THAN MINIMUM WAGE MORALE IS IMPORTANT. 
          THE FACT THAT WE'RE A CITY BY THE BEACH IS COOL, BUT THOSE THINGS DON'T PAY THE BILLS. 
          WE NEED TO PAY OUR PEOPLE HOME COMPETITIVE SALARIES. 
          WE HAVE, AND WE SEE THE LIST OF RETIREES AND RESIGNATIONS. 
          WE'RE LIKE THE BEST TRAINING GROUND FOR OTHER CITIES. 
          WE GET TO TRAIN PEOPLE AND THEN THEY MOVE TO HIGHER WAGES. 
          YES. 
          SO I THINK IT WAS, YOU KNOW, WITHIN THE LAST FEW WEEKS THAT ELSA CAME TO MIL RAMAS FROM POLICE DEPARTMENT CAME TO CIVIL SERVICE TO TALK ABOUT SOMETHING ELSE OF EXCEPTION TO THE RULE, WHICH IS ALSO KIND OF A THING, YOU KNOW, AND THESE FUNDAMENTAL ISSUES WITH THE CHARTER AMENDMENT. 
          WELL, SHE TALKED ABOUT, UM, THE INCENTIVES. 
          AND I WAS SO HAPPY TO SEE THAT BECAUSE CHILDCARE, I HAVE TWINS. 
          GOOD LORD, THAT'S EXPENSIVE. 
          CHILDRE AND HOUSING. 
          SO POLICE GET THE STIPEND FOR THAT. 
          THEY GET, YOU KNOW, A THOUSAND DOLLARS A MONTH. 
          AND I BELIEVE, IF I'M NOT MISTAKEN, IT'S FOR EACH, NOT COMBINED, FOR BOTH EACH. 
          HOW HELPFUL WOULD THAT BE? OH MY GOSH. 
          I CAN SAY THAT. 
          YOU KNOW, I GREW UP IN THE WASHINGTON NEIGHBORHOOD, SO I DIDN'T GROW UP WITH A LOT OF MONEY. 
          NOW, YOU KNOW, THANKFULLY WE'VE, WE'VE BEEN OKAY. 
          BUT IF EVEN IF I HAD THE SUPPORT OF, OF CHILDCARE STIPEND OR HOUSING STIPEND, THAT WOULD'VE HELPED SO MUCH. 
          SO WE NEED RETENTION, WE NEED QUALITY PEOPLE, WE NEED ALL OF THESE THINGS. 
          OKAY? SO THERE'S CHANGES THAT WE CAN MAKE. 
          THIS, THIS BODY HERE EFFECT CHANGES. 
          AND I WOULD GO TO SAY, FAIRLY QUICKLY, WE CAN PROPOSE SOME CHANGES ADDRESSING SOME OF THE THINGS THAT WE'VE HEARD BETWEEN LAST WEEK AND THIS WEEK. 
          AND HOPEFULLY WE'LL CONTINUE TO HEAR. 
          UM, SO WE CAN ADDRESS EVERYTHING AT ONCE. 
          THERE ARE THINGS THAT, THE POWERS THAT BE AND ALSO AFFECT, WHICH IS THE WAGES. 
          AND THEN THERE ARE THINGS THAT WE CAN'T REALLY DO, CAN'T FORCE PEOPLE TO SHOW UP FOR INTERVIEWS, CAN'T FORCE PEOPLE TO APPLY, CAN'T FORCE, YOU KNOW, PEOPLE WHO WANT A BETTER WORK LIFE BALANCE. 
          AND I DON'T BLAME THEM. 
          SO THIS COMMISSION, THIS DEPARTMENT WILL FOCUS ON THE THINGS THAT WE CAN CHANGE. 
          SO PLEASE CONTINUE TO SHARE WHAT THE STRUGGLES ARE, WHAT THE CHALLENGES ARE. 
          'CAUSE WE CAN MAKE CHANGES. 
          AND I, I DON'T WANT TO SOUND LIKE A BROKEN RECORD AGAIN, BUT I HAVE INVITED EVERY DEPARTMENT LEADERSHIP OR DEPARTMENT HEAD TO SHOW UP TO OUR MEETINGS AND FIGURE THIS OUT. 
          AND WHEN I WAS CHAIR, UH, PRESIDENT OF THIS COMMISSION, I MET WITH, UM, SUB DEPARTMENT HEADS, INCLUDING POLICE AND FIRE. 
          PERSONALLY, I, I MEAN I CAN SAFELY SAY THIS COMMISSION, BUT I'LL SPEAK FOR MYSELF. 
          I AM INTERESTED IN UNDERSTANDING WHAT THE ISSUES ARE. 
          MEETING WITH COUNCIL MEMBERS, WHAT WE DO HAD MEETINGS WITH ALL THE COUNCIL MEMBERS. 
          WE WERE ABLE TO HAVE JOB FAIRS IN THEIR, IN THEIR COMMUNITIES, MEETING WITH THE DEPARTMENT HEADS. 
          AND I CAN'T FORCE DEPARTMENT HEADS TO TELL ME SOMETHING. 
          [03:40:03]
THE PREVIOUS FIRE CHIEF TOLD ME ABOUT CLERK TYPIST. 
          AND I WAS KIND OF SCRATCHING MY HEAD THINKING THAT'S WHERE THE ISSUE IS. 
          CLERK TYPIST. 
          I KEEP HEARING ALL THESE OTHER THINGS, BUT YOU KNOW, IF THAT'S ALL HE WANTED TO SHARE, OKAY, I BROUGHT THE CLERK TYPIST ISSUES BACK TO CHRISTINA. 
          BUT TODAY WE'RE HEARING SOMETHING DIFFERENT, RIGHT? AND ALL FAIRNESS TO THIS CHIEF, IT WASN'T THIS CHIEF ONE THAT WE, SO IN CLOSING THINGS THAT WE CAN CHANGE COMPENSATION AND PROCESSES, WE CANNOT FOCUS ON THE WAGE PART. 
          WE HAVE OUR LABOR UNIONS HERE AND WE HAVE, UM, LEADERSHIP OF DEPARTMENTS. 
          THOSE ARE THE PEOPLE THAT CAN AFFECT THE WAGES, COMPENSATION. 
          THIS BODY HERE AND THIS DEPARTMENT CAN WORK ON PROCESSES. 
          AND BY COMMITMENT TO USE THAT WE WILL. 
          AND THIS IS NOT BECAUSE, UH, MR. MOGA, WE DON'T AGREE WITH THE PROPOSAL AND WE DON'T, NONE OF THAT. 
          THIS HAS TO DO WITH WE HEARD YOU, I SEE YOU AND I HEAR YOU. 
          AND THIS IS THE WORK THAT WE DO. 
          WE CAN'T STOP THE WORK BECAUSE THERE'S A PROPOSED CHANGE IN OUR CHARTER. 
          WE HAVE TO CONTINUE TO DO THE WORK. 
          'CAUSE COME NOVEMBER, IF NOTHING CHANGES, THEN HERE WE GO AGAIN. 
          TALK ABOUT, YOU KNOW, THINGS THAT ARE BACKED UP AND WE DON'T WANT TO DO THAT. 
          IF IT CHANGES, SO BE IT. 
          BUT IF IT DOESN'T, WE'LL HAVE MADE SOME HEADWAY. 
          ANOTHER THING THAT WE CAN AFFECT IS MORE STAFF. 
          MR. IKA, I KNOW IT'S A TOUGH THING TO DO, TO ADD MORE STAFF WHEN YOU'RE PROPOSING THIS CHANGE. 
          UH, BUT I, I NEED YOU TO HEAR US THAT WE NEED MORE STAFF. 
          NOT BECAUSE WE JUST WANT MORE BUTS AND CHAIRS, BUT BECAUSE WE NEED PEOPLE TO HELP OUR DEPARTMENTS. 
          AND THE MORE RETIREES, THE MORE GHOSTING, THE MORE THESE THINGS THAT WE CAN'T CONTROL HAPPEN. 
          WE JUST NEED THAT PUT UP MORE HANDS TO HELP US WITH THAT. 
          UM, SO THAT THE CHO TOP, TOP, TOP JOB AND A TOUGH JOB TO FIGURE THAT OUT. 
          UM, BUT I'M SURE YOU CAN FIGURE IT OUT. 
          HOW TO PROVIDE THE SUPPORT THIS DEPARTMENT NEEDS WHILE WORKING ON THIS AMENDMENT CHANGE. 
          AND FOR THE THINGS THAT WE CAN CHANGE, IT'S A WORLD THAT WE LIVE IN. 
          WE RAN THE RAT RACE FOR A REALLY LONG TIME. 
          UH, AND PERSONALLY SPEAKING, THE PANDEMIC WAS THE FIRST TIME THAT MY HUSBAND AND KIDS AND MYSELF WERE TOGETHER FOR SUCH A LONG TIME AND SPEND THAT QUALITY TIME TOGETHER. 
          THE ONLY OTHER TIME WAS VACATION. 
          SO A WEEK AT A TIME, MAYBE, YOU KNOW. 
          AND MY HUSBAND WHO USED TO TRAVEL THREE TO FOUR DAYS A WEEK, NOW, HE'S LIKE, I DON'T WANT TO TRAVEL. 
          I MISSED A LOT. 
          AND SO, YOU KNOW, OUR FEELINGS CHANGE. 
          THE KIDS ARE EIGHT. 
          AND SO IT'S IMPORTANT TO SPEND TIME WITH THEM. 
          SO I SEE WHY WE KIND OF HAVE THIS BIG JOLT TO THIS BIG STOP. 
          AND THEN WE KIND OF LIKE HOW IT FELT TO HAVE MORE TIME. 
          SO, YOU KNOW, ONLINE MEETINGS FANTASTIC IF I DON'T HAVE TO GET DRESSED FROM THE WAIST STAFF,  SITTING IN THE CAR. 
          FANTASTIC. 
          SO THANK YOU FOR YOUR TIME. 
          I KNOW IT'S REALLY LATE. 
          I KNOW I'VE BEEN VERY LENGTHY. 
          UM, BUT IT'S, UH, OH, TURNING OUT THE LIGHTS ON. 
          IT'S LIKE OPPOSITE THE CLUB, CLUB LIGHTS TURNED ON. 
          TURN IT OFF. 
          SO YOU, BUT THANK YOU FOR LISTENING. 
          AND AGAIN, MY COMMITMENT TO YOU, TO THE DEPARTMENT HEADS IS THAT WE WILL WORK ON THESE PROCESSES TO SEE WHAT WE CHANGE, WHAT WE CAN ACCEPT, AND WHATEVER WE CAN'T, WE CAN, UH, PERHAPS PUT IN A CHARTER AMENDMENT TO MAKE, UH, THIS FAIR AND EQUITABLE. 
          THE CHECKS AND BALANCES ARE IMPORTANT. 
          UM, SO WITH THAT, AGAIN, I WILL RECOMMEND, UH, MR. PRESIDENT THAT WE TAKE A COUPLE OF WEEKS TO FORMULATE, UM, A RESPONSE TO MR. BOCA. 
          UH, AND HAVE AN OPPORTUNITY TO HEAR MORE FROM THE DEPARTMENT HEADS AND ANY OTHERS THAT WANT TO, UM, SHARE THEIR FEELINGS. 
          THAT'S FAIR. 
          THANK YOU. 
          AND VICE PRESIDENT. 
          WELL, LET'S LET, LET START WITH SAME. 
          THANK YOU. 
          THE TIME IS LATE. 
          SO I'M GONNA BE EXTREMELY BRIEF. 
          I WOULD LIKE TO THANK ALL OF YOU THAT TOOK YOUR TIME TO COME. 
          AND I APPRECIATE ALL OF YOU THAT COULD STAY AND RESPECTFULLY TALK. 
          I HEARD WHAT YOU HAD TO SAY AND I'M NOT GOING TELL YOU THAT, 
          [03:45:01]
UH, I WAS HAPPY DURING IT. 
          I'M NOT, AND I'M NOT GOING TO ASK STAFF TO PLAY TIT FOR TAT THEY DON'T HAVE TIME. 
          I'M NOT GOING TO ASK THEM TO TEAR APART EVERY, UH, STATEMENT THAT WAS MADE TO TEST THE VERACITY OF IT. 
          IT'S A WASTE OF TIME. 
          I THINK THE FIRST PERSON THAT CAME UP TO THE TABLE, IT COULD HAVE BEEN THE SECOND, IT'S GETTING LATE FOR ME. 
          TALK COLLABORATION. 
          I HAVE AN EXPECTATION THAT THOSE OF YOU THAT ARE TAKING A CHECK FROM HERE WILL COLLABORATE. 
          YOU GET TOGETHER AND WORK TOGETHER. 
          I AM A MEMBER OF THIS COMMUNITY. 
          I'VE BEEN A MEMBER OF LONG BEACH FOR OVER 50 YEARS. 
          AND I HAVE AN EXPECTATION. 
          YOU'RE SPENDING MY TAX DOLLARS. 
          I WANT TO SEE SOMETHING DONE. 
          AND I HAVE AN EXPECTATION OUT OF ALL OF YOU THAT WE'LL FIX THIS. 
          IT'S HARD TO HEAR THIS. 
          I WANT YOU TO KNOW. 
          IT'S VERY HARD. 
          AND I COME FROM PUBLIC SERVICE. 
          I SPENT 25 YEARS AT LONG BEACH TRANSIT AND NEVER HAD THESE STEPS APART. 
          AND SO WHEN I HEAR THEM, I, I RECOGNIZE WE WERE ONLY DEALING WITH EIGHT TO 900 EMPLOYEES. 
          BUT WHEN I HEAR THE COMMENTS FROM THE DEPARTMENT HEADS, I GO BACK TO THE SAME THING. 
          THE SAME THING I SAID TO MR. SOME OTHER, WHERE WAS THE ACCOUNTABILITY? WHERE WAS IT AND WHERE HAS IT BEEN? I DON'T ACCEPT EVERYTHING THAT I'VE HEARD. 
          AND I'M NOT GOING TO, TO TO TELL YOU TONIGHT THAT I'M GONNA LEAVE HERE HAPPY. 
          I'M ANGRY. 
          AND I I'M GOING TO TELL YOU THAT IF THE CITIZENS OF LONG BEACH SAT IN THIS ROOM TONIGHT AND HEARD THIS STUFF, THEY WOULD BE VERY ANGRY TO KNOW THAT AS A CITY THAT'VE SAT BY AND DONE NOTHING. 
          YOU TALK ABOUT YOUR VACANCIES. 
          WHERE WAS HE ACCOUNTABLE? YOU MAY NOT LIKE HEARING ME SAY IT, BUT I'M GONNA TELL YOU TO YOUR FACE. 
          EVERYONE IS RESPONSIBLE. 
          EVERYONE IS RESPONSIBLE. 
          SO TAKE OWNERSHIP OF WHAT YOU HAVEN'T DONE AND COME BACK AND LET'S GET IT DONE. 
          BECAUSE WHETHER THIS CHARTER AMENDMENT PASSES OR NOT, IT'S NOT THE ISSUE FOR ME. 
          THE ISSUE FOR ME IS THAT YOU TOOK ON A JOB, YOU APPLIED FOR A JOB, YOU GOT THE JOB. 
          IS YOUR RESPONSIBILITY TO DO YOUR JOB, ALL OF YOU. 
          AND SO I'M TELLING YOU THE ACCOUNTABILITY, IT GOES BOTH WAYS. 
          AND TO TELL US THAT YOU COULDN'T COME TO THE COMMISSION, THAT'S HORSE. 
          I BE, SO I JUST TELL YOU HOW I FEEL. 
          I JUST HAVE TO BE HONEST WITH YOU. 
          THIS IS A TRAVESTY. 
          AND I'M REALLY DISAPPOINTED. 
          I EXPECTED MORE. 
          I'VE BEEN IN THIS SEAT SINCE I THINK JULY ONE AND I HAVEN'T SEEN ANY OF YOU. 
          LET ME TELL YOU SOMETHING. 
          IF I WAS A DIRECTOR AND I HAD VACANCIES AND THIS PERSON WASN'T DOING THEIR JOB AND THERE'S A COMMISSION THAT SHE HAS TO REPORT TO, YOU COULDN'T HAVE KEPT ME FROM THE COMMISSION MEETING. 
          ACCOUNTABILITY PEOPLE IS WHAT WE HAVE TO DO SO WE CAN STOP POKING EACH OTHER IN THE EYE. 
          WHATEVER WASN'T DONE ISN'T DONE. 
          BUT EFFECTIVE IMMEDIATELY WE'RE GONNA GET TO THE BUSINESS OF RUNNING THIS CITY LIKE IT'S SUPPOSED TO BE RUN. 
          IF YOU HAVE VACANCIES, YOU NEED TO START COMING ACROSS AND LET'S GETTING YOU FILLED BECAUSE JOANNE IS RIGHT ABOUT ONE THING. 
          THERE NEEDS TO BE CHANGE AND I RECOGNIZE THAT. 
          BUT WE STILL HAVE TO RUN THE BUSINESS. 
          SO FOR WHATEVER CAN BE DONE AND THE AMOUNT OF TIME THAT WE HAVE, NOW, LET'S GET TO THE MINIMUM. 
          OKAY? LET'S GET TO GETTING THE BUSINESS OF THE CITY DONE. 
          LETS, VACANCIES ARE CRITICAL. 
          THESE POSITIONS HAVE TO BE FILLED. 
          AND IF YOU HAVE LISTS AND YOU DON'T WANT THE PEOPLE ON THE LIST, THEN TELL HER. 
          AND IF SHE DOESN'T HEAR YOU, COME TELL US. 
          BUT WE CAN'T CHERRY PICK THROUGH THE LIST. 
          AND THAT'S PART OF THE PROBLEM. 
          NOT TO SAY THAT THAT'S WHAT YOU WANT TO DO. 
          I AGREE WITH YOU. 
          I WANT THE BEST PERSON IN THE JOB. 
          AND IF THEY'RE NOT ON THAT LIST, WE NEED TO GET TOGETHER AND MEET AND, AND MAKE CERTAIN THAT WE'RE TRYING TO GET AN AT, ATTRACT THE BEST PEOPLE. 
          BUT LET'S BE HONEST ABOUT SOMETHING ELSE. 
          WHEREAS THE MONEY, WHY AM I GONNA COME WORK FOR YOU IF I CAN GO TO THE CITY OF TORRANCE OR SANTA MONICA AND GET MORE? SO LET'S BE REALISTIC ABOUT ALL THE THINGS THAT ARE AFFECTING THE HIRING, ALL OF THE THINGS THAT PLAY A POINT. 
          IT ISN'T JUST ABOUT LONG TERM AND PROCESSES, IT'S 
          [03:50:01]
ALSO ABOUT THE MONEY. 
          WE NEED TO WORRY ABOUT THE WAGES IN OUR OWN HOUSE BEFORE WE GO OUT AND WORRY ABOUT THE WAGES BEING PAID IN HOTELS. 
          WORRY ABOUT THE MONEY HERE. 
          TAKE CARE OF OUR PEOPLE HERE THAT ARE IN THIS ROOM. 
          PAY A LIVING WAGE. 
          YOU HAVE FULL-TIME EQUIVALENT JOBS. 
          COME ON AND START PROMOTING SOME OF THESE PART-TIME PEOPLE, IF THEY WANT WORK, LET'S BE HONEST ABOUT WHAT WE'RE DOING HERE AND LET'S WORK TOGETHER BECAUSE I DON'T LIKE HEARING THAT FIREMEN, POLICE OFFICERS, UH, ANY WORKER IS WORKING INORDINATE AMOUNT OF HOURS AWAY FROM THEIR FAMILIES. 
          IT'S WRONG. 
          WE CAN'T TREAT EACH OTHER WITH SUCH DISDAIN AND DISRESPECT TO HAVE SOMEONE PULLING A DOUBLE SHIFT. 
          I SAW A POLICE OFFICER THE OTHER DAY AND HE WAS GONNA PULL A DOUBLE SHIFT. 
          THAT'S UNACCEPTABLE. 
          I COUNT ON YOU. 
          I LIVE IN THIS CITY AND I COUNT ON YOU. 
          AND SO, GOSH DARN IT, DO YOUR JOB AND HOLD US ACCOUNTABLE AS A COMMISSION. 
          I DON'T WANT TO JUST TAKE UP SPACE. 
          I, IF WE'RE HAVING A PROBLEM, LET'S GET TOGETHER. 
          I APPRECIATE YOU SO MUCH. 
          I TOOK SO MANY NOTES. 
          I HAVE CRAMPS IN MY HAND. 
          I HAD I REACHED IN MY PURSE TO TAKE MAGNESIUM BECAUSE I'M CRAMPING. 
          I'VE WRITTEN SO MUCH DOWN BECAUSE I APPRECIATE YOU SO MUCH FOR COMING, SPEAKING YOUR TRUTH. 
          IT'S IMPORTANT TO ME. 
          AND YOU'RE BRAVE, . 
          IT WAS VERY IMPORTANT TO HEAR, YOU KNOW, AND I'M EMBARRASSED, I AM EMBARRASSED AS A COMMISSIONER THAT I DIDN'T KNOW HOW YOU FELT. 
          ISN'T THAT A SHAME? I HAD TO HEAR FROM, I DON'T KNOW HOW MANY DIRECTORS SAT THERE, NEVER KNEW THAT, NEVER HEARD IT BEFORE. 
          IT HURTS TO KNOW THAT I CARE SO MUCH ABOUT THE CITY AND TO KNOW THAT WE HAD SUCH A DYSFUNCTIONAL ORGANIZATION. 
          WELL, NOW IT'S OUT. 
          IT'S OUT IN THE OPEN. 
          THE HORSES GALLOPING AROUND. 
          EVERYBODY KNOWS NOW. 
          SO I'M GONNA CHALLENGE US ALL TO GET TOGETHER, COLLABORATE, BECAUSE NOW EVERYBODY KNOWS THAT IT'S DYSFUNCTIONAL. 
          AND THEN LET'S BE NOT, LET'S NOT GET DISINGENUOUS. 
          I DO NOT WANT TO DO TIP OR TAT. 
          SO WHEN YOU'RE COMING TO TALK, PLEASE BE AS HONEST AS POSSIBLE. 
          DON'T GIVE MISINFORMATION JUST BECAUSE WHAT IT DOES IS IT THEN MAKES IT FEEL LIKE YOU'RE NOT CREDIBLE. 
          AND I KNOW YOU ARE NOT ONE PERSON SITTING IN HERE TODAY ISN'T SERIOUS ABOUT HOW THEY FELT. 
          AND I BELIEVE YOU. 
          BUT I ALSO BELIEVE THE COMMISSIONERS, AND I ALSO BELIEVE STAFF, WHEN THEY TELL US THAT IT WASN'T ME THAT HELD IT UP. 
          IT WASN'T US. 
          AND THEY PROVIDE TIMELINES. 
          YOU DON'T THINK WE QUIZ ABOUT CERTAIN THINGS WE DO. 
          AND THEN THEY'LL GIVE US THE RECEIPTS AND WE'LL GO, OH, WELL THAT PERSON ISN'T REPORTING TO US, SO WE CAN DO NOTHING ABOUT IT. 
          I GUESS THEY'LL TAKE THEIR TIME. 
          SO THERE'S TWO SIDES OF THIS POINT. 
          BUT I'M TELLING YOU, WE'RE ALL WORKING. 
          WE'RE ALL WORKING FOR ONE ORGANIZATION, AND WE'RE ALL WORKING FOR THE PEOPLE IN THIS COMMUNITY. 
          WE'RE ALL THE CITY OF LONG BEACH. 
          SO I'M CHALLENGING ALL OF YOU TO WORK TOGETHER. 
          DON'T POKE EACH OTHER IN THE EYE. 
          IT'S UNPRODUCTIVE. 
          LET'S NOT GO TIT FOR TAT AND WHAT HAS HAPPENED THAT WE CAN FIX. 
          LET'S FIX IT. 
          OKAY? PLEASE. 
          'CAUSE I TRUST YOU AND I KNOW A LOT OF YOU, I I'VE WORKED WITH YOU AND I TRUST YOU IMPLICITLY. 
          I KNOW YOU'RE DOING THE BEST THAT YOU CAN DO. 
          BUT COME ON NOW. 
          WE HADN'T HEARD ANY OF THIS. 
          AND IT HURTS MY FEELINGS. 
          IT REALLY DOES. 
          WE HADN'T HEARD ANY OF THIS. 
          AS A MATTER OF FACT, WE HAVE RAPED THE DEPARTMENTS. 
          WE, WE, WE PUT SOMEONE ON THE HOT SEAT TO ASK THEM WHY THEY HAD SO MANY POSITIONS THAT WERE NOT BEING FILLED. 
          AND I STILL COMMEND THE PERSON FOR SITTING UP THERE AND TAKING WHAT WE HAD TO SAY BECAUSE WE WERE SAYING, YOU HAVE LISTENED. 
          YOU ARE NOT FILLING 'EM. 
          SO I'M JUST GONNA ASK THAT WE WORK TOGETHER AND, UH, I'M, I'M ECHOING THE SENTIMENTS OF, OF, UH, COMMISSIONER JOSE UNA. 
          I DON'T WANT YOU TO FEEL LIKE WE'VE MADE ANY DECISIONS. 
          WE HAVEN'T. 
          HOW, HOW CAN WE, HOW CAN WE MAKE AN EFFECTIVE DECISION IF WE DON'T EVEN HAVE ALL THE INFORMATION? YOU PROVIDED A LOT OF INFORMATION TODAY THAT WE DIDN'T HEAR FROM YOU. 
          BUT I WANT TO SAY ONE THING BEFORE I CLOSE 
          [03:55:01]
ACCOUNTABILITY. 
          IT WAS ON SLIDE 18. 
          I'M NEVER GONNA FORGET IT BECAUSE IF THIS HAS BEEN DRAGGING ON AND DRAGGING ON AS YOU LIKE, YOU SAY, WELL WHO WAS, THAT'S WHAT I WANNA KNOW. 
          AND HOW COULD YOU LET IT GO ON FOR SO FAR? THAT PART YOU SHOULD BE ASHAMED OF. 
          AND THIS IS MY TAX DOLLARS. 
          I CAN KEEP IT REAL WITH YOU PEOPLE. 
          I'M RETIRED AND I'M A TAX PAYER AND THIS IS MY TAX MONEY. 
          I WANT TO SEE US DO BETTER. 
          WE ARE BETTER THAN THIS. 
          AND I APPRECIATE ALL OF THE SERVICES THAT ALL OF YOU PROVIDE. 
          WE APPRECIATE YOU AND I APPRECIATE YOU. 
          BUT LET'S GET TO WORK. 
          AND THIS ISN'T FOR ME. 
          IT'S NOT ABOUT THAT CHARTER. 
          IT'S ABOUT WORKING TOGETHER AS A TEAM. 
          THAT THAT'S WHAT IT REALLY IS ABOUT THE CHARTER THAT'LL TAKE CARE OF HIMSELF. 
          ALL OF THIS STUFF WILL TAKE CARE OF HIMSELF. 
          WE STILL HAVE WORK TO DO AND WE CAN'T WAIT AND WE CAN'T HOLD THE WORK IN ADVANCE UNTIL NOVEMBER. 
          WE STILL HAVE TO WORK. 
          SO LET'S DO THAT. 
          LET'S WORK TOGETHER AS A TEAM. 
          AND THOSE BARRIERS THAT HAVE EXISTED, WHY DON'T YOU GUYS START TEARING THEM DOWN, WORK TOGETHER WITH CHRISTINA AND HER STAFF, TEAR DOWN THE BARRIERS, THE IMPEDIMENTS, AND LET'S GET BUSY PLEASE. 
          AND WHEN YOU'RE DOING IT, THINK OF YOUR COMMUNITY. 
          'CAUSE YOUR COMMUNITY KNOWS WHAT'S GOING ON NOW. 
          IT'S NO LONGER THEIR DIRTY LITTLE SECRET KEPT IN HOUSE. 
          NOW EVERYBODY KNOWS AND THEY'RE GONNA THINK WE'RE, THERE'S SOMETHING WRONG WITH US. 
          I BE REAL HONEST WITH YOU. 
          SO ACCOUNTABILITY. 
          SLIDE 18. 
          EVERY TIME YOU THINK OF MY NAME, MY NAME IS ROBIN GORDON PETERSON. 
          ACCOUNTABILITY. 
          DO I DO THAT? THIS SLIDE 18, I LOVE. 
          WELL, I ALWAYS GO LAST SO I DON'T GET TO SAY MUCH, BUT  I'LL START OVER ON THIS. 
          NO, I'M JUST TEASING. 
          LEANING THIS WAY. 
          I'M SORRY. 
          I, YOU KNOW, AS A FORMER CITY EMPLOYEE, I, THE ONLY PROBLEM I HAVE WITH THIS MEETING IS I WOULD'VE LIKED TO HAVE HEARD FROM MORE MY WORDS RANK AND FILE EMPLOYEES. 
          'CAUSE THAT'S WHERE I CAME FROM. 
          AND JUST TO SHARE A LITTLE ANECDOTE, WHEN I GOT HIRED FROM THE CITY, IT WAS BEFORE COMPUTERS AND EVERY TESTING ONLINE AND ALL THAT. 
          AND I'M NOT SURE, MAYBE SOMEBODY CAN TELL ME, BUT I THINK I MADE THAT 90 BUSINESS DAY. 
          THAT WAS BEFORE THE COMPUTERS WOULD HAVE TO STAFF TO WORKING WITH. 
          NOW THIS IS LIKE IN THE NINETIES. 
          THAT'S HOW OLD I AM. 
          YES. 
          UM, BUT I, I AM LISTENING TO YOU GUYS AND I TOLD TOM LAST TIME, I NEED DETAILS. 
          THAT'S THE WAY MY MIND WORKS. 
          AND I'VE GOTTEN SOME HERE AND I WILL BE CONFERRING WITH CIVIL SERVICE STAFF TO ASK THEM MORE QUESTIONS. 
          BUT I'M GLAD THAT THE MANAGERS CAME OUT AND SPOKE AND SAID THEIR TRUTH AS THEY SEE IT. 
          BECAUSE THERE'S NOTHING WRONG WITH THAT. 
          WHETHER WE AGREE OR NOT. 
          THERE'S A, THERE'S, FROM MY PERSPECTIVE, THERE'S A PROBLEM WITH THE PROCESS. 
          YOU KNOW, SOME OF THESE, I DON'T KNOW, COMMUNICATION MAYBE. 
          UM, 'CAUSE CIVIL SERVICE CAN ONLY DO SO MUCH. 
          WE'RE LIMITED BY THE CHARTER. 
          BUT I THINK THE MAIN FOCUS HERE IS THAT PEOPLE REALLY, REALLY NEED TO SPEAK TO EACH OTHER. 
          FRANKLY. 
          THAT'S WHY THE PEOPLE WHO GOT UP HERE AND SAID THINGS THAT MAY HAVE BEEN A LITTLE UNCOMFORTABLE, I WAS GLAD FOR IT. 
          YOU KNOW, BECAUSE HOW CAN WE AS A CITY, AS CITY EMPLOYEES, AND I CONSIDER MYSELF AN EMPLOYEE AGAIN, UM, HOW CAN WE DO WHAT WE NEED TO DO UNLESS WE TALK TO EACH OTHER? NOW, A LOT HAS BEEN SAID ABOUT TIMELINES, THIS, THAT AND THE OTHER. 
          SOME OF IT CANNOT BE HELPED BECAUSE AS MY FELLOW COMMISSIONER SAID, WE CAN'T CONTROL APPLICANTS. 
          ALL WE CAN DO IS OFFER. 
          AND I THINK THAT NEEDS TO BE RECOGNIZED WHEN YOU'RE, WHEN YOU'RE GIVING ANECDOTAL STORIES. 
          YOU KNOW, I, I'M TRYING NOT TO CUSS 'CAUSE I HAVE A FILTHY MOUTH . 
          UM, SO I'M JUST GONNA LEAVE IT AT THAT. 
          BUT THANK YOU ALL FOR COMING AND SHARING YOUR PERSPECTIVE WITH US. 
          WE NEEDED TO HEAR THAT. 
          UM, I'M ONE OF THE NEWER COMMISSIONERS, MAYBE THE NEWEST. 
          AND, UM, SO I'M STILL FEELING MY WAY. 
          I'M STILL ASKING THE SAME, MAYBE SOME OF THE SAME QUESTIONS THAT YOU ARE. 
          'CAUSE I DON'T KNOW. 
          I KNOW WHAT I THINK SHOULD BE. 
          AND I THINK THAT'S WHERE WE HAVE THE PROBLEM PEOPLE, HOW PEOPLE THINK IT SHOULD BE VERSUS HOW IT REALLY IS. 
          SO THANK YOU. 
          THAT'S IT. 
          THANK YOU COMMISSIONER. 
          NO, WE WERE TALKING ABOUT WHO SHOWS 
          [04:00:01]
UP, LABOR SHOWS UP, WHO'S BEEN SHOWING UP TO OUR MEETINGS, LABOR, WHO COMES TO OUR MEETINGS, LABOR STAFF. 
          THOSE ARE, THOSE ARE THE ONES WHO HAVE ACTUALLY BEEN SHOWING UP FOR, SINCE THE BEGINNING OF US TALKING ABOUT THIS ISSUE. 
          WHO REACHED OUT LABOR? I HEARD FROM LABOR BEFORE. 
          I HEARD FROM ANYONE OF US OTHER THAN MAYBE TOM AND THE MAYOR. 
          UM, SO I JUST WANT TO CALL THAT OUT. 
          I MEAN, I THINK AT THE END OF THE DAY, UM, THOSE AND THE PRIVILEGE OF MANAGEMENT, I I'M THAT WHERE I WORK, UM, SOMETIMES WE GET A LITTLE CONCEIVING, YOU KNOW, WE GET PAUL PRAISE THE GLORY. 
          WE GET USED TO IT. 
          YOU KNOW, IT FEELS GOOD. 
          UM, AND WE CONFUSE THAT FOR US BEING THE ONES WHO DO THE WORK. 
          AND WE DO A JOB. 
          I'M NOT SAYING WE DON'T DO A JOB. 
          WE DON'T DO THE WORK. 
          LABOR DOES THE WORK, STAFF DOES THE WORK. 
          UM, I GOTTA SAY, UM, I I I WOULD HOPE TOM, THAT YOU WOULD HAVE A GOOD CONVERSATION WITH IAM. 
          UM, I THINK IT WOULD BE IN THE INTEREST OF THE CITY, UM, TO COME UP WITH A PROPOSAL, UM, THAT I AM IS COMFORTABLE WITH. 
          UM, I THINK YOU MIGHT WIN THIS WITHOUT THEIR SUPPORT. 
          IT'S VERY POSSIBLE. 
          UM, BUT I DON'T KNOW THAT THAT'S GOOD FOR THE MORALE AND THE FUNCTIONING OF THE CITY. 
          I DON'T KNOW IF THAT'S GOOD FOR THE PEOPLE WHO DO THE WORK. 
          UM, IN THAT DISCUSSION, I HAVE A COUPLE OF THINGS AND I DID PROMISE THE MAYOR I WOULD ACTUALLY GET TO THE SUBSTANCE OF THE PROPOSAL. 
          AND SO I'M, I'M FOCUSING SIMPLY ON THIS DOCUMENT, THE RED LINE DOCUMENT, BECAUSE EVERYTHING ELSE IS JUST PRETTY BRIEF. 
          UM, SO MR. , UM, I KNOW WE CAN'T TAKE ANY ACTION TODAY, BUT I I'D LIKE TO GIVE US TIME TO, TO DISCUSS IT AS A COMMISSION. 
          UM, YEAH, WE'LL WE CERTAINLY WILL. 
          I JUST, I WANT TO POINT THESE THINGS UP 'CAUSE I, I THINK IT DESERVES THOUGHT, IT DESERVES THOUGHT FROM EVERYBODY INCLUDING US. 
          AND I'M NOT GONNA SAY POSITION, I JUST, THESE ARE, THESE ARE THE CONCERNS I SEE. 
          SO IN THIS PROPOSAL, WE WILL REMAIN TO THIS COMMISSION IS DISCIPLINE OF APPEAL AND INVESTIGATIONS, RESOLVING HIRING COMPLAINTS AND, UH, INDUSTRIAL RETIREMENTS. 
          WHAT WILL BE REMOVED IS ANYTHING RELATED TO ELIGIBLE LISTS, EXAM AND CERTIFICATION. 
          CREATING CLASSIFICATIONS, WHICH IS, I WOULD ASSUME WOULD INCLUDE THE POWER OF CLASSIFIED UN, UM, TO RECOMMEND OR EVEN TO HAVE AN OPINION ON CHANGES TO, UM, ROLES RELATED TO HIRING PROCESSES. 
          UM, AND IT WILL REMOVE ALL OTHER MATTERS, UH, FOR OUR INVESTIGATION EXCEPT FOR DISCIPLINE. 
          SO LET'S, I'M JUST GONNA TALK REAL QUICK ABOUT CONCERNS ON THE REMAIN, UM, DISCIPLINE APPEALS. 
          THOSE TWO SIT IN EVERY DISCIPLINE APPEAL. 
          THEY HEAR EVERYTHING. 
          CHRISTINA IS WITH US THE ENTIRE TIME. 
          SHE HELPS US REMEMBER WHAT WE HEARD, REMEMBER WHAT THE RULES ARE, FIGURE OUT WHAT PROCESSES ARE, WHO WOULD DO THAT WORK. 
          IF AS THIS DOES SCREW REMOVES STAFF, INCLUDING THE EXECUTIVE DIRECTOR FROM THE CIVIL SERVICE INDUSTRY, AND THAT'S NOT THE STEP THAT COULD HAVE BEEN TAKEN. 
          THERE IS AN INTERMEDIARY. 
          STEP HARBOR HAS ACTUALLY A SMALL STAFF AND THEN A LARGER STAFF THAT THEY HAVE INFLUENCE ON. 
          NO, THIS WENT ALL THE WAY AND DELETED EVERYTHING RELATED TO ANY STAFF REPORT. 
          SO WHO WOULD SIT IN THOSE APPEALS? AND THIS IS A PROBLEM BECAUSE FOR EVERY APPEAL WE SIT IN THE COMPLAINANT IS THOMAS . 
          TOM HAS SIGNED OFF ON EV THE DISCIPLINE ON EACH AND EVERY ONE OF THOSE CASES. 
          HE'S THE ONE BEING APPEALED. 
          SO IF WE DON'T HAVE ANY INDEPENDENT STATUS WHO'S SITTING IN THAT ROOM WITH US, I'M RESOLVING HIRING COMPLAINTS. 
          IT SAYS WE'RE RESOLVING HIRING COMPLAINTS. 
          BUT I SEE NOTHING THAT GIVES US POWER TO DO SO. 
          THERE IS NO AUTHORITY HERE GRANTED. 
          SO WE WILL BE THE BOARD THAT WILL HEAR PEOPLE COME AND COMPLAIN AND SAY, WE AGREE WITH YOU, AND THEN HAVE NOTHING TO DO WITH THAT. 
          YOU KNOW, WE HAD A SMALL 
          [04:05:01]
SITUATION EXACTLY LIKE THAT. 
          UM, ONE OF THE FIRST TIMES I MET YOU, ASHLEY, UM, THERE WAS SOMEONE WHO WAS BROUGHT IN, GAVE A PUBLIC COMMENT ABOUT SOMETHING AND ALL OF US SAID, THAT DOESN'T SOUND RIGHT. 
          WE WENT AND TOLD OUR EXECUTIVE DIRECTOR, THAT DOESN'T SOUND RIGHT FROM WHAT I UNDERSTAND. 
          SHE WENT TO HR AND HR SAID, YEAH, THAT DOESN'T SOUND RIGHT. 
          BUT THAT'S WHAT THE DEPARTMENT DID. 
          IT WASN'T IN OUR AUTHORITY. 
          SO IF I HAVE NO, IF THERE IS NO AUTHORITY LEFT TO THE COMMISSION, HOW ARE WE RESOLVING HIRING DISTRICT IN COMPLAINTS? SO, UH, ONE LAST THING, WHICH IS, YEAH, I LOVE YOU ALL FOR BEING HONEST ENOUGH TO SAY THAT YOU DON'T LIKE DANCING. 
          YOU KNOW, LIKE, OKAY, EXPLAIN TO ME HOW A PREFERENCE SYSTEM, A NUMERICALLY BASED PREFERENCE SYSTEM, WHICH IS WHAT WE HAVE, BUT YOU GET POINTS FOR YOUR STATUS RIGHT NOW, HOW THAT WORKS IN AN ENVIRONMENT WHERE ALL LISTS ARE PROVIDED IN FULL AND THERE IS NO REQUIREMENT THAT YOU INTERVIEW THE TOP RANKED INDIVIDUALS WHO HAVE THE HIGHEST POINTS BEFORE ANYONE ELSE IN THAT LIST. 
          NOT ONLY DOES THAT NOT ENABLE US TO DO THE THINGS THAT WE SAID WE WERE GONNA DO FOR LOCAL PREFERENCE AND HIGHER ED PREFERENCE, BUT ACTUALLY REMOVES OUR VETERANS PREFERENCE. 
          MM-HMM. 
          . 
          I COME FROM A GOLD STAR FAMILY. 
          IF YOU DON'T KNOW WHAT THAT IS, YOU'RE LUCKY FIND. 
          RIGHT? I COME FROM A GOLD STAR FAMILY. 
          THAT MEANS I'VE LOST SOMEONE IN MY FAMILY. 
          MY PREFERENCE, PTSD, TRAUMATIC BRAIN INJURY BECAUSE OF THE SURFACE SYMBOL, I THINK, I THINK WE NEED TO BE MORE CAREFUL THAN WE'RE BEING BIGGER. 
          THE CHANGE, THE MORE CAREFUL YOU NEED TO BE, THE MORE PEOPLE YOU HAVE TO TALK TO BEFORE I GET MORE EMOTIONAL THAN I NEED TO BE. 
          MM-HMM. 
          ? UH, I THINK, UH, I THINK WE'RE NOT DONE WITH THIS CONVERSATION. 
          I THINK I'M HEARING THAT FROM OUR FELLOW COMMISSIONARIES. 
          UM, CHRISTINA, IF YOU COULD PLEASE IZE THIS IN OUR NEXT MEETING. 
          WE MAY NEED TO DO A VERY SPECIAL EVENING MEETING AT SOME POINT. 
          UM, I WOULD CERTAINLY INVITE AND HOPE, UM, TO HAVE AS MANY OF YOU HERE AS, UM, CAN BE HERE. 
          AND TO, UH, COMMISSIONER LOVE'S POINT. 
          I WOULD CERTAINLY LOVE TO HEAR FROM MORE PEOPLE WHO ARE DOING WORK CONCERN PRESIDENT. 
          I'D LIKE TO RECOMMEND, UH, IN ADDITION TO PUTTING A ITEM ON NEXT WEEK'S AGENDA NEXT WEEK, A REGULARLY SCHEDULED, UH, BUSINESS MEETINGS SO THAT THE FOLLOWING WEEK WE WON'T HAVE A MEETING. 
          UM, I'D LIKE TO RECOMMEND THAT WE HAVE A SPECIAL MEETING ON THE FOLLOWING WEDNESDAY. 
          THAT WAY WE HAVE, UH, WORKING TIMES TO ADDRESS THESE ISSUES. 
          I KNOW TIME IS OF THE ESSENCE AND ONE OF THE THINGS THAT I REALLY, UH, AM DISGRUNTLED ABOUT IN THIS PROCESS IS A FIRE DRILL THAT WE'RE HAVING TO RUN. 
          THANK YOU. 
          BECAUSE WE WEREN'T GIVEN ENOUGH TIME OR WE'RE BROUGHT INTO THIS PROCESS. 
          AND SO ALL OF THIS IS VERY IMPORTANT. 
          WE WILL CONTINUE TO WORK ON THESE THINGS, THESE PROCESS THINGS OUTSIDE OF THIS CHARTER AMENDMENT. 
          UH, BUT THE FIRE DRILL IS TO MEET CHARTER AMENDMENT TIMELINES. 
          AND SO, UM, MR. MOCA, I UNDERSTAND THAT THE TIMING HAS CHANGED BASED ON THE INFORMATION THAT YOU, UH, PRESENTED TO US THIS WEEK. 
          THE DEADLINE WAS SUPPOSED TO BE TOMORROW IF, AGAIN, DOESN'T GIVE US TIME. 
          HOWEVER, I BELIEVE IT'S DIFFERENT. 
          RIGHT. 
          CAN YOU TELL US WHAT EARLY MARCH MEANS? JUST SO WE HAVE A TIMELINE TO MEET? YOU WANT ME TO APPROACH AND ANSWER SOME OF THE QUESTIONS OR JUST THAT? NO, NO. 
          JUST THE TIMELINE SO WE KNOW HOW MUCH TIME AND HOW TO SCHEDULE MEETINGS, PLEASE. 
          SO, A COUPLE THINGS. 
          UM, ONE IN TERMS OF TIME, UH, THIS, THE FINAL VOTE ON THIS FOR THE CITY COUNCIL WILL BE AUGUST 6TH. 
          SO THERE WILL BE LOTS OF TIME BETWEEN NOW AND AUGUST 6TH FOR YOU TO GIVE ALL KINDS OF INPUT THAT YOU WOULD LIKE TO GIVE. 
          YOU CAN GIVE THAT AT THE COUNCIL MEETING. 
          YOU CAN GIVE THAT AT THREE DIFFERENT CHARTER MEETINGS, CHARTER COMMITTEE MEETINGS. 
          UM, I'M ON A SCHEDULE TO GO THROUGH OUR MEET AND CONFER WITH OUR LABOR PARTNERS AND TO GET THAT DONE, UH, BEFORE I'M EVEN ABLE TO START THAT PROCESS. 
          SO THAT'S REALLY WHERE THAT PROCESS STARTS, IS AT THE CITY COUNCIL MEETING FOR THEM TO HEAR IN FULLY PUBLICIZED MEETINGS AND FROM EVERYBODY. 
          AND SO THAT, THOSE ARE JUST MY PROPOSALS. 
          UM, AND SO WE'RE IN THAT MEETING 
          [04:10:01]
CONFER RIGHT NOW. 
          UH, WHILE THE CHARTER DEADLINES ARE SET, THE MEET AND CONFER IS, DOESN'T HAVE THE EXACT DATES 'CAUSE IT'S DESIGNED TO BE A PROCESS WHERE YOU MEET, YOU TALK, YOU MEET AGAIN, YOU TALK. 
          UH, WE'RE GONNA BE DONE WITH I THINK A NUMBER OF OUR, UM, LABOR PARTNERS, UM, THIS WEEK, IF NOT NEXT WEEK. 
          UH, AND THEN WE'RE STILL CONTINUING SOME OTHER DISCUSSIONS. 
          I WILL GET YOU A TIMELINE BECAUSE WE NEED TO GIVE THEM ONE AS WELL. 
          THERE IS A TIME AT WHICH POINT WE NEED TO MOVE FORWARD. 
          AND SO THAT'S PROBABLY, YOU KNOW, SEVERAL WEEKS AWAY FROM NOW. 
          WE'RE TRYING TO BUY MORE TIME. 
          WE'RE TRYING TO ADDRESS THAT AS WELL. 
          AND SO I'LL GIVE A, A DATE NEXT, UH, I EXPECT NEXT WEEK OF WHAT IS THAT DATE THAT I NEED TO BE DONE WITH THE MEET AND CONFER, UM, IN ORDER TO, UM, ALLOW THIS DISCUSSION TO MOVE FORWARD. 
          SO I'D ENCOURAGE YOU TO MEET NEXT WEEK IF YOU COULD. 
          UM, AS, AND AGAIN, YOU AS A BODY CAN CALL SPECIAL MEETINGS AND YOU DON'T NEED ALL OF US THERE. 
          UM, YOU KNOW, SO DON'T WORRY ABOUT OUR SCHEDULES, BUT YOU CAN DO NEXT WEEK. 
          YOU CAN MAYBE DO THE WEEK AFTER THAT, BUT YOU ALSO CAN TALK ALL THE WAY THROUGH AND FORMULATE YOUR OPINIONS ON THE ITEM ALL THE WAY THROUGH OCTOBER, SIR, OBVIOUSLY. 
          SO, UM, I JUST TO CLARIFY, UM, SO I, I APPRECIATE THE OPPORTUNITY TO SPEAK ON AN ITEM UP, UP THROUGH A CERTAIN POINT. 
          WHAT MY HOPE IS, AND WHAT I'VE COMMUNICATED, UH, WITH THE MAYOR IS THIS PROPOSAL, THERE'S NO GOING BACK. 
          I MEAN, THE MINES ARE MADE UP. 
          IT'S GONNA GO ON THE BALLOT. 
          SO WHAT I WOULD LIKE TO DO PERSONALLY, AND HOPEFULLY THIS COMMISSION IS IN AGREEMENT, IS PROVIDE SOME FEEDBACK AS TO THE AMENDMENT CHANGE. 
          AND I WANT TO BE ABLE TO DO SO WITHIN THE TIMELINE THAT IS NEEDED BECAUSE I, I DON'T BELIEVE THAT THAT'S GONNA HAPPEN ONCE IT'S AT CITY COUNCIL. 
          SO WHATEVER THE MEETING CONFIRM PROCESS IS, IF YOU JUST, YOU KNOW, JUST GIVE US THAT, UM, KIND OF KNOWLEDGE, UH, BECAUSE I WANT TO BE ABLE TO PUT SOMETHING CONCISE TOGETHER, SOMETHING THAT'S PRODUCTIVE, UM, AND ALSO WITHIN TIME TO, TO BE EFFECTIVE AND POTENTIALLY AFFECT SOME OF THE LANGUAGE ON THERE. 
          THAT IS THE GOAL. 
          BUT I CAN SPEAK TO CITY COUNCIL, THAT'S FANTASTIC, BUT THAT DOESN'T MEAN THAT THIS BODY CAN MAKE CHANGES TO THE LANGUAGE TOO. 
          SO I'LL GET YOU A DATE, A SPECIFIC DATE VERY SOON. 
          WE'RE WORKING ON THAT AS WELL FOR OUR LABOR TEAMS. WHO, UM, OUR LABOR PARTNERS AS WELL. 
          UM, I WOULD SAY IT'S PROBABLY WITHIN THE NEXT TWO WEEKS. 
          SO I'D ASK YOU TO, YOU KNOW, SCHEDULE YOUR MEETINGS. 
          I THINK YOU JUST ASKED FOR A, A SPECIAL MEETING WITHIN THAT TIME. 
          UM, I'M HAPPY TO LOOK AT THINGS THAT ARE, YOU KNOW, IF IT'S IN ALIGNMENT WITH, YOU KNOW, WHAT I'VE PROPOSED, BUT IF WE'VE GOT A A WORD WRONG, IF THERE'S THINGS THAT NEED TO BE CHANGED, IF THERE'S CONCEPTING, THINGS WE'RE MISSING, IF THERE'S QUESTIONS, THEN, UH, THE PRESIDENT HAS SOME QUESTIONS TODAY ABOUT WHAT, WHO ARE THE STAFF? WE HAVE ANSWERS TO THOSE, BUT THOSE ARE THE QUESTIONS WE'D LIKE TO ANSWER. 
          IF WE NEED TO CLARIFY SOME OF THAT, THAT IS IN LINE WITH WHERE I, I'M I AM PROPOSING. 
          I'M OPEN TO THAT. 
          I, I DO WANT TO BE UPFRONT WITH YOU IF IT'S SOMETHING COMPLETELY DIFFERENT THAN WHAT I'M PROPOSING, WHERE THE POWERS ARE NOT THE SAME, WHERE WE'RE, WE'RE NOT LOOKING AT SOME SORT OF, OF STREAMLINING THAT IS REALLY IN MY INTEREST. 
          SO THEN I THINK THOSE WOULD BE MORE COMMENTS THAT YOU MAKE TO THE CITY COUNCIL. 
          AND THEN THEY GET TO HEAR, UH, DIFFERENT OPINIONS FROM, FROM US, FROM YOU AND WHOEVER. 
          BUT I'M OPEN TO THE ONES THAT IF YOU THINK I'M MISSING SOMETHING, IF YOU THINK THERE'S SOMETHING THAT'S NOT CLEAR, I, I'D LIKE TO CLARIFY THAT AND THEN WE'LL WORK ON THAT. 
          UM, AT THE BARGAIN TABLE WITH MR. WITH ALL, WITH ALL DUE RESPECT, UM, I'M NOT INTERESTED IN GRAMMAR CHECKS. 
          WE ARE INTERESTED IN EFFECTIVELY CHANGING IF NEEDED, RIGHT? ONCE THIS COM, THIS BODY COMES TOGETHER. 
          IF THERE'S ANY LANGUAGE THAT NEEDS TO CHANGE THAT IS NOT, YOU KNOW, GRAMMAR EDITING, THEN THAT'S WHAT WE WANT TO BE ABLE TO DO TO MAKE THIS AS BEST AS POSSIBLE FOR WHAT WE ARE THE GUARDIANS FOR. 
          WE'RE THE GUARDIANS OF THE MERITS OF STUFF. 
          SO THAT'S IMPORTANT. 
          AND, AND I AGREE, WE NEED SOME PROCESS CHANGES, BUT WITH ALL DUE RESPECT, WE ARE HERE TILL ALMOST 10 O'CLOCK. 
          AND IF ALL YOU'RE EXPECTING FROM US IS TO CHANGE MINOR WORDS, YOU ARE WASTING EVERYBODY'S TIME IN THIS ROOM. 
          THAT IS REALLY UPSETTING TO HEAR. 
          UNDERSTAND. 
          THAT IS INCREDIBLE. 
          I CAN RESPOND. 
          IT WAS NOT, IT WAS HIGHLY, THAT'S HIGHLY OFFENSIVE. 
          THANK YOU. 
          I I JUST, EXACTLY WHAT I SAID IS WHAT YOU JUST DID TO ME. 
          YOU'RE TELLING ME THAT YOU'RE WILLING TO CHANGE SOME LITTLE THINGS, BUT IF THERE'S YOU, YOU'RE NOT EVEN WILLING TO SAY THAT IF ON A MAJOR THING, SOMETHING BETTER COULD BE PROVIDED THAT YOU DIDN'T, YOU'RE NOT WILLING TO LOOK AT IT. 
          THAT'S WHAT YOU BASIC TOLD US. 
          I THOUGHT WE WERE ON A BETTER PATH. 
          I OPEN ANY, AND THAT'S WHY I SAID WHAT I SAID, IS THAT WHAT YOU SAID ABOUT PEOPLE JUST WANTING TO RUBBER STAMP THINGS? I, I, I REALLY WOULD'VE THOUGHT THAT, THAT, THAT HE WOULD'VE BEEN A LITTLE MORE STRATEGIC. 
          I'M OPEN TO ANY COMMENTS YOU WANT TO GIVE ME. 
          IF I SAID THE WRONG WORD ABOUT GRAMMAR, I APOLOGIZE. 
          I, BUT WORDS MATTER. 
          IF WE WRITE IT IN A CERTAIN WAY AND YOU PERCEIVE THAT YOU DO NOT HAVE POWER, AS THE PRESIDENT SAID, WE DON'T HAVE ANY POWER. 
          I WILL GIVE YOU AN ANSWER NEXT WEEK. 
          WE WANT TO RESPOND TO THAT, THAT YOU DO 
          [04:15:01]
HAVE THE AUTHORITY TO MAKE THOSE CHANGES. 
          SO IF THE WORDING DOES NOT NOTE THAT, I THINK WE NEED TO CHANGE THAT. 
          IF SOME OF THE COMMENTS I HEARD HERE TODAY, I THINK COULD MAKE SENSE. 
          I THINK SOME OF 'EM WHERE YOU'RE ASKING TO RETAIN, IF YOU WERE ASKING TO RETAIN THE TWO SEPARATE SYSTEMS, I JUST NEED TO BE HONEST WITH YOU, I'M NOT GONNA SUPPORT THAT. 
          UM, BUT I'M OPEN TO ANY OF ALL IDEAS. 
          IF YOU THINK I'M MISSING SOMETHING, IF YOU THINK THERE ARE THINGS THAT ARE MISSING THAT NEED TO BE CLARIFIED, THAT IS WHAT I CAN WORK ON IN THE NEXT COUPLE WEEKS. 
          AND THEN OF COURSE, BRING YOUR IDEAS TO THE CITY COUNCIL AND THEY HAVE THE CHANCE TO MAKE THOSE CHANGES AS WELL. 
          SO I, I OWE IT TO MY DEPARTMENTS AND, AND TO ALL OF US TO TRY TO ENACT THE CHANGES THAT WE'VE BEEN TALKING ABOUT. 
          I THINK YOU'VE HEARD OUR FRUSTRATION. 
          I THINK YOU ALSO NEED TO ASK YOURSELVES WHY YOU'RE HEARING THIS FOR THE VERY FIRST TIME. 
          WE'VE BEEN COMMUNICATING THIS FOR YEARS AND YEARS AND YEARS. 
          AND SO YOU SEE THE FRUSTRATION FROM US. 
          WE'RE A LITTLE TAKEN ABACK THAT YOU FEEL LIKE YOU DON'T HAVE THAT INFORMATION. 
          AND I THINK YOU NEED TO ASK YOURSELF WHY, BECAUSE THESE CONVERSATIONS THAT YOU HEARD WITH DEPARTMENTS HAPPEN EVERY SINGLE MONTH WITH YOUR TEAM, BUT FOR SOME REASON THAT'S NOT GETTING TO YOU. 
          BUT BACK TO THE ORIGINAL POINT, I AM OPEN. 
          SO IF THERE ARE THINGS, PLEASE GET ME A LETTER IN TWO WEEKS AND I WILL BE UPFRONT WITH YOU. 
          IF YOU SAY THESE ARE THINGS WE WANT TO DO AND THEY'RE BETTER THAN WHAT I'VE GOT, I WILL SAY ABSOLUTELY, LET'S WORK ON THOSE. 
          IF THERE ARE THINGS THAT I FEEL JUST ARE NOT, WERE NOT ALIGNED, I JUST, I BELIEVE IN DISAGREEMENT WITHOUT DISCORD, I'LL TELL YOU. 
          I JUST DISAGREED WITH THAT. 
          AND THEN THAT'S FOR THE COUNCIL TO DECIDE. 
          UM, SO IF I, IF I MADE THE WRONG STATEMENT ABOUT ALL YOU'RE DOING IS GRAMMAR CHECK, THAT WAS NOT INTENDED. 
          BUT WORDS MATTER. 
          AND I WANT TO HEAR WHAT YOU THINK ABOUT THE WORDS THAT ARE WRITTEN ON PAPER. 
          SO CLARIFYING LANGUAGE IS GRAMMAR EDITS. 
          ARE YOU WILLING MR. MONICA, TO GO THROUGH THE ME TO CONFER PROCESS IF WHAT ANY OF US BRING POTENTIALLY IMPROVES THE, THE AMENDMENT, SURE, THERE'S, IF WE'RE IN ALIGNMENT AND IT IMPROVES THE AMENDMENT AND IT MAKES SENSE FOR OUR WORKERS, IT MAKES SENSE FOR OUR DEPARTMENTS. 
          I'M ABSOLUTELY OPEN. 
          SO YOU'RE WILLING TO START THE PHOENIX PREFER PROCESS ALL OVER AGAIN TO JUST MAKE SURE THOSE THINGS ARE GOOD. 
          AS LONG AS WE CAN STAY ON SCHEDULE. 
          IF YOU'RE GIVING US TIMELY INFORMATION. 
          IF I CAN GET THIS TO THE COUNCIL. 
          YES. 
          ANY SENSE, MR. THAT, LISTEN, I KEEP MY COOL, I AM KNOWN FOR KEEPING MY COOL, WE ARE LITERALLY RUNNING A FIRE DRILL AND MEETING AND MEETING TONIGHT FROM LAST WEEK AND MEETING NEXT WEEK AND SCHEDULING A SPECIAL MEETING THE WEEK AFTER THAT. 
          BECAUSE YOU HAVEN'T TOLD US SOON ENOUGH, YOU GAVE US A HEADS UP CALL. 
          HEY, THIS EMAIL IS GOING OUT TO ALL CITY EMPLOYEES. 
          A HEADS UP CALL IS NOT INCLUSIVE. 
          AND I AM IRRITATED AD HEARING IF IT FALLS WITHIN THIS TIMELINE. 
          THE TIMELINE YOU GAVE US THIS WEEK WAS TOMORROW. 
          BUT TODAY IS SOMETHING DIFFERENT. 
          HOW ARE WE SUPPOSED TO MEET A CHANGING GOALPOST? HOW ARE WE SUPPOSED TO DO OUR WORK FOR OUR STAKEHOLDERS HERE IN THE AUDIENCE IF WE HAVE A MOVING GOALPOST? IT'S INCREDIBLY FRUSTRATING TO HAVE TWO EIGHT YEAR OLDS AT HOME AND IT'S ALMOST 10 O'CLOCK AND I'M NOT THERE FOR WHAT? BECAUSE YOU WANT GRAMMAR EDITS. 
          YOU WANT CLARIFYING LANGUAGE, SO A COMMA OR A SEMICOLON BECAUSE THAT MAKES IT MORE CLARIFYING. 
          THAT IS OFFENSIVE TO THIS BODY. 
          IT IS OFFENSIVE TO EVERYBODY IN THE AUDIENCE BECAUSE WE ALL HAVE FAMILIES. 
          WE ALL HAVE JOBS TO DO TOMORROW MORNING. 
          ALL OF THESE PEOPLE HAVE TO GET UP AND DO THEIR JOB. 
          BUT YET WE'RE HERE BECAUSE YOU'RE WILLING TO MAKE ANY CHANGES THAT FALL WITHIN YOUR TIMELINE AND YOUR AGENDA. 
          THAT IS NOT FAIR. 
          WE ARE TRYING TO BE INCLUSIVE HERE AND MAKE THIS WORK, BUT WE ARE COMING UP WITH A BARRIER. 
          IF WE'RE GONNA EFFECTIVELY CHANGE THIS AND WE WANT TO MAKE POSITIVE CHANGES, WE WANT TO BE ABLE TO DO THAT. 
          I KNOW YOUR MIND IS MADE UP. 
          IT'S GOING TO THE BALLOT, THAT'S FINE, BUT LET'S HAVE THE BEST DARN PRODUCT ON THE BALLOT AND YOU ARE NOT GIVING US THAT OPPORTUNITY TO PROVIDE THE BEST QUALITY PRODUCT TO GO ON THE BALLOT FOR THE CITIZENS OF LONG BEACH TO VOTE. 
          AND I'M QUITE ANNOYED. 
          I'VE BEEN HERE SINCE FIVE 30 AT MY FIRST MEETING AT SEVEN 30 THIS MORNING. 
          AND YOU WANT GRAMMAR CHANGES? WELL, HE'LL, I DON'T THINK, I DO NOT THINK THAT IS AN ACCURATE PORTRAYAL OF WHAT I'VE SAID, TOM, I YOU'RE NOT HELPING YOURSELF. 
          THAT'S SO CLARIFY COMMENTS, MR. MO INPUT. 
          I THINK YOU GIVE US ANY INPUT YOU WANT AND THEN I WILL HAVE TO DECIDE AND IN WHAT I'M GOING TO MOVE FORWARD IN MY PROPOSAL. 
          AND YOU CAN BRING WHATEVER YOU WANT TO THE CITY COUNCIL. 
          I THINK THAT'S FAIR. 
          AND IF THAT'S HOW IT'S GONNA WORK IN HR, I HAVE MAJOR ISSUES WITH THAT. 
          THANK YOU. 
          SO I'D LIKE TO CLARIFY IF I MAY, 
          [04:20:01]
THAT THIS IS NOT THE FIRST TIME THAT YOU'RE HEARING ABOUT THIS. 
          SO I'M ASKING YOU TO GET US INFORMATION SOON. 
          THIS WAS FIRST BROUGHT TO YOUR EXECUTIVE DIRECTOR IN DECEMBER THAT THIS WAS HAPPENING. 
          UH, A NUMBER OF YOU GOT CALLS FROM THE MAYOR IN JANUARY THAT THIS WAS HAPPENING. 
          I DID MY PROPOSAL ON JANUARY 18TH AND IT WAS ALL IN WRITING. 
          AND THEN THERE WAS THE FIRST MEETING. 
          AND SO THERE WERE SEVERAL WEEKS BEFORE THAT MEETING HAPPENED. 
          NOW WE'RE AT THE SECOND MEETING AND WE'RE EXTENDING DEADLINES AND OFFERING MORE TIME AND FINDING WAYS TO PUSH THAT SCHEDULE. 
          TOM, WHEN DID YOU GIVE US THIS? THAT CAME OUT LAST WEEK. 
          NOW WE HAVE SEVERAL WEEKS FROM NOW. 
          SOMETHING 90 SOME PAGES. 
          IT CAME OUT BEFORE THE DOCUMENT. 
          NO, THIS IS THE RED LINE. 
          WHEN DID YOU GIVE IT CAME OUT THE DAY BEFORE THE MEETING LAST WEEK ON WEDNESDAY. 
          YES. 
          SO IT'S NOT TOM. 
          I THINK THE WHOLE POINT THAT EVERYONE IS TRYING TO CONVEY TO YOU, AND I'M, I HAVE ALSO BEEN TRYING TO KEEP IT CIVIL, IS THAT YOUR LARGEST EMPLOYEE UNION IS SEVERELY CONCERNED ABOUT THIS. 
          YOU ARE RUSHING FOR AN ARTIFICIAL DEADLINE BECAUSE YOU FEEL LIKE YOU HAVE TO GET THIS DONE FOR THE NOVEMBER ELECTION. 
          ELECTIONS COME TWICE A YEAR. 
          YOU ARE MANUFACTURING THE TIMELINE. 
          AND LET ME TELL YOU WHAT I HAVE SAID TO YOU AND THE MAYOR EVERY TIME, ANY OF YOU HAVE BROUGHT THIS UP SINCE THAT SUPPOSED DECEMBER CONVERSATION, INCLUDE US. 
          OH, NO, NO, WE'RE NOT READY. 
          THERE WE'RE, THEY'LL BE SOME SORT OF TASK FORCE OR SOMETHING. 
          INCLUDE US, THERE'LL BE SOME THOUGHTS. 
          THE CITY COUNCIL'S GONNA HAVE TO FIGURE OUT HOW THEY WANT TO DO IT, INCLUDE THAT. 
          AND THEN WE GET HERE AND WE DON'T GET A, LET'S PUT THE CONCEPTS IN THE PLA PAPER, LET'S THROW CARDS AT THE BOARD. 
          THAT'S NOT WHERE WE ARE. 
          THIS IS THE PROPOSAL. 
          YOU HAVE A WEEK TO RESPOND. 
          THAT'S WHAT YOUR UNIONS ARE GETTING. 
          AND YOUR LARGEST ONE IS UPSET. 
          I, YOU, YOU COULD WIN THIS TOM. 
          BUT I DON'T THINK THAT'S GONNA MAKE FOR A VERY HAPPY CITY. 
          ALL RIGHT. 
          UM, I DON'T KNOW THAT FURTHER CONVERSATION IS GONNA AT THIS POINT. 
          UH, OKAY, I'M GONNA CALL IT. 
          SO THIS IS, UH, 9 59 AND WE, UH.
* This transcript was created by voice-to-text technology. The transcript has not been edited for errors or omissions, it is for reference only and is not the official minutes of the meeting.