May 22, 2024 Civil Service Commission - Special Meeting

THIS IS AN OPPORTUNITY TO ADDRESS THE CIVIL SERVICE COMMISSION ON AGENDA ITEMS. MADAM PRESIDENT, SIR? UH, IF I MAY, UH, I WOULD LIKE TO MAKE A COMMENT.

I'M HONORED.

AND PLEASE PLACE YOUR HAND OVER YOUR HEART PLEDGE ALLEGIANCE TO THE FLAG OF THE UNITED STATES OF AMERICA, AND TO THE REPUBLIC FOR WHICH IT STANDS, ONE NATION UNDER GOD, INDIVISIBLE, WITH LIBERTY AND JUSTICE FOR ALL.

THANK YOU, MAAL.

WE'RE ON TO PUBLIC COMMENTS.

UH,

[PUBLIC COMMENT Opportunity to address the Civil Service Commission on agenda items. ]

UM, I'D PREFER TO DO IT AT THE OPENING MEETING, THEN THE CLOSE.

THAT'S FINE.

UM, YOU KNOW, FRIENDS, I'VE HAD THE PRIVILEGE FOR THE LAST TWO YEARS OF SHARING HOW AFFIRMING IT'S BEEN TO WALK IN THE PRIDE PARADE WITH THE LONG BEACH POLICE DEPARTMENT.

UM, I BELIEVE THAT QUEER OFFICERS SHOULD FEEL WELCOME IN THE QUEER COMMUNITY, AND THAT THE DIALOGUE BETWEEN THE QUEER COMMUNITY AND THE POLICE HAD BEEN CHANGING FOR THE BETTER.

THIS YEAR, WE AS A COMMISSION WERE NOT INVITED BY LONG BEACH PD LEADERSHIP.

INSTEAD, I ACCEPTED A PERSONAL INVITATION FROM A QUEER MEMBER OF THE FORCE.

YET WHEN I ARRIVED, I WAS TOLD BY DEPARTMENT LEADERSHIP THAT IT WOULD BE DISRESPECTFUL FOR ME TO WALK IN THE PARADE WITH POLICE.

NOW, I APPRECIATE THE CALL THAT I RECEIVED ON MONDAY FROM CHIEF ISH.

HOWEVER, THAT CALL WAS ONLY THE START OF A CONVERSATION THAT MUST HAPPEN.

AND HEALING INVOLVES DEALING WITH THE PLAIN LANGUAGE REALITY OF A POLICE DEPUTY CHIEF TELLING A QUEER MEMBER OF THE COMMUNITY AND PUBLIC OVERSIGHT THAT THEIR PRESENCE IS A DISRESPECT.

HONESTLY, THE QUEER COMMUNITY HAS FOUGHT AGAINST OTHERS TELLING US THAT WE WERE NOT RESPECTABLE BECAUSE OF WHO WE ARE AND WHO WE LOVE.

LONG BEACH PD LEADERSHIP CANNOT PRETEND THAT THE COMMISSION HAS ALREADY BEEN DESTROYED BY THE CITY MANAGER'S AMENDMENT, AND LONG BEACH PD LEADERSHIP SHOULDN'T JOIN A CELEBRATION OF THE QUEER COMMUNITY IF THEY REFUSE TO EMBRACE THE COMMUNITY.

I'M DELIBERATELY SAYING LONG BEACH PD LEADERSHIP AND NOT RANK AND FILE QUEER MEMBERS OF LAW ENFORCEMENT.

LONG BEACH PD LEADERS LOST THE POINT HERE.

AND IT MAKES ME SAD BECAUSE I TRULY BELIEVE QUEER OFFICERS BELONG IN THE QUEER COMMUNITY.

AND PRIDE SHOULD BE A CELEBRATION OF JOY FOR ALL QUEER PEOPLE.

THOSE WITH A BADGE AND THOSE WITHOUT, WITHOUT.

THANK YOU MADAM PRESENT.

THANK YOU, MY FRIEND.

AND I WANT TO SAY, UH, THAT I'M SADDENED, UH, ABOUT WHAT HAPPENED TO YOU, BUT JUST KNOW THAT YOU'RE ALWAYS WELCOME.

YOU, WE ARE ALL MEMBERS OF THIS COMMUNITY.

I'M CERTAIN THAT YOU WILL RECEIVE ANOTHER CALL, AND THIS TIME I HOPE IT'S WITH CLEAR DIALOGUE.

SO I JUST WANT YOU TO KNOW, ERIC, I, I HURT FOR YOU, AND I CAN IMAGINE HOW YOU FELT.

I, I JUST CAN ONLY IMAGINE.

SO I HOPE THAT, UH, THERE'S CONTINUED DIALOGUE REGARDING THIS.

UH, WOULD ANY COMMISSIONERS LIKE TO PULL ANY ITEMS TO DISCUSS? I'D LIKE TO PULL ITEM NUMBER TWO, PLEASE.

ARE THERE ANY OTHER MEMBERS THAT, UM, WOULD LIKE TO ADDRESS THE COMMISSION? OKAY, THEN WE'LL GO AHEAD.

UH, THIS IS MY FIRST MEETING, UM, SO I WILL MAKE A, A TORRENT OF ERRORS.

UM, AND SO, UM, I'M ASKING FOR GRACE BEFOREHAND BECAUSE I, I ALREADY KNOW I'M GONNA JACK SOMETHING UP, SO PLEASE, UM, GIVE ME GRACE.

AND, AND I APPRECIATE YOU ALL FOR BEING HERE.

WE HAVE A REALLY GOOD, UH, ARRAY OF PEOPLE HERE.

SO THANK YOU ALL FOR COMING.

UM, WE'RE GONNA GO ON TO THE CONSENT CALENDAR.

[CONSENT CALENDAR (1. – 5.)]

WE'RE GOING TO PULL ITEM TWO.

CAN I GET A MOTION ON THE CONSENT CALENDAR? OH, YOU GUYS ARE AHEAD OF ME.

UM, SO WHEN WE GET IT MOVED, DO I NEED TO ANNOUNCE THE MOVE OR WE JUST GO WITH WHAT'S SAID ON THE SCREEN? SO YOU HAVE, YOU HAVE A FIRST AND A SECOND.

SO NOW I CAN, UM, HAVE THE VOTE, BUT DO YOU WANT ME TO ANNOUNCE THAT IT'S BEEN FIRST AND SECONDED? YOU CAN.

GARA, SECONDED BY, UH, ERIC FROST HOLLANDS.

SO IT WAS MOVED BY JOAN

[00:05:01]

WE CAN CALL FOR THE VOTE, PLEASE.

PRESIDENT GORDON PETERSON.

OH, I, I GUESS I NEED TO VOTE.

, I TOLD YOU THIS, THIS IS GONNA BE A DAY.

OH, MERCY.

THIS IS GONNA BE A DAY.

UM, EVERYONE HAS CASTER VOTE.

AND, UH, LET'S GO AHEAD AND CALL ITEM TWO.

MOVED BY VICTORIA LOVE.

SECONDED BY JOANNE GARCA.

WELL, UH, FIRST OF ALL, WELCOME TO YOUR FIRST MEETING.

WE, WE'VE ALL BEEN THERE WITH, UH, WITH THE HICCUPS EVEN, EVEN AFTER A WHILE, SO YOU'RE GOOD, .

OF THE YEARS OF SERVICE TO THE CITY OF LONG BEACH.

UM, ON ITEM NUMBER TWO, UM, I WANNA CALL SPECIAL ATTENTION TO UD AGUIRE.

I HOPE I SAID THAT CORRECTLY.

STREET LANDSCAPING SUPERVISOR TWO, WITH THE CITY FOR 33 YEARS AND SEVEN MONTHS, AND NOW RETIRING.

AND RODNEY, KEN KENNEDY STREET MAINTENANCE SUPERVISOR.

35 YEARS AND SIX MONTHS, AND NOW RETIRING AS WELL.

UH, VERY MANY TIMES WE GIVE ALL THE LAW TO FIRST RESPONDERS AS WE SHOULD.

UH, BUT THERE'S A LOT OF PEOPLE BEHIND THE SCENES THAT MAKE THE CITY GO ROUND.

AND SO A STREET LANDSCAPING SUPERVISOR AND A STREET MEET MAINTENANCE SUPERVISOR, IT KEEPS THINGS CLEAN, BEAUTIFUL, AND WORKING.

UM, SO MR. AGUIRE, I HOPE IT'S, UH, MR. AGUIRE, MR. KENNEDY, UH, CONGRATULATIONS ON YOUR RETIREMENT, AND THANK YOU FOR ALL

[2. 24-53446 Recommendation to approve retirements. Suggested Action: Approve recommendation. ]

THERE'S ALSO ONE MORE RETIREMENT ON THERE, TOO.

UM, OFFICER LISA SCHUMACHER, THAT'S CORRECT.

FOR YEARS, CORRECT.

LISA SCHUMACHER PD, 28 YEARS AND FOUR MONTHS.

WOW.

I MEAN, THE COMBINED, THE COMBINED, UH, YEARS OF SERVICE TO THE CITY OF LONG BEACH, UM, WE OWE A DEBT OF GRATITUDE TO ALL OF THESE WONDERFUL HUMAN BEINGS WHO, WHO HELP OUR CITY, UM, WITH PUBLIC SAFETY AND I GUESS BEAUTIFYING, CLEANING, AND AGAIN, UH, MAKING SURE EVERYTHING WORKS PROPERLY.

SO, THANK YOU, UH, TO THE THREE RETIRING, UM, AT THIS MEETING.

THANK YOU, JOANNE.

I THINK IT'S ALWAYS IMPORTANT TO ACKNOWLEDGE THOSE PEOPLE THAT, UH, SPEND A GREAT DEAL OF THEIR LIVES WITH THE CITY.

AND IT IS A SACRIFICE BECAUSE WE DON'T MOVE ON TO OTHER PLACES.

WE LOVE OUR CITY, AND WE STAY HERE.

SO LONGEVITY IS ALWAYS GOOD.

THAT MEANS THAT WE'RE DOING SOMETHING RIGHT WHEN SOMEONE STAYS THAT LONG.

UM, THE ONLY THING THAT I ALWAYS WORRIED ABOUT IS THE INSTITUTIONAL KNOWLEDGE.

WHEN SOMEONE WITH THAT MANY YEARS OF SERVICE, THEY, THEY DO SO MANY JOBS, UM, YOU KNOW, THEY GO UNNOTICED BECAUSE THEY'RE JUST SO GREAT AT WHAT THEY DO.

SO IT'S ALWAYS THE INSTITUTIONAL KNOWLEDGE THAT I FEAR FOR THE LAW.

SO, HOPEFULLY, UM, WE'VE MADE CERTAIN THAT WE'VE TAKEN ALL THE INFORMATION THEY HAD TO GIVE AND THAT WE'RE, WE'RE PASSING IT ON, BUT CONGRATULATIONS, AND I HOPE THEY KNOW THAT RETIREMENT, UH, NO, YOU DON'T RETIRE.

THEY'RE, THEY'RE STILL GONNA BE AROUND.

AND AS A, A BIT OF INSTITUTIONAL HISTORY HERE WITH THE COMMISSION COMMISSIONER, AAS WOULD OFTEN ASK, WHAT, WHAT ARE THE PLANS AFTER RETIREMENT? AND SO, UH, SINCE WE HAVEN'T HAD ANY RETIREES HERE FOR A WHILE, I MISS THE, UM, I'M NOT GONNA CALL IT BEING NOSY.

I'M JUST GONNA CALL IT, UH, THE INFORMATION THAT WE GET FROM OUR RETIREES AS TO WHAT THEIR PLANS ARE, UM, AFTER RETIREMENT.

SO, ONCE AGAIN, CONGRATULATIONS TO THE THREE.

I NEED A RECOMMENDATION TO APPROVE THE MINUTES FOR THE CIVIL SERVICE COMMISSION MEETING ON WEDNESDAY MAY 8TH, AND THE ADMINISTRATIVE HEARING OH SIX R 2 1 2 2 ON WEDNESDAY, JANUARY 24TH.

THAT TAKES CARE OF THE CONSENT CALENDAR.

ARE WE WAITING FOR A VOTE? YES.

[REGULAR AGENDA]

[6. 24-53450 Recommendation to approve the minutes for the Civil Service Commission Meeting on Wednesday, May 8, 2024, and Administrative Hearing 06-R-2122 on Wednesday, January 24, 2024. Suggested Action: Approve recommendation. ]

THANK YOU, JOANNE AND VICTORIA, ARE THERE ANY CORRECTIONS TO THE MINUTES? NO.

PLEASE CAST YOUR VOTE.

A RECOMMENDATION TO APPROVE BULLETIN FOR FINGERPRINT CLASSIFIER.

ITEM SEVEN,

[7. 24-53451 Recommendation to approve bulletin – Fingerprint Classifier. Suggested Action: Approve recommendation. ]

[00:10:03]

AND WE HAVE MARIA CONNO PRESENTING THIS MORNING.

MARIA, WHAT DO I DO? OKAY, THERE YOU GO.

THE EXAMINATION FOR FINGERPRINT CLASSIFIER WAS LAST ADMINISTERED AS AN OPEN NON-COMPETITIVE, AN OPEN COMPETITIVE, UH, EXAM OPPORTUNITY IN FISCAL YEAR 2019, FROM JUNE 25TH, 2019 TO, UH, JULY 27TH, 29, 20 18.

UH, I'M SORRY, I'M GONNA REPEAT THOSE DATES.

SO IT WAS FISCAL YEAR 2019, UM, FROM JUNE 25TH, 2018 TO, UH, UH, JULY 27TH, 2018.

THE RECRUITMENT AND FISCAL YEAR 2019 ATTRACTED 76 APPLICANTS AND RESULTED IN AN ELIGIBLE LIST OF NINE OF THE NINE APPLICANTS ON THE ELIGIBLE LIST, TWO WERE HIRED.

UM, THERE IS CURRENTLY ONE VACANCY IN THE LONG BEACH POLICE DEPARTMENT, UM, RECEIVED THE REQUISITION HAS BEEN RECEIVED BY THE CIVIL SERVICE DEPARTMENT IN FEBRUARY IN 2024.

THE PROPOSED CHANGES TO THE FINGERPRINT CLASSIFIER DRAW BULLETIN ARE UPDATING, FILING DATES AND SALARY INFORMATION, AND THE ADDITION OF EQUITY AND INCLUSION LANGUAGE CHANGES TO THE EXAMINATION.

WEIGHTS AND STAFF RECOMMENDS THAT THE RECRUITMENT RUN AS AN OPEN NON-COMPETITIVE EXAMINATION ON A CONTINUOUS BASIS.

THIS ARRANGEMENT MAY IMPROVE THE NUMBER OF QUALIFIED ELIGIBLE APPLICANTS BY ALLOWING THE CREATION OF SEVERAL ELIGIBLE LISTS AND THE EXTENSION OF THE JOB BULLETIN AS NECESSARY TO MEET THE NEEDS OF THE DEPARTMENT AND CIVIL SERVICES OBLIGATION TO PROVIDE SUFFICIENT NAMES AND INITIAL FILING PERIOD OF TWO WEEKS FROM MAY 24TH, 2024 TO JUNE SIX, SEVENTH, 2024 WILL BE, WILL COLLECT THE FIRST BATCH OF CANDIDATES TO BE PLACED ON THE FIRST ELIGIBLE LIST.

UM, SO THAT IS WHAT WE HAVE PLANNED FOR THIS BULLETIN.

DO YOU HAVE ANY QUESTIONS, COMMISSIONERS, ANY DISCUSSION ON THIS ITEM? I, YEAH, GO AHEAD.

MS. LAW, UM, WHY DID YOU CHANGE THE, THE, THE WEIGHTS? THE REASONING BEHIND THAT WAS, SO IN DISCUSSION WITH THE DEPARTMENT, UM, THIS CLASSIFICATION, UM, DOES HAVE A REQUIREMENT FOR A CERTIFICATION.

SO IN CONSIDERATION THAT THIS DOES REQUIRE CERTIFICATION AND SOME EXPERIENCE, UM, THE DISCUSSION WAS THAT MAYBE WE CAN TRY TO RECRUIT WITHOUT TESTING SO THAT WE CAN, THIS IS ALSO A HARD TO FEEL POSITION SO THAT WE CAN TRY TO RECRUIT WITHOUT THAT SINCE THERE'S ALREADY, UM, A CERTIFICATION BEHIND THIS.

SO WE CAN TRY TO RECRUIT WITH, UM, THAT IN MIND.

I'M A LITTLE CONFUSED BECAUSE, UH, ACCORDING TO YOU WHAT YOU JUST SAID, YOU HAD THE LAST TIME THIS WAS OPEN, RIGHT? YOU HAD, UH, UH, APPLICATIONS FOR 76 PEOPLE, BUT AFTER ALL THE CLEANING, ONLY NINE MADE IT THROUGH.

RIGHT? SO ONLY NINE MADE IT ON THE ACTUAL ELIGIBLE LIST.

SO WE HAVE APPLICANTS, BUT OF THOSE APPLICANTS PEOPLE DIDN'T, DON'T QUALIFY IN DIFFERENT WAYS, RIGHT? SO THERE COULD HAVE BEEN, UM, YOU KNOW, PEOPLE WHO DIDN'T QUALIFY BECAUSE THEY DIDN'T MEET THE INITIAL REQUIREMENTS AND THEN FURTHER FUNNELED ALL THE WAY DOWN SO THAT THE ELIGIBLE LIST THAT RESULTED WOULD ONLY INCLUDED NINE PEOPLE.

SO, SO WE'RE HOPING THAT THE, UM, WITH THIS REQUIREMENT THAT THEY HAVE A CERTIFICATION AND THE ONE YEAR OF EXPERIENCE MAY RESULT IN, UM, MAYBE A HIGHER NUMBER OF PEOPLE WHO MAKE IT ON THE ELIGIBLE LIST, OR THAT WE CAN PRODUCE SEVERAL LISTS WITH SMALL NUMBERS OF PEOPLE SO THAT THEY CAN FILL THEIR VACANCY OR VACANCIES.

THERE'S, UH, ONE VACANCY AT THE MOMENT, BUT THERE COULD BE ANOTHER ONE IN THE NEAR FUTURE.

UM, YEAH, I, I DON'T SEE, I'D BE INTERESTED TO SEE HOW THIS WORKS.

SURE.

SO IF YOU COULD KEEP ME IN THE LOOP, I'D APPRECIATE IT.

ABSOLUTELY.

WE'LL DO THAT.

COMMISSIONER GARCA, JUST A COMMENT.

I, I WANNA SAY I'M HAPPY TO, TO SEE THIS ON HERE AS WE KNOW THAT'S, UH, ONE OF OUR BOTTLENECK SITUATIONS WITH HIRING IN THE CITY.

SO IT'S, IT'S GOOD TO SEE THAT WE'RE, WE HAVE TWO AND WE ARE LOOKING FOR ONE MORE AS WELL.

HOPEFULLY THIS HELPS EASE THAT BOTTLENECK.

UH, WHEN COMMISSIONER LOVE WAS SPEAKING, THERE WAS SOMETHING THAT, UH, JUST, I JUST WANNA MAKE SURE I UNDERSTAND.

SURE.

SO THE, THE DIFFERENCES IS THAT YOU'RE REQUIRING THAT CERTIFICATION NOW, BUT YOU HADN'T IN THE PAST.

SO IN THE PAST, THERE WAS A CERTIFICATION REQUIRED.

THERE'S, THERE'S THAT, YOU KNOW, CERTIFICATION WE'RE COUNTING ON THAT THERE'S THIS OTHER ENTITY THAT, YOU KNOW, CERTIFIES THAT THESE PEOPLE ARE QUALIFIED IN SUCH A WAY.

SO THERE WAS A CERTIFICATION AND TESTING.

SO THE, THE TESTING MAY HAVE BEEN, UM, REDUNDANT.

T YEAH, IT MAY HAVE BEEN REDUNDANT.

AND THEN DID YOU REQUIRE THE ONE YEAR, UM, BEFORE? YEAH, THE ONE YEAR WAS ALSO REQUIRED.

SO IT WAS ONE YEAR CERTIFICATION AND TESTING AND TESTING.

SO NOW IT'S JUST THE ONE YEAR AND CERTIFICATION.

AND, UM, BECAUSE THERE'S,

[00:15:01]

AND, YOU KNOW, THEN WE CAN JUST, UM, TRY THEM OUT AND SEE IF IT WORKS OUT.

I LIKE INNOVATIVE CHANGE, YOU KNOW, IF THE OTHER THING DIDN'T WORK, TRY SOMETHING NEW.

AND THAT'S WHAT I LIKE ABOUT, UH, THE STAFF, IS THAT YOU'RE ALWAYS THINKING OUTSIDE OF THE BOX.

SO, UH, ALONG WITH COMMISSIONER LOVE, I'M, I'M GONNA BE INTERESTED TO, TO KNOW HOW THIS PLAYS OUT, BUT I LIKE THE FACT THAT YOU'RE TRYING SOMETHING DIFFERENT AND, AND THAT'S ALWAYS A GOOD THING FOR ME.

SO THANK YOU.

I APPRECIATE IT.

WE WILL KEEP YOU POSTED.

COMMISSION.

IF I COULD ADD, UM, I DEFINITELY WANNA THANK, UM, STAFF AND THE DEPARTMENT FOR WORKING TOWARDS, UM, TRYING SOMETHING NEW.

BUT AS ALWAYS, WHAT WE WILL, UH, LOOK AT, IF WE PRESENT AN ELIGIBLE LIST AND IT DETERMINES THAT, HEY, WE'RE THE DEPARTMENT CANNOT HIRE THAT WE ARE GIVING THEM TOO MANY PEOPLE THAT ARE UNQUALIFIED, THEN WE, WE KNOW FOR THE NEXT TIME, OKAY, WE'RE GONNA HAVE TO DO A LITTLE MORE ASSESSMENT.

SO THAT'S WHAT WE WOULD LOOK AT.

GOOD.

WE APPRECIATE THAT.

ALRIGHT.

ANY MORE DISCUSSION? YOU'D LIKE US TO VOTE ON THIS? SO YOU CAN LEAVE THAT PODIUM, HUH? ? I'M LOOKING AT THE SPEED .

LET'S CALL FOR A VOTE.

IT'S BEEN MOVED AND SECONDED.

AND THIS IS A RECOMMENDATION TO APPROVE A BULLETIN FOR A GARAGE SERVICE ATTENDANT, UH, NUMBER ONE THROUGH THREE, AND DONELLE WILL PRESENT TO YOU THIS MORNING.

APPRECIATE THAT.

MOTION CARRIES ON TO ITEM EIGHT,

[8. 24-53452 Recommendation to approve bulletin – Garage Service Attendant I-III. Suggested Action: Approve recommendation. ]

GOOD MORNING, COMMISSIONERS.

THAT'S MOVED BY ERIC CROSS HOLLANDS AND SECONDED BY JOAN GARCA.

GO AHEAD, MA'AM.

AND THANK YOU.

THANK YOU FOR COMING.

GOOD MORNING.

THE GARAGE SERVICE ATTENDANT ONE TO THREE WAS LAST ADMINISTERED AS AN OPEN CONTINUOUS OPPORTUNITY FROM JANUARY 6TH, 2023 THROUGH MAY 5TH, 2023.

AT THAT TIME, 121 APPLICANTS SUPPLIED AND 30 QUALIFIED.

AS A RESULT OF THIS RECRUITMENT, TWO ELIGIBLE LISTS WERE ESTABLISHED.

TEST NUMBER ONE WAS ESTABLISHED ON MAY 15TH, 2023, AND EXPIRED ON MAY 14TH, 2024.

TEST T WAS ESTABLISHED ON MAY 24TH, 2023, AND EXPIRES MAY 23RD.

20 24 8 CANDIDATES WERE HIRED FROM TEST ONE AND SIX CANDIDATES WERE HIRED FROM TEST TWO.

THERE ARE EIGHT VACANCIES IN FINANCIAL MANAGEMENT IN ONE VACANCY IN THE HARBOR DEPARTMENT.

PROPOSED CHANGES TO THE BULLETIN INCLUDE FILING DATES AND SALARY INFORMATION REMOVAL OF THE COVID LANGUAGE.

THE ADDITION OF EQUITY AND INCLUSION LANGUAGE STAFF RECOMMENDS THAT THE EXAMINATION WEIGHTS REMAIN THE SAME WITH THE APPLICATION AND SUPPLEMENTAL APPLICATION WEIGHTED AS QUALIFYING.

OCCUPATIONAL WRITTEN EXAMINATION WEIGHTED AS 40% AND THE PERFORMANCE EXAM WEIGHTED AS 60%.

UH, A REPRESENTATIVE FROM FINANCIAL MANAGEMENT DEPARTMENT IS PRESENT TO ANSWER ANY QUESTIONS YOU MAY HAVE.

COMMISSIONERS.

OH, THIS WAS RIPE FOR QUESTIONS.

NOTHING.

ALL RIGHT THEN.

UM, HEARING NO QUESTIONS, SO CALL FOR A VOTE.

MOVING ON TO ITEM NUMBER

[9. 24-53453 Recommendation to approve bulletin – Mechanical Engineering Associate. Suggested Action: Approve recommendation. ]

NINE.

THIS IS RECOMMENDATION TO APPROVE THE BULLETIN FOR MECHANICAL ENGINEERING ASSOCIATE.

GOOD MORNING.

WE'VE GOT LEVI PRESENTING TO YOU THIS MORNING.

ARE WE GOOD TO GO? ALRIGHT.

UM, YES.

SO THE EXAMINATION FOR MECHANICAL ENGINEERING ASSOCIATE WAS LAST ADMINISTERED AS AN OPEN, UH, NON-COMPETITIVE EXAM OPPORTUNITY IN FISCAL YEAR OF 22.

UM, FROM MARCH 18TH OF 22 TO, UH, APRIL 29TH, 2022.

UM, WE DID ESTABLISH TWO ELIGIBLE LISTS, UH, WITH 14 QUALIFIED CANDIDATES, UM, AND TWO SELECTIONS WERE MADE FROM THE DEPARTMENT.

UM, WE'RE CURRENTLY, UH, PROPOSING CHANGES, UH, FOR THE FILING DATES, THE SALARY INFORMATION, UM, AS WELL AS THE ADDITION, UM, OF THE EQUITY AND INCLUSION LANGUAGE AND THE REMOVAL OF THE COVID-19 VACCINATION LANGUAGE.

UM, WE DO RECOMMEND THE RECRUITMENT RUN IS AN OPEN, UH, NON-COMPETITIVE OPPORTUNITY AGAIN, UM, WITH AN INITIAL FILING PERIOD OF FOUR WEEKS.

OF US, NOT ONLY FOR THE, FOR THE DEPARTMENT, UH, WHICH IS HIRING, BUT FOR US AS WELL TO UNDERSTAND.

WE RECEIVED A MOTION IN A SECOND.

IS THERE ANY DISCUSSION ON THIS ITEM? COMMISSIONERS? JUST HAVE A COMMENT.

GO AHEAD, MS. GAR, I JUST HAVE A COMMENT.

UM, I KNOW THIS IS THE SECOND AGENDA THAT'S BEEN ON, BUT I REALLY APPRECIATE THE, THE DISPOSITION INFORMATION ON THERE, UH, TO OUR STAKEHOLDER DEPARTMENTS.

UH, I IMAGINE THAT YOU'RE CONTRIBUTING TO THIS INFORMATION, SO THANK YOU SO MUCH.

IT'S REALLY HELPFUL TO UNDERSTAND AS A WHOLE FOR ALL

[00:20:01]

AND JUST AS AN EXAMPLE, NOT PICKING ON THIS PARTICULAR ONE.

UH, SO WE HAD, UM, 14 TOTAL CANDIDATES.

TWO WERE SELECTED, NINE WERE INTERVIEWED AND NOT SELECTED, AND THREE DECLINED, UH, INTERVIEW.

SO IT'S SUPER HELPFUL TO UNDERSTAND THIS DATA.

UH, SO WE KNOW HOW TO TWEAK OUR METHODS AND OUR PROCESSES, HOPEFULLY TO CAPTURE, UH, MORE HIRES OR THE, UH, BRIGHT HIRES.

SO THANK YOU SO MUCH.

WHOEVER CAME UP WITH THAT WITHIN THE DEPARTMENT, THAT IS, UH, FANTASTIC INFORMATION TO ADD.

ALRIGHT, THANK YOU.

YOU, IS THERE ANY OTHER DISCUSSION? HEARING NONE.

CAN YOU CAST YOUR VOTES? MOTION CARRIES.

UH, RECOMMENDATION TO APPROVE THE BULLETIN FOR THE PARK NATURALIST.

MOVING ON TO ITEM 10.

WE'RE GOING TO,

[10. 24-53454 Recommendation to approve bulletin – Park Naturalist. Suggested Action: Approve recommendation. ]

IT'S BEEN MOVED AND SECONDED, AND STEVEN WILL PRESENT THIS MORNING.

IT'S GONNA BE UP THERE FOR A WHILE.

CAN YOU DO ME A FAVOR AND MOVE THE MIC IN JUST A LITTLE CLOSER? I'M HAVING A HARD TIME HEARING EVERYTHING.

IS THIS.

IS THIS OKAY? IT'S BETTER.

UH, THE PARK NATURALIST EXAMINATION WAS LAST ADMINISTERED AS IN OPEN NON-COMPETITIVE OPPORTUNITY IN FISCAL YEAR 2019 FROM JANUARY 25TH TO FEBRUARY 8TH, 2019.

AT THAT TIME, 84 CANDIDATES APPLIED AND 28 QUALIFIED.

ONE ELIGIBLE LIST WAS ESTABLISHED FROM THAT, UH, FILING, FILING PERIOD.

AND, UM, THAT LIST WAS REFERRED TO ONE REQUISITION FROM THE SINGLE USER DEPARTMENT, PARKS, RECREATION AND MARINE, OR PRM AND ONE SELECTION WAS ULTIMATELY MADE.

THERE IS CURRENTLY ONE VACANCY IN PRM, UH, RECEIVED IN THE CIVIL SERVICE DEPARTMENT ON OCTOBER 14TH, 2023.

DISCUSSION BETWEEN THE CIVIL SERVICE DEPARTMENT, UH, PRM AND HR RESULTED IN AN AGREEMENT TO ADD SPECIFIC ABILITY LANGUAGE DEFINING CLASSIFICATION REQUIREMENTS TO ACT AS A BACKUP AND PERFORM DUTIES ASSIGNED TO SUBORDINATE CLASSIFICATIONS WHEN DEEMED NECESSARY TO CONTINUE OPERATIONS.

UM, AS WELL AS REMOVE SPECIFIC LANGUAGE, UH, ABILITY LANGUAGE REGARDING LIFTING, STANDING KNEELING, AND WALKING METRICS, UH, WITHOUT THE COMPLETION OF A HUMAN RESOURCES WORKERS' COMPENSATION JOB ANALYSIS.

UM, OTHER PROPOSED CHANGES TO THE BULLETIN INCLUDE FILING DATES AND SALARY INFORMATION, ADDITION OF VACANCY INFORMATION TO, UH, BETTER DESCRIBE THE POSITION.

AND, UM, ADDITION OF EQUI EQUITY AND INCLUSION LANGUAGE.

UH, STAFF DOES RECOMMEND THAT THE RECRUITMENT RUN AS AN OPEN NON-COMPETITIVE EXAMINATION ON A CONTINUOUS BASIS.

AND THAT EXAMINATION WEIGHTS REMAIN THE SAME WITH, UH, QUALIFYING APPLICATION AND SUPPLEMENTAL APPLICATION AS QUALIFYING AND INITIAL, UH, UH, APPLICATION PERIOD OF FOUR WEEKS FROM 5 24 TO 6 21 20 24.

UM, REPRESENTATIVES FROM THE PRM DEPARTMENT ARE PRESENT TODAY TO ANSWER ANY QUESTIONS.

COMMISSIONERS, GO AHEAD MR. JOANN.

OF COURSE, I HAVE SOMETHING TO SAY.

UM, I JUST WANNA MENTION THAT THIS IS A POSITION THAT IS PROBABLY LITTLE KNOWN OF OUT IN OUR COMMUNITY, BUT WHAT A FANTASTIC OPPORTUNITY FOR SOMEONE WHO HAS A PASSION IN THIS AREA.

UM, WHO, WHO WOULD'VE KNOWN THAT WE HAD A POSITION AS SUCH? UM, SO HOPEFULLY MORE PEOPLE IN THE COMMUNITY KNOW THAT THIS EXISTS AND THEY APPLY AND THEY'RE HAPPY CAMPERS, PUN INTENDED.

, WE QUESTIONS? WE HAVE BEEN TALKING ABOUT THAT IN THE OFFICE.

JUST WHAT A GREAT JOB THIS IS.

SO RECRUITMENT'S ON IT.

I DO HAVE A QUESTION.

UM, THE, THE LAST LIST, UH, WE WERE ONLY ABLE TO, UM, GET ONE PERSON FROM THAT LIST, BUT YOU HAD, I THOUGHT YOU SAID LIKE YOU HAD OVER 18 QUALIFIED.

UH, THAT WAS BECAUSE THERE WAS ONLY, UH, ONE REQUISITION AND ONE OPEN POSITION AT THAT TIME.

AND SO, UM, WHAT HAPPENED TO THE FOLKS THAT WERE ON THAT LIST? UH, DID THEY JUST DON'T WANT IT ANYMORE.

THE LIST WAS OPEN FOR TWO YEARS.

GOT IT.

THAT'S THE MAXIMUM FOR, OKAY, GOT IT.

THE LIFE OF THE LIST.

ALRIGHT.

UM, THERE'S NO OTHER COMMENTS.

CAN I CALL FOR A VOTE PLEASE? THE MOTION CARRIES.

SYDNEY MORENO RECREATION LEADER X NON-CAREER.

NOW KNOW WHEN I THINK ABOUT IT, THIS CITY IS SO INNOVATIVE, A PARK NATURALIST, IT'S JUST GREAT.

UM, OKAY.

UM, WE'RE MOVING ON TO ITEM 11.

AND THIS IS A RECOMMENDATION TO EXTEND NON-CAREER HOURS FOR

[00:25:01]

GO AHEAD, STEVEN.

OKAY, THANK YOU.

UM, CORRESPONDENCE WAS RECEIVED FROM, UH, PRM REQUESTING CIVIL SERVICE COMMISSION APPROVAL TO EXTEND THE NON-CAREER HOURS FOR SIDNEY MORENO, WHO IS CURRENTLY EMPLOYED AS A RECREATIONAL LEADER.

10 NON-CAREER WITH PRM.

UH, STAFF RECOMMENDS APPROVAL IN ACCORDANCE TO ARTICLE FIVE, SECTION 49 OF THE CIVIL SERVICE RULES AND REGULATIONS AND THE CIVIL SERVICE POLICY SECTION 2.32.

UM, SOME FACTS FOR CONSIDERATION ARE, UM, ACCORDING TO ARTICLE FIVE, SECTION 49

[11. 24-53455 Recommendation to extend non-career hours for Sydney Moreno, Recreation Leader X-NC. Suggested Action: Approve recommendation. ]

OF THE CIVIL SERVICE RULES AND REGULATIONS, ALLOWING AND APPOINTING, UH, AN APPOINTING AUTHORITY TO REQUEST AN EXTENSION OF NON-CAREER EMPLOYEES APPOINTMENT, UM, IF THE EXTENSIONS ARE DEEMED NECESSARY IN ORDER TO THE APPOINTING DEPARTMENT TO FUNCTION AND OR PROVIDED THAT PERMANENT APPOINTMENT TO THOSE POSITIONS, WHICH ARE IN FACT PERMANENT AND OR BEING PURSUED.

UM, CITY MORENO WAS HIRED AS A RECREATIONAL LEADER, FIVE NON-CAREER IN JUNE OF 2017, AND MOVED TO A RECREATIONAL LEADER SEVEN NON-CAREER IN JANUARY OF 2022.

SHE WAS THEN PROMOTED TO A RECREATIONAL LEADER, 10 NON-CAREER IN AUGUST OF 2023.

AND IT IS A REMAINING IN THAT CLASSIFICATION, UM, AT THIS POINT, UM, IN HER ROLE AS RECREATIONAL, UH, SPECIALIST 10 IN THE COMMUNI COMMUNITY RECREATION SERVICES BUREAU.

UH, MS. MORENO PROVIDES AFTERSCHOOL PROGRAMMING SUPPORT FOR THE LONG BEACH UNIFIED SCHOOL DISTRICT WRAP PROGRAM, UM, WITH INCREASED HOURS, UH, WORK HOURS DUE TO STAFFING SHORTAGES.

UM, AS OF MAY 3RD, MS. MORENO IS AT 1480 HOURS WORKED, AND THE DEPARTMENT IS REQUESTING A 190 HOUR EXTENSION TO GET HER TO THE 6 24 ANNIVERSARY DATE.

UM, GRANTING THE ADDITIONAL HOURS TO MS. MORENO WILL ALLOW THE DEPARTMENT TO CONTINUE PROVIDING CRITICAL PROGRAMMING SUPPORT TO THE, UH, LONG BEACH UNIFIED SCHOOL DISTRICT WRAP PROGRAM.

UH, MS. MORENO HAS BEEN INFORMED OF THE REQUESTS ON TODAY'S AGENDA AND REPRESENTATIVES FROM PRM ARE PRESENT FOR ANY QUESTIONS, SIR? SO WE'VE HAD THIS POSITION COME BEFORE US, AND I THINK LAST TIME I WAS A LITTLE BIT SNARKY AND WAS JUST LIKE 10.

THAT ASSUMES THERE'S ONE THROUGH NINE LEVELS IN THAT DESIGNATION.

THIS SOUNDS LIKE A SERIOUS, UH, ROLE, UH, CLEARLY IMPORTANT TO THE CITY AND OUR RELATIONSHIP WITH K THROUGH 12.

I AM WONDERING HOW WE MADE THE DESIGNATION THAT THIS IS NON-CAREER VERSUS SOMETHING THAT SHOULD BE LOOKED AT FOR THE CLASSIFIED SERVICE.

AND, YOU KNOW, WE'RE TALKING ABOUT STAFFING SHORTAGES.

PART OF THAT COULD BE SOLVED BY BRINGING IN MORE NON NON CAREERS, BUT PART OF THAT COULD BE SOLVED BY TURNING CLASSIFIED WORK INTO CLASSIFIED SERVICE.

SO, UM, DO WE HAVE ANYONE FROM THE DEPARTMENT WHO CAN MAYBE SPEAK TO WHY IT'S NON-CAREER? AND THANK YOU FOR COMING.

YEAH, THANK YOU.

MY NAME IS GLADYS KAISER.

I'M BUREAU MANAGER OF COMMUNITY RECREATION SERVICES FOR THE DEPARTMENT OF PARKS RECREATION MARINE.

AND THAT IS A VERY GOOD QUESTION, BUT I'LL GO TO ANSWER THE FIRST QUESTION.

SO, UM, WE HAVE CLASSIFICATIONS, YOU HEAR ONE THROUGH 10, BUT ACTUALLY WE DON'T USE ALL THE CLASSIFICATIONS.

SO AT THIS CURRENT TIME, WE USE THE POSITIONS 3, 4, 5.

IN AQUATICS, WE USE SIX SEVEN, AND THEN WE JUMP TO 10.

THAT IS JUST HOW THE DEPARTMENT HAS BEEN SET UP FOR THE MANY YEARS.

I'VE BEEN WITH THE DEPARTMENT FOR ALMOST 25 YEARS.

UM, AND YOUR QUESTION AS TO WHY THIS IS NOT A FULL-TIME POSITION? THAT IS A VERY GOOD QUESTION.

AND, UM, IT, IT HONESTLY COMES DOWN TO BUDGETED, UM, RESTRAINTS.

THESE ARE ALL PART-TIME POSITIONS.

UM, YOU HEARD, UM, IT MENTIONED ABOUT PART OF THE SCHOOL DISTRICT.

THIS IS A SCHOOL DISTRICT PROGRAM WRAP.

UM, WINNERS REACHING AMAZING POTENTIAL IS THE CITY OF LONG BEACH IS ONE OF THE PROVIDERS SUCH AS THE BOYS AND GIRLS CLUB, THE YMCA, UM, AND OTHER, UM, COMMUNITY PARTNERS TO SUPPORT THE SCHOOL DISTRICT IN RUNNING THIS PROGRAM.

SO, UM, WE HAVE OUR RECREATION LEADER TENTS THAT SERVE AS THE LEADS, UM, AT THE SCHOOLS, UM, AND ARE CONSIDERED SITE DIRECTORS AT EACH SCHOOL.

SO IT SOUNDS LIKE YOU WOULD, IF THE CITY SUPPORTED YOU, THE CITY MANAGER AND HR SUPPORTED YOU, UM, YOU WOULD SEE A POTENTIAL FOR PERMANENT CLASSIFIED, UH, STAFF DOING THIS LEVEL OF WORK, UM, GIVEN THE OPPORTUNITY AND OF COURSE, WORKING WITHIN THE CONSTRAINTS OF OUR BUDGET.

SMARTER FILLS, IF WE ACTUALLY FILLED PERMANENT POSITIONS WITH PERMANENT PEOPLE.

UM, WE WOULD, UM, DEFINITELY PURSUE LOOKING AT THIS AS MAYBE OUR ENTRY LEVEL, UH, RECREATION ASSISTANT POSITION OR SOMETHING LIKE THAT.

ONE OF THE INTERESTING THINGS AS WE TALK ABOUT OUR NUMBER OF VACANCIES, I THINK SOMETIMES WE CAN SOLVE THAT IF WE, AND THEN THIS IS NOT WITHIN OUR PURVIEW, IT'S CITY MANAGER AND HR, BUT, UM, IF WE DID

[00:30:01]

AND, AND I THINK THAT MIGHT TAKE SOME OF THE BURDEN OFF OF YOU WITH THE DEPARTMENT, UM, AS WELL.

SO, JUST, JUST A NARRATIVE THAT, UM, WANTED TO POINT TO.

UM, GREAT POINT.

UM, WE'RE CONSISTENTLY, YOU KNOW, PARKS AND RECREATION IS VERY POPULAR.

UM, THERE'S ONE DEPARTMENT IN EVERY CITY, SO IT'S, IT'S A CONTINUAL COMPETITIVE PROCESS.

AS YOU KNOW, WE HAVE SOME EXTREMELY QUALIFIED STAFF HERE, UM, IN THE CITY OF LONG BEACH IN OUR DEPARTMENT THAT PROVIDE EXCELLENT PROGRAMS TO OUR, OUR COMMUNITY.

WE'RE EXTREMELY PROUD OF THEM.

UM, BUT SOMETIMES YOU DO A DISSERVICE WHEN YOU HAVE AN EXCELLENT EMPLOYEE, UM, AS THEIR PRIME TO BE, UM, USED IN OTHER AGENCIES.

SO IT'S, IT'S A CONTINUAL, UH, DRAW AND, AND COMPETITIVE PROCESS.

THANK YOU FOR THAT.

UM, FIRST I WANNA THANK YOU FOR COMING.

UM, PLEASURE.

WE APPRECIATE YOU, UH, TAKING YOUR TIME OUT.

UH, ALL OF MY CHILDREN AND I RAISED SIX OF THEM WENT THROUGH LONG BEACH UNIFIED SCHOOL DISTRICT, UH, PROGRAMS. SO RAP HAS BEEN AROUND A VERY LONG TIME.

MY CHILDREN TOOK PART OF THOSE PROGRAMS AT VARIOUS SITES.

AND THAT BEING SAID, YOU'VE NEEDED, UH, FULL-TIME EMPLOYEES FOR QUITE SOME TIME, NOT JUST SINCE THIS HIT OUR AGENDA.

AND, UM, AND I, I DO UNDERSTAND BUDGETING AND I DO UNDERSTAND THAT, UH, PERHAPS YOUR DEPARTMENT HASN'T BEEN GIVEN ALL THE RESOURCES THAT YOU NEED, BUT THE BOTTOM LINE IS THIS, WE EXTEND THIS PERSON AND THEY'RE LOYAL TO THE CITY.

WE NEED TO DO BETTER.

WE, WE NOT YOU, WE AS A CITY NEED TO DO BETTER.

SO, UM, I I'M NOT EVEN GONNA VENTURE INTO HOW LONG THIS PERSON HAS BEEN NON-CAREER, NON-BENEFITS, NON ANYTHING OTHER THAN WORK.

AND THAT'S, THAT'S THE PART THAT'S DISAPPOINTING.

WE DON'T HAVE A PROBLEM EXTENDING THE HOURS.

WE, WE WANT YOU TO HAVE THE RESOURCES THAT YOU NEED, BUT WE ALSO, I I HAVE TO AGREE WITH ERIC, WE HAVE THESE OPEN POSITIONS AND THEN WE SAY WE, WE CAN'T GET ENOUGH PEOPLE.

YOU HAVE PEOPLE, WE NEED TO PUT THEM IN FULL-TIME JOBS.

AND, AND I, I DO RECOGNIZE THERE ARE BUDGET CONSTRAINTS, BUT PER, PERHAPS WE NEED TO, UH, EVALUATE WHAT'S MOST IMPORTANT.

AND THAT IS EDUCATING OUR YOUNG, UH, OUR CHILDREN NEED THOSE WRAP PROGRAMS. THEY DO, THEY REALLY DO.

MY CHILDREN BENEFITED FROM 'EM.

AND SO THE ONLY THING I WANNA SAY FOR THE RECORD IS WE NEED TO DO BETTER.

AND, AND GIVING THIS PERSON AN EXTENSION OF THE HOURS, I, AS A PERSON, I'M HAPPY TO DO SO, BUT LET'S ALSO RECOGNIZE THAT THIS IS A PERSON WHO MAY HAVE A FAMILY WHO NEEDS THOSE BENEFITS AND A FULL TIME JOB.

AND SO, I'M, I'M, I'M ONLY DISAPPOINTED TO THE EXTENT THAT WE ARE, WE'RE CONSTANTLY WITH THE NON-CAREER, AND SOMETIMES I HEAR PEOPLE LANGUISHING FOR 10 YEARS IN A NON CAREER THAT THAT'S UNACCEPTABLE.

AND, AND, UM, I HOPE I'M NOT TRAMPLING ON ANYONE'S FEET THIS MORNING WHEN I SAY THIS, BUT THIS IS JUST HOW I FEEL.

I'VE, I'VE USED RAP AND SO AS OLD AS I AM, YOU CAN IMAGINE HOW LONG YOU'VE BEEN IN THIS SCHOOL DISTRICT SUPPORTING OUR CHILDREN.

AND, AND, AND THIS HAS NOTHING TO DO WITH YOUR DEPARTMENT.

YOU CAN ONLY WORK WITHIN THE FRAMEWORK THAT YOU'RE GIVEN.

BUT I, I JUST ASK THOSE THAT HAVE THE POWER TO DO MORE, DO BETTER, DO BETTER.

THAT'S, I'M OFF MY BULLY PULPIT.

I'M SURE APPRECI YOUR, YOUR CONTINUED SUPPORT.

IT IS A ABSOLUTELY GREAT PROGRAM ALONG WITH ALL OF OUR, ALL OF OUR OTHER PROGRAMS. UM, AND I HAVE TWO OF OUR DIRECTORS, OUR, OUR STAFF HERE, UM, WHO THANKFULLY ARE IN THE FULL-TIME CAPACITY, BUT HAVE GONE THROUGH THE RANKS, UM, TO EARN THAT CAPACITY.

AND WE DO WELCOME THE EVALUATION OF THE PROGRAM.

YEAH, YOU, YOU RUN A GREAT PROGRAM AND MY CHILDREN BENEFITED.

AND I WANNA THANK YOU FOR THAT.

UM, ARE THERE ANY, ANY OTHER, ANYTHING ELSE? ALL RIGHT, WE'RE GONNA GO AHEAD AND TAKE A CALL FOR A CALL.

I THINK I JUST, UH, NO, GO AHEAD.

JUST TO CHIME IN ON, ON THE YOUTH OF THE CITY, SOMETIMES IT'S HARD, IT'S HARD TO, UH, GO DOWN THAT FAR, UH, WHEN WE SAY OUR KIDS ARE FUTURE LEADERS.

UH, BUT IT'S ABSOLUTELY CORRECT.

I KNOW BEHIND YOU STANDS, UH, LONG BEACH UNIFIED SCHOOL DISTRICT GRADUATE, GO LANCERS.

MM-HMM, .

UM, MYSELF, I WENT THROUGH LONG BEACH UNIFIED SCHOOL DISTRICT.

WHO ELSE IN THE AUDIENCE WENT THROUGH L-B-U-S-D? ALL RIGHT, LOOK AT THAT.

SO, UH, WE, I KNOW IT'S HARD TO IMAGINE THAT AS WELL, BUT WE WERE ALL ONE'S KIDS, .

UM, AND SO IT, I, I'M A FIRM BELIEVER AND, UH, PROPONENT OF, UH, EDUCATING CHILDREN, SUPPORTING CHILDREN, UM, BECAUSE WE NEED TO ESTABLISH A, A SOLID FOUNDATION WITHIN OUR YOUTH BECAUSE ONE DAY WE MAY BE HERE.

, THANK YOU.

UM, ALL OF THE FULL-TIME, UH, NEEDS THAT YOU HAVE.

AND WE FULLY SUPPORT,

[00:35:01]

CALL FOR THE VOTE, PLEASE.

UM, OF THE CIVIL SERVICE POLICIES AND PROCEDURES.

WE'RE ON TO ITEM 12 RECOMMENDATION FOR THE EXTENSION OF HER PROBATIONARY PERIOD FOR MS. TRACY MOORE, HOUSING SPECIALIST ONE.

AND I APOLOGIZE FOR ADDING THE MISS.

I, I DON'T KNOW IF THAT'S, UH, I DIDN'T NEED TO DO THAT.

I APOLOGIZE FOR THAT.

UM, SO ON APRIL 24TH, 2024, THE CIVIL SERVICE DEPARTMENT RECEIVED A REQUISITES, UH, REQUEST FROM THE DEPARTMENT OF HEALTH AND HUMAN SERVICES, UH, OTHERWISE KNOWN AS DHHS FOR AN EXTENSION OF PROBATIONARY PERIOD.

FOR TRACY MOORE HOUSING SPECIALIST.

ONE, UH, STAFF RECOMMENDS APPROVAL IN ACCORDANCE WITH ARTICLE FIVE, SECTION 41, SUBSECTION TWO OF THE CIVIL SERVICE RULES AND REGULATIONS AND SECTION 1.01 A SUBSECTION A ONE, SORRY,

[12. 24-53456 Recommendation for extension of probationary period for Tracy Moore, Housing Specialist I. Suggested Action: Approve recommendation. ]

UM, SOME SA SOME FACTS FOR CONSIDERATION ARE ON DECEMBER 2ND, 2023, MS. MOORE WAS HIRED WITH DHHS AS A HOUSING SPECIALIST.

ONE.

THE HOUSING SPECIALIST CERTIFICATION IS COMPLEX AND REQUIRES SIGNIFICANT ON THE JOB TRAINING.

AND THE REQUIREMENT OF THAT INCUMBENTS OBTAIN A HOUSING CHOICE VOUCHER SPECIALIST CERTIFICATION, UH, PRIOR TO THE COMPLETION OF PROBATION, UH, MS. MOORE HAS YET TO TEST FOR THE, UH, CERTIFICATION.

HOWEVER, THE DEPARTMENT IS HOSTING THE NEXT ONSITE EXAM WHERE MS. MOORE WILL RECEIVE THE IN-PERSON TRAINING, UH, WHICH IS PREFERRED BY THE, THE DEPARTMENT, UH, DHHS PLANS TO HAVE MS. MOORE TEST FROM JULY 15TH TO THE 19TH OF THIS YEAR.

UH, DURING THE ONSITE TRAINING, UM, SHE WILL TEST, UH, FOR THE CERTIFICATION AND THE RESULTS WILL BE AVAILABLE IMMEDIATELY.

UM, MS. MOORE'S PROBATIONARY PERIOD IS SCHEDULED TO CONCLUDE ON OR AROUND JUNE 24TH, 2024.

UM, DHHS IS REQUESTING A 90 DAY, 522 HOUR EXTENSION OF MS. MOORE'S PROBATIONARY PERIOD, UH, BEYOND THE 10 44 HOURS, UH, PROBATIONARY PERIOD.

UM, ACCORDING TO SECTION 41, UH, SUBSECTION TWO OF THE CIVIL SERVICE RULES AND REGULATIONS, UM, IT STATES THAT EXTENSIONS OF THE PROBATIONARY PERIOD MAY BE GRANTED BY THE COMMISSION IN THREE MONTHS OR 520 22 SCHEDULED HOURS.

UH, WORK INCREMENTS, BUT SHALL IN NO INSTANCE EXCEED SIX MONTHS OR 10 44 SCHEDULED WORK HOURS OF EXTENDED PROBATIONARY TIME.

UH, GRANTING THE EXTENSION OF PROBATION WOULD ALLOW MS. MOORE, UH, TIME TO RECEIVE THE IN-PERSON TRAINING AND TO TAKE THE EXAM DURING THIS TRAINING.

UM, DHHS AND MS. MOORE HAVE BEEN NOTIFIED THAT THIS REQUEST WILL BE ON THE AGENDA TODAY.

AND, UH, REPRESENTATIVES FROM THE DEPARTMENT ARE PRESENT.

IF THERE'S ANY QUESTIONS, COMMISSIONERS, ANY QUESTIONS? MS. SWAP, WHEN DID YOU SAY YOU'RE DOING THE TEST ON SITE? IN JULY.

JUNE.

JULY.

IN JULY.

AND YOU WANT AN EXTENSION TILL JUST UM, IT'LL BE THE THREE MONTHS, WHAT, TWO WEEKS? THREE WEEKS? WHAT? UM, IT'S THE THREE MONTHS.

THREE MONTHS.

SO, WELL, 522 HOURS.

ALRIGHT.

WHAT IS THE DATE OF THE END OF THE EXTENSION? UM, SO IT, SHE'S CURRENTLY PROJECTED, UM, TO, UM, AND PROBATION IN JUNE.

UM, SO IF YOU CAN HELP ME OUT WITH THIS.

SO WE, SO HR BACKS OUT THE HOURS THAT YOU EXTEND AND THE RULES SAY THAT YOU EXTEND IN THOSE 522 INCREMENTS.

SO THEY'LL BACK THE HOURS OUT FOR HER TO REACH HER PROBATION.

SO IN TERMS OF IT, IT'LL DEPEND ON WHERE SHE ACTUALLY IS IN THE SYSTEM, BUT THEY'LL BACK OUT 5 22 HOURS TO GIVE HER THAT EXTENSION PERIOD.

SO IT'S A SYSTEM.

IT'S A SYSTEM THING.

CUT.

MS. LOVE, DID YOU HAVE ANY OTHER QUESTIONS? OH, NO, I HAVE A QUESTION.

UM, DID MS UH, DID MS. MOORE AGREE TO THE EXTENSION? WAS SHE OKAY WITH IT? YES.

AND IS THERE A, A REASON WHY, UH, WHY THIS, UM, CERTIFICATION WASN'T DONE DURING THE PROBATION TIME? SO IN OTHER WORDS, WHY, WHY DO WE HAVE TO EXTEND, WHY WASN'T THIS DONE DURING THE PROBATION TIME? REFER TO THE DEPARTMENT.

HI, GOOD MORNING.

MY NAME IS CHRISTIAN.

I'M PART OF THE HOUSING AUTHORITY BUREAU, AND I CAN SPEAK ON THE ITEM.

LIMITED CALENDAR OF EVENTS.

SO THE REASON THAT THE TRAINING WASN'T SCHEDULED, UH, DURING THE PROBATIONARY PERIOD, IT WAS 'CAUSE THERE WAS A

[00:40:01]

WE USE A THIRD PARTY TRAINING PROVIDER TO SCHEDULE THE HCB UH, SPECIALIST EXAM.

SO, SO IT'S BASED ON THEIR CALENDAR AND AVAILABILITY.

SO DURING, SO SHE WAS HIRED IN, UM, DECEMBER, UM, AND WHEN WE LOOKED AT THE CALENDAR DURING HER EMPLOYMENT PERIOD, WE REALIZED THAT THERE WOULD BE NO TESTING DURING HER PROBATIONARY PERIOD.

THERE WOULD BE NO OPPORTUNITY FOR TRAINING.

THAT IS CORRECT BECAUSE THIS YEAR WE HAVE TO IMPLEMENT THE NEW HOUSING OPPORTUNITIES THROUGH MODERNIZATION ACT, UHHUH , WHICH IS A FEDERAL LEGISLATION THAT WAS PASSED IN 2019, BUT IT'S BECOMING EFFECTIVE THIS COMING YEAR.

AND THE TRAINING PROVIDER WASN'T INCORPORATING THOSE AMENDMENTS TO THEIR CURRICULUM UNTIL THIS SUMMER.

NOW I UNDERSTAND.

SO IT HAD NOTHING TO DO WITH US.

IT HAS EVERYTHING TO DO WITH THE THIRD PARTY PROVIDER.

THEY WERE NOT UP TO SNUFF AND SO YOU COULDN'T EVEN USE THEM UNTIL THEY PASSED, UM, AND INCORPORATED THE NEW LEGISLATION.

THAT IS CORRECT, THAT WE HAD DELAYS BECAUSE THE TRADING PROVIDER WASN'T UPDATING THEIR CURRICULUM TO INCORPORATE THESE NEW LAWS.

GREAT.

I APPRECIATE THAT.

THANK YOU FOR THE EXPLANATION.

ARE THERE ANY OTHER QUESTIONS? OKAY, HEARING NONE.

I'LL CALL FOR A VOTE.

UM, HOWEVER, SHE DID NOT COMPLETE HER POLICE ACADEMY AND RESIGNED ON MAY 31ST, 2023.

MOTION CARRIES ON TO ITEM 13, RECOMMENDATION FOR THE EXTENSION OF PROBATIONARY PERIOD FOR SERRA ELA SPECIAL SERVICES OFFICER.

UH, NUMBER THREE, ARMED.

GOOD MORNING AGAIN.

SO ON MAY 9TH, 2024, THE CIVIL SERVICE DEPARTMENT RECEIVED A REQUEST FROM ELSA RAMOS, PERSONNEL ADMINISTRATOR IN THE POLICE DEPARTMENT FOR AN EXTENSION OF PROBATION PERIOD FROM SERRA ESCAMILLA SPECIAL SERVICES OFFICERS THREE, ARMED IN ACCORDANCE WITH ARTICLE FIVE, SECTION 41, SUBSECTION TWO OF THE CIVIL SERVICE RULES AND REGULATIONS AND SECTION 1.01, SUBSECTION ONE OF THE CIVIL SERVICE POLICIES AND PROCEDURES.

ES WAS HIRED AS A POLICE RECRUIT IN MAY ON MAY 22ND, 2023.

[13. 24-53457 Recommendation for extension of probationary period for Monserrat Escamilla, Special Services Officer III-Armed. Suggested Action: Approve recommendation. ]

AND IN JANUARY, 2024, MS. ESCAMILLA WAS HIRED FROM AN ACTIVE ELIGIBLE LIST AS A SPECIAL SERVICES OFFICER THREE ARMED ASSIGNED TO THE JAIL DIVISION IN THE SUPPORT BUREAU.

AS A CONDITION OF PROBATION, SPECIAL SERVICES OFFICERS ARE ASSIGNED TO THE JAIL, UH, THAT ARE ASSIGNED TO THE JAIL, ARE REQUIRED TO ATTEND A STRUCTURED IN-CUSTODY OFFICER ACADEMY THROUGH THE LAPD COMPRISED OF TWO WEEKS OF ORIENTATION, FOLLOWED BY 16 WEEKS OF INSTRUCTION.

THE BOARD STATE OF COMMUNITY COR AND COMMUNITY CORRECTIONS ONLY AUTHORIZES A CERTAIN NUMBER OF ENTITIES TO PROVIDE THIS TRAINING.

AND CURRENTLY THE LONG BEACH POLICE DEPARTMENT IS NOT ONE OF THOSE ENTITIES THAT ARE AUTHORIZED FOR THIS WORK.

HOWEVER, THE LONG BEACH, UH, THE LAPD, UH, SETS ASIDE A FEW SLOTS, UH, THROUGHOUT THE YEAR IN THE SEVERAL CLASSES THAT THEY CONDUCT THROUGHOUT THE YEAR, UH, FOR LONG BEACH POLICE DEPARTMENT SPECIAL SERVICES OFFICERS.

UM, MR. ESCAMILLA IS SCHEDULED TO ATTEND THE, UH, THE NEXT INCUS OFFICER TRAINING ACADEMY SCHEDULED TO BEGIN IN JULY, 2024.

THAT, AND THAT CLASS IS, IS EXPECTED TO CONCLUDE IN NOVEMBER, 2024.

AND FOLLOWING THE COMPLETION OF THAT ACADEMY, MS. ESCAMILLA WILL UNDERGO AN HOUR EIGHT HOUR RECLAMATION TRAINING WITH, UH, LONG BEACH PD.

AND AFTER COMPLETION OF HER TRAINING AND RECLAMATION PERIOD, MR. CAMILLA WILL COMPLETE HER PROBATIONARY PERIOD, WHICH IS CURRENTLY IS SCHEDULED TO CONCLUDE ON JULY 2ND, 2024.

UH, THIS REQUEST IS FOR AN ADDITIONAL THREE MONTHS OR 522 HOURS, UH, TO EXTEND HER PROBATION AND TO CONTINUE MONITORING HER PROGRESS AND FOR THE BEGINNING OF HER, UH, WORK WHILE, UH, IN THE IN CUSTODY, UH, TRAINING PROGRAM, UM, MS. ESCAMILLA WILL BE EVALUATED DURING HER PROBATIONARY PERIOD.

AND IF ANOTHER EXTENSION WERE TO BE REQUIRED, THE POLICE DEPARTMENT WILL SUBMIT A REQUEST IN A TIMELY MANNER.

MS. KARICA, SO QUESTION HERE.

EXCUSE ME, CHRISTINA, MAYBE YOU CAN, UH, REFRESH MY MEMORY.

I BELIEVE WE HAD TALKED ABOUT PREVIOUSLY ABOUT EXTENDING SSO PROBATION TO ONE YEAR BECAUSE OF THE CONSISTENT, UH, REQUEST FOR EXTENSION OF PROBATIONARY PERIOD DUE TO THESE TESTING, UH, SITUATIONS.

CORRECT.

TELL ME WHERE WE ARE WITH THAT.

THE LAST I HEARD PD WAS IN MEET AND CONFER.

IT CLOSED.

AND OUR OKAY.

WE WILL WORK WITH PD TO UNDERSTAND, UM, I GUESS THEY'RE CLOSED AND, UM, READY TO MOVE TO ONE YEAR.

[00:45:01]

SO, OKAY.

AND JUST FOR THE RECORD, BECAUSE UH, WE COULDN'T HEAR YOU ON THE MIC, UH, ELSA RAMOS SAID THAT MEETING CONFER IS CLOSED AND READY TO PROCEED.

IS THAT CORRECT? YES.

I HA I SEE A HEAD NO.

SO , JUST FOR THE RECORD, THANK YOU VERY MUCH.

UM, AND I KNOW IT WILL BE HELPFUL TO EXTEND TO THE ONE YEAR PERIOD FOR, FOR ALL THESE REASONS.

ANY OTHER DISCUSSION? HEARING NONE, PLEASE CLASS YOUR VOTE.

THANK YOU MS. RAMOS.

I THANK YOU.

ITEM NUMBER 14, THIS IS A RECOMMENDATION TO RECEIVE AND FILE THE FINAL REPORT AND PRESENTATION FROM BAKER TILLY.

UM, INTERACTION THAT THEY'VE HAD WITH OUR CITY STAKEHOLDERS AS WELL AS CITY STAFF.

AND SO, UM, IT'S MY PLEASURE TO INTRODUCE OUR PRESENTERS THIS MORNING.

UM, BACK IN THE FALL OF, UH, 23, WE, UM, CONTRACTED WITH BAKER TILLY, A CONSULTING FIRM THAT HAS DONE SEVERAL, UH, REPORTS FOR THE CITY.

THEY WILL BE ABLE TO SHARE THAT INFORMATION WITH YOU.

UM, TODAY WE HAVE, UM, TWO PEOPLE THAT HAVE BEEN WORKING WITH US, MICHELLE NEW AND DONNA PETER.

AND, UM, NOT TO STEAL ALL THEIR THUNDER, THEY'RE GONNA TELL YOU ABOUT THE PROCESS AND HOW LONG ALL THE,

[14. 24-53458 Recommendation to receive and file final report and presentation from bakertilly. Suggested Action: Approve recommendation. ]

SO I'D LIKE TO INTRODUCE DONNA AND MICHELLE.

THANK YOU FOR THE OPPORTUNITY TO BE HERE TODAY.

MY NAME'S MICHELLE NEW.

UM, I'VE BEEN WITH BAKER TILLY PREVIOUSLY MANAGEMENT PARTNERS FOR ABOUT THREE YEARS.

PRIOR TO THAT I WAS IN LOCAL GOVERNMENT HUMAN RESOURCES, UM, FOR 15 YEARS.

AND SO I'VE VERY MUCH ENJOYED BEING ON THIS PROJECT AND, UM, BEING INVOLVED IN LEARNING AND, UM, HEARING ABOUT THE RECRUITMENT PROCESS HERE.

I'M GONNA LET DONNA INTRODUCE HERSELF AS WELL.

GOOD MORNING.

UM, GOOD MORNING.

MY NAME'S DONNA PETER.

I AM WHAT'S CALLED A SPECIAL ADVISOR WITH BAKER TILLY.

UM, AND WHAT THAT MEANS IS I'M ACTUALLY A SUBJECT MATTER EXPERT IN THE AREA OF HUMAN RESOURCES.

I HAVE OVER 30 YEARS EXPERIENCE IN HUMAN RESOURCES, ALL WITHIN MERIT BASED SYSTEMS. I'VE ALSO SERVED AS A SECRETARY, UH, TO TWO DIFFERENT, UM, PERSONNEL, COMMISSIONS AND BOARDS.

SO I'M VERY FAMILIAR WITH THE, UH, MERIT SYSTEM PROCESS, UM, AND AM VERY HAPPY TO BE HERE AND TO ASSIST THE CITY OF LONG BEACH, UM, WITH, UM, IMPROVING YOUR PROCESSES.

UM, I DO WANNA SAY THAT UM, WE HAD A LOT OF COOPERATION AND INPUT FROM CIVIL SERVICE STAFF AS WELL AS ALL THE OPERATING DEPARTMENTS AND WE REALLY APPRECIATE THAT.

'CAUSE OUR INFORMATION IS ONLY AS GOOD AS THE INFORMATION WE GET FROM STAFF.

SO THANK YOU FOR, UM, HAVING US TODAY.

AND DEVELOPED WHAT WE CALL AS IS PROCESS MAPS.

SO JUST, UM, A LITTLE BIT ABOUT THE ENGAGEMENT AND THE PROCESS OVERVIEW.

THIS WAS SPECIFICALLY A PROCESS IMPROVEMENT PROJECT.

IT WAS, UH, TO STREAMLINE THE HIRING PROCESS.

IT WAS NOT AN ORGANIZATION ASSESSMENT.

IT WAS A REAL TARGETED EFFORT TO STREAMLINE THOSE PROCESSES, IDENTIFY WHAT WE COULD DO, WHAT WE COULD RECOMMEND TO DECREASE THE TIME TO HIRE.

UM, WE ENGAGED DIRECTLY WITH THOSE INVOLVED IN THE RECRUITMENT PROCESS TO GATHER DETAILED INSIGHTS.

SO WE TALKED WITH THOSE WITHIN THE CIVIL SERVICE DEPARTMENT.

WE ALSO TALKED WITH, UM, ADMINISTRATIVE OFFICERS AND ANALYSTS WITHIN THE USER DEPARTMENTS AND HUMAN RESOURCES AS WELL.

UM, WE HAD, WE WANTED TO GET DETAILED INSIGHTS, WHAT'S WORKING, WHAT'S NOT WORKING, WHERE THERE'S ROOM FOR IMPROVEMENT SO THAT WE COULD REALLY UNDERSTAND WHAT THOSE CHALLENGES ARE AND WHAT THE BOTTLENECKS ARE.

SO THEN WE COULD THEREFORE MAKE SOME RECOMMENDATIONS FOR IMPROVEMENT.

UM, THOSE CONVERSATIONS REALLY HELPED PINPOINT SPECIFIC AREAS WHERE THERE'S ROOM FOR EFFICIENCIES, WHERE SOME EFFICIENCIES CAN BE GAINED.

AS FAR AS OUR PROCESS AND HOW WE STARTED, WE HAD A KICKOFF MEETING IN, UM, MIDDLE OF SEPTEMBER WHERE WE SPOKE WITH THE CIVIL SERVICE LEADERSHIP TEAM.

UM, IN OCTOBER, WE REVIEWED SOME OF THE BACKGROUND INFORMATION THAT WE HAD REV RECEIVED FROM THE DEPARTMENT.

WE ALSO HELD A NUMBER OF INTERVIEWS WITH STAFF.

WE THEN DESIGNED OUR WORKSHOP AND OUR PROCESS MAPPING SESSIONS.

UM, THE ONSITE WORK PROCESS MAPPING AND THE, THE WORKSHOP WITH STAFF WERE ORIGINALLY SCHEDULED IN NOVEMBER, HOWEVER, DUE TO STAFF, STAFF SCHEDULES, WE HAD TO PUSH THAT BACK.

SO THAT WAS PUSHED BACK TO JANUARY.

UM, WE CONDUCTED THE PROCESS MAPPING ON SITE, THEN WENT BACK

[00:50:01]

UM, WE ALSO HELD THE WORKSHOP WHILE WE WERE ON SITE.

AFTER WE CAME BACK FROM THE ONSITE WORK, WE ANALYZED ALL THE INFORMATION WE HAD COLLECTED, WENT BACK TO THE INTERVIEWS, THE PROCESS MAPS, UM, THE INFORMATION WE HAD GATHERED AND REALLY IDENTIFIED WHAT'S WORKING AND WHAT'S NOT WORKING AND THEN HOW WE CAN MAKE THINGS WORK A LITTLE BIT BETTER.

AND UM, THAT BRINGS US TO HERE WE ARE TODAY.

WE'VE DEVELOPED OUR OBSERVATIONS AND OUR RECOMMENDATIONS PREPARED THIS PRESENTATION AS WELL AS THE TRANSMITTAL MEMO AND THE PROCESS MAPS.

SO STAFF INTERVIEWS, UM, AGAIN, THIS WAS BACK IN OCTOBER.

WE INTERVIEWED THE CITY MANAGER, THE HUMAN RESOURCES DIRECTOR, AND THEN THE CIVIL SERVICE LEADERSHIP TEAM.

THIS WAS REALLY, UH, FOCUSED ON OBTAINING BACKGROUND INFORMATION SO THAT WE COULD GET AN OVERALL UNDERSTANDING OF THE HIRING PROCESS, WHAT'S WORKING, WHAT'S NOT WORKING, WHAT ARE THE CHALLENGES AND WHAT ARE THE DE DESIRES OF THOSE STAKEHOLDERS THAT WE MET WITH.

WE HAVE TWO SLIDES OF MAJOR THEMES FROM THE STAFF INTERVIEWS.

I'M NOT GONNA READ THESE 'CAUSE EVERYONE CAN SEE THEM ON THE SCREEN.

UM, WE HEARD, WE HEARD A LOT.

WE HEARD, MOST IMPORTANTLY WE HEARD THAT THINGS HAVE BEEN IMPROVING IN THE LAST SEVERAL YEARS.

BUT BECAUSE WE ARE FOCUSED ON PROCESS IMPROVEMENT AND WHAT CAN IMPROVE, UM, THESE ARE SOME OF THE ITEMS THAT WE HEARD.

WE ALSO HEARD THESE THEMES THROUGHOUT OUR ENGAGEMENTS THROUGHOUT THE OTHER WORKSHOP AND PROCESS IMPROVEMENTS AND OTHER CONVERSATIONS.

SO A LOT THAT WE HEARD REPEATED THROUGHOUT THE SIX MONTHS THAT WE WERE ON THIS PROJECT.

SOME AREAS WHERE CIVIL SERVICE CAN IMPROVE SOME AREAS WHERE DEPARTMENTS CAN IMPROVE TO SOME ADDITIONAL THEMES FROM THE INTERVIEWS.

SO THEN WE WENT TO THE PROCESS MAPPING.

UM, WE HAD A GROUP OF ABOUT PROBABLY ABOUT 20, 25 INDIVIDUALS, MEMBERS OF THE CIVIL SERVICE DEPARTMENT, HUMAN RESOURCES DEPARTMENT, AND THEN THE USER DEPARTMENTS.

UM, THESE WERE ALL INDIVIDUALS WHO WERE ACTUALLY INVOLVED IN THE RECRUITMENT PROCESS.

WE DIDN'T HAVE THE MANAGERS WHO AREN'T ACTUALLY INVOLVED IN APPROVING.

IT WAS REALLY THE FRONTLINE STAFF WHO ARE INVOLVED IN THE DAY-TO-DAY.

THEY KNOW THE NITTY GRITTY DETAILS OF WHAT THIS PARTICULAR STEP IS, WHAT THE NEXT STEP IS.

WE, WE KEPT ON ASKING, OKAY, WHAT'S NEXT? OKAY, WHAT'S NEXT? UM, I'M SURE SEVERAL PEOPLE IN THE AUDIENCE WERE SICK OF ME SAYING THAT .

'CAUSE WE WANTED TO GET THOSE REAL, THOSE REAL DETAILS SO THAT WE COULD LOOK AND SEE WHERE THERE'S SOME OF THOSE BOTTLENECKS.

WE THEN CREATED AN AS IS MAP SO THAT WE, WE CALL THEM AN AS IS IT'S HOW THE PROCESS IS WORKING.

NOW, WE WEREN'T ASKING HOW COULD THIS PROCESS BE IMPROVED.

THAT WAS FOR THE NEXT DAY.

WE WERE ASKING, WHAT IS THIS PROCESS LOOKING LIKE NOW? WE DEVELOPED A MAP OF THE ENTIRE PROCESS REQUISITION TO ONBOARDING AND THEN THE LIFE OF AN ELIGIBLE LIST ALSO TO, SO TWO MAPS, UM, AND REALLY IDENTIFIED THE STEPS THAT GO SMOOTHLY.

AND THOSE WERE, THERE'S SOME CHALLENGES WE PREPARED THE AS IS MAP SENT THAT TO CHRISTINA AND HER TEAM WHO VALIDATED THAT MAP.

AND THEN WE DEVELOPED WHAT WE CALL OUR TWO B MAP.

AND THE TWO B MAP IS WHERE WE INCORPORATE SOME RECOMMENDATIONS FOR STREAMLINING A FEW THINGS THAT WE NOTED WHEN WE WERE THERE ON, ON SITE FOR THE PROCESS MAPPING.

ONE, AGAIN, LIKE I SAID, THERE'S BEEN SOME IMPROVEMENTS IN THE LAST COUPLE OF YEAR IN THE YEARS IN THE HIRING PROCESS.

AND SO THAT WAS, THAT WAS GREAT TO SEE.

UM, WE ALSO HEARD THAT ONE OF THE MAJOR BOTTLENECKS WAS OUTDATED JOB DESCRIPTIONS.

UM, BECAUSE A LOT OF JOB DESCRIPTIONS ARE OUTDATED BEFORE RECRUITMENT IS OPENED.

THEY GO THROUGH THE PROCESS TO UPDATE THE JOB DESCRIPTION.

WE ALL KNOW THAT THAT INVOLVES MEET AND CONFER IN MOST CASES.

SO IT TAKES A WHILE, IT TAKES A LONG TIME.

AND THAT MEANS THERE'S THIS SEVERAL MONTH LAG BEFORE RECRUITMENT CAN EVEN BEGIN BECAUSE THEY NEED TO IDENTIFY WHAT THE KNOWLEDGE, SKILLS, AND ABILITIES ARE FOR THAT JOB DESCRIPTION BEFORE THEY CAN PREPARE A BULLETIN.

WE ALSO IDENTIFIED THAT THE DEPARTMENT IS NOT USING RECRUITMENT PLANS.

A BEST PRACTICE IS TO UTILIZE RECRUITMENT PLANS UPFRONT AT THE BEGINNING OF THE, OF THE, UM, PROCESS.

SO YOU CAN HAVE A SET SCHEDULE, YOU CAN HAVE A SET PLAN FOR THE RECRUITMENT, AND ALL INDIVIDUALS ARE ON BOARD.

UM, WE ALSO IDENTIFIED AREAS WHERE WE THOUGHT THAT THE RULES WERE A LITTLE BIT RIGID, WHERE WE COULD SEE SOME FLEXIBILITY AND OPPORTUNITIES FOR STREAMLINING.

THE NEXT DAY.

WE HELD A HALF DAY WORKSHOP.

UM, WE DESIGNED THIS WORKSHOP BASED ON WHAT WE HEARD FROM THE INDIVIDUALS IN THE INTERVIEWS, WHAT WE READ, ALL THE INFORMATION WE HAD GATHERED THAT FAR.

AND IT WAS REALLY, I, IT WAS DESIGNED TO IDENTIFY AND ADDRESS THE CHALLENGES THAT WE HAD BEEN HEARING ABOUT.

IT WAS AN ABBREVIATED VERSION OF WHAT WE CALL THE GE WORKOUT, WHICH IS A PROVEN APPROACH FOR PROCESS IMPROVEMENT

[00:55:01]

AND ORGANIZATIONAL CHANGE.

AND AGAIN, WE REALLY INVOLVED THE KEY STAKEHOLDERS, THE ONES WHO ARE THERE FRONTLINE DOING THE DAY-TO-DAY WORK.

SO YOU CAN SEE THE PARTICIPANTS FROM CIVIL SERVICE AND OPERATING, UM, OPERATING DEPARTMENTS.

THE GE WORKOUT IS, UM, BASED ON GENERAL ELECTRIC'S MODEL FOR PROBLEM SOLVING.

UM, IT'S, IT'S, WE'VE TAILORED IT FOR THE PUBLIC SECTOR, BUT IT IS USED IN THE PRIVATE SECTOR AND THE PUBLIC SECTOR TO STREAMLINE PROCESSES AND DRIVE IMPROVEMENTS.

AND IT'S REALLY FOCUSED ON INVOLVING THE PEOPLE WHO ARE DOING THE WORK.

UM, BECAUSE THEY CAN IDENTIFY SOME PRACTICAL SOLUTIONS THAT THEY KNOW ARE GONNA WORK SINCE THEY, THEY DO THE WORK, THEY'RE AT THE FRONT LINE.

IT ALSO HELPS PROMOTE BUY-IN.

AND IT'S REALLY GOOD FOR COLLABORATION AND FOR TEAMWORK.

AS FAR AS THE PROCESS GOES, I MENTIONED THIS IS AN ABBREVIATED PROCESS.

WE DIDN'T HAVE THE FULL THREE DAYS THAT A GE WORKOUT TYPICALLY TAKES.

UM, SO WE USED OUR TIME TO FIRST IDENTIFY THE CURRENT CHALLENGES.

WE DID THAT AS A LARGE GROUP.

EVERYONE IN THE ROOM, AGAIN ABOUT 20, 25 INDIVIDUALS WERE THERE.

WE TALKED ABOUT WHAT THE CHALLENGES ARE.

UM, AND THEN WE CARE.

WE, I'M SORRY, CATEGORIZED THEM.

UM, WE BROKE EVERYBODY INTO TEAMS AND THEN THE TEAMS IDENTIFIED SOLUTIONS IN THE SMALL GROUPS.

THEY BRAINSTORMED THEIR IDEAS AND THEN THEY USED WHAT WE CALL A JOHARI WINDOW, WHICH YOU CAN SEE IN THE ORANGE THERE TO PRIORITIZE.

I'LL COME BACK TO THIS JOHARI WINDOW IN A, IN A FUTURE SLIDE.

BUT IF YOU TAKE A LOOK, YOU SEE ON THE LEFT SIDE, SMALL PAYOFF, BIG PAYOFF, AND THEN AT THE TOP, EASY TO DO, HARD TO DO.

AND WHAT YOU DO IS YOU PUT YOUR POTENTIAL SOLUTIONS INTO THOSE QUADRANTS.

AND THAT'S HOW YOU USE THE, HOW YOU DO THE PRIORITIZATION.

UM, THE, THIS PROCESS ITSELF IS REALLY TEST.

IT'S, IT'S BEEN A TESTED METHODOLOGY AND IT'S USED, UM, FOR EFFECTIVE PRIORITIZATION AND TO DEVELOP REALLY COMPREHENSIVE AND ACTIONABLE RESULTS, WHICH IS WHAT WE WERE REALLY FOCUSED ON IN ON THAT DAY.

IT ALSO BRINGS ABOUT DIVERSE PERSPECTIVES.

'CAUSE YOU'RE INVOLVING ALL OF THE STAKEHOLDERS AT THE TABLE.

UM, AND THEN YOU HAVE WIDELY SUPPORTED SOLUTIONS.

THAT'S THE GOAL.

SO WE IDENTIFIED SIX MAJOR CHALLENGES IN THE WORKSHOP.

WE ASKED EVERYBODY TO BRAINSTORM AND THEN WE IDENTI WE, WE PUT THEM INTO BUCKETS ESSENTIALLY.

AND THESE ARE THE SIX BUCKETS THAT WE CAME UP WITH.

ELIGIBILITY LISTS AND THE REQUISITION PROCESS, COMMISSION RULES AND PROCESSES, TRUST, COMMUNICATION AND CULTURE, CANDIDATE EXPERIENCE, INCONSISTENT APPLICATION OF CIVIL SERVICE RULES AND OUTDATED, INCONSISTENT APPLICATION OF PRACTICES, POLICIES AND TRAINING.

SOME OF THE SOLUTIONS THAT CAME UP, WE CAME UP WITH WERE A LITTLE BIT OVERLAPPING AND CAN FALL INTO MAJOR DIFFERENT CATEGORIES, UM, AS WERE SOME OF THE CHALLENGES, BUT THOSE WERE THE SIX THAT WE FELT WERE THE MOST PRESSING BASED ON THE CONVERSATIONS THAT WE HAD WITH THE GROUP.

SO THEN WE DEVELOPED SOME SOLUTIONS.

COMING UP WITH THE PROBLEMS IS USUALLY THE EASY PART.

PEOPLE ARE REALLY GOOD AT THROWING THOSE ALL OUT.

UM, SOMETIMES COMING UP WITH THE SOLUTIONS IS REALLY DIFFICULT.

BUT THIS GROUP WAS GREAT AND THEY HAD A NUMBER OF DIFFERENT SOLUTIONS.

THEY TOOK THIS REALLY SERIOUSLY.

THEY COLLABORATED REALLY WELL.

WE HAD THREE DIFFERENT TABLES AND AT EACH TABLE WE HAD SOMEBODY FROM CIVIL SERVICE AND SOMEBODY FROM THE USER DEPARTMENT.

SO WE HAD MULTIPLE PEOPLE, MULTIPLE PERSPECTIVES.

UH, WE ALSO HAD TWO INDIVIDUALS FROM HUMAN RESOURCES.

SO WE DIDN'T HAVE ONE PER TABLE, BUT THEY WERE, THEY WERE IN THE GROUPS AS WELL.

UM, EACH TABLE WAS GIVEN TWO CHALLENGE AREAS.

THEY FIRST BRAINSTORMED INDIVIDUALLY EVERY SOLUTION THAT THEY COULD COME UP WITH, WHETHER THEY THOUGHT IT WAS RIDICULOUS, COMPLETELY IMPOSSIBLE, OR THE BEST SOLUTION EVER.

THEY, THEY CAME UP WITH EVERYTHING.

WE GAVE THEM POST-IT NOTES, THEY WROTE 'EM ON THE POST-IT NOTES.

UM, AND THEN THEY DISCUSSED AS A TABLE AND THEY WENT THROUGH, THERE WERE SOME REPEATS, SO THEY THREW THOSE REPEATS OUT.

UM, BUT THEY WENT THROUGH THROUGH AND DISCUSSED THEM AS A TABLE.

AND THEN WHAT WE USED WAS THAT JOHARI WINDOW THAT I MENTIONED, UM, WHERE WE HAVE THE EASY, HARD, SMALL, LARGE PAYOFF.

AND THEY TOOK INDIVIDUALLY EACH POST-IT AND IDENTIFIED WHERE IT WOULD GO.

SO THEY WOULD HAVE A CONVERSATION ABOUT EACH ONE, IS THIS EASY TO DO OR IS THIS HARD TO DO? IS THIS A BIG PAYOFF? IS THIS A SMALL PAYOFF? AND PUT THEM INTO EACH OF THE QUADRANTS.

UM, THEN WE TOOK THE SMALL PAYOFF, HARD TO DO OUT OF THE PICTURE.

'CAUSE IF IT'S NOT A GOOD, IF IT'S NOT GONNA BE A GOOD PAYOFF AND IT'S REALLY DIFFICULT TO DO, IT'S PROBABLY NOT GONNA BE WORTH OUR TIME.

SO TOOK THOSE OUT OF THE MIX AND THEN THEY EACH VOTED, THEY HAD DOTS AND THEY EACH VOTED ON THOSE TOP PRIORITIES.

UM, THE NEXT

[01:00:01]

SIX SLIDES ARE THE SOLUTIONS THEY CAME UP WITH.

SO THOSE THAT HAD SUFFICIENT DOTS THAT WERE GONNA BE THEIR TOP PRIORITIES.

UM, AND THEN THEY PRESENTED THAT TO THE LARGE GROUP AND WE HAD SOME DISCUSSIONS AND KIND OF HEARD FROM OTHER PERSPECTIVES AND THAT MIGHT NOT WORK.

OR, OH, THAT'S A GREAT IDEA, LET'S BUILD UPON THAT.

AND, AND IT WAS A REALLY GOOD CONVERSATION.

VERY, VERY HEALTHY, GOOD FOR TEAM BUILDING, I THINK.

SO THESE NEXT SIX SLIDES ARE THE SOLUTIONS THAT STAFF CAME UP WITH.

UM, WE DIDN'T MAKE CHANGES TO THEM.

THIS, THIS IS HOW THEY WERE DISCUSSED.

THIS IS THE NOTES THAT WE TOOK BASED ON THOSE CONVERSATIONS.

SO THE FIRST ONE WAS THE CHALLENGE ELIGIBILITY, ELIGIBILITY LISTS AND REQUISITION PROCESS.

THIS ONE HAD A LOT OF CONVERSATION.

THIS WAS ONE OF THE REAL MAJOR CHALLENGES THAT WE DISCUSSED, UM, AT THE BEGINNING.

AND AS YOU CAN SEE, BASED ON THESE, AGAIN, I'M NOT GONNA READ THEM ALL, BUT THERE'S A FAIR NUMBER OF THEM AND SOME INCREASED COORDINATION BETWEEN THE VARIOUS STAKEHOLDERS, I THINK IS REALLY THE KEY TO A LOT OF THESE.

UM, A LOT OF THESE CHALLENGES REGARDING THE ELIGIBILITY LISTS AND THE REQUISITIONS.

I'LL GIVE YOU A MINUTE TO READ THESE.

THE SECOND CHALLENGE IS THE COMMISSION RULES AND PROCESSES.

UM, THE RECOMMENDATIONS REALLY SURROUNDED, REVIEWING THE RULES ON A REGULAR BASIS INVOLVING ALL OF THE STAKEHOLDERS WHO NEED TO BE INVOLVED IN THOSE CONVERSATIONS.

AND IDENTIFYING WHERE THE RULES CAN BE ADJUSTED, WHERE THEY CAN BE MODIFIED TO STREAMLINE THE PROCESS, ADD A LITTLE BIT OF FLEXIBILITY INTO THE PROCESS.

CHALLENGE THREE, TRUST, COMMUNICATION AND CULTURE.

I THINK THE WORKSHOP WAS A REALLY GREAT OPPORTUNITY FOR EVERYBODY IN THE ROOM TO HAVE CONVERSATIONS, TO SHARE KNOWLEDGE.

UM, WE HEARD A LOT OF FOLKS GIVING RECOMMENDATIONS AS TO HOW THEY MOVE THEIR PROCESSES ALONG.

UM, AND I THINK IT WAS A REALLY GREAT COLLABORATIVE EFFORT AND I THINK THAT THEY DESIRE MORE OF THAT.

SO THE OPPORTUNITY TO MEET REGULARLY THE ADMINISTRATIVE OFFICERS, HR AND CIVIL SERVICE GROUP, UM, TO DISCUSS OPPORTUNITIES FOR IMPROVEMENT, TO DISCUSS HOW THEY DO THINGS IS A REALLY, IS A REALLY GREAT START FOR THIS.

AND WE HAD A NUMBER OF RECOMMENDATIONS REGARDING THAT.

AND THOSE WILL REALLY HELP BUILD TRUST AND OPEN COMMUNICATION, UM, AND, AND JUST COLLABORATE TO WORK BETTER TOGETHER.

THE NEXT CHALLENGE WAS THE CANDIDATE EXPERIENCE.

WE HEARD THAT THERE WAS CONFUSION FROM CANDIDATES.

UM, OFTENTIMES THE, THE USER DEPARTMENTS SAY THAT THEY, THEY HEARD FROM CANDIDATES THAT THEY WERE CONFUSED AS TO HOW THE PROCESS WORKED.

SO THESE ARE SOME RECOMMENDATIONS THAT THEY MADE TO OFFER SUGGESTIONS TO IMPROVE THAT PROCESS, TO EDUCATE THE CANDIDATES SO THAT THEY, UM, SO THAT THEY KNOW HOW THE PROCESS WORKS AND WHAT THE EXPECTATION IS GONNA BE, HOW LONG THE PROCESS MIGHT TAKE, WHAT THE NEXT STEPS WILL BE.

AND WE UNDERSTAND FROM OUR CONVERSATIONS WITH CHRISTINA THAT SOME OF THESE ARE ALREADY UNDERWAY.

CHALLENGE FIVE WAS THE INCONSISTENT APPLICATION OF CIVIL SERVICE RULES.

UM, AND I THINK, AGAIN, THIS REALLY COMES FROM AN EDUCATION STANDPOINT.

FOLKS IN THE CIVIL SERVICE TIME IN THE CIVIL SERVICE OFFICE JUST DON'T HAVE TIME TO FOCUS ON DOCUMENTING PROCESSES AND TRAINING BECAUSE THEY HAVE SO MANY RECRUITMENTS TO RUN.

AND SO DEDICATING SOME TIME TO DO THAT.

SO THE ADMINISTRATIVE OFFICERS AND THE ANALYSTS AND THE USER DEPARTMENTS KNOW WHAT THE RULES ARE AND ENSURE THAT THEY'RE CONSISTENTLY APPLYING.

THAT WILL ELIMINATE SOME OF THE BACK AND FORTH THAT WE HEAR IS GOING ON.

UM, AGAIN, A LOT OF THIS COMES DOWN TO IMPROVED TRAINING.

WE KNOW THAT STAFF JUST DOESN'T HAVE TIME.

UM, THEY'RE TRYING TO GET ALL OF THESE PRIORITY RECRUITMENTS OUT THE DOOR.

AND SO, UM, FOCUSING SOME TIME AND ENERGY ON TRAINING EFFORTS ARE SOME RECOMMENDATIONS THAT WERE INCLUDED HERE.

SO AFTER THIS WORKSHOP, OUR TEAM WENT BACK.

WE DEVELOPED THOSE PROCESS MAPS THAT I MENTIONED, AND WE ANALYZED ALL THE INFORMATION THAT WE HAVE, UM, AND DEVELOPED OUR TRANSMITTAL, OUR PRESENTATION.

AND THAT INCORPORATED THE RECOMME OUR OBSERVATIONS FIRST, AND THEN OUR RECOMMENDATIONS.

WE DEVELOPED A TOTAL OF 24 RECOMMENDATIONS, AND DONNA IS GOING TO REVIEW THOSE.

SO, TO REACH OUR RECOMMENDATIONS, WE TOOK NOT ONLY THE INTERVIEW INFORMATION, ALL OF THE WORKSHOP INFORMATION DOCUMENTS PROVIDED BY THE CIVIL SERVICE DEPARTMENT, AS WELL AS SOME

[01:05:01]

RESEARCH, UM, IN PARTICULAR TAKING A LOOK AT THE CITY OF SAN DIEGO'S, UM, UH, CIVIL SERVICE RULES.

UM, AND SO BASED ON ALL OF THAT, UM, WE CAME UP WITH OUR RECOMMENDATIONS.

SOME OF THESE MAY REFLECT SOME OF THE SOLUTIONS THAT WERE, THAT WERE RECOMMENDED IN THE WORKSHOP.

SOME OF THEM, UM, MAY BE, UM, BASED ON OUR EXPERTISE AND ALSO, UH, INFORMATION, UM, THAT WE GATHERED THROUGH OUR RESEARCH AND THE DATA THAT WAS SUPPLIED.

UM, SO WE, UM, PUT THESE INTO BASICALLY FIVE BUCKETS, UM, IS WHAT I WOULD CALL THEM.

UM, PROCESS STREAMLINING AND SUPPLEMENT SIMPLIFICATION, POLICY AND RULE CHANGES, TECHNOLOGY AND DATA UTILIZATION, STAKEHOLDER ENGAGEMENT, COLLABORATION AND TRAINING, AND THEN RESOURCE ALLOCATION AND STAFFING LEVELS.

UM, AND SO I'M GONNA GO OVER EACH ONE OF THOSE WITH, UM, OUR SPECIFIC RECOMMENDATIONS.

SO PROCESS, STREAMLINING AND SIMPLIFICATION, AS MICHELLE MENTIONED, UM, CLASSIFICATION AND, UM, MAKING CHANGES TO JOB DESCRIPTIONS CAN TAKE AN INORDINATE AMOUNT OF TIME THAT, UM, CURRENTLY THAT PROCESS RESTS IN THE HUMAN RESOURCES DEPARTMENT.

UM, AND OUR RECOMMENDATION IS THAT IN COLLABORATION WITH THEM, UM, THAT, UH, YOU CONSIDER A CITYWIDE CLASSIFICATION STUDY TO GET JOB DESCRIPTIONS UP TO DATE SO THAT WHEN A RECRUITMENT IS NEEDED, YOU AREN'T SPENDING TIME, UH, A LOT OF TIME LOOKING AT THE JOB DESCRIPTION AND NEEDING TO MAKE CHANGES.

UM, THAT TYPICALLY IS CONTRACTED OUT BECAUSE AGAIN, YOUR STAFF AND HR STAFF ARE SO BUSY WITH OTHER THINGS THAT A CITYWIDE CLASSIFICATION STUDY IS OFTEN LAST ON THE LIST OF PRIORITIES BECAUSE IT'S SO TIME CONSUMING.

SO OFTEN THIS IS DONE BY CONTRACTING OUT WITH SOMEBODY THAT SPECIALIZES IN DOING THIS TYPE OF WORK.

UM, AFTER THAT IS DONE, OR IF THAT'S NOT POSSIBLE, THE OTHER RECOMMENDATION IS TO UPDATE JOB DESCRIPTIONS ON A ROTATING SCHEDULE WITH TIMELINES.

AGAIN, HERE YOU COULD TAKE A CHUNK OF THOSE AND START, UM, LOOKING AT THOSE, UM, MAYBE BY IDENTIFYING THE DEPARTMENTS THAT HAVE, UM, THE NEED OF THE MOST, UH, JOB DESCRIPTIONS BEING UPDATED.

UM, IN TERMS OF, MICHELLE MENTIONED THIS DETAILED RECRUITMENT PLANS AND CREATING THOSE UPFRONT.

THE IDEA BEHIND THAT IS THAT YOU HAVE BOTH THE OPERATING DEPARTMENTS AND THE CIVIL SERVICE DEPARTMENT WORKING TOGETHER TO SET TIMELINES AND MAKING A COMMITMENT ON BOTH SIDES.

SO IF CIVIL SERVICE, UH, DEPARTMENT MAKES A COMMITMENT, THEN THEY, THAT IS IN WRITING.

EVERYBODY KNOWS WHAT THAT COMMITMENT IS.

IF AN OPERATING DEPARTMENT IS MAKING A COMMITMENT ABOUT WHEN THEY ARE GOING TO REVIEW APPLICATIONS OR WHATEVER IT IS THAT THEY'RE GOING TO DO, AGAIN, YOU HAVE THAT IN WRITING.

AND SO BOTH PARTIES ARE VERY CLEAR ON WHAT THE EXPECTATIONS ARE.

IT REDUCES, AGAIN, THE BACK AND FORTH BECAUSE WE KNOW THE MORE YOU GO BACK AND FORTH IN THIS WORLD, THE LONGER IT TAKES.

UM, SO ONE OF THE OTHER RECOMMENDATIONS THAT WE LOOKED AT WAS, CURRENTLY YOU HAVE A RECRUITMENT AND AN OUTREACH, I'M GONNA CALL 'EM DIVISIONS IN THE DEPARTMENT, AND ONE IS FOCUSED ON OUTREACH.

UH, AND THAT'S A MORE, UM, MARKETING THE CITY AS THE, UH, UH, EMPLOYER OF CHOICE.

AND THEN YOU HAVE THE RECRUITMENT SIDE, WHICH IS BUSY CREATING ALL THE ELIGIBILITY LISTS AND FILLING VACANCIES.

SO WE CONSIDERED WHETHER OR NOT THOSE SHOULD BE COMBINED.

IN DISCUSSING THIS, UM, WITH CHRISTINA, UM, WE UNDERSTAND THAT THIS CITY IS VERY FOCUSED ON CREATING OPPORTUNITIES, UM, FOR PEOPLE TO COME TO WORK FOR THE CITY, AND THAT YOU WANT TO CREATE DIVERSITY AND, UM, LONG-TERM EMPLOYMENT HERE IN THE CITY.

SO BASED ON THAT, UM, WE, ALTHOUGH WE'RE RECOMMENDING CONSOLIDATION, IF THAT'S NOT DOABLE BASED ON YOUR GOALS, WHAT WE'RE RECOMMENDING IS THAT YOU NEED TO TAKE A LOOK.

THEN IT'S STAFFING LEVELS, ESPECIALLY IN THE RECRUITMENT AREA BECAUSE, UM, THE NEED FOR, UM, STAFFING IN THAT AREA NEEDS TO BE LOOKED AT.

UM, WE ALSO ARE RECOMMENDING THAT THE REQUISITION APPROVAL PROCESS, UM, BE ASSIGNED TO A PERSONNEL ANALYST FOR, UM, JUST BECAUSE AGAIN, RIGHT NOW THERE'S THREE APPROVAL, UM, THREE APPROVALS NEEDED.

AND BY LOWERING THAT NUMBER OF APPROVALS, YOU ALSO SPEED UP THE PROCESS.

UM, CURRENTLY, UM, WE UNDERSTAND THIS HAS ALREADY BEEN DISCONTINUED.

UM, HR WAS REVIEWING THE BULLETINS THAT'S BEEN DISCONTINUED, SO THAT'LL SAVE TIME.

UM, CHRISTINA WAS ON TOP OF THAT.

UM, WE ALSO ARE RECOMMENDING DISCONTINUE SENDING BULLETINS TO THE BARGAINING UNITS FOR REVIEW.

CURRENTLY, THOSE ARE SENT TO THE BARGAINING UNITS.

THEY HAVE 10 DAYS TO REVIEW THOSE.

[01:10:01]

UM, AND WE ARE RECOMMENDING THAT IS AN UNNEEDED AND A UNNECESSARY STEP.

THEY ARE NOT A MEET AND CONFER REQUIREMENT.

UM, YOU HAVE AN ESTABLISHED PAST PRACTICE, YOU SHOULD PROBABLY WORK WITH YOUR, YOUR LABOR STAFF, UM, AND NOTIFY THE, THE BARGAINING UNITS.

BUT WE BELIEVE THAT'S AN UNNECESSARY STEP THAT IT'S ADDS 10 DAYS TO THE PROCESS IF THEY DON'T GET BACK TO YOU QUICKLY.

SO THAT'S A WAY TO SAVE 10 DAYS.

AND WHILE IT DOESN'T SEEM LIKE MUCH AS, YOU KNOW, IN TIME TO FILL 10 DAYS CAN MAKE A REAL DIFFERENCE.

UM, WE ALSO ARE RECOMMENDING, UM, THAT, UH, A FOCUS BE MADE ON PURCHASING VALIDATED WRITTEN EXAMS. UM, I KNOW AGAIN, THEY'VE ALREADY STARTED THAT PROCESS, BUT IN THE PAST, UM, TYPICALLY YOU COULD CREATE YOUR OWN WRITTEN EXAMS WITHIN THE CIVIL SERVICE, UM, DEPARTMENT.

AND SO BY PURCHASING, AGAIN, YOU CAN SAVE TIME.

BUT THE OTHER THING IS THOSE ARE ALL VALIDATED EXAMS, WHICH HOPEFULLY CAN DE UH, WILL DECREASE ANY CHALLENGES TO YOUR EXAM PROCESSES.

UM, WE ALSO BELIEVE THAT, UM, YOU KNOW, UH, CIVIL SERVICE WORKING WITH THE OPERATING DEPARTMENTS, UM, HELPING THEM FIGURE OUT VARYING WAYS TO, UM, SCREEN LARGE NUMBERS OF APPLICANTS IN A MORE QUICK AND EFFICIENT WAY.

UM, MAYBE THROUGH BRIEF PHONE INTERVIEWS, THOSE KINDS OF THINGS, UM, SO THAT, UM, THEY CAN UTILIZE THOSE, THOSE PROCESSES AND AGAIN, TRY TO GET THROUGH THE DEPARTMENT PART OF THE PROCESS MORE QUICKLY.

UM, ALSO, UM, THERE'S A NEED TO UPDATE THE ELIGIBLE LIST MONTHLY TO REMOVE, UM, THOSE THAT ARE NO LONGER ELIGIBLE.

WE HEARD FROM THE DEPARTMENTS THAT THEY'LL CONTACT A CANDIDATE AND THAT CANDIDATE'S NO LONGER AVAILABLE BECAUSE THEY'VE BEEN HIRED BY ANOTHER DEPARTMENT.

SO A NEED TO UPDATE THOSE ELIGIBLE LISTS.

AND THEN, UM, ALSO, UM, I, WE ARE RECOMMENDING THAT YOU DESIGNATE AUTHORITY TO THE ADMINISTRATIVE OFFICER TO REVIEW AND APPROVE THE HR ONES CURRENTLY THAT'S REQUIRED.

UM, THE APPROVALS, UH, REQUIRED OF THE POLICY AND RULE CHANGES.

UM, THIS WAS DONE IN CONJUNCTION WITH LOOKING AT SOME RESEARCH WITH THE CITY OF SAN DIEGO, BUT ALSO BASED ON ALL THE INTERVIEWS AND INFORMATION THAT WE GATHERED.

UM, AND ONE OF OUR RECOMMENDATION IS TO UPDATE YOUR CIVIL SERVICE COMMISSION RULES TO ALLOW FOR THE APPROVAL OF BULLETINS BY THE EXECUTIVE DIRECTOR OF THE CIVIL SERVICE.

UM, THAT WAY, AGAIN, YOU GUYS MEET TWICE A MONTH.

THAT'S CERTAINLY MORE THAN THE COMMISSIONS I WAS USED TO DEALING WITH MATT, BUT THAT'S STILL TWO WEEKS, AND IT CAN STILL DELAY A PROCESS BY ALLOWING THAT AUTHORITY TO GO TO YOUR DIRECTOR.

THEY CAN, UM, MOVE THOSE PROCESSES ALONG MORE QUICKLY.

UM, ALSO, UM, UPDATING THE RULES TO ALLOW OR APPROVAL OF, OF EXAM RESULTS BY THE EXECUTIVE DIRECTOR OF CIVIL SERVICE.

AGAIN, THIS IS TO KEEP THINGS MOVING AND, UM, IMPROVE, UM, THE TIMELINES.

UM, OUR RECOMMENDATION, 'CAUSE WE KNOW THAT YOU'RE VERY INVOLVED, UM, IS THAT ON, UH, A REGULAR BASIS, THE DIRECTOR PROVIDES YOU WITH AN UPDATE ON ALL THE ACTIONS THAT WERE TAKEN DURING THAT TIMEFRAME, EVERY TWO WEEKS, IF THAT'S WHAT YOU WANT, OR ONCE A MONTH.

SO THAT THE, IF YOU HAVE ANY QUESTIONS OR CONCERNS, YOU HAVE AN OPPORTUNITY TO ADDRESS THOSE WITH YOUR DIRECTOR DURING THE MEETING.

UM, THE OTHER THING IS TO MODIFY YOUR CIVIL ILL SERVICE RULES TO ALLOW FOR THOSE CLASSIFIED POSITIONS THAT HAVE A MEDICAL NEXUS TO THE JOB REQUIREMENT.

BE THE ONLY ONES WHO ARE GIVEN PRE-EMPLOYMENT.

I KNOW THAT CHRISTINA AND THE SELF SERVICE STAFF HAVE WORKED WITH HR TO HELP, UM, MEET THIS PROCESS UNDER THE CURRENT RULES, BUT WE THINK BY MODIFYING THE RULE, IT JUST MAKES IT CLEARER FOR EVERYBODY.

UM, WE ALSO ARE RECOMMENDING MODIFYING, UH, THE REQUIREMENT FOR POLLING APPLICANTS ON THE ELIGIBLE LIST.

ONE OF THE THINGS THAT HAPPENS, UM, AND I JUST IN LISTENING TO, UM, SOME OF YOUR PEOPLE TALK ABOUT, UM, PROCESSES AS THEY WERE TALKING ABOUT BULLETINS, IS THAT, UM, YOU'LL REACH OUT TO CANDIDATES AND YOU WON'T HEAR ANYTHING, AND THAT DELAYS THE PROCESS.

SO WHAT WE'RE RECOMMENDING IS THAT IF SOMEBODY HASN'T RESPONDED WITHIN SEVEN WORKING DAYS, UM, THEIR NAMES BE REMOVED FROM THE ELIGIBLE LIST.

UM, AGAIN, THAT ALLOWS THINGS TO, UM, MOVE MORE QUICKLY.

AND IT KEEPS THE DEPARTMENTS FROM TRYING TO CONTACT PEOPLE WHO ARE NO LONGER INTERESTED IN THE POSITION, UH, TECHNOLOGY AND DATA.

UM, WE THINK THAT THE REQUISITION PROCESS NEEDS TO BE LOOKED AT.

IT'S OUR UNDERSTANDING THAT THERE ARE TIMES, UM, WHEN OPERATING DEPARTMENTS WILL SUBMIT REQUISITIONS AND THEY REALLY AREN'T READY TO FILL THE POSITION.

[01:15:01]

SO MAYBE THEY'RE HOLDING ON IT, WAITING FOR A CERTIFICATION OR AN UPDATE TO RULES, OR THEY'RE HOLDING ON IT BECAUSE THEY NEED TO SAVE A LITTLE MONEY IN THEIR DEPARTMENT.

WHATEVER THE REASONS ARE.

UM, WE ARE ENCOURAGING THAT REQUISITIONS ONLY BE SUBMITTED WHEN A DEPARTMENT IS READY TO ACTUALLY FILL THE POSITION.

UM, AND WE THINK THAT APPROACH ENSURES THAT YOU HAVE A MORE ACCURATE DATA FOR YOUR TIME TO FILL, UM, METRICS.

AND, UM, I THINK, UM, HAVING, UM, ACCURATE AND CLEAR METRICS IS VERY IMPORTANT TO BEING ABLE TO PROVIDE INFORMATION ON HOW LONG IT'S ACTUALLY TAKING TO FILL A POSITION.

UM, WE ALSO BELIEVE THAT YOU NEED TO MANDATE OPERATING DEPARTMENTS TO UPDATE CANDIDATE DISPOSITIONS IN NEO GOV.

UM, BECAUSE WHAT'S HAPPENING IS THAT THAT'S NOT ALWAYS BEING FOLLOWED.

SOME OF THAT MAY BE DUE TO LACK OF TRAINING OF, UH, ON NEO GOV.

UM, AND WE HAVE A RECOMMENDATION ABOUT THAT A LITTLE BIT LATER.

UM, BUT WE BELIEVE THAT TRAINING THE OPERATING DEPARTMENT STAFF, UM, ON HOW TO FULLY UTILIZE NEO GOV WILL HELP.

THEY ARE NOT USING THE SELF SCHEDULE FEATURE RIGHT NOW ON NEO GOV.

AND THAT'S, UH, AN IMPORTANT WAY TO, AGAIN, CUT DOWN ON TIME.

UM, STAKEHOLDER ENGAGEMENT, COLLABORATION, AND TRAINING.

UM, THIS IS AGAIN, WHAT WE WERE TALKING ABOUT, MICHELLE WAS TALKING ABOUT EARLY, AND THAT IS REALLY, UM, CREATING, UM, OPPORTUNITIES FOR THE CIVIL SERVICE DEPARTMENT AND THE ADMINISTRATIVE OFFICERS TO MEET REGULARLY.

AND, UM, WE ARE RECOMMENDING SCHEDULING, UH, QUARTERLY MEETINGS AND THAT THE DECISION MAKERS IN CIVIL SERVICE DEPARTMENT BE AT THOSE MEETINGS SO THAT IF THERE ARE QUESTIONS OR CHANGES THAT CAN BE MADE, UM, JUST IN THEIR OWN POLICIES OR PROCEDURES, MOSTLY PROCEDURES, THAT THOSE CAN BE DONE AND DOCUMENTED WITH ALL THE AOS SO THEY ALL KNOW EXACTLY WHAT'S BEING CHANGED.

UM, AGAIN, IT CUTS DOWN ON THE BACK AND FORTH, WHICH HOPEFULLY WILL CUT DOWN ON TIME.

UM, THE OTHER THING IS TO TARGET TRAINING FOR OPERATING DEPARTMENT ADMINISTRATIVE OFFICERS.

WE KNOW THAT THERE IS A, A FAIR AMOUNT OF TURNOVER IN ADMINISTRATIVE OFFICERS, AND THAT EVERY TIME AN AN ADMINISTRATIVE OFFICER TURNS OVER AND IS RESPONSIBLE FOR THEIR RECRUITMENTS, THAT THAT CAN, UM, CREATE A LEARNING CURVE.

AND AGAIN, A LEARNING CURVE IS A LEARNING CURVE IS GOING TO SLOW THE PROCESS DOWN.

UM, RESOURCE ALLOCATION AND STAFFING LEVELS, WE'RE RECOMMENDING THAT YOU CONDUCT A REVIEW OF SOME SIMILAR SIZED CITIES AND THE NUMBERS AND TYPES OF RECRUITMENTS THAT THEY RUN.

I KNOW, AND IT'S CERTAINLY BEEN EMPHASIZED THAT LONG BEACH AND THE CITY OF SAN DIEGO ARE THE ONLY TWO CITIES THAT HAVE SEPARATE HR AND, AND CLASSIFIED DEPARTMENTS.

BUT, UM, I THINK IT'S STILL IMPORTANT THAT YOU LOOK AT CITIES, WHETHER THEY'RE SEPARATED OR NOT, THEY STILL DO CLASSIFIED RECRUITMENTS.

AND BEING ABLE TO LOOK AT HOW MANY ANALYSTS THEY HAVE THAT ARE CONDUCTING THOSE RECRUITMENTS AND HOW MANY RECRUITMENTS THEY ARE DOING A YEAR, AND WHAT THE DEMAND IS, I THINK IT WOULD HELP, UM, DETERMINE WHETHER OR NOT ADDITIONAL STAFF IN THE CIVIL SERVICE DEPARTMENT ARE NEEDED.

AND I THINK WITH THE EVOLVING WORKFORCE AND THE INCREASE IN THE WORKFORCE HERE IN THE CITY OF LONG BEACH, I, I THINK THAT'S A VERY IMPORTANT STEP TO TAKE.

UM, TO HELP WITH THAT.

I THINK YOU COULD GATHER DATA ON THE CURRENT NUMBER OF RECRUITMENTS BEING CONDUCTED PER PERSONNEL ANALYSTS TO HELP, UM, SUPPORT WHETHER OR NOT THAT ADDITIONAL STAFF IS NEEDED.

ALSO, I DID WANNA SAY, UM, I MIGHT HAVE MISSED THIS ON HERE.

WE ARE RECOMMENDING THE ADDITION OF A POSITION THAT FOCUSES ON TRAINING AND THAT POSITION WOULD, UM, TAKE THE LEAD AND TRAINING ADMINISTRATIVE OFFICERS DOING THE WRITTEN DOCUMENTATION.

HAVING BEEN IN AN HR DEPARTMENT FOR 30 YEARS, I KNOW HOW MUCH WORK IT INVOLVES.

UM, WHETHER IT'S A CIVIL SERVICE DEPARTMENT OR A SEPARATE HR DEPARTMENT, WHATEVER IT IS, IT TAKES A LOT OF WORK.

AND A LOT OF TIMES WHAT HAPPENS IS DOCUMENTATION TAKES A BACK SEAT BY CREATING THIS SEPARATE POSITION THAT CAN HOPEFULLY HELP WITH DOCUMENTATION, HELP WITH TRAINING THE ADMINISTRATIVE OFFICERS, HELPING TRAIN ON NEO GOV, WHICH ISN'T ALWAYS USER FRIENDLY.

UM, I, WE THINK THAT THAT COULD GO A LONG WAY IN IMPROVING, UM, TIMELINES AND IMPROVING THE RELATIONSHIP BETWEEN THE DEPARTMENT AND THE OPERATING DEPARTMENTS.

SO WE KNOW THERE'S A BALANCE.

UM, YOU GOTTA MEET THE DEPARTMENTAL NEEDS, THE DEPARTMENTS ARE YOUR CUSTOMERS.

UM, WHILE UPHOLDING THE MERIT SYSTEM, WE BELIEVE IN THE MERIT SYSTEM.

UM, IT'S A WAY TO UPHOLD FAIRNESS, TRANSPARENCY, EQUALITY AND

[01:20:01]

TRAINING.

BUT WE ALSO KNOW THAT HAS TO BE BALANCED WITH DEPARTMENTS THAT WANT TIMELY RECRUITMENTS.

THEY WANNA FILL THEIR POSITIONS.

SO, YOU KNOW, YOU'RE FACED WITH REALLY TRYING TO STRIKE THAT BALANCE.

AND SO, UM, WE, UM, HOPE THAT OUR RECOMMENDATIONS WILL HELP YOU WITH THAT PROCESS.

WE ALSO, UM, PROVIDE A STRATEGIC WORK PLAN, UM, THAT'S PART OF OUR REGULAR, UM, PROCESS WHEN WE DO THESE KINDS OF PROJECTS.

AND WHAT THAT IS, IS A USER FRIENDLY DOCUMENT THAT, UM, PRIORITIZES SOME OF THE CHANGES IN THE RECOMMENDATIONS, UM, TALKS ABOUT, UM, WHO SHOULD BE RESPONSIBLE FOR IMPLEMENTING THAT, AND ALSO ALLOWS THE CIVIL SERVICE DEPARTMENT, IT'S A WORKING DOCUMENT.

THEY CAN CHANGE IT, THEY CAN MODIFY IT, AND, UM, THEY CAN SHARE IT WITH THEIR DEPARTMENTS IF THEY WANT, UM, JUST TO BE ABLE TO, UM, WORK WITH THEM AND SHARE THAT DOCUMENT WITH THEM.

BUT IT'S A LIVING DOCUMENT.

SO IT'S, IT'S OUR RECOMMENDATION OF WHAT'S A PRIORITY, BUT IT'S ULTIMATELY THE DEPARTMENT'S, UM, WORKING DOCUMENT TO USE.

HERE'S A SAMPLE OF THAT STRATEGIC WORK PLAN.

YOU CAN SEE, UM, IT HAS, UM, WHAT THE RECOMMENDATION IS, THE ACTUAL IMPLEMENTATION STEPS, TIMEFRAMES, ET CETERA.

UM, IT'S DESIGNED TO ENSURE THAT WHEN WE DO ONE OF THESE PROJECTS, THAT WE CAN SUPPORT YOU EVEN AFTER WE'RE GONE.

UM, AND YOU WILL HAVE A DOCUMENT THAT YOU CAN USE AND REFER TO AND, UM, NOT JUST PUT THE REPORT UP ON A SHELF AND NEVER LOOK AT IT AGAIN.

UM, SO WE WANT THIS TO BE A LIVING WORKING DOCUMENT.

WE WANNA THANK YOU.

WE KNOW, UM, THAT, UM, YOU KNOW, WHEN YOU'RE TALKING CUSTOMER SERVICE, YOU AREN'T ALWAYS GETTING WHAT YOU'RE DOING RIGHT.

A LOT OF TIMES WHAT YOU HEAR IS WHAT YOU'RE DOING WRONG.

UM, I THINK THERE'S A LOT OF RIGHT THINGS THAT HAVE STARTED IN THE CIVIL SERVICE DEPARTMENT IN THE LAST COUPLE YEARS.

UM, AND I THINK THE THINGS THAT WE'RE RECOMMENDING CAN HELP MOVE THAT ALONG.

UM, AND WE THINK IT'S REALLY IMPORTANT REGARDLESS OF WHAT OCCURS, A MERIT SYSTEM IS IMPORTANT, AND ANY WAYS THAT YOU CAN IMPROVE THAT PROCESS ULTIMATELY BENEFITS THE EMPLOYEES IN THE CITY.

SO THANK YOU FOR ALLOWING US TO PRESENT TODAY, AND IF YOU HAVE ANY QUESTIONS, MICHELLE AND I WILL BE HAPPY TO ANSWER.

THANK YOU SO VERY MUCH.

OH, YOU'RE WELCOME.

UM, I'M GOING TO LET MY COLLEAGUE SPEAK, BUT, UH, THE, THE ONE THING I WANT TO SAY IS THAT I READ THE REPORT WHEN IT WAS SENT TO ME, AND I FELT IT WAS, UM, OH, I'M GONNA LEAVE MY COMMENTS FOR LAST, BUT I, I WANNA THANK YOU FOR THE REPORT, COLLEAGUES.

SURE.

I CAN START WITH, UM, PAST PRESIDENT FROST HOLLANDS.

UM, SO I'M JUST GONNA WALK THROUGH A COUPLE ONES.

I THINK I MIGHT HAVE SOME THOUGHTS OR CLARIFICATIONS OR QUESTIONS ON.

BUT THAT'S MOSTLY BECAUSE MOST OF THESE RECOMMENDATIONS I AGREE WITH, SO DO NOT TAKE ANY ME PICKING CHERRY PICKING THAT I, THIS IS A SIGN OF GENERAL, UH, DISAGREEMENT.

IT'S ACTUALLY A SIGN OF GENERAL AGREEMENT, JUST TO CLARIFY.

UM, WE APPRECIATE THAT.

UM, THANK YOU FOR CLARIFICATION.

UH, YOU KNOW, I DO COME FROM A COMMUNICATIONS MARKETING BACKGROUND.

SO I DO APPRECIATE THAT.

UM, RECRUITMENT AND OUTREACH CAN SOMETIMES HAVE A, THE PROCESS CAN OUTWEIGH THE NEED FOR FOCUS ON RECRUITMENT ASPECTS LIKE SOCIAL MEDIA, LIKE CONTINUAL ENGAGEMENT BEING A CONSTANT PRESENCE IN THE CITY.

SO I WOULD CERTAINLY AND APPRECIATE THE NOTE, UM, THAT YOU DEVELOPED WITH THE EXECUTIVE DIRECTOR.

I THINK WE DO NEED TO UNITS, UM, AND, AND, BUT WOULD SUPPORT MORE SUPPORT FOR OUR PERSONNEL ANALYSTS WHO ARE DOING THE PROCESSING OF THE, THE RECRUITMENT LISTS.

UM, ONE OF THE THINGS ON, UH, YOU HAD TWO ELEMENTS OF, UH, REMOVING POWER FROM THE COMMISSION AND, AND GIVING IT TO THE EXECUTIVE DIRECTOR.

ONE THING I HAD TALKED TO THE EXECUTIVE DIRECTOR ABOUT, UM, WAS ACTUALLY THE POSSIBILITY OF A RATIFICATION AS OPPOSED TO A APPROVAL BEFORE THE FACT.

, I THINK WE HAVE LEARNED THAT THERE ARE LOTS OF THINGS WE CAN IDENTIFY IF WE ARE CONSTANTLY SEEING ELIGIBLE LISTS AND IF WE'RE CONSTANTLY SEEING, UM, EXAM RESULTS, UH, IN BULLETIN, UH, YOU KNOW, OUR GOOD FRIEND, UH, COMMISSIONER ARIA WAS GREAT AT CATCHING THINGS AND BULLETINS THAT DIDN'T NECESSARILY HOLD UP THE BULLETIN, BUT THEN CORRECTED AND MADE THE BULLETINS BETTER FROM THAT POINT FORWARD.

UM, SO I THINK A RATIFICATION MIGHT ACTUALLY BE A BALANCE THERE, WHERE NONE OF THIS IS ACTUALLY LEAVING THE POWER OF THE COMMISSION, BUT IT'S ALSO POSSIBLY GAINING US A COUPLE OF WEEKS.

IF CHRISTINA CAN JUST SAY, WE'RE GONNA GO AHEAD AND WE'LL SHARE IT WITH THE COMMISSION.

UM, YEAH, THE, THERE WAS ONE MORE THAT SORT OF CAUGHT MY ATTENTION, BUT I'M NOT, I'M NOT PULLING IT UP NOW AND I'M SURE OTHERS WILL CATCH IT.

AT THE NEXT MEETING.

[01:25:01]

UM, ONE THING I AM CONCERNED ABOUT, UH, WITH ASSESSING, SORT OF ASSESSING THE NEED WHILE IT'S NOT ADDRESSED, IS THIS IS ASKING OUR STAFF TO DO A LOT OF WORK WHEN THEY ARE ALREADY RUNNING AT A HUNDRED PERCENT.

AND I THINK WE WOULD NEED TO ACKNOWLEDGE THAT SOME SORT OF SUPPORT WILL NEED TO COME BEFORE THE ASSESSMENT CAN BE DONE.

THERE NEEDS TO BE SOME CAPACITY CREATED NOW, AND THEN WE CAN ADDRESS FURTHER CAPACITY NEEDS DOWN DOWN THE ROAD.

AND I THINK THAT'S A CONVERSATION HOPEFULLY, UM, THAT YOU CAN SUPPORT US IN WITH THE CITY MANAGER AND THE COUNCIL.

THAT CAPACITY NEEDS TO BE CREATED NOW TO DO THIS WORK.

UM, YEAH, I, I DON'T KNOW IF THERE'S ANYTHING THERE TO RESPOND TO, BUT, UH, I DO APPRECIATE, UM, YOUR RECOMMENDATIONS.

COMMISSIONER GARCA.

UM, THANK YOU SO MUCH FOR THIS REPORT.

UH, BEING THE SENIOR PERSON ON THIS COMMISSION, IT IS, UH, REFRESHING TO SEE THAT SOME OF THE THINGS THAT WE'VE TALKED ABOUT OVER THE FIVE, SIX YEARS THAT I'VE BEEN ON THE COMMISSION ARE ON HERE.

AND IT'S ALWAYS, UH, GREAT TO HAVE A FRESH OUTSIDE PERSPECTIVE, UH, TO EITHER SAY, OKAY, WE WERE HEADED DOWN THE RIGHT DIRECTION, OR, YOU KNOW, WE'RE HEADED DOWN THE RIGHT DIRECTION.

AND HERE ARE ALSO SOME IMPROVEMENTS, UH, TO ADD TO, TO OUR TRAIN OF THOUGHT.

UM, JUST ADDING TO WHAT, UH, COMMISSIONER FROST HOLLINS MENTIONED.

I THINK MY BIGGEST CONCERN HERE, AND PROBABLY MY ONLY CONCERN, WITH THIS WHOLE PLAN, IS THE ADDED RESPONSIBILITIES OF THE RECOMMENDATIONS TO OUR CURRENT STAFF.

AND SO I'M GOING TO ECHO WHAT, UH, COMMISSIONER FROST HOLLAND SAID IN TERMS OF THE, THE CAPACITY OF OUR CURRENT STAFF TO IMPLEMENT THIS, THESE RECOMMENDATIONS.

AND I FULLY AGREE WITH YOU HAVING, UH, BEEN PART OF OTHER STRATEGIC PLANS WITH, WITH OTHER BOARDS AND, UH, UH, GROUPS.

YOU KNOW, WE DON'T WANT THIS TO BE A SHELF DECORATION.

WE WANT TO IMPLEMENT SOME OF THESE THINGS.

THERE'S A LOT OF GREAT RECOMMENDATIONS ON HERE.

MY FAVORITE BEING THAT DEPARTMENTS FUND A DEDICATED PERSON.

'CAUSE THAT WILL HELP , THAT WILL HELP.

I KNOW THAT YOU TALKED ABOUT, UM, THE BUDGET AND PEOPLE WANTING TO KIND OF HOLD THEIR BUDGET TIGHT.

UH, HOWEVER, WE ALL NEED TO BE PART OF THE SOLUTION.

SO IF WE ARE UNABLE TO HAVE THE CAPACITY THAT WE NEED AS A DEPARTMENT, KIND OF A ONE FELL SWOOP, HAVING DEPARTMENTS, AND I, I READ, I REREAD EVERYTHING LAST NIGHT, AND THIS, THIS, UH, PART OF DE A, UH, DEPARTMENT'S FUNDING A DEDICATED PERSON WAS IN THE MEMO PORTION OF YES, IT WAS.

IT WAS.

UM, SO I THINK THAT THAT IS, UH, PROBABLY MY FAVORITE BECAUSE IT, IT ALLEVIATES THE STRESS OF HAVING ONE DEPARTMENT DO DO IT ALL.

SO, UM, THAT'S THE BIGGEST CONCERN.

AND THEN THE, THE SOLUTION TO THAT, IF YOU WILL.

UM, SO THERE'S A, THERE'S A COUPLE OF THINGS.

UM, JUST GENERALLY SPEAKING, UH, AGAIN, NEEDING THIS, THE STAFF TO IMPLEMENT THESE RECOMMENDATIONS, UM, SOME OF THESE THINGS HAVE COME THAT I SEE HERE, THESE RECOMMENDATIONS OR CON AND OR CONCERNS HAVE EITHER COME FROM CITIZENS.

I KNOW ONE, ONE OF IT WAS THE RATING OF OUR EXAMS, AND I KNOW WE'RE IN THE PROCESS OF THAT, UH, FIGURING THAT PART OUT.

AND OTHERS HAVE COME FROM, FROM THE COMMISSION.

OTHERS HAVE COME FROM STAFF AS, AND SO YOU'VE JUST GATHERED IT HERE NICELY, UH, HAVING A MARKETING BACKGROUND AS WELL.

I FEEL LIKE THAT'S ONE OF OUR, OUR BIG ONES.

I KIND OF MENTIONED A LITTLE BIT ABOUT IT WITH, UH, WITH OUR NA, UH, NATURALIST POSITION THAT WE HAVE IS, IS PEOPLE NOT KNOWING OR UNDERSTANDING THE WONDERFUL POSITIONS THAT WE HAVE AND, AND THE, THE DIVERSITY AND POSITIONS AND OPPORTUNITIES WITHIN THE CITY.

AND I KIND OF, BETWEEN THE DEPARTMENT ITSELF, HR AND CIVIL SERVICE, I SEE THE, THE MARKETING CAMPAIGN, I'M JUST GONNA CALL IT THAT ONE.

YOU KNOW, WE'RE TALKING ABOUT RECRUITMENT AND ALL THAT STUFF.

THE END USER EYEBALLS, IF YOU WILL, TO, TO SOME MARKETING CAMPAIGNS.

, UM, BEING A RESIDENT OF THE CITY, I KNOW I'VE BEEN FRUSTRATED AS

[01:30:01]

LET'S SAY YOU HAVE MAIN STREET, USA MM-HMM.

AND ONE COUNCIL DISTRICT HAS PART OF THAT STREET, AND ANOTHER COUNCIL DISTRICT HAS OTHER PART OF THAT STREET.

WELL, ONE COUNCIL DISTRICT WILL HAVE THIS GREAT CAMPAIGN, AND THEN IT STOPS AT THEIR BOUNDARY, AND THEY DON'T COLLABORATE WITH THE OTHER DISTRICT TO COMPLETE THE MESSAGE OR THE VISION THAT THE END USER WILL SEE.

BECAUSE AS A RESIDENT, I DON'T REALLY CARE THAT YOUR DISTRICT LINE ENDS AT A CERTAIN SPOT.

IT LOOKS INCOMPLETE.

RIGHT? AND SO, MM-HMM, , THIS IS WHAT I FEEL.

ONE OF THE THINGS THAT WE, WE CAN ALSO DO BETTER IS COLLABORATE WITH OUR DEPARTMENTS, HR, CIVIL SERVICE, AND CREATE ONE COHESIVE MARKETING CAMPAIGN TO PROMOTE ALL OF THE WONDERFUL POSITIONS THAT WE HAVE WITHIN THE CITY.

UM, THE OTHERS THAT WE DIDN'T REALLY TALK ABOUT BECAUSE THEY WEREN'T NECESSARILY PROCESSES, BUT, UH, I'VE BEEN READING A LOT ABOUT, UH, LATELY IT'S BEEN IN THE NEWS, THE DECLINING POPULATION, AND HOW THAT, THAT IMPACTS HIRING.

EXCELLENT RECOMMENDATION.

UM, AND SO THERE'S, I MEAN, IT'S SUCH A BIG CONVERSATION.

IT'S, IT'S HARD TO TACKLE IT ALL AT ONCE WITH THIS REPORT.

IT'S, IT'S A, A COHESIVE START THAT GIVES US SOME GREAT IDEAS TO START CHIPPING AWAY AT THAT.

I KNOW THERE'S BIGGER CONVERSATIONS I JUST MENTIONED AT A RECENT, UH, MEETING ABOUT SALARIES.

CITY COUNCIL IMPLEMENTED A MINIMUM WAGE, UH, FOR OTHERS OUTSIDE OF, OF THE CITY.

AND, YOU KNOW, WHAT'S GOOD FOR THE GOOSE IS GOOD FOR THE GANDER.

SO WE SHOULD NOT BE PAYING PEOPLE ANY LOWER THAN THAT WITHIN THE CITY OF LONG BEACH.

AND WE SHOULD CONSIDER, UH, THE COMPRESSION OF THAT.

SO, YOU KNOW, SOMEONE WHO HAS A BACHELOR'S SHOULD NOT BE GETTING PAID $20 AN HOUR IF A HIGH SCHOOL GRADUATE CAN EARN THAT OUTSIDE.

SO, UM, ALL OF THESE THINGS TAKEN INTO CONSIDERATION, THE JOB CANDIDATE MARKET, POST PANDEMIC, ALL OF THOSE THINGS, UM, ARE, ARE PART OF THIS GREATER CONVERSATION.

UM, BUT ALL IN ALL, I REALLY THANK YOU FOR ALL OF THE RECOMMENDATIONS.

IT FEELS LIKE I'VE BEEN JUMPING AROUND A LITTLE BIT, BUT I, I REALLY APPRECIATE THEM ALL.

I APPRECIATE, AGAIN, THE FRESH EYES, THE OUTSIDE PERSPECTIVE, BECAUSE IT CAN SOMETIMES GET CLOUDY WHEN YOU'RE IN IT.

AND SO, UM, I'M HOPING, UH, THAT WE CAN WORK TOGETHER OUR STAKEHOLDERS, AND I KNOW WE HAVE, RIGHT? WE'VE, ONE OF THE GOOD THINGS THAT COMES FROM THIS, UH, CHARTER AMENDMENT THAT PERSONALLY I DON'T NECESSARILY AGREE WITH AS A RIGHT SOLUTION, IS THAT WE'VE HAD THIS, UH, WHAT I'VE CALLED A COME TO JESUS MOMENT, WHERE WE'VE AIRED OUR CONCERNS.

YOU KNOW, WE'VE, WE'VE BEEN PASSIONATE ABOUT IT ON ALL SIDES OF IT.

UH, BUT IT REALLY BROUGHT OUT THE FRUSTRATIONS ON ALL SIDES IS, UH, SPECIFICALLY THE, THE DEPARTMENTS, OUR STAKEHOLDER DEPARTMENTS.

AND SO I FEEL LIKE THAT'S CREATED A WONDERFUL OPPORTUNITY IN OPENING THE DOOR FOR BETTER COMMUNICATION AMONGST ALL INVOLVED.

AND SO I HAVE A FRIENDLY, UH, CHALLENGE TO ALL OF OUR STAKEHOLDERS IN HR.

THANK YOU FOR LOOKING UP RUS AND OUR CIVIL SERVICE DEPARTMENT, UH, TO CONTINUE THE COMMUNICATION AND THE COLLABORATION SO WE CAN IMPLEMENT SOME OF THESE THINGS.

AND SOME OF THESE THINGS ARE EASY TO CHECK OFF.

AND, YOU KNOW, UH, FORTUNATELY AND UNFORTUNATELY, UH, OUR NEW, NEW AT THAT TIME, EXECUTIVE DIRECTOR CAME RIGHT BEFORE THE PANDEMIC .

SO I THINK WE HAD A WONDERFUL PERSON TO LEAD US THROUGH THAT.

UH, BUT UNFORTUNATELY, SOME OF THESE THINGS THAT WE'VE TALKED ABOUT, LIKE THE, THE POSITIONS, UH, THEY HAVEN'T BEEN UPDATED IN A LONG TIME.

MY, MY LITTLE STICKING POINT IS CLERK TYPIST, YOU KNOW, THAT IS SUCH AN ANTIQUATED, UH, TITLE FOR A POSITION.

UM, SO NOW THAT HOPEFULLY WE ARE SEEING THE PANDEMIC IN THE REAR VIEW MIRROR A LITTLE FURTHER, AND WITH SUPPORT OF DEPARTMENTS WITH, UH, POTENTIALLY FUNDING A DEDICATED PERSON WITHIN CIVIL SERVICE, WE CAN START TO IMPLEMENT SOME OF, SOME OF THESE THINGS, UH, SOME IMMEDIATELY, AND SOME OF COURSE WILL TAKE A LITTLE BIT MORE TIME.

UM, BUT AGAIN, THANK YOU VERY MUCH FOR THE FRESH OUTSIDE PERSPECTIVE, AND WE LOOK FORWARD TO, UH, MAKING SOME CHANGES.

THANK YOU, COMMISSIONER.

[01:35:01]

LOVE.

SO, UM, WHEN I WAS GOING THROUGH THE REPORT, THAT FIRST ONE, I PRINTED IT OUT, IT WAS 129 PAGES, AND I WENT, OH MY GOD, I DON'T HAVE TIME TO READ ALL THIS.

UM, BUT THEN I REALIZED THERE WAS QUITE MORE.

UM, BUT I READ YOUR REPORT AND I WAS PLEASANTLY, UM, PLEASED TO BE FRANK WITH YOU.

UM, I DID NOT KNOW WHAT TO EXPECT IN THE BEGINNING, AND I UNDERSTOOD WHY, UM, CHRISTINA AND THE DEPARTMENT WEREN'T ABLE TO ENGAGE YOU SOONER.

IT WAS BECAUSE THERE WAS JUST SO MANY THINGS GOING ON.

BUT TO BE FRANK WITH YOU, I WISH WE HAD OF, UH, BECAUSE YOU WERE VERY THOROUGH.

YOU DID, I COULD TELL BY THE WRITTEN REPORT YOU DID SPEAK TO EVERYONE CONCERNED.

AND I CAN SEE THAT ALL OF OUR STAKEHOLDERS WERE ENGAGED.

AND I, I, I JUST WANNA GO OUT TO THE CITY, UH, DIRECTORS AND EMPLOYEES AND SAY, THANK YOU, AND MANAGEMENT TEAM, THANK YOU.

BECAUSE IT'S OBVIOUS FROM THE REPORT THAT EVERYONE, UH, CAME INTO THE ROOM WITH AN OPEN MIND.

AND IF IT WASN'T OPEN WHEN THEY CAME IN, CERTAINLY IT WAS OPENED WHILE THEY WERE GOING THROUGH THE PROCESS.

THE REPORT IS CONCISE AND WELL WRITTEN.

UM, AND IT REALLY STATES THE OBVIOUS WE ALL CAN DO BETTER.

UM, THE STAFFING SITUATION, I, AND I, I RECOGNIZE THE LIMITATIONS OF THE REPORT, UH, THINGS THAT YOU CAN DO, AND YOU NEEDED TO GET MORE STATISTICS.

BUT I, I THINK IT'S CLEAR THAT THE CIVIL SERVICE DEPARTMENT IS HIGHLY UNDERSTAFFED.

UM, AND ALTHOUGH YOU DIDN'T SAY THAT, I THINK YOU ALLUDED TO THE FACT THAT WE SHOULD LOOK AT OTHER MUNICIPALITIES, OTHER CITIES TO SEE, UH, HOW MUCH STAFFING THEY HAVE TO, UH, PRODUCE THE, THE LEVEL OF WORK THAT THEY NEED.

AND I THINK THAT THAT WOULD SHOW THAT THERE IS A GLARING AND CONSISTENCY.

WE JUST DON'T HAVE ENOUGH PEOPLE TO GET THE WORK DONE.

UM, AND, AND, AND I THINK WE ALL RECOGNIZE THAT I'M NOT TRYING TO BEAT THAT HORSE DEAD, BUT UNTIL I START SEEING PEOPLE I DON'T RECOGNIZE IN THE CIVIL SERVICE OFFICE, I'M GONNA CONTINUE TO BEAT THAT HORSE.

UM, THE TRAINING OFFICER.

UH, PEOPLE DON'T UNDERSTAND.

I, I MENTIONED THAT TODAY, WHEN YOU HAVE EMPLOYEES THAT AGE OUT, THEY RETIRE, THERE'S A CERTAIN AMOUNT OF INSTITUTIONAL KNOWLEDGE THAT LEAVES WITH THEM.

I DON'T CARE WHAT DEPARTMENT YOU ARE, HOW GOOD YOU ARE, YOU NEED TO HAVE SOMEONE THAT CAN EFFICIENTLY TRAIN AND RETRAIN, UH, PEOPLE THAT ARE HERE NEED RETRAINING, THEY NEED UPDATING.

AND THEN PEOPLE THAT HAVE LEFT, AND WE HIRE NEW PEOPLE, THEY NEED TO HAVE THAT TRAINING.

I THINK SOMETIMES WE PUT SOMEONE IN THE SEAT AND THEY'RE FLYING BY THE SEAT OF THEIR PANTS OR WHAT THEY THINK THEY KNOW OR WHAT SOMEONE ELSE HAS TOLD THEM THEM THAT MAY NOT BE CORRECT.

AND SO THERE WE ARE, AND, AND WE'RE CONSTANTLY PLAYING CATCH UP.

SO I THOUGHT THAT RECOMMENDATION WAS EXCELLENT.

AND THEN I DO FIND SOME PROCESSES TO BE, UH, REDUNDANT.

UM, SO I AGREED WITH YOU, UH, WHEN YOU SAID THAT THERE WERE CERTAIN THINGS THAT OUR EXECUTIVE DIRECTOR CAN TAKE CARE OF OR, UH, ONE OF HER DESIGNATED SUBORDINATES, AND, UM, THAT THE COMMISSION CAN USE A SECONDARY OVERSIGHT PROCESS.

SO WE STOP DELAYING SOME OF THE THINGS THAT WE NEED TO GET DONE.

WHEN YOU TALK ABOUT DELAYING A PROCESS, 10 DAYS, 10 DAYS, 10 DAYS EQUALS 80 HOURS.

THERE'S ONLY 173 WORKING HOURS IN THE MONTH.

SO WE'VE ALREADY KILLED HALF A MONTH WITH, THAT'S WHAT 10 DAYS ARE.

IT'S HALF A MONTH.

SO I, I DEFINITELY CAN SEE THAT.

UM, WHAT I DO, UH, WANT TO SAY IS THAT I DID NOT GET A POLITICAL LEANING IN YOUR DOCUMENT.

AND I WANNA THANK YOU FOR THAT.

YOU DIDN'T TAKE SIDES, YOU KNOW WHAT'S GOING ON.

SO LET'S BE CLEAR.

YOU'RE NOT OPERATING IN A VACUUM.

YOU KNOW EXACTLY WHAT'S GOING ON HERE AT THE CITY.

UM, AND SO I FOUND YOUR REPORT TO BE BALANCED, UH, AND, UM, AND HONEST.

AND THAT'S WHAT I LOOKED FOR.

I I WAS LOOKING HMM.

, OH, I DID.

I, I, I, NOW, I APPRECIATE THAT.

I WOULD'VE DONE THE SAME THING IF I WERE YOU.

I DID.

AND, AND I SAID, OMG, THEY DID EXACTLY WHAT THEY WERE SUPPOSED TO DO.

THEY TOOK THE ANALYSIS AND THEY PRODUCED THE REPORT, AND THEY COULD CARE LESS WHERE IT FALLS.

THEY JUST WANT A TRUTHFUL DOCUMENT SO THAT WE CAN MAKE CHANGES AND THAT WE CAN BE BETTER.

AND SO YOUR REPORT WAS RIGHT ON TARGET FOR ME.

AND I AGREE THAT THERE MAY BE SOME THINGS THAT, AS JOANNE ALLUDED TO, WE CAN IMPLEMENT.

NOW, NOT EVERYTHING REQUIRES FOUR ADDITIONAL HIRES, BUT, BUT FOR THE BULK OF IT, WE WILL NEED ADDITIONAL STAFFING AND SUPPORT.

UM, SO I THANK YOU FOR DOING

[01:40:01]

A GREAT JOB.

AND MY HOPE IS THAT THIS REPORT IS, UH, BEING DISSEMINATED TO ALL OF THE STAKEHOLDERS AND MEMBERS OF OUR CITY COUNCIL SO THAT THEY CAN SEE EXACTLY WHAT YOU HAD TO SAY.

IT'S AN EXCELLENT REPORT AND WELL BALANCED.

I THANK YOU.

UH, ANY OTHER COMMENTS FROM THE COMMISSIONERS? UH, ONE THING I, I FELT TO MENTION IS, IS, UH, IN THE MEMO, WHICH HAS A LOT MORE DETAILS AND IT DOES, AND SOME DATA, SOME STATISTICS, UH, GREAT INFORMATION, GREAT INFORMATION ON, UH, WHAT THE CURRENT TIME TO HIRE IS.

AND AGAIN, YOU KNOW, IMPLEMENTING SOME OF THESE THINGS, WE CAN CUT SOME THINGS RIGHT OFF THE BAT.

THERE'S, THEY'RE, THEY'RE EASY TO IMPLEMENT, UH, WITH COMMISSION APPROVAL.

AND SO I'M, I'M REALLY EXCITED, I'M REALLY EXCITED TO, TO CONTINUE THE WORK THAT WE'VE BEEN DOING, UH, CONTINUE THE, THE, THE WORK AND COMMUNICATION AND COLLABORATION WITH OUR STAKEHOLDERS.

UM, AND, AND HOPEFULLY WE, WE KEEP GOING IN, IN THE RIGHT DIRECTION, UH, WITH THE MERIT SYSTEM AND, AND ALL THAT, UH, CIVIL SERVICE ENCOMPASSES.

SO THANK YOU ONCE AGAIN.

AND I THINK YOU'LL FIND WITH THE STRATEGIC WORK PLAN THAT THAT WILL PROVIDE A, A GOOD MEANS OF IMPLEMENTATION ON THIS.

UM, WE WILL ALSO TOUCH ON THE CAPACITY, LIKE I SAID, IT WAS PROCESS IMPROVEMENT AS OPPOSED TO AN ORGANIZATION ASSESSMENT.

SO WE DIDN'T GET INTO THOSE DETAILS, BUT WE WILL BE INCLUDING, UH, WAYS TO GET AROUND THAT.

ALSO, UM, I THINK, UM, YOU BROUGHT UP A GOOD POINT, UM, WHICH IS THAT THE MEMO ALSO HAS A LOT MORE DETAIL IN IT AND OBSERVATIONS AND, AND REALLY WHERE A LOT OF, UM, WHAT IS IN THE POWERPOINT COMES FROM.

UM, AND I WOULD ENCOURAGE THAT TO BE SHARED AND, AND LOOKED AT AS WELL, BECAUSE I THINK IT PROVIDES A LOT OF REALLY GOOD INFORMATION.

SO AGAIN, THANK YOU FOR THE OPPORTUNITY.

UM, IT'S ALWAYS A PLEASURE TO WORK WITH CHRISTINA, UM, AND HER STAFF AS WELL.

AND, AND I JUST WOULD REITERATE, YOU KNOW, YOU'RE HIRING AND RECRUITMENT IS A CHALLENGE EVERYWHERE IN THE STATE OF CALIFORNIA.

IT REALLY IS.

UM, AND IT'S EASY TO FOCUS ON WHAT NEEDS TO BE DONE AS OPPOSED TO CELEBRATING, YOU KNOW, WHAT'S BEING DONE.

AND SO WHEN YOU, UM, YOU KNOW, START COMMUNICATING AND CREATING RELATIONSHIPS WITH THE OPERATING DEPARTMENTS, I HOPE YOU KNOW THAT A LOT OF THE OPERATING DEPARTMENTS, ALTHOUGH THEY WERE, YOU KNOW, FULLY ENGAGED AND POINTING OUT THINGS THEY THINK COULD BE IMPROVED, THEY ALSO, A LOT OF THEM WERE VERY APPRECIATIVE OF WHAT'S ALREADY BEING DONE AND THE CHANGES THAT HAVE BEEN MADE.

SO PLEASE BE AWARE OF THAT AS WELL.

THANK YOU FOR THAT.

THANK YOU FOR SAYING THAT.

WE APPRECIATE THAT.

THANK YOU SO MUCH LADIES.

THANK YOU FOR COMING.

IS THERE ANY OTHER DISCUSSION, UH, BY THE COMMISSIONERS? ALL RIGHT.

HEARING NONE, PLEASE CAST YOUR VOTE.

EXCELLENT REPORT.

MY SCREEN WENT DARK, BUT I'M ON A ALL RIGHT.

MOTION PASSES.

CAN I GET A TIME CHECK COMMENT? UM, IT'S 10 52.

I WAS GONNA COMMENT IF WE CAN KEEP OUR MANAGER REPORTS VERY BRIEF, UM, SINCE WE HAVE A HEARING I, I FOR, I WANNA SAY THIS TO OUR MANAGERS, UM, PLEASE DON'T TAKE THAT AS A SLIGHT TO YOUR HARD WORK AND YOUR REPORTS.

YOUR REPORTS ARE IMPORTANT TO US.

UH, AND IT'S UNFORTUNATE THAT I, UM, YOU KNOW, CUT YOU SHORT BECAUSE I RECOGNIZE WHAT YOU HAVE TO SAY IS VALID.

SO I WOULD ASK YOU TO BE BRIEF, UH, BECAUSE WE DO HAVE ANOTHER MEETING AND THERE, AND I TOOK UP TWO MINUTES SAYING THAT.

UM, ALRIGHT.

UM, THANK YOU.

I THINK I HAVE A RECOMMENDATION TO RECEIVE AND FILE REPORTS.

AND NOW YOU HAVE THE MOTION FOR THE MANAGERS.

FIELD AND HAS ALL THE CONNECTIONS IN THE COMMUNITY AND WILL BE ABLE TO CONTINUE TO, UM, BRIDGE THOSE CONNECTIONS WITH THE CIVIL SERVICE DEPARTMENT AND THE CITY HIRING AS A WHOLE.

UM, I WILL ASK THE MANAGERS IF THEY, UM, WELL FIRST OFF, LET ME, LET ME DO MY REPORT REAL VERY QUICKLY BECAUSE I'M GONNA INTRODUCE A NEW MANAGER THAT YOU WILL SEE, UM, WITH US TODAY.

AND THAT IS OUR NEW RECRUITMENT OFFICER, SAL RAJAS.

HEY, I KNOW HIM.

AND SO, UM, WE ARE VERY EXCITED THAT SAL'S ON BOARD AND UM, HAD BRINGS TO US MANY, MANY YEARS OF EXPERIENCE FROM THE WORKFORCE DEVELOPMENT

[15. 24-53459 Recommendation to receive and file reports from the Civil Service Managers. Suggested Action: Approve recommendation. ]

SO WE'RE VERY EXCITED.

AND AND NOW I WILL PASS IT, I'LL START IT MARIA, AND GO THAT WAY AND SEE IF THEY HAVE ANYTHING TO MENTION.

[01:45:01]

GOOD MOR MORNING COMMISSIONERS AND THANK YOU CHRISTINA FOR INTRODUCTION.

I'M REALLY EXCITED, UH, AND GRATEFUL AND HONORED TO CONTINUE TO SERVE THE PEOPLE'S COMMISSION IN A DIFFERENT CAPACITY.

UH, I JUST WANNA THANK ALSO LAURA BZA AND OSIRIS, UH, LUGO FOR HOLDING DOWN THE RECRUITMENT AND OUTREACH SERVICE DIVISION.

UM, THEY'VE BEEN EXTREMELY UNDERSTAFFED FOR THE LAST FEW MONTHS, SO THANK YOU FOR KEEPING IT GOING AND, AND I'LL SHARE MORE DURING THE NEXT WEEK.

I JUST HAVE ONE QUESTION THAT'S ALWAYS IMPORTANT.

DID YOU GET A SALARY INCREASE, ? YES.

HEY, NOW GOOD MORNING COMMISSIONERS.

UM, JUST WANNA, I WELCOME SAL TO THE TEAM.

ALWAYS A PLEASURE TO WORK WITH HIM.

AND I JUST WANNA SHARE, I KNOW FINANCIAL MANAGEMENT HAVE, UH, LEFT ALREADY, BUT THEY ACTUALLY SHARED INFORMATION WITH THEIR NEWLY ASSIGNED ANALYSTS 'CAUSE WE DID SOME RESTRUCTURING AND DANELLE WANTED ME TO REALLY TELL THE COMMISSION, YOU KNOW, HOW WE APPRECIATE FINANCIAL MANAGEMENT.

THEY, AMANDA HALL AND HER TEAM, THEY THINK CIVIL SERVICE FOR THE WORK THAT WE DO AND A GREAT PARTNERSHIP IN COLLABORATION WITH CIVIL SERVICE THAT THEY CONTINUE TO HAVE WITH FINANCIAL MANAGEMENT DURING OUR MONTHLY PRIORITY MEETINGS.

SO THIS MADE A SMOOTH TRANSITION FOR DANELLE AND SHE JUST WANTED TO THANK MARIA CONNELL FOR LAYING THAT FOUNDATION AND FOSTERING A GREAT RELATIONSHIP WITH FINANCIAL MANAGEMENT.

AND THEN ALSO, UM, JUST TO WANNA THANK STEPHANIE.

SHE REALLY TOOK, UM, LEADERSHIP LAST WEEK.

I TOOK SOME TIME OFF, I HAD GRADUATIONS TO GO TO.

SHE STEPPED UP, YOU KNOW, ENSURING THAT THE ELIGIBLE, THIS INFORMATION WAS PASSED ON ADMIN SUPPORT AND HOLDING OUT THE TEAM AND AS I WAS TOLD IN A TRUE CAPRICE FASHION.

SO JUST WANNA, UH, KUDOS TO STAFF FOR THOSE THAT DID TAKE TIME OFF NORMALIZING THEIR LIFE.

UM, AND THEN I JUST WANNA ALSO SAY THANK YOU, UM, COMMISSIONER, UH, ERIC FOR SHARING.

YOU KNOW, THAT JUST REMINDS US THAT ADVERSITY AND DISCRIMINATION CONTINUES TO SHOW UP IN, UH, VARIOUS FASHIONS.

SO SORRY THAT YOU HAD TO GO THROUGH THAT AND, BUT THANK YOU FOR SHARING.

THANK YOU FOR THAT ACKNOWLEDGEMENT.

UM, CAPRICE, UM, IT HAPPENED AT THE BEGINNING OF OUR MEETING, BUT IT STILL STAYS WITH ME.

UM, BECAUSE ERIC IS NEAR AND DEAR TO MY HEART.

SO WHEN HE HURTS, I HURT.

SO THANK YOU FOR ACKNOWLEDGING THAT AND THAT YOU ARE CONCERNED ABOUT HOW HE WAS TREATED.

I APPRECIATE THAT.

ARE THERE ANY OTHER COMMENTS? OKAY, THIS IS AN OPPORTUNITY TO ADDRESS THE CIVIL OH, SORRY.

UH, I TOLD YOU I WAS GONNA JACK IT UP.

BLESS VOTE.

THANK YOU COMMISSIONER.

LOVE.

MOVING ON TO ARE THERE ANY MEMBERS OF THE PUBLIC THAT WOULD TO ADDRESS? ONE SECOND.

WE NEED COMMISSIONER LOVE.

I DID DO IT AGAIN.

OOPS.

WHERE AM I? ALL RIGHT.

PUBLIC THAT WISH TO COME ON DOWN? GIRL, BEFORE I JACK THIS UP ANY FURTHER? AND THANK YOU SO MUCH FOR YOUR PATIENCE WITH ME TODAY.

NOW YOU'RE GOOD.

OH, .

OKAY, LET'S TRY THIS AGAIN.

ARE THERE ANY MEMBERS OF THE

[PUBLIC COMMENT Opportunity to address the Civil Service Commission on non-agenda items. ]

NO PROBLEM.

GOOD MORNING EVERYONE.

ASHLEY GUN GRAND LODGE SPECIAL REPRESENTATIVE WITH THE I AM FIRST ONE.

IT ALSO CONGRATULATES SAL A PREVIOUS IAM MEMBER.

WE'RE SUPER EXCITED AND THAT'S A GREAT PICK FOR YOU ALL.

IT IS.

I'M VERY EXCITED.

UM, AND ERIC, I ALSO WANTED TO PROVIDE SUPPORT.

I AM TO SUPPORT YOU AND I'M SORRY YOU HAD TO GO THROUGH THAT AS WELL.

UM, I CAME BACK, I ACTUALLY LEFT A MEETING TO COME BACK OVER HERE TO KIND OF SPEAK ON THIS BAKER TILLY REPORT, THE RECOMMENDATION THAT SAYS DISCONTINUE SENDING BULLETINS TO THE BARGAINING UNITS FOR REVIEW.

UM, I WOULD HOPE THAT YOU GUYS DONE A LITTLE BIT MORE RESEARCH, UH, IN YOUR, IN YOUR PRESENTATION BECAUSE THERE'S LANGUAGE IN THE BARGAINING UNIT CONTRACTS THAT SAYS YOU HAVE TO MEET, CONFER THOSE OVER THOSE BULLETINS.

THERE'S ALSO LANGUAGE IN CHANGES TO WAGES HOURS AND WORKING CONDITIONS UNDER, UH, GOVERNMENT CODE 35 0 5 AND AT THE MMBA.

UM, SO THAT'S NOT SOMETHING I AM, WILL DEFINITELY BE SUPPORTING IN THIS REPORT.

AND WE WILL BE TAKING A DEEPER DIVER LOOK INTO THIS BAKER TILLY REPORT.

UM, I'M VERY CURIOUS AND INTERESTED TO SEE WHAT CHANGES HAVE COME FROM THE PAST.

I THINK THE LAST ONE WAS WHAT, 10 YEARS AGO THAT THEY DID WHEN WE HAD THIS WHOLE CHARTER AMENDMENT ISSUE COME UP.

SO, UH, WE'LL DIVE INTO THIS A LITTLE BIT MORE, BUT I THINK THAT PUTS THE CITY IN A LITTLE BIT HIGHER RISK FOR US TO FILE CHARGES.

SO I WOULD NOT RECOMMEND THAT, UH, AT ALL.

SO I WANTED TO SAY THAT, UM, CONGRATULATIONS AGAINST AL THANK YOU FOR COMING TO THE PODIUM.

I APPRECIATE IT AND THANKS FOR RETURNING.

YES, .

NO PROBLEM.

I'M JUST A CALL AWAY.

PERFECT.

SUPPORT IN HELPING US FILL POSITIONS WITHIN THE HARBOR DEPARTMENT.

I'M ARI MII, REPRESENTATIVE OF THE HARBOR DEPARTMENT MANAGER FOR STAFFING AND RECRUITMENT.

AND UH, I ACTUALLY WANTED TO COME UP HERE AND RECOGNIZE SAL BARAJAS AS WELL FOR HIS GREAT WORK AND INSTRUMENTAL

[01:50:01]

UH, FROM THE MOMENT THAT HE'S PARTNERED WITH HARBOR TO, UH, CURRENTLY RIGHT NOW, WE'VE BEEN ABLE TO FILL 36 CLASSIFIED POSITIONS, INCLUDING SOME POSITIONS THAT HAVE BEEN OPEN FOR OVER TWO YEARS.

SO WE, THAT'S WHAT I'M TALKING ABOUT.

WE REALLY WANT TO TAKE THE MOMENT TO JUST SHARE AND APPRECIATE HIS HARD WORK AND SUPPORT OF THE HARBOR DEPARTMENT AND, UH, LOOKING FORWARD TO CONTINUING TO WORK WITH HIM.

THANK YOU SO MUCH FOR COMING FORWARD.

WE APPRECIATE YOUR COMMENTS.

WE KNOW HE IS A WATER WALKER , AND WE'RE HAPPY TO HAVE HIM.

ANNOUNCEMENTS? THERE'S, UH, NOT NECESSARILY AN ANNOUNCEMENT, BUT SOMETHING I TOUCHED ON, UH, DURING THE BAKER TILLY REPORT IS WHENEVER I READ SOMETHING THAT HAS TO DO WITH THE LABOR MARKET, I, I BRING IT UP HERE AND I, I DON'T KNOW THE TIMELINE OR HOW FAR OUT, UH, THESE THINGS ARE IMPACTING, BUT OUR, OUR DECLINING POPULATION, UM, AS, AS WE NEEDED ANOTHER MONKEY WRENCH AFTER AFTER THE PANDEMIC.

AND NOT TO PUT ANYONE ON THE SPOT, BUT I HOPE HIS INCREASED REFLECTS THAT AS I LOVE TO CALL PEOPLE UP.

OH, , UH, COMMISSIONERS, DO YOU HAVE ANY

[ANNOUNCEMENTS]

UH, BUT IT WAS, IT'S IN, I THINK IT WAS AN NPR ARTICLE.

UM, BUT IT VERY INTERESTING IN TERMS OF WHAT THAT LOOKS LIKE FOR THE LABOR MARKET, UH, WITH DECLINING POPULATION, WHO KNEW THAT THAT WOULD GREATLY IMPACT, UM, ALL OF OUR, OUR JOBS OR THEIR ABILITY TO HIRE FOR, FOR POSITIONS.

SO, UH, JUST WANTED TO PUT THAT OUT THERE AS SOMETHING THAT STAYS ON OUR RADAR SO WE CAN, WE CAN THINK ABOUT THAT AS WE MAKE PLANS AND, AND POTENTIALLY HOW THAT MAY IMPACT US AS A CITY.

I'M NOT GONNA SAY ANYTHING ABOUT ROBOTS.

I'M GOING TO MOVE TO ADJOURNMENT.

IF THERE

[ADJOURNMENT]

ARE NO OTHER, THERE'S NO FURTHER DISCUSSION.

CAN I GET A TIME CHECK? 11 0 1 1 1.

MEETING'S ADJOURNED.

1101.

THANK YOU EVERYONE, AND STAY SAFE.

GOOD FIRST MEETING.