Sep 16, 2026 Civil Service Employee Rights and Appeals Commission (trimmed)

OH, YEAH.

UM, WE, WE HAVE A PRE PRESENTATION, IS THAT CORRECT? YES.

GIVE US ONE MINUTE.

UH, WE'RE GONNA SHARE THIS SCREEN HERE, SO IF YOU WANNA GO MAKE SURE, JUST DO WHOLE SCREEN.

AND THEN CLICK ON THE VIDEO AND THEN THAT ONE AND THAT.

ALRIGHT.

THERE YOU GO.

I'M IN CASE I DO A RECORD.

UM, BUT GOOD MORNING COMMISSIONERS.

MY NAME WAS YES.

AND I'M THE MANAGER OF TALENT MANAGEMENT CURRENTLY OVERSEEING, UM, BOTH OUR TALENT ACQUISITION ORGANIZATIONAL DEVELOPMENT DIVISIONS AND HR.

AND TODAY I'LL BE GIVING YOU A PRESENTATION ON THE HUMAN RESOURCES ANNUAL HIRING REPORT, AND I'LL BE GOING OVER SOME UPDATES AND STATS, UM, DATING FROM THE START OF THE MERGER.

MAY, 2025 TO PRESENT TIME.

SEPTEMBER, 2026.

NEXT SLIDE, PLEASE.

SO I THOUGHT IT WOULD BE HELPFUL TO GO OVER A BRIEF OVERVIEW OF WHAT THE TALENT MANAGEMENT BUREAU IS, WHAT OUR SCOPE IS, WHAT WE'RE RESPONSIBLE FOR.

SO ESSENTIALLY THIS BUREAU WAS CREATED TO SUPPORT THE CITY'S WORKFORCE THROUGH THE EMPLOYMENT LIFECYCLE.

SO WE FOCUS ON RECRUITMENT, ATTRACTING, HIRING, DEVELOPING, ENGAGING EMPLOYEES.

OUR TALENT ACQUISITION DIVISION IS FOCUSED ON RECRUITMENT AND SELECTION, APPLICANT ASSESSMENT, HIRING, PROCESS MODERNIZATION, OUR RECRUITMENT OUTREACH, CANDIDATE SUPPORT.

AND THEN YOU HAVE OUR ORGANIZATIONAL DEVELOPMENT DIVISION, WHICH IS MORE FOCUSED ON THE RETENTION COMPONENTS.

SO OUR NEW EMPLOYEE ORIENTATION, GENERAL LEADERSHIP DEVELOPMENT ACROSS THE CITY, MORE FOCUSED, UM, LEADERSHIP DEVELOPMENT, EMPLOYEE ENGAGEMENT, AND THEN COMPONENTS OF OUR PERFORMANCE MANAGEMENT PROCESSES, WHICH INCLUDES OUR CITYWIDE EVALUATIONS.

NEXT SLIDE, PLEASE.

SO NOW IF WE TAKE A LOOK AT SOME STATS LIKE HIRING AT A GLANCE, WHAT'S BEEN HAPPENING DURING THIS TIME? SO WE'VE SEEN 489 RECRUITMENTS OPENED OVER 51,000 APPLICATIONS, PROCESSED OVER 600 PERMANENT HIRES MADE.

THIS IS INCLUSIVE OF PERMANENT FULL-TIME AND PART-TIME BUDGET POSITIONS, APPROXIMATELY 2 MILLION HITS AND VIEWS ON THE CITY'S ONLINE JOB BOARD.

383 CLASSIFIED ELIGIBLE LIST ESTABLISHED OVER 34,000 JOB INTEREST CARDS SUBMITTED AND 2,384 APPLICANT PHONE CALL INQUIRIES.

ALL OF THESE ITEMS FUNNEL THROUGH OUR TALENT ACQUISITION DIVISION.

THANKS, SAL.

UM, SO SOME MILESTONES WE'VE HIT DURING THIS TIME.

UM, WE'VE REDUCED THE AVERAGE TIME TO HIRE ACROSS ALL POSITIONS TO UNDER THE CITY'S, UH, POST-MERGER GOAL OF 90 BUSINESS DAYS.

SO WE ARE APPROXIMATELY AT 88.2 BUSINESS DAYS.

CURRENTLY.

UM, WE'VE ALSO REDUCED REQUISITION APPROVAL TIMELINES BY MORE THAN 50%.

SO A JOB REQUISITION IS ESSENTIALLY A REQUEST THAT DEPARTMENT PERSONNEL SUBMIT INTO NEO GOV, WHICH IS OUR APPLICANT TRACKING SYSTEM, AND WHEN THEY NEED TO FILL CRITICAL VACANCIES.

IN OCTOBER OF 2025, WE LAUNCHED THE LOCAL HIRING PREFERENCES PROGRAM AND WE'RE SEEING THAT NEARLY ONE IN EVERY FOUR APPLICANTS ARE ACTUALLY QUALIFYING FOR EITHER AN LHP, WHICH IS LOCAL HIRING PREFERENCE POINT, OR A VETERAN PREFERENCE POINT.

AND FINALLY, WE'VE SEEN A DECREASE IN THE VACANCY RATE CITYWIDE FROM A PEAK OF 22% TO APPROXIMATELY 16.5%.

SLIDE PLEASE.

SO HOW ARE WE DOING THIS? SO WE'RE FOCUSING A LOT OF OUR EFFORTS ON STREAMLINING.

SO WE'VE REDUCED THE TIME TO HIRE THROUGH PROCESS IMPROVEMENTS, POLICY UPDATES, AND OF COURSE THE UNIFICATION OF THE CIVIL SERVICE AND HR DEPARTMENTS, AS WELL AS FOCUSING A LOT OF OUR EFFORTS, UM, THROUGH OUR CLASSIFICATION AND COMPENSATION DIVISION ON STANDARDIZING JOB DESCRIPTIONS AND MINIMUM QUALIFICATIONS JUST TO REDUCE ANY DELAYS OR INCONSISTENCIES AT THE JOB POSTING AND CANDIDATE SCREENING STAGE.

AND THEN WE FOCUSED A LOT OF TIME ON DEVELOPING AND ENHANCING OUR RECRUITMENT SYSTEMS AND APPLICANT TRACKING TOOLS, UM, MAINLY TO INCREASE TRANSPARENCY AND VISIBILITY AROUND THE HIRING PROCESS.

SO THEY CAN OBTAIN THOSE FIVE POINTS.

UM, I'M HAPPY TO ANNOUNCE WE'VE RECENTLY REVAMPED AND EXTENDED OUR PUBLIC SERVICE CORP FELLOWSHIP PROGRAM, AND I'M HAPPY TO REPORT THAT OUR, UM, FELLOWS, ONCE THEY COMPLETE THEIR COHORT, CAN ACTUALLY QUALIFY UNDER OUR INTERNSHIP AND APPRENTICESHIP CATEGORY UNDER THE LOCAL HIRING PREFERENCES

[00:05:01]

NOW WE'VE ALSO CONTINUED TO, UM, STRENGTHEN OUR EMPLOYEE BRANDING, OUR RECRUITMENT EFFORTS, AS WELL AS COMMUNITY OUTREACH JUST TO INCREASE AWARENESS AND EDUCATION ON PIPELINES INTO THE CITY AND JUST WHAT PUBLIC SERVICE EMPLOYEES LOOK LIKE FOR PEOPLE.

AND THEN, AS I MENTIONED, WE LAUNCHED THE LOCAL HIRING PREFERENCE PROGRAM IN OCTOBER OF 2025.

NEXT SLIDE, PLEASE.

SO I THOUGHT IT WAS IMPORTANT TO TAKE A LITTLE BIT OF A DEEPER DIVE ON THE LHPN, THAT VETERANS PREFERENCE POINTS AND TALK ABOUT SOME MILESTONES WE'VE ACTUALLY HIT SINCE IMPLEMENTATION.

SO AS A REMINDER, THERE ARE FOUR CATEGORIES CURRENTLY UNDER OUR LHP PROGRAM.

IT INCLUDES OUR LONG BEACH RESIDENTS, HIGHER EDUCATION CURRENT CITY EMPLOYEES, WHICH TARGETS OUR EMPLOYEES WITH NON-CAREER STATUS AND OUR INTERNSHIP AND APPRENTICESHIP CATEGORY.

THESE CAN BE STACKED ON TOP OF VETERANS POINTS.

A CANDIDATE CAN BE ELIGIBLE FOR UP TO 10 POINTS.

SO IF THEY QUALIFY FOR TWO OR MORE CATEGORIES OF THESE FOUR, THEY CAN GET 10.

AND WHEN YOU PAIR THOSE WITH VETERANS POINTS, THE MAXIMUM IS ACTUALLY 25.

THEY CAN GET 10 POINTS FOR VETERANS AND, AND ADDITIONAL, UM, THEY CAN GET 15 POINTS FOR VETERANS IF THEY'RE VETERANS AND A DISABLED VETERAN, AS WELL AS 10 POINTS FOR THE LHP.

SO A CANDIDATE HAS THE POTENTIAL TO OBTAIN 25 ADDITIONAL POINTS ADDED TO THEIR SCORES.

SO WHAT ARE WE SEEING? SO AS OF TODAY, ACROSS 48 ELIGIBLE LISTS, AS I MENTIONED, NEARLY ONE IN FOUR APPLICANTS ARE QUALIFYING FOR EITHER ONE OR A COMBINATION OF, OF THESE TYPES OF PREFERENCE POINTS.

SO OUTTA 4,286 TOTAL APPLICANTS, WE'VE SEEN OVER A THOUSAND ACTUALLY QUALIFY FOR EITHER LHP OR VETERANS POINTS OR SOMETIMES BOTH.

SO I WANNA INCLUDE A BREAKDOWN BY THE CATEGORY SO WE CAN SEE OUT OF THAT, UH, 1,008 CANDIDATES THAT QUALIFY FOR THESE POINTS.

57% ACTUALLY QUALIFIED UNDER OUR RESIDENCY CATEGORY, 40% UNDER HIGHER EDUCATION, 2% UNDER INTERNSHIPS AND APPRENTICESHIPS, AND 1% UNDER THE NON-CAREER, UM, CATEGORY.

SO ONE OF THE MOST SIGNIFICANT BENEFITS OF THE IMPLEMENTATION OF THE LHP IS THE PREFERENCE POINTS CAN ACTUALLY CHANGE A CANDIDATE'S COMPETITIVE PLACEMENT ON A BANDED LIST.

SO WHAT IS A BANDED LIST? IT'S ESSENTIALLY A RECRUITMENT THAT RESULTS IN A LIST WHERE THE QUALIFIED CANDIDATES WHO PASS THE EXAM ARE PLACED INTO GROUPINGS.

SO FOR AN EXAMPLE, IF WE HAVE AN ADMINISTRATIVE ANALYST LIST THAT YIELDS, UM, LET'S SAY OVER 300 QUALIFIED APPLICANTS, THEY CAN BE PLACED IN FIVE DIFFERENT BANDS.

UH, BAND A THROUGH E, MEANING IF SOMEONE QUALIFIES FOR POINTS, THEY HAVE THE POTENTIAL TO MOVE UP, A BAND WOULD, WHICH CAN SIGNIFICANTLY CHANGE THE OPPORTUNITY THEY HAVE TO COMPETE FOR A POSITION.

SO WHAT WE'RE SEEING THROUGH SOME OF THE STATS IS OUT OF THAT 1008 INDIVIDUALS THAT HAVE QUALIFIED FOR POINTS SO FAR, 34% OF THEM, THEY DIDN'T SEE A CHANGE.

THEY STAYED IN THE SAME BAND.

BUT I WANNA FOCUS ON THE 54% THAT MOVED UP AT LEAST ONE BAND.

AND THEN WE HAVE 12% THAT MOVED UP TO, OR MORE BANDS, MEANING WE POTENTIALLY HAD INDIVIDUALS THAT PLACED IN BAND C AND THEN MOVED UP TO BAND A.

AND PER THE CIVIL SERVICE ROLES, YOU HAVE TO WORK THROUGH THE BANDS IN ORDER, MEANING THEY NOW GET, UM, THE FIRST OPPORTUNITY TO INTERVIEW AND CAN BE FOR A POSITION WHICH CAN SIGNIFICANTLY CHANGE WHAT THE PATHWAY INTO THE CITY LOOKS LIKE FOR THEM.

SO IN ADDITION TO, UM, ALL OF THE STATS YOU'VE SEEN AND THE IMPLEMENTATION OF OUR LOCAL HIRING PREFERENCE POINTS, WE DO FOCUS A LOT OF OUR ATTENTION ON COMMUNITY ENGAGEMENT AND OUTREACH AS WELL AS CANADA ACCESS AND SUPPORT.

SO ONE OF THE WORKSHOPS THE TALENT ACQUISITION UNIT CONTINUES TO BE KNOWN FOR IS OUR MONTHLY NAVIGATING THE CITY'S HIRING PROCESS WORKSHOP, WHICH IS HELD MONTHLY.

IT FOCUSES ON THE APPLICATION PROCESS FROM START TO FINISH.

UM, WE EDUCATE ON THE DIFFERENCE IN CLASSIFIED AND UNCLASSIFIED SERVICE, DIFFERENT TYPES OF TESTING METHODS, UPCOMING JOB OPPORTUNITIES, AS WELL AS CONNECTING INDIVIDUALS TO RESOURCES THAT AROUND THE CITY THAT THEY OTHERWISE WOULD, UM, NOT HAVE EXPOSURE TO OR KNOW EXIST.

I'D ALSO LIKE TO HIGHLIGHT THAT SESSIONS HELD SINCE MAY OF 2025.

WE'VE HAD A TOTAL OF 14 WITH ABOUT 109 ATTENDEES.

THESE, UM, WORKSHOPS ARE PRETTY CONSISTENT.

THEY'RE ONLY CANCELED OR RESCHEDULED.

IF NUMBER OF REGISTRANTS IS VERY LOW, UM, THEN WE WILL CONSOLIDATE SOME OF THE DATES.

BUT THIS IS A REALLY POPULAR SESSION.

I KNOW, UH, THE TEAM HAS WORKED VERY HARD TO REVAMP, UM, KIND OF THE CONTENT, THE FLOW OF THE WORKSHOPS JUST TO, UM, GIVE INDIVIDUALS THE INFORMATION THEY ACTUALLY NEED AND WANT TO HEAR.

OF EDUCATE THEM ON PUBLIC SERVICE JOBS, WHAT RESOURCES WE HAVE, WHAT SUPPORT WE CAN OFFER, UM, AND HONESTLY JUST BUILD SUSTAINABLE PIPELINES FROM THESE EDUCATIONAL INSTITUTIONS INTO THE CITY OF LONG BEACH.

UM, SO I WANTED TO DO A GENERAL OVERVIEW OF ALL OF OUR OUTREACH EFFORTS FOR FISCAL YEAR 25 TO 26.

AND I'D LIKE TO HIGHLIGHT THAT CURRENTLY OUR OUTREACH EFFORTS ARE ALREADY EXCEEDING OUR FISCAL YEAR 25 EFFORTS.

AND I WANTED TO FOCUS SPECIFICALLY ON, UM, THE GRAY BARS ON EACH CHART.

WE'RE ALREADY SEEING A 29% INCREASE IN COMMUN IN CAREER FAIRS AND HIRING EVENTS, AND A 73% INCREASE IN WORKSHOPS AND TRAININGS.

AND ON THE RIGHT SIDE OF THE SLIDE IS JUST A LIST OF SOME OF OUR EDUCATIONAL PARTNERS THAT WE CAN CONTINUE TO WORK WITH TO, UM, HOST JOB FAIRS, CAREER EVENTS, UH, EDUCATIONAL WORKSHOPS.

I KNOW I'VE JOINED A FEW, UH, PHONE CALLS WITH REPRESENTATIVES AND THEY BRING POTENTIAL APPLICANTS ON THE CALL AND JUST KIND

[00:10:01]

UM, ADDITIONALLY, WE ALSO FOCUS ON CREATING OPPORTUNITIES FOR CANDIDATES TO EXPLORE CITY CAREERS, CONNECT WITH RESOURCES, UM, BUILD DIFFERENT SKILLS, AND JUST REALLY LEARN ABOUT PUBLIC SERVICE JOBS.

AND I WANTED TO HIGHLIGHT FOUR SPECIFIC AREAS IN WHICH WE DO THIS.

UM, ANNUALLY WE HOST A CITY INTERN NETWORKING EVENT WHERE WE BRING ALL OF OUR CITY INTERNS TOGETHER.

AND MORE RECENTLY WE'VE EXPANDED TO INCLUDE OUR PUBLIC SERVICE CORPS FELLOWS FOR A DAY WHERE THEY GET TO JUST NETWORK CONNECT, UM, HERE FOR DIFFERENT CITY LEADERS.

I KNOW, UH, TOM USUALLY SPEAKS, SOMETIMES MAYOR, RICHARD, TIM WILL SPEAK, I WILL SPEAK.

UM, BRYCE, OUR HR DIRECTOR WILL SOMETIMES SPEAK AND THEY ALSO HEAR FROM FOLKS THAT STARTED THEIR CAREERS WITH THE CITY AS INTERNS OR, YOU KNOW, NON-CAREER STAFF, UM, PART-TIME STAFF WHERE THEY TALK ABOUT HOW THEY MOVED UP THROUGH THE RANKS, WHAT ADVICE THEY CAN GIVE TO THE INTERNS AND THE FELLOWS.

UM, AND IT GIVES THEM TIME TO JUST CONNECT WITH PEOPLE WHO ARE EXPERIENCING THE SAME THING THEY ARE, UH, THE DIFFERENT ASSIGNMENTS, WHAT THEY CAN BE EXPOSED TO HERE.

I THINK SOMETIMES THERE'S A MISCONCEPTION ABOUT WHAT OPPORTUNITIES ARE ACTUALLY AVAILABLE AT THE CITY AND IN PUBLIC SERVICE.

AND IT'S, UM, I OFTEN HEAR IT'S REALLY COOL FOR THEM TO JUST CONNECT, DECOMPRESS, AND LEARN ABOUT ALL THE DIFFERENT SPACES YOU CAN GO IN HERE.

I MEAN, WE CAN REALLY FIND A JOB FOR ALMOST ANYONE WHO'S INTERESTED IN A SPECIFIC AREA, WHICH IS REALLY COOL.

THE TALENT ACQUISITION TEAM ALSO PARTNERS WITH THE CITY MANAGERS DEPARTMENT ON OUR MANAGEMENT, UM, ASSISTANT PROGRAM AND ASSESSMENT CENTER.

SO FOR THOSE OF YOU THAT ARE NOT FAMILIAR, IT'S A ONE YEAR ROTATIONAL FELLOWSHIP PROGRAM.

WE TYPICALLY HIRE, UM, UP TO FORT MANAGEMENT ASSISTANCES THAT COME IN AND THEY COMPLETE FOUR ROTATIONAL ASSIGNMENTS IN THREE MONTH INCREMENTS.

THEY TYPICALLY, UM, DO TWO, TWO ROTATIONS ARE PRETTY STAGNANT.

IT'S WITH FINANCIAL MANAGEMENT, THE BUDGET TEAM AND THE CITY MANAGER'S OFFICE.

AND THEN THE OTHER DEPARTMENTS DO, UM, LIKE THEY DO A CALL FOR PROJECTS AND PROPOSALS AND THEY GET ASSIGNED TO SPECIAL PROJECTS.

SO WE'VE SEEN SOME MANAGEMENT ASSISTANTS ACTUALLY ASSIGNED TO THE MEASURE JB EFFORTS AND PROJECTS, OUR LONG BEACH RECOVERY EFFORTS.

UM, IT'S REALLY ABOUT DEVELOPING THE NEXT GENERATION OF CITY LEADERS.

THEY GET TO WORK ON VERY UNIQUE AND ONCE IN A LIFETIME PROJECTS, AND THEY GET EXPOSURE TO EXECUTIVE LEADERSHIP IN DIFFERENT SPACES THAT THEY WOULDN'T OTHERWISE HAVE.

WE ALSO SUPPORT A LOT OF TARGETED AND SO, UM, TARGETED RECRUITMENT EVENTS AND HIRING, FOR EXAMPLE, THE LONG BEACH FIRE DEPARTMENT LIFEGUARD TRYOUTS.

IT'S PRETTY COOL.

THE TEAM GETS TO GO OUT THERE, THEY GET TO SEE IT HAPPEN IN REAL TIME.

THEY GET TO SUPPORT ANY RECRUITMENT, UM, PROCESS QUESTIONS THAT THEY HAVE.

LAST TIME WE SUPPORTED, UM, APPLICANTS LIKE HELPING THEM APPLY ON THE SPOT, WHICH WAS NEW TO THE SPACE, WHICH IS REALLY COOL FOR FOLKS THAT DIDN'T GET TO SUBMIT AN APPLICATION BEFORE TRYOUTS OCCURRED.

THEY WERE SUBMITTING THEM SAME DAY.

UM, SO WE'RE GETTING CREATIVE WITH THE SUPPORT THAT WE CAN REALLY OFFER IN THESE SPACES.

AND THEN FINALLY WHAT I'M MOST EXCITED ABOUT IS THIS YEAR WE HELD THE FIRST OF ITS KIND OUR PUBLIC SERVICE CORP MOCK INTERVIEW EVENT.

SO IN PARTNERSHIP WITH OUR ECONOMIC DEVELOPMENT AND OPPORTUNITY DEPARTMENT, THE TA TEAM PUT TOGETHER A MOCK INTERVIEW DAY FOR OUR CURRENT COHORT OF PUBLIC SERVICE FELLOWS, WHERE THEY TALKED ABOUT BUILDING YOUR INTERVIEW SKILLS, CAREER READINESS, RESUME BUILDING, AND HAD THEM WORK THROUGH SCENARIOS IN REAL TIME.

UM, I HEARD A LOT OF GREAT FEEDBACK ABOUT IT.

THEY HAD, UH, I THINK IF NOT ALL FELLOWS ATTENDED.

UM, SO THAT IF THAT WAS UNIQUE TO THIS YEAR AND IT'S SOMETHING WE'LL CONTINUE TO DO FOR, FOR YEARS MOVING FORWARD.

OUR RECRUITING EFFORTS, AS WELL AS CONTINUING TO EXPAND AND DEVELOP TARGETED COMMUNITY OUTREACH AND MARKETING CAMPAIGNS TO ATTRACT A BROADER, MORE DIVERSE TALENT POOL.

UM, SO WE'VE HAD TO GET REALLY CREATIVE IN THE RECRUITMENT SPACE, KEEP UP WITH TRENDS, FIGURE OUT WHAT OTHER ORGANIZATIONS ARE DOING TO REMAIN COMPETITIVE IN THE JOB MARKET.

SO WE'VE REALLY SEEN AN UPTICK AND WE'VE HEIGHTENED OUR ONLINE MEDIA PRESENCE THROUGH PLATFORMS LIKE INSTAGRAM, LINKEDIN, FACEBOOK, UM, X, AS WELL AS JUST GENERAL PLATFORMS THAT THE CITY USES.

SO I WANTED TO HIGHLIGHT JUST AN EXAMPLE OF THREE OF THE POSTS THAT WENT VIRAL AND THE REACH WE'VE BEEN ABLE TO GET THROUGH SOME OF THESE POSTS.

SO AS YOU CAN SEE, WE'VE HAD SOME POSTS FOR JOBS REACH OVER 200,000 VIEWS, HAVE OVER 21,000, UM, ORGANIC IMPRESSIONS ON DIFFERENT PLATFORMS. AND TWO RECENT, I GUESS TWO RECENT RESULT, MORE RECENT RESULTS WE'VE SEEN, UM, FROM HOW WE'RE GETTING CREATIVE IN THIS SPACE IS THE AMOUNT OF APPLICANTS WE'RE YIELDING FOR SOME RECRUITMENT.

SO WE HAD A RECENTLY A ADMIN ANALYST RECRUITMENT AND AN ASSISTANT ADMIN ANALYST RECRUITMENT THAT EACH YIELDED OVER A THOUSAND APPLICANTS THAT IS MORE THAN THE PAST SEVERAL YEARS FOR EACH OF THOSE RECRUITMENTS.

UM, AND THAT WAS SIMPLY FROM POSTS THAT WERE ROLLED OUT RIGHT BEFORE THE DEADLINE.

SO IT'S BEEN REALLY COOL TO SEE WHAT WE CAN DO IN THIS SPACE AND HOW WE CAN CONTINUE TO ATTRACT PEOPLE TO THE CITY ON DIFFERENT PLATFORMS. NEXT SLIDE PLEASE.

SO NOW THAT WE'VE TALKED ABOUT WHERE WE'RE AT, WHAT WE'RE CURRENTLY DOING, WHAT DOES THE PATH FORWARD LOOK LIKE FOR US? WHERE ARE WE GONNA FOCUS OUR EFFORTS? WHERE DO WE NEED TO PUT A LITTLE BIT MORE TIME, ATTENTION, AND CARE, UM, TO MAKE SURE THAT WE CONTINUE TO BUILD THE CITY AS THE EMPLOYER OF CHOICE? BUT WE'RE GONNA FOCUS A LOT OF OUR, OUR TIME ON TALENT ACQUISITION MODERNIZATION.

SO CONTINUING TO LEVERAGE ADVANCED TECHNOLOGY AND DATA ANALYTICS, UM, TO BE MORE PROACTIVE IN

[00:15:01]

ALIGNING OUR CS ROLES WITH MODERN RECRUITMENT BEST PRACTICES, AND ENSURING THE CITY REMAINS ATTRACTIVE TO TOP TALENT AS WELL AS IN THIS COMPETITIVE JOB MARKET.

UM, WE'LL FOCUS ON STRENGTHENING OUR LI LOCAL HIRING PREFERENCES PROGRAM, UM, TO PRIORITIZE LOCAL QUALIFIED HIRING AND STRENGTHENING PARTNERSHIPS WITH LOCAL ORGANIZATIONS TO BUILD MORE SUSTAINABLE PIPELINES.

UM, IN THE ORGANIZATIONAL DEVELOPMENT SPACE, WE'LL REALLY FOCUS ON REVAMPING AND ENHANCING ONBOARDING PROGRAMS JUST TO PROMOTE EARLIER, UM, RETENTION AS WELL AS COLLECTING AND ANALYZING EMPLOYEE FEEDBACK JUST TO ENSURE THAT WE HAVE CONTINUOUS IMPROVEMENT IN THIS AREA.

AND OF COURSE, EVALUATING OR REFINING OUR CS ROLES TO PROMOTE INTERNAL PROMOTABILITY CAREER GROWTH AND LONG-TERM RETENTION OF HIGH PERFORMING EMPLOYEES.

AND FINALLY, WE'LL REVIEW AND UPDATE ALL OF OUR RECRUITMENT AND RETENTION POLICIES IN ALIGNMENT WITH MEASURE JB AND CITY PRIORITIES.

AND FINALLY, GENERALLY UPDATE THE CS RULES AND REGULATIONS JUST TO ENSURE THAT WE'RE STREAMLINING ANY OUTDATED PROCESSES, CAPITALIZING ON, UM, EFFICIENCIES, ELIMINATING THE INEFFICIENCIES, AND JUST SUPPORTING THE CITY ON A MORE RESPONSIVE AND PROACTIVE HIRING PROCESS.

UM, SO A LOT'S BEEN DONE IN THE LAST YEAR AND A HALF.

UM, A LOT MORE CAN BE DONE IN THIS SPACE.

REALLY EXCITED REPORT BACK ON SOME OF THESE METRICS.

I THINK WE'VE HIT SOME PRETTY SIGNIFICANT MILESTONES DURING THIS TIME.

UM, AND WITH THAT BEING SAID, I THINK IT BRINGS ME TO THE CONCLUSION OF THE PRESENTATION.

I'D ACTUALLY LIKE TO INVITE UP OUR TALENT ACQUISITION OFFICERS, PETER POO AND SALVADOR RAJA, JUST SO, UM, WE'RE AVAILABLE TO ANSWER ANY QUESTIONS THAT YOU GUYS MAY HAVE.

THANK, THANK YOU SO MUCH FOR YOUR TIME.

BEFORE WE GO INTO QUESTIONS, LET RECORD SHOW THAT COMMISSIONER OWENS JOINED US AT 9:20 AM AND WHO HAS QUESTIONS? COMM, VICE PRESIDENT GARNER.

FIRST OF ALL, I, THIS IS FANTASTIC.

THIS IS A HUNDRED TIMES BETTER THAN THE OLD CIVIL SERVICE.

I MEAN, A HUNDRED TIMES BETTER.

AND THEY WERE A DISASTER.

SO THIS IS REALLY ENCOURAGING.

UM, 88, 80 PLUS BUSINESS DAYS STILL SEEMS VERY LONG TO ME.

UM, YOU KNOW, WHEN I WORKED FOR THE CITY, IT WAS VERY DIFFICULT TO, OKAY, I NEED TO HIRE THIS.

OR SOMEONE WOULD COME TO ME AND SAY, I I WON'T WORK FOR THE CITY.

OKAY, HERE'S THE PROCESS.

AND BY THAT TIME, THEY'RE, THEY'RE LONG GONE.

SO WHAT'S THE GOAL FOR, FOR INSTEAD OF 18 PLUS DAYS? WHAT'S THE, I THINK THE GOAL IS DEFINITELY TO CONTINUE TO ANALYZE WHERE WE'RE AT WITH THE PROCESS, COMPARE OURSELVES TO OTHER AGENCIES.

AND I THINK SOME AREAS, UM, THAT WOULD HELP ALSO IS LEVERAGING TECHNOLOGY.

THAT'S NOT A SPACE THAT WE'VE REALLY TAPPED INTO, BUT WE DO HAVE A NEW SYSTEMS MANAGEMENT BUREAU.

UM, SO WE'VE BEEN PARTNERING VERY CLOSELY WITH OUR BUREAU MANAGER IN THAT AREA TO FIGURE OUT WHERE CAN WE AUTOMATE SOME PROCESSES? WHERE CAN WE CUT OUT SOME OF THE TIMEFRAME? WHAT ARE WE DOING DOING THAT'S REDUNDANT OR INEFFICIENT REALLY FOR THE PROCESS? BECAUSE MOST APPLICANTS WANT AN EASY AND QUICK PROCESS.

YOU KNOW, THEY DON'T WANNA GO THROUGH A VERY COVER SUM APPLICATION PROCESS, COMPLETELY UNDERSTANDABLE, WHICH CAN MAKE IT HARD TO COMPETE WITH OTHER ORGANIZATIONS.

SO IT'S REALLY ABOUT CONTINUING TO SEE WHERE WE'RE AT AND WHERE THE INEFFICIENCIES ACTUALLY ARE.

UM, THERE'S A LOT OF NUANCES IN THE HIRING PROCESS, BUT THE ULTIMATE GOAL IS TO FIND THOSE INEFFICIENCIES AND ADDRESS THEM AS QUICKLY AS POSSIBLE.

I CAN'T REALLY PUT A TIMEFRAME ON THE HIRING, BUT, UM, I'M DEFINITELY OPTIMISTIC ABOUT THE FUTURE AND LOWERING THAT, THAT NUMBER.

AND, AND ONE THING THAT YOU BROUGHT UP IS THE, UH, TECHNOLOGY.

'CAUSE I REMEMBER ONE TIME I HAD A, JUST A BASIC ENTRY LEVEL POSITION THAT I HAD FOR SOME REASON WE HAD TO FILL FAST, SO I SAID, LET ME WALK THROUGH THE PAPERWORK.

14 DIFFERENT HANDS.

IT WENT THROUGH, THROUGH I THINK FOUR DIFFERENT DEPARTMENTS.

SO FOR JUST A BASIC BUDGETED ENTRY LEVEL POSITION.

SO HOPEFULLY THE ELECTRONIC CAN DO THAT A SIMULTANEOUSLY AND GET THAT DONE MUCH FASTER.

ONE, ONE OF THE OTHER PROBLEMS I HAD WAS, OKAY, YOU'RE HIRED.

I GO THROUGH THE INTERVIEW PROCESS, YOU'RE HIRED.

OH, SHOULD I PUT MY TWO WEEKS NOTICE IN? WHEN DO I START? I HAVE NO IDEA.

WHEN YOU START, IT'S GONNA BE .

I, I DON'T KNOW.

SO DON'T PUT YOUR NOTICE IN.

THEY LOOKED AT ME LIKE I WAS CRAZY.

TO COMPETE FOR THESE POSITIONS.

HAS THAT IMPROVED? WE'RE WORKING ON BUILDING MORE TRANSPARENCY INTO THE PROCESS.

WE'RE REALLY TAKING A HOLISTIC APPROACH.

IT'S REALLY NOT JUST, THERE'S SO MANY COMPONENTS THAT IMPACT THE HIRING, UM, AND DIFFERENT DIVISIONS WITHIN HR AND DIFFERENT CITY PARTNERS, THE DEPARTMENTS AS WELL AS CITY MANAGER'S, OFFICE, AND OUR FINANCIAL MANAGEMENT TEAM.

IT'S REALLY ABOUT LOOKING AT EVERYTHING FROM, UM, A BROADER APPROACH AND FIGURING OUT WHERE WE CAN PARTNER, WHERE, WHERE THOSE INEFFICIENCIES ACTUALLY EXIST.

SO YES, WE'LL BE FOCUSING A LOT ON, UH, REVAMPING THE ONBOARDING PROCESS AS WELL AND CREATING MORE TRANSPARENCY FOR, FOR CANDIDATES.

'CAUSE THAT DEFINITELY CAN, YEAH, BECAUSE THAT WAS LITTLE EMBARRASS .

WHEN DO I START? I HAVE NO IDEA.

IT'S GONNA BE A MONTH OR TWO.

UH, I JUST HAD NO IDEA.

UM, DIRECT APPOINTMENTS, UH, FOR MANAGERS.

UM, I DON'T KNOW IF YOU GET INVOLVED IN THAT, BUT, UH, UM, THAT WAS ALWAYS A BIG FIGHT.

WHETHER SHOULD ALLOW DIRECT APPOINTMENTS OR NOT ALLOW DIRECT APPOINTMENTS.

WHAT, WHAT'S THE CURRENT PRACTICE? UH, STANDARD PRACTICES TO, UH, RECOMMEND COMPETITIVE RECRUITMENTS THAT PEOPLE HAVE THE OPPORTUNITY

[00:20:01]

WHETHER THEY'RE OPEN TO EXTERNAL FOLKS AND INTERNAL OR INTERNALLY.

WE ALWAYS ENCOURAGE A COMPETITIVE RECRUITMENT PROCESS.

YEAH, I MEAN, AND THAT'S WHAT WE ALWAYS HEARD FROM THE CITY MANAGER'S OFFICE, EXCEPT FOR THE CITY MANAGER'S OFFICE.

AND, YEAH, .

UM, LOCAL HIRING, UH, FOR ENTRY LEVEL POSITIONS, I, I LOOK AT LIKE THE REFUSE GROUP.

UM, THERE YOU DON'T NEED A COLLEGE DEGREE, OBVIOUSLY.

AND, UH, AND TRADITIONALLY THAT HAD A LOT OF LONG BEACH RESIDENTS.

UM, YOUR NUMBERS WEREN'T BROKEN DOWN AS FAR AS LIKE ENTRY LEVEL POSITIONS AND, AND, UH, LIKE BLUE COLLAR VERSUS WHITE COLLAR, THAT'S SOMETHING I WOULD LIKE TO SEE BANDED LISTS, THAT WAS ALWAYS A BIG ISSUE.

UH, I ALWAYS FORGET WHAT THE OTHER OPTION WAS.

BANDED LIST OR QUALIFYING.

QUALIFYING, YES.

WHAT'S THE STATUS ON THAT? I NEED TO DECIDE WHICH IS WHICH GENERALLY? UM, IT DEPENDS ON THE COMPETITIVE OF THE, OF THE ACTUAL RECRUITMENT.

UM, SO QUALIFYING, WE TEND TO BE QUALIFYING IF IT'S LIKE AN ENGINEER WHERE A LICENSER REQUIRED OR LIKE A NURSE, WOULD, THEY HAVE TO GET LIKE A STATE LICENSE.

SO WE'RE NOT GONNA REQUIRE A CANDIDATE TO DO ADDITIONAL TESTING IF THEY WERE GONNA GET SOME LIKE, LIKE, UH, LIKE A ARCHITECT OR SOME SORT OF ALREADY REQUIRE, UM, EXAMINATION.

BUT USUALLY FOR THE REST OF THE EXAMS, THEY'RE COMPETITIVE.

LIKE WHETHER IT'S LIKE ENTRY LEVEL, LIKE CLERK TYPIST OR LIKE ADMINISTRATIVE ANALYST, WE GET A LOT OF APPLICANTS.

WE WANNA TRY TO HELP THE DEPARTMENT AND, AND, AND CREATING LIKE, LIKE BANDED, UH, LIST FOR THEM TO SELECT FROM.

UM, AND FIRST I'D LIKE TO, UH, THE UNION SORT OF TAKE A LITTLE CREDIT FOR THE BANDIT THING.

WE PUSHED VERY HARD FOR BANDIT LISTS.

UM, JUST, JUST, UH, JUST CHOKED THEM UP.

UM, SO, UH, IN THE, ON LIKE ONE OF THE FIRST FLAG SLIDES, YOU'RE TALKING ABOUT A CERTAIN NUMBER OF PERMANENT EMPLOYEES.

ARE ALL THOSE, UM, UH, CLASSIFIED UNDER CIVIL SERVICE OR IS THAT NON-CAREER AND, AND CLASSIFIED EMPLOYEES? UM, NO NON-CAREER EMPLOYEES.

IT'S JUST PERMANENT BUDGETED FULL-TIME AND PART-TIME EMPLOYEES, WHICH COULD ALSO BE UNCLASSIFIED.

OKAY, THANK YOU.

UM, AND THEN THE VACANCY RATE THAT YOU POSTED.

FIRSTLY, AGAIN, I'D LIKE TO ECHO WHAT CHRIS SAID.

YOU, THIS IS A NEW DEPARTMENT AND BUREAU AND ALL THAT STUFF, AND YOU ALL ARE DOING AN AMAZING JOB.

IT IS NOT EASY TO START THIS TYPE OF WORKUP AND, AND, YOU KNOW, CREATE IT AND GET IT GOING.

YOU'RE DOING A GREAT JOB.

UM, THE VACANCY RATE, IS THAT BASED OFF OF LIKE, UM, WE JUST ELIMINATE VACANCIES OR DID WE ACTUALLY HIRE PEOPLE INTO THOSE ROLES AND IS THAT LIKE A, LIKE A COMBINATION? LIKE WHERE DID WE GET THAT NUMBER FROM? IT COULD BE A COMBINATION OF BOTH.

UM, I DID, I DID HAVE A NOTE ABOUT THE, THE 90 BUSINESS STAGE THING.

SO THAT WAS ALREADY ASKED, UM, IN THE HIRING PROCESS.

'CAUSE LIKE CHRIS, WHAT CHRIS WAS DESCRIBING IS LIKE, THERE'S REALLY NO CLARITY ON WHEN AND WHERE THESE FINAL DECISIONS ARE REALLY BEING MADE AND EVERYTHING.

HOW CLOSE TO THE EMPLOYEE LEVEL IS THE PERSON THAT GETS TO MAKE THE FINAL DECISION ON WE'RE HIRING THIS PERSON, THEY'RE STARTING ON THIS DAY.

LIKE IS IT SUPERVISOR, UH, BUREAU MANAGER, DIRECTOR OF THE DEPARTMENT? IS IT ABOVE THAT? HOW CLOSE TO THE EMPLOYEE LEVEL IS THAT DECISION BEING MADE? IT'S TYPICALLY THE HIRING MANAGER THAT WILL MAKE THE FINAL SELECTION.

SO THEY USUALLY GO THROUGH AN INTERVIEW PROCESS, BUT FINAL DECISION ALWAYS LANDS WITH THE INDIVIDUAL THAT'S ACTUALLY HIRING FOR THE AGENCY.

THOSE ARE MY QUESTIONS.

SO I HAVE SOME QUESTIONS.

HI.

THANK YOU FOR BEING HERE.

I JUST WANTED TO COMPLIMENT YOUR LOCAL HIRING AND COMMUNITY ENGAGEMENT PROGRAM.

UM, AND I ALSO FEEL THAT, UM, HAVING BEEN A LOCAL GOVERNMENT AGENCY, UH, EMPLOYEE AND THEN MOVING TO STATE AGENCIES, UM, THAT, UM, THE 88 DAYS IS PRETTY GOOD.

THE STATE OF CALIFORNIA IS 102 DAYS, SO THAT'S STANDARDS.

I JUST WANTED TO SHARE THAT WITH MY COLLEAGUE, HER .

IT HURT.

UM, I WANTED TO, UM, ASK, IF YOU CAN CLARIFY MEASURE JB YES.

THAT IS THE MEASURE THAT MOVED FORWARD, UM, TO UNIFY THE CIVIL SERVICE, ANY CHARTER DEPART.

OFFER RAPID RESPONSE SESSIONS, UM, FOR STAFF THAT ARE IMPACTED BY THE LAYOFFS AS WELL AS OFFICE HOURS TO ADDRESS ANY QUESTIONS THAT THEY MAY HAVE.

AND SO, UM, WANTED TO ASK, AS YOU'RE, UM, DOING YOUR WORK WITH, UM, LEARNING AND DEVELOPMENT, UM, HOW ARE, UM, AND THE ELIGIBILITY LIST, HOW HAVE YOU, HAS YOUR WORK BEEN IMPACTED GIVEN, UM, THE, UM, UH, RECENT LAYOFFS? UH, I'M, I'M, I'M JUST WONDERING IF LEARNING DEVELOPMENT IS SUPPORTING THE EMPLOYEES, DO YOU, DOES, DOES YOUR WORK ALSO TAKE INTO EFFECT, UM, TRYING TO HELP THEM GET PLACED? ARE YOU TRAINING THEM? I AS I I THINK WE, I DIDN'T HAVE MUCH CLARIFICATION ON THAT OR CLARITY AROUND, UM, HOW, UH, WE ARE MOVING FORWARD AS, UM, A CITY GIVEN THAT THERE'S CHOICES AND THERE'S, UM, DECISIONS THAT NEED TO BE MADE, UM, BEFORE THE END OF THE MONTH.

ABSOLUTELY, I CAN ANSWER THAT.

SO WE'VE PARTNERED WITH ECONOMIC DEVELOPMENT AND OPPORTUNITY TO

[00:25:01]

UM, IT'S REALLY A, A WHOLE DEPARTMENT AND CITY EFFORT, UM, SUPPORTING THESE FOLKS DURING THIS TIME.

IT HASN'T BEEN SO MUCH FOCUSED ON THE LEARNING AND DEVELOPMENT SPACE, BUT WE DO SEND OUT, WELL I'M THINKING ABOUT JUST, I'M SORRY, UM, UM, USING IT, I'M THINKING ABOUT THE, THE, UM, ELIGIBILITY LIST THAT YOU HAVE AND THEN YOU'VE GOT THE STAFF THAT ARE IN, IN GENERALIZED POSITIONS.

ARE YOU, ARE YOU GUYS INCORPORATING THEM INTO THESE ELIGIBILITY LIST? ARE YOU PROVIDING THEM LIKE FIRST, UM, OPPORTUNITY TO INTERVIEW FOR THESE JOBS? I'M JUST WONDERING LIKE, HOW, HOW ARE WE, HOW ARE WE GOING BACK AND HOW DOES YOUR WORK IMPACT IT? CORRECT.

I MIGHT NEED A DEFER TO BRYCE 'CAUSE I'M NOT IN THE WEEDS OF THAT PROCESS, BUT SURE.

SO, UM, WELL BRYCE NOW OUR HR DIRECTOR, UM, AS MENTIONED LAST WEEK, FOR FOLKS THAT ARE LAID OFF FROM CLASSIFIED POSITIONS, THEY WOULD BE PLACED ON A PRIORITY LIST.

SO A PRIORITY LIST IS AKIN TO AN ELIGIBILITY LIST, HOWEVER, IT IS DIFFERENT.

SO THAT PRIORITY LIST WOULD BE FIRST, UH, CANVAS OR LOOKED AT, SO TO SAY, GIVEN OPPORTUNITIES FOR THOSE FOLKS, IF THERE'S A VACANCY IN THAT CLASSIFICATION DOWN THE ROAD.

UM, HAPPY TO REPORT, AS I MENTIONED LAST WEEK, WE'RE STILL WORKING ON PLACEMENT OPPORTUNITIES FOR THOSE EMPLOYEES.

SO WE'RE HOPING THAT THAT, UH, LIST OF, UH, INDIVIDUALS WHO WOULD ACTUALLY NEED TO BE ON THE PRIOR LIST IS VERY LOW, IF AT ALL.

ANY, UM, SO WE'RE ACTUALLY LOOKING AT PLACING FOLKS INTO THEIR CURRENT CLASSIFICATIONS AND JUST OTHER OPPORTUNITIES.

SO ALSO TO YOUR POINT ABOUT TRAINING, THOSE FOLKS WILL BE GIVEN A, A TRANSITION PLAN, WHICH WILL INCLUDE TRAINING OPPORTUNITIES IN THAT NEW ROLE.

SO IT'S NOT JUST YOU'RE IN THIS CLASSIFICATION, YOU'RE EXPECTED TO KNOW EVERYTHING.

DAY ONE, THERE WILL BE A TRAINING PLAN PUT TOGETHER FOR FOLKS TO GET ACCLIMATED TO THE NEW DEPARTMENT AND THE NEW, OKAY.

SO THAT FALLS UNDER TA.

SO IT, IT'S A PARTNERSHIP ACTUALLY WITHIN HR BETWEEN OUR PERSONAL, UH, SERVICES TEAM AND OUR TALENT ACQUISITION TEAM IN TERMS OF THE COMPONENTS WITH THAT.

BUT WE'RE WORKING TOGETHER BEHIND THE SCENES TO MAKE SURE THAT THE EXPERIENCE FOR THE EMPLOYEE AND THE DEPARTMENTS ARE SEAMLESS.

SO WE'RE NOT REALLY SPLITTING IT UP IN THIS SPACE.

'CAUSE THIS IS A VERY UNIQUE, UH, TIME IN TERMS OF THE BUDGET PROCESS.

THAT'S, THAT'S HELPFUL.

UM, THANK YOU FOR THAT.

AND THEN, UM, LASTLY, I WANTED TO ASK UNDER THE ORG, UM, MANAGEMENT, UM, AND YOU MENTIONED EVALUATIONS, WHICH IS ALWAYS A STICKING POINT FOR, FOR LEADERS, UH, AND ESPECIALLY BEING IN OUR ROLES AS AS PUBLIC MEMBERS, UM, AND, AND WHAT WE HEAR.

UM, WHAT TYPE OF IMPROVEMENTS DO YOU SEE, UM, GOING INTO, UM, ANY TYPE OF ACCOUNTABILITY FOR LEADERS, UM, WITH, UM, THEIR EVALUATION PROCESS? ARE YOU INCREASING ANY, UM, TRAINING FOR HOW TO COMPLETE AN EVALUATION FOR NEW MANAGERS? ARE YOU, UH, IS ANY, YOU KNOW, LIKE HOW IS THAT PROCESS, UM, STARTING WITH YOU SO THAT IT EQUATES TO TIMELY, UH, EVALUATIONS AND EMPLOYEES? SO WE ACTUALLY HAVE ROLLED OUT RESOURCES THROUGH THE MANAGEMENT OF PERFORMANCE EVALUATION PROCESS.

WE HAVE A PUBLISHED TRAINING THAT IS REQUIRED BY ALL SUPERVISORS.

IT'S PRETTY COMPREHENSIVE, SO IT'S MANDATORY.

CIVIC EXCELLENCE LEADERSHIP ACADEMY.

SO THIS IS, UM, A MANDATORY RECRUITMENT.

WE, UM, IT'S PRETTY COMPREHENSIVE.

SO WE DO THAT.

WE'VE ROLLED OUT RESOURCES AND WE'RE ACTUALLY IN THE PROCESS OF EVEN REVAMPING THE EVALUATIONS ON THE CLASSIFIED AND UNCLASSIFIED NON-MANAGEMENT EMPLOYEE SIDE.

AND WE DID ALSO RECENTLY ROLL OUT OUR, UM, SELL TRAINING, WHICH I CAN'T EVEN REMEMBER WHAT THE ACRONYM STANDS FOR.

I'M GONNA KICK MYSELF LATER ABOUT THIS.

BUT WE DID ROLL OUT A RECENT SUPERVISORY ACADEMY AS WELL TO PREP NEW MANAGERS, CURRENT MANAGERS, AND WE'RE GONNA CONTINUE TO EXPAND ON THAT.

SO WE ARE PUTTING A LOT OF EFFORT INTO THIS SPACE AS WELL.

AND I THINK THAT COULD BE A GAME CHANGER, UH, THAT HAPPENS AT THE STATE LEVEL.

AND I WAS SHARING WITH, UH, MY COLLEAGUE AS WE WERE WALKING IN EARLIER THAT, UM, THE STATE OF CALIFORNIA, UM, AN EMPLOYEE CANNOT GET THEIR STEP INCREASE UNLESS THE EVALUATION IS COMPLETED.

SO THERE'S, AND THEN IT ALSO FALLS AS PART OF THE, UM, PERFORMANCE OF THE, OF THE, UM, MANAGER IF, IF THOSE AREN'T, IF THEY'RE BEHIND OR ARE NOT COMPLETED.

SO JUST WANTED TO COMPLIMENT THAT MANDATORY TRAINING.

I THINK THAT IT REALLY HELPS MANAGERS TO HAVE A GOOD FOOTING FOR HOW THEY'RE MANAGING THE STAFF BECAUSE THERE'S A LOT OF VARIABLES AS WE KNOW, AND ESPECIALLY FOR NEW MANAGERS.

SO, SO THANK YOU FOR THAT.

AND SO THOSE ARE MY QUESTIONS.

THERE YOU GO.

JUST WANNA MAKE SURE TO PUT THAT ON THERE FOR YOUR, AND THEY GET THEIR CERTIFICATE, THEY'RE LIKE, I KNOW IT'S ON THE TIP OF MY TONGUE, BUT THEY GET THEIR CERTIFICATE IN THEIR PORTFOLIO.

YEAH, SO ACTUALLY, SO PETER HAVE GONE THROUGH, UM, ONE OF THE FIRST COUPLE OF COHORTS FOR OUR NEW LEADERSHIP ACADEMY.

SO I, I FIND THAT IN MY EXPERIENCE, UM, THAT WHEN YOU HAVE, UH, WELL-TRAINED, UH, MANAGERS AND THEY'RE PROVIDED WITH TYPE OF THOSE, THOSE TYPE OF RESOURCES, THEY TEND TO PERFORM WELL AND THEY TEND TO STAY RIGHT.

AND THEY CONTINUE, CONTINUE TO, UM, CONTRIBUTE TO THE AGENCY.

SO THANK YOU COMMISSIONER S THANK YOU FOR THE PRESENTATION.

I HATE I MISSED THE FIRST PORTION OF IT, BUT THE PART I SAW AND FROM MY COLLEAGUES QUESTIONING, I CAN SEE THE GREAT STRIDES THAT YOU GUYS HAVE MADE IN THE CIVIL SERVICE AND I LOOK

[00:30:01]

FORWARD TO MANY, MANY MORE.

AND LIKE I SAID, THANK YOU FOR THIS PRESENTATION AND KEEP UP TO GO WORKING.

THANK YOU, MS. OWEN.

SO WHAT IS NON-CAREER, NON-CAREER OR, UM, NOT FULL-TIME STAFF.

SO THEY'RE TYPICALLY TEMPORARY.

THEY'RE TIED TO 1600 HOURS IN A, IN A FISCAL YEAR.

AND THEN, UM, KIND OF PIGGYBACKING ON WHAT VICE PRESIDENT GARNER ASKED ABOUT SOME MORE BREAKOUT IN THE, THE NUMBERS OF THE ONES THAT GOT ABSOLUTELY PRIORITY.

SO IN MEDIA RECENTLY, THERE'S BEEN A LOT ABOUT THE NUMBER OF, UM, PUBLIC SAFETY EMPLOYEES WHO DON'T LIVE IN THEIR JURISDICTION OR EVEN CLOSE TO THEIR JURISDICTION.

AS YOU BREAK THAT OUT IN THE FUTURE, COULD YOU SHOW US HOW THAT MIGHT BE IMPACTING OUR PUBLIC SAFETY RECRUITMENT IF WE'RE GETTING MORE POLICE AND FIREFIGHTERS THAT LIVE WITHIN OUR AREA AS OPPOSED TO HOPEFULLY UTAH OR IDAHO OR SOMEPLACE ELSE WHERE THEY FLY IN? ABSOLUTELY.

UM, AND THEN THE ONES THAT DIDN'T MOVE A BAND IS THAT PRIMARILY BECAUSE THEY WERE ALREADY IN BAND A AND THERE WAS NO PLACE ELSE FOR THEM TO GO.

IT COULD, UM, ALSO BE BECAUSE OF THEIR SCORE.

IT JUST, IT SCORE WAS SO LOW, YOU ADDED YEAH.

THAT THEY HAD NO SIGNIFICANT IMPACT.

THAT'S ALL I HAD.

HAS QUICK QUESTION.

UM, DOES, YOU MENTIONED 1600 HOURS FOR YOUR LIMITED TERM POSITIONS.

UH, DO YOU ALSO WORK WITH RETIRED ANNUITANTS? IS THERE, IS THERE, DO YOU LIKE THAT'S THE PERSONAL SERVICES PIECE.

IT'S, IT'S A STICKY SITUATION, RIGHT? SO THEY'VE GOT INSTITUTIONAL KNOWLEDGE.

YEAH, THERE ARE SITUATIONS WHERE WE DO WORK WITH RETIRED ANTS, BUT IT'S, IT'S HARD TO KIND OF COMPARE THE NUMBERS BETWEEN NON CAREERS AND RETIRED ANTS.

TYPICALLY WITH RETIRED ANTS, IT'S AIMED AT A, A VERY TEMPORARY SHORT PERIOD OF TIME IN TERMS OF TRANSITIONS OR PROJECTS.

BUT, UM, I THINK THE FOCUS ON NON CAREERS IS REALLY CREATING THAT PATHWAY, UM, FROM THEM BECOMING NON CAREERS TO BECOMING PERMANENT EMPLOYEES.

AND AGAIN, THAT'S ONE OF THE CATEGORIES, UM, THAT WE ALSO HOPE TO SEE AN INCREASE IN TERMS OF THE LOCAL HIRING PREFERENCE POINTS.

'CAUSE AGAIN, WE ALREADY HAVE FOLKS HERE DOING THOSE, UH, DOING THAT WORK.

SO WE'D LIKE TO SEE THEM TRANSITION INTO FULL-TIME ROLES.

THE FOCUS IS ON NON-CAREER.

YES.

THANK YOU VICE PRESIDENT.

JUST, JUST ONE FINAL QUESTION.

SO, UH, YOU KNOW, I THROW ROCKS AT THE 88 DAYS OR EIGHT 80 PLUS DAYS , BUT YOU GUYS GET THE BLAME FOR THAT A LOT OF TIMES UNFAIRLY WHEN IT'S THE DEPARTMENTS THAT, UH, HAVE SOME, UH, BLAME ON THEIR .

WHAT, WHAT'S THE NUMBER ONE THING THAT YOU WOULD WANT DEPARTMENTS TO IMPROVE UPON? SO TO GET'S POINT EARLIER, AND I I JUST FROM A CONTEXT STANDPOINT, THOSE 88 DAYS ARE FROM THE TIME SOMEONE APPLIES TO THE TIME THEY'RE ACTUALLY SITTING IN THE SEAT.

SO I WANTED TO ADD THAT CLARITY AND CONTEXT BECAUSE SOMETIMES IT GETS, GETS LOST IN ALL THE VARIOUS STEPS IN A PROCESS, UH, A PROCESS.

UM, IT ALSO IS INCLUSIVE OF OUR, UH, BACKGROUND OR PRE-EMPLOYMENT MEDICAL PROCESS, WHICH I DO WANNA HIGHLIGHT AS A, AN ACCOMPLISHMENT AS WELL THAT IS ALSO ABOUT A WEEK OR LESS, UM, FOR A, THE VARIETY OF POSITIONS.

SO THAT'S AN ENHANCEMENT AS WELL.

I THINK FROM JUST, UH, PRIOR EXPERIENCE, THERE'S A LOT OF COORDINATION THAT NEEDS TO HAPPEN ALSO IN WHAT I WOULD CALL THE NOT ADMINISTRATIVE PROCESSES.

SO LIKE NOT JUST THE RECRUITMENT AND TESTING PHASE, BUT ALSO LIKE WHEN YOU'RE, WHEN YOU HAVE AN ELIGIBLE LIST, RIGHT? I WANNA LOOK AND ANALYZE THE TIME FROM THE DATE THAT THAT LIST IS CREATED TO THE DATE THAT SELECTION INTERVIEWS BEGIN.

BECAUSE SOMETIMES IT TAKES COORDINATING GETTING OTHER FOLKS TO COME IN AND SIT ON YOUR HIRING PANEL.

SO IF WE CAN DO THOSE THINGS SOONER IN THE PROCESS AND HAVE THAT STAGED AND READY TO GO, I THINK WE WILL CONTINUE TO SEE KIND OF A DECLINE IN TIME.

AND WE AGREE WITH YOU AS WELL FROM A CANDIDATE EXPERIENCE, WE WANNA BE ABLE TO TELL FOLKS, YES, YOU'RE HIRED AND HERE'S WHAT THOSE NEXT STEPS LOOK LIKE.

YOU'RE BEING SENT FOR A PRE-EMPLOYMENT MEDICAL OR A LIVE SCAN AND REALLY KIND OF SETTING THAT UP SO THEY KNOW WHAT'S NEXT AND NOT HAVING TO GUESS, BUT WE'RE JUST TRYING TO STREAMLINE ALL OF THOSE EFFORTS TOGETHER BECAUSE WE ARE COMPETING, UM, WITH OTHER ORGANIZATIONS, BOTH PUBLIC AND PRIVATE SECTOR.

AND THAT'S ONE OF THE WAYS THAT WE'LL STAY COMPETITIVE IN THAT SPACE.

PLUS IT ALWAYS JUST LEFT SUCH A BAD START.

YOU START YOUR CAREER WITH CITY AND FIRST THING YOU GET IS INEFFICIENCY AND YOU'RE LIKE, .

WHEN DO I START IT? IT JUST SEEMS SO UNPROFESSIONAL.

SO I'M REALLY HAPPY THAT YOU GUYS NOW EXIST AND IT, IT'S PROGRESS, RIGHT? SO IT WENT WHERE IT WAS BEFORE AND AGAIN, THAT CITY OF LONG BEACH WAS NOT, UH, THE ONLY, UH, ORGANIZATION THAT I'VE BEEN WITH THAT HAS, UH, BEEN IMMUNE TO THAT.

BUT IT IS, IT IS DEFINITELY A PROGRESS FROM WHERE IT HAD BEEN, YOU KNOW, CLOSE TO TWO YEARS AT TIMES FOR FOLKS TO GET HIRED.

AND THAT'S DEFINITELY NOT A, A SPACE THAT WE WANNA BE IN AGAIN.

NON CAREERS HAS REALLY BEEN MORE OF AN ABILITY TO REMOVE WORK FROM CIVIL SERVICE AND SO FAR AS BENEFITS AND THINGS LIKE THAT, WE SEE IT LIKE, IT'S SIMILAR TO LIKE THE ADJUNCT TEACHERS AT UNIVERSITIES.

REAL QUICK STORY.

SO ONE TIME I COMPLAINED TO HR ABOUT HOW BAD IT WAS AND UH, THEIR RESPONSE WAS, WELL, WE'RE BETTER THAN LA .

THAT WAS THEIR ENTIRE UCH.

SO THANK YOU.

UM, YEAH.

AND THEN JUST, UH, REALLY QUICKLY, I'M REALLY EXCITED TO HEAR THAT YOU'RE PUTTING UP FOCUS ON NON CAREERS AND TRYING TO BRING THEM IN FULL-TIME.

I WILL SAY, UM, PAST HR ADMINISTRATIONS AND CITY MANAGER ADMINISTRATIONS, YOU KNOW, I KNOW TOM AND REC'S BEEN WORKING REALLY CLOSELY WITH, UM, WITH HR AND TRYING TO IMPROVE THINGS.

UM, IN THE PAST, THE

[00:35:01]

UM, IT'S A WAY TO OFFLOAD COSTS WHILE MAINTAINING CITY SERVICES.

AND SO I'M, I'M REALLY EXCITED TO HEAR THAT YOU'RE FOCUSED ON THE OTHER DIRECTION AND ANY WAY THAT WE CAN SUPPORT, UM, YOU KNOW, MAKING SURE THAT NON CAREERS IS ACTUALLY FOR SHORT TERM THINGS INSTEAD OF, YOU KNOW, 'CAUSE YOU, YOU SEE THERE'S PEOPLE IN IN NON-CAREER THAT ARE 20 YEARS, RIGHT? THEY'RE IN 20 YEARS NON-CAREER NOT GETTING BENEFITS, NOT BEING PAID INTO THE PENSION, NOT GETTING ALL THOSE THINGS.

SO I'M REALLY EXCITED TO HEAR THAT THAT'S GONNA BE A FOCUS FOR US.

YEAH, AND, AND JUST, UM, ALSO TO CLARIFY, AS SOMEONE WHO'S ALSO A PRIOR NON CAREER EMPLOYEE WITH THE CITY, UM, SOMETIMES THOSE ROLES ARE, ARE VERY SPECIFIC TO THE OPERATION.

SO FOR OUR PARKS, REC AND MARINE DEPARTMENT USED TO WORK WITH HURLEY BACK IN THE DAY, LIKE WHEN WE HAVE OUR, OUR RECREATION ASSISTANTS AND OTHER FOLKS THAT ARE MORE RECURRENT ROLES, LIKE SOME OF THOSE THINGS ARE MORE NECESSARY.

I THINK IT'S REALLY LOOKING AT KIND OF CREATING THAT PIPELINE FOR INDIVIDUALS TO UNDERSTAND THAT YOU CAN CONTINUE WITH YOUR CAREER WITH THE CITY OF LONG BEACH AND OTHER ROLES.

AND I THINK THAT'S REALLY TRYING TO ELEVATE AND ENHANCE THE AWARENESS AROUND THOSE OPPORTUNITIES.

AND SO WHAT THE TEAM MENTIONED ABOUT THOSE OUTREACH EVENTS, IT'S NOT JUST GOING OUT WITH DIFFERENT GROUPS, IT'S ALSO INTERNAL OUTREACH IN TERMS OF EXPLAINING KIND OF WHAT THOSE OPPORTUNITIES ARE AND AGAIN, CREATING THAT INTEREST WITH FOLKS AS THEY EVEN, YOU KNOW, MOVE THROUGH THEIR EDUCATIONAL JOURNEYS AND KNOW THAT YOU CAN HAVE A, A CAREER HERE WITH THE CITY OF WALL BEACH.

MR. OWENS, ONE LAST ONE SINCE WE BROUGHT UP NON CAREERS AND I THANK YOU FOR BRINGING THAT UP.

I WAS NON-CAREER, AS YOU STATED WHEN I FIRST STARTED, AND NON-CAREER HAS A GREAT PLACE HERE IN THE CITY OF LONG BEACH AS FAR AS GETTING YOUNG KIDS, UH, OUTTA HIGH SCHOOL INTO COLLEGE AND THEN INTO THE WORKFORCE.

BUT ONE THING THAT I NOTICED ABOUT NON CAREERS, UH, THROUGHOUT MY CAREER WAS YOU HAVE THAT SEGMENT OF THE NON CAREERS THAT HE STATED TO HAVE BEEN HERE 20, 25, EVEN 30 YEARS.

AND THEY'RE GREAT AT WHAT THEY DO, BUT SINCE THEY'VE BEEN IN THAT POSITION SO LONG, THEY'RE ALMOST INVISIBLE THERE.

WHAT I WOULD LIKE TO SEE IS CIVIL SERVICE OR CITY OF LONG BEACH, TAKE A LOOK AT THOSE EMPLOYEES, YOU KNOW, BEEN HERE 20 YEARS AND SEE IF THERE IS A PATHWAY TO HAVE THEM FULL-TIME.

MAYBE NOT IN THAT CURRENT CLASSIFICATION THAT THEY'RE IN, BUT SINCE THEY'RE A LONG-TERM CITY EMPLOYEE.

LIKE I SAID, I KNOW ONE THAT WAS LIKE 25 YEARS AND IT'S A TRAVESTY 'CAUSE TODAY HE'S NOT DOING SO WELL.

BUT IF THERE'S A WAY TO LIKE BRIDGE THAT GAP TO WHERE WE DON'T HAVE, UNLESS IT'S LIKE YOU SAID, A RECREATION ASSISTANT TO WHERE I GO TO SCHOOL AND THIS IS WHAT I'LL, 'CAUSE SOME PEOPLE WANT TO BE PART-TIME FOR THEIR WHOLE CAREER AND GREAT FOR THAT.

BUT IF THAT'S NOT THE CASE, I HOPE WE HAVE A PATH TO GET .

YEAH, AND AND I WOULD SAY THAT IS, YOU KNOW, AGAIN, IT'S A, A DECISION THAT THE EMPLOYEE MAKES.

LIKE WE WANNA RESPECT THAT.

UM, BUT ALSO I THINK, UH, WHEN WE WERE TALKING ABOUT PERFORMANCE EVALUATIONS, I THINK THAT'S PART OF THE PERFORMANCE EVALUATION PROCESS.

IT'S NOT JUST, UH, TELLING YOU HOW YOU'VE DONE IN THAT CURRENT ROLE.

IT'S ALSO THAT COACHING AND MENTORING AND CREATING SPACES, UH, MAYBE NOT DIRECTLY BY THE SUPERVISOR, BUT SOME OF THE OTHER OPPORTUNITIES LIKE OUR CIVIC EMPLOYEE LEADERSHIP ACADEMY AND OTHER THINGS THAT WOULD ALSO KIND OF SPARK INTEREST IN OTHER AREAS.

SO WE'RE TRYING TO LOOK AT THIS HOLISTICALLY AND NOT JUST LOOKING AT IT FROM, YOU KNOW, WE'RE GOING THROUGH THIS TRANSACTION.

I THINK THAT'S ONE OF THE BIGGEST THINGS THAT I'VE SEEN SINCE I'VE BEEN WITH THE TEAM, THAT WE ARE CHANGING SOME OF THAT MINDSET AND APPROACH TO HOW WE'RE DOING THE WORK OF HUMAN RESOURCES.

AND IT IS VERY IMPRESSIVE TO SEE A YOUNG, UH, UH, COACH GO FROM YOUNG COACH TO TOP OF THE LINE IN THEIR CAREER AS I SEE.

AND LIKE I SAID, IT'S, IT'S VERY PROMISING AND I LOVE THAT.

YEAH, ABSOLUTELY.

ANY OTHER COMMISSIONER QUESTIONS? THANK YOU VERY MUCH FOR COMING.

IT WAS VERY ENLIGHTENING AND WE APPRECIATE ALL THE HARD WORK YOU'VE BEEN DOING TO GET US TO THIS PLACE.

IS THERE ANY PUBLIC COMMENT? CAN WE HAVE A VOTE ON THE ITEM ONE, ONE CORRECTION? UM, THE AGENDA SAYS 25 ANNUAL.

UM, THAT WAS, THAT WAS FOR 25.

SHE HAD 26 ON HER TITLE.

IT WAS, UH, 25, 26.

'CAUSE IT WAS 25.

I JUST WANTED TO MAKE SURE THAT WE ENCOMPASS THE, THE TIMELINE QUICK.

THE RECOMMENDATION TO EXPAND FROM 2025 TO 2026 CHANGE.

YES.

YOU OKAY WITH THAT JANE? MM-HMM .

SEE HOW PERSON THAT WORKS? .

CAN THEY HAVE THE VOTE ON THE ITEM? YOU MAY.

COMMISSIONER AARD.

COMMISSIONER GERARDO.

GOOD.

COMMISSIONER OWENS? AYE.

VICE PRESIDENT GARNER.

PRESIDENT MORALES AYE.

MOTION CARRIES AS AMENDED.

THANK YOU VERY MUCH.

EMPLOYEE RIGHTS AND APPEALS COMMISSION MEETING OF WEDNESDAY, JULY 22ND, 2026.

CAN I HAVE A MOTION ON ITEM TWO? RECOMMENDATION TO APPROVE THE MINUTES FOR THE CIVIL SERVICE

[2. 26-56115 Recommendation to approve the minutes for the Civil Service Employee Rights and Appeals Commission meeting of Wednesday, July 22, 2026. Suggested Action: Approve recommendation. ]

SO MOVED.

SECOND.

FIRST MOVED BY COMMISSIONER AVALARD, SECONDED BY VICE PRESIDENT OWENS, UH, VICE PRESIDENT OWENS, OR SORRY, GARNER.

I I PROMOTED WE LOOK ALIKE.

I PROMOTED , DEMOTED ME IN LIKE 30 SECONDS.

THANKS FOR

[00:40:01]

PROMOTION, .

THAT'S NEXT MONTH.

UH, IS THERE ANY DISCUSSION ON THE ITEM ITEM? IS THERE ANY PUBLIC COMMENT ON THE ITEM? SEEING NONE, CAN WE MOVE TO THE VOTE? COMMISSIONER ALER AYE.

COMMISSIONER GIARDO GOODE ABSTAIN.

UH, COMMISSIONER OWENS.

VICE PRESIDENT GARNER.

AYE UH, PRESIDENT MORALES.

AS WE'RE GONNA MOVE INTO CLOSED SESSION AFTER WE HAVE THAT MOTION BEING NO PUBLIC COMMENT.

MOTION CARRIES.

SO OUR NEXT ITEM IS A RECOMMENDATION TO HEAR DISCIPLINARY APPEAL ON CASE 20 3D 2 2 3.

BEFORE I GET A RECOMMENDATION ON THAT, IS THERE ANY GENERAL PUBLIC COMMENT

[PUBLIC COMMENT Opportunity to address the Civil Service Employee Rights and Appeals Commission on non-agenda items. Each speaker is limited to three minutes to make their comments unless extended by the President.]

CAN I HAVE A MOTION ON ITEM THREE? MOTION? UH, ACTUALLY WE'LL, WE'LL MOVE TO ANNOUNCEMENTS AND THEN WE'LL MOVE TO ANNOUNCEMENTS AND THEN YOU DON'T HAVE TO ACTUALLY TAKE A MOTION.

ON ITEM THREE.

FROM COMMISSIONERS? SO I WOULD JUST LIKE TO SAY, UM, IT CAME TO MY ATTENTION LAST WEEK AND THEN I WATCHED THE BUDGET HEARING FROM LAST TUESDAY'S MEETING.

ARE THERE ANY ANNOUNCEMENTS

[ANNOUNCEMENTS]

THE CITY COUNCIL HAS ASKED THE CITY MANAGER TO DEVELOP A POLICY THAT WILL LIMIT MEETINGS OF ALL COMMISSIONS TO NO MORE THAN TWO A MONTH.

TECHNICALLY, YOU ALL SHOULD HAVE AUTHORIZED ME TO WRITE, BUT AS A PRIVATE CITIZEN, I WROTE TO THE CITY MANAGER ASKING FOR AN EXEMPTION FOR THIS COMMISSION.

BECAUSE OUR MEETINGS ARE SET BASED ON THINGS THAT COME UP FROM HR, THE, THE NUMBER OF APPEALS THAT COME IN FROM THE PUBLIC.

WE DON'T REALLY CONTROL OUR AGENDA THE WAY SOME OF THE OTHER COMMISSIONS DO.

AND THERE COULD BE TIMES DEPENDING UPON THE, UM, THE, THE, THE DEPTH OF, UH, REQUEST THAT A HEARING COULD GO MORE THAN TWO DAYS.

AND I WOULD HATE TO SEE US GET, GET PUSHED OUT.

I RECEIVED A NOTE VERY, VERY QUICKLY BACK FROM THE CITY MANAGER THAT HE IS, HAS A STAFF LOOKING AT IT AND ASKING FOR EXEMPTIONS FOR CERTAIN CIVIL CER UH, CHARTER COMMISSIONS BECAUSE WE HAVE DIFFERENT AGENDAS.

SO IF WE COULD ON THE NEXT, UM, AGENDA FOR OUR NEXT MEETING, PUT AN ITEM THAT WOULD AUTHORIZE THE, THE PRESIDENT, WHOMEVER THAT IS GOING FORWARD TO BE ABLE TO SPEAK IF NECESSARY TO CITY COUNCIL AND CITY MANAGER ON THAT ITEM.

I THINK THAT WOULD BE A GOOD IDEA FOR US TO DO.

ALL RIGHT.

SO SEEING NO OTHER, THE PUBLIC HEARING OF THE COMMISSION WILL ADJOURN AT

[ADJOURNMENT]

9 48.