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WE'RE GOING TO MOVE THROUGH THINGS BECAUSE WE HAVE A LOT TO GET DONE TODAY.
AND SO I WANT TO THANK EVERYONE FOR BEING HERE.
WE'RE GOING TO START WITH APPROVAL OF THE MAY 8TH MINUTES.
AND SECOND, ANY CORRECTIONS CHANGES, ANYTHING, IF NOT ALL THOSE IN FAVOR OF APPROVAL SAY AYE.
THE MINUTES HAVE BEEN APPROVED.
THANK YOU. WE'RE GOING TO TAKE THIS A LITTLE BIT OUT OF ORDER TODAY.
THANK YOU VERY MUCH. THANK YOU SO VERY MUCH TO CHAIR SCHULTZ AND THE MEMBERS OF THE COMMITTEE.
GOOD MORNING. I'M KIMBERLY BIZOR TOLBERT, DEPUTY CITY MANAGER.
WE ARE VERY PLEASED TO COME BACK WITH THE TALENT, ATTRACTION AND MARKETING STRATEGY THAT WE MENTIONED DURING THAT TIME THAT WE WERE WORKING ON WITH OUR THIRD PARTY MARKETING FIRM WHO'S ACTUALLY WITH US TODAY, THE VOICE SOCIETY.
WE ARE REALLY LOOKING AT THIS AS OUR PROPOSED STRATEGY, WHICH IS THE FIRST OF ITS NATURE TO REALLY HELP US DEVELOP A COLLABORATIVE APPROACH BETWEEN BOTH OUR HUMAN RESOURCES DEPARTMENT, CIVIL SERVICE AND THE COMMUNICATION OUTREACH AND MARKETING DEPARTMENT TO REALLY BUILD ON A LOT OF THE RECENT SUCCESSES, INCLUDING THE ACCOLADES THAT THE CITY HAS RECEIVED AS ONE OF THE BEST PLACES TO WORK FOR PARENTS.
WE BELIEVE THAT THIS IS AN EXCELLENT OPPORTUNITY FOR US TO BEGIN THIS STRATEGY.
AS WE MOVE THROUGHOUT THE FIRST STAGES OF THIS.
WE WILL DEFINITELY CONTINUE TO REFINE AND MAKE UPDATES AS NEEDED.
WE KNOW THAT THE MARKETPLACE, WHEN IT COMES TO HIRING, CONSISTENTLY CHANGES.
WE LOOK FORWARD TO TODAY'S DISCUSSION WITH THIS BODY TO GIVE US FEEDBACK ON THE PROPOSED STRATEGY.
AND SHE'LL MAKE A FEW COMMENTS AND THEN INTRODUCE OUR THIRD PARTY MARKETING FIRM.
THANK YOU, CHAIR SCHULTZ AND HONORABLE MEMBERS OF THE WEE COMMITTEE.
COMMUNICATIONS, OUTREACH AND MARKETING IS EXCITED ABOUT THE POSSIBILITIES OF WHAT THIS MARKETING STRATEGY COULD MEAN FOR THE POTENTIAL FUTURE OF TALENT, ATTRACTION AND RETENTION FOR THE CITY.
AS SOME OF YOU KNOW, THE CITY OF DALLAS HAS INVESTED MORE THAN A YEAR AND VISIT DALLAS MARKETING COMMITTEE HAS INVESTED MORE THAN A QUARTER MILLION DOLLARS RESEARCHING TO DEVELOP A UNIFIED BRAND FOR TALENT, ATTRACTION, ECONOMIC DEVELOPMENT AND DESTINATION MARKETING.
VISIT DALLAS JUST RETAINED THEIR AGENCY OF RECORD TO LAUNCH THAT BRAND LATER THIS YEAR, BUT THE INITIAL BRAND STORY AND AUDIENCE SEGMENTATION WORK ALREADY COMPLETED HAS HELPED TO INFORM THIS STRATEGY DEVISED FOR YOUR REVIEW, WHICH WILL EVOLVE AND DEEPEN IN ALIGNMENT.
SO DALLAS HARMONIZES WITH THE UNIFIED BRAND AS THESE ELEMENTS ARE FINALIZED.
AND AS WE MOVE FORWARD ON DEVELOPMENT OF FINAL CREATIVE, WE WILL BE SHOWING THE TALENT OF OUR CITY.
AT THIS TIME, I'M PLEASED TO INTRODUCE THE VOICE SOCIETY'S CO-FOUNDER AND CHIEF OPERATING OFFICER, MARIA TAPIAS, AND CO-FOUNDER AND CEO LEO BASTERRA, TO WALK THROUGH THEIR PRESENTATION, AND DIRECTOR NINA ARIAS FROM HUMAN RESOURCES AND DIRECTOR JARED DAVIS FROM CIVIL SERVICE AND I, AS WELL AS DEPUTY SENIOR MANAGER TOLBERT WILL BE AVAILABLE ALONG WITH THE VOICE SOCIETY, TO TAKE YOUR QUESTIONS AFTER THEIR PRESENTATION.
THANK YOU TO THE HONORABLE COMMITTEE MEMBERS.
MY NAME IS LEONARDO BASTERRA AND I AM THE CEO OF THE VOICE SOCIETY.
WELL, WE'RE HERE TO PRESENT THE MARKETING PLAN.
IT'S BEEN A COLLABORATIVE EFFORT BETWEEN DCM TOLBERT COMM DIRECTOR CATHERINE CUELLAR AND HER TEAM, HUMAN RESOURCES DIRECTOR NINA ARIAS AND HER TEAM AND CIVIL SERVICE DIRECTOR JARED DAVIS AND HIS TEAM.
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THAT LIE AHEAD IN TERMS OF ATTRACTING AND RETAINING MORE AND BETTER TALENT TO WORK FOR THE CITY, AS WELL AS OUR PROPOSED STRATEGY GOING FORWARD.WE WILL BE GOING THROUGH THE CHALLENGE TODAY, THE BRAND STRATEGY AND THE CAMPAIGN CONCEPT.
SO AS YOU ARE WELL AWARE, IN PREVIOUS BRIEFINGS DURING THE PAST FEW YEARS, THERE HAS BEEN DIFFERENT EFFORTS AT DIFFERENT LEVELS TO RETAIN, TO ATTRACT AND RETAIN TALENT.
AND WHILE THE CITY HAS ADVANCED AND DONE GREAT PROGRESS IN RECRUITING, EMPLOYING AND RETAINING A DIVERSE BASE OF SKILLED WORKERS, THERE'S STILL A CHALLENGE AHEAD.
AND THE CHALLENGE STILL REMAINS THE NEED TO FEED A QUALITY PIPELINE OF PROSPECTIVE WORKERS.
SO HOW DO WE COMPEL DALLASITES, MAINLY THE YOUNGER GENERATIONS, TO SEEK EMPLOYMENT WITH THE CITY WHEN THEY DON'T FEEL COMPELLED TO PURSUE A PUBLIC SERVICE CAREER? IT IS, AS IT IS WELL DOCUMENTED, THERE ARE MISPERCEPTIONS FOR NOT FEELING COMPELLED TO SEEK THE PUBLIC SERVICE CAREER, AND WE NEED TO DEBUNK THIS MISPERCEPTIONS AS WELL AS INCREASE THE AWARENESS OF THE ADVANTAGES AND BENEFITS OF WORKING FOR THE CITY OF DALLAS AND DIFFERENTIATE IT VERSUS THE PRIVATE SECTOR AND THE NON-GOVERNMENT SECTOR.
AS A FOUNDATION OF OUR STRATEGY, WE WILL BE GENERATING AWARENESS, WORKING AROUND PASSION POINTS LIKE WORKING ENVIRONMENT, GROWTH OPPORTUNITIES, COMPENSATION AND OTHER ADVANTAGES OF A PUBLIC OF PURSUING A PUBLIC SERVICE CAREER, AS WELL AS MOTIVATING POTENTIAL CANDIDATES TO INFORM THEMSELVES AND TRULY CONSIDER A CAREER WITH THE CITY OF DALLAS.
ULTIMATELY, WHAT WE WANT TO ACCOMPLISH WITH OUR MARKETING PLAN IS TO BUILD A SOLID PIPELINE OF TALENT AND BUILD THE BRIDGES NECESSARY TO RETAIN THOSE WHO HAVE ALREADY JUMPED ON SEEKING A LONG TERM CAREER WITH THE CITY.
NEXT SLIDE. AS WE ARE WELL AWARE, THERE ARE BENEFITS BOTH FINANCIAL AND NON-FINANCIAL, FOR PURSUING A TALENT, ATTRACTION AND RETENTION CAMPAIGN.
OF COURSE, COST BENEFITS OF REDUCED TURNOVER, REDUCED RETRAINING AND REDUCED RECRUITING EFFORTS, INCREASED PRODUCTIVITY OF CURRENT AND PROSPECTIVE TALENT, AND OBVIOUSLY ALLEVIATE THE STRESS RESOURCES OF NOT BEING FULLY STAFFED AND NOT HAVING A SOLID PIPELINE OF TALENT ON THE NON-FINANCIAL, WHAT WE CALL THE RETURN ON ENGAGEMENT OF A OF A OF A PLAN LIKE, LIKE OURS IS A ROBUST TALENT POOL, RIGHT? SO INCREASING THE PIPELINE WITH BETTER AND MORE PEOPLE, BUT ALSO A MORE DIVERSE POOL OF TALENT.
EMPLOYEE ENGAGEMENT AND RETENTION AS WELL AS WE DO OUR JOB BETTER AND WE HIRE BETTER PEOPLE, PEOPLE ARE MORE SATISFIED, MORE COMMITTED AND MORE MOTIVATED TO STAY WITH THE CITY OF DALLAS AND TRULY PURSUE A LONG TERM CAREER AND ULTIMATELY THE CITY OF DALLAS BRAND REPUTATION, EMPLOYER SCORECARDS, POSITIVE WORD OF MOUTH WILL ALL BE SPILLOVER POSITIVE BENEFITS OF THIS TALENT ATTRACTION CAMPAIGN.
NEXT SLIDE, PLEASE. SO WHAT'S OUR STRATEGY? NEXT SLIDE, PLEASE STACEY.
SO WE START WITH OUR GOAL IN MIND.
THIS IS THE MESSAGING STRATEGY, THE MESSAGING ARCHITECTURE, AND THIS IS WHAT ARE THE GUIDING PRINCIPLES OF WHAT WE WANT TO SAY AND HOW WE PLAN TO ATTRACT THE JOB SEEKERS.
SO OUR GOAL IS AGAIN, GENERATE AWARENESS OF THE BENEFITS, OPPORTUNITIES AND ADVANTAGES OF CONSIDERING A PUBLIC SERVICE CAREER TO ATTRACT QUALIFIED CANDIDATES TO APPLY AND WORK FOR THE CITY OF DALLAS.
WE HAVE DEFINED THREE MESSAGING PILLARS.
THREE BIG BUCKETS THAT WE WANT TO CONCENTRATE ON BASED ON OUR PREVIOUS RESEARCH.
THE FIRST ONE IS EDUCATION AND INFORMATION.
WE FEEL THAT BY CREATING AWARENESS AND CREATING A ROBUST CONTENT PLATFORM TO INFORM AND EDUCATE PROSPECTIVE EMPLOYEES, WE WILL BE ABLE TO AT LEAST LAY THE FOUNDATION SO THAT WE CAN COME IN WITH A HARD SELLING DIFFERENTIATING MESSAGE AND COMPEL
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THEM TO APPLY FOR A JOB AND ULTIMATELY BECOME AN EMPLOYEE OF THE CITY.THE REASONS TO BELIEVE IN OUR EDUCATION MESSAGING PILLAR IS ALL ABOUT THE FOUNDATION OF THE TYPES OF JOBS THAT THEY CAN ASPIRE THROUGH A PUBLIC SERVICE CAREER.
THE DIFFERENT DEPARTMENTS, THE OVERALL BENEFITS AND ADVANTAGES, COMPENSATION, THE IMPACT OF PUBLIC SERVICE VERSUS PURSUING A PRIVATE SERVICE CAREER AND JUST FREQUENTLY ASK QUESTIONS IN TERMS OF THE WHAT, WHEN, HOW, WHERE OF WORKING FOR THE CITY OF DALLAS.
THE NEXT ONE, AND PERHAPS MORE IMPORTANT, MESSAGING PILLAR IS THE DIFFERENTIATING PILLAR.
RIGHT HERE IS WHERE WE EMPHASIZE THE GROWTH OPPORTUNITIES.
BEING ONE OF THE LARGEST EMPLOYERS IN THE STATE OF TEXAS, THE CITY DOES PROVIDE VERY UNIQUE OPPORTUNITIES FOR CAREER GROWTH AND ADVANCEMENT AS WELL AS BENEFITS.
AND THE LAST MESSAGING PILLAR IS WHAT WE CALL THE CALL TO ACTION, WHICH IS ACTUALLY MOTIVATING THEM ONCE WE'VE MOVED THEM THROUGH THE PURCHASE, THROUGH THE FUNNEL, THROUGH THE CANDIDATE FUNNEL IS MOTIVATING THEM.
WHAT DOES THAT MEAN? IT MEANS CONTACT SOMEHOW WITH THE CITY OF DALLAS AND OF COURSE, HOPEFULLY THROUGH AN APPLICATION FORM.
SO THIS MOTIVATION PILLAR PROVIDES INCENTIVE MECHANISMS AND SIMPLE RESOURCES TO APPLY WITH CLEAR AND TRANSPARENT TIMELINES, EVALUATION PROCESSES AND PREDICTABLE OUTCOMES.
NOW, THERE'S A PART OF THE MOTIVATION PILLAR THAT THIS COMMUNICATION PLAN CONTROLS, BUT THERE'S ALSO INTERNAL WORK THAT NEEDS TO HAPPEN IN ORDER TO MAINTAIN PROSPECTIVE EMPLOYEES AND APPLICANTS ENGAGED THROUGH THE PROCESS AND ALL THE WAY THROUGH THROUGH HIRING. NEXT SLIDE, PLEASE.
SO AS WE GO DOWN FROM THE STRATEGY INTO THE IMPLEMENTATION, THERE ARE FOUR BIG BUCKETS OR FOUR BIG CONSIDERATIONS WHEN WE START LAYING THE FOUNDATION FOR OUR COMMUNICATION, FOR OUR COMMUNICATION PLAN.
THE THINGS WE HAVE TO FOCUS ON AS WE START TO CREATE OUR COMMUNICATION PLAN IS KEEPING A CONSISTENT BRAND VOICE, RIGHT? SO ENSURING THAT EVERY TOUCHPOINT, EVERY PERSON THAT REPRESENTS THE CITY OF DALLAS IS CONSISTENT IN TONE AND STYLE, WHETHER IT'S VERBAL, WRITTEN, OR IN-PERSON COMMUNICATION.
THE SECOND ONE IS VERY IMPORTANT LEVERAGING THE VOICE OF THE EMPLOYEE.
AS WE KNOW, IT'S NOT THE SAME THING FOR THE CITY OF DALLAS TO TALK ABOUT THE ADVANTAGES AND BENEFITS OF WORKING FOR THE CITY OF DALLAS THAN FOR ACTUAL EMPLOYEES TALKING ABOUT THEIR EXPERIENCE, THE BENEFITS AND ADVANTAGES OF PURSUING A PUBLIC SERVICE CAREER.
THE THIRD POINT IS TRAINING POINTS OF CONTACT.
THIS WILL INEVITABLY HIT ON THE CONSISTENCY OF THE BRAND VOICE.
MANAGERS AND SUPERVISORS SHOULD BE TRAINED TO UNDERSTAND OUR EMPLOYER BRAND AND HOW TO REINFORCE AND COMMUNICATE THE MESSAGING PILLARS THAT WE HAVE STATED BEFORE.
AND THE LAST ONE IS THE STRATEGY SHOULD BE MULTICHANNEL AND MULTIMEDIA IN ORDER TO MAXIMIZE OUR REACH, IN ORDER TO MAXIMIZE OUR MEMORABILITY, AND IN ORDER TO MAXIMIZE THE ACTUAL POOL OR PIPELINE OF APPLICANTS THAT WE THAT WE IMPACT.
SO WHAT DOES THIS LOOK LIKE IN TERMS OF A TACTICAL PLAN? WE SEE THE CHANNEL ECOSYSTEM, THE EXECUTION OF THIS PLAN AS THREE COMPONENTS OF IT.
AND LET'S FOCUS RIGHT NOW ON THE CENTRAL PART OF IT, WHICH IS THE RESOURCE MICROSITE.
THIS IS WHAT WE CALL THE CONTENT HUB, AND THIS IS THE PLACE THAT ALLOWS US TO DELIVER ALL THE MESSAGING PILLARS, ALL THE POINTS OF COMMUNICATION, ALL THE REASONS TO BELIEVE IN AN ORDERLY FASHION AND VERY DETAILED MANNER.
AND OF COURSE, IT WILL HAVE A CRITICAL PART OF THE CONTENT THAT WE DEVELOP, WHICH IS VIDEO TESTIMONIALS OF CURRENT EMPLOYEES THAT ARE RELATABLE AND THAT PEOPLE, WHEN THEY SEE IT, FEEL COMPELLED TO PURSUE A SIMILAR CAREER OR A SIMILAR PATH.
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THEN ON THE LEFT HAND SIDE, WE HAVE THE TRADITIONAL PAID ADVERTISING AND WE HAVE AN ARRAY OF POTENTIAL CHANNELS WHERE WE CAN MAXIMIZE OUR REACH AND OUR FREQUENCY THROUGHOUT MULTIPLE TOUCHPOINTS.RIGHT? AND SOME OF THEM WILL BE EXECUTED IN THE FIRST PHASE.
SOME OF THEM WILL BE EXECUTED AT A LATER PHASE.
SOME OF THEM WILL FOCUS ON ONE PILLAR VERSUS THE OTHER.
AND THEN WE HAVE ON THE RIGHT HAND SIDE THE COMMUNITY OUTREACH, WHICH IS NOT LESS IMPORTANT, WHICH IS THE POINT OF CONTACT DIRECTLY WITH PROSPECTIVE EMPLOYEES, WHETHER IT IS THROUGH EDUCATIONAL PARTNERSHIPS, JOB FAIRS OR PUBLIC RELATIONS.
BUT WE FUNNEL ALL OF OUR TOUCHPOINTS, FUNNEL THE TRAFFIC TO THE RESOURCE MICROSITE, WHERE PEOPLE CAN CONTINUE TO BETTER UNDERSTAND HOW TO PURSUE A CAREER WITH THE CITY OF DALLAS AND CAN ACTUALLY CLICK TO ACT ON APPLYING FOR A JOB ON THIS MICROSITE.
SO THIS IS PERHAPS A LITTLE BIT TOO MUCH INTO DETAIL, BUT WE WANTED TO LAY OUT THE CANDIDATE JOURNEY SO THAT EVERYONE CAN UNDERSTAND HOW WE'RE LOOKING AT IN TERMS OF WHAT IS OUR MESSAGING PILLAR IMPACTING WHO AT WHAT MOMENT IN TIME, RIGHT.
AND WHAT ARE THE CHANNELS THAT WE'RE GOING TO BE LEVERAGING FOR EACH OF THOSE CONTENT PILLARS? HOW THE CANDIDATE JOURNEY MOVES INTO NOT ONLY LEARNING ABOUT A POTENTIAL CAREER WITH THE CITY, BUT ALSO CONSIDERING AND GENERATING INTEREST UNTIL THEY ACTUALLY APPLY OR SUBMIT AN APPLICATION.
AND THEN WHAT HAPPENS AFTER THAT, WHICH IS BEYOND THE SCOPE OF OUR AWARENESS CAMPAIGN.
YOU KNOW, THE COM, HR AND CIVIL SERVICE TEAMS HAD A LOT OF CONVERSATIONS IN TERMS OF SHOULD THE CAMPAIGN FOCUS ON MAKING THE CITY OF DALLAS THE HERO OF THE CAMPAIGN AND TALKING ABOUT THE OPPORTUNITIES AND TALKING ABOUT THE ADVANTAGES OF PURSUING A PUBLIC SERVICE CAREER VERSUS, ON THE OTHER HAND, MAKING THE PROSPECTIVE EMPLOYEE OR THE EMPLOYEE THE HERO AND HAVING THEM TALK ABOUT WHY THEY ARE PURSUING A CAREER IN PUBLIC SERVICE, WHAT OPPORTUNITIES AND CAREER PATHS HAVE BEEN GENERATED, AND HOW THEY ARE EMPOWERED TO MAKE A DIFFERENCE.
AND ULTIMATELY WE EVALUATED DIFFERENT CREATIVE CONCEPTS AND WE LANDED WHERE YOU'RE PROBABLY THINKING OF, WHICH IS BOTH NEED TO BE THE HERO AND WE NEED TO HAVE A CREATIVE CONCEPT THAT ALLOWS US TO TOUT THE ADVANTAGES AND BENEFITS FROM THE CITY OF OF DALLAS LENS, BUT ALSO A CREATIVE CONCEPT THAT ALLOWS THE EMPLOYEES TO TALK ABOUT THEIR EXPERIENCES FROM THEIR POINT OF VIEW, WHICH IS GOING TO MAKE IT MUCH MORE RELATABLE AND MUCH MORE IMPACTFUL FOR OUR AUDIENCE.
WELCOME TO THE CITY OF DALLAS, WHERE GREAT CAREERS BEGAN.
AS ONE OF THE LARGEST PUBLIC SECTOR EMPLOYERS IN THE STATE OF TEXAS.
WE UNDERSTAND THAT TODAY'S WORKFORCE IS LOOKING FOR MORE THAN JUST A JOB.
THEY WANT A FLEXIBLE, SUPPORTIVE AND SAFE WORK ENVIRONMENT THAT ENCOURAGES CREATIVITY AND GROWTH.
AS A PROGRESSIVE EMPLOYER, WE RECOGNIZE AND EMBRACE THE CONNECTION BETWEEN PERSONAL WELL-BEING AND INCREASED PRODUCTIVITY AND THE IMPORTANCE OF A CAREER PATH THAT OFFERS SUBSTANTIAL ENERGY, EMPOWERMENT AND IMPACT.
THE CITY OF DALLAS IS DEDICATED TO RECRUITING, DEVELOPING AND SUPPORTING A DIVERSE WORKFORCE OF FULL TIME, PART TIME AND CONTRACTUAL EMPLOYEES WHO FULFILL THEIR PASSION AND PURPOSE WHILE EARNING A COMPETITIVE LIVING WAGE.
SO YOU GET THE IDEA AND YOU GET THE NOTION OF WHAT OUR CREATIVE CONCEPT IS TRYING TO CONVEY.
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THE FIRST LINE REFERS TO THE CITY OF DALLAS.THE SECOND LINE REFERS TO THE EMPLOYEE.
THIS CONCEPT RECOGNIZES THAT THE CITY OF DALLAS IS A LEADER AND INNOVATOR, WHILE ALSO RECOGNIZING THAT THE CITY COULD NOT RUN WITHOUT ITS EMPLOYEES WHO MAKE THINGS HAPPEN.
LEADING THE WAY, POWERED BY YOU IS A RALLYING CRY.
AND IT CAME. IT CAN BE INTERPRETED AS A GREAT CITY, POWERED BY GREAT PEOPLE AND CAN BE REPRESENTED THROUGH BOTH THE VOICE OF THE CITY OR IN FIRST PERSON THROUGH INDIVIDUAL EMPLOYEE TESTIMONIALS.
THE WAY THIS COMES TO LIFE AND AGAIN, THIS IS PRELIMINARY CREATIVE.
IT'S A DRAFT WE WILL BE USING, AS DIRECTOR CUELLAR SAID, PHOTOGRAPHY OF ACTUAL REAL EMPLOYEES, SHOWING DIVERSE, DIVERSE CULTURAL BACKGROUNDS AND DIVERSITY AND OTHER ASPECTS AS WELL.
WE HAVE OUR HEADLINE, OUR SUB HEADLINE, WHICH HITS ON THE REASONS TO BELIEVE, AND WE HAVE THE POINT OF VIEW OF THE EMPLOYEE AS WELL WITH THE BENEFITS THAT THEY ACQUIRE WHEN THEY PURSUE A CAREER WITH THE CITY OF DALLAS LIKE AUTONOMY, EMPOWERMENT AND WORK LIFE BALANCE.
NEXT SLIDE. NOW, IF WE GO INTO SOME EXECUTIONS TO GET A BETTER IDEA OF WHAT THIS WOULD LOOK LIKE, POSTERS AND FLIERS, WE INCORPORATE THE USE OF QR CODES TO BE ABLE TO PULL UP ANY KIND OF INFORMATION, MAINLY AN APPLICATION SO THAT THERE'S INSTANT GRATIFICATION AND INSTANT SUBMISSION OF THE APPLICATION.
WE HAVE ITERATIONS WITH DIFFERENT EMPLOYEES, DIFFERENT INDUSTRIES, DIFFERENT ROLES, BUT ALSO DIFFERENT LANGUAGES AND SHOWING THE DIVERSITY OF OUR EMPLOYEE TALENT.
HOW DOES THIS COME TO LIFE IN BILLBOARD'S POINT OF SALE GRAPHICS AND BUS WRAPS? NEXT SLIDE, PLEASE.
AND THEN IN TERMS OF SOCIAL MEDIA, WHICH IS WHAT WE CONSIDER THE BEST PLACE TO SHOWCASE THE TESTIMONIALS OF OUR REAL EMPLOYEES, WE WILL ALSO DO IT IN DIFFERENT LANGUAGES USING DIFFERENT TALENT POOLS, AND WE WILL BE LEVERAGING EDITORIAL, GRAPHIC AND VIDEO CONTENT AND SOCIAL MEDIA.
THE RECOMMENDED INITIAL INVESTMENT FOR THIS CAMPAIGN, WHICH IS THE AWARENESS COMPONENT OF THE CAMPAIGN WITH A DURATION OF FOUR MONTHS, GOES ANYWHERE FROM $155,000 TO $310,000 WHERE WE HAVE A GOOD OPTION, A BETTER OPTION, AND A BEST OPTION.
NOW, THE PROS OF THE BEST OPTION, OF COURSE, IS THE CONTINUOUS FLIGHTING FOR 16 WEEKS, WHICH MAXIMIZES OUR REACH AND OUR FREQUENCY AND ALLOWS US TO HAVE MORE CREATIVE ROTATIONS SO THAT WE CAN DELIVER MORE REASONS TO BELIEVE AND A BROADER ARRAY OF MESSAGES.
THE OPTION IN THE MIDDLE IS THE BETTER OPTION.
HOWEVER, THERE ARE THIS DARK PERIODS WITHIN THE CAMPAIGN THAT COULD RESET THE AUDIENCE MINDSET.
AND THE NEXT TIME WE ARE LIVE IN THE MEDIA, WE PROBABLY HAVE TO RESTART THE MEMORABILITY AND, YOU KNOW, THE DELIVERY OF THE MESSAGES OVERALL LOWER REACH THAN THE BEST OPTION.
AND THEN THE GOOD OPTION, WHICH IS THE LEANER INVESTMENT OPTION.
IT'S AN EIGHT WEEK FLIGHT THROUGH THE SAME 16 WEEKS.
SO WE HAVE LARGER PERIODS OF GOING DARK.
AND OF COURSE, THE REACH AND THE FREQUENCY WILL BE LOWER ALONG WITH THE INVESTMENT.
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IF WE GO TO THE NEXT SLIDE, YOU CAN SEE JUST HOW THE FLIGHTING DISTRIBUTES THROUGHOUT THE 16 WEEKS FOR THE BEST OPTION IN THE DIFFERENT MEDIA FOR THIS FIRST PHASE.AND THEN THE NEXT SLIDE YOU CAN SEE HOW WE HAVE SHIFTED DIGITAL VERSUS OUT-OF-HOME AND POS SO THAT WE DON'T HAVE AS AS BIG DARK PERIODS OF TIME.
AND WITH THAT, I THINK WE'RE OPENING UP TO QUESTIONS.
AND WE APPRECIATE YOUR ATTENTION.
THANK YOU. IT WAS AN EXCELLENT AND SUCCINCT PRESENTATION.
I'D LIKE US TO GO NO LATER THAN 10:00 ON THIS BECAUSE WE HAVE SO MANY OTHER ITEMS TO DO.
SO LET'S MAKE SURE THAT OUR QUESTIONS ARE SUCCINCT AND COMMENTS AND THINGS LIKE THAT.
SO I THINK WE'LL GET SOME TERRIFIC FEEDBACK FROM THIS GROUP.
SO I'M GOING TO START WITH SENIORITY AND I'M GOING TO START WITH CHAIR MCGOUGH.
DO YOU HAVE ANY COMMENTS? NOT YET. OKAY.
THANK YOU. CAN WE LOOK AT PAGE NINE OR SLIDE NINE? GOING INTO I GUESS IT'S MORE THE EXECUTION TIMEFRAME, THE EDUCATE, THE CHANNELS AND STUFF.
SO IN RELATION TO THE AMOUNTS THAT YOU'RE BE THAT YOU'VE LISTED HERE, ARE EACH OF THESE CHANNELS HIT AT THE SAME TIME FOR THOSE 16, 12, EIGHT WEEKS? LIKE IS IT IS THE IS IT SATURATED OR ARE YOU GOING TO STAGGER IT? WHAT WHAT IS THE TIMING OF EACH OF THEM BEING RELEASED? YEAH, WE ARE PLANNING ON STAGGERING IT.
WHAT WE PRESENTED AS THE FLIGHTING AND THE INVESTMENT IS FOR THE INITIAL ROLLOUT OF THE CAMPAIGN.
WE WE CANNOT EXPECT TO MOVE EVERYONE FROM LEARNING ALL THE WAY TO HIRING IN A FOUR MONTH TIME FRAME.
AND THEN WHEN YOU LOOK IN THE APPENDIX ON PAGE 24, IT TALKS ABOUT HOW COMMUNICATIONS BETWEEN THE DIFFERENT AGE, AGE, GROUPS OF AGE.
SO I GUESS WHAT ARE WE WHO ARE WE TARGETING? BECAUSE I THINK THAT MATTERS IN HOW WE CONTACT THEM, BECAUSE AS YOU CAN SEE, THE LIGHTER OLDER INDIVIDUALS ARE OKAY WITH THE MORE LAXED RESPONSES, WHEREAS GEN ZS AND THE OTHER YOUNGER WANT IT IMMEDIATELY.
THEY WANT TO TRACK IT, THEY WANT TO BE ON THEIR PHONE.
SO I GUESS THIS IS AN HR DISCUSSION, LIKE WHO IS WHO IS WHO ARE WE TARGETING AND ARE WE IN INTERNALLY READY TO FIT THOSE NEEDS OF EACH INDIVIDUAL DEMOGRAPHIC? I CAN START AND THEN DIRECTOR ARIAS CAN ALSO COME TO SPEAK.
BUT THIS IS A GREAT POLICY QUESTION FOR YOU BECAUSE THE EXISTING SYSTEMS AND PROCESSES THAT WE HAVE, WE KNOW MAY NOT MOVE AT THE SPEED OF YOUNGER JOB SEEKERS.
AND WE DO HAVE GREAT SUCCESS AT MOVING TALENT THROUGH OUR WORKFORCE DEVELOPMENT OPPORTUNITIES FOR EARLY CAREER PROFESSIONALS AND STUDENTS IN MY OWN DEPARTMENT ARE APPRENTICE AT THE FAIR PARK MULTIMEDIA CENTER AS AN UNDERGRAD IS ONE OF OUR NEWEST HIRES AS A MULTIMEDIA SPECIALIST. NOW THAT SHE'S EARNED HER DEGREE FROM UNIVERSITY OF TEXAS AT ARLINGTON.
SO WHEN WE FIND WAYS TO ENGAGE WITH YOUNGER WORKERS, WE CAN MOVE THEM THROUGH THE PIPELINE.
AND THAT'S WHY SOME OF THE HIRING EVENTS ARE OPPORTUNITIES AS WELL AS SEASONAL OPPORTUNITIES FOR EMPLOYMENT LIKE WE ARE FILLING THIS SUMMER IN PARKS AND RECREATION.
AND I'LL LET NINA SPEAK MORE TO THE RESEARCH AND ALSO TO THE POTENTIAL INVESTMENT REQUIRED BOTH IN TECHNOLOGY AND IN PEOPLE IN ORDER TO SHORTEN THE TURNAROUND TIME FROM APPLICATION TO INTERVIEW AND HIRE.
NINA ARIAS, DIRECTOR OF HUMAN RESOURCES IN THE TIMING IS ACTUALLY VERY, VERY IMPORTANT.
SO THAT WE, AS YOU MENTIONED, COUNCIL MEMBER ARE READY TO RESPOND IMMEDIATELY AND AND RESPOND THROUGH DIFFERENT CHANNELS, RESPOND IN VIA PHONE.
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APPLY FOR THE JOBS THAT THEY ARE INTERESTED IN.SO WE ARE TARGETING ALL PEOPLE OF ALL GENERATIONS AND ALL BACKGROUNDS.
WE NEED PEOPLE IN MANY, MANY DIFFERENT POSITIONS AT THE CITY.
AND I WILL SAY EVERYONE IS WELCOME TO COME AND APPLY.
SO WE WANT TO MAKE SURE THAT WE'RE ABLE TO RESPOND TO ALL OF THEM.
IN TERMS OF TECHNOLOGY, WE ARE ACTUALLY THE CONTRACT FOR THE WORK, THE IMPLEMENTATION FOR RECRUITMENT IN PARTICULAR IS COMING TO YOU AT THE NEXT COUNCIL MEETING. AND ONCE THAT'S APPROVED, IT'S TAKING US A LITTLE BIT TO GET THROUGH ALL THE DETAILS.
BUT NOW IT'S READY AND IT'S COMING TO YOU.
WE WILL BE ABLE TO RESPOND AND RIGHT AWAY WITH OUR CURRENT TECHNOLOGY.
BUT ONCE WE IMPLEMENT WHAT THEY THE RESPONSE IS GOING TO BE MUCH BETTER AND THAT IS TO TIME THE CAMPAIGN WITH THE IMPLEMENTATION OF WORKDAY IF POSSIBLE, SO THAT WAY PEOPLE CAN SEE A DIFFERENCE IN THE WORKFLOW AND THE SPEED IN WHICH WE'RE ABLE TO RESPOND.
BECAUSE BECAUSE WHAT I'VE BEEN HEARING IS THAT PEOPLE GET VERY INTERESTED IN A POSITION AND THERE'S NEGOTIATIONS THAT STARTED HAPPENING OR AN ACTUAL OFFER.
AND IT JUST TAKES FOREVER TO GET THROUGH ONBOARDING AND IT TAKES FOREVER TO GET IT FINALIZED.
AND THEN THEY GO TAKE ANOTHER POSITION.
SO THAT'S MY FEELING IS WE'RE GOING TO PUT THIS OUT THERE AND WELCOME APPLICATIONS, BUT WE AS AN ORGANIZATION NEED TO BE READY TO HIRE AND PUT THEM IN PLACE AND ONBOARD THEM AS WELL.
SO THIS ONE ONCE A MONTH, I'VE HEARD THAT THAT'S THE ONBOARDING.
AND IF YOU HAPPEN TO GET HIRED RIGHT AFTER THAT, YOU HAVE TO WAIT 30 DAYS MAY NEED TO BE REVIEWED.
AND SO I THINK TELLING SOMEBODY YOU HAVE TO WAIT 30 DAYS IS PROBABLY NOT A GOOD STRATEGY WHEN WE'VE SAID WE'RE READY AND WE'RE WILLING AND WE WANT TO BRING PEOPLE ON. COUNCIL MEMBER IF I MAY SPEAK TO THE ONBOARDING AND THE ORIENTATION, IT HAPPENS EVERY MONDAY.
AND WE ARE ACTIVELY LOOKING FOR BETTER VENDORS THAT WILL BE MORE NIMBLE.
SO WE'RE REALLY, REALLY PROACTIVE.
SO WHENEVER THERE IS AN ISSUE OR A CONCERN, YOU KNOW, I'LL BE VERY HAPPY TO TO LOOK INTO IT AND SEE WHAT ARE THE ISSUES THAT ARE CAUSING THE DELAY, BECAUSE WE ARE LOOKING AT ROOT CAUSES, MAKING SURE THAT WE ADDRESS THEM.
IF I COULD JUST ADD FOR JUST A MINUTE AND THANK YOU COUNCILWOMAN BLACKMON FOR THE QUESTION.
I THINK THAT LISTENING OVER THE LAST YEAR OR SO TO THIS COMMITTEE AND SOME OF THE CONCERNS THAT I THINK HAVE BEEN RAISED, WE HAVE BEEN REALLY WORKING TO TIGHTEN UP OUR BELT WHEN IT COMES TO HOW WE GET PEOPLE INTO POSITIONS A LOT QUICKER.
SO ALL OF THE WORK LEADING UP TO THIS POINT IS REALLY HELPING US GET READY FOR THOSE APPLICATIONS.
BUT THANK YOU VERY MUCH FOR THAT QUESTION.
THANK YOU. WHAT I'D LIKE TO DO, ACTUALLY, BECAUSE I KNOW THIS IS SORT OF THE ELEPHANT IN THE ROOM IS HOW WE BRING THEM IN AND THEN WHAT HAPPENS? SO IF I'M GOING TO TAKE A LITTLE TURN HERE AND SEE IF ANYBODY HAS QUESTIONS REGARDING THAT FUTURE PROCESS, AND I WANT TO JUST LEAD WITH SAYING THAT I THINK THAT IT WOULD BE WORTH IT BEFORE WE LAUNCH THIS CAMPAIGN TO HEAR WHAT IS THE PLAN TO ACTUALLY EXPEDITE RESPONSES AND BEGINNING WITH WHAT IS WHAT HAPPENS THE MINUTE SOMEBODY PUTS IN AN APPLICATION LIKE START THERE? AND DO WE EVEN ACKNOWLEDGE THE FACT THAT SOMEONE HAS APPLIED? THANK YOU FOR YOUR APPLICATION.
SO WHAT I WANT TO DO IS JUST TAKE A FIVE MINUTES NOW AND GO AROUND ON THIS PARTICULAR TOPIC FROM THE COMMITTEE AND SEE IF THERE'S ANY COMMENTS ON THAT, BECAUSE THEN WE CAN GO BACK TO FOCUSING ON THE BRAND STRATEGY.
[00:35:04]
EXACTLY THAT.DO WE WAIT UNTIL THAT POSITION IS CLOSED BEFORE WE ACKNOWLEDGE A APPLICATION THAT'S BEEN RECEIVED? JUST SAYING, HEY, WE RECEIVED YOUR EMAIL, THE, YOU KNOW, THE JOB IS OPEN TILL DATE, OR ARE WE FOLLOWING UP WITH INDIVIDUALS JUST TO NOTIFYING THEM THAT, YES, WE DID RECEIVE IT AND GIVING THEM A TIMELINE WITH THAT, ARE WE MAKING SURE IF THIS PROGRAM MOVES FORWARD, ARE WE MAKING SURE THAT WE'VE TURNED OFF THAT AD OR WE'VE TURNED OFF THAT NOTIFICATION ONCE THAT JOB HAS BEEN PLACED SO THAT THAT WAY WE DON'T HAVE PEOPLE STILL APPLYING FOR THAT JOB ONCE IT'S BEEN CLOSED? THANK YOU, COUNCIL MEMBER, FOR YOUR QUESTION.
I'LL KIND OF SPEAK TO THIS IN 2 WORLDS, IF YOU WILL, AND NINA CAN JUMP IN IF I LEAVE ANYTHING OUT.
SO ONCE AN INDIVIDUAL SUBMITS AN APPLICATION FOR WITHIN 3 TO 5 DAYS, WE'RE SCREENING THAT APPLICATION, FOLLOWING UP WITH THE CANDIDATE, LETTING THEM KNOW WHERE THEY STAND IN TERMS OF THEIR CANDIDACY, AND THAT WE'VE REFERRED THAT OVER TO THE HIRING MANAGER.
SO THAT'S ONE OF THE THAT'S ONE OF THE COMMUNICATION PIECES THAT THAT HAPPENS IMMEDIATELY.
NOW, FROM YOUR EXPERIENCE FROM PARKS AND REC AND MAYBE SOME OF SOME OTHER DEPARTMENTS THAT SOMETIMES CANDIDATES GIVE US FEEDBACK THAT THEY DON'T HEAR ANYTHING WHEN THEY APPLY BECAUSE THERE'S NO ONE ACTUALLY SCREENING THAT APPLICATION.
BUT FOR THE BULK OF OUR APPLICATIONS, WE'RE FOLLOWING UP WITH THEM IN 3 TO 5 BUSINESS DAYS, LETTING THEM KNOW ABOUT WHERE THEIR APPLICATION STANDS, WHERE THEY'RE, WHERE THEY'RE, WHERE THEY ARE IN THE PROCESS.
SO THOSE ARE THE COMMUNICATION POINTS ACROSS THE APPLICANT PROCESS.
AND THEN DID ANYONE ANSWER THE QUESTION ABOUT WHETHER THAT THE ADS ON SOCIAL MEDIA WILL BE CLOSED ONCE THAT JOB'S BEEN FILLED? YES. AND SO ONE OF THE THINGS THAT WE WORK VERY IN TRYING TO MAKE SURE THAT WE'RE NOT ADVERTISING AN OPPORTUNITY THAT DOES NOT EXIST WITHIN OUR APPLICANT TRACKING SYSTEM.
SO WE'RE STILL TRYING TO REFINE AND GET THAT.
BUT IN NO INSTANCE, AS FAR AS I'M CONCERNED, THAT SHOULD WE HAVE BE PUSHING ANYTHING OUT OVER SOCIAL MEDIA THAT DOESN'T ACTUALLY EXIST IN TERMS OF AN ACTUAL POSITION TO ME? COUNCIL MEMBER THAT WOULD BE NO DIFFERENT THAN ADVERTISING A HIRING EVENT AND US NOT ACTUALLY HAVING IT, JUST DUE TO THE CONFUSION THAT IT CAUSES THE PUBLIC AND POTENTIAL JOB SEEKERS. COUNCIL MEMBER IF I COULD JUST ADD FOR A MINUTE TO THERE ARE OFTEN TIMES WHEN WE ARE HIRING, IT MAY BE A POSITION TITLE, BUT IT'S MULTIPLE OPPORTUNITIES. AND SO WE NEED TO ABSOLUTELY MAKE SURE THAT WE'RE DIFFERENTIATING BETWEEN IS THAT ONE OPPORTUNITY OR IS THAT MULTIPLE? BECAUSE WE DEFINITELY DON'T WANT THAT CAMPAIGN OR THAT POSITION TO THEN BE REMOVED.
AND ONCE THAT IS CLOSED, THEN WE CLOSE IT.
SO WHAT I'D LIKE TO DO IS BEFORE WE TURN THIS WHOLE THING INTO A HIRING DISCUSSION, THAT WILL BE A BRIEFING THAT I'D LIKE TO GET IN AUGUST SO THAT WE CAN BE PREPARED TO LAUNCH IT IN THAT I'D LIKE TO SEE QUESTIONS ABOUT FOLLOW UP WITH THOSE WHO WEREN'T HIRED.
WHAT IS THE FOLLOW UP PLAN FOR THAT? WHAT ARE EXIT INTERVIEWS? WHAT EXIT INTERVIEW PROCESS DO WE HAVE FOR PEOPLE WHO'VE LEFT THE CITY? AND THEN I WANT TO GO AROUND AND JUST SEE IF ANYBODY ELSE HAS OTHER THINGS THAT THEY'D LIKE TO SEE IN THE IN THE PRESENTATION IN AUGUST.
ANYBODY ELSE HAVE THINGS THAT THEY'D LIKE TO ADD? YEAH. SORRY, CHAIR WILLIS.
[00:40:05]
OH, JUST THAT WE'VE GOT A NUMBER OF AUDITS THAT ARE IN DRAFT FORM RIGHT NOW AND COMING TO US VERY SOON, EVERYTHING FROM DPD TO DFR TO TALENT AND RECRUITMENT, AND THEN THE SUBSEQUENT FOLLOW ON WILL BE ABOUT ONCE YOU'RE HIRED AND CAREER DEVELOPMENT AND THAT SORT OF THING.WELL, HOPEFULLY WE CAN EITHER DO A SHARED BRIEFING OR SOMETHING LIKE THAT WITH THAT.
SO LET'S LET STAFF COORDINATE ON THAT AND YOU AND I CAN TALK.
ANYBODY ELSE HAVE ANY COMMENTS ON THIS? YES, RESENDEZ, I HAVE JUST A QUICK QUESTION.
ARE YOU WANTING US TO BRING THAT BEFORE THE GPFM COMMITTEE RECEIVES THE REPORT AND THEN WE ADDRESS ANY OF THE OPPORTUNITIES THAT ARE PRESENTED IN THOSE AUDIT REPORTS? OR DO YOU WANT US TO DO THAT IN ADVANCE? LET ME. DO YOU KNOW WHEN THE AUDITS ARE COMING? ONE IS DUE THIS WEEK, A DRAFT.
SO I THINK MAYBE WE OUGHT TO TALK ABOUT WHAT THE.
OKAY. AND WE CAN JUST. SO WE CAN GET THE TIMING RIGHT.
YES, MA'AM. THANK YOU SO MUCH.
THANK YOU. I JUST QUICKLY WANTED TO ADD SOMETHING SINCE I WAS SITTING HERE AND A CONSTITUENT TEXTED ME, A CONSTITUENT WHO WAS PAYING ATTENTION TO THIS CONVERSATION, AND THAT PERSON MENTIONED THAT THEY KNOW FOR A FACT THAT THE CITY DOES NOT SEND OUT NOTIFICATIONS OF THE STATUS OF AN APPLICATION AND THAT THEY KNOW AT LEAST THREE PEOPLE WHO HAVE APPLIED FOR 311 CALL TAKERS AND THEY NEVER HEARD BACK.
SO I WANTED TO THROW THAT OUT THERE.
THANK YOU. THANK YOU MEMBER, COUNCIL MEMBER RESENDEZ FOR THE QUESTION AND I'LL LET NINA WEIGH IN THAT ONE OF THE THINGS I WAS VAGUELY SPEAKING TO IS THAT FOR ALL OF THE CIVIL SERVICE POSITIONS AT THE CITY OF DALLAS, WE DO FOLLOW UP AND LET CANDIDATES KNOW ABOUT THEIR CANDIDACY AND THE STATUS OF THEIR APPLICATION.
I THINK THE EXAMPLES COUNCIL MEMBER THAT YOU RAISE UP ARE FOR NON CIVIL SERVICE POSITIONS.
AND SO I'LL LET NINA EXPLAIN A LITTLE BIT ABOUT HOW THAT EVALUATION AND COMMUNICATION PROCESS WORKS.
SHOULD THEY HAVE ANY QUESTIONS ABOUT THE STATUS OF THEIR APPLICATION.
BUT WE'LL DEFINITELY TAKE THAT AS FEEDBACK.
YES, FOR 311 IN PARTICULAR, WHAT COMES TO MIND BECAUSE 311 IS DEFINITELY CIVIL SERVICE IS POSITION.
HOWEVER, THE INTAKE IS TYPICALLY THROUGH A TEMP AGENCY.
BUT THOSE ARE DEFINITELY CIVIL SERVICE POSITIONS.
NOW WE DO HAVE A PUBLISHED A PHONE NUMBER IN THAT HAS A MULTIPLE OPTIONS AND ONE OF THOSE OPTIONS IS REGARDING TO REGARDING RECRUITMENT.
CURRENTLY, WE HAVE TWO DIFFERENT, I WOULD SAY A PUBLIC FACING ENTRY OPPORTUNITIES FOR APPLICANTS, ONE WITH CIVIL SERVICE AND ONE WITH HR.
AND THAT MAY FACILITATE FOR PEOPLE THAT ARE TRYING TO GET AN ANSWER.
OKAY. THANK YOU. SO LET'S MAKE SURE THAT WHEN YOU DO AGAIN, WHEN WE PRESENT THAT, YOU ALSO INCLUDE I DON'T WANT ANYBODY TO SAY, WELL, THAT'S THROUGH THE TEMP AGENCY OR THAT'S THROUGH THAT. IT DOESN'T MATTER.
SO LET'S MAKE SURE THAT WHEN WE PRESENT HOW WE'RE GOING TO BE PUTTING PEOPLE THROUGH THE PIPELINE, IT'S IRRELEVANT HOW THAT WORKS OR WHO OUR PARTNERS ARE AND HOW THEY'RE GOING TO BE ON BOARD ON THIS.
OKAY. SO LET'S MOVE ON NOW TO QUESTIONS BACK TO THIS PRESENTATION FOR THE NEXT FEW MINUTES.
QUESTIONS FROM THIS COMMITTEE.
I HAVE A FEW. AND BUT FIRST, I'M GOING TO LET CHAIR WILLIS ASK HER AND AND THEN I HAVE A FEW.
THANK YOU, CHAIR. THANK YOU. THANK YOU FOR LETTING ME SIT IN TODAY.
SO AND THANK YOU FOR THE PRESENTATION.
BUT I WANTED TO GO BACK TO THE MESSAGING ARCHITECTURE AND UNDERSTAND HOW WE GOT THE CONSUMERS VOICE IN THIS. IF ANYBODY WATCHED ANY BASKETBALL THIS WEEKEND, I MEAN, YOU PROBABLY SAW GM AND COKE BOTTLERS.
SO WE'VE GOT SOME BIG SPENDERS OUT THERE AND WE'RE IN THAT SAME MARKETPLACE.
AND, YOU KNOW, GM TALKS ABOUT THEY MAKE THE EMPLOYEE THE HERO.
[00:45:04]
THEY SAY EARN A LIVING, MAKE A LIFE.AND COCA-COLA BOTTLERS SAY OPPORTUNITY FIZZES.
AND IT'S VERY COLLEGIAL AND ALL OF THAT.
AND SO AS I WORKED MY WAY THROUGH THIS, I WANTED TO GO BACK AND UNDERSTAND BECAUSE ONE OF THE THINGS YOU SAID, MR. BASTERRA, WAS ABOUT THERE WAS INTERNAL DISCUSSION ABOUT WHAT WE WANT TO SAY.
AND I WAS JUST THINKING, BUT WHAT DOES THAT PROSPECT WANT TO HEAR? SO CAN YOU TELL ME A LITTLE BIT ABOUT THE EXTERNAL RESEARCH, SOMETHING ANECDOTAL, WHATEVER THAT CONTRIBUTED TO GETTING TO THIS MESSAGING ARCHITECTURE? THANK YOU FOR THE QUESTION, CHAIR WILLIS.
AND I'LL START BY SAYING THAT SOME OF THE RESEARCH INCLUDED THE VISIT DALLAS BRAND DEVELOPMENT RESEARCH, INCLUDING AUDIENCE SEGMENTATION IN TERMS OF WHAT OUR MEMBERS OF THE PUBLIC ASSOCIATE WITH THE CITY OF DALLAS AND HOW THEY WANT TO BE EMPOWERED.
AND ONE OF DALLAS STRENGTHS BEING A PLACE POWERED BY OUR PEOPLE.
AND THEN BOTH DIRECTOR ARIAS CAN SPEAK TO HER PROCESSES AND DIRECTOR DAVIS CAN SPEAK TO CIVIL SERVICE BECAUSE THEY WERE REALLY THE ONES WHO WERE IN CLOSE CONSULTATION ABOUT THE MESSAGES THAT THEIR RECENT HIRES AND THEIR CANDIDATES WHO WITHDREW FROM THE PROCESS INDICATED WERE CONSIDERATIONS FOR THEIR ACCEPTANCE OF OR OPTING OUT OF EMPLOYMENT WITH THE CITY.
AND DO YOU WANT TO GO FIRST, NINA? AND THEN I'LL GIVE JARED BACK MY SEAT.
SURE. AND IT IS BEYOND THE ANECDOTAL EXPERIENCE.
I THINK WE DO COLLECT QUITE A BIT OF INFORMATION AND DATA ABOUT WHAT WE HAVE A SURVEY OF PEOPLE THAT ARE GOING THROUGH THE RECRUITMENT PROCESS AND ASK THEM WHAT WHAT WAS IMPORTANT TO YOU, WHAT STOOD OUT.
AND WE HEAR PEOPLE THAT HAVE BEEN HERE FOR A MONTH OR TWO AND WE ASK THEM HOW, HOW IS WORKING FOR YOU? WHAT WOULD YOU LIKE TO SEE DIFFERENT? SO THE CONVERSATIONS ARE PART OF THE DATA THAT WE GATHER.
SO I WOULD SAY THAT EXPERT RESEARCH WAS THE BACKDROP FOR THE DEVELOPMENT OF THE CAMPAIGN, AND WE INFORM IT WITH THE IN THE INTEREST OF TIME, I'D LIKE TO GO ON AND CUT TO THAT, BECAUSE YOU'RE TALKING ABOUT ONCE SOMEONE HAS GONE THROUGH THE SYSTEM AND THEN IS ON BOARD, WE'RE TALKING ABOUT REACHING PEOPLE WHO ARE FRESH TO THE IDEA.
AND SO THAT'S REALLY WHAT I'M TRYING TO UNDERSTAND.
SO I'D LIKE OUR OUR PARTNER TO EXPLAIN MORE ABOUT THIS RESEARCH THAT YOU JUST REFERENCED.
SO PART OF THE PREMISE OF THE WHOLE PLAN IS A LACK OF AWARENESS OF THE BENEFITS.
SO THAT'S THE FIRST POINT AND STANDING POINT FROM THE VOICE OF THE CITY.
WHAT'S THAT? WHAT ARE THOSE BENEFITS? WHAT COMPENSATION BENEFITS PACKAGES, WORK LIFE BALANCE, CAREER OPPORTUNITIES AND CAREER PATH GROWTH, THE DIFFERENT TYPES OF INDUSTRIES, THE DIFFERENT TYPES OF JOBS.
EXTERNAL RESEARCH, THIRD PARTY RESEARCH WAS INCORPORATED IN ORDER FOR THE DIFFERENTIATION COMPONENT.
IMPORTANT FACTORS FOR YOUNGER GENERATIONS MAINLY, BUT THROUGHOUT ALL EMPLOYEE SEEKING INDIVIDUALS INCLUDE WORK LIFE BALANCE, CULTURE, EMPOWERMENT, THE FEELING AND THE MOTIVATION TO FEEL THAT THEIR WORK IS CONTRIBUTING TO MAKING A DIFFERENCE.
I'M JUST I'M STILL CONCERNED THAT WE'RE NOT HEARING THE VOICE OF THE PROSPECTIVE EMPLOYEE.
I'M HEARING ABOUT THIS RESEARCH AND VISIT DALLAS, I COULD I SEE THAT AS A LITTLE BIT SEPARATE.
AND SO DID YOU DO ANY KIND OF FOCUS GROUP OR ANYTHING LIKE THAT WHERE IT'S JUST ABOUT PROSPECTIVE EMPLOYEES? I MEAN, TO UNDERSTAND WHAT THEY'D WANT, BECAUSE I DON'T HEAR GREAT THINGS ABOUT COMPENSATION HERE.
I'LL TELL YOU, I THINK WE STRUGGLE TO GET TO MARKET RATE.
IF I COULD JUMP IN FOR JUST A MINUTE.
SO ONE OF THE THINGS THAT I WANT TO MAKE SURE THAT'S CLEAR IS THAT THE WE'RE IN THE MIDDLE OF AN EVOLUTION WHEN IT COMES TO HOW THE CITY OF DALLAS BEGINS TO ATTRACT TALENT.
WE HAVE NEVER, AS AN ORGANIZATION HAD TO REALLY DO MUCH OTHER THAN SAY WE ARE THE CITY OF DALLAS.
AND THAT'S BEEN IT. PEOPLE WANTED TO COME BECAUSE THEY KNEW WHO WE WERE.
[00:50:04]
WE WERE NOT NECESSARILY COMPETING WHEN IT CAME TO OTHER SECTORS, BUT NOW WE KNOW THAT WE'RE IN A DIFFERENT AGE AND TIME.ONE OF THE THINGS THAT WE PRESENTED WHEN WE LAID OUT THE BEST PLACE TO WORK, AND I THINK THIS WAS THE RETENTION BRIEFING THAT WE DID OVER A MONTH AGO, IS THAT WE REALLY TALKED ABOUT WHAT'S HAPPENING IN THE MARKET.
WE PULLED AND WE USED A LOT OF THE DATA THAT IS CURRENTLY AVAILABLE, WHETHER IT'S THROUGH THE BEST PLACE TO WORK LOOKING AT EXAMPLES OF WHAT PEOPLE ARE ATTRACTED TO, WHAT IS WHAT WOULD MAKE PEOPLE WANT TO COME TO WORK FOR THE CITY.
BUT I THINK IT'S IMPORTANT TO SHARE SOME OF THAT DATA THAT WE'VE ALREADY COLLECTED THROUGH A LOT OF THOSE CHANNELS THAT REALLY DO SHOW WHAT PEOPLE ARE LOOKING FOR AND WHETHER WE'RE TALKING ABOUT THE CITY OF DALLAS OR ANY OTHER ORGANIZATION, WHAT IS IT GOING TO BE THAT WILL COMPEL THEM TO WANT TO COME AND WORK FOR US? AND SO WE CAN DEFINITELY PULL THAT OUT AND SHARE THAT DIRECT DATA THAT WE PRESENTED.
THAT'S OKAY. I JUST WANT TO KNOW THAT THAT'S BEING REVIEWED.
AND I THINK ON ANY MEDIA SPIN, YOU'RE GOING TO GET A LIFT.
SO I WOULD JUST LIKE IT TO BE AS STRONG AS POSSIBLE.
AND SO I JUST IT MAKES ME WONDER, DOES ANYBODY CARE THAT WE'RE THE LARGEST PUBLIC SECTOR EMPLOYER? I MEAN, I THINK THEY WANT TO KNOW YOU'RE GOING TO BE ABLE TO GET HOME TO YOUR KIDS.
YOU'RE GOING TO BE ABLE TO PROVIDE FOR YOUR FAMILY.
YOU'RE GOING TO BE ABLE TO TAKE THEM TO SIX FLAGS.
WE'VE GOT GREAT. WE'VE GOT PET INSURANCE.
IT'S WHAT YOUR WORK EXPERIENCE IS, BUT IT'S VERY MUCH ABOUT THE BENEFIT OF WHAT THAT GIVES YOU.
AND SO THAT WAS WHAT I WANTED TO JUST BRING IN AND SHARE WITH YOU ALL OUR PARTNER TODAY.
OKAY. I HAVE A FEW OTHER QUESTIONS.
I'M WONDERING WHY YOU'RE TARGETING ONLY DFW RESIDENTS WHEN WE KNOW THAT WE'RE TRYING TO ATTRACT PEOPLE TO MOVE INTO THE CITY OF DALLAS? I THINK ONE OF THE THINGS THAT WE WILL BE ABLE TO TO REALIZE GOING INTO THIS CAMPAIGN, WE KNOW THAT OUR MARKETPLACE IS PLENTIFUL IN THE REGION, BUT REALLY SEEING HOW WE CAN PENETRATE AND GETTING PEOPLE TO REALLY WANT TO WORK WHERE THEY CURRENTLY LIVE AND DEFINITELY BEGIN TO LOOK BEYOND THE NORTH TEXAS MARKET.
BUT WE DEFINITELY WANT TO START HERE.
THERE'S A LOT OF GREAT PEOPLE THAT ARE HERE.
WE'VE GOT ONE. OUR REGION IS IS SATURATED WITH EDUCATIONAL PARTNERS TO START THERE.
SO WE DEFINITELY WANT TO MAKE THAT A START AND DEFINITELY CAN EXPAND BEYOND THAT.
YEAH, IT MAKES SENSE TO START THERE.
AND BECAUSE OF OUR EXCELLENT COMPETITIVE BENEFITS, ESPECIALLY INCLUDING A FIVE YEAR VESTED PENSION, THOSE MATURE WORKERS ARE THE ONES WHO ARE RETIREMENT ELIGIBLE SOONEST, AND WE WANT THE YOUNGER WORKFORCE TO BE ABLE TO GAIN EXPOSURE WHILE THEY'RE STILL HERE IN ORDER TO BE PREPARED TO FILL THOSE ROLES AS THEY'RE VACATED.
. OR ACTUALLY, YOU DON'T HAVE TO ANSWER IT NOW.
OKAY. THAT COULD BE ANOTHER THING THAT I'D LIKE YOU TO ADDRESS, BECAUSE I THINK THAT THERE'S A HUGE OPPORTUNITY FOR OLDER PEOPLE WHO MAY OR MAY NOT NEED ALL THE BENEFITS THAT WE OFFER, WHAT THEY'RE LOOKING FOR, SOMETHING ENTIRELY DIFFERENT.
THE OTHER QUESTION I WAS WONDERING IS, ARE WE DOING ANY KIND OF INCENTIVES WITH OUR OWN EMPLOYEES FOR FOR RECRUITMENT? AND WHAT ARE THE MEASURES OF SUCCESS FOR THIS BESIDES IMPRESSIONS? AND IF I MAY BE ABLE TO ANSWER THE FIRST QUESTION ABOUT INCENTIVES, WE STARTED WITH THE DEVELOPMENT SERVICES DEPARTMENT.
WE ARE WORKING ON A PROCESS IN WHICH EMPLOYEES THAT MAKE REFERRALS ARE REWARDED AND THAT IS BASED ON RETENTION. IN OTHER WORDS, IF WE RECRUIT AND RETAIN SOMEONE THAT THEY HAVE REFERRED, THEY WILL GET AN INCENTIVE AND IT VARIES DEPENDING ON THE LEVEL OF THE EMPLOYEE.
SO IF WE ARE RECRUITING, FOR INSTANCE, AN ENGINEER WILL BE DIFFERENT THAN WE ARE RECRUITING SOMEONE THAT MAYBE IS EASIER TO RECRUIT IN THE MARKET BECAUSE OF THEIR THEIR POSITION. I THINK THE INCENTIVE PIECE CAN BE A TREMENDOUS TOOL IN YOUR ORGANIC SOCIAL MEDIA.
[00:55:07]
THEN THE OTHER QUESTION, THE FINAL QUESTION THAT I HAD WAS I OUR USE OF OUR OWN, THE CITY.I KNOW WE'RE DOING A WHOLE REVIEW OF OUR OWN DIGITAL KIOSKS AND ALL THOSE KINDS OF THINGS.
SO WHAT ARE USING OUR OWN TOOLS THAT WE HAVE BESIDES SOCIAL MEDIA? THANK YOU FOR THE QUESTION CHAIR.
SO I WILL SAY THAT THE PAID MEDIA BUDGET IN SLIDE 18 DOES NOT REFLECT THE CONSIDERABLE VALUE THAT OUR STAFF IS ABLE TO AUGMENT THIS CAMPAIGN BY USING OUR FAIR PARK MULTIMEDIA CENTER TO CAPTURE THOSE MULTILINGUAL TESTIMONIALS FROM OUR EMPLOYEES, AS WELL AS USING OUR IN-KIND OUTDOOR ADVERTISING FOR PLACEMENT OF THE DIGITAL GRAPHICS HERE TO AUGMENT THE TARGETED PAID MEDIA THAT WE ARE ALSO USING AT THE MOMENT FOR SEASONAL EMPLOYMENT, EMERALD ASH BORER, OPIOID AWARENESS, SUMMER OF SAFETY.
AND WE KNOW THAT THE IN-KIND DIGITAL VISIBILITY WE HAVE IS AT THE PLEASURE OF OUR CORPORATE IN-KIND SPONSORS BASED ON THEIR UNSOLD INVENTORY.
SO IT IS KEY THAT THERE BE BUDGET TO SUPPORT PAID ADVERTISING, BUT WE WILL CERTAINLY AVAIL OURSELVES OF OUR BROADCAST CABLE CHANNELS ON SPECTRUM AND AT&T TO BROADCAST MESSAGES AS PART OF THIS CAMPAIGN UPLIFTING THE VOICE OF OUR EMPLOYEES.
THANK YOU. OTHER QUESTIONS FROM THE COMMITTEE? I'LL JUST TAKE ONE MINUTE.
AND THEN I DO FEEL THAT THERE MIGHT BE A DISCONNECT BETWEEN THE DIRECTOR THAT'S LOOKING TO FILL THOSE POSITIONS AND HR, MAKING SURE THAT THERE IS BETTER DIALOG BETWEEN THE TWO BECAUSE THAT URGENCY IS WITH THE DIRECTOR WHO'S MANAGING THAT DEPARTMENT, NOT NECESSARILY AT HR WHERE, YOU KNOW, I GET IT.
WE'RE A HUGE ORGANIZATION WITH HIRING A LOT OF PEOPLE.
AND WE ALSO UNFORTUNATELY MISS OUT THOUGH THROUGH APPLICANTS THAT MIGHT NOT BE GREAT ON PAPER, BUT THEY MIGHT ACTUALLY BE A GREAT PERSON TO WORK FOR THE CITY.
BUT I JUST FEEL THAT SOMETIMES WE'RE NOT GIVING THOSE OPPORTUNITIES BECAUSE WE'RE JUST SO LARGE.
ANY OTHER COMMENTS? JUST JUMP IN.
WE'LL WORK WITH YOU ON THE TIMING.
YEAH. AND I THINK THAT WHAT YOU HEARD CLEARLY AND I MAY JUST BE SAYING WHAT YOU SAID IS NOT TO START THIS CAMPAIGN UNTIL WE KNOW THAT WE'RE READY TO TAKE ALL THE SUCCESS OF THE CAMPAIGN AND ACTIVATE THAT.
SO WE'LL LOOK FORWARD TO HEARING FROM YOU WHEN THAT WOULD HAPPEN.
AND I APPRECIATE EVERYBODY COMMENTING OR THINKING ABOUT THIS QUESTION AND DO FEEL FREE TO ADD IN.
SO YOU MAY GET A FEW MORE QUESTIONS, MISS CUELLAR.
NOW WE ARE GOING TO MOVE ON TO OUR ACTION ITEM.
WE WANT TO MOVE THIS TO CITY COUNCIL.
DID YOU WANT DISCUSSION FIRST AND THEN A MOTION OR DO YOU WANT A MOTION AND THEN DISCUSSION? PLEASE GO AHEAD. THEY'RE COMING TO THE TABLE.
SO IF YOU HAVE THINGS TO ADD, LET'S DO IT.
I'M READY TO MAKE A MOTION UNLESS MR. THOMAS WANTS TO MAKE IT.
YEAH, I JUST WANT TO MAKE SURE IF THERE'S ANYTHING THEN, BEFORE, SORRY THAT DR.
WILSON WANTS TO MAKE SURE THAT WE KNOW BEFORE WE ARE READY TO MAKE THAT MOTION.
GOOD MORNING CHAIR, VICE CHAIR AND COMMITTEE MEMBERS.
DR. LINDSAY WILSON, DIRECTOR OF THE OFFICE OF EQUITY AND INCLUSION.
AND THANK YOU FOR THE OPPORTUNITY TO HIGHLIGHT JUST A FEW POINTS OF THE JUNETEENTH RESOLUTION, STARTING WITH TEXAS'S VERY OWN OPAL LEE, WHO IS KNOWN AS THE WHO IS ALSO KNOWN EXCUSE ME, TO THE COUNTRY AS THE GRANDMOTHER OF JUNETEENTH FOR HER COMMITMENT TO BRING ACTION TO THE IMPORTANCE OF JUNETEENTH AND THE FIGHT FOR FREEDOM AND EQUITY.
JUNETEENTH PROVIDES AN INTENTIONAL OPPORTUNITY TO CELEBRATE AFRICAN AMERICAN HERITAGE AND HONOR THE LIVES, SACRIFICES AND MANY CONTRIBUTIONS THAT HAVE BEEN BAKED INTO THE FABRIC OF AMERICA.
ON JUNE 19TH, NUMEROUS COMMUNITIES ACROSS THE NATION WILL CELEBRATE.
[01:00:01]
AND AT THE CITY OF DALLAS, WE UNDERSTAND, AND CONTINUE TO WORK TOWARD POLICY PRACTICES AND PROCEDURE SHIFTS THAT ARE IN ALIGNMENT WITH THE PROGRESS OF JUNETEENTH AND DRIVEN BY THE THIS COMMITTEE'S VISION DIRECTION AND THE CITY COUNCIL AT LARGE.THE CITY OF DALLAS HAS RECOGNIZED JUNE 19TH AS AN ANNUAL HOLIDAY LEGAL HOLIDAY SINCE 2021.
THANK YOU. THANK YOU VERY MUCH.
I MOVE THAT WE FORWARD THIS RECOMMENDATION FOR ADOPTION OF THE JUNETEENTH RESOLUTION TO THE FULL CITY COUNCIL.
ANY COMMENTS? YES, MADAM CHAIR, PLEASE.
FIRST, I JUST WANT TO SAY FIRST I WANT TO TELL MAYOR PRO TEM CAROLYN KING ARNOLD AND OUR OTHER COLLEAGUES THAT HELPED BRING THIS RESOLUTION TO US, YHANK YOU.
THIS IS SOMETHING THAT WHEN WE WHEN PRESIDENT BIDEN FIRST MADE JUNETEENTH A NATIONAL HOLIDAY, WHICH WE ALL KNOW STARTED HERE IN TEXAS, THAT THE QUESTIONS STARTED COMING UP ABOUT RAISING A FLAG AND WHATNOT WHEN IT COMES TO THIS.
AND SO WHEN SPEAKING WITH OTHER PEOPLE IN THE LGBTQ PLUS COMMUNITY, I CAN TELL YOU AND ME BEING A MEMBER OF THAT COMMUNITY, THAT WE WANTED THIS TO HAPPEN AS WELL. IT WAS JUST A MATTER OF HOW DO WE DO IT CORRECTLY BY PROPER ORDINANCE AND RESOLUTION.
WE WANT TO MAKE SURE THAT OUR LGBTQIA PLUS SISTERS AND BROTHERS THAT ARE BLACK AND AFRICAN-AMERICAN, THAT JUNETEENTH IS AN EXTREMELY IMPORTANT HOLIDAY TO THEM AS WELL AS IT IS TO THE REST OF US THAT THEY KNOW THAT WE SEE THEM AND THAT WE WILL HONOR THEM AS WELL. AND THAT'S WHY I LOVE PRIDE MONTH, BECAUSE IT'S NOT JUST ABOUT LGBTQIA PLUS.
IT'S ALSO ABOUT ALL THE DIFFERENT THREADS OF FABRIC OF THREAD THAT GO THROUGH THAT RAINBOW FLAG.
AND SO BY RAISING THE JUNETEENTH FLAG, IT ALSO SHOWS OUR COMMITMENT NOT JUST AS A WHOLE COMMUNITY, BUT AS DALLASITES, THAT THIS IS IMPORTANT, THAT WE ARE A WELCOMING CITY AND I CAN'T WAIT TILL WE GET TO VOTE ON THIS AND HOPEFULLY IT PASSES AND ON THE DAY WE RAISE IT, WE'LL HAVE A NICE BIG CROWD IN ORDER FOR US TO CELEBRATE THIS MOMENTOUS OCCASION BECAUSE DALLAS WILL BE LEADING THE CHARGE AGAIN, MAKING THIS OUR OFFICIAL FLAG.
AND FOR THOSE DAYS AND WHERE NO OTHER CITY, OBVIOUSLY IN THE NATION OR THE WORLD IS GOING TO BE DOING THIS AND WE'RE JUST LEADING THIS CHARGE. AND I LOVE THAT THIS ABOUT THIS.
THANK YOU VERY MUCH. ANY OTHER COMMENTS, CHAIR THOMAS? YES, THANK YOU, MADAM CHAIR.
I DON'T THINK MAYOR PRO TEM, SHE HAD REACHED OUT TO ME ABOUT THIS AS WELL.
AS SOMEONE WHO WAS A STUDENT AT UNIVERSITY OF NORTH TEXAS WHO STARTED THE JUNETEENTH CELEBRATION ON THAT CAMPUS, I KNOW HOW IMPORTANT NOT ONLY THE HOLIDAY IS, BUT THE HISTORY OF THE HOLIDAY IT REALLY IS INTO.
I WAS REALLY IMPRESSED BY THE WORK THAT SOUTHERN DALLAS PRIDE DID, THE EVENTS THAT THEY HAD THE WEEKEND LAST YEAR FOR JUNETEENTH AND HOW THE LBGTQ COMMUNITY WAS ABLE TO PARTNER WITH THE AFRICAN-AMERICAN COMMUNITY.
AND I THINK THIS IS A GREAT JOINT STATEMENT OF HOW WE RECOGNIZE THE IMPORTANCE OF BOTH CELEBRATING THE MONTH AND CELEBRATING THE HOLIDAY. AND TO SEE HOW EVERYTHING CAME TOGETHER I THINK WAS VERY, VERY IMPRESSIVE.
SO I WILL BE SUPPORTING THIS 110%.
THANK YOU. AND I THINK IT'S AN OPPORTUNITY ALSO FOR DOCTOR WILSON.
IF YOU JUST WANT TO SHARE A MINUTE OF WHAT JUNE WHAT WE'RE GOING TO BE DOING ON JUNE 15TH.
ABSOLUTELY. THANK YOU FOR THAT OPPORTUNITY CHAIR A SO ON JUNE 15TH, WE WILL THE CITY OF DALLAS WILL HAVE A LUNCHEON TO TALK ABOUT WHAT JUNETEENTH MEANS FOR OUR CITY DEPARTMENTS, AS WELL AS THE MANY EMPLOYEES HERE AT THE CITY OF DALLAS AS WE DO OUR DAILY SERVICES.
BEING VERY INTENTIONAL IN CLOSING DISPARITIES AND SO FORTH.
AND SO WE ARE COLLABORATING WITH THE BEST BLACK EMPLOYEES ERG HERE WITH THE CITY OF DALLAS, AS WELL AS WITH OUR OFFICE OF ARTS AND CULTURE.
[01:05:01]
AND SO THE TIMING ON THAT IS FROM NOON TO 1:30 ON JUNE 15TH.AND THAT WAS MY DAILY QUIZ TODAY.
SO I HOPE I GOT THE TIME RIGHT.
IF I DID NOT, I WILL BE SURE TO FOLLOW UP ON THAT PIECE OF IT.
AND I BELIEVE AN INVITATION WENT OUT TO ALL THE COUNCIL MEMBERS.
IF NOT, I WILL ALSO MAKE SURE THAT THAT IS SENT IMMEDIATELY.
SO AT THIS TIME, WE'RE READY FOR THE VOTE.
AND ALL THOSE IN FAVOR SAY AYE.
IT'S GOING TO BE MULTIPLE DEPARTMENTS.
CHAIR SCHULTZ, SORRY, I STOPPED READING AFTER THE FIRST NAME.
I APOLOGIZE. WE HAVE DAISY FAST, DOCTOR WILSON, LATOYA JACKSON, GARY COPELAND THANK YOU.
ALL RIGHTY. WELL, GOOD MORNING AGAIN, CHAIR, VICE CHAIR AND COMMITTEE MEMBERS.
LINDSEY WILSON AND IT IS AN HONOR TO BE ABLE TO SPEAK WITH YOU ALL TODAY TO HIGHLIGHT HOW WE ARE NORMALIZING ORGANIZING AND OPERATIONALIZING THE WORK AROUND THE ADA TRANSITION PLAN.
WE KNOW THE IMPORTANCE OF ACCESSIBILITY BEING CENTERED IN EQUITY AND INCLUSION WORK, PARTICULARLY HERE IN THE CITY OF DALLAS, WHERE WE HAVE OVER 12% AND GROWING RESIDENTS WITH DISABILITIES.
AND SO TODAY, TO SHARE TODAY'S PRESENTATION, WE HAVE THE HUMAN RIGHTS OFFICER, LATOYA JACKSON.
WE HAVE GARY COPELAND, WHO IS THE ADA MANAGER FOR THE CITY OF DALLAS.
AND AS ALWAYS, THE WORK THAT THE OFFICE OF EQUITY AND INCLUSION DOES IS IN COLLABORATION.
SO WE'LL BEGIN TODAY'S PRESENTATION BY CONNECTING THIS WORK TO OUR LARGER BODIES OF WORK.
OUR POLICIES, THE RACIAL EQUITY PLAN, AS WELL AS THE OTHER CITY PLANS.
ON THE SLIDE THERE, YOU'LL SEE A QR CODE.
THAT QR CODE WILL TAKE YOU TO OUR ADA TRANSITION PLAN.
WE'LL ALSO TALK ABOUT HOW WE'LL CONTINUE TO ADVANCE ACCESSIBILITY AND BELONGING AND THEN OF COURSE, HEAR FROM DAISY SURROUNDING OUR INTENTIONAL EFFORTS AS IT REGARDS TO ENGAGING CITY DEPARTMENTS AS WELL AS COMMUNITY STAKEHOLDERS.
AND SO WITH THAT BEING SAID, I WILL TURN IT OVER TO THE HUMAN RIGHTS OFFICER, LATOYA JACKSON.
TO PROVIDE HISTORICAL PERSPECTIVE ON SLIDE THREE, PLEASE.
THANK YOU. TO PROVIDE HISTORICAL PERSPECTIVE, THE AMERICANS WITH DISABILITIES ACT WAS A PIECE OF LANDMARK LEGISLATION THAT BUILT UPON THE MOMENTUM OF THE CIVIL RIGHTS ACT OF 1964.
SECTION 504 OF THE 1973 REHABILITATION ACT, WHICH WAS THE FIRST PROTECTION FOR INDIVIDUALS WITH DISABILITIES. AND OF COURSE, THE FAIR HOUSING ACT AMENDED 1988 TO INCLUDE DISABILITY ANTI DISCRIMINATION PROVISIONS.
THE 1990 LAW REQUIRES EQUAL OPPORTUNITIES FOR INDIVIDUALS WITH DISABILITIES AND PROHIBITS DISCRIMINATION IN ACCESS TO JOBS, HOUSING, PUBLIC TRANSPORTATION AND OTHER AREAS.
FOR TITLE TWO ENTITIES SUCH AS THE CITY OF DALLAS, IT REQUIRES ALL PROGRAMS, SERVICES AND ACTIVITIES TO BE ACCESSIBLE TO INDIVIDUALS WITH DISABILITIES. THE CITY BEGAN ITS WORK IN THE 1990S, BUT A LACK OF FUNDING CAUSED EFFORTS TO QUICKLY STALL.
AS A RESULT, MUCH OF THE WORK TO BRING THE CITY INTO ALIGNMENT WITH THE NATURE AND INTENT OF ADA BEGAN IN EARNEST WITHIN THE LAST TEN YEARS, WITH MOST WORK OCCURRING WITH THE HIRING OF OUR ADA MANAGER IN 2017.
NONDISCRIMINATION AND EQUAL ACCESS TO PROGRAMS, SERVICES AND ACTIVITIES IMPLIES EQUITY IN DISTRIBUTION OF BENEFITS DERIVED FROM BEING A RESIDENT OF DALLAS. HOWEVER, WE KNOW, BASED ON DATA FROM THE EQUITY INDICATORS REPORT THAT WILL BE ADDRESSED THROUGH IMPLEMENTATION OF THE RACIAL EQUITY PLAN THAT DR.
WILSON JUST MENTIONED, THAT SOME CIRCUMSTANCES CREATE UNDUE BURDENS ON SOME RESIDENTS.
[01:10:04]
POPULATIONS AND, MORE IMPORTANTLY, THE PLANS TO CREATE OPPORTUNITIES FOR SUCCESS SO THAT ALL DALLAS SITES CAN THRIVE.THIS WORK RESPECTS THE INTERSECTIONALITY OF INDIVIDUALS AND UNDERSTANDS THAT MEMBERS OF THE DISABILITY COMMUNITY MAY ALSO BE OLDER ADULTS OR MEMBERS OF A RACIAL OR ETHNIC, HISTORICALLY MARGINALIZED GROUP OR MEMBERS OF THE LGBT COMMUNITY.
OR THEY MAY BE ALL OF THE ABOVE.
WE WANT TO RESPECT THOSE IDENTITIES AND MAKE ROOM FOR ACCESSIBILITY.
ONE MEASURE LOOKS AT RESPONSE TIMES FOR CITY SERVICES IN HISTORICALLY DISADVANTAGED AREAS COMPARED TO MORE RACIALLY MIXED AREAS, WHICH CONNECTS TO EQUITY INDICATOR 39 GOVERNMENT SERVICE SATISFACTION.
ONE WAY TO IMPROVE GOVERNMENT SATISFACTION IS THROUGH IMPLEMENTATION OF THE ADA TRANSITION PLAN.
THE TRANSITION PLAN INCLUDES A LIST OF ARCHITECTURAL BARRIERS, THE SCHEDULE FOR IMPROVEMENTS IN FACILITIES, STREETS, SIDEWALKS AND THE PUBLIC RIGHT OF WAY, AS WELL AS OUR REGISTERED HISTORIC PLACES.
THE PROGRAM SERVICES AND ACTIVITIES INVENTORY.
AND IT DETAILS THE RESPONSIBILITY OF THE ADA CONTACT.
ORIGINALLY, ADA EFFORTS CENTERED AROUND ENSURING BUILDINGS WERE BUILT FOR EVERYONE.
ACCESSIBILITY OF CITY FACILITIES HAS BEEN AND CONTINUES TO BE THE FOUNDATION OF OUR ADA WORK.
WE GREW TO INCLUDE STAFF TRAINING, CREATED A MORE WELCOMING WEB PRESENCE, INCORPORATED DEPARTMENT SURVEYS, WHICH REVIEWS OPERATING PROCEDURES, AND WE ARE EXPLORING FUNDING SOURCES TO ASSIST IN MAKING OUR CITY MORE ACCESSIBLE OVERALL.
THE VICTORIA. THANK YOU, LATOYA.
I GET TO DISCUSS SOME OF THE STUFF THAT WE'LL BE DOING IN THE NEXT FEW YEARS.
OKAY. OH, CAN YOU HEAR ME NOW? GOT TO KEEP THAT MIND. OH, OKAY.
OKAY. COULD YOU HEAR ME NOW? OKAY, THAT WORKS.
IN FY 24, WE ARE EXCITED TO WORK WITH THE DEPARTMENT'S COMMUNITY AGENCIES ON EMPLOYMENT ON AN EMPLOYMENT PILOT PROGRAM, WITH THE GOAL OF INCREASING THE NUMBER OF AND PERCENTAGE OF CITY EMPLOYEES WITH DISABILITIES.
WE KNOW INDIVIDUALS WITH DISABILITIES HAVE A RICH EXPERIENCE AND INSIGHT TO ADD TO OUR WORKFORCE AS WE CONTINUE TO ENSURE THAT OUR WORK WILL REFLECT THE DIVERSITY SHOWN IN OUR COMMUNITIES.
WE SEE AN OPPORTUNITY TO INTENTIONALLY RECRUIT MEMBERS FROM THE DISABILITY COMMUNITY.
WE LOOK FORWARD TO SHARING MORE DETAILS ABOUT THIS PROGRAM IN THE COMING YEAR.
IN FY 25, WE WILL HOLD FOCUS GROUPS WITH MEMBERS OF THE DISABILITY COMMUNITY TO IDENTIFY THEIR NEEDS AND LEARN AND IN WHICH WAYS THE CITY CAN BETTER SERVE OUR RESIDENTS.
IN FY 24, WE WILL EXPAND OUR TRAINING OFFERINGS TO INCLUDE BOARD AND COMMISSION MEMBERS SO THAT ALL OF OUR LEADERS WILL BE ABLE TO CONSIDER THE ADA IMPACTS OF THEIR DECISIONS, AND TO HELP IN MAKING BUDGETARY RECOMMENDATIONS.
AS WE CONTINUE FORWARD IN FY 27, WE HAVE PLANS TO CONDUCT A PERFORMANCE VENUE, TICKETING AND SEATING AUDIT TO ENSURE RESIDENTS WITH DISABILITIES ARE ABLE TO ENJOY THE RICH CULTURAL ENTERTAINMENT THAT'S OFFERED HERE IN THE CITY.
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SUBSTANCE USE DISORDERS.THIS TRAINING, JUST LIKE FIRST AID TRAINING, CAN DEFINITELY SAVE LIVES IN EMERGENCIES.
NEXT SLIDE. TO THIS END, WE REALIZE THAT WE CANNOT DO THIS WORK ALONE.
THE ADA TRANSITION PLAN REQUIRES INPUT FROM OUR COMMUNITY PARTNERS.
OUR WORK WITH THE COMMUNITY DID NOT STOP WITH THE RELEASE OF THE TRANSITION PLAN.
ALTHOUGH REQUIRED FOR EMERGENCIES OR NATURAL DISASTERS, THE CITY OF DALLAS EXPANDED THE SERVICE, MAKING IT AVAILABLE AT ALL BUDGET TOWNHALL MEETINGS AND CITY COUNCIL MEETINGS.
WE OFFERED OVER 128 HOURS OF INTERPRETATION SERVICES AT 42 EVENTS LAST YEAR TO ENSURE THAT MEMBERS OF THE DEAF AND HARD OF HEARING COMMUNITY RECEIVED ALL RELATED INFORMATION.
AND THIS IS SOMETHING THAT WE REALLY PROUD, PROUD ABOUT.
GETTING OUR EMPLOYEES REPRESENTED TO HEAR THEIR VOICES WITH DISABILITIES.
NEXT SLIDE. WE ALSO WERE FORTUNATE TO WORK WITH THE WITH THE MAYOR'S COMMISSION ON DISABILITIES.
THIS 15 MEMBER BODY INCLUDES A TECHNICAL RESOURCE PANEL OF UP TO EIGHT ADDITIONAL NON-VOTING MEMBERS WITH EXPERTISE IN AREAS OF DISABILITIES NOT REPRESENTED THROUGH THE APPOINTED MEMBERS.
SINCE THEIR FIRST MEETING IN FEBRUARY, THE COMMISSION HAS BEEN BUSY LEARNING CHAPTER 12 OF THE CITY CODE, CHAPTER 12 EIGHT AND PARLIAMENTARY PROCEDURES.
IN ADDITION TO BEING BRIEFED ON OTHER CITY TOPICS, THE TEXAS GOVERNOR'S COMMITTEE ON PERSONS WITH DISABILITIES NOT ONLY PRESENTED ITS LEGISLATIVE PRIORITIES TO THE COMMISSION, THEY ALSO SENT A FLAG FLOWN OVER THE STATE CAPITAL IN HONOR OF THE FEBRUARY 20TH, 23 INAUGURAL MEETING OF OUR COMMISSION ON DISABILITIES.
WE PLAN TO RAISE THAT FLAG JULY 26TH ON ADA DAY.
I WOULD ALSO LIKE TO MAKE NOTE THAT THE PHOTO SHOWN IS OF OUR MAYOR, WHO WAS HAVING A RECOGNITION OF AUTISM AWARENESS MONTH IN APRIL.
WE LOOK FORWARD TO CONTINUING OUR WORK WITH THE COMMISSION AS THEY FOCUS ON THEIR THREE PRIORITIES OF EMPLOYMENT, HOUSING AND TRANSPORTATION.
NEXT SLIDE. RECOGNIZING THAT THIS WORK IS COLLABORATIVE IN NATURE.
WE ARE FORTUNATE TO HAVE SEVERAL COMMUNITY PARTNERS WHO WORK WITH US TO ADVANCE ACCESSIBILITY IN DALLAS, SUCH AS DALLAS CENTER FOR DEVELOPMENTAL DISABLED, THE DEAF ACTION CENTER DART, THE JEWISH FAMILY SERVICE OF GREATER DALLAS METRO CARE AND THE SENIOR SOURCE.
WE WOULD LIKE TO HIGHLIGHT ONE PARTNERSHIP WITH ENVISION DALLAS.
THE FIRST DIRECTOR OF 311 WILL SHARE A LITTLE ABOUT THIS PARTNERSHIP.
GOOD MORNING. AND THANK YOU ALL SO MUCH FOR HAVING ME THIS MORNING.
I'M HAPPY TO BE ABLE TO PROVIDE AN UPDATE ON THE ENVISION DALLAS PARTNERSHIP WITH 311.
THROUGH OUR PARTNERSHIP WITH ENVISION DALLAS, ENVISION, DALLAS PROVIDES SEVEN DEDICATED CALL AGENTS TO 311, AND THEY HANDLE THE DALLAS MUNICIPAL COURT CALLS THAT ARE ROUTED THROUGH THE CALL CENTER.
AS YOU CAN SEE ON SLIDE 11, ENVISION AGENTS ARE DOING AN EXCELLENT JOB HANDLING OVER 5500 COURT CALLS MONTHLY SINCE JULY 2022.
SINCE THE IMPLEMENTATION OF THIS PARTNERSHIP, OUR COURT CUSTOMERS ARE RECEIVING BETTER CUSTOMER SERVICE IN EVERY AREA THAT WE MEASURE, AS YOU CAN SEE, KNOW LOWER WAIT TIMES, LOWER PERCENTAGE OF CALLS BEING ABANDONED.
OVERALL, THIS PARTNERSHIP HAS BEEN A GREAT EXPERIENCE.
WE'RE CLOSING OUT THE FIRST YEAR OF A THREE YEAR PARTNERSHIP, AND OVER THE NEXT TWO YEARS, WE WILL CONTINUE TO LOOK AT WAYS TO REDIRECT MORE CALLS, MAYBE DIFFERENT TYPES OF CALLS TO THE ENVISION AGENTS AND WILL CONTINUE TO WORK WITH DR.
[01:20:02]
WILSON AND HER TEAM ON BECOMING A MORE INCLUSIVE WORKFORCE.AND I WOULD JUST LIKE TO ADD THE CITY WORKS WITH ENVISION DALLAS FOR OUR BRAILLE SERVICES.
ENVISION SERVES AS A TRAINING CENTER.
AND EMPLOYER OF A OF HUNDREDS OF DOLLAR SITES WITH LOW TO NO VISION AND TRAIN HUNDREDS MORE EACH YEAR WHO BECOME VISUALLY IMPAIRED AS ADULTS TO ENSURE THAT THEY LEAD A VIBRANT AND INDEPENDENT LIFE.
WE ENCOURAGE ANYONE WHO HAS NOT BEEN TO THEIR HEADQUARTERS TO TAKE A TOUR OF THAT FACILITY OR VOLUNTEER AT THEIR MONTHLY BINGO. AND FOR GUIDANCE ON THAT, YOU COULD SPEAK WITH OUR HUMAN RIGHTS OFFICER WHO HAS BEEN AT THE BENGALS VOLUNTEERING AND PROVIDING AND REPRESENTING OUR OFFICE THERE. LATOYA.
NEXT SLIDE. WE ARE EXCITED TO BEGIN WORK TO INCREASE THE DIVERSITY OF THE CITY'S WORKFORCE BY INTENTIONALLY ALIGNING OUR EFFORTS WITH THOSE OF THE COMMISSION ON DISABILITIES.
STAFF WILL RESEARCH AND DEVELOP A PILOT PROGRAM IN FY 24 TO RECRUIT, HIRE AND RETAIN INDIVIDUALS WITH DISABILITIES IN OUR COMMUNITY. WE PLAN TO LEARN FROM INDUSTRY LEADERS AND REVIEW FEDERAL PROGRAMS WHICH SUPPORT BOTH PART TIME POSITIONS AND ENCOURAGE JOB SHARING.
THESE PROGRAMS ALLOW MORE INDIVIDUALS WITH DISABILITIES, THEIR CARETAKERS AND OTHERS TO REMAIN IN THE WORKFORCE AND MAINTAIN THEIR INDEPENDENCE. LESSONS LEARNED WILL BE USED FOR A FULL HIRING PROGRAM.
TAKING A HOLISTIC VIEW OF THE ACCESSIBILITY OF THE WORK THAT'S BEEN DONE.
55 CITY OWNED FACILITIES HAVE BEEN ASSESSED.
40% OF THOSE BUILDINGS HAVE BEEN PUBLIC FACILITIES, INCLUDING 19 FIRE STATIONS, THREE PATROL CENTERS AND THE CITY'S DETENTION CENTER.
ASSESSING THESE FACILITIES ALLOW THE CITY TO IDENTIFY THE BARRIERS THAT MAY PREVENT PERSONS WITH DISABILITIES WITH DISABILITIES FROM FULLY PARTICIPATING IN OUR PROGRAMS. TO ADDRESS THE IDENTIFIED BARRIERS, WE HAVE PARTNERED WITH BUILDING SERVICES, AND WE'RE WORKING TO REMOVE SOME 300 BARRIERS THIS YEAR AT FOUR OF OUR FACILITIES.
THE MOVING BARRIERS ARE NOT ONLY DONE FROM OUR IDENTIFIED LISTS, BUT WE ALSO INCORPORATE REQUESTS THAT COME IN, THAT COME IN FROM OUR 311 SYSTEM.
SO ANY ITEM THAT'S MISSED, WE'RE ABLE TO GO AHEAD AND INCLUDE IT IN OUR BARRIER REMOVAL PROGRAM.
FINALLY, WORKING WITH OUR CURRENT VENDOR, WE HAVE BEEN ABLE TO REVIEW OVER 1700 DOCUMENTS, FORMS AND VIDEOS TO ENSURE THAT THESE ITEMS COMING FROM OUR DEPARTMENTS ARE ACCESSIBLE TO ALL.
DATA, AGAIN, CRITICAL TO OUR WORK.
SOMETIMES THE DATA GETS A BIT INVOLVED.
BUT AGAIN, THIS IS CRITICAL TO OUR WORK.
DATA OBTAINED THROUGH THE 2020 CENSUS HAS ALLOWED US TO CREATE AN ACCESSIBILITY MAP.
THE DATA SHOWS THE THE DISBURSEMENT OF INDIVIDUALS WITH DISABILITIES ACROSS OUR CITY AND MOST PREVALENT DISABILITY IN A PARTICULAR AREA.
LOOKING AT THE MAP, WE SEE THAT THE MAJORITY OF RESIDENTS HAVE AMBULATORY DIFFICULTIES.
AMBULATORY DIFFICULTIES MEANS HAVING DIFFICULTY WALKING OR CLIMBING STAIRS.
OVER 5% OF DALLAS RESIDENTS FALL INTO THIS CATEGORY.
BY CONTRAST, 4.6% OF DALLAS SITES REPRESENTED IN THE LIGHT YELLOW HAVE INDEPENDENT LIVING DIFFICULTIES PER THE CENSUS BUREAU. THESE RESIDENTS, BECAUSE OF PHYSICAL, MENTAL OR EMOTIONAL PROBLEMS, ARE HAVING DIFFICULTIES RUNNING ERRANDS, SUCH AS VISITING A DOCTOR'S OFFICE OR SHOPPING.
[01:25:01]
THESE AREAS ARE TARGETED AREAS FOR REASONABLE ACCOMMODATIONS.NEXT SLIDE. WHILE A CITY WIDE POPULATION OF PERSONS WITH DISABILITIES IS 12% WERE ABLE TO IDENTIFY THE AREAS WITH AN ABOVE AVERAGE OF INDIVIDUALS WITH DISABILITIES WHEN COMPARED TO THE TOTAL POPULATION.
SO THANK YOU FOR THAT, GARY, AND THANK YOU COMMITTEE.
AND SO AS IT REGARDS TO ADDRESSING THE ADA TRANSITION PLAN, THAT'S NO DIFFERENT.
WE NORMALIZE THE WORK BY EXPANDING THE USE OF DATA BOTH INTERNALLY FOR OUR OFFICE BUT ALSO FOR OUR CITY DEPARTMENTS AND COMMUNITY STAKEHOLDERS.
WE ARE ORGANIZING THE WORK AROUND THE MAYOR'S COMMISSION ON DISABILITIES, FOCUSING ON THOSE THREE PRIORITY AREAS AGAIN, EMPLOYMENT, HOUSING AND TRANSPORTATION, BUT ALSO WITH OUR CITY DEPARTMENTS AS WELL AS OUR COMMUNITY PARTNERS MENTIONED.
AND THEN FINALLY, WE ARE OPERATIONALIZING THIS WORK THROUGH THE CONTINUOUS BARRIER ASSESSMENTS AND ALSO TO DEVELOP THE ARCHITECTURAL DESIGN PLAN THAT WILL ALLOW THE CITY TO BE AS ACCESSIBLE AS POSSIBLE.
THANK YOU. AND WE'RE OPEN FOR QUESTIONS.
THANK YOU VERY MUCH. ARE THERE QUESTIONS HERE AT THE HORSESHOE? CHAIR. MRS. COUNCIL MEMBER. RESENDEZ. ANY QUESTIONS? I HAVE A FEW QUESTIONS.
FIRST OF ALL, DO YOU DO WE KNOW IF 12% OF THE RESIDENTS OF DALLAS HAVE DISABILITIES? DO WE KNOW WHAT PERCENT OF OUR CITY EMPLOYEES? THANK YOU FOR THE QUESTION.
WE DO HAVE SOME INFORMATION ON THE PERCENTAGE OF EMPLOYEES.
HOWEVER, MOST OF THAT DATA IS COLLECTED WHEN PEOPLE APPLY, AND WE HAVE A VERY LOW PERCENTAGE OF EMPLOYEES WHO ARE REPORTING THAT THEY HAVE A DISABILITY. HOWEVER, BASED ON OUR WORK WITH THE EMPLOYEE RESOURCE GROUP FOR INDIVIDUALS WITH DISABILITIES, WE KNOW THE PERCENTAGE IS MUCH HIGHER THAN WHAT'S REPORTED.
RIGHT NOW, 0.9% IS WHAT WE FIND FROM OUR REPORTS, BUT WE BELIEVE THAT TO BE MUCH HIGHER.
OKAY. I THINK THAT WOULD BE AN INTERESTING EFFORT.
ALSO ON 311, DO WE HAVE THE FIRST OF ALL, WE DON'T GET TO HEAR FROM YOU VERY OFTEN IN THIS COMMITTEE, SO I WANT TO THANK YOU FOR THE INCREDIBLE WORK THAT YOU DO WITH 311. THANK YOU.
DO WE HAVE OPPORTUNITIES FOR OTHER PARTNERSHIPS, SUCH AS ENVISION WITH 311 TO BRING IN OTHER POPULATIONS TO SERVE MORE PEOPLE THROUGH THREE WOMEN? ABSOLUTELY. AND ANOTHER PROGRAM THAT I'D LIKE TO MENTION IS 311 IS VERY HEAVILY INVOLVED IN THE FRESH START PROGRAM BECAUSE WE'VE HAD GREAT SUCCESS WITH FRESH START, BRINGING IN NEW CALL AGENTS THROUGH THAT PROGRAM AS WELL.
SO I'M ALL ABOUT WORKING WITH 311, MAYBE BECOMING THE LEADER DEPARTMENT HERE IN THE CITY REGARDING HIRING DIVERSITY.
MY I HAVE TWO MORE QUICK QUESTIONS.
ONE IS I WANT TO MAKE SURE THAT WE PARTNER WITH OUR TALENT ACQUISITION EFFORTS THAT WE JUST HEARD ABOUT IN TERMS OF RECRUITING FROM THE DISABILITIES COMMUNITY FOR THAT.
SO COULD YOU SHARE HOW THAT INTERFACE IS HERE? I KNOW THE MAYOR'S REALLY, YOU KNOW, THE IMPORTANT WORK THAT THEIR TASK FORCE IS DOING, BUT I'D LIKE TO HEAR ABOUT THE COMMISSION AS WELL.
WONDERFUL. SO I WILL START AND THEN I'LL PASS IT OVER TO THE HUMAN RIGHTS OFFICER.
ON SLIDE NINE, IT HIGHLIGHTS SOME OF THE WORK THAT HAS STARTED WITH THE COMMISSION ON DISABILITIES AND THAT WORK STARTED IN FEBRUARY AND SINCE SINCE THAT WORK.
A NUMBER OF THINGS HAVE HAPPENED.
[01:30:05]
THE COMMISSION HAS BEEN RATHER BUSY AND WE ARE EXCITED ABOUT THE OPPORTUNITY TO BE ABLE TO SERVE THEM.ONE OF THE GREATEST THINGS THAT I AM QUITE PLEASED WITH IS THAT THE GOVERNOR'S COMMITTEE ON PERSONS WITH DISABILITIES NOT ONLY RECOGNIZED THE CREATION OF OUR COMMISSION, BUT THEY ALSO CAME TO PRESENT TO US WITHIN OUR FIRST 90 DAYS.
AND SO THAT WAS A MAJOR FEATHER IN OUR HAT.
AND THEY'RE ALSO WILLING TO WORK WITH US.
THEY ARE ALLOWING US TO HAVE TWO POSITIONS ON THE STATEWIDE COMMITTEE THAT THE GOVERNOR'S OFFICE RUNS, AND THEY ARE INTERESTED IN HAVING DALLAS SERVE AS A HOST LOCATION IN 2024 FOR AN AWARDS EVENT.
WORKING WITH THAT HONORS AND RECOGNIZES EMPLOYERS WHO WORK TO EMPLOY INDIVIDUALS WITH DISABILITIES.
IN ADDITION TO THAT, WE, THE CITY OF DALLAS, HAVE ALSO BEEN WORKING WITH EMPLOYEE ABILITY, WHICH IS A LOCAL FIRM THAT HAS A GOAL OF INCREASING AND IMPROVING THE NUMBERS AND PERCENTAGES OF INDIVIDUALS WITH DISABILITIES WHO ARE EMPLOYED.
THANK YOU. OTHER QUESTIONS FROM THE COMMITTEE.
ALL RIGHT. WHAT WE'RE GOING TO DO ON THE BRIEFING BY MEMORANDA IS I'M GOING TO TAKE ALL OF THEM AND SEE IF ANYBODY HAS QUESTIONS OR COMMENTS ABOUT ANY OF THEM. SO IF EVERYBODY JUST WANTS TO TAKE A LOOK AT THE AGENDA AND SEE IF THERE'S ANY QUESTIONS THAT YOU HAVE FOR ANY OF THEM, AS WELL AS IF THERE'S ANYTHING THAT STAFF WANTS TO MAKE SURE THAT WE'RE AWARE OF.
YOU KNOW, FEEL FREE TO JUMP IN.
ITEM D, SO IF MS. GAVINO COULD COME UP, PLEASE.
GENESIS GAVINO TO ANSWER QUESTIONS RELATED TO THE STRATEGIC ENGAGEMENT AND OUTREACH MEMORANDUM.
YEAH, I DON'T HAVE ANY QUESTIONS.
WHAT I WANTED TO DO IS, HEY, YOU'RE HERE, YOU'RE HERE.
YOU KNOW WHAT? I'M GOING TO MAKE UP A QUESTION SINCE YOU'RE HERE.
IT'S MY LAST DAY. SO, HEY, TALK ABOUT SELECTION PROCESS.
IN TERMS OF THE FIRM YOU CHOSE.
I WAS GOING TO TALK ABOUT THEM, BUT SINCE YOU'RE HERE, JUST.
OH, WE HAVEN'T SELECTED A FIRM.
THERE'S NO CONSULTANT YET HIRED TO CONDUCT THE TO HELP US WITH DEVELOPING THE PLAN.
SOMETHING I'VE READ IN THE MEMO.
OH. SO THE ETHOS EQUITY, I BELIEVE.
SO THEY HAD ACTUALLY PROVIDED SOME A SUMMARY OF THEIR COMMUNITY ENGAGEMENT EFFORTS, WHICH IS WHAT THEY PRESENTED TO THE COMMITTEE OR TO COUNCIL IN TERMS OF LIKE WHAT THEY WOULD LIKE TO SEE FROM AN ENGAGEMENT AND OUTREACH PLAN.
ALL RIGHT. NOW HERE'S MY STATEMENT.
I WENT TO YOUR WEBSITE. I WAS REALLY IMPRESSED WITH THEM.
I REALLY HOPE THAT THEY DO WORK ON AN ONGOING BASIS IN SOME WAY OR ANOTHER WITH THE CITY.
THAT'S SOMETHING THAT STOOD OUT IMMEDIATELY.
AND SO TO KNOW THAT THAT WE HAVE ORGANIZATIONS THAT ARE DOING THIS WORK IN THIS WAY WILL COMPANIES ARE DOING THIS WORK IN THIS WAY THAT THE CITY IS IN COMMUNICATION WITH IS REALLY, REALLY IMPRESSIVE.
THANK YOU. IS THERE ANYTHING YOU'D LIKE TO ADD GENESIS TO ALL OF THIS WORK? SO WE SHOULD BE HEARING YOU'RE WORKING ON THE SHORT TERM.
YOU'RE WORKING ON THE SHORT, MEDIUM AND LONG TERM.
SO AND AND I'M ASSUMING YOU'RE SCHEDULING THE MEETINGS WITH US.
THAT WILL BEGIN AFTER THE BREAK.
IS THAT WHAT OUR PLAN IS? YES. AND WE'LL ALSO SEE IF WE CAN SQUEEZE IN IF Y'ALL ARE HERE DURING THE BREAK, BECAUSE WE KNOW SOMETIMES YOU GUYS LIKE TO WE WILL SCHEDULE THEM AS YOU ARE AVAILABLE.
SO THIS TIME NEXT YEAR, WE SHOULD HAVE AN ACTIVATED PLAN.
[01:35:01]
IS THAT CORRECT? THAT IS THE HOPE.OKAY. SO I JUST WANT TO MANAGE EXPECTATIONS ON THIS COMMUNICATIONS PIECE.
TERRIFIC. NO OTHER QUESTIONS ON THIS.
ANY OTHER ITEM? I HAVE ONE QUICK QUESTION ON ITEM E, WHICH IS I'D LIKE TO KNOW ON THE BEST PLACE TO WORK UPDATE.
AND MS. ARIAS, WHERE ARE WE IN TERMS OF EITHER PARTNERING WITH THE COUNTY OR MAKING PROGRESS WITH US ALONE IN TERMS OF PROVIDING CHILD CARE HERE AT CITY HALL? HELLO. THANK YOU FOR THAT QUESTION.
WE ARE NOT CURRENTLY WORKING THROUGH THE COUNTY TO MAKE CHILD CARE AVAILABLE AT THE CITY HALL.
THE PRELIMINARY WORK THAT WE'VE DONE IS RELATED TO FINDING A PARTNERS IN THE COMMUNITY AND WORKING THROUGH THEM RATHER THAN DOING IT HERE LOCALLY.
AND THAT IS BASED ON SOME PRELIMINARY FEEDBACK THAT WE HAVE RECEIVED FROM EMPLOYEES THAT THEY PREFER TO SELECT OR THE MAJORITY OF EMPLOYEES WOULD PREFER TO SELECT THEIR CHILD CARE AND WILL BE MORE OPEN TO RECEIVING ADDITIONAL SERVICES IN THAT MANNER.
SO I KNOW THE COUNTY IS WORKING ACTIVELY ON LOCATIONS FOR CHILD CARE WITH THEIR OFFICES DOWNTOWN, SO I'D LIKE TO ENCOURAGE US TO TALK TO THEM, PLEASE, AND SEE WHETHER OR NOT THERE'S OPPORTUNITIES BECAUSE THERE IS STILL AN OPPORTUNITY, I BELIEVE, FOR OUR EMPLOYEES THAT ARE DOWNTOWN BECAUSE PEOPLE WANT TO HAVE CHILD CARE EITHER NEAR THEIR HOME OR NEAR THEIR PLACE OF EMPLOYMENT.
SO IF WE COULD LOOK INTO THAT, THAT WOULD BE GREAT.
ARE THERE ANY OTHER COMMENTS, QUESTIONS ON ANY OF THESE ITEMS? ALL RIGHT. IF NOT, WE HAVE ONE ANY COMMENTS OR QUESTIONS ABOUT OUR UPCOMING AGENDA ITEM? ANYTHING? ALL RIGHT.
WOULD YOU LIKE TO SPEAK FIRST? ABSOLUTELY. BEFORE WE SHED SOME LOVE, LET ME GO FIRST BEFORE I GET ROASTED.
SO I HAD THE PLEASURE OF SERVING AS THE INAUGURAL CHAIR OF THE WORKFORCE EDUCATION EQUITY COMMITTEE, AND WE STARTED THE WORK THAT MANY PEOPLE DIDN'T EVEN THINK WAS GOING TO TAKE PLACE.
THE WORK AROUND EQUITY AND RACIAL EQUITY IN PARTICULAR, TO TO REALLY HELP OUR CITY TO ADDRESS SOME OF THE HISTORICAL DISPARITIES FROM A POLICY POINT OF VIEW.
AND I WANT TO THANK THOSE WHO WERE ON THE INITIAL COMMITTEE, THOSE WHO ARE ON THIS COMMITTEE, BECAUSE WHEN WE LOOK BACK NOW FROM WHERE WE WERE AND WHERE WE ARE, WHAT, FOUR YEARS LATER AND THE CITY IS IN A POSITION IN WHICH WE'RE PRIMED AND READY TO ADDRESS FROM A POLICY STANDPOINT ANY TYPE OF DISPARITIES THAT WE'VE HAD.
AND I HAD THE PLEASURE AND HONOR AND I THANK THE MAYOR FOR CHOOSING TO APPOINT ME.
I WAS INITIALLY DISAPPOINTED THAT I WAS NOT REAPPOINTED, BUT I UNDERSTOOD IT WAS SOME OTHER WORK AND ANOTHER COMMITTEE, WHICH I'LL TALK ABOUT NEXT WEEK THAT HE WANTED ME TO LEAD AND SEE TO THE FINISH LINE.
BUT I WAS HONORED TO BE ABLE TO SERVE AS VICE CHAIR AT THIS TIME TO MY MENTEE ON THE COUNCIL, WHO WAS THE CHAIR, AND I WANT TO GIVE HER A KUDOS JUST FROM THE STANDPOINT OF BEING A FRESHMAN, HAVING TO CHAIR A COMMITTEE WHERE WHERE IT WAS SO MUCH WORK AND SO MANY THINGS THAT WERE ALREADY MOVING.
YOU COULD HAVE TOOK THINGS IN A DIFFERENT DIRECTION, BUT YOU TOOK IT TO A HIGHER LEVEL.
I HOPED I KNEW WHERE WE WERE GOING, BUT I THINK WE ENDED UP IN A GREAT PLACE.
SO I WANT TO THANK THE STAFF, THANK LIZ, THANK DR.
SO THANK YOU. YES, I DEFINITELY WANT TO LET CHAIR MCGOUGH GO NEXT BECAUSE WE'RE GOING TO MISS YOU AS WELL.
AND I WANT TO THANK YOU FOR ALWAYS BEING CONSISTENT AND PARTICIPATING.
WOW. I JUST WANTED TO GIVE PRAISE TO MY BROTHER, CASEY.
CAME IN, HIT THE GROUND RUNNING.
AND I DON'T THINK ANYBODY CAN CLAIM YOU HADN'T ACCOMPLISHED WHAT YOU SET OUT TO DO.
AND THAT'S THE THAT'S THE GOAL IN THIS SERVICE.
I'M THANKFUL TO HAVE BEEN ON THIS JOURNEY WITH YOU AND KEEP DOING WHAT YOU'RE DOING.
THANK YOU, MADAM CHAIR AND CHAIR THOMAS.
[01:40:04]
CHAIR. AND I DON'T KNOW IF YOU EVEN DREAMED THAT YOU WOULD GET SOME OF THESE THINGS ACROSS A FINISH LINE OR EVEN DREAMED YOU WOULD EVEN START ANY OF THESE INITIATIVES THAT WE COMPLETED IN THIS LAST TERM.SO AS MR. MCGOUGH JUST MENTIONED, YOU KNOW, NOT EVERYBODY GETS THAT OPPORTUNITY TO COMPLETE THINGS THAT THEY WANTED TO DO, WHETHER THEY'RE ON A COMMITTEE, A COMMISSION, EVEN AS A CITY COUNCIL MEMBER.
AND YOUR GOALS MAY HAVE CHANGED YOUR YOUR TRAJECTORY MAY HAVE CHANGED.
BUT YOU FOLLOWED THAT JOURNEY.
AND INSTEAD OF LETTING BOULDERS GET IN THE MIDDLE OF YOUR RIVER, YOU FIGURED OUT WAYS TO GET AROUND THEM BY PICKING SOME OF US UP AND GETTING THEM INTO YOUR CANOE OR WHATEVER IT IS YOU HAD TO DO TO MAKE THINGS HAPPEN.
AND THAT'S SOMETHING THAT I KNOW YOU WILL ALWAYS REMEMBER, YOU WILL ALWAYS BE PROUD OF, BUT ALSO YOUR LEGACY AND YOUR SONS, BECAUSE YOU'RE GOING TO BE ABLE TO POINT AND SAY YOUR POPS HAD SOMETHING TO DO WITH THAT.
YOUR DAD HAD SOMETHING TO DO WITH THAT.
YOU KNOW, WHEN WHEN OUR NAMES ARE ALL FORGOTTEN, YOUR SONS WILL KNOW AND THEY'RE GOING TO TELL THEIR CHILDREN AND THEIR CHILDREN'S CHILDREN WILL KNOW THAT YOU GOT THESE THINGS TO HAPPEN.
WE'RE GOING TO DO A LOT MORE OF THE ROASTING ON THE 14TH, BUT FOR TODAY, THANK YOU FOR EVERYTHING YOU'VE DONE FOR WORKFORCE EDUCATION AND INCLUSION FOR THE CITY OF DALLAS. THANK YOU, MADAM CHAIR.
THANK YOU. MR. RESENDEZ, DO YOU HAVE ANY COMMENTS? YEAH. Y'ALL KNOW I'M NOT GOOD AT THIS MUSHY STUFF, BUT I DO WANT TO TAKE THE OPPORTUNITY.
I DO WANT TO TAKE THE OPPORTUNITY TO THANK CHAIRMAN THOMAS, MY PLEASANT GROVE BROTHER.
AND I KNOW THAT YOU'LL CONTINUE TO DO.
SO YOU HELP MAKE MY JOB EASIER, WHEN I CAME ONTO THE COUNCIL, IN PARTICULAR, WHEN DEALING WITH THESE EQUITY ISSUES, I CAME FROM DISD WHERE WE WERE ALREADY WORKING ON THESE THINGS. AND SO YOU MADE THE TRANSITION A LOT EASIER AND I LOOK FORWARD TO CONTINUING TO WORK WITH YOU ON THE COUNCIL AND OFF THE COUNCIL.
AND BECAUSE SOMETIMES IT'S A BOULDER GOING UPHILL AND SO YOU KEPT AT IT.
BUT GOSH, WE WENT BACK A LONG WAY, TOO.
AND SO I KNOW THAT YOU'RE GOING TO BE GONE, BUT NOT REALLY.
SO. BUT WE CAN HAVE MORE TIME ON THE 14TH TO TALK ABOUT THAT.
CHAIRMAN THOMAS. THANK YOU FOR YOUR LEADERSHIP AND YOUR DEDICATION NOT ONLY TO YOUR DISTRICT, BUT THE ENTIRE CITY OF DALLAS AND TRULY HAVING AN IMPACT ON INCLUSION AND EQUITY. THANK YOU FOR ALLOWING ME TO BE YOUR PARTNER ON HOUSING AND WE'LL TALK ABOUT MORE OF THAT LATER THIS WEEK.
BUT I HOPE THAT YOU GET TO SPEND SOME QUALITY TIME WITH YOUR FAMILY.
SO, CASEY, YOU'VE BEEN THE DRIVER FOR SO MUCH OF THE WORK OF THIS COMMITTEE SINCE ITS INCEPTION.
YOUR PERSEVERANCE ON BEHALF OF EQUITY AND PROTECTING THE RIGHTS OF OTHERS IS A GIFT THAT WILL IMPACT THE LIVES OF THOUSANDS OF RESIDENTS FOR GENERATIONS TO COME. YOU HELPED OUR ENTIRE CITY ADOPT A VISION THAT WILL MAKE US A BETTER PLACE TO LIVE AND TO WORK AND TO GROW.
AND IN FACT, YOUR WORK IS LITERALLY INFUSED IN EVERY ONE OF OUR 42 DEPARTMENTS AND 13,000 PLUS EMPLOYEES, EVERY SINGLE PERSON. THANK YOU FOR THAT.
A PERSON THAT PLANTS A TREE FOR THE FUTURE IS A PERSON WHO BELIEVES IN THE FUTURE.
WE THANK YOU FOR THAT UNSHAKABLE BELIEF AND FOR A BETTER FUTURE FOR EVERYONE IN DALLAS.
SO THANK YOU. THANK YOU FOR EVERYTHING.
AND WE'RE GOING TO I'M GOING TO MISS YOU TERRIBLY.
AND IF THERE'S NO OTHER COMMENTS WITH THAT, THIS MEETING IS ADJOURNED.
OH, I HAVE A SPECIAL I HAVE SOMETHING SPECIAL TO GIVE YOU FROM OUR COMMITTEE.
HOLD ON ONE SEC. I EVEN ASK YOU?
[01:45:01]
I SEE HIM. PLEASE, PLEASE, PLEASE, PLEASE FORGIVE ME FOR NOT I.I DIDN'T ANTICIPATE, BUT I WILL SAY SOMETHING.
BECAUSE YOU ARE SO SPECIAL TO ALL OF US THE 42 DEPARTMENTS THAT WAS MENTIONED, THAT 13,000 PEOPLE THAT YOU HAVE YOUR FOOTPRINT ON NOW, YOU'VE BEEN AN EXCELLENT MODEL OF CIVIC PRIDE.
AND I THINK JAMES BALDWIN, TO PARAPHRASE HIM, SAID, YOU CANNOT CHANGE WHAT YOU DON'T LOVE.
AND EVERYBODY WHO SEES YOU KNOWS THAT YOU LOVE OUR CITY.
AND AND SO WITH THAT, I WANT TO THANK YOU FOR WHAT YOU'VE DONE TO NORMALIZE, ORGANIZE AND OPERATIONALIZE RACIAL EQUITY AT THE CITY OF DALLAS WITHOUT YOUR CHAMPIONSHIP, I REALLY DON'T KNOW THAT WE WOULD HAVE GOTTEN STARTED AND HAVE COME THUS FAR.
OH, OKAY.
* This transcript was compiled from uncorrected Closed Captioning.