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OKAY.[Civil Service Special Called Meeting on January 9, 2024.]
WELL, GOOD MORNING EVERYONE.THIS IS THE, UH, SPECIAL CALL AND MEETING OF THE CIVIL SERVICE BOARD.
TODAY IS JANUARY 9TH, 2024, AND WE'RE, WE ARE COMMENCING THIS AT 9:47 AM.
UM, OUR FIRST ORDER OF BUSINESS WAS, UH, UH, BOARD MEMBER INTRODUCTIONS.
I THINK THAT'S LEFT OVER FROM LAST, OUR LAST MEETING.
I DON'T THINK WE NEED TO GO BACK AND DO THAT AGAIN.
UM, ANA, ARE THERE ANY PUBLIC SPEAKERS WHO SIGNED UP? NO, WE DON'T HAVE ANY PUBLIC SPEAKERS.
WE'LL GO ON TO THE NEXT ITEM AS APPROVAL OF MINUTES.
THIS IS APPROVED OF THE MINUTES FROM THE NOVEMBER 7TH, 2023 REGULAR CIVIL SERVICE BOARD MEETING.
UH, I, I HAD A FEW TYPOGRAPHICAL TYPE CHANGES.
I SUBMITTED NOTHING OF ANY SUBSTANCE.
DID ANYONE HAVE ANYTHING ELSE THEY WANTED TO CHANGE OR AMEND OR REVISE? HEARING NONE, I WOULD ENTERTAIN A MOTION TO APPROVE THE MINUTES FROM THE NOVEMBER 7TH, 2023 REGULAR CIVIL SERVICE BOARD MEETING.
AND, AND BRIDGER MADE A MOTION TO APPROVE.
I HAVE A MOTION AND A SECOND TO APPROVE THE MINUTES OF NOVEMBER 7TH, 2023 REGULAR SERVICE OR CIVIL SERVICE BOARD MEETING.
IS THERE ANY DISCUSSION ON THE MOTION? AND HEARING NONE.
OUR, THE INDIVIDUAL FOR OUR HEARING ITEM HAS NOT SHOWN, HAS NOT SHOWN UP TODAY.
SO, UH, UH, WE WON'T HAVE A HEARING WITH MR. REESE.
I WOULD ASSUME THAT MAYBE WE'LL HEAR BACK FROM HIM IF, IF SO, WE COULD POSSIBLY RESCHEDULE AT A LATER DATE.
BUT, UM, UM, I, I WOULD SUGGEST JUST NO ACTION ON THIS ITEM FOR THE TIME BEING.
DOES, IS THAT OKAY WITH YOU, MR. DAVIS? YES, SIR.
AND WE WILL, UM, FOLLOW UP WITH HIM AND GET HIM RESCHEDULED FOR, FOR, FOR ANOTHER MEETING AND, AND GO FROM THERE.
UH, THAT TAKES US TO A BRIEFING AND DISCUSSION ITEMS. FIRST, OUR CIVIL SERVICE RULES REVISION FORECAST.
MR. DAVIS, I'M GONNA TURN THAT OVER TO YOU.
THANK YOU, MR. UM, CHAIR, GOOD MORNING TO EACH OF YOU, UM, BOARD MEMBERS.
UM, GOT, GOT A COUPLE ITEMS UNDER OUR BRIEFING AND DISCUSSION ITEMS THIS MORNING.
I WILL START WITH THE CIVIL SERVICE RULES, REVISION FORECAST.
AS YOU KNOW, WE WERE VERY PLEASED LAST, UM, YEAR IN 2023 TO GET THROUGH, UM, DRAFTING AND PROPOSED A SET OF CHANGES FOR OUR CIVIL SERVICE RULES.
UH, AND OTHERS WHO WORKED ON LEADERSHIP AND, AND GETTING THOSE RULES ACROSS THE LINE.
UH, ONE OF THE THINGS THAT CAME OUT OF THAT, UM, AND I THINK I'VE MAYBE MENTIONED IT OR AT LEAST ALLUDED TO IT IN OTHER SETTINGS, IS THAT WE HAVE AN OPPORTUNITY TO TAKE A LOOK AT THE, UH, ANA IF YOU'D BRING UP THE SLIDES FOR, FOR, FOR OUR BOARD MEETING, UM, FOR OUR RESCUE.
AND I HAVE BEEN IN DISCUSSION, AND WE'VE ALSO BEEN IN DISCUSSION WITH THE PUBLIC SAFETY COMMITTEE OF CITY COUNCIL, THAT WE WANT AN OPPORTUNITY TO MAKE SOME CHANGES AND EDITS TO THE CIVIL SERVICE RULES, PARTICULARLY AROUND FIRE PROMOTIONS.
AND A COUPLE TWEAKS ON THE ENTRY LEVEL RECRUITMENT NEXT MONTH.
I'VE ASKED CAPTAIN BORIS OF THE DALLAS FIRE DEPARTMENT TO COME TO OUR BOARD MEETING.
UM, WE JUST WENT THROUGH PUBLIC SAFETY YESTERDAY, AND SO THERE WAS SUCH QUICK TURNAROUND.
I WANTED TO MAKE SURE THAT WE HAD AN OPPORTUNITY FOR, FOR, FOR CAPTAIN BORIS TO COME AND SHARE WITH US EXACTLY WHAT THE FIRE DEPARTMENT IS CONTEMPLATING AND THINKING.
BUT WHAT I'VE PULLED OUT OF THE WORK THAT WE'VE PUT TOGETHER IN TERMS OF BRIEFING THE PUBLIC SAFETY COMMITTEE IS JUST A HIGH LEVEL KIND OF FORECAST OF WHAT, WHAT, WHAT CHANGES ARE SOUGHT TO BE MADE, AND WHAT WOULD BE THE SCHEDULE OR THE FORECAST AS WE MOVE FORWARD.
SO, ANA, IF YOU COULD, UM, I GUESS GO TO SLIDE THREE.
YOU MAY HAVE TO GET IN PRESENTATION MODE THOUGH.
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ALL RIGHT.I THINK THAT I'M DRIVING AND YOU CAN SEE, SO DOWNFALL RESCUE IS CONSIDERING CHANGES, UM, TO ITS PROMOTIONAL PROCESSING STANDARDS TO IMPROVE PERFORMANCE, AND REALLY THE FOLLOWING AREAS IF EMPLOYEE RECRUITMENT AND RETENTION, OPERATIONAL EFFECTIVENESS, LEADERSHIP DEVELOPMENT, AND EMPLOYEE MORALE.
SO NEXT MONTH WHEN WE HEAR FROM THE FIRE DEPARTMENT, THEY'RE GONNA KIND OF WALK THROUGH, YOU KNOW, WHAT THEY'RE REQUESTING OF THE BOARD, HOW WE'RE GOING TO THINK ABOUT THIS, AND THEN HOW WE'LL GO OUT AND BENCHMARK WITH WITH OTHERS.
THIS IS NOT THE PRESENTATION I INTEND TO SHARE.
THIS IS THE FULL OUT PRESENTATION AND I PULLED OUT CERTAIN THINGS.
DO YOU HAVE A COPY OF THE ORIGINAL THAT HAS THE CROSSOUTS SO WE CAN SEE WHERE THE CHANGES ARE? HAVE YOU ALREADY DONE THAT DISTRIBUTION? NO, WE'VE NOT DONE THAT DISTRIBUTION YET.
AND SO THAT'LL BE A PART OF HOW WE ROLL IT OUT AND ENGAGE ALL OF YOU ALL TO GIVE YOU THE MARKUP AND WE'LL, AND WE'LL WORK IT, WE'LL WORK IT THROUGH WHAT I, WHAT I THINK.
WHAT I THINK IS, IS GOOD TO DO IS, UM, WHAT I THINK IS GOOD TO DO IS FIRST KIND OF LAY OUT AT A HIGH LEVEL WHAT THEY'RE ASKING TO, WHAT THEY'RE SEEKING TO ACHIEVE, UM, WITH THE RULE CHANGES.
AND THEN ALLOW, UH, DFR TO COME AND SHARE WITH US THE PARTICULARS OF WHAT THEY'RE LOOKING TO ACHIEVE.
AND THEN WE'LL MOVE TO THE, TO THE MARKUP VERSION TO GET US, TO GET US ALL THE WAY THROUGH A RULE REVISION, A NOTICE OF EMPLOYEES INTO COUNCIL.
SO THEY'RE GONNA MAKE RECOMMENDATIONS AND THEN WE HAVE TO YAY YOUR NAME AND FORWARD IT TO COUNCIL.
SO, UM, YOU KNOW, SO REALLY AROUND RECRUITING AND RETENTION OFFICER DEVELOPMENT, SAFETY, OPERATIONAL EFFICIENCY AND EFFECTIVENESS, AND EMPLOYEE ENGAGEMENT AND MORALE, WHICH IS A LARGE PART OF WHAT WE ACHIEVE THROUGH OUR PROMOTIONAL GUIDELINES.
SO DFR WILL BE PROPOSING A UNIFORM STANDARD TWO YEARS IN EACH RANK AND CONSISTENT LANGUAGE FOR ALL PROMOTIONAL, UH, OPPORTUNITIES, WHICH IS THE MAIN GOAL OF, OF THESE RULE CHANGES.
AND SO WHAT, SO HERE'S OUR TIMELINE.
IN THE FORECAST OF WHAT WE'RE PLANNING TO DO IN FEBRUARY, WE WILL PRESENT THE RECOMMENDED CHANGES TO, TO THIS, TO THIS BODY TO CIVIL SERVICE.
THAT SAME TIME, WE WILL BEGIN VALIDATION AND BENCHMARKING AGAINST OTHER SIMILARLY SIZED CITIES OR SIMILARLY SIZED ORGANIZATIONS WITH FIRE OPERATIONS SIMILAR TO OURS, TO MAKE SURE THAT WE'RE LOOKING BROADLY ACROSS THE UNIVERSE OF WHAT THE PROMOTIONAL, UH, OPPORTUNITIES ARE.
AND SO THAT NORMALLY TAKES US ABOUT FOUR TO SIX WEEKS.
AND SO WE HOPE TO COME BACK IN APRIL TO THE CIVIL SERVICE BOARD WITH A SET OF, TO BE BRIEFED ON A SET OF PROPOSED CHANGES.
SO BETWEEN FEBRUARY AND APRIL, PROVIDING YOU ALL WITH, UM, THE OPPORTUNITY TO SEE KIND OF WHAT THE VALIDATION SAYS, WHAT THE RECOMMENDED RULE CHANGES ARE, UM, AND THEN BRIEFING YOU ALL ON THOSE PROPOSED CHANGES IN APRIL, HOPEFULLY IN MAY.
WE'LL THEN POST OUR RULES NOTICE AND IS, AND INITIATE THE EMPLOYEE COMMENT PERIOD.
SO, UM, AS WE RECALL WHEN WE WERE GOING THROUGH OUR RULE REVISION, YOU KNOW, WE HAVE TO POST THE NOTICE AND LET THE EMPLOYEE POPULATION KNOW AND INITIATE THAT COMMENT PERIOD, AND THEN TAKE THAT BACK IN JUNE TO THE GOVERNMENT PERFORMANCE AND FINANCIAL MANAGEMENT, WHERE WE TAKE ALL OF OUR PERSONNEL RULES, ALL OF OUR CIVIL SERVICE RULES AND THOSE TYPES OF POLICIES, AND BRIEF THEM ON THE CHANGES.
AND THEN BRING BACK WHATEVER WE'VE LEARNED FROM EMPLOYEES FROM THE VALIDATION STUDY FROM GOVERNMENT, THE FEEDBACK FROM GOVERNMENT PERFORMANCE AND FINANCIAL MANAGEMENT COMMITTEE OF COUNCIL, BRING THAT BACK TO YOU ALL COUPLED WITH YOUR INPUT.
AND IN AUGUST OF 24, HOPEFULLY WE'LL BE ABLE TO ADOPT WHATEVER REVISIONS, UM, THAT ARE THE OUTPUT OF, OF THIS BODY OF WORK.
AND THEN ONCE YOU ALL APPROVE THOSE REVISED RULES, WE WILL THEN HOPEFULLY MAKE IT TO A SEPTEMBER CITY COUNCIL MEETING TO MAKE THOSE RULES IN EFFECT, UM, UH, IN OUR CIVIL SERVICE, UM, CODE OF REGULATIONS.
AND SO I'LL STAND FOR ANY QUESTIONS.
I WANTED TO MAKE SURE THAT YOU ALL HAD A LINE OF SIGHT.
I KNOW THAT I MENTIONED IT, UM, IN A, IN A COUPLE OTHER BOARD MEETINGS, BUT I WANTED TO MAKE SURE THAT I BROUGHT THIS BACK, UM, AND LET YOU KNOW THIS IS WHAT WE'RE LOOKING AT AND THIS IS HOW WE PLAN TO, TO MOVE IT FORWARD.
WE DON'T, MR. CHAIR, UM, UH, I DON'T WANT YOU TO WORRY THAT WE, WE DON'T PLAN ON ANY WHOLESALE BIG CHANGES LIKE WE DID IN THE FIRST ONE,
BUT THIS WILL BE THE OPPORTUNITY, I THINK, FOR DALLAS FIRE TO, UM, BE ABLE TO LOOK AT THEIR PROMOTIONAL RANKS AND SOME OF THE ENTRY LEVEL THINGS AND MAKE SOME TWEAKS THAT WILL BETTER POSITION THEM TO RECRUIT AND RETAIN, UM, AND ENGAGE THE TALENT WITHIN THE DEPARTMENT.
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WELL, JARED, AS I RECALL TO THE, THE, UH, THE RULES REVISION PROCESS TO DO THE TOTAL REVAMP OF THE RULES TOOK US ABOUT THREE YEARS, POSSIBLY LONGER.AND WHEN WE ADOPTED IT, WHEN, WHEN THE CITY COUNCIL ADOPTED THESE, THE CURRENT RULES LAST SUMMER, LAST SUMMER, AS I RECALL, CORRECT, WE KNEW THE FIRE DEPARTMENT HAD A FEW TWEAKS THEY WANTED TO DISCUSS, AND WE DIDN'T WANT HOLD UP THE ENTIRE PROCESS BECAUSE OF SOME MINOR TWEAKS TO IT.
AND SO WE KNEW THESE WERE COMING AND, AND I, I DON'T ANTICIPATE ANY, UH, SHOCKING AT ALL FROM THE, FROM THE FIRE DEPARTMENT BASED ON WHAT THEIR CONVERSATIONS WERE WITH US LAST YEAR.
I HOPE THAT ONCE WE, UH, GO THROUGH THIS PROCESS THAT WE WILL BE, UH, HAVE, HAVE, HAVE COMPLETELY FULLY COMPLETED THE, THE RULES REVISIONS OR THE CIVIL SERVICE RULES REVISIONS FOR THE CITY.
AND AGAIN, THIS IS A, THIS IS FLUID, UH, THINGS COME UP THAT WE'LL HAVE TO CHANGE.
BUT AS YOU KNOW, IN THE LAST, IN THE LAST RULE SET OF RULES, WE HAD RULES GOING BACK, WE THINK 40 OR 50 YEARS AGO THAT HADN'T BEEN CHANGED.
SO WE, WE, UM, SO, SO THANK YOU.
I, UM, THIS IS JUST KIND OF A CULMINATION OF THE PROCESS LAST YEAR.
SO I APPRECIATE YOUR WORK AND LOOK FORWARD TO SEEING WHAT, UH, A DFR HAS TO SAY.
SO MORE, MORE TO COME ON THAT, AND WE'LL BE REALLY GETTING ENGAGED IN, IN KICKING THAT OFF WITH YOU ALL, UM, EARLY NEXT MONTH.
SO I JUST WANTED YOU TO HAVE THAT OVERVIEW OF WHAT'S COMING IN AND WHAT SHAPE IT'S COMING IN.
BOARD MEMBERS, DO YOU HAVE ANY QUESTIONS FOR JARED ABOUT THAT, OR SHOULD WE MOVE ON THE NEXT ITEM? OKAY, JARED, LET'S GO ON.
THE NEXT ITEM IS SWORN SERVICE, PROMOTIONAL FORECAST AND VENDOR SELECTION PROCESS.
I WANTED TO ALSO PROVIDE YOU ALL AS BOARD MEMBERS WITH, YOU KNOW, ONE OF THE MAJOR FUNCTIONS, UM, OF THE DEPARTMENT AND, AND OF THE BOARD IS TO ENSURE THAT WE HAVE A PROMOTIONAL PROCESS, UM, FOR OUR SWORN SERVICE MEMBERS, UM, BOTH IN POLICE AND FIRE.
AND AS YOU CAN IMAGINE, THAT'S WHY WE'RE MAKING SOME OF THOSE CHANGES AND TWEAKS IN THE FIRE SCENARIO, THE BULK OF THOSE CHANGES THAT WERE MADE.
UM, I WON'T SAY, WHEN WE LOOKED AT PROMOTIONS IN EARNEST, UM, THE, THE LAST TIME WHEN WE WERE GOING THROUGH THE MAJOR RULE REVISION, POLICE REALLY WANTED TO MAKE SURE THAT THEY HAD THEIR PROMOTIONAL GUIDELINES WHERE THEY FELT THEY NEEDED.
UM, AND SO WE DID SIMILAR EXERCISE OF BENCHMARKING AND LOOKING ACROSS AND LOOKING AT INDUSTRY STANDARDS.
AND SO WE KICKED OFF IN, UH, I BELIEVE THESE, UH, NOVEMBER OF THIS YEAR, OUR POLICE PROMOTIONAL EXAMS UNDER THESE NEW SETS OF RULES.
AND SO I WANTED TO JUST SHOW, SHARE WITH YOU ALL KIND OF WHAT'S LEFT ON THE DALLAS POLICE SIDE OF PROMOTIONS AND THAT ACTIVITY, AND THEN SHARE WITH YOU THAT, YOU KNOW, EVERY COUPLE YEARS WE GO TO MARKET AND RE AND, AND, AND RECRUIT AND RETAIN A, A FIRM TO HELP US ADMINISTER OR REALLY CREATE, VALIDATE AND, AND, AND DEPLOY OUR PROMOTIONAL EXAMS, BOTH ASSESSMENT CENTERS AND, UM, WRITTEN EXAMS, WHICH IS BEST PRACTICE IN THE FIELD.
AND SO I, I WANTED TO KINDA SHARE WITH YOU WHAT'S LEFT IN POLICE, WHAT WE'LL BE WORKING ON IN THE SPRING, AS AT THE SAME TIME, TO PREPARE OURSELVES FOR A A TO GO TO MARKET FOR A VENDOR.
WE MAY GET A NEW VENDOR, WE MAY KEEP THE SAME VENDOR, BUT YOU ALL KNOW HOW THE COMPETITIVE, UH, BID PROCESS GOES.
BUT I WANTED TO GIVE YOU SOME LINE OF SIGHT, BECAUSE NO SOONER THAN WE IDENTIFY A VENDOR, WE'LL START WORKING WITH THAT VENDOR TO PLAN OUR NEXT ROUND OF PROMOTIONAL EXAMS. BUT ONE OF THE THINGS I ALWAYS DO WHEN WE SELECT A NEW VENDOR IS I MAKE SURE THAT I BRING THEM BEFORE THIS BOARD.
SO YOU ALL, ONCE WE GO THROUGH THE PROCUREMENT PROCESS, I LIKE FOR YOU ALL TO UNDERSTAND THEIR FIRM, WHAT SERVICES THEY PROVIDE, THEIR SKILL MIX AND THOSE KINDS OF THINGS.
SO YOU HAVE SOME LINE SIDE INTO, UM, HOW THAT'S ROLLING FORWARD.
YOU KNOW, WHAT VENDOR WE'VE SELECTED UNDER THE CITY.
AND SO I JUST WANTED TO PACKAGE BOTH OF THOSE FOR YOU THIS MORNING.
SO AGAIN, WE ANNOUNCED OUR LIEUTENANT EXAM ON THE 1ST OF NOVEMBER.
UH, WE HAD A SERGEANT WRITTEN EXAM THAT TOOK PLACE ON THE, ON THE 22ND OF NOVEMBER.
WITH EACH WRITTEN EXAM, WE CONDUCT WHAT WE CALL PASS POINT SESSIONS, UM, TO, TO, TO MAKE SURE THAT WE UNDERSTAND WHERE THE PASSING RATE SHOULD BE.
AND SO OUR LIEUTENANT WRITTEN EXAM PASS POINT WILL TAKE PLACE ON JANUARY 30TH.
OUR SERGEANT PASS POINT WILL TAKE PLACE ON FEBRUARY 21ST.
AND LIEUTENANT, THE WRITTEN EXAM IS ON THE 1ST OF NOVEMBER.
AND SO THE 25TH THROUGH THE 29TH OF MARCH, WE WILL BE ENGAGED IN THE ASSESSMENT CENTER.
SO WHEN YOU GET TO THE LIEUTENANT RANK, UH, AS WELL AS
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THE SERGEANT RANK, YOU HAVE A WRITTEN COMPONENT OF THE EXAM.AND THEN YOU HAVE AN ACTUAL EXERCISE SCENARIO BASED ASSESSMENT CENTER COMPONENT.
AND THAT'S HOW YOU ARRIVE AT YOUR FINAL SCORE, WHICH DETERMINES WHERE YOUR RANKINGS ARE, UM, IN THE PROMOTIONAL LINEUP, WHICH BECOMES THE REGISTER OF ELIGIBLES.
AND SO OUR, OUR LIEUTENANT ASSESSMENT CENTER WILL TAKE PLACE MARCH 25TH THROUGH THE 29TH.
OUR SERGEANT ASSESSMENT CENTER WILL TAKE PLACE, AND WE'LL POST THOSE FINAL SCORES FROM THAT ON THE 12TH.
WE WILL ENGAGE OUR, WE'LL START OUR SERGEANT ASSESSMENT CENTER IN APRIL, APRIL 15TH THROUGH THE 19TH.
AND WE POST THOSE FINAL SCORES FOR SERGEANT ON MAY 3RD.
AND SO THAT WOULD CONCLUDE ALL OF OUR SWORN PROMOTIONS FOR DALLAS POLICE.
WE STARTED WITH SENIOR CORPORAL AND WE WORKED OUR WAY TO SERGEANT, UM, IN, IN THAT LINEUP.
AND SO I WANTED TO SHARE WITH YOU, SO THAT WILL ROUND OUT ALL OF OUR, UM, PROMOTIONS UNDER THIS CURRENT VENDOR.
UM, BUT IT WOULD ALSO ROUND OUT OUR PROMOTIONS WITH THE SWORN SERVICE IN THIS CYCLE ENDING WITH THE, THE RANK, THE RANK OF SERGEANT ON, ON, ON THE DPD SIDE.
SO I'LL STAND FOR ANY QUESTIONS ABOUT THIS TIMELINE OR, OR ANYTHING I'VE SAID ABOUT THE ASSESSMENT CENTER, BECAUSE I JUST WANNA MAKE SURE I'M SHARING WITH YOU ALL KIND OF WHAT'S THE PROCESS AND, AND, AND HOW THIS IMPACTS US OPERATIONALLY.
DOES ANY, ANYONE, DOES ANYONE HAVE ANY QUESTIONS FOR JARED? ALL RIGHT, MR. CHAIR.
HERE'S, HERE'S OUR PLAN FOR SELECTION.
SO STARTING NEXT WEEK, 15TH TO THE 26TH, MYSELF, ANGELA SHAW, ASSISTANT POLICE CHIEF, UH, CHIEF DELRIDGE, UH, WILLIAMS, FIRE ASSISTANT CHIEF, WE WERE ALL GONNA COMPRISE THE PANEL TO EVALUATE THE VENDORS, RIGHT? BECAUSE WITH POLICE AND FIRE BEING THE LARGEST STAKEHOLDERS, WE WILL EVALUATE THE VENDORS AND, AND RANK THEM AND, AND WORK THROUGH THE PROCUREMENT PROCESS.
AND SO WE SHOULD BE ABLE TO PROVIDE A, A, A, A VENDOR RECOMMENDATION BACK TO PROCUREMENT BY THE 8TH OF FEBRUARY.
AND THEN WE WILL START ENGAGING OUT OF ALL THE CITY ATTORNEYS AND THE CONTRACT NEGOTIATIONS, THINGS THAT ARE WELL BEYOND MY SKILL, UM, MY SKILL LEVEL THAT WILL
AND THEN, WE'LL, WE WILL WORK TO GET IT TO COUNCIL BY APRIL 10TH, 2024.
AND SO THEN IN MAY, JUNE, YOU CAN DEFINITELY EXPECT TO HEAR FROM OUR VENDOR AND I'LL BRING THEM BACK BEFORE THE BOARD.
AND THEN WE WILL ALSO AT THE SAME TIME START PLANNING FOR OUR FIRE, UM, PROMOTIONS BECAUSE WE LEAD OUT TYPICALLY WITH FIRE PREVENTION AND WORK OUR WAY, UM, ACROSS.
AND SO THAT'S WHAT WE'LL DO ONCE WE, ONCE WE GET TO THAT JUNCTURE.
SO I JUST WANTED YOU TO, TO HAVE A LINE OF SIGHT AS WE'RE ENDING ONE CYCLE OF PROMOTIONS.
I'M, I'M WORKING TO MAKE SURE THAT WE ARE DOING OUR SOLICITATION AND GETTING PLANNING AND PREPARED FOR OUR NEXT ROUND.
BECAUSE AT THE END OF THE DAY, PROMOTIONS ARE ABOUT TALENT RETENTION, TALENT ENGAGEMENT, BUT, BUT MOST CRITICALLY MEETING THOSE OPERATIONAL NEEDS, UM, THAT AFFECT RESIDENTS.
AND SO I JUST WANTED TO BRING THAT, UM, TO YOU ALL THIS MORNING.
JARED, CAN I ASK YOU ONE QUICK QUESTION? DO YOU FEEL PRETTY GOOD ABOUT THE TENTATIVE OF DATES HERE, THOUGH? THOSE WILL HAVE BE THE ACTUAL DATES.
DO, DO YOU ANTICIPATE ANY HANGUPS ALONG THE WAY? WELL, YOU KNOW, I FEEL PRETTY CONFIDENT, BUT, YOU KNOW, UM, AS IT GOES, WE, WE NEVER, IT, IT'S TENTATIVE
I'M AS CONFIDENT AS CONFIDENT IT CAN BE.
UM, BUT, BUT I, I DO KNOW THAT WE'RE ON A PRETTY GOOD CLIP AND, AND PROCUREMENT AND WE PRETTY MUCH RUN PRETTY TIGHT TIMELINES AND PROCUREMENT.
AND SO I THINK THAT WE'LL BE ABLE TO GET TO COUNCIL IN A, IN A TIME TO GET THIS, THIS VENDOR AND, AND GET, GET ALL OF THAT NAILED DOWN.
SO, UH, AS A, AS A RESULT OF THAT, WE, I THINK, I FEEL PRETTY CONFIDENT, MR. CHAIR, THAT WE ARE, WE'RE ON A GOOD TRACK, BOTH FROM A RULE PERSPECTIVE AND FROM A, UM, FROM PROCUREMENT AND WHAT THEY TELL US THEY CAN DO, UM, AS WE GET THESE DEADLINES FROM THEM.
UHHUH,
AND JARED, WE CAN MOVE ON TO OUR ANNUAL REPORT.
SO EVERY FEBRUARY WE, WE DEVELOP AN ANNUAL REPORT AND SUBMIT OUR, ON OUR HIRING DATA, HOW WE'VE PROGRESSED AGAINST OUR PRIORITIES.
UM, I'M GOING TO MAKE SURE THAT WE CIRCULATE FOLLOWING THIS MEETING, THE LAST, UM, COUPLE YEARS OF ANNUAL REPORTS.
SO YOU CAN GET A SENSE OF, BECAUSE I KNOW WE HAVE SOME NEW BOARD MEMBERS, SO YOU CAN GET A SENSE OF WHAT THAT, WHAT THAT LOOKS LIKE.
I KNOW MANY OF YOU HAVE READ AND COMMITTED TO MEMORY ALL THE DATA THAT'S IN THOSE ANNUAL REPORTS, BUT WE'LL MAKE SURE WE CIRCULATE THAT AROUND AGAIN, SO YOU CAN TAKE A LOOK.
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AND SO WHAT I PUT HERE IS THE TIMELINE OF HOW WE PLAN TO MOVE FORWARD THIS YEAR.THIS IS JUST AN UPDATED TIMELINE OF WHAT WE DID, UM, LAST YEAR.
'CAUSE IT'S PRETTY MUCH A ROLL FORWARD, UM, OF WHAT'S OUR HIRING DATA, YOU KNOW, WHAT HAVE BEEN OUR PRIORITIES AND THAT KIND OF THING.
AND SO TODAY I WANTED TO DISCUSS OUR DEPARTMENT OUTCOMES AND PRIORITIES FROM THE, FROM THE PREVIOUS YEAR.
AND THAT'S ON THE NEXT PORTION OF THIS AGENDA BECAUSE THAT WILL FEED THE REPORT THEN, UM, CIRCULATE, UM, THE FIRST DRAFT OF THAT ANNUAL REPORT BY THE 19TH TO YOU ALL.
SO I WANT YOU TO, UM, PUTTING THESE DATES OUT SO YOU MAKE SURE THAT YOU, YOU, YOU, YOU CHECK YOUR INBOX AND PROVIDE ME AND PROVIDE FEEDBACK IN ANY EDITORIAL COMMENTS BY THE 26TH.
AND I, AND ALL OF THIS WILL BE IN THE EMAIL WHEN I CIRCULATE, UM, WHEN WE CIRCULATE IT OUT.
UH, UH, JOTTING NOTES THAT WE'LL MAKE SURE WE PUT IT, WE PUT IT IN EMAIL WITH, WITH FOLLOW UP.
AND THEN WE'LL CIRCULATE THE FINAL DRAFT WITH BOARD MATERIALS WHEN OUR BOARD MATERIALS GO OUT ON THE 2ND OF FEBRUARY.
AND THEN WE WILL, WE'LL ADOPT IT, UM, IN OUR FEBRUARY BOARD MEETING, AND WE'LL GET IT SENT UP TO THE CITY SECRETARY'S OFFICE FOR, FOR, FOR PUBLICATION THEREAFTER.
HOW MANY NEW PEOPLE DO WE HAVE ON THIS BOARD? UM, THE REASON, THE REASON I'M ASKING THAT QUESTION IS THAT THOSE OF US WHO ARE NEW DON'T REALLY HAVE A FRAME OF REFERENCE.
SO I SIT HERE AND I LISTEN TO YOU AND I GO, OH, I DON'T KNOW IF I'M GONNA BE ABLE TO OFFER ANY VALUABLE INPUT BECAUSE I WASN'T THERE.
SO I'M WONDERING IF, IF IT LOOKED LIKE WE HAD LIKE FIVE NEW PEOPLE, SOMETHING LIKE THAT.
YEAH, WE, AND IT WOULD BE GREAT.
WE DO HAVE A, YEAH, WE, WE DO HAVE A COUPLE, UM, NEW, NEW PEOPLE.
UM, FOUR OUT OF 14, WELL OUT OF SEVEN.
SO WE HAVE ABOUT, I THINK WE HAVE FOUR NEW MEMBERS, OR THREE, THREE NEW MEMBERS.
I DON'T, I, I, WE, OKAY, SO THAT'S, THAT'S CLOSE ENOUGH.
IT SOUNDS LIKE THERE'S A CRITICAL MASS.
IS THERE OPPORTUNITY FOR US TO SEE WHAT THE GOALS WERE FOR LAST YEAR? THE, JUST SOMETHING TO COMPARE TO.
'CAUSE RIGHT NOW I'D BE COMPARING TO NOTHING.
SO YEAH, THAT'S, THAT WAS THE LEAD IN.
I'M GONNA MAKE SURE THAT YOU ALL GET A COUPLE YEARS REPORT SO YOU UNDERSTAND, RIGHT? SO YOU ARE ABLE TO HAVE CONTEXT OF WHAT THEY LOOK LIKE, WHAT INFORMATION IS CONTAINED.
UM, WE'RE GONNA GET READY IN THE NEXT SECTION TO GO THROUGH WHAT WERE THE 2022, UM, PRIORITIES AS A, AS A BOARD.
AND THEN THE OUTCOMES OF THOSE PRIORITIES.
YOU'RE DOING EXACTLY WHAT I WAS WONDERING ABOUT.
SO YEAH, I, I WANNA BRING EVERYBODY ALONG SO WE, YOU KNOW, WE, WE HAVE A CLEAR AND COMPREHENSIVE PICTURE OF, YOU KNOW, WHAT ARE THE, WHAT, YOU KNOW, WHAT WE'VE DONE AND, AND KIND OF HOW IT'S FLOWED OUT BEFORE.
AND I'M SURE IT'S GONNA BE JUST INSPIRING AND ENGAGING
WE'LL SEE
I KNOW I'VE, FROM OTHER BOARDS AND COMMISSIONS, AND OURS IS, OURS IS SUPERIOR.
WE, WE HAVE PEOPLE, SOME PEOPLE JUST SIMPLY HAVE A LONG MEMO, LONG WRITTEN MEMO.
THERE'S A LOT OF DATA CRUNCHING THAT JARED AND HIS FOLKS DO, WHICH, WHICH WE CAN'T REALLY CHANGE.
I MEAN, THE NUMBER OF APPLICATIONS, ET CETERA, ET CETERA, ALL THAT IS RIGHT, RIGHT.
BUT REALLY IS THE, UM, THE, THE PRIORITIES AND THE OUTCOMES I THINK PROBABLY ARE THE KEY FOR US TO FULLY UNDERSTAND WHAT WE'RE JUDGING THE DEPARTMENT ON.
WHAT ARE WE MAKING PROGRESS OR HOW WE'RE BEING JUDGED AS A BOARD.
AND I THINK THOSE ARE THE, THOSE ARE THE KEY COMPONENTS.
AND AGAIN, WE HAVE THE, UH, WHAT FIRST DRAFT OR WE, WE HAVE THE, THE, THE LAST YEAR'S, I GUESS, PRIORITIES.
COMING UP SHORTLY, BUT YOU'LL, YOU'LL BE IMPRESSED WITH, UH, JUST THE, THE PRESENCE OF, OF, AND THE APPEARANCE OF THE REPORT.
I THINK IT'S REALLY VERY WELL DONE.
AND, UH, I'D HOLD IT, HOLD IT UP TO ANYTHING, ANY OTHER BOARD OF COMMISSION IN THE CITY DOES.
I DON'T WANNA GET IN TROUBLE, BUT THAT, THAT'D BE MY PERSONAL OPINION.
UM, SO I, I WANTED TO GIVE YOU A SENSE OF WHAT'S COMING, HOW WE, YOU KNOW, HOW WE PUT IT TOGETHER AND, AND THAT WHOLE PIECE.
AND SO, UM, MORE, MORE TO COME ON THAT IN SHORT ORDER.
OUR NEXT ITEM THERE, HERE WE GO.
SO ONE OF THE THINGS I KNOW, I KNOW TERRY IS PROBABLY AWFULLY TIRED
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OF SEEING THIS SLIDE THE NEXT COUPLE SLIDES, BUT ONE OF THE THINGS I TRY TO ALWAYS DO IS ANCHOR BACK WHEN WE HAVE OUR PRIORITY CONVERSATION TO TWO THINGS.ONE IS HOW WE'RE ORGANIZED AS A DEPARTMENT, RIGHT? WHAT FUNCTIONALLY OPERA FROM AN OPERATIONAL PERSPECTIVE, YOU ALL AS BOARD MEMBERS PROVIDE, YOU KNOW, POLICY AND GOVERNANCE OVERSIGHT.
AND THEN WE DRILL THAT DOWN INTO THE OPERATIONAL WORK GROUPS.
AND SO TAKING A LOOK AT HOW WE'RE ORGANIZED OPERATIONALLY AND THEN TAKING A LOOK AT WHAT OUR STRATEGIC FOCUS AREAS, I THINK GUIDE US INTO THE WORK, FROM MY POINT OF VIEW, THAT NEEDS TO OCCUR WITHIN THE DEPARTMENT ON AN OPERATIONAL LEVEL.
SO YOU KNOW, WHAT'S OUR STRATEGIC AIMS AND FOCUSES, UH, AND THEN DRILLING THAT DOWN INTO DISCRETE PRIORITIES THAT WE FOCUS ON.
AND THEN TRACK THOSE OUTCOMES, UH, ON, ON THE, ON THE BACK END.
AND SO WHEN WE LOOK AT THE CIVIL SERVICE DEPARTMENT, WE'RE BROKEN INTO THREE DIFFERENT UNITS.
WE HAVE RECRUITING, RECRUITING AND EXAMINING.
SO THAT GROUP IS RESPONSIBLE FOR THAT, THAT WORK IS RESPONSIBLE RATHER FOR ADVERTISING JOBS, SOURCING TALENT, DETERMINING MINIMUM QUALIFICATIONS, UM, AND WORKING WITH HIRING MANAGERS TO DETERMINE THAT, EVALUATING WHETHER OR NOT, UH, APPLICANTS ARE ELIGIBLE.
AND THEN ADMINISTERING WRITTEN COMPUTER BASED ASSESSMENTS TO HELP US DETERMINE WHETHER OR NOT THAT TALENT IS A GOOD FIT FOR THE OPPORTUNITY.
OUR TESTING VALIDATION UNIT, THEY SPEND THEIR TIME DEVELOPING AND VALIDATING SELECTION TESTS FOR POSITIONS.
SO, YOU KNOW, VERY SKILLED IN WORKING WITH OTHER, UM, TO, TO DETERMINE WHAT'S REALLY VALIDATED NEEDED IN ORDER TO PERFORM THE JOB.
BECAUSE SOMETIMES WE GO TO MARKET AND WE LOOK FOR, FOR INDIVIDUALS THAT HAVE A, B, C SKILLS, BUT WE NEED EEF G SKILLS TO ACTUALLY PERFORM, TO PERFORM THE JOB.
AND SO OUR TEST VALIDATION GROUP, UM, IS, IS CHARGED WITH HELPING US UNDERSTAND THAT ALSO, YOU KNOW, TALENT ASSESSMENT TOOL DESIGN PROCESSES, AND THEN ENSURING THAT WHAT WE DO IN TERMS OF SELECTION AND PROMOTION, THAT THOSE ARE LEGALLY DEFENSIBLE AND ARE, YOU KNOW, ON A UNIFORM STANDARDS BASIS AND, AND ARE ABLE TO, TO MAKE SURE IT'S FREE OF ANY KIND OF DISCRIMINATION, UM, IN, IN, IN WHAT WE DO.
AND THEN WE HAVE THE ADMINISTRATION UNIT, WHICH YOU ALL INTERACT THE MOST WITH, YOU KNOW, OVERSEEING TRIAL BOARD AND ADMINISTRATIVE LAW HEARINGS, OVERSEEING THE REHIRE ELIGIBILITY PROCESS, AND THEN INTERNALLY, YOU KNOW, ANALYZING AND MANAGING OUR, OUR, OUR DEPARTMENT BUDGET.
AND SO THAT'S REALLY HOW WE'RE, HOW THE WORK IS BROKEN OUT.
AND SO I WANTED TO SHARE THAT WITH YOU PARTICULARLY TO, TO, TO BOARD MEMBER GERBER'S POINT, UH, WITH SOME NEW MEMBERS, JUST TO GET IN, TO HAVE THAT CONTEXT IN MIND AS WE, AS WE LOOK AT, YOU KNOW, WHAT WHAT WE DO AND HOW WE DO IT.
SO I'LL STOP THERE AND IF THERE ARE ANY QUESTIONS OR REACTIONS TO, UM, THIS CHART, I HAVE A QUESTION JUST OUTTA CURIOSITY, NOT NECESSARILY OUT OF TRYING TO CREATE SOMETHING NEW, IS THERE, SO YOU'VE GOT THE FIRST THREE STEPS, BUT THEN YOU'VE GOT THE, AFTER THEY'VE BEEN HIRED, NOW THEY'RE LEAVING LIKE, LIKE AN EXIT UNIT.
SO I THINK THE CONCEPT WE, WE HAVE TO UNDERSTAND, UM, WHEN IT COMES TO CIVIL SERVICE AS A DEPARTMENT OPERATIONALLY, AND EVEN FROM A POLICY PERSPECTIVE, WHAT THE, WHAT THE CHARTER PROVIDES AND WHAT THE PERSONNEL RULES PROVIDE IS THAT CIVIL SERVICE IS RESPONSIBLE FOR THE INITIAL SOURCING AND SCREENING AND REFERRAL OF CANDIDATES ON THE FRONT END.
THE DEPARTMENT IN CONJUNCTION WITH HUMAN RESOURCES, THEY MANAGE THE DAY-TO-DAY PERFORMANCE, ANY DISCIPLINARY ISSUES THAT COME UP IN THE LIFECYCLE OF THE EMPLOYEE, ANY COMPENSATION DECISIONS, ANYTHING THAT HAPPENS TO THE EMPLOYEE ALONG THE WAY.
UM, HUMAN RESOURCES AND THE DEPARTMENT MANAGERS, THEY WORK THROUGH THOSE THINGS UP TO AND INCLUDING EXIT INTERVIEWS AND THE THINGS THAT I THINK YOU TALK ABOUT WHEN YOU START MOVING TOWARDS INDIVIDUALS LEAVING THE ORGANIZATION, RIGHT? RIGHT.
BECAUSE I THINK THAT'S A, A, A LEARNING OPPORTUNITY.
WHY ARE PE WHY ISN'T IT WORKING FOR THEIR EMPLOYMENT? IS IT THEM? IS IT SOMETHING THAT WE'RE DOING ADMINISTRATIVELY? IS IT SOMETHING WITH OPERATIONS? I JUST THINK IT'S A GOOD, UH, BASE INFORMATION IF WE WANNA REVISE AGAIN, I, I AGREE WITH YOU AND, AND WE'RE WORKING TO, TO MAKE SURE THAT WE'RE UNDERSTANDING, YOU KNOW, AS PEOPLE LEAVE THE ORGANIZATION, WHY THEY'RE LEADING, WHY THEY'RE LEAVING, UM, WHAT ARE THOSE PAIN POINTS? WHAT ARE THOSE OPPORTUNITIES? AND TRYING TO CIRCLE THOSE BACK.
BUT, BUT WHERE OUR ROLE KICKS BACK IN IS ONCE AN INDIVIDUAL SEPARATES EMPLOYMENT WITH THE, WITH THE CITY OF DALLAS, AND THEY WANT TO NOW HAVE A IMPARTIAL HEARING, UM, ABOUT THEIR, ABOUT THEIR EMPLOYMENT TO SEEK, YOU KNOW, TO SEEK FOR REEMPLOYMENT OR REINSTATEMENT WITH THE
[00:30:01]
CITY, UM, THEN THAT'S WHERE THE TRIAL BOARD KICKS IN WITH YOU ALL SERVING AS CHAIRS ALONG WITH TWO ADJUNCT MEMBERS, UH, ALL MEMBERS OF THE COMMUNITY WHO'VE BEEN APPOINTED BY COUNCIL AS, AS EACH OF YOU OR THE EMPLOYEE OR THE, THE FORMER EMPLOYEE OR THE APPELLATE CHOOSING TO AVAIL HIM OR HERSELF TO THE ADMINISTRATIVE LAW JUDGE HEARING PROCESS.UM, AND SO THAT'S, SO WE KIND OF IN A, IN A WAY I DESCRIBE IT OVER THE YEARS TO THE CITY, IS THAT WE REALLY SERVE AS BOOKENDS ON THE FRONT END.
WE PROVIDE FOR THAT FREE AND CLEAR AND OBJECTIVE WAY TO GAIN EMPLOYMENT WITH THE CITY.
AND THEN IF FOR SOME REASON THEY BECOME SEPARATED FROM, WE HAVE THAT HEARING PROCESS AND DUE PROCESS ON THE BACKSIDE TO ALLOW THEM, UM, UM, TO MAKE SURE THAT THEY HAVE THEIR DAY TO EXPLAIN TO THE BOARD, UM, WHY THEY FEEL THAT THEY SHOULD BE REINSTATED OR, OR WHATEVER THE CASE MAY BE, UM, FROM GRIEVANCE TO REINSTATEMENT.
AND SO WHEN I, WHEN I CAME ON BOARD, I, I WANTED TO DIVIDE OUR WORK INTO THREE DIFFERENT STRATEGIC FOCUS AREAS SO WE CAN MAKE SURE THAT WE'RE FOCUSED STRATEGICALLY IN THE AREAS THAT WILL MOVE THE NEEDLE FOR TALENT HERE AT THE CITY OF DALLAS.
AND SO ONE OF THE THINGS THAT WE ARE CONSTANTLY ON THIS PATH OF IS TRANSFORMING THE TALENT, THE CIVIL SERVICE, TALENT ACQUISITION AND HIRING PROCESS TO BETTER ATTRACT TALENT INTO THE ORGANIZATION.
UM, WE, WE STILL HAVE OPPORTUNITY YEAR OVER YEAR TO TRANSFORM OUR TALENT ACQUISITION FUNCTION.
WE HAVE TO THINK DIFFERENTLY ABOUT TALENT.
WE HAVE TO GO TO NEW PLACES TO ATTRACT TALENT.
AND SO THAT HAS TO BE ONE OF OUR STRATEGIC FOCUS AREAS, AND THAT'S WHAT WE'VE BEEN STRATEGICALLY FOCUSED ON.
AND YOU'LL SEE THAT PULL THROUGH IN PRIORITIES.
WE HAVE TO ENHANCE OUR TALENT ASSESSMENT AND PLANNING PRACTICES OF THE DEPARTMENT TO BETTER MEET THE HIRING NEEDS.
YOU KNOW, WE NO LONGER CAN JUST POST POSITIONS AND PRAY THAT PEOPLE UHHUH WILL APPLY AND HAVE THE SKILLS AND THE INTEREST TO COME AND WORK FOR THE CITY OF DALLAS.
I THINK THAT WE HAVE TO GET SURGICAL, WE HAVE TO GET DIAGNOSTIC, UM, IN UNDERSTANDING WHERE, WHAT TALENT IS NEEDED, WHERE THAT TALENT IS, AND HOW DO WE ASSESS IT TO ENSURE THAT WE'RE MEETING THOSE HIRING NEEDS.
AND SO THAT'S WHAT WE TALK ABOUT TALENT ASSESSMENT.
AND THEN THE THIRD STRATEGIC FOCUS AREA IS AROUND OPERATIONAL EXCELLENCE, WHICH IS ABOUT HOW DO WE CONTINUE TO DEVELOP AND IN IMPLEMENT METHODS AND METRICS THAT WILL GUIDE THE EVOLUTION OF CIVIL SERVICE, UM, TO, TO MEET THOSE NEEDS.
SO OFTEN IN, IN, IN GOVERNMENT ORGANIZATIONS, WE HEAR PEOPLE SAY, WELL, WE'VE ALWAYS DONE IT.
WE DO IT THIS WAY BECAUSE WE'VE ALWAYS DONE IT THAT WAY.
UH, BUT IF WE'RE EVER GOING TO GET TO THE PLACE OF OPERATIONAL EXCELLENCE, UM, WE HAVE TO HAVE A, WE HAVE TO BE INTENTIONAL AND FOCUSED ON HOW DO WE DEVELOP AND IMPLEMENT THOSE METRICS TO, TO, TO MOVE US FORWARD.
SO WE'RE, WE'RE, WE'RE COMMITTED TO GETTING BETTER YEAR OVER YEAR.
SO THAT'S, THOSE ARE KIND OF THE THREE STRATEGIC FOCUS AREAS THAT TIE THAT TO WHAT ARE OUR OPERATIONAL PRIORITIES.
SO IN A, IN A, IN A, IN A SENSE, EVERY PRIORITY THAT YOU'LL SEE NOW AND IN THE, IN THE, IN THE COMING YEARS, AND I'M GOING TO TIE THEM BACK TO HOW DOES THIS PRIORITY ADVANCE US IN TALENT ATTRACTION? HOW IS THIS PRIORITY ADVANCING US IN OUR ABILITY TO ASSESS TALENT? OR HOW IS THIS PRIORITY ADVANCING US IN OUR JOURNEY TO OPERATIONAL EXCELLENCE IN TERMS OF GETTING BETTER? AND SO THOSE ARE THE THREE STOVE PIPES, IF YOU WILL, OR WHAT I TETHER ALL OF OUR PRIORITIES BACK TO.
HAVE YOU HAD ANYTHING LIKE THIS BEFORE? OR IS THIS A NEW CONCEPT? WELL, I'VE, I'VE WORKED IN OTHER ENVIRONMENTS AS, AS AN HR LEADER AND, AND DONE SOMETHING SIMILAR TO THIS.
BUT THIS HAS BEEN KIND OF WHEN I FIRST CAME AND, AND, AND WAS, WAS TOOK THIS ROLE, WAS PUTTING THOSE, THOSE TETHERS DOWN AND THEN TYING WHAT WE DO BACK TO BACK TO THOSE.
AND, AND REALLY, AND THIS WAS A RESULT OF ME, AND IT MAY BE GOOD FOR ME TO SHARE THIS WITH THE BOARD AT SOME POINT, THIS, THIS WAS A RESULT OF ME DOING LISTENING TOURS, DOING A SWOT ANALYSIS, REALLY KIND OF DIGGING DEEP TO UNDERSTAND WHERE WE WERE AS A DEPARTMENT, WHERE WE WERE AS A BOARD, UM, AND, AND, AND WHAT IS OUR KIND OF JOURNEY FORWARD.
HOW LONG WAS THAT? HOW LONG AGO WAS THAT? WE DID THIS ABOUT ABOUT FOUR YEARS AGO.
SO ARE YOU SEEING ANY CHANGES SO FAR IN THE ATTRITION RATE? WELL, YEAH, I THINK THAT WE, I I, I THINK IT'S NOW WE'RE NOW GETTING TO THE POINT WHERE WE NEED TO TAKE A LONG HARD LOOK AT, FROM A TECHNOLOGY PERSPECTIVE, WHEN YOU TAKE A LOOK AT WHAT THE DATA HAS TOLD US FROM ATTRACTION, ATTRITION, AND THEN RETOOL OURSELVES.
BUT I DON'T THINK WE'LL MOVE FROM THESE STRATEGIC FOCUS AREAS.
I THINK THAT THOSE ARE PRETTY STRATEGIC ENOUGH THAT
[00:35:01]
WE'LL STAY WITHIN THOSE CATEGORIES, BUT IT IS, I'M JUST WONDERING IF THERE'S ANY, I'M JUST WONDERING IF THERE'S ANY EVIDENCE-BASED OUTCOMES IN THE AREA OF RETENTION.AND, AND I'LL, AND I'LL TELL YOU, PAM, RETENTION IS NOT, UM, OR HAS NOT BEEN AN AREA THAT WE FOCUSED ON IN TERMS OF OUR STRATEGIC PRIORITIES BECAUSE OUR STRATEGIC, BECAUSE OUR FUNCTION IS AROUND RE ATTRACTION AND RECRUITMENT AND SCREENING AND MAKING SURE WE'RE PROVIDING FOR THOSE HEARINGS AND THAT DUE PROCESS ON THE BACKSIDE, I THINK THAT RETENTION IS AN IMPORTANT METRIC.
UM, AND I, AND WE CAN TALK IN MORE DETAIL ABOUT HOW DO WE KEEP AN EYE TOWARDS RETENTION AS OUTCOMES BASED.
BUT, BUT IN, IN A, IN A, IN A LARGE WAY, WE'VE BEEN FOCUSED AROUND, YOU KNOW, HOW LONG DOES IT TAKE US TO GET PEOPLE HIRED? HOW QUALIFIED ARE THE INDIVIDUALS THAT WE REFER OVER? HOW, WHERE ARE WE STRUGGLING IN CERTAIN DEPARTMENTS TO GET THE TALENT THAT WE NEED TO FI TO FEEL CERTAIN CRITICAL AND, AND VERY DIFFICULT JOBS TO FEEL.
THOSE SEEM TO BE CLOSER TO THE METRICS AROUND OUR CHARGE AND OUR FUNCTION.
I'M JUST SITTING HERE THINKING ABOUT THE EFFICIENCIES.
'CAUSE IF WE HAVE BETTER RETENTION, THEN WE CAN HANG STATUS QUO AT THE RECRUITMENT, YOU KNOW, ONE FEEDS THE OTHER.
SO I'M JUST, I'M LOOKING AT WHAT THE CYCLE IS.
PAM, IF I COULD ADD ONE THING, THERE IS KIND OF A LONG HISTORY WITH SOME OF THESE ISSUES.
AND, AND RATHER THAN GOING TO IT NOW, I, I'D, I'D LOVE TO TALK TO YOU SOMETIME AND, AND, AND BECAUSE WE ARE, AS, AS JERRY SAID, WE, WE ARE KIND OF THE BOOKENDS OF THE EMPLOYMENT PROCESS, THE, THE BRINGING THE PEOPLE INTO THE PROCESS AND THEN THE, THE DUE PROCESS ASPECTS AT THE END OF, UH, END OF THE EMPLOYMENT CYCLE.
UM, BUT THE ISSUES YOU RAISE HAVE BEEN RAISED IN THE PAST AND, AND THERE'S JUST SOME, SOME HISTORY THERE.
I'D, I'D LOVE TO TALK TO YOU ABOUT IT SOMETIME.
WHOEVER WANTS TO, I'D BE GLAD TO CHAT.
I'D LIKE TO COMMENT, UH, IF YOU WOULD, UH, MR. CHAIRMAN, UH, HAVING HAD SOME EXPERIENCE FROM DEPARTMENTAL STANDPOINT, UH, RETENTION HAS BEEN, UH, PRETTY MUCH A REAL, UH, FOCAL ISSUE FOR THE DEPARTMENTS, UH, GETTING THOSE EMPLOYEES, UH, IN AND THEN MAKING CERTAIN THAT WE PREVENT, OR NOT PREVENT, BUT PROVIDE AN, AN ENVIRONMENT SO THAT THEY WANT TO STAY.
I I, I'VE SPENT A LOT OF YEARS IN, UH, VARIOUS DEPARTMENTS IN THE CITY, AND THAT HAS BEEN, THAT HAS BEEN A VERY IMPORTANT ISSUE FROM A DEPARTMENTAL STANDPOINT.
SO I WANNA RUN ALONG TO, SO FOR THE 2023 YEAR, UM, WE WANTED TO DEVELOP LUNCH AND MONITOR OPERATIONAL DELIVERY DELIVERABLES THAT PROMOTE TALENT ACQUISITION GOALS.
UM, AS IT RELATES TO OUR RACIAL EQUITY PLAN, WE ALSO WANTED TO FURTHER AND EXPAND THE COLLABORATION WITH MARKETING TO DEVELOP AND LAUNCH A COMPREHENSIVE BRAND CAMPAIGN THAT HIGHLIGHTS AND BUILD AWARENESS FOR CITY OF DALLAS TALENT OPPORTUNITIES.
AND SO WHAT THAT MEANS IS THAT WE WANTED TO WORK WITH MARKETING AS WELL AS HUMAN RESOURCES TO MOVE TOWARDS DEVELOPING A COMPREHENSIVE BRANDING CAMPAIGN THAT SHOWS THE CITY OF DALLAS AS A DESIRABLE EMPLOYER, UM, AND, AND CONSIDERS THE MOST EFFECTIVE WAYS TO REACH CERTAIN POPULATIONS.
THE THIRD IS WE CONTINUE TO PARTNER WITH INTERNAL DEPARTMENTS TO IDENTIFY CRITICAL AND HARD TO FILL POSITIONS AND CONDUCT CANDIDATE SOURCING, REVIEWS, POSITION ANALYSIS AND MODIFICATIONS TO ENHANCE TALENT POOLS AND MEET HIRING NEEDS.
BUT WHAT THAT MEANS IS THAT STRATEGICALLY, EVERY YEAR WE GO AFTER CERTAIN POSITIONS THAT ARE HARD TO FEEL AND OR CRITICAL AND ENGAGE IN THAT JOB ANALYSIS WORK, BECAUSE WE HAVE TO REMEMBER, POSITIONS HAVE EVOLVED OVER THE YEARS TO REQUIRE DIFFERENT SKILLS.
AND SO WHEN WE TALK ABOUT RECRUITMENT, WHEN WE TALK ABOUT, YOU KNOW, RETENTION, WE NEED TO UNDERSTAND WHAT THE POSITION REQUIRES OF THE INCUMBENT AND MA AND SO WE ARE CLEAR AND AND CONCISE WHEN WE GO TO MARKET ABOUT WHAT, WHAT
[00:40:01]
IS THE FACT WE ARE EXPECTING INDIVIDUALS TO HAVE.AND SO THAT'S BACK TO MY COMMENT I MADE EARLIER FOR, FOR TOO LONG THE PRACTICE HAS BEEN, WELL, WE'LL JUST DO WHAT WE'VE ALWAYS DONE AND POST THIS POSITION IN HOPES THAT SOMEONE WILL APPLY.
AND WE HIRE THEM NOT FULLY UNDERSTANDING WHAT THAT POSITION REQUIRES, WHAT'S THAT SKILL MIX.
AND SO, UH, OVER A PERIOD OF TIME AND EACH YEAR I'M ROLLING OUT A SET OF POSITION ANALYSIS IN THOSE KEY POSITIONS THAT DRIVE CRITICAL OPERATIONS THAT WE HAVE DIFFICULTY RECRUITING INDIVIDUALS FOR, BECAUSE WE GOTTA KNOW WHAT SKILLS WE NEED IN ORDER TO FIGURE OUT WHERE TO GO FIND THEM OR HOW TO DEVELOP THEM OR PARTNER WITH EDUCATIONAL PARTNERS.
THAT, THAT JUST MAKES GOOD SENSE TO ME.
AND SO WE'VE BEEN PURSUING THAT OVER, OVER SEVERAL YEARS.
AND WE WILL CONTINUE TO DO THAT BECAUSE I THINK THAT'S CRITICAL TO, UM, THE WORK THAT WE NEED TO DO.
AND THEN, FOURTHLY, WE'VE WORKED WITH INFORMATION TECHNOLOGY AND HR TO EFFECTIVELY ASSESS CURRENT AND FUTURE APPLICANT TRACKING NEEDS AND PREPARING OURSELVES TO MIGRATE INTO A NEW APPLICANT TRACKING SYSTEM THAT IS, THAT IS DESIGNED TO DELIVER US MORE EFFICIENCIES AND AGILITY IN ORDER TO, UM, MEET, MEET HIRING NEEDS.
AND SO THOSE, THOSE ARE, OR WERE OUR 2023, UM, PRIORITIES.
AND THEN I'M GONNA WALK YOU THROUGH, UH, OUR OUTCOMES IN THAT AREA.
AND THEN WHEN WE GET TO FEBRUARY, I HOPE TO BE ABLE TO COME BACK TO YOU AND SAY, AND THIS IS WHAT WE'RE GONNA BE LOOKING AT AS WE LOOK INTO 20 20, 20 24.
ANY COMMENTS OR QUESTIONS ABOUT, ALL RIGHT.
SO WE'RE, WE SUCCESSFULLY, WE SUCCESSFULLY COMPLETED OUR JOB ANALYSIS AND VALIDATION STUDIES FOR THE CRITICAL AND HARD TO FILL POSITIONS OF OFFICE ASSISTANT.
THEY SUPPORT MANY DIFFERENT DEPARTMENTS ACROSS THE CITY.
OUR WATER PLANT OPERATORS, WHICH YOU CAN IMAGINE ARE QUITE CRITICAL TO, TO, TO SERVICE.
AND OUR CODE ENFORCEMENT OFFICER, UM, POSITION WHERE WE'VE HAD SOME DIFFICULTY WITH UNDERSTANDING HOW WE SHOULD BE ASSESSING AND RECRUITING FOR CODE ENFORCEMENT OFFICERS.
WE KNOW THAT WE HEAR TIME AND TIME AGAIN THE CHALLENGES OF CODE ENFORCEMENT TO BE ABLE TO ENFORCE CODE, UH, ACROSS THE CITY, BUT ALSO YOU HAVE TO HAVE TRAINED INDIVIDUALS, YOU KNOW, ON THE GROUND.
UM, WE'VE ALSO EXPANDED AND WE'LL SHARE WITH YOU SOME OF THAT INTO OUR 9 1 1 AND TELECOMMUNICATORS AND TRYING TO UNDERSTAND, YOU KNOW, WHAT THOSE ARE.
BUT WE ARE, WE'RE PROUD OF THAT.
AND SO WE TAKE THAT INFORMATION, WE INCORPORATE THAT INTO THE JOB DESCRIPTIONS, INTO THE MINIMUM QUALIFICATIONS INTO OUR ASSESSMENT, WHICH THEN WILL THEN FEED OUR SOURCING PLANS TO GO OUT AND SEE IF WE CAN'T FIND INDIVIDUALS IN THOSE RESPECTIVE AREAS.
IN CLOSING THAT LOOP, WE SUCCESSFULLY PARTNERED WITH IT AND HR TO GATHER THOSE REQUIREMENTS.
UM, WE'VE IDENTIFIED THOSE SERVICE GAPS.
WE'VE PROPOSED SYSTEM SOLUTIONS AND WORKED VERY, VERY HARD.
AND THE TEAM HAS WORKED VERY HARD OVER THE YEAR WITH SYSTEM TESTING AND CONFIGURATION FOR A SUCCESSFUL WORKDAY LUNCH, WHICH IS SCHEDULED FOR, UM, FEBRUARY OF 2024.
UH, SO THAT'S BEEN A LARGE HEAVY LIFT.
AND I JUST WANT TO SHARE WITH YOU ALL AS BOARD MEMBERS THAT WE'RE VERY EXCITED ABOUT MOVING TO WORKDAY.
WE'VE MADE CONSIDERABLE INVESTMENT, AND SO WE, WE ARE, WE ARE SET TO MOVE THAT DIRECTION ON FEBRUARY, FEB, FEBRUARY 14TH.
UM, SO I HOPE TO HAVE SOME UPDATES FOR YOU ON THAT.
AND THEN WE SUCCESSFULLY CLEARED, OH, WE HAVE, IN PARTNERSHIP WITH MARKETING AND HR, WE HAVE DEVELOPED AND PROPOSED A COMPREHENSIVE BRANDING CAMPAIGN.
WE'RE CURRENTLY WORKING THAT THROUGH, UM,
AND SO HOPEFULLY WE'LL BE ABLE TO SHARE MORE DETAIL AND MAKE SURE WE CIRCLE BACK WITH YOU ALL TO SHARE WITH YOU, YOU KNOW, HOW THAT LOOKS COMING OUT OF, YOU KNOW, WE, WE SHARE IT ACROSS THE CITY, GET THE FEEDBACK AND PUT IT BACK TOGETHER, AND WE'LL MAKE SURE THAT WE, WE SHARE THAT WITH THIS BODY AS WELL.
BUT WE'RE, WE'RE PLEASED THAT WE WERE ABLE TO GET THAT ACCOMPLISHED, UM, BECAUSE IT WAS A PRIORITY OF OURS IN THE, IN THE, IN THE PREVIOUS YEAR.
AND THEN FOURTHLY, WE SUCCESSFULLY CLEARED THE BACKLOG OF TRIAL BOARD HEARING AND ADMINISTRATIVE LAW JUDGE HEARINGS THAT WERE DELAYED DUE TO COVID-19 RELATED RESTRICTIONS.
UNFORTUNATELY, ONE OF MY PRIORITIES DROPPED OFF BECAUSE I, I, I, I WAS, I GOT THE WRONG VERSION.
I, I DON'T KNOW IF YOU REMEMBER MR. CHAIR LAST YEAR, UH, WHEN WE WENT THROUGH THIS SAME PIECE WITH THE BOARD, BOARD MEMBER, COLE ASKED ME TO ADD BACK THE TRIAL BOARD, UM, PRIORITY IF, IF, IF YOU RECALL.
AND SO THAT WAS DROPPED OFF AT HEARING.
SO, BUT ONE OF THE OUTCOMES IS THAT WE DID SUCCESSFULLY CLEAR, CLEAR THAT BACKLOG OF TRIAL BOARD HEARINGS, UH, AND THAT'S ONE OF OUR OUTCOMES.
AND SO I'LL MAKE SURE I MARRY THAT AND, AND FOLD THAT BACK IN.
[00:45:01]
IT OFF OF THAT SLIDE SO THAT THAT'S WHERE WE ARE.AND SO YOU'LL SEE, UH, MUCH OF THIS FOLDED INTO THE DRAFT OF THE ANNUAL REPORT AS WE MOVE FORWARD IN THAT TIMELINE OF YOUR FEEDBACK.
BUT I WANTED TO WALK US THROUGH KIND OF WHAT WE SAID WE WERE GONNA DO IN 2023 AND, AND, AND WHAT ARE OUR OUTCOMES, UM, TO DATE.
IF I CAN ADD ONE THING, IF ANYONE IN, WHEN GETTING THE DRAFT HAS ANY ISSUES WITH IT, PLEASE CONTACT JARED.
UH, WHETHER YOU, YOU FIND TYPOS OR INCONSISTENCIES OR WHATEVER, PLEASE DO THAT.
AND ANY SUBSTANTIVE CHANGES YOU OR QUESTIONS YOU MAY HAVE AS WELL.
SO WE CAN, UH, IT'LL, IT'LL MOVE THE PROCESS ALONG QUICKLY.
AND, UH, WE'LL BE READY TO GO NEXT MONTH AND HOPEFULLY APPROVE THE FINAL DOCUMENT AT OUR MEETING ON FEBRUARY 6TH.
WHEN YOU SAY THE FINAL, UH, DOCUMENT, ARE WE TALKING ABOUT THE ANNUAL REPORT DOCUMENT? YES.
HAVE WE, DO WE ALREADY HAVE, HAS THAT ALREADY BEEN SENT OR NO, I, I, THAT HAS NOT BEEN SENT.
I'M GOING TO PUT TOGETHER, UM, YOU ALL, UM, A COUPLE THINGS YOU CAN EXPECT.
LAST YEAR'S ANNUAL REPORT, THE PREVIOUS YEAR'S ANNUAL REPORT, UM, THE DRAFT OF THIS YEAR IS, AND THEN THE TIMELINE THAT WE WALK THROUGH, UM, ON THE FEEDBACK WE NEED THAT GETS US TO ADOPTION.
IS THAT OKAY? BOARD MEMBER GERBER? OH YEAH, THAT'S GREAT.
I JUST WANNA MAKE SURE THAT I DIDN'T OVERLOOK
I UNDERSTAND
SO NO, I, I WANNA MAKE SURE THAT EVERYBODY HAS WHAT WE NEED, UM, WHAT YOU NEED IN ORDER TO, TO GIVE THAT FEEDBACK, COULD DO YOUR ANALYSIS AND, AND PROVIDE US WITH THAT FEEDBACK.
AND PLEASE, IF YOU HAVE ANY QUESTIONS, ANY CONCERNS, ANYTHING THAT, THAT JUMPS OFF THE PAGE, PLEASE DO LET ME KNOW.
UM, AND, YOU KNOW, I'M ALWAYS AN EMAIL AND A PHONE CALL AWAY.
UM, SO, SO WE WANNA MAKE SURE THAT ANY ANY QUESTIONS OR CONCERNS THAT YOU HAVE ARE, ARE ADDRESSED.
WE TYPICALLY DON'T HAVE VERY MANY.
IT'S, IT'S, WE, WE'VE KIND OF GOTTEN IT DOWN TO, I THINK MR. CHAIR, I THINK WE'VE KIND OF GOTTEN IT DOWN TO, YOU KNOW, THIS REFLECTS WHAT WE'RE DOING, IT REFLECTS THE DATA THAT WE'RE WORKING ON.
UM, AND, AND WE JUST, WE JUST MOVE FORWARD WITH IT.
ANY ADDITIONAL QUESTIONS? OKAY, JARED, THAT TAKES US TO, I BELIEVE WE'RE AT DEPARTMENT UPDATES AND ANNOUNCEMENTS.
UM, WANTED TO JUST SHARE WITH YOU ALL JUST HOW WE ENDED THE YEAR, IF YOU WILL.
UM, NOVEMBER AND DECEMBER WE HAD, AS YOU CAN SEE HERE, WE HAD HOW TO APPLY A PRESENTATION, YOU KNOW, WITH PEOPLE AND INDIVIDUALS WHO EXPRESSED INTEREST IN EMPLOYMENT.
WE HAD 12 INDIVIDUALS SHOW UP FOR THAT.
WE DID OUR VETERAN'S JOB FAIR ON THE FIRST, WE HAD 75 JOB SEEKERS.
WE DID A CITYWIDE HIRING EVENT ON NOVEMBER 8TH.
WE DID IT AT THE HALL OF STATE, AND IT SAYS WE HAD 1,508 JOB SEEKERS, BUT IT SEEMS LIKE WE HAD 5,108 JOB SEEKERS FROM WHEN MY TIME THERE.
SO, BUT NO, IT WAS A, IT WAS A HUGE CROWD.
UM, IT RESULTED IN 56 JOB OFFERS, AND SO THAT'S, THAT'S GOOD.
AND HIRING RED, WHITE, AND YOU JOB FAIR WAS ON NOVEMBER 16TH, AND WE HAD 757 JOB SEEKERS.
AND THEN OF COURSE, OUR FRESH START CAREER READINESS, JOB FAIR FOR OUR SECOND CHANCE INDIVIDUALS WHO WERE COMING BACK INTO THE WORKFORCE.
THAT'S WHAT FRESH START, THAT FRESH START PROGRAM ENTAILS.
AND IT MAY BE A GOOD IDEA IN THE COMING MONTHS, I'M TALKING OUT LOUD AND MAKING MYSELF A NOTE TO MAKE SURE THAT WE GET SOMEONE FROM FRESH START TO COME IN AND SHARE WITH YOU BOARD MEMBERS ABOUT THAT PROGRAM AND THOSE EFFORTS ACROSS THE CITY, JUST SO YOU HAVE THAT KNOWLEDGE BASE, CONSIDERING THAT IT'S BEEN A WHILE SINCE WE'VE HAD ANYWHERE FROM FRESH START TO COME AND, AND SHARE.
SO I'LL, I'LL, I'LL WORK TO, TO GET THAT SCHEDULED FOR YOU ALL SO YOU CAN UNDERSTAND THE WORK THAT'S HAPPENING WITH SECOND CHANCE INDIVIDUALS, UM, COMING BACK INTO THE WORKPLACE.
AND SO THAT'S, THAT GENERATED 28.
AND THEN AGAIN, BACK TO OUR PROMOTIONAL ACTIVITY.
AS YOU CAN SEE, LAST MONTH WHILE WE WERE HAVING BOARD MEETING, THERE WERE 373 CANDIDATES TAKING THE WRITTEN, UM, SENIOR CORPORAL EXAM ON THE, THE POSITION OF LIEUTENANT CLOSE ON THE FIRST.
AND WE HAVE 104 CANDIDATES THAT, THAT ARE SCHEDULED TO TAKE THAT EXAM.
AND THEN, UM, OUR ANNOUNCEMENT CLOSES FOR SERGEANT, IT CLOSED ON THE 22ND OF DECEMBER, AND IT GENERATED 150 CANDIDATES.
AND SO WE'LL SCHEDULE THEM FOR TESTS AND ASSESSMENT CENTER TO CREATE THE PROMOTIONAL OPPORTUNITY AND REGISTER FROM, FROM THOSE INDIVIDUALS.
SO JUST WANTED TO GIVE YOU A SENSE OF, YOU KNOW, FROM AN OUTREACH PERSPECTIVE AND AN INREACH
[00:50:01]
AND WORKING THROUGH PROMOTIONS AND THAT KIND OF THING, UM, FROM A DEPARTMENT UPDATE.QUICK, UH, QUICK F-F-F-Y-I FOR YOU, JARED, WHEN LOOKING AT YOUR SLIDE, YOU'VE GOT THE SUBTITLES RUNNING, SO I CAN'T SEE THE BOTTOM OF THE SLIDE.
WE'LL MAKE SURE WE SEND THIS OUT AS WELL TOO.
UM, SO YOU CAN HAVE THE, THE FULL SET SET OF SLIDES.
YEAH, AND I DON'T QUITE KNOW HOW TO, I DON'T, HONESTLY, I DON'T QUITE KNOW HOW TO FIX THAT FROM A TECHNOLOGY 'CAUSE I, IT BOTHERS ME THAT THIS OTHER THING IS HANGING ON THE RIGHT TOO.
BUT WE'LL MAKE SURE WE SEND THAT OUT.
JARED, I JUST WANNA SAY THANK YOU TO YOU AND YOUR TEAM.
I, I REALLY THINK WE'VE MADE, WE'VE MADE STRONG ADVANCES IN JOB FAIRS AND PARTICIPATION IN JOB FAIRS, AND THAT'S NOT, IT'S NOT JUST CIVIL SERVICE.
I UNDERSTAND OTHER DEPARTMENTS OF THE CITY ARE INVOLVED, BUT, UM, YOU'RE CORRECT.
IN THE OLD DAYS, YOU A POSITION WOULD BE POSTED AND YOU WAITED TO SEE WHO WOULD, WHO WOULD APPLY FOR IT, AND THEN MAKE A DECISION BASED ON WHO RESPONDED TO THE POSTING.
AND YOU, YOU, YOU ALL HAVE BEEN FAR MORE PROACTIVE IN TRYING TO, TO GET JOB SEEKERS, FIND JOB SEEKERS, AND, UH, IT'S ALWAYS ENCOURAGING TO HEAR THAT, YOU KNOW, YOU HAD X NUMBER OF PEOPLE COME TO A JOB FAIR AND THAT OFFERS WERE EXTENDED ON THE SPOT.
AND I, I, I JUST THINK THAT'S GREAT.
THAT'S A, THAT'S A VERY, VERY POSITIVE THING WE'RE DOING TO, TO GET FOLKS HERE IN, IN TO THE CITY OF DALLAS.
ONE OF THE THINGS, I'LL JUST JUST SAY ONE PIECE ON THAT.
ONE OF THE THINGS THAT I'M VERY COMMITTED TO AND BEEN VERY, UH, INSISTENT ON IS THAT WE MOVE PAST JUST DOING THAT VERY THING YOU TALKED ABOUT, BUT ALSO THAT AS WE GO INTO THE COMMUNITY, THAT WE HAVE A CLEAR AND CONCISE PICTURE OF WHAT SKILLS WE'RE LOOKING FOR AND TURN THOSE INTO HIRING EVENTS.
SO WE ARE NOT WASTING ANYONE'S TIME.
A JOB SEEKER DOESN'T HAVE A LOT OF TIME, UH, OR MONEY, UM, OR AVAILABILITY, WHICH IS TIME TO, TO, TO JUST CAST THEIR NETS UPON THE WATER, SO TO SPEAK, IN HOPES THAT SOMETHING WILL HAPPEN.
AND SO REALLY TRYING TO GET MORE, OUR GOAL NEXT YEAR WILL BE HOW DO WE HAVE MORE OF THOSE DISCREET HIRING EVENTS THAT ARE FOCUSED ON CERTAIN JOBS, CERTAIN TYPES OF SKILLS SO WE CAN BECOME MORE SURGICAL AND DIAGNOSTIC WITH THAT VERY THING.
YOU DON'T CHANGE, I THINK, UH, HIRING CULTURE OR TALENT ACQUISITION CULTURE OVERNIGHT.
IT'S A LONG WALK IN THE SAME DIRECTION.
AND I SEE, I SEE BOARD MEMBER MITCHELL SHAKING HER HEAD AS A, AS A, AS A CO LABORER IN THE HUMAN RESOURCES SPACE.
UH, AND MR. PIERRE, I KNOW YOU UNDERSTAND THAT MR. CURTIS AS WELL, SO, UM, I'D LIKE TO SAY SOMETHING.
YES, I'D LIKE TO SAY SOMETHING ABOUT THAT.
UH, CHAIRMAN AS WELL AS TO JARED, JUST SINCE I'VE BEEN HERE PART OF THE CIVIL SERVICE BOARD, I MEAN, I HAVE SEEN LEAPS AND BOUNDS OF THE LEVEL OF EFFICIENCY THAT WHAT YOU ALL ARE DOING AND SOME OF THESE INITIATIVES AND PROGRAMS THAT I'VE SEEN, I I THINK THAT IT'S BEEN GREAT WITH WHAT, WHAT YOU AND YOUR TEAM THAT YOU ALL HAVE DONE.
'CAUSE OUT HERE RIGHT NOW, THE WAY THE INDUSTRY IS, THIS IS NOT EASY.
AND TO SEE THE TYPE OF HIRES AND THE NUMBER OF HIRES THAT WE ARE BRINGING INTO THE CITY, THIS, THIS IS REALLY GOOD.
THANK YOU FOR THAT MS. MITCHELL.
UM, AND WE'RE TRYING TO DO IT WITH WAGES THAT ARE NOT ALWAYS AS COMPETITIVE THAN A PUBLIC SECTOR EMPLOYEE.
WE'RE TRYING TO DO IT, UM, IN AN ENVIRONMENT THAT, UM, WHERE NOBODY REALLY DESIRES TO WORK OR THEY HAVE A CERTAIN PERSPECTIVE ABOUT PUBLIC SECTOR, UH, EMPLOYMENT.
AND THAT'S WHY I'M INSISTENT ABOUT WE NEED TO MOVE FORWARD WITH THE BRANDING CAMPAIGN IN ORDER TO HELP PEOPLE UNDERSTAND THE REWARDS OF PUBLIC SERVICE, BECAUSE I PERSONALLY BELIEVE THEY ARE.
AND I THINK THERE'S A HOST OF OTHER PUBLIC SERVANTS WHO, WHO WORK, UM, WHO, WHO BELIEVE THERE ARE TOO.
AND CAPTURING THAT SPIRIT AND THAT ESSENCE, BECAUSE WE HAVE TO CREATE THE NEXT GENERATION AND THE NEXT GROUP OF INDIVIDUALS WHO WILL MAKE SURE THAT WE HAVE TALENT IN THE WORKFORCE.
AND IT'S, IT'S, IT'S, IT'S SO CRITICAL DOWN TO THE WATER THAT WE DRINK TO THE RED LIGHT, WE NEED TO WORK TO THE POTHOLE THAT CAN FINALLY GET FIXED.
UH, SO IT'S THOSE, IT'S THOSE CRITICAL THINGS THAT, THAT I'M, THAT I'M REALLY HOPING THAT WE LOOK AFTER AND TRYING TO GET US TO THAT POINT TO WHERE WE HAVE A SUSTAINABLE TALENT MODEL THAT GIVES ASSURANCE TO ALL INVOLVED PARTIES THAT WE'RE SERIOUS ABOUT HIRING TALENT, WE'RE SERIOUS ABOUT RETAINING IT BOARD MEMBER GERBER.
UH, AND WE'RE SERIOUS ABOUT PROMOTING IT AND, AND DOING THE THINGS WE NEED TO DO TO TAKE CARE OF TALENT SO WE CAN TAKE CARE OF THE RESIDENTS OF DALLAS.
[00:55:05]
I, I'LL MAKE ONE QUICK NOTE.AND THAT IS THAT WITH THE, UH, BACKLOG WE HAD OF TRIAL BOARDS BECAUSE OF COVID, I THINK WE WERE, WE WERE 16 OR 18, UH, UH, AT ONE POINT IN TIME, IF I REMEMBER CORRECTLY.
AND WE'RE NOW DOWN TO ABOUT TWO OR THREE.
I MEAN, THESE, WE'RE NOW HAVING KIND OF REGULAR HEARINGS.
NOW WE'RE NOT TALKING ABOUT SOMETHING FROM, YOU KNOW, TWO, YOU KNOW, MID, MID 2020 ANYMORE.
SO THAT'S BEEN, AND, AND YOU ALL, I DON'T KNOW HOW MANY OF YOU HAVE HAD YOUR FIRST TRIAL BOARD YET, BUT IT'S COMING
IT'LL BE, IT'LL BE A AND IT'S AN INTERESTING PROCESS, SO THANK YOU ALL FOR BEING A PART OF THAT TOO.
AND WE'RE TRYING TO WORK THROUGH 'EM AS QUICKLY AS WE CAN.
SO, UH, WE, I THINK WE'VE MADE, MADE STRIDES IN THE LAST COUPLE OF YEARS UNDER SOME DIFFERENT, SOME DIFFERENT DIFFICULT SITUA UH, CIRCUMSTANCES.
MR. DAVIS, I THINK, I THINK I'VE TALKED ENOUGH.
UM, I DON'T HAVE ANYTHING ELSE ON THE AGENDA FOR THE, FOR THIS MORNING, BUT I, I APPRECIATE IT AND WE WILL GET ON THOSE ACTION ITEMS AS WE'VE COMMITTED.
WELL, LET ME ASK FOR THE DUBBO, ANYTHING ELSE FOR THE GOOD OF THE ORDER? ARE WE, UH, SUZANNE, I WANTED TO SAY HAPPY, HAPPY NEW YEAR TO YOU AND THANK YOU FOR ALWAYS, YOU HAVE TO LISTEN IN ALL THESE MEETINGS.
SO THANK YOU FOR YOUR ASSISTANCE TOO FROM THE CITY ATTORNEY'S OFFICE.
HEARING NOTHING FURTHER, THE TIME IS 10 43 AND WE STAND ADJOURNED.
THANK YOU ALL VERY MUCH AND SEE YOU NEXT MONTH.