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GOOD MORNING EVERYONE.[Civil Service on September 10, 2024.]
TO A SPECIAL CALL MEETING OF THE DALLAS CIVIL SERVICE BOARD.TODAY IS SEPTEMBER 10TH, 2 24, AND WE ARE STARTING AT, UH, 9:35 AM UH, ANNA OR JARED, ARE THERE ANY PUBLIC SPEAKERS FOR TODAY'S MEETING? NO, WE DON'T HAVE ANYBODY.
WE'LL MOVE ON ON MOVE ON TO THE SECOND ITEM, WHICH IS APPROVAL OF THE MINUTES TO CONSIDER APPROVAL OF THE MINUTES FROM THE AUGUST 6TH, 2024, UH, REGULAR CIVIL SERVICE BOARD MEETING.
UH, HAS ANYONE HAD A CHANCE TO TAKE A LOOK AT THOSE AND IF SO, DOES ANYONE HAVE ANY MODIFICATIONS TO THEM? SEEING NONE.
IS THERE A MOTION TO APPROVE THE MINUTES FROM, UH, THE AUGUST 6TH, 2024 REGULAR CIVIL SERVICE BOARD MEETING? SO MOVED.
UH, WHO WAS THAT? KYLA BOARD MEMBER GARVER AS THE MOVE IT.
UH, ANY DISCUSSION ON THE MOTION? OKAY.
ALL IN FAVOR? RAISE YOUR HAND OR SAY AYE.
THE, THE MOTION CARRIES UNANIMOUSLY.
WE DON'T HAVE ANY HEARING ITEMS TODAY, AND WE HAVE A FEW BRIEFING AND DISCUSSION ITEMS. THE FIRST IS THE FISCAL YEAR 25 DEPARTMENTAL PRIORITIES UPDATE.
JARED, I'LL TURN THAT OVER TO YOU.
I HOPE EACH OF YOU'RE DOING WELL THIS MORNING.
I KNOW THAT IN OUR LAST BOARD MEETING, ONE OF THE QUESTIONS THAT WE, UM, REVISIT, UM, I, SO WHAT I PUT TOGETHER THIS MORNING AS ANA BRINGS UP, UM, THE PRESENTATION IS, UM, OUR FISCAL YEAR 2025 PRIORITIES.
UM, WE'VE TALKED ABOUT THESE IN PART, BUT I JUST WANTED TO MAKE SURE THAT I BROUGHT THEM BACK TODAY.
UM, 'CAUSE WE'RE STILL WORKING ON THEM AND THAT'S STILL THE GUIDING WORK AND, AND, AND, AND HOW WE'RE THINKING ABOUT AS WE APPROACH THE NEW FISCAL YEAR AND THE WORK THAT REMAINS, UH, AHEAD OF US.
SO, AS YOU ALL KNOW, WE'RE, WE'RE DIVIDED AND WE'RE ORGANIZED INTO THREE UNITS HERE, UM, IN THE DEPARTMENT, OUR RECRUITING.
JARED, I APOLOGIZE, YOU'RE CUTTING OUT ON ME.
UM, HOPEFULLY, I DON'T KNOW IF IT'S, UM, I, I'M NOT, I'M NOT SURE, BUT JUST STOP ME IF, IF IT'S NOT GETTING ANY BETTER.
UM, BUT AS YOU KNOW, WE'RE, WE ARE.
IT IS GETTING A LITTLE BETTER.
UHHUH
OUR RECRUITMENT AND EXAMINING UNIT IS REALLY ABOUT HOW WE ADVERTISE, DETERMINE MINIMUM QUALIFICATIONS AND EVALUATE OUR APPLICANTS WHO EXPRESS INTEREST, UM, AND, AND FOR EMPLOYMENT HERE FOR OUR CIVIL SERVICE POSITIONS.
AND THEN OUR TEST AND VALIDATION ASSESSMENT GROUP, WHICH IS AROUND MAKING SURE THAT WE HAVE, UM, DEFENSIBLE, UH, TOOLS THAT WE USE TO ASSESS THAT WE ARE RESPONDING TO THE DEPARTMENTS AND UNDERSTANDING WHAT THEIR ASSESSMENT NEEDS ARE.
AND THEN, OF COURSE, THE ADMINISTRATION UNIT, WHICH, UH, MANY OF YOU ARE HEAVILY INVOLVED IN AS IT RELATES TO OUR ADMINISTRATIVE, OUR TRIAL BOARD, AND ADMINISTRATIVE LAW HEARINGS.
AND, AND SO REALLY OUR, OUR PRIORITIES CENTER AROUND THREE STRATEGIC FOCUS AREAS.
SO TALENT ATTRACTION, HOW WELL ARE WE AT ATTRACTING TALENT HERE TO THE CITY OF DALLAS? TALENT ASSESSMENT, HOW WELL ARE WE ASSESSING THAT TALENT AND PLANNING FOR FUTURE NEEDS OF TALENT? AND THEN OPERATIONAL EXCELLENCE, WHICH IS AROUND OUR METRICS AND ENSURING THAT WE ARE GUIDED IN OUR EVOLUTION OF OUR CIVIL SERVICE, UM, PRACTICE.
AND THAT WE ARE TAKING INTO ACCOUNT THE FEEDBACK WE HAVE ON HOW WE'RE PERFORMING, PERFORMING AS A, AS A DEPARTMENT, BE IT THROUGH OUR PERFORMANCE MEASURES, UM, FROM A BUDGETARY PERSPECTIVE THROUGH OUR OWN INTERNAL METRICS OR OUR CIVIL LEVEL AGREEMENTS THAT WE'VE PROMISED OR DEDICATED OURSELVES TO PROVIDE A SERVICE TO, TO OTHER DEPARTMENTS.
AND WE DO ALL OF THIS BECAUSE AS WE LOOK IN THE NEXT SLIDE, IT'S REALLY AROUND OUR TALENT IMPERATIVES IF WE'RE GOING TO MEET THE TALENT NEED.
NEXT SLIDE ON A, IF YOU'RE GO, IF WE'RE GONNA MEET OUR TALENT IMPERATIVES AND OUR TALENT NEEDS HERE AT THE CITY OF DALLAS, WE MUST DO FOUR THINGS, IS EXPAND OUR CANDIDATE, REACH THROUGH ENHANCED STRATEGIC MARKETING, BRANDING, TECHNOLOGY, AND SOCIAL MEDIA EFFORTS.
WE MUST INTENTIONALLY GATHER AND MARKET CAREER POSITION DATA TO DEVELOP AND REFINE OUR TALENT SOURCING STRATEGIES.
AND WE MUST CREATE THOSE CAREER INTERESTS TO AND ESTABLISH TALENT PIPELINES INTO THOSE CRITICAL CIVIL SERVICE AND PUBLIC SERVICE CAREER OPPORTUNITIES THROUGH CULTIVATING THOSE COMMUNITY AND EDUCATIONAL PARTNERSHIPS.
AND THEN WE MUST INCORPORATE DELIBERATE
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EQUITY PLANNING AS THE FRAMEWORK OF THE ORGANIZATION'S TALENT STRATEGY.SO AS WE LOOK AT THE NEW FISCAL YEAR AND WHAT WE'RE GOING TO CONTINUE TO WORK ON, IT'S REALLY A CONTINUATION OF WHAT WE'VE BEEN WORKING ON IN THIS PAST YEAR BECAUSE THAT WORK REMAINS STILL NEEDED, UM, IF WE'RE GONNA POSITION OURSELVES TO, TO ACQUIRE THIS TALENT OR BE ABLE TO EFFECTIVELY SOURCE THIS TALENT.
SO IF WE LOOK IN THE NEXT SLIDE IS OUR CONTINUE TO WORK WITH THE OFFICE OF EQUITY AND INCLUSION TO DEVELOP, LAUNCH AND MONITOR OUR OPERATIONAL DELIVERABLES THAT PROMOTE OUR TALENT ACQUISITION GOALS AS ESTABLISHED IN OUR RACIAL EQUITY PLAN.
IT'S HIGH TIME FOR US TO GO BACK AND TAKE A LOOK AT THAT TO SEE WHERE WE ARE.
AND THAT'S WHAT WE WILL BE, UM, FOCUSED ON.
CONTINUE OUR COLLABORATION WITH THE DEPARTMENT OF MARKETING TO DEVELOP AND LAUNCH A COMPREHENSIVE BRAND CAMPAIGN THAT HIGHLIGHTS AND BUILD AWARENESS FOR CITY OF DALLAS TALENT OPPORTUNITIES.
IN OTHER WORDS, WHAT WE UNDERSTAND AND WHAT WE'VE BEEN WORKING ON AND WHAT WE'RE GOING TO CONTINUE TO WORK ON IS HOW DO WE MARKET AND BRAND THE CITY OF DALLAS AS A A, AN EMPLOYER OF CHOICE, BUT ALSO AN EMPLOYER THAT HAS OPPORTUNITIES, UM, ACROSS THE SPECTRUM OF, OF, OF CIVIL SERVICE CAREER OPPORTUNITIES.
AND HOW DO WE CAPTURE THAT ESSENCE AND COMMUNICATE THAT TO A LARGER COMMUNITY, UM, IN TERMS OF A MARKETING AND BRANDING CAMPAIGN.
SO WE'VE BEEN PARTNERING WITH COMMUNICATIONS AND WITH HUMAN RESOURCES TO FIGURE OUT HOW DO WE DEVELOP AND LAUNCH SUCH A COMPREHENSIVE, UM, BRAND CAMPAIGN.
AND SO MY HOPE IS THAT WE'LL BE ABLE TO COME BACK TO YOU ALL TO SHARE WITH YOU OUR WORK, UM, IN THAT AREA HERE IN THE, IN THE NEAR FUTURE, CONTINUE OUR PARTNERSHIPS WITH INTERNAL DEPARTMENTS THAT IDENTIFY CRITICAL AND HARD TO FILL POSITIONS AND CONDUCT CANDIDATE SOURCING REVIEWS.
ONE OF THE THINGS THAT WE'VE LEARNED IS THAT IF WE CONTINUE TO DO THE SAME BUSINESS AS WE'VE ALWAYS DONE YEAR OVER YEAR, AND NOT TAKE A LOOK BACK TO UNDERSTAND WHERE ARE WE GETTING THESE CANDIDATES? HOW ARE WE, HOW ARE WE PROGRESSING IN TERMS OF OUR CRITICAL AND HARD TO FILL POSITIONS? I THINK THAT WE'LL NEVER MEET OUR LONG TERM GOALS.
ONE OF THE THINGS THAT WE'VE DONE YEAR OVER YEAR AND WE CONTINUE TO DO IS LOOKING AT POSITION ANALYSIS WORK AND MAKING THOSE MODIFICATIONS IN ORDER TO ENHANCE THE TALENT POOL IN LAYMAN'S TERMS IS THAT IF WE DON'T EVER ANALYZE A POSITION, UM, BUT FOR EVERY 20, 30 YEARS, WE KNOW THAT THAT BODY OF WORK AND THOSE SKILLS AND THE EXPERIENCES NEEDED TO ADEQUATELY PERFORM THAT JOB WILL BE OUT OF DATE AND ANTIQUATED.
AND SO WE'LL BE OUT IN THE MARKETPLACE LOOKING FOR INDIVIDUALS THAT DON'T EXIST ANYMORE OR LOOKING FOR SKILLS THAT ARE NOT NECESSARILY SUITABLE TO THE JOB AS IT EXISTS TODAY.
AND SO ONE OF THE THINGS THAT, UM, I, I'VE BEEN VERY CLEAR EYED ABOUT IS THAT YEAR OVER YEAR, WE NEED TO IDENTIFY WHAT ARE THOSE CRITICAL AND HARD TO FILL POSITIONS, MAKING SURE THAT WE UNDERSTAND WHAT ARE THE SKILLS AND EXPERIENCES NEEDED AND MAKING THOSE CHANGES, UM, TO THAT RECRUITMENT STRATEGY AND EVEN HOW WE ASSESS THAT TALENT, UM, AS WE MOVE FORWARD.
AND SO WE'LL BE IDENTIFYING THOSE AND SEEING THE PROGRESS THAT WE'VE MADE.
WE'VE LOOKED AT CODE COMPLIANCE OFFICERS RIGHT NOW WE'RE WRAPPING UP EVEN OUR 9 1 1, UM, COMMUNICATION POSITIONS BECAUSE WE KNOW THAT CONTINUES TO BE A NEED.
BUT WE ALSO KNOW THAT CONTINUES TO BE A SHORTAGE OF INDIVIDUALS IN THAT TALENT PIPELINE.
SO UNDERSTANDING EXACTLY WHAT THAT JOB REQUIRES AND WHAT DOES IT DO TODAY, CONTINUES TO BE AN IMPORTANT BODY OF WORK IN ORDER TO POSITION OURSELVES FOR LONG-TERM SUCCESS.
AND THEN FOURTHLY IS CONTINUE COLLABORATIONS WITH IT, WITH OUR INFORMATION TECHNOLOGY SERVICE AND HUMAN RESOURCES TO ASSESS AND ADDRESS OUR, UH, SWORN AND UNIFORM HIRING NEEDS AND CONFIGURE OUR APPLICANT TRACKING SYSTEM TO PROVIDE THAT, UM, FUNCTIONALITY THAT'S NEEDED IN ORDER TO HANDLE OUR PROMOTIONS FOR POLICE AND FIRE AS WE MOVE INTO OUR NEW WORKDAY ENVIRONMENT.
AND SO WE CONTINUE TO EXPLORE WHAT THAT TECHNOLOGY SOLUTION, UM, WILL LOOK LIKE, UM, AS WE TRY TO INTEGRATE AND MAKE SURE THAT WE'RE ALL WITHIN ONE, UM, SYSTEM, UM, AS IT RELATES TO OUR TALENT, UH, MANAGEMENT AND ACQUISITION SYSTEM OF WORKDAY HERE IN THE CITY.
SO THOSE ARE, UM, AN OUTLINE OF, I KNOW THAT THAT WAS A REQUEST, UM, AND I'LL STAND FOR ANY QUESTIONS OR, OR DISCUSSION AROUND THESE, UM, AS WE MOVE FORWARD, MR. CHAIR, AS HIS SCREEN JUST FROZE AND HOPEFULLY HE'S BACK.
I
IF IT'S OKAY, I MAY COME INTO YOUR OFFICE.
'CAUSE I'M MISSING MOST OF WHAT'S BEING SAID, IF THAT'S OKAY.
MOST THIRDLY, THE SCREEN IS BREAKING UP BOARD MEMBERS.
ARE THERE ANY QUESTIONS OR DISCUSSIONS FOR, UM, FOR SURE INFORMATION? I'LL BE RIGHT THERE.
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BOARD MEMBER COLE, I SEE YOUR HAND.I MEAN, I'LL FIGURE IT OUT SOONER OR LATER.
UM, THANK YOU SO MUCH, JARED, FOR PUTTING THIS TOGETHER.
UM, FOR SOME OF THESE ITEMS, CAN WE MAYBE FLUSH OUT LIKE, YOU KNOW, WHAT WE'RE GOING TO DO TO DO EACH OF THESE THINGS? ABSOLUTELY.
SO WHAT I WANT TO BE ABLE TO COME BACK TO DO IS TO SHOW YOU WHAT ARE THE PRIORITIES AND THEN UNDERNEATH THEM, COME BACK WITH A, WITH THE SUPPORTING ACTIONS OR THE ACTIONS THAT WILL SUPPORT US MEETING THOSE, THOSE HIGH, THOSE PRIORITIES.
AND AS WE'VE DONE YEAR OVER YEAR, ONCE A QUARTER, THEN KIND OF REPORT OUT ON WHAT'S THAT PROGRESS RELATED TO THOSE.
BUT AT A VERY HIGH LEVEL, I WANTED TO JUST KIND OF SHARE THIS IS WHERE WE ARE AND THEN WALK US INTO SUPPORTING PRIORITIES AS WE KICK OFF THE FISCAL YEAR.
BECAUSE THESE ARE GREAT, BUT THEY'RE JUST HUGE, YOU KNOW,
AS THOSE, THE MANY SMALL STEPS UNDERNEATH.
AND SO THAT'S MY, THOSE ARE MY NEXT STEPS AND MY PLANS IN TERMS OF NEXT STEPS.
THANK YOU EVERYBODY FOR PURPOSES.
I CAN NOW SEE EVERYBODY AND HEAR EVERYBODY.
I APOLOGIZE FOR THE, UH, THE OPTICS.
I COULDN'T HEAR ABOUT HALF OF WHAT YOU SAID, SO I APOLOGIZE FOR THAT.
JARED, DID THAT CONCLUDE EVERYTHING? ARE THERE ANY FURTHER QUESTIONS FOR JARED ON THE PRIORITIES? OKAY.
AND, AND, AND I'LL, I'LL MAKE SURE WE FOLLOW UP, UM, WITH THOSE, WITH, WITH THOSE SUPPORTING PRIORITIES AND ACTIONS AS WE, AS WE MOVE ACROSS THE QUARTER.
AND AS I TRY TO ALSO TIE IT IN, JUST SO SHARE WITH THE BOARD IS THAT WE DO OUR METRICS ONCE A QUARTER, SHARE QUARTERLY THE UPDATES IN TERMS OF PROGRESS AGAINST THOSE SUPPORTING, UM, ACTIONS AS, AS WE DISCUSSED.
UH, OUR NEXT BRIEFING AND DISCUSSION ITEM IS B SWORN PROMOTIONAL FORECAST.
SO, YOU KNOW, IT'S ALWAYS AN EXCITING TIME OF YEAR WHEN WE GET READY TO LAUNCH OUT INTO THE, UM, WORLD OF OUR PROMOTIONAL, UM, EXAMS, WHICH REALLY SUPPORT A LARGE PORTION OF OUR SWORN SERVICE, WHICH IS NEARLY HALF OF OUR CITY'S EMPLOYMENT, UH, POPULATION.
AND SO THESE ARE JUST TENTATIVE DEADLINES AND PROMOTIONAL, UM, TIMELINE OF US AND OUR COMMITMENT BACK TO POLICE AND FIRE.
AND SO, AS YOU CAN SEE WITH DALLAS POLICE DEPARTMENT, WE PLAN, WE'VE ANNOUNCED SENIOR CORPORAL AND WE ARE NOW GONNA START MOVING TOWARDS GIVING A SENIOR CORPORAL EXAM AND THEN IN THE SPRING MOVING INTO, UM, THE FALL OF NEXT YEAR, ANNOUNCE THE OTHER RANKS OF LIEUTENANT SERGEANT.
UM, AND THEN WE'LL, WE'LL WRAP ALL THE WAY BACK AROUND BECAUSE THE GOAL IS TO BE ABLE TO ENSURE THAT ON YOU ALL'S BEHALF, THAT THE, THE POLICE CHIEF AND THE FIRE CHIEF HAS AN ACTIVE COMPETITIVE REGISTER OF ELIGIBLES FOR WHICH TO CHOOSE INDIVIDUALS FOR PROMOTION.
AND SO OUR, YOU KNOW, OUR GOAL IS TO MAKE SURE THAT WE'RE PROVIDING FOR THOSE COMPETITIVE EXAMINATIONS AND THOSE ASSESSMENT CENTERS BY WHICH WE CAN CREATE THAT REGISTER OF ELIGIBLES.
AND SO WE'RE GONNA STRIKE OUT HERE IN SEPTEMBER WITH SENIOR CORPORAL, AND THEN WE'RE GONNA BALANCE THAT OUT INTO THE SPRING, SUMMER, AND FALL OF NEXT YEAR WITH THOSE UPPER RANKS BECAUSE
UM, OUR PRIMARY FOCUS AND GOAL IN THE LATE FALL AND EARLY SPRING WILL BE TO SUPPORT THE WORK OF DFR AND FIRE PREVENTION.
UM, IT'S A, OF COURSE, WE KNOW THAT FIRE PREVENTION IS A SMALLER, UM, GROUP OF INDIVIDUALS WHO GO OUT IN OUR CITY AND MAKE SURE THAT WE'RE STAYING SAFE AND, AND ALL THAT SMALLER THAN OPERATION PER SE.
SO WE WILL START WITH FIRE PREVENTION AND AS YOU SEE ROLL FROM OCTOBER INTO MAY IS OUR TENTATIVE PLAN.
AND SO WE'RE WORKING WITH THE DEPARTMENT TO MAKE SURE THAT WE HAVE OUR SOURCE LIST CORRECT, THAT WE HAVE THE CONVENTION CENTER TO MAKE SURE THAT WE HAVE SPACE ENOUGH AND WORKING WITH OUR VENDOR TO IDENTIFY ASSESSORS AND ALL THE MOVING COMPONENTS IN TERMS OF ORGANIZING AND DEPLOYING THESE FIRE PREVENTION.
ONE OF THE THINGS YOU'LL SEE AS WE MOVE FORWARD IS ON OUR METRICS ONCE A MONTH, WE SHOW YOU KIND OF THE HEALTH OF THE REGISTERS, HOW MANY PEOPLE HAVE BEEN CHOSEN WITHIN THE QUARTER IN TERMS OF PROMOTION.
SO THIS IS THE WORK THAT GOES BEHIND THE SCENES TO ENSURE THAT WE'RE ABLE TO REFRESH THOSE REGISTERS AND HAVE AN ACTIVE REGISTRY FOR, FOR PROMOTION.
AND SO I WANTED TO SHARE THAT WITH YOU.
MANY OF THESE DATES WILL PROBABLY CHANGE, BUT THIS IS OUR PROJECTION AND OUR PROMOTION AS WE GET READY TO GO, UM, INTO, INTO THE NEW FISCAL YEAR.
AND SO I'LL STAND THERE FOR ANY, FOR ANY QUESTIONS OR COMMENTS ABOUT, ABOUT
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THIS WORK BOARD MEMBERS.DO YOU HAVE ANY QUESTIONS FOR CHAIR ON THIS? OKAY.
HEARING NONE, WE'LL GO TO THE NEXT ITEM.
THE CIVIL SERVICE RULES REVISION UPDATE.
I KNOW MANY OF YOU THINK THAT I'M JUST KEEPING THIS ITEM ON THE AGENDA.
UM, JUST AS A PLACEHOLDER, UM, MONTH, MONTH OVER MONTH, NO, WE, WE HAVE ANOTHER RULES REVISION THAT WE ARE GETTING READY TO EMBARK UPON.
UM, WE'VE GOTTEN A REQUEST TO CONSIDER A RULE AMENDMENT, UM, FROM DALLAS POLICE FOR OUR ENTRY-LEVEL POLICE OFFICER, UM, MINIMUM REQUIREMENTS.
AND SO WHAT WE'RE CURRENTLY, UH, FINALIZING IS THE VALIDATION OF LOOKING ACROSS OTHER JURISDICTIONS WHO WE COMPARE OURSELVES TO OUR OTHER QUEER CITIES TO SEE, YOU KNOW, WHAT ARE THE REQUIREMENTS TO DO SOME VALIDITY WORK.
UM, I THINK THAT WE GENERALLY ARE IN SUPPORT OF ANY EFFORTS TO WIDEN OUR POOL OF, OF QUALIFIED CANDIDATES FOR ENTRY LEVEL POLICE.
AND SO WE'RE VERY SUPPORTIVE OF THAT, OF BEING MORE INCLUSIVE THAN, THAN THAN RESTRICTIVE IN TERMS OF OPENING IT UP.
SO I IMAGINE THAT WE WILL SUPPORT STAFF WILL SUPPORT AND RECOMMEND TO YOU AS A CIVIL SERVICE BOARD YOUR SUPPORT, UM, OF THIS AMENDMENT, UM, THAT WILL PROVIDE A DIFFERENT, UH, UH, AN ADDITIONAL PATHWAY FOR INDIVIDUALS TO GAIN EMPLOYMENT.
WE RECENTLY DID THE SAME WITH, WELL, SOMETHING SIMILAR WITH POLICE, I MEAN WITH, WITH, WITH FIRE, BY ALLOWING INDIVIDUALS TO WHO HAVE MET TEXAS SUCCESS INITIATIVE SCORES WITHIN THEIR COLLEGES AND UNIVERSITIES TO MOVE FORWARD.
SO YOU'LL SEE SOMETHING NOT THE SAME BUT SIMILAR COMING FORWARD TO YOU.
AND SO OUR NEXT MONTH'S MEETING, WE WILL HAVE A PUBLIC HEARING ON THIS ITEM AND HOPEFULLY A RECOMMENDATION TO YOU FOR APPROVAL, UH, FOR, FOR THIS, FOR YOUR CONSIDERATION NEXT MONTH.
SO I WANTED TO LEAVE THIS ITEM ON TODAY'S AGENDA SO THAT YOU KNOW, THAT NEXT MONTH YOU CAN EXPECT AN ACTION ITEM ON YOUR END, UM, TO, AND TO HEAR FROM THE PUBLIC.
SHOULD ANYONE WANT TO AVAIL THEMSELVES, UM, ON THIS RULE AMENDMENT.
AND JARED, AS I UNDERSTAND IT, WE WOULD NEED TO, WE'LL GET A COPY OF THE WORDING, THE PROPOSED WORDING THAT WOULD BE PRIOR TO, PRIOR TO.
AND THE, THE NOTICE HAS TO GO OUT, WHAT, 10 DAYS AND AT LEAST 10 DAYS PRIOR TO THE HEARING, 10 DAYS PRIOR TO THE HEARING.
WE HAVE TO, UH, ACCORDING TO CIVIL SERVICE RULES, WE NEED TO MAKE THE CITY OF DALLAS EMPLOYEES AND OUR NORMAL EMPLOYEE GROUP, UM, NOTICED OF THIS POTENTIAL RULE CHANGE, UH, HEAR BACK FROM THE PUBLIC, UM, SCHEDULE THE PUBLIC HEARING AS WE DID MOST RECENTLY.
AND THEN I THINK BECAUSE OUR GOAL IS TO GET YOU ALL'S INPUT AND YOUR APPROVAL SO WE CAN MOVE TO A COMMITTEE OF COUNCIL IN NOVEMBER SO WE CAN SEEK COUNCIL APPROVAL BY DECEMBER.
SO THIS RULE CAN GO INTO EFFECT SO WE CAN BE ABLE TO QUICKLY EXPAND OUR APPLICANT POOL AND CHANGE THE MINIMUM QUALIFICATIONS FOR ENTRY LEVEL POLICE DURING THE CITY.
AND THE LAST TIME WE HAD A MINOR RULE AMENDMENT WAS WITH THE FIRE DEPARTMENT.
AND THAT WAS ON A CONSENT AGENDA OF NO OPPOSITION WITH THE COUNCIL WAS APPROVED AND SAW YOU.
WOULD YOU ANTICIPATE THAT THIS WOULD PROBABLY BE SIMILAR? YES.
I THINK THAT THIS SHOULD BE A SIMILAR TYPE OF STRAIGHTFORWARD THING.
THE GOOD THING IS THAT WE'VE HAD A LOT OF COORDINATION BETWEEN OUR RECRUITMENT EFFORTS, THE PUBLIC SAFETY COMMITTEE, UM, AND, AND COUNCIL IN ORDER TO, TO, TO, TO MOVE THESE ITEMS FORWARD.
'CAUSE WE WANT TO PUT THE, WE WANNA PUT OUR SWORN PARTNERS IN THE BEST POSSIBLE POSITION TO RECRUIT AND OR RETAIN.
SO I DON'T ANTICIPATE, UM, THIS BEING, UH, PROBLEMATIC.
IT'S A VERY MINOR RULE AMENDMENT AND IT POTENTIALLY TO THE BENEFIT OF OUR RECRUITMENT EFFORTS.
SO I, I ANTICIPATE IT BEING PRETTY STRAIGHTFORWARD.
ANY QUESTIONS FOR JARED ON THE PROPOSED RULE AMENDMENT? AND THEN THAT IS MY SINCERE HOPE AND PRAYER THAT AFTER THIS RULE AMENDMENT THAT WE WILL BE PRETTY SOLID IN TERMS, UH, OF RULE AMENDMENTS.
IT, WE'D ONLY TOOK US 30 YEARS TO AMEND THE RULES, AND NOW IN THE LAST YEAR WE'VE AMENDED THEM QUITE A, QUITE A BIT, BUT ALL FOR GOOD REASON.
SO, UM, I'M, I'M, I'M PLEASED WITH THAT WORK.
I'M NOT TAKING ANY, UH, ANY ODDS ON THIS, SO, BUT, UH, WE'VE MADE A LOT OF PROGRESS.
OUR LAST ITEM IS THE DEPARTMENTAL UPDATES AND ANNOUNCEMENTS.
UM, AS YOU KNOW, WE'RE ROUNDING OUT, UM, THE, THE FISCAL YEAR AND GETTING READY FOR THE NEXT, WE'VE BEEN WORKING VERY CLOSE WITH DPD IN OUR HIRING EVENTS.
WE HAD SOME GOOD, UM, INTERNAL DPD COMMUNICATIONS INTERVIEW EVENTS HERE ON AUGUST 16TH.
AND ON THE 27TH, UM, GENERATED 26 JOB, UM, SEEKERS, WHICH WE WERE ABLE TO INTERVIEW ALL OF THOSE.
IT WAS MORE OF A VERY, UM, I WON'T SAY FOR THE LACK OF A BETTER WORD, BOUTIQUE, BUT, YOU KNOW, VERY, VERY SPECIALIZED, UM, OR TARGETED APPROACH TO A RECRUITMENT EVENT, WHICH I THINK, UH, HAS THE ABILITY AND IF REPLICATED AND DUPLICATED THE SCALE TO, TO REALLY BE SUCCESSFUL.
AND WE DID, WE DID THAT AGAIN ON THE 27TH, AND AS YOU KNOW, WE'RE PREPARING FOR OUR UPCOMING UNIFORM PROMOTIONAL
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EXAMS AND, UH, WE WANT TO BE ABLE TO SUPPORT AND MAKE GOOD DECISIONS ABOUT WHAT HIRING EVENTS WE SUPPORT IN THE FALL TO MAKE SURE WE'RE IN THE RIGHT PLACE AND USING OUR TIME AND RESOURCES AND PEOPLE'S TIME AND RESOURCES APPROPRIATELY.AND SO, UM, THOSE ARE OUR DEPARTMENT, UM, ANNOUNCEMENTS FOR THE MONTH OF SEPTEMBER AND LOOKING FORWARD TO, TO, TO BEING BACK WITH YOU AND TALKING ABOUT ALL THE GOOD THINGS WE HAVE KICKED OFF FOR THE MONTH OF OCTOBER.
UM, WITH ANY OF THE RECOMMENDATIONS BEING MADE BY THE CITY MANAGER'S OFFICE, IS THERE ANY IMPACT ON OUR, OUR OFFICE, OUR JURISDICTION? NO, I, I THINK THAT WHAT, WHAT WE'RE SEEING, UM, BOARD MEMBER GERBER IS, UM, A A GREAT DEAL OF COORDINATION, REALLY AND TRULY, IF WE LOOKED AT THE CITY MANAGER'S ACTION PLAN IN THE FIRST 90, THE FIRST A HUNDRED DAY OR FIRST 90 DAY, UM, PLAN, UM, OUR POLICE CHANGES TO, SOME OF OUR POLICE HAVE BEEN IN TANDEM WITH WHAT WE'RE TRYING TO ACCOMPLISH, BOTH OUTTA THE CITY MANAGER'S OFFICE AND, AND, AND CIVIL SERVICE OFFICE.
SO I, I HAVEN'T, I HAVEN'T HAD THAT EXPERIENCE.
UM, YOU KNOW, AND SO I THINK WHAT WE RECOGNIZE IN, IN, IN BOTH LOCATIONS IS THAT IF WE'RE GONNA ACQUIRE THIS TALENT IN AN EFFECTIVE AND EFFICIENT WAY, WE ALL HAVE TO COME TO THE TABLE AND WORK TOGETHER, UM, AND, AND CAST THIS WIDE AND THAT AS POSSIBLE.
BUT DIRECTLY TO YOUR ANSWER, NO, NONE OF THOSE RECOMMENDATIONS, UM, HAVE BEEN IMPACTFUL IN, IN THE WAY, IN THE WAY YOU, SO NOT UNIFORMED, NOT NOT UNIFORMED.
'CAUSE I KNOW THAT THERE'S, YOU KNOW, REDUCTION IN STAFFING BEING CONSIDERED AND SOME OF IT'S ALREADY HAPPENED.
SO I JUST WONDER IF THAT'S GONNA CHANGE ANY OF OUR TIMELINES OR ANY OF OUR CRITERIA FOR HIRING OR ANY OF OUR OUTREACH EFFORTS IF THERE'S MORE, UH, COLLABORATION BETWEEN, UH, UH, CIVIL SERVICE AND HR.
I MEAN, THIS JUST SOUNDS, IT'S A, IT SEEMS TO BE A VERY TRANSITIONAL TIME WHERE IF ANY BIG MOVES ARE GONNA BE MADE, THAT'S GONNA HAPPEN NOW.
WELL, YEAH, NO, I THINK THAT WE, WE, WE'VE CONTINUED TO BE, I THINK IN COORDINATION.
UM, RIGHT NOW, FOR EXAMPLE, UM, WE'RE STILL WORKING THROUGH AND GONNA REPORT OUT ON SOME PROCESS IMPROVEMENT EFFORTS THAT HAVE TAKEN PLACE BETWEEN OUR SWORN DEPARTMENTS, HUMAN RESOURCES AND CIVIL SERVICE.
SO EVEN IN THIS TRANSITIONAL PERIOD, WE UNDERSTAND THAT IN ORDER TO TRANSITION, WE HAVE TO LOOK INTERNALLY TO SAY, WHAT CAN WE DO DIFFERENTLY AND BETTER? UM, AND SO THAT'S WHAT I THINK YOU'RE SEEING A LOT OF, AND I ANTICIPATE US SEEING EVEN MORE OF, BECAUSE WE'RE ONLY GONNA BE STRONGER, I THINK, TOGETHER EVEN DURING THIS PERIOD OF TRANSITION, YOU KNOW, HOWEVER, TRANSITION, YOU KNOW.
THANK YOU UHHUH,
HEARING NONE, I'M GONNA ORDER EVERYBODY TO GO OUTSIDE AND ENJOY THE BEAUTIFUL DAY WHILE WE HAVE, I HAVE A FEW MORE COOL DAYS HERE BEFORE WE GET BACK TO THE NINETIES.
SO THANK YOU ALL VERY MUCH AND WE WILL SEE YOU NEXT MONTH AT THE OCTOBER MEETING.
WE'LL HAVE THE PUBLIC HEARING ON THE, HOPEFULLY HAVE THE PUBLIC HEARING ON THE RULES AMENDMENT.
SO THANK YOU ALL FOR, FOR BEING HERE TODAY.
WE ARE ADJOURNED AT 9:58 AM THANK YOU.