GOOD MORNING. IT IS MARCH 4TH, 2025. IT IS NOW 9:07 A.M..
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WE CALL THE WORKFORCE EDUCATION AND EQUITY COMMITTEE TO ORDER.THIS MORNING WE BEGIN OUR DAY WITH A VERY INTERESTING EVENING.
SO WE ARE I THINK EVERYTHING SHOULD BE STABILIZED.
OTHERWISE WE WOULD HAVE STARTED AT 9 A.M.. JUST A FEW COMMENTS BEFORE ENGAGING WITH THE BRIEFING.
IT'S BEEN MOVED AND SECOND, MOVED BY VICE CHAIR SCHULTZ.
AND SECOND, I BELIEVE, WAS THAT RESENDEZ? YES.
ALL RIGHT. THANK YOU. IT'S BEEN MOVED AND SECONDED, AND THESE MINUTES HAVE BEEN APPROVED.
SO NOW, AS WE MOVE TO THE CONVERSATION AROUND MAINTAINING AND STRENGTHENING OUR CONNECTIONS WITH OUR CITY DEPARTMENTS AND TRYING TO ANCHOR INSTITUTIONS, IT'S VERY IMPORTANT THAT WE CONTINUE TO COLLABORATE, CONSULT AND PROVIDE STRATEGIC ADVICE ON HOW WE CAN ADVANCE OUR SERVICES, PROGRAMS AND RESOURCES, WHICH WILL FURTHER BOOST OUR ECONOMIC AND SOCIAL VIBRANCY FOR THE BENEFIT OF THE CITY OF DALLAS, AS WELL AS THE EMPLOYEES WHO PROVIDE THOSE SERVICES.
AND SO WE CONTINUE TO PROVIDE OR ATTEMPT TO PROVIDE ACCURATE AND TRANSPARENT INFORMATION SO THAT THE DALLAS RESIDENTS WILL UNDERSTAND OUR COMMITMENT TO THEM. AND WE HAVE TO CONTINUE TO UNDERSCORE.
WE KNOW WE ARE FACING CHALLENGES ON A DAY TO DAY BASIS, BUT IT'S ALWAYS OUR GOAL TO TRY TO BRIDGE THOSE GAPS AND MAKE SURE WE'RE BRINGING ALL COMMUNITIES INTO THE LOOP AS IT RELATES TO QUALITY OF LIFE ADVANCEMENTS.
SO WE'RE HAPPY TODAY TO HAVE THOSE OF YOU WHO ARE ONLINE, AS WELL AS THOSE IN THE PUBLIC, WHO LISTEN TO US ONLINE TO MAKE SURE WE FOCUS ON THIS CONVERSATION WITH THE WEE COMMITTEE.
WE'RE FOCUSED ON THE EDUCATIONAL COMPONENT ALSO.
WE ARE FOCUSED ON THE EDUCATION COMPONENT AS IT RELATES TO OUR COMMUNITY, BECAUSE WE WANT TO EQUIP THEM WITH THE INFORMATION THAT THEY NEED SO THEY WILL UNDERSTAND ACCESS AND OPPORTUNITIES THAT ARE AVAILABLE TO THEM IN ORDER TO CREATE A MORE VIBRANT COMMUNITY.
AND SO TODAY WE HAVE A NUMBER OF TOPICS THAT WE ARE ENGAGED IN AND WE HOPE THAT WE'RE ABLE TO GET, WHICH IS WHAT COMMITTEE MEMBERS WE CONTINUE TO SEEK IS HONEST, TRANSPARENT INFORMATION THAT WE USE AS WE USE IT TO MAKE DECISIONS. AND JUST FOR THE PUBLIC TODAY, I KNOW THEY DON'T SEE EVERYONE HERE AROUND THE HORSESHOE.
IT IS MORE THAN COUNCILWOMAN SCHULTZ AND I. WE ALSO HAVE COUNCIL MEMBERS RESENDEZ ONLINE, COUNCIL MEMBER RIDLEY AND COUNCILWOMAN WILLIS, I BELIEVE THOSE ARE THOSE CHAIR COUNCIL MEMBERS ONLINE JUST FOR THE PURPOSE OF THE PUBLIC.
ONLINE, MADAM CHAIR, PAULA BLACKMON. IT'S BLACKMON, NOT WILLIS.
I AM SORRY, YOU KNOW WHAT HAPPENED. YOU'RE MUCH MORE CLEARER NOW.
AND THEN I HAVE ON THE GLASSES ALSO. THAT WAY THAT MEANS I CAN SEE A LITTLE LESS COUNCILWOMAN PAULA BLACKMON IS ONLINE, NOT WILLIS. THANK YOU, AND SO. MADAM CHAIR, MADAM CHAIR, POINT OF ORDER.
WE DID NOT TAKE A VOTE ON THE MINUTES. YOU JUST ASKED FOR A MOTION AND A SECOND.
WE DIDN'T VOTE. COUNCIL MEMBER RIDLEY, I APPRECIATE THAT SO MUCH.
COUNCILWOMAN WILLIS IS NOW ONLINE. NOW THAT WE HAVE EVERYONE IDENTIFIED ONLINE, NOW WE'LL GO BACK AND MAKE SURE THE MINUTES HAVE BEEN SECOND, PROPERLY MOVED AND SECOND. AND SO NOW WE CAN ENTERTAIN THE VOTE TO ACCEPT MISS BLACKMON IS PUTTING HER THUMB UP.
IS THERE, IS THERE? ALL THOSE IN FAVOR? AYE, YES.
ALRIGHT. I SIMPLY RESTATED IT A DIFFERENT WAY.
SO THERE ARE NO OPTIONS OPPOSITIONS TO THE MOTION.
AND SO THE MINUTES WILL BE FILED. THANK YOU SO VERY MUCH, CHAIRMAN RIDLEY.
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WE'LL START WITH THE UPSKILLING PILOT PROGRAM, WILL MOVE TO THE OFFICE OF COMMUNICATIONS AND CUSTOMER SERVICE.AND THEN THIRD, WE WILL LOOK AT THE CLOSING DISPARITIES ON THE DEPARTMENTAL PROGRESS MEASURES.
WE'RE TRYING TO ADDRESS THE DISPARITIES IN TERMS OF INFORMATION THAT AND PERHAPS JUST UNDERSTANDING AS IT RELATES TO WHAT OPPORTUNITIES EXIST FOR US EMPLOYEES IN THIS FIELD TO BE ABLE TO GAIN MORE KNOWLEDGE AS TO HOW THEY CAN STRENGTHEN THEIR POSITION THAT WHERE THEY'RE IN, OR USE THAT INFORMATION IN TERMS OF RESOURCES SO THAT THEY CAN ADVANCE TO UPPER LEVELS IF THEY SO DESIRE.
AND SO AFTER WE CONTINUED HERE TODAY AND WRAP UP THE DATA, IT IS OUR GOAL TO MAKE SURE THAT WE TAKE WHAT WE HEAR TODAY FROM YOU AND SHARE THAT WITH THE CITY MANAGER TO SEE HOW WE CAN BEGIN TO BUILD A MORE ROBUST UPSKILLING PROGRAM WITH ACCURATE INFORMATION.
AND SO WE HOPE TODAY THAT YOU ALL WILL BE ABLE TO PROVIDE THE QUESTIONS, ANSWERS TO THE QUESTIONS THAT WE HAVE POSED TO YOU IN A WAY THAT IT IS BENEFICIAL NOT ONLY TO THE STAFF MEMBERS, BUT TO THE PUBLIC AS WELL.
CITY ASSISTANT CITY MANAGER PEREIRA THAT IS MY WISH.
AND IT IS THE INTENT OF THIS PARTICULAR INQUIRY AND PRESENTATION TO GET TO WHERE WE NEED TO GO.
SO AT THIS POINT, WE WILL TURN THE MIC OVER TO YOU FOR THOSE FURTHER INTRODUCTIONS.
IF YOU WOULD DO THAT, I'D BE HAPPY TO DO THAT.
CHAIR LIZ CEDILLO-PEREIRA WITH THE CITY MANAGER'S OFFICE.
WE HAVE NINA ARIAS, HR DIRECTOR, RAY WESTON, OUR SENIOR MANAGEMENT, COMPENSATION AND WORKFORCE PLANNING, LAURA DEACON, SENIOR TRAINING SPECIALIST WITH HUMAN RESOURCES, AS WELL AS CHIEF DAVID PUGH, CITY MARSHAL. CHIEF JOSEPH CHILDS, SECURITY ADMINISTRATOR.
AND CAPTAIN CRYSTAL HERRERA, MANAGING SECURITY WITH THE DALLAS MARSHAL'S OFFICE.
SO WITH THAT, I'LL TURN IT OVER TO NINA TO GET US STARTED.
THANK YOU, DIRECTOR ARIAS. THANK YOU, CHIEF LIZ.
GOOD MORNING. I WILL START THE PRESENTATION WITH AN OVERVIEW OF OUR THE INFORMATION WE'RE GOING TO BE PROVIDING TODAY. WE'RE GOING TO BE STARTING WE'RE GOING TO START TALKING ABOUT THE MERIT PAY AND WHAT ARE THE GENERAL RULES AND THE RATING SCALE AND PERCENTAGES AND THE TIMELINES THAT WE USE FOR MERIT PAY.
THIS IS IN RESPONSE TO QUESTIONS FROM THE CHAIR.
ALSO, WE'RE GOING TO BE PROVIDING AN OVERVIEW OF COMPENSATION RELATED TO SECURITY OFFICERS, THE DALLAS POLICE DEPARTMENT, DALLAS MARSHAL, SECURITY AND DETENTION OFFICERS, STAFF SCHEDULE AND TENURE WILL BE PRESENTED AS WELL.
AND WE'LL TALK ABOUT THE CAREER SERIES PROPOSAL AND NEXT STEPS FOR THOSE POSITIONS.
AND WE'LL END WITH AN UPDATE ON THE UPSKILLING PILOT PROGRAM THAT WE ARE THAT'S UNDERWAY.
NEXT SLIDE PLEASE. SO, THIS SLIDE PROVIDES THE MERIT GENERAL BUSINESS RULES THAT WE FOLLOW.
SO, I WILL NOT GO IN DETAIL. HOWEVER I'D LIKE TO HIGHLIGHT THE FIRST BUSINESS RULE, WHICH IS THE ANNUAL MERIT INCREASES ARE BASED ON A RECOMMENDATION BY THE CITY MANAGER AND APPROVED BY CITY COUNCIL.
ALSO, EMPLOYEES RECEIVE PERFORMANCE TYPICALLY ANNUALLY BEFORE THE END OF DECEMBER, BUT THE MERIT INCREASE IS BASED ON WHATEVER IT IS APPROVED AND TYPICALLY GOES INTO EFFECT AT THE BEGINNING OF THE YEAR.
THE LAST BUSINESS RULE SPEAKS ABOUT DEPARTMENT DIRECTORS RESPONSIBILITY TO MANAGE THEIR SALARY BUDGETS, TO ENSURE THAT THEY STAY WITHIN THE BUDGET OF THAT IS SET BY COUNCIL.
EXCUSE ME. THE NEXT SLIDE TALKS ABOUT THE PERFORMANCE RATING SCALE AND THE PERCENTAGES.
SO, EACH ONE OF THE PERCENTAGES ARE LISTED ACCORDING TO THE RATING.
SO FOR SIGNIFICANT EXCEED EXPECTATIONS FOR INSTANCE THE INCREASE WILL BE 5%.
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AND THERE IS A DESCRIPTION THERE OF WHAT SIGNIFICANT EXCEEDS EXPECTATIONS MEANS.AND THEN EACH ONE OF THE RATINGS AS YOU KNOW AS WELL.
SO, WE HAVE A SCALE THAT STARTS WITH SIGNIFICANTLY EXCEED EXPECTATIONS OF 5%, EXCEED EXPECTATIONS AT FOUR, FULLY MEET EXPECTATIONS, SOLID PERFORMANCE AT THREE.
SO, THIS DIFFERENT MERITS ACCOUNT SOMETIMES FOR THE DIFFERENCE IN HOW SOMEONE MAY BE COMPENSATED.
IF YOU HAVE SOMEONE WHO HAS SIGNIFICANTLY EXCEEDED FOR MANY YEARS, THEIR SALARY IS GOING TO BE HIGHER THAN SOMEONE WHO IS FULLY MET EXPECTATIONS OR HAVE NOT MET EXPECTATIONS. NEXT SLIDE PLEASE.
THIS SLIDE PROVIDES AN OVERVIEW OF THE MERIT PRORATION FOR NEW HIRES.
WHEN SOMEONE HAS BEEN HIRED AFTER THE YOU KNOW, THE SIX MONTHS OR LESS THAN SIX MONTHS FROM THE END OF THE FISCAL YEAR, THEY ARE NOT ELIGIBLE FOR MERIT.
AND IF THEY ARE, YOU KNOW, HIGHER BETWEEN TEN ONE AND 1033, THEY'LL GET 92% OF THE MERIT.
THEY GET 83% OF THE MERIT IF THEY ARE HIGHER IN NOVEMBER, IN DECEMBER, JANUARY, FEBRUARY AND MARCH.
SO, WE PRORATE THE INCREASE DEPENDING ON THE TIME OF HIRE.
THAT ALSO ACCOUNTS FOR SOME DIFFERENCES IN HOW PEOPLE ARE REWARDED AS IF SOMEONE JUST JOINED THE ORGANIZATION OR IS IN THEIR FIRST YEAR. THEY MAY NOT GET A MERIT THAT YEAR, AND OR THEY MAY GET A PRORATION BASED ON THE DATE OF HIRE.
AND THEN ON SLIDE SIX, THERE IS THE MERIT DISTRIBUTION TIMELINE.
SO IT TALKS ABOUT WHAT IS OUR CYCLE. SO IN OCTOBER COUNCIL APPROVED THE MERITS.
IN IN FOR FY 25 THE BUDGET WAS 3% PER EMPLOYEE AVERAGE.
AND THEN THE FINAL RATINGS ARE APPROVED IN DECEMBER.
NEXT WE'RE GOING TO HAVE AN UPDATE ON SECURITY OFFICERS COMPENSATION.
THIS IS A FAQ FORMAT BASED ON SOME QUESTIONS THAT WERE REQUESTED OR WERE ASKED THE PAY RATE FOR OFFICERS, SUPERVISORS AND SECURITY PERSONNEL WITHIN THE SAME TITLE ARE TYPICALLY DETERMINED BASED ON A COMBINATION OF SEVERAL FACTORS, WITH EXPERIENCE BEING THE PRIMARY CONSIDERATION.
SO, YOU KNOW, THEIR SALARY OF COURSE, IS GOING TO BE DIFFERENT THAN FOR THOSE THAT ARE JUST STARTING THEIR CAREER, OR THIS IS THEIR FIRST JOB IN SECURITY, OR THEY MEET THE MINIMUM QUALIFICATIONS.
EXCUSE ME, DID YOU SAY POLICE OFFICERS? YES. SO WE'RE ON THE SECURITY.
OFFICERS, YOU'RE MAKING A REFERENCE TO THE POLICE HERE? YES. AND MAYBE I DON'T KNOW IF THERE'S MORE DETAIL THAT CAN BE PROVIDED BY CHIEF PUGHES AND HIS STAFF, BUT SOMETIMES WE HAVE POLICE OFFICERS OR OTHER MARSHALS, PEOPLE THAT WILL DECIDE TO DEMOTE THEMSELVES INTO POSITIONS, OR THEY MAY HAVE GONE THROUGH THE ACADEMY AND THEY DID NOT YOU KNOW, PASS.
AND THEN THEY COME TO THEY CHOOSE TO MOVE TO BECOME.
I'M JUST TRYING TO GET FOCUSED ON THE GROUP THAT WE'RE FOCUSED ON.
AND THAT'S WHEN YOU SAID POLICE OFFICERS, YOU KIND OF THREW US INTO ANOTHER CONVERSATION. SO LET'S TRY TO STAY TO THIS GROUP ON THIS CONVERSATION SO I CAN UNDERSTAND HOW THEY ARE, THE DISPARITIES THAT EXIST. I THINK THAT WHEN YOU'RE COMING INTO THIS FIELD AND WITH THIS EXPERIENCE, HOW IT IMPACTS THE OTHERS WHO ARE ALREADY HERE.
SO THANK YOU. ABSOLUTELY. AND I WILL SAY, YOU KNOW, SOME OF THE COMMENTS ARE AIMED TO TALK ABOUT HOW SOMEONE MAY HAVE A DIFFERENT SALARY THAN YOU KNOW, OR MAY APPEAR TO HAVE A DIFFERENT SALARY WHEN THEY REALLY FALL WITHIN THE STANDARD PARAMETERS.
AGAIN, IT MAY BE OUTSIDE OF THE CITY OR WITHIN THE CITY IN A DIFFERENT ROLE, OR AT THE CITY IN THAT IN THE SAME ROLE, INTERNAL EQUITY. SO BASICALLY WE LOOK AT EMPLOYEES IN SIMILAR ROLES WITH COMPARABLE EXPERIENCE AND MAKE SURE THAT THEY'RE PAID FAIRLY OR COMPARABLE TO EACH OTHER. INTERNAL EQUITY HELPS MAINTAIN FAIRNESS BUT ALSO PREVENTS THE DISPARITY IN COMPENSATION.
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AND IT IS A LITTLE BIT OF A MOVING TARGET EVERY TIME SOMEBODY NEW COMES IN.THEN THERE IS THAT NEED TO EVALUATE JOB PERFORMANCE, AS I WAS MENTIONING BEFORE.
IN SOME CASES, PAY MAY BE INFLUENCED BY PERFORMANCE REVIEWS OR OTHER EVALUATIONS.
REWARDING HIGH PERFORMANCE WITH HIGHER PAY WITHIN THE SAME PAY SCALE.
SO YOU MAY HAVE SOMEONE WHO'S WAY AHEAD, BUT THEY MAY.
THEY MAY BE A HIGH PERFORMER. AND THEN MARCUS SANDERS.
THE PAY RATES MAY BE INFLUENCED BY MARKET CONDITIONS AND COMPENSATION STANDARDS.
SO EVERY TIME THAT WE GO TO MARKET AND WE LOOK AT HOW MUCH IS THE MARKET RATE, SOMETIMES IF IT'S MORE DIFFICULT TO HIRE THAN NEW HIRES, MAY COME UP WITH AN EXPECTATION OF A HIGHER PAY.
THEREFORE, THE PAY RATE FOR OFFICERS, SUPERVISORS AND SECURITY PERSONNEL IS TYPICALLY NOT A FLAT RATE BUT IS REFLECTIVE OF AN INDIVIDUAL'S EXPERIENCE, BACKGROUND, AND ADHERENCE TO THE PRINCIPLE OF INTERNAL EQUITY.
ON SLIDE EIGHT WE HAVE TWO MORE QUESTIONS. HAVE NEWLY HIRED OFFICERS BEEN BROUGHT UP AT A HIGHER RATE THAN CURRENT OFFICERS WITH THE SAME TITLE? SO AGAIN, IT DEPENDS ON THE EXPERIENCE AND BACKGROUND THE CANDIDATE BRINGS.
IF THEIR EXPERIENCE IS SUBSTANTIAL AND MORE THAN WHAT EMPLOYEES CURRENTLY IN THE POSITION HAVE, THEN THEY WILL BE BROUGHT IN AT A HIGHER RATE.
IF NOT, THEN THEY WILL BE BROUGHT IN AT A RATE COMMENSURATE WITH THEIR EXPERIENCE.
THE QUESTION WHEN A NEW OFFICER IS HIRED, IS THERE ANY TYPE OF PAY ANALYSIS CONDUCTED TO ENSURE INTERNAL EQUITY IN TERMS OF INCOME? SO YES, THE CITY OF DALLAS PRACTICE FOR SETTING COMPENSATION IS TO LOOK AT THE CURRENT INCUMBENTS AND THE HIRES BELOW MIDPOINT THAT IS SET BY THE DEPARTMENT.
IF THE DEPARTMENT WANTS OR NEEDS TO HIRE ABOVE THE MIDPOINT, THEN THEY WILL COME TO COMPENSATION AND WE WILL DO AN ANALYSIS TO SEE IF THAT WILL BE WARRANTED AND MAKE A RECOMMENDATION. IN THE NEXT SLIDE.
SLIDE NINE. ARE THERE ANY DISPARITIES IN PAY BETWEEN NEWLY HIRED OFFICERS AND TENURE OFFICERS, AND HOW ARE THESE DISPARITIES ADDRESSED? SO, ANY DISPARITIES HAVE BEEN ADDRESSED AS PART OF THE ANALYSIS DURING THE IMPLEMENTATION OF THE COMPENSATION STUDY THAT WE HAVE DONE DURING THE LAST FOUR YEARS.
HOWEVER, AGAIN, YOU KNOW, THEY'RE NOT PAID THE EXACT SAME RATE BECAUSE THERE IS A DIFFERENTIATION BASED ON THAT EXPERIENCE AND WHAT SYSTEM IS USED TO EVALUATE PAY LEVELS.
WE USE DIFFERENT DATA SOURCES, BUT THE MOST SIGNIFICANT ONE IS ERI, WHICH IS THE ECONOMIC RESEARCH INSTITUTE AND SALARY DATA SOFTWARE THAT BASICALLY GIVE US THE PAY RATE BY ZIP CODE.
SO, IT'S A VERY ROBUST SYSTEM THAT ALLOWS US TO IDENTIFY PAY RATE FOR A SPECIFIC POSITION AND A SPECIFIC LOCATION, AND WE HAVE ACCESS TO THAT YEAR ROUND. THE LAST QUESTION ON THIS SLIDE.
ARE THERE ANY EQUITY ISSUES THAT HAVE BEEN ADDRESSED THROUGH IMPACT STUDIES OR ANALYSIS TO ENSURE EXPERIENCE ALIGNS WITH SALARY AND DO TENURE OFFICERS RECEIVE COST OF LIVING ADJUSTMENTS? SO THROUGH THE MARKET STUDY, WE HAVE BEEN LOOKING AT ADDRESSING, YOU KNOW, ANY SALARY ISSUES. BUT THERE HAVE NOT BEEN ANY COLAS IN RECENT YEARS FOR DALLAS, CITY OF DALLAS EMPLOYEES.
NONE FOR NONE OF THE EMPLOYEES. THE NEXT SLIDE TALKS ABOUT DALLAS POLICE AND STAFF SCHEDULE ON TENURE.
SO THIS SLIDE SHOWS ALL THE POSITIONS POLICE OFFICERS, SENIOR CORPORAL POLICE SERGEANT AND POLICE LIEUTENANT, THE RANKS AND THEN THE STEP SCHEDULE, THE AVERAGE NUMBER OF YEARS FOR STAFF IN THOSE POSITIONS, AND THERE'S NOT AN AVERAGE SALARY. IT'S MORE OF A STEP.
SO ACCORDING TO THE YEARS YOU HAVE, THEN YOU ARE IN A PARTICULAR STEP ASSIGNED TO THAT.
THIS IS WHAT HAS BEEN LISTED FOR POLICE OFFICERS.
AND ALL OF THIS IS VETTED THROUGH MEET AND CONFER.
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SO, THIS IS A SCHEDULE THAT IS SET BY THE MEET AND CONFER NEGOTIATION AND CONTRACT.THE NEXT SLIDE TALKS ABOUT DALLAS MARSHAL SECURITY AND DETENTION, AVERAGE SALARY AND TENURE.
LIKEWISE, IT SHOWS THE POSITION, THE GRADE, THE SALARY RANGE, THE MINIMUM, AND THE MIDPOINT, THE AVERAGE NUMBER OF YEARS THAT EMPLOYEES HAVE IN THOSE POSITIONS, AND THE AVERAGE SALARY.
THIS IS DATA AS OF FEBRUARY 27TH. THIS IS THE SECURITY OVER PAY AND TENURE THAT IS THIS ON SLIDE 12.
SO YOU MAY SEE THAT THE MAJORITY HAVE THE LOWEST PAY AND THEY HAVE LOW TENURE.
SO AND WHEN WE SEE OUTLIERS, PEOPLE THAT MAY BE, FOR INSTANCE, YOU HAVE TWO PEOPLE THAT ARE BETWEEN 10 AND 15 YEARS AND THEY'RE AT THE TOP. THOSE MAY BE PEOPLE THAT TRANSFER AND OR PEOPLE THAT COME WITH SIGNIFICANT EXPERIENCE, BUT THE MAJORITY OF PEOPLE, THEIR TENURE AND THEIR SALARY ARE VERY CORRELATED.
AND WE HAVE THE ABILITY TO LOOK INTO THOSE PARTICULAR DOTS AND IDENTIFY IS THERE A STORY THERE THAT WE NEED TO FOLLOW? IS THAT SOMETHING ELSE? IS THIS A DISCREPANCY? IS THIS SOMETHING THAT WE NEED TO ADDRESS? ON THE NEXT SLIDE.
SLIDE 13. THIS IS WHAT A CAREER SERIES LOOKS LIKE.
AND EMPLOYEES PERFORM THE SAME OR RELATIVELY SIMILAR WORK WITHIN A SIMILAR SKILL SET.
SO AS THE EMPLOYEE MOVED TO A HIGHER PAYING JOB WITHIN THE CAREER SERIES, THE EMPLOYEE IS REQUIRED TO COMPLETE MORE COMPLICATED TASKS, HAVE MORE EXPERIENCE, AND REQUIRE LESS SUPERVISION.
SO THIS IS NOT AN AUTOMATIC MOVEMENT FROM, YOU KNOW, JUST BASED ON TENURE.
TENURE IS PART OF IT, BUT THE OTHER PART OF IT IS ENHANCED SKILLS AND ALSO CREDENTIALS.
AND THIS IS UNDER DEVELOPMENT WHERE ALMOST COMPLETED WITH THIS CAREER SERIES.
AND ONCE THE CAREER SERIES IS COMPLETED, WHAT WE WILL DO IS WE'LL TAKE ALL OF THE OFFICERS AND WE'RE GOING TO BE MAPPING THEM TO WHERE THEY FALL. SO IF SOMEONE IS, FOR INSTANCE, VERY EXPERIENCED AND THEY ARE IN ONE TITLE, BUT THEY REALLY BELONG IN ANOTHER, THEN WE'LL MOVE THEM TO THAT. AND IF THERE IS A NEED TO INCREASE SALARY BECAUSE OF THAT MOVEMENT, WE'LL DO IT AT THAT TIME. SO THAT IS THE PROCESS WE'RE UNDER CURRENTLY.
SO, ON PAGE 14 THERE IS SOME DETAIL ABOUT THE CAREER SERIES GUIDELINES.
HOW TO REQUEST A PROMOTION FOR AN EMPLOYEE WITHIN AN EXISTING CAREER SERIES.
SO AGAIN, YOU KNOW THE EMPLOYEE MUST SCORE ABOVE PROGRESSION.
EVALUATION FORM. SO THEY MAY HAVE GOOD EVALUATION.
THEY ALSO HAVE TO BE FULLY SUCCESSFUL OR EXCEPTIONAL RATING.
AND THEN THEY MUST HAVE NO DISCIPLINARY ACTIONS ON RECORD WITHIN THE LAST SIX MONTHS.
AND ON SLIDE 15, YOU SEE THE NEXT STEPS FOR THE CAREER SERIES FOR SECURITY.
WE ARE PLANNING THE STAKEHOLDER APPROVAL OF THE CAREER SERIES AGREEMENT.
FINALIZING JOB DESCRIPTIONS IS THE NEXT STEP.
AND WE ARE EXPECTING TO GET THIS COMPLETED IN THE MONTH OF MARCH.
THE NEXT SLIDE IS AN UPDATE ON SECURITY OFFICERS, THE MARSHALS OFFICE SECURITY DIVISION.
BUT FOR THE MARSHAL'S OFFICE I'M SORRY. GOOD MORNING, JOSEPH CHILDS, SECURITY ADMINISTRATOR.
AND ON THIS PARTICULAR SLIDE, THE QUESTION WAS IF WE COULD REVIEW CURRENT STAFFING LEVELS AND SPECIFICALLY WHAT IS THE CURRENT STAFF COUNT, THE REQUIRED NUMBER OF STAFF AND THE ACTUAL STAFFING LEVELS.
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SO, WITH REGARD TO SECURITY OFFICERS, WHICH IS THE SECOND COLUMN, SECOND ROW, WE ARE AUTHORIZED 33 POSITIONS.WE CURRENTLY HAVE 26 FILLED AND WE HAVE SEVEN VACANCIES.
WITH REGARD TO OUR SENIOR SECURITY OFFICERS, WHICH IS BASICALLY LIKE A CORPORAL POSITION, WE ARE AT 100% AT THIS TIME. WE HAVE SEVEN AUTHORIZED POSITIONS AND WE HAVE SEVEN FILLED.
LET'S SEE. AND IF WE GO TO SLIDE 17 THE QUESTION WE HAVE IS IF WE ARE UNDERSTAFFED, HOW IS THIS AFFECTING OUR OVERTIME BUDGET? AND TO ANSWER THAT WE UTILIZE OVERTIME TO FILL UNSTAFFED POSITIONS.
AND WE'VE ALSO ARE GOING TO BE INVOLVED IN TWO UPCOMING JOB FAIRS.
AND WE'RE ALWAYS WE ARE REVIEWING CURRENT APPLICANTS THAT WE HAVE.
TO FULFILL THESE VACANCIES THAT WE HAVE. AND SLIDE 18. AS FAR AS OUR RECRUITING PLAN IS CONCERNED.
WE EFFECTIVELY USUALLY HAVE AT LEAST BETWEEN 60 AND 80 APPLICANTS.
IN THE POOL THAT ARE INTERESTED IN THAT, WE UTILIZE FOR HIRING ANY VACANCIES THAT WE MAY HAVE.
AND AGAIN, WE WILL WE HAVE PARTICIPATED IN JOB FAIRS IN THE PAST, AND WE'RE GOING TO ALSO DO THAT GOING FORWARD AS WELL AS WE WANT TO SET OUR TABLES UP. WE'RE IN THE PROCESS OF GETTING NEW BANNERS THINGS TO MAKE OURSELVES STAND OUT.
BUT WE ALSO WANT TO POSITION OURSELVES NEXT TO OUR PARTNERS WITH THE DALLAS POLICE DEPARTMENT SO THAT WE CAN, YOU KNOW, THAT WE CAN SHOW THAT, YOU KNOW, KIND OF A SOLIDARITY, A UNITY OF PURPOSE.
AND. I THINK THAT'S WHAT I WAS GOING TO TALK ABOUT.
OKAY. HELLO, LAURA. AND SENIOR TRAINING SPECIALIST.
SO WE'LL START ON SLIDE 19. AND THIS IS JUST AN OVERVIEW OF THE DALLAS POLICE DEPARTMENT VIRTUAL RECRUITING SESSION THAT WE HELD FOR SECURITY OFFICERS. AND I ALSO WANT TO SAY THAT MAJOR ASHFORD IS HERE IN THE AUDIENCE FOR QUESTIONS FROM DPD IF NEEDED.
SO THANK YOU. MAJOR ASHFORD FOR BEING HERE. IN DECEMBER, WE HELD A RECRUITING SESSION JUST FOR SECURITY OFFICERS TO DISCUSS A PATHWAY TO DALLAS POLICE IF SECURITY OFFICERS WERE INTERESTED.
WE ALSO CONDUCTED A SURVEY ASKING FOR SECURITY OFFICER FEEDBACK.
THEY SHARED COMPENSATION AND RETENTION CONCERNS, TRAINING AND DEVELOPMENT NEEDS, AS WELL AS ADDITIONAL QUESTIONS ABOUT DPD RECRUITMENT AND ELIGIBILITY. AND THEN LOOKING AT SLIDE 20, AFTER WE HELD THE RECRUITING SESSION JUST FOR SECURITY OFFICERS, WE OPENED ONE UP TO ORGANIZATION WIDE.
SO WE HELD A SESSION FOR ALL EMPLOYEES, 78 REGISTERED AND 68 ATTENDED ACROSS 22 DEPARTMENTS.
THE TOP FIVE DEPARTMENTS IN ATTENDANCE INCLUDED DWU PUBLIC WORKS, THE DALLAS POLICE DEPARTMENT, CODE COMPLIANCE, AND AVIATION. EMPLOYEES THAT ATTENDED INCLUDED 911 CALL ANALYST, POLICE DISPATCH, CRIME TECHNICIANS, WATER OPERATOR, APPRENTICES, CODE ENFORCEMENT OFFICERS, ANIMAL SERVICE OFFICERS, PARKING ENFORCEMENT OFFICERS. SO, THERE WAS A GREAT VARIETY IN WHO ATTENDED AS WELL AS A GREAT TURNOUT ACROSS DEPARTMENTS.
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ON SLIDE 21, I WILL SHARE SOME OF THE, ON YEAH, ON SLIDE 21, WHEN EMPLOYEES REGISTERED, WE ASKED THEM SEVERAL QUESTIONS ABOUT WHAT THEY WERE HOPING TO GAIN FROM THE SESSION AND WHY THEY WERE ATTENDING.AND SO, AS YOU CAN SEE, SOME WERE INTERESTED FOR THEMSELVES, SOME WERE INTERESTED FOR OTHER COWORKERS, SOME WERE MANAGERS AND MAYBE KNEW THAT THEIR DIRECT REPORT HAD THIS INTEREST.
AND THEN THOSE NAMES AND EMAILS HAVE ALSO BEEN COMMUNICATED WITH DPD, BUT THOSE EMPLOYEES ARE ALSO AWARE OF THE NEXT STEPS IN ORDER TO APPLY IF THEY ARE INTERESTED. OKAY, MOVING TO THE NEXT SLIDE. THANK YOU.
WE DID GET SOME FEEDBACK FROM THIS RECRUITING SESSION AS WELL.
QUESTIONS INCLUDED THE HIRING AND ELIGIBILITY FITNESS AND HEALTH TO APPLYING FOR THE DALLAS POLICE DEPARTMENT, AND THEN ALSO QUESTIONS ABOUT PAY PENSION, MOVING FROM OUR EMPLOYEE RETIREMENT FUND TO THE DALLAS POLICE AND FIRE FUND AND WHAT THAT WOULD LOOK LIKE, AS WELL AS JUST CAREER GROWTH STARTING FROM AN OFFICER AND THEN MOVING INTO SPECIFIC DPD UNITS.
OKAY. SO MOVING TO THE NEXT SLIDE, I ALSO WANTED TO GIVE AN UPDATE ABOUT OUR BLOOMBERG HARVARD MANAGING TALENT AND GOVERNMENT PROJECT. THAT'S PART OF THE UPSKILLING PILOT PROGRAM.
SO BLOOMBERG HARVARD SUPPORTS EMPLOYEES AND IS FOCUSED ON RECRUITING AND RETAINING.
AND TO GIVE STRATEGIES TO TRANSFORM RECRUITMENT AND RETENTION PRACTICES.
AND SO AS PART OF THIS INITIATIVE, WE HAVE CONDUCTED MANAGER FEEDBACK SESSIONS.
THESE SESSIONS WERE FOR THE MANAGERS OF EMPLOYEES BELOW THAT 46,000 WAGE THRESHOLD.
AND WE ASKED MANAGERS TO SHARE THEIR FEEDBACK ON THE PROGRAM AND SHARE THE SKILLS THAT THEY FELT LIKE THEIR EMPLOYEES NEEDED TO MOVE INTO HIGHER PAYING POSITIONS. SO WE'LL MOVE TO THE NEXT SLIDE, PLEASE.
AND I'VE LISTED A SAMPLE OF FEEDBACK THAT WE HAVE RECEIVED FROM MANAGERS THUS FAR.
THIS INCLUDED THE NEED FOR SOFT SKILLS AS WELL AS TECHNICAL SKILLS.
EMPLOYEES SEEKING A FLEXIBLE SCHEDULE, MENTORSHIPS CROSS-DEPARTMENTAL TRAINING, JOB DESCRIPTION UPDATES AND THEN A POTENTIALLY AN UPSKILLING PARTNER TO SUPPORT THE CITY OF DALLAS UPSKILLING PROGRAM.
SO, WE ARE GOING TO TAKE ALL OF THIS DATA THAT WAS COLLECTED IN ITS RAW FORM, AND WE'RE GOING TO SORT IT AND SEND OUT ANOTHER SURVEY TO THE MANAGERS THAT ATTENDED, AS WELL AS THE MANAGERS WHO DIDN'T ATTEND, SO THAT WE CAN NARROW DOWN THEIR TOP PRIORITIES.
SO LOOKING AT SLIDE 24, THIS JUST GOES THROUGH IN MORE DETAIL OUR NEXT STEPS.
AFTER THIS MANAGER FEEDBACK SESSION, PARTS OF OUR TEAM WORKED WITH RESULTS FOR AMERICA, WHICH IS A NONPROFIT ORGANIZATION THAT PROVIDES STATE AND LOCAL GOVERNMENT TEAMS WITH DIRECT TECHNICAL ASSISTANCE, IN DEPTH WORKFORCE TRAINING, AND ACTION ORIENTED TOOLS.
THEY SHARED THE RAW FEEDBACK WITH THE RESULTS FOR AMERICA TEAM AS THEY SORTED IT, AND ARE PUTTING TOGETHER THIS SURVEY THAT WE ARE PLANNING TO SEND OUT WITHIN THE NEXT FEW WEEKS. FROM THERE, WE ARE GOING TO HOLD EMPLOYEE FEEDBACK SESSIONS, WHICH ARE SCHEDULED BEGINNING MARCH 7TH THROUGH MARCH 12TH.
THEY'LL BE VIRTUAL AND IN PERSON, AND THAT WILL BE TARGETING EMPLOYEES THAT ARE MAKING BELOW THAT 46,000 WAGE THRESHOLD AND ASKING ABOUT THEIR CAREER GOALS, THEIR TRAINING NEEDS AND ANY OBSTACLES THAT MAY COME IN THEIR WAY THAT WOULD KEEP THEM FROM UPSKILLING.
AND THEN WE'LL USE THIS DATA TO FINALIZE THE DESIGN OF THE 2025-2026 PROGRAM.
AND THEN MOVING TO THE NEXT SLIDE FOR OUR NEXT STEPS.
[00:35:02]
OFFICERS. WE'RE GOING TO FINALIZE THE MANAGER AND EMPLOYEE FEEDBACK DATA FOR THE NEXT STEPS FOR THE 2526 UPSKILLING PILOT PROGRAM, CONTINUE TO STRENGTHEN RECRUITING EFFORTS BETWEEN OUR DALLAS POLICE DEPARTMENT AND DALLAS CITY MARSHALS SECURITY DIVISION TO SHOW THAT PATHWAY TO CONTINUED ADVANCEMENT, IF DESIRED. AND THEN WE'RE READY FOR QUESTIONS.THANK YOU VERY MUCH, CHAIRWOMAN SCHULTZ, DID YOU HAVE ANY QUESTIONS? VERY GOOD PRESENTATION. ONLINE, ARE THERE ANY COUNCIL MEMBERS ONLINE WITH ANY QUESTIONS OR INPUT? ALL RIGHT. SO, SEEING NONE ONLINE. I THANK YOU VERY MUCH FOR YOUR, I SAY I, WE DO AND I'M SURE THE PUBLIC DOES.
JUST A COUPLE OF THINGS CITY, ASSISTANT CITY MANAGER.
I WANTED TO JUST QUICKLY SO THAT WE CAN MOVE ON.
THERE WAS A COMMENT I WANTED TO REITERATE. WANTED YOU TO, LET ME FIND THE PAGE. IT WAS ALONG THE LINES OF VERIFYING THE NEED FOR DISPARITIES IN TERMS OF INCOMING E MPLOYEES. ARE YOU REFERRING TO SLIDE EIGHT CHAIR, THE COMPENSATION? ON. YES. LET ME SEE HERE.
I HAVE A COUPLE OF SLIDES, A COUPLE OF THINGS.
AND I WANTED TO MAKE SURE THAT WE REPEATED THAT ON THE RECORD SO I COULD UNDERSTAND EXACTLY WHAT'S GOING ON, AND THE PUBLIC COULD TOO. WELL, I'M PLEASED TO ASK DIRECTOR ARIAS TO ELABORATE THERE.
SO, IF YOU CAN EXPAND ON THAT D IRECTOR ARIAS, THAT WOULD BE APPRECIATED.
ABSOLUTELY. AND THANK YOU FOR THAT QUESTION. IF I MAY REFER TO SLIDE 12 WHERE WE HAVE A SCATTER PLOT SHOWING THE ON THE BOTTOM LINE, WE'RE SHOWING THE NUMBER OF YEARS THAT SOMEONE MAY BE EITHER AT MAYBE AT THE JOB.
SO FROM 0 TO 25 YEARS. AND THEN ON THE LEFT AXIS WE SEE THE SALARY.
SO AS YOU CAN SEE THE WE DID THIS TO IDENTIFY OUR PEOPLE WITH LOW TENURE, GETTING HIGH SALARIES.
AND WHAT THE DATA SHOWS IS THAT THEY ARE NOT.
YOU SEE EVERY DOT IN THE BOTTOM IN THAT FIRST SQUARE ON THE LOWER LEFT SHOWS THAT PEOPLE WITH LOW TENURE HAVE LOW SALARIES OR HAVE LOWER SALARIES, AND PEOPLE WITH MORE TENURE HAVE HIGHER SALARIES.
THERE ARE ONLY TWO PEOPLE WHO ARE OUTLIERS THAT SHOW THAT THEY HAVE HIGH SALARIES, AND THEY HAVE MEDIUM TENURE, WHICH TELLS ME THAT MOST LIKELY THOSE ARE PEOPLE THAT TRANSFER FROM ONE PLACE TO ANOTHER.
AND WE CAN LOOK INTO EACH ONE OF THESE DATA POINTS AND IDENTIFY, OKAY, IS THAT A MISTAKE? IS THAT, YOU KNOW? BUT AS YOU SEE THE GENERAL PRACTICE, THE DATA SHOWS THAT LOW TENURE EQUATES WITH LOWER SALARIES.
MORE TENURE EQUATES WITH HIGHER SALARIES. RIGHT.
SO ON PAGE EIGHT, SLIDE EIGHT, THAT WAS THE QUESTION I NEEDED TO HAVE ANSWERED JUST MORE SUCCINCTLY, IS THIS YOU SAID YES. AND SO, TO EXPOUND ON THAT, WOULD THAT BE THE ANSWER THAT YOU GAVE JUST NOW THAT YOU JUST OFFERED NOW FOR THAT, FOR PAGE EIGHT, SLIDE EIGHT FOR QUESTION NUMBER ONE? THE QUESTIONS ON PAGE EIGHT WHEN IT SAYS HAVE NEW HIRE OFFICERS BEING BROUGHT AT A HIGHER RATE? THE ANSWER IS THEY MAY HAVE, BUT IF THEY DID, IT'S BECAUSE THEY HAD MORE EXPERIENCE THAN THOSE IN ALREADY IN THE JOB.
BECAUSE I DO PLAN TO PASS ON INFORMATION TO THE CITY MANAGER AS WE HAVE CONDUCTED THESE BRIEFINGS.
AND SO I WANT TO BE VERY CLEAR ABOUT THAT. THE OTHER POINT IS THAT IS IT FAIR TO SAY THAT THE ACT IN THE WITH THE LOWEST SALARY FOR THE FOR THE I GUESS STARTING WITH NON UNUNIFORMED, WOULD THAT BE 45? IS THAT WHAT WE'RE SPEAKING ON? ABOUT 45 ON PAGE ON SLIDE 11.
DID YOU HAVE THAT INFORMATION? YEAH. IF YOU COULD, PLEASE.
YES. ARE YOU REFERENCING. ARE YOU REFERENCING SLIDE 11, MA'AM? AND YOU WANTED TO CLARIFY WHAT EXACTLY IS IT A FAIR STATEMENT TO SAY 45 IS ABOUT THE LOWEST SALARY THAT THE,
[00:40:05]
THE UNIFORM NON UNIFORM OFFICERS ARE MAKING? BASED ON THE CURRENT SALARY SCHEDULE.THAT IS CORRECT. ALL RIGHT. ON SLIDE 14, HOW TO REQUEST A PROMOTION FOR AN EMPLOYEE WITH AN EXISTING CAREER SERIES.
DO YOU ALL KEEP UP WITH THE REQUEST MADE BY THE MANAGERS? IS THERE IS THERE A PAPER TRAIL SO THAT IF THERE IS A CONCERN ABOUT SOMEONE WHO DOES NOT GET A PROMOTION, THAT YOU HAVE THE DUE PROCESS PAPERWORK THERE? YES. ACTUALLY, THE REQUEST AND ALL OF THOSE TRANSACTIONS ARE DONE THROUGH THE SYSTEM.
HOW DOES THAT PROCESS LOOK? THERE ARE SEVERAL VENUES, IF THEY THINK THAT THEY WERE NOT TREATED FAIRLY IN THE EVALUATION, FOR INSTANCE, THERE IS A GRIEVANCE PROCESS AND EMPLOYEES CAN SAY, YOU KNOW, CAN CHALLENGE THAT RATING AND SAY AN APPEAL TO THE NEXT LEVEL.
HOW DO THEY DO THAT? IT IS BASICALLY A REQUEST.
THEY CAN MAKE THAT REQUEST. THERE'S A TIME PERIOD AND THAT IS ADVERTISED TO ALL EMPLOYEES.
DO YOU HAVE FORMS IN PLACE FOR THEM OR DO, I'M JUST TRYING TO UNDERSTAND.
DO THEY WRITE A LETTER? IS THERE A SPECIFIC FORM? HOW DOES YOUR HOW IS YOUR DUE PROCESS LAID OUT? YES, THERE IS A FORM AND WE CAN DEFINITELY PROVIDE THE DETAILS OF THE PROCESS.
IT IS PUBLISHED TO EMPLOYEES. IT'S ON OUR WEBSITE AS WELL.
SO IT'S WIDELY, YOU KNOW, UNDERSTOOD BY EMPLOYEES ON HOW TO DO THAT.
ACTUALLY, WE GET A LOT OF CHALLENGES TO PERFORMANCE EVALUATIONS THROUGH THIS PERIOD.
AND THERE IS A REQUIRED RESPONSE. SO, THE DEPARTMENT, YOU KNOW, THE PERSON THEY'RE APPEALING TO NEEDS TO RESPOND WITHIN A CERTAIN AMOUNT OF TIME. AND I DON'T RECALL, I BELIEVE IT'S TEN DAYS, BUT WE CAN PROVIDE YOU WITH THE DETAILS OF THAT PROCESS.
NOW, IF THE GRIEVANCE IS RELATED TO, FOR INSTANCE, BE DENIED A PROMOTION EMPLOYEES HAVE A APPEALS PROCESS, A GRIEVANCE PROCESS THAT IS LISTED IN THE PERSONNEL RULES, AND THEY CAN FOLLOW THAT PROCESS, THEIR SPECIFIC TIMELINES, ETC.. AND THERE IS A FORM THAT THEY COMPLETE FOR THAT PURPOSE.
ALL RIGHT. SO WHAT DOES MERIT MEAN? MERIT WHEN THEY GET A MERIT INCREASE.
WHAT IS MERIT IN TERMS OF WHAT DOES IT MEAN TO YOU? MERIT? YES. IT MEANS YOU HAVE DONE SOMETHING AND NOW YOU MERIT SOME REWARD.
SO IS THAT SUBJECTIVE? IT HAS A SUBJECTIVE COMPONENT, BUT IN GENERAL IT IS SOMETHING THAT IT NEEDS TO BE BACKED UP BY PERFORMANCE, BY GOALS, BY SOME SPECIFIC.
YOU KNOW, DOCUMENTATION OF WHAT SOMEONE HAS DONE.
AND DIFFERENT POSITIONS. IT SOME POSITIONS ARE EASIER TO MEASURE THAN OTHERS.
LIKE, FOR INSTANCE CAN YOU IF SOMEONE NEEDS TO BE A SECURITY OFFICER AND THEY NEED TO BE HERE ON TIME, ATTENDANCE IS PART OF WHAT WILL BE MEASURED BECAUSE THEY NEED TO BE HERE, PRESENT AND ON TIME TO BE ABLE TO DO THAT.
IN PARTICULAR, FOR SECURITY OFFICERS. I WILL DEFER TO CHIEF PUGHES AND HIS STAFF ON HOW THAT IS DONE THERE, BUT I CAN SPEAK, FOR INSTANCE, FOR 311, THEY LOOK AT THEIR CALL RATES, THE SATISFACTION, ETC.
SO I KNOW MERIT IS IT'S SUBJECTIVE. AND SO I KNOW THERE ARE TIMES WHERE IF AN EMPLOYEE RUBS KIND OF RUB YOUR PERSONALITY, RUB THE WRONG WAY, THEIR EVALUATION MAY REFLECT THAT TENSION.
AND SO I WANT TO BE VERY CLEAR THAT I'M HEARING YOU TALK ABOUT DUE PROCESS, CITY MANAGER.
[00:45:04]
BECAUSE I'M LEARNING AS I'M HERE NOW, THAT THERE IS SOME OF AN ATTITUDE IN SOME PLACES THAT EMPLOYEES SHOULD KNOW CERTAIN THINGS, THAT IT'S NOT WRITTEN. AND SO I'M REALLY FOCUSED ON THE DUE PROCESS AND CLARITY AND TRANSPARENCY.CHIEF PUGHES JUST AS I BEGAN TO TALK ABOUT THIS, AND I'M ASKING FOR PATIENCE OF THE, OF THE COMMITTEE BECAUSE WE'VE NOT REALLY ALL GIVEN THEM ALL THE INFORMATION THAT THAT HAS BEEN COMING TO ME.
THEY WILL REMEMBER HOW YOU TREAT THEM AND THEY WILL PERFORM ACCORDINGLY.
AS I'M LEARNING NOW ABOUT THESE DIFFERENT LEVELS AND OPPORTUNITIES, PROBABLY THAT FROM YESTERDAY'S PRESENTATION IN TERMS WITH THE PARK RANGERS AND THAT THAT LEVEL CODE OFFICERS, I GUESS THEY'RE CARRYING BADGES.
I DON'T KNOW IF THEY HAVE GUNS OR NOT, BUT WE'RE GOING TO GET TO THAT. BUT HOLISTICALLY, IN TERMS OF WHERE YOU ARE AS A CHIEF, WHAT ADVICE OR INPUT CAN YOU GIVE US AS WE ATTEMPT TO BRING EVERYONE UP IN TERMS OF UNDERSTANDING, OPPORTUNITIES, TRAINING, INFORMATION AND THE COMMITMENT WHICH I ABSOLUTELY AM IMPRESSED WITH, THE FACT THAT YOU ALL ARE FOLLOWING UP WITH THE PEOPLE.
BUT WE'LL WRAP UP WITH CHIEF PUGHES. DAVID PUGHES, CITY MARSHAL.
I THINK WHAT WE'VE BEEN ABLE TO DO HERE RECENTLY, REALLY IN THE LAST COUPLE OF YEARS, IS WE KNEW SOME OF THE CHALLENGES THAT WE FACED THROUGHOUT THE MARSHAL'S OFFICE, BE IT AT THE DETENTION CENTER OR AT, AT FOR OUR SECURITY PERSONNEL AND OUR DEPUTY MARSHALS, WAS THAT WE WERE LOSING PERSONNEL EITHER TO OUTSIDE DEPARTMENTS OR TO INTERNAL CITY DEPARTMENTS, BECAUSE IT GAVE THEM AN OPPORTUNITY TO TRANSFER OVER TO A DIFFERENT DEPARTMENT AND GET A RAISE.
THIS PROCESS NOW PUTS US IN A POSITION TO WHERE WE HAVE FORMAL, FORMAL LINES CREATED THAT WE DON'T.
YOU DON'T HAVE TO LOOK TO AN OUTSIDE DEPARTMENT WHERE MAYBE YOUR INTEREST DOESN'T EVEN REALLY LIE, BUT THAT'S YOUR OPPORTUNITY TO MAKE MORE MONEY SO THAT IN AND AT THE SAME TIME WE'VE PUT WE'VE CHANGED THE TUITION REIMBURSEMENT GUIDELINES.
SO THAT ALLOWS OUR PERSONNEL TO GET SOME REIMBURSEMENT FOR TCOLE LICENSING FOR ALL OF THOSE THINGS THAT WILL ENCOURAGE THEM TO STAY WITHIN LAW ENFORCEMENT, STAY WITHIN THE MARSHAL'S OFFICE, AND PROVIDE GROWTH AND OPPORTUNITY THROUGH EACH ONE OF THOSE POSITIONS, AND MAKE MORE MONEY THAT WAY. AND IT'S A WIN-WIN.
IT'S A WIN FOR THE EMPLOYEES. AND IT'S A IT'S A WIN FOR THE CITY AND THE MARSHAL'S OFFICE.
SO WE DIDN'T HAVE THESE LINES IN PLACE BEFORE TO ADVANCE INTERNALLY THE WAY THAT THIS IS GOING TO CREATE THINGS FOR US, AND IT'S GOING TO HELP NOT ONLY FOR THE EMPLOYEES THAT ARE HERE NOW, BUT AS WE GO OUT AND WE DO OUR RECRUITING, WE'RE GOING TO HAVE THE ABILITY NOW TO SELL THIS OPTION AS INSTEAD OF JUST GETTING A JOB HERE WITH THE CITY, WE CAN PUT YOU INTO THIS CAREER PLAN THAT THAT YOU CAN LOOK OUT FOR YEARS DOWN THE ROAD AND SEE THESE.
I DON'T WANT TO CALL THEM BUILT IN PROMOTIONAL OPPORTUNITIES BECAUSE THEY'RE NOT BUILT IN.
YOU STILL HAVE TO DO YOUR JOB AND SHOW THAT YOU'RE WORTHY OF THAT PROMOTION.
BUT THE OPPORTUNITY IS GREATER NOW THAN IT'S EVER BEEN WITH THIS PROGRAM.
SO I'M VERY OPTIMISTIC ABOUT IT. OKAY. WELL, WE THANK YOU MOST DEFINITELY YOUR PRESENTATION TODAY.
CHIEF PUGHES, I JUST WANT TO CONTINUE TO SAY THANK YOU FOR YOUR YEARS OF SERVICE IN THIS FIELD OF PUBLIC SAFETY TO THE CITY OF DALLAS, AND HOPE THAT YOU WILL CONTINUE TO BE AN ADVOCATE FOR THOSE INDIVIDUALS WHO NEED US THE MOST IN TERMS OF INFORMATION, RESOURCES AND MODELING. BUT ADVOCACY IS SO IMPORTANT.
SO, THANK YOU, CHIEF CHARLES, AS WELL. I'M JUST GETTING TO MEET YOU.
I'VE KNOWN CHIEF PUGHES A LITTLE BIT LONGER, BUT THANK ALL OF YOU TODAY.
AND ASSISTANT CITY MANAGER, WE'RE CONTINUE OUR CONVERSATION AS WE MOVE FORWARD TO RESPOND TO THE NEED TO CONTINUE TO COMMIT TO OUR COMMUNITY MEMBERS HERE AT THE HORSESHOE AND THE CITY OF DALLAS. WE'RE PREPARING FOR OUR NEXT PRESENTATION OF 311, ASSISTANT CITY MANAGER. ABSOLUTELY, CHAIR AND THANK YOU FOR CENTERING THIS WORK. AND THANK YOU TO THE DEPARTMENTS FOR PUTTING IT ALL IN.
AND WE'RE VERY COMMITTED TO THE WORK AND AS THE CHIEF, SAID CHIEF CHILDS, A UNITY OF PURPOSE.
SO WE THANK YOU FOR YOUR INTEREST AND YOUR INTENTIONALITY AND WHAT WE'RE DOING.
AND WE'RE PLEASED TO PROVIDE AN UPDATE MEMO, MAYBE IN SIX MONTHS SO YOU CAN SEE HOW WE'VE COME, HOW FAR WE'VE COME SINCE THEN. THE NEXT PRESENTATION IS FROM OUR CCX COMMS TEAM AND 311.
[00:50:02]
AND THEY'RE GOING TO TALK ABOUT REACHING OUR DIVERSE COMMUNITIES.SO IF YOU WOULD STEP TO THE PODIUM, SURE WOULD APPRECIATE IT.
AND WE HAVE DIRECTOR DAISY TORRES FAST DIRECTOR OF COMMUNICATIONS AND CUSTOMER EXPERIENCE/311.
AND RICHARD ERICKSON, DEPUTY DIRECTOR OF THE SAME DEPARTMENT? YES. THANK YOU. HI. GOOD MORNING. THANK YOU SO MUCH, CHAIR AND MEMBERS OF THE WEE COMMITTEE.
I'M DAISY FAST. I'M DIRECTOR OF THE OFFICE OF COMMUNICATIONS AND CUSTOMER EXPERIENCE.
AND JOINING ME HERE TODAY IS RICK ERICKSON, THE DEPUTY DIRECTOR.
STARTING. SORRY, I'M TRYING TO MOVE UP. OKAY, HERE WE GO.
DANGEROUS. STARTING ON SLIDE THREE. SO THE PURPOSE OF THIS PRESENTATION IS TO PROVIDE A BACKGROUND ON OUR CURRENT EXTERNAL COMMUNICATION AND ENGAGEMENT APPROACH, AND THEN ALSO TO PROVIDE SOME INSIGHT ON SOME IMPROVEMENTS THAT WE'RE MAKING FOR A COHESIVE AND EFFECTIVE COMMUNICATION AND ENGAGEMENT MOVING FORWARD.
ON SLIDE FIVE, ACKNOWLEDGING THE CITY'S DIVERSE COMMUNITY IS IMPORTANT AND IT HELPS BUILD TRUST, ADDRESS CONCERNS, AND CREATE EFFECTIVE SOLUTIONS THAT SERVE EVERYONE, REGARDLESS OF BACKGROUND, LANGUAGE OR CIRCUMSTANCE. SLIDE FIVE JUST HIGHLIGHTS ONE OF OUR KEY STRENGTHS, WHICH IS OUR DIVERSE AUDIENCE.
THIS INCLUDES TRADITIONAL PRINT MEDIA, DIGITAL PLATFORMS, AND VARIOUS FORMS OF MEDIA OUTREACH, ALL DESIGNED TO ENSURE THAT OUR MESSAGES REACH THE RIGHT PEOPLE.
WE HAVE A NUMBER OF PUBLICATIONS, INCLUDING MULTILINGUAL PRINTED MATERIALS.
FOR EXAMPLE, LAST YEAR WHEN WE HAD THE CLEANUP AND THE BRUSH PICKUP FOLLOWING THE MAY STORM, WORKING WITH SANITATION, THEY PUT OUT DOOR HANGERS AND SOME INFORMATION IN SPECIFIC NEIGHBORHOODS TO MAKE SURE THEY WERE AWARE OF WHAT THE SCHEDULE WAS GOING TO BE.
WE CAN ALSO, SHOULD THERE BE LIKE CONSTRUCTION OR LIKE WATER CONSTRUCTION IN A PARTICULAR NEIGHBORHOOD, THAT WE CAN USE WATER HANGERS OUT IN ADVANCE OF THAT.
AND THEN WE CAN ALSO USING MAILINGS. NEXT SLIDE PLEASE.
THE WORKING WITH THE DALLAS POLICE DEPARTMENT, THE COMMERCE DEPARTMENT PUT OUT INFORMATION ON SOCIAL MEDIA, WHICH, AS QUICKLY AS WE COULD, UNDER THE CIRCUMSTANCES, TO TRY TO INFORM THE FOLKS IN AND AROUND THE DOWNTOWN AREA ABOUT WHAT WAS GOING ON AND RESIDENTS THAT HAD HEARD ABOUT IT AND WERE CONCERNED.
WE ALSO USE A MOBILE APP AND WEBSITE ALERTS, AND THERE WAS A WEBSITE ALERTS FOR BOTH THE 311 SANITATION AND DALLAS ALERT. THIS MORNING, THERE WAS A DALLAS ALERT THAT WENT OUT AS THE STORMS WERE APPROACHING TO MAKE SURE FOLKS KNEW THAT NOT ONLY THAT, THE STORMS WERE APPROACHING AND WITH HEAVY WINDS, BUT ALSO WHY THE SIRENS WERE GOING OFF TRYING TO EDUCATE.
SO FOLKS KNEW BECAUSE I WAS DOWN AT OEM STARTING AT 445 AND WE COULD SEE THE TRACKING AND THE DECISION OF WHEN TO THE TRAVIS HOUSTON AND THE TEAM MADE THE DECISION AS IT WAS MOVING THROUGH TARRANT COUNTY.
ONCE IT GOT CLOSE TO DALLAS, IT WAS WHEN THEY FIRST ACTIVATED THE SIRENS ON THE NORTHWEST AND SOUTHWEST QUADRANT, BECAUSE THAT WAS GONNA BE THE FIRST AREA THAT WAS HIT. AND THEN LATER ABOUT 15, 20 MINUTES LATER, THE WHOLE CITY WAS ACTIVATED BECAUSE THE WEATHER BUREAU WAS GOING TO ISSUE A SEVERE THUNDERSTORM WARNING.
WE ALSO USE THE CITY WEBSITE. WE USE THE CITY WEBSITE TO PUSH OUT A LOT OF INFORMATION.
AND IN PARTICULAR WE PUT PRESS RELEASES. WE NOT ONLY POST OUR PRESS RELEASES, BUT WE ALSO USE, FOR EXAMPLE, DURING THE QUESTIONS ABOUT IMMIGRATION AND WHEN THE CITIZENS WERE ASKING QUESTIONS, WE MADE SURE WE HAD A SEPARATE PAGE DEVELOPED WITH INFORMATION FROM THE CITY WHAT THE CITY'S POSITIONS WERE,
[00:55:08]
AND TRYING TO PUSH THAT OUT IN BOTH ENGLISH AND IN SPANISH.NEXT PAGE PLEASE. IN DEALING WITH THE NEWS MEDIA WE HAVE, ALL OF OUR PRESS RELEASES ARE IN BOTH ENGLISH AND SPANISH, AND WE HAVE TWO TRANSLATORS ON OUR COMMS TEAM UP ON THE FOURTH FLOOR THAT WILL TRANSLATE ALL OF OUR PRESS RELEASES BEFORE WE PUT THEM OUT.
AND SO WE HAVE AND IT'S IMPORTANT TO NOTE THAT WE HAVE WE USE GOVDELIVERY, WHICH SENDS OUT BOTH ENGLISH AND SPANISH TO ALL THOSE WHO ARE REGISTERED. WE HAVE 2478 PEOPLE REGISTERED UNDER THE ENGLISH GOVDELIVERY AND 1330 ON SPANISH, AND I. I TOOK A PRINT OUT ON FRIDAY AND LOOKED AT IT OVER THE WEEKEND.
AND IT'S REALLY A COMBINATION ON EACH LIST OF BOTH MEDIA OUTLETS, BOTH TELEVISION AND PRINT PUBLICATIONS AND RADIO, BUT ALSO OTHER ORGANIZATIONS LIKE DALLAS COUNTY COLLEGE.
THERE ARE A NUMBER OF FOLKS FROM DALLAS COUNTY COLLEGE THAT RECEIVED OUR INFORMATION.
I EVEN FOUND ONE, A REAL ESTATE AGENT, THAT WAS KEEPING TRACK OF THINGS GOING ON IN ON HIS NEIGHBORHOOD SO THAT, YOU KNOW, IT'S WE REACH QUITE A FEW PEOPLE THROUGH GOV DELIVERY.
OUR PRESS CONFERENCES, WHEN WE DO A PRESS CONFERENCE WILL HAVE BOTH ENGLISH AND SPANISH.
NEXT SLIDE PLEASE. WE HAVE A LIST OF A NUMBER OF PUBLICATIONS, MULTICULTURAL MEDIA PUBLICATIONS THAT ARE AVAILABLE TO US. SINCE I THINK THE LAST TIME WE MET, WE HAVE ADDED A COUPLE OF PUBLICATIONS TO THIS.
AS YOU CAN SEE FROM THE LIST THAT WE REALLY WILL, WILL STRIVE TO, TO TARGET SPECIFIC AREAS OF TOWN, BUT ALSO THE DIFFERENT RESIDENTS WITHIN THE CITY OF DALLAS, AND THIS IS A DYNAMIC LIST.
WE ARE PLEASED TO ADD ANY OTHER PUBLICATION OR ORGANIZATION, AS WE SEE WHAT IT'S BROUGHT TO OUR ATTENTION THAT TO MAKE SURE THAT WE REACH OUR DIVERSE AUDIENCE. NEXT SLIDE PLEASE. USING ENGAGEMENT WE'RE USING CROSS COLLABORATION AND USING OUTREACH.
WE MOST RECENTLY A COUPLE OF ABOUT THREE WEEKS AGO HIRED ROBERT MUNOZ, WHO IS A FORMER DALLAS POLICE SERGEANT WHO LED THEIR OUTREACH TEAM UNDER CHIEF EDDIE GARCIA. HE RETIRED FROM THE POLICE DEPARTMENT, BECAME A CIVILIAN DOING OUTREACH WORK, AND THEN RETIRED AGAIN.
AND THEN WE HIRED HIM BACK, AND HE JOINED US ABOUT THREE WEEKS AGO.
AND HE HAS HE HAS A LOT OF CONTACTS. IN FACT, I WATCHED HIM A COUPLE OF WEEKS AGO WHEN WE HAD THE IMMIGRATION HEARING AND INFORMATION AT THE DALLAS COUNTY COLLEGE IN PLEASANT GROVE. HE WAS THERE AND KNEW PROBABLY 20 PEOPLE THAT WERE IN ATTENDANCE AND WERE THERE.
SO WE'RE REALLY GLAD TO HAVE HIM AND THE ASSET.
AND ROBERTS IS ONE OF THOSE TOOLS. WE ALSO HAVE 311 BILINGUAL CALL AGENTS AND LANGUAGE ACCESS VENDORS WHERE IF WE HAVE A CALLER WHO DOESN'T SPEAK EITHER ENGLISH OR SPANISH, WE HAVE AN ACCESS TO MANY DIFFERENT LANGUAGES THAT WE CAN BRING IN THE INTERPRETERS TO ASSIST THE CALL TAKER AND HELP FIND OUT WHAT THE RESIDENT, THE INFORMATION THE RESIDENT NEEDS, AND SO THAT WE CAN HELP THEM. AND, DAISY, I'M GOING TO TURN IT OVER TO YOU FOR THE FOR NEXT PATH FORWARD.
THANK YOU. NEXT SLIDE PLEASE. THANK YOU. NEXT SLIDE PLEASE.
SO WHAT IS OUR PATH FORWARD LOOK LIKE? AS MENTIONED EARLIER, SOCIAL MEDIA PLAYS A VERY KEY ROLE IN A LOT OF THE CITY COMMUNICATIONS THAT WE UTILIZE. AND SO THE THING THAT'S MISSING AND WHAT WE REALLY NEED TO IMPROVE ON IS JUST UTILIZING AND LEVERAGING IT STRATEGICALLY.
AND SO THIS WILL ALLOW US TO PROVIDE TIMELY AND RELEVANT INFORMATION TO OUR RESIDENTS AND ALSO MAKING SURE THAT WE'RE CREATING ENGAGING CONTENT TO HELP US INCREASE OUR SOCIAL MEDIA PRESENCE. WE'RE ALSO EXPLORING HOW TO ENGAGE SOCIAL MEDIA INFLUENCERS.
I THINK THEY HAVE A VERY STRONG PRESENCE IN SOCIAL MEDIA.
[01:00:03]
NEXT, RICK MENTIONED THE KEY POSITION THAT WE JUST ONBOARDED.WE'RE REALLY EXCITED TO HAVE HIM ON BOARD, AND THE GOAL IS TO ENSURE THAT WE HAVE CONSISTENCY ACROSS THE CITY AND MAKE SURE THAT WE'RE ALL ALIGNED WITH OUR MESSAGING. NEXT, UPDATING POLICIES AND PROCEDURES.
WE DO HAVE SOME ADMINISTRATIVE DIRECTIVES RELATED TO SOCIAL MEDIA AND MEDIA RELATIONS THAT WE ARE UPDATING, AND THIS WILL HELP ENSURE TRANSPARENCY AND CONSISTENCY ACROSS ALL CITY DEPARTMENTS.
REBUILDING OUR RELATIONSHIPS WITH MEDIA STAKEHOLDERS IS VERY IMPORTANT.
SO IN ORDER TO STRENGTHEN OUR PUBLIC TRUST AND MAINTAIN OPEN LINES OF COMMUNICATION, CCS IS DEDICATED TO REBUILDING OUR RELATIONSHIPS WITH OUR MEDIA PARTNERS. WE'RE ACTUALLY GOING TO BE HOSTING A MEDIA ROUNDTABLE WITHIN THE NEXT MONTH TO RENEW OUR PARTNERSHIPS WITH ALL OF OUR MEDIA STAKEHOLDERS.
LASTLY, LEVERAGING TECHNOLOGY AND OUR DEPARTMENT PLANS TO LAUNCH A NEWS WEB WEBSITE THAT'S GOING TO BE DESIGNED TO FACILITATE TWO WAY COMMUNICATION BETWEEN US AND THE PUBLIC. THE PLATFORM IS NOT GOING TO ONLY SERVE AS A NEWS HUB, BUT ALSO A PLACE WHERE WE CAN CENTRALIZE ANY ANNOUNCEMENTS, IMPORTANT INFORMATION, BUT ALSO ALLOW THE RESIDENTS TO PROVIDE FEEDBACK, ASK QUESTIONS AND ENGAGE WITH THE CITY.
WE DO HAVE AN ADDITIONAL UPGRADE THAT'S PLANNED NEXT MONTH THAT WILL ALLOW GUEST USERS OF OUR MOBILE APP AND ONLINE PORTAL TO ALSO VIEW ALL OF THOSE COMMENTS, EASILY ACCESSIBLE ON THE ONLINE PORTAL.
AND SO WE'RE REALLY EXCITED FOR THAT TO BE IMPLEMENTED NEXT MONTH.
AND THAT CONCLUDES OUR PRESENTATION. PLEASE LET US KNOW IF YOU HAVE ANY QUESTIONS.
THANK YOU BOTH. CHAIR. SCHULTZ, DO YOU HAVE QUESTIONS OR COMMENTS? JUST TO SAY THANK YOU. AND I LOOK FORWARD TO DEEPENING OUR ENGAGEMENT.
THANK YOU. ON VIRTUAL COUNCIL MEMBERS, ANY COMMENTS OR QUESTIONS? NO INQUIRIES. I HAVE JUST A COUPLE OF COMMENTS IN CLOSING ON YOUR VERY IMPACTFUL AND ROBUST PRESENTATION. ONE OF MY CONCERNS WOULD BE THE RECENT ORDER, EXECUTIVE ORDER SIGNED AT THE WHITE HOUSE ESTABLISHING ENGLISH AS THE OFFICIAL LANGUAGE.
NOW I'M READING AND I UNDERSTAND THAT ORGANIZATIONS MAY HAVE OPTIONS, BUT OPTIONS? THAT SOUNDS GREAT, BUT WE KNOW THAT IT'S A BUDGETARY CONCERN.
SO MY QUESTION IS, HAVE WE BEGIN TO THINK ABOUT WHAT HAPPENS TO OUR BUDGET OR LOOKING AT OUR BUDGET ABSENCE OF FEDERAL DOLLARS TO SUPPORT THIS? OR MAYBE SOMEONE COULD EXPLAIN TO ME. THAT'S WHAT I UNDERSTAND IS THAT THESE PROGRAMS ARE NORMALLY SUPPORTED THROUGH FEDERAL FUNDING TO ACCOMMODATE.
AND I UNDERSTAND THAT UNDER PRESIDENT CLINTON.
SO NOW WE HAVE A CHANGE. SO HOW DO WE PROTECT OUR CONSTITUENTS SO THAT YOU'RE STILL ABLE TO GIVE THE SERVICES THAT WE'VE DESCRIBED IN TERMS OF BILINGUAL SERVICES AND ACCESS AND RESOURCES? CHAIR, THANK YOU FOR THAT QUESTION AND FOR FLAGGING AN IMPORTANT ISSUE TO US.
AS YOU KNOW, WE HAVE A WELCOMING STRATEGY THAT WAS ADOPTED BY COUNCIL SOME YEARS AGO.
AND PART OF THAT IS, IS WHAT YOU'RE SEEING AT PLAY WITH THE MORE ROBUST ENGAGEMENT IN MULTIPLE LANGUAGES, BECAUSE WE KNOW THAT A GOOD MULTITUDE OF OUR RESIDENTS IN DALLAS SPEAK A LANGUAGE AT HOME OTHER THAN ENGLISH.
AND SO CSS IS WORKING PROACTIVELY, AS YOU CAN SEE, TO, TO REACH COMMUNITIES IN WAYS THAT THEY CAN RECEIVE THE INFORMATION AND UNDERSTAND IT AND RELATE WITH IT. AND SO IF YOU'D LIKE, I CAN CALL CRISTINA DA SILVA, THE ASSISTANT DIRECTOR OF OFFICE OF EQUITY AND INCLUSION, WHO IS WHO IS KEEPING TRACK OF DIFFERENT POLICIES THAT ARE COMING DOWN THROUGH THE NATIONAL GOVERNMENT AND MAY BE ABLE TO GIVE US A SUMMARY OF WHAT WE'RE WHAT IT SAYS AND HOW IT APPLIES TO LOCAL GOVERNMENTS.
GREAT. THANK YOU. MY NAME IS CRISTINA DA SILVA.
[01:05:02]
HAVE SOME REASONABLE ACCOMMODATIONS FOR PEOPLE WHO ARE MULTILINGUAL.NOW, WITH THIS NEW EXECUTIVE ORDER THAT TOOK AWAY THE REQUIREMENT, BUT THAT DOESN'T PROHIBIT US FROM PROACTIVELY STILL BEING ABLE TO PROVIDE THESE LANGUAGE ACCESS SERVICES. WELL, I UNDERSTAND THAT.
BUT WHAT WE ALSO UNDERSTOOD ON THE DAY WHEN THE CONVERSATION AROUND HOLDING BACK FEDERAL FUNDING, I SUPPOSE I NEED TO ASK THE QUESTION, DO WE RECEIVE ANY FEDERAL FUNDS, TO YOUR KNOWLEDGE, THAT HELP US TO IMPLEMENT THE PROGRAMS THAT WE'VE JUST DESCRIBED HERE TODAY? THAT'S THE REAL QUESTION, BECAUSE AT THE AT THE END OF THE DAY, IT IS A BUDGET, AND WE WANT TO MAKE SURE THAT WE ARE AWARE AS WE MOVE INTO THE BUDGET SEASON, WHAT NEEDS TO HAPPEN. SO WE PROTECT THOSE RESOURCES.
YOU KNOW, WE ATTEMPTED TO PUT IN SOME TYPE OF PROTECTION TO THE CHARTER.
ESPECIALLY FOR COMMUNITIES BLACK AND BROWN COMMUNITIES AND COMMUNITIES WITH VARIOUS LANGUAGES.
AND WE WERE TOLD, WELL, WE HAVE TO PUT THAT IN A POLICY.
AND THIS IS WHAT AND I'M JUST KIND OF GOING ON A LITTLE BIT.
HOW DO WE PROTECT IT IN KNOWING THAT IT'S A POSSIBILITY THAT WE MAY BE MISSING FUNDS? SO WE'RE FOLLOWING THAT CHAIR AND WE'RE HAPPY TO CIRCLE BACK WITH YOU.
AND OF COURSE, WE HAVE BEEN COMPLYING WITH FEDERAL LAW AS REGARDS TO PROVIDING INFORMATION AND SERVICES TO THOSE PEOPLE IN OUR COMMUNITIES, RIGHT, THAT SPEAK LANGUAGES OTHER THAN THE ENGLISH LANGUAGE.
SO SOUNDS GREAT, BUT I WOULD LIKE FOR US TO SERIOUSLY THINK ABOUT IN TERMS OF THE BUDGET AS WE MOVE INTO BUDGET SEASON AND BE AGGRESSIVE IN OUR RESEARCH TO MAKE SURE WE ARE PREPARED BECAUSE WE DON'T HAVE TO.
AS I STATED, WE IN IT'S STATED IN THE EXECUTIVE ORDER, YOU'RE NOT FORCED TO.
BUT IF THEY'RE TAKING THE MONEY AWAY, IT DOES PUT US IN A IN A DIFFICULT SPOT.
SO THOSE ARE JUST MY COMMENTS. I WANT US TO BE AWARE OF WHAT WE'RE MOVING INTO.
SO WE ARE PREPARING AND WE DON'T GET AMBUSHED.
AND TO CLARIFY WE DON'T RECEIVE ANY FEDERAL FUNDS TO SUPPORT THE LANGUAGE ACCESS CENTER SERVICES.
SO THAT HASN'T THERE HASN'T BEEN ANY CHANGE IN RELATION TO THAT.
ALL RIGHT. I WOULD VENTURE TO SAY THAT'S VERY INTERESTING, BUT WE WILL FOLLOW UP ON THAT.
BUT WE, FOR LACK OF A BETTER WORD, A STATEMENT OR ADVICE, I WILL JUST TELL US TO STAY WOKE.
THANK YOU. ARE THERE ANY QUESTIONS OR COMMENTS ONLINE OR DID I SAY THAT ALREADY? IF NOT TEAM, YOU'VE DONE A VERY EXCELLENT JOB.
SATURDAY WAS KIND OF KIND OF KIND OF SCARY, BUT YOU ALL GOT OUT THERE.
I KNOW I GOT A CALL PRIOR TO US GETTING SOMETHING FROM YOU AND SO.
BUT YOU WERE RIGHT AFTER THAT CALL I RECEIVED FROM SOMEONE ON INSTAGRAM.
SO I THOUGHT IT WAS FANTASTIC BECAUSE YOU COULD OFFSET YOU OFFSET SOME OF THE FOLKS ON THE, ON FACEBOOK WHO WAS PUTTING OUT ALL TYPES OF THINGS.
AND SO YOU DID AN EXCELLENT JOB ON SATURDAY. KEEP UP THE GOOD WORK.
THANK YOU, MADAM CHAIR. THANK YOU SO VERY MUCH.
THANK YOU. CHAIR. WOULD YOU LIKE TO CALL THE LAST BRIEFING TEAM? I THINK WE'LL BE VERY EXCITED IF YOU CAN DO THAT.
SO WE'RE GOING TO FOCUS IN ON THAT DEPARTMENT WITHIN THIS PORTFOLIO OR THOSE DEPARTMENTS THAT DID NOT GET TO PRESENT IN THE LAST SETTING AND OF COURSE, READY AND ABLE TO TAKE QUESTIONS RELATED TO ANY OF THE DEPARTMENTS.
I BELIEVE, BECAUSE WE HAVE STAFF MEMBERS FROM THOSE DEPARTMENTS PRESENT.
THANK YOU. THANK YOU. ASSISTANT CITY MANAGER.
MY NAME IS CHRISTINA DASILVA, AND I'M THE ASSISTANT DIRECTOR FOR THE OFFICE OF EQUITY AND INCLUSION.
I'M PLEASED TO INTRODUCE TAMARA LEAKE. SHE IS THE INTERIM ASSISTANT DIRECTOR FOR ECONOMIC DEVELOPMENT, WHO WILL PROVIDE INSIGHTS INTO THE CITY'S ONGOING EFFORTS TO BOLSTER ECONOMIC GROWTH AND DEVELOPMENT.
WE ALSO HAVE THOR ERICKSON FROM HOUSING, ARTURO DEL CASTILLO FROM PLANNING AND DEVELOPMENT, JACQUELINE JUSTICE FROM CONVENTION EVENT SERVICES TO HELP ANSWER ANY QUESTIONS AFTER THIS PRESENTATION.
GOOD MORNING. COMMITTEE MEMBERS AND CHAIR. THE OFFICE OF ECONOMIC DEVELOPMENT IS APPRECIATIVE OF THIS OPPORTUNITY TO SHARE OUR PROGRESS MEASURES AS IT RELATES TO CLOSING DISPARITIES IN THE CITY OF DALLAS.
SO IF YOU WILL LOOK ON PAGE 18, OUR EQUITY INDICATOR BUSINESS ESTABLISHMENTS.
[01:10:05]
AND SO OUR MEASURE WAS TO INCREASE THE AMOUNT OF INCENTIVE DOLLARS OR NUMBER OF INCENTIVIZED PROJECTS THAT ASSIST NONRESIDENTIAL PROJECTS IN EQUITY PRIORITY AREAS. THE GOAL METRICS WILL BE DETERMINED ONCE BASELINE DATA IS EVALUATED BY SEPTEMBER 23RD.THE STATUS OF THAT IS THAT IT WAS COMPLETED BY THE END OF THE FISCAL YEAR 2024, AND IN 2023, THE OFFICE OF ECONOMIC DEVELOPMENT ESTABLISHED A TARGET GOAL OF ATTRACTING 40% OF ALL PRIVATE INVESTMENT DOLLARS THAT CAN BE DOCUMENTED THROUGH CONTRACT OR WRITTEN COMMITMENT TO TARGET AREAS AS DEFINED BY THE CITY OF DALLAS ECONOMIC DEVELOPMENT INCENTIVE POLICY, AND THROUGH THE END OF FISCAL YEAR 2024, 95.7% OF THE TOTAL INVESTMENT WAS ATTRACTED TO AN OED TARGET AREA. THE SECOND PROGRESS MEASURE IS TO INCREASE THE NUMBER OF JOBS CREATED HOURLY OR RETAINED THROUGH INCENTIVE AGREEMENTS THAT REQUIRE A MINIMUM WAGE INDEX TO THE MIT LIVING WAGE CALCULATOR.
FIGURES FROM 1293 TO 1500 JOBS IN HISTORICALLY DISADVANTAGED COMMUNITIES BY OCTOBER 2023.
THIS ACTUAL MEASURE IS CURRENTLY IN PROGRESS, AND IT'S ONGOING AS WE CONTINUE TO WORK WITHIN THE CITY OF DALLAS AND PROVIDE ECONOMIC DEVELOPMENT OPPORTUNITIES AS OF SEPTEMBER 2024, OEDS THREE YEAR ROLLING AVERAGE, NUMBER OF MINIMUM WAGES REQUIRED JOBS THAT ARE INDEXED TO THE MIT LIVING WAGE CALCULATOR AND WERE CREATED AND RETAINED THROUGH INCENTIVE AGREEMENTS WAS 2015.
DURING FISCAL YEAR 24, A TOTAL OF 105 JOBS WERE CREATED OR RETAINED IN THE OED TARGET AREAS THAT WE SPOKE ABOUT EARLIER. IF WE'LL GO TO THE NEXT SLIDE.
IN JANUARY OF 2023, CITY COUNCIL ADOPTED THE CITY OF DALLAS ECONOMIC DEVELOPMENT POLICY.
AND SO THE FIRST MAP THAT YOU SEE ON THIS SLIDE, ON THE LEFT IS A MAP OF THE TARGET AREAS THAT WERE ADOPTED WHEN THE PLAN WAS APPROVED, WHEN THE ECONOMIC DEVELOPMENT POLICY WAS APPROVED IN 2023.
AND SO THE POLICY ADDED NEW TOOLS TO INSTITUTIONALIZE LIVING WAGE REQUIREMENTS, IT STREAMLINED SOUTHERN DALLAS, SOUTH DALLAS FAIR PARK OPPORTUNITY PROCESS FOR SMALL DEVELOPERS.
IT CREATED THE INFRASTRUCTURE INVESTMENT FUND, WHICH I'LL SPEAK ABOUT ON THE NEXT SLIDE.
AND IT CREATED INCENTIVE TOOLS FOR TARGETED AREAS ESTABLISHED IN THE POLICY.
SO ALL OF THE AREAS THAT YOU SEE IN BLUE ON THIS MAP ARE WHAT WE ARE CALLING OUR TARGET AREAS.
THEY ARE ALSO ENTERPRISE ZONES FOR THE STATE, MEANING THAT AT LEAST 20% OR 20% OR MORE IS IN POVERTY. AND SO THESE ARE OUR DISADVANTAGED AREAS THROUGHOUT THE ENTIRE CITY.
FUN FACT OR MAYBE NOT SO FUN FACT, BUT 78% OF THE TARGET AREAS ARE IN SOUTHERN DALLAS.
THE OTHER THREE MAPS ON THIS SLIDE GIVES YOU THE BOUNDARY OF THE SOUTH DALLAS FAIR PARK OPPORTUNITY FUND IN GREEN, THE LITTLE CONE SHAPE THAT YOU SEE BELOW THAT MAP IS OUR NEIGHBORHOOD EMPOWERMENT ZONE NUMBER NINE.
AND THEN THE FARTHEST MAP ON THIS SLIDE IS OUR NEZ TEN OR OUR NEIGHBORHOOD EMPOWERMENT ZONE NUMBER TEN, WHICH RUNS ALONG BUCKNER BOULEVARD. WE'LL GO TO THE NEXT PAGE.
THANK YOU. AND SO WHAT'S NEXT FOR ECONOMIC DEVELOPMENT? WELL QUITE A FEW THINGS HAVE HAPPENED. THE VERY FIRST ITEM THAT WE HAVE IN THIS CHART IS THE INFRASTRUCTURE INVESTMENT FUND.
AND THAT WAS CREATED WITH THE POLICY IN 2023.
THE GOAL OF THIS FUND IS TO MAKE TARGETED INVESTMENTS IN INFRASTRUCTURE THAT WILL FURTHER AND ATTRACT THAT WILL FURTHER A SPECIFIC CITY PLAN OR INITIATIVE OR THAT WILL ATTRACT PRIVATE PARTNERS TO INVEST IN OUR UNDERSERVED AREAS THROUGHOUT THE CITY.
CITY COUNCIL HAD COMMITTED. THIS FUND HAD COLLECTED ABOUT $12 MILLION SINCE ITS INCEPTION.
CITY COUNCIL HAS APPROVED THREE DIFFERENT PROJECTS, COMMITTING 11.1 MILLION, OF THAT 12 MILLION.
[01:15:03]
PARK PROJECT. SO WHAT ARE WE DOING GOING FORWARD? VERY RECENTLY, ON JANUARY 8TH, CITY COUNCIL APPROVED AMENDMENTS TO THE INCENTIVE POLICY.THE BULK OF THOSE AMENDMENTS WERE TO STAND UP AND CREATE A SMALL BUSINESS PROGRAM.
AS YOU MAY KNOW, WHEN THE SMALL BUSINESS CENTER WAS DISSOLVED, WE RECEIVED A LOT OF FUNCTIONS FROM THEM, ESPECIALLY THOSE DEALING WITH OR WORKING WITH SMALL BUSINESSES.
AND SO THIS NEW POLICY THAT COUNCIL ADOPTED, STREAMLINES THE PROCESS FOR SMALLER DEVELOPERS.
IT PROVIDES THE ABILITY TO PROVIDE FUNDING FOR BUSINESSES, SMALLER BUSINESSES THAT ARE LOOKING TO EXPAND EITHER THEIR OPERATIONS OR GROW THEIR JOBS. AND THESE PROGRAMS WILL SUPPORT ECONOMIC DEVELOPMENT IN SOUTHERN DALLAS AND OTHER DISTRESSED AREAS THROUGHOUT THE CITY.
I BELIEVE THAT IS MY LAST SLIDE, BUT IF WE'LL GO TO THE APPENDIX LET'S SEE.
PAGE 23. WE DO HAVE A MEASURE BACK HERE, AND THAT IS TO INCREASE THE NUMBER OF AFFORDABLE HOUSING UNITS CREATED OR RETAINED THROUGH ECONOMIC DEVELOPMENT INCENTIVE PROGRAMS FROM 75 IN FISCAL YEAR 21 TO 300IN FISCAL YEAR 27 AND HIGH OPPORTUNITY AREAS.
AND SO THIS PROGRESS MEASURE IS ONGOING AND THROUGH THE END OF FISCAL YEAR 2024, 555 AFFORDABLE UNITS HAVE BEEN CREATED OR COMMITTED IN HIGH OPPORTUNITY AREAS THROUGHOUT THE CITY.
AND SO WITH THAT, I'LL ANSWER ANY QUESTIONS YOU MAY HAVE.
THEN THERE'S NEIGHBORHOOD EMPOWERMENT ZONES. THOSE ARE FEDERAL CORRECT, IT'S A FEDERAL DESIGNATION? NO. THE NEIGHBORHOOD EMPOWERMENT ZONES ARE TOOLS THAT WE USE WHERE WE CAN CREATE SPECIFIED ECONOMIC DEVELOPMENT PROGRAMS WITHIN A SPECIFIC GEOGRAPHICAL AREA.
SO IT'S A TOOL THAT THE CITY CAN DEPLOY. AND SO WE CREATED THE CRITERIA, AND WHAT IS THE CRITERIA TO MAKE SOMETHING AVAILABLE? GENERALLY IN OUR NEIGHBORHOOD EMPOWERMENT ZONES, THEY ARE MORE RELAXED CRITERIA THAN WOULD BE REQUIRED THROUGHOUT THE REST OF THE CITY.
AND SO IF I REMEMBER CORRECTLY, IN THE NEIGHBORHOOD EMPOWERMENT ZONE NUMBER NINE, THERE WAS A REDUCTION IN THE NUMBER OF JOBS TO BE CREATED AS OPPOSED TO WHAT IS REQUIRED FOR OTHER PROJECTS. AND SO ONE OF THE THINGS OUR OFFICE IS GOING TO TAKE A LOOK AT IS WHETHER OR NOT NEIGHBORHOOD EMPOWERMENT ZONES ARE STILL THE TOOL THAT WE NEED TO USE, ESPECIALLY GIVEN THE FACT THAT WE HAVE CREATED AN ENTIRE SMALL BUSINESS PROGRAM SUITE WHICH HAPPENS, WHICH IN EFFECT DOES THE SAME THING AS THE NEIGHBORHOOD EMPOWERMENT ZONE.
WITHIN OUR SMALL BUSINESS PROGRAM, WE HAVE RELAXED REQUIREMENTS WHERE IT MAY BE 50 JOBS THAT ARE REQUIRED IN THIS THROUGH THIS SMALL BUSINESS PROGRAM, THERE ARE ONLY 15, I BELIEVE. AND SO WE ARE REEVALUATING NEZS BECAUSE WE FEEL THAT THE CREATION OF THE SMALL BUSINESS PROGRAM HELPS TO SERVE THAT SAME PURPOSE. MAY I ADD A POINT OF CLARIFICATION OR ASK A QUESTION OF CLARIFICATION ON SLIDE 19? WE DISCUSSED THE ENTERPRISE ZONE, AND I THINK THE ENTERPRISE ZONE DEFINITION COMES FROM STATE.
AND THOSE ARE THE AREAS WITHIN THE CITY THAT HAVE 20% OR GREATER POVERTY.
AND SO OUR TARGET AREAS MIRROR THOSE. EXACTLY.
SO, YOU'RE SAYING THESE TARGET AREAS ON SLIDE 19 ON THE FAR LEFT? YES, THAT IS BASED ON THAT. THE POVERTY AREA IS AT LEAST 20%.
YES. SO IN THE GRANTS THAT WE GAVE TWO OF THEM FOR SURE ARE NOW CITY OWNED PROPERTY.
SO HOW DOES THAT I DON'T UNDERSTAND FOR THE INFRASTRUCTURE INVESTMENT FUND? BOTH OF THOSE ARE PARKS. AND SO, THE INFRASTRUCTURE INVESTMENT FUND CAN BE USED FOR A CITY INITIATIVE OR TO IMPLEMENT A CITY PLAN. AND BOTH OF THOSE PROJECTS WERE CITY INITIATIVES OR A PART OF A CITY PLAN.
OKAY. THANK YOU. THANK YOU, MADAM . THANK YOU.
ANY QUESTIONS ONLINE? ALL RIGHT. IT APPEARS THERE ARE NO QUESTIONS ONLINE.
[01:20:02]
SO WE THANK YOU. BUT ONE OF THE THINGS I DID WANT TO MENTION, I THINK IT'S VERY IMPORTANT THAT YOU INTERJECT ALWAYS THE TERM THAT WE ARE CONTINUING TO REVIEW AND EVALUATE.AND IT GIVES US SOME HOPE THAT THERE IS THAT THERE IS HOPE FOR THESE COMMUNITIES AND ESPECIALLY THOSE IN THOSE TARGETED AREAS, WHICH I AM VERY CONCERNED ABOUT. AND THERE IS ALWAYS A LOOPHOLE FOR, FOR THESE COMMUNITIES TO BE OVERLOOKED EVEN THOUGH THE POLICY EXISTS, BECAUSE, YOU KNOW, WE WOULD EXPERIENCE THAT.
SO, I WANT TO SAY THAT WE THANK YOU FOR THAT.
YEAH I SEE. SO, AT THIS POINT, ATTORNEYS I BELIEVE WE'VE LOST QUORUM.
AND WE DO APOLOGIZE FOR YOU. WE MUST CONTINUE THIS NEXT TERM, NEXT SESSION.
ATTORNEYS, ARE WE GOOD? ALRIGHT. SO WE'RE GOOD.
JUST SO THE PUBLIC WILL KNOW. WE JUST. ALL RIGHT, SO WE'RE GONE AGAIN.
AT THIS POINT, I GUESS WE WILL SIMPLY ADJOURN THIS MEETING ATTORNEYS.
IS THAT THE RIGHT THING TO DO? WE'VE LOST QUORUM.
THE MEETING OF THE WEE COMMITTEE IS ADJOURNED AT 10:28.
THANK YOU.
* This transcript was compiled from uncorrected Closed Captioning.