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[Workforce-Education and Equity on June 3, 2025.]
ENGAGE, HAVE BEEN ENGAGED. THANK YOU FOR JOINING US TODAY.WHETHER YOU'RE HERE AT CITY HALL IN THE CHAMBERS OR IF YOU ARE ONLINE WITH US THIS MORNING, YOU KNOW, WE CONTINUE TO VALUE YOUR PRESENCE AND YOUR ENGAGEMENT.
ALL OF THAT IS SIGNIFICANT AS WE CONTINUE TO WORK TOWARD THE EMPOWERMENT OF OUR WORKFORCE, EDUCATION AND EQUITY TARGETS. NOW, THIS MORNING, OF COURSE, WE HAVE A HAVE A FEW FOLKS WHO ARE WITH US HERE IN THE CHAMBERS AND THOSE WHO ARE ONLINE COUNCIL MEMBERS WHO REMAIN NOT ONLY COMMITTEE MEMBERS, BUT COMMITTED EVEN AS CITIZENS, TO MAKING SURE THAT THIS FIGHT CONTINUES SO THAT EVERY DALLASITE HAS A FAIR SHOT AT SUCCESS.
WHETHER WE'RE LOOKING AT QUALITY OPPORTUNITIES AND OR A BRIGHT PATHWAY TO A BIGGER AND BETTER FUTURE, THIS IS WHERE THE WORD WORK, WHERE WE WORK TO MAKE EQUITY NOT JUST A WORD, BUT IT IS A BELIEF THAT RESONATES IN EVERY CORNER IN OUR CITY. AND SO TODAY, WITH THE ASSISTANT CITY MANAGER, PEREIRA, WE HAVE A VERY PACKED AGENDA. SHE AND HER TEAM WILL BE FOCUSED ON A BEING READY.
FIRST OFF, WE'LL START OFF WITH OUR MINUTES FROM OUR MAY 12TH MEETING.
WE WANT TO MAKE SURE THAT WE'RE ALL FULLY ENGAGED, AND SO WE WILL ASK THAT WE GET A MOTION TO APPROVE OUR MINUTES, AND THEN I'LL HAVE WORDS THAT WILL LEAD UP TO THE ACTUAL BRIEFING.
SO MOVED. IT'S BEEN MOVED. AND A SECOND. ALL THOSE IN FAVOR? I. AND THE MINUTES HAVE BEEN ADOPTED. SO AS WE MOVE ON, ASSISTANT CITY MANAGER.
WE WILL HAVE A CRITICAL BRIEFING ON OUR UPSKILLING PROGRAM.
THAT'S I KNOW IT'S A NEW, NEW WORD FOR SOME, BUT UPSKILLING ISN'T JUST ABOUT JOB TRAINING.
IT'S ABOUT EMPOWERING OUR PEOPLE, OPENING DOORS TO BIGGER AND BETTER CAREERS, BUILDING A STRONGER AND MORE RESILIENT WORKFORCE HERE IN THE CITY OF DALLAS SO THAT WE CAN COMPETE AND THRIVE AND NOT JUST.
AND I WOULD LIKE TO SAY NOT JUST IN 25, 2025, BUT 2025 AND BEYOND.
SO WE'RE TALKING ALSO TODAY ABOUT EQUIPPING OUR NEIGHBORS WITH THE TOOLS THAT THEY NEED TO SUCCEED.
AND THAT IS A MISSION I BELIEVE ALL OF US CAN STAND FIRMLY BEHIND.
FINALLY, WE'LL RECEIVE AN UPDATE FROM OUR VETERANS AFFAIRS COMMISSION.
AND IT IS OUR SACRIFICE. IT IS THEIR SACRIFICE THAT WE COMMIT WHOLEHEARTEDLY TO MAKING SURE THAT WE NEVER FORGET. IT IS OUR DUTY TO ENSURE THEY RECEIVE THE SUPPORT, THE RESOURCES AND THE RESPECT THEY HAVE EARNED. SO WE'RE LOOKING FORWARD TO UPHOLDING THAT COMMITMENT THIS MORNING.
ALSO I WOULD LIKE TO MAKE SURE WE DO RECOGNIZE THE FACT THAT THIS MORNING HERE IN THE CHAMBERS, WE HAVE ONE OF OUR COUNCIL MEMBERS, COUNCIL MEMBER RESENDEZ, WHO IS A VETERAN, AND WE ALSO HAVE COUNCIL MEMBER WEST, WHO'S NOT HERE. BUT SINCE COUNCIL MEMBER JAIME RESENDIZ IS HERE, WE WANT TO MAKE SURE WE ACKNOWLEDGE HIM AND NOT AND FOR US TO ACKNOWLEDGE THE FACT THIS IS JUNE AND NOT NOVEMBER, WHERE WE OFTEN JUST WAIT UNTIL NOVEMBER.
THAT IS SOMETHING THAT I STRONGLY BELIEVE IN.
WE SHOULD BE CELEBRATING, ACKNOWLEDGING, WORKING WITH, EMBRACING, RECOGNIZING, SUPPORTING VETERANS 365 DAYS. BECAUSE FOR IF IT WAS NOT FOR THEM, WE PROBABLY WOULDN'T BE HERE IN THIS CHAMBER SITTING SO COMFORTABLY AS WE ARE.
SO THANK YOU FOR YOUR WORK. AND COMMITMENT. COUNCIL MEMBER RESENDEZ.
WE'RE GOING TO GO AHEAD AND DIVE INTO TODAY'S AGENDA.
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AND WITH THE PASSION AND THE DEDICATION OF THE SPIRIT OF ACTION THAT THE PEOPLE OF DALLAS DESERVE.AND SO, AS WE MOVE FORWARD, COUNCIL TO CITY CHAIR.
I CAN'T GET THAT OUT THIS MORNING. ASSISTANT CITY MANAGER FERREIRA, WE ARE READY TO PROCEED.
THANK YOU. THANK YOU. CHAIR ARNOLD, CITY OF PEREIRA WITH THE CITY MANAGER'S OFFICE.
THANK YOU FOR YOUR OPENING COMMENTS AND WORDS.
IT'S BEEN A PRIVILEGE WORKING WITH YOU AND OUR VICE CHAIR AND OTHER MEMBERS OF THIS COMMITTEE.
AND FOR STARTERS, WE ARE GOING TO ASK OUR UPSCALING TEAM TO COME TO THE TABLE.
WE KNOW THAT THEY'VE BEEN WORKING RELENTLESSLY ON WORKFORCE DEVELOPMENT, WHICH, AS YOU JUST SAID, IS CRITICAL TO ENSURING THAT WE HAVE A THRIVING DALLAS.
SO OUR HUMAN RESOURCES TEAM LED BY DIRECTOR NINA ARIAS, AND OUR TEAM FROM HR WILL PRESENT ON THE LATEST PROGRESS IN OUR EFFORTS TO EQUIP OUR WORKFORCE WITH NEW SKILLS AND CAREER PATHWAYS.
LOOKING FORWARD TO THIS PRESENTATION. GOOD MORNING. GOOD MORNING.
THANK YOU. GOOD MORNING. MY NAME IS NINA ARIAS, HR DIRECTOR, AND I'M HERE TODAY WITH SONIA BATTS AND HEATHER WOODS FROM THE HR TEAM TO TALK ABOUT THE UPSKILLING PROGRAM UPDATE AND NEXT STEPS.
AND WE ARE WE'RE HAPPY TO PROVIDE THIS UPDATE TODAY.
NEXT SLIDE PLEASE. WE NEED YOU TO SPEAK UP. GRAB THE MIC AND PULL IT UP.
THANK YOU. THAT'S FINE. THAT'S WE CAN HEAR YOU NOW.
THANK YOU. THANK YOU. SO TODAY WE ARE GOING TO BE DOING AN OVERVIEW, A QUICK OVERVIEW OF THE BLOOMBERG HARBOR PROGRAM AND THE WORK THAT HAS BEEN DONE AS FOLLOW UP TO THAT PROGRAM.
ALSO WHAT'S COMING UP. NEXT SLIDE PLEASE. SO LAST YEAR IN THE FALL WE ATTENDED BY INVITATION A PROGRAM BY BLOOMBERG HARVARD ON MANAGING TALENT IN GOVERNMENT.
THE FOCUS OF THE PROGRAM WAS RECRUITING, RETAINING AND SUPPORTING EMPLOYEES.
AND THE CITY WAS ASKED TO PROVIDE A CHALLENGE OR AN AREA OF FOCUS.
AND WE CHOSE UPSKILLING AS ONE OF THE AREAS IN WHICH WE ARE, HAVE IDENTIFIED AS A NEED, BUT ALSO, WE UNDERSTAND THAT IT'S NEEDED TO INCREASE DIVERSITY, EQUITY AND INCLUSION WITHIN THE CITY AND TO BRING A FOCUS ON EMPLOYEE WELLBEING.
UPSKILLING IS PART OF THE TOTAL WELLBEING OF AN EMPLOYEE OF A PERSON.
AS WE KNOW, SOMEONE CANNOT BE WELL IF THEY ARE NOT HAVING AN EMPLOYMENT THAT ALLOWS THEM TO THRIVE AND ACTUALLY MAKING SURE THAT NOT ONLY THE PERSON IS, IS GROWING, BUT ALSO THAT WE'RE ABLE TO MANAGE THE TALENT ACROSS THE CITY.
SO THE PROGRAM. NEXT SLIDE PLEASE. THE PROGRAM PROVIDED A FRAMEWORK THAT HAD SEVERAL COMPONENTS. AND SO, THE COMPONENTS ARE ILLUSTRATED IN THIS IN THIS SLIDE.
WE FOCUS ON EMPLOYEES MAKING UNDER ARE $46,000.
BELOW YOU SEE THE GRAPH THAT SHOWS THE EMPLOYEE CYCLE.
SO THE STARS WITH THE APPLICATION AND THEN THE ASSESSMENT ACCEPTING A JOB.
EMPLOYEES BEING ONBOARDING ONBOARDED. AND THEN THE AREA THAT IS CIRCLING GREEN SHOWS EMPLOYEES THAT ARE PROMOTED, AND EMPLOYEES STAY. THAT IS THE AREA THAT THIS PARTICULAR PROGRAM IS FOCUSING ON.
HOW DO WE MAKE SURE THAT EMPLOYEES CONTINUE TO GROW, ARE PROMOTED AND STAY AT THE CITY? NEXT SLIDE PLEASE. SO HERE ARE SOME OF THE INTERVENTION STRATEGIES THAT WE DEVISED AND SOME OF THE OUTCOME AND PROGRESS THAT WE HAVE MADE. AND FOR THAT I WILL ASK OUR UPSKILLING TEAM TO PROVIDE THAT DETAIL.
GOOD MORNING, EVERYONE. SONIA BHATT, SENIOR HR MANAGER.
AND STARTING WITH IDENTIFYING WHO THOSE EMPLOYEES ARE, WHO FIT WITHIN THIS WAGE THRESHOLD.
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AND WE IDENTIFIED THAT THERE ARE ABOUT 1500 EMPLOYEES THAT THIS THAT FALL WITHIN THAT SALARY BAND, AND THEY FALL WITHIN TEN DIFFERENT DEPARTMENTS.SO WE HAVE STARTED BY LISTENING TO BOTH THE EMPLOYEES TO HEAR WHAT THEY ARE TELLING US.
THAT IS, EITHER THEY NEED IN ORDER TO START UPSKILLING OR PROMOTING, AND THEN ALSO LISTENING TO THE MANAGERS THAT MANAGE THOSE EMPLOYEES. AFTER IDENTIFYING THE EMPLOYEES AND LISTENING TO THEM, WE'RE GOING TO SHARE SOME OF THE FEEDBACK THAT CAME FROM THOSE SESSIONS.
WE ALSO ARE GOING TO SHARE AN UPDATE ON OUR CAREER LADDER FOR OUR SECURITY OFFICERS, AND THEN TALK ABOUT OUR BRINGING THOSE COHORTS TOGETHER TO START IDENTIFYING RESOURCES TO HELP THEM TO GROW AND TO DEVELOP.
SO NEXT SLIDE PLEASE. IN LISTENING TO THE MANAGERS, THERE WERE FIVE KEY AREAS THAT CAME OUT OF THOSE SESSIONS THAT AS WE WERE TRYING TO IDENTIFY WHAT ARE SOME OF THE THINGS THAT WE NEED TO FOCUS ON? WE FOUND SOME OF THE WE LEARNED SOME OF THE BIGGEST BARRIERS THAT WERE HINDERING OUR SOME OF THOSE STAFF MEMBERS FROM ADVANCING OR PROMOTING. WE LOOKED AT THEIR SKILL GAPS AND THEY RANKED THEY'RE RANKED BY IMPORTANCE.
WE ALSO LOOKED AT THE RETENTION. WHAT NEEDS TO BE PRIORITIZED TO HELP THEM TO RETAIN OR TO STAY HERE AT THE CITY OF DALLAS. ANOTHER AREA ON THE NEXT SLIDE.
WE LOOKED AT HOW IMPORTANT IT IS FOR THEM TO HAVE SOME TYPE OF MENTORSHIP AND JOB SHADOWING.
AND THEN THE HIGHEST RANKED PRIORITIES FOR IMPLEMENTATION, THE THINGS THAT NEEDED TO BE FOCUSED ON AS WE PREPARE TO IMPLEMENT THOSE NEXT STEPS. AND ON THE NEXT SLIDE.
AS AN UPDATE FOR THE CAREER SERIES FOR SECURITY OFFICERS, I WANTED TO BRING THE GOOD NEWS THAT THIS CAREER SERIES HAS BEEN COMPLETED AND APPROVED. THE MAPPING OF EMPLOYEES HAVE BEEN COMPLETED, THE SALARY RECOMMENDATIONS HAVE ALSO BEEN COMPLETED AND SUBMITTED TO LEADERSHIP AND IS AWAITING REVIEW AND APPROVAL.
AND ONCE THAT APPROVAL HAS BEEN GIVEN, WE WILL START TO MAKE THE ADJUSTMENTS TO THE APPROPRIATE OR THE AFFECTED THE EFFECTIVE EMPLOYEES THAT THAT FALL WITHIN THOSE REQUESTED ADJUSTMENTS.
SO THAT IS SOME GOOD NEWS THAT WE ARE EXCITED ABOUT.
AND SO THOSE ARE THE STRATEGIES THAT WERE INTERVENTION STRATEGIES FOR ALL OF THE THINGS THAT WE'RE LOOKING AT AS WE WORK TO FIND WAYS TO UPSKILL THE EMPLOYEES THAT FALL WITHIN THAT $46,000 THRESHOLD, WAGE THRESHOLD.
AND SO AS WE'VE BEEN GATHERING INFORMATION AND TAKING ACTIONS, SOME OF THE KEY INSIGHTS THAT WE'VE GAINED IS AROUND REALLY CURRENT DATA, THE ABILITY TO HAVE A WAY TO TRACK AND MEASURE ALL OF THE MOVEMENT AND THE PROGRESS WITHIN THE PROGRAM. SO THAT'S ONE OF THE KEY INSIGHTS.
AND ALSO DEVELOPING A PROGRAM THAT IS FOCUSED FROM THE INPUT OF BOTH THE EMPLOYEE AND THE MANAGERS.
WE WANT TO MAKE SURE THAT WE'RE LISTENING, THAT WE'RE HEARING WHAT THEY ARE NEEDING, AND THEN WE'RE MOVING AND CREATING A PROGRAM THAT MEETS THOSE NEEDS AND NOT TRYING TO PUT SOMETHING IN PLACE THAT WE THINK MIGHT BE BENEFICIAL FOR THEM BUT ACTUALLY BUILDING THE PROGRAM AROUND THEIR INPUT. WE HAVE IDENTIFIED OUR FIRST THREE COHORTS OF THE FOCUS AREAS THAT WE'LL BE WORKING WITH THEM IN DEVELOPING. AND THOSE FOCUSES WILL BE AROUND SOFT SKILLS, TECHNICAL SKILLS AND LEADERSHIP SKILLS.
THOSE GROUPS WILL COME TOGETHER, AND WE WILL IDENTIFY THE RESOURCES TO ADDRESS THOSE GAPS.
NEXT SLIDE PLEASE. AND NEXT SLIDE I FORGOT TO ADVANCE THE SLIDES.
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IS PARTICIPATION OF THE PARTICIPANTS IN THE PROGRAM.WHAT'S THAT LEVEL OF PARTICIPATION? HOW MANY PEOPLE ARE ACTUALLY TAKING ADVANTAGE OF THE SKILLS AND THE RESOURCES THAT ARE BEING MADE AVAILABLE, AND THEN ALSO LOOKING AT THE INTERNAL MOBILITY AND HIRING IMPACT.
HOW MANY PEOPLE ARE BEING PROMOTED? HOW MANY PEOPLE ARE APPLYING FOR POSITIONS QUALIFYING AND APPLYING FOR POSITIONS? ALSO MEASURING AND TRACKING CERTIFICATIONS AND LICENSES.
AND THEN THE LAST MEASURE IS JUST TRACKING FEEDBACK.
KEEPING THAT FEEDBACK LOOP OPEN, ALWAYS LISTENING TO THE EMPLOYEES AND HOW THESE PROGRAMS ARE IMPACTING THEM, HOW THEY'RE AFFECTING THEM. AND THOSE ARE THE THINGS THAT THE MEASURES THAT MATTER AS WE CONTINUE TO MOVE THIS PROGRAM FORWARD.
NEXT SLIDE. SO AS WE LOOK AHEAD, THE TOP THREE NEXT MOVES REALLY CENTER AROUND TRACKING PROGRESS, CAREER PROGRESSION FOR OUR EMPLOYEES.
ALSO ABOUT CHECKING IN THOSE CONTINUAL PULSE CHECKS WITH MANAGERS AND PARTICIPANTS.
AND THEN LOOKING AT THE DATA, THE PROMOTION AND RETENTION RATES, LOOKING AT THE DATA OF THOSE THAT ARE PARTICIPATING IN THE PROGRAM GRAHAM VERSUS THOSE THAT FIT WITHIN THAT WAGE THRESHOLD BUT HAVE THAT ARE NOT PARTICIPATING AND LOOKING AT, SEE IF THERE'S A DIFFERENCE IN THE PROMOTION AND THE HIRING RATES AND THE PARTICIPANT, I'M SORRY, THE PROMOTION RATES AND THE RETENTION RATES OF THOSE THAT ARE A PART OF THE PROGRAM VERSUS THOSE WHO ARE NOT.
NEXT SLIDE PLEASE. AND SO AS OF AS WE THINK ABOUT OTHER WAYS TO GROW OUR ORGANIZATION, TO BUILD OUR ORGANIZATION, WE'RE EXCITED TO JUST SHARE WITH YOU ALL TODAY THAT WE'RE ALSO IMPLEMENTING A NEW TALENT REVIEW AND SUCCESSION PLANNING STRATEGY HERE AT THE CITY OF DALLAS, WHERE EMPLOYEES WILL HAVE AN OPPORTUNITY TO WELL, THE ORGANIZATION IS LOOKING AT THE TALENT THAT WE CURRENTLY HAVE, ASSESSING THEIR POTENTIAL AND IDENTIFYING POTENTIAL FUTURE POSITIONS THAT THEY MAY BE WELL SUITED FOR. SO, THIS PROGRAM IS HR IS PUTTING IN THE TOOLS, THE RESOURCES AND THE STRATEGIES FOR THE PROGRAM, BUT IT'S GOING TO BE OWNED BY OR LED BY THE MANAGERS WHERE THEY IDENTIFY THEIR STAFF MEMBERS WHO THEY SEE HAVE POTENTIAL FOR UPWARD MOBILITY. AND SO, IT'S, WE'RE TAKING KIND OF A THREE PRONGED APPROACH IN THE NEXT SLIDE, PLEASE. WHAT WE'RE ASKING EMPLOYEES TO DO IS TO UPDATE THEIR CAREER PROFILE AND WORKDAY. SO THEY'RE GOING TO ENTER ALL OF THEIR INFORMATION, THEIR PAST, CURRENT AND FUTURE CAREER ALL THE THINGS THAT THEY'VE DONE TO PREPARE THEMSELVES FOR THEIR FUTURE. THIS WILL HELP THE MANAGERS TO DO A TALENT REVIEW TO IDENTIFY WHO HAS WHO IS READY FOR THOSE NEXT STEPS IN THEIR CAREER. SO THEY WILL DO A ASSESS POTENTIAL.
THEY'LL LOOK AT RISK. THEY'LL LOOK AT THEIR LOSS IMPACT, THEIR RISK IF THEY WERE TO LEAVE THE ORGANIZATION AND ALSO LOOK AT THEIR UPWARD MOBILITY, THEIR POTENTIAL.
AND THEN LASTLY, ONCE THOSE EMPLOYEES ARE IDENTIFIED, WE'LL START LOOKING AT WHO IS READY, LOOKING AT THEIR READINESS TO MOVE INTO THE NEXT POSITIONS WITHIN THOSE DEPARTMENTS.
SO WE ARE VERY EXCITED ABOUT THIS NEW OPPORTUNITY.
NEXT SLIDE PLEASE. THIS ALL WILL TAKE PLACE IN OUR HUMAN CAPITAL SYSTEM OF RECORD, WHICH IS WORKDAY.
ALL OF THE PROCESSES WILL BE MANAGED IN WORKDAY.
IT WILL ALLOW US TO TRACK THE DATA. IT WILL ALLOW US TO KEEP THE RECORDS OF CAREER PROGRESSION, HOW EMPLOYEES ARE MOVING FORWARD. SO WE ARE EXCITED ABOUT THIS NEW OPPORTUNITY TO BUILD OUR CURRENT TALENT, TO ALLOW THEM OPPORTUNITIES FOR UPWARD MOBILITY.
AND THEN WE WANT TO NOW TALK ABOUT SOME ADDITIONAL FEATURES IN WORKDAY.
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AND WE'RE GOING TO, EXCUSE ME, ASK HEATHER WOOD TO SHARE ABOUT A NEW MODULE THAT WE JUST RECENTLY ROLLED OUT.I'M EXCITED TO ANNOUNCE THAT WORKDAY LEARNING WENT LIVE TO THE ORGANIZATION ON APRIL 17TH.
SO THIS MEANS WE'LL SEE STRONGER ALIGNMENT BETWEEN EMPLOYEE TRAINING, PERFORMANCE MANAGEMENT, AND WORKFORCE PLANNING. EMPLOYEE TRAINING WILL NOW BE IN ONE PLACE.
THIS MAKES IT EASIER TO ASSIGN, TRACK AND REPORT ON REQUIRED TRAINING ACROSS THE CITY.
THE SYSTEM HELPS ENSURE TRAININGS ARE DONE ON TIME.
IT ALSO OFFERS A BETTER EMPLOYEE EXPERIENCE. THE INTERFACE IS MODERN AND USER FRIENDLY, AND EMPLOYEES CAN ACCESS LEARNING ANYTIME, ANYWHERE, INCLUDING ON MOBILE DEVICES. THE SYSTEM USES AI AND MACHINE LEARNING TO RECOMMEND PERSONALIZED LEARNING BASED ON AN EMPLOYEE'S DESIRED SKILL DEVELOPMENT OR CAREER GOALS, AND IT DIRECTLY SUPPORTS CAREER GROWTH AND UPSKILLING.
EMPLOYEES CAN TAKE OWNERSHIP OF THEIR DEVELOPMENT.
THESE ARE ALL ESSENTIAL TO ATTRACTING AND RETAINING TOP TALENT.
NEXT SLIDE PLEASE. I'M ALSO EXCITED TO SHARE THE INTEGRATION OF PRECIPIO SKILLSOFT. CAN YOU GO TO THE NEXT SLIDE PLEASE? I'M ALSO EXCITED TO SHARE THE INTEGRATION OF PRECIPIO SKILLSOFT AND WORKDAY LEARNING IS NOW IN PROGRESS.
SO HERE'S WHAT THAT MEANS FOR US. IT MEANS AN EXPANDED LEARNING CONTENT LIBRARY FOR OUR EMPLOYEES.
PRECIPIO BRINGS THOUSANDS OF HIGH QUALITY COURSES, VIDEOS, BOOKS, AND CERTIFICATIONS ON TOPICS FROM LEADERSHIP AND IT TO CUSTOMER SERVICE AND COMPLIANCE. AND NOW ALL OF IT WILL BE ACCESSIBLE RIGHT INSIDE WORKDAY LEARNING.
SO NO MORE SWITCHING BETWEEN SYSTEMS. IT ALLOWS A PERSONALIZED LEARNING APPROACH FOR OUR EMPLOYEES.
WE'LL ALSO BE A CENTRALIZED TRACKING SYSTEM. SO WHETHER IT'S CITY LED INTERNALLY OR FROM PRECIPIO SKILLSOFT, IT WILL NOW BE TRACKED IN WORKDAY, AND MANAGERS AND ADMINS CAN EASILY MONITOR COMPLETION AND REPORT ON DEVELOPMENT PROGRESS.
PRECIPIO SKILLSOFT INCLUDES IN-DEMAND TOPICS LIKE COMMUNICATION, DATA LITERACY, CYBERSECURITY, AND PROJECT MANAGEMENT. ALL OF THESE SUPPORT UPSKILLING AND MOBILITY.
ONE PLATFORM CUTS DOWN ON SYSTEM OVERLAP AND COSTS, SO WE GAIN ACCESS TO WORLD CLASS CONTENT WHILE MAINTAINING THE CONTROL AND INSIGHTS WORKDAY PROVIDES. AND FINALLY, THIS INTEGRATION HELPS OUR WORKFORCE STAY AGILE, PROVIDING JUST IN TIME LEARNING TO KEEP UP WITH EVOLVING TOOLS, POLICIES, AND SERVICES. THANK YOU. THANK YOU FOR YOUR PRESENTATION.
ARE THERE QUESTIONS? WE'LL START WITH VICE CHAIR SCHULTZ.
THANK YOU VERY MUCH. LET ME I'LL START AT THE END.
WILL THE PRECIPIO BE ALIGNED WITH PROMOTIONS, OR IS IT JUST TO MAKE MY LIFE BETTER AND LEARN MORE AND ALL THOSE GOOD THINGS? GO AHEAD. WELL, I'LL GO AHEAD. YES, I'LL ANSWER THE QUESTION, IF I MAY.
IT WILL BE IN TERMS OF MANAGERS WILL BE ABLE TO SEE WHAT KIND OF CERTIFICATIONS OR KIND OF TRAINING SOMEONE WILL GET, AND IS ALSO ALIGNED IN THAT IF IS, SOMEONE, FOR INSTANCE, SAYS, THIS IS MY SKILL SET.
SO IT WILL BE TIED TO PROMOTIONS IN TERMS OF MAKING THAT INFORMATION AVAILABLE ON ONE END, MAKING THE EMPLOYEE ABLE TO SELF-DIRECT AND IDENTIFY AND TAKE COURSES THAT WILL ALLOW THEM TO FOLLOW THE PATH THAT THEY WANT TO, YOU KNOW, THAT PATH IN THE ORGANIZATION TO MOVE UP AND FOR MANAGERS TO BE ABLE TO SEE THAT EMPLOYEES
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PROGRESS. SO THEY'LL BE CLEAR PATHS THROUGH PRECIPIO IN TERMS OF THE THINGS THAT YOU NEED TO TAKE, IF YOU WANT TO MOVE TO THIS LEVEL OR THAT DIRECTION, THERE WILL BE THOSE NEED TO BE SET UP.SO WHEN WE'RE TALKING ABOUT CLEAR PATHS, EMPLOYEES WILL NOT NECESSARILY BE PUT ON A TRACK, BUT THERE'S A NUMBER OF TRACKS THAT THEY CAN SELECT. I UNDERSTAND THAT, BUT IT'LL BE MADE CLEAR TO THE EMPLOYEES IF I WANT TO BE THIS, THEN HERE'S HOW I GET THERE. IS THAT CORRECT? YES. THAT'S CORRECT. YES. OKAY. MY SECOND QUESTION IS THIS WHOLE PRESENTATION WE BEGAN FOUR YEARS AGO, AND WHAT I DON'T SEE IN THE PRESENTATION IS ANY OF THE PROGRESS THAT WHEN WE BEGAN THIS UPSKILLING, IT ALL BEGAN BECAUSE THE MAYOR APPOINTED A WORKFORCE CZAR, AND WE WENT INTERNAL AND EXTERNAL, AND THE EXTERNAL WAS LYNN MCBEE AND THE INTERNAL WAS US.
AND WE CHOSE THE UPSKILLING APPROACH FOR US. AND SO THAT WAS FOUR YEARS AGO.
WHAT I'M SEEING IN THIS PRESENTATION, AND I LOVE THE ADDITION OF WORKFORCE OF WORKDAY AND HOW AND IT CERTAINLY MAKES THE AND YOUR PRESENTATION IS MUCH IS LOVELY AND GRAPHICALLY ATTRACTIVE. BUT I DON'T SEE ANYTHING DIFFERENT THAN WHAT WE TALKED ABOUT FOUR YEARS AGO.
AND SO I DON'T SEE PROGRESS MEASURES I DON'T SEE I KNOW WE DID SOME WITH THE SECURITY OFFICERS, AS YOU MENTIONED, BUT I DON'T SEE ANYTHING ELSE.
AND SO WE'VE BEEN WORKING ON THIS FOR YEARS AND YEARS.
AND THIS IS JUST A REGURGITATION IN A MUCH MORE ATTRACTIVE WAY OF WHAT WE DID FOUR YEARS AGO.
SO WHAT? TELL ME WHAT I'M MISSING. I WOULD LOVE TO BE VERY WRONG ON MY STATEMENT.
THE PRESENTATION WAS INTENDED TO TALK ABOUT WHAT'S COMING UP.
AND I DON'T SEE WHERE THIS HAS EVEN BEEN ADDRESSED.
SO COULD YOU PLEASE HELP ME UNDERSTAND HOW THIS FIXES OR ADDRESSES ANY OF THE OTHER CHALLENGES THAT WE FACE THAT THAT WE IDENTIFIED FOUR YEARS AGO? WELL, I'LL CHIME IN BY ALSO SAYING THAT THE INTENTION OF THE PRESENTATION AS, AS DIRECTOR ARIAS HAS STATED, WAS AN UPDATE.
SO WE'LL BE HAPPY TO FOLLOW UP WITH A COMPREHENSIVE APPROACH TO WHAT WE'RE DOING.
BUT IT COMES IN MANY FORMS IN TERMS OF GETTING OUR, OUR SYSTEMS ALIGNED DEPARTMENTS HAVING A CAREER SERIES THE NUMBER OF INITIATIVES WE'VE TAKEN, ESPECIALLY WITH NOW EMPLOYEES WHO ARE MAKING UNDER 46,000 BE HAPPY TO BRING YOU OUR PROGRESS MEASURES ON THAT.
AND NOW THIS PRESENTATION, IT SAYS UPSKILLING PROGRAM UPDATE AND NEXT STEPS.
I DON'T SEE ANY UPDATE OTHER THAN YOU WENT TO HARVARD.
AND SO I'M, I REALLY FEEL LIKE I'M MISSING SOMETHING HERE.
CHAIR OR ANYBODY. WHAT AM I MISSING THAT IN THIS OTHER THAN THE INTEGRATION OF WORKDAY, WHICH I KNOW HAS BEEN QUITE THE CHALLENGE, BUT OTHER THAN THAT, I'M TALKING ABOUT THE ACTUAL IMPROVEMENT OF OUR EMPLOYEES INCOMES.
I CAN ANSWER THAT, PLEASE. HEATHER WOOD, TRAINING AND DEVELOPMENT MANAGER.
HEATHER. SO AS ACM SADIO MENTIONED THAT IT DOES TAKE SOME TIME FOR ALIGNMENT.
WE HAVE INITIALLY IN THE PILOT PHASE, IT WAS MORE OF A IT WAS A PERSONAL APPROACH.
WE ARE NOW EXPANDING IN PHASE TWO TO A A LARGER APPROACH.
WE DID THAT WITH FOUR LISTENING SESSIONS TO REALLY DRILL DOWN.
WHAT IS IT EXACTLY THAT THEY'RE NEEDING? AND FROM THAT, A PATTERN EMERGED THAT THE SKILLS THAT WERE NEEDED WERE COMMUNICATION, PROBLEM SOLVING, CRITICAL THINKING. RIGHT. SOME TECHNICAL.
I REMEMBER YOU PRESENTED ON THAT MAYBE A YEAR AGO OR MORE.
SO, THE FEEDBACK LISTENING SESSIONS WERE DONE IN FEBRUARY.
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AND WE'RE AT THAT PLACE WHERE WE ARE NOW GOING TO FORMULATE PULL TOGETHER THE COHORTS, THE GROUP OF EMPLOYEES THAT WILL MAKE UP THESE THE INITIAL COHORTS. THANK YOU, I APPRECIATE THAT.SO, WHAT AM I. SO PLEASE REMIND ME. WHAT? WHERE DO I HAVE IT WRONG? OBVIOUSLY, IN TERMS OF MY TIMELINE. AND SO PLEASE HELP ME UNDERSTAND WHERE I'M WHAT I'M MISSING.
YOU KNOW, I DON'T FEEL FREE TO CORRECT ME ON THIS.
I'D MUCH RATHER HAVE THE RECORD BE ACCURATE ON YOUR WORK THAN ME.
BE RIGHT. I'M NOT INTERESTED IN BEING RIGHT. SO WHEN WE FIRST STARTED ADDRESSING UPSKILLING AND THESE SAME THINGS, THAT WAS YEARS AGO, AM I RIGHT, IF I MAY? WE IDENTIFY UPSKILLING ABOUT AS AN AREA OF FOCUS.
ABOUT THREE YEARS AGO, IT TOOK SOME TIME TO GET IT INTO THE BUDGET.
ONCE WE PUT IT INTO THE BUDGET SO THAT WE COULD HAVE RESOURCES TO START DOING THIS WORK, WE DID, AS HEATHER SAID, A FOCUSED APPROACH THAT YIELDED SOME RESULTS AND TOLD US THAT WE NEEDED TO EXPAND TO MAKE IT MORE CITYWIDE.
AND THAT WAS LAST YEAR. SO WE STARTED DOING IT CITYWIDE, AND WE HAVE SOME SUCCESSES.
THIS IS SOMETHING THAT TAKES QUITE A BIT OF TIME BECAUSE IT'S A MIND SHIFT.
SURE, IT'S A MIND SHIFT FOR EMPLOYEES THAT MAY NOT WANT IT TO MOVE UP.
IT'S A MIND SHIFT FOR MANAGERS THAT NEED TO GROW AND LET GO OF THAT TALENT.
THAT SOMETIMES IS DIFFICULT. SO WHAT WE HAVE BEEN WORKING ON CULTURE CHANGE.
WE HAVE BEEN WORKING ON GETTING THE INFORMATION OUT, GETTING EMPLOYEES TO BUY IN TO UNDERSTAND THAT THIS IS ACTUALLY SOMETHING THAT THE ORGANIZATION WANTS. RIGHT. AND SO THAT'S THE WORK THAT WE HAVE BEEN DOING, YOU KNOW, FROM FALL ALL THE WAY UP TO HERE.
I WILL SAY THAT THE INFORMATION THAT WE HAVE IS NOT, YOU KNOW, IT'S SUBSTANTIAL.
YOU KNOW, IT'S I WOULD SAY IT'S SOMETHING THAT I WOULDN'T SAY IS NOT EFFECTIVE.
WE ALSO SEEING THAT CAREER LADDERS ARE THE MAIN TOOL TO BE ABLE TO GET PEOPLE THROUGH IT.
WE'RE DOING IT WITH ELECTRICIANS. WE'RE DOING IT WITH PLUMBERS.
WE'RE DOING IT JUST IN EVERY SINGLE AREA. BUT THIS THIS IS SIGNIFICANT LIFT THAT, YOU KNOW, IT TAKES SOME TIME TO GET TO IN PARTICULAR BECAUSE WE DON'T HAVE ADDITIONAL RESOURCES.
SO WE'RE DOING IT WITH WHAT WE HAVE. YEAH. BECAUSE WE I REMEMBER AN EXTENSIVE CONVERSATION ABOUT WHICH DEPARTMENTS WERE MOST LIKELY TO BE ABLE TO TRAIN THOSE MANAGERS TO WANT TO HAVE THEIR EMPLOYEES MOVE UP.
AND SO WE HAVEN'T MADE YET PROGRESS WITH THEM OR EVEN BEGUN.
IS THAT CORRECT? WELL, I THINK THE APPROACH WE'VE TAKEN IS TO IS TO IDENTIFY THOSE PARTNERS AS WE HAVE PRESENTED THAT DATA TO YOU PREVIOUSLY, AND ALSO TO GO, AS YOU HAVE OFTEN SAID, WITH THE COALITION OF THE WILLING.
WELL, I DON'T THINK SO. I JUST WANTED TO UNDERSTAND WHAT THIS WHAT'S NEW HERE? OTHER THAN WORKDAY AND PRECIPIO. SO I'M FINISHED.
THANK YOU. EXCUSE ME. THANK YOU. EXCUSE ME. CHAIRMAN RESENDEZ, DO YOU HAVE A QUESTION? ALL RIGHT, CHAIRMAN WILLIS. CHAIRWOMAN, I SHOULD SAY ONLINE.
CHAIRMAN RIDLEY. ALL RIGHT. SO I KNOW WHAT WE WANT TO DO.
WE WANT TO BE TIMELY AND IMPACTFUL BECAUSE I DON'T WANT TO LOSE OUR QUORUM THIS MORNING.
BUT JUST IN CLOSING, JUST FOLLOWING UP BEFORE WE GO TO THE NEXT PRESENTATION, WHAT I WOULD SAY IS THAT WE MUST ACCELERATE, OF COURSE, THE TIMELINE IN TERMS OF IMPACT.
SO WE'RE NEVER LOSING QUALITY PEOPLE WITH POTENTIAL.
THIS SEASON, WE'VE GOT TO PLACE SIGNIFICANT VALUE ON ALL OF THESE EMPLOYEES.
[00:35:02]
AND I CAN'T STRESS ENOUGH HOW THE FACT THAT HOW YOU TREAT PEOPLE, THEY WILL REMEMBER FOREVER, YOU CAN GIVE THEM, YOU KNOW, CANDY. AND BUT IF THE CANDY AND THE TREATMENT ARE NOT THE SAME IN THE SPIRIT.IT JUST IS FOR NAUGHT. THIS IS A PHENOMENAL CITY.
IT'S SOMETHING WE WANT TO WE WANT TO BE ABLE TO BRAG ABOUT AND BE PROUD OF ON A DAY TO DAY BASIS.
AND AS EMPLOYEES WEAR THE BADGE OF HONOR FOR BEING A PART OF THIS SERVICE THAT WE GIVE TO OUR CONSTITUENTS, THEY NEED TO FEEL IT AND BREATHE IT. AND SO WHATEVER CHAIR ASSISTANT CITY MANAGER, YOU CAN DO AS YOU MOVE FORWARD.
WE HAVE TO REMEMBER THIS, AND I AND I WASN'T IN THIS POSITION FOUR YEARS AGO, JUST RECENTLY.
SO MY BIGGEST CHALLENGE WAS THE ADVOCACY OF MAKING SURE WE UNDERSTOOD THE ROLE AND THE IMPACT OF FEELING OF THE SECURITY TEAM, BECAUSE WE HEAR ABOUT THE FACT THAT, OH, THEY THEIR SALARY IS COMPARABLE TO OTHERS ACROSS THE CITY.
AND SO, WE'VE GOT TO, WE'RE NOT TRYING TO PUT ANYONE IN SITUATIONS WHERE THEY'RE LIVING LARGE AND IN CHARGE TO THE POINT WHERE, YOU KNOW, EVERYBODY IS BLINGING IN REGARDLESS OF WHERE, WHAT CATEGORIES OR WHETHER IT'S THEIR CARS, THEIR HOMES OR WHATEVER. WE'RE NOT TRYING TO SET THEM UP FOR THAT.
I THINK WE CALL THEM NON-UNIFORM OR WHATEVER, SOMETHING I NEVER WILL FORGET.
BUT THEY'RE ALWAYS PROUD AND STANDING TALL IN SERVICE.
AND SOMETIMES I WONDER, WHAT WILL WE DO IF WE DID NOT HAVE THEM IN THIS BUILDING? THEY'RE VERY VITAL TO THE SECURITY AND PROTECTION OF THIS BUILDING OUTSIDE OF THE BUILDING, IN OUR CITY SERVICES. AND I'M GRATEFUL FOR THEM BECAUSE THERE'S A LOT GOING ON OUT THERE, AND SOMETIMES WE TAKE IT FOR GRANTED.
AND SO, I HOPE THAT AS THE CITY MANAGER AND I'M GOING TO WRITE HER AS WELL, PAYING HER THAT INFORMATION ABOUT MY POSITION AND THAT I'M NOT RELATED TO ANY OF THE SECURITY GUARD HERE IN THIS BUILDING. BUT I DO KNOW THAT IF SOMETHING HAPPENS THAT IS A THREAT TO OUR SECURITY, WE ARE DEPENDING ON THEM TO REACT, AND WE WANT THEM TO MAKE SURE THAT NOT ONLY THEY'RE SAFE, BUT WE'RE SAFE. I KNOW I DO. AND SO, I CONTINUE TO UNDERSCORE THE NEED TO LET'S STOP SETTLING.
IT'S VERY UNSETTLING TO HEAR THAT YOU MAY HAVE SECURITY GUARDS WHO ARE PUTTING THEIR LIVES ON THE LINE FOR UNDER 40, UNDER $50,000. THAT'S WILD TO ME. IT'S WILD TO ME.
SO CONSTITUENTS WHO COME IN THE BUILDING NEED TO BE SAFE.
A DAY IN THIS BUILDING WITHOUT SECURITY WOULD BE AWFUL.
BUT WE DO UNDERSTAND THAT WE NEED EVERYONE IN THE BUILDING TO BE SAFE AND PRODUCTIVE, AND EVERYONE WANTS TO COME ABOVE THAT 50, THAT 46,000. BUT I THINK WE CAN DO IT IF WE PUT OUR MINDS AND HEARTS TO IT AND THE PENCIL TO IT, WE CAN DO WHATEVER WE CHOOSE TO DO IN THIS CITY.
WE NEED TO VALUE, AND WE NEED TO STRESS THE FACT THAT WE IF WE ARE LIVING IN THIS CITY, WE ARE TAXPAYERS, SO WE DON'T WANT TO PAY FOR OUR OPPRESSION. AND SO WITH THAT BEING SAID, I KNOW YOU HAVE ANOTHER PART THAT WE'RE EXCITED ABOUT.
I STATED EARLIER, WE'RE READY TO MOVE ON TO THE VETERANS AFFAIRS COMMISSION, BUT I WANTED TO MAKE SURE I STRESS THAT IN TERMS OF SECURITY, SAFETY AND INVESTMENT IN HUMAN CAPITAL. JUST CONTINUE TO KEEP ON KEEPING ON.
BUT HOW WOULD YOU FEEL IF YOU WERE ON THE RECEIVING END OF WHAT YOU ALL ARE DOING IN TERMS OF YOUR PROGRAMING AND COMMITMENT? IF YOU DON'T FEEL GOOD ABOUT WHAT YOU'RE SAYING, THAT IF IT WAS APPLIED TO YOU, THEN DON'T APPLY TO OTHERS WHO ARE IN THIS BUILDING DEPENDENT ON YOU. SO, WITH THAT BEING SAID, ASSISTANT CITY MANAGER PEREZ, WE'RE READY TO MOVE ON.
THANK YOU, CHAIR, AND THANK YOU TO THE TEAM FROM HR.
AND WE DO HOPE THAT YOU SEE THAT IN THE SECURITY OFFICER'S CAREER SERIES UPDATE.
THAT WAS THE INTENTION AND THE EXPECTED IMPACT.
[00:40:09]
WORK ALONGSIDE OUR VETERANS AFFAIRS COMMISSION.I'M GOING TO TURN IT OVER NOW TO HAI TRAN DIRECTOR OF OFFICE OF EQUITY AND INCLUSION, INTERIM.
GOOD MORNING, CHAIR AND COMMITTEE. THANK YOU, LIZ.
MY NAME IS HAI TRAN, THE INTERIM DIRECTOR OF THE OFFICE OF EQUITY AND INCLUSION.
WE ARE VERY EXCITED TODAY TO PRESENT TO YOU AN UPDATE ON THE WORK OF THE VETERANS AFFAIRS COMMISSION, ALSO KNOWN AS THE VAC. GOOD MORNING, EVERYONE.
MY NAME IS CHRISTINA DASILVA, ASSISTANT DIRECTOR FOR THE OFFICE OF EQUITY AND INCLUSION, AND TODAY'S PRESENTATION WILL INCLUDE A BRIEF HISTORY OF THE VETERANS AFFAIRS COMMISSION AND VETERAN DEMOGRAPHICS IN DALLAS. WE'LL THEN EXPLORE SOME OF THE CHALLENGES THAT MILITARY VETERANS FACE AND PROVIDE DETAILS ON THE NEW VETERAN WELL-BEING ASSESSMENT.
NEXT SLIDE. SO, AS WE LOOK AT. SO AS WE LOOK AT THE BACKGROUND IN HISTORY.
THE CITY OF DALLAS CREATED THE VETERAN AFFAIRS COMMISSION THROUGH AN ORDINANCE ADOPTED ON JANUARY 27TH OF 2021, AND THE VAC FUNCTIONS AS AN ADVISORY BODY THAT MAKES FORMAL RECOMMENDATIONS TO THE CITY MANAGER AND THE CITY COUNCIL ON MATTERS AFFECTING VETERANS.
NEXT SLIDE. SO NOW WE'LL GO INTO VETERAN DEMOGRAPHICS.
APPROXIMATELY 40,000 MILITARY VETERANS LIVE IN DALLAS.
NOTABLY, 34% OF VETERANS REPORT HAVING A DISABILITY.
THESE NUMBERS HELP US UNDERSTAND SOME OF THE STRENGTHS AND NEEDS OF OUR VETERAN POPULATION.
NEXT SLIDE. NOW LOOKING AT THE NUMBERS WHEN IT COMES TO THE PERIOD OF MILITARY SERVICE, DALLAS VETERANS REPRESENT MULTIPLE GENERATIONS OF SERVICE. 31% SERVED IN THE POST 9/11-GULF ERA.
ANOTHER 23% SERVED IN THE EARLIER GULF WAR. VIETNAM VETERANS MAKE UP 26%, WHEREAS THERE ARE SMALLER PERCENTAGES STILL THAT ARE HERE IN DALLAS THAT SERVE DURING THE KOREAN WAR AND WORLD WAR II.
AND AS WE LOOK AT THE VETERAN AFFAIRS COMMISSION, WE ACTUALLY HAVE SOME OF OUR COMMISSIONERS HERE, AND WE'D LIKE TO RECOGNIZE THEM. IF YOU CAN. PLEASE STAND.
WE HAVE CHAIRMAN RONNIE MAESTAS, COMMISSIONER JUAN PRECIADO, AS WELL AS COMMISSIONER GLENN HUNTER.
AND THERE MAY BE SOME ONLINE BUT NOT ABLE TO SEE.
AND SO, THE VETERAN AFFAIRS COMMISSION IS COMPOSED OF DALLAS RESIDENTS WITH A COMBINED MILITARY SERVICE OF OVER 100 YEARS, BELIEVE IT OR NOT. AND THAT'S FROM 12 COMMISSIONERS.
THIS DEEP LIVED EXPERIENCE IS INVALUABLE, AND MOST COMMISSIONERS HAVE SERVED IN UNIFORM THEMSELVES OR ARE CLOSELY CONNECTED TO VETERANS, ALLOWING THEM TO PROVIDE AUTHENTIC, INFORMED GUIDANCE.
NEXT SLIDE PLEASE. DESPITE THEIR SERVICE, MANY VETERANS IN DALLAS STILL FACE PERSISTENT CHALLENGES.
THREE STANDOUT FIRST NAVIGATING SERVICES AND ACCESSING ACCURATE INFORMATION.
SECOND, OBTAINING STABLE AND AFFORDABLE HOUSING, AND THIRD, WORKFORCE AND EMPLOYMENT OPPORTUNITIES.
NEXT SLIDE PLEASE. WE ALSO WANT TO RECOGNIZE THE IMPORTANCE OF CELEBRATING OUR VETERANS NOT ONLY FOR THEIR SERVICE, BUT FOR THEIR CONTINUED CONTRIBUTIONS AS COMMUNITY LEADERS, ENTREPRENEURS, AND MENTORS.
THIS CELEBRATION IS PART OF NURTURING A WELCOMING AND SUPPORTIVE ENVIRONMENT CITYWIDE.
NEXT SLIDE. SO NOW WE'LL BE TALKING ABOUT THE VETERAN'S WELL-BEING ASSESSMENT.
NEXT SLIDE. TO BETTER UNDERSTAND THE NEEDS OF MILITARY VETERANS AND IDENTIFY HOW THE CITY OF DALLAS CAN ENHANCE ITS SUPPORT FOR THIS COMMUNITY, THE OFFICE OF EQUITY AND INCLUSION INITIATED A VETERANS NEEDS ASSESSMENT.
WE ARE DEEPLY GRATEFUL FOR THE LEADERSHIP AND COLLABORATION OF THE VETERANS AFFAIRS COMMISSION, WHICH PLAYED A KEY ROLE IN GUIDING THIS EFFORT IN SUPPORT OF THIS WORK.
THEY MET ALL THROUGHOUT THE MONTH OF JULY, WHICH IS IMPRESSIVE.
[00:45:06]
MEMBERS WEST AND RESENDEZ. THE VETERANS AFFAIRS COMMISSION FORMALLY APPROVED THE FINAL SET OF RECOMMENDATIONS AUGUST 8TH, 2024. NEXT SLIDE. WE ARE PLEASED TO SHARE THAT AFTER WE RECEIVED THE RECOMMENDATIONS FROM THE VAC, WE WERE ABLE TO INITIATE A PROCUREMENT PROCESS IN WHICH VETERANS WERE REPRESENTED THROUGHOUT.MILITARY VETERAN ALINA NAIR SERVED AS THE OFFICE OF PROCUREMENT SERVICES BUYER.
KEVIN BELCHER, PRESIDENT OF THE VETERAN EMPLOYEE RESOURCE GROUP, OR VA, JOINED THE PROPOSAL EVALUATION COMMITTEE AFTER A COMPETITIVE SELECTION PROCESS. THE PROJECT LAUNCHED APRIL 1ST, 2025.
DA SILVA, WOULD YOU MIND TAKING UP ANOTHER MIC? I THINK YOU'RE HAVING A MIC ISSUE THERE. THANK YOU.
NEXT SLIDE. SO, WHEN WE'RE LOOKING AT AS WE'RE LOOKING AT THE VETERAN'S WELL-BEING ASSESSMENTS PURPOSE, WE'LL SEE THAT IT'S FIVE FOLD. THE FIRST IS TO EVALUATE CURRENT VETERAN CHALLENGES.
SECONDLY TO IDENTIFY GAPS IN SERVICE AREAS LIKE EDUCATION, WORKFORCE HEALTH AND HOUSING.
THIRD, ASSESS THE EFFECTIVENESS OF CITY PROGRAMS. FOURTH, RECOMMEND ENHANCEMENTS. AND MOST IMPORTANTLY, NUMBER FIVE TO GENERATE PRACTICAL, PRACTICAL, ACTIONABLE INSIGHTS FOR DECISION MAKERS TO IMPROVE THE QUALITY OF LIFE, THUS THE WELL-BEING OF OUR VETERAN RESIDENTS.
NEXT SLIDE PLEASE. AND THIS WILL TAKE PLACE THROUGH A TRIANGULATED RESEARCH APPROACH.
SO, THIS THREE-PRONGED METHOD WILL FIRST BE THROUGH THE VETERANS INNOVATION AND INSIGHT FORUM, WHICH IS A STRATEGIC COMMUNITY WORKSHOP. AND WE'LL TALK A LITTLE BIT MORE ABOUT THAT.
SECOND, A QUANTITATIVE IMPACT ANALYSIS OF SUPPORT SERVICES.
AND THIRD, A GEOSPATIAL STUDY THAT LOOKS AT WHERE VETERANS LIVE AND HOW THEY ACCESS SERVICES.
SO THIS THREE PRONGED APPROACH ENSURES WE CAPTURE DIVERSE PERSPECTIVES AS WELL AS VALUABLE DATA.
NEXT SLIDE PLEASE. THE VETERANS INNOVATION AND INSIGHT FORUM IS GOING TO BE HELD ON SATURDAY, JULY 12TH AT SOUTHERN METHODIST UNIVERSITY. THIS WILL BE AN ALL DAY EVENT FROM 8:30 A.M.
TILL FIVE AND WILL INCLUDE WORKSHOPS, NETWORKING AND SOLUTION BUILDING.
IT'S AN OPPORTUNITY TO CREATIVELY ENGAGE DIRECTLY WITH VETERANS, THEIR FAMILIES, SERVICE PROVIDERS AND SHAPE THE FUTURE SERVICES FROM A QUANTITATIVE AND QUALITATIVE, FROM THE QUANTITATIVE AND QUALITATIVE DATA THAT WILL BE COLLECTED.
FOR ANY VETERANS THAT YOU'D LIKE TO PARTICIPATE IN THIS VETERANS INNOVATION INSIGHT FORUM, WE RESPECTFULLY ASK THAT YOU CONTACT US AT EQUITY.GOV FOR ANY FOLLOW UPS TO INCLUDE THEM IN THIS.
NEXT SLIDE PLEASE. THE VETERANS AFFAIRS COMMISSION WILL HAVE THEIR NEXT MEETING ON THURSDAY, JULY 12TH AT NOON HERE AT CITY HALL IN THE AUDITORIUM LOCATED AT L1.
WE RESPECTFULLY ASK THAT IF YOU PLAN ON ATTENDING TO, PLEASE LET US KNOW.
THANK YOU. JULY. DID I HEAR WOULD YOU SAY. DID YOU MEAN JUNE? I'M SORRY. JUNE 12TH. JUNE 12TH. I SAID JULY 12TH.
I'M SORRY. THAT'LL BE YOU. THANK YOU. COMMITTEE CHAIR, VICE CHAIR AND COMMITTEE MEMBERS. WE REALLY APPRECIATE YOUR TIME AND SUPPORT.
WE'RE VERY PROUD OF THE WORK OF THE VETERANS AFFAIRS COMMISSION.
THIS IS REALLY IMPORTANT WORK. AND SO WE LOOK FORWARD TO COLLABORATING WITH YOU ALL AND LOOK FORWARD TO YOUR FEEDBACK TO MAKE DALLAS A NATIONAL LEADER IN VETERANS INCLUSION AND WELL-BEING. THANK YOU VERY MUCH.
THANK YOU VERY MUCH FOR YOUR PRESENTATION. COMMENTS.
CHAIRWOMAN WILLIS, YOU HAVE COMMENTS? YES. THANK YOU SO MUCH.
I REALLY APPRECIATE THIS UPDATE. AND THIS IS CLEARLY A VITAL PART OF WHAT THE CITY OF DALLAS CAN DO FOR OUR VETERANS COMMUNITY. AND I KNOW WE'RE WORKING THROUGH THIS PROCESS, AND I REALLY APPRECIATE THE WAY YOU'VE LINED IT ALL OUT AND ALL OF THE STEPS AND THE THOUGHT THAT HAS GONE INTO THIS, AS WELL AS THE OUTREACH THAT'S BEEN DONE.
I THINK THAT'S VERY MEANINGFUL AND WILL MAKE FOR A BETTER END PRODUCT.
[00:50:04]
BUT I KNOW THAT I PLAN TO BE SURE PEOPLE ARE AWARE, NOT JUST OUR VETERANS, BUT ALSO RESIDENTS IN DISTRICT 13, TO KNOW THAT THE CITY IS UNDERTAKING THIS, TO KNOW THAT THIS POPULATION OF OUR CITY IS SEEN AND THAT WE CARE ABOUT THEM.AND SO I THINK EVEN THOUGH WE'RE WAITING ON AN END PRODUCT, JUST MAKING PEOPLE AWARE THAT THIS IS IS BEING UNDERTAKEN IS ALSO VERY MEANINGFUL. SO THANKS TO EVERYONE FOR YOUR WORK AND THANKS TO THE VETERAN AFFAIRS COMMISSIONERS FOR THEIR WORK IN THIS AS WELL.
THANK YOU VERY MUCH, CHAIRWOMAN SCHULTZ. ALL RIGHT.
OKAY. WELL THANK YOU. THANK YOU, MADAM CHAIR.
I JUST WANT TO SAY THANK YOU ALL FOR FOR THE WORK THAT YOU ALL ARE DOING AND FOR THE PRESENTATION.
I DO HAVE A FEW QUESTIONS. JUST IN TERMS OF AS WE MOVE FORWARD.
RIGHT. I'M THINKING ABOUT HOW WHAT MECHANISMS ARE IN PLACE TO ENSURE THAT WHATEVER RECOMMENDATIONS COME FROM THE COMMISSION AREN'T JUST ONLY HEARD, BUT ACTED UPON BY CITY DEPARTMENTS AND THE COUNCIL.
THANK YOU FOR YOUR QUESTION, COUNCIL MEMBER RESENDEZ.
THAT IS ULTIMATELY OUR GOAL WITH THE ASSESSMENT IS THAT IT'S NOT JUST DATA THAT TELLS STORIES, BUT ALSO THINGS THAT ARE ACTUAL INSIGHTS FOR THE CITY.
AND I THINK THAT WE HAVE DEFINITELY THE COLLABORATION FROM THE COMMISSION ON VETERANS AFFAIRS THAT ALREADY MEET MONTHLY TO EVALUATE HOW OUR CITY SERVICES SUPPORTING VETERANS.
AND SO, I THINK THIS DOCUMENT NOT ONLY WILL SUPPORT CITY DEPARTMENTS BUT ALSO THE VETERANS AFFAIRS COMMISSION AND SERVING AS AN ADVISORY BODY. OKAY. AND I'M ASSUMING WE'RE ALSO CONSIDERING AND THINKING ABOUT HOW WE'RE GOING TO MEASURE THE COMMISSION'S EFFECTIVENESS AS WELL. YEAH, THAT'S A GREAT QUESTION. I THINK THAT THAT THIS ASSESSMENT WILL ALSO PROVIDE SOME POSSIBLY SOME RECOMMENDATIONS ON HOW WE CAN BE TRACKING AND MEASURING PROGRESS, ESPECIALLY WITH THE MILITARY VETERAN COMMUNITY HERE IN DALLAS. BECAUSE THAT IS ULTIMATELY THEIR MISSION IS TO ADVISE THE CITY ON HOW TO IMPROVE OUTCOMES FOR MILITARY VETERANS. AND SO I THINK THAT THIS ASSESSMENT WILL HELP US COME UP WITH A ALMOST LIKE A THIRD PARTY EVALUATION FRAMEWORK SO THAT WE CAN MAKE SURE THAT WE'RE ON THE RIGHT TRACK TO SERVING MILITARY VETERANS IN MEANINGFUL WAYS.
YEAH, ABSOLUTELY. I LIKE THE FACT THAT, YOU KNOW, THE THREE TOP ISSUES THAT WERE IDENTIFIED, THE ISSUES WITH NAVIGATING SERVICES, HOUSING AND WORKFORCE OPPORTUNITIES.
BUT THANK YOU ALL SO MUCH ONCE AGAIN, FOR EVERYTHING YOU ALL ARE DOING.
THANK YOU. AND I WILL WRAP UP. NO, I HAVE QUESTIONS.
OH, I THOUGHT YOU SAID YOU DIDN'T. OKAY. NO, I WAS JUST I WAS JUST LETTING OUR VETERAN GO FIRST.
THANK YOU. FIRST OF ALL, I WANTED TO FIND OUT WE KNOW WE HAVE DATA ABOUT OUR VETERAN DEMOGRAPHICS.
SO AS PART OF THE ANALYSIS WE SMU IS ACTUALLY CURRENTLY UNDERGOING A PROCESS TO REVIEW NOT ONLY CITY RECORDS, BUT I THINK ALSO SOME OF OUR PARTNER ESTABLISHMENTS.
WHO ARE THEY SERVING? WHAT ARE WHAT HAVE BEEN THE CONVERSATIONS ABOUT SERVICE GAPS? AND THEY WILL BE CONDUCTING AN ANALYSIS TO IDENTIFY WHAT ARE THOSE GAPS.
AND I THINK IN UNDERSTANDING WHAT THOSE GAPS ARE, I THINK WE'LL ALSO UNDERSTAND WHO ARE WE MISSING.
AND, AND SORT OF IN TERMS OF SERVICE WHO WE'RE SERVING NOW.
YES, I THINK THAT'S ACTUALLY ONE OF THE ISSUES THAT WE HAVE IS THAT THERE'S A LOT OF SERVICES THAT THE CITY PROVIDES, BUT WE DON'T ACTUALLY TRACK VETERAN POPULATION DATA.
SO, I THINK THAT'S GOING TO BE ANOTHER AREA OF RECOMMENDATION IS HOW CAN WE EFFECTIVELY TRACK HOW MANY VETERANS WE'RE SERVING, HOW MANY MILITARY VETERANS ARE V ENDORS WITH THE CITY, FOR EXAMPLE? THAT'S SOMETHING THAT WE'RE HOPING THAT WITH THIS COMPREHENSIVE ASSESSMENT THAT WE'LL BE ABLE TO IDENTIFY WHERE HOW WE CAN TRACK THAT BETTER.
[00:55:01]
WELL I THINK THANK YOU. YES, EXACTLY. I MEAN, WE DID SUCH A GREAT JOB IN TRACKING THAT WITH OUR CHALLENGES WITH HOME, WITH HOUSING, WITH HOMELESSNESS. I THINK WE COULD DO THE SAME THING, PARTICULARLY SINCE YOU'VE GOT THE THREE AREAS.EVERY SINGLE ONE OF THOSE ARE VERY EASILY TRACKED.
I ALSO WANTED TO KNOW, I SEE AS WE, AS YOU BROKE DOWN THE DIFFERENT GROUPINGS OF OUR VETERANS THE YOUNGER VETERANS I THINK I ALSO THINK IT WOULD BE INTERESTING.
BUT I THINK IT WOULD BE VERY INTERESTING TO FIND OUT THE NEEDS OF OUR YOUNGER VETERANS.
I KNOW QUITE A FEW, AND I THINK, YOU KNOW, THEIR NEEDS ARE VERY DIFFERENT THAN PERHAPS SOME OF OUR OLDER VETERANS AND ESPECIALLY IN TERMS OF MEDICAL CARE OR HOUSING OR WHATEVER. THE OTHER THING IS THE CAN YOU. VICE CHAIR SCHULTZ, MAY I ALSO ASK THAT OUR COUNCIL MEMBERS HELP US AMPLIFY THE THE EVENT WE'RE HAVING AT SMU BECAUSE, WELL, THAT WAS MY NEXT QUESTION IS I HAVEN'T SEEN A FLIER OR, YOU KNOW, I'D LOVE TO BE ABLE TO PROMOTE THAT EVENT AND ALL OF THAT.
THEY'RE GOING TO GO TO VA OR OTHER RESOURCES THAT ARE AUTOMATICALLY GIVEN UPON DISCHARGE.
RIGHT. AND IN THEIR OWN COMMUNITIES. SO I'D LIKE TO SEE MAYBE IN THE NEXT PRESENTATION, A LIST OF WHO WE PARTNER WITH AS A CITY TO HELP, WHETHER IT'S AMPLIFY OUR WORK OR SUPPORT THEIR WORK.
SPECIFICALLY, WHICH GROUPS? YOU KNOW, THIS IS AN INCREDIBLY IMPORTANT, AS IT WAS SAID POPULATION THAT WE WANT TO MAKE SURE THAT THEY THAT ALL OF THEIR NEEDS ARE MET IS TO THE BEST OF OUR ABILITY AS A CITY.
SO, YOU KNOW, I WANT TO THANK YOU ON THAT. I WANT TO THANK THOSE WHO SERVED AND I AND SINCE THIS MAY BE THE LAST THING I SAY ON THIS COMMITTEE, I WANT TO THANK OUR CHAIR. THIS IS THE LAST ITEM ON THE AGENDA.
I WANT TO THANK OUR CHAIR FOR THE WORK SHE PUT IN AND THE INCREDIBLE STAFF, ALL OF YOU, FOR DOING.
IT'S STUFF THAT'S A LOT HARDER TO MEASURE BECAUSE WE'RE DEALING WITH HUMAN LIVES, AS OPPOSED TO STREETS OR CRIME STATISTICS OR SOME OF THE EASY, MORE COMMONLY APPRECIATED ITEMS. WE ARE. THE WHOLE QUALITY OF LIFE IN DALLAS DEPENDS SO MUCH ON THE WORK OF THIS. THE TEAMS THAT SUPPORT THIS COMMITTEE AND THE AND THE ISSUES THAT THIS COMMITTEE ADDRESSES.
AND YET IT STAYS UNDER THE RADAR THE MOST. AND IT GETS IT'S THE MOST EASILY CUT FROM THE BUDGET.
AND SO I WANT TO THANK YOU ALL FOR DOING THAT HEAVY LIFT AND THAT HARD WORK FOR ALL OF THE PEOPLE WHO OFTEN GO IGNORED IN OUR COMMUNITY. SO THANK YOU VERY MUCH. EXCUSE ME.
THANK YOU. THANK YOU. JUST IN WRAPPING UP. AND OF COURSE, THANK YOU FOR THOSE COMMENTS.
AND I KNOW THAT AS I MOVE TO A CLOSE. I KNOW THAT CHAIR.
I KEEP MAKING CHAIR. CITY MANAGER. ASSISTANT CITY MANAGER WANTED TO MAKE SURE THAT SHE DID ACKNOWLEDGE THE WORK OF THE VICE CHAIR AND THE COMMITTEE VICE CHAIR. SCHULTZ, WHO WAS ALSO CHAIRMAN OF THE COMMITTEE.
AND SHE WANTED TO ACKNOWLEDGE THE WORK ALSO THROUGH CITY MANAGER TOLBERT.
I AM GRATEFUL TO BE IN THIS POSITION. I DON'T NEED ANY ACKNOWLEDGMENTS, IF YOU WILL.
IT IS SOMETHING THAT YOU LOOK AT AS AN ASSIGNMENT.
AND SO MY ASSIGNMENT NEVER CLOSES. SO THERE ARE SOME WHO ARE ON A ON A DEFINITE END DATE.
SO MY NUMBERS ARE ALWAYS 365 BECAUSE I WANTED TO STAY ALIVE.
AND SO WHEN I TALKED TODAY JUST QUICKLY ON THIS ASSISTANT CITY MANAGER.
THANK YOU FOR YOUR EFFORTS TO GET US RECOGNIZED HERE.
AND IF THE OTHER COMMITTEE MEMBERS WANT TO DO THAT, THAT'S FINE.
[01:00:02]
SO I'M ONE OF THOSE, JUST LIKE MANY OF YOU IN THIS BUILDING WHO HAVE FAMILY MEMBERS ACROSS THE MILITARY.MENU, IF YOU WILL. AND SO, IT'S AN HONOR, BUT IT'S ALSO AN HONOR BECAUSE AT UNDER MAYOR ROLLINS, I THINK I MIGHT HAVE BEEN A CHAIR OR SOMETHING WITH THE COMMISSION WHEN I FIRST STARTED. AND SO OUT OF THAT CAME THE NEIGHBORHOOD PARADES WHERE WE RECOGNIZE THE VETERANS DOWN LANCASTER CORRIDOR BECAUSE I FELT IT'S SO IMPORTANT THAT WE GO TO A CORRIDOR WHERE SO MANY OF OUR VETERANS GO FOR SERVICE.
AND SO I WANT TO ACKNOWLEDGE MY BOARD MEMBER, MR. FRED WALKER. BUT ALSO ON THIS LIST YOU HAVE CHARLES, THIS IS THE COMMISSION I WANT TO TAKE SPECIAL PRIVILEGE TO DO THIS.
CHARLES. RONNIE MAESTAS IS THE CHAIR. NAVY. CHARLES AYERS, I THINK I'M PRONOUNCING THIS CORRECTLY.
CO-CHAIR, ARMY. JUAN PRECIADO NAVY. FRED WALKER WAS ARMY.
GALEN SHERMAN, NAVY. RONNIE MAESTAS, NAVY AGAIN.
DIANE BIRDWELL, ARMY. DOMINIQUE HASKETT, NAVY.
GLENN HUNTER. GLENN. WE'RE GOING TO MOVE ON THAT CASE.
NOT MILITARY BACKGROUND. SCOTT CHASE WAS ARMY.
STEVE COLE, NAVY. RAY SMITH, AIR FORCE. MATTHEW BELL WAS NAVY.
SO WE APPRECIATE THEIR HISTORY, BUT WE ALSO HAVE SO MANY VETERANS ASSISTANT CITY MANAGER IN THIS BUILDING WHO ARE PERFORMING SO MANY SERVICES.
BUT ONE OF OUR VETERANS TO CHRIS SOTO IS OVER HERE TRYING TO BE SHY.
I THINK WE COULD PROBABLY PRODUCE OUR OWN DOCU SERIES ON THE VETERANS AND THEIR HISTORIES AND EXPERIENCES, AND I WISH I COULD BE THE AUTHOR OF THAT. BUT THANK YOU FOR WHAT YOU ALL ARE DOING.
BUT WE MUST CONTINUE. AS I STATED EARLIER THIS MORNING, TO PRIORITIZE THESE PROGRAMS AS MUCH AS WE POSSIBLY CAN, BECAUSE IT IS VERY PAINFUL FOR THOSE OF YOU WHEN YOU GO BACK TO READ THE STORIES.
BUT ALSO IF YOU SIT DOWN AND LISTEN TO THE STORIES, THEY'RE MORE BREATHTAKING THAT YOU CAN IMAGINE.
AND SO ASSISTANT CITY MANAGER, I WANT TO THANK YOU ONCE AGAIN FOR PUTTING THIS ON THE AGENDA.
I THINK THE PROGRAM AND THE CONTINUOUS ATTENTION IS GOING TO BE SO NECESSARY.
ONCE AGAIN, I THANK OUR ONE OF OUR COMMITTEE MEMBERS, MR. JAIME RESENDEZ CHAIRMAN, JAIME RESENDEZ, WHO'S ALSO MILITARY AND HAS ALSO HAS STORIES TO TELL BUT ALSO WAS ONE OF THE MEMBERS WHO CHOSE TO COME AND BE A PART OF OUR PARADE.
AND WE THANK YOU FOR THAT. SO I THINK WHAT WITH ALL THAT'S BEEN SAID IF THERE'S NOTHING ELSE THAT I NEED TO SAY, BECAUSE MOST FOLKS KNOW THAT I AM A VETERAN OF ONE WHO TALKS A LOT.
BUT IF YOU ALL WILL MAKE SURE IF YOU DON'T MIND, I WOULD LIKE TO DOCUMENT YOU ALL BEING HERE TODAY.
THANK YOU ALL FOR EVERYTHING THAT YOU WANT TO DO.
YOU HAVE DONE TO MISS ASSISTANT CITY MANAGER AND YOUR TEAM, TO THE COMMITTEE MEMBERS WHO'VE HELD ON.
I KNOW IT WAS A CHALLENGE GETTING HERE THIS MORNING.
SINCE THE LAST MEETING. SO I THINK FOR MISS JAYNIE SCHULTZ.
I THINK I'M PROBABLY BUSTING THEIR SURPRISE. BUT ASSISTANT CITY MANAGER.
PEREIRA. CITY MANAGER TOLBERT HAD SOMETHING SHE WANTED TO PRESENT TO YOU.
YOU ALL WANT TO COME ON UP. WELL. THANK YOU THANK YOU, CHAIR, AND THANK YOU FOR THE PRIVILEGE TO ACKNOWLEDGE YOU FOR YOUR ASSIGNMENT THAT YOU HAVE TAKEN SO SERIOUSLY AND MOVE FORWARD AND ALSO TO OUR VICE CHAIR, FORMER CHAIR MISS JAYNIE SCHULTZ, YOU KNOW, ON BEHALF OF OUR DEDICATED TEAM AND THE RESIDENTS OF DALLAS WE WANT TO EXTEND OUR DEEPEST GRATITUDE FOR YOUR COURAGEOUS AND COMPASSIONATE LEADERSHIP, YOUR UNWAVERING VISION FOR DALLAS WITH THE LIVING WAGE JOBS, QUALITY OF EDUCATION, AND PERVASIVE EQUITY SO THAT WE CAN CLOSE THESE GAPS HAS BEEN REALLY, TRULY TRANSFORMATIVE. AND WE'RE JUST GETTING STARTED IN THE WORK THAT YOU HAVE LED.
WE COULDN'T HAVE DONE THIS VETERANS AFFAIRS WORK HAD IT NOT BEEN FOR MAYOR JOHNSON AND THIS COMMITTEE THAT LIFTED IT UP BY RESOLUTION AND OTHER WORKS THAT WE HAVE DONE AND IS NOW IN OUR, IN OUR CITY CODE. SO WE'RE HAPPY TO DO IT.
[01:05:02]
CHAMPIONED. SO WITH THAT, WE WOULD LIKE TO PRESENT YOU WITH A SMALL TOKEN OF OUR APPRECIATION.THANK YOU. THIS IS BITTERSWEET FOR US. THANK YOU.
THANK YOU, CHAIR. THANK YOU, MAYOR . THANK YOU.
THANK YOU. THANK YOU. SO, WITH THAT BEING SAID THE MEETING OF THE.
LET ME GET MY, THE PROPER TERMINOLOGY HERE. WE COMMITTEE,
BUT WORKFORCE EDUCATION AND EQUITY COMMITTEE AS I REFERRED TO AS WE COMMITTEE IS NOW ADJOURNED AT 10:08 A.M. THANK YOU. THANK YOU.
* This transcript was compiled from uncorrected Closed Captioning.