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GOOD MORNING.[Ad Hoc Committee on Administrative Affairs on January 20, 2026 ]
EVENING, GOOD AFTERNOON.I'M CALLING THE AD HOC COMMITTEE, ADMINISTRATIVE AFFAIRS MEETING TO ORDER.
IT'S JANUARY, SORRY, JANUARY 20TH AT THE TIME IS 3:00 PM WE'RE GOING TO BE, UH, MOMENTARILY TAKING A SHORT RECESS TO ALLOW THE TRANSPORTATION COMMITTEE TO CONCLUDE.
AND WE WILL, UH, RETURN TO, UH, THIS MEETING AT APPROXIMATELY 3 45 AT THE END OF THE TRANSPORTATION MEETING.
UH, THE TIME IS NOW ALMOST 3 0 3 0 1 AND WE ARE IN RECESS.
THE TIME IS THREE 50 AND WE ARE BACK IN SESSION FOR THE AD HOC COMMITTEE ON ADMINISTRATIVE AFFAIRS.
UH, WE HAVE A, UH, BUSY AGENDA TODAY, SO WE'LL GO AHEAD AND GET STARTED.
THERE'S TWO, UH, PARTICULAR ITEMS THAT ARE, UH, TASKED, UH, FROM THE MAYOR, AND THAT'S THE HIRING OF THE INSPECTOR GENERAL AND THE WORKING FROM HOME DEFINITION.
AND SO TODAY WE'RE GONNA START WITH, UH, FIRST THE APPROVAL OF THE MINUTES.
IS THERE AN APPROVAL FOR THE MINUTES WE APPROVE? IS THERE A SECOND? SECOND.
ANY DISCUSSION? ALL IN FAVOR? A.
WE'LL NOW MOVE ON TO BRIEFING ITEM A GOOD AFTERNOON.
UH, NINA ARIAS, DIRECTOR OF HUMAN RESOURCES AND I'M HERE WITH ERICA GUERRERO, WHO IS OUR MANAGER OF TALENT ACQUISITION.
AND, UH, WE HAVE TWO VENDORS TODAY THAT ARE GOING TO BE DOING PRESENTATIONS, UM, AS THEY ARE INTERESTED IN SERVING AS, UM, OUR RECRUITERS FOR, UM, THE INSPECTOR GENERAL POSITION.
SO I'LL LET ERICA INTRODUCE OUR FIRST VENDOR.
HELLO, NINA, BEFORE YOU DO THAT, DO YOU MIND, UH, GOING OVER, JUST BACKING UP A LITTLE BIT AND HOW, HOW DID WE COME UP WITH THE LIST? HOW MANY, UH, I THINK WE HAD SUGGEST LIKE FOUR OR FIVE SHORT LIST AND TELL US HOW WE, HOW WE'RE ONLY AT TWO TODAY.
UM, SO, UM, ORIGINALLY WE PRESENTED THE DIFFERENT TYPES OF OPTIONS FOR RECRUITMENT THAT COUNCIL HAVE, UH, INCLUDING THE USE OF, UM, THE VENDORS THAT ARE CURRENTLY UNDER CONTRACT.
ALSO THE USE OF COOPERATIVES AND THE COMMITTEE SELECTED THE USE OF COOPERATIVE AGREEMENTS AS THE VEHICLE FOR ENGAGING THE VENDOR.
UH, OFF THE LIST WE PRESENTED A NUMBER OF VENDORS THAT, UM, AT THE TIME WERE AVAILABLE AND HAD SOME EXPERIENCE RELATED TO THE, THE, THE, THE POSITION THAT WE ARE RECRUITING.
UH, OF THOSE, UM, WE WERE ASKED TO CONTACT, UH, THREE PARTICULAR VENDORS FROM THAT LIST AND OF THE THREE, TWO OF THEM WERE INTERESTED AND AVAILABLE AT THIS TIME AND THEY'RE GOING TO BE PRESENTING TODAY.
UM, FIRST WE'RE GONNA INTRODUCE MIDTOWN GROUP AND THEY'RE PART OF OUR COPE AGREEMENT.
AND MOLLY OR POLL IS GONNA BE PRESENTING THEIR PROPOSAL.
CAN EVERYONE HEAR ME OKAY? YES.
MY NAME, MY NAME IS, GO AHEAD.
I WILL LOWER MY VOICE A LITTLE BIT AS WELL.
MY NAME IS MOLLY O'REILLY POLL.
I AM THE DIRECTOR OF SLED AT THE MIDTOWN GROUP.
WE CAN GO TO THE FIRST SLIDE PLEASE, OR THE NEXT SLIDE PLEASE.
THE MIDTOWN GROUP IS A FULL SERVICE STAFFING AND RECRUITING FIRM.
WE ARE FOUNDED HERE IN WASHINGTON DC IN 1989 AND WHEN MIDTOWN WAS FOUNDED FOR ABOUT THE FIRST DECADE, WE WERE A HUNDRED PERCENT DIRECT HIRE LEGAL PLACEMENTS.
AND WE DO PRIDE OURSELVES ON HAVING A 360 DEGREE STAFFING APPROACH.
SO WHEN WE DO WORK WITH A CITY, A STATE, OR A PRIVATE COMPANY, WE CAN STAFF ANYTHING FROM A RECEPTIONIST OR A JANITOR ALL THE WAY UP TO HIGHER LEVEL EXECUTIVE POSITIONS SUCH AS CEOS AND CTOS.
SO WE DO HAVE EXPERIENCE IN THAT FULL CIRCLE.
AFTER WE WERE IN THE LEGAL FIELD AND DOING DIRECT TIRE REPLACEMENTS, ABOUT 10 YEARS IN WE STARTED WORKING ON CONTRACT WORK AS WELL.
AND FOR ABOUT THE PAST 20 YEARS, WE HAVE WORKED ON SLED BUSINESS ACROSS THIS, ACROSS THE ENTIRE UNITED STATES.
SO RIGHT NOW WE DO HAVE CONTRACTS WITH STATE AND LOCAL GOVERNMENTS IN 37 DIFFERENT STATES.
AND THEN A LITTLE BIT ABOUT MIDTOWNS CULTURE.
ONE OF THE THINGS WE DO PRIDE OURSELVES ON THAT WE BELIEVE HAS MADE US SUCCESSFUL AND CARRIED THROUGH IS OUR CULTURE.
SO MIDTOWN HAS BEEN NAMED A BEST PLACE
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TO WORK FOR THE PAST 15 YEARS AND WE'VE WON THAT AWARD BOTH ON A LOCAL DC LEVEL AND BUT ALSO ON A NATIONAL LEVEL.SO WE FEEL REALLY MAKES US STAND OUT AND GIVES US A BOUTIQUE FEEL WITH THE NATIONAL REACH ARE OUR DIFFERENTIATORS.
WE'VE ALWAYS HAD IT WHERE YOU HAVE A SINGLE POINT OF CONTACT FOR THE CITY TO WORK WITH.
THAT WAY NO MATTER WHAT THE ISSUE IS, IF THERE'S AN ISSUE IN FINANCE OR BILLING OR WITH THE CANDIDATE, I WOULD BE YOUR SINGLE POINT OF CONTACT.
AND I WORK WITH OUR PROJECT MANAGEMENT OFFICE IN THE BACKGROUND TO SOLVE ANY PROBLEMS OR NEEDS THAT MAY ARISE FOR ANY OF OUR CLIENTS.
WE KNOW, ESPECIALLY WHEN YOU'RE WORKING WITH HIGHER LEVEL POSITIONS, IT'S A HIGHER TOUCH WHEN YOU'RE WORKING WITH CANDIDATES OF THIS CALIBER.
SO MAKING SURE THAT YOU CAN CALL ME, EMAIL ME, TEXT ME ANYTIME OF THE DAY.
AND WE DO PROMISE NO MATTER WHAT TIME IT IS, YOU HAVE A 30 MINUTE RESPONSE TIME.
WE ALSO PROVIDE TAILORED SOLUTIONS.
EVERY SEARCH AND EVERY CLIENT IS A LITTLE BIT DIFFERENT AND BECAUSE YOU ARE WORKING WITH ME AND YOU'LL SEE THAT I HAVE AN EXECUTIVE SPONSOR, A MANAGING PARTNER WHO'S ABLE TO MAKE DECISIONS WITHIN MOMENTS, IF WE DO NEED TO ADJUST SOMETHING, WE CAN DO ANYTHING THAT IS NEEDED TO THE CITY.
AND I SAID EVERY SEARCH IS DIFFERENT.
SO WE WANNA MAKE SURE THAT IT IS A VERY CUSTOMIZABLE AND PERSONAL FEEL WHEN WE ARE WORKING WITH THE CLIENT.
WE ALSO ARE PROUD THAT OUR RECRUITERS HAVE AN AVERAGE OF 13 YEARS OF INDUSTRY EXPERIENCE AND WE'RE ALSO PROUD OF HOW TENURED MIDTOWN IS.
AS I STATED, I'VE BEEN HERE FOR 18 YEARS AND OUR RECRUITERS AVERAGE 10 YEARS OF EXPERIENCE AT MIDTOWN.
SO WE ARE A VERY CLOSE KNIT TEAM WITH VERY STREAMLINED COMMUNICATION THAT WE THINK DOES WORK WELL AND BENEFITS BOTH OUR CANDIDATES AND OUR CLIENTS.
AND THEN WE'LL GET A LITTLE BIT MORE INTO OUR CANDIDATE SOURCING WHAT OUR PROCESS LOOKS LIKE AND THE RESOURCES THAT WE DO HAVE AVAILABLE TO ASSIST THE CITY AND THEN WHAT OUR RECRUITER'S RESPONSIBILITIES ARE IN THOSE RELATIONSHIPS.
IN ADDITION, WHILE WE ARE IN WASHINGTON DC WE'VE ALWAYS KEPT ONE OFFICE FOR THAT LEVEL OF SERVICE.
AS I SAID, WHEN YOU'RE WORKING THE PROGRAM MANAGEMENT OFFICE WITH OUR HR TEAM, OUR FINANCE TEAM, OUR ADMINISTRATIVE TEAM, WE WANNA MAKE SURE WE ARE ON THE SAME PAGE IN COMMUNICATING.
THAT WAY WE CAN HAVE DECISIONS MADE AND PROBLEMS FIXED AS QUICKLY AS POSSIBLE FOR OUR CLIENTS AND FOR OUR CANDIDATES.
WHEREAS THEN WE DO HAVE RECRUITERS AND SALES STAFF ALL ACROSS THE COUNTRY, INCLUDING WE DO HAVE A FAIRLY LARGE TEAM OF ACCOUNT MANAGERS AND RECRUITERS IN TEXAS.
AND THEN ALSO WE COME TO THE CLIENTS AND VISIT THEM.
BUT I SAID WE'VE KEPT THE ONE OFFICE JUST TO MAKE SURE WE ARE PROVIDING THE RED CARPET SERVICE THAT WE DO PROMISE TO OUR CLIENTS AND TO OUR CANDIDATES.
AND THESE ARE JUST A SMALL REPRESENTATION OF THE CLIENTS THAT WE DO WORK WITH.
SO WE, I SAID WE ARE HAVE CONTRACTS IN SLED IN 37 STATES.
SO WE WORK WITH CITY GOVERNMENTS, COUNTY GOVERNMENTS AND STATE GOVERNMENTS ALL ACROSS THE COUNTRY.
AND THEN IN ADDITION, WE HAVE A REALLY ROBUST GROUP OF CLIENTS IN THE T IN TEXAS AND DALLAS ESPECIALLY.
SO WE DO WORK WITH SOME OF THE PRIVATE SECTOR CLIENTS AS WELL.
AND WE HAVE OVER 10 YEARS OF EXPERIENCE FOR STAFFING IN THE DALLAS MARKET.
SO OUR TEAM REALLY DOES KNOW THE DALLAS MARKET.
UM, WE HAVE, I SAID RECRUITERS SITTING IN TEXAS WHO ARE EXPERTS IN THAT MARKET.
SO WE'RE VERY CONFIDENT THAT WE WOULD BE ABLE TO PROVIDE CANDIDATES VERY QUICKLY THAT ARE UP TO THE STANDARDS THAT THE CITY IS LOOKING FOR.
AND THE NEXT SLIDE, AND THIS WOULD JUST BE THE TEAM THAT WOULD BE BEHIND THIS SEARCH FOR YOU, I SAID I WOULD BE YOUR SINGLE POINT OF CONTACT AS THE DIRECTOR OF SLED WITH 18 YEARS OF EXPERIENCE AT MIDTOWN.
JOANNA SWAN, WHO'S OUR RECRUITMENT LEAD, WHO'S BEEN AT MIDTOWN FOR OVER 20 YEARS.
SHE WOULD WORK WITH OUR EXECUTIVE SEARCH RECRUITERS IN ORDER TO MAKE SURE THAT WE ARE PROVIDING CANDIDATES QUICKLY THAT HAVE BEEN FULLY SCREENED, THAT HAVE BEEN VETTED AND FOR BEST FOR THE CITY.
AND I SAID DAVE STEFAN AS OUR MANAGING PARTNER IS OUR EXECUTIVE SPONSOR.
SO IF ANYTHING NEEDS TO BE ADJUSTED, I CAN CALL OR TEXT HIM OR GO TO HIM IN A HEARTBEAT AND HAVE SOMETHING RESOLVED FOR THE CITY.
OR IF WE, ANY DECISIONS THAT NEED TO BE MADE CAN BE MADE AT AN EXECUTIVE LEVEL, UM, WITHIN AN HOUR OR LESS.
AND ON THE NEXT SLIDE PLEASE, WE'LL GO THROUGH OUR EXECUTIVE SEARCH APPROACH.
SO SINCE MIDTOWN HAS BEEN IN BUSINESS FOR SO LONG, WE DO HAVE A ROBUST PIPELINE OF CANDIDATES FROM WORKING ON EXECUTIVE SEARCHES FOR STATE AND LOCAL GOVERNMENTS ACROSS THE COUNTRY.
SO WHAT WE WILL DO FIRST IS JUST GO TO OUR PIPELINE TO SEE IF THERE'S ANYONE THAT WE HAVE ALREADY WORKED WITH THAT WE'VE ALREADY VETTED, THAT WE'VE SPOKEN TO, AND SEE THAT IF THEY WOULD BE A GOOD FIT FOR THE CITY.
IF NOT, WE ARE FORTUNATE TO HAVE EVERY RECRUITING TOOL AT OUR FINGERTIPS.
SO OUR TEAM DOES HAVE ACCESS TO INDEED LINKEDIN RECRUITER, MONSTER, ZIPRECRUITER, ANY RESOURCE THAT WE HAVE IN ORDER TO MAKE SURE THAT WE ARE CASTING A WIDE NET AND GETTING THE BEST CANDIDATES POSSIBLE FOR THE CITY.
ONE THING THAT'S ALSO INCREDIBLY IMPORTANT, ESPECIALLY IN DIRECT HIRE AND EXECUTIVE SEARCH PLACEMENTS IS A FULL SCREENING.
IT'S NOT JUST LOOKING AT A PIECE OF PAPER AND SEEING IF YOU HAVE A JD FOR THE JOB IF YOU'RE AN ATTORNEY, BUT MAKING SURE WE'RE TALKING ABOUT CULTURAL FITS, MAKING SURE EVERYONE'S BACKGROUND IS COMPLETELY WHAT WOULD BE A GOOD FIT FROM BOTH WAYS.
WE ALSO WANNA MAKE SURE IT'S A CANDIDATE IS GONNA BE HAPPY IN A ROLE.
SO MAKING SURE BEFORE WE PRESENT A CANDIDATE TO THE C THAT WE'RE GOING THROUGH BENEFITS, WE'RE KNOWING WHAT MAKES SOMEBODY TICK AND WHAT'S GONNA MAKE THEM HAPPY IN THEIR NEXT ROLE AND THE THINGS THAT THEY MAY NOT BE LOOKING FOR IN THE ROLES THAT WE'RE NOT WASTING ANYBODY'S TIME.
SO DURING THAT SCREENING PROCESS
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IS REALLY IMPORTANT THAT WE'RE THOROUGHLY SCREENING EVERYBODY UP FRONT BEFORE A RESUME EVEN COMES TO YOU.IN ADDITION, WHEN YOU'RE WORKING WITH A DIRECT HIRE CANDIDATE, YOU WANNA MAKE SURE YOU'RE CHECKING IN ALL THE TIME.
IT'S REALLY OLD SCHOOL AND SOUNDS SILLY, BUT IT'S THE ABCS ALWAYS BE CLOSING WHERE YOU'RE ASKING HAS ANYTHING CHANGED IN YOUR JOB SEARCH? WE DON'T WANT YOU TO GET TO A CANDIDATE WHO HAS AN OFFER AND TURNS IT DOWN 'CAUSE THERE ARE ANY SURPRISES.
SO OUR RECRUITING TEAM TOUCHES BASE, EVEN IF THERE'S NOT MOTION OR AN INTERVIEW THAT WEEK, THEY DO TOUCH BASE WITH ALL CANDIDATES AT LEAST TWICE A WEEK JUST TO MAKE SURE NOTHING HAS CHANGED FOR THEM.
SO THAT IS SOMETHING THAT WE, THAT IS VERY IMPORTANT TO US TO MAKE SURE THAT WE ARE STAYING IN CONSTANT COMMUNICATION AND IF SOMETHING DOES ARISE THAT WAY WE CAN GET AHEAD OF IT AND ADDRESS IT WITH THE CITY, UM, INSTEAD OF THERE BEING ANY SURPRISES.
AND THEN IN TERMS OF THE END OF THE PROCESS, I SAID IT'S VERY CUSTOMIZABLE.
WE HAVE CLIENTS THAT WHEN IT COMES TO THE OFFER STAGE, YOU SEND US THE OFFER AND YOU WANT US TO SEND IT TO THE CANDIDATE, THERE ARE CLIENTS THAT WANNA WORK WITH THE CANDIDATE DIRECTLY.
SO WHEN WE GET TO THAT STAGE, WE WILL WORK WITH THE TEAM, WHATEVER WORKS BEST TO MAKE SURE THAT WE GET THE CANDIDATE ACROSS THE FINISH LINE.
SO IT'S OUR COMMITMENT TO PROVIDE, MAKE SURE THAT WE ARE PROVIDING RESUMES NO LATER THAN 10 DAYS AFTER AWARD.
AND I SAID THOSE ARE RESUMES THAT ARE FULLY VETTED.
I KNOW THAT WE'RE LOOKING FOR SIX REFERENCES PER CANDIDATE TO MAKE SURE WE HAVE WRITING SAMPLES.
SO WHEN WE SEND YOU A CANDIDATE, THEY'LL BE TOTALLY PACKAGED.
WE'LL KNOW THAT THERE IS NO AT LEAST THE BEGINNING, ANYTHING THAT WOULD STOP THEM FROM WANTING THE POSITION OR ANYTHING THAT WOULD STOP YOU GUYS FROM SEEING QUALIFICATIONS.
SO THAT I SAID WITHIN 10 DAYS, THAT LIST WOULD BE PROVIDED, UM, OF A SHORT LIST OF CANDIDATES AFTER WE'VE GONE THROUGH OUR SCREENING PROCESS TO REVIEW.
AND IF WE GO THROUGH THAT FIRST LIST, ONE OF THE THINGS THAT WE DO LIKE TO DO IS SET UP A RESUME REVIEW TO MAKE SURE WE'RE ON TARGET TO SEE IF YOU MIGHT, OF THE FIVE CANDIDATES WE SEND YOU MIGHT LIKE TWO OF THEM, BUT WOULD LIKE A COMBINATION OF FINDING SOMETHING SLIGHTLY DIFFERENT.
SO MAKING SURE IF WE DO NEED TO READJUST AND THEN IF WE DO HAVE TO READJUST OUR SEARCH, WE PROMISE RESUMES WITHIN THE NEXT THREE BUSINESS DAYS.
AND THEN I SAID WHEN IT'S A LONGER SEARCH AND WHEN WE'RE LOOKING FOR AN EXECUTIVE, WE DO LIKE TO HAVE WEEKLY MEETINGS JUST TO SET THINGS UP.
WE KNOW EVERYONE GETS INCREDIBLY BUSY AND SOMETIMES JUST HAVING A 15 MINUTE MEETING TO SCHEDULE INTERVIEWS AND GO THROUGH THE PROCESS AND GO THROUGH NEXT STEPS IS EASIER THAN GOING BACK AND FORTH ON EMAILS.
SO WE DO, WE'LL HAVE A WEEKLY STANDING MEETING, SOMETIMES IT'S NEEDED.
SOMETIMES WE'LL BE LONGER AT MAKING SURE THAT WE ARE ALL STAYING ON THE SAME PAGE, UM, AND GETTING CANDIDATES ACROSS THE FINISH LINE.
AND THEN I SAID THAT IN TERMS OF THE ONBOARDING AND START DATE, WE COULD BE AS INVOLVED AS YOU WANT US TO BE OR AS LITTLE AS YOU WANT US TO BE.
SO WE'LL TAKE GUIDANCE FROM THE CITY THAT WAY AND WE'LL MAKE SURE THAT WE'RE SETTING EXPECTATIONS UP FRONT.
OBVIOUSLY FOR A POSITION OF LIKE THIS ONE, THERE COULD BE RELOCATION, THERE COULD BE TIMELINES.
SO THAT'S ALSO PART OF OUR SCREENING AT THE VERY BEGINNING IS TO MAKE SURE THAT WE HAVE EXPECTATIONS ON TIMELINES WHEN PEOPLE CAN INTERVIEW, WHEN THEY CAN START, WHAT THEY REALISTICALLY THINK A MOVE MIGHT LOOK LIKE FOR THEM TO MAKE SURE THAT THAT'S ALSO PART OF OUR VETTING PROCESS IN THE VERY BEGINNING.
AND THEN THE NEXT SLIDE PLEASE.
SO IN TERMS OF OUR FEE, OUR STANDARD FEE FOR AN EXECUTIVE SEARCH IS 22.5% OF THE FIRST YEAR SALARY.
UM, AND OBVIOUSLY FOR A SEARCH LIKE THIS, WE ARE NOT ON A RETAINER.
YOU DO NOT PAY MIDTOWN ANY MONEY UNLESS YOU HAVE A CANDIDATE THAT IS, THAT WALKS IN THE DOOR AND STARTS THE POSITION.
IN ADDITION TO THAT, WE DO HAVE A SIX MONTH GUARANTEE.
SO IF ANYTHING HAPPENS WITH A CANDIDATE WHERE THEY DO NOT WORK OUT, IF THEY LEAVE THE POSITION, IF YOU JUST DON'T THINK THEY'RE A GOOD FIT, YOU DO HAVE SIX.
IF THEY LEAVE WITHIN THE FIRST SIX MONTHS, WE WILL REPLACE THE CANDIDATE FOR FREE, UM, WITH NO ADDITIONAL CHARGE TO THE CITY.
BUT AS I SAID, WE DO NOT CHARGE ANYTHING UPFRONT AS A CONTINGENCY OR RETAINER.
YOU ONLY PAY US ONCE A CANDIDATE STARTS THE POSITION.
AND THE NEXT SLIDE IS, ARE THERE ANY QUESTIONS? THANK YOU, NINA.
UM, I I HAVE ONE QUESTION BEFORE I GO TO THE YEAH.
I HAVE ONE QUESTION BEFORE I OPEN IT UP TO THE COMMITTEE.
UM, IS YOUR FIRM AWARE OF ANY, UH, SPECIAL POSITION REQUIREMENTS FOR THIS JOB POSTING? AND I KNOW THAT IT REQUIRES A JD AND I OBVIOUSLY DID A LITTLE RESEARCH ON WHAT HAPPENED WITH THE LAST PERSON IN THIS POSITION.
UM, SO DO YOU MEAN SPECIAL REQUIREMENTS AS IN HAVING A JD OR QUALIFICATIONS THAT WAY OR? YES.
I'M GOING TO, UH, MOVE, UH, START TO MY LEFT WITH, UH, COUNCIL MEMBER ENA FIRST, UM, STEWART.
I'M GONNA GO VIRTUALLY TO UH, I THINK DEPUTY MAYOR PRO TEM IS ON.
UM, YEAH, I DO HAVE A QUESTION.
SO YOU REFERENCED THAT YOU HAVE, AND YOU STARTED, UH, YOUR FIRM DID AROUND JUST HIRING ATTORNEYS AND THAT'S GREAT AND THAT YOU HAVE A
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ROBUST CONTACT LIST.BUT THE, THE KEY CRITERIA IS THE COMBINATION OF THE JD AND THE INSPECTOR GENERAL, A CERTIFIED INSPECTOR GENERAL.
SO HOW ROBUST DO YOU FEEL LIKE THAT LIST IS AT YOUR FIRM? I SAID WE HAVE 20 YEARS IN THE SLED WORKING IN SLED, SO STATE AND LOCAL GOVERNMENT.
SO WE DO HAVE A FAIRLY ROBUST LIST.
WE DID AN INSPECTOR, UM, WE DID RECENTLY FOR CITY OF WORCESTER PLACED A POSITION VERY SIMILAR TO THIS AND FROM START TO FINISH IN TERMS OF RESUMES, INTERVIEWS, EVERYTHING ELSE, IT TOOK US LESS THAN A MONTH TO FILL THE ROLE.
AND DID THEY HAVE THE SAME QUALIFICATION REQUIREMENT THAT WE DID? IT WAS SLIGHTLY DIFFERENT, BUT IT WAS SAME LEVEL OF POSITION.
OH, I GET THE SAME LEVEL OF POSITION, BUT THIS WAS, THIS WAS A BIG DEAL.
AND SO, UM, WHAT, YOU KNOW, SINCE OUR LAST SEARCH DIDN'T SEEM TO YIELD PEOPLE WITH BOTH OF THE KEY CRITERIA THAT ARE REQUIRED BY OUR CHARTER, THAT'S MY QUESTION.
HAVE YOU DONE A CURSORY LOOK TO SEE WHO, YOU KNOW, HOW MANY YOU MIGHT ALREADY HAVE THAT FIT BOTH? YES, WE HAVE HAD OUR RECRUITERS ALREADY GO ON LINKEDIN AND LOOK UP CANDIDATES THAT WOULD HAVE A MATCH AND WOULD HAVE BOTH.
AND THERE ARE, THEY DID FIND A PIPELINE OF CANDIDATES ALREADY.
WE STARTED THAT LAST WEEK WHEN WE WERE, WERE REACHED OUT TO BY THE CITY, UM, TO MAKE SURE THAT WE COULD PRODUCE IF WE WERE GONNA PRESENT TO YOU.
AND THEN YOU REFERENCED CASTING A WIDE NET, BUT THIS IS A CASE WHERE, WHERE I THINK THIS IS MORE OF A NARROW CAST TO FIND THOSE PEOPLE.
CAN YOU SPEAK TO THAT MORE OF A WIDE NET IN TERMS OF IT'LL BE A NATIONWIDE SEARCH AND ONE OF THE THINGS THAT ALSO, UM, I THINK IS, AND I KNOW YOU KNOW THIS, BUT BEING A BENEFIT OF A RECRUITING FIRM, IF YOU HAVE CERTAIN CITIES OR LOCATIONS THAT YOU WANT US TO DIRECTLY RECRUIT FROM THAT WE CAN ALSO REACH OUT TO THOSE.
BUT NO A WIDE NET IN TERMS OF WE LOOK ALL ACROSS THE COUNTRY AND NOT LIMIT IT TO A CERTAIN AREA.
AND THEN, UM, THE LAST QUESTION I, IT SEEMS LIKE EVEN THOUGH WE HAVEN'T HEARD FROM THE OTHER FIRM, UM, THAT'S BEING INTERVIEWED TODAY, YOURS APPEARS TO BE TWICE THE EXPENSE OF THE OTHER.
CAN YOU CALL OUT SOME KEY DIFFERENTIATORS THAT WOULD MAKE US CONFIDENT IN GOING WITH YOUR FIRM? I THINK PART OF IT, AS I SAID, OUR YEARS IN BUSINESS, WE'VE BEEN AROUND SINCE 1989 AND HAVE BEEN ABLE TO BUILD A SUCCESSFUL BACKGROUND.
I SAID WE HAVE NOT ONLY THE LEGAL, BUT HAVING 20 YEARS OF SLED EXPERIENCE IS NOT THE MOST COMMON THING.
A LOT OF PEOPLE OBVIOUSLY IN GOVERNMENT START WITH FEDERAL AND MOVE OVER.
BUT HAVING THE COMBINATION OF THE LEGAL, THE DIRECT HIRE AND THE SLED EXPERIENCE, WE WANNA MAKE SURE WE'RE FINDING THE BEST CANDIDATES.
AND THE ONE PART I WILL SAY IS OBVIOUSLY RESOURCES WE HAVE TO PAY FOR OUR RESOURCES.
HAVING ALL THESE JOB BOARDS, HAVING ALL THESE RESOURCES TO FIND THE CANDIDATES AND REACH OUT TO THEM.
IT DOES GET A LITTLE EXPENSIVE SO THAT'S WHY YOUR PRICES MIGHT BE A LITTLE BIT HIGHER.
BUT ALSO IF YOU LOOK AT THE MARKET, AND I CAN'T SAY TO THE FIRM THAT YOU'RE ALSO INTERVIEWING, IF YOU LOOK AT EXECUTIVE SEARCH FIRMS, A LOT OF THEM CHARGE CLOSER TO THE 30, 35% FOR SEARCHES.
SO I DO UNDERSTAND IN THIS SITUATION IF THE OTHER FIRM IS MORE COMPETITIVE THAT WAY, WE ALSO ARE HAPPY IF WE NEED TO SHARPEN OUR PENCILS A LITTLE BIT IN BAFFLE.
WE HAVE A LITTLE BIT OF WIGGLE ROOM.
I WILL SAY IT'S NOT A LOT THOUGH, JUST 'CAUSE THE RESOURCES THAT WE'LL PUT INTO THIS IN ORDER TO FIND THE BEST CANDIDATES.
UM, SO MOLLY, YOU'RE GONNA BE OUR POINT OF CONTACT IF YOU GET THIS CONTRACT, IS THAT CORRECT? YES, I WOULD BE.
AND HOW MANY OTHER SEARCHES ARE YOU CURRENTLY WORKING ON IN TERMS, SO WE DO DIRECT HIRING CONTRACTS.
SO YOU'RE SAYING JUST PURELY EXECUTIVE SEARCHES.
WHAT OTHER THINGS ARE TAKING UP YOUR TIME? OKAY.
I MANAGE CONTRACTS, BUT WHEN I MANAGE A, I DO HAVE ABOUT EIGHT OTHER CLIENTS THAT I FOCUS ON AS THE DIRECTOR OF THE DEPARTMENT.
A LOT OF MY ROLE, IF IT'S NOT DIRECT HIRE TO GET A CONTRACT UP AND RUNNING THAT I HAVE AN ACCOUNT MANAGER RUN WITH IT.
BUT BECAUSE THIS IS A DIRECT HIRE EXECUTIVE, THIS WOULD BE, WE DON'T STACK THINGS WHERE I DON'T HAVE ENOUGH TIME TO WORK WITH CLIENTS.
AS I SAID, WE TAKE IT VERY SERIOUSLY SAYING WE HAVE RED CARPET SERVICE, SO WE MAKE SURE AS WE ARE BIDDING ON CONTRACTS, WE'RE DOING IT IN A WAY THAT'S RESPONSIBLE WHERE I CAN'T DEDICATE THE TIME NEEDED TO FULFILL OUR OBLIGATIONS THAT WE'RE PUTTING OUT THERE.
SO YOU ARE WORKING ON EIGHT OTHER SEARCHES, IS THAT CORRECT? YES, THAT I AM MANAGING PERSONALLY.
AND REMIND ME THE TIMEFRAME FOR WHEN YOU BELIEVE THIS COULD BE COMPLETED.
IN TERMS OF PRESENTING RESUMES, WE WOULD HAVE A SHORTLIST QUEUE WITHIN 10 DAYS OF AWARD.
A FULLY VETTED QUALIFIED ALL MATERIALS THAT ARE NEEDED WITHIN 10 DAYS.
THE ONLY THING I WILL SAY, THE ONE DIFFERENTIATOR IS WHEN SOMEONE WOULD START WOULD OBVIOUSLY JUST BE RELOCATION AND TIMELINES, BUT IN TERMS OF US DELIVERING A SET OF RESUMES TO WOULD BE 10 DAYS.
HOW ABOUT FROM THE POINT THAT WE'VE MADE AN OFFER? BECAUSE I AGREE YOU CAN'T, YOU CAN'T BE IN CHARGE OF HOW MUCH NOTICE THEY NEED TO GIVE OR YOU KNOW, IF THEY NEED TO RELOCATE ANY OF THOSE THINGS.
BUT YOU CAN BE INVOLVED IN A LOT OF THOSE OTHER ASPECTS AND YOU DO HAVE CONTROL OVER THAT.
SO WHAT DO YOU SEE THE HORIZON
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FROM AWARD OF CONTRACT TO OFFER? MAY I ASK HOW MANY ROUNDS OF INTERVIEWS THEY NEED TO GO THROUGH? LET'S SAY IT'S, THOSE ARE TWO GOOD.I WOULD SAY A MONTH WOULD BE THE VERY MOST WHAT IF BE ON THE HIGH END.
AND NOW I'M GONNA SAY, WELL WHAT IF IT'S THREE
I MEAN IT DEPENDS HOW MANY PEOPLE ARE INVOLVED IN SCHEDULING AND OBVIOUSLY IT'S A BETTER TIME OF YEAR 'CAUSE WE'RE NOT IN HOLIDAY SEASON.
'CAUSE IF YOU ASKED ME THIS QUESTION IN OCTOBER, I'D SAY PROBABLY MORE 60 DAYS IN GETTING EVERYONE IN THE SAME ROOM WHO NEEDS TO BE INVOLVED IN IT.
UM, BUT I MEAN, REALISTICALLY WHEN YOU GUYS ARE LOOKING FOR SOMEBODY, THERE'S AN URGENCY BEHIND IT.
SO WE'RE GONNA MAKE SURE THERE'S THAT URGENCY IN OUR CANDIDATES AS WELL.
AND THEY'RE NOT DRAGGING THEIR FEET AND NOT BEING ABLE TO SCHEDULE.
SO THAT'S PART OF OUR SCREENING PROCESS IS MAKING SURE THAT THEY ARE READY TO INTERVIEW AND THERE'S NOT ANYTHING IN THEIR TIMELINE.
AND IF WE DO FIND A CANDIDATE THAT WE SAY, HEY, THIS IS AN AMAZING CANDIDATE, THEY'RE GOING ON VACATION FOR THREE WEEKS, WE WILL LET YOU KNOW THAT A TIME OF PRESENTATION.
SO YOU CAN MAKE THAT CHOICE IF YOU STILL WOULD LIKE TO INTERVIEW THAT CANDIDATE.
AND IN LOOKING AT, UM, THIS THIS POSITION THAT WE NEED TO FILL IN OUR CITY SPECIFICALLY, ARE THERE EXTRA CHALLENGES THAT YOU'RE SEEING OR DO YOU FEEL LIKE THIS IS PRETTY CUSTOMARY TO WHAT YOU'RE USED TO SEEING? IT'S PRETTY CUSTOMARY TO WHAT WE'RE SEEING AND WE'RE FAIRLY DIVERSE IN WHAT WE FEEL.
SO I DON'T THINK THERE IS A POSITION THAT WE WOULD THINK IS ABSOLUTELY CRAZY.
AND SOME OF THE, THE, SOME OF THE THINGS THAT CLIENTS HAVE ASKED US FOR OVER THE YEARS, UM, IT ALSO HELPS, I MEAN DALLAS IS OBVIOUSLY A VERY RECOGNIZABLE CITY.
IT'S SOMEWHERE THAT IT'S OBVIOUSLY IF THERE'S SOMEONE WITH THIS BACKGROUND, IT'S A GREAT STEPPING STONE TO THE NEXT, LIKE IT'S A LARGE CITY.
SO I THINK IT'S GONNA BE INCREDIBLY ATTRACTIVE FOR PEOPLE IN THEIR CAREER WHO WANT TO GET TO THAT NEXT STEP AS WELL.
OR MAYBE NEXT SIZE OF CITI COUNCIL MEMBER KADINA.
UM, SO I JUST HAVE ONE QUESTION.
UM, DO YOU THINK THAT IT WOULD BE DIFFICULT TO FIND SOMEONE WHO IS AN INSPECTOR GENERAL AND A ATTORNEY AS WELL? OR DO YOU THINK THAT YOU MAY HAVE DIFFICULTY DOING THAT WITHIN THE 10 DAYS? I SAID OUR TEAM HAS ALREADY STARTED LOOKING, UM, BECAUSE WE WANTED TO MAKE SURE BEFORE WE PRESENTED THAT WE CAN FIND THESE CANDIDATES.
I'M NOT GONNA SAY IT'S GOING TO BE EASY, BUT THAT'S WHAT, THAT'S WHY WE HAVE TOOLS AND RESOURCES IN ORDER TO MAKE SURE THAT WE ARE FINDING THESE CANDIDATES AND THEY DO EXIST OUT THERE.
SO WE WILL MAKE SURE THAT WE HAVE THE CANDIDATES FOR YOU WITHIN THE 10 DAYS.
AND IF YOU DO HAVE DIFFICULTY, WHAT DOES THAT LOOK LIKE? I MEAN, IT'S ABOUT, I MEAN, IT'S ALL ABOUT COMMUNICATION.
IF THERE'S SOMETHING THAT'S HAPPENING THAT'S CRAZY, SO HERE'S PART OF IT AND HERE'S SOMETHING THAT COULD COME UP.
I KNOW THAT THERE'S A LOW, MID AND HIGH SALARY RANGE HERE.
IF WE SAY, HEY, WE FOUND THESE FOUR CANDIDATES THAT ARE ABSOLUTELY PHENOMENAL, BUT THEY WANT A LITTLE BIT MORE MONEY, WE JUST HAVE TO ALWAYS BE COMMUNICATING WITH THE CITY TO LET THEM KNOW WHAT WE'RE SEEING IN THE MARKET.
IF THERE'S ANYTHING ALONG THOSE LINES OR THERE COULD BE THINGS IF WE FIND A CANDIDATE WITH THE RIGHT QUALIFICATIONS, BUT THERE'S SOMETHING ABOUT THE BENEFITS THAT IS JUST A LITTLE OFF FOR THEM THAT THEY TELL US IS IMPORTANT TO THEM, WE'LL ALWAYS MAKE SURE THAT WE'RE HAVING THOSE CONVERSATIONS, UM, AS WE'RE FINDING RESULTS.
UM, SO, UM, IN OUR LAST, UM, SEARCH FOR AN IG, WE INTERVIEWED SOME PEOPLE, I THINK THIS IS OKAY, I'M NOT USING NAMES OR ANYTHING
AND THEY WERE USED TO UNCOVERING, UH, FRAUD AND WASTE IS WHAT I REMEMBER SPECIFICALLY.
AND I FIND THAT WE SEEM TO BE FOCUSED MORE ON ETHICS WITH, OBVIOUSLY FRAUD WOULD BE IN THERE BUT DON'T MAYBE HAVE THE CAPACITY TO GET THE DATA TO FIND WASTE.
SO, UM, I SAY THAT TO YOU BECAUSE I DON'T KNOW THAT, UM, THE PERSON WE'RE LOOKING FOR IS YOUR AVERAGE, UH, INSPECTOR GENERAL OUT THERE.
THESE PEOPLE WERE VERY TALENTED, HAD AMAZING EXPERIENCE, UM, THEY WERE GREAT CANDIDATES, BUT I THINK WHEN WE TRIED TO MATCH THEM AND, AND LOOK AT WHAT WE DO, UM, IT THERE WAS A BIT OF A MISMATCH.
SO I THINK IT'S, I THINK IT'S IMPORTANT FOR OUR, UM, SEARCH TEAM TO REALLY, UM, PERHAPS VISIT WITH THE PEOPLE WHO ARE DOING THIS WORK FOR THE CITY OF DALLAS, MAYBE ACTUALLY MEET WITH THE STAFF AND UNDERSTAND THE JOB IN THE CONTEXT OF THE CITY OF DALLAS AND WHAT OUR FOCUS IS,
[00:25:01]
WHAT OUR PRIORITIES ARE RIGHT NOW.AND UM, AND THEN MORE SPECIFICALLY JUST WHAT, WHAT ARE WE WORKING ON? UM, IT'S GREAT TO HAVE SOMEBODY WHO HAS MAYBE SOME OF THIS OTHER BIGGER PICTURE PERSPECTIVE, BUT THAT'S NOT NECESSARILY THE JOB TODAY, UM, FOR THE CITY OF DALLAS IG UH, ROLE.
SO I GUESS THAT REALLY WASN'T A QUESTION, SORRY
'CAUSE WE DO, WE NEED TO KNOW WHY WOULD SOMEONE WANT THIS JOB? WHAT IS GREAT ABOUT WORKING FOR THE CITY? AND I ALSO WANNA KNOW WHY WOULD SOMEONE MIGHT NOT WANT THIS JOB? AS YOU SAID, WE NEED TO KNOW THE GOOD AND THE BAD, ESPECIALLY FOR AN EXECUTIVE SEARCH AND GOALS AND YOUR, WHAT IS YOUR ONE YEAR PLAN, WHAT IS YOUR FIVE YEAR PLAN? SO WE DO LET THEM KNOW THAT.
'CAUSE THERE'S GONNA BE, AS YOU SAID, IT MIGHT BE A LITTLE BIT DIFFERENT, BUT THERE'S GONNA BE SOMEONE OUT THERE THAT'S GONNA WANT THAT DIFFERENT CHALLENGE WHO MAY BE IN THE SAME THING FOR A LONG TIME AND THERE'S GONNA BE THE RIGHT PERSON THAT IS LOOKING FOR THAT CHALLENGE.
BUT NO, WE WANT EVERY PIECE OF INFORMATION YOU CAN GIVE US.
I DOWN TO, THERE'S THIS LUNCH PLACE ACROSS THE STREET THAT'S AMAZING.
'CAUSE THAT'S THE ONLY WAY WE'RE GONNA FIND THE BEST CANDIDATES.
I THINK, YOU KNOW, AS MUCH AS WE'RE INTERVIEWING THE, THE FIRMS TO DO THE, THE, UH, THE SEARCH, UH, WE WANNA MAKE SURE IT'S A MATCH AND THE CANDIDATES, UH, UH, ARE FIT THE PROFILE THAT, THAT WE ARE LOOKING FOR.
AND SO I'M SURE, UH, WHICHEVER FIRM THAT WE MOVE FORWARD WITH, THEY WILL BE DOING THOSE, UH, INTERVIEWS, UH, WITH US AS WELL.
UM, I HAVE A QUESTION FOR EITHER THE ATTORNEYS OR FOR THE, UH, SEARCH FIRM TEAM.
UH, MIDTOWN IS, UH, I GUESS I'LL GO TO THE FIRM FIRST IS IF, IF A CANDIDATE IS BROUGHT FORWARD, UH, WITH THE CRITERIA THAT WE'RE LOOKING FOR BEING A CERTIFIED INSPECTOR GENERAL AND AN ATTORNEY, AND WE LATER FIND OUT THAT, UM, THEY DON'T HAVE THOSE CREDENTIALS, UM, DOES THAT GO BACK TO, IS IT ON THE CITY OR DOES IT GO BACK TO THE SEARCH FIRM? OH, IT GOES BACK TO US.
THAT MEANS WE DIDN'T DO OUR JOBS.
AND WE HAVE SY I MEAN, WE HAVE BACKGROUND TRUCK COMPANIES AND THINGS LIKE THAT TO VERIFY.
AND I SAID, ESPECIALLY AFTER WHAT I WAS READING ABOUT HAPPENED LAST TIME, WE WOULD MAKE SURE WE VERIFIED BEFORE THEY EVEN BEFORE OUR RESUME WAS SENT TO YOU.
'CAUSE IT ABSOLUTELY FALLS ON US.
UM, ANY OTHER QUESTIONS? UH, DEPUTY MAYOR PROTI.
UH, DO YOU HAVE ANY, UM, CLOSING, UH, REMARKS OR QUESTIONS FROM US? NO, I MEAN, OKAY.
I MEAN, THANK YOU FOR THE OPPORTUNITY.
UM, AS YOUR HR TEAM SAID, THEY REACHED OUT A COUPLE MONTHS AGO, SO WE APPRECIATE MAKING IT TO THIS PART.
I SAID, I EV I KNOW THAT THIS IS IN OUR WHEELHOUSE.
I SAID, THIS IS EXACTLY WHAT WE'VE DONE.
I SAID, WE, WE'VE DONE THIS FOR A VERY LONG TIME WITH THE SLED EXPERIENCE AND HAVING THE RESOURCES FOR THIS.
SO I'M VERY CONFIDENT THAT MY TEAM WOULD BE ABLE TO FILL THE ROLE AND THE TIMELINE THAT WE'RE PROMISING IF GIVEN THE OPPORTUNITY.
UM, ON SIDE FOUR, YOU HAVE A PAST PERFORMANCE.
YOU HAVE SOME LOGOS OF DIFFERENT, UM, ORGANIZATIONS THAT YOU'VE WORKED WITH.
THE ONLY ONE THAT'S LOCAL IS DART.
UM, CAN YOU TELL US WHAT POSITION YOU FILLED THERE? SO DART, WE'VE DONE A, WE HAD BOTH DIRECT HIRE AND CONTRACT WORK.
SO VERY HONESTLY, WE'VE DONE EVERYTHING FROM EXECUTIVE SEARCH FOR THEM, UM, DOWN TO MAINTENANCE INSPECTORS.
SO WE'VE DONE FULL CIRCLE STAFFING FOR DART, UM, AND ON ON HERE AS WELL, THE CITY WE GO.
SO HOW MANY POSITIONS HAVE YOU HELPED THEM FILL? WE FILLED ABOUT 54 POSITIONS WITH THEM DURING THE LIFE OF OUR CONTRACT, BUT I SAID IT'S A COMBINATION OF BOTH DIRECT HIRE AND CONTRACT WORK FOR ALL OF OUR CLIENTS.
MOST OF OUR, ALMOST ALL OF OUR CLIENTS, WE WORK ON BOTH SIDES OF THAT WORLD.
WELL THE REASON WHY I ASK ABOUT DART IS 'CAUSE IT'S THE ONLY LOCAL ONE.
ARE THERE OTHER LOCAL REFERENCES THAT YOU HAVE? YES, WE, UH, WE CAN SEND OVER CERTAINLY A LIST OF OTHER CLIENTS.
SO DO, WERE YOU SAYING DALLAS PROPER VERSUS JUST THE STATE OF TEXAS YOU'D LIKE TO SEE AS WELL? I WAS REALLY THINKING MORE LIKE NORTH TEXAS.
YEAH, WE HAVE WORK IN FOR YEP.
WE HAVE CLIENTS IN FORT WORTH AS WELL.
SO IF YOU'D LIKE TO SEE A LIST OF REFERENCES, I CAN CERTAINLY SEND THAT OVER TO YOUR HR TEAM, UM, OF PEOPLE IN THE AREA.
UH, THANK YOU AND I'LL TURN IT BACK OVER TO YOU.
UM, I, WE'RE GOING TO BE INTRODUCING OUR SECOND VENDOR AND I'LL LET ERICA GO AHEAD AND DO THAT.
UM, WE HAVE NEXT STRATEGIC GOVERNMENT RESOURCES.
THEY ARE GONNA BE PRESENTING THEIR OWN SLIDES.
[00:30:01]
COULD IT BE CLOSER? OH, SORRY.WE HAVE, UM, STRATEGIC GOVERNMENT RESOURCES.
THEY'RE GONNA BE PRESENTING THEIR OWN SLIDES.
AND WE HAVE MICHAEL MALOFF, UM, DOUG THOMAS AND LEAN BARBOSA.
WE APPRECIATE THE OPPORTUNITY TO MEET WITH THE COMMITTEE TODAY AS WELL.
UM, ACTUALLY IT'S JUST GOING TO BE, UH, MICHAEL MALOFF AND MYSELF.
WANT TO INTRODUCE BOTH OF US AND GET A LITTLE BIT OF BACKGROUND SO YOU UNDERSTAND WHO YOU'D BE WORKING WITH ON THIS PROCESS AS WELL.
UH, OUR PROCESS IS VERY, UH, INVOLVED WITH LOCAL GOVERNMENTS, NOT ONLY IN TEXAS AND THE DFW METROPLEX AREA, BUT CERTAINLY AROUND THE COUNTRY AS WELL.
SO I'LL JUST GO THROUGH OUR SLIDES BRIEFLY HERE.
UH, WHAT I WANNA DO IS FIRST AND FOREMOST ALLOW MICHAEL MALOFF, WHO WILL BE YOUR LEAD RECRUITER ON THIS PROJECT TO, UH, INTRODUCE HIMSELF AND TALK A LITTLE BIT ABOUT HIS BACKGROUND AS WELL.
UM, AGAIN, MY NAME IS MICHAEL MALOFF.
I AM A 34 YEAR LOCAL GOVERNMENT, UH, MANAGER.
BEEN A CITY MANAGER IN THE CITY OF ANNAPOLIS WHERE I RETIRED.
UH, CITY OF NEWPORT, RHODE ISLAND, UH, CHARLES COUNTY, MARYLAND, AND THE C-O-C-O-O OF THE, UH, STATE OF MARYLAND DEPARTMENT OF INFORMATION TECHNOLOGY.
I AM A MEMBER OF THE MARYLAND BAR IN GOOD STANDING LIFETIME, UH, MEMBER OF THE ICMA AND A MEMBER OF THE GLOBAL ENGAGEMENT COMMITTEE.
AND, UM, SECOND OF ALL IS MYSELF, DOUG THOMAS.
UM, I HAVE JOINED THE FIRM BACK ALMOST 10 YEARS AGO NOW, A LITTLE OVER 10 YEARS AGO ON A FULL-TIME BASIS.
UH, I LIKE MICHAEL, BRING ABOUT 35 YEARS PLUS OF, UH, SENIOR LEADERSHIP AS CITY MANAGEMENT EXPERIENCE IN MARYLAND, MICHIGAN, AND IN FLORIDA.
UH, I, UH, I'M ACTUALLY A GOOD, UH, COMMERCIAL FOR SGR.
I HIRED SGR TO DO SOME RECRUITMENT WORK WHEN I WAS CITY MANAGER OF LAKELAND, FLORIDA.
AND, UH, FOR, AS A RESULT OF THAT PROCESS, I WAS IMPRESSED WITH BOTH THE QUALITY AND THE, THE WORK THAT SGR HAS DOING FOR ME AS A CLIENT, BUT ALSO RON HOLLIFIELD, WHO WAS THE, UH, PRINCIPAL FOUNDER OF SDR.
UH, GOING BACK TO 2002 WHEN THE FIRM WAS ESTABLISHED, UH, WAS VERY SIMILAR IN TERMS OF INNOVATION AND BACKGROUND AND INSIGHT ABOUT LOCAL GOVERNMENT OPERATIONS.
SO HE ACTUALLY CONVINCED ME TO TAKE AN EARLY RETIREMENT AND JOINED THE FIRM ON A FULL-TIME BASIS.
SO I WORK ACTUALLY IN EXECUTIVE RECRUITMENT.
I DO A LOT OF WORK IN COUNCIL GOVERNANCE AND STRATEGIC PLANNING AND COUNCIL MANAGER RELATIONSHIPS AND SERVANT LEADERSHIP, WHATEVER THAT BUCKET LOOKS TO BE.
AND THEN I ALSO SPEAK PRETTY REGULARLY AT STATE NATIONAL CONFERENCES ABOUT BEST MANAGEMENT PRACTICE AND TRENDS IN LOCAL GOVERNMENT, UH, THAT HAVE A BACKGROUND IN IN POLITICAL SCIENCE AND HISTORY, AND ALSO A MASTER'S DEGREE IN PUBLIC ADMINISTRATION.
UM, WANT TO TALK A LITTLE BIT ABOUT THE, UH, THE PROCESS THAT WE'LL BE INVOLVED WITH.
THE OTHER CANDIDATE, THE OTHER PERSON THAT'S NOT WITH US TODAY IS LYNN BARBOSA.
LYNN IS A SENIOR VICE PRESIDENT.
UH, SHE IS AN EXECUTIVE RECRUITER WITH 25 YEARS OF EXPERIENCE IN LOCAL GOVERNMENT AND ALSO IN THE HEALTHCARE ARENA.
UH, LYNN WAS NOT ABLE TO JOIN US TODAY, BUT SHE WOULD ASSIST US IN, UH, CANDIDATE SOURCING AND PROCESSES THAT SHE DOES FOR ANY NUMBER OF OTHER SEARCHES THAT WE'RE INVOLVED WITH AS WELL.
WE'RE GONNA TALK A LITTLE BIT ABOUT SDR.
SO OUR APPROACH IS, UH, A FULL SERVICE EXECUTIVE RECRUITMENT FIRM, BUT WE ALSO DO A VARIETY OF OTHER FUNCTIONS IN LOCAL GOVERNMENT.
AND I SAY THAT IN THE SENSE THAT NOT ONLY DO WE ONE OF THE LARGEST PUBLIC SECTOR EXECUTIVE RECRUITMENT FIRMS IN THE COUNTRY, WE CERTAINLY INVOLVED IN OTHER FUNCTIONS SUCH AS INTERIM AND, UH, EMBEDDED PLACEMENTS FOR GROUPS.
WE HAVE A VERY ROBUST ONLINE AND ONSITE TRAINING PROGRAM, AND WE DO AN AWFUL LOT OF LEADERSHIP DEVELOPMENT PROGRAMS. I MENTIONED I DO A LOT OF BOARD RETREATS AND STRATEGIC PLANNING AND VISIONING AND SERVANT LEADERSHIP TYPE TRAINING AS WELL.
UH, WE HOLD OUR OWN CONFERENCES AND EVENTS AND VARIOUS WORKSHOPS THAT TAKE PLACE, AND WE ALSO HAVE A ROBUST CONSULTING OPERATION.
I SAY THAT IN THE SENSE THAT WE ARE INVOLVED IN SO MANY DIFFERENT ASPECTS OF LOCAL GOVERNMENT.
I THINK THAT MAKES US BETTER IN ALL THOSE FIELDS BECAUSE THERE'S CROSS POLLINIZATION.
WE'RE NOT JUST A RECRUITING FIRM.
WE DO ALL OF OTHER FUNCTIONS IN LOCAL GOVERNMENT, AND WE'RE ALSO RECOGNIZED AS, AS LEADERS IN INNOVATION AND PROCESSES AND BEST MANAGEMENT PRACTICES IN LOCAL GOVERNMENT, WHICH HELPS US IN ALL THE DIFFERENT FIELDS IN WHICH WE OPERATE IN.
UH, WE TEND TO LOOK AT THE APPROACHES OF FIVE KEY EFFORTS FOR US TO HAVE A SUCCESSFUL SEARCH.
UH, FIRST OF IT STARTS OFF WITH US UNDERSTANDING THE CULTURE, THE COMMUNITY, THE ORGANIZATION, THE DYNAMICS OF THE POSITION YOU'RE LOOKING FOR, ANY CHALLENGES THAT WOULD TAKE PLACE, IDEAL ATTRIBUTES OF CANDIDATES.
THOSE COME FROM UPFRONT CONVERSATIONS WITH YOU, YOUR STAFF, AND WHOEVER ELSE YOU, YOU MAY FEEL AS STAKEHOLDERS WE SHOULD MEET WITH AS WE DEVELOP A BROCHURE TO MARKET THE POSITION.
UH, ONCE WE'VE DEVELOPED THAT BROCHURE, WE USE THAT TO, UH, USE IT FOR MARKETING THE POSITION IN VARIOUS STATE, NATIONAL, REGIONAL, LOCAL, AND OTHER DIRECT OUTREACHES TO CANDIDATES THAT MAY HAVE BEEN INVOLVED IN OTHER SEARCHES THAT, UH, HAVE
[00:35:01]
BEEN INVOLVED.SGR FOR A SIMILAR TYPE POSITION.
UH, AS WE WORK OUR WAY THROUGH BOTH MICHAEL AND I, AS BOTH FORMER CITY MANAGERS, WE KNOW THAT MAKING SURE THAT WE HAVE NO SURPRISES THAT CATCH YOU AS A, AS A EMPLOYER OR AS A GOVERNING BODY, UH, BY SURPRISE.
AND SO WE DO EXTENSIVE GOVERNMENT AND PROCESS AND BACKGROUND AND CANDIDATE VETTING TO MAKE SURE THAT THERE'S NO UNKNOWNS, THAT WE KNOW AS WE GO DEEPER INTO THE PROCESS, WHAT EACH CANDIDATE BRINGS TO THE TABLE, AND ANY CONCERNS OR, OR CONTROVERSIES THAT MIGHT HAVE A, UH, A CONCERN ON YOUR BEHALF AS AN EMPLOYER.
UM, THROUGHOUT THAT EFFORT, WE ARE INVOLVED AND THERE'S TWO PIECES OF RECRUITMENT.
ONE IS WORKING FOR THE CLIENT, IN THIS CASE, THE CITY OF DALLAS.
THE OTHER PIECE ARE THE CANDIDATES THAT ARE ENGAGED IN OUR RECRUITMENT ACTIVITIES.
UH, WE WANNA MAKE SURE THAT BOTH OF THOSE ENTITIES ARE THE INDIVIDUALS ARE, ARE TREATED FAIRLY AND EQUITABLY THROUGHOUT THE WHOLE PROCESS.
I'LL SHARE YOUR, SHARE SOME INFORMATION HERE SHORTLY ABOUT WHAT THAT LOOKS LIKE IN TERMS OF, OF OUR, OUR EVALUATIONS, BOTH FROM OUR CLIENTS AS WELL AS FROM OUR CANDIDATES.
AND OUR GOAL IS WE REALIZE YOU DON'T GO THROUGH THIS PROCESS VERY OFTEN.
AND SO OUR APPROACH IS TO TRY TO HELP YOU AND TAKE KIND OF THE HEAVY LIFT, WORKING WITH YOUR STAFF AND WORKING WITH WHATEVER THE SEARCH COMMITTEE MAY BE, UH, TO HELP YOU WORK YOUR WAY THROUGH THIS PROCESS, WHICH CAN BE NAVIGATING A VARIETY OF LANDSCAPES AND, AND PITFALLS AND, AND ISSUES AS THEY TAKE PLACE OVER THE, THIS RECRUITMENT WINDOW.
UH, I WANNA TALK A LITTLE BIT ABOUT THE FACT THAT ALTHOUGH AS I MENTIONED EARLIER, SDR IS ONE OF THE LARGEST PUBLIC SECTOR EXECUTIVE RECRUITMENT FIRMS IN THE COUNTRY.
BUT ABOVE AND BEYOND THAT, THE WAY IN WHICH WE OUTREACH AND FIND CANDIDATES IS, IS PRETTY CRITICAL.
UM, SO WE DO A AWFUL LOT OF WORK THROUGH OUTREACH.
WE HAVE AN EFFORT THAT GOES TO CLOSE TO 40,000 ELECTED AND APPOINTED OFFICIALS ACROSS THE COUNTRY EVERY TUESDAY MORNING.
UH, IT TALKS ABOUT A VARIETY OF FUNCTIONS THAT ARE TAKING PLACE IN LOCAL GOVERNMENT, BUT ALSO FEATURES ON A ROTATING BASIS ARE VARIOUS POSITIONS IN WHICH WE'RE RECRUITING FOR.
UH, MANY TIMES WHEN YOU'RE RECRUITING FOR A CANDIDATE, YOU'RE TRYING TO FIND A PASSIVE CANDIDATE, NOT SOMEBODY THAT'S NECESSARILY LOOKING FOR THIS PARTICULAR OPPORTUNITY.
SO THEY'LL SEE SOMETHING IN THAT 10 AND 10 BLAST THAT GOES OUT, AND THEN THEY'LL SEE SOMETHING ON THIS PARTICULAR POSITION, AND THEN THERE'S A LINK THAT ALLOWS THEM TO BE INVOLVED IN THAT.
UH, WE ALSO HAVE, UH, TWO DIFFERENT WEBSITES, OUR OWN, UH, SGR WEBSITE, WHICH, UH, UH, CAPTURES A LOT OF, UH, VISITORS.
THEN WE ALSO HAVE A SECOND SGR JOBS POSITION, UH, WHICH RECEIVES A CONSIDERABLE AMOUNT OF HITS WITH REGARDS TO CANDIDATES LOOKING AT POSITIONS AND LOOKING FOR OPPORTUNITIES.
UH, THE OTHER PIECE IN SOCIAL MEDIA MARKETING IS THE FACT THAT WE USE OUR LINKEDIN AND OUR VARIOUS SOCIAL MEDIA PLATFORMS TO HELP ALSO PROMOTE THE OPPORTUNITY, UH, TO PROSPECTIVE CANDIDATES.
YOU CAN SEE WE'VE GOT OVER 21,000, UM, CANDIDATES OR, OR INDIVIDUALS THAT ARE FOLLOWING US ON LINKEDIN.
WE ALSO WORK, I MENTIONED EARLIER WITH LYNN BARBOSA.
SHE AND OTHERS ARE INVOLVED IN THE LINKEDIN RECRUITER, UH, PLATFORM.
SO IF WE FIND THAT WE'RE FINDING CHALLENGES IN FINDING A PARTICULAR QUALIFIED CANDIDATE POOL, UH, WE ARE ABLE TO USE THOSE TOOLS AND METRICS TO HELP US IDENTIFY PROSPECTIVE CANDIDATES THAT MIGHT NOT OTHERWISE HAVE HEARD ABOUT THE OPPORTUNITY.
UH, THE JOB BOARD THAT I MENTIONED EARLIER, BEYOND OUR, OUR OWN WEBSITE, UH, THIS HAS OVER 28,000 JOB VIEWS JUST IN THE LAST 30 DAYS.
SO IT RECEIVES QUITE A BIT OF TRACTION.
UH, WE HAVE OVER 500 JOB ALERT SUBSCRIBERS THAT WE IDENTIFY IN THE LEGAL FIELD IN PARTICULAR.
UH, THESE ARE INDIVIDUALS THAT HAVE ASKED FOR BLASTS THAT WE SEND OUT EVERY FRIDAY TO IDENTIFY, UH, POTENTIAL OPPORTUNITIES, UH, POSITIONS, WHETHER IT'S FOR CITY MANAGER OR CITY ATTORNEY, WHATEVER.
THIS 500 IS IDENTIFYING FOR THE CITY ATTORNEY IN LEGAL PROFESSIONS WITHIN THE LOCAL GOVERNMENT ARENA.
AND IT GIVES SOME BACKGROUND INFORMATION SO YOU CAN KIND OF SEE THOSE ARE ALL TARGETED TO THE COMMUNITIES IN WHICH WE'RE WORKING WITH.
WHY I SAY THIS IS SO IMPORTANT IS, ALTHOUGH WE'RE GONNA RECOMMEND THAT WE ADVERTISE IN A VARIETY OF STATE, NATIONAL, AND REGIONAL LOCATIONS, WE FIND THAT TYPICALLY ABOUT 50% OF THE CANDIDATES THAT ULTIMATELY ARE SELECTED AS SEMI-FINALISTS AND FROM THAT POOL ULTIMATELY BECOME FINALISTS.
SOME OF THOSE, UM, ARE, I KNOW ABOUT THE OPPORTUNITY THROUGH SOMETHING THAT SDR HAS DONE THROUGH OUR SOCIAL MEDIA PLATFORMS OR THROUGH OUR OUTREACH OR THROUGH OUR DIRECT RECRUITER, UH, CONNECTIONS FROM, UH, PAST, UH, CANDIDATES AND, AND OTHER SEARCHES FOR SIMILAR TYPES OF POSITIONS.
YOU'LL CERTAINLY CAPTURE SOME OTHER, UH, INDIVIDUALS THAT MAY BE MORE AGGRESSIVELY LOOKING FOR A PARTICULAR OPPORTUNITY OR A PARTICULAR REGION OF THE COUNTRY.
SO YOU'LL SEE THOSE PERCENTAGES, BUT AS I SAY, CLOSE TO 50% OF OUR CANDIDATES, UH, APPLY AND ARE SELECTED BASED ON SOMETHING WE'VE DONE TO MAKE A DIRECT OUTREACH TO THEM IN SOME WAY, SHAPE, OR FORM.
I MENTIONED EARLIER, THERE'S TWO SIDES TO THE EQUATION.
UH, ONE IS THE CANADA, THE CLIENTS IN WHICH WE WORK FOR OUR CITIES, OUR COUNTIES, OUR LOCAL GOVERNMENTS.
UM, THOSE WE ALWAYS SURVEY OUR, OUR CLIENTS AT THE END OF A SERVICE, UH, TO GET A SENSE OF IF THEY'RE SATISFIED WITH THE TYPE OF WORK, A VARIETY OF QUESTIONS AND FEEDBACK.
WE ALL DO DO THE SAME THING WITH REGARDS TO OUR SEMI-FINALISTS.
UH, THESE TWO BAR CHARTS SHOW YOU A SENSE BASED ON YOUR EXPERIENCE WITH SDR YOU FELT COMFORTABLE RECOMMENDING OUR SERVICES TO YOUR PEERS.
[00:40:01]
STRONG NUMBERS THERE AND ALSO IF THEY FEEL COMFORTABLE IN UTILIZING SDR FOR A FUTURE RECRUITMENT NEEDS.SO WE'RE VERY COMFORTABLE, UH, IN OUR, THE WORK THAT WE DO AND THE REPEAT CLIENTS THAT WE HAVE.
WE HAVE LIFELONG RELATIONSHIPS WITH MANY OF OUR COMMUNITIES BASED ON THIS, UH, THIS TYPE OF WORK THAT WE'VE DONE.
THE OTHER SIDE OF THE COIN IS THE RELATIONSHIP WITH CANDIDATES.
IF YOU DON'T TREAT YOUR CANDIDATES WELL THROUGH THE PROCESS, YOU WILL NOT FIND THEY WILL APPLY IN A SUBSEQUENT SEARCH THAT YOU MAY BE DOING.
SO WE VALUE THAT RELATIONSHIP AS WELL AS YOU CAN SEE, UH, VERY STRONG REMARKS, BOTH IN TERMS OF IF A CANDIDATE WOULD APPLY FOR ANOTHER RECRUITMENT THAT WE WOULD BE DOING, AS WELL AS THEIR GENERAL SENSE OF HOW THEY WERE TREATED THROUGHOUT THE WHOLE EFFORT.
SO WE'RE VERY PLEASED ON METRICS THAT WE RECEIVE, UH, FROM BOTH OF THOSE TYPES OF SURVEYS.
OUR PROCESS, IT STARTS BASICALLY THROUGH, AS I SAID AT THE BEGINNING, LEARNING ABOUT WHAT YOU WANT TO DO AND WHAT YOU'RE LOOKING FOR IN THIS POSITION.
SO ONCE WE'RE ON BOARD, WE WOULD SCHEDULE, MIKE WOULD BE INVOLVED IN, IN, UH, SETTING UP A MEETING WITH WHOMEVER YOU WOULD WANT, WHETHER IT'S A SEARCH COMMITTEE, YOUR WHOLE COMMITTEE, WHATEVER THAT PROCESS WOULD BE.
GETTING A SENSE, INTERVIEWING, GETTING AN UNDERSTANDING OF WHAT YOU'RE LOOKING FOR, THAT RESULTS IN THE DEVELOPMENT OF A POSITION PROFILE BROCHURE THAT WE WILL MARKET THE POSITION IN.
THAT COMES BACK TO YOU AS LONG AS WELL AS RECOMMENDED AD PLACEMENTS AND RECOMMENDED AD LANGUAGE AND A TIMELINE FOR THE SEARCH PROCESS.
YOU REVIEW THAT ONCE YOU'VE SAID GO, WE'RE UP AND RUNNING.
WE PLACE THOSE ADS WHEN WE'RE UP AND RUNNING IN THE PROCESS.
UM, OUR PROCESS IS ABOUT A 90 FROM THE TIME THAT WE GO LIVE WITH A RECRUITMENT TO THE TIME YOUR FINAL CANDIDATES ARE IN TOWN.
INTERVIEWING ARE TYPICALLY ABOUT A 90 DAY PROCESS, UH, GIVE OR TAKE AVAILABILITY AND SCHEDULES.
THAT FIRST 30 DAYS IS US OUTREACHING AND FINDING CANDIDATES AND UPDATING YOU ON HOW THAT SEARCH IS COMING.
UH, AT THE CONCLUSION OF THE POSTING PERIOD, WE WOULD THEN COME BACK AND PRESENT TO YOU, UH, YOUR SEARCH COMMITTEE, UH, THE LIST OF CANDIDATES THAT HAVE APPLIED AND TRIAGING THOSE AND THOSE THAT STRONGLY MEET OR EXCEED WHAT YOU'RE LOOKING FOR.
THOSE THAT LARGELY MEET WHAT YOU'RE LOOKING FOR.
AND THEN, UH, WE WILL AT LEAST IDENTIFY THE CANDIDATES THAT HAVE APPLIED IN CASE THERE'S ANY KNOWN CANDIDATES THAT YOU WOULD WANT TO BE AWARE OF THAT WE DIDN'T NECESSARILY THINK HAD THE BACKGROUND SKILLS OR EXPERIENCE TO DO THE WORK.
UH, FROM THERE YOU WOULD SELECT A VARIETY OF SEMI-FINALISTS.
TYPICALLY THEY GO BETWEEN EIGHT TO 10 TO 12 OR 15 FOLKS.
UM, WE DO TYPICALLY, UH, EITHER PRERECORDED OR OR LIVE, UM, UH, ZOOM TYPE INTERVIEWS WITH THOSE CANDIDATES.
WITH THE SEARCH COMMITTEE, WE UNDERTAKE A MEDIA SEARCH AT THAT POINT OF OUR SEMI-FINALISTS.
UH, WE WILL ALSO TYPICALLY ASK CANDIDATES AT THE SEMIFINALIST LEVEL TO RESPOND TO A FAIRLY DETAILED QUESTIONNAIRE ABOUT THEIR BACKGROUND, THEIR EXPERIENCE, WHY THEY LEFT THEIR PREVIOUS POSITIONS, SOME OF THE CHALLENGES AND OPPORTUNITIES OF THIS POSITION THAT WE'VE LEARNED FROM.
THAT WOULD BE INCORPORATED IN THE BROCHURE.
WE'D ASK 'EM TO IDENTIFY HOW THEY WOULD DEAL AND EXPERIENCE THEY BRING TO THE TABLE TO THOSE ISSUES AS WELL.
GIVE THE CANDIDATES A CHANCE TO PACKAGE THAT MATERIAL UP.
WE REVIEW IT, GET IT BACK TO YOU, GIVE YOU A CHANCE TO REVIEW IT, AND THEN WE'RE BACK REVIEWING WITH YOU, UH, THOSE CANDIDATES AND HELPING YOU SELECT TYPICALLY BETWEEN THREE TO FIVE CANDIDATES THAT YOU'RE INTERESTED IN IN PROCEEDING AS FINALISTS.
AT THAT POINT WE WOULD DO BACKGROUND INVESTIGATIONS, CRIMINAL HISTORY, DATABASE, UH, VERIFICATION OF THEIR EDUCATION, VERIFICATION OF ANY, UH, CREDENTIALS THEY MAY HAVE, UH, DRIVER'S LICENSE CHECKS, ALL THOSE SORT OF THINGS THAT ARE DONE.
UH, THERE'S SOME OPTIONAL SERVICE OR PERSONALITY AS A DISC ASSESSMENT IF YOU'RE INTERESTED.
WE NORMALLY HAVE THOSE CANDIDATES ALSO DO A WRITTEN ASSESSMENT OF A FIRST YEAR GAME PLAN THAT IF THEY'RE APPOINTED AS YOUR NEXT, UH, INSPECTOR GENERAL, THEY WOULD BE INVOLVED WITH HOW THEY WOULD GET THEIR HEAD AND THEIR HEART AROUND THE JOB IN THE FIRST THIRTY, SIXTY, NINETY, A HUNDRED EIGHTY DAYS.
THERE MAY BE OTHER BACKGROUND INFORMATION OR PRESENTATION MATERIALS THAT YOU'D LIKE US TO, UH, WORK WITH YOU ON AS PART OF THE ONSITE INTERVIEWS.
UM, WE WOULD PREPARE VARIOUS BRIEFING BOOKS WITH ALL THE MATERIALS, INCLUDING PROPOSED QUESTIONS FOR VARIOUS PANELS, UH, FOR INTERVIEWEES, AND HELP YOU NAVIGATE WHAT THAT PROCESS LOOKS LIKE.
UH, WE ALSO WOULD DO A 360 EVALUATION ON REFERENCE CHECKS OF CURRENT AND PREVIOUS SUPERVISORS, SUBORDINATES, PEERS, COLLEAGUES, THINGS LIKE THAT TO GET A FULL SENSE OF WHAT THEY BRING TO THE TABLE.
AND THEN WE'RE, UH, ABLE TO ALSO ASSIST YOU IN NEGOTIATIONS AND HIRING PROCESSES.
AND WE CAN PLAY WHATEVER ROLE THAT WOULD BE, WHETHER YOU WANT US TO PLAY A LEAD OR SUPPORTIVE ROLE, UH, TO HELP YOU GET THE FINAL CANDIDATE ACROSS THE FINISH LINE.
AS YOUR, UH, SELECTED CANDIDATE, UM, AS YOUR HR DEPARTMENT, UH, HAD IDENTIFIED, YOU HAVE LOOKED TO PIGGYBACK ON A CONTRACT THAT WE HAVE WITH TEXAS SHARE AND THE NORTH CENTRAL TEXAS COUNCIL OF GOVERNMENTS.
UM, SO THIS IS A STANDARD PROVISION WE DO FOR A LOT OF COMMUNITIES IN YOUR AREA AND ELSEWHERE IN THE STATE.
THAT DOES INCLUDE AD PLACEMENTS UP TO $2,500.
IT DOES NOT INCLUDE RECRUITER TRAVEL.
SO THAT WOULD BE AN ADDITIONAL EXPENSE, UH, THAT WHEN MICHAEL WOULD BE MEETING WITH YOU FOR TYPICALLY TWO MEETINGS AT THE FRONT OF THE MEETING TO HAVE THE CONS, THE STAKEHOLDER INTERVIEWS, AND THEN ALSO AT THE SECOND MEETING WHEN YOU WOULD BE, UH, ACTUALLY GOING THROUGH YOUR INTERVIEW PROCESSING ONSITE INTERVIEW PROCESS.
UH, WE FEEL THAT IF WE DO A GOOD JOB IN UNDERSTANDING YOUR POSITION AND UNDERSTANDING THE CANDIDATES
[00:45:01]
AND BRINGING, UH, PROSPECTIVE CANDIDATES TO THE TABLE AND HELPING YOU GO THROUGH THAT PROCESS, UH, WE HAVE A 12 MONTH, UH, PLACEMENT GUARANTEE.SO THERE'S NO PROFESSIONAL FEE IF SOMEONE WERE TO LEAVE FOR WHATEVER REASON.
UH, DURING THAT FIRST 12 MONTHS, THERE WAS ONLY FEES FOR, UH, THE DIFFERENT COMPONENTS OF ADVERTISING AND FOR ANY, UM, UH, INTERVIEWS AND VIDEO INTERVIEWS AND QUESTIONNAIRE MATERIALS AND REFERENCE CHECKS, THINGS OF THAT NATURE FOR A SECOND TYPE SEARCH.
AND THE ONLY PIECE THAT DOES NOT INCLUDE, AS I SUSPECT MOST FIRMS DO, WE DO NOT TYPICALLY KNOW WHAT THE CANADA TRAVEL EXPENSES WILL BE.
UM, SO THOSE WOULD BE TYPICALLY REIMBURSED BY THE, UM, BY THE HOST, UH, CLIENT, UH, COMMUNITY, AND IF THERE'S ANY OTHER SUPPLEMENTAL SERVICES OR ADDITIONAL AD PLACEMENTS, THOSE ARE ALL OUTLINED IN OUR AGREEMENT AS WELL.
SO IF YOU WANT TO DO ABOUT A MINUTE MORE, UM, SURE.
JUST GIVE YOU TWO OTHER PIECES THEN.
UH, WANNA GIVE YOU A SENSE OF, UH, RECENT TEXAS EXECUTIVE RECRUITMENT ENGAGEMENTS.
OUR, OUR FIRM WAS FOUNDED IN 2002 IN THE DFW AND THE KELLER, UH, KELLER TEXAS AREA.
SO YOU CAN GET A LISTING OF THE TYPES OF, OF COMMUNITIES.
THERE'S ARE JUST SOME RECENT ONES THAT WE'VE DONE, UH, IN TEXAS, AND THEN SPECIFICALLY RECENT LEGAL RECRUITMENT ENGAGEMENTS, UH, THAT WE'VE BEEN INVOLVED WITH, UH, SPECIFICALLY INVOLVING, UM, MEMBERS OF THE BAR IN VARIOUS STATES, INCLUDING TEXAS AND OTHER STATES AS WELL.
UH, LAST PIECE IS JUST TO UNDERSTAND OUR PROCESS.
UM, I'LL WALK YOU THROUGH THAT.
I JUST WANT TO INDICATE THAT WE RECOGNIZE LOCAL GOVERNMENTS ARE, ARE, ARE BASICALLY OUR WHEELHOUSE.
THAT'S WHERE MOST OF OUR WORK IS DONE.
UH, WE WILL BE INVOLVED IN A NATIONAL OUTREACH FOR YOU AND ALSO WORKING WITH YOU VERY HAND AND, AND LIKE A HAND AND A GLOVE TO UNDERSTAND YOUR NEEDS.
AND, UH, HOPEFULLY THE, THE I'VE GIVEN YOU GIVES YOU A SENSE OF OUR PROCESS AND, AND PROCEDURES.
SO WITH THAT, I'LL STAND FOR QUESTIONS.
UH, I HAVE A QUESTION BEFORE WE OPEN IT UP TO THE FLOOR.
UM, IS YOUR, UH, FIRM AWARE OF ANY SPECIAL JOB REQUIREMENTS FOR THIS POSITION SUCH AS EDUCATION OR CERTIFICATIONS? UH, CERTAINLY YOUR TEAM HAS PROVIDED US SOME BACKGROUND INFORMATION ABOUT THE CREATION OF THIS POSITION AND THE DEPARTMENT, UH, INCORPORATING ALSO THE FACT THAT YOU'RE LOOKING FOR SOMEONE THAT'S GOT EXPERIENCE AND, AND IS A CERTIFIED MEMBER OF THE THE FLORIDA OR OF, SORRY, THE TEXAS BAR.
UH, ALSO LOOKING FOR INDIVIDUALS THAT HAVE EXPERIENCED INSPECTOR GENERAL, YOU ALSO SAID, AND OTHER RELATED SERVICES.
SO YES, WE'VE, WE'VE SEEN WHAT THE CITY HAS PROVIDED TO US AND WE'RE COMFORTABLE THAT WE CAN FIND CANDIDATES WITH THOSE TYPES OF BACKGROUNDS.
THANK YOU SO MUCH WITH THAT, UH, COUNCIL MEMBER ENA, UM, HAVE YOU FILLED A POSITION WHERE THEY REQUIRE FOR AN INSPECTOR GENERAL AND TO BE A MEMBER OF THE BAR? UH, IN THE WORK THAT I HAVE PERSONALLY DONE IN THE 10 YEARS, I'VE PROBABLY DONE CLOSE TO 300 SEARCHES.
I HAVE NOT NECESSARILY HAD AN INSPECTOR GENERAL.
I'VE HAD A VARIETY OF CITY ATTORNEYS.
I'VE ALSO HAD A VARIETY OF INTERNAL AUDITORS THAT WORK DIRECTLY WITH THOSE ATTORNEYS.
UM, THE POSITION IS SOMEWHAT UNIQUE IN THE GRAND SCHEME OF THINGS.
UM, I WANT TO HAVE MICHAEL TALK A LITTLE BIT ABOUT THAT.
MICHAEL RECENTLY JOINED OUR FIRM, UM, AND MICHAEL HAS EXPERIENCED DIRECTLY IN THAT ARENA.
SO I'M GONNA TURN IT OVER TO MICHAEL TO HAVE A, UH, A LITTLE BIT OF A COMMENT ABOUT THAT RESPONSE.
UM, I ACTUALLY FIRST MET DOUG ON A SEARCH IN, UH, VAIL, COLORADO.
UH, MY BACKGROUND IS AS AN ATTORNEY, BUT I'VE BEEN A CITY MANAGER AND A LOCAL GOVERNMENT MANAGER FOR MY ENTIRE CAREER.
MOST RECENTLY, UH, UH, I WAS WITH THE, UH, BALTIMORE COUNTY, MARYLAND, AND THEY HAD STARTED, UH, CREATED A POSITION VERY SIMILAR TO THIS INSPECTOR GENERAL AND I WAS THERE FOR THE CREATION OF THAT ASSISTED THE, UH, INSPECTOR GENERAL.
AND THERE, THERE WERE SOME ISSUES ASSOCIATED WITH IT.
AND THEY'VE GONE THROUGH A ALMOST A SIMILAR PATTERN AS YOU HAVE IN, UM, SOME RECENT TURNOVER AND WHO THEY'RE LOOKING FOR.
SO I HAVE A, A, A VERY, I THINK, ON POINT, UH, EXPERIENCE WITH THIS KIND OF POSITION.
UM, IN ADDITION, MY BACKGROUND AND INTEREST HAS BEEN IN ETHICS AND GOVERNMENT AS DOUG AND I ARE BOTH MEMBERS OF ICMA.
WE HAVE A VERY STRONG CODE OF ETHICS AND WHEN I WAS IN LAW SCHOOL, THEY APPOINTED ME THE, THE, UM, MY PROFESSORS IN THE ADMINISTRATION AS AN HONOR COURT JUDGE.
AND FOR MANY YEARS I WAS ALSO ON A BOARD OF DIRECTORS FOR THE HOFFBERGER CENTER FOR PROFESSIONAL ETHICS AT, UM, THE UNIVERSITY OF BALTIMORE, WHICH WAS BASED ON A SITUATION HAVING TO DO WITH, UH, ENRON, IN FACT.
UM, SO, UH, ETHICS AND GOVERNMENT AND THE INSPECTOR GENERAL FIELD IS SOMETHING I'M VERY FAMILIAR WITH AND FEEL THAT I'D BE ABLE TO BRING A LOT OF VALUE ADDED TO IT BECAUSE I THINK YOU'RE NOT ONLY LOOKING FOR A PERSON THAT HAS THE GENERAL BACKGROUND, BUT
[00:50:01]
ALSO HAS THE, THE INTEREST AND THE CULTURE BEHIND THEM THAT CAN HANDLE THIS KIND OF POSITION, WHICH CAN BE VERY DELICATE.UM, MS. STEWART? MS, DO YOU WANNA COME NEXT? THANK YOU.
I'M JUST WRESTLING OVER HERE AND, UM, WITH THE CONCEPT THAT WE NEED TO HIRE SOMEONE WHO IS LICENSED TO PRACTICE LAW, UM, IN THE STATE OF TEXAS.
AND SO, UM, I WAS JUST CONFIRMING WITH MY COLLEAGUE HERE, I, I BELIEVE WE CANNOT, UM, I, THE STATE OF TEXAS DOES NOT REPRESENT, UM, A LAW LICENSE FROM ANOTHER STATE.
THERE'S NO RECIPROCITY, UM, IS, I BELIEVE IS THE, IS THE TERM THERE.
SO THIS PERSON EITHER NEEDS TO BE ALREADY LICENSED TO PRACTICE LAW IN THE STATE OF TEXAS OR BE WILLING TO TAKE THE, THE, UH, THE TEXAS BAR EXAM AND BECOME LICENSED IN THE STATE OF TEXAS.
SO, UM, I JUST SAY THAT, WANNA GET THAT OUT THERE BECAUSE THAT COULD BE A HURDLE FOR SOME PEOPLE.
UM, IT, YOU KNOW, IT'S NOT FUN TO GO TAKE A BAR EXAM.
HAVING DONE IT ONE TIME, I PROMISED MYSELF I WOULD NEVER DO THAT AGAIN.
UM, SO IT, IT IS A, IT'S A, IT'S A HURDLE.
UM, SO EITHER WE NEED, WE SHOULD NARROW OUR FIELD OR WE SHOULD REALLY SERIOUSLY LOOK AT CANDIDATES WHO ALREADY HAVE, UM, A, A BAR, UM, A, EXCUSE ME, A LICENSE FROM THE STATE OF TEXAS OR WE NEED TO BE VERY CLEAR WITH OUR CANDIDATES THAT THIS IS A REQUIREMENT.
WE DON'T HAVE THE ABILITY TO MAKE ANY EXCEPTIONS.
AND, UM, SO IF THEY ARE NOT ALREADY LICENSED TO PRACTICE LAW IN THE STATE OF TEXAS, THEY WILL NEED TO TO TAKE THE, THE TEXAS BAR.
SO ANYWAY, I I SAY ALL OF THAT TO, UM, THIS RECRUITING FIRM.
DO YOU SEE, UM, ANYTHING ELSE ABOUT THAT THAT I'M MISSING OR ANY CLAR OTHER CLARIFICATIONS? SURE.
LET ME, LEMME RESPOND TO THAT.
I'VE DONE A NUMBER OF, OF CITY ATTORNEY POSITIONS AND, AND GENERAL COUNSEL POSITIONS HERE IN THE STATE OF FLORIDA AND SOME OTHER STATES AS WELL.
IN EVERY STATE, YOU'RE CORRECT, SOME STAFF RECIPROCITY, SOMETIMES YOU HAVE TO TAKE AN ETHICS SCORES, SOMETIMES THERE'S A MULTI-STATE BAR PROCESS IN FLORIDA, UH, WE HAVE A PROVISION THAT YOU, UM, YOU HAVE TO SIT FOR THE FLORIDA BAR.
UH, SO WHAT I HAVE FOUND IS OBVIOUSLY WE IDENTIFY THAT IN THE ADVERTISEMENT THAT YOU GOTTA BE A MEMBER OF THE, UH, IN GOOD STANDING OF THE FLORIDA BAR FOR AN EXAMPLE WHEN I'M DOING RECRUITMENTS HERE.
BUT I WILL TELL YOU THAT A NUMBER OF CANDIDATES THAT I HAVE FOUND IN, IN, UM, ATTORNEY SEARCHES, I HAVE DONE THAT.
THEY ARE IN, THEY, THEY'RE MEMBERS OF THE, OF MULTIPLE STATE BARS.
AND SO SOMETIMES THEY'VE GONE TO LAW SCHOOL, MAYBE IN TEXAS, BUT, AND THEY'VE TAKEN THEIR BAR THERE.
AND THEN THEY'VE, THEY'VE PROCEEDED TO BE INVOLVED IN OTHER STATES IN THEIR CAREER, BUT THEY'VE MAINTAINED THEIR, THEIR BAR STATUS IN, IN, IN TEXAS.
UH, I HAVE FOUND THAT TO BE THE CASE IN A NUMBER OF MY RECRUITMENT.
SO THAT'S WHY WE TYPICALLY RECOMMEND A NATIONAL ADVERTISING CANDIDATES, BUT WE WOULD BE VERY CLEAR THAT THEY HAVE TO BE A MEMBER OF THE TEXAS BAR AT THE TIME OF APPOINTMENT.
UH, AND WE WOULD VERIFY THAT THEY WOULD MEET THOSE STANDARDS.
WELL, THAT'S GOOD NEWS THAT YOU HAVE, UM, COME ACROSS CANDIDATES WITH MULTIPLE, UM, LICENSES IN MULTIPLE STATES.
UM, SO WE'LL JUST CROSS OUR FINGERS THAT YOU CAN DO THAT.
AGAIN, PULL THAT RABBIT OUT OF A HAT.
UM, WELL, FIRST I WANNA SAY I LIKED IN THE PRESENTATION YOUR PIE CHART, UH, WITH THE PERCENTAGE OF YOUR DIRECT OUTREACH.
UM, MICHAEL, YOU ARE GONNA BE THE POINT OF CONTACT, IS THAT CORRECT? CORRECT.
AND THEN HOW MANY OTHER SEARCHES WILL YOU BE PART OF WHILE YOU'RE WORKING ON OURS, IF YOU'RE AWARDED THIS CONTRACT? WELL, RIGHT NOW I'M ONLY WORKING ON ONE OTHER WITH DOUG, AND I AM A PART OF TWO OTHERS THAT WE HAVE BID ON.
SO RIGHT NOW THERE'S ONLY ONE ACTIVE RECRUITMENT, AND THAT ONE IS ACTUALLY CLOSE TO WHERE I LIVE.
UM, AND THEN JUST ON A, ON A FOLLOWING ON THAT EFFORT, I'M GONNA, I'M GONNA BE BACKING UP MIKE, UH, ON THIS SEARCH.
AND AS I SAID, I, I CARRY, UH, I, I, I CARRY A LOT OF OTHER WORK WITH SGR, BUT, UH, SINCE I'VE PROBABLY DONE MORE ATTORNEY SEARCHES THAN MOST OF OUR RECRUITERS, UH, I WILL BE SOURCING CANDIDATES AND WORKING WITH MIKE AND ASSISTING HIM, UH, BEHIND THE SCENES.
SO, UM, MIKE, BUT MIKE WILL BE YOUR LEAD ON THIS ONE.
AND THEN, UM, I'M FAMILIAR WITH YOUR ORGANIZATION.
CAN YOU GIVE A GENERAL NUMBER OF HOW MANY OTHER MUNICIPALITIES IN NORTH TEXAS YOU'VE WORKED WITH? OOH, BOY.
UH, WE'RE TEXAS BASED, SO THAT'S A, UH, LEMME GO BACK TO MY SLIDE HERE.
THIS'LL BE, UM, LET ME, UM, GO BACK AND SHARE THIS SLIDE AGAIN, IF I CAN.
THIS WILL GIVE YOU A SNAPSHOT.
I KIND OF THOUGHT YOU MIGHT SAY ALMOST ALL OF THEM,
YEAH, I WAS GONNA SAY, WE, WE PRETTY MUCH DOMINATE THE, THE DFW AND THE TEXAS MARKETPLACE.
WE'RE, WE'RE THE BIG FIRM DOWN THERE,
[00:55:01]
YOU KNOW, THAT'S JUST THAT, THAT SLIDE GIVES YOU A SNAPSHOT OF VARIETY OF, OF CURRENT AND, AND MOST RECENT ENGAGEMENTS.UH, I, I JUST FINISHED UP THE WACO CITY MANAGER, UM, RECRUITMENT.
UH, I'LL BE IN AMARILLO IN TWO WEEKS DOING A CHIEF, UH, FINANCIAL OFFICER POSITION.
BUT I'VE DONE A LOT OF WORK IN AND AROUND THE DFW AREA FOR CITY MANAGERS AND DEPARTMENT HEAD POSITIONS.
BUT AS YOU SAID, IF YOU KNOW OUR FIRM, YOU KNOW, WE'RE, WE'RE PRETTY, PRETTY EXTENSIVELY INVOLVED IN THAT AREA.
AND THEN JUST VERY BRIEFLY, GIVE US A SENSE OF THE TIMELINE FROM CONTRACT APPROVAL TO OFFER LETTER.
SO, AS I SAID, TYPICALLY IF, UH, YOU, YOU EXECUTE AN AGREEMENT, WE'RE ON BOARD.
THE FIRST STEP IS REALLY MICHAEL WORKING WITH YOU AND YOUR COMMITTEE AND WHOEVER ELSE YOU WANNA DO TO GET SCHEDULED FOR THOSE PROFILE INTERVIEWS.
THOSE NORMALLY ONLY TAKE A COUPLE WEEKS.
IT'S ALL AVAILABLE BASED ON PEOPLE'S SCHEDULES AND AVAILABILITY, UH, BUT REALLY FROM THE TIME YOU SAY GO, SO TYPICALLY FROM THAT TIME, UM, THEN THE PROFILE IS DEVELOPED.
JUST ASSUME A MONTH FOR THE ROUGH PURPOSES FROM THE TIME YOU SAY GO TO EXECUTED AGREEMENT TO THE TIME WE GO LIVE WITH THE SEARCH.
IT CAN BE LESS THAN THAT, BUT ASSUME A MONTH FOR DISCUSSION PURPOSES FROM THAT POINT TO THE TIME OF YOUR FINAL CANDIDATES BEING SELECTED.
AND IN TOWN INTERVIEWING FOR THE POSITION IS TYPICALLY A 90 DAY WINDOW.
IT CAN BE A LITTLE FASTER, IT CAN BE A LITTLE SLOWER.
WE'LL WORK WITH YOU AND YOUR SCHEDULE TO GO FORWARD, BUT TYPICALLY THAT'S A 90 DAY WINDOW FROM GOING LIVE AND ACCEPTING APPLICATIONS TO INTERVIEWING AND FAKING YOUR FINAL SELECTION OF A CANDIDATE.
AND THEN TYPICALLY, IT DEPENDS ON WHO YOU HIRE.
SOMEBODY'S IN THE DFW METROPLEX AND THEY'RE ABLE TO UNWIND FROM THEIR CURRENT ENGAGEMENT.
UH, THEY MAY BE ABLE TO START UP RELATIVELY SOON.
WE NORMALLY, IN THE EXPERIENCE I HAVE FOR DIFFERENT POSITIONS, THAT CAN BE SOMEWHERE BETWEEN TWO WEEKS TO 60 DAYS IS KIND OF THE NORMAL, WHAT I NORMALLY WOULD ENCOUNTER FOR A CANDIDATE THAT'S HIRED AFTER THEY'VE EXECUTED AN AGREEMENT WITH THE NEW EMPLOYER, IN THIS CASE, THE CITY OF DALLAS.
WE DON'T KNOW WHO THAT CANDIDATE IS YET, SO WE DON'T KNOW THE DETAILS OF THAT.
UH, DEPUTY MAYOR PROLI, IF YOU'RE SPEAKING, YOU'RE ON MUTE WHILE WE WAIT FOR HER TO COME ON, UM, I DO WANT TO ASK A QUESTION ABOUT THE 12 MONTH, UH, PLACEMENT GUARANTEE AND THE VETTING OF, UH, REFERENCE BACKGROUND, INCLUDING THE REQUIREMENTS FOR THE CITY OF DALLAS BEING A, UH, AN ATTORNEY LICENSED IN THE STATE OF TEXAS, AND, UH, A CERTIFIED, UH, INSPECTOR GENERAL.
UM, DOES THAT, DO THOSE, UH, DO THOSE, UM, VERIFICATIONS, ARE THEY COMING FROM YOU OR ARE THEY COMING FROM OUR ATTORNEY'S OFFICE? NO, UH, THANK YOU FOR THE QUESTION.
UH, WE WOULD DO THAT BACKGROUND WORK OF YOUR, FOR YOUR FINALISTS.
WE WORK OUR WAY THROUGH, UM, YOU BASICALLY, IT'S LIKE A FUNNEL.
YOU'RE, YOU KNOW, A LITTLE BIT ABOUT A LOT OF CANDIDATES AT THE FRONT END AS YOU GO DEEPER FROM SEMI-FINALISTS TO FINALISTS BY THE TIME THEY'RE FINALISTS, THAT'S WHEN THOSE THREE TO FIVE CANDIDATES IS WHEN WE WOULD DO THAT BACKGROUND WORK ON THOSE PARTICULAR CANDIDATES.
UH, THAT EFFORT WOULD INCLUDE, UM, UH, A CRIMINAL HISTORY, LEGAL DRIVER'S LICENSE, UH, CREDIT CHECKS, UH, WOULD ALSO INCORPORATE THEIR VERIFICATION OF THEIR, UM, EMPLOYMENTS, VERIFICATION OF THEIR EDUCATIONAL ATTAINMENT, VERIFICATION OF THEIR STATUS FOR ANY CREDENTIALS.
WE HAVE A THIRD PARTY GROUP THAT WE CONTRACT WITH TO DO THAT WORK.
AND THEN ABOVE AND BEYOND THAT FOR OUR FINALISTS, WE DO THAT 360 EVALUATION OF CURRENT AND PREVIOUS SUPERVISORS, CURRENT AND PREVIOUS SUBORDINATES, CURRENT AND PREVIOUS, UM, PEERS, THINGS OF THAT NATURE.
SO THAT WOULD BE WORK THAT WE WOULD ALL DO ON YOUR FINALIST, AND THOSE WOULD ALL BE VERIFIED SO THAT YOU'RE READY TO ROLL WITH THOSE CANDIDATES WHEN YOU'RE INTERVIEWING WITH THEM.
AND I'M SORRY, THEN YOU ASKED ABOUT THE 12 MONTH GUARANTEE.
THAT WAS THE OTHER PIECE AS WELL.
UM, SO WE FEEL IF WE'VE DONE OUR HOMEWORK AND UNDERSTAND WHAT YOU'RE LOOKING FOR, AND WE'RE GETTING TO KNOW WHAT YOUR DESIRES AND EXPECTATIONS ARE AND THE CULTURE OF THE ORGANIZATION, THE OPERATING ENVIRONMENT, AND WE ARE ALSO MIRRORING THAT WITH UNDERSTANDING THE CANDIDATES THAT WE'RE PRESENTING TO YOU FOR CONSIDERATION AND KEEPING THEM PLUGGED INTO THAT PROCESS THROUGHOUT THE WHOLE RECRUITMENT WINDOW.
UM, THERE SHOULD BE NO 11TH HOUR SURPRISES BY EITHER PARTY.
YOU KIND OF GET TO KNOW WHO YOU ARE AND WHAT THEY ARE AND WHAT TO EXPECT.
AND HOPEFULLY THERE'S NO SURPRISES COMING FORWARD AS A RESULT.
UM, AND OUR PROCESS REQUIRES A CANDIDATE TO REALLY DO SOME HOMEWORK ABOUT THE CANDIDATES AND VICE VERSA, YOU ARE OR ABOUT THE COMMUNITY, AND YOU'RE EVALUATING THE CANDIDATES.
WE RARELY HAVE TO REDO A SEARCH, UM, WHICH IS WHY WE'RE COMFORTABLE WITH A 12 MONTH GUARANTEE.
[01:00:01]
YOU.IN YOUR PRESENTATION, YOU SPOKE ABOUT GETTING TO KNOW THE CITY, GETTING TO KNOW DALLAS, AND WHAT OUR PRIORITIES AND NEEDS ARE.
ANY OTHER QUESTIONS THAT YOU HAVE FROM US? UH, NO.
I THINK WE'VE GOT AN UNDERSTANDING.
WE UNDERSTAND THAT, UH, IN, IN ONE OF YOUR OTHER, UM, COMMENTERS, UH, HAD RAISED A QUESTION ABOUT, THIS IS KIND OF A, ANOTHER ROUND FOR YOU IN THIS SEARCH THAT, THAT HAS SOME INTERESTING WRINKLES.
UH, THAT MAY, WE MAY HAVE TO UNDERSTAND THE DETAILS OF WHAT'S ALL TRANSPIRED IN THAT REGARD, UH, AND WHERE YOU'RE AT IN THAT PROCESS.
BUT, UH, I THINK WE'VE GOT A PRETTY GOOD UNDERSTANDING.
YOUR STAFF'S BEEN GOOD IN PROVIDING GOOD BACKGROUND MATERIAL, UH, ABOUT THE POSITION AND THE ENABLING LEGISLATION AND WHAT YOU'RE LOOKING FOR IN THE POSITION.
SO I THINK WE'RE IN PRETTY GOOD SHAPE, AT LEAST NOW.
OBVIOUSLY, MICHAEL WOULD WANNA MEET WITH YOU AND LEARN MORE ABOUT THE DETAILS AND, AND, UH, UNDERSTAND THE NUANCES THAT MIGHT COME FROM THOSE, THOSE, UH, ONSITE INTERVIEW PROCESSES WITH YOU.
UH, CHAIRMAN MENDELSON, UH, CHAIRMAN, I HAVE A QUESTION FOR YOU.
WE HAVE A INTERIM IG WHO IS, WHO MEETS OUR QUALIFICATIONS AND ANOTHER WHO WORKS FOR THE CITY OF DALLAS THAT WAS QUALIFIED TO BE THE IG.
SHOULD EITHER OF THOSE APPLY FOR THIS POSITION? WHAT IS THE RATE SITUATION? I MEAN, ARE, ARE WE PAYING A, A SEARCH FIRM TO HIRE OUR OWN EMPLOYEE, OR ARE THOSE TWO CANDIDATES EXEMPTED? OR THERE'S JUST, YOU KNOW, A CURSORY FEE? I MEAN, HOW IS THAT NEGOTIATED? SO, I'LL, I'LL LET LENA RESPOND, BUT, BUT I, WHAT I DO KNOW IS EVEN IF THERE'S A CANDIDATE THAT SEES THE POSTING ON THEIR OWN WITHOUT BEING, UH, CALLED BY THE RECRUITER OR NOTIFIED BY THE RECRUITER, THEY, THE, THE FIRM STILL HAS TO GO THROUGH THE BACKGROUND CHECKS.
THEY STILL HAVE TO, THERE'S CERTAIN THINGS THAT THEY STILL HAVE TO DO, BUT, BUT I'LL LET NINA ANSWER THAT.
SO THE DIFFERENCE, OF COURSE, IS THAT THESE TWO HAVE ALREADY BEEN VETTED BY THE CITY, UM, INCLUDING FOR LAW DEGREES AND THAT SORT OF THING.
UM, SO I'M JUST WONDERING IF THOSE TWO PARTICULAR, I THINK THERE'S ONLY TWO, UM, CANDIDATES THAT ALREADY WORK FOR THE CITY, AND IF WE WOULD BE PAYING FOR THAT.
UM, I, I, I'LL LET NIAN ANSWER, BUT YOU KNOW, YOU SORT OF JUST USING MY, MY, UH, THE JUDGMENT HERE IS THE FIRM IS STILL GOING TO SEEK OUT ADDITIONAL, UH, APPLICANTS THAT APPLICANT, UH, MIGHT BE INTERNAL, IT MIGHT NOT.
UH, BUT I, I STILL BELIEVE THEY'RE DOING WORK.
BUT, BUT I'LL LET NINA ANSWER THAT DIRECTLY ON CHAIR.
TYPICALLY WHEN WE HAVE INTERNAL CANDIDATES AND A SEARCH FIRM HAS BEEN CONTRACTED TO DO THE SEARCH, UM, THERE IS A PROCESS THAT THEY NEED TO FOLLOW IN ADDITION TO VETTING THE CANDIDATE.
AS, AS THE CHAIR MENTIONED, THE PROCESS OF GOING THROUGH THE INTERVIEW.
THE, THE PROCESS OF, UM, ORCHESTRATING THE ENTIRE, UM, SEARCH IS THE SAME WHATEVER THAT PERSON IS SELECTED OR NOT, AND THERE'S NO GUARANTEE THE PERSON'S GOING TO, TO BE SELECTED OR NOT.
THE ONLY OPTION WOULD BE TO EXCLUDE INTERNAL CANDIDATES AND THEN HAVE A SEPARATE PROCESS FOR THEM, WHICH IS NOT VERY PRACTICAL.
SO BECAUSE OF THAT, TYPICALLY THE PER, YOU KNOW, INTERNAL CANDIDATES ARE ENCOURAGED THAT QUALIFI AND ENCOURAGED TO APPLY, AND THEY ARE JUST TREATED AS ANY OTHER APPLICANT.
UM, WELL, I DO ENCOURAGE OUR STAFF TO APPLY, AND I WOULDN'T WANT TO DISCOURAGE THAT OR MAKE IT DIFFICULT OR ONEROUS ON THE PROCESS, BUT IT DOES SEEM COUNTERINTUITIVE TO BE PAYING FOR US TO HIRE OUR OWN PEOPLE.
I'M GONNA TRY FOR DEPUTY MAYOR PRO TIM, SEE IF SHE'S ABLE TO, IF SHE WAS ABLE TO LOG BACK IN.
SO SHE JUST, UH, WANTED TO MAKE SURE THAT BOTH, UH, FIRMS WERE AWARE OF THE, UH, CHARTER AND THE CREATION OF THE OFFICE OF THE INSPECTOR GENERAL, BUT MORE IMPORTANTLY, THE APPOINTMENT OF THE INSPECTOR GENERAL AND THE LANGUAGE THAT IS, UM, ASSIGNED THERE.
UH, WHAT, UH, CHAIR STEWART, GO AHEAD.
SO I'M, I'M GLAD DEPUTY MAY PRO HIM BROUGHT THAT UP.
I HAVE FOUND THE LANGUAGE IN THE CHARTER FOR THE INSPECTOR GENERAL, AND IT IS TO BE A COMPETENT PRACTICING ATTORNEY OF RECOGNIZED ABILITY.
IT'S AN INTERESTING PHRASE, BUT IT DOES NOT LIMIT IT TO, UM, SOMEONE WHO IS, UM, LICENSED TO PRACTICE LAW IN THE STATE OF TEXAS.
IT'S JUST, IT'S A VERY GENERAL STATEMENT.
AND WE, AND WE TRUST THAT HR AND THE FIRM WILL DO THEIR DUE DILIGENCE ON THAT.
[01:05:01]
THANK YOU, UH, NINA, BEFORE I TURN IT BACK OVER TO YOU, I THINK WE HAVE A COUPLE OPTIONS.UM, AND AT THIS TIME, WE COULD PROBABLY DISMISS THE, THE FIRM, UH, THAT'S ON, UH, VIRTUALLY.
UM, I BELIEVE WE HAVE A COUPLE OF OPTIONS.
ONE IS WE COULD SEND A RECOMMENDATION TO FULL COUNSEL TODAY.
WE COULD EITHER, UM, RECONVENE IF THERE'S ADDITIONAL, UH, QUESTIONS THAT WE WANT TO ASK FROM HR OR FROM THE FIRM.
OR THIRD OPTION IS WE COULD ASK, UH, HR TO GO BACK AND, UH, INTERVIEW OR, UH, SELECT, UH, ADDITIONAL, UH, FIRMS TO INTERVIEW.
OR ARE THOSE THREE THE OPTIONS, UH, BEFORE US TODAY? YES.
SO WITH THAT, I AM GOING TO OPEN UP THE FLOOR TO OPEN TO, UH, EITHER A MOTION OR ANY SUGGESTIONS, UH, CHAIR MENDELSON.
I MOVE TO HIRE SGR TO PROCURE THE SEARCH FOR, TO CONDUCT THE SEARCH FOR OUR NEW INSPECTOR GENERAL.
UH, THERE IS A FUR, UH, A MOTION IN A SECOND, BUT I WOULD PROBABLY ASK THAT YOU, UH, RESTATE THAT, UH, BECAUSE THIS WOULD GO TO THE, UH, FULL COUNSEL FOR, UM, I MOVE TO RECOMMEND TO THE FULL COUNSEL THAT WE HIRE SGR TO CONDUCT THE SEARCH FOR THE INSPECTOR GENERAL POINT INFORMATION CHAIR.
UM, CHAIRMAN MENDELSON HAS A MOTION, UH, UH, CHAIR STEWART, UH, YOU HAD SECONDED ORIGINALLY, AND JUST WANNA MAKE SURE THAT YOU STILL ARE.
ANY DISCUSSION? I'M HAPPY TO DISCUSS IT.
UM, THE REASON THAT SGR JUST STANDS OUT TO ME, NUMBER ONE, IS, UM, THEY HAVE WORKED WITH SO MANY DIFFERENT CITIES IN TEXAS AND SPECIFICALLY IN THE METROPLEX.
UM, THEY HAVE AN OUTSTANDING REPUTATION.
I, UH, WORKED WITH THEM ON THE SEARCH AT, UH, THE NORTH CENTRAL TEXAS COUNCIL OF GOVERNMENTS.
I MEAN, EVERYTHING WE ASKED FOR WAS DONE ON TIME.
PROFESSIONALLY, THE CANDIDATES, EVEN ONES NOT SELECTED, HAD OUTSTANDING THINGS TO SAY.
EVERYONE ON THE SEARCH COMMITTEE, WHICH WAS VERY DIVERSE IN, UM, TERMS OF OPINIONS ON THINGS, EVERYBODY FELT THIS WAS A VERY POSITIVE EXPERIENCE.
AND FRANKLY, WE COULD USE A POSITIVE EXPERIENCE WITH HIRING.
UM, BUT THEY ALSO ARE GIVING A REALISTIC TIMEFRAME.
SO, WHILE I WOULD LIKE IT TO BE SHORTER, I THINK WHAT THEY ANSWERED WAS A TRUTHFUL ANSWER.
AND I APPRECIATE JUST SAYING THE HARD FACTS WHEN, YOU KNOW, MAYBE I WANNA HEAR ONE MONTH, BUT THE REALITY IS IT'S A 90 DAY PROCESS.
UM, SO THIS, THIS, UM, THIS SEEMS LIKE A NO-BRAINER TO ME, AND I'M READY TO MOVE FORWARD.
ANY FURTHER DISCUSSION? SEEING NONE.
UM, CITY MANAGER C, CAN YOU GIVE US A TIMELINE ON WHEN WE EXPECT THIS TO GO TO FULL COUNCIL? DENZEL GIBSON, CITY MANAGER'S OFFICE? WE'LL SHOOT FOR THE FEBRUARY 11TH AGENDA.
ALRIGHT, SO WE DO HAVE TWO MORE, UH, OR THREE MORE ITEMS. UH, I THINK WE'RE GOING TO PAUSE ON B, JUST 'CAUSE I THINK THAT'S GONNA BE A LENGTHY CONVERSATION AND MOVE ON TO, UH, DISCUSSION ITEM C.
AND AS THE ATTORNEYS ARE COMING DOWN ON, ON THIS PARTICULAR ITEM, UH, THERE MIGHT BE SOME QUESTIONS THAT THE CITY ATTORNEYS MIGHT NOT BE ABLE TO ADDRESS, OR MIGHT BE SOME QUESTIONS THAT ARE FOR THE STATE TO, UH, BE ABLE TO, UM, GIVE INPUT ON, UH, BUT, UH, SOLELY A DISCUSSION AND, UH, MIGHT REQUIRE A FOLLOW UP FROM ADDITIONAL PARTIES.
UH, BUT I DO WANNA GIVE, UH, ALL OUR, UM, COLLEAGUES AN OPPORTUNITY TO ASK QUESTIONS TODAY.
SO IF YOU CAN GO AHEAD AND, AND DO THE, UH, THE PRESENTATION.
I AM THE DEPUTY CHIEF OF THE, UM, MUNICIPAL REGULATORY SECTION IN THE CITY ATTORNEY'S OFFICE.
AND I HAVE WITH ME KAITLYN BUFFET.
SHE'S ALSO AN ASSISTANT CITY ATTORNEY.
[01:10:01]
UM, SO TODAY WE'RE GONNA GO OVER, UM, WHAT THE CAMPAIGN CONTRIBUTION LIMITS ARE AND HOW WE GOT TO THOSE LIMITS, AND, UM, WHETHER AND HOW THOSE LIMITS, UH, COULD BE AMENDED IN THE FUTURE.FIRST, WE'LL GO THROUGH A LITTLE BIT OF A BACKGROUND, UM, ON WHAT THE LIMITS ARE AND, UH, HOW WE GOT TO THOSE LIMITS.
AND THEN, UM, WE'LL DO A SUMMARY OF, UH, HOW THOSE LIMITS HAVE BEEN AMENDED IN THE PAST.
AND THEN WE'LL GO THROUGH WHAT THE NEXT STEPS WOULD BE IF THE COUNCIL DESIRED, UH, TO AMEND THOSE LIMITS MOVING FORWARD.
UH, CHAPTER 15 A IS OUR ELECTIONS CHAPTER IN THE CITY CODE, UH, SPECIFICALLY SECTION 15 A DASH TWO IS THE SECTION WHERE YOU'LL, YOU'LL FIND THE CAMPAIGN CONTRIBUTION LIMITS.
UH, THIS SECTION WAS FIRST ESTABLISHED, UH, BY AN ORDINANCE APPROVED BY CITY COUNCIL BACK IN 1977, AND IT WAS MOST RECENTLY AMENDED, UM, IN 1991.
SO THIS SECTION HASN'T BEEN TOUCHED FOR A WHILE.
UM, AS I SAID IN 1977, THAT WAS THE ORDINANCE THAT, UM, ORIGINALLY PLACED CAMPAIGN CONTRIBUTIONS FOR LOCAL LIMIT, UH, LOCAL ELECTIONS.
AND THAT LIMIT WAS $500 AT THAT TIME.
AND THAT WAS FOR AN INDIVIDUAL, UH, A CONTRIBUTION FROM AN INDIVIDUAL OR FROM A PAC.
AND THEN A COUPLE YEARS LATER, IN 1979, THERE WAS AN AMENDMENT TO ALLOW PACS TO CONTRIBUTE UP TO $5,000 TO INDIVIDUAL COUNCIL CANDIDATES, UH, WITH THAT $500 LIMIT, UH, FROM INDIVIDUALS AND PER MEMBER PACS, UH, REMAINING THE SAME.
UH, AND THEN, UH, JUST A YEAR LATER IN 1980, UM, AN ORDINANCE WAS PASSED THAT MADE A DISTINCTION BETWEEN SINGLE MEMBER DISTRICT CANDIDATES AND AT LARGE, UH, CANDIDATES.
AND THE AMENDMENT ALLOWED PACS TO CONTRIBUTE UP TO $2,500 FOR A CANDIDATE FOR A SINGLE MEMBER DISTRICT, AND UP TO $10,000 FOR AN AT-LARGE OR MAYORAL CANDIDATE.
WITH THAT PREVIOUS 500 LIMIT ON INDIVIDUAL AND PER MEMBER PAC CONTRIBUTIONS REMAINING THE SAME.
AND THEN IN 1984, WE HAD AN AMENDMENT, UM, THAT ALLOWED AN INDIVIDUAL OR PAC MEMBER TO CONTRIBUTE UP TO $1,000 TO A SINGLE MEMBER DISTRICT CANDIDATE UP TO $1,500 TO A CANDIDATE FOR PLACES NINE AND 10 ON THE CITY COUNCIL, WHICH AT THE TIME WERE AT LARGE SEATS, AND THEN UP TO $5,000, UH, FOR A MAYORAL CANDIDATE.
AND THAT WAS THE LAST TIME THE LIMITS CHANGED.
UM, BECAUSE THEN IN 1990, THAT'S WHEN THE CITY COUNCIL DROPPED THOSE AT LARGE SEATS AND MOVED US TO OUR CURRENT CONFIGURATION OF THE 14 SINGLE MEMBER DISTRICTS.
SO IN 1991, AN ORDINANCE WAS PASSED, UH, TO JUST REMOVE THE MENTION OF THOSE PLACES, NINE AND 10 BEING AT LARGE.
AND THEN THE NEXT COUPLE OF SLIDES ARE JUST A GLIMPSE OF WHAT THAT 1984 ORDINANCE LOOKED LIKE.
GO AHEAD AND GO TO THE NEXT SLIDE.
UH, SO JUST TO SUMMARIZE, THE PAC CONTRIBUTION LIMITS HAVEN'T CHANGED SINCE 1980, AND THE INDIVIDUAL AND SINGLE MEMBER PAC CONTRIBUTION LIMITS HAVEN'T CHANGED SINCE 1984.
UH, THE NEXT SLIDE JUST SHOWS HOW THESE LIMITS ARE PRESENTED IN SECTION 15 A DASH TWO OF THE CITY CODE.
IF THE COUNCIL DESIRE TO CHANGE THESE LIMITS, THIS WOULD BE THE SECTION THAT WOULD BE NEED TO BE AMENDED BY ORDINANCE.
UH, SO IN, LIKE I SAID, IN ORDER TO CHANGE THE CURRENT CAMPAIGN CONTRIBUTION LIMITS, UH, CITY COUNCIL MAY TAKE ACTION APPROVING AN ORDINANCE AMENDING THOSE LIMITS IN SECTION 15 A DASH TWO.
UM, THE COUNCIL HAS THE, UM, THE OPTION TO MAKE THAT ORDINANCE EFFECTIVE IMMEDIATELY UPON PASSAGE AND PUBLICATION OR AT A SPECIFIED FUTURE DATE.
AND THEN ANY, ANY FURTHER CAMPAIGN QUESTIONS, UM, SPECIFICALLY IN REGARDS TO THE STATE LAW, SHOULD PROBABLY GO THROUGH THE TEXAS ETHICS COMMISSION AND NEXT SLIDE.
I THINK, UH, THAT'S THE END OF THE PRESENTATION.
IT WAS A QUICK ONE, UM, BUT WE'RE, WE'RE HERE TO ANSWER ANY QUESTIONS YOU MIGHT HAVE.
[01:15:01]
DOES NOT REQUIRE THE APPROVAL OF A, OF A CHARTER AMENDMENT OR STATE APPROVAL.IT'S AN ORDINANCE THAT THIS COUNCIL COULD ADOPT? THAT'S RIGHT, MR. CHAIR.
THESE LIMITS ARE IN THE CITY CODE, NOT IN THE CITY CHARTER.
SO IT WOULD JUST NECESSITATE, UM, COUNCIL APPROVING AN ORDINANCE CHANGING THE LIMITS.
AND ARE YOU AWARE OF WHAT THE, UH, LIMITATIONS ARE FOR THE STATE THAT, THAT, THAT, THAT THEY PLACE ON THE CITIES? YEAH, THAT'S GONNA BE IN THE TEXAS ELECTIONS CODE.
AND I DO HAVE THAT PULLED UP, BUT WE DIDN'T PREPARE A PRESENTATION ON WHAT THOSE LIMITS ARE.
UM, CAN YOU READ WHAT IT IS? I KNOW IT'S IN CHAPTER 2 53 AND, AND I CAN GIVE YOU TIME TO, TO FIND IT AND, AND GO, UH, WE, WE WILL, UH, ALLOW YOU GUYS TO COME BACK TO THAT.
UM, YEAH, THERE, THERE'S, THERE'S SOME LIMITS FOR OUT OF STATE CONTRIBUTORS, BUT I HAVEN'T REALLY, I HAVEN'T REALLY GONE THROUGH THAT IN MUCH DETAIL.
UM, I DON'T KNOW REALLY WHAT TO TELL YOU ABOUT ANY OTHER LIMITS OTHER THAN WHAT'S IN OUR CITY CODE.
SO I BELIEVE THAT THE STATE DOES NOT, UH, HAVE A RESTRICTION ON CONTRIBUTIONS.
I DON'T BELIEVE THEY HAVE A MAXIMUM.
AND THERE'S, UM, I THINK THERE'S A $100 LIMIT FOR CASH, UM, FOR CASH CONTRIBUTIONS, I BELIEVE.
UH, THIS TIME I'M GONNA START TO MY RIGHT WITH CHAIR MIDDLETON.
UM, WELL, IT, IT, I DIDN'T REALIZE HOW LONG IT HAD BEEN SINCE THE CONTRIBUTION LEVELS HAD BEEN REVIEWED.
I OBVIOUSLY HAVE NO MORE CAMPAIGNS, SO I FEEL LIKE I DON'T HAVE A DOG IN THIS HUNT, BUT IT DOES SEEM APPROPRIATE THAT WE WOULD CONSIDER INCREASING BOTH THE INDIVIDUAL AND PAC LIMITS FOR COUNCIL AND MAYOR.
BUT I WOULD ONLY BE INTERESTED IN DOING THAT IF WE DID IT HAND IN HAND WITH A THIRD KIND OF AN ACCOUNT.
SO YOU'RE TALKING ABOUT A CAMPAIGN ACCOUNT, WHICH WE ALL HAVE, BUT WE ALSO HAVE AN OFFICE HOLDER ACCOUNT PROVIDED BY THE CITY, WHICH PAYS FOR OUR STAFF AND, YOU KNOW, MILEAGE THINGS THAT, UM, ARE REQUIRED TO DO OUR JOB.
BUT THERE'S A THIRD ACCOUNT, AND IT WASN'T BRIEFED.
AND I DON'T HAVE ONE, I'M NOT EXACTLY SURE HOW IT WORKS, BUT IT'S THE CAMPAIGN OFFICE HOLDER ACCOUNT.
AND MY UNDERSTANDING OF HOW IT WORKS IS THAT, YOU KNOW, IF JOE WANTS TO DONATE THE MAXIMUM AMOUNT TO ME OF A THOUSAND DOLLARS, I WILL SAY THANK YOU VERY MUCH.
BUT JOE COULD ALSO DONATE $5,000 TO MY CAMPAIGN OFFICE HOLDER ACCOUNT.
AND AS I SAID, I DON'T HAVE ONE OF THESE ACCOUNTS, BUT I WOULD LIKE TO UNDERSTAND HOW THAT FUNCTIONS.
IF YOU'RE NOT PREPARED TO DO THAT TODAY, THAT'S FINE, BUT I'M NOT INTERESTED IN RAISING THE CAMPAIGN AMOUNTS UNTIL WE'VE ALSO ADDRESSED THE CAMPAIGN OFFICE HOLDER ACCOUNT, BOTH WHAT IT'S AVAILABLE TO BE USED FOR, WHAT KIND OF LIMITS, IF THERE ARE ANY, UM, ON THAT.
UM, MY, I'VE BEEN TOLD THAT IT WAS INITIATED UNDER THE LAST MAYOR.
I, I'D LIKE TO UNDERSTAND WHY IT WAS, I MEAN, I'M HAPPY TO GO BACK AND WATCH THE MEETING IF YOU MIGHT BE ABLE TO POINT ME IN THE DIRECTION.
UM, BUT IT SEEMS LIKE IT'S SKIRTING THE INTENT OF HAVING CAMPAIGN LIMITS.
AND SO I, I THINK I'M ONLY INTERESTED IN DOING THIS IF IT CAN BE HAND IN HAND.
AND I ALSO WANNA GET A HANDLE ON EXACTLY WHAT THIS, UM, CAMPAIGN OFFICE HOLDER ACCOUNT IS.
I WAS TRYING TO FIND IT MORE ON KIND OF HOW I WORK INSTEAD OF PAPER.
UM, LEMME JUST ASK A QUESTION.
SO THE STATE, UH, I GUESS I'M GONNA ASK THIS TO YOU OTHER CHAIR.
THE STATE DOES NOT HAVE, UH, ANY LIMITS ON WHAT A COUNCIL CAN RAISE DURING ITS CAMPAIGN, CORRECT? I, I BE, I BELIEVE THAT'S CORRECT, BUT WE DO HAVE, UH, CITY AND CITY ORDINANCE THAT DOES HAVE A, A LIMIT.
NOW, I THINK WHEN I READ THIS, I WAS TRYING TO FIND IT 'CAUSE I HAD NOTES IN MY SYSTEM, BUT I THINK THIS IS JUST OFF MY MEMORY, I'M INCORRECTLY, LEMME KNOW, UH,
[01:20:01]
THE LAST TIME THIS WAS WRITTEN OR THE, THE ORDINANCE WAS WRITTEN IN 1984, IS THAT CORRECT? THAT'S THE LAST TIME THE CITY COUNCIL APPROVED AN ORDINANCE, UH, THAT CHANGED THE LIMITS THAT, AND THAT WAS AN INCREASE IN THE LIMITS.THAT'S SO HOW MANY YEARS HAS THAT? IT'S A LONG DAY.
HEY, THAT'S, THAT'S BEEN A LONG TIME.
AND SO I GUESS THE QUESTION IS, UH, IN ORDER TO GET THAT, THAT ORDINANCE CHANGED, THAT MEANS IT HAS TO GO TO THE COUNCIL AND WE HAVE TO APPROVE THAT, CORRECT? YES.
UH, CHAIR, WHAT'S THE PROCESS OF GETTING THAT DONE? SO TO TODAY IS ONLY A DISCUSSION.
UM, I THINK THAT THERE'S STILL SOME, SOME HOMEWORK AND SOME QUESTIONS TO BE ASKED, BUT IF THIS IS SOMETHING THAT THIS BODY WOULD LIKE TO, UM, EXPLORE, WE CAN DEFINITELY PUT IT BACK ON THE AGENDA FOR A FUTURE, UM, ACTION ITEM.
I I WOULD, I WOULD LIKE TO MAKE A MOTION THAT WE DO PUT IT BACK ON THE AGENDA TO, UH, HAVE MORE, UH, EXPLORE THIS EVEN MORE.
UM, COUNCIL MEMBER ENA UH, COUNCIL, UH, CHAIR, UH, STEWART BILL.
UM, I DO SEE OUR CITY SECRETARY IN THE, IN THE, UH, CHAMBER HERE.
UM, AND I'M NOT SURE IF SHE'S ABLE TO CHIME IN ON WHAT THE CAMPAIGN OFFICE HOLDER ACCOUNTS CAN COVER, UM, AS FAR AS WHAT EXPENDITURES COULD BE EXPENSED FOR THE CAMPAIGN OFFICE HOLDER ACCOUNT.
BILLY RAY JOHNSON, CITY SECRETARY.
WHEN IT COMES TO CAMPAIGN CONTRIBUTIONS IN GENERAL, I AM LIMITED ON, UH, GIVING ADVICE ON WHAT CANDIDATES CAN RECEIVE OR SPEND WHEN IT COMES TO CAMPAIGN FUNDS.
UM, IS ANYONE ABLE TO ANSWER THE QUESTION? IF CAMPAIGN DOLLARS CAN BE TRANSFERRED FROM ONE OFFICE HOLDER TO ANOTHER? YOU MEAN THE, SO FOR THE SAME INDIVIDUAL CAN, CAN AN OFFICE HOLDER ACCOUNT TRANSFERRING MONEY FROM ONE OFFICE HOLDER ACCOUNT TO ANOTHER OFFICE HOLDER ACCOUNT FROM ONE OFFICE HOLDER TO A NEW, UM, POSITION? LET'S SAY I'M RUNNING FOR DISTRICT TWO AND THEN, UH, I'M RUNNING FOR A DIFFERENT OFFICE, UM, IN THE FUTURE.
OH, I DON'T KNOW THE ANSWER TO THAT, BUT WE CAN LOOK INTO IT FOR YOU.
SO, SO HERE, HERE I, AND I DON'T WANNA PUT YOU GUYS ON THE SPOT 'CAUSE THERE'S A LOT OF QUESTIONS.
AND, AND I DO THINK THERE'S SOME, UM, SOME THINGS THAT WE NEED TO LOOK AT.
IF WE, IF YOU LOOK AT 19, UM, 84, THE LAST TIME THAT THIS WAS, UM, UPDATED, UH, IN TODAY'S DOLLARS SE EQUIVALENT TO ABOUT $3,000, UH, WITHOUT, UH, INFLATION, WE KNOW THAT, UM, OUR ELECTIONS ARE NOW MOVING FROM MAY TO NOVEMBER.
UH, WE BELIEVE THAT'S GONNA BE A BUMP ON THE COST TO, UH, RUN A, A CAMPAIGN.
UM, SO I DO WANT TO EXPLORE THAT AT THE, AT THE WILL OF, AT THE REQUEST OF CHAIR MAXEY.
BUT WE ALSO NEED TO GET CLARITY ON WHAT AND HOW THESE FUNDS CAN BE USED.
AND SO I WANNA GET SOME GUIDANCE FROM, FROM STAFF.
IS, IS, ARE SOME OF THESE QUESTIONS THAT WERE ASKED TODAY, CAN THEY BE DELIVERED IN A MEMO OR SHOULD WE BRING BACK THE STATE TO ACTUALLY GIVE US, UM, SOME GUIDANCE AND WHERE THEY CAN ADDRESS SOME OF THE QUESTIONS? YEAH, WE'LL HAVE TO SEE WHAT THE CITY ATTORNEY'S OFFICE CAN GIVE GUIDANCE ON AND WHAT WOULD BE BETTER LEFT TO THE STATE.
BECAUSE AS, AS YOU KNOW, THE CITY ATTORNEY'S OFFICE DOESN'T ADVISE CAMPAIGNS.
UM, SO THAT'S WHERE WE'RE LIMITED, BUT WE CAN LOOK AT, LOOK AT ALL OF IT AND BRING BACK WHAT WE CAN.
UM, SO I KNOW THAT, UH, CHAIR, UH, JOHNSON, YOU'VE, UH, HAVE BEEN AN ELECTED MEMBER TO A DIFFERENT BODY.
UM, CAN YOU MAYBE JUST CHIME IN A LITTLE BIT ON, ON HOW THAT WORKS? UH, WITH DISD VERSUS THE CITY OF DALLAS? YES.
UH, THERE'S NO LIMIT, UH, WHEN YOU'RE ON THE SCHOOL BOARD.
UM, SO WE DIDN'T HAVE NO, NO LIMIT TO, UH, RAISING FUNDS.
OF COURSE, NOW WHEN WE GOT ELECTED, WE DIDN'T HAVE A OFFICE HOLDER ACCOUNT.
UH, SO THAT WAS SOMETHING THAT, THAT'S NEW HERE THAT, UH, THAT I JUST, UH, EXPERIENCED AND I HAVEN'T NEVER, NEVER USED IT EITHER.
[01:25:01]
WHEN, WHEN WE RAN, THERE WAS NO LEVEL PERSON GIVE 1,500, 10,000.SOME HAVE RECEIVED MORE THAN THAT IN CERTAIN, IN CERTAIN DISTRICTS.
SO I THINK MY CONCERN IS WE'RE NOT CONCERNED IS, WELL NOT A CONCERN, BUT IS, IS, UM, WELL I GUESS IT'S A LITTLE, I DIDN'T SAY EXCITING, BUT, UH, SOMETHING TO REALIZE THAT THIS WAS DONE IN 1984.
I, I THINK I WAS FOUR YEARS OLD,
SO I THINK IT IS, UH, WAY, UH, BEYOND HIS LIFE EXPECTANCY.
AND I THINK THAT WE DO NEED TO LOOK INTO THIS.
UH, TIMES HAS CHANGED, COST HAS CHANGED.
EVERYTHING IS MORE EXPENSIVE THAN WHAT IT WAS IN 1984 TO RUN A CAMPAIGN OR TO DO ANYTHING AT THIS IN LIFE.
SO, UM, DEFINITELY INTERESTED CHAIR, UM, AND LOOKING TO SEE WHAT IF WE CAN HAVE FURTHER DISCUSSION ON THIS MATTER.
BUT AS SCHOOL BOARD TRUSTEE, THERE IS NO LIMITS.
UH, ANYONE FOR ROUND TWO? YES.
UM, CHAIRMAN JOHNSON, UM, WERE YOU ABLE TO TAKE A SCHOOL BOARD CAMPAIGN ACCOUNT AND ROLL IT IN TO BE YOUR CITY COUNCIL CAMPAIGN ACCOUNT? YES.
SO THOSE DOLLARS COULD MOVE OVER? THEY DID TRANSFER, YES.
AND THEN BILLY WRIGHT, CAN YOU SHARE WITH US HOW MANY PEOPLE SITTING ON COUNCIL TODAY HAVE BOTH A CAMPAIGN ACCOUNT AND A CAMPAIGN OFFICE HOLDER ACCOUNT? I CANNOT, UM, PROVIDE THAT INFORMATION.
I, AN OFFICE HOLDER ACCOUNT IS, IS, IS OPTIONAL AND WE DON'T TRACK, MY OFFICE DOESN'T TRACK WELL ANY, UH, CAMPAIGN ACCOUNTS AS WELL.
BUT WE, WE DON'T ATTRACT IF A CANDIDATE, UM, OR, OR IF A, A SITTING COUNCIL MEMBER HAS AN OFFICE HOLDER, I MEAN ACCOUNT.
AND SO THE CAMPAIGN ACCOUNT, WE FILE REPORTS.
DOES THE CAMPAIGN OFFICE HOLDER DOES THAT? FILE REPORTS? IT'S NOT A SEPARATE REPORT.
UH, BUT THE CITY DID, I BELIEVE IN 2015 OR 2013, UM, WHEN IT CAME TO OFFICE HOLDER ACCOUNTS.
THE ONLY THING THAT THE CITY COUNCIL, UM, DID REQUIRE AT THAT TIME IS THAT WHEN THERE'S A CAMPAIGN CONTRIBUTION OR A CAMPAIGN EXPENDITURE, AN OFFICE HOLDER, IT WAS ONLY FOR A CANDIDATE.
THAT'S, I MEAN, AN OFFICE HOLDER NEEDED TO SPECIFY WHAT, UM, TYPE OF CONTRIBUTION THEY WERE RECEIVING, IF IT WAS FOR THEIR OFFICE HOLDER ACCOUNT OR THEIR CAMPAIGN ACCOUNT, OR IF IT WAS FOR, IF OR IF IT'S AN OFFICE HOLDER EXPENDITURE OR AN OFF OR, OR A CAMPAIGN EXPENDITURE.
SO ARE YOU SAYING THAT BOTH ARE ON THE SAME REPORT? IT IS.
WHEN YOU FILE, WHEN AN OFFICE HOLDER, WHEN YOU GUYS GO IN AND YOU FILE YOUR REPORT FOR OFFICE HOLDERS ONLY, NOT THE OTHER CANDIDATES IN OUR SYSTEM, IF YOU REMEMBER, WHEN YOU PUT YOUR INFORMATION IN, IF IT'S A CONTRIBUTION OR AN EXPENDITURE, YOU HAVE TO SELECT IF IT'S A C FOR CAMPAIGN O FOR OFFICE HOLDER, OR I THINK WE HAVE X IF YOU'RE GONNA EVENTUALLY TRANSFER THAT CAMPAIGN, UH, THAT THOSE FUNDS TO YOUR OFFICE HOLDER ACCOUNT.
UM, AND, UM, AN OFFICE HOLDER OR, OR ANYONE CAN SEE ON YOUR REPORT WHAT TYPE OF CONTRIBUTION OR EXPENDITURE YOU'VE MADE WHEN IT'S REGARDING YOUR OFFICE HOLDER.
SO FORGIVE ME 'CAUSE I DON'T HAVE ONE OF THOSE.
AND SO IT'S JUST NOT PART OF WHAT WE DO WITH REPORTING.
BUT WHAT WE DO ON THE CAMPAIGN SIDE IS HAVE TO SAY THE TOTALITY OF DONATIONS THAT CAME IN, EXPENSES THAT WENT OUT, AND WHAT OUR IS SO FOR THE OFFICE, THE CAMPAIGN OFFICE HOLDER ACCOUNTS, ARE YOU SAYING THAT THOSE DOLLAR AMOUNTS, THEY'RE ITEMIZED IS WHAT YOU'RE SAYING FOR DONATIONS AS WELL AS EXPENSES, BUT IS THERE NO BALANCE REQUIREMENT? THAT'S CORRECT.
AND THEY'RE NOT ITEMIZED, UM, BECAUSE THAT'S NOT A STATE REQUIREMENT.
THE ONLY THING THE STATE REQUIRES IS THAT YOU FILE YOUR, YOUR REPORT IF YOU HAVE.
SO THERE'S AN AGGREGATE NUMBER OF THESE DONATIONS CAME IN THAT WENT TO OFFICE HOLDER? NO, NO.
THE OFFICE HOLDER DOESN'T COME UP AT ALL.
ON YOUR, ON THE, UM, REPORTS THAT YOU FILED, YOUR, YOUR CAMPAIGN FINANCE REPORTS, BECAUSE THAT'S A STATE REPORT.
THE STATE REQUIREMENT IS, IS ONLY THAT YOU, YOU'VE FILED YOUR REPORT.
TIMELY AGAIN, THE CITY OF DALLAS, I BELIEVE IN 2015.
THAT CITY COUNCIL, UM, SUGGESTED OR, OR, OR DIRECTED THAT ON THE CAMPAIGN FINANCE REPORTS, THE ONLY THING YOU NEED TO DO IS IDENTIFY IF A CONTRIBUTION OR AN EXPENDITURE WITHIN THAT FILING PERIOD
[01:30:01]
WAS FOR YOUR CAMPAIGN ACCOUNT OR YOUR OFFICE HOLDER ACCOUNT.SO YOU WOULD HAVE TO GO INTO THE REPORT AND, UH, OR OFFICE HOLDERS AND, AND OR ANYONE THAT'S LOOKING AT THE REPORT.
AND IT'S ONLY IDENTIFIED ON EACH CONTRIBUTION OR EXPENDITURE, BUT THERE'S NO, UH, UM, IT, IT DOESN'T, UM, COMPILE IT, IT DOESN'T BREAK IT OUT BETWEEN ON, ON OUR, IN OUR SYSTEM.
IT DOESN'T SHOW ALL OF YOUR CAMPAIGN CONTRIBUTIONS OR YOUR OFFICE HOLDER.
UM, SO LET ME AGAIN, I'M SORRY.
THIS IS JUST NOT SOMETHING I HAVE DONE IN THESE YEARS.
SO YOU SAID IT'S A STATE REPORT, IS IT AVAILABLE ON THE STATE WEBSITE? SO, UH, THE TEXAS ETHICS COMMISSION ALLOWS, UM, LOCAL, UM, MUNICIPALITIES LIKE OURSELF, HOME RULE CITIES.
IF WE HAVE AN ELECTRONIC FILING SYSTEM, WE, UM, THE, WE CAN FILE THEIR STATE REPORT WITH US.
SO NO, IT'S NOT, WE DO NOT FILE WITH THE STATE IT'S FILED IN AND MAINTAINED, UM, IN MY OFFICE.
OKAY, BUT THERE'S NO CAMPAIGN OFFICE HOLDER REPORT FILED WITH YOU? NO, THERE IS NO SEPARATE OFFICE HOLDER REPORT THAT IS EVEN REQUIRED, UM, FOR THE COUNCIL.
THE ONLY THING THAT'S REQUIRED WAS THAT AN OFFICE HOLDER NEEDED TO IDENTIFY THE TYPE OF CONTRIBUTION OR EXPENDITURE, I GUESS.
I'M JUST SO SURPRISED TO HEAR IT.
I KEEP TRYING TO ASK IT THE SAME QUESTION A DIFFERENT WAY.
DO YOU RECALL THE REASON THAT THE CAMPAIGN OFFICE HOLDER ACCOUNT WAS INITIATED? VAGUELY.
UM, WOULD YOU BE ABLE TO SHARE THAT OR YOU WANNA POINT ME BACK TO THAT MEETING? YEAH, I CAN PUNCH YOU BACK TO THE MEETING AND IT'S, YEAH, YOU'RE VERY APPROPRIATE.
UM, OKAY, SO I THINK THIS IS MY LAST QUESTION FOR YOU.
UM, SO I HAD ONE DONATION THAT CAME IN JUST IN THIS LAST PERIOD, MEANING IT WAS POST MY FINAL ELECTION.
I DIDN'T SOLICIT IT, IT JUST SHOWED UP IN MY PAYPAL.
UM, OUR, OUR TERMED OUT COUNCIL MEMBERS ALLOWED TO HOLD FUNDRAISERS.
ARE WE ALLOWED TO RAISE MONEY AT THIS POINT? HOW DOES THAT WORK? YOU'RE A CANDIDATE.
SO YOU'VE, WHEN YOU FOUND THAT I'M A TERMED OUT SITTING COUNCIL MEMBER, BUT YOU'RE STILL A CANDIDATE AS LONG AS YOU HAVE AN ACTIVE CAMPAIGN TREASURER APPOINTMENT.
AS LONG AS YOU HAVE THAT CTA, YOU'RE A CANDIDATE AND CAN RAISE MONEY FOR ANY FUTURE ELECTION, WHETHER IT'S COUNCIL OR FOR A, A, A HIGHER OFFICE OR ANY OTHER ELECTED OFFICE, THE STATE.
SO WOULD A COUNCIL MEMBER WHO'S TERMED OFF THE ENTIRE COUNCIL, LET'S TAKE CAROLYN KING ARNOLD OR ELLA ATKINS, ARE THEY ALLOWED TO HOLD FUNDRAISERS NOW FOR THEIR CAMPAIGN ACCOUNT? IF THEY HAVE AN ACTIVE, IF THEY HAVE AN CAMPAIGN TREASURER APPOINTMENT.
I THINK THAT'S ALL OF MY QUESTIONS.
SO I, I JUST WANT SOME CLARITY.
UM, THERE WAS A LOT OF QUESTIONS THAT YOU GUYS WERE NOT ABLE TO, UH, ADDRESS BECAUSE IT'S OUT OF YOUR SCOPE.
AND SO SHOULD WE EXPECT A MEMO BACK WITH RESPONSES OR SHOULD WE REQUEST THAT SOMEONE WITHIN THE STATE COME TO A FUTURE MEETING TO ANSWER DIRECTLY? WELL, WE, WE CAN TAKE A, A, A DEEPER LOOK INTO THE OFFICE HOLDER CAMPAIGN ACCOUNT AND HOW ALL THAT WORKS.
BUT WHEN IT COMES TO LIKE, SPECIFIC REQUIREMENTS IN THE TEXAS ELECTION CODE, THAT WOULD NOT COME FROM OUR OFFICE, WHAT OFFICE WOULD IT COME FROM? YOU'D HAVE TO GO TO THE TEXAS ETHICS COMMISSION.
HAVE THEY EVER PRESENTED BEFORE AND WOULD DO WE KNOW IF THEY WOULD? I'M NOT SURE.
I DON'T KNOW THAT THEY HAVE, BUT I CAN ASK.
AND JUST, UH, MY LAST THING, UM, FOLLOWING UP ON CHAIR, UH, JOHNSON'S REQUEST, UM, UH, THIS BODY, THIS COMMITTEE WOULD JUST MAKE A RECOMMENDATION TO POSSIBLY SEND THAT TO FULL COUNSEL IF THAT'S WERE THE WILL OF THE COMMITTEE AT A FUTURE MEETING.
UH, CHAIRMAN DELSON, WOULD WE BE ABLE TO ASK FOR, UM, SOME KIND OF, UM, IDEA OF HOW, WHAT CAMPAIGN LIMITS, IF THEY EVEN HAVE ANY FOR OTHER CITY COUNCILS IN THE METROPLEX AND THE STATE? UM, JUST TO GET AN IDEA, I KNOW THAT SOME THAT ARE NEAR DISTRICT 12 HAVE NO LIMITS.
I KNOW SOME HAVE VERY, VERY TIGHT LIMITS, LIKE $50, A HUNDRED.
SO IT MIGHT BE HELPFUL FOR US TO UNDERSTAND KIND OF, YOU KNOW, WHAT
[01:35:01]
HAPPENS IN HOUSTON AND, AND THAT SORT OF THING.UM, YOU KNOW, MOST OF US HAVE NOT RUN FOR OFFICE BEFORE AND, AND DON'T HAVE A SENSE OF THAT.
UM, AND OF COURSE AT THE STATE LEVEL, THERE'S NO LIMIT, BUT CONGRESS HAS A VERY TIGHT LIMIT.
SO, YOU KNOW, THERE'S A LOT OF DIFFERENT FACTORS HERE, BUT CERTAINLY I THINK SOMETHING NEEDS TO BE DONE WHEN, UM, YOU MAY NOT REMEMBER 1984 BECAUSE YOU WEREN'T BORN, BUT THAT IS WHEN I GRADUATED HIGH SCHOOL.
AND BILL, UH, MADAM CITY SECRETARY, I THINK YOU HAD SOMETHING, MR. INTERESTING, MR. CHAIR.
CHAIR? YES, I CAN, I THINK I CAN ANSWER THAT QUESTION.
ONLY THREE OTHER TEXAS CITIES OUTSIDE OF DALLAS HAVE LIMITS.
UM, AUSTIN, HOUSTON AND SAN ANTONIO.
UM, HOUSTON IS 5,000, UM, DOLLARS.
AND SAN ANTONIO, IT'S A THOUSAND DOLLARS FOR, UM, THE MAYOR.
IT'S MAYOR IS LIMIT PER INDIVIDUAL OR OR CYCLE.
IT'S $1,000 IN SINGLE, UH, SINGLE DISTRICT IS $500.
SO LET'S, WE'RE ABOUT 30 MINUTES TILL SIX O'CLOCK.
LET'S RUN THROUGH THE NEXT, UH, BRIEFING.
NINAS DIRECTOR OF HUMAN RESOURCES, AND THE NEXT ITEM, ITEM B, IS THE UPDATE ON PERFORMANCE EVALUATIONS OF CITY COUNCIL APPOINTED POSITIONS, UH, WHICH INCLUDE THE CITY MANAGER, CITY SECRETARY, CITY ATTORNEY, CITY AUDITOR, AND INSPECTOR GENERAL.
UH, THENO, THE CEO OF NEXTGEN PEOPLE IS GOING TO BE, UH, NO, NO.
WE'RE, WE'RE GONNA GO TO THE TELEWORK.
UH, UM, ACTUALLY, THERE WAS A MEMO THAT WAS SENT, UH, TO COUNCIL AS PART OF THIS ITEM JUST TO PROVIDE SOME GENERAL INFORMATION ABOUT TELEWORK.
AND I'M HAPPY TO ANSWER ANY QUESTIONS YOU MAY HAVE.
DO DO, UH, DOES THE COMMITTEE WANT HER TO HIGHLIGHT, HIGHLIGHT, UH, OR DO Y'ALL JUST WANNA GO TO QUESTIONS? QUESTIONS? I, I, I, I SEE ONE THAT WANTS TO DO A QUICK, UH, OVERVIEW.
SO PLEASE, UH, DO AN OVERVIEW.
AND, AND AS, UH, NINA'S PREPARING FOR THAT, THIS WAS A, UH, ONE OF MY, OR ONE OF OUR DIRECTIVES FROM OUR MAYOR TO REVIEW THE DEFINITION OF, UH, WORK FROM HOME.
UM, TELEWORK IS A, IS ACTUALLY ALL THE ITEMS RELATED TO TELEWORK, HOW IT'S DONE, THE DEFINITIONS, WHO'S ELIGIBLE, ALL IS CONTAINED WITHIN ADMINISTRATIVE DIRECTIVE AD THANK YOU.
AD, UH, THREE 80, UH, THAT, UM, ADMINISTRATIVE DIRECTIVE WAS ISSUED INITIALLY ON MAY 10TH, 2021.
AND THEN THERE HAVE BEEN A FEW UPDATES SINCE THE FINAL REVISION WAS, UM, APRIL 18TH, 2022.
AND THEN, UH, THERE WAS A DEPARTMENT OF REVIEW ON NOVEMBER 4TH, 2025, WHICH IS, YOU KNOW, JUST ADMINISTRATIVE, UH, PROCESS THAT WE DO FROM, YOU KNOW, REGULARLY.
UH, WE ALSO HAVE AN FAQ DOCUMENT THAT WAS UPDATED ON APRIL 18TH, 2023.
SO THE KEY OBJECTIVES, UH, OF THIS, UM, TELEWORK POL, UM, ADMINISTRATIVE DIRECTIVE IS TO SUPPORT DEPARTMENT OF FLEXIBILITY WHERE TELEWORK ASSIGNMENTS ALIGN WITH OPERATIONAL NEEDS, WHICH MEANS NOT EVERY POSITION IS SUITABLE FOR TELEWORK.
UM, ENSURING ACCOUNTABILITY, PRODUCTIVITY, AND COMPLIANCE WITH CITY POLICIES IS PART OF THE POLICY.
AND ALSO, UH, ESTABLISHING CLEAR GUIDELINES FOR EQUIPMENT
[01:40:01]
USE, DATA SECURITY AND CONFIDENTIALITY WHEN SOMEONE IS WORKING FROM HOME.UM, TELEWORK, I JUST, YOU KNOW, AN IMPORTANT DIFFERENCE IS THAT TELEWORK IS DISTINCT FROM REASONABLE ACCOMMODATIONS.
SO IT'S NOT INTENDED TO ACCOMMODATE AN INDIVIDUAL THAT MAY HAVE A DISABILITY OR A HEALTH ISSUE IS ACTUALLY INTENDED FOR, UM, UH, EMPLOYEES WHO WILL BENEFIT AND DEPARTMENTS THAT WILL BENEFIT FROM OFFERING THAT TYPE OF FLEXIBILITY, WHICH ALLOWS US TO RECRUIT AND RETAIN LARGER NUMBER OF EMPLOYEES THAT ARE EXPECTING THAT TYPE OF ENVIRONMENT AND OPTION WITHIN THEIR EMPLOYMENT OFFERING.
UM, THE ELIGIBILITY, BASICALLY, EMPLOYEES MUST MAINTAIN PERFORMANCE, FOLLOW CITY POLICIES AND PROCEDURES, UH, AND PROTECT CITY ISSUE EQUIPMENT.
ALSO, SUPERVISORS AND MANAGERS NEED TO EVALUATE THE ELIGIBILITY AND DEFINE EXPECTATIONS AND MONITOR THE OUTCOMES.
SO THIS IS NOT AN ENTITLEMENT ONCE SOMEONE ACTUALLY HAS AN APPROVED TELEWORK UM, AGREEMENT.
IT'S SOMETHING THAT CAN BE REVOKED IF YOU KNOW, NO LONGER FULFILLS THE NEEDS OF THE DEPARTMENT.
UH, WE MAINTAIN THE AGREEMENT RECORDS, THE HR RESOURCES DEPARTMENT, AND TO ENSURE COMPLIANCE.
AND, UM, THE IT DEPARTMENT SUPPORTS ANY TECHNOLOGY AND SECURITY STANDARDS THAT MAY BE RELATED TO THAT TELEWORK AGREEMENT.
UM, THE DEMONSTRATIVE PROCESS IS LISTED.
UM, BASICALLY THERE IS A REQUEST, A FORMAL REQUEST THAT IS DONE AND APPROVAL THAT IS PROVIDED BY THE MANAGER OR SUPERVISOR, AND THEN THE FORM IS SENT TO THE HUMAN RESOURCES DEPARTMENT.
UM, THERE'S SOME DETAILS ON REVOCATION AND ADJUSTMENTS.
UH, 15 DAY NOTICE IS TYPICAL, UNLESS THERE IS A REASON WHY IT NEEDS TO BE DONE IMMEDIATELY.
UM, AND THEN, YOU KNOW, AGAIN, THE ADDITIONAL INFORMATION IS IN THE FAQS, JUST INFORMING EMPLOYEES WHAT IT'S FOR, WHAT IS NOT, HOW TO USE IT.
UM, SO IF THERE ARE ANY QUESTIONS, I'LL, I'LL BE HAPPY TO, TO ADDRESS THEM.
UM, CHAIR STEWART, QUESTION, UH, CHAIR MIDDLETON.
WELL, I WOULDN'T WANNA DISAPPOINT YOU.
AND WHAT DEPARTMENTS ARE THEY IN? UH, THERE IS A NUMBER OF DEPARTMENTS, ACTUALLY, I CAN PROVIDE THE LIST, UH, BUT I DO NOT HAVE IT HERE WITH ME.
SO YEAH, I'D LIKE TO KNOW EVERY DEPARTMENT AND HOW MANY THEY EACH HAVE.
HOW MANY OF THEM ARE, ARE ASSIGNED TO CITY HALL? MEANING NOT TO MACH, BUT HERE? YEAH, I, I WILL NEED TO PROVIDE THAT IN THAT LIST AS WELL.
SO LET'S JUST SAY IT'S 40 THAT ARE SUPPOSED TO BE, THEY'RE ASSIGNED TO CITY HALL.
MAYBE THEY'RE, UM, I DON'T KNOW, MAYBE THEY, MAYBE ONE OF 'EM WORKS FOR ME.
BUT LET'S JUST SAY WHEN WE'RE FIGURING OUT HOW MANY EMPLOYEES WE HAVE IN CITY HALL, IS THAT PERSON COUNTED? TYPICALLY? UH, DEPARTMENTS, UM, HAVE HYBRID ARRANGEMENTS, VERY FEW HAVE FULL-TIME TELEWORK ARRANGEMENTS.
SO IN OTHER WORDS, MAYBE SOMEONE, UM, THAT HAS A TELEWORK AGREEMENT COMES ON TUESDAYS AND THURSDAYS.
SO WHEN WE ARE LOOKING, OR WE'RE WORKING WITH THE, UH, FACILITIES, UM, DEPARTMENT REPORTING THE INFORMATION, TYPICALLY THEY ASK HOW MANY PEOPLE ARE, YOU KNOW, WORKING REMOTELY AND HOW OFTEN.
HOW DO THE MANAGERS, UM, HOW HAVE THEY RATED THEIR PRODUCTIVITY? AND WHAT I MEAN BY THAT IS IF THEY'VE BEEN ON TELEWORK FOR MORE THAN A YEAR, ARE YOU FINDING THAT TELEWORK EMPLOYEES HAVE EXACTLY THE SAME KIND OF AVERAGE AS AN IN-PERSON EMPLOYEE? ARE THEY MORE PRODUCTIVE, LESS PRODUCTIVE? HAVE YOU BEEN ABLE, LIKE MAYBE ON WORKDAY, UH, TO SEPARATE THAT BASED ON A TELEWORK CODE YOU MIGHT HAVE IN THERE ON WHAT THEIR PERFORMANCE EVALUATIONS ARE LOOKING LIKE? THERE, THERE'S NO CORRELATION WITH, OR THERE'S NO REPORTING THROUGH WORKDAY.
UH, HOWEVER DEPARTMENTS DO HAVE A STATISTICS ON THEIR EMPLOYEES ARE ABLE TO DO THAT.
IN OTHER WORDS, I'M SORRY, WAIT, SO ARE YOU SAYING YOU DON'T HAVE THEM MARKED IN WORKDAY, THAT THEY'RE TELEWORKERS? WE DON'T HAVE A REPORT OF, UM, THAT, WHICH EMPLOYEES ACTUALLY HAVE TELEWORK AGREEMENTS IN WORKDAY.
[01:45:01]
DATABASE.WHY NOT? UM, ACTUALLY IT'S COSTLY TO DO IT, AND IT, IT'S IN OUR LIST OF MANY ADDITIONS TO WORKDAY THAT HAPPENED AFTER WE IMPLEMENTED.
SO YOU HAVE A SPREADSHEET OF WHO HAS THOSE AGREEMENTS? YES.
AND WE'RE WORKING TO PUT IT INTO WORKDAY.
IT'S JUST NOT, YOU KNOW, WE HAVE NOT GOTTEN TO THAT POINT YET.
SO HR HOLDS THAT INFORMATION? YES.
AND SO, SO YOU'RE SAYING THAT THEN YOU'VE NEVER RUN A REPORT SAYING EMPLOYEE 1, 2, 3 AND EMPLOYEE 2, 4, 5, THAT TELL US WHAT THE AVERAGE RATING IS FOR THESE EMPLOYEES VERSUS EMPLOYEES OF THE SAME JOB CODE? WE HAVE NOT DONE THAT.
YOU'RE NOT DOING ANY KIND OF MEASUREMENT ON HOW PRODUCTIVITY'S BEEN IMPACTED? WE HAVE NOT DONE THAT.
UH, SUPERVISORS ARE, THAT IS PART OF THE ADMINISTRATIVE DIRECTIVE.
SUPERVISORS ARE RESPONSIBLE FOR DOING THAT.
UNFORTUNATELY, WE'RE NOT STAFFED TO BE ABLE TO RUN THOSE PROGRAM, YOU KNOW, THOSE REPORTS ON CITYWIDE.
HOWEVER, THAT RESPONSIBILITY FALLS WITHIN THE SUPERVISOR'S SCOPE.
IN OTHER WORDS, PART OF WHAT THE SUPERVISOR RESPONSIBILITY IS, IS TO LOOK AT WHO IS ON TELEWORK, WHO'S NOT.
IS THAT AGREEMENT STILL, UM, YOU KNOW, BENEFITING THE CITY? UH, IS THAT PERSON PERFORMING OR NOT PERFORMING? AND WITHIN THE ADMINISTRATIVE DIRECTIVE, THAT IS A REQUIREMENT THAT MANAGERS DO THAT ONCE A YEAR? WELL, I'M A LITTLE BIT ALARMED THAT WE HAVEN'T LOOKED AT AN ANALYSIS OF THE PRODUCTIVITY OF THE TELEWORKERS VERSUS THE IN-PERSON WHEN WE KNOW THAT STAFFING IS LARGELY THE MOST EXPENSIVE COST IN ALL OF OUR DEPARTMENTS.
UM, SO I WOULD THINK THAT'D BE A VERY IMPORTANT THING TO DO IN HUMAN RESOURCES.
HOW MANY TELEWORKERS DO YOU HAVE? ACTUALLY, MOST OF THE EMPLOYEES IN HR HAVE AT LEAST ONE DAY IN WHICH THEY WORK FROM HOME.
AND WHY IS THAT? BECAUSE IF WE HAVE THE ABILITY, WE HAVE A RECRUITMENT ISSUE.
IN HR, IT'S VERY, YOU HAVE WHAT A RECRUITMENT ISSUE.
IT'S VERY DIFFICULT TO HIRE PEOPLE IN HUMAN RESOURCES.
WE HAVE A, YOU KNOW, OUR WORKLOADS ARE VERY, VERY HIGH.
UM, SO FOR US, THAT IS A WAY OF ATTRACTING AND RETAINING STAFF.
SO UNLESS SOMEONE HAS A POSITION LIKE THEY NEED TO BE IN A RECEPTION DESK, FOR INSTANCE, AND EVEN SO, WE LOOK TO, UM, ROTATE THE PERSON SO THAT WE CAN OFFER THAT AS A WAY TO ATTRACT AND RETAIN STAFF.
I DIDN'T REALIZE THAT ONE OF THE TELEWORK OPTIONS WAS AS A METHOD TO ATTRACT AND RETAIN.
ACTUALLY, THAT'S, THAT'S MOSTLY THE, ONE OF THE MAIN REASONS WHY TELEWORK IS OFFER, BECAUSE IT'S A WAY OF, UM, ATTRACTING AND RETAINING STAFF WITHOUT AN ADDITIONAL COST.
AND SO DO EACH OF THE HR EMPLOYEES THAT HAVE THESE TELEWORK AGREEMENTS, WHICH YOU SAY IT'S NEARLY EVERYONE, DO THEY, UM, ALL HAVE THEIR OWN DEDICATED DESK? NO, THEY ALL HOTEL.
AND ARE YOU AWARE THAT, UM, MANY LARGE CORPORATIONS THROUGHOUT THE COUNTRY AND HERE HAVE BEEN REMOVING TELEWORK AS AN OPTION, UM, FOR PRODUCTIVITY AND TEAMWORK ISSUES SO THAT THEY CAN ENHANCE THEIR CORPORATE CULTURE WORK ON COACHING AND MENTORING? I MEAN, THIS HAS BECOME A LARGE TALKING POINT FOR MOST COMPANIES.
AND I THINK THAT, YOU KNOW, THERE HAVE BEEN SWINGS BACK AND FORTH, AND I BELIEVE MANY COMPANIES HAVE LOST MANY EMPLOYEES, HIGHLY PAID EMPLOYEES THAT HAVE, UH, I MEAN, HIGHLY SKILLED EMPLOYEES THAT HAVE OPTIONS.
SO I BELIEVE WHILE SOME COMPANIES HAVE GONE OUT, UH, THERE, THIS IS A DEBATE IN THE, YOU KNOW, HUMAN RESOURCES REALM IN WHICH, UH, THERE'S NO CLEAR GUIDANCE ON OTHER THAN IF SOMEONE IS WORKING REMOTELY, THEY SHOULD BE SUPERVISED LIKE ANYONE ELSE, THEY, THEIR WORK SHOULD BE MONITORED.
AND IF IT IS MONITORED BY THE SUPERVISORS AND IT'S DONE APPROPRIATELY, IT ACTUALLY IS A WIN-WIN FOR THE ORGANIZATION AND THE EMPLOYEE.
SO CHAIR, I JUST HAVE ONE MORE QUESTION AND THEN A REQUEST.
SO DO YOU THINK THERE SHOULD BE A LIMIT ON THE NUMBER OR PERCENT OF EMPLOYEES IN A DEPARTMENT THAT ARE ALLOWED TO TELEWORK? IT DEPENDS, BECAUSE, FOR INSTANCE, IF A DEPARTMENT HAS PEOPLE THAT ARE DOING HELP, HELP, HELP DESK OR, UM, CUSTOMER SERVICE AND IS ENTIRELY ON THE PHONE, IT'S VERY DIFFERENT THAN SOMEONE WHO, YOU KNOW, A DEPARTMENT THAT IS IN THE FIELD.
SO FOR SOME DEPARTMENTS, TELEWORK WOULD BE EXTREMELY DIFFICULT, AND FOR OTHERS IT'S JUST MORE PHYSICAL.
SO IT'S, IT'S, IT'S, IT, IT, IT'S SOMETHING.
AND BECAUSE OF THAT, BECAUSE IT'S REALLY DEPENDENT ON THE ACTUAL WORK THAT IS BEING DONE, IS THAT'S THE REASON WHY, UM, THE ADMINISTRATIVE DIRECTIVE AS THAT MANAGERS EVALUATE IF
[01:50:01]
THAT IS AN OPTION THAT SUITS THEIR ENVIRONMENT AND THE WORK THAT THEY DO.WELL, THANK YOU FOR SHARING YOUR PERSPECTIVE ON THAT.
I WOULD REQUEST THAT, UM, ALL OF THE DEPARTMENTS, WE FIND OUT HOW MANY HAVE TELEWORK AGREEMENTS, AND I'M ASSUMING THAT, YOU KNOW, YOU HAVE INDICATED THAT THERE'S A FORMAL AGREEMENT.
UM, BUT IF THERE'S AN INFORMAL, YOU KNOW, I THINK YOU SHOULD PROBABLY GET A HANDLE ON THAT, BUT I'D LIKE TO KNOW THE DEPARTMENT, THE NUMBER AND THE PERCENTAGE, UM, FOR EACH DEPARTMENT.
AND I'M JUST GONNA TELL YOU THAT WHEN I WALK AROUND CITY HALL, IT'S PRETTY EMPTY.
AND WE'RE NOT LIKE A CORPORATION.
WE ARE DOING THE PEOPLE'S BUSINESS.
AND I THINK PEOPLE NEED TO SHOW UP AND DO IT.
AND I, I, I THINK THAT COVID IS OVER AND WE NEED TO GET BACK TO THE HIGHEST LEVEL OF PRODUCTIVITY WE CAN.
THESE ARE NOT TIME TO, UH, TO BACK OFF ON THIS.
THESE ARE THE TIMES TO MAKE THE CHANGES AND ASK PEOPLE TO DO EVERYTHING THEY CAN TO SERVE OUR RESIDENTS.
I WAS, UH, CHAIRMAN, RIGHT? I WAS A LITTLE THROWN BACK BY SOME OF THE ANSWERS.
IT'S, IT'S A SCRIPTURE, BUT IT SAYS WHO MUCH IS GIVEN MUCH IS REQUIRED, AND I AGREE WITH CHAIRMAN MEDICINE, WITH, UH, WE'RE DOING THE PEOPLE'S BUSINESS, THE PEOPLE WHO WORK AND TO NOT SHOW UP FROM WORK IS, IN MY OPINION, A LACK OF ACCOUNTABILITY.
AND I THINK WE HAVE ABUSED THE FACT, UH, FROM THE WORK FROM HOME.
COVID IS OVER, THAT'S SURE UP FROM WORK.
OTHER PEOPLE MAY FEEL DIFFERENTLY.
I'VE HAD THIS DISCUSSION IN MY OFFICE AND I'M, MAYBE I'M A LITTLE OLD SCHOOL, BUT I JUST BELIEVE THAT WE OUGHT TO SHOW UP FROM WORK AND DO THE, THE JOB THAT WE WERE HIRED TO DO.
AND CERTAIN JOBS ARE NOT FOR CERTAIN PEOPLE.
IF IT'S, IF IT'S TOO STRESSFUL, THEN YOU CAN'T SHOW UP FOR THAT JOB.
BUT IT'S AMAZING THAT PRIOR TO COVID, WE WAS HERE, AND I UNDERSTAND THAT WE HAD A MAJOR PANDEMIC, WHICH STAYING HOME WAS FOR A SAFETY CONCERN, NOT A COMFORT CONCERN.
AND SO WE'VE BECOME MORE COMFORTABLE IN MY OPINION.
AND, UM, I WOULD LIKE FOR US TO CHAIR, UM, TO REALLY LOOK AT THIS AND SEE IF WE CAN GET THE DATA THAT JOE SEN ASKED FOR, UH, TO ALL OF US, BECAUSE I, I THINK, UH, BEING COMFORTABLE CAUSES LAZINESS AND CAUSES THINGS NOT TO GET DONE AND MAKE EXCUSES.
AND SO, UH, IT, IT LACKS DISCIPLINE AND SO AND SO THANK YOU SO MUCH.
BUT THIS IS A CONCERN OF MINE.
AGAIN, WHO MUCH IS GIVEN, MUCH IS REQUIRED.
AND IF, IF WE DON'T SHOW UP FOR, FOR WORK, WE, WE ARE IN TROUBLE.
WE HAVE A, NOT, NOT JUST IN TROUBLE, UH, WITH GETTING KNOCKED, BUT ALSO, UH, A CONCERN AND TROUBLE WITH THOSE THAT ELECTED US TO DO THE JOB.
AND SO WE ARE HIRED BY THE COMMUNITY, OUR CONSTITUENTS, TO DO A JOB.
AND SO WE EXPECT, UH, STAFF TO BE HERE.
GO HOME AND BE COMFORTABLE, AND IT'S STRESS FREE.
I, I CAN IMAGINE IT IS STRESS FREE WHEN I CAN WAKE UP AND KIND OF STILL BE AT HOME AND BE COMFORTABLE.
SO AGAIN, THIS IS SOMETHING THAT I MAY BE, I'M OLD SCHOOL AND EVERYONE MAY NOT AGREE WITH ME, AND THAT'S FINE, BUT I, I'M AT, I'M AT THE POINT WHERE I JUST, I'M GUESSING WHEN YOU GET OLDER, YOU JUST START SAYING WHAT YOU FEEL AT TIMES.
SO THIS IS SOMETHING THAT, UH, MAYOR, UH, I WOULD LOVE FOR US TO, UM, REALLY REVISIT THIS AND PUT SOME TEETH IN IT AND BRING SOME ACCOUNTABILITY BACK, UH, TO CITY HALL WHEN IT COMES TO THIS.
UM, I'M, I'M A LITTLE BIT, UH, JUST WANNA MAKE SURE I UNDERSTAND.
UM, THERE'S, YOU SAID THERE'S 89 FULL-TIME WORK FROM HOME FOLKS, BUT, UM, PART-TIME, IS THAT ALSO CON, IS THAT A, A DIFFERENT, A CALCULATION? DO WE KNOW HOW MANY PEOPLE ARE, ARE WORKING PART-TIME? UH, THERE ARE, UH, THE, THE PEOPLE THAT I MENTIONED THAT, THAT, THAT NUMBER IS FOR PEOPLE THAT WORK, THAT HAVE A TELEWORK AGREEMENT ON FILE.
MOST OF THEM IS, IS A HYBRID AGREEMENT,
[01:55:01]
SO THEY DON'T WORK FULL TIME FROM HOME.THEY JUST HAVE A TELEWORK AGREEMENT THAT MAY SAY THAT YOU WORK FROM HOME ONE DAY OR TWO DAYS A WEEK, OR MAYBE THE ENTIRE WEEK.
BUT IT'S NOT, IT'S, YOU KNOW, WHEN, WHEN I SAID IT'S NOT LIKE THEY WORK FULL TIME FROM HOME, AND, YOU KNOW, I I MAY SAY IT'S, UM, PEOPLE WORK JUST AS HARD JUST AS WE HAVE PEOPLE SHOWING UP IN A MEETING LIKE THIS VIRTUALLY.
I WILL SAY THAT THERE IS A MORE OF AN ABILITY TO TRACK SOMEBODY'S WORK WHEN YOU HAVE A VIRTUAL OPTION.
UM, SO HOWEVER, LIKE WHAT I'M SAYING IS THAT YOU, THESE ARE NOT THAT THEY WORK FULL TIME EVERY DAY.
SO THE, UH, DEPARTMENT, EVERY DEPARTMENT, THE DEPARTMENT HEAD MAKES THE, DETERMINES WHAT THE, UM, THE WORK LOCATION REQUIREMENT IS.
AND, AND THAT'S NOT NECESSARILY A FORMAL, UH, TELE, UH, YOU KNOW, UH, OUTSIDE TELE, WHAT DO THEY CALL IT HERE? A TELEWORK POLICY OR A TELEWORK CONTRACT.
BUT IT'S, IT'S AN, IT'S, IT COULD BE AN INFORMAL THAT YOU'RE OFF FRIDAYS, THAT YOU'RE OFF MONDAYS THAT, OR NOT, THAT YOU CAN WORK FROM HOME, BUT IT'S NOT A FORMAL AGREEMENT, IS WHAT YOU'RE SAYING.
UH, THERE MAY BE DEPARTMENTS THAT DO THAT.
I CAN, I'M JUST, I'M ONLY REPORTING ON EMPLOYEES THAT HAVE FORMAL TELEWORK AGREEMENTS.
UM, WHAT I'M CONCERNED ABOUT IS THAT WE'VE GOT 2200 PEOPLE SUPPOSED TO BE WORKING HERE, AND I DON'T SEE 'EM, AND I DON'T UNDERSTAND WHERE THEY ARE.
AND IF THEY'RE NOT HERE, I DON'T UNDERSTAND WHO'S TAKING, MAKING THEM ACCOUNTABLE.
I DON'T UNDERSTAND WHO'S SUPERVISING THEM.
I DON'T UNDERSTAND WHERE THE ENERGY IS AND WHERE THE COLLABORATION IS.
IF PEOPLE AREN'T IN THE OFFICE NOW, IF THEIR JOB REQUIRES THEM TO WORK OUTSIDE FOR THEIR TO GO TO MEETINGS, TO GO TO PLACES, THAT'S ONE THING.
BUT IF YOU'VE GOT AN OFFICE JOB AND YOU'VE GOT A DESK AND YOU'RE SUPPOSED TO BE HERE, I THINK IT'S IMPERATIVE THAT WE BRING THE FOLKS, UH, TO WORK IN THEIR, IN THEIR OFFICES THAT ARE HERE.
I THINK IT, IT'S, IT'S, IT'S CONCERNING TO ME THAT WE DON'T HAVE AN ACTIVE, VIBRANT, UM, UH, PHYSICAL COLLABORATIVE SOCIAL INTERACTION WITH OUR EMPLOYEES HERE.
AND I, AND I DON'T, I DON'T UNDERSTAND THAT NOW IF HIRING IS AN ISSUE, THERE'S, WE GOTTA FIGURE OUT A DIFFERENT WAY TO HIRE THE RIGHT PEOPLE WHO WANT TO COME TO WORK HERE.
AND, AND IF WE CAN'T AND, AND IF, AND, AND I, I'M, I'M REAL CONCERNED ABOUT THAT, AND I, I THINK THAT, THAT, UH, THE, UH, GOVERNMENT EFFICIENCY, UH, COMMITTEE SHOULD TAKE A VERY STRONG LOOK AT THIS SITUATION.
I THINK THAT, UH, I'M, I'M CONCERNED THAT, UH, THAT THIS HAS BECOME A POLICY THAT IS NOT BEING SUPERVISED.
UH, AND THE DEPARTMENT HEADS IN THIS, IN THIS CASE, NEED TO JUSTIFY THE, THE WORK FROM HOME POLICY, EVEN IF IT'S PART-TIME.
AND I, AND I'M, I'M CONCERNED THAT, THAT WE'RE NOT GETTING THE EFFICIENCY AND, AND GETTING THE, THE, UM, UH, BEING ABLE TO, TO, UH, HAVE THE, THE, THE STRONG LEADERSHIPS, THE STRONG, UH, EDUCATION, THE STRONG EXPERIENCE THAT, THAT OUR EMPLOYEES BRING TO, TO THE CITY.
I DON'T THINK WE'RE GETTING THE FULL BENEFIT OF THOSE TALENTS THAT WE HAVE BY NOT HAVING THEM IN THE ROOM.
AND, AND I'M, I'M REAL CONCERNED ABOUT IT.
UM, I ALSO THINK THAT FROM AN ECONOMIC STANDPOINT, FOR THE CITY TO HAVE A VIBRANT, UH, IN-HOUSE, UH, EMPLOYEE FORCE, NOT ONLY GENERATES ACTIVITY HERE, BUT IT ALSO GENERATES ACTIVITY IN THE CITY.
AND I THINK IT SETS AN EXAMPLE FOR OTHER MAJOR EMPLOYERS IN THIS COMMUNITY TO SAY, PEOPLE NEED TO BE WORKING IN DOWNTOWN, PEOPLE NEED TO BE WORKING IN THEIR OFFICES.
AND I THINK IT'S A, IT'S A GOOD MESSAGE.
AND IT SAYS THAT DALLAS IS OPEN FOR BUSINESS, UH, TO PROVIDE THE SERVICE, UH, AND CONNECTION DIRECTLY TO THE CITIZENS THAT HAVE ASKED US, UH, AND ARE PAYING OUR BILL, OUR, OUR BILLS, AND OUR SALARIES.
SO I, I, I'M, I'M VERY MUCH CONCERNED ABOUT, UH, THAT, AND I WOULD REALLY LIKE TO KNOW HOW MANY PEOPLE ARE OFF, UH, PART-TIME OFFICIALLY UNOFFICIALLY, OR, AND WHEN I SAY OFF OR WORKING FROM HOME PART-TIME OFFICIALLY OR UNOFFICIALLY, AND HOW MANY PEOPLE ARE,
[02:00:01]
ARE, ARE, ARE, UH, FORMALLY, UH, IN A, UM, UH, SOME KIND OF A TELEWORK OFFICIAL CAPACITY.UM, AGAIN, I UNDERSTAND THERE'S CERTAIN DEPARTMENTS OR CERTAIN TYPES OF, OF, UH, WORK, UM, UH, POSITIONS THAT, UH, MAY BE SUITABLE FOR WORK FROM HOME, BUT THAT DOESN'T MEAN THEY SHOULD BE WORKING FROM HOME.
SO I, I'M, I'M REAL CONCERNED ABOUT THAT, AND I APPRECIATE YOU'RE BRINGING THIS TO THE TABLE.
AND I THINK IT'S A, IT'S A REAL IMPORTANT, UM, OPTIC FOR THE, FOR THE COMMUNITY TO KNOW THAT, THAT THE PEOPLE WORKING HERE ARE WORKING AND THEY'RE SHOWING UP AND THEY'RE WORKING ON OUR BEHALF AS CITIZENS.
UM, I TOO HAVE A, A LOT OF OPINIONS ON THIS ONE.
UH, HAVING RUN A SMALL BUSINESS, BUT ALSO HAVING A YOUNG FAMILY.
UH, ULTIMATELY WE'RE, WE'RE HERE TO PRODUCE, TO BE EFFICIENT.
DOES THAT MEAN FLEXIBILITY? ABSOLUTELY.
WE HAVE TO HAVE A WAY TO HAVE, UH, FLEXIBILITY.
UH, BUT IS IT A, UH, AN AUTOMATIC? I DON'T THINK SO.
UM, YOU KNOW, WHEN I AM HERE AT CITY HALL, WHICH IS FIVE DAYS A WEEK, AND I NEED TO SPEAK WITH A, UH, DEPARTMENT OR A DIRECTOR, THE AVAILABILITY, THE FLEXIBILITY TO JUST BE ABLE TO GO UP OR DOWN THE FLOOR AND SPEAK WITH SOMEONE DIRECTLY, UM, MOVE THINGS AT THE SPEED OF BUSINESS WHEN WE'RE HAVING TO WAIT ON AN EMAIL OR IN A RESPONSE FROM SOMEONE WHO'S, WHO'S NOT AT THE OFFICE OR, OR WORKING FROM HOME, REALLY ADDS TIME.
UM, ANOTHER THING THAT WE'RE, YOU KNOW, TASKED WITH AS A CITY IS WE SEE THE, UH, EMPTY TOWERS THAT WE HAVE IN FRONT OF US.
AND TRYING TO ADD TO THE FOOT TRAFFIC AND THE VIBRANCY OF OUR DOWNTOWN IS CRITICAL NOW MORE THAN EVER.
UM, WHEN IT, WHEN WE ACTUALLY, THE NUMBER 89 TO ME SOUNDS REALLY LOW COMPARED TO THE NUMBER OF EMPTY OFFICES THAT I SEE.
AND SO DO WE HAVE DATA ON HOW MANY PEOPLE ARE WORKING FROM HOME OR TELEWORK THAT DON'T HAVE AN ACTUAL AGREEMENT, THAT THERE'S JUST A FORMAL AGREEMENT, I SHOULD SAY, BUT MORE OF A VERBAL AGREEMENT WITH THEIR DIRECTOR? UM, DO WE HAVE ANY DATA ON THAT? NO.
UM, I IMAGINE DIRECTORS HAVE IT FOR THEIR STAFF IF THAT IS WHAT IS GOING ON IN THEIR DEPARTMENTS, BUT I DO NOT HAVE ANY, AND, AND THE EMPHASIS ON HAVING A MECHANISM THAT FORMALIZES THAT, UH, AGREEMENT IS BASICALLY SO THAT THERE IS ACCOUNTABILITY.
UM, SO IF THERE IS INFORMAL AGREEMENTS, THERE ARE INFORMAL AGREEMENTS BETWEEN SUPERVISORS OR THEIR EMPLOYEES, I DO NOT HAVE THAT DATA.
UM, LET'S SEE HOW WE CAN GATHER THAT.
UM, BECAUSE AGAIN, I DON'T THINK 89 IS, UH, REFLECTION.
UM, OF THOSE 89 THAT HAVE A, UM, TELEWORK AGREEMENT, DO WE KNOW IF IT'S ONE DAY A WEEK OR FIVE DAYS A WEEK? I WOULD SAY 90% ARE HYBRID AGREEMENTS.
SO IT'S NOT A, AND THERE'S A FEW EMPLOYEES MOSTLY IN TECHNOLOGIES.
IT'S VERY DIFFICULT TO HIRE PEOPLE IN TECHNOLOGY THAT WOULD NOT WANT A TELEWORK AGREEMENT.
AND SO IT'S LIKE, YOU KNOW, IT'S, IT'S JUST LIKE, THAT'S THE MARKET.
UH, A AGAIN, LOOK A A AS, AS A DAD WITH A, WITH A YOUNG, UM, KID AT HOME, I UNDERSTAND THE, UH, THAT WORK LIFE BALANCE.
UH, YOU KNOW, BUT I DO THINK THAT WORK BALANCE IS, UM, THAT NINE TO FIVE, YOU KNOW, THINGS OUTSIDE OF THAT, UH, OUT OF THAT TIMEFRAME IS WHEN THINGS BECOME FLEXIBLE.
UM, AND SO, YOU KNOW, WE, WE WILL DEFINITELY BRING, UH, BRINGING THIS ITEM BACK, UH, WITH, UH, THE REQUESTED INFORMATION THAT HAS BEEN ASKED OF, UH, EITHER THROUGH A MEMO AND A FOLLOW UP.
UH, WITH THAT, UH, I'M GO AHEAD AND GO TO CHAIR STEWART.
MY COMMENTS WILL BE BRIEF, BUT I THINK WHAT WE LEARNED IN COVID IS THAT THERE ARE DIFFERENT TYPES OF WORK FOR EVERYBODY.
THERE ARE DAYS WHEN IF I HAVE TO WORK ON A DOCUMENT, WRITE A NEWSLETTER,
[02:05:01]
DO SOME RESEARCH, UM, I NEED TO BE REALLY BY MYSELF.AND I WILL TYPICALLY STAY HOME SO THAT I CAN CONCENTRATE AND GET WHATEVER THAT PROJECT IS COMPLETE.
HOWEVER, THAT'S NOT TRUE EVERY DAY AND MANY, MANY DAYS I NEED COLLABORATION.
I NEED TO BE IN MY OFFICE BECAUSE I'LL GO, OH, WHAT ABOUT SO AND SO? AND I CAN JUST POP, YOU KNOW, UP AND PUT MY HEAD AROUND THE CORNER.
AND THE, THE FOUR OF US CAN HAVE A CONVERSATION ABOUT THAT, AND THAT'S VERY VALUABLE.
UM, THAT'S WHAT I MISSED IN COVID, WAS JUST THAT INFORMAL COLLABORATION, NOT EVEN A PLANNED STAFF MEETING, BUT JUST THE FACT THAT PEOPLE WERE AROUND YOU AND YOU MIGHT STOP FOR A MINUTE, AND A, YOU MIGHT JUST HAVE A PERSONAL CONVERSATION AND LEARN MORE ABOUT THE PERSON WHO WORKS WITH YOU, BUT MOSTLY YOU LEARNED, YOU, YOU JUST BRAINSTORMED CASUALLY BRAINSTORMED ON, ON ALL KINDS OF THINGS.
SO I CAN UNDERSTAND WHY THE CITY, UM, ENCOURAGES MORE DAYS HERE, IS WHAT IT SOUNDS TO ME LIKE YOU'RE SAYING.
AND NOT MORE DAYS WORK TELEWORK AND WORKING FROM HOME.
BUT I CAN ALSO UNDERSTAND THAT THERE ARE PEOPLE IN THIS BUILDING WHO DO WORK THAT IS PRETTY MUCH IN FRONT OF A COMPUTER.
AND IF WE ARE ABLE TO RETAIN SOMEONE WHO'S REALLY GOOD AT THAT WORK, BY LETTING THEM DO THAT ONE OR TWO DAYS A WEEK FROM HOME, I WOULD SUPPORT THAT.
SO I THINK WE REALLY HAVE TO, THIS IS NOT A ONE SIZE FITS ALL.
THIS IS NOT A, THIS WORKS FOR MCC, SO IT'S GONNA WORK FOR TRANSPORTATION, OR IT'S GONNA WORK FOR PARKS AND REC.
I MEAN, WE'VE GOTTA LOOK AT OUR DEPARTMENTS.
WE'VE GOTTA DRILL DOWN AND UNDERSTAND THE CULTURE OF THOSE DEPARTMENTS AND WHAT DOES WORK.
UM, SO I WOULD ENCOURAGE A LOT MORE CONVERSATION ABOUT THIS.
UM, I WILL ALSO SAY, I THINK PART OF THE REASON I DON'T SEE PEOPLE IN THIS BUILDING IS 'CAUSE I TEND TO STAY OVER HERE IN THE GREEN ELEVATORS.
I WENT TO BLUE BECAUSE I GO DOWN THERE FOR TRANSPORTATION.
BUT I RARELY AM THERE, AND I'M RARELY IN THE RED ELEVATOR BANK.
SO THERE ARE TWO THIRDS OF THIS BUILDING.
I'M NOT IN THE ELEVATOR WITH, I'M NOT WALKING DOWN THEIR HALLS.
SO I THINK THAT'S, PEOPLE HAVE SAID THIS BUILDING IS NOT, WASN'T BUILT FOR COLLABORATION.
WE DO HAVE SORT OF SEGREGATED AREAS OF THIS BUILDING AND, UM, AND WE DON'T CROSS PATHS.
UM, SO THAT'S ALL I HAVE TO SAY.
JUST WANTED TO GIVE A DIFFERENT PERSPECTIVE, AND I DO APPRECIATE YOU BRINGING THIS TO THIS COMMITTEE, AND I KNOW WE'LL DO SOME FURTHER WORK.
AND, UH, THANK YOU, UH, CHURCH STEWARD, UH, YOUR PERSPECTIVE ON IT.
UM, I JUST WANNA MAKE SURE THAT I'M, I HEARD, GUESS I HEARD THIS CORRECTLY.
I, I THINK IT WAS, UM, YOU SAID THAT, UH, A WORK FROM HOME IS LIKE A HIRING INCENTIVE.
UH, IF I, IF I'M, IF I MISUNDERSTOOD YOU, PLEASE CORRECT ME.
'CAUSE I DON'T WANNA MISS I DON'T WANT TO SAY SOMETHING THAT YOU DID NOT SAY.
I'M JUST TRYING TO GET UNDERSTANDING.
I SAID IT A MEMBER, IT'S LIKE AN INCENTIVE FOR THEM.
IT'S, IT'S NOT AN INCENTIVE, BUT IT IS A MECHANISM TO ATTRACT AND RETAIN.
YOU SAID IT'S A WHO IT'S A MECHANISM, IT'S A TOOL TO A MECHANISM.
FOR US TO BE ABLE TO RETAIN, UH, FOR INSTANCE, TECHNOLOGY STUFF.
AND TECHNOLOGY, TYPICALLY, IF IT'S NOT A HYBRID OR REMOTE ENVIRONMENT, THEY DON'T APPLY IN PARTICULAR TOP TALENT BECAUSE THERE ARE MANY OTHER PLACES WHERE THEY CAN WORK, WHERE THAT IS ALLOWED.
AND SO, UM, THE, THE SAME, YOU KNOW, IT, IT BECOMES A WAY OF PROVIDING THAT.
UM, AND YOU KNOW, THERE, THERE'S SOME, FOR SOME EMPLOYEES IT'S VERY IMPORTANT.
IT'S IMPORTANT BECAUSE THEY CAN CONCENTRATE WHETHER THEY CAN ACTUALLY REACH OUT TO PEOPLE BETTER BECAUSE THEY ARE ABLE TO DO IT THROUGH TEAMS INSTEAD OF HAVING TO WALK TO.
SO IT, IT'S A PERSPECTIVE ISSUE.
UH, I ALSO BELIEVE IT'S A GENERATIONAL ISSUE.
UM, AND SO IT'S, IT'S, IT'S A MATTER OF UNDERSTANDING THE CURRENT MARKET POSITIONS ARE NOT ALL THE SAME.
RECRUITMENT IS NOT THE SAME FOR ALL POSITIONS.
AND THAT IS ONE OF THE REASONS WHY WHEN WE DEVELOPED THIS, UM, ADMINISTRATIVE DIRECTIVE, WE WERE, WE DID A LOT OF RESEARCH AND BASED ON BEST PRACTICE IS BEST TO HAVE DEPARTMENT HEADS IDENTIFY, DETERMINE IF THIS IS GOOD FOR THE ENVIRONMENT OR NOT, VERSUS, YOU KNOW, A CENTRALIZED APPROACH OF YES OR NO.
YOU KNOW? AND, AND ALSO I THINK THAT LOOKING AT THEIR DATA, THEIR DATA REGARDING RETENTION, THE
[02:10:01]
DATA REGARDING RECRUITMENT, DO THEY HAVE A POSITION THAT IS VACANT FOR A VERY LONG TIME? AND IT'S A POSITION THAT IF WE OFFER THE FLEXIBILITY OF TELEWORK, NOW WE ARE GOING TO HAVE MORE PEOPLE APPLYING.UH, I GUESS YOU, YOU ON THE MECHANISM, I STILL CALL, THAT'S AN INCENTIVE.
UH, I WAS LISTENING TO MAN PRO TEM, UH, WHEN HE'S TALKING ABOUT THE WORK HOME BALANCE.
I WAS, I RAISED THREE KIDS AS A SINGLE FATHER, UM, AND I HAD TO BE AT WORK EVERY DAY.
UM, I DIDN'T, I DIDN'T HAVE THE LUXURY OF SAYING I'M WORK HOME FROM HOME.
IF I DID, I WOULDN'T HAVE HAD A JOB.
I WOULD'VE BEEN ABLE TO, UH, DO THINGS.
AND I KNOW TIME'S A LITTLE DIFFERENTLY, BUT I WANT TO, I WANNA SAY IT AGAIN.
I'M, IT'S, FOR ME, IT'S AN ACCOUNTABILITY.
I WORK 13 PLUS HOURS A DAY AS A COUNCIL MEMBER.
MY STAFF, WE WORK, UM, AS A PASTOR, MY STAFF WORKS.
AND IF, IF THEY'RE NOT THERE WHEN THEY'RE SUPPOSED TO, UNLESS SICK OF ANYTHING LIKE THAT, THAT'S A CONCERN.
WE, WE CAN'T WORK FROM HOME AND GET THINGS DONE.
I BELIEVE WHAT CHURCH STEWARD SAID WAS IMPORTANT, UM, THE COLLABORATION, UH, AND MAKING SURE THAT WE ARE DOING THINGS AT THE SPEED OF BUSINESS.
UM, I DON'T KNOW YOUR, YOUR FULL POSITION, I'M JUST LEARNING EVERYONE, BUT I'M PRETTY SURE YOU, YOU ARE, YOU WORK EVERY DAY HERE OR, OR YOU HERE EVERY DAY.
SO YOU WORK FIVE DAYS A WEEK HERE.
DO YOU, ARE YOU, DO YOU WORK FROM HOME MOST, MOST EVERY DAY? MOST, I MEAN, DO YOU WORK FROM HOME? YOU HAVE A WORK FROM HOME AS WELL? I DON'T.
SO YOU, YOU'RE GRINDING EVERY DAY.
AND SO, UH, IF YOU'RE DOING IT AND WE'RE DOING IT, THAT MEANS WE GOT TO DO THIS TO GET THINGS DONE.
AND, AND THAT'S THE ONLY WAY WE CAN GET THINGS DONE.
SO, UM, MAYOR PRO TEAM, I WOULD LIKE FOR US REALLY LOOK INTO THIS BECAUSE I BELIEVE THAT WE HAVE ABUSED THE, THE COVID CLAUSE BECAUSE COVID WAS THERE TO KEEP US SAFE, NOT MAKE US FEEL COMFORTABLE.
AND WE ARE NOW OPERATING IN COMFORTABILITY AND OUR SAFETY.
AND THAT'S, THAT'S MY CONCERN.
UM, I KNOW THAT, UH, THE TIME IS, UH, PAST SIX AND, UH, UH, CHAIR, UH, MIDDLESTON AND I ALSO BOTH HAVE, UH, COMMUNITY MEETINGS THAT WE'RE GONNA BE GOING TO HEAR MOMENTARILY.
BUT GO AHEAD, UH, CHAIR MIDDLESTON.
WE'VE TALKED KIND OF IN GENERALITIES ABOUT STAFF AND EMPLOYEES, BUT I WANNA JUST GO ONE LEVEL UP HERE.
SO, IS THERE A SEPARATE POLICY OR THE SAME POLICY THAT APPLIES TO SUPERVISORS, ASSISTANT DIRECTORS, DIRECTORS, AND ACMS? THE POLICY IS, UH, FOR ALL EMPLOYEES.
UM, SO ALL EMPLOYEES ARE COVERED BY THE POLICY C OKAY.
SO THERE'S NO SEPARATE POLICE, THERE'S NO SEPARATE ADMINISTRATIVE DIRECTIVE THAT COVERS, YOU KNOW, EMPLOYEES IN MANAGEMENT.
DO WE, DO YOU KNOW OF ACMS DIRECTORS, ASSISTANT DIRECTORS OR SUPERVISORS THAT TELEWORK? I DON'T HAVE ANY TELEWORK AGREEMENTS IN ON FILE FOR DIRECTORS.
AND I WILL NEED TO LOOK AT TO SEE IF THERE IS ANY, YOU KNOW, ASSISTANT DIRECTORS OR ASSISTANT DIRECTORS.
SO THAT WOULD ALSO BE IMPORTANT.
I, UM, I FEEL LIKE THERE ARE SUPERVISORS, POSSIBLY ASSISTANT DIRECTORS AND DIRECTORS THAT ARE TELEWORKING.
AND I SAY THAT BASED ON WHEN I HAVE CALLS WITH THEM.
IT'S NOT THE CITY HALL BACKGROUND, IT'S A VIRTUAL BACKGROUND.
AND EVEN IN DISCUSSIONS WITH THEM THAT THEY ARE NOT AT CITY HALL VERY, VERY FREQUENTLY.
SO I'M GONNA SAY THAT AS A POLICY, AND I HOPE THAT, YOU KNOW, THIS IS SOMETHING WE CAN DISCUSS.
I DON'T THINK ANYBODY WHO SUPERVISES OTHER PEOPLE SHOULD BE WORKING FROM HOME.
LIKE NUMBER ONE, LEAD BY EXAMPLE.
YOU NEED TO SHOW UP AND BE HERE.
NUMBER TWO, YOU NEED TO BE A HUNDRED PERCENT AVAILABLE TO HELP MENTOR COACH YOUR EMPLOYEES.
AND I DON'T CARE HOW HARD OF A POSITION IT IS TO RECRUIT OR RETAIN, AND I DON'T THINK HR IS PARTICULARLY HARD TO RECRUIT AND RETAIN.
I THINK ENGINEERING IS, BUT AGAIN, THE, THE ABILITY, YOU KNOW, KATHY, YOU TALKED ABOUT THE INFORMAL CONVERSATION, THE ABILITY TO SAY, HEY, WOULD YOU READ THIS OVER FOR ME? OR, HEY, CAN I TELL YOU AN IDEA AND HEAR WHAT YOU THINK ABOUT THAT? LIKE, IT'S A GREAT IDEA.
OR LIKE, OH MY GOSH, DON'T SAY THAT OUT LOUD.
SO THESE ARE THINGS THAT HAPPEN.
THERE'S A REASON THE COUNCIL MEMBERS FOR THE MOST PART, ARE ALL TOGETHER BECAUSE WE CAN WALK OUT IN THE HALL AND GO, HEY, YOU SAID SOMETHING THAT REALLY HAS BEEN IN MY BRAIN AT THAT MEETING.
WHAT IF WE DID THIS TOGETHER? YOU KNOW, MAYBE WE CAN COLLABORATE ON A TOWN HALL FOR BLAH, BLAH.
YOU KNOW, BILL, YOU AND I SHOULD TALK ABOUT THE LIBRARY SITUATION SINCE
[02:15:01]
WE ARE THE NORTH DISTRICT NOW.SO THERE'S A, THERE'S A COLLABORATION THAT HAPPENS JUST IN PROXIMITY, AND IT'S PROVEN EVEN IN HOW WE CONSIDER OFFICE DESIGN.
OTHERWISE WE WOULDN'T PUT DEPARTMENTS ALL SMOOSHED TOGETHER.
SO I, UM, WOULD LIKE, WHEN YOU GIVE THIS REPORT, AND PLEASE LET US KNOW IF YOU NEED MORE INFORMATION ABOUT WHAT WE'D WANNA SEE, BUT I WOULD ALSO WANNA HAVE A SEPARATE ITEM OF IF THERE ARE TELEWORK AGREEMENTS FOR THOSE, AND IF THERE'S A DIRECTIVE SAYING NOT ALLOWED AT THAT LEVEL, OR IF THAT'S SOMETHING THAT WE COULD JUST BRING FORWARD.
AND I, I REALIZE EVERYBODY WANTS TO GO HOME.
UH, JUST A SHORT DEAL IS THAT I THINK THIS IS A TREMENDOUSLY IMPORTANT BUDGET ITEM.
UH, ULTIMATELY I THINK THAT THERE'S, THERE IS SOME URGENCY IN GETTING THIS ISSUE, UM, IDENTIFIED AND PRESENTED.
I DON'T KNOW WHAT THE PROPER LOCATION WOULD BE FOR THIS, BUT I THINK THAT, UH, NOT ONLY FROM THIS, THIS PARTICULAR DID, BUT I THINK THIS SHOULD COME BEFORE, UH, EITHER OUR, OUR, OUR GOVERNMENT DEFICIENCY OR OUR FINANCE, OR AT SOME POINT WE NEED TO HAVE THIS VETTED IN A MORE, UM, IMMEDIATE AND A MORE DETAILED, UH, VERSION SO THAT WE CAN TAKE A, A POLICY DECISION ON THIS AS A BODY SOONER THAN LATER.
BECAUSE I THINK IT REALLY DOES AFFECT A, A HUGE BUDGET ISSUE FOR US.
AND TO THE EXTENT THAT WE NEED TO BE FLEXIBLE, I THINK PART OF THE DISCUSSION, AND I'M, I'M SAYING THAT AS A RECRUITER FOR, FOR YOU, MAYBE WE NEED TO LOOK AT THE, THE NEEDS FOR PROVIDING SERVICES HERE FOR EMPLOYEES, MAYBE TRYING TO HELP EMPLOYEES BE ABLE TO TAKE CARE OF THEIR, THEIR, UH, PERSONAL REQUIREMENTS HERE, BUT WHILE THEY'RE IN WORKING IN THE LOCATION.
BUT AT ANY RATE, UH, THAT, UH, THANK YOU FOR LETTING ME, UH, SORT OF SIT IN ON THIS COMMITTEE.
UM, THE TIME IS NOW 6 0 7, UH, AND WE'RE GONNA TAKE UP THE OTHER BRIEFING ITEM AT A LATER DATE.
AND SO WE ARE ADJOURNED AT 6 0 7.