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[Ad Hoc Committee on Administrative Affairs on February 12, 2026.]
IT IS FEBRUARY 12TH AT 10 0 7, AND I'M CALLING THE AD HOC COMMITTEE ON AN ADMINISTRATIVE AFFAIRS MEETING TO ORDER.THANK YOU FOR BEING HERE THIS MORNING.
UH, FIRST, UH, ORDER OF BUSINESS IS APPROVAL OF THE MINUTES.
THERE'S A MOTION AND A SECOND.
WE'LL NOW MOVE ON TO BRIEFING ITEM A.
DO WE HAVE OUR CONSULTANT? UH, WE, WE, WE DO.
I'M GONNA HAVE NINA ARIAS, OUR, OUR HR DIRECTOR, COME UP AND INTRODUCE OUR, OUR CONSULTANT THAT'S GONNA HELP ON THE PERFORMANCE EVALUATION OF APPOINTED OFFICIAL CHAIR.
CAN I JUST ASK, WHILE WE'RE, UM, HAVING THIS BRIEFING, IF IT'S POSSIBLE THAT WE COULD GET A PRINTED COPY OF THE COUNCIL ROSA PROCEDURE, SECTION 3.3 F TO REVIEW? WE WILL WORK ON GETTING THAT.
GOOD MORNING,
THIS IS, UH, MEANT TO BE THE KICKOFF AND, UH, AN OPPORTUNITY FOR ALIGNMENT, UH, FOR THIS PROCESS FOR BCA.
SO WITH THAT, I WILL, UM, ASK THE
AND AT THE END WE'LL HAVE AN OPPORTUNITY FOR QUESTIONS AND, AND, YOU KNOW, ANY, ANY SUPPORT, UH, REQUESTED BY THE COMMITTEE.
I, LARA YOU CAN BEGIN YOUR PRESENTATION.
YOU CAN COME OFF MUTE AND BEGIN YOUR PRESENTATION.
CAN YOU HEAR US? SHE JUST CAME OFF OF MUTE.
LARA, CAN YOU HEAR US? SO WHILE WE'RE WAITING, YOU KNOW, THIS IS ONE OF THE, UH, MOST IMPORTANT ITEMS THAT THIS COUNCIL IS CHARGED WITH, UH, MAKING SURE WE ARE EVALUATING OUR DIRECT HIRES, MAKING SURE WE'RE GIVING THEM CLEAR GUIDANCE ON THE GOALS AND VISION FROM THIS COUNCIL.
UH, SO IT'S REALLY IMPORTANT THAT WE GIVE THEM, UH, THE, THE GOALS, LIKE I SAID, BUT ALSO GIVING THEM THE TOOLS TO BE ABLE TO BE SUCCESSFUL AND TO IMPLEMENT THE PROJECTS THAT WE'RE ASKING FOR.
UH, THE EVALUATIONS ARE SOMETHING THAT WE'VE STRUGGLED WITH, UH, THROUGHOUT THE PAST, UH, FEW YEARS.
AND SO THE HOPE IS TO BE ABLE TO HAVE A CATCH UP.
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THIS WILL BE OUR SECOND CATCH UP YEAR, BUT THEN FINALLY BEING ABLE TO BE ON A PLAN WHERE WE'RE EVALUATING OUR, UM, OUR DIRECT HIRES THROUGHOUT A, UH, CALENDAR YEAR TO MAKE SURE THAT WE ARE CONDUCTING THOSE EVALUATIONS.SO THAT'S A BIG CHARGE THAT THIS COMMITTEE AND THIS COUNCIL HAS.
UH, WHILE WE ARE WAITING, UH, DO ANY OF THE COMMITTEE MEMBERS HAVE ANY, UH, QUESTIONS OR, UH, TRYING TO GET ANY CLARITY ON WHAT WE'RE DOING TODAY? CHAIRMAN OLSON.
ACTUALLY, THE WAY YOU FRAMED THE QUESTION TO US IS EXACTLY WHAT, UM, MY QUESTION IS.
UM, AND THAT WOULD BE THE SECTION OF WHAT ARE WE DOING HERE TODAY? UM, THE PRESENTATION APPEARS TO BE THE SAME AS THE PRESENTATION WE HAD LAST MONTH, AND I'M TRYING TO UNDERSTAND WHAT WORK HAS BEEN DONE IN THE INTERIM.
AND, UM, YOU KNOW, WHAT, WHAT IS EVEN ASKED OF US? IT WAS NOT CLEAR FROM THE PRESENTATION.
SO, UM, IF I'M NOT MISTAKEN, WE DID NOT TAKE THIS AGENDA ITEM UP LAST MONTH.
IT WAS ON THE AGENDA THAT WE WERE, I'M SORRY, THE, THE, THE PRIOR PRESENTATION FROM THE FIRM, THE, IT, IT LOOKS LIKE, UH, THE SAME SLIDES ALMOST.
SO I, IT IT IS MS. MS. MENON, THEY, THEY WEREN'T ABLE TO PRESENT THE MATERIALS AND ALLOW THIS, UH, COMMITTEE THE OPTION TO ASK QUESTIONS.
AND SO WE THOUGHT THAT WAS A GOOD DUE DILIGENCE STEP THAT STILL NEEDED TO BE DONE.
BUT WHAT HAS THE CONSULTANT DONE SINCE THE LAST TIME THEY REPORTED TO US? LENA, CAN YOU HELP SUPPORT THAT ONE? I, WE HAVE NOT BEEN INTIMATELY INVOLVED IN THEIR WORK, UH, REGARDING DETAILS OF THE ACTIVITY.
THEY HAVE BEEN COMMUNICATING WITH MR. MORENO'S OFFICE, SO AT THE REQUEST OF, UM, COUNCIL MEMBERS.
SO WHAT I WILL SAY IS THAT I'LL, IN MY, I I DO HOPE THAT MS. BRUNO IS ABLE TO, UM, CONNECT SO THAT SHE CAN PROVIDE THOSE DETAILS.
YEAH, I, I, I THINK ONE, ONE OF THE THINGS THAT WE WERE ABLE TO PROVIDE OR THE, UH, UH, PREVIOUS EVALUATIONS THAT, UH, WERE NOT PROVIDED, UH, BEFORE LAST MONTH, I, I THINK THAT THEY, THAT WE WERE ABLE TO PROVIDE THEM WITH SOME BACKGROUND INFORMATION FROM PREVIOUS EVALUATIONS.
WE, WE SUBMITTED SOME INFORMATION THAT WAS REQUESTED REGARDING, YOU KNOW, PREVIOUS UPDATES ON, UH, SALARIES, MERIT INCREASES, AND THAT INFORMATION WAS GIVEN TO, UM, AT THE CONSULTANT'S REQUEST THAT PARTICULAR ACTIVITIES OR PROGRESS THAT WAS MADE SENSE, UM, THEM, BUT SURELY WE'RE NOT HAVING A BRIEFING TO HEAR THAT THEY REQUESTED DOCUMENTS AND GAVE IT TO THEM.
I MEAN, INDEED, THERE, THERE'S GOTTA BE A PURPOSE TO HAVING HAD THE BRIEFING, AND I'M JUST, I MEAN, I, I WENT THROUGH IT.
I'M LIKE, I THINK I'VE SEEN ALL OF THIS BEFORE, PROBABLY, I DON'T KNOW THAT EVERYONE IN THE COMMITTEE HAVE.
WE'RE GOING TO, UH, MOVE TO ITEM B UM, DISCUSSION ON THE IG SEARCH CRITERIA AND CANDIDATE SELECTION.
UM, THANK YOU, UH, FOR THIS ITEM, UH, WE HAVE, UH, TWO, I WILL ASK THAT ERICA RERO, UH, MANAGER OF RECRUITMENT, UM, COMES.
AND ERICA IS WORKING WITH, UH, TWO FIRMS THAT WE HAVE UNDER CONTRACT.
THEY ARE HERE TO PRESENT THEIR OFFERING REGARDING, OR, YOU KNOW, THEIR, THE PROCESS, UH, FOR YOUR CONSIDERATION, UM, REGARDING, UM, SELECTION OF THE VENDOR THAT WOULD ASSIST WITH THAT SEARCH.
SO I WILL LET ERICA INTRODUCE THEM.
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AND WITHOUT THEM ON CALL TO ANSWER QUESTIONS AND START PLANNING FOR THIS RECRUITMENT, ARE WE ABLE TO CONNECT THEM? YES, WE'RE, WE'RE HERE.UH, WE'RE HERE WITH THE COUNCIL AND I'M SURE THAT YOU DISCUSSED THE
CAN YOU HEAR US THOUGH? UH, YES.
I'M SORRY, BUT WE'RE AWAITING WHETHER THERE WAS, I THINK MORE WE HAVE A, A BRIEF, UH, POWERPOINT TO KIND OF WALK YOU THROUGH OUR PROCESSES.
WE'RE JUST WAITING TO SEE, I DON'T KNOW THAT I SEE A SHARE BUTTON.
IF YOU COULD GIVE ME SOME AUTHORITY TO SHARE.
UH, LET ME GO AHEAD AND ADD THIS.
IS THAT SHOWING UP ON YOUR SCREEN? YES, WE CAN SEE IT.
AND MICHAEL, ARE YOU THERE AS WELL? I WANNA MAKE SURE YOU'RE ON BOARD.
WELL, THANKS AGAIN FOR THE OPPORTUNITY TO BE BACK WITH YOU.
I KNOW WE MET A FEW WEEKS BACK TO KIND OF INTRODUCE SGR AND OUR PROCESS AND, UM, WHAT WE DO AND HOW WE DO IT, IT THINGS OF THAT NATURE.
AT A HIGH LEVEL, AS I UNDERSTAND THE PURPOSE OF TODAY'S MEETING WAS TO KIND OF WALK YOU THROUGH A LITTLE BIT MORE GRANULAR DETAIL ABOUT, YOU KNOW, THE PROCESS THAT WE USE AND THE STEPS THAT WOULD BE INVOLVED, WHAT WE WOULD BE SEEKING FROM THE CITY, AND THEN CERTAINLY TO KIND OF ADDRESS SOME MORE DETAILED QUESTIONS THAT MAYBE WE DIDN'T HAVE TIME TO ADDRESS IT, THE FIRST SESSION THAT WE MET WITH YOU A LITTLE WHILE BACK.
SO, JUST AS A BRIEF OVERVIEW, UM, MY NAME IS DOUG THOMAS.
I'M AN EXECUTIVE VICE PRESIDENT WITH STRATEGIC GOVERNMENT RESOURCES.
I HAD BEEN WITH THE FIRM FOR OVER 10 YEARS ON A FULL-TIME BASIS AFTER SERVING IN A VARIETY OF LOCAL GOVERNMENT CAPACITIES, UH, FOR THE 35 PLUS YEARS IN ACTIVE CITY MANAGEMENT IN MARYLAND, MICHIGAN, AND FLORIDA.
UH, I DO A LOT OF THINGS WITH SDR.
RECRUITMENT IS OBVIOUSLY ONE OF THOSE FUNCTIONS, UH, BUT I CERTAINLY DO A LOT OF OTHER WORK WITH STRATEGIC PLANNING AND EVALUATION OF ADMINISTRATIVE OFFICIALS, SERVING LEADERSHIP TYPE TRAINING, UM, GOVERNANCE WORKSHOPS, THINGS OF THAT NATURE.
AND SPEAK PRETTY REGULARLY AT STATE NATIONAL CONFERENCES ABOUT KIND OF BEST MANAGEMENT PRACTICE AND PROGRAMS AND INTEREST IN THAT SERVES LOCAL GOVERNMENT.
UH, I WANT TO JUST REINTRODUCE THE ALLOW, UH, MICHAEL TO REINTRODUCE HIMSELF AS WELL, AND THEN WE'LL WALK YOU THROUGH OUR PROCESS.
I AM A RECENTLY RETIRED CITY MANAGER, APPROXIMATELY 35 YEARS IN STATE AND LOCAL GOVERNMENT, STATE, LOCAL AND COUNTY GOVERNMENT.
I AM, UH, RECENT TO THE SGR TEAM, AND PRIMARILY I'LL BE FOCUSING IN ON, UH, CITY ATTORNEYS AND IG RELATED SEARCHES.
DOUG, YOU'RE MUTED, RIGHT? MUTED AUTOMATICALLY.
UM, AS A, AS AN OVERVIEW, UH, SGR REALLY DOES A LOT OF WORK IN A LOT OF DIFFERENT FUNCTIONS, WHICH I THINK MAKE US BETTER RECRUITERS, WHICH IS WHAT WE'RE TALKING ABOUT HERE.
BUT BASICALLY IT'S GONNA START WITH US HAVING AN UNDERSTANDING OF WHAT YOU'RE LOOKING FOR IN THIS PARTICULAR POSITION, THE INSPECTOR GENERAL.
SO THAT TYPICALLY WILL INVOLVE, WE'LL WALK YOU THROUGH OUR PROCESS MEETING WITH THE SEARCH COMMITTEE OR WHOEVER ELSE WOULD BE INVOLVED IN HELPING BE THE DECISION MAKERS ON SELECTION OF YOUR INSPECTOR GENERAL.
YOU KNOW, WE TYPICALLY MEET WITH A VARIETY OF OTHER LOCAL STAKEHOLDERS THAT WOULD BE INCORPORATE SUPERVISORS, SUBORDINATES, CERTAINLY FOLKS OUTTA THE CITY ATTORNEY'S, UH, OFFICE, AND ANY OTHER INDIVIDUALS THAT YOU THINK WOULD BE APPROPRIATE FOR US TO, TO MEET WITH, TO UNDERSTAND WHAT YOU'RE LOOKING FOR.
UH, THAT HELPS US DEVELOP A PROCESS WHERE WE DEVELOP A POSITION PROFILE BROCHURE, THAT WE TALK ABOUT THE CITY, WE TALK ABOUT THE ORGANIZATION, WE CERTAINLY TALK ABOUT THE POSITION, AND THEN WE CERTAINLY DELVE INTO MORE, GREATER DETAILS ABOUT CHALLENGES AND ISSUES THAT WHOEVER'S APPOINTED TO THIS POSITION IS GOING TO HAVE TO BE FACING IN THE NEXT SEVERAL YEARS BEYOND KIND OF DOING THE POSITION AS A WHOLE.
AND I REALIZE THIS IS A FAIRLY NEW POSITION, SO IT'S STILL SOMEWHAT IN, IN, UH, IN DEVELOPING STAGE.
UM, BUT ON TOP OF THAT, AND FROM THESE CONVERSATIONS, WE WOULD TYPICALLY GET A FEEL FOR WHAT THE BACKGROUND PROFESSIONAL, UM, EXPERIENCES, UH, HARD AND SOFT SKILLS TYPES OF EXPERIENCES THAT YOU'RE LOOKING FOR, THAT YOU WOULD BE IDENTIFIED AS AN IDEAL CANDIDATE
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IN ADDITION TO THE CREDENTIALS THAT ARE REQUIRED IN ANY CERTIFICATIONS.OBVIOUSLY A CITY, UH, BEING A MEMBER OF THE BAR, THINGS OF THAT NATURE.
UM, FROM THERE WE'LL DEVELOP A BROCHURE THAT HELPS US THEN GET BACK TO YOU.
YOU REVIEW THAT, YOU APPROVE THAT.
UH, WHEN THAT COMES BACK TO YOU, WE WOULD BE DISCUSSING, UH, HOW WE WOULD BE MARKETING THE POSITION THEN WHERE WE'D BE ADVERTISING THE POST, UM, DEVELOPING A SCHEDULE, THE AD LANGUAGE, THINGS OF THAT NATURE.
UM, ONCE YOU HIT GO AND TELL US TO PROCEED, THEN WE'RE KIND OF OFF AND RUNNING.
UH, WE START TO DO OUR STUFF, AND I'LL EXPLAIN KIND OF WHAT THAT LOOKS LIKE HERE SHORTLY.
AS THE PROCESS WORKS ITS WAY THROUGH, WE'RE INVOLVED AS YOUR, AS BASICALLY AN EXTENSION OF YOUR STAFF TO DO THE PROCESSING, TO PROCESS THE CANDIDATES.
UH, WE WOULD BE BACK IN TOUCH WITH YOU AFTER THE PHYSICIAN HAS BEEN CLOSED, AND THEN WE WOULD'VE AN OPPORTUNITY TO TRIAGE THOSE CANDIDATES.
AND TYPICALLY WE WOULD BE SELECTING A GROUP OF SEMI-FINALISTS INITIALLY, AND WE HAVE THEM DO SOME ADDITIONAL WORK, UM, TO EVALUATE THEIR SKILLS AND THEIR BACKGROUND AND, AND UNDERSTANDING OF THE POSITION AND WHAT THEY BRING TO THE TABLE.
UH, THEN WE BRING THAT BACK TO YOU TO REVIEW THAT MATERIAL.
AND THEN FROM THERE, SELECTING YOUR FINALIST, UH, THAT YOU WANNA BRING IN FOR INTERVIEWING.
AT THAT POINT, WE WOULD DO ADDITIONAL BACKGROUND RESEARCH ON THOSE CANDIDATES, CRIMINAL HISTORY, CREDIT REFERENCE CHECKS, THINGS OF THAT NATURE, UH, AND HELPING THEM AND HELPING YOU BE PREPARED FOR THE ACTUAL INTERVIEW PROCESS.
UH, WE RECOGNIZE YOU DON'T GO THROUGH THIS A LOT, SO OUR GOAL IS TO HELP YOU KIND OF GUIDE THROUGH THAT EFFORT.
UH, WE DO THIS ALL OVER THE COUNTRY FOR ALL SORTS OF POSITIONS, INCLUDING THESE TYPES OF POSITIONS AS WELL.
SO OUR APPROACH IS TO TRY TO ENSURE THAT YOU KIND OF CAN HAVE SOMEBODY THAT YOU CAN RELY UPON THAT CAN MANAGE THAT PROCESS FOR YOU AND ASSIST YOU AND GUIDE YOU THROUGHOUT THE WHOLE, UH, RECRUITMENT EFFORT.
UM, WE'VE TALKED A LITTLE BIT, UH, BEFORE, I JUST WANT TO GO BACK TO REITERATE.
UH, WE'RE ONE OF THE LARGEST PUBLIC SECTOR EXECUTIVE RECRUITMENT FIRMS IN THE COUNTRY.
UH, THE FIRM IS BASED IN THE KELLER, TEXAS, UM, DFW METROPLEX AREA.
SO WE KNOW THAT FOOTPRINT WELL.
WE DO AN AWFUL LOT OF WORK IN THE DFW AREA THROUGHOUT THE, THROUGHOUT TEXAS, BUT WE'RE OBVIOUSLY, UH, INVOLVED IN A FOOTPRINT ACROSS THE ENTIRE COUNTRY.
UM, AND AS A RESULT OF THAT, A GOOD NUMBER OF OUR CANDIDATES, ALTHOUGH WE'LL BE RECOGNIZING WE'LL BE ADVERTISING IN A VARIETY OF LOCAL AND STATE AND NATIONAL ADVERTISING VENUES.
UH, A GOOD PORTION OF THE SEMI-FINALISTS THAT ARE SELECTED BY OUR FIRM OR SELECTED BY OUR CLIENTS ARE, UM, FAMILIAR WITH SGR.
I'VE HEARD ABOUT THE POSITIONS USE SOMETHING WE DO THROUGH OUR OWN SOCIAL MEDIA NETWORKS OR PLATFORMS, OR OUTREACH FOR SIMILAR TYPES OF POSITIONS THAT THEY MAY HAVE BEEN INVOLVED WITH IN PREVIOUS SEARCHES.
UH, AND THROUGH A VARIETY OF OTHER MECHANISMS THAT WE ENCOURAGE AN AWARENESS OF OPPORTUNITIES.
SO YOU'LL CAPTURE SOME OF THESE OTHER FOLKS, UH, THAT COME IN THROUGH OTHER SOURCES, BUT A GOOD PORTION OF THOSE FOLKS HAVE HAD FAMILIARITY WITH SDR ONE WAY OR ANOTHER FASHION.
SO OUR PROCESS THAT I THINK THAT WE WANTED TO, TO DELVE IN TODAY INTO A GREATER DETAIL IS TO TALK A LITTLE BIT ABOUT WHERE WE ARE AND WHAT KIND OF THE NEXT STEPS LOOK TO FEEL.
SO WE UNDERSTAND YOU'RE IN THE PROCESS OF GOING THROUGH, WE'VE GIVEN YOU A, A FORMAL PROPOSAL THAT'S BEEN FOLLOWED UP WITH SOME ADDITIONAL DOCUMENTATION.
IT'S PART OF A PIGGYBACK OF A NORTH TEXAS COUNCIL OF GOVERNMENT AGREEMENT.
UH, BUT JUST KIND OF WALK YOU THROUGH, WE WOULD ANTICIPATE, ASSUMING OR IF ALL THAT FINALIZED GETS COMPLETED, UH, WE WOULD START OFF WITH A WELCOME LETTER THAT WOULD COME TO YOU, UH, TO ASK FOR SOME INFORMATION ABOUT THE CITY, AND INFORMATION ABOUT THE POSITION, JOB DESCRIPTIONS, THINGS OF THAT NATURE.
UM, WE WOULD GET A LOOKING FOR PICTURES AND GRAPHICS AND THINGS OF THAT NATURE THAT WOULD COME FROM THE CITY.
UM, THE FIRST STEP THAT WOULD HAPPEN IS, UH, INITIALLY MICHAEL AND I WOULD MEET MEETING WITH WHOMEVER YOU WANT US TO MEET WITH, WHETHER THAT'S JUST THIS COMMITTEE OR OTHER ELECTED OFFICIALS, THE CITY ATTORNEY, WHOEVER ELSE THAT LOOKS TO BE.
UH, WE TYPICALLY WOULD MEET WITH A WIDE RANGE OF INDIVIDUALS TO KIND OF UNDERSTAND THE CULTURE, THE DYNAMICS, AND THE CHALLENGES AND ISSUES, AND THE HARD AND SOFT SKILLS YOU'RE LOOKING FOR THAT MAY NOT NECESSARILY JUST COME THROUGH THROUGH A JOB DESCRIPTION.
UM, COMING OUT OF THAT PROCESS, WE WOULD DEVELOP A DRAFT OF A BROCHURE THAT TALKS ABOUT THE CITY OF DALLAS AS A WHOLE, TALK ABOUT THE ORGANIZATION, CERTAINLY TALK ABOUT THE POSITION IN PARTICULAR, DETAILS, JOB RESPONSIBILITIES AND REQUIREMENTS AND FUNCTIONS.
UH, AND THEN AS I MENTIONED FROM THESE CONVERSATIONS, WE WOULD BE DRAFTING, UM, A SECTION ON CHALLENGES AND OPPORTUNITIES THAT WHOEVER'S APPOINTED, UM, THAT THEY WOULD BE GETTING THEIR HEAD, THEIR HEART, THEIR ARMS, AND THEIR SOUL AROUND THOSE THINGS.
UH, AND THEN ALSO, UH, FROM THESE CONVERSATIONS, THE FUNCTIONS OF THE IDEAL CANDIDATE BACKGROUND, HARD AND SOFT SKILLS, THINGS LIKE THAT.
AND THEN CERTAINLY WHATEVER THE BASIC JOB REQUIREMENTS ARE IN TERMS OF EDUCATION, EXPERIENCE, TIME, AND THE SEED, THINGS OF THAT NATURE, THAT WOULD ALL COME BACK TO YOU.
UH, YOU WOULD BE REVIEWING THAT, UH, ULTIMATELY APPROVING THAT WHOEVER YOU WOULD AUTHORIZE US TO GO THROUGH THAT WE'VE MADE WHATEVER CHANGES.
AND THEN, UM, YOU GIVE US THE GREEN LIGHT TO ACTUALLY LAUNCH THE POSITION.
SO THAT GETS US INTO THIS NEXT SECTION, THE RECRUITMENT CAMPAIGN.
UM, TYPICALLY FOR THE TIME WE'RE STARTING IN THIS SECTION TO THE TIME YOUR CANDIDATES ARE, YOUR FINAL CANDIDATES ARE SELECTED, AND IN TOWN INTERVIEWING IS ABOUT A
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90 DAY WINDOW FROM THE TIME YOU GIVE US THE GREEN LIGHT TO LAUNCH.SO DURING THAT PERIOD, THAT FIRST 30 DAYS, WE'RE OUT DOING OUR THINGS, GENERATING, UH, CANDIDATE INTEREST IN THE POSITION.
WE WILL PLACE ALL THE ADS, HANDLE ALL THAT MATERIAL.
WE WILL PROCESS CANDIDATES AS THEY COME THROUGH AND GIVE WHOEVER YOU HAVE GIVEN US, UM, AS A CONTACT, REGULAR UPDATES IN TERMS OF HOW THE RECRUITMENT IS COMING, NUMBER OF CANDIDATES, DEMOGRAPHICS, THINGS OF THAT NATURE, AND, AND WHAT WE'RE DOING TO CONTINUE TO MARKET.
AND IF EVERYTHING'S GOING AS PROPOSED OR IF WE'RE RUNNING INTO ANY CHALLENGES THAT WE MAY NEED TO, TO WORK THROUGH WITH THE CITY ON THAT EFFORT.
UM, WHEN THAT CLOSES, AFTER ABOUT 30 DAYS, WE TYPICALLY ADVERTISE FOR 30 DAYS TO GET A GENERAL QUALIFIED POOL.
UM, TYPICALLY WITHIN A WEEK OR 10 DAYS THEREAFTER, WE'RE BACK WORKING WITH THE SEARCH COMMITTEE, WHETHER THAT'S THIS GROUP OR OTHERS, TO TRIAGE THOSE CANDIDATES.
AND WE'LL WALK THEM THROUGH, WALK THAT, THAT GROUP THROUGH, UH, THE VARIOUS CLASSIFICATIONS OF CANDIDATES.
UH, YOU'LL SEE EVERYBODY THAT'S APPLIED.
WE'LL SPEND MORE TIME ON THOSE THAT ARE, UM, IMMENSELY QUALIFIED OR VERY HIGHLY QUALIFIED.
UH, BUT YOU MAY HAVE OTHER FOLKS THAT ARE INTERNAL THAT YOU WOULD KNOW BETTER THAN WE WOULD NECESSARILY KNOW AT THIS STAGE OF THE GAME.
BUT WE'LL WALK THROUGH THOSE AT A HIGH LEVEL WITH YOU.
AND, AND ULTIMATELY, UH, WE'LL BE LOOKING FOR YOU TO SELECT SOMEWHERE, TYPICALLY BETWEEN 12 AND 15 FOLKS THAT YOU WOULD LIKE US TO, UH, CONTINUE IN THE SEARCH AND LEARN MORE ABOUT.
UH, THOSE SEMI-FINALISTS THEN WOULD BE INVOLVED IN SOME RESPONSES TO TYPICALLY PRERECORDED VIDEO INTERVIEWS.
THEY COULD BE TWO WAY, OR MANY OF OUR ORGANIZATIONS THAT HAVE MULTIPLE MEMBERS ON A BOARD PREFER ONE WAY SO THAT YOU CAN REVIEW THOSE ON YOUR OWN TIME VERSUS HAVING TO CONVENE A MEETING AND GOING THROUGH THAT PROCESS AS A GROUP, UM, WE WOULD PACKAGE MATERIALS UP WITH COVER LETTERS, RESUMES, UH, THE FAIRLY DETAILED QUESTIONNAIRE, UM, ABOUT THEIR BACKGROUND, THEIR EXPERIENCE, WHY THEY'RE INTERESTED IN THE POSITION, UH, WHY THEY LEFT THEIR PREVIOUS POSITIONS, UH, AND, AND HOW THEY WOULD BRING THEIR EXPERIENCE TO THE TABLE TO ADDRESS A NUMBER OF THE THINGS THAT WE'VE IDENTIFIED IN THOSE CHALLENGES AND OPPORTUNITIES.
SO WE'VE GOTTA GIVE THE CANDIDATES A LITTLE BIT OF TIME TO DO THAT WORK.
WE WOULD SEND THAT BACK TO YOU, TO THE CITY FOR THE SEARCH COMMITTEE PROCESS TO REVIEW, AND THEN GIVE YOU SOME TIME TO REVIEW THAT.
AND WE WOULD BE WORKING WITH YOU TO, UM, SELECT FROM THAT GROUP, UH, TYPICALLY THREE TO FIVE FOLKS THAT YOU WOULD LIKE TO PROCEED AS FINALIST.
UH, AT THAT POINT, UM, WE THEN START WORKING WITH THOSE FINALISTS TO DO CRIMINAL HISTORY, CREDIT BACKGROUND CHECKS.
UH, WE WOULD ALSO BE DOING, UH, IF THERE'S ANY ASSESSMENTS THAT YOU WOULD LIKE TO DO, DISC ASSESSMENTS OR, UH, OTHER EXERCISES.
WE TYPICALLY HAVE CANDIDATES PROVIDE A WRITTEN EXERCISE OF A FIRST YEAR GAME PLAN.
SO IF THEY'RE APPOINTED, HOW WOULD THEY APPROACH THE JOB IN THE FIRST THIRTY, SIXTY, NINETY, A HUNDRED EIGHTY DAYS IN THE BALANCE OF THE YEAR? UH, THERE MAY BE OTHER EXERCISES OR PRESENTATIONS THAT YOU WOULD LIKE THOSE CANDIDATES TO GO THROUGH.
UH, WE WOULD BE INVOLVED IN HELPING YOU AND HELPING THE CANDIDATES GET PREPARED FOR THAT PROCESS.
AND THEN WE WOULD BE INVOLVED WITH HELPING COORDINATE THE SCHEDULING OF THOSE ONSITE INTERVIEWS, WHETHER THAT'S ONE PANEL MEETINGS, A SERIES OF ONE-ON-ONES, MULTIPLE PANEL MEETINGS, WHATEVER THAT LOOKS.
IT FEELS LIKE WE DO THIS, UH, EVERY COMMUNITY AND EVERY CLIENT HAS A LITTLE DIFFERENT EXPECTATION, AND WE'LL HELP WORK WITH YOU, UH, TO GET THAT FIGURED OUT AND GET YOUR TEAM READY IN ADDITION TO HAVING THE CANDIDATES READY TO GO THROUGH THAT PROCESS.
AND THAT PROCESS WOULD ALSO INCLUDE PROPOSED SAMPLE QUESTIONS IN ADDITION TO ALL THE SCHEDULES FOR EACH OF THE PANELS THAT MAY BE INVOLVED OR FOR INDIVIDUALS WHO WOULD BE INVOLVED IN THOSE INTERVIEWS.
UM, AND SO LET ME, SO AS I SAID, FROM THAT PERIOD, FROM THE RECRUITMENT CAMPAIGN, ONCE YOU GIVE US THE GREEN LIGHT TO THE TIME YOU FINALLY SELECTED YOUR CANDIDATES, YOUR FINAL CANDIDATES COME IN, ASSUME ABOUT 90 DAYS, UH, FOR THAT PROCESS AS WE GO THROUGH IT.
AND THEN WE'RE HERE TO HELP YOU, UH, AT THE END OF THAT EFFORT, WHENEVER YOU'VE MADE A DECISION ON A FINAL CANDIDATE, UH, WE WILL WORK WITH WHOMEVER YOU WOULD LIKE US TO DO.
UH, WE NEGOTIATE THOUSANDS OF AGREEMENTS ACROSS THE COUNTRY.
UH, WE NORMALLY CAN PLAY THAT SHUTTLE DIPLOMACY BETWEEN THE, THE ORGANIZATION AND THE CANDIDATE TO HELP YOU BRING THAT TO A CLOSE.
RECOGNIZING WE ARE YOUR, YOU ARE OUR CLIENT, NOT THE CANDIDATE, BUT WE ARE VERY HIGH SUCCESS RATE OF BRINGING THE PARTIES TOGETHER, UH, TO WORK THROUGH, UH, WHATEVER CHALLENGES, ISSUES THAT MAY COME UP IN NEGOTIATIONS.
UM, ONE OF THE THINGS THAT WOULD HAPPEN ONCE WE'RE RIGHT ON BOARD, UH, JUST TO GIVE YOU KIND OF A HEADS UP, IF WE'RE ENGAGED ON THIS ONE AND CONTRACTS ARE APPROVED, YOU WOULD GET A WELCOME LETTER FROM, UH, SGR THAT WOULD IDENTIFY MIKE AND MYSELF AND ALL OF OUR CONTACT INFORMATION AND THE RESOURCE PEOPLE THAT WORK BEHIND THE SCENES.
SO YOU ALWAYS HAVE KNOW WHO, WHO IT IS TO BE INVOLVED WITH.
UM, YOU WOULD ALSO, AS PART OF THAT WELCOME LETTER, GET, UM, AN INFORMATION THAT'S CALLED OUR POSITION PROFILE DATA REQUEST FORM.
IT'S BASIC INFORMATION THAT WE NEED TO DO, WE NEED TO GET FROM THE CITY IN ORDER TO DEVELOP THE POSITION PROFILE BROCHURE THAT I SPOKE OF EARLIER.
SO WE'RE GONNA BE LOOKING FOR JOB DESCRIPTIONS AND SALARY RANGES AND RESIDENCY REQUIREMENTS, AND ALL THE TYPES OF THINGS THAT WOULD HAPPEN.
BE ASKING INFORMATION ABOUT THE COMMUNITY, BE ASKING INFORMATION ABOUT THE ORGANIZATION, UH, AND IF THERE'S MISSION, VISION, VALUES, STRATEGIC PLANNING, THINGS OF THAT NATURE,
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WHAT'S, HOW THE DEPARTMENT IS STRUCTURED, UM, THE PARTICULAR EDUCATION EXPERIENCE THAT'S REQUIRED AND OR DESIRED FOR THE POSITION.LITTLE BIT ABOUT THE BENEFITS THAT WOULD COME INTO PLAY FOR, UH, THIS PARTICULAR POSITION.
AND THEN WE'RE ALSO LOOKING FOR A VARIETY OF OTHER THINGS THAT WOULD WE NEED FOR THE LAYOUT OF THAT BROCHURE, THE CITY LOGO AND PHOTOS AND PICTURES OF EMPLOYEES AND THINGS OF THAT NATURE, UH, TO GO FORWARD.
SO THERE'S SOME HOMEWORK ON BEHALF OF THE CITY THAT RIGHT AFTER WE'RE ON BOARD, YOU WOULD GET THIS TYPE OF REQUEST FORM TO GET THINGS STARTED.
AND THERE'S, THERE'S AN UPLINK FORM YOU LINK FOR YOUR TEAM TO BE ABLE TO JUST DUMP THAT STUFF INTO OUR CLOUD SERVER, AND THEN WE CAN ACCESS THIS AS WE GO FURTHER FROM THERE.
UM, I, I THINK THERE WAS A DESIRE TO TALK A LITTLE BIT ABOUT WHAT THAT SCHEDULE LOOKS LIKE.
AND SO I JUST WANTED TO GIVE YOU KIND OF A SAMPLE OF WHAT, UH, A TRADITIONAL, UH, PROCESS, UM, LIKE YOURS WOULD GO THROUGH.
UM, I WAS ASSUMING THAT BY MAKING AN ASSUMPTION THAT YOU'D BE MAKING A DECISION FAIRLY SHORTLY ON, ON AN EXECUTION OF AN AGREEMENT IF THAT WAS THE CASE.
UH, MICHAEL AND I HAVE LOOKED AT OUR RESPECTIVE CALENDARS.
WE HAVE SOME OPTIONS AVAILABLE IN EARLIER MARCH, UM, EITHER THE FOURTH THROUGH THE SIXTH, OR POTENTIALLY THE NINTH THROUGH THE 11TH THAT WE WOULD MEET WITH WHOMEVER THAT WOULD BE FROM THE CITY.
THOSE POSITION PROFILE INTERVIEWS TYPICALLY TAKE ONE TO THREE DAYS, ALL DEPENDS ON HOW MANY PEOPLE WE'RE MEETING WITH AND WHAT THAT LOOKS LIKE AT YOUR END.
BUT WE WOULD HELP COORDINATE THAT AND WORK WITH SOMEONE LOCAL TO SET UP A SERIES OF MEETINGS THAT WE WOULD JUST MEET WITH PEOPLE AND CAPTURE THAT THOUGHTS AND OPINIONS ABOUT THE POSITION AND THE CHALLENGES AND THE OPPORTUNITIES AND THE, UH, IDEAL ATTRIBUTES AND, AND, AND ANY OTHER FEEDBACK WE WOULD HAVE ABOUT KIND OF THE CULTURE AND THE DNA OF THE ORGANIZATION.
AND THEN FROM THERE, UM, ONLY WITHIN A RELATIVELY SHORT PERIOD OF TIME, AFTER WE FINISHED THAT, WITHIN A COUPLE WEEKS, WE'D ONLY HAVE THE BROCHURE AND THE MATERIAL BACK TO YOU.
THAT GETS US TO THE POINT OF ONCE YOU'VE APPROVED IT AND SAID HIT GO AND LAUNCH, UH, FOR PROJECTION PURPOSES, I JUST ASSUME THAT COULD BE AS EARLY AS PROBABLY MARCH 23, SOMEWHERE IN THAT WINDOW, DEPENDING ON, YOU KNOW, WHEN THESE DATES OCCUR.
IF WE HAVE TO JUGGLE THOSE, THIS WOULD ALL BE, UH, ADJUSTED ACCORDINGLY.
AND THEN IT BECOMES SOMEWHAT SELF-EXECUTING.
AS I SAY, THE FIRST 30 DAYS IS US DOING OUR STUFF, GETTING IT TOGETHER, WE PACK IT TOGETHER.
UH, WE WOULD THEN BE MEETING BACK WITH THE SEARCH COMMITTEE PROBABLY SOMETIME THE FIRST PART OF MAY.
UM, YOU WOULD SELECT YOUR 12 TO 15 FOLKS THAT YOU'D BE LOOKING AT A SEMI-FINALIST.
UM, THEN WE WOULD HAVE THOSE FOLKS START TO WORK ON MEDIA BACKGROUND SEARCH ON THEM AT THE HIGH LEVEL.
THEY ARE QUESTIONNAIRES THAT I SPOKE OF EARLIER, THEIR ONLINE INTERVIEWS THAT WE ADDRESSED AS WELL.
GIVE THEM SOME SUFFICIENT TIME TO DO THAT WORK PACKETS OF TOGETHER, GET IT BACK TO YOU.
WE WOULD ASSUME THAT WOULD HAPPEN IN MID-MAY.
AND THEN GIVE YOU ABOUT A WEEK OR SO TO REVIEW THAT MATERIAL.
AND THEN WE'D BE SCHEDULING A SECOND MEETING WITH YOU, UH, TO GO THROUGH THAT MATERIAL AND HELPING YOU SELECT YOUR FINALIST.
AND THEN FROM THERE, AT THAT POINT, ONCE WE'VE FINALISTS ARE SELECTED, WE'RE INTO DOING CRIMINAL HISTORY, CREDIT BACKGROUND, IF THERE'S A DISC ASSESSMENT OR OTHER ASSESSMENTS, FIRST YEAR GAME PLANS OR ANY OTHER TYPE OF WORK WOULD BE DONE.
UM, AND THEN PACKAGE ALL THAT TOGETHER.
MAKE SURE WE'VE GOT YOUR ONSITE INTERVIEW PROCESS OUTLINED, UM, THROUGH OUR PREVIOUS CONVERSATIONS WITH YOU.
AND THEN YOU'D GET BRIEFING BOOKS FOR EACH PANEL THAT WOULD BE INVOLVED, UM, FOR THOSE INTERVIEWS, WHICH WOULD INCLUDE INTERVIEW QUESTIONS AND THE, THE SCHEDULE AND THINGS LIKE THAT, THAT WOULD TYPICALLY GET YOU TO INTERVIEWS, UH, SOMETIME IN THE, THE MID-JUNE, EARLY TO MID-JUNE.
ALL THESE DATES CAN BE ADJUSTED BASED UPON EVERYBODY'S AVAILABILITY AND SCHEDULE AND THINGS LIKE THAT.
BUT JUST WANTED TO KIND OF GIVE YOU A FLAVOR OF KIND OF WHAT THOSE STEPS LOOK LIKE AS WE WORK OUR WAY THROUGH, UM, THROUGH THE SEARCH PROCESS.
AND THEN THE, THE INFORMATION WE PROVIDED THROUGH YOUR PURCHASING AND YOUR, YOUR, UH, HR DEPARTMENTS.
UH, AS I MENTIONED, OUR PROPOSAL WAS BASED ON THE, UM, TEXAS, UH, NORTH CENTRAL TEXAS COUNCIL OF GOVERNMENT, UH, MASTER AGREEMENT.
SO THAT HAS OUR STANDARD SEARCH COST, WHICH HAS A FIXED FEE OF, UM, 25 9 1 9, UH, THAT INCORPORATES, UH, UP TO $2,500 OF AD PLACEMENTS, UH, THAT WE JUST BILL.
AND, YOU KNOW, ONCE YOU'VE APPROVED WHERE YOU WANNA ADVERTISE 'EM, THOSE JUST FLOW THROUGH.
WE HANDLE THE PROCESSING OF ALL THAT TOGETHER.
UM, WE WE'RE NOT SURE THE, THE COUNCIL OF GOVERNMENT MASTER AGREEMENT DOES NOT INCORPORATE RECRUITER TRAVEL EXPENSES.
WE'VE ESTIMATED THAT BETWEEN 2000 AND $6,000.
I WOULD ANTICIPATE THAT BOTH MICHAEL AND I WOULD BE INVOLVED AT THE FRONT END OF THE PROCESS.
SO THERE'D BE TWO OF US DOWN THERE INITIALLY, BUT PROBABLY AS FOR THE SECOND MEETING, UM, WHEN THE ACTUAL ONSITE INTERVIEWS WOULD TAKE PLACE, IT WOULD PROBABLY JUST BE MICHAEL, BUT IF THEY WANTED BOTH OF US THERE, THAT WOULD HAVE SOME COST AS WELL.
SO WE PUT BETWEEN TWO AND $6,000 ON THAT.
AND THEN, UM, ANYBODY THAT GOES ENTIRELY THROUGH OUR PROCESS, UM, AND FOR WHATEVER REASON, IF THEY LEAVE WITHIN 12 MONTHS FOR WHATEVER REASON, UM, WE REDO THE SEARCH WITHOUT ANY PROFESSIONAL FEE.
UH, THERE'S STILL ADD-ON COSTS FOR RECRUITER TRAVEL AND ANY, UM, UH, PLACEMENTS FOR
[00:30:01]
A SECOND, UH, RESULT OF A, OF A SEARCH.UM, BUT OTHER THAN THAT, THE PROFESSIONAL FEE, WHICH IS THE BIGGEST SINGLE COMPONENT WOULD BE, UH, WOULD BE WAIVED FOR A SECOND SEARCH.
I WILL TELL YOU, I'VE DONE MOST OF 300 SEARCHES, UM, SINCE I'VE BEEN WITH SDR, I'VE ONLY HAD TO REDO TWO.
ONE PERSON DIED IN THE OFFICE.
ANOTHER WAS KIND OF A POST COVID, UH, TRANSITION.
SO OUR, OUR SUCCESS RATE'S PRETTY HIGH THERE AS WELL.
AND THE ONLY OTHER PIECE I WOULD HIGHLIGHT IS THE, UH, UNDER THE, UH, OUR, OUR AGREEMENTS THAT WHATEVER COSTS WOULD BE ASSOCIATED FOR YOUR FINAL CAN FOR TRAVEL TO PARTICIPATE IN AN ONSITE INTERVIEW PROCESS.
SO ANY TRAVEL LOGISTICS, HOTEL MEALS, THINGS LIKE THAT, THOSE ARE TYPICALLY, UM, DONE BY THE CANDIDATES THEMSELVES.
SOMETIMES THE CITY PLACES THE HOTEL RATE OF OR PLACES THE HOTEL, UH, RESERVATIONS TO AVOID SALES TAX ON IT.
AND THOSE ARE NORMALLY PASSED ON BACK TO THE CITY FOR REIMBURSEMENT AFTER THE FACT.
BUT THOSE WOULD BE ABOVE AND BEYOND THE NUMBERS THAT HAVE IDENTIFIED HERE.
SO, SO THAT'S A QUICK OVERVIEW OF KIND OF WHAT WE DO AND HOW WE DO IT, AND AS WELL AS SOME POTENTIAL DATES THAT, UH, WE GET EXECUTED THAT MICHAEL AND I COULD GET THINGS STARTED WITH YOU AT YOUR END.
SO I'LL STAND FOR QUESTIONS AND I CAN GO BACK TO ANY SLIDES AS NECESSARY IF, IF THERE'S QUESTIONS ABOUT ANY OF THE MATERIAL WE PRESENTED.
UH, I APPRECIATE THE PRESENTATION FOR THE COMMITTEE MEMBERS.
WE ARE WORKING ON GETTING A COPY OF THE PRESENTATION, UH, FOR Y'ALL'S REVIEW.
UH, JUST A LITTLE BIT OF BACKGROUND.
OBVIOUSLY WE ARE MOVING SWIFTLY THROUGH THIS, UH, THIS, UH, COMMITTEE RECOMMENDED, UH, SGR AND THE COUNCIL RATIFIED AND APPROVED THAT JUST YESTERDAY.
SO WE APPRECIATE Y'ALL BEING, UH, ON AND AVAILABLE FOR TODAY.
AND I'M GONNA TURN IT OVER TO ASSISTANT CITY MANAGER GIBSON.
UH, AND JUST REALLY MY FIRST QUESTION BEFORE YOU MAKE YOUR STATEMENT IS, HAVE WE HAD AN OPPORTUNITY TO EXECUTE THE CONTRACT YET, OR IS THAT SOMETHING THAT WE'RE STILL WORKING ON? WE'RE CURRENTLY STILL WORKING ON THE CONTRACT.
NINA, IF YOU WANT TO GIVE SOME ADDITIONAL FEEDBACK, THAT WOULD BE GREAT.
UH, YES, I, WE ARE, WE RECEIVED THE PROPOSAL ON MONDAY AND ARE DILIGENTLY WORKING TO GET IT DONE.
WE ANTICIPATE, UH, THE CONTRACT WILL BE COMPLETED ON ABOUT TWO WEEKS, AND THAT INCLUDES, YOU KNOW, MAKING SURE THAT IT IS ALIGNED WITH PROCUREMENT CITY THERE, HAVE A CHANCE TO LOOK AT IT.
AND, BUT WE UNDERSTAND THE, UH, URGENCY AND WE ARE WORKING TO GET IT DONE AS QUICKLY AS POSSIBLE ONCE THE CONTRACT IS SIGNED.
CHAIR AND I, I WANNA BE KIND OF EXPLICIT HERE BECAUSE THIS IS A VERY ODD PLACE FOR STAFF TO BE.
THIS IS A APPOINTED OFFICIAL THAT YOU GUYS ARE GOING TO HIRE, BUT THERE'S SOME ADMINISTRATIVE FUNCTIONS THAT WE TYPICALLY PERFORM FOR THE CITY, INCLUDING YOURSELVES.
AND SO IN A PROCESS LIKE THIS, WE WANNA MAKE SURE THAT WE KNOW WHAT THOSE GUARDRAILS ARE, MEANING TO SAY, AND I'LL GIVE SOME EXAMPLES FROM THE PRIOR INSPECTOR GENERAL PROCESS.
UH, WHEN THE RESUMES COME IN, I DON'T WANT THEM TO COME TO ME.
I KNOW NINA DOESN'T WANT THEM, WE DON'T WANT ANYTHING DISCLOSED TO US THAT WAS INTENDED FOR THE COMMITTEE.
HOWEVER, SGR HAS TO KNOW HOW TO GET THOSE DOCUMENTS THAT SHOULD BE EMBARGOED, AT LEAST FROM WHAT DIRECTION WE GET FROM THE COUNCIL, SHOULD BE EMBARGOED FROM STAFF, INCLUDING ANY DELIVERABLES THAT THEY HAVE ALONG THE WAY THAT WE HAVE TO PAY FOR.
THAT MAY BE INSTANCES WHERE WE'RE NOT REALLY SURE IF THEY HAVE PROVIDED A LIST OF CANDIDATES TO THINGS OF THAT NATURE, WHICH THEY MIGHT BE INVOICING ON CERTAIN INTERVALS.
SO I WOULD RECOMMEND THAT WE HAVE A KICKOFF MEETING THAT WOULD INCLUDE MAYOR PRO TEM, SGR, AND OUR HR STAFF TO MAKE SURE WE WALK THROUGH ALL THE MILESTONES AND THE DELIVERABLES AND THE PROCESS AND STAFF FOUND OUT AND, AND GOT GOOD DIRECTION ON WHERE ADMINISTRATIVELY THE GUARD WORLDS WE'RE AT, WHERE YOU GUYS WANT OUR SUPPORT, OUR INPUT, AND THINGS OF THAT NATURE SO THAT WE CAN BE BETTER PREPARED AND IT'LL BE A BETTER EXPERIENCE FOR SGR AS WELL.
AND SO I THINK THAT WOULD BE A BIG HELP.
AND THEN WE CAN THEN SIT THAT AND, AND LAY THAT OUT.
AND THEN AT THE NEXT, UH, COMMITTEE MEETING WHERE WE HAVE A DISCUSSION ABOUT THIS, WE CAN EVEN LAY OUT WHERE STAFF WILL BE ENGAGED AND WHERE WE WILL BE INVOLVED AND HOW WE WILL SUPPORT, UH, THE COMMITTEE HAVING A SUCCESSFUL IG SERVICE.
UH, AND SO YES, WE WILL DO THAT.
AND JUST THE WAY WE MET WITH, UH, NEXT GEN, UH, AND LET KNOW THAT, UH, PRISCILLA WOULD BE THE POINT OF CONTACT FOR MY OFFICE WILL DO THE SAME FOR THIS SCENARIO.
UH, AND SO BEFORE, UH, WE OPEN IT UP FOR QUESTIONS, I WANT TO, I DO WANT TO GO OVER THE TIMELINE, UM, AND I WANT TO PAY A LITTLE CLOSER ATTENTION TO IT.
WE DO GO IN IN SUMMER RECESS, UM, IN JUNE-ISH.
AND SO THAT'S GONNA BE A DOWN PERIOD.
SO I, I WOULD LIKE TO MOVE THINGS A LITTLE BIT, UH, UH, AHEAD OF TIME SO THAT WE ARE ABLE TO HOPEFULLY EXECUTE PRIOR TO SUMMER RECESS, BUT WE'LL PROVIDE THOSE STATES
[00:35:01]
OFFLINE.UM, AND SO THANK YOU FOR THE PIECE ON THE, THE TWO REQUIREMENTS.
THAT'S SOMETHING THAT IS, UH, CRITICAL, SOMETHING THAT WE HAVE TO GET RIGHT IN UNDERSTANDING THAT, UH, WHEN WE'RE TALKING ABOUT THE ATTORNEY, IT MUST BE A TEXAS LICENSED PRACTICING ATTORNEY.
AND THEN MY ONLY QUESTION FOR YOU IS HOW, AND ALSO THE CREDENTIALS FOR AN IG, HOW DO YOU VERIFY AND VET THAT THE, UH, DOCUMENTS ARE, ARE, UH, LEGITIMATE AND THAT THEY'RE, UH, IN GOOD STANDING? SURE.
I ASSUME THAT'S DIRECTED TO, TO US, CORRECT?
ALRIGHT, LET ME, LEMME GO BACK TO THIS STEP HERE.
SO, UM, IN RESPONSE, UM, JUST TO, TO CIRCLE BACK, WE OFTEN HAVE THAT TYPE OF KICKOFF MEETING.
SO CAN I INTERRUPT YOU FOR ONE SECOND? ARE YOU ABLE TO ENLARGE THAT SLIDE? IT'S LIKE A ONE POINT FONT ON OUR SCREEN, LIKE THE ENTIRE SLIDE IS THE SIZE OF YOUR HEAD.
SO IF IT'S POSSIBLE THAT LIKE MAYBE SECTION BY SECTION, LIKE MAYBE COLUMN ON THE COLUMN ON THE LEFT, YOU COULD ENLARGE AND THEN SCOOCH OVER TO THE SECOND COLUMN.
JUST NOT POSSIBLE TO, OKAY, GOTCHA.
YEAH, IT'S SHOWING UP AS FULL, FULL SCALE ON MY END.
BUT LET ME, UH, LET ME, YES, THANK YOU SO MUCH.
LEMME SEE IF I CAN, AND I THINK THAT'S WHY THE PROTO WAS GETTING A PRINTOUT FOR US.
ALL RIGHT, LET ME, LET ME GO TO TRY SOMETHING DIFFERENT HERE, DOUG.
THEY MAY BE ABLE TO DO IT THERE BECAUSE I WAS ABLE TO DO MINE.
MO I I WAS JUST GONNA GO TO THIS SLIDE AND JUST GO BIGGER, IF THAT MAKES SENSE, AND THEN I CAN MOVE IT AROUND AS NECESSARY.
DOES THAT, IS THAT HELPING? UH, WELL, I GOTTA REDO, OH, I GOTTA RESHARE IT.
SO IS THAT, IS THAT MAKE IT A LITTLE BIGGER? I'M, I'VE TAKEN IT OUT OF PRESENTATION MODE AND JUST KIND OF MOVED IT AROUND AS BEST I CAN.
IS THAT, THAT HELP IN THE MEANTIME? CAN, CAN, CAN THE PRESENTATION BE EMAILED? UH, THAT WAY WE CAN GO AHEAD AND, AND UH, GET THOSE PRINTOUTS? YEAH.
UM, I, UNFORTUNATELY I'M GONNA, IT'S HARD FOR ME TO, I HAVE TO CLOSE OUT OF THIS TO EMAIL IT
IF YOU BEAR WITH ME ONE SECOND, MAYBE IF I CAN WALK YOU THROUGH IT AND THEN IN BETWEEN SOME Q AND A I CAN COME OFF THE SHARING PART AND, AND GET IT SENT YOUR WAY.
UM, IF THAT, I APOLOGIZE ON THAT ONE.
CAN, CAN, CAN, CAN YOU SEE THIS BETTER? IS THAT, IS THAT BIGGER FONT FOR YOU? I CAN TRY TO MOVE THE SLIDE AROUND AS NECESSARY.
I DON'T, I'M NOT SURE WHAT YOU'RE SEEING ON YOUR END.
SO DOUG, IT WOULD BE PREFERABLE IF YOU WOULD GO AHEAD AND EMAIL IT TO US NOW.
JUST GIMME ONE SECOND, THEN LEMME GET OUTTA HERE AND LET'S DO IT THAT WAY.
WHEN GAY WAS HAVING THE SAME ISSUE AND THEN WE HAVE TO ADD, WELL, HE'S THE ONE THAT UNDERSTOOD COPY.
UM, WHO'S THE BEST PERSON FOR ME TO SEND THAT TO? I HAVE A TICKET NUMBER.
CORINA, IT'S ON YOUR, IT'S ON YOUR WAY.
IF YOU WANNA JUST GIMME A CONFIRMATION, I'LL BRING BACK THE SLIDE UP AGAIN AS THAT'S GOING.
THAT'S, THAT'S IN POWERPOINT FORMAT IN CASE YOU JUST WANTED TO SHOW IT THERE.
OR IF YOU WANTED TO MAKE A, YOU KNOW, IF THAT MAKES IT EASIER FOR THE COMMITTEE MEMBERS TO SEE AT YOUR END ABOUT THAT HE DID KNOW WHO WAS TOLD.
UM, SO IN THE MEANTIME, DOES, DOES THIS, DOES THIS EXPANDED VIEW HELP YOU IN THE MEANTIME, AS YOU'RE WAITING FOR THAT DOCUMENT, YOU HAVE TO RESHARE, OH, I'M SORRY.
SO ARE YOU SEEING THAT AS AN EXPANDED VIEW THAT MAYBE I CAN JUST MOVE THE SCREEN AROUND AS NECESSARY LIKE THIS TO WALK YOU THROUGH IT? NO, NO.
BUT, BUT JUST GO, GO AHEAD AND, AND WALK US THROUGH THE TIMELINE.
UM, SO LET ME GO BACK TO, UM, LET ME GO BACK TO THE, SO WOULD YOU LIKE THE SCHEDULE? I'M, I'M NOT SURE IF YOU'RE LOOKING AT YOU, YOU WANT ME TO WALK THROUGH THE ACTUAL SCHEDULE? NO, THAT, THAT'S NOT NECESSARY.
UM, WE, WE'RE, WE'RE GONNA SEND YOU OVER OUR, UH, UM, CITY CALENDAR THAT HAS OUR RECESS AND COUNCIL MEETINGS.
I THINK THAT WILL BE HELPFUL AND WE'LL, WE'LL, UH, TIE THOSE LOOSE ENDS TOGETHER.
[00:40:01]
THE O THE OTHER, UH, PART OF IT IS YOU ASKED, UM, WHAT OTHER PERSONNEL, UH, SHOULD BE PART OF THE, UH, CONDUCTION OF A SURVEY TO LOOK FOR QUALIFICATIONS.I WOULD SAY YOU'RE TALKING TO THEM RIGHT NOW.
UM, THE COMMITTEE OF THIS, UH, COMMITTEE IS OPEN FOR ALL COUNCIL MEMBERS TO PARTICIPATE.
AND SINCE THIS IS A DIRECT REPORT TO THE CITY COUNCIL, UM, IT SHOULD STAY JUST WITH CITY COUNCIL AND CITY COUNCIL.
WE WOULD, THE OTHER PIECE WE WOULD WANT TO PROBABLY, AS I, AS WE UNDERSTAND IT, THE POSITION IS HOUSED WITHIN THE CITY ATTORNEY'S OFFICE.
IS THAT A FAIR, IS THAT A FAIR UNDERSTANDING? UH, IT, IT, NO, AND WE, WE, AGAIN, AT THAT, I THINK TOM Z IT'S, IT'S, UH, AT THAT, UH, PRELIMINARY MEETING, I THINK WE CAN GO OVER THOSE AS WELL.
LET'S GO AHEAD AND OPEN IT UP, UH, TO COMMITTEE MEMBERS.
UH, ANY QUESTIONS FROM THE COMMITTEE MEMBERS? UH, CHAIR, UH, CHAIR MENDELSON? OKAY.
SO I'M GONNA ASK YOU A LITTLE BIT ABOUT THE TIMELINE.
SO IF, UM, YOU HAD THROWN OUT THE DATES MARCH 4TH AND THROUGH SIXTH, AND IF THAT WAS POSSIBLE TO GO FORWARD, I, I CAN'T SPEAK FOR ANYBODY'S CALENDARS, BUT IF THAT WAS THE CASE, AT WHAT POINT WOULD YOU BE ABLE TO SAY THIS IS GENERALLY THE TIMEFRAME WE EXPECT TO BE ABLE TO GIVE YOU A LIST OF QUALIFIED CANDIDATES? SURE.
SO I'M GONNA GO BACK, UH, I THINK THIS, AND I'M GONNA EXPAND THIS AS MUCH AS I CAN HERE TO MAKE IT AS BIG AS POSSIBLE HERE FOR YOU.
THIS WOULD BE THE SCHEDULE THAT, UM, SO LET'S ASSUME THAT WE'RE DOING IN MARCH IN THAT AREA.
I, WE WOULD ASSUME THAT WE WOULD, JUST FOR DISCUSSION PURPOSES, WE WOULD ASSUME THAT WE WOULD GO LIVE WITH A BROCHURE, UM, BY THE END OF MARCH.
UM, THAT COULD BE A LITTLE SOONER DEPENDING ON HOW QUICKLY WE CAN GET WITH EVERYBODY AT YOUR END AND EVERYBODY'S AVAILABILITY.
BUT FOR PURPOSES HERE, SO ASSUMING WE GO LIVE ON MARCH 23RD, THIS, THIS BECOMES SOMEWHAT SELF-EXECUTING.
WE TYPICALLY POST A POSITION FOR APPROXIMATELY 30 DAYS.
UM, AND SO THAT GETS US TO APPROXIMATELY THE END OF APRIL, APRIL 26TH UNDER THIS SCENARIO.
AND THEN WE WOULD HAVE, WE WOULD ANTICIPATE HAVING A QUALIFIED POOL BY THEN THAT WE WOULD THEN BE PRESENTING TO YOU IN THE FIRST PART OF MAY UNDER THIS SCENARIO.
SO THIS GIVES YOU ABOUT 30 DAYS PLUS A COUPLE EXTRA DAYS.
'CAUSE WHEN YOU LAUNCH THE JOB, IT ALWAYS TAKES A COUPLE DAYS FOR THE JOB BOARDS TO BE, YOU KNOW, UPDATE ALL THE INFORMATION AND THINGS OF THAT NATURE.
SO WE DON'T MAKE IT EXACTLY 30, IT'S ONLY 30 PLUS A FEW.
SO WE, UNDER THIS SCENARIO THAT WOULD, WE'D BE MEETING WITH YOU, UH, FIRST PART OF MAY, UH, SUBJECT TO YOUR AVAILABILITY AS A COMMITTEE, UM, TO PRESENT THOSE CANDIDATES IN REVIEW.
NOW, IN THAT 30 DAY WINDOW, WE'LL BE IN TOUCH WITH YOU TO LET YOU KNOW IF WE'RE ENCOUNTERING ANY DIFFICULTIES.
WE'LL GIVE YOU REGULAR UPDATES OF HERE'S HOW MANY CANDIDATES WE'VE RECEIVED AND WHAT THEIR DEMOGRAPHICS, WHAT THE STATES ARE, AND HOW WE THINK THE CANDIDATE POOL IS EVOLVING.
SO EVEN THOUGH WE'RE OUTTA YOUR HAIR, YOU'LL, UH, YOU'LL RECEIVE UPDATES FROM US TO BE AWARE OF HOW THE PROCESS IS GOING.
ONE OF THE THINGS YOU MENTIONED IS IF WE WOULD BE INTERESTED IN HAVING A DISC ASSESSMENT MM-HMM
AND I'M NOT AWARE THAT THE CITY HAS USED THAT TOOL I HAVE PREVIOUSLY, UM, IN HIRING.
AND I'M WONDERING HOW YOU THINK CANDIDATES WOULD, UM, VIEW US DOING THAT IF THEY'D BE RECEPTIVE OR IF THAT WOULD BE OFF-PUTTING, UM, BECAUSE THAT MAY BE VERY HELPFUL FOR OUR GROUP.
SO, UM, AS YOU'LL SEE THAT LATER, TYPICALLY YOU WAIT TILL YOU GET TO YOUR FINALIST LEVEL.
SO YOU'RE NOT DOING THAT ON EVERYBODY.
YOU'RE NOW DOWN TO YOUR THREE OR FIVE FOLKS.
WE, SDR IS TRADITIONALLY USED TWO DIFFERENT TYPES OF ASSESSMENTS.
THEY ARE OPTIONAL, THEY'RE NOT REQUIRED.
SO IT'S A, IT'S A SUPPLEMENTAL SERVICE.
UM, WE, MANY OF MY ORGANIZATIONS DO, UH, THAT I DO SEARCHES FOR, DO A DISC ASSESSMENT.
THERE'S NO ONE RIGHT ANSWER OR WRONG ANSWER TO THAT.
IT'S THE DISC IS A, IT'S A PERSONALITY ASSESSMENT.
UM, AND THE CANDIDATE DOES THAT ONLINE.
IT TAKES ABOUT 10 OR 15 MINUTES TO DO IT.
THEY GET A COPY OF THE REPORT.
WE OBVIOUSLY SHARE A COPY OF THAT REPORT AS WELL AS THE, A GROUP REPORT OF ALL OF YOUR SEMI OR ALL OF YOUR FINALISTS.
YOU CAN KIND OF COMPARE, YOU KNOW, THE DIFFERENT CANDIDATES AS YOU ARE EVALUATING THEM DURING THE ONSITE INTERVIEWS.
UM, AS I SAY, THERE'S NO RIGHT OR WRONG ANSWER LIST.
IF THEY ANSWER THEIR QUESTIONS, YOU KNOW, PRETTY APPROPRIATELY AND RESPONSIVE, UH, IT GIVES YOU AND YOUR, AND THEM A CHANCE TO KIND OF EVALUATE, UM, YOU KNOW, WHAT THE SKILL SETS THEY BRING AND THE STYLE THAT THEY BRING.
SO IT'S MORE OF A SOFT SKILL, SOFT SKILL THAN A HARD SKILL.
UM, AND THEN, AS I SAY, WE DO THAT FOR ALL OF OUR, ALL THE CANDIDATES.
IF, IF YOU'RE DOING IT FOR ONE, YOU DO 'EM FOR ALL AND THEN THEY INDIVIDUALLY GET A GROUP, UH, INDIVIDUAL REPORT.
AND THEN WE DO A GROUP REPORT, JUST SO YOU CAN COMPARE AND CONTRAST THE DIFFERENT CANDIDATES.
UM, WHAT I HAVE FOUND MY CLIENTS TO DO IS AS THEY'RE EVALUATING THE CANDIDATES, THEY'RE, THEY'RE, THEY'RE LOOKING AT THEIR DISC ASSESSMENT RELATIVE TO EVERYTHING THAT THEY'VE SEEN AND HOW THEY CARRY THEMSELVES,
[00:45:01]
HOW THEY COMMUNICATE TO VERIFY THAT THEY'RE COMFORTABLE WITH THAT, WITH THAT PERSON.AND THEY ARE WHO THEY ARE, SO TO SPEAK IN THAT REGARD.
SO IT IS SOMETHING, I'D PROBABLY SAY IN MAYBE 50% OF THE SEARCHES I DO, IT'S DONE.
WE HAVE ANOTHER ASSESSMENT TOOL CALLED IOP.
IT'S A LITTLE MORE, UH, THEORETICAL AND IT'S NOT PERSONALITY BASED.
IT'S CALLED INPUT OUTPUT PROCESSING TEMPLATE.
AND IT IS HOW INDIVIDUALS PREDOMINANTLY, UM, PROCESS INFORMATION.
WE'VE ALL MET PEOPLE THAT IF YOU GO INTO GREAT LEVEL WITH DETAILS, THEY GO NUTS.
THEY JUST WANT THE HIGH LEVEL OF INFORMATION.
WE HAVE OTHER PEOPLE THAT WANNA KNOW ALL THOSE GRANULAR DETAILS.
SOME PEOPLE ARE REALLY GOOD WITH GRASPING CONCEPTS.
OTHERS WANT TO MAKE SURE WHAT THE RULES AND RESPONSIBILITIES ARE.
AND EVERYBODY HAS CAPACITY IN THESE FOUR DIFFERENT STYLES.
AND SO IOP IS ANOTHER ASSESSMENT WE DO.
I DON'T TYPICALLY DO THOSE IF WE'VE NOT HAD THAT RELATIONSHIP WITH A CLIENT WHERE WE'VE DONE IOP ASSESSMENTS AND, AND TRAINING, UM, FOR, UH, A NUMBER OF, OF, UM, UH, DEPARTMENT HEADS OR COUNCILS.
WHEN I DO GOVERNANCE RETREATS, WE OFTEN USE IOPS FOR THERE BECAUSE IT, IT, IT, IT IS A MUCH MORE DETAILED MODEL AND IT'S ONCE AGAIN, INFORMATION PROCESSING VERSUS, UH, PERSONALITY.
BUT THOSE ARE THE TWO WE NORMALLY USE.
AND THOSE CLIENTS THAT I DO A LOT OF GOVERNANCE WORK OR IF I'VE DONE A LOT OF, UH, ORGANIZATIONAL DEVELOPMENT WORK AND THEY USE IOP, I HAVE CLIENTS THAT WILL, ALL THEIR CANDIDATES WILL TAKE THE IOP BECAUSE THEY'RE FAMILIAR WITH IT.
THEY KNOW WHAT EVERYBODY'S IOP STYLES ARE THAT THEY'RE GONNA BE WORKING WITH, AND IT'S EASIER TO ADDRESS.
UM, I'VE NOT HAD A CANDIDATE THAT EVER, IT'S NOT, AS I SAID, THERE'S NO RIGHT OR WRONG ANSWER.
IT JUST SIMPLY IS HOW YOU EITHER PROCESS INFORMATION OR THE PERSONALITY THAT YOU INHERENTLY CONVEY AS, AS YOU WORK AROUND, YOU KNOW, YOUR POSITION.
SO I'VE NEVER HAD A CANDIDATE BE CONCERNED ABOUT IT, UM, BECAUSE IT'S NOT A PASS FAIL, IT JUST IS WHO YOU ARE.
RIGHT? WELL, I, I WILL SAY THAT, UM, IT, IT'S BEEN VERY INTERESTING TO WATCH WHEN THE FULL COUNCIL IS HIRING A DIRECT REPORT.
UM, AND WE'VE ACTUALLY DONE THAT FOR A NUMBER OF POSITIONS.
THE THE LEVEL OF QUESTION IS VERY HIGH, AND YOU KNOW, YET THE PERFORMANCE WE'RE EXPECTING IS VERY SPECIFIC
AND, YOU KNOW, MAKING A GROUP DECISION, FRANKLY, OF POLITICIANS IS VERY DIFFICULT FOR HIRING.
AND SO I WONDER IF YOU, UM, HAVE ANY OTHER TOOLS BESIDES PERHAPS DIS AND, AND THE ONE THAT YOU JUST SPOKE OF THAT YOU WOULD RECOMMEND TO US.
UM, AND, AND DOUG, IF YOU CAN DO ME A FAVOR, UH, IF YOU CAN JUST BE AS CONCISE AS A POSSIBLE, UH, SO THAT WE CAN, THIS IS AN IMPORTANT ITEM, BUT WE ALSO HAVE A FEW MORE AGENDA ITEMS. SO IF YOU CAN JUST ANSWER THE QUESTION AND BE AS CONCISE AS POSSIBLE, I'D APPRECIATE IT.
UM, IN RESPONSE TO THE QUESTION, UH, WE HAVE HAD SOME CITIES, ALTHOUGH WE DON'T TYPICALLY ADMINISTER THEM, SOME CITIES HAVE USED, UM, UH, TEAM ANALYSIS AND SOME OTHER DEVICE, YOU KNOW, IF YOUR ORGANIZATION USES A PARTICULAR INSTRUMENT, AND WE DON'T NECESSARILY USE IT OURSELVES.
UM, WE'VE HAD SOME OF MY CLIENTS THAT HAVE USED STUFF THAT THEY HAVE DONE ON THEIR OWN FOR OTHER HIRES.
UM, SO I DUNNO IF THAT
MYERS-BRIGGS IS ANOTHER ONE THAT SOMETIMES WOULD BE USED.
UM, AND JUST THE OTHER PIECE OF THE, WHAT WE TRY TO DO, AND WHEN THE MEMBER RAISED A QUESTION ABOUT GROUP DYNAMICS WITH ELECTED OFFICIALS AND EVERYBODY HAVING DIFFERENT PERCEPTIONS, UH, WE TYPICALLY ARE INVOLVED IN ALL THESE INTERVIEW PROCESSES.
WE'RE HELP THEY TO GUIDE YOU AND BE AN ADVISOR.
WE'RE NOT HERE TO HELP YOU MAKE A SELECTION, BUT IF WE SEE THAT THERE'S, UM, WIDE DISSENT, DIVERGENCES OF THOUGHTS AND OPINIONS ABOUT A CANDIDATE, WE MAY, UH, PROVIDE, UH, SOME INSIGHT AND ASSISTANCE TO THE GOVERNING BODY AS THEY'RE WORKING THROUGH THAT PROCESS.
WE'RE HIRING CITY MANAGERS, FOR EXAMPLE, AND THERE'S DIFFERENT THOUGHTS AND OPINIONS AND WE TRY TO, TO, UH, FACILITATE THOSE TO GET THEM TO LAND ON ONE SPOT, ON A GIVE CANDIDATE.
UM, AND SO MY LAST QUESTION IS, UM, SIMPLY THAT AGAIN, IF WE WENT WITH THAT MARCH 4TH THROUGH SIXTH INPUT MEETING, AND THEN YOU WERE ABLE TO BRING BACK A LIST THE WEEK OF APRIL 26TH, DO YOU THINK IT'S REALISTIC THAT WE COULD WORK THROUGH A PROCESS WHERE WE'D BE ABLE TO MAKE AN OFFER BY THE END OF JUNE? YES.
UH, THIS SCHEDULE, THIS SCHEDULE WILL GENERALLY WORK, AS I SAY, IT BECOMES SELF-EXECUTING ONCE WE'RE IN A GO MODE, UM, WE CAN SPEED SOME THINGS UP.
WE CAN SLOW SOME THINGS DOWN, UH, AS WELL.
BASED ON YOUR EFFORT, CAN YOU TELL ME WHEN IN JUNE THE COUNCIL TAKES THE RECESS, THAT WOULD BE HELPFUL TO KNOW.
DO YOU KNOW THOSE DATES OR WHEN YOU'D BE, WHEN YOU'D BE OFF? GENERALLY THE END OF, GENERALLY THE RECESS IS JULY.
SO YOU, YOU'RE THERE THROUGH JUNE.
I I THINK THE SCHEDULE WE'VE GOT HERE WILL WORK AND GET YOU THERE TO GET YOU TO A DECISION MAKING
[00:50:01]
BEFORE YOU'RE ON RECESS.UM, WE CAN JUGGLE THESE A LITTLE BIT.
UM, SOMETIMES WE CAN SHORTEN, INSTEAD OF HAVING 30 DAYS, IT CAN BE A LITTLE SHORTER, BUT WE, WE POTENTIALLY LOSE SOME, SOME CANDIDATES THAT WE WOULD OTHERWISE WOULD GET.
UM, WE CAN ALSO SHORTEN THE TIMETABLE IF NECESSARY ON REPORTING THEIR QUESTIONNAIRE RESPONSES AND VIDEO INTERVIEWS.
BUT THE DOWNSIDE IS IF YOU, MOST OF THESE CANDIDATES ARE GOING TO BE LIKELY CURRENTLY FULLY EMPLOYED.
AND IF YOU MAKE THAT TOO SHORT, UH, WE MIGHT LOSE SOME FOLKS.
SO WE NORMALLY GIVE THEM ABOUT, YOU KNOW, 10 OR 11 DAYS, UH, TO, TO COMPLETE THEIR HOMEWORK.
AND IF WE SHORTEN THAT TOO TIGHTLY, THEY'LL JUST SAY, HEY, I'M INTERESTED, BUT I, I DON'T HAVE THE TIME TO DO IT.
SO THERE'S SOME, THERE'S PROS AND CONS TO MAKING ADJUSTMENTS AND KIND OF THE SCHEDULES MAIL PRO TIM, AT THE KICKOFF MEETING THAT WE'RE GONNA HAVE.
WE CAN WALK BACK THROUGH THIS TIMELINE, WE CAN MEET THE DEADLINE THAT MS. MENDELSON AND THE OTHER COUNCIL MEMBERS HERE WANT, AND THEN WE CAN PROVIDE THAT FEEDBACK BACK TO THIS COMMITTEE AND EVEN THE FULL COUNCIL FOR THAT MATTER, YOU WOULD LIKE TO, SO EVERYBODY CAN SEE ALL THE MILESTONES WHEN WE EXPECT TO ACHIEVE THEM OR THE OTHER COUNCIL MEMBER'S INVOLVEMENT TO THE, HAVE THEM BE INVOLVED.
WE CAN OUTLINE ALL THAT IN MEMORANDUM.
WELL, MAYOR PROTO, ACTUALLY THE, ONE OF THE REASONS I WAS ASKING THIS, AND I'M GLAD TO HEAR THAT HE THINKS IT'S POSSIBLE TO GET IT DONE BEFORE THE END OF JUNE, IS THAT IF YOU CAN SET DATES AS THE ASSISTANT CITY MANAGER HAS SAID, UM, PERHAPS COUNCIL MEMBERS WHO ARE PLANNING TRIPS IN JULY WON'T PLAN THEM FOR THE END OF JUNE.
YOU KNOW, OUR, OUR LAST COUNCIL MEETING, THERE'S STILL A COUPLE DAYS AFTER THAT.
AND IF THEY WOULD LIKE TO BE PRO, UH, PART OF THE PROCESS TO LET PEOPLE KNOW AS SOON AS POSSIBLE THAT THEY MIGHT MISS THAT OPPORTUNITY.
AND THE LAST THING I'LL JUST SAY, DOUG, IS THAT THIS IS ACTUALLY A FABULOUS OPPORTUNITY FOR AN IG AND I REALLY HOPE THAT ALTHOUGH WE HAD, YOU KNOW, SOME MISSTEPS ALONG THE WAY, THAT YOU'LL BE ABLE TO HIGHLIGHT WHAT AN INCREDIBLE CAREER OPPORTUNITY THIS IS IN DALLAS.
UM, WE, WE NEED THIS POSITION AND THIS CAN BE REALLY A HIGHLIGHT HALLMARK OF SOMEBODY'S CAREER AND SERVICE.
AND I HOPE THAT YOU'LL, UM, HELP SHARE HOW EXCITING THIS OPPORTUNITY TRULY IS.
COUNCIL MEMBER, WE'RE, WE'RE HERE TO BEST REPRESENT YOU AS BEST AS WE CAN AND WE'LL PROMOTE IT AS, AS WIDELY AS POSSIBLE.
UM, AND THEN, UM, AS WE, UH, PREPARE THE BROCHURE, IF WE CAN MAKE SURE THAT WE GET THAT INTERNALLY BEFORE IT GETS PUBLISHED.
UM, URGENT COUNCIL MEMBER WILLIS, THANK YOU SO MUCH FOR LETTING ME JOIN YOUR COMMITTEE TODAY.
I'M NOT A MEMBER OF THE ADMIN AD HOC, BUT UM, JUST WAS LISTENING IN PIECES OF THE MEETING BEFORE I CAME DOWN HERE.
SO IF I MISSED SOME OF THIS, I APOLOGIZE.
I HEARD REFERENCE TO HR FIREWALLS OR DIVIDING LINES ABOUT HOW INVOLVED HR AND STAFF SHOULD BE.
I KNOW WE HAD CONCERNS AROUND THAT IN THE CITY MANAGER PROCESS BECAUSE YOU ALL WORK FOR THE CITY MANAGER.
UM, I DON'T THINK THE FIREWALLS SERVED US WELL IN THE PAST.
AND SO I WOULD SAY THAT THIS IS YOUR AREA OF EXPERTISE AND THAT WE VERY MUCH NEED SOME OVERSIGHT.
SO I WOULD ASK THAT, UM, AS THIS, UH, POSITION IS AN APPOINTEE, UH, TO THE CITY COUNCIL, THAT, THAT, THAT BE RESPECTED AND THAT WE USE THAT APPROPRIATELY.
I THINK IT'S VERY NECESSARY IN THIS PROCESS TO BE ANOTHER CHECKPOINT SO THAT WE DON'T HAVE ANY MISSTEPS.
UM, I WOULD ASK THAT IN LOOKING AT THE TIMELINE AND SORRY, I TOOK A PICTURE OF IT ON MY SCREEN, SO I'D LOVE TO HAVE A PRINT OUT OF HIM.
UM, BUT OUR, OUR, UH, I DON'T KNOW IF WE'VE ADDRESSED THE COUNCIL RECESS THAT HAPPENS IN MARCH, WHICH IS MARCH 15.
DID YOU THAT 29TH AND HOW WE CAN MAXIMIZE THAT COUNCIL DOWNTIME, UH, TO HAVE THE PROCESS WORKING? YES.
SO SOME OF WHAT I'VE SEEN, I MEAN, I DON'T KNOW IF IT'S A MATTER OF GETTING, I MEAN, IT'S TALKING ABOUT HAVING THE BROCHURE FINALIZED MARCH 23RD.
WELL, I WOULD LOVE IT IF WE COULD GET THAT FINALIZED A LOT SOONER SO THAT WHILE WE ARE, YOU KNOW, OUT, UM, THAT THAT'S, THAT'S POSTED AND WORKING IN OUR FAVOR SO THAT WE'RE, YOU KNOW, UM, PEOPLE ARE LOOKING AT THIS OPPORTUNITY.
AND I COMPLETELY AGREE THAT THIS IS INCREDIBLE OPPORTUNITY FOR SOMEONE TO CONTINUE TO CRAFT THIS OFFICE AND THE DIRECTION THAT IT TAKES.
SO, UH, WE'VE HAD A BROCHURE BEFORE, UH, TO DIRECTOR ARIA'S POINT, UH, I THINK RAISED ABOUT HOW THERE ARE SOME CHANGES THAT NEED TO BE MADE BECAUSE AS WE WORK THROUGH, I KNOW ON THE GENERAL INVESTIGATING AND ETHICS SIDE HOW THAT ROLE, THIS ROLE WORKS WITH THE CITY AUDITOR, WITH THE CITY ATTORNEY, WE MAY NEED
[00:55:01]
TO UPDATE BECAUSE OF SOME EVOLUTIONS IN HOW THAT IS TAKING PLACE AND HOW YOU HAVE TO BE ABLE TO HAVE A COLLABORATIVE RELATIONSHIP WITH THOSE OTHER COUNCIL APPOINTED, UH, UH, STAFF MEMBERS.SO I WOULD, I WOULD HOPE THAT WE COULD GET TO THE BROCHURE ASPECT AND GET THIS UP AND RUNNING FASTER SO THAT IT'S WORKING WHILE WE'RE OUT SO WE CAN REALLY HIT THE GROUND RUNNING WHEN WE COME BACK.
UM, AND TO THE OTHER POINT ABOUT THE COUNCIL MEETINGS, OUR LAST COUNCIL MEETING IS JUNE 24TH, UM, BEFORE THE JULY RECESS.
AND SO ACTUALLY THAT IS A FEW DAYS, AND I KNOW SOME PEOPLE DO MAKE PLANS FOR THE DAY AFTER TO LEAVE TOWN.
AND SO I THINK IF WE WERE ABLE TO SAY THAT, YOU KNOW, YOU NEED TO STICK AROUND THURSDAY OR FRIDAY BECAUSE THAT'S WHEN THIS IS GOING TO HAPPEN, UM, THAT WOULD BE AN IMPORTANT PIECE OF INFORMATION TO HAVE THE MOST ROBUST REPRESENTATION OF COUNCIL MEMBERS.
AND THEN FINALLY, SOMETHING I KEEP HEARING ABOUT AND I JUST WANNA BRING UP IS I'M HEARING LICENSED ATTORNEY, WHICH IS, I BELIEVE IS WHAT THE LANGUAGE STATES AND THEN TEXAS LICENSED ATTORNEY KEEPS CREEPING IN.
AND SO I WOULD LIKE TO SEE US CAST A WIDE OF AN NET AS WIDE OF AN NET AS POSSIBLE AND GET AS MANY INTERESTED PARTIES WHO ARE QUALIFIED UNDER WHAT IS PUBLISHED TO RESPOND AND LET ANY DECISIONS ABOUT TEXAS LICENSED ATTORNEY HAPPEN IN THE DECISION MAKING PROCESS AS WE REVIEW CANDIDATES.
BECAUSE I UNDERSTAND THAT IF SOMEONE IS NOT LICENSED IN TEXAS, THEY WOULD, YOU KNOW, WE WOULD NEED THEM TO MORE THAN LIKELY NEED THEM TO UNDERTAKE THAT TO BE ABLE TO SUPERVISE ATTORNEYS.
UM, HOWEVER, THAT'S A PROCESS THAT SOMEONE MAY WISH TO APPLY FOR THIS JOB AND THEN PURSUE THAT LICENSE.
AND SO I WOULD HATE TO SAY THAT WE'RE, OUR, OUR POOL IS ONLY THE STATE OF TEXAS OR PEOPLE WHO ARE LICENSED IN THE STATE OF TEXAS.
UH, GIVEN WHAT'S GONE ON WITH, UM, INSPECTORS GENERAL ACROSS THE COUNTRY, I MEAN, WE SAW IN OUR LAST CANDIDATE POOL, I MEAN, THERE ARE A LOT OF PEOPLE OUT THERE WHO COULD BE GOOD CANDIDATES.
UH, AND I JUST DON'T WANNA EXCLUDE US AT THE ONSET FROM HAVING THAT WIDE POOL.
I'D RATHER HAVE US USE THAT LATER IN THE PROCESS TO NARROW THINGS DOWN.
OR PERHAPS, UM, AT SGR YOU ALL, YOU KNOW, WOULD WANT TO RANK, UH, CANDIDATES THAT WAY TOO.
SO I DON'T KNOW IF I NEED TO SAY ANYTHING FURTHER ABOUT THAT IF WE'RE GOOD FROM THE CITY ATTORNEY'S OFFICE WITH THAT.
UM, BUT I, I'M NOT SURE HOW OTHERS FEEL, BUT I WOULDN'T WANNA TURN SOMEONE AWAY WHO COULD BE A GREAT CANDIDATE FOR DALLAS, UM, OVER AN ISSUE THAT MIGHT BE ABLE TO BE RESOLVED BETWEEN THE TIME THEY ARE, UM, HIRED AND A GIVEN PERIOD OF TIME WHEN WE WOULD NEED TO HAVE THAT LICENSE.
I DO WANNA FOLLOW THE GUIDANCE OF OUR, OF OUR LEGAL COUNSEL ON THIS.
UH, I I AM, IT'S PRETTY STRAIGHTFORWARD TO ME THAT IT NEEDS TO BE A TEXAS LICENSED ATTORNEY.
IF THAT'S WRONG, UH, POLICE CORRECT US.
THAT'S SOMETHING, YOU KNOW, LET'S, I THINK, I THINK WE CAN DO THAT IN THE NEXT FEW DAYS AND, AND VERIFY THAT.
UH, BUT I DON'T WANT TO GO, I DON'T WANNA PUBLISH SOMETHING AND THEN COME BACK AND TELL CANDIDATES, NO, YOU'RE NO LONGER, UM, MEET THE, THE CRITERIA.
SO DEFINITELY WHAT WE'LL LOOK INTO THE POSSIBILITY OF EXPANDING IT OUTSIDE OF, UH, TEXAS, UH, UH, PRACTICING ATTORNEY.
UH, BUT LET'S MAKE SURE THAT WE'RE GOING BACK BECAUSE THIS GOT CREATED, UH, BACK THROUGH A SERIES OF CONVERSATIONS IN A SERIES OF, OF APPROVAL.
SO LET'S JUST VERIFY WHETHER IT DOES OR DOESN'T HAVE TO BE A TEXAS LICENSE ATTORNEY.
IF I CAN COME BACK TO THE FLOOR.
I MEAN, THE POINT I'M MAKING, I KNOW THAT THERE'S DISCUSSION THAT TODAY IS ABOUT DISCUSSION AND THAT THERE ARE DETAILS TO BE IRONED OUT.
SO WHAT I WOULD LEAVE YOU WITH IS THAT I WOULD LOVE TO KEEP THAT NET WIDE, AND I DON'T KNOW THAT WE'VE GOTTEN ANY KIND OF WRITTEN ADVISORY ON THAT OPINION.
AND SO THAT IS SOMETHING THAT COULD BE WORKED THROUGH IN THIS.
BUT I JUST WANTED TO BE SURE WE ARE NOT LOSING THE OPPORTUNITY AT SOMEONE WHO COULD WITH TAKING THAT STEP TO BECOME LICENSED IN TEXAS, UH, THAT WE WOULD OTHERWISE LOSE.
UH, ANYONE FOR ROUND TWO? ALL RIGHT.
SO, UH, DELIVERABLES FOR US, UH, A CM GIBSON.
LET, LET'S GET THAT MEETING SCHEDULED AS SOON AS POSSIBLE SO WE CAN IRON OUT THE CRITERIA AND PROVIDE THE MASTER CALENDAR FOR, UH, THE CITY COUNCIL TO, UH, THE CONSULTANT.
ARE WE READY TO GO BACK TO, UM, BRIEFING ITEM A,
[01:00:04]
LAUREN, CAN YOU COME OFF OF MUTE? OH, JUST, JUST AS A, JUST AS A CLOSURE, ARE YOU, ARE YOU WRAPPED UP WITH US THAT WE'RE, IT SOUNDS LIKE WE'RE TRYING TO GET TOWARDS THE MARCH 4TH THROUGH THE SIXTH DATES, AND THEN WE'LL, UH, WE CAN COORDINATE WITH STAFF TO AT LEAST GET THAT IN PLAY.IS THAT A FAIR STATEMENT? SO DOUG STAFF WILL REACH OUT TO YOU.
I'LL, WE'LL REACH OUT TO YOU, DOUG, SIR.
ALRIGHT, YOU'RE ALL SET WITH US THEN WE CAN CUT LOOSE.
NINA, YOU WANNA INTRODUCE LAPORE? CAN WE DO A MIC CHECK REAL FAST WITH YOU, PLEASE? CAN YOU HEAR US? CAN YOU, CAN YOU TURN YOUR VOLUME ON SO WE CAN HEAR YOU? I'M SORRY, BUT WE CAN'T HEAR YOU.
I SEE YOU SPEAKING, BUT WE STILL CAN'T HEAR YOU.
UH, LET'S TAKE A QUICK RECESS AND WE WILL BE RIGHT BACK.
CAN YOU HEAR ME NOW? YES, WE CAN HEAR YOU NOW.
SO LET'S GO AHEAD AND, AND TEST IT BEFORE WE GO BACK.
YEAH, YOU STAY, YOU STAY THERE.
LET'S GO AHEAD AND TEST IT WHILE, YOU KNOW, THEY COME BACK FROM BRIS.
ARE, ARE YOU ABLE TO SHOW YOUR PRESENTATION? PERFECT.
WELL, THAT'S NOT MY SHARE, BUT I CAN SHARE IF YOU LIKE.
YEAH, BECAUSE I CAN ABBREVIATE IT IF, UM, THAT WOULD BE EASIER.
WOULD YOU LIKE ME TO SHARE NOW? UH, NO, I THINK, I THINK IT WORKS AS IT IS.
'CAUSE SHE HAS, SHE'S SHARING, I THINK KARINA IS SHARING IT.
OH, YOU'RE NOT SHARING IT? NO, SHE, I THINK SHE'S SHARING THE COPY THAT I SENT BECAUSE SHE
AND SO AM I GONNA JUST DIRECT HER HOW TO GO THROUGH IT BECAUSE THAT WOULD, UM, YES, WE'RE ABLE TO SEE IT.
WELL, SO THAT WORKS AS LONG AS YOU ARE ABLE TO FOLLOW.
AND I CAN JUST TELL IF WHAT PAGES TO JUMP TO BECAUSE THAT YES.
'CAUSE IT'S LIKE THE OVERALL KICKOFF STYLE THAT IT WAS WHEN WE MET ABOUT A MONTH AGO.
AND SO THEY, THEY WENT ON RECESS.
IT, THEY WILL, SHOULD BE BACK IN FIVE, 10 MINUTES.
AND THEN WE'LL GO AHEAD AND RESUME.
THE TIME IS 1111 AND WE'RE BACK IN RECESS.
I MEAN, SORRY, I'M BACK TO, UH, SESSION.
NINA ARIAS, DIRECTOR OF HUMAN RESOURCES AND WITH US, UH, RA
SO WITH THAT, I WOULD LET RA UH, TURN, LEARN THAT PRESENTATION AND SPEAK TO US ABOUT IT.
UM, I NOTICED THE PRESENTATION WAS SHOWING, DO YOU WANT ME TO SHARE OR WOULD YOU LIKE TO DISPLAY? WHAT DO YOU PREFER? OH, IS SHARING NOW.
SO WHAT I WANTED TO DO IS, IS WALK YOU THROUGH, I KNOW YOU ALL ARE FAMILIAR WITH THE PROJECT.
UM, IF YOU COULD, UM, GO TO PAGE THREE, DON'T MIND.
SO, UM, THE PURPOSE, UH, YES, THAT SLIDE IS PERFECT.
UM, SO THE, THE PURPOSE THAT I UNDERSTAND OF TODAY, AND PLEASE, UM, TELL ME IF I'M MISSING ANYTHING, IS TO,
[01:05:01]
YOU KNOW, JUST RECONFIRM THE SCOPE, UM, AS WELL AS, UH, CONFIRM THE TIMING AS OF, OF NOW WHERE WE ARE IN THE PROJECT, UH, SPECIFICALLY LOOKING AT, UM, THE TIMING ESPECIALLY OF, OF PHASE ZERO, WHAT WE CALL PHASE ZERO, WHICH, UM, I'M ASSUMING IS COMPLETE, BUT JUST WANT THAT CONFIRMATION FROM YOU ALL AND THEN GOING ON TO PHASE ONE.UM, AND THEN ALSO TO SHARE THE OVERALL PROJECT TIMELINE, UH, AND JUST CLARIFY IF THERE IS ANYTHING THAT YOU FEEL NEEDS TO BE ADDED TO THAT, UM, OR IF YOU FEEL LIKE EVERYTHING IS APPROPRIATE THERE AS WELL.
SO WANT TO SHARE THOSE ITEMS WITH YOU.
AND THEN ALSO CONFIRM, UM, THE INPUTS, CLARIFY THE INPUTS THAT I WILL, UM, STILL NEED FROM THE CITY IN ORDER TO, UM, PROCEED WITH MY TEAM TO MOVE FORWARD WITH THE PROJECT.
UM, SO YOU CAN GO ON TO THE NEXT SLIDE.
AND SO HERE, YOU KNOW, THIS IS JUST, AGAIN, CONFIRMATION OF WHAT WE ARE PREPARING, AND THAT IS PERFORMANCE EVALUATION ON THE PROCESS, AS WELL AS, UM, FACILITATING THE PROCESS FOR THIS YEAR, SPECIFICALLY FOR THE FIVE DESIGNATED ROLES THAT WERE REQUESTED.
UM, THEY ARE LATER LISTED IN THIS DECK, CITY MANAGER, CITY, CITY SECRETARY, UM, AND THEN IN THE LAST MEETING, CITY, UM, INSPECTOR GENERAL AS WELL AS A QUESTION MARK ON WHETHER OR NOT TO ADD ADMIN, THE ADMINISTRATIVE JUDGE.
AND SO THOSE ARE ITEMS AS WELL THAT WOULD, WE WOULD LIKE CLARIFICATION ON AS FAR AS THOSE FINAL ROLES SINCE THERE WAS A QUESTION OF THAT, UH, WHEN WE MET, UH, UM, ONE MONTH AGO.
AND SO NOW I'D LIKE TO WALK THROUGH THE TIMELINE AND FEEL FREE TO ASK ANY QUESTIONS, UM, YOU KNOW, AS I'M GOING THROUGH OR AT THE END, WHATEVER IT'S PREFERRED.
UM, SO WITH THAT PHASE ZERO PIECE IS REALLY THE FOCUS IS TO CONFIRM THE SCOPE AND THE CADENCE, UH, AND, UM, THE GOVERNANCE AS WELL AS THE COMMUNICATION PROTOCOLS, FOR EXAMPLE, HOW OFTEN, UM, WE WOULD PROVIDE UPDATES AND TO ALIGN ON WHAT THOSE MILESTONES ARE.
UM, I DID HAVE THE PLEASURE OF MEETING WITH, UH, COUNCIL ME MEMBER, UM, MORENO AND GETTING SOME GUIDANCE FROM HIM, AND HE ADVISED IT WOULD BE A GOOD IDEA TO ALSO CONFIRM WITH THE ENTIRE COUNCIL, WHICH IS, UH, WHAT WE'RE AIMING TO DO HERE.
SO WE WERE ABLE TO MEET ON JANUARY THE 16TH, UH, AND TO DEBRIEF HIM ON THE OVERALL PROCESS AS WELL AS THE MATERIALS THAT YOU ARE REVIEWING TODAY IN THIS SESSION.
UH, PHASE ONE IS REALLY GOING INTO THE ACTUAL IMPLEMENTATION OF THE PROJECT.
THE ASSUMPTION WITH PHASE ONE IS THAT WE RECEIVE THE REQUESTED DOCUMENTS FROM THE CITY, AND THAT IS TO UNDERSTAND WHAT IS YOUR BASELINE TODAY, ANY AND ALL PERFORMANCE EVALUATION, UM, DOCUMENTS, UH, GOALS THAT HAVE BEEN SET, UH, ANY TYPE OF AREAS OF IMPROVEMENT THAT HAVE ALREADY BEEN IDENTIFIED, AS WELL AS THOSE OVERALL ORGANIZATIONAL GOALS THAT THESE STAFF MEMBERS ARE WORKING TOWARD, OR WHETHER IT'S FISCAL PRIORITIES, UM, ORGANIZATIONAL PRIORITIES, THINGS OF THAT NATURE.
AND THE LIST IS INCLUDED IN THE DECK AS WELL, AND WE'LL GET TO THAT.
UM, BUT THAT IS INFORMATION THAT WILL HELP US TO MAKE SURE THAT WE'RE PROVIDING CUSTOMIZED RECOMMENDATIONS THAT ARE VERY SPECIFIC AND RELEVANT TO THE CITY OF DALLAS.
UM, SO WE USE THOSE DOCUMENTS AND THEN WHAT WE WILL DO IS FORMULA FORMULATE A SYNTHESIS, UH, IN THAT PHASE ONE AS FAR AS WHERE THE AS IS STATE IS, WHERE DO WE SEE GAPS, UH, POTENTIAL GAPS BASED UPON WHAT THAT INFORMATION IS, UM, AND WHAT ALIGNS WITH OUR UNDERSTANDING VERSUS ANY ADDITIONAL QUESTIONS THAT WE MAY HAVE PRIOR TO MAKING ULTIMATE GOAL RECOMMENDATIONS.
AND THEN WE GO INTO PHASE TWO, UM, AND HOPEFULLY YOU CAN SEE THE DOCUMENT.
WELL, GOING TO THE PHASE TWO, AND THAT IS WHEN WE GET INTO BENCHMARKING AND BEST PRACTICES ANALYSIS.
UM, THAT'S WHEN WE LOOK ACROSS THE COUNTRY, LOOK AT SIMILAR CITIES TO DALLAS ESPECIALLY, AND, AND WHAT, AND LOOK AT WHAT DASHBOARDS THEY'RE USING, WHAT PERFORMANCE EVALUATION INDICATORS THAT THEY ARE USING, ESPECIALLY IN RELATION TO THESE ROLES.
UM, LOOKING AT ORGANIZATIONS THAT HAVE DONE, YOU KNOW, REALLY A SPECTACULAR JOB OF BENCHMARKING LIKE ICMA, AS WELL AS, UM, YOU KNOW, NLC, NATIONAL, UM, LEAGUE OF CITIES, BUT ALSO OTHER RESOURCES WE USE AS WELL TO COME UP WITH WHAT ARE THOSE BEST PRACTICES, GOALS, UH, AND METRICS THAT WILL BE SPECIFICALLY RELEVANT AND HELPFUL, UM, TO WHAT THE CITY OF DALLAS IS TRYING TO ACCOMPLISH OVER THE NEXT YEAR AND THE NEXT NEAR FUTURE.
BEYOND THAT, IF, OKAY, WE CAN GO ON TO PHASE THREE.
AND SO IN PHASE THREE, OUR FOCUS, FOCUS NOW IS THAT
[01:10:01]
INTERNAL INPUT AND MORE DEPTH.SO WE'LL BE CONDUCTING, UM, INTERVIEWS AS WELL AS SURVEYS, UH, SPECIFICALLY WITH THE COUNCIL MEMBERS.
AND THEN THIS IS WHAT WE WILL RELY ON TO, ON YOU IF THERE ARE ANY OTHER STAKEHOLDERS THAT YOU WOULD LIKE TO ALSO INCLUDE IN THESE INTERVIEWS.
UM, AS WELL AS SURVEYS TO UNDERSTAND FROM STAKEHOLDERS WHAT THOSE RELATIONAL NEEDS ARE, WHAT THOSE OPERATIONAL NEEDS ARE, UM, FOR THESE ROLES FOR THEM TO BE SUCCESSFUL, FOR THEM TO ACHIEVE BEYOND WHAT THEY ARE ACHIEVING, UM, AS WELL AS TO EXCEL WHAT THEY ARE DOING.
AND THIS INFORMATION AS WELL WILL BE INCORPORATED INTO OUR GOALS AND KPIS RECOMMENDATIONS.
SO THEN IN PHASE FOUR, UM, AS YOU SEE IS WHEN WE WILL GO INTO MORE OF THE FORMAL DRAFTING OF WHAT THAT GOAL, WHAT THOSE GOALS SHOULD BE, REALLY DEVELOPING A GOAL SETTING DESIGN, UH, PREPARING FOR THAT GOAL SETTING PROCESS.
SO WHAT WE'RE PROPOSING TO YOU ARE NOT JUST GOALS AND METRICES, BUT ALSO WHAT THAT OVERALL PROCESS WILL LOOK OUT, LOOK LIKE THROUGHOUT THE YEAR.
WHAT DOES THAT PERFORMANCE, EVALUATION AND DEVELOPMENT, WHAT THAT SHOULD LOOK LIKE THROUGHOUT THE YEAR.
UM, BECAUSE IT'S NOT JUST ABOUT THE REPORT UP, BUT IT'S ALSO A REALLY ABOUT FOCUSING ON, UM, THE DEVELOPMENT OF THESE STAFF MEMBERS SO THAT THEY CAN EVOLVE, UM, AND, AND PROMOTE THROUGHOUT THE CITY AND ADD MORE VALUE EVERY YEAR WITH THE FEEDBACK AND INPUT THAT THEY'RE RECEIVING.
AND THEN SUBSEQUENTLY, HOPEFULLY THE DEVELOPMENT THAT THEY WILL BE RECEIVING THROUGH DIFFERENT VARIOUS DEVELOPMENTAL ACTIVITIES, UM, THAT WILL BE TIED TO THEIR AREAS OF OPPORTUNITY AND AREAS OF GROWTH.
SO WHAT WE ARE DOING AT THIS POINT IS PREPARING THAT GOAL SETTING DESIGN, UH, TO PRESENT TO YOU FOR DISCUSSION, FOR COLLABORATION, FOR CALIBRATION.
AND SO THEN IN THAT PHASE FIVE, UM, THAT'S WHEN WE WILL HAVE THE GOAL SETTING FACILITATION IN THAT COLLABORATIVE CONVERSATION REGARDING WHAT OUR OVERALL RECOMMENDATIONS ARE, UH, GIVEN WHAT WE'VE COLLECTED, AS WELL AS WHAT WE ARE ADVISING FROM, FROM OUR PERFORMANCE MANAGEMENT EXPERTISE AS WELL.
AND THEN COLLABORATING WITH THE CITY COUNCIL TO NOW FULLY FLESH AND DEVELOP WHAT THAT GOAL SETTING PROCESS SHOULD BE AND WHAT THOSE GOALS AND THOSE METRICES SHOULD LOOK LIKE.
IF YOU COULD PLEASE GO TO PHASE SIX.
UM, AND THEN IN PHASE SIX WE'RE FINALIZING.
SO THIS IS MORE ABOUT THE INSTITUTIONALIZATION, THE DOCUMENTATION OF WHAT WE'VE AGREED UPON AT THIS POINT.
AND NOW WE CAN ENTER THAT INFORMATION, UM, INTO THE CITY'S DATABASE.
FROM MY UNDERSTANDING IS WORKDAY, FROM THE, THE PERSPECTIVE OF PERFORMANCE MANAGEMENT TOOL.
SO WE'RE GOING TO PREPARE ALL THAT INFORMATION TO BE VERY ALIGNED AND EASY TO ENTER INTO WORKDAY.
UM, JUST LIKE YOU WOULD NORMALLY ASSUMING THAT THESE ROLES, THE INFORMATION GOES INTO WORKDAY.
UM, BUT WE WILL DEFINITELY HAVE IT IN A FORMAT THAT IS WORKDAY, UM, CONDUCIVE, JUST AS REQUESTED, UH, IN YOUR SOLICITATION.
AND THEN AS WE DO THAT, WE'RE, WHAT WE'RE DOING IS CUSTOMIZING EVALUATION TOOLS THAT YOU CAN USE NOT JUST THIS YEAR, BUT FROM A, FOR A LONG-TERM PERSPECTIVE.
UM, YOU KNOW, WE ARE DEFINITELY RESPONDING TO WHAT WAS REQUESTED, BUT AS I'VE SHARED IN THE PAST, WE ARE FLEXIBLE.
SO AS THE NEEDS OF THE CITY CHANGE, WE CAN ALSO FLEX AS WELL TO PROVIDE WHATEVER TYPE OF FORMAT IS CONDUCIVE, UM, FOR YOU ALL TO BE MOST EFFECTIVE IN GETTING FULL AND LONG-TERM USE OF THESE TOOLS.
AND PHASE SEVEN OR BEYOND PHASE SEVEN, THE DESIGN OF THE, UM, EVALUATION INSTRUMENT WE'RE GOING INTO, UM, PHASE EIGHT.
AND THEN IN PHASE EIGHT, THIS FOCUS IS REALLY ON RIGHT HERE.
IT SAYS MID-YEAR PROGRESS SUMMARY, BUT I WANT TO BE VERY CAREFUL WITH DESCRIBING WHAT THAT LOOKS LIKE IN 2026.
SO IN A TYPICAL YEAR WHEN YOU HAVE ALREADY HAD A PERFORMANCE EVALUATION TOOL ESTABLISHED AND ROLLED OUT AND INTRODUCED TO YOUR EMPLOYEES, THIS WOULD BE A COMPREHENSIVE, UM, RECOMMENDATION FROM, FROM NEXTGEN PEOPLE, A COMPREHENSIVE EVALUATION, UM, AS WELL AS RECOMMENDATIONS FOR DEVELOPMENT FOR YOUR EMPLOYEES, GIVEN THE FACT THAT THESE WILL BE NEW, NEW GOALS OR AT LEAST ENHANCED GOALS SIGNIFICANTLY, UM, POTENTIALLY NEW TOOLS THAT THEY WILL BE USING.
UM, THIS IS MORE OF A LIGHT TOUCH PROGRESS CHECK-IN, AND I WOULD RECOMMEND THAT THIS WOULD BE SOMETHING THAT IS VERY INFORMAL, BUT VERY INFORMATIVE.
UM, AND WHAT I MEAN BY THAT IS THERE'S ALWAYS AN OPPORTUNITY TO PROVIDE MEANINGFUL FEEDBACK TO EMPLOYEES.
UM, SO WE WILL GUIDE THAT HAPPENING AND ENCOURAGE THAT TO HAPPEN IN JUNE.
BUT GIVEN THERE'S SHORT AMOUNT OF EXPOSURE, UM, TO THESE ITEMS, OUR RECOMMENDATION IS THAT THESE ARE INFORMAL, UM,
[01:15:01]
FEEDBACK, UM, INFORM INFORMATIONAL PIECES THAT YOU WILL BE PROVIDING, UM, TO THE EMPLOYEES UPDATING THEIR PERFORMANCE AND DEVELOPMENT RECORDS IN A WAY THAT REFLECT, UM, I WOULD SAY THE CASUALNESS OF THE DISCUSSION, BUT WITH VERY REAL DEVELOPMENTAL DIRECTIONS.SO, FOR EXAMPLE, IF THERE'S SPECIFIC TRAINING OR SPECIFIC BEHAVIORS THAT YOU WOULD LIKE TO SEE, UM, WITHIN THESE EMPLOYEES, I BELIEVE THAT THIS IS A VERY IMPORTANT TIME TO MENTION THOSE.
HOWEVER, I WOULD NOT SUGGEST GOING INTO GIVING THEM QUANTITATIVE RATINGS, PERFORMANCE EVALUATION RATINGS THAT ARE CONNECTED TO PAYMENT AT THIS TIME.
AND SO THEN GOING INTO PHASE NINE, THIS IS A TIME TO COLLECT, YOU KNOW, DO 360 FEEDBACK AS WELL AS SELF-ASSESSMENT FROM THE EMPLOYEE, COLLECT MORE RICH INFORMATION AS FAR AS WHERE THEIR AREAS OF OPPORTUNITIES LIE.
UM, WHAT I DO WANT TO EMPHASIZE IS THAT THE 360 FEEDBACK FROM OUR PERSPECTIVE IS USED FOR THE SAKE OF DEVELOPMENT, FOR THE SAKE OF THINGS THAT THESE EMPLOYEES, UM, SHOULD START DOING TO HELP THEIR PERFORMANCE SHOULD STOP DOING OR CONTINUE DOING.
UM, BUT THE 360 IS NOT USED TO SERVE AS QUANTITATIVE DATA FOR THEIR PERFORMANCE EVALUATION, BUT IT'S MORE SO USED, UM, TO FEED INTO THEIR DEVELOPMENT AND THEN COULD GO ON TO THE NEXT SLIDE, IF YOU DON'T MIND.
AND THEN DURING PHASE 10 IS WHEN WE'RE REALLY GOING TO GET INTO NOW DRAFTING MORE FORMAL EVALUATION NARRATIVES.
UM, THIS IS WHERE THEY ARE GOING TO BE OFFICIALLY ANALYZED AGAINST THE KPIS AGAINST THE BENCHMARKS, UM, AND, AND, AND RECEIVE FEEDBACK THAT IS MORE FROM A FORMAL PERSPECTIVE.
UM, BY JUNE, WHEN THEY HAVE RECEIVED THAT CASUAL FEEDBACK, UM, AT THAT POINT, YOU KNOW, WE'RE INTRODUCING THEM TO THESE GOALS OR THEY WOULD'VE BEEN INTRODUCED TO THE GOALS.
UM, THEY'RE FAMILIAR BY OCTOBER, THIS SEPTEMBER, OCTOBER TIMEFRAME WITH THE GOALS.
UM, THEY'RE VERY FAMILIAR WITH, EXCUSE ME, CASUAL FEEDBACK THAT HAS BEEN PROVIDED.
SO AT THIS TIME THEY, THERE SHOULD NOT BE SURPRISES, BUT THERE'S PRETTY MUCH MORE FORMAL FOLLOW UP AS FAR AS WHAT PROGRESS HAS HAS BEEN MADE AND IS CONTINUED TO BE MADE, UM, AND WHERE THEIR PERFORMANCE LIES AGAINST, UM, IN ALIGNMENT WITH THE GOALS THAT HAVE BEEN SET FOR THEM.
AND THEN PHASE 11, WHAT WE'RE DOING IS REALLY FINALIZING THROUGH CALIBRATION, UH, IN THESE CONFIDENTIAL CLOSE DELIBERATIONS WITH THE COUNCIL, WHAT THOSE EVALUATIONS LOOK LIKE, AND REALLY CONFIRMING WHAT THOSE PERFORMANCE EVALUATIONS LOOK LIKE, UH, FOR THE SAID PARTICIPANTS.
AND THEN IN PHASE 12, WE ARE FINALIZING THE REPORT OUT FOR THAT.
THIS IS WHERE WE WILL, UM, PROVIDE A VERY, UH, FINALIZED, UM, REPORT OUT OF SPECIFICALLY WHAT THAT PERFORMANCE EVALUATION PROCESS HAS LOOKED LIKE FOR THE YEAR, AND CONNECTING THOSE TWO OUTCOMES OF NEXT YEAR GOALS AND SETTING YOU ALL UP FOR, UM, THE NEXT GOAL SETTING AND PERFORMANCE EVALUATION PROCESS.
UH, AND THEN AFTER THAT, OF COURSE WE WILL PARTNER, UM, AND TO CONTINUE TO SUPPORT TO ENSURE THAT THERE'S SUSTAINABILITY IN THE PROCESS AND THAT IT'S A SUCCESSFUL PROCESS FOR THE NEXT YEARS TO COME.
WITH THAT FLEXIBILITY, OF COURSE, UM, CUSTOMIZING AND PIVOTING, HOWEVER WE NEED TO DO SO GIVEN ANY CHANGING NEEDS OF THE CITY.
UM, I CAN CONTINUE ON AND THEN I GUESS SAVE QUESTIONS FOR, FOR LAST.
UM, SO AS I MENTIONED EARLIER, THIS IS THE CONFIRMED EVALUATION POPULATION.
THERE IS THE QUESTION MARK AGAIN BY THE ADMINISTRATIVE JUDGE, UM, BECAUSE THAT WAS A RECOMMENDATION THAT CAME OUT OF OUR LAST MEETING, UH, AND THAT WAS SOMETHING THAT WAS TO BE PROPOSED FOR THIS MEETING.
UM, WHETHER OR NOT IT MAKES, UM, SENSE TO REPLACE THAT ROLE THAT IS, UM, VACANT WITH THE ADMINISTRATIVE JUDGE OKAY.
AND THIS IS JUST BASICALLY A ROLLUP OF, UM, WHAT WE'VE DISCUSSED AND MORE SO MILESTONE HIGH LEVEL, UM, DATES THAT I WOULD LOVE FOR THE CITY COUNCIL TO TAKE INTO CONSIDERATION AS, AS FAR AS TIMES THAT MAKE THIS THE MOST SENSE FOR US TO MEET AND FORMALIZE THOSE SPECIFIC MILESTONES.
I'M GOING TO THE NEXT SLIDE THERE, AND THESE ARE, UM, TOUCH POINTS AS FAR AS, YOU KNOW, TIMES THAT I FEEL WOULD BE ESPECIALLY IMPORTANT, UM, TIMES FOR US TO MEET, AS WELL AS TO DEBRIEF AND TO COLLABORATE.
[01:20:01]
AND I WON'T READ THROUGH THESE.I WON'T READ THROUGH IT AND LET YOU, YOU KNOW, REALLY ASK QUESTIONS AS YOU NEED TO.
YOU CAN GO ON TO THE NEXT SLIDE.
AND THIS SHOWS, YOU KNOW, ESSENTIALLY JUST THE GOVERNANCE MODEL, UM, AS WE UNDERSTAND IT, YOU KNOW, THIS SHOWS WHO WE'LL BE COLLABORATING WITH AND JUST WANT, YOU KNOW, THAT CONFIRMATION THERE.
UM, AND MAYOR PRO TEM MORENO HAS ADVISED AS WELL AND JUST WANT, YOU KNOW, ANY TYPE OF, UM, EDITS OR CHANGES OR JUST CONFIRMATION TO THIS GOVERNANCE MODEL AS WE UNDERSTAND IT GOING FORWARD IN OUR PARTNERSHIP.
CAN GO ONTO THE NEXT, AND THIS REALLY FOCUSES ON THE HIGH LEVEL.
THESE ARE MORE, YOU KNOW, REFERENCE POINTS YOU CAN USE, UM, AS YOU ARE GOING THROUGH THE PROJECT TO SEE WHERE WE ARE.
THIS FOCUSES ON THAT, THAT CADENCE MODEL RIGHT NOW.
AND THIS IS MORE OF OUR, OUR KICKOFF TIMEFRAME, UH, REALLY CONFIRMING PHASE ZERO AND PHASE ONE.
AND THEN OF COURSE, UH, HOPING THAT THE COUNCIL TOUCHPOINTS WILL BE CONFIRMED.
UM, WE WILL PROVIDE SOME ADDITIONAL DATES TO MAKE SURE THAT WE HAVE THOSE PROPER DATES FOR YOU AS FAR AS WHAT WORKS FOR US TO MEET AND COLLABORATE, UM, IN SESSIONS AROUND THOSE MILESTONES.
I'LL BE COORDINATING, UH, WITH COUNCILMAN MORENO ON THOSE DATES TO SEE WHAT IS BEST FOR YOU ALL.
AND THEN OF COURSE, WE'RE AVAILABLE FOR ANY, UM, AD HOC MEETINGS, ANY OTHER MEETINGS WHERE THERE ARE QUESTIONS OR CONCERNS THAT MAY COME UP.
GO TO THE NEXT SLIDE, JUST AS JUST AN EMPHASIS OF, OF CONFIDENTIALITY, YOU KNOW, FROM OUR UNDERSTANDING, UM, THE INFORMATION IS LIMITED TO CITY COUNCIL AND WE'D JUST LIKE TO ALIGN ON WHAT THAT CONFIDENTIALITY LOOKS LIKE VERY EARLY ON.
UM, IF THERE ARE ANY OTHER MORE SPECIFIC, UH, CONFIDENTIALITY, UM, DIRECTIVES THAT WE, UM, COULD BENEFIT FROM THAT WOULD BE MOST HELPFUL, MOST APPRECIATIVE.
RIGHT NOW OUR UNDERSTANDING IS IT'S, IT'S LIMITED CITY COUNCIL.
IF THERE'S ANY OTHER FURTHER GUIDANCE AS FAR AS WHO SHOULD BE PRIVY TO INFORMATION, ESPECIALLY REGARDING THE, UH, THE, THE PERFORMANCE EVALUATION, UM, CANDIDATES, THE EMPLOYEES THAT WILL BE MOST HELPFUL FOR US TO ENSURE THAT WE ARE ADHERING TO THOSE EXPECTATIONS.
AND THAT'S JUST, UM, AGAIN, EMPHASIZING WHAT PHASE ONE AND PHASE ZERO AND PHASE ONE DELIVERABLES WILL LOOK LIKE.
UH, THESE ARE, YOU KNOW, VERY SPECIFIC TO WHERE WE ARE RIGHT NOW ON THE PHASE.
UH, HOPEFULLY AFTER TODAY, PHASE ZERO, UM, THERE WILL BE SOME CONFIRMATION THERE.
AND THEN PHASE ONE WE WILL GO INTO SPECIFICALLY PROVIDING A BASELINE OF WHERE YOU ARE TODAY, WHAT THAT AS IS, LOOKS LIKE, AND ANY INFORMATION THAT WE NEED TO PROCEED.
AND THEN AS FAR AS RELEVANT ITEMS, UM, FOR US, I'M GONNA SHARE THESE INCLUDE ANY EDITS THAT WILL BE NEEDED TO THE TIMELINE, UH, ANY ADDITIONAL INFORMATION BEYOND WHAT'S BEEN REQUESTED THROUGH THE SOLICITATION, ANY AND ALL EXISTING EVALUATION CRITERIA TEMPLATES, UH, PRIOR YEAR OR ANY OTHER TIME EVALUATION REPORTS, OUTCOMES AND GOALS, UH, FOR THESE ROLES, AS WELL AS ANY OTHER ADDITIONAL REQUIREMENTS OR PREFERENCES, UM, THAT THE CITY COUNCIL HAS, UH, INCLUDING SPECIFIC FISCAL PRIORITIES, UM, ANY TYPE OF BUDGETARY, UH, DESIRES OR GOALS THAT YOU HAVE SPECIFIC TO THESE ROLES.
AND JUST IN GENERAL, ANY INFORMATION THAT CAN HELP US TO PROVIDE THE MOST CUSTOMIZED, UM, DELIVERABLES FOR YOU ALL.
AND THEN, UM, THIS INFORMATION WOULD BE GREAT, YOU KNOW, IF THERE'S ANY ITEMS HERE THAT ARE NOT RELEVANT TO ADVISE OF THAT AS WELL.
AND NOW I WILL OPEN IT UP TO ANY QUESTIONS OR ANY ITEMS OF DISCUSSION THAT YOU MAY HAVE.
UM, NINA, CAN YOU REMIND ME WHEN WE EXECUTED THE CONTRACT WITH NEXTGEN PEOPLE? I DO NOT HAVE THAT INFORMATION IN FRONT OF ME.
CAN YOU GIMME A ROUGH DATE? I BELIEVE IT WAS NOVEMBER WHEN THE SELECTION WAS MADE, BUT I, I DO NEED TO LOCATE THAT DATE.
I, I REALLY DON'T WANT TO MISLEAD YOU.
AND THE ONLY REASON I I BRING THAT UP IS I KNOW THAT WE HAVE, UH, TWO COUNCIL MEMBERS WHO, UM, HAVE BEEN WITH US FOR, FOR, PROBABLY FEELS FOR LIKE A COUPLE YEARS AGO ALREADY.
UH, BUT NITA, MAYBE IF YOU CAN JUST HIGHLIGHT WHERE WE'VE BEEN WITH EVALUATIONS, UH,
[01:25:01]
IN OTHER WORDS, WHAT WE, WE'VE AS A COUNCIL HAVE FAILED TO DO EVALUATIONS FOR OUR DIRECT HIRES IN A TIMELY MANNER IN A SCHEDULED WAY.AND SO JUST GIVE US THE IMPORTANCE OF EVALUATIONS, UH, FOR OUR DIRECT HIRES AND HOW CRITICAL IT IS.
IT IS, YOU KNOW, LIKE EVALUATING ANY OTHER EMPLOYEE EXTREMELY CRITICAL, EVEN MORE SO BECAUSE THESE, THESE ARE THE LEADERS OF THE CITY AND SO ANY GUIDANCE GOALS CASCADE DOWN, RIGHT? AND, UH, AND VERY, VERY, UM, SIGNIFICANT EFFECT, RIGHT? AND SO, UH, YOU KNOW, THIS COUNCIL, UH, WE ALL HAVE OUR, OUR VISIONS FOR YOUR, YOUR DISTRICT, OUR CITY.
WE HAVE GOALS THAT WE WANNA MAKE SURE WE MOVE FORWARD WITH, AND WE, WE'VE GOTTA BE ABLE TO HAVE THAT IN WRITING.
AND SO I KNOW THIS PROCESS, UH, THE TIME SCHEDULE BEFORE US IS AGAIN TILL ANOTHER YEAR, TILL NOVEMBER, WHICH SEEMS VERY FAR OUT.
BUT AT THE SAME TIME THOUGH, WE'RE REALLY LAYING DOWN THE FRAMEWORK AND THE PROCESS AND THE TIMELINE FOR FUTURE COUNCILS.
SO I, I, I AM, YOU KNOW, NOT THRILLED ABOUT THE TIMELINE THAT IT'S GONNA TAKE US TO, TO GET, UH, TO THE RESULTS THAT WE WANT.
BUT I ALSO UNDERSTAND THAT WE'RE PUTTING IN THIS FRAMEWORK THAT'S GONNA LAST FOR, UH, YEARS BEYOND THAT WE'RE, THAT WE'RE OUT OF OFFICE.
UM, SO I JUST WANTED TO OPEN THAT UP.
THIS IS, EVALUATIONS ARE, ARE VERY CRITICAL.
UH, AGAIN, MAKING SURE THAT OUR DIRECT REPORTS HAVE CLEAR GUIDANCE ON WHAT OUR GOALS ARE, AT THE SAME TIME GIVING THEM THE TOOLS, UH, AND RESOURCES NECESSARY TO BE ABLE TO ACCOMPLISH THAT.
THAT'S WHAT'S ADDING TO SOME OF THE TIMELINE AND THE, THE LINING UP WITH OUR BUDGET YEARS AS WELL.
UM, BUT I'LL GO AHEAD AND, AND START TO MY RIGHT THIS, UH, TIME WITH, UH, CHAIR JOHNSON.
SO WHEN WAS THE LAST TIME MY DIRECT HIRES, UM, WERE EVALUATED? WELL, UM, DIRECT HIRES WERE EVALUATED AT THE BEGINNING OF, UH, 2025, UH, I WILL SAY AROUND MARCH.
UM, AND THAT WAS A, A CATCH UP YOU WOULD SAY, UH, PROCESS, UH, BECAUSE THEY HAVE NOT RECEIVED AN EVALUATION IN A, IN A COUPLE OF YEARS PRIOR TO THAT.
SO WE DID A PROCESS THAT INVOLVED THEM PRESENTING THE GOALS AND ACCOMPLISHMENTS THAT THEY HAD DONE.
SO WE DID A RETROACTIVE VIEW OF THEIR GOALS, AND THEN THEY PRESENTED THOSE ACCOMPLISHMENTS AND COUNCIL CONSIDER, UH, THAT INFORMATION AND PROVIDED A, UH, MERIT INCREASE, UM, TO CULVER THE TIME PERIOD THAT HAD PASSED.
UH, THE INTENT AT THAT TIME WAS TO DO A CATCH UP YEAR AND THEN TO PUT THE PROCESS IN PLACE, UNFORTUNATELY BECAUSE OF TRANSITIONS, UH, THAT WAS DELAYED AND WE FIND OURSELVES IN THE SAME PLACE ONCE AGAIN.
UM, SO, UM, THE LAST EVAL WAS MARCH OF LAST YEAR, WAS, IT WAS ONE WHEN YOU SAID CATCH UP, WAS ONE DONE ON THE 24TH IN YEAR 24TH.
UM, IF, IF I MAY LET, LET ME LOOK FOR I HAVE THE INFORMATION AND, AND WHO'S RESPONSIBLE FOR ENSURING THAT WE DO THE EVALUATE FOR I DIRECT HIRE? YES.
AND, AND IF I MAY SAY, UM, LAST YEAR, THE RECOMMENDATION, AND AT THE TIME I BELIEVE THE WILL OF COUNCIL, UH, OF THE COUNCIL WAS TO PUT IN PLACE EITHER THROUGH A RESOLUTION OR IS, YOU KNOW, A SET STANDARD PROCESS, SOMETHING SIMILAR TO WHAT WE HAVE FOR EVERY OTHER EMPLOYEE AT THE CITY, WHICH IS A STRUCTURE FRAMEWORK, A SCAFFOLDING THAT, UH, WE CAN AS EMPLOYEES THEN AS, AS HR, WE CAN GO IN AND SAY, OKAY, THIS IS A TIME TO DO X, Y, Z, AND MAKE SURE THAT IT HAPPENS ON A CADENCE CHAIR JOHNSON TO THAT.
UM, IT'S OUR RESPONSIBILITY, BUT WE DO NEED SOME GUIDANCE ON CALENDAR FROM, UH, HR AND FROM OTHERS TO, UH, AT LEAST REMIND US THAT, HEY, THIS PERSON'S EVALUATION IS COMING UP, UH, PUTTING IT ON THE, UH, ON THE FORECAST.
UH, BUT ULTIMATELY, UH, IT, IT DOES, I BELIEVE, LIE ON US TO DO THOSE EVALUATIONS.
UM, THE QUESTIONS THAT THE, THE EVALUATION ITSELF, WHO COMES UP WITH THOSE QUESTIONS OR THOSE GOALS? I WON'T SAY QUESTIONS, BUT THOSE GOALS, UH, FOR WHY DIRECT HIRE? IS THAT THE COUNSEL? IS THAT THE ATTORNEY? THAT THAT IS THE COUNSEL.
[01:30:01]
DOESN'T HAVE ITS OWN ATTORNEY? I'M CORRECT.THE, IT HAS THE CITY'S ATTORNEY? CORRECT.
SO DO WE WORK WITH THE ATTORNEY TO COME UP WITH THOSE GOALS OR IS IT SOMETHING THAT WE WORK AMONG OURSELVES TO COME UP WITH THOSE GOALS THAT WE GIVE OUR DIRECT HIRE? YOU UNDERSTAND WHAT I'M, I I DO.
AND SO WE GIVE GOALS, BUT THE, UM, EMPLOYEES ALSO GIVE THEIR, THEIR GOALS, UH, AS WELL.
AND WE KIND OF MERGE THE TWO TOGETHER.
UH, AND STAFF, PLEASE FEEL FREE TO JUMP IN AND AT ANY TIME.
UM, THE, SO AGAIN, WE, WE HAVE 15, UH, COUNCIL MEMBERS, SO HAVING 15 DIFFERENT GOALS IS CHALLENGING.
I DON'T THINK WE CAN GIVE 15 GOALS.
I THINK THAT'S NOT SOMETHING THAT'S, UH, REALISTIC.
UH, SO WE DO HAVE TO WORK TOGETHER TO, TO NARROW THAT DOWN AND WE'RE GONNA HAVE THE GUIDANCE OF, OF NEXT GEN PEOPLE TO HELP US, UH, PREPARE THAT.
AND, AND I'M ASKING OFF WHERE I COME FROM.
UH, I KNOW THERE ARE SOME GENERAL QUESTIONS THAT WE ALL GIVE AND, AND ALL THE QUESTIONS ARE THE SAME.
SEE IF THEY'RE MEETING THE, THIS GOAL, UH, UH, THE SUPERINTENDENT MEETS THIS GOAL AND WE ALL HAVE THE SAME QUESTIONS THAT WE, UH, THAT IT'S LIKE A, A SYSTEM, RIGHT? SO THAT'S WHAT I WAS ASKING.
UM, AND THEN OF COURSE, THE MERIT PAY IS TIED TO THOSE, UH, THOSE, IF THOSE GOALS ARE REACHED, ET CETERA.
IS THAT THE SAME PROCESS HERE? 'CAUSE I HEARD HER SAY SOMETHING ABOUT THE MERIT PAY CURVE IF IT'S SIMILAR OR IS IT DIFFERENT? SO THE CONSULTANT WILL, I BELIEVE, HELP US DO A MATRIX SO THAT WE CAN EVALUATE THEM, UH, FAIRLY.
UH, NOW AS FAR AS, UH, COMPENSATION, THAT, I THINK THAT'S GONNA BE A LONGER CONVERSATION.
UM, IF THERE'S ANY, UH, MERIT PAY, ANY BONUSES, THINGS LIKE THAT, IT HAS TO BE STRUCTURED UPFRONT, UH, BEFORE WE ACTUALLY GIVE OUT THOSE GOALS.
UH, BUT NINA, I DON'T IF YOU WANNA MAYBE ELABORATE ON THAT.
IN, IN TERMS OF GOALS, IF THERE ARE ANY INCENTIVES TIED TO THE GOALS, UM, THE REQUIREMENT IS, AND, AND I BELIEVE OUR ATTORNEYS CAN SPEAK TO THAT IN MORE DETAIL, IS THAT THEY'RE SET UPFRONT THAN YES, PERFORMANCE HAPPENS.
AND THEN YOU EVALUATE IF THE PERFORMANCE, UM, ALIGNED WITH THE EXPECTATIONS AND THEN THE INCREASE, OR, YOU KNOW, THE INCENTIVE IS PROVIDED.
SO AS OF RIGHT NOW, ARE WE PROJECT TO BE DELAYED FOR THE DIRECT EVALUATING FOR, FOR OUR, UH, DIRECT HIRE? UM, I ACTUALLY, I WAS ABLE TO OPEN THE, TO, TO, TO, TO REACH IN TO, TO GET THE, THE INFORMATION.
AND, UM, THE LAST TIME THEY GOT A PERFORMANCE REVIEW WAS APRIL OF 25.
SO, HOWEVER, THE INTENT IS TO ALIGN THE EVALUATION WITH THE FISCAL YEAR SO THAT THERE IS A BUDGET.
THE BUDGET TYPICALLY HAS GOALS.
SO THOSE GOALS ALSO ARE ALIGNED WITH THE GOALS AND EXPECTATIONS OF YOUR DIRECT REPORTS.
AND THEN, SO THEY, THEY, THE IS TO ALIGN THOSE TWO, SO THEY'RE IN SYNC.
YOU CAN SEE OKAY, DURING THE BUDGET YEAR WHERE THE GOALS ACCOMPLISH, AND THEN YOU CAN IDENTIFY PERFORMANCE.
SO I, I, I THINK TO, TO MR. JOHNSON'S, COUNCILMAN JOHNSON'S POINT, UH, THIS IS A DIFFICULT ONE FOR, FOR STAFF BECAUSE YOU'RE, YOU'RE EVALUATING OUR BOSSES.
AND SO THERE, THERE, THERE'S SOME INPUT, THERE'S SOME ADMINISTRATIVE THINGS THAT, THAT WE JUST HAVE TO BE GUARDED ABOUT IT.
JUST MUCH LIKE WHEN I WAS TALKING ABOUT, UH, THE INSPECTOR GENERAL, I THINK THAT'S WHY IT'S REALLY IMPORTANT THAT WE HAVE A THIRD PARTY THAT DOESN'T WORK FOR THE CITY.
AND THAT'S THE REASON WHY THIS BODY HERE MADE A RECOMMENDATION TO FULL COUNCIL TO MOVE FORWARD WITH A CONSULTANT THAT WOULD BE ON THEIR CONTRACT AND COULD HELP YOU GUYS SET YOUR MILESTONES, SET THE GOALS, AND ALSO IF, IF IT'S A MULTI-YEAR TYPE SCENARIO, THEY'LL BE THE ONES TO TRIGGER THAT.
IT'S TIME FOR THE NEXT PART OF THE PROCESS TO START, RIGHT? SO AS, AS MUCH AS WE'RE IN A VERY AWKWARD POSITION, AT LEAST STAFF, IS TO SUGGEST, OR RECOMMEND OR EVEN REMIND YOU OR REMIND OUR BOSSES ABOUT, IT'S TIME FOR YOU TO EVALUATE US.
IT'S AN AWKWARD, DIFFICULT POSITION TO BE IN.
SO, UH, I DON'T WANNA ENVY, UH, NEXT GEN OR ANYBODY ELSE THAT, THAT WE HAVE WHOSE JOB IT IS TO, TO DO THAT.
BUT, BUT THAT'S WHAT COUNCIL DECIDED.
AND I THINK IT WAS A REALLY GOOD MOVE BECAUSE IT ALLOWS YOU GUYS TO HAVE THE FLEXIBILITY TO HAVE A THIRD PARTY COME IN AND WHATEVER YOUR QUESTIONS ARE, WHETHER IT'S GOAL SETTING, THE TIMELINE, OR EVEN THE COMPENSATION, THEY'RE THERE TO HELP YOU BENCHMARK THAT AND HAVE THOSE DISCUSSIONS.
NOW, NINA ADMINISTRATIVELY WILL HAVE TO OBVIOUSLY MAKE SURE SOME OF THOSE THINGS HAPPEN, BUT IT'LL BE AFTER
[01:35:01]
THE COUNCIL HAS MADE A DECISION.AND SO A LOT OF THE QUESTIONS THAT YOU WERE ASKING, THOSE ARE THINGS THAT IN THE KICKOFF MEETING, UH, WITH, UH, NEXT GEN, YOU GUYS CAN WALK THROUGH THAT PROCESS WITH THEM AND THEN IN YOUR OWN WAY, CODIFY YOUR NEXT STEPS AND YOUR ONGOING STEPS MOVING FORWARD.
BECAUSE ONE OF THE HARD PARTS FOR US IS AS THE COUNCIL TURNS OVER, AS THE CHAIRS TURN OVER, THERE'S SOMETIMES THERE'S DIFFERENT VISIONS.
AND I THINK THE CONSISTENT PORTION OF WHAT WE HAVE HERE IS THE CONSULTANT THAT CAN COME IN AND GIVE SUPPORT THAT WILL BE ONGOING.
SO IT DOESN'T MATTER THE CHURN OF THE COUNCIL OR EVEN THE, YOU KNOW, THE GOING AND FORTH IN MENTALITIES, BUT WE HAVE SOMEBODY WHO'S HERE TO AID AND SUPPORT ALL ALONG.
UH, AND, AND SO AGAIN, THIS IS, YOU KNOW, ABOUT THAT ACCOUNTABILITY, BUT ALSO I, I LOVE THE IDEA ABOUT, UH, INCENTIVIZING FOR, FOR GREAT PERFORMANCE.
I THINK THAT'S SOMETHING THAT WE REALLY HAVEN'T DONE PREVIOUSLY THAT COULD BE A POSITIVE CHANGE.
UH, COUNCIL MEMBER, CARDENA, I THINK YOU BROUGHT UP A GOOD POINT, ZEL, ABOUT LIKE, UM, WHEN WE DO GET NEW COUNCIL MEMBERS, I DIDN'T REALLY SEE THAT IN HERE, BUT LIKE, UM, TO MAKE SURE THAT MAYBE THEY'RE AWARE OF THE GOALS THAT WERE SET BY THE PREVIOUS COUNCIL, UM, OR ALLOW THEM TO PROVIDE INPUT IN SOME WAY.
UM, SO I THINK THAT'S SOMETHING THAT MAYBE NEEDS TO BE ADDED IN HERE.
UM, AND THEN I DID HAVE A POINT OF CLEAR, UM, A QUESTION.
UM, SO I SEE WHERE IT SAYS COUNCIL LIAISONS, TO ME THAT MEANS A CERTAIN POSITION, YOU KNOW, WITH MCCI WASN'T SURE WHAT WAS MEANT BY THAT IN, IN THIS, UM, YOU KNOW, THE CITY ROLES INVOLVED.
UM, WHICH, WHICH PART ARE YOU REFERENCING? LAPORT, LET ME QUANTIFY SOMETHING FOR YOU.
SO THERE, THERE'S ACTUALLY, UH, A SERIES OF TITLES THAT WE USE INTERNALLY FOR COUNCIL LIAISON.
RIGHT? AND SHE'S TRYING TO MAKE SURE THAT WHEN YOU WERE USING THAT, YOU WERE USING THAT AS MORE OF A PERSON THAT WOULD BE A POINT OF CONTACT MORE THAN A, THAN A STATED JOB TITLE HERE.
THAT SOMEBODY HAS A ROLE, CORRECT.
DEFINITELY THE PERSON WHO WE WOULD INTERACT WITH AND RE RELY ON WITH REGARD TO, YOU KNOW, CONFIRMATION OR CLARIFICATION FOR DIRECTION OR SETTING UP TIME TO MEET THINGS OF THAT NATURE.
AND I THINK THE ONLY OTHER REMARK I WOULD SAY, I THINK EVEN FOR NEW COUNCIL MEMBERS IS, UH, YOU KNOW, IF THERE IS A WAY TO HAVE LIKE A JOB DESCRIPTION, UM, PRESENTED FOR EACH OF THE ROLES, UM, MAYBE TO CLARIFY OR MAKE SURE NEW COUNCIL MEMBERS KNOW THAT AS, AS THEY COME ON.
'CAUSE I KNOW, UM, FOR ME, I, I, I THINK I LEARNED THAT WHEN I STARTED WORKING WITH THE CITY, BUT I THINK FOR PEOPLE COMING IN NEW THAT, YOU KNOW, SOMETIMES YOU MAY NOT KNOW EXACTLY WHO YOU ACTUALLY HAVE DIRECT REPORT FOR.
'CAUSE IT IS A LITTLE BIT DIFFERENT.
Y'ALL ARE THE BOSS OF THIS, YOU KNOW, YOU REPORT TO THE CITY MANAGER, NOT TO US DIRECTLY.
WE'LL PROVIDE THAT INFORMATION.
UM, WELL, I'M FINDING THIS ENTIRE PROCESS OVERLY BUREAUCRATIC, AND FOR US TO TAKE A MONTH TO BE ABLE TO REVIEW A DIRECT REPORT SEEMS REALLY OUTRAGEOUS TO ME.
AND I KNOW THAT I HAVE SHARED MY FRUSTRATION ABOUT THIS PROCESS WITH YOU, AND IT SEEMS THAT IN, UH, PHASE ZERO THROUGH PHASE I THINK 12 PHASES, UM, THERE WAS A POINT THAT WE HAVE ASKED THAT YOU LOOK AT WHAT'S HAPPENING IN THE MARKETPLACE AND WOULDN'T YOU AGREE THAT MOST LARGE CITIES OR EVEN MOST CITIES HAVE VERY CORE SIMILAR FUNCTIONS ON, LET'S SAY THE CITY MANAGER ROLE.
AND TO START FROM SCRATCH SEEMS KIND OF RIDICULOUS TO ME.
YOU KNOW, A A SIMPLE AI SEARCH WILL WILL TELL YOU THAT THERE'S, UH, GENERALLY FIVE MAIN PRINCIPLES THAT, UH, ARE THE VALUATION POINTS FOR A CITY MANAGER.
SO FISCAL STEWARDSHIP AND SUSTAINABILITY, THIS IS NOT SOMETHING THAT A NEW COUNCIL WOULD CHANGE.
THIS IS CORE TO THE JOB OPERATIONAL EXCELLENCE.
AGAIN, THIS IS STANDARD FOR THE JOB OF CITY MANAGER.
HOW THE CITY MANAGER INTERACTS WITH THE COMMUNITY NEEDS TO BE PART.
AND THAT WOULD INCLUDE ALL KINDS OF STAKEHOLDERS, GOVERNMENT TRANSPARENCY, AND COUNCIL RESPONSIVENESS.
WE DO EXPECT TO BE RESPONDED TO AND, UH, HAVE A TRANSPARENT GOVERNMENT AND LAST ORGANIZATIONAL LEADERSHIP AND CULTURE.
AND YOU KNOW, HOW WE MIGHT WEIGH THOSE FACTORS MAY DIFFER INDIVIDUALLY BY COUNCIL MEMBER, PERHAPS BY FULL COUNCIL.
BUT I, I WOULD WONDER IF THERE'S SOME OTHER THING THAT YOU IMAGINE THE COUNCIL WOULD COME UP THAT'S BEYOND THESE PILLARS.
[01:40:01]
TO TALK ABOUT PILLARS BEYOND THESE ITEMS. IS THERE SOMETHING THAT'S LIKE, OH NO, YOUR CITY IS SO ABSOLUTELY UNIQUE AND THIS CITY MANAGER POSITION IS SO UNIQUE THAT WE HAVE TO GO THROUGH THIS, YOU KNOW, YEAR LONG PROCESS TO DISCOVER WHAT THAT UNIQUENESS IS WHEN IT SEEMS THAT THIS IS NOT A UNIQUE JOB, THIS IS A JOB THAT IS DONE ALL OVER THE COUNTRY AT EVERY CITY, AND WHY WE CAN'T TAKE SOME SORT OF BASIC FRAMEWORK AND THEN CUSTOMIZE IT TO OUR CITY INSTEAD OF THIS INCREDIBLY ELABORATE TIME CONSUMING PROCESS.I DON'T, I JUST DON'T UNDERSTAND WHAT WE'RE DOING HERE.
THANK YOU, UM, SO MUCH FOR YOUR, YOUR SENTIMENT, AND I APPRECIATE YOUR DESIRE TO EXPEDITE AS IT IS ALWAYS OUR DESIRE TO EXPEDITE AS WELL WHEN WE'RE WORKING WITH CLIENTS.
UM, AND THE, THESE TIMEFRAMES.
I WANT TO SAY, FIRST OF ALL, YOU KNOW, WE, WE WORK AS EXPEDITIOUSLY AS POSSIBLE, ESPECIALLY WHEN SPEED IS A GOAL OF OUR CLIENT.
SO IT'S NOT TO SAY THAT IT WILL TAKE THIS LONG, BUT WE DO TAKE INTO CONSIDERATION AS WELL TIME SCHEDULING TO GET FEEDBACK AND INPUT FROM OUR CLIENT SO THAT IT'S A, A CUSTOMIZED PROCESS.
UM, BECAUSE THAT'S TYPICALLY WHY WE'RE, WE'RE SELECTED IS SO THAT WE PROVIDE SOMETHING THAT IS BESPOKE, THAT IS CUSTOMIZED, AND THAT IS NOT COOKIE CUTTER.
UM, SO WE'RE COMING IN UNASSUMING BECAUSE WE KNOW THAT THERE ARE CERTAIN CITIES THAT HAVE SPECIFIC GOALS THAT ARE DIFFERENT FROM OTHER CITIES.
UM, DIFFERENT VALUES, DIFFERENT PROJECTS COMING UP THAT REQUIRE SPECIAL RESPONSIBILITIES OF THE, YOUR STAFF MEMBERS WHO THEY'RE EVALUATING.
UM, IT MAY VERY WELL BE THE CASE THAT WE MAY COME IN AND TO YOUR POINT, UM, THE ROLES AND RESPONSIBILITIES THAT YOU HAVE FOR THESE STAFF MEMBERS ARE VERY SIMPLE, UM, AND VERY STRAIGHTFORWARD, AND IT TAKES VERY LITTLE TIME.
HOWEVER, WE DON'T LIKE TO COME IN ASSUMING THAT BECAUSE WE KNOW EVERY CITY, WHILE THERE ARE SIMILAR RESPONSIBILITIES, UM, THERE ARE DIFFERENT GOALS.
AND THAT'S WHY WE SPECIFICALLY ASK FOR THOSE INPUTS, UM, AT THE BEGINNING.
THAT INCLUDES WHAT THE CITY GOALS ARE BECAUSE THAT HELPS US TO UNDERSTAND HOW TO GUIDE AND DIRECT WHAT THOSE INDICATORS, UM, SHOULD LOOK LIKE.
AND I WOULD ALSO LIKE TO CLARIFY THAT OUR, OUR TIMEFRAMES, UM, DOES NOT INCLUDE DEVELOPMENT OF THOSE GOALS FOR A YEAR, BUT IT ACTUALLY INCLUDES DEVELOPMENT GOING INTO, UM, THE MAY JUNE TIMEFRAME RIGHT NOW, ASSUMING WE'RE RECEIVING THE BASELINE INFORMATION VERY SOON, UM, NOVEMBER IS WHEN WE ARE AIMING TO BE FINALIZING THE ACTUAL EVALUATIONS.
UH, BUT WANT TO REMIND YOU ALSO THAT IN FAIRNESS TO THE EMPLOYEES, TO THEIR EVALUATIONS, TO THEIR DEVELOPMENT, THEY NEED TIME TO BE EXPOSED TO WHAT THOSE GOALS ARE AND WHAT THAT INITIAL FEEDBACK IS OF THEIR DEVELOPMENT PRIOR TO PROVIDING THEM ANY FORMAL EVALUATION RATINGS THAT WOULD TAKE PLACE IN NOVEMBER.
UM, ANY QUESTIONS THERE? IF THAT DOESN'T MAKE SENSE, I WOULD LOVE TO ELABORATE ON ANY POINTS THAT I, I MAY HAVE MISSED.
WELL, I'M, I'M NOT REALLY SURE I NEED YOU TO ELABORATE ON IT OTHER THAN TO SAY, I DON'T THINK THEY NEED TO WAIT UNTIL NOVEMBER TO KNOW WHAT THEIR GOALS ARE.
I MEAN, IF THEY DON'T KNOW IF THEIR GOALS ARE TODAY, THEN TODAY WE SHOULD MAKE SURE THAT THEY'RE COMFORTABLE WITH THAT.
UM, WITHIN EACH OF THOSE FIVE THAT I, THAT I MENTIONED, THERE WOULD BE OBVIOUSLY SPECIFIC MEASURABLE GOALS UNDERNEATH THAT.
AND MY UNDERSTANDING IS THE INDUSTRY HAS MOVED FROM A MUCH MORE NARRATIVE TYPE, UM, INTERVIEW, UH, I'M SORRY, EVALUATION TO VERY SPECIFIC MEASURABLE GOALS.
AND WHEN YOU TALK ABOUT FISCAL SUSTAINABILITY AND, AND PLANNING AND STEWARDSHIP, WE HAVE VERY MEASURABLE THINGS WE CAN PUT IN THERE AND WE SHOULD.
AND SO INSTEAD OF STARTING FROM LITERALLY A BLANK PIECE OF PAPER, IF WE ESTABLISH THAT THESE ARE THE, THESE ARE THE KEY ITEMS, NOW WITHIN THAT COUNCIL MEMBERS, WHAT DO YOU WANNA PUT IN THOSE? OR HERE, LET US SUGGEST 20 TO YOU.
I MEAN, THIS COULD BE ADVANCED JUST SO MUCH QUICKER.
AND I, I AM, I'M BEYOND FRUSTRATED WITH THIS ENTIRE PROCESS.
SO I'M JUST GONNA SAY THAT, UM, THE CONTINUATION OF WANTING TO TALK TO ALL THE STAKEHOLDERS AND EMPLOYEES, I'M SORRY, WE JUST DISCUSSED THIS WITH THE IG ROLE THAT THIS POSITION REPORTS TO US.
WE DON'T NEED TO HAVE THE OTHER INPUT.
I DON'T NEED TO KNOW THAT THE EMPLOYEES LOVE OR DON'T LOVE THEIR BOSS.
WE ALREADY KNOW IF THAT'S TRUE, THEY ALL TELL US THIS ALL THE TIME.
UM, I DON'T NEED TO HAVE THE DEVELOPERS ONCE AGAIN INFLUENCING WHAT HAPPENS AT CITY HALL BASED ON IF THEY GOT THEIR DEAL DONE OR
[01:45:01]
NOT.WE ALREADY KNOW WHAT THE PERFORMANCE LOOKS LIKE AND WE SHOULD BE DOING THE EVALUATION.
AND THAT IS OUR RESPONSIBILITY.
WE'RE LITERALLY ELECTED TO DO THAT.
AND SO I THINK THAT IT'S CONTAMINATING THE PROCESS AND THE IDEA OF DOING THESE 360 EVALUATIONS IS VERY OLD FASHIONED AND VERY FAR AWAY FROM ANYTHING MEDICAL.
AND IT'S FRANKLY A WAY TO GAIN THE SYSTEM.
AND SO THE REAL ACCOUNTABILITY SHOULD BE COMING FROM THE COUNCIL, AND THE COUNCIL NEEDS TO DO ITS WORK AND, AND PREPARE THESE, UM, FRAMEWORKS AS SOON AS POSSIBLE AND THEN ACTUALLY DELIVER ON EVALUATIONS.
AND SO EVERY COUNCIL THINKS THEY'RE GONNA PUT SOMETHING IN PLACE THAT'LL BE USED FOREVER, BUT WE ALL KNOW EVERY COUNCIL WILL COME IN AND REDO THIS.
AND WHAT WE'RE LEFT WITH ARE LITERALLY, UM, VOIDS IN ACCOUNTABILITY AND OUTCOMES.
AND WHAT IS MEASURED IS WHAT WE SUCCEED IN.
AND WE SHOW THAT EVERY SINGLE TIME IN EVERY COMMITTEE THE THINGS THAT WE MEASURE, THE THINGS THAT WE HIGHLIGHT, THE THINGS THAT THE PRESS CAN SEE, THESE ARE THE THINGS WE IMPROVE ON.
AND WHEN WE'RE NOT PUTTING THOSE THINGS FORWARD AND WE'RE BEARING IT UNDER THESE RIDICULOUS BUREAUCRATIC PROCESSES, THAT IS WHY PEOPLE SAY WHAT IS GOING ON AT CITY HALL.
AND SO, I I AM NOT FOR THE WAY THIS PROCESS IS GOING.
THE, THEY WILL KNOW THEIR GOALS, UM, MUCH EARLIER THAN NOVEMBER.
NOVEMBER IS THE ACTUAL EVALUATION.
JUST WANT TO MAKE SURE WE'RE ALIGNED ON THAT.
UM, THE GOAL HOPEFULLY IS THE GOAL FOR FORMULATION IS, IS IN JUNE, UM, AT THE LATEST.
AND FOR US, YOU KNOW, AS I SAID, ONCE WE RECEIVE THAT INFORMATION AS FAR AS UNDERSTANDING THE CITY'S PERSPECTIVE, WE CAN START AND MOVE FORWARD AND, AND MOVE AS QUICKLY AS WE CAN.
UM, AS SOON AS WE RECEIVE THAT BASELINE INFORMATION FROM THE CITY.
UM, IN REFERENCE TO THE 360, YOU KNOW, WE DO HIGHLY RECOMMEND THREE SIXTY'S FOR DEVELOPMENTAL NEEDS, ESPECIALLY WITH ROLES THAT ARE VERY STAKEHOLDER DEPENDENT AS THESE ROLES ARE, UM, WE FIND THEM TO BE BENEFICIAL FOR DEVELOPMENT.
HOWEVER, IT IS COMPLETELY UP TO THE CITY COUNCIL, UM, HOW YOU WOULD LIKE TO CHANGE THE SCOPE.
SO IF YOU ALL DECIDE YOU DO NOT WANT 360, YOU KNOW, THAT IS UP TO YOU.
UM, BUT THAT IS SOMETHING THAT WE GO ON RECORD AS RECOMMENDING, AS BEING BENEFICIAL FOR DEVELOPMENT, BUT NOT FOR THE ACTUAL PERFORMANCE EVALUATION ASPECT OF THE PROCESS.
UH, SO A QUICK QUESTION, UH, THE BASELINE INFORMATION, SO THAT I'M CLEAR, IS THE, UH, PRIOR YEAR EVALUATIONS AND OUTCOMES YES.
ANY OTHER PERFORMANCE EVALUATION DOCUMENTS THAT YOU HAVE RELATED TO THESE ROLES? ANY GOALS THAT YOU HAVE ALREADY, UM, FOR THESE ROLES? ANY DEVELOPMENTAL OPPORTUNITIES THAT YOU'RE ALREADY AWARE OF WITH REGARD TO INCUMBENTS IN THIS ROLES, IN THESE ROLES? AND THAT ANY UNIQUE INFORMATION THAT YOU HAVE SPECIFICALLY ABOUT THE CITY OF DALLAS AS FAR AS THE CURRENT CONTEXT OR WHAT YOU ARE ANTICIPATING AS FAR AS FUTURE NEEDS, ESPECIALLY AS THEY RELATE TO THE ROLES, WILL HELP US TO BE AS CUSTOMIZED AS POSSIBLE WITH DEVELOPING THESE GOALS AND THE DESIGN OF THE PROCESS.
NINA, I I KNOW THAT YOU HAVE FORWARDED THE, UH, EVAL PRIOR EVALUATIONS TO, TO MY OFFICE.
UH, DO WE NEED TO, UH, FORWARD THAT DIRECTLY TO NEXTGEN OR HAS THAT ALREADY BEEN PROVIDED TO THEM? NO, UH, THE, AND THANK YOU FOR THAT QUESTION, COUNCIL MEMBER, UH, I PROVIDED IT TO YOUR OFFICE, UH, AND THE, UH, DIRECTION WE RECEIVE IS THAT YOUR OFFICE WILL BE COMMUNICATING WITH NEXTGEN DIRECTLY, SO WE ARE NOT MAKING ANY, SO, SO WE WILL FORWARD THAT, UH, TODAY, UH, WHAT WE HAVE AND, AND THAT IS THE PREVIOUS, UH, EVALUATIONS.
I THINK THAT'S THE ONLY THING THAT, UM, THAT WE HAVE TOO, TO BE ABLE TO FORWARD.
WE DON'T HAVE ANY HARD COPY EVALUATIONS ON THE FILE.
THEY, BUT WE PROVIDED THE INFORMATION ABOUT MERIT, MERIT TIMELINE, AND TIMELINES AND THINGS OF THAT NATURE.
UM, IF THERE ARE ANY REPORTS OR INFORMATION THAT WILL BE HELPFUL TO NEXT GEN, THAT IS SOMETHING THAT WE DO NOT HAVE ON FILE FOR THE EMPLOYEES AS INCLUDES.
OKAY? SO, SO I STATED EARLIER THIS IS SOMETHING THAT, UH, WE HAVE NOT DONE, UH, ROUTINELY.
AND SO THAT'S WHAT WE'RE TRYING TO ACCOMPLISH.
UH, WHEN, HERE, WHEN WE GO ON AROUND TO, I WANT TO HEAR FROM THE COLLEAGUES ON TIMELINE ON HOW
[01:50:01]
WE WANT TO PROCEED.UH, YOU KNOW, I THINK THERE'S A POSSIBILITY OF DOING, SETTING SOME GOALS LIKE TOMORROW WITHOUT NECESSARILY HAVING A FORMAL EVALUATION IN NOVEMBER.
BUT AT LEAST SETTING THOSE GOALS EARLY TO GIVE CLEAR DIRECTION.
AGAIN, WE, WE WANNA MAKE THINGS REALISTIC.
WE WANNA MAKE SURE THAT OUR, THAT WE'RE NOT, UH, SETTING UP OUR DIRECT HIRES FOR FAILURE, BUT THAT WE'RE GIVING THEM AMPLE TIME TO BE ABLE TO, UH, PROVIDE AND, AND, AND YIELD, UH, POSITIVE RESULTS.
UH, BUT WITH THAT, I'M GONNA GO AHEAD AND GO TO A SECOND ROUND WITH, UH, COUNCIL MEMBER, UH, CHAIRMAN DELSON.
WELL, I WOULD JUST LIKE TO ADD TO, UM, YOUR POINT ABOUT PROVIDING DOCUMENTATION TO THE CONSULTANT.
THE COUNCIL HAS DISCUSSED MULTIPLE TIMES THAT THERE WOULD ACTUALLY BE NO PAPER TRAIL OF THE EVALUATION.
SO THE EVALUATIONS HAVE BEEN GIVEN ORALLY IN EXECUTIVE SESSION SO THAT THERE WOULD PURPOSELY BE NO DOCUMENTATION AVAILABLE FOR OPEN RECORD REQUESTS.
AND THIS IS PROBLEMATIC FOR OUR NEW CONSULTANT WHO SAYS, WELL, WHAT'D YOU GUYS EVEN DO? WHAT, WHAT WAS DONE IN THE PAST? WELL, THERE'S LITERALLY NO RECORD OF ANYTHING THAT WE'VE DONE.
AND SO OTHER THAN THE TIME THAT I BELIEVE TC BROAD NEXT WAS PUT ON A HUNDRED DAY, UH, PROBATIONARY PERIOD, UM, MAD MADAM CHAIR, I, I WANNA MAKE SURE WE'RE SENSITIVE TO PERSONNEL MATTERS ON, ON, WELL, HE PUBLICLY PUT OUT GOALS THOUGH THAT THAT BECAME A PUBLIC DOCUMENT.
AND SO THAT'S THE ONLY TIME I RECALL THAT THERE WAS A PUBLIC DOCUMENT ABOUT PERFORMANCE.
AND SO LIKE, THAT SHOULD PROBABLY BE A DISCUSSION.
AND AGAIN, IF WE HAD A GENERIC FRAMEWORK OF THESE ARE THE FIVE THINGS, EVEN IF THE, THE MORE SPECIFIC GOALS WERE KEPT PRIVATE FOR SOME REASON, WHICH I DON'T KNOW WHY THEY WOULD, I MEAN, THERE'S DASHBOARDS ON CITY MANAGER PERFORMANCES FOR OTHER CITIES, AND MEANWHILE WE DON'T EVEN HAVE A PAPER COPY.
I KNOW I SUGGESTED, WHY DON'T WE DO A PAPER COPY EVALUATION AND NOT SAY WHO, WHAT COUNCIL MEMBER DID IT, BUT SOMEHOW THEY'LL, THEY'LL BE RANDOMIZED SO THAT WE KNOW, MAYBE WE SIT THERE IN EXECUTIVE SESSION AND FILL IT OUT THERE, BUT THERE SHOULD BE A PAPER TRAIL AND THERE SHOULD BE ACCOUNTABILITY TO THE PUBLIC ABOUT US DOING THE EVALUATIONS.
AND HOW DO WE THINK OUR, OUR LEADERS ARE OUR, OUR STAFF LEADERS ARE PERFORMING? AND THE, THE QUOTE OF SECRECY AROUND THIS HAS NOT HELPED US PERFORM WELL.
SO AGAIN, I HAVE A VERY DIFFERENT OPINION ABOUT HOW WE SHOULD BE DOING THIS THAN THE WAY THIS HAS UNFOLDED SO FAR.
BUT WE SHOULD BE TRANSPARENT WITH OUR FOLKS.
CAN I ASK THE CONSULTANT, HAVE YOU EVER HELPED BUILD A DASHBOARD THAT MEASURES THE, UM, PROGRESSION OF CITY MANAGER GOALS? UM, YES.
WE HAVE, UM, BUILT SUCH DASHBOARDS INCLUDING FOR THE CITY OF ATLANTA.
UM, WHAT I WOULD SAY IS WE, WE CAN BUILD YOU SOMETHING THAT IS BASED UPON PUBLIC INFORMATION AND THEN VET IT THAT WAY.
IF WE CAN COME TO THAT AGREEMENT TODAY, I JUST WANT THAT DIRECTION FROM YOU ALL, YOU KNOW, WHETHER OR NOT YOU ARE ABLE TO PROVIDE INFORMATION.
IF YOU'RE NOT, THEN WE CAN BUILD YOU SOMETHING THAT YOU CAN REFLECT FROM, YOU KNOW, WITH THE UNDERSTANDING THAT IT'S COMING FROM WHATEVER PUBLIC INFORMATION WE HAVE.
IT JUST WON'T BE AS CUSTOMIZED AS, YOU KNOW, WE WOULD MAYBE HAVE ANTICIPATED IN THAT INITIAL DRAFT THAT YOU'RE RECEIVING.
SO WE HAVE A DEPARTMENT THAT HAS BUILT A LOT OF DASHBOARDS.
I FEEL LIKE IF WE HAD MEASURABLE GOALS, THEY COULD VERY EASILY TRANSLATE IT TO THAT.
WE HAVE DEPARTMENTAL GOALS ALREADY WITH A DASHBOARD, UM, AND IT COMES OUT EVERY MONTH IN OUR BUDGET ACCOUNTABILITY REPORT.
BUT AGAIN, IT GOES BACK TO SETTING THESE VERY MEASURABLE GOALS, WHICH I JUST DON'T THINK WOULD BE THAT DIFFICULT.
I MEAN, WE SIT AROUND CITY COUNCIL FOR HOUR UPON HOUR, UPON HOUR AND TALK ABOUT THE THINGS THAT ARE IMPORTANT.
WE KNOW THE BIG PROJECTS, WE KNOW THE BIG INITIATIVES WE'RE WORKING ON.
AND SO I, I WOULD LIKE TO SEE US MOVE TO THIS SORT OF STANDARD IDEA OF WE KNOW WE'RE CONCERNED ABOUT FISCAL MANAGEMENT, WE'RE CONCERNED ABOUT OPERATIONAL EXCELLENCE, WE'RE CONCERNED ABOUT, UM, COMMUNITY RELATIONS, ABOUT TRANSPARENCY AND COUNCIL RESPONSIVENESS AND ABOUT
[01:55:01]
ORGANIZATIONAL AND LEADERSHIP CULTURE, ORGANIZATIONAL ACHIEVEMENT.AND YOU KNOW, I THINK YOU COULD, YOU COULD TASK THE COUNCIL WITH, IF THESE ARE THE CATEGORIES AND PLEASE SUGGEST ANOTHER CATEGORY IF THERE'S CATEGORIES MISSING, OR IF YOU THINK ANY OF THESE ARE NOT WORTHY, WHAT DO YOU THINK THREE TO FIVE GOALS ARE? AND I BET IF EVERYBODY PARTICIPATED, THERE WOULD BE A 90% STANDARD DEVIATION OF WHAT THOSE RESPONSES ARE.
AND INSTEAD OF GOING THROUGH THIS MASSIVE AMOUNT OF TIME AND EFFORT AND BUREAUCRACY, WE'D GET TO THE CORE OF, WELL, THESE ARE THE THINGS THAT WE CARE ABOUT AND THESE ARE THE THINGS THAT'LL HELP MOVE OUR CITY FORWARD.
SO, I MEAN, I GET THE WAY THE CITY LIKES TO DO THINGS, I'VE BEEN HERE LONG ENOUGH, BUT AT SOME POINT WE'RE GONNA HAVE TO SAY GOODBYE TO THE ONE YEAR PROCESS TO COME UP WITH SOMETHING THAT REALLY SHOULD BE A SIX WEEK PROCESS THINKING YOU CHAIR JOHNSON.
YES, I, AND I, I DO AGREE, UH, WITH SOME OF THE THINGS THAT CHAIR MILSON SAID, UH, WHEN IT COMES TO US BEING ABLE TO DO OUR PART, I DO DO NOT AGREE WITH STAFF, UH, IF I'M HEARING THIS CORRECTLY, UH, AND OUTSIDERS, WHETHER IT'S DEVELOPERS, WHOEVER, UM, DOING THE EVAL, I DO BELIEVE THAT THAT IS OUR JOB BECAUSE, UM, WE'RE ELECTED TO DO OUR JOB AND IT'S PART OF IT.
UH, UM, AND I DO BELIEVE ALSO IN SYSTEMS BEING IN PLACE, UH, TO HELP US WITH THE PROCESS.
UH, SO I GUESS THE, THE, THE QUESTION IS WHEN ARE WE PLANNING TO DO THE EVALUATION? THAT I GUESS THAT THAT'S A QUESTION FOR YOU.
UH, YEAH, SO, SO IT'S UP TO US.
OKAY, SO I KNOW THE, THE, THE CONSULTANT HAS OFFERED SOME GUIDANCE.
UM, AND, AND SO WHAT, WHAT I WOULD LIKE TO DO AS WE'RE COMING TO A CLOSE HERE IS TO PUT THIS BACK, UH, IN A COUPLE OF WEEKS TO BE ABLE TO ALLOW COUNCIL MEMBERS TO, UH, GO OVER THE DATES, UH, SHARE JOHNSON.
I THINK YOU OFFER A LOT OF, UH, INSIGHT, UH, COMING FROM DISD AND THE EVALUATIONS THAT YOU HAVE PERFORMED.
UM, SO WE'RE GONNA LOOK TO YOU FOR SOME GUIDANCE ON THAT.
UH, BUT LOOK, I AGREE GUYS, WE, WE ALL KNOW WHAT OUR GOALS ARE RIGHT NOW.
UM, AT THE SAME TIME, AGAIN, I WANNA BE FAIR TO OUR, OUR DIRECT REPORTS THAT WE'RE GIVING THEM THE TOOLS TO SUCCEED.
AND SO THAT, THAT'S MY BIGGEST, UM, MY BIGGEST ISSUE IS MAKING SURE THAT WE'RE NOT SETTING PEOPLE UP TO FAIL AND THAT WE'RE GIVING THEM OUR GOALS THAT ARE REALISTIC, GIVING THEM THE TOOLS TO BE SUCCESSFUL.
UM, AND SO LET'S KEEP THOSE QUESTIONS COMING BACK.
IT LOOKS LIKE WE ARE GONNA BE TIGHTENING UP THE, THE TIMELINE FOR SURE.
UM, BUT LET'S ALLOW OURSELVES TO GET OUR, GATHER OUR THOUGHTS.
SOME ALREADY KNOW WHERE, WHERE WE'RE AT, UH, BUT WE'RE REALLY COMING UP TO, TO A TIME CONSTRAINT HERE.
AND I WANNA MAKE SURE THAT THIS IS THOUGHTFUL AND THAT WE, UH, ARE ABLE TO DELIVER, UH, A POSITIVE, UH, GUIDELINE TO OUR CONSULTANT.
UM, WITH THAT, I'M GONNA HAVE, UH, COUNCIL MEMBER ENA, UH, FIRST ROUND TWO.
SO, HAVE EMPLOYEES BEEN ABLE TO PROVIDE INPUT IN THE PAST WHEN WE'VE DONE EVALUATIONS? I'M NOT AWARE THAT, UH, EMPLOYEES PROVIDED INPUT IN THE PAST.
YEAH, I KNOW THAT, UH, YOU KNOW, WITHOUT GETTING INTO, UM, EXECUTIVE SESSION, UM, WE HAVE NOT SEEN NON COUNCIL MEMBERS IN THOSE EVALUATIONS.
I THINK FOR ME, I THINK IF THEY ARE, IF THERE'S A WAY TO DO LIKE THE 360, NOT, YOU KNOW, IN THE, UM, THE MEETINGS HAVING BEEN A FORMER EMPLOYEE, IT WOULD BE BENEFICIAL TO HEAR FROM EMPLOYEES MAYBE WHAT'S GOING ON IN THEIR DEPARTMENT OR, UM, YOU KNOW, NOT SPECIFICALLY.
UM, BUT I THINK THAT THE CITY EMPLOYEES SEE AND EXPERIENCE A LOT OF DIFFERENT THINGS THAT MAYBE COUNCIL MEMBERS ARE NOT AWARE OF.
AND IF THERE'S A WAY TO GATHER SOME OF THAT INFORMATION, TO HAVE INPUT IN THE EVALUATIONS FOR SOME OF THESE POSITIONS, I THINK WOULD BE BENEFICIAL.
CHAIRMAN MENDELSON, ONE MINUTE.
UM, THERE USED TO BE AN EMPLOYEE
[02:00:01]
SATISFACTION SURVEY.UM, I'M GONNA TELL YOU THE RESULTS WERE PRETTY BAD ON THE WAY EMPLOYEES RATED MANAGEMENT, AND THEY STOPPED DOING THAT SURVEY, AND I WOULD LOVE TO HAVE THAT SURVEY COME BACK.
IT TALKED ABOUT HOW THEY VIEWED THEIR DEPARTMENT, HOW THEY VIEWED THEIR ACCOMPLISHMENTS, THEIR LEADERSHIP, AND I THINK THAT WOULD GIVE US THE GUIDANCE AND INFORMATION YOU MIGHT BE SEEKING AS OPPOSED TO THE SPECIFICS OF HOW IS THE CITY ATTORNEY FUNCTIONING, HOW IS THE CITY AUDITOR FUNCTIONING? AND SO I AGREE WITH YOU, I WOULD LOVE TO HAVE A WIDESPREAD VERIFIABLE OUTSIDE GROUP DO AN EMPLOYEE SATISFACTION SURVEY THAT INCLUDES JOB RELATED INFORMATION, BUT I'M NOT LOOKING FOR A POPULARITY CONTEST RELATED TO THE DIRECT REPORTS.
IF, IF I MAY, UH, AS A POINT OF CLARIFICATION, WE DO DO THE SURVEY.
THE SURVEY HAS NOT BEEN DISCONTINUED AND IT'S DONE BY A THIRD PARTY.
UM, SO THE THIRD PARTY COMES AND DOES THAT.
AND, YOU KNOW, A, A FIRM THAT, UM, PROVIDES A PLATFORM SO THAT EMPLOYEES CAN PRIVATELY PROVIDE, YOU KNOW, INPUT CHAIR.
I'D LOVE FOR US TO HAVE A BRIEFING ON THAT.
I GUESS, UH, THE TIME IS, UH, 1209.