[00:00:04]
[I. Call to Order]
EVERYONE.TODAY IS OCTOBER, TUESDAY, OCTOBER 6TH, 2026, AND THIS IS THE REGULAR BOARD MEETING, REGULAR CIVIL SERVICE BOARD MEETING OF OCTOBER.
UH, I'M CALLING THIS MEETING TO ORDER AT 9:36 AM AND ARE THERE ANY PUBLIC SPEAKERS? NO.
[III. Approval of Minutes]
OUR AGENDA IS APPROVAL OF THE MINUTES FOR THE AUGUST 4TH, 2026 REGULAR CIVIL SERVICE BOARD MEETING.HAS EVERYONE HAD A CHANCE TO FEW THE MINUTES? YEAH.
ARE THERE ANY CORRECTIONS, MODIFICATIONS, ISSUES, HEARINGS DONE.
IS THERE A MOTION TO APPROVE THE MINUTES BETWEEN AUGUST 4TH, 2026, RENDER CIVIL SERVICE BOARD MEETING? SO MOVED.
THERE'S A MOTION AND A SECOND FOR THE APPROVAL OF THE AUGUST 4TH, 2026 RENDER CIVIL SERVICE BOARD MEETING.
ANY DISCUSSION ON THE MOTIONS HEARING? DONE ALL OF THOSE IN FAVOR? RAISE YOUR RIGHT HAND OF SAY AYE.
UH, RICHARD, IF WE CAN HAVE YOUR MIC ON, PLEASE.
UH, FIRST ITEM AFTER NEXT ITEM AFTER THE APPROVAL OF MINUTES IS TO HEAR THE APPEAR.
[IV. Hearing Item(s)]
CONSIDER THE REASON OUR ELIGIBILITY APPEAL, APPEAL FOR BREWER, A FORMER EMPLOYEE IN THE FREEMONT CUSTOMER SERVICE CENTER.AS I UNDERSTAND, MS. BREWER IS NOT AVAILABLE TODAY, AND WE'RE GOING, UH, TO DISCONTINUE THIS FOR TWO HOUR.
NEXT MEETING GETS, OKAY, WE NEED A MOTION.
SO THE NEXT RECORD STILL SERVE.
I'LL JUST MOVE BIT, I'LL JUST, OKAY.
THE NEXT ITEM OF OUR ARGUMENT IS HERE, CONSIDER THE REHIRE ELIGIBILITY APPEAL OF KIAMA TOR A FORMER EMPLOYEE IN THE DALLAS POLICE DEPARTMENT.
PLEASE COME ON AND HAVE A SEAT, SIR.
MR. TOLER, THANK YOU VERY MUCH FOR BEING HERE.
LET ME JUST EXPLAIN THE, THE PROCESS.
THIS IS A VERY INFORMAL PROCESS.
UH, WHAT WE'D LIKE TO ASK YOU TO TELL US A LITTLE BIT ABOUT YOUR HISTORY WITH THE CITY OF DALLAS AND WHY YOU WOULD LIKE TO BE, UH, CONSIDERED BEING, UH, REHIRED BY THE CITY OF DALLAS.
UH, AFTER YOU MAKE WHATEVER PRESENTATION YOU YOU WANT TO MAKE, AND WE HAVE, WE HAVE THE CHAIR PROVIDED US, UH, ACTUALLY MAKE YOUR PRESENTATION.
WE OPEN TO BOARD MEMBER QUESTIONS OF YOU IF, IF ANYBODY ASK ANYTHING QUICK ABOUT YOU.
AND THEN WHEN THAT CONCLUDES, WE WILL WITH THE RIGHT TO MAKE A DECISION.
SO LET ME PLEASE ASK YOU, PLEASE START OFF, TELL A LITTLE BIT ABOUT YOURSELF AND WHY YOU LIKE TO WORK WITH THE CITY OF JACKSON.
UH, WELL, MY NAME IS, UH, JOHNSON.
I'M 28 YEAR, YEAR OLD, UH, FROM DFW.
SO I'M RELATIVELY FAMILIAR WITH, YOU KNOW, THE CITY, WHAT THE CITY HAS TO OFFER.
UM, I PREVIOUSLY WORKED FOR THE CITY OF DALLAS BACK IN 2021.
UM, I APPLIED FOR THE, UH, POLICE DEPARTMENT.
I GOT THE POLICE ACADEMY, MY IN-LAWS THAT BOTH OF 'EM ACTUALLY WORKED FOR THE, UH, DALLAS POLICE DEPARTMENT.
SO, UH, THAT'S KIND OF, LET ME, YOU KNOW, BECOME INTERESTED IN THAT.
UM, WHEN I GRADUATED HIGH SCHOOL BACK IN 2016, UM, MY GOAL WAS SET ON POLICE.
SO FEDERAL POLICE, UH, DALLAS HAD CERTAIN QUALIFICATIONS THAT I CHOSE TO, TO PURSUE, UH,
UM, AFTER I EARNED MY COLLEGE CREDIT HOURS, UM, I APPLIED FOR THE POLICE DEPARTMENT AND I WAS ACCEPTED TO THE POLICE DEPARTMENT.
UM, THREE MONTHS INTO MY TENURE WITH THE CITY, UM, I FOUND MYSELF STRUGGLING ACADEMICALLY, UH, REGULAR FOR THAT.
ALSO DOING A FEW INJURIES, UM, YOU KNOW, WITH THE PHYSICAL DEMANDS OF THE, THE ACADEMY ITSELF.
I, AFTER THREE MONTHS, UM, I, UH, KIND OF STAYED BY FAR AS THE TEST STILL, I WAS PASSING THE TEST, BUT YOU KNOW, IT WAS, UH, 70 SOME, 70 TWOS RIGHT.
AND, UH, I DON'T THINK THEY LIKED THAT VERY MUCH.
UM, BUT I, I WAS BEATING THE STANDARD, YOU KNOW, I WAS, I WAS STRUGGLING, BUT I WAS WITH THE STANDARD AND THERE WAS ONE TIME WHERE I DID NOT MEET THE STANDARD.
AND, UM, AS FAR AS I UNDERSTOOD, UM, THE PROTOCOL, IF YOU DON'T HAVE A TEST TO GO HOME FOR THE WEEKEND STUDY, YOU TAKE THAT TEST ON MONDAY, I BELIEVE IT'S TWO OR THREE, AND WE WERE AUTOMATICALLY DISMISSED FROM THE ACADEMY.
UM, I FAILED TO MEET THE STANDARD ON ONE ASSESSMENT AND, UH, I WAS CALLING FOR THE SERGEANT'S OFFICE AND HE, UM, SUGGESTED THAT I WAS NOT GIVING IT ALL MY EFFORT, AND I WASN'T TRYING VERY HARD, UM, THAT I, HE SAID IT WAS NOT FRONT THE CITY.
THAT WAS OUR FIRST CONTACT AS FAR AS THAT WAS, UM, CONCERNED.
I NEVER HEARD ANYTHING ABOUT IT BEFORE.
[00:05:01]
AND, UM, I HAD A CONVERSATION WITH HIM ABOUT IT.UM, I TRIED TO EXPRESS THEM THAT I WAS ALL IN AND, UH, YES, THREE MONTHS INTO A NON TWO MONTH ACADEMY, UH, I, I ASSESSED THE SITUATION.
I LOOKED AND SAID, UM, I DON'T KNOW THAT, YOU KNOW, AS FAR AS I UNDERST I WAS LEAVING THE STANDARD.
BUT, UM, I DIDN'T UNDERSTAND WHAT I WASN'T DOING CORRECTLY.
I DIDN'T WANT TO CONTINUE WITH WHAT I FELT A BIT TARGET ON MY BACK AT THE TIME.
YOU KNOW, MAYBE I WAS A LITTLE MATURE, YOU KNOW, UH, BUT I'VE GROWN UP A LITTLE BIT SINCE THAT TIME.
I'VE GOTTEN TWO COLLEGE DEGREES.
UM, I'VE EXCELLED IN MY FIELD PROFESSIONALLY AND, UM, I'VE GOTTEN BENEFIT PHYSICALLY AND, UM, ACADEMICALLY FOR, BUT I'M A VERY SUITABLE CANDIDATE FOR THE CITY OF DALLAS AND DALLAS POLICE DEPARTMENT.
CAN I ASK YOU WHAT, WHAT WAS, WHAT IS YOUR EMPLOYMENT CURRENTLY? I WORK IN EDUC FROM DOING WHAT? EDUCATION.
FOR WHATEVER REASON, UH, I STRUGGLED IN THE PAST, ACADEMICALLY, UH, I GUESS TESTING IS MY WEAKNESS.
I UNDERSTAND THAT THIS, THIS IS AN INVESTMENT, YOU KNOW, FROM A CITY'S, UH, PERSPECTIVE.
YOU KNOW, DON'T, PEOPLE WHO ARE NOT GONNA, YOU KNOW, MEET THE
WE GET A BATHROOM DEGREE, TWO YEARS DON'T UP, NO, DON'T STOP.
AND THERE'S NO ANYTHING LIKE THAT.
IT TOOK ME THREE TRIES TO PASS MY, UM, EDUCATIONAL CERTIFICATION EXAM.
AND IMMEDIATELY, UM, FOLLOWING THE, THAT I WAS ABLE TO THE TEACHER OF THE YEAR ON MY CAMPUS FOR WHATEVER REASON, I HAVE STRUGGLED WHEN IT COMES TO THE TEST TAKING, BUT I DON'T STRUGGLE WITH AN APPLICATION.
UM, I'M RELATIVELY, I'M GOOD AT APPLYING WHAT I LEARNED.
I WRITE A PAPER LIKE NOBODY, BUT YOU TELL 24.
SOMETIMES I STRUGGLE, BUT I THINK I'VE GOTTEN BETTER.
I THINK, UH, TEACHING HAS HELPED ME, UM, LEARN CURRICULUM AND KIND OF BACKWARDS PLAYING AND THINGS OF THAT NATURE.
I THINK I WOULD DO A LOT BETTER NOW THAN I WOULD EVEN TWO OR THREE YEARS AGO.
I GOING TO TURN THIS OVER TO THE BOARD FOR ANY QUESTIONS FROM MR. ER, MR. COLER, CAN YOU TELL US WHY YOU NO LONGER WANNA TEACH AND WANNA PURSUE THE POLICE OFFICER ROLE AGAIN? WELL, THE POLICE OFFICER ROLE NEVER WENT ANYWHERE.
UM, WHAT HAPPENED WAS I WAS MARRIED, UM, SHORTLY AFTER MY, UM, VINCENT FROM THE, UH, POLICE DEPARTMENT.
I WAS AT LOCAL TEXAS FOR THE LAST FOUR YEARS AND GRADUATED COLLEGE, GOT MARRIED AND, UH, JOBS.
AND THEY WERE THE FIRST TO CALL.
USED TO BE FRANK WITH YOU, ALTHOUGH I'M NOT EXTRAORDINARILY PASSIONATE ABOUT IT, I CAN STILL DO THAT JOB AND DO IT WELL AS I HAVE, UM, I ONLY IMAGINE WHAT I COULD DO WHEN I COULD.
UH, SO ARE YOU ACTIVELY A, AN EDUCATOR OR YES, MA'AM.
ARE YOU HAVE TAKEN A LEAVE FROM THAT? NO, MA'AM.
AND YOU'RE IN WHAT SCHOOL DISTRICT? I'M CARLTON FARMER, BRANCH CARTON, LOUISVILLE.
MY NAME IS CURTIS PIERRE, AND I'M ASKING, UH, IS YOUR POSITION NOW THAT YOUR MATURITY HAS NOW PUT YOU IN A, A POSITION WHERE YOU FEEL THAT, UH, YOU SHOULD, UH, ACCOMPLISH AND COMPLETE THE TASK WITH THE DALLAS POLICE DEPARTMENT? UH, YES, SIR.
I THINK THAT, YOU KNOW, WORKING IN THE EDUCATION FIELD IS A BEAUTIFUL THING BECAUSE I INTERACT WITH, YOU KNOW, PARENTS, GRANDPARENTS, ADMINISTRATORS, OBVIOUSLY STUDENTS AND CO AND TEACHERS, YOU KNOW, PEOPLE FROM ALL TYPES OF DIFFERENT PLACES.
I THINK THAT, UH, LIFE EXPERIENCE IS NOT SOMETHING THAT CAN BE SIMULATED.
UH, WHEN I APPLIED THE FIRST TIME, I WAS 23 YEARS OLD, AND, UM, I DIDN'T LOOK AT IT AS MUCH AS A CAREER AS I LOOKED AT IT AS A JOB.
UM, I WASN'T AS BOUGHT IN AS I SHOULD HAVE BEEN.
I BELIEVE I WAS JUST GOING IN, I WAS, YOU KNOW, MEETING THE STANDARD, BUT I WASN'T LOOKING AT THE INTRICACIES THAT THE JOB INVOLVED AND OBVIOUSLY MY SUPERIOR WERE LOOKING AT.
AND I THINK BY HAVING A CONVERSATION WITH THEM, I THINK WE'LL BE ON THE SAME PAGE BETTER NOW THAN WE WERE THEN.
ANY OTHER QUESTIONS? I, I DO HONOR.
I'M NOT SURE IT'S SOMETHING I SHOULD ALREADY KNOW.
[00:10:02]
IN THE TRAINING PROGRAM, WAS THERE ANYTHING OTHER THAN ACADEMICS THAT, THAT WAS A PROBLEM? EITHER FOR YOU OR FOR THE SUPERIORS OR THE PEOPLE IN THE TRAINING PROGRAM THAT CAUSED THE PROBLEM? NO, SIR.I, UM, I DID HAVE A COUPLE OF INJURIES.
I, I HAD A GROIN INJURY AND A HAMSTRING INJURY, WHICH KIND OF KEPT ME OUTTA THE PHYSICAL, UM, ASPECTS OF THE JOB FOR A BIT.
AND AGAIN, THAT IN COMBINATION WITH THE ACADEMIA, I'M SURE THAT THAT, UM, MAY HAVE UPSET SOMEBODY.
UM, I CAN CONFIDENTLY SAY I DIDN'T DO ANYTHING ILLEGAL.
I DIDN'T DO ANYTHING UNETHICAL.
UM, IT WAS A MATTER OF PREFERENCE, I BELIEVE.
AND, UM, PEOPLE HAVE THEIR OPINIONS.
AND THEN, YOU KNOW, I'M, I'M, I'M NOT ONE TO HAVE THE PAY.
I'M NOT IN THE POSITION TO HAVE AN OPINION GIVEN MY, UM, TITLE.
YOU KNOW, THEY HAVE TO PAY YOU.
ONCE I, YOU KNOW, IF I CAN WORK MY WAY AND, UH, YOU KNOW, GAIN SOME, SOME TYPE OF NOTORIETY FOR LACK OF A BETTER TERM, THEN SOMEBODY MIGHT WANT TO HEAR WHAT I HAVE TO SAY.
ASIDE FROM THAT BEST, DID YOU SAY A MATTER OF PREFERENCE THAT WAS JUST IN REFERENCE, IN PREFERENCE TO FOCUS ON THE ACADEMICS? I BELIEVE SO, YES, SIR.
I, IT WASN'T VERY CLEAR TO ME WHEN I SAT WITH THE SERGEANT.
AGAIN, I UNDERSTAND MY POSITION.
I AM A, I'M NOT EVEN A POLICE OFFICER.
I'M A RECRUIT AND HE'S A SERGEANT.
I'M NOT INTRODUCING THE QUESTION THAT HE HAS TO SAY.
UM, I DIDN'T FEEL IT WAS APPROPRIATE FOR ME TO REALLY COUNTER ANYTHING HE SAID, JUST BECAUSE OF HIS POSITION AND MY POSITION.
AND I, I DON'T THINK I COULD HAVE ARTICULATED MYSELF VERY WELL AT THAT TIME EITHER, AND THAT, THAT MIGHT HAVE MADE SITUATION WORSE.
SO, I, I, I CHOSE TO SAY SILENT, AND I'M BACK NOW TO LEAVE MY CASE BOARD.
ANY OTHER QUESTIONS? MR. VER? MR. MR. I'M BACK.
MR. VER, WHAT IS YOUR, WHAT IS YOUR MOTIVATION OF WANTING TO, UH, YOU KNOW, BECOME A CITY OF DALLAS OFFICER? I BELIEVE THAT MY LIFE HAS PUT ME IN A POSITION TO WHERE, UH, I'LL BE AN EXCELLENT CANDIDATE FOR THE POSITION.
I BELIEVE I'M, UH, WELL EDUCATED, WELL TRAVEL.
UM, I'M RELATIVELY SOCIAL, BELIEVE IT OR NOT.
AND I THINK THAT THE JOB DEMANDS THAT, I MEAN, I, IT'S KIND OF LIKE I DO WITH MY STUDENTS, YOU KNOW? OKAY.
UM, MY JOB'S TO DO WHATEVER MY STUDENTS NEED ME TO BE.
AND IN THIS CASE, MY JOB WILL BE WHATEVER THE CITY NEEDS ME TO BE, IF THAT'S A SANITATION WORKER FOR A DAY, YOU KNOW, HELPING THOSE GUYS DO THEIR THING.
AND IF IT'S TO GO, YOU KNOW, GO SAVE A BABY, THEN WE DO THAT THAT DAY.
YOU KNOW? UM, I THINK MY CHARACTER IS, IS, IS OF, UM, I THINK, I THINK I'M A GOOD CHARACTER.
I THINK THAT I'VE NATURALLY STAYED AWAY FROM TROUBLE AND, AND THINGS THAT COULD BE AFFILIATED WITH TROUBLE, UM, FAR FROM PERFECT.
BUT I THINK THAT, UM, I THINK I'LL WORK FOR DIFFERENT CITY.
ANY FURTHER QUESTION, UH, MR. TO IF YOU COULD PUT UP WITH MENTAL SKILLS TO, YOU CAN PUT UP, GOD BLESS YOU.
UH, LEMME ASK IF THERE'S A MOTION FROM THE BOARD TO ALLOW TO BE ABLE TO REHIRE.
IS THERE ANY DISCUSSION ON THE MOTION? NO.
ANY DISCUSSION ON THE MOTION? OKAY.
UNANIMOUS OR SO? WE WISH YOU ALL THE BEST, UH, SOMEONE FROM THE CIVIL SERVICE DEPARTMENT WILL BE IN TOUCH WITH YOU ABOUT PAPERWORK, ET CETERA.
SO WE WISH YOU THE BEST AND THANK YOU FOR BEING HERE TODAY.
UM, WE TOOK ME THE
UM, NEXT TIME ON OUR AGENDA TODAY IS THE CIVIL SERVERS
[V. Briefing and Discussion Item(s)]
FOR VICE CHAIR ELECTION.UM, UNDER THE CHARTER, WE ARE, WE ARE SUPPOSED TO, WE HAVE
[00:15:01]
NOT ALWAYS DONE THIS ON THE PATH WE'RE SUPPOSED TO HAVE A VICE CHAIR.AND, UM, I'M NO ONE OR MORE APPROPRIATE FOR THAT, FOR THAT POSITION THAN BRIDGET MITCHELL BRIDGE, THE LONG TERM MEMBER OF THE BOARD.
UH, I NO HESITATION THAT IF I'M NOT HERE, SHE CAN DO A BETTER JOB THAN WHEN I AM HERE.
NOT BAD, BUT, UH, I, I'D LIKE TO OPEN IT UP.
I, THAT WAS MY SUGGESTION, AND IT CERTAINLY IS A BOARD DECISION, NOT, NOT MY DECISION.
SO I WANT TO OPEN THAT UP SO YOU, FOR ANY DISCUSSION OR ANY OTHER NOMINATION THAT YOU MAY HAVE.
I WAS GONNA SAY THAT WHEN I, I CAME INTO THE BOARD WHEN I FIRST ARRIVED, SHE SAT BY ME AND, UH, WALKED ME THROUGH AND, AND SHARED THEIR EXPERIENCES WITH ME.
I'M KNOWING THAT I'D BE MORE CONFIDENT IN, SO, I, I MOTION THAT WE DO NOT THINK BRIDGE MITCHELL AS VICE CHAIR.
IS THERE A SECOND TO THAT MOTION? YES.
THAT'S THREE SECONDS OF THAT MOTION.
UH, IS THERE, IS THERE ANY DISCUSSION ON THE MOTION? AND BEFORE WE MOVE ON WITH THE VOTE, I WANT TO ASK BRIDGET, IS THAT, IS THAT ACCESSIBLE TO YOU?
UH, AFTER OUR CONVERSATION, UH, YES, I WILL, I WILL BE HONORED TO, UH, SIT NEXT TO YOU AND CONTINUE TO, UH, LEARN
OH, WELL, THANK YOU VERY MUCH.
UH, ALL IN FAVOR? RAISE YOUR HAND OR SAY AYE.
I VERY MUCH, WE APPRECIATE YOU AND YOUR SERVICE TO THE CITY OF DALLAS.
OKAY, OUR NEXT ITEM ON AN AGENDA IS THE, UH, VOTE 2027 CIVIL SERVICE BOARD MEETING SCHEDULE.
GOOD TO BE WITH YOU, UH, THIS MORNING.
UM, INCLUDED IN THIS MORNING'S MEETING MATERIALS, UM, IS OUR 20 PROPOSED 2027 CIVIL SERVICE BOARD MEETING SCHEDULE.
AS YOU ALL KNOW, EVERY FIRST OF THE YEAR, FIRST OF THE REASON US DOCK OUR, OUR MEETING SCHEDULE.
UM, AND AS YOU KNOW, THESE ARE OUR MEETINGS THAT WE ADVERTISE TO THE PUBLIC, ARE CONSISTENT WITH WHAT THE CHARTER REQUIRES ON THE DAYS THAT WE MEET.
I WOULD LIKE TO POINT YOUR ATTENTION.
UH, I, I SEE MR. CHAIRMAN, IT'S ALSO ON THE SCREEN.
BUT IF IT'S NOT, BUT IT SHOULD BE, BUT IT SHOULD BE WITHIN THE POWERPOINT PRESENTATION.
THAT'S AT YOUR, THAT'S AT YOUR SEAT.
BUT, UH, I WANT YOU TO, IT'S NOT HEARING, RIGHT? UH, I, IT OKAY.
IT'S NOT, IT'S JUST ON THE SCREEN.
SO, UH, ON THE SCREEN YOU'LL SEE THAT WE'VE LAID OUT THE MEETINGS FOR 2027.
YOU'LL TAKE SPECIAL NOTICE THAT ON JU IN OUR JULY MEETING.
UM, WE'RE NOT PROPOSING A MEETING DATE BECAUSE DUE TO COUNCIL, CITY COUNCIL RECESS, AND THAT'S CUSTOMARILY WHEN WE WILL OBSERVE A RECESS, UH, HERE AS WELL.
THEN I ALSO WANT TO CALL YOUR ATTENTION TO, WE TRY TO STAY AWAY FROM, UM, WE TRY TO STAY AWAY FROM THE, THE DAYS THAT ARE MOST NEAR A HOLIDAY.
OUR LABOR DAY IN 2027 IS GOING TO, THAT TUESDAY IS GONNA BE THE TUESDAY, RIGHT? FOLLOWING.
SO WE'VE SCHEDULED IT FOR THE 14TH.
'CAUSE WE NORMALLY TRY TO STEP OFF OF, OFF OF A HOLIDAY FEEDING PROXIMITY BY, BY A WEEK.
AND SO YOU'LL SEE THAT REFLECTED.
I'M, I'M JUST LOOKING NOW AND I KNOW SOMETIMES WELL THAT THAT'S OUR MEETING PROPOSAL SCHEDULE.
AND OF COURSE, WE'LL LOOK AT AGENDA ITEMS, ME CHAIR, VICE CHAIR, LOOK AT AGENDA ITEMS AS NECESSARY AND DETERMINE WHETHER OR NOT ANY OF THOSE MEETINGS, UH, NEED TO BE REARRANGED OR, OR, OR ANYTHING LIKE THAT.
BUT THAT'LL BE THE FRAMEWORK FOR WHICH WE'LL OPERATE IN TERMS OF OUR REGULARLY SCHEDULED MEETINGS FOR ATTENDANCE PURPOSES.
YOU KNOW, I THINK OUR PHILOSOPHY HAS ALWAYS BEEN IF WE DON'T HAVE TO HAVE A MEETING AND LIKE FOR EXAMPLE, WE WERE GONNA HAVE ONE MEETING AND APPROVE MINUTES AND LIKE I SAW NO REASON TO GET EVERYBODY TOGETHER TO APPROVE MINUTES WITH THAT CAN CERTAINLY WAIT UNTIL THE NEXT MEETING.
SO, WE'LL, WE'LL, AS WE GET YOUR HOLIDAYS TOO, WE'LL, WE'LL ASSESS, FOR EXAMPLE, THE JANUARY 5TH MEETING.
WE'LL, WE'LL JUST SEE HOW THAT, HOW THAT LOOKS AND WHAT, WHAT, WHAT SCHEDULE WE HAVE.
THE FEBRUARY MEETING PROBABLY WON'T CHANGE, BUT WE HAVE TO DO OUR ANNUAL REPORTS NOW.
SO I'M GET THAT, THAT GET THAT DONE.
BUT I, I WOULD IMAGINE, FOR EXAMPLE, WE DID NOT HAVE A SEPTEMBER MEETING.
ALL WE HAD WAS, WERE MINUTES, RIGHT? SO, UH, PROBABLY NOT HAVE THE 11 MEETINGS.
WE'LL PROBABLY HAVE ABOUT EIGHT WOULD BE MY
SO, UM, SO THANK YOU VERY MUCH.
AND RYAN, IF WE COULD HAVE YOU SEND THAT OUT TO EVERYBODY, THAT'D BE GREAT.
[00:20:01]
ON OUR CALENDARS.DOES ANYBODY PRO HAVE A PROBLEM WITH ANY SPECIFIC DATES? WITH THE, WITH THE UNDERSTANDING THAT SEPTEMBER 14TH WILL BE, WILL BE THE MEETING ABOUT A WEEK LATER THAT IT NORMALLY WOULD TAKE? SO SEPTEMBER IS THE CONFIRM, THE 14TH IS THE CONFIRMED DATE.
WELL, INSTEAD OF MEETING THE FIRST TUESDAY IN SEPTEMBER, WE, WE'LL JUST MEET THE SECOND TUESDAY SECOND.
THAT HAVE BE PIGGYBACKING LABOR DAY WEEKEND.
WELL, WE GET THAT OUT TO EVERYBODY.
SO I THINK WE NEED TO TAKE, I THINK WE NEED TO ADOPT IT.
DOES ANYBODY WANT SOMEONE LIKE TO MAKE A MOTION FOR THE HONOR, LET ME ASK YOU, WOULD SEPTEMBER 14TH BE A SPECIAL MEETING OR A REGULAR MEETING? THIS WOULD BE A REGULAR MEETING GIVEN THAT WE PROPOSE THAT WE'RE STOPPING THE HERE TODAY.
IS THERE A MOTION TO APPROVE THE PROPOSED 2027 CIVIL SERVICE BOARD MEETING SCHEDULE? MOTION TO APPROVE MOTION FOR REGINA? IS THERE A SECOND? SECOND, SECOND FOR PAM.
ANY FURTHER DISCUSSION? ALL IN FAVOR SAY AYE RAISE.
THE MOTION? CARRIE UNANIMOUSLY.
EVERYBODY CAN GO AHEAD AND, YOU KNOW, MARK, MARK CALENDAR CALENDAR NEXT YEAR.
IS OUR SCHEDULE USUALLY BASED ON THE CALENDAR YEAR OR THE FISCAL YEAR?
WELL, IT'S REALLY A CALENDAR YEAR.
WE JUST BLEW IT AT THE BEGINNING OF THE FISCAL YEAR, SO TO, SO WE JUST STARTED AT THE BEGINNING OF THE FISCAL YEAR, OCTOBER ONE.
AND SO WE'RE ALREADY SAYING, OKAY, 22, ALL OF 2027, THIS IS WHAT IT'S GONNA LOOK LIKE.
AND WE ALREADY HAVE OUR PROPOSED DATES ARE OUR SCHEDULED DATES FOR NOVEMBER? YEAH.
YEAH, I THINK THAT'S ABOUT RIGHT.
OKAY, NEXT ITEM I'M GONNA AGENDA IS A CIVIL SERVICE RULE CHANGE UPDATE.
IF I, JUST FOR THE SAKE OF EVERYONE, I JUST WANTED TO BRING EVERYBODY INTO THE FULL CONVERSATION.
I KNOW WE HAVE SOME NEW BOARD MEMBERS AND WE, WE'VE DONE A LOT OF WORK AROUND RULE REVISIONS, UH, CHAIRMAN
I THINK WE JUST DIDN'T HAVE ANYTHING ELSE TO DO.
WE DECIDED, WE DECIDED TO TAKE A LOOK AT ALL THE CIVIL SERVICE RULES.
AND SO, SO IN DOING THAT AUDIO, DID YOU, DID YOU ADVANCE TO THE NEXT SLIDE? I JUST WANNA SHOW THIS FOR THE, FOR THE GOOD OF THE BOARD.
UM, YOU KNOW, ONE OF YOUR JOBS IS TO OVERSEE AND MAKE RULE AMENDMENTS TO ADOPT AN AMEN RULES THAT, THAT ARE KNOWN AS CIVIL SERVICE RULES.
AND SO THAT'S ONE OF YOUR FUNCTIONS AS A BOARD.
ONE OF YOUR OTHER FUNCTIONS IS OF COURSE, TO OVERSEE THE DESIGN PERSONNEL SELECTION METHODS, THE FORM THROUGH WHICH EMPLOYEES CAN COME AND HAVE THEIR HEARINGS.
BUT I WANTED TO JUST TALK ABOUT, AS BOARD MEMBERS, ONE OF YOUR FUNCTIONS IS AROUND RULES.
AND IF YOU GO TO THE NEXT SLIDE, UM, IT REALLY LAYS OUT, SO OVER THE LAST COUPLE YEARS, WE'VE MADE A LOT OF DIFFERENT CHANGES TO OUR RULES IN ORDER TO HELP FACILITATE MORE EFFECTIVE RECRUITMENT, PARTICULARLY IN THE SWORN SERVICE.
AND SO I, I JUST KEPT A RUNNING LIST OF OUR REVISION HIGHLIGHTS OVER THE YEARS THAT WE'VE MADE TO SHOW THAT WE'VE NOT JUST TREATED OUR RULES AS THIS ARCHAIC SET OF THINGS THAT ARE SERVED AS A BARRIER TO OUR DEPARTMENTS IN ORDER TO GET THE TALENT THAT THEY NEED.
AND SO THESE, I JUST WANTED TO SHARE WITH YOU ALL, WE'VE BEEN WORKING OVER THE LAST THREE YEARS THAT YOU CAN SEE AROUND CHANGING RULES, TRYING TO MAKE THEM MORE EFFECTIVE.
BUT ONE OF THE THINGS THAT WE INADVERTENTLY DID WHEN WE MADE THE MASS CHANGE BACK IN 2021, WAS WE INADVERTENTLY CHANGE FOR ENTRY LEVEL POLICE AND FIRE, THEIR PROBATIONARY PERIOD IS, IS 18 MONTHS.
YOU KNOW, 'CAUSE YOU GOTTA GO THROUGH ACADEMY, YOU GOTTA GO THROUGH ALL THOSE DIFFERENT THINGS.
WE ACCIDENTALLY TRANSPOSED THE 18 TO 12.
SO WE'VE BEEN HAVING TO MAKE AN, WE'VE BEEN HAVING TO GRANT EXTENSIONS TO BOTH POLICE AND FIRE FOR THEIR ENTRY LEVEL IN ORDER TO GET THEM THROUGH THE PROBATIONARY PERIOD.
AND SO THERE WERE SOME OTHER REQUESTS THAT WE HAD BENCHMARKED AND, AND, AND DONE, BUT THOSE HAVE SINCE GONE AWAY.
SO NEXT MONTH, THAT'S A LONG ROAD TO JUST TELL YOU.
NEXT MONTH I'M GONNA BRING FORWARD TO YOU THE FIRST READING OF MAKING THOSE RIGHT, UH, START THE CONVERSATION WITH YOU ALL.
I'M GONNA HAVE TO GO BACK TO THE PUBLIC SAFETY COMMITTEE OF COURSE.
AND ROUTE THAT THROUGH THERE, BECAUSE IT'LL EVENTUALLY BE YOU ALL, WE WILL, YOU ALL WILL ADOPT THEM, HOLD YOUR PUBLIC HEARINGS SO WE CAN GET THOSE CLEANED UP WITHIN THE RULES, BUT THEN NOT HAVE TO ALSO TAKE THEM BACK TO COUNCIL AND, AND HAVE THEM, UM, ADOPTED TO COUNCIL AS WELL.
SO I JUST WANTED TO LET YOU KNOW THAT NEXT MONTH YOU'RE GONNA SEE A LITTLE MINOR RULE OF THEM THAT COME FORWARD.
AND IT'S GOING TO BE ABOUT OUR POLICE AND PRIOR ENTRY LEVEL POSITIONS AND RESTORING THEM BACK TO THE 18 MONTH PROBATIONARY, UH, PERIOD.
[00:25:01]
YOU A HEADS UP.SO NEXT MONTH WHEN YOU CAME, YOU WOULD BE SITTING HERE LOOKING AT ME LIKE, WHAT ARE WE TALKING ABOUT HERE? I THOUGHT WE ALREADY MADE THOSE CHANGES.
SO I JUST WANTED TO GIVE YOU A PREVIEW THAT, THAT THAT'S WHAT YOU'LL SEE NEXT MONTH.
AND IF I CAN ADD ONE THING THERE IS THE WHOLE RULES REVISION PROCESS.
WE DID START THAT RIGHT BEFORE COVID AND IT TOOK QUITE A WHILE, 18 MONTHS, SEVEN YEARS DOING THROUGH LAST REVISION OF THE BUSINESS FROM THE CITY ATTORNEY'S OFFICE.
UH, FOR S WERE
SO WE THINK SOMEONE WHO WERE 40 YEARS OLD NEEDED UPDATING.
SOMETIMES THE RULES HAVE REPEATED THEMSELVES.
AND SO SINCE WE HAVE ADOPTED THAT, WAS THAT IN 23 WHEN WE APPROVED THE YEAH, WE FINALLY GOT IT DONE.
IN 23, WE DEFINITELY REDUCED THE REDUNDANT PROVISIONS.
AND BECAUSE OF CONFLICTS, EITHER CONFLICTS OR EDING SUPERSEDING STATE LAW, WE CAME UP WITH I THINK A PRETTY MODEL SET OF CIVIL SERVICE RULES.
AND WITH THE ISSUE WITH THE STRESS ON, ON, UH, THE DESIRE TO BE MORE RESPONSIVE TO PUBLIC SAFETY HIRING, WE HAVE THE REFORM ADDITIONS REVISION TO CIVIL SERVICE RULES TO ASSIST THE SWORN SERVICES AND THEIR, UH, ABILITY TO HIRE, RETAIN PEOPLE.
I THINK WE'VE DONE A GOOD JOB OF BEING RESPONSIVE TO THEIR NEEDS AS WELL.
SO THIS IS A PRETTY MINOR CHANGE, BUT IT'S SOMETHING WE HAVE TO GO THROUGH IN THE PROCESS OF MANY THE RULES JUST TO MAKE THAT MINOR CHANGE.
AND, UH, FOR ALL THE FOLKS, POLICE DEPARTMENT EVERYONE WORK WITH.
SO WE APPRECIATE THAT VERY MUCH.
THE NEXT PIECE I WANTED TO GIVE YOU, UH, UH, CHAPTER 34 AMENDMENT.
UM, ONE OF THE THINGS WE ACCOMPLISHED IN THE LAST GO ROUND OF, UM, WHAT WAS IT? THE CHARTER REVIEW COMMISSION WAS WE ADDED A GRADUATED COST STRUCTURE FOR EMPLOYEES WHO WOULD LIKE TO UNDERGO AN ADMINISTRATIVE LAW JUDGE HEARING.
AS YOU KNOW, EVERY EMPLOYEE WHO QUALIFIES FOR A HEARING BEFORE THE CIVIL SERVICE BOARD CAN CHOOSE EITHER A TRIAL BOARD, WHICH MEANS YOU HAVE PARTICIPATED IN OR CHAIR OR YOU KNOW, THAT YOU, YOU'RE FAMILIAR WITH.
YOU HAVE A TRIAL BOARD, OR THE EMPLOYEE CAN CHOOSE THE ADMINISTRATIVE LAW JUDGE.
THE ADMINISTRATIVE LAW JUDGE IS, IT USED TO BE THAT THE EMPLOYEE WOULD PAY 50% OF THAT COST AND THE CITY WOULD PAY 50% OF THAT COST.
AND SO WHAT WE, WE, THE CITY WILL STILL CONTINUE TO PAY 50% OF THE COST, BUT WHAT WE HAVE NOW ARE FOR EMPLOYEES OF DIFFERENT INCOME LEVELS, IF THEY WERE WHEN THEY WERE EMPLOYED AND THEY WERE AT A CERTAIN INCOME LEVEL, IT SHOWS A GRADUATED COST THAT THAT'S PROPORTIONATE TO THEIR INCOME IN ORDER FOR THEM TO HAVE ACCESS TO THAT FORM OF HEARING.
NOT SAYING THAT YOU ALL CAN'T RUN PERFECTLY CAPABLE AND COMPETENT TRIAL BOARDS, WE ALSO WANTED TO MAKE SURE THAT EMPLOYEES HAD ACCESS TO ANOTHER FORM THAT WOULD COST, BUT IT WOULD BE PROPORTIONATE FOR THEIR INCOME.
AND SO WE PASSED IT AND SO NOW WE HAVE TO UPDATE THE ORDINANCE AND, UH, IT'S JUST THE, THE, THE PROCESS OF OF OF, OF GOING THROUGH COUNSEL AND GETTING THAT UPDATED SO WE CAN BE ABLE TO ADMINISTER THAT.
AND I BELIEVE THAT I'M SCHEDULED TO GO BEFORE THE, UH, FINANCE COMMITTEE IN ON THE 26TH OF OCTOBER TO DISCUSS THIS.
AND SO I DIDN'T WANT TO BE BEFORE THE FINANCE COMMITTEE DISCUSSING THIS, AND I HAD NOT DISCUSSED IT WITH THE BOARD FIRST, SO THAT, YOU KNOW, THAT THIS IS SOMETHING THAT WE'VE WORKED ON WORKING WITH THE CITY ATTORNEY'S OFFICE TO GET THIS DONE.
WE'RE GOING TO THE CHARTER REVIEW.
THIS IS JUST THE LAST ADMINISTRATIVE PIECE THAT WILL CAUSE US TO BE, TO BE, TO BE ABLE TO ASSESS THOSE COSTS.
AND SO IF YOU SEE, UM, IF YOU MAKE LESS THAN $60,000, 15% OF THAT COST, WHICH IS 60 BUCKS, IF YOU MAKE BETWEEN $60,001 AND $100,000, THEN YOU PAY 30%, WHICH IS EQUALS 120.
AND THEN ANYTHING, UH, OVER A HUNDRED THOUSAND DOLLARS A YEAR, WHICH WOULD BE VERY FEW OF OUR, I SAY VERY FEW, BUT A SMALLER GROUP OF OUR EMPLOYEES WHO WOULD BE EVEN ELIGIBLE FOR A HEARING.
'CAUSE AS YOU MOVE UP, YOU, YOU ALLOWED THAT ELIGIBILITY IN THE ORGANIZATION STRUCTURE, UM, WOULD BE AT 50% IN ORDER TO MAKE SURE THAT PEOPLE WHO WANTED TO GO BEFORE AN ADMINISTRATIVE SOUGHT JUDGE, 'CAUSE THEY HAVE THE OPPORTUNITY TO DO THAT.
YOUR HONOR, IF I COULD ASK A COUPLE QUICK QUESTIONS.
CURRENTLY IT'S A 50 50 SPLIT FOR FOR THE COST.
SOME SERVICE DEPARTMENT WOULD.
HOW MANY, UH, AND A GIVEN YEAR ON AVERAGE, HOW MANY NECESSARY LAW JUDGE, JUDGE HEARING DO WE HAVE ONCE WE'VE CLEARED THE BACKLOG? RIGHT.
UM, I THINK WE'RE, WE'RE AVERAGING ABOUT MAYBE THREE OR FOUR, UH, AJS IN, IN A YEAR.
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YOU KNOW, FROM FINANCIAL IMPACT PERSPECTIVE, I, I THINK IT WOULD BE VERY MINIMAL.WHAT WE, AGAIN, WHAT WE REALLY WERE TRYING TO DO WITH THIS IS MAKING SURE THAT THERE WAS NOT A COST THERE TO PEOPLE BEING ABLE TO GET A DIFFERENT, UM, OPPORTUNITY TO HAVE THEIR, THEIR, THEIR GRIEVANCE HEARD, UM, DIFFERENT.
IT WAS THREE OR FOUR A LJS DURING THIS YEAR.
TRIAL WORDS ARE WHAT, THREE, FOUR TIMES THAT NUMBER? YEAH.
AND ALL, ALL, WELL, WE, IT USED TO BE WE'RE KIND OF TRENDING HEAVY A LJ OUT OF COMING OUT OF THE BACKLOG.
UH, BUT RIGHT NOW WE'RE ALMOST SET UP 50 50.
SPLIT BETWEEN A LJ CHOOSINGS AND, AND, AND, AND TRIAL BOARD.
WE'VE NOT HAD TRIAL BOARDS FOR NOT MEETING THE CHAIR, IF I RECALL.
NO, I DON'T THINK ANYONE HEARS OBJECTING
AND, AND, AND, AND PLEASE DO NOT, UM, CALL THE FORWARD AND THE, BUT AFTER WORKING THROUGH OUR BACKLOG, COVID CASE WITH THE REHAB, WHAT, CLOSE TO 20.
NO ACTION REQUIRED FOR NO ACTION ABOUT THAT.
AND THEN NEXT ITEM IS CALL CENTRAL INTEGRATION.
SO I KNOW THAT, UM, WE'VE HAD SOME CONVERSATION AND I JUST WANT, UM, PAUSE HERE AND, AND TALK A LITTLE BIT ABOUT, SO IN MOST RECENTLY IN THE LAST ADOPTED BUDGET, THE CITY MANAGER'S RECOMMENDED BUDGET RECOMMENDED, UM, CONSOLIDATING ALL OF THE TALENT ACQUISITION, UM, RESPONSIBILITIES FOR THE CITY OF DALLAS UNDER ONE ROOF, WHICH IS CIVIL SERVICE.
UH, AND UNDER THE INITIATIVE OF TALENT CENTRAL.
UH, LAST YEAR, THE DIRECTOR OF HR AND I STARTED OUT ON AN INITIATIVE, UM, TALENT CENTRAL.
AND I'M GONNA JUST KIND OF SHARE YOU ALL THE VERY HIGH LEVEL, BUT WHAT THE ADOPTION OF THE BUDGET DID IN EFFECT AND CHANGE WHERE WE RECEIVED SEVEN POSITIONS WITHIN THE DEPARTMENT.
UM, AND SO WE WANNA MAKE SURE THAT WE'RE UNDERSTANDING, YOU KNOW, WHAT, WHAT ARE OUR DIFFERENT PROCESSES? HOW DID RECRUITING THE SAME DIFFERENCE? WHO ARE THE PEOPLE WE'RE TARGETING, MAKING SURE THERE'S NO DUPLICATION OF EFFORT, MAKING SURE THAT WE'RE, THAT WE'RE GETTING AS MUCH EFFICIENCY AND EFFECTIVENESS OUT OF OUR TALENT ACQUISITION PROGRAM AS WE POSSIBLY CAN.
AND SO THAT'S A LITTLE BIT OF THE WORK THAT LIES AHEAD BEFORE WE CAN JUST SIMPLY SAY, WE'RE GONNA OPERATIONALIZE THIS TALENT CENTRAL CONCEPT.
BUT BECAUSE YOU ALL HAVE A, SUCH A, SUCH A DEFINED ROLE IN TALENT, IN TALENT ACQUISITION, EVEN IF IT'S THROUGH RULEMAKING, I WANTED TO MAKE SURE THAT AS, AS MY BOARD, THAT I HAD YOU ALL ON THE SAME PAGE AND HAD YOU GET THE CONVERSATION ABOUT HOW I ENVISION MOVING THE WORK FORWARD AS WE OPERATIONALIZE THIS TALENT SAVING CONCEPT.
BECAUSE I THINK THIS IS REALLY GOING TO FINALLY PUT INTO PLACE WHAT WE'VE BEEN TALKING ABOUT FOR SOME TIME IN THE STRATEGIC FOCUS AREAS, SOME OF THE THINGS THAT SEEM LAID OUT IN TERMS OF FRAMEWORK IN OUR ANNUAL REPORTS, UH, IN TERMS OF HOW DO WE MOVE THIS TALENT STRATEGY FORWARD.
SO I JUST WANTED TO SHARE WITH YOU ALL A PREVIEW OF KIND OF WHAT I'LL BE WORKING ON IN THE NEXT A HUNDRED DAYS OR SO TO PUT US IN A PLACE TO REALLY OPERATIONALIZE THIS AND GET THE RESULTS I THINK THAT THE CITY AND THE CITY MANAGER INTENDED, UH, FOR, FOR THIS PROGRAM AND PROCESS TO, TO DO FOR TALENT ACQUISITION AT THE CITY OF DALLAS.
SO I JUST WANNA RUN THROUGH JUST A COUPLE HIGH LEVEL THINGS.
AND, AND SO, SO WE'RE ALL SYNCHRONIZED TO THE SAME THING.
SO WHAT IS TALENT CENTRAL? TALENT CENTRAL IS A CENTRALIZED PUBLIC FACING RECRUITMENT HUB.
AND SO WHAT WE WANT TO DO IS BRING ALL RECRUITMENT INTO ONE CENTRALIZED HIRING HUB, WHERE, WHERE WE ARE DEALING WITH THE CLASSIFIED EMPLOYEES.
SO EMPLOYEES WHO HAVE APPEAL RIGHTS BEFORE YOU ALL AS WELL AS FUND CLASSIFIED EMPLOYEES OR LABORERS OR YOU KNOW, WHOEVER ELSE THAT ARE PEOPLE WHO WORK IN DEPARTMENTS THAT ARE NOT CONSIDERED CIVIL SERVICE DEPARTMENTS OR CLASSIFIED DEPARTMENTS.
WE WANNA BRING ALL THAT HIRING INTO ONE SPACE BECAUSE AT THE END OF THE DAY, IT REALLY DOESN'T MATTER TO THE PUBLIC.
AND IN A LOT OF WAYS IT DOESN'T MATTER TO THE INTERNAL ORGANIZATION BECAUSE WE'RE STILL ABOUT GETTING THE WORK THAT NEEDS TO GET DONE, DONE.
SO WE WANNA BRING THAT INTO A CENTRALIZED, UH, PUBLIC FACING RECRUITMENT HUB.
ALSO WANNA DO THE SAME FOR POLICE ENVIRONMENT.
WE DON'T WANNA HAVE TO SEND JOB SEEKERS LIKE EVEN THE GENTLEMAN WE JUST TALKED TO.
WE DON'T WANNA HAVE TO SIT DOWN OVER, OVER THERE AND OVER.
WE WANT TO HAVE ONE CENTRALIZED LOCATION FOR EVERYONE TO BE ABLE TO COME AND, AND BE ABLE TO MAKE APPLICATION, GET INFORMATION ABOUT IMPORTANT CITY OF DALLAS TO DO THOSE THINGS THAT ARE NECESSARY TO GAIN EMPLOYEES.
SO IT'S A PHYSICAL HUB OF LIKE AN ONGOING CAREER FAIR WHERE YOU CAN COME IN.
THAT'S WHAT WE'RE AT, THAT'S WHAT WE ENVISION AS WELL AS A DIGITAL GATEWAY.
WHEN YOU GO OUT ONLINE, YOU DON'T HAVE TO CLICK OVER HERE AND HERE AND HERE, BUT IT'S ALL IN ONE SIMPLE LANDING PLACE THAT GIVES YOU INFORMATION ABOUT WHAT OPPORTUNITIES WE HAVE.
AND THIS UNIFIED APPROACH, UM, HELPS US COORDINATE AND IMPROVE OUR HIRING RESULTS.
CHAIRMAN WELCH HAS BEEN A PART OF THIS CONVERSATION, UM, UM, MUCH LONGER THAN I, BUT WHEN
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I CAME TO THE CONVERSATION, REMEMBER THE CONVERSATION WAS AROUND TIME TO HIRE AND HOW DO WE DECREASE TIME TO HIRE.SO THIS IS STILL JUST ANOTHER EVOLUTION OF THIS WORK THAT'S GOING ON TO GET US TO, TO A BETTER STATE OF EXCELLENCE IN HOW WE OPERATE.
UM, WHY UN UNIFIED STRATEGY? BECAUSE IT'S AN IMPERATIVE IF, IF WE'RE GOING TO COMPETE IN PLACE A CITY OF DALLAS AS AN EMPLOYER OF CHOICE AND COMPETE WITH VERY SCARCE TALENT.
AND THAT'S NOT EVEN SAYING THE TALENT IS OVERWHELMED BY THE OPPORTUNITY TO COME AND WORK HERE AT THE CITY OF DALLAS.
SO YOU'RE COMPETING FOR, FOR SCARCE TALENT.
YOU GOT A BRANDED MARKET YOURSELF.
YOU GOTTA FACE THOSE CHALLENGES THAT JUST, THAT ARE NATIONWIDE AND JUST NOT PARTICULAR TO DALLAS OR PARTICULAR IN PARTICULAR, UH, CAREER TRACK.
IF, IF, IF YOU CAN REMEMBER TREVOR, WE, THE LONG AGO 2023 TALENT ACQUISITION AUDIT THAT LOOKED AT BOTH ALL OF OUR TALENT FUNCTION, BOTH POLICE, FIRE, HUMAN RESOURCES, CIVIL SERVICE.
AND THIS IS REALLY HOW WE END, YOU KNOW, HOW WE GET TO THIS, HOW WE GET TO THIS POINT.
I'LL STOP REAL, I'LL STOP HERE REALLY QUICK BEFORE WE INCUMBENT OR QUESTIONS OF ME BEFORE, UH, I CHANGE LEGS.
SO I WONDER, I DON'T KNOW IF YOU'LL KNOW THE ANSWER TO THIS, BUT WHAT IS THE COUNTER ARGUMENT TO DOING THIS? IT'S KINDA LIKE THE STRONG MAYOR VERSUS STATUS QUO.
WELL, I THINK THAT THE, THE, THE, THE, THE, THE RATIONALE, I DON'T KNOW IF THE ARGUMENT, BUT THE RATIONALE IS CIVIL SERVICE DEPARTMENT ALREADY WAS RESPONSIBLE FOR RECRUITING 87% OF THE CITY'S WORKFORCE.
MY QUESTION IS, WHY WOULD SOMEONE NOT WANT THAT? I, I'M NOT SURE.
BUT I, WE ARE PUTTING OUR STRATEGY TOGETHER, WE'RE MOVING FORWARD.
'CAUSE AT THE END OF THE DAY, WE GOTTA HIRE THE TALENT.
I I I, I'M SURE THERE ARE ARGUMENTS THAT ARE PERSUASIVE IF YOU LISTEN TO THEM, BUT I THINK THIS DECISION MAKES SENSE.
IT IT, IT GIVES US AN OPPORTUNITY TO REALLY ROLL OUR SLEEVES UP AND FIGURE OUT WHAT WE NEED TO BE DOING.
AND MOST IMPORTANTLY, UM, I'M GONNA ALWAYS ADVOCATE FOR THIS APPROACH BECAUSE THIS IS THE ONLY WAY WE'LL GET TO PROVIDING THE CITY WITH A FULL SERVICE TALENT ACQUISITION AND RECRUITMENT SERVICE MODEL IN FULL CIRCLE.
THAT, THAT FULL CYCLE THAT'S GOING TO SUPPORT DEPARTMENTS AND GIVE THE HIRING MANAGERS THE SKILLS, THE TOOLS AND THE RESOURCES THEY NEED TO, TO, TO GET, TO GET THIS TALENT.
AND THEN I'LL COME OFF MY SOAPBOX AND SAY JUST IS ONE OTHER THING IS THAT WHEN WE LOOK AT BUDGETARY CONSTRAINTS HERE, THE CITY OF DALLAS, WE WE'RE NOT MAKING CARS.
WE'RE NOT MAKING, UH, ITEMS. WHAT WE'RE DOING ARE SERVING PEOPLE.
I JUST, I'M PUSHING BACK A LITTLE BECAUSE I REMEMBER WHEN I WAS STARTING A PROGRAM, PEOPLE WOULD SAY, WHAT'S KEEPING YOU UP AT NIGHT? WHAT'S THE THORN IN YOUR SIDE? AND I HAD TO HAVE A COMPELLING ARGUMENT TO TO, TO THEM WHAT MY ISSUES WERE.
BUT WHAT WERE MY SOLUTIONS AND WHAT I'M GETTING IN THIS PRESENTATION, WHICH I APPRECIATE 'CAUSE I WAS READING THROUGH THIS STUFF AND, YOU KNOW, TAKES A WHILE TO FIGURE OUT WHEN YOU DON'T LIVE IT EVERY SINGLE DAY, THERE HAS GOT TO BE A PHILLIES, YOU KNOW, SOMEWHERE IN HERE THERE'S GOTTA BE SOMETHING THAT SOMEONE SOMEWHERE IS PUSHING BACK.
I'M NOT SAYING THAT I AGREE WITH THAT.
I'M JUST TRYING TO GET CLARITY AND I YOU ARE MAKING A GREAT COMPELLING ARGUMENT.
IF I WERE A JUDGE, I'D BE RULING IN YOUR FAVOR, BUT I DON'T HAVE THE OTHER SIDE HERE.
SO I JUST WANNA PUT THAT, IF I COULD ADD ONE THING TOO, I WOULD LIKE TO ALSO GO AHEAD.
I WAS GONNA SAY, I WOULDN'T SAY THE SYSTEM WAS BROKEN.
I MEAN, IT WAS JUST THAT, THAT THE SYSTEM WAS WHAT THE SYSTEM WAS AND HAD, HAD BEEN THAT WAY FOR A LONG PERIOD OF TIME.
SO IT WAS JUST, THAT'S HOW WE KNEW IT.
I THINK WHAT, WHAT WHAT WHAT WE'VE DETERMINED IS THAT WE CAN MAKE IT BETTER, MORE COST EFFICIENT AND, AND, AND CENTRALIZE.
AND, AND AGAIN, THERE MAY BE, THERE MAY BE ISSUES WE DON'T KNOW THAT WILL POP UP AND WE'LL HAVE TO ADDRESS.
SO CAN I ASK A QUESTION? I LIVE IN THE FLORAL EVERY DAY.
SO I, I'M THINKING JARED, NOT ONLY IS THAT AN OPPORTUNITY, AS YOU'RE SAYING THE PROCESS IMPROVEMENT, BUT BY MERCHANT UNDER ONE UMBRELLA, IS THERE OPPORTUNITY ALSO THINKING OF A SALE, UM, FOR CROSS TRAINING, UM, SO THAT THOSE ON EACH SIDE, EACH LOCATION HAVE AN OPPORTUNITY TO BACKFIELD AND HELP OUT, YOU KNOW, COST SAVINGS AGAIN.
SO, SO, UH, JARED, I I DO HAVE A QUESTION.
UH, MOVING THIS, YOU KNOW, TO A UNIFIED STRATEGY WITH THE HUMAN RESOURCES DEPARTMENT AS WELL AS THE CIVIL SERVICE DEPARTMENT, WILL THERE BE ANY TYPE OF IMPACT ON, UH, DOWNSIZING EITHER ONE OF THESE DEPARTMENTS?
UM, SO, SO LET ME, LET ME ANSWER YOU ALL'S QUESTION THIS WAY, IF I CAN.
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IF YOU LET ME GET TO THE NEXT SLIDE, UH, IT, IT'LL, IT'LL, IT'LL, IT'LL CLEAR SOME THINGS UP.IT'S JUST MORE ABOUT WHAT THAT DOES.
I THINK YOU ALL GET THE IDEA ABOUT WHAT THE HUB IS.
UM, SO I BELIEVE THAT ALL HIRING AT THE CITY OF DALLAS FALLS INTO THREE CATEGORIES.
EITHER YOU'RE SOURCING A CANDIDATE, YOU'RE SCREENING THAT CANDIDATE MM-HMM
OR YOU'RE WORKING TO SELECT THAT CANDIDATE.
SO WHEN WE LOOK AT PROCESS, WHEN WE LOOK AT PERSONNEL TO, UH, TO, TO, TO, TO, UH, BRIDGET, TO MS. MITCHELL'S QUESTION.
WHEN WE LOOK AT MS. WALTON'S QUESTION, UH, WHAT ARE THE CROSS TRAINING? WE'RE GONNA BE LOOKING TO SEE HOW ARE THE TWO FUNCTIONS OR THE TWO GROUPS IN THEIR CURRENT STATE CURRENTLY GOING ABOUT THE WORK OF SOURCING CANDIDATES, HOW THEY'RE GOING ABOUT THE WORK OF SCREENING THEM, HOW THEY'RE GOING ABOUT THE WORK OF SELECTING.
THEN FROM THERE, WE'RE GONNA KNOW WHERE OVERLAP IS.
WE'RE GONNA KNOW WHERE DUPLICATION IS, WE'RE GONNA KNOW WHERE ACHILLES HEELS ARE, WE'RE GONNA KNOW WHERE BOTTLENECKS ARE.
WE'RE GONNA KNOW THAT WHEN WE START TO EVALUATE IN THE ASSESSMENT STAGE.
AND SO ALL OF THE WORK WILL BE EVALUATED KIND OF THROUGH THIS FRAMEWORK.
BUT IF YOU GO TO THE NEXT SLIDE WITHIN THE, WE NEED TO ASSESS WITHIN THE FIRST 30 DAYS, WHAT WORK DO WE HAVE? HOW DOES IT WORK TODAY? AND WHAT MUST CHANGE.
I MEAN, THAT HAS TO BE, AND WE GOTTA START DOCUMENTING THAT AS WE MOVE, WE NEED TO DOWN ALIGN.
WHEN WE GET TO THE ALIGNMENT PHASE, WE NEED TO, HOW SHOULD PEOPLE, PROCESS AND TOOLS AND ACCOUNTABILITY OPERATE TOGETHER? SO TO MS. MITCHELL'S QUESTION THAT ONCE WE UNDERSTAND WHAT EVERYBODY'S DOING, WE CAN NOW START TO ASK THE QUESTION, HOW SHOULD THEY BE OPERATING TOGETHER? AND THEN WE'LL MAKE AN ASSESSMENT AND MAKE SOME ORGANIZATIONAL DETERMINATIONS AND, AND, AND PLANS BASED ON WHAT ARE THE RESOURCES WE HAVE VERSUS WHAT WE NEED.
WHAT'S, WHAT'S DUPLICATION? WHAT ARE ALL THOSE THINGS THAT COMPRISE THE BODY OF WORK? AND WHAT ARE THE INHIBITORS TO US GETTING TO THAT BETTER STATE ON THE OTHER SIDE? AND WE'RE GONNA HAVE TO PLAN AND, AND, AND TAKE ACTION AROUND THOSE THINGS.
AND SO MY HOPE IS THAT WE'RE ABLE TO REORGANIZE OURSELVES IN A WAY THAT THEY'RE MEDICAL IMPACTS.
BUT THE REALITY IS TO CHAIRMAN'S WE POINT IS THAT WE CAN'T DO IT THROUGH THE LENS OF WE JUST WANT TO MAKE WHAT WE'VE ALWAYS DONE, WHAT WE'VE ALWAYS DO JUST NOW ALL TOGETHER.
NOW, UM, IS MY WAY OF SAYING THAT'S I'M NOT, I DON'T REALLY HAVE AN APPETITE OR YOU KNOW, WE'VE ALWAYS DONE IT THIS WAY.
SO NOW WE'RE GONNA ALWAYS DO IT THE WAY WE'VE ALWAYS DONE IT TOGETHER UNDER ONE ROOF.
I THINK WE HAVE TO GET TO THE STAGE OF, OF, OF OPTIMAL BEFORE WE CAN MOVE FORWARD.
AND SO THEN YOU START MOVING TO ACTIVATE.
HOW DO YOU BEGIN OPERATING IN THAT INTEGRATED MODEL ONCE YOU LEARN THOSE THINGS? AND THEN HOW DO YOU MEASURE PERFORMANCE AND SUSTAINING IMPROVEMENT AND THEN WHAT'S THE NEXT STAGE AND THE ROADMAP THAT WE CONTINUE TO MOVE THE WORK FORWARD FROM THERE.
SO I, THAT'S THE WORK THAT WE'RE ENGAGING ON GROUP JUST CAME TOGETHER EFFECTIVE TEN ONE.
SO JUST A COUPLE DAYS ABOUT SOMETHING.
JUST FRESH OUT THE GATE, FRESH OUT THE GATE.
THIS, THESE ARE THE THINGS THAT WE'RE WORKING ON.
I THINK THAT WE'RE FINALLY TO THE PLACE WHERE WE CAN GET SOME TRUE TRACTION AROUND SUPPORTING HIRING MANAGERS TO DO OUR VERY BEST AT HIRING.
UM, AND THAT'S ABOUT RESTORING THE CANDIDATE EXPERIENCE.
'CAUSE WHEN YOU TALK TO ANY MEMBER WHO, OR ANY PERSON WHO'S MADE APPLICATION TO THE CITY, OFTENTIMES THEIR FRUSTRATIONS ARE HIGH BECAUSE THEY DON'T KNOW WHERE THEIR APPLICATION IS.
THEY'RE NOT GETTING THE COMMUNICATION THAT THEY DESERVE AND WANT.
UM, AND SO IT'S MY TASK AND MY OPPORTUNITY TO SEE HOW WE GET TO A BETTER STATE TO ENHANCE THAT, UH, THAT EXPERIENCE.
AND ODDLY ENOUGH, I'M EXTREMELY EXCITED ABOUT THE CHALLENGE BECAUSE I KNOW HOW GREAT OF A ONE IT IS.
BUT I THINK IT'S SOMETHING THAT WE HAVE BEEN WORKING AT IN THIS DEPARTMENT AND THIS BOARD NOW FOR THE LAST ALMOST EIGHT YEARS.
AND SO I'M, I'M PLEASED TO SAY WE'RE AT THIS CORNER THAT WE CAN NOW LAUNCH OUT IN THIS DIRECTION TO TRY TO GO, WELL, I, I BELIEVE THERE'LL BE GREATER ACCOUNTABILITY, WHICH IS GREAT.
AND THE OTHER THING I JUST KNOW FROM ANECDOTALLY THAT WE OCCASIONALLY ARE OFTEN OCCASIONALLY LOST TALENTED, POTENTIAL TALENTED EMPLOYEES BECAUSE THEY DIDN'T KNOW WHERE THEY WERE IN THE PROCESS AND THEY HAD TO OFFER SOME OTHER, OTHER ENTITIES.
AND, AND THEY WERE JUST LIKE, WHERE AM I IN THE PROCESS OF DALLAS? LIKE, WELL, YOU'RE SOMEWHERE.
WE CAN'T TELL YOU EXACTLY WHERE.
YOU CAN'T TELL YOU EXACTLY WHAT DECISION WE GONNA MADE.
SO, SO I THINK THAT'S A, I THINK LET'S GIVE THIS A SHOT SHOT.
AND I, I THINK IT'LL BE AN IMPROVEMENT.
AND THERE MAY BE SOME TWEAKING ALONG THE WAY, BUT WE HAVE A TALENTED ENOUGH PEOPLE, WE HAVE TALENTED PEOPLE WHO CAN, WHO CAN RESPOND TO THOSE CHALLENGES.
AND SO I WILL MAKE SURE THAT I CONTINUE TO COME BACK TO YOU ALL JUST TO KEEP YOU ALL UPDATED.
I'M SURE THAT THERE WILL BE UPDATES, UH, PLENTY TO, TO GIVE AS MEETING AS GO, BUT I, I APPRECIATE Y'ALL SUPPORT.
I DO HAVE ANOTHER QUESTION, AND I'M NOT QUITE SURE HOW TO ARTICULATE THIS FIRST PART, BUT THE OTHER
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DEPARTMENT THAT WE'RE TALKING ABOUT THE MERGER WITH, IS THAT HR? YES.SO IS HR INVESTING THIS KIND OF TIME, ENERGY AND RESOURCES ON OFFERING SOME SOLUTIONS AS WE ARE? WELL, I THINK THAT WE'VE HAD A VERY STRONG PARTNERSHIP.
WE CONTINUE TO HAVE A STRONG PARTNERSHIP.
SO EVERYBODY'S ON THE SAME PAGE.
AND I, I MUST SAY PUBLICLY AND SINCERELY THAT THE HR TEAM HAS BEEN VERY, VERY HELPFUL DURING THIS TRANSITION.
UH, IT'S BEEN A VERY SMOOTH TRANSITION AND THEY'VE BEEN MORE THAN HELPFUL, UM, IN HELPING US UNDERSTAND.
AND I THINK WE BOTH HAVE A JOINT COMMITMENT TO IT BEING SUCCESSFUL.
'CAUSE THEY STARTED A LOT OF WORK TOWARDS IMPROVEMENT TOO.
AND WE'VE BEEN WORKING COLLABORATIVELY FOR YEARS.
SO I DON'T THINK IT'S, IT'S, YOU KNOW, I THINK WE'RE BOTH AT THE TABLE TRYING TO FIGURE IT OUT IN OUR, IN OUR OWN WAYS.
UM, EVEN DOWN TO ONBOARDING AND HOW DO WE HAND BACK TO ONBOARDING AND, AND DO THOSE KINDS OF THINGS.
SO YES, IT'S, IT'S, IT'S, IT'S WORKING WELL.
AND, AND WE'RE AT THE TABLE TRYING TO SOLVE THE PROBLEM TOGETHER.
CAN
WE FORGET THAT WE HAVE EXTERNAL SOURCING PEOPLE AS WELL AS
SO YOU GET THAT GOOD EXPERIENCE AND YOU'RE HELPING.
WELL I THINK THAT CONCLUDES OUR AGENDA FOR THE DAY.
NOTHING ELSE GOOD FOR THE, FOR THE, FOR THE ROUNDS.
SO WE WILL, IT IS 10:22 AM THIS MEETING IS ADJOURNED.
THANK YOU ALL VERY MUCH FOR ATTENDING TODAY.