BUDGET WORKSHOP FY 21-22

>> PROPOSED BUDGET PRESENTED HERE, ONE.90 MILLS. PROPOSED MILLAGE RATE OF ONE.NINE ZERO, FOR THE PAST 7 CONSECUTIVE YEARS. THE FOLLOWING ARE HAY LIGHTS. 7 PERCENT (INDISCERNIBLE) AND 3 PERCENT INCREASE FOR NON BARGAINING EMPLOYEES. IS AND 2.8 PERCENT FOR HEALTH BENEFITS. THE PROPOSED BUDGET INCLUDES THE RECOMMENDATION OF EVERGREEN SOLUTIONS LLC FOR THE RECENTLY CONDUCTED COMPENSATION AND CLASSIFICATION STUDY FOR ALL GENERAL EMPLOYEES. UM, CONTINUED ROADWAY CONSTRUCTION MILLING RESURFACING AND BEAUTIFICATION PROJECTS. CITY WIDE IMPROVEMENTS. IRRIGATION IMPROVEMENTS, AND MORGAN LEVY PARKS AND CONTINUED STABILIZATION IN THE PROJECTS, AND THE TECHNOLOGIES ON THE TROLLEY. AND CATCH BASINGS. AND CONTINUING THE LETTERS TO THE HOMES FOR THE ATTRACTION IN LOCAL -- I'M SORRY, UM -- CAMPAIGNS AND EXPANDING THE ADVERTISING MARKETING AND STRATEGIC MARKETING, AND BRANDING AND BUSINESS ATTRACTIONS IN LOCAL REGIONAL AND NEW MARKETS, FOR THE COMPUTER DEVICES, AND I'M PREVIEWED EFFICIENCY. AND CITY WIDE IMPLEMENTATION OF SMART SYSTEM SOLUTIONS THAT WILL ENHANCE THE TRANSPARENCY OF THE CITY'S -- AS YOUR INTERIM CITY MANAGER, I WANT TO EXPRESS MY SINCERE APPRECIATION TO THE MEMBERS, FOR THE GUIDANCE THROUGHOUT THE DEVELOPMENT OF THIS BUDGET. THIS IS A BUDGET THAT WILL DELIVER THE QUALITY OF THE CITY WHILE MAINTAINING THE STRONG POSITION. I WANT TO THANK EVERYONE WHO ASSISTED IN THIS YEAR'S BUDGET PROPOSALS. SPECIAL RECOGNITION IS EXTENDED TO THE FINANCE DEPARTMENT FOR THE OUTSTANDING EFFORTS IN THIS BUDGET. AS WELL AS THE MANAGING THE PUBLIC CALLERS ENTRUSTED TO BE USED. FOR THE FIRST PUBLIC HEARING ON SEPTEMBER 8TH, IS AND SEPTEMBER 22, 2021 IN CITY HALL. I LOOK FORWARD TO WORKING WITH YOU, AS WE LOOK FORWARD AS A CITY INTO OUR NEXT PHYSICAL YEAR. OKAY, THEN WE'LL TURN IT BACK TO WHOEVER IS COMING FORWARD. >> HUMAN RESOURCES. JOHN PRATTS. GOOD MORNING HONORABLE MAYOR, AND MEMBERS OF THE CITY COUNCIL. MADAM CLERK, MR. ATTORNEY, MR. MANAGER. MY NAME IS JOHN PRATTS, I'M THE HUMAN RESOURCES DIRECTOR FOR THE CITY OF DORAL, AND IT IS MY ABSOLUTE PRIVILEGE TO SERVE IN THAT CAPACITY. AND MOST RECENTLY I CELEBRATED MY FIRST MAIL STONE IN THE CITY OF DORAL. THANK YOU, THANK YOU. >> APPLAUSE. >> USING THE WORDS OF MR. PRESIDENT ROBERT KENNEDY. HE WANTS TO INTRODUCE HIMSELF. >> HE NEVER MADE IT AS PRESIDENT. >> JOHN KENNEDY. >> HE INTRODUCED HIMSELF AS THE MAN WHO ACCOMPANIED JACQUELINE KENNEDY TO PARIS AND HE SAID, I AMMO OWE I HAVE ENJOYED IT. SO I WANT TO START OUT BY INTRODUCING MYSELF AS A MAN WHO ACCOMPANIES AS WRITE AT THAT GARCIA, IT HAS BEEN AN HONOR TO WATCH THIS TEAM AT WORK. AND I LEARNED LONG AGO, TO USE TWO EARS AND ONE MOUTH PROPORTIONATELY. I CAME HERE TO ASSIST THIS TEAM. AND I HAVE BEEN SO IMPRESSED AND I WOULD BE RE-MISSED IF I DIDN'T COMMEND THEM FOR BEING AMAZING. THIS CITY IS RUNNING WELL, AND THE H R DEPARTMENT IS RUNNING WELL. AND I THANK MS. ROSIE GARCIA FOR HER AND HER TEAM. WE'RE IN GOOD HANDS WITH THEM. CURRENTLY, WE HAVE A TEAM OF SIX AS I SAID, I HAVE BEEN OBSERVING AND WATCHING AND LEARNING OF HOW THINGS ARE DONE. AND I AM VERY IMPRESSED WITH HOW THEY DO THEIR WORK. SO MUCH HAS BEEN DONE. AND WE'RE CURRENTLY A STAFF OF SIX AND WE'RE PROPOSING THIS YEAR TO BETTER SUPPORT THE POLICE DEPARTMENT AND ALL OF THE CITIES AND PROPOSING ONE ADDITIONAL GENERAL POSITION. WE COULD NOT SPEAK, I SEE THAT WE HAVE A POWER POINT UP. >> THIS IS THE CLICKER? >> THANK YOU, VERY MUCH. WE COULD NOT SPEAK OF 2020, AND 2021 WITHOUT MENTIONING THE WORDS OF COVID19. COVID19 HAS BEEN ON MY LIPS SINCE I JOINED THE CITY. ESPECIALLY FOR HUMAN RESOURCES FOR EMPLOYEES ALL OVER THE WORLD. AS A STATISTICS SHOWS US, BUT BEFORE I COULD NOT TALK ABOUT COVID19 PLEASE ALLOW US TO RECOGNIZE AND COMMEND AND SAY THANK YOU, ON BEHALF OF THE CITY EMPLOYEES, I WANT TO THANK THE MAYOR AND EACH OF YOU ON THE COUNCIL FOR SUPPORTING THIS COVID19 NOT ONLY FOR EMPLOYEES BUT ALSO FOR THE RESIDENTS AND WE WERE ABLE TO GAGE OURSELVES FOR THE OTHER CITIES AND IT'S AMAZING TO SEE ALL OF THE EFFORTS, INCLUDING THE GLASS PARTITIONS. AND SO MUCH OF THE SUPPORT, OF SO MANY OTHERS TO BE KEEPING THE CITY SAFE. THANK YOU VERY MUCH. WE HOPE THAT THE NUMBER WILL NOT CLIMB 58 POLICE OFFICERS. 50 PERCENT DIRECTORS AND MOST RECENTLY MYSELF. 219 EMPLOYEES HAD TO QUARANTINE, AND THE NEXT SLIDE SHOWS YOU SOME OF THE ACCOMPLISHMENT. WHILE WE TALKED ABOUT COVID BEHIND THE SCENES, THERE'S SO MUCH WORKING DONE. RIGHT HERE, IF I -- AT THE LAST UM -- NOTE ON THIS SLIDE TALKS ABOUT THE WORKERS COMPENSATION. MS. RITA GARCIA DOES A WONDERFUL JOB ON THE COMPENSATION. WE COVER SO MANY OF THE COMPENSATIONS AND MOST OF THEM HAVE TO DO WITH THE COVID19 SO IT'S AN UNPRECEDENTED YEAR. RECRUITMENT HAS REQUISITIONS. 86 NEW HIRES, 41 PROMOTIONS AND 73 SEPARATIONS. WHILE DEALING WITH ALL OF THIS PANDEMIC. MAKING SURE THAT EMPLOYEES CAN RETURN TO WORK SAFELY. ALL OF THE WORK FROM H R CONTINUES TO BE DONE. TO MENTION SOME ACCOMPLISHMENT WE CONTINUE TO HAVE VIRTUAL NEW HIGHER THROUGH VIRTUAL. WE CONTINUE TO UTILIZE EMPLOYEE BENEFITS, TO CONTINUE THE EQUAL EMPLOYMENT OPPORTUNITY PLAN. EEOP WHICH MUST BE SUBMITTED FROM DOE FUNDING AND COMPLETELY ADDRESS THE DOHS COMPENSATIONS. AND CLASSIFICATIONS STUDIES BY EVERGREEN LLC. AND THE HUMAN RESOURCES DEPARTMENT HAVE BEEN TRAINING. BY FMIT AND THE CUSTOMER SERVICE LOCATIONS, FOR ALL EMPLOYEES, ON THEIR FIRST DAY OF WORK. LETTING THEM RECOGNIZE THE IMPORTANCE OF DELIVERING EXCELLENT SERVICE TO OUR COMMUNITY AND TO ALL OF THE CUSTOMER FACING EMPLOYEES, WORKER COMPENSATION EMPLOYEES, FMLA AND FOR ALL SUPERVISORS, AND UNDER WELLNESS WE'RE SO PLEASED AND PROUD TO SUPPORT AND DISPLAY AND TO UM, RECOGNIZE LAUREN WHO LEADS MY TEAM IN THIS EFFORT. AND WE HAVE BEEN NAMED THE HEALTHY EMPLOYERS, AND FEATURE INTO SOUTH FLORIDA JOURNAL. WE HAVE BEEN MAKING A DIFFERENCE AWARD THROUGH GOLD STATUS, FOR THE 2021 WORK CITE WELLNESS AWARD. FOR A HEALTHIER MIAMI DADE. TO HELP ACHIEVEMENT INDEX THROUGH THE AMERICAN HEART ASSOCIATION AND TO WHAT WE'RE WANTING TO PRESENT THIS YEAR. EMPLOYEE RECOGNITION. THIS YEAR, WE HAVE CELEBRATED 91 EMPLOYEES THAT HAVE MET THE MILESTONE OF 5 YEARS OF SERVICE, FIVE, TWO YEARS AND TWO 15 YEARS, AND WE HAVE RECOGNIZED THROUGH PEER RECOGNITION 55 EMPLOYEES. LOOKING AT OUR BUDGETED OUR PERSONNEL, UM, BUDGET FOR LAST YEAR WAS 742, THOUSAND, 868 THAT I MENTIONED FROM THE HUMAN RESOURCES GENERAL LIFT. OUR OFF READING BUDGET WAS, 1469 IS AND WE'RE PROPOSING 148, 439. BRINGING THE BUDGET TO TOTAL OF ONE MILLION 28, NINE HUNDRED AND SEVEN. SHOWING A 19.9 PERCENT INCREASE. JUST TO HIGHLIGHT SOME OF THE BUDGET ITEMS. WE HAVE INCREASED SO THAT WE CAN KEEP THE PAID END CERTAIN SHIP PROGRAM, UM, FOR 20 THOUSAND, 950 DOLLARS PROFESSIONAL SERVICES, UM PUTTING THE POLICE SARGENT'S EXAM TO THE BARGAINING AGREEMENTS, TO INCREASE THE BUDGET BY 8 THOUSAND DOLLARS AND UM, ON TRAINING, WE CONTINUE TO SAVE 21 THOUSAND 61 DOLLARS BY DOING THE TRAINING IN HOUSE. THANK YOU VERY MUCH, THIS IS THE END OF MY PRESENTATION, IF ANYONE HAS ANY QUESTIONS? >> I HAVE A QUESTION. WHAT IS THE HUMAN RESOURCES GENERALIST? >> HAM AN RESOURCES DOES NOT HAVE ADMINISTRATIVE ASSISTANT. RITA COUNTED WHEN WE DO BACKGROUND INVESTIGATIONS, IT IS TOTALLY DIFFERENT. WE NOTICED A BACK LOG. BECAUSE WE'RE A PAPERLESS HUMAN RESOURCES DEPARTMENT. AND A POLICE FILE HAS 4 HUNDRED PASSENGERS RITA, HOW MANY MINUTES DID IT TAKE? WE DID THE STUDY TO SEE HOW LONG IT TAKES. AND THIS PERSON WILL ASSIST POLICE, AS WE'RE TALKING ABOUT POSSIBLE INCORPORATION DONE THE FUTURE. WE SEE THE PARKS DEPARTMENT GROWING, SO WE KNOW THAT WEAR HAVING A LOT OF HIRING COMING UP TO AVOID THE BACK LOGS TO SUPPORT THE POLICE DEPARTMENT, AND WE FEEL THAT THIS POSITION WILL MAKE US, UM VERY EFFICIENT. AND BESIDES WHAT YOU FEEL WHAT YOU'RE TELLING ME, THIS POSITION IS THERE BECAUSE OF THE POLICE INVESTIGATION. IN PARTICULAR, THERE'S AN ARGUOUS TIME? >> YES, SIR. >> ONE OF MY PROBLEMS WHICH I'M GOING TO TALK ABOUT CONSTANTLY IS THE I OBJECT OF NOT HAVING DEFINITIONS AS TO POSITIONS TO WHAT PEOPLE WILL DO OR NOT DO. IS AND THIS IS NOT JUST ABOUT THE HUMAN RESOURCES DEPARTMENT AND IS THERE A JOB DESCRIPTION TO SPECIFY TO WHAT HE OR SHE WILL DO. >> ONE THING THAT'S IMPORTANT TO THE CITY MANAGER, ONE OF THE THINGS THAT HE MENTIONED WAS MAKING SURE THAT OUR PHONES ARE ALWAYS ANSWERED. >> THIS PERSON WILL WORK VERY CLOSELY WITH UM, MELISSA WHO'S OUR POLICE GENERAL LIFT ASSISTING WITH ALL OF THE SCANNING. >> HOW MANY EMPLOYEES COULD YOU HAVE? >> IT FLUCTUATES. 429, SIR. >> I HE SAW THAT WE HAVE, 127 COMPLAINTS THIS YEAR. MAYBE AT 0 PERCENT. CERTAINLY 5 PERCENT. OF PEOPLE FILING THE WORKER'S COMPENSATION. AND NUMBER ONE, WHERE DO THEY COME FROM? AND NUMBER TWO. IS THERE ANYTHING DONE TO MAKE SURE THAT -- EVERY TIME THAT SOMEBODY GOES ON WORKER'S COMP. 66 AND TWO THIRDS, UNLESS THEY ARE TOTALLY DISABLED. AND SOMEBODY HAS TO TAKE UM -- FILL IN FOR THAT THE, WHICH IS SOMETHING ELSE TO TALK ABOUT. WHICH IS A REDUNDANT PROCESS ACROSS THIS BOARD, THAT'S A VERY HIGH NUMBER. WHY IS THIS HAPPENING? >> YES, SIR. >> THAT NUMBER IS SO HIGH SPECIFICALLY PAUSE OF COVID19. >> SO THEY FELL UNDER COVID, BECAUSE THEY WERE EXPOSED -- >> WHAT WAS THE AVERAGE A YEAR BEFORE? >> (SPEAKING AWAY FROM MIC). >> 67; OKAY. SO THAT'S ABOUT A DOUBLING BECAUSE OF COVID? >> THERE'S NO MORE QUESTIONS, THAT'S ALL. >> I HAVE A QUESTION, THE DEFENSE ON THE 19 PERCENT IS 140 THOUSAND DOLLARS, AND IN YOUR SLIDE, UM, YOU SHOWED 28 THOUSAND. AND THE DIFFERENCES IN THE SALARY THERE'S STILL SOME GAP THERE, WHAT ELSE IS EXPENDITURES THERE. ON THE DIFFERENCE AND I BELIEVE IN THE SLIDE I SHOWED 24 PERCENT. WHICH IS CORRECT AS YOU STATED. THE DOLLAR AMOUNT. AND BASICALLY IN THAT NEW POSITION. RIGHT. AND SO -- IN THAT SLIDE YOU SHOWED EXPENDITURES OF 28 THOUSAND DOLLARS IF I'M NOT MISTAKENED? >> AM I ABLE TO GO BACK? >> SURE. >> NO REASON WHY YOU CAN'T. >> RIGHT THERE, IT SAYS, DECREASE, AND INCREASE. GO FORWARD. GO FORWARD. >> GO FORWARD. YES, SIR. >> SO WHEN YOU ADD THOSE TWO MINUS THE 0 IT'S ABOUT 28 THOUSAND INCREASE, ON THIS SLIDE. >> YES. >> FOR THE SALARIES AND PROFESSIONAL SERVICES. IT IS MISLEADING, SIR. >> THE OBJECT CODE 501 THIRTY. IT HAS NOTHING TO DO WITH OUR GENERAL SALARIES. >> THIS SLIDE HAS NOTHING TO DO WITH THE ACTUAL INCREASE. >> CORRECT. >> THIS IS JUST SOME HIGHLIGHTS. >> SO THE INCREASE OF 142000 IS COMING FROM OUR PERSONNEL COSTS ISSUE ADDING THE ADDITIONAL POSITION A SLIGHT INCREASE IN THE OPERATING OF 30 PERCENT. >> OKAY. IS THERE NOTHING ELSE? >> I WANT TO MAKE A COMMENT. FIRST OF ALL, THANK YOU FOR THE PRESENTATION. OUR CITY MANAGER AS WELL FOR THE INTRODUCTION AND FOR (INDISCERNIBLE) FOR MEETING WITH US, AND ANSWERING EACH OF OUR QUESTIONS, I AM VERY GLAD THAT WE WERE ABLE TO ACCOMPLISH THE EVERGREEN STUDY, BECAUSE WE KNOW THE INCREASE IN THE SALARY AND THE BUDGET AND IT IS TO BE ABLE TO ESTABLISH THE SALARY AND BE ON THE MARKET. AND I BELIEVE THAT IT WAS FIVE PERCENT OF EIGHT. THAT WE WERE UNDER ON SOME OF THE SALARIES. AND IN OUR DIFFERENT DEPARTMENTS, SO I'M GLAD THAT WE WENT THROUGH THAT. AND ON THE REPORT THAT WE RECEIVE ON THE WEEKLY ONE. SO I'M GLAD THAT WE WERE ABLE TO ACCOMPLISH THAT. AND REFLECTED ON THIS UPCOMING BUDGET FOR THE EMPLOYEES NOT JUST THE SALARIES, BUT THE JOB DESCRIPTION AS WELL. I KNOW THAT IT WAS SOMETHING THAT I WAS ELECTED FOR THE CITY, AND IT WAS IMPORTANT FOR ME, AS WELL AS THE REST OF THE MEMBERS, AND THANK YOU SO MUCH FOR THAT AND TO THE ENTIRE TEAM, BECAUSE I KNOW THAT'S GOING ONE BY ONE BY EACH OF THE EMPLOYEES AND SEEING THE JOB DESCRIPTION AND MAKING SURE THAT IT REALLY COVERS TO WHAT IT'S DOING AND IT IS TIME CONSUMING FOR THAT. >> THANK YOU, COUNCIL. >> AND AS THE GUY WHO DID THAT WORK IS NEXT? >> NATIONAL MARKETING GROUP. >> MR. MICHAEL GONZALEZ.. >> GOOD MORNING, MR. MAYOR, MR. VICE MAYOR, COUNCIL MEMBERS. MR. MANAGER, CITY ATTORNEY, AND MADAM CITY CLERK. MY NAME IS MIKE GONZALEZ. I'M THE ACCOUNT MANAGER FOR THE CITY OF DORAL EMPLOYEE INSURANCE BENEFITS AND TODAY I'M GOING OVER THE UM INSURANCE RENEWALS FOR THE NEW PLAN. WITH RESPECT TO THE MEDICAL INSURANCE, AND THE PROPOSED INITIAL TEN PERCENT INCREASE, WE NEGOTIATED THIS DOWN TO 9.85 PERCENT. THAT'S AN APPROXIMATELY 14 THOUSAND SAVINGS. BEING THAT THIS IS THE LOWEST INCREASE, THIS IS A GOOD OFFER TO MAINTAIN THE CONTINUITY FOR THE EMPLOYEES AND AS DISCUSSED, THE PLAN IS FOR THE EMPLOYEES REDUCTIONS AS THEY ARE TODAY. AND IN ADDITION WE SECURED A 25 THOUSAND DOLLAR WELLNESS BUDGET. ADDITIONALLY, WE NEGOTIATED 7 PERCENT INCREASE. SAVING APPROXIMATELY 7 PERCENT FROM THE RENEWAL EFFORT. AND ON THE HUMANA VISION PLAN. WE SECURED A NEW ENHANCED DISABILITY PROPOSAL FOR EACH OF OMAHA. THE FOLLOWING IS THE NEXT CONTRIBUTION MODEL. THIS IS SHOWING THE EMPLOYEE CONTRIBUTION MODEL. FROM EMPLOYEE ONLY, TO FAMILY. NEXT, WE HAVE UM, A SIDE BY SIDE COMPARISON FROM THE CURRENT PLANS. AND THIS IS SHOWING THAT BENEFITS ARE SHOWING AS THEY ARE TODAY. SO THAT THE EMPLOYEES HAVE 3 DIFFERENT ONES TO CHOOSE FROM. NEXT, WE HAVE A CONTRIBUTION MODEL FOR THE DENTAL PLAN. AND IT WILL NOT BE CHANGING FOR THE NEW PLAN YEAR. I DO BRIEFLY WANT TO TOUCH BASE ON THE NEW PROPOSAL OF THE FUTURE OF OMAHA. FROM THE ENHANCED FACE-TO-FACE BENEFITS. LASTLY, THE SOFTWARE WILL INCLUDE THE NEW LIFE INSURANCE, RETIREE PROVIDING THOSE MEMBERS WITH UP TO 9 HUNDRED THANK YOU DOLLARS WITH LIFE INSURANCE OF 50 PERCENT AT AGE 70. CONSIDERING THE ON GOING SITUATION WITH COVID19 EDNA SUPERIOR CUSTOMER SERVICE. M G S IS RECOMMENDING THAT THE CITY APPROVES THE EDNA AND HUMANA. THANK YOU. >> ANY QUESTIONS? >> FILLING IN THE BIG SHOES. >> (SPEAKING AWAY FROM MIC) (INDISCERNIBLE). (MULTIPLE SPEAKERS) >> THANK YOU. THANK YOU VERY MUCH. CONNIE, NEXT ITEM? >> WE HAVE THE REPRESENTATIVE FROM EVERGREEN. MARK, CAN YOU HEAR ME? >> CAN YOU HEAR ME? >> YES, SIR. >> I'M MAKING YOU A PRESENTER SO YOU CAN PROVIDE THE PRESENTATION. >> ALL RIGHT THANK YOU. > ALL RIGHT ARE YOU ABLE TO SEE THE PRESENTATION NOW? >> THANK YOU FOR HAVING ME, I'M GOING TO RUN A HIGH LEVEL OF COMPENSATION TODAY. IF YOU HAVE ANY QUESTIONS, I'LL BE HAPPY TO ADDRESS ANYTHING AS NEEDED. SO TODAY I'M GOING TO TALK ABOUT -- AT A HIGH LEVEL THE STUDY GOALS THE PROJECT PHASES THAT WE UNDERTOOK. AND I JUST WANT TO TALK ABOUT WHERE THE CITY WAS WHEN WE STARTED THIS PROJECT. AND I WILL SPEND MOST OF MY TIME AND MOST OF THE SLIDES AT THE END, TALKING ABOUT THE RESULTS AS WELL AS THE NEXT STEPS, WHICH INCLUDE THE RECOMMENDATIONS AND IT INCLUDES THE FINDINGS AND IT TALKS ABOUT WHAT ARE THE RESULTS AND WHAT THE CITY WANTS TO DO NEXT? SO WHEN WE UNDERTAKE THE CLASSIFICATION STUDY, THERE REALLY ARE TWO MAIN GOALS THAT WE'RE LOOKING FOR. NUMBER ONE IS TO ENSURE INTERNAL HE QUOTE BETWEEN POSITIONS IN THE CITY, SO THAT INTERNAL EQUITY TAKES A LOOK AT DIFFERENT POSITIONS AND DEPARTMENTS, POTENTIALLY DIFFERENT POSITIONS IN THE SAME DEPARTMENT AND IT MAKES COMPARISONS TO SAY ARE EMPLOYEES BEING COMPENSATED, AND CLASSIFIED EQUITABLY. WITH RESPECT TO THE ROLES THAT THEY ARE CURRENTLY FULFILLING. IF YOU ARE DOING THE SAME WORK AS ANOTHER EMPLOYEE, EITHER IN THE SAME DEPARTMENT OR IN ANOTHER DEPARTMENT ACROSS THE CITY. YOU WOULD EXPECT TO HAVE A SIMILAR RANGE OF COMPENSATION TO YOU. IT DOESN'T MEAN THAT YOU'LL MAKE THE EXACT SAME DOLLAR AMOUNT BECAUSE OF THAT EMPLOYEE BEING HERE LONGER, AND YOU CAME IN WITH SOME INDIVIDUAL EXPERIENCE, BUT YOU WANT TO HAVE THE SAME RANGE OF COMPENSATION AVAILABLE TO YOU. SO THOSE COMPARISONS MADE LOOKING AT INTERNAL EQUITY OF THE PIECES OF THE PUZZLE. BUT EXTERNAL IS ANOTHER PART OF THE PUZZLE. AND INSTEAD OF LACKING IN SEED OF THE CITY OF COURSE, IT LOOKS OUTSIDE OF SOME OF THE MARKET PEER ORGANIZATIONS. AND THAT EXTERNAL IS DONE THE SAME WAY, LOOK AT THE RESPONSIBILITIES AND THE DUTIES THAT ARE BEING PERFORMED. INSIDE OF THE CITY TO THOSE IN THE MARKET. YOU COME BACK TO THAT. ARE YOU CAN COMPENSATED, AND ARE YOU ABOVE OR BELOW MARKET AND WE'LL TALK ABOUT THOSE RESULTS IN THE SLIDE HERE. BUT WE DID PRACTICE RECOMMENDATION THAT'S WE BELIEVE WILL PROVIDE THE SYSTEM, WITH THE HIGHEST DEGREE OF INTERNAL, AND EXTERNAL EQUITY, SO WE DID USE BOTH OF THE FACTORS WHEN MAKING THE RECOMMENDATION TO PRODUCE THE EQUITABLE PLAN. AND THE PROJECT CAN BE BROKEN DOWN TO FOUR DIFFERENT PHASES AT A HIGH LEVEL. PHASE ONE IS STARTING OFF THE PROJECT OUTREACH TWO EMPLOYEES COLLECTING DATA FROM THE ORGANIZATION. AND YOU SEE THAT MENTION THE EMPLOYEE MEETINGS. AND THE EMPLOYEE MEETINGS, WE DID CONDUCT THE VIRTUAL MEETINGS TO EXPLAIN TO THEM THE PROCESS, AND SOLICIT IT'S THE FEEDBACK. THE JOB DATA, J A T -- JOB ASSESSMENT TOOL. THAT'S THE TOOL THAT WE USE TO COLLECT RESPONSES FROM THE EMPLOYEES TO HELP US ACCEPT THE ROLE AND RESPONSIBILITIES THAT THE EMPLOYEES HAVE. AND TO CONTRIBUTE ON THEIR OWN TO LET US KNOW THAT THEY ARE LOOKING AT THE INTERNAL AND CLASSIFICATION THAT THEY HAVE IN PLACE. HOW EMPLOYEES ARE STRUCTURED AND WHEN YOU LOOK AT THEIR PLACEMENT IN SEED OF THEIR SYSTEM AND PHASE THREE OVERLAPS WITH PHASE TWO. SO WE START WITH THE PHASE TWO. LOOKING AT THE CLASSIFICATION STRUCTURE TOO. BUT LOOKING AT PHASE THREE CLASSIFICATION AND LOOKING AT THE CLASSIFICATION SURVEY AS COMPARED IT OTHER PEERS. LOOKING AT IMPLEMENTATION OFFERS, ANYTHING THAT WE HAVE WITH THE SYSTEM, AND WHAT WE WOULD MAKE IT EQUITABLE. THE LAST PART IS TAKING PART IN IT RIGHT NOW. WITH THE PRESENTATION, WE CONSIDER THAT AS THE PROJECT S AND WE HAVE SUBMITTED THE REPORT AND THE POWER POINT PRESENTATION. >> SO THE CURRENT SYSTEM REVIEW WE DID FIND SOME STRINGS, AND WE ALSO FOUND SOME WEAKNESSES WHEN WE LOOKED AT THE CURRENT SYSTEMS, SO SOME OF THE STRINGS THAT WE SAW WAS THE CITY AVOIDED TO STAY AT THIS MINIMUM OR MAXIMUM OF THEIR GRADES. SO WHAT THAT MEANS IS THAT THE CITY IS ACTUALLY GIVING PROGRESSION FROM THE PAY APPROXIMATE RANGE FOR EMPLOYEES, SO YOU'RE NOT SEEING A HIGH NUMBER OF EMPLOYEES, STUCK. SO YOU ARE NOT HAVING TO CAP THEM AT THE MINIMUM. WE HAVE THE DIFFERENCE BETWEEN, TEN-YEAR, AND PAY GRADE PENETRATION. WHAT THAT MEANS IS THAT THE EMPLOYEES, WHO ARE THE NEW WEST, WHO JUST STARTED ARE THOSE EMPLOYEES CLOSE EVIDENT TO THE MINIMUM OF THE PAY RANGE. AND THE EMPLOYEES WHO HAVE BEEN WITH THE CITY THE LONGEST ARE TYPICALLY CLOSER TO THE MAXIMUM OF THE PAY RANGE. SOME PERIOD OF TIME WEAKNESSES, WE DID HAVE SOME THAT WERE NARROW, WHICH WE SEE. SO IT'S NOT TO SAY THAT THE EMPLOYEES SHOULD BE IN CUR TILE ONE, AND THE HIGHER PERCENTAGE THAT YOU TYPICALLY SEE. SO WITH THE COMPENSATION SURVEY, WE HAVE 17 RESPONSES. WE SURVEYED 20 OR 91. SO WE RECEIVED RESPONSES FROM THE PEER ORGANIZATIONS. WE DID A JUST RESPONSE. AND IT WASN'T A SIGNIFICANT CHANGE. BUT WE DID TAKE A LOOK AT THAT BECAUSE WE DO UNDERSTAND EVEN WITHIN SOUTH PARTICULAR FLOOR THERE'S DEFENSES IN THE COST OF LIVING IN DIFFERENT AREAS ACROSS THE COUNTY LINES AND THINGS LIKE THAT. SO LOOKING AT THE MINIMUM MID POINT AND MAXIMUM OF THE PAY RANGES, THAT'S TO MAKE SURE THAT WEAR COMPARING THE SALARIES ACROSS THE CAREER. AND THE MAXIMUM AND THE MID POINTS, FOR THE FULLY PROFICIENT EMPLOYEES WHO HAVE BEEN WITH THE CITY FOR A WHILE, AND ARE THE ONES THAT KNOW HOW TO HANDLE THE COMPLEX TASKS. WE DID COMPARE THE 70 JOBS TO THE MARKET. AND THOSE 70 JOBS DO REPRESENT THE PARTY. AND ON THE MIDDLE OF THE PAY STRUCTURE IT THE HERE. EVIDENT PAY GRADE AS WELL. THOSE WERE DESIGNED TO REPRESENT THE CITY. ALTHOUGH, THERE'S A SMALL CHANGE, WHEN WE LOOK AT THE RESULTS, WE LACKED AT THE MARKET SLIGHTLY, NOW BETWEEN SIX AND EIGHT PERCENT APPROXIMATELY BEHIND THE MARKET, UM -- IT'S UNDERSTANDABLE IN A COMPETITIVE MARKET THAT YOU'RE IN. THIS IS NOT CAUSE FOR ALARM BUT IT IS SOMETHING TO SAY THERE'S SOMETHING THAT WE CAN DO TO MAKE RECOMMENDATIONS TO UPDATE THE RANGES. THERE WERE SOME POSITIONS THAT CAME IN A COMPETITIVE PLACE VERSUS THE MARKET, AND A FEW POSITIONS THAT CAME IN EVEN FURTHER BEHIND THE 7.3 SO THAT'S THE AVERAGE ACROSS THE POSITIONS THAT WE SURVEYED, AND WE DID LOOK AT THE POSITIONS. WHEN WE TALK ABOUT THE RECOMMENDED INCREASES, AND THE AMOUNT OF STUDY, BUT THE AVERAGE POSITION, WE DID FIND SLIGHTLY BEHIND THE MARKET. WE DID ALSO LOOK AT BENEFITS AND UM -- YOU JUST HAD A NICE PRESENTATION ON BENEFITS THAT YOU DO HAVE. AND SO, AT A HIGH LEVEL, WE CAN TALK ABOUT THE HEALTH CARE RETIREMENT. >> SO WE'RE RECOMMENDING TO ADOPT SOME PAY PLAN ADJUSTMENTS, WHAT HE ASKING TO RECOMMEND THE KALES TO ACCOUNT FOR THE MARKET GAP THAT WE SAW, AND AND TO THE TOP OF THE PLAN, ADDING ONE PAY GRADE TO MAKE SURE THAT WE CAN EQUITABLY ASSIGN IT. TO THE REASON SPREADS AT THE BOTTOM THE PLAN. JUST IT MAKE SURE AS I MENTIONED, THEY ARE A LITTLE BIT MORE NARROW THAN WHAT WE SEE, TO BE COMPETITIVE ACROSS THE REASON. BETWEEN ENTRY LEVEL SALARIES, FOR THE ORGANIZATION THROUGHOUT A NUMBER OF YEARS, WE'RE RECOMMENDING 58 POSITIONS TO LEAVE PAY GRADE ADJUSTMENTS, THESE ARE THE ONES FASTEST PRACTICE THE MARKET. THESE ARE BEYOND THE ADJUSTMENTS THAT WE SEE, AND THE 58 POSITIONS THEY ARE NOT JUST TRAM AT HE CAN. BUT THEY ARE RAISING IT ABOUT ONE PAY GRADE. AND WE ARE RECOMMENDING THE ADJUSTMENTS FOR THE POSITIONS THAT WE FOUND WITH THE LARGER MARKET GAP. AND WE ALSO RECOMMENDED THE NEW TITLES TO ACCOUNT FOR THE CHANGES AND MUST DUTIES, TO BETTER REPRESENT WHAT THEY ARE FOR. AND 27 NEW POSITIONS ARE RECOMMENDING THE NEW TITLES FOR THE POSITIONS, AND IN ORDER TO ACCOUNT FOR THAT MARKET. EXCUSE ME, THE JOB DUTY CHANGES OR THE POINT IN TIMES THAT THE EMPLOYEES HAVE. THAT'S THE COST IT SET UP A NEW STRUCTURE TO GET THE EMPLOYEES INTO THE NEW RECOMMENDED GRADE. SO THIS DOES IS SET UP THE SIT YEAH WITH A MARKET COMPETITIVE STRUCTURE, IF THE RECOMMENDATIONS ARE ADOPTED. AND THIS NUMBER THAT I'M DISPLAYING HERE, ONLY FOR THE GENERAL REPLY AREAS. SO THAT'S THE CONCLUSION OF THE PRESENTATION, ARE THERE ANY QUESTIONS? >> THE LAST STATEMENT THAT I MADE, THE ESTIMATED CONFIDENT DISPLAYED REPRESENTED THE REOCCURRING COST OF THE IMPLEMENTATION. SO IT DOESN'T FACTOR THINGS LIKE BENEFITS AND IF YOU FILL THE POSITION, SOME OF THE COSTS WILL BE OBSERVED BY NEW EMPLOYEES. >> OKAY. ALL RIGHT THANK YOU. >> QUESTIONS. >> I GOT ONE. DOES THIS COUNT OR TAKE INTO ACCOUNT ALL POSITIONS OR UM, ONLY POSITIONS THAT ARE FILLED AND LEASE OUT THOSE THAT ARE NOT FILLED WHEN YOU TAKE THE CALCULATION IN THE NUMBERS SPECIFICALLY. >> IT INCLUDES THE NUMBERS LIKE THAT. >> I HAVE A QUESTION, ONE OF THE ISSUES THAT WE HAD, EXCUSE ME -- UM, OVER THE LAST, I DON'T KNOW, FOUR, FIVE, SIX, 7, OR EIGHT NINE YEARS. LIKE THE I T DEPARTMENT WE HAD IT IN THE BUILDING WHERE THE MARKET -- IT IS VERY SCARES AND EVER CHANGING RAPIDLY SOMETIMES. LIMITING OUR ABILITY TO ACQUIRE EMPLOYEES PERIOD. AND SOMETIMES RETAIN QUALITY EMPLOYEES. UM, A WHILE BACK WE DISCUSSED THE -- IN THE SIT YES MANAGER DISCUSSING IT NOW. AND DEALING WITH THE I T AND THE IDEAS OF IMPLEMENTING UM, BONUS PROGRAMS TO TRY TO TRACK QUALITY EMPLOYEES, IS AND TO A BETWEEN US FOR THE INCOME AND YOU GOT A BETWEEN US FOR EXISTING EMPLOY AREAS. THE REASON THAT I'M BRINGING THIS UP IS THAT WE HAVE TO IT TAKE THIS INTO CONSIDERATION AS A SALARY AS A WHOLE. DOES THAT LEAVE US IN A COMFORTABLE PLACE FOR A WHILE. AND THAT'S AN EVERY INVOLVING PLACE. >> WHAT WEAR LOOKING AT IS A SNAP SHOT IN TIME, THAT THIS IS THE COMPETITIVE PLACEMENT FOR YOUR POSITIONS REMEMBER SUSPEND THE MARKET AT THIS TIME. AND TO BE DONE THE RED FOR A SIGNIFICANT PLACE. AND YOU'RE IN A COMPETITIVE MARKET. WHERE SALARIES DO CHANGE RAPIDLY. WITH THE SUPPORT IF ANY STUDY THAT THEY DID. SO OVER THE NEXT YEAR, JOHN AND RITA KNOW >> FOR THE FACT THAT UM, WE'RE LOOKING AT A COMPETITIVE MARKET. SO WE'RE PAYING GABLES OR CAR LENGTH'S SPRING PAYING THEM. WHICH WE ARE NOT MONITORING AND THEN ALTHOUGH SOMEBODY MAY BE IN AN APPROXIMATION THAT THEY ARE COMFORTABLE IN THE LEVEL OF INCOME. AND BY GOING TO THAT LEVEL, ARE WE GUARANTEEING THE ABILITY ATTRACT THE STAFF WE NEED. WE NEED TO KEEP IN MIND IN CERTAIN AREAS, AND JUST LACKING AT IT. >> WITH SOME OF THE QUESTIONS THAT WE ASKED IN THE FOCUS GROUPS, WHEN WE MEET WITH THE EMPLOYEE, THEY ARE NOT THE ONLY THING. AND IF WE IS SET THE MARKET RATES RIGHT, THERE'S NOTHING ELSE AS A CITY TO TRACK. >> COUNCIL MEMBER, MARIACA, ANY QUESTIONS? >> I THINK THAT EVERYBODY'S ON THE SAME LEVEL, UM -- JUST SO YOU KNOW MR. VICE MAYOR, THIS IS -- JUST THE STARTING PENITENTIARY GOING FORWARD, THAT WEAR FINALLY AT A UM, AS YOU SAY HEAR, A GOOD STARTING UM -- LEVEL AND WHEN WE'RE GOING TO HAVE TO GO A LITTLE BIT ABOVE AND BEYOND IN TERMS OF OTHER BENEFITS. AND WHETHER IT'S EDUCATIONAL OR WHETHER IT'S UM, ON THE BENEFITS AREA, IT MAKE SURE THAT WE'RE NOT ONLY ATTRACTING THE EMPLOYEES THE QUALITY THAT WE HAVE GROWN TO EXPECT BUT ALSO TO RETAIN THE TALENT THAT WE ALREADY HAVE THAT MANY OF THEM HAVE ALREADY BEEN HEAR FOR MANY MANY YEARS. SO THIS IS A GOOD PLACE IT BE. AND THEN UM -- WE'LL WORK ON IT FROM THERE HOPEFULLY. THANK YOU. >> MARK, AFTER THE COMMENTS FROM THE VICE MAYOR AND THE COUNSEL. THE QUESTION IS VERY SIMPLE, DOES THE ADMINISTRATION HAVE THE FLEXIBILITY TO OFFER ANYMORE WITHOUT HAVING TO COME BACK FOR A FULL OF GREEN STUDY. IT IS MY UNDERSTANDING THAT THEY DO. IT HAS TO BE APPROVED BY COUNCIL, OR AM I MISTAKENED? >> THAT'S MY UNDERSTANDING AS WELL. UM -- JOHN OR RITA CAN OFF THIS. WITH OUR SYSTEM WE WILL SAY, THAT YOU DO HAVE THE FLEXIBILITY TO OFFER A MINIMUM ABOVE THE RANGE FOR COMPETITIVE SITUATIONS OR FOR A CANDIDATE WHO HAS UM -- QUALIFICATIONS WOULD HAVE THE MINIMUM. >> I'M GOING TO ASK JOHN AND RITA, TO GO BEYOND THE COUNCIL. COMPANY ON UP, JOHN. >> YES, SIR. WE DEFINITELY HAVE THE ABILITY. AS LONG AS IT'S WITHIN THE BUDGET OF EACH DEPARTMENT. AND UM -- WE WOULD ALWAYS WORK WITH EVERGREEN TO MAKE SURE THAT WHATEVER -- IF THERE'S THEY CHANGES SOME THE DUTIES, OR RESPONSIBILITIES THAT WE LOOKED INTO. BUT YES, WE HAVE THE FLEXIBILITY ON OFFER MORE MONEY. BECAUSE THE CONCERN IS THAT AT THAT POINT, IT IS VERY COMPANY PET TIFF AMONG MUNICIPALITIES. TO BE ABLE TO HAVE THE FLEXIBILITY -- TO OFF THE AMOUNT OF MONEY, CORRECT? >> YES, SIR. GOOD MY POINT IS THAT HE WANT TO MAKE SURE, AND SET THE TONE -- I THINK THAT WE'RE ALL CLEAR. AND HAVING THE ABILITY AND THE FLEXIBILITY AND THAT WE'RE AWARE. >> LET ME GO TO THE PRESENTATION, MARK. YOU SAID, AND CORRECT ME IF I'M WRONG. THAT WE'RE TRAILING SLIGHTLY IN THE SALARIES, DO YOU FEEL THAT YOUR RECOMMENDATIONS MADE TODAY ARE PUTTING US ON PART TO COMPETE, UM -- TO ATTRACT EMPLOYEES, WITH THE OTHER MUNICIPALITIES.; IS THAT CORRECT?? DID I UNDERSTAND YOU CORRECTLY? >> THAT'S CORRECT. >> THE RECOMMENDATIONS THAT WE MADE PUT YOU IN A MARKET COMPETITIVE POSITION WITH RESPECT TO YOUR AVERAGE APPROXIMATION VERSUS THE MARKET, THAT'S CORRECT. >> AND IN THE HEALTH CARE RETIREMENT IN THE TIME OFF PORTION YOU INDICATED THAT WE'RE IN A GOOD SHAPE, IF YOU LACK AT THE RETIREMENT, WE'RE IN A GOOD SHAPE FOR THE EMPLOY AREAS WITH THE CONTRIBUTIONS, OR AM I MISTAKENED? >> YOU'RE CORRECT. WITH THE RESPECT OF THE BENEFITS, WE FIND THANK YOU BE AT MARKETER WOULD HAVE MARKET FOR THE BENEFITS THAT WE HAVE. >> I WANT TO TALK ABOUT THE MAINLY THE UNIQUE SITUATIONS THAT ARISE NOT ACROSS THE BOARD. >> DO YOU FEEL, MR. PRATTS, THAT IN A UNIQUE SITUATION, YOU HAVE THE FLEXIBILITY OR THE ADMINISTRATION DOES NOT REALLY YOU. AND MARK, PIPE IN, TO IT COME BACK TO THE COUNSEL IS AND REQUEST INCREASED BENEFITS FOR THAT UNIQUE SITUATION? >> YES, SIR. >> WHAT UM, UM, WHAT WITH BE UM, THE UM, WHEN YOU DID THE STUDIES AND I COMMEND YOU FOR IT. AND IT'S GREAT, AND I'M VERY SOME SUPPORT OF IT. AND BEING ABLE IT COMPETE, AND DID WE LOOK INTO THE REQUIREMENTS FOR THE POSITIONS AND ANALYZE WHAT OTHER REQUIREMENTS -- THE TIME THAT YOU HAVE TO PUNCH IN AND OUT. >> WE LOOKED AT THE BENEFITS AND THE COMPENSATION, AND WE LACKED AT THE POSITIONS THAT WE COMPARED IT WITH, YES. >> SO PART OF WHAT WE DID TO LOOK AT -- FOR EXAMPLE, DID SOMEBODY HAVE TO PUNCH IN OR NOT. WHEN WORKING FOR OTHER MUNICIPALITIES OR THE COUNTY, YOU LOOKED AT THAT, IS IT APPLES, APPLES, OR APPLES TO ORANGE. GOOD ARE YOU REFERRING TO AN EMPLOYEE BEING EXEMPT OR NON EXEMPT, OR SALARY, IS THAT WHAT YOU'RE REFERRING IT SOME GOOD SOME PART. SO MY QUESTION IS WHEN YOU LOOK AT SOME OF THE POSITIONS AND THE REQUIREMENTS, DOES IT INCLUDE -- IT'S TWO FOLD, ARE THE REQUIREMENTS GOING TO MAKE THAT CLEAR, NUMBER ONE -- UM -- AND MAYBE IT'S A QUESTION FOR HUMAN RESOURCES AND, THE ADMINISTRATION. AND NUMBER TWO, DID YOU LOOK AT WHAT MUNICIPALITIES ARE IN THERE. >> IS THERE A MONETARY COMPONENT COMPENSATION WHEN THEY GET TO THE FIVE, TEN, OR FIFTEEN. >> GOOD MORNING, MAYOR, YES, WE DID, FIVE, TEN, FIFTEEN YEARS. >> TWO PERCENT, TWO PERCENT, UP TO EIGHT. >> SO THERE IS, WHEN THEY GET TO A CERTAIN AMOUNT OF TIME. THERE'S -- IT SHOULD BE AN INCREASE FROM THE TIME THAT THEY HAVE BEEN WITH US. >> ONE TIME BONUS WOULD BE THE FAIR THING TO SAY. >> OKAY. >> AND THEN I GUESS, MARK, ONE LAST QUESTION, WHEN GOING BACK TO SOME OF THE QUESTIONS THAT HAVE BEEN ASKED, WE SHOULD LOOK AT, UM -- WELL, THERE'S THE POSSIBILITY THAT UM -- IT CAN BE A BONUS COMPONENT IN ANY DEPARTMENT OR ANY INDIVIDUAL BASED ON ANY INDIVIDUAL THAT THE COUNCIL WILL HAVE AND BASED ON THE RESOLUTION, TO BE A BETWEEN US COMPONENTS ALONG THE LINE. AND THIS IS NOT PRECLUDING THAT FROM HAPPENING.; IS THAT CORRECT?? >> THAT'S CORRECT. >> ANY SORT OF MERIT INCREASE OR BONUS OR ADDITIONAL PAYMENT OR BONUS TO BE FULLY COMPATIBLE WITH THE SYSTEM. >> SO IT WILL BE FAIR TO SAY THAT THE WAY THAT THE PRIVATE SECTOR USUALLY WORKS, WHEN PEOPLE WOULD MEET THOSE METRICS, UM, YOU KNOW, IT WOULD BE SOMETHING THAT CAN BE A POSSIBILITY TO INCREASE OR PROVIDE PEOPLE INCENTIVES FOR STAYING HERE AND PERFORMING WELL, CORRECT? >> THAT'S CORRECT. >> ALL RIGHT. THANK YOU. AND THANK YOU YOU DID A GREAT JOB, IT WAS MUCH NEEDED AND I HOPE THAT WE APPROVE IT. YOUR RECOMMENDATIONS ON BOTH SIDES, I WOULD SAY THAT WE PROBABLY WOULD. >> THANK YOU SO MUCH, I APPRECIATE YOUR TIME, THANK YOU. >> OKAY. MADAM CLERK, NEXT ITEM. >> THE NEXT ON THE LINE IS CHRIS (INDISCERNIBLE) FROM THE INTERIM CONSULTING. CHRIS, ARE YOU ON THE LINE? >> YES, GOOD MORNING, I'M WITH YOU. >> OKAY. I'M MAKING YOU PRESENTER, AND YOU SHOULD START YOUR PRESENTATION. >> THANK YOU. >> CHRIS, WE SAVED THE BEST OF THE PRESENTATIONS FOR LAST. >> WELL; OKAY. THANK YOU, SIR. IS AND UM, HONORABLE MAYOR AND DISTINGUISHABLE MEMBERS GOOD MORNING. I'M CHRIS BROWN. I AM SHARING MY SCREEN RIGHT NOW. IS THIS COMING OVER FOR EVERYONE? >> YES. >> THANK YOU, CONNIE, I APPRECIATE THAT. >> GOOD MORNING, I WANT TO TALK ABOUT WHAT THE NEXT STEPS CAN LOOK LIKE. SO WITH THAT, I WOULD LIKE TO SHARE A LITTLE BIT MORE ABOUT WHAT SPECIFICALLY THE INVOLVEMENT WAS HERE. INTRODUCED TO WHAT WE ARE IS AND WHAT WE DO IS AND LET YOU KNOW ABOUT THE SERVICES THAT WE PROVIDE. THAT WE DID WITH HALF OF THE CITY. WE WILL REVIEW THE STABILIZATION OF THE PRODUCT. AND I WANT IT MAKE SURE THAT THE PLAN MORAN IS THE INDEPENDENT ADVISOR. AND THE FIRM FOR THE 11TH LARGEST IN THE COUNTRY. AND THAT TARGETS A SMALL TO MID MARKET ORGANIZATION IN THE LEADERS OF STREETS. FOR THE CONSULTING GROUP AND I AM JOINED BY A TEAM OF 25 FOLKS THAT PROVIDE THE GOVERNING -- WHILE, WOULD GO THROUGH SOME OF THE MOST RAPIDLY GROWING AND ORGANIZATIONS IS AND COMMUNITIES ACROSS THE COUNTRY. AND I WANT IT LET YOU KNOW THAT OUR UM -- OBJECTIVE REVIEW HERE, UM, IS BASED UPON KNOW EXISTING FINANCIAL RELATIONSHIPS WITH THE SOFTWARE PROVIDER IN THE MARKET, WE'RE NOT RESELLERS OF ANY SOFTWARE INCLUDING TYLER TECHNOLOGIES, AND WORKING WITH THE CLIENTS IMPLEMENTING IT IT. AND IT'S THROUGH THAT LENS TODAY THAT I'LL BE TAKING YOU THROUGH THE REVIEW. SO WITH THAT -- I WOULD LIKE TO SHARE WITH YOU SOME OF OF THE THOUGHTS THAT WE HAD IN TERMS OF THE BEST PRACTICES, AND AS WELL AS THE INSIGHTS THAT WE CARRIED WITH THE CURRENT AND PAST IMPLEMENTATION. AND MY TEAM, IN THE WORK THAT I HAVE DONE IT BOTH SELECT THE ENTERPRISE CLASS PERMITTING B T R SOLUTIONS, UM, EXPANDS A LOT OF DIFFERENT GEOGRAPHIES. THERE'S MANY DIFFERENT SOLUTIONS IN THE MARKET PLACE, YOU MAY HAVE HEARD THROUGH SOME OF THE SURROUNDING COMMUNITIES, AND AT THE END OF THE DAY, THIS PARTICULAR PRODUCT SELLING WELL, FOR THE TYLOR TECHNOLOGY TEAM. BUT JUST BECAUSE IT SELLS WELL, IT DOESN'T MEAN THAT IT'S A PERFECT FIT. WE CAN LOOK AT HISTORY HERE, AND WE WILL SPEAK TO SOME OF THE SUCCESSES AS WELL AS THE CHALLENGES. AND OVER ALL, WE KNOW THAT THE SYSTEM IS BEING CAPABLE OF BEING SUCCESSFUL, TO USE THE PRODUCTS SUCCESSFULLY, AND I HAVE SITED A FEW OF THOSE WORKING THROUGH WEST PALM BEACH AND GEORGIA WAS THOSE IN WELLINGTON AND PADUCA. I'LL BE SHARING THOSE. WITH THE TIME LINE IN THE PROJECT. WE KICKED OFF IN JUNE, AND WE HAVE AN INTENSIVE VIEW. AND FINDINGS TO YOU, AS PART OF THIS PRESENTATION. AND THE COMPONENTS OF THE ASSESSMENTS ARE FIVE FOLD, AND FIRST, WHAT IS DOES YOUR CURRENT ENVIRONMENT LOOK LIKE. IT INVOLVES SIX DIFFERENT DEPARTMENTS AS WELL OVER 5 DIFFERENT STAFF MEMBER THE, WHO ARE WITH THE RESIDENTS AND THE APPLICANTS. AND LOOKING AT THE CAPACITY AND AS WELL AS THE STAFF DEVELOPMENT OPPORTUNITIES TO BE ABLE TO GROW WITH THE BUSINESS SYSTEMS THAT YOU INVESTED IN. AND ALSO SUSTAINING THE VALUE BOTH THE CUSTOMERS THROUGH THE LEADERSHIP AND AS WELL AS THE STAFF WHO ARE DELIVERING THE SEAMLESS SERVICES. AND LOOKING IT AT THE DOCUMENTATION. WHAT'S INTERESTED IS THAT THIS PARTICULAR TYPE OF SYSTEM IS ONE OF THE COMPLEXED THAT THE CITY MAINTAINS. IS AND IN MY -- FOR THE ENTERPRISE SYSTEM MAINTAINED WITHIN THE COMMUNITIES TODAY. WHY IS THAT? THE PUBLIC INTERACTION AND CONTACT AND THE RELATIONSHIPS THAT YOU FORCED THROUGH THE ACTIONS, ARE PUBLIC SAFETY DRIVEN WAS ECONOMIC DROVE END. AND WE KNOW THAT THESE ARE THE SUCCESS FACTORS, THAT YOU HAVE TO MAINTAIN A FINE LINE TO ENSURE THE PUBLIC'S TRUST IN BOTH REGARDS. MORE OVER, YOU HAVE 6 DIFFERENT DEPARTMENTS AND I'M WORKING WITH THESE DEPARTMENTS THAT HAVE THE 2 HUNDRED USERS INVOLVED. AND WHEN YOU HAVE THE NUMBER OF USERS INVOLVED, YOU HAVE A LOT OF DIFFERENT NEEDS AND REQUIREMENTS TO HAVE A SUCCESSFUL LAUNCH. SO WE LOOKED AT THAT, AND LOOKED AT HOW WELL HELP UTILIZED THROUGH YOU THE PROJECT. AND IT WAS PRETTY LONG AND CHALLENGING THROUGH THE COUNTRY'S HISTORY. YOU COULD NOT HAVE ACTUALLY EXPERIENCED A MORE CHALLENGING PERIOD OF TIME. SHORT OF THE RECESSION 2007 TO BE ABLE TO IMPLEMENT A SYSTEM LIKE THIS. AND DO IT SUCCESSFULLY. SO OUR OVER ALL THE CITY'S INNER NOT REALIZING THE BENEFITS IN VISION WITH THE EXTENSIVE WORK AROUND FOR THE DAY-TO-DAY ACTIVITIES IN THE SYSTEM. DURING AND FOLLOWING THE IMPLEMENTATION OF THE LIFTING WITH THE COVID IMPLEMENTATION. YOU HAD 28 PERCENT STAFF TURN OVER IN THE BILLING DEPARTMENT. IS AND WHAT WE ENGAGE ARE VERY RESOURCEFUL IN BEING ABLE TO WORK TO MAINTAIN CURRENT DAY-TO-DAY OPERATIONS, SO THE CITY STAFF ARE YOUR RESOURCES TO MAKE THOSE POSSIBLE. AND THEY ARE WORKING TWO TO THREE TIMES POSSIBLE. TO BE WORKING WITH THE IMPLEMENTATION, SO I HAVE SOME BULLETS HERE, I WON'T SPEAK IT ALL OF THEM. BUT THE KEY HERE IS THAT WHEN YOU'RE WORKING WITH THE CITY BUILDING DEPARTMENT, WHEN WE'RE SEEING BACK LOGS FOR THREE TO FOUR WEEKS FOR THE PLAN REVIEW. THOSE ARE AMONG THE HIGHEST THAT WE EVER WITNESSED IN ANY COMMUNITY THAT WE WORKED WITH. SO WE KNOW THAT THOSE ARE OBVIOUSLY VERY VERY CRITICAL TO RESOLVING AND ADDRESSING AS SOON AS POSSIBLE. WE ALSO KNOW THAT THE UM -- DOCUMENTATION TO BE PART OF THE ORGANIZATION. THAT BREAD CRUMB TRAILS ARE NOT AVAILABLE TO THOSE WHO ARE SUCCEEDING, WE NEED TO CHANGE THAT. WE NEED TO BASE THAT UPON THE RESPONSIBILITIES OF THE USERS, IN THE ORDINANCES AND REQUIREMENTS, AND YET TOGETHER, THEY PROVIDE THE SEAMLESS EXPERIENCE AND THE PUBLIC DOES NOT DISCERN IN ONE CITY FOR THE OTHER. AND THE SYSTEM LIKE THIS. FIVE LIKES LIKE THIS. IN MISSION CONTROL DOES NOT ACHIEVE THE ORBIT, ANYTHING LESS THAN THAT, DOES NOT WORK. WHAT YOU ARE LOOKING FOR IS ONE OF THE MORE COMPLEX CITIES THAT THEY HAVE DURING THE TIME OF DURESS, THAT WE HAD TURNED OVER. WITH THAT, I WOULD LIKE TO TALK ABOUT THE THREE PHASE APPROACH TO RESETTING THE INNER G O V PRODUCT. AND HAVING THE INNER CONFIGURATION OF PHASE ONE AND TWO. FIRST OF ALL, WE HAVE TO ADDRESS THE BACK LOGS WITH THE PLANNED REVIEW. THOSE ARE JUST TOO LONG, SO WE NEED TO LOOK AT WAYS FOR THE PLANNED REVIEW AND CAPACITY. TODAY, THE ATTENTION IS DIVIDED. YOU HAVE MORE COMING IN THE DOOR. RIGHT NOW, YOU HAVE 920 PLANNED REVIEWS DURING THE WEEK. BUT 270 COMING THROUGH THE DOOR. YOU NEED TO ADDRESS HOW TO EXPEDITE THE REVIEWS. WITHOUT COMPROMISING THE SAFETY OF THE REVIEWS FOR THE PUBLIC. CONSULTING RESOURCES IS A RECOMMENDATION. AND OPTIMIZING THAT, IS KEY. WHEN WE TURN TO TECHNOLOGY IT IS NOT A SILVER BULLET. THEY INTRODUCED THAT AS A ROLL OUT. AND MANY COMMUNITIES THAT WE'RE WORKING IN TODAY. TO LATER ON IN THE PROCESS SO THAT OTHER COMPONENTS TO BE STABILIZED. BY TURNING EVERYTHING ON, THERE'S OPPORTUNITY BUT THERE'S ALSO GREAT RECESS BEING, WE NEED TO BE ABLE TO REFOCUS AND ADDRESS WHERE WE WANT TO SEE THE EFFICIENCIES ADDRESSED BEFORE WE TURN THEM ON AND MAKE THEM ACCESSIBLE. WE UNDERSTAND THE COST IMPLICATIONS TO THAT. AND PROVIDING THE CONTINUITY AND PROVIDING THE CROSS TRAINING OPPORTUNITIES FOR THE STAFF TO SUCCEED THEM. THE RECONFIGURATION IS HERE. AND FOR THE PROMISES THAT THEY MADE IN 2021 IS SOMETHING TO BE CONSCIOUS OF. IN EFFECT, YOU CONFIGURED SOMETHING IN THE BEST WAY, YOU CAN GROW INTO IT, BUT RIGHT NOW, YOU HAVE TO BE ABLE TO GET TO GOOD TO GET TO GREAT. WE HAVE HIGH ASPIRATIONS TO BE GREAT BEFORE WE'RE GOOD. SO WITH THAT, WE'RE LOOKING AT WAYS TO PROVIDE WORK FLUXES AND SECURE THE STAFF AGREEMENTS TO BE IN PLACE. TODAY EASY ELECTRONIC PLAN REVIEW SYSTEMS, JUST LIKE MANY ENTERPRISE CLASS SOLUTIONS WILL BE EVOLVED MORE RAPIDLY. IT MEANS THAT CHANGE IS GOING TO BE PART OF THE EQUATION THAT WE HAVE TO PLAN FOR. THE SYSTEM OF RECORDS WILL EVOLVE, BUT WE HAVE TO BE READY TO MANAGE FOR THEM. SO WHAT WE'RE RECOMMENDING IS MAKING SURE THAT WE HAVE A TRAINING COMPONENT IN PLACE, THAT'S ACCESSIBLE IN DEMAND FOR THE CITY AN AS IT MAKES CHANGES TO THE BUSINESS SYSTEM, SO THAT THEY ARE THOROUGHLY TESTED BY THE CONFIDENCE OF THE USERS AND THE PUBLIC AND THE STAFF. AND WE'RE ALSO GOING TO BE RECOMMENDING THE OPPORTUNITIES TO LOOK AT PUBLIC SUCCESS OUTCOMES, AND REVIEW CYCLE TIMES. LIKE MANY OF YOUR PEERS, THEY ARE INSTITUTING THE SUCCESS MEASURES, AND HOW CAN APPLICANTS MEASURE THE SUCCESS FOR THE FIRST TIME OR FIRST PATH. AND MAKING SURE THAT THE AVERAGE TIME TO ISSUE THE PERMITS, RIGHT NOW, THE WAY THAT THEY ARE MADE IS IN A SHARED FUNNEL. WE WANT TO SEGREGATE THE LINES OF THE ACTIVITIES. IS THAT THE LESS ONES TO BE REQUIRING MORE REVIEWED AND COMPLEX EVALUATIONS WILL BE IN A DIFFERENT QUE TO BE MANAGED IN A DIFFERENT EXPERTISE. SO WE WANT TO BE ABLE TO FOCUS ON PROVIDING EFFICIENCIES TO BE GAINED, AND PROVIDING THE QUALITY LEVEL OF REVIEW TO MAKE SURE THAT THE PUBLIC SAFETY HEALTH AND WELFARE TO BE MADE. SO WITH THAT, I PRESENTED THE SCHEDULE AS PART OF THE TEAM PRESENT THE HERE, AND IT IS ALSO PRESENTED IN THE REPORT DOCUMENT MADE AVAILABLE IN THE DRAFT FORM DATED AUGUST TENTH WHAT WE SEE HEAR ARE THE THREE PHASES THAT I SPOKE TO WITH THE ACTIVITIES OUTLINED. I'LL BE HAPPY TO SPEAK ON THESE EXAMPLES OR ANYTHING THAT THE COUNCIL MEMBERS MAY HAVE. I WANT TO REASSURE THE COUNCIL MEMBERS, THAT NUMBER ONE, YOU HAVE A DEDICATED TEAM. AND WANT TO GIVE THEIR BEST, AND THE FOCUS IS TRYING TO GET US TO THE 2021 RELEASE, AND STABILIZE AND RECONFIGURE IT. AND WHEN WE HAVE SIGN OFFS, THEY ARE MEANINGFUL, NOT JUST TO LEADERSHIP, BUT TO THE END USER STAFF. UNLESS WE ALL AGREE TO GO, WE DON'T GO. ONE OF THE OBSERVATIONS THAT ARE MADE BY A NUMBER OF STAFF THAT WE INTERVIEWED, THAT THE LAUNCH IN MARCH WAS PREMATURE, AND AS A RESULT, WE'RE WORKING THROUGH THE CIRCUMSTANCES OF THE EXPERIENCE TO STABILIZE WHAT WE NEEDED TO DO TO MIGRATE THE OLD RECORDS INTO THE NEW SYSTEM. WHILE MAINTAINING THE PRODUCTIVITY THAT WE NEEDED THROUGH THE ACTIVITIES THAT ARE IN THE DOOR. I REALIZE THAT THIS IS A SENSITIVE ISSUE. >> OKAY. THANK YOU, CHRIS, GREAT PRESENTATION. WE HAVE QUESTIONS? >> UM, ONE OF THE THINGS THAT UM, I HEAR IS THAT BY OCTOBER, WE HAVE TO BE DIGITAL WITH THE WHOLE PROCESS ARE WITHIN THIS PLAN, ARE WE GOING TO BE ABLE TO COMPLY WITH THAT REQUIREMENT? >> ALL SIX LIGHTS HAVE TO BE GREEN, IF THE STAFF AND THE PUBLIC AGREES, WE'RE GREEN. BUT IT CAN'T BE ONE GROUP'S INTERPRETATION. IN TERMS OF WHO ENFORCES THAT? THAT CODE FALLS DOWN, AND THE STAFF LEVELS RESPONSIBLE FOR PROPERLY ENFORCING THE CODES THAT YOU HAVE. AND THE DOCUMENT THAT IS INTERGOVERNMENTAL. SO AT THE END OF THE DAY, YOU ASK ME, WILL WE BE IN COMPLIANCE? YES, WHEN WE HAVE THE NECESSARY INFORMATION TO PROVE THAT THEY ARE FORMED ACCORDING TO STANDARD AND ACCORDING TO THE CODES TO BE ENFORCEABLE FOR THAT KIND OF ACTIVITY. >> THE UM -- MAY I CONTINUE? THE OTHER QUESTION THAT I HAVE, YOU MENTIONED THAT WE'RE IN A NEGATIVE SITUATION WHERE WE'RE GETTING A LOT MORE PERMIT SAYING THAT WE CAN REVIEW. BUT AT THE SAME TIME, WE'RE TALKING ABOUT A NEW IMPLEMENTATION, AND TRAINING, AND A NEW WHOLE THING THAT'S NEEDED SO HOW ARE YOU ACCOUNTING OR HOW ARE WE GOING TO -- HOW IS THAT GOING TO WORK? >> IT'S THE MOST DIFFICULT QUESTION TO RESOLVE. THE CAPACITY THAT YOU NEED TO RECONFIGURE THE SYSTEM WILL COMPETE FOR THE SERVICES THAT YOU HAVE TO PERFORM DAILY FOR YOUR RESIDENTS. I THINK THAT WE HAVE TO BE ABLE TO DEFINE THE HOURS COMMITMENT TO THE PROJECT AND TO UNDERSTAND WHAT IT TAKES TO BE ABLE TO AUGMENT THE LEVEL OF DAILY SERVICES. IF WE TAKE THEM OUT TO TRAIN THEM AND IF THE WORK IS STACKING UP, WE NEED TO MAKE SURE THAT WE HAVE ADDITIONAL SERVICES TO PROVIDE THE PLANNED REVIEW SERVICES IN THE INTERIM. I SPOKE WITH JAIN, BUT WE HAVE TO BE ABLE TO PRESENT THE TIME LINE TO REFLECT THE PROJECT WORKING. AND THE COMMITMENT THAT WE NEED TO MAKE FOR THE DAILY INTAKE AND ACTIVITIES, SO IF THE PROJECT WILL REQUIRE ONE THOUSAND HOURS OF STAFF TIME, HOW DO WE MAKE SURE THAT WE CAN PROVIDE THE RIGHT LEVEL OF SERVICE DURING THE INTERIM SO THAT STAFF IS NOT ABSENT OF THE RE-IMPLEMENTATION MAKING THE SEAM MISTAKES THAT YOU MADE LAST TIME. AND YET BE ABLE TO FOCUS ON PROVIDING LEVELS OF SERVICE TO THE PUBLIC. SO TO THAT POINT, WE THINK THAT THE AUGMENTATION STRATEGY, SO WHEN THE PROJECT PLAN IS CREATED THAT THE TIME IS DOCUMENTED AND PLANNED. SO WE WILL TO TRADE TIME FOR MONEY. >> ALSO, IN ADDITION. THIS GOES TO THE SITUATION -- ARE WE BUDGETING THIS FOR THE BUDGET CYCLE, I'M SURE THAT IT WILL TAKE MORE THAN JUST OUR EMPLOYEES TO BE ABLE TO GET THIS GOING. YES, WE HAVE PUT MONEY ASIDE. AND THE BUILDING DEPARTMENT IS A SELF-FUNDED DEPARTMENT, AND WE ARE LOOKING AT -- HAVING EMPLOYEES AND COMPENSATED IF THEY ARE HOURLY. IF THEY ARE JOB BASES EMPLOYEES AND BEING LOOKING AT THE ADMINISTRATIVE TIMES TO COMPENSATE THEM FOR THAT. EVERYBODY'S GOT TO BE FULLY COMMITTED. AND UM I KNOW THAT THE BUILDING DEPARTMENT IS LOOKING AT AN OUTSIDE, UM, PLANS REVIEWERS TO TRY TO HELP OUT ALSO. >> SO IT IS BUDGETING. >> AND WE'RE WORKING ON TRYING TO FILL IN THE VACANT POSITION'S THERE. >> OKAY. BACK TO, TO, CHRIS, RIGHT? >> YES, SIR. >> IN YOUR PRESENTATION, I HEAR A LOT OF TRAINING GOING ON. >> YES, SIR. >> THROUGHOUT THE WHOLE PROCESS. >> YES. >> TO ME IT RINGS AN ALARM OF THE IS IT SO DIFFICULT, THAT WE NEED TRAINING, OR ARE WE MAKING SURE THAT THE PEOPLE, OR THE EMPLOYEES AND THE STAFF ARE WELL TRAINED. OR THAT THE CUSTOMERS BEING SERVICED. FOR BOTH PUBLIC AND STAFF, AS YOU CAN SEE IN THE GRAPHIC THAT I'M SHARING, THE TRAINING FOR A SYSTEM ADMINISTRATION, AND SYSTEM CONFIGURATION AS WELL AS TEAM LEADS PRECEDES THE TRAINING FOR ALL END USERS, SO THAT LEADERSHIP LEARNS, AND USERS LEARN THROUGH THE LEADERS, BUT LEARNING TO IMPLEMENT TOGETHER. >> YEP. >> SO THE LEADERS ARE SEQUENCING THAT WILL HELP MITIGATE THE RISK, AND ALSO THE ROLES ESTABLISHED. (MULTIPLE SPEAKERS) MEANING THAT YOU HAVE TWO OR THREE BACKUPS FOR ANY SYSTEM ROLES, THAT WOULD BE IN THE SYSTEM OF RECORD SO THAT WHEN YOU DO TRAIN, YOU TRAIN WITH PURPOSE AND INTENT. AND IF THAT PERSON CHANGES THEIR ROLE, THAT THEY WITH BE TRAINED IN THE BACK UP ROLES THAT THEY WOULD HAVE. SO THAT EVERY STAFF MEMBER IS ABLE TO UNDERSTAND THE ADMINISTRATION PROCESS. >> I DO HAVE ANOTHER QUESTION. >> JUST TO ADD TO WHAT HE'S SAYING, HE'S TALKING ABOUT THE TRAINING. WE DID THAT, AND REMEMBER THE BIG IMPLEMENTATION THAT WE DID YEARS AGO. WE HAD BUILDING SOFTWARE, I THINK THAT THE LEAST THREE, I DON'T THINK THAT ANYBODY IS EVER CLOSE TO THAT. THAT THEY MADE IT COMPLEX. WHY -- BECAUSE WHEN YOU ARE SAYING, TRAINING, TRAINING. TRAINING. WHY SO MUCH? COMPLEXITY IS SOMEWHAT END CONTROL OF THE CITY. >> THERE'S WAYS TO DIAL-UP OR DOWN WHICH IS APPROPRIATE. AND LIMITING THE NUMBER OF AUTOMATIONS THAT YOU GO LIVE WITH, MIGHT BE IN YOUR BEST -- IN YOUR BEST INTEREST AS WELL AS TO GIVE YOURSELF SOME TIME TO GROW WITHIN THE SYSTEM. SO PERHAPS MODERATING THE EXPECTATIONS A LITTLE BIT. THESE ARE THE THINGS THAT WE KNOW THAT WE'RE GOING TO BE AUTOMATIC ASSESS FEEL IN ACHIEVING SAYING; OKAY, WE'RE TRAINING FOR THESE OUTCOMES AND THESE ARE PART IN CORE OF THE SYSTEMS. AND WE WILL NOT BE TRAINING FOR THE SYSTEM'S TO WHAT THEY ARE EMBEDDED FOR. TO HAVE THEM LEARN THROUGH THE INSTITUTES. BEING INTRODUCED EVERY DAY CREATES THIS EXPECTATIONS THAT THE NEW CAPABILITIES TO BE COMING, AND NEW WAYS TO BE PRESENTED, BUT ARE WE MASTERS OF OUR OWN PROCESSES BEFORE WE INTRODUCE THE NEW CAPABILITIES AND I THINK THAT'S THE KEY. CAN WE MANAGE THE PROCESSES IN THE WAY THAT'S PREDICTABLE AND IS TESTED AND VERIFIED BEFORE WE ROLE THEM OUT. SO TO ANSWER YOUR QUESTION, HOW MUCH TRAINING DO WE NEED WILL BE DEPENDING UPON HOW MUCH WE EXPECT OUR SYSTEM TO DO FOR US. WHAT I MEAN BY THAT. IF WE INTRODUCE THE CAPABILITIES THAT ARE NEW TO THE COMMUNITY OR NEW TO THE USER BASE, WE NEED TO BE CAUTIOUS ABOUT THAT. SO THE DECISIONS THAT WE MAKE, WITH RESPECT TO WHAT WE NEED THE TRAINING FOR, NEED TO BECOME MORE BUSINESS FOCUSED AND LESS TECHNOLOGY FOCUSED. AND THE TECHNOLOGY ENABLES AND AT THE END OF THE DAY IT ESTABLISHES TO WHAT THEY HAVE IN PLACE. SO IT'S A RESPONSIBILITY AND THAT'S WHY WE HAVE THE I T TEAM PAIRED UP WITH THE SIX BUSINESS UNITS THAT ARE WORKING TOGETHER. SO THAT IT'S A SHARED EFFORT. AND THAT WE DON'T GET OURSELVES INTO THE DEEP OF THE POOL. AND I THINK THAT QUITE FRANKLY IN THIS EXPERIENCE WE TRY TO TURN TOO MUCH ON AT THAT TIME. AND WE TRY TO TRAIN TOO MUCH FOR THAT TIME. AND WE OVER COMMITTED OURSELVES AND I DO WANT TO SAY THAT YOU HAD SOME POSITIVE OUTCOMES OF THE PROJECT. SO YOU'RE RENEWING 86 PERCENT OF THE B T RS ONLINE. PROVIDING THE LEVELS OF SERVICE THERE, THAT YOU'RE ABLE TO ACHIEVE FOR THE POSITIVE EXPERIENCE OF THE CUSTOMERS. YOUR STAFF HAS GROWN IN MANY WAYS. WHAT WE NEED TO DO NOW IS FOCUS IT. >> BEFORE I TURN IT BACK TO (INDISCERNIBLE) LET ME GO BACK A SECOND. WAS THERE ANY PUSH BACK BY STAFF OR MOST BOUGHT INTO IT SO TO SPEAK? >> SO I DID NOT OBSERVE THOSE EXPERIENCES. I CAN ONLY BASE MY ASSESSMENT ON WHAT WE ASKED AND WHAT WE DISCOVERED THROUGH OUR INTERVIEWS. THE CITY CHOSE THE TRAINER MODEL WHICH MEANT THAT THEY WILL BE LEAD TRAINERS TO TRAIN OTHERS. OKAY? THE CHALLENGE IS THAT WITH THE TRAINERS LEAVING THE CITY'S ENVIRONMENT. SO THERE WAS A COMMITMENT THERE TO UM, YOU KNOW, SO THAT'S ONE ELEMENT. >> SO WE DIDN'T HAVE THE MISSION CONTROL OF FIVE OUT OF SIX? >> IF YOU ENABLE THEM WITH THAT TRAINING, YOU'LL GO FAR. THE TEAM'S CAPABILITIES ARE THERE. DO WE HAVE THE RIGHT RESOURCES TO ACCESS THEM, AND GET ANSWERS TO THE RIGHT QUESTIONS IN A RESPONSIVE AND SUCCESSFUL WAY. >> STARS THE END USER AND THE TRAINING, I'M TELLING YOU RIGHT KNOW, WITH THE GOVERNMENTAL ENTITIES, IN TIME YOU LEARN THAT IT IS EASIER, BUT YOU NEED TO LEASH HOW TO UPLOAD AND DOWNLOAD YOUR DOCUMENTS. >> I'LL COME BACK WITH MORE QUESTIONS. >> SOME OF THE THINGS THAT I HEARD FROM STAFF IS THAT THERE'S A LOT OF STEPS COMPARED TO THE PREVIOUS ONE. AND IN YOUR RECOMMENDATIONS NOW, I HEAR THAT YOU'RE STREAM LINING, WHEN YOU STREAM LINE IT. IS THIS WHAT YOU'RE TALKING ABOUT TAKING OUT STEPS OUT OF MEETING. STEPS THAT -- I WOULD LIKE TO KNOW A LITTLE BIT ABOUT THAT. SO THAT'S WHAT WAS MEANT BY THAT REMARK. >> IF WE HAD A FUTURE GADGET PLACED IN 2022 WHEN IT'S ALL DONE. AND IT'S WORKING, WHAT WOULD BE A TIME, FOR A -- WHAT WOULD BE FROM POINT A TO POINT B. >> THAT'S A TOUGH QUESTION TO ANSWER, BECAUSE EVERY CITY'S ORDINANCE AND REQUIREMENTS ARE UNIQUE, BEYOND THE STATE AND THE INTERNATIONAL BUILDING CODE WHICH IS COMMON IN FLORIDA, BUT THEN YOU HAVE STANDARDS WITHIN THE CITY OF DORAL THAT REQUIRE A LOT OF ENGAGEMENT WITH THIRD PARTIES THAT YOU DO NOT HAVE DIRECT CONTROL OVER. I'M THINKING ABOUT THE HOA'S AS AN EXAMPLE. SO ANY THIRD PARTY ENGAGEMENT CREATES, UM, UM, AN AREA AND THE MODEL, IF YOU WILL. THERE ARE METRICS OF PERFORMANCE THAT COUNTIES HAVE PUBLISHED. THE MEANING OF THE METRICS IS SPECIFIC TO CERTAINLY WHAT THEY ENFORCED. SO IT'S -- I CAN CERTAINLY -- AND I PROVIDED AN EXAMPLE, AND A COUPLE OF EXAMPLES WITHIN THE PRESENTATION, SLIDE AS WELL AS THE REPORT DOCUMENT THAT I REFERENCED FROM THE CITY OF SAINT PORT WILL YOU SEE. AND THOSE EXAMPLES, UM REPRESENT GOOD PRACTICES IN TERMS OF FIRST PATH REVIEWS. AND THEY ARE MEASURING THOSE PERIODS OF TIME. AND SO WHAT I WOULD PROPOSE IS THAT ESTABLISHING A BASELINE OF HOW MUCH BALL IN COURT TIME, YOU HAVE, EVERY TIME THAT YOU HAVE AN EXCHANGE WITH THE APPLICANT, IS SOMETHING THAT'S MEASURED. YOU CAN LOOK TO FIND WAYS WITHIN THE SYSTEM OF RECORDS TO BE ABLE TO MEASURE OF THE OUTCOMES AS PART OF THE CONFIGURATION QUESTIONS. >> OKAY. LASTLY, MADAM CLERK, CAN WE GET A DIGITAL COPY OF THAT TIME LINE? >> YES, I'LL SEND THAT TO YOU SHORTLY. >> I'M DONE, THANK YOU. >> GO AHEAD, CHRIS. >> I WAS GOING TO SAY TO THE PREVIOUS CITY COUNCIL MEMBER'S QUESTION WITH RESPECT TO THE TIME LINE. THE ASSUMPTIONS ARE THAT THE PROJECT TEAM HAS THE CAPACITY TO DO THE WORK THAT'S HERE. THIS TIME LINE HAS TO BE EXTENDED IF THE CAPACITY IS NOT AVAILABLE. AND WHICH PRESUMES THAT THERE'S AUGMENTATION OPTIONS. IF THEY ARE NOT ON THE TABLE, WE DON'T WANT TO CREATE AN ARTIFICIAL DEADLINE WHERE YOU'RE PRESSING FOR A DEADLINE WHERE IT'S NOT REALISTIC TO ACHIEVE. YOU ARE THE FIRST PERSON TO PROVIDE CLEAR ANSWERS TO THE ISSUES, AND I'LL BEGIN BY SAYING, THAT THIS IS AN EXAMPLE THAT NOT ALL GOOD DEEDS GO UNPUNISHED. BECAUSE OBVIOUSLY, THE GOAL HERE AND I GUESS MY FIRST QUESTION IS WILL WE BE ABLE TO GET TO THE GOAL, WHICH IS TO BE ABLE TO BE -- IN THESE PARTICULAR DEPARTMENTS THAT ARE LINKED TOGETHER WHETHER THE APPLICANTS ARE ON THE COMMERCIAL OR RESIDENTIAL SIDE. >> I THINK THAT YOU WILL, MEANING THAT THE CITIZEN OUTLINES ARE DEFINED AND MEASURED AS PART OF THE TESTING PROCESS, NOT ONLY FOR STAFF, BUT THE SYSTEM FOR THE EXPERIENCE FOR THE CUSTOMER, AND IN MANY COMMUNITIES TODAY THAT ARE IMPLEMENTING ON THESE TYPES OF SYSTEMS, AND REINTRODUCING THE CAPABILITIES TO PROVIDE A LITTLE BIT OF A TEST TRACTOR A BIT OF AN OPPORTUNITY FOR CUSTOMERS ESPECIALLY THOSE WHO ARE HIGH VOLUME CONTRACTORS IN ONE GROUP, BUT BEING THE OTHER OWNER BUILDER, OR REBUILD MY DECK, AND TO YOUR POINT, HOW DO WE MAKE IT EASY FOR THOSE PEOPLE, SO PROVIDING AN OPPORTUNITY FOR THOSE FOLKS TO BE ABLE TO PARTICIPATE IN THE PROCESS TO BE ABLE TO GIVE THEM THE CHANCE TO TRY AND EXPERIENCE WHAT THAT LOOKS LIKE. FOR THE OWNER BUILDERS TO GIVE OURSELVES THE CHANCE TO HAVE THAT AS PART OF THE SYSTEM ROLL OUT, THOSE OUTCOMES ARE REALLY BEING DEFINED AND MEASURED. NOT AFTER. >> SO THAT'S GREAT, BECAUSE THE CUSTOMER WHICH WOULD BE THE END USER IN THIS CASE. THE OWNER BUILDER OR THE CONTRACTOR, ETCETERA. SO THAT'S GREAT TO HEAR, NOW LET ME GO BACK TO THE UM -- TRAINING FOR THE END USER. UM -- >> UH-HUH. >> I'M ASSUMING THAT TECHNOLOGY CAN SOMEWHAT BE USED TO -- I KNOW THAT WE ARE HAVING WORKSHOPS, AND I KNOW THAT THEY POP UP ON THE CALENDAR TEACHING THE TIME THAT CAN BE LOGGED IN AT ANY TIME TO USE THE SYSTEM, SO I'M ASSUMING THAT THE TECHNOLOGY CAN BE USED TO TEACH ME FOR EXAMPLE, TO WHAT I NEED TO DO APPLY FOR THE FENCE PERMIT? >> RIGHT. SURE, THAT'S RIGHT. >> AND YOU WOULD RECOMMEND THAT. >> DEFINITELY, DEFINITELY. >> GO AHEAD, I'M SORRY. >> I WAS GOING TO SAY, THERE'S EXCELLENT EXAMPLES OF THIS AS OPPORTUNITIES, BUT I'M GOING TO SITE THAT ONE RIGHT HERE. CITY RAPIDS HAS THIS EXCELLENT VIDEO. WHAT'S AN ELECTRONIC SUBMISSION LOOK LIKE. IT'S TARGETED AND SIMPLE. THE CITY OF MIAMI, IT HAS SIMILAR VIDEOS, AND UM, TAMPA, AS WELL, SO THERE'S EXAMPLE OF THESE THAT UM, I THINK THAT THEY CAN SERVICE AS MODELS, AND SELF PACE, AS IF YOU WERE TO SUBSCRIBE TO UM -- AN ONLINE SERVICE FOR THE FIRST TIME, AND YOU WANTED TO GO ABOUT DOING IT, NO DIFFERENT. >> THE OTHER THING IS -- I LOVE THE FACT THAT YOU LOVE METRICS FROM THE BEGINNING, BECAUSE THAT SEEMS TO BE A BAD WORD AROUND HERE. SO I'M INSPIRED ON THAT FACT. AND WE'RE GOING TO ALSO MAKE SURE THAT, UM, WHEN THE METRICS WILL INCLUDE, UM -- YOU KNOW HOW THE END USER AND IN THIS CASE, ARE WITH THE CUSTOMER, AND THEY CAN HELP US GET TO THE PROPER METRICS. IS THAT WHAT I UNDERSTAND YOU TO SAY? >> DEFINITELY. >> THE FIRST SUCCESS -- DOES THAT APPLICATION HAVE TO COME BACK TO YOU BECAUSE IT WAS DEEMED INCOMPLETE? WHAT THEY ARE MEASURING IS FIRST PASS SUCCESS. MEANING THAT THE ONES COMING IN THE DOOR COMPLETE BY TYPE, IS AN INDICATOR OF SUCCESS SO THAT CITIZENS ARE NOT WAITING FOR AN APPLICATION THAT CANNOT BE ACTED UPON. BUT IN FACT, MANY APPLICANTS CAN BE WAITING, UNNECESSARILY FOR SOMETHING THAT THEY COULD HAVE BEEN AWARE OF. SO HOW DO WE TRAIN FOR SUCCESSOR ENABLE THE AUTOMATIC ASSESS FOR THE BEGINNING OF THE PROCESS, TO NOT WASTE TIME WITH THE REVIEWS TO COME BACK FROM ADMIN TO THE CUSTOMERS BEFORE THEY KNEW THE APPLICATION SUBMITTAL. >> YOU MENTIONED IN THE WORD TRAINING, REDUNDANCY. IF I UNDERSTAND YOU CORRECTLY, WE NEED TO HAVE, UM, MORE THAN ONE PERSON, RIGHT? OR A NUMBER OF PEOPLE? >> YES, SIR. >> IS THAT WHAT YOU MEAN? >> YOU HAVE TO BE ABLE TO TRAIN, CORRECT? >> THAT'S CORRECT. THAT'S THE NUMBER ONE PROBLEM THAT I'M WALKING INTO. I HAVE TWO DIFFERENT E R P IMPLEMENTATIONS. THAT THE AVAILABILITY OF STAFF IS ONE. AND NUMBER TWO. THERE'S NO BACK UP FOR THAT INDIVIDUAL. SO IF THEY HIT THE LOTTERY OR EXPERIENCE PRESENTS THEM WITH THE OPPORTUNITY TO MOVE TO ANOTHER ORGANIZATION, THE ORGANIZATION IS NOW AT RISK. AND THAT'S SOMETHING -- IN THE TURN OVER WHICH IS AN EXPERIENCE THROUGHOUT THE COUNTRY TODAY, THAT'S A SIGNIFICANT HIDDEN LIABILITY FOR THE CITY THAT CAN BE ADDRESSED FOR THE TRAINING AND RETRAINING PURPOSES THAT ARE PROPOSED. >> THAT'S ALSO MUSIC TO MY EARS THERE. >> MR. MANAGER THIS IS FOR YOU, BECAUSE YOU USED THE WORDS, IF WE'RE FULLY COMMITTED, DOES THAT MEAN THAT WE'RE NOT FULLY COMMITTED? IS THERE A PUSH BACK? IS SOMEBODY NOT WANTING US TO BE FULLY COMMITTED? >> NO, SIR. ONCE IT IS COMMITTED, WE'LL GET TO WHERE WE NEED TO BE. >> IT WAS A REQUEST FOR MONEY? IT IS FOR THE EVERGREEN SLASH -- >> YES, SIR. >> UM -- (SPEAKING AWAY FROM MIC) (INDISCERNIBLE). >> THAT'S FINE. LISTEN, FIRST OF ALL, I'M GOING TO TELL YOU, IF THAT'S THE CASE, I'M MORE IN SUPPORT OF THIS. BUT I GOT TO TELL YOU CHRIS, YOU ARE THE FIRST GUY WHO REALLY HAS LAID THIS OUT. I HAD A CONSULTANT WHO LEFT AFTER A WEEK, BECAUSE HE COULDN'T HANDLE THE PRESSURE. THIS IS THE FIRST TIME THAT I HEARD, THIS IS THE PROBLEM, AND THIS IS HOW TO SOLVE IT. IT INVOLVES A STAFF, AND ADDITIONAL STAFFING FOR THE BUSINESSES. SO YOU HAVE MY COMMITMENT. THIS IS GREAT. >> THE DIFFERENCE IS THAT INITIALLY, THIS IS APPROACHED FROM A PURELY TECHNOLOGY POINT OF VIEW. AND IT WAS A HIGH TECH ANY CALORIE PERSON, AND CHRIS, YOU'RE APPROACHING IT FROM THE BOTH TECHNOLOGY AND THE BUSINESS SYSTEMS COMBINED INTO ONE. AND REALIZING THE OBSTACLES WHERE THEY ARE AT. SO IT'S IMPOSSIBLE. IT'S LIKE HOPEFULLY WE'RE HEADING IN THE RIGHT DIRECTION. IT LOOKS LIKE WE HAVE A LONG RHODA HEAD OF US. AND FROM THE BEGINNING -- THIS COUNCIL IS IN SUPPORT OF THAT. >> SO -- IT IS LIKE WHAT THE VICE MAYOR SAID. YOU HAVE OUR COMMITMENT. AS THE BUDGET IS APPROVED. WE SAID, LISTEN, WE KNOW THAT IT'S A CHALLENGE, BUT WE NEED TO KNOW WHAT NEEDS TO GET DONE. THIS IS THE FIRST TIME THAT I KNOW EXACTLY -- THERE'S A CLEAR NAME PLAN TO KNOW WHERE WE'RE GOING. AND I THINK THAT'S GREAT, I THINK THAT'S A GREAT PRESENTATION, AND TRUTHFULLY, WHAT THE VICE MAYOR SAID, LOOKED AT IT FROM THE PERSPECTIVE IT MAKE IT EASIER FOR THE END USER. WHICH IS THE RESIDENT FOR THE BUSINESSES AND ETCETERA. AND THAT'S WHERE THE PROBLEM -- THAT'S WHEN IT HITS US, AND I THINK THAT ALL OF US RECEIVED COMPLAINTS IN THE LAST SIX MONTHS THAN WHAT WE RECEIVED IN A LONG TIME. >> MR. MAYOR, WITH ALL DUE RESPECT, AND UM, SINCE I TOOK OVER 1 WEEKS AGO AND AND WE STARTED TO EVALUATE WHERE WE'RE AT, AND WHERE WE NEED TO GO, I THINK THAT OUR STAFF AND I THINK THAT EVERYONE FROM DIRECTORS DOWN REALIZED THAT THIS IS THE BIGGEST BLACK EYE THAT THE CITY HAS FROM THE INCEPTION, AND THE MOST REFRESHING PART OF THIS WHOLE, UM, PROCESS HAS BEEN NOT ONLY -- REITERATING WHAT CHRIS SAID, BUT THE BUY IN AND THE OWNERSHIP THAT EVERYONE IS TAKING FROM ALL OF THE DIRECTORS OF WANTING TO GET THIS DONE, AND GETTING TO THAT END GAME, AND THE SUPPORT THAT YOU ARE ALL GIVING ME, AND WE CAN GET THE STAFF TO TRY TO REPLACE THE EMPLOYEES AND REBUILD THE BUILDINGS, WHICH IS ONE OF THE BIGGEST DEPARTMENTS WITH THE VACANCIES AND THE STRUCTURES THAT WE'RE DEALING WITH. I KNOW THAT WE'RE FULLY COMMITTED AND THE COMPLAINTS THAT WE ARE GETTING WE GOOD DOWN THERE TO FIX AS MUCH AS WE CAN. AND WE GO AND THE PEOPLE DONE THERE WORKING ARE REALLY WORKING ONE HUNDRED PERCENT, AND PUSHING BEYOND. SO WITH THE COMMITMENT SAID, AND WITH YOUR COMMITMENT, I TRULY BELIEVE THAT EVERYONE IN THIS ORGANIZATION WANTS TO FIGHT AND GET TO THE NEXT LEVEL. >> I WANT TO THANK YOU FOR YOUR LEADERSHIP. AND THE WHOLE COUNCIL APPRECIATES THE STAFF FOR EVERYBODY GOING THE EXTRA MILE, IT IS OVERWHELMING FOR THEM. STRESSFUL, AND FRUSTRATING AND EVERY EMOTION THAT YOU CAN SAY. UM -- BUT THEY ARE THERE STICKING IT OUT. AND SO, I AM APPRECIATIVE OF THAT. THANK YOU. >> I DO THINK THAT UM -- THERE'S TWO IMPORTANT POSITIVE TAKE A WAYS FROM THIS. I THINK THAT WE ALL APPRECIATE THAT. NUMBER ONE, THAT -- TO WORKS. I KNOW THAT'S BEEN A WITH THE FIRST ISSUES WITH THE IMPLEMENTATION, AND WONDERING FOR THE RIGHT CHOICE OF THE PROGRAM. AND FROM WHAT I HEARD FROM THE OTHER, IMPLEMENTATIONS. AND NUMBER TWO, I'M HAPPY TO HEAR THAT STAFF HAS THE CAPABILITY ABOVE AND BEYOND TO COMMIT TO THIS PROJECT GOING FORWARD. I KNOW THAT I HAVE BEEN LOOKING AT THE BUILDING DIRECTOR FROM THE BACK. NODDING THEIR HEADS. I'M HAPPY THAT SHE'S HAPPY, AND THAT WE CAN GET THIS FIXED IN THE NEXT FEW MONTHS. BUT YOU WILL HAVE OUR FULL SUPPORT, SO THANK YOU FOR AN AMAZING JOB, I AM GLAD TO HEAR THE TWO POINTS, BECAUSE THOSE ARE THE HARDEST ISSUES. >> THANK YOU, FOR THE PRIVILEGED TO SERVE THE COMMUNITY, IT'S BEEN OUR PLEASURE. >> DO YOU HAVE ANY QUESTIONS? >> HE'S NOT GOING ANYWHERE, RIGHT? >> (LAUGHTER) (MULTIPLE SPEAKERS) PLEASE COMMIT TO US NOW. SO THANK YOU VERY MUCH. >> THANK YOU. >> MADAM CLERK, NEXT ITEM. >> NOW WE GO TO THE LINE BUDGET ITEMS FOR BUILDING. >> AND APPROPRIATELY, AS WE -- >> BRING UP MY PRESENTATION, PLEASE. I DID NOT ACCOUNT FOR THE SIZE OF THE PODIUM FOR THE PRESENTATION. GOOD MORNING. JAIN DECKER BUILDING DEPARTMENT DIRECTOR. THANK YOU FOR HAVING ME. I WITH BE RE-MISSED IF I DON'T THINK CHRIS FOR HIS WORK WITH US. IF I TRAVEL TO GO BACK TO THE BEGINNING OF THE PROJECT, HE WOULD HAVE BEEN ON BOARD FROM THE START. SO TO UNDERSTAND, UM WHAT WE ARE ABOUT AS A REGULATORY AGENCY. WE HAVE TO FIRST START WITH THE MISSION STATEMENT. IF YOU HAVEN'T STOPPED BY THE SECOND FLOOR RECENTLY, WE HAVE THIS POSTED ABOUT, 5 FEET HIGH, AND TEN FEET WIDE. >> SOME PROJECT HIGHLIGHTS, I KNOW THAT YOU ATTENDED THE JACKSON WEST OPENING, WE HAD DORAL SQUARE, AND THE T C O BAPTIST EMERGENCY DEPARTMENT AND LANDMARK PROJECTS JUST TO NAME A FEW. SOME OF THE HIGHLIGHTS FOR THE UPCOMING PHYSICAL YEAR, WE DON'T ANTICIPATE ANY SLOWING, IN PERMANENT VOLUME. ONE OF THE UNIQUE CHARACTERS, I REMEMBER T