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[00:00:01]

SO YOLANDA, IF YOU'RE READY TO GO, IT'S ALL SET.

I APOLOGIZE FOR THE DELAY.

OKAY.

WE'RE READY TO START NOW.

YES.

[ AGENDA CULTURE AND DIVERSITY CITIZENS ACTION COMMISSION Remote Meeting November 5, 2020 7:00 P.M. ]

OKAY.

ALL RIGHT.

WE CALL THIS MEETING OF THE CULTURE AND DIVERSITY CITIZENS ACTION COMMISSION TO ORDER AT 7:12 PM.

AND WE START WITH A ROLL CALL.

MR. JENKINS PRESENT IS HONAKER RESIDENCE, MS. NEWBY PRESENT MS. PURVIS, MR. RAMIREZ, YOU'RE PRESENT MR. RICHARDSON.

MR. STEVENS PRESENT IS STEPHENS PRESENT IF SOMEONE OKAY.

EVERYONE IS PRESENT.

WE'LL MOVE ON TO APPROVAL OF THE MINUTES FROM SEPTEMBER THE 16TH.

UM, WE ORIGINALLY TABLE THE MINUTES FROM SEPTEMBER THE 16TH BECAUSE THERE WAS SOME CONCERN THAT IT WAS, THEY WERE TOO HIGH LEVEL AND THEY WERE NOT ACTUAL MINUTES, BUT INSTEAD MORE OF A SUMMARY OF THE MEETING.

UM, AND SO KATIE AND I SPOKE ABOUT THAT AND I JUST GOING TO HAVE HER TALK ABOUT THAT TONIGHT.

IT IS A SUMMARY OF YOUR MEETING.

SO IT'S A SUMMARY OF DISCUSSION DISCUSSION WAS HAD, AND THEN THAT CAPTURES THE DECISION THAT WAS MADE REGARDING THAT DISCUSSION.

SO THAT'S WHAT THE MINUTES ARE.

DOES ANYONE HAVE ANY QUESTIONS REGARDING THAT? JUST COULD, COULD YOU SAY THAT AGAIN? THAT WAS A LITTLE FAST, SORRY.

YEAH.

SO, SO YEAH.

AND SO ANY DISCUSSION THAT'S HAD IT TALKS ABOUT THE DISCUSSION WAS HELD REGARDING SUCH AND SUCH WHATEVER THE TOPIC IS, AND THEN IT CAPTURES THE DECISION THAT WAS MADE ABOUT THAT DISCUSSION.

IF THERE WAS, IF THERE WAS A DECISION TO BE MADE REGARDING THAT DISCUSSION.

SO IF THERE WAS NO DECISION MADE ON THE DISCUSSION, IS THERE A NEED TO DETAIL THE DISCUSSION? UM, IT MAY BE A LITTLE MORE DETAILED, BUT PROBABLY STILL BE A SUMMARY.

UM, THEY'RE NOT GOING TO BE VERBATIM AND I WOULD RECOMMEND IF YOU GUYS WANT MORE VERBATIM THAT MAYBE A COMMISSION MEMBER WOULD BE ABLE TO STEP UP AND, AND DO THE SECRETARY ROLE.

OKAY.

SO JUST TO CLARIFY, THE MINUTES ARE A SUMMARY OF THE MEETING.

HAS I THOUGHT FROM OUR DISC, OUR DISCUSSION IN OUR LAST MEETING THAT CAMILLE SAID THAT IT WAS A SUMMARY, BUT THAT YOU WOULD HAVE RIGHT.

THE MINUTES ARE A SUMMARY OF THE MEETING.

SO WHAT YOU HAD, WHAT YOU RECEIVED AT THE LAST MEETING.

THAT'S WHAT THAT WAS.

THOSE ARE THE MINUTES.

OKAY.

AND THEN THE MINUTES WERE, THOSE WERE THE MINUTES THAT HAD COME FROM THAT MEETING.

OKAY.

I THINK THE, UM, THE, I GUESS THE CONFUSION AROUND THIS IS THE FACT THAT SHE SAID THAT IT WAS A SUMMARY.

IT WAS NOT THE MINUTES.

RIGHT.

AND I APOLOGIZE IF THERE WAS ANY KIND OF MISCOMMUNICATION.

UM, BUT NO, THOSE WERE THE MINUTES.

AND I, I TOLD HER THEY'RE JUST NOT VERBATIM.

AND IT WAS A SUMMARY OF DISCUSSION THAT WAS HELD.

SO THAT'S WHAT THE MINUTES ARE.

OKAY.

OKAY.

I JUST WANT TO MAKE SURE THAT OUR MINUTES ARE CAPTURING, YOU KNOW, THE IMPERATIVE THINGS RIGHT.

IN OUR DISCUSSIONS.

SO, UM, WE CAN MOVE, I HAVE A MOTION TO APPROVE THE MINUTES FROM SEPTEMBER THE 16TH.

OKAY.

WHO WAS THAT? ERIC.

ERIC.

IS THAT CORRECT? ALL RIGHT.

SO IT'S BEEN MOVED AND SECONDED.

UM, WE WERE APPROVED THE MINUTES FROM SEPTEMBER THE 16TH.

DO WE NEED TO DO A CALL ON THAT, KATIE? UM, YOU CAN ALL, I THAT'S FINE.

OKAY.

ANY OPPOSED? ANY OPPOSED? ALL RIGHT.

LET'S MOVE ON TO, UH, THEN IT PASSES.

SO WE'VE APPROVED THE MINUTES FROM SEPTEMBER THE 16TH.

WHEN I MOVE ON TO THE MINUTES FROM OCTOBER THE EIGHTH, DO WE HAVE ANY AMENDMENTS THROUGH THE OCTOBER 8TH MINUTES? ANY, OKAY.

I HAVE A COUPLE OF AMENDMENTS.

UM, AND THAT GOES BACK TO THE CONFUSION.

THE CONFUSION THAT WE JUST TALKED ABOUT WAS THE APPROVAL OF THE MINUTES AND THAT

[00:05:01]

IT WASN'T STATED IN THESE MINUTES THAT THE MINUTES FROM SEPTEMBER THE 16TH, OR ACTUALLY AN OVERVIEW OR SUMMARY.

SO THAT WAS NOT REFLECTED UNDER NUMBER FOUR.

SO I'D LIKE TO SEE THAT REFLECTED.

IT SAYS CAMILLE PUMBAA WITH LIGHT, THAT MEETING MINUTES ARE INTENDED TO BE A SUMMARY OF THE MEETING, NOT A DETAILED ACCOUNT, WHICH WAS NOT ACTUALLY THE DISCUSSION.

ANY QUESTIONS WHEN THAT DR.

AKINS YOU LOOK CONFUSED? WELL, IT'S NOT CONFUSION.

IT'S, UM, IT'S JUST UNCERTAIN ORGANIZATION.

THE WAY MINUTES ARE CAPTURED DIFFERENT IN EVERY ORGANIZATION.

RIGHT.

UM, AND, AND I'VE SEEN SOME ORGANIZATIONS THAT FEEL AND BELIEVE THAT THE, THE, THE LESS YOU WRITE THE BETTER, UNLESS THERE WAS A, UM, UNLESS THERE WAS A, A VOTE ON SOMETHING OR DECISION THAT WAS MADE BY THE BODY.

AND I FIND, UM, THE MINUTES THAT I'VE SEEN HERE PRESENTED IN, IN, IN, EVEN IN THE SUB COMMITTEES.

AND I DON'T KNOW IF, JUST BECAUSE OF EVERYBODY'S OWN DIFFERENT, UM, INDUSTRIES THAT YOU WORK IN, UM, YOU CAPTURE MINUTES A LITTLE DIFFERENTLY THAN WHAT I'M USED TO.

IT'S JUST THAT IT SEEMS LIKE THERE'S A LOT OF DETAIL THAT DOES NOT NEED TO BE THERE.

UM, AND MOSTLY BECAUSE OF, I DON'T WANT TO SAY LEGAL REASONS, BUT IT'S JUST, WHEN YOU PUT STUFF IN THERE THAT YOU'RE NOT REALLY MAKING DECISIONS ON, THEN IT CALLS TO QUESTION, WHY ARE THEY IN THE MINUTES? AND THAT'S, THAT'S, IT'S NOT CONFUSION.

IT'S JUST LIKE, I'M TRYING TO GRASP EXACTLY HOW MUCH WE ARE PUTTING IN OUR, IN OUR MINUTES, BECAUSE THOSE AT SOME POINT BECOME PUBLIC RECORD.

RIGHT.

UM, AND SOMETIMES WHEN WE HAVE THINGS IN, IN THERE, IT CAN CREATE MORE CONFUSION.

LIKE IN THIS CASE, IT CREATED MORE CONFUSION FOR ME.

SO THAT WAS JUST ONE AMENDMENT THAT I HAD.

AND, UM, I ASK REAL QUICK.

SO NUMBER FOUR, WHEN SHE'S GOT APPROVAL OF MINUTES, UM, YOU WANT ADDED IN THERE THAT IT WAS THE, IT'S A SUMMARY OF THE MEETING.

YES.

THAT SHE STATED THAT IT WAS A SUMMARY OF THE MEETING AND THAT THEY WERE NOT THE ACTUAL MINUTE, BUT IT SOUNDS LIKE WE'RE SAYING THOSE THINGS ARE SYNONYMOUS HERE FOR IT.

SAME THING.

RIGHT.

RIGHT.

SO, I MEAN, IT'S REALLY JUST SOUNDS LIKE A CHOICE OF VERNACULAR, WHETHER IT'S SUMMARY OR MINUTES, IT'S, IT'S THE SAME THING.

I MEAN, YOU WENT, YOU WENT CAPTURED WHAT CAMILLE SAID, HOW SHE THOUGHT THEY WERE A SUMMARY OF THE MINUTES WHEN ACTUALLY THEY WERE THE MINUTES.

RIGHT.

BECAUSE THAT'S WHAT CAUSED THE CONFUSION.

SO I JUST WANT TO MAKE SURE WE HAVE THAT DOCUMENTED APPROPRIATELY.

UM, I THINK ONE THING TOO, THAT WILL HELP US AND I'VE KIND OF LOOKED AT THE WAY COUNCIL KEEPS THEIR MINUTES, UM, THAT MAY HELP US MOVING FORWARD TO KIND OF DETERMINE WHAT THINGS NEED TO BE CAPTURED.

I KNOW SOMETIMES THROUGHOUT THE MINUTES, UM, IF, IF I DON'T SEE LIKE DISCUSSION OR VOTE, YOU KNOW, UH, WHAT THE, WHAT THE RESULT OF A VOTE WAS, THEN THERE MAY BE SOME OF THOSE THINGS SHOULD BE CAPTIONED IN THE, UM, IN THE MINUTES.

BUT I DO THINK HE WAS IN COUNCIL AS A POINT OF REFERENCE AND HOW THEY MINUTE KEEP WOULD BE GOOD FOR US AS, UM, AND I KNOW THAT TONY, THE CLERK OF COURTS, HE, HE'S VERY, VERY GOOD ABOUT, YOU KNOW, THOSE TYPES OF THINGS.

IF WE HAVE QUESTIONS ABOUT WHAT NEEDS TO BE CAPTURED AND WHAT DOESN'T FOR EASE OF DISCUSSION, I'LL VOLUNTEER TO TAKE OVER AS SECRETARY FOR THE COMMISSION.

THAT WAY WE CAN DECIDE AMONGST THESE FOR US, YOU KNOW, I CAN GO BACK OVER THE MINUTES.

I'LL VOLUNTEER.

IF ANYBODY HAS ANY, IF YOU'RE AGAINST IT, IT'S FINE, BUT I CAN VOLUNTEER TO TAKE OVER, UM, JUST TO MAKE THINGS A LITTLE EASIER FOR ALL.

I KNOW.

UM, I HAD A DISCUSSION WITH YOLANDA A LITTLE WHILE AGO ABOUT HAVING A SECRETARY.

SO I DON'T KNOW.

UM, I THINK WE HAVE TO LOOK AT IF WE WANT TO DO A SECRETARY.

I KNOW I DISCUSSED THAT.

I DID THE

[00:10:01]

SAME THING, TARA.

I VOLUNTEERED TO DO SECRETARY AS WELL.

UM, BUT WHAT DOES THE SECRETARY ROLE EXACTLY, YOU KNOW, BEFORE WE GO ON AND FIGURE OUT IF ONE OF US COMMISSIONED ARE GOING TO BE THE SECRETARY ROLE, IS IT BEYOND JUST THE MINUTES OR DO YOU, OR DO WE JUST WANT A MINUTE TAKER OR DO WE SET UP THE MEETINGS? DO WE DO THE AGENDAS LIKE EXACTLY? WHAT DOES THIS ROLE PLAY BEFORE WE APPOINT ONE OF US AS THE SECRETARY, SINCE, UM, I KNOW WE HAD TALKED ABOUT IN THE HANDBOOK, IT'S IT STATES WITH THE LIAISON FROM THE CITY IS SUPPOSED TO BE FOR OUR COMMISSION.

SO, UM, MAYBE PASSING, YOU CAN SUGGEST, UH, LET US KNOW WHAT EXACTLY DOES THE SECRETARY ROLE, LIKE, WHAT IS THE ROLE RESPONSIBILITIES FOR THAT ROLE IN THE COMMISSION? IF WE PLACE ONE OF THE COMMISSION MEMBERS AS THE SECRETARY, I WOULD LOOK AT IT AS MINUTES BECAUSE THE LIAISON IS EXACTLY THAT IT'S LIAISON.

WE DO COOL.

SET UP THE AGENDA IS WE'LL SET UP THE MEETINGS, JUST LIKE WE HAVE BEEN.

SO, YEAH, I THINK THAT, UM, THANK YOU, TARA, FOR VOLUNTEERING.

ALSO, I THINK THAT THAT IS SOMETHING THAT WE CAN TAKE INTO CONSIDERATION AS A COMMISSION.

UM, I DO LIKE RONDA'S IDEA OF HAVING OUR MINUTES REFLECTIVE OF THE WAY THE CITY COUNCILS MINUTES ARE SET UP.

AND I THINK THAT THAT WOULD HELP.

SO I THINK THAT WE WOULD, UM, THAT WOULD BE THE BEST AVENUE TO PROCEED DOWN AT THIS POINT IN TIME.

I KNOW THAT WE'RE ALL STRETCHED VERY THIN WITH THE COMMITTEES AND YOU KNOW, DOING A LOT OF WORK.

SO DOES THAT SOUND GOOD? OKAY.

UM, I ALSO WOULD LIKE TO NOTE THAT ON, WHEN WE TALKED ABOUT AS ASSIGNING, SIGNING, OR TALKED ABOUT THE CHAIRPERSON ON PAGE FIVE OF THE MINUTES, THAT WE DID NOT ACTUALLY APPOINT CHAIR PEOPLE OVER THE COMMITTEES, THE MINUTE STATE THAT WE DID, BUT THAT'S NOT THE CASE, THEY WERE GOING TO DECIDE ON THE CHAIRPERSON IN THEIR MEETINGS.

SO THE COMMITTEES WERE TO STAY ON THE CHAIRS.

YES.

OKAY.

I THINK MADAM CHAIR.

YES.

I THINK THE VERNACULAR WE USE WITH CHAIR PRO CAMP IS WHAT YOU WERE ASSIGNED.

SO THE MINUTES ARE ACCURATE.

WE CAN PROBABLY MEET INSTEAD OF DELETING THAT QUID PRO TIP, BECAUSE THOSE WERE, THAT WAS BEFORE WE STARTED OUR SUBCOMMITTEE MEETINGS.

YES, MAN.

CHAIR.

I AGREE WITH BRAD STATEMENT THAT, THAT IS THE CASE.

THERE WAS THE CHAIR PRO TEM, CORRECT? YEAH.

YEAH.

ONE OTHER CLARIFICATION.

I KNOW WE'VE BEEN USING THE TERM SUB COMMITTEE, RIGHT.

I DON'T BELIEVE WE HAVE SUBCOMMITTEES.

WE HAVE A COMMISSION THAT WE HAVE COMMITTEES THAT ARE UP UNDER THE COMMISSION, SO I'M NOT SURE IF WE SHOULD BE USING THE TERM SET UP COMMITTEES, BECAUSE AT THIS POINT WE JUST HAVE COMMITTEE RIGHT UP THE COMMISSION.

AGREED.

I AGREE AS WELL.

GREAT.

OKAY, KATIE, YOU GOT THAT? YEP.

ALL RIGHT.

AND I THINK PROBABLY THE LAST THING THAT I HAVE WAS UNDER THE, UH, THE, UM, NEW BUSINESS AND UNDER THE ITEMS FOR DISCUSSION, WE DISCUSSED PROCESSES AND PERSONNEL POLICY AND INTERNAL PROMOTIONS.

AND WE SPECIFICALLY TALKED ABOUT THE PROMOTE FROM WITHIN POLICY, BUT I SAW SOMETHING THAT WAS REFLECTIVE OF SOMETHING DIFFERENT THAN THAT.

ARE YOU UNDER, WHERE ARE YOU AT YOLANDA UNDER OTHER ITEMS FOR DISCUSSION.

OKAY.

NUMBER EIGHT, DISCUSSION ABOUT THE CITY MANAGER POSITION.

AND WE SPECIFICALLY TALKED ABOUT THE PROMOTE WITHIN POLICY.

YEAH.

DEFINITELY WOULD LIKE TO SEE THE POLICIES, UM, REFLECTIVE OF WHAT, WHATEVER THAT POLICY NUMBER IS.

I WOULD LIKE TO SEE THAT INSERTED IN

[00:15:01]

THERE SO THAT, UM, BECAUSE POLICY IS GENERAL, SO IT WOULD BE HELPFUL TO SEE WHAT POLICY WE'RE REFERRING TO IN THERE.

UM, AND I THINK I, I NAMED IT WHEN WE WERE DISCUSSING IT.

UM, YEAH, WE DID.

THAT WAS EVERYTHING THAT I HAD.

OKAY.

I MOVED, I'M GOING TO PUT IN BOTH FROM THE POINT MOVE THAT WE APPROVE THE MINUTES WITH THE THREE LIMITS THAT THE CHAIR RECOMMENDED SECOND.

IT, OKAY.

IT'S BEEN MOVED AND SECOND DEBT, ANYONE IN OPPOSITION OF ACCEPTING THE MINUTES THAT AMENDMENT WITH THE AMENDMENTS, NONE A POST THE MEETINGS WILL MINUTES WILL BE ACCEPTED WITH THE REVISIONS, WITH THE AMENDMENTS AS STATED, OKAY.

OLD BUSINESS BIAS BASED SERVICE POLICY.

THIS IS SOMETHING THAT WE DISCUSSED AT OUR LAST MEETING.

UM, AND ROB SHOMER BROUGHT THIS TO US AND A COPY OF IT WAS PROVIDED AT OUR LAST MEETING.

AND I ASKED THAT AT THIS POINT THAT WE ALL, UM, MAKE SURE THAT WE HAVE REVIEWED THAT POLICY AND MAKE ANY RECOMMENDATIONS THAT WE MAY HAVE PRIOR TO OUR NEXT MEETING.

ANY QUESTIONS ON THAT? OKAY.

ALL RIGHT.

MARTIN LUTHER KING EVENTS, UH, RHONDA.

UM, SO I THINK AT THE LAST MEETING I DISCUSSED THAT LAST YEAR, THE AMB, UM, COMMISSION DID LEAD THE UNITY WALK AND THE MARTIN LUTHER KING EVENT.

UM, AND I KNOW THAT THE OUTREACH COMMITTEE DID DO SOME PRELIMINARY DISCUSSION DISCUSSION ABOUT THE MLK EVENT.

AND I KNOW THAT CHERYL, THE CHAIR OF AMB IS ALSO, UM, WILLING TO PARTNER WITH US ON THAT IF WE WANT TO.

UM, SO I GUESS THE QUESTION THAT I HAVE FOR, UM, THE COMMISSION IS BEING THAT WE ARE CULTURE AND DIVERSITY.

IS, IS THIS SOMETHING THAT YOU ALL THINK WE SHOULD TAKE THE LEAD ON OR ARE YOU ARE WILLING TO PARTNER WITH ARTS AND BEAUTIFICATION? WE WOULD STEER THE EVENT OBVIOUSLY, UM, BECAUSE OF THE NATURE OF OUR COMMISSION, BUT IS IT SOMETHING THAT YOU ARE, WOULD BE FAVORABLE TO PARTNERING WITH ANOTHER COMMISSION TO, UM, HAVE, UH, MLK EVENT THEY MAY BE DOING SEPARATE EVENTS? I'M NOT SURE.

UM, THEY MAY TAKE ON THE WALK.

I REALLY DON'T KNOW.

I THINK YOLANDA AND I MAY HAVE A MEETING WITH CHERYL AND MAYBE CINDY, THE CO-ADVISOR OF AMB, BUT ARE YOU ALL FAVORABLE TO WORKING WITH ANOTHER COMMISSION ON THIS EVENT, UM, BEING THAT WE WOULD STEER KIND OF SPEARHEAD THE EVENT? WHAT ARE YOUR THOUGHTS? HONESTLY, I THINK, UM, TO BE, UM, I KNOW ARTS AND BEAUTIFICATION NORMALLY HAS TAKEN ON ROLES LIKE THIS FOR THOSE KINDS OF EVENTS, BECAUSE THERE WASN'T ANOTHER COMMISSION.

NOW THERE IS A CULTURE AND DIVERSITY COMMISSION.

SO I THINK AN, OUR ROLE AS THIS NEW COMMISSION EVENTS THAT HAS TO DEAL WITH DIVERSITY, INCLUSION, UNITY, UM, THINGS THAT ARE AROUND CULTURE AND STUFF SHOULD BE SPEARHEADED BY THIS COMMISSION.

NOT THAT OUR, TO BEAUTIFICATION, HASN'T DONE A WONDERFUL JOB.

THEY HAVE BEEN DOING A WONDERFUL JOB, BUT I THINK THIS IS LIKE IT'S SIMILAR TO THE CULTURAL FESTIVAL.

THIS IS SOMETHING THAT I THINK SHOULD BE UNDER THIS COMMISSION, BECAUSE THAT IS PART OF OUR, OUR GOAL.

AND OUR MISSION OF THIS COMMISSION IS TO, UM, THAT'S OUR COMMUNITY OUTREACH IS TO DO THAT.

SO, I MEAN, I I'M ALL FOR HAVING OTHER COMMISSIONS HELPING

[00:20:01]

OUT BECAUSE I KNOW PARTS OF WRECKS HELPS OUT, YOU KNOW, THINGS HELP OUT.

BUT I THINK THESE ARE EVENTS, EVENTS, AND ANY OTHER FUTURE EVENTS THAT ARE SIMILAR TO THIS SHOULD BE, UH, SPEARHEADED BY THE, THE H H C E D A C DIVERSITY COMMISSION, THE CDC.

THAT'S WHAT I WOULD SAY.

CAUSE I THINK THIS WOULD BE ARTS AND REUNIFICATION PROJECTS.

I THINK, I DON'T KNOW WHY, UM, TAKE SOME OF THIS OFF THEIR ALREADY BUSY THING THAT THEY'RE DOING BECAUSE THEY'RE DOING WONDERFUL WORK.

IT'S JUST, THEY'RE DOING A LOT OF WORK.

SO THIS IS NOW WITH THIS NEW COMMISSION WE CAN DO, WE CAN TAKE ON THE ROLE BECAUSE THIS FALLS UNDER OUR MISSIONS AND OUR GOALS OF THIS NEW COMMISSION.

I THINK IN OUR LAST MEETING, WE, UM, WE DECIDED THAT WE WOULD SPEARHEAD IT AND ACTUALLY CHERYL, THE CHAIR HAD, DID REACH OUT TO ME AND I SHARED WITH HER THAT WE WOULD SPEARHEAD IT.

UM, BUT I THINK RHONDA WANTS TO MAKE SURE THAT WE'RE OKAY WITH HAVING ASSISTANCE WITH THAT FROM OUT FROM OTHER COMMISSIONS.

ARE WE OKAY WITH THAT? OKAY.

UM, AND THEY WERE HAPPY.

THEY'RE HAPPY TO HELP OUT IF WE NEED IT.

SO I THINK THAT WE SHOULD UTILIZE THEIR ASSISTANCE AND I'M SURE THEY WILL NOT MIND US SPEARHEADING IT AT ALL.

AND I THINK, UM, RHONDA SPEARHEADED THAT THE, THE WALK AND THE EVENT LAST YEAR AND WAS IT LAST YEAR? YES, LAST YEAR.

ANYWAY.

SO, UM, WE'VE GOT A PERSON HERE AND IT WAS A LOT OF WORK TOO.

I KNOW FRED HAS SOME IDEAS AND WE TALKED ABOUT HE, JEAN AND I TALKED ABOUT IN OUR LAST MEETING, WHICH I GUESS HE'LL UPDATE IN THE, UH, COMMITTEE REPORT OR, OR NOW WHICHEVER, SINCE IT'S MLK RELATED, I RECOMMEND THAT WE REACH OUT TO, UM, THOSE WHO WENT APPLY FOR THE COMMISSION ALSO THAT WERE INTERESTED IN BEING INVOLVED, THAT I'M SURE THAT THEY'D BE HAPPY TO VOLUNTEER AND HELP OUT WITH THIS EVENT.

OKAY.

ANYTHING ELSE UNDER MARTIN LUTHER KING EVENT, FRED, THAT YOU WANT TO SHARE? EXCUSE ME, DR.

AKINS, DID YOU WANT TO SHARE REALLY, AS FAR AS WE GOT WAS, UM, AND I THINK I WAS KIND OF STONEWALLED A LITTLE BIT CALLING, UM, UH, BROTHER WIT MORE OUT FOR WHATEVER REASON HAVE NOT BEEN ABLE TO GET A HOLD OF HIM.

UM, AND I'VE SENT EMAILS AS WELL ON NUMBERS TO FIND OUT EXACTLY WHAT THE, WHAT THEY'RE DOING IN THE CITY OF DAYTON IS NOT TO CONFLICT WITH, UH, WITH THINGS THAT WE PLAN TO DO HERE, YOUR RIGHTS, WHICH IS GOING TO BE A BIG CHALLENGE BECAUSE I KNOW THEY HAVE THINGS GOING ON ALL WEEKEND LONG, BUT, UM, WE ALSO HAVE THE, UM, THE, THE WHOLE COVID THING, WHICH IS THE ELEPHANT IN THE ROOM, UM, WHICH IS GOING TO AFFECT PLANNING OR WHAT THAT LOOKS LIKE.

SO I THINK WE NEED TO HAVE ANOTHER, UM, UH, ANOTHER MEETING OR WE'LL BRING THAT UP AT OUR NEXT, UM, OUR NEXT OUTREACH BEATEN AND FIND OUT WHAT WE CAN DO SPECIFICALLY IN THAT, EVEN IF WE DON'T GET THE OPPORTUNITY TO TALK TO HIM OR, UM, OR, OR FIND OUT WHAT THEY'RE DOING IN DAILY AND JUST, YOU KNOW, KIND OF DO OUR OWN THING HERE AND YOUR BRIDES, UNFORTUNATELY, THAT THEN WE CAN JUST HOPE IT DOESN'T CONFLICT WITH ANYTHING MAJOR GOING ON IN THE CITY.

CAUSE I REALLY DON'T THINK THEY'RE GOING TO DO IT, BUT THAT THE BIG BREAKFAST THAT THEY NORMALLY DO IN THE EVENING, I REALLY DON'T THINK THEY'RE GOING TO DO THAT STUFF.

SO I DON'T, I DON'T THINK WHATEVER WE DO IS GOING TO CONFLICT TOO MUCH WITH ANY LARGE GATHERING OR SOCIAL EVENT.

OKAY.

UM, I, WHAT ALSO MAYBE SUGGEST THAT, UM, LOU DALE, WHO WAS A CITY COUNCIL MEMBER PRIOR, SHE SPEARHEADED A LOT OF CITY EVENTS AROUND MLK AND THIS WAS YEARS AGO.

UM, SHE WOULD BE A GOOD RESOURCE AND, UM, YOLANDA, UH, NOT YOLANDA, UM, CINDY DAVIDSON FROM THE AMB COMMITTEE, HER DAUGHTER, AMBER, I CAN'T REMEMBER HER LAST NAME ALSO IS ON THE COMMITTEE TO PLAN THE DINNERS AND THE MLK BANQUET AND ALL THAT FOR THE CITY OF DAYTON TOO.

SO SHE, SOMEBODY ELSE THAT WE CAN, UM, WE CAN, UM, MAYBE CONTACT, I DON'T KNOW IF AMBER IS DOING THAT THIS YEAR, BUT SHE WAS ONE OF THE PEOPLE THAT WAS INVOLVED LAST YEAR OR SO.

AND SHE ACTUALLY WAS AT THE RALLY TOO.

YEAH.

YEAH.

[00:25:01]

VERY SUPPORTIVE OF THINGS GOING ON IN HERE, BRIGHTS.

OKAY, GOOD.

ALL RIGHT.

THANKS FOR YOUR WORK ON THAT.

OUR NEXT ITEM OF BUSINESS NEEDS ASSESSMENT.

UM, WE DECIDED TO MOVE FORWARD BY TAKING OUR CHAIR, PEOPLE FROM THE COMMITTEES AND BRINGING INFORMATION FROM YOUR COMMITTEE MEETINGS TO ABSORB AND DEVELOP OR MOVE FORWARD WITH DEVELOPING A NEEDS ASSESSMENT PROCESS OR PLAN.

SO I WILL BE REACHING OUT TO THE CHAIRS TO SET A MEETING FOR A NEEDS ASSESSMENT TO FOCUS ON THAT PIECE.

ALL RIGHT, NEXT ITEM OF BUSINESS, HUBER HEIGHTS, OPEN POSITIONS.

SO THE FIRE CHIEF POSITION THAT WE DISCUSSED LAST AT OUR LAST MEETING HAS NOW BEEN OPEN.

IT IS NOW ON THE HUBER HEIGHTS WEBPAGE.

SO IT IS NO LONGER JUST A CLOSED, OPEN TO CITY PERSONNEL EMPLOYEES, BUT THEY HAVE OPENED IT UP AND I'VE SEEN IT PUBLICIZED IN VARIOUS PLACES.

SO I'M EXCITED ABOUT THAT.

THERE ARE ALSO ADDITIONAL POSITIONS OPENING FOR FIREMEN SLASH PARAMEDICS.

SO I'M INTERESTED AT LOOKING AT WHAT THE CITY DOES, WHAT THE PROCESS IS FOR DIVERSITY RECRUITMENT.

WHAT ARE WE DOING? DIVERSIFY OUR FORCE.

KATIE, DO YOU HAVE ANY INSIGHT INTO THAT? OUR PROCESS IS WE DO AN ENTRY LEVEL TEST.

SO IT'S A WRITTEN TEST FROM AN OUTSIDE ORGANIZATION.

WE ADVERTISE, UM, ALL AROUND WITH ADVERTISING DAILY.

IT'S ON MONSTER IT'S, IT'LL BE ON, ON DEED.

UM, AND THEN THEY RECRUITED THE SCHOOLS.

SO BECAUSE YOU HAVE TO HAVE CERTIFICATIONS, THEY SEND OUT THE NOTICE TO THE SCHOOLS.

UM, YOU HAVE TO HAVE AT LEAST ONE OR THE OTHER, THEY HAVE TO BE A FIREFIGHTER LEVEL TWO OR A PARAMEDIC OR ENROLLED IN ONE OR THE OTHERS.

YOU HAVE TO HAVE AT LEAST ONE CERTIFICATION AND AT LEAST ENROLLED IN ANOTHER, BECAUSE AT TIME OF APPOINTMENT YOU HAVE TO HAVE THOSE CERTIFICATIONS.

OKAY.

HOW DO WE, DO WE HAVE ANY PROCESSES IN PLACE TO TARGET MINORITY CANDIDATES? LIKE I SAID, IT'S JUST, THAT'S THE PROCESS WE DO.

UM, BECAUSE IT'S THROUGH SCHOOLING.

SO THEY ADVERTISE AT THE SCHOOLS BECAUSE YOU HAVE TO HAVE SOME CERTIFICATIONS.

OKAY.

SO THERE'S NOT, WE'RE NOT REACHING OUT TO LIKE THE INTERNATIONAL ASSOCIATION OF FIREFIGHTER, BLACK FIREFIGHTERS OR ANY OF THOSE GROUPS WHERE WE HAVE MINORITY POSSIBLE MINORITY CANDIDATES THAT SPECIFICALLY NO, IT'S OPEN TO JOB BOARDS.

AND LIKE I SAID, I KNOW THE FIREMEN, THEY GO TO THE JOB FAIRS AT THE SCHOOL.

UM, THEY TRY TO GET PEOPLE ENGAGED IN THAT.

UM, AND RECRUITING AT THE CO AT THE COLLEGES WITH THE TRAINING PROGRAMS. DO, I'M NOT SURE IF LIKE WILBERFORCE OR CENTRAL STATE HAS ANY PROGRAMS LIKE THAT ARE OKAY.

ALL RIGHT.

UM, WHAT SCHOOLS ARE YOU REFERRING TO? WHAT SCHOOLS DO YOU REACH OUT TO KATE? UM, I WOULD NEED TO DOUBLE-CHECK WITH, UM, THE FIRE DEPARTMENT, BUT I KNOW IT GOES TO SINCLAIR.

UM, I BELIEVE CLERK, STATE DID HAVE ONE.

I'M NOT SURE IF THEY'RE WHERE THEY'RE AT.

UM, AND FORTIS, I BELIEVE FORTIS DOES COLLEGE.

THEY HAVE A PROGRAM.

OKAY.

OKAY.

OKAY.

GO AHEAD, JANE.

I'M SO SORRY, MAN.

CHAIR HAD MY HAND UP.

THAT WAS MY QUESTION AS WELL.

AS FAR AS WHAT SCHOOLS RECRUITMENT IS BEING DONE.

IS THERE A REASON WHY ONLY, YOU MENTIONED SINCLAIR FORT TEST.

AND WAS THERE ANOTHER SCHOOL KATIE THAT YOU MENTIONED? UM, LIKE I SAID, I BELIEVE CLARK STATE DID HAVE, I'M NOT SO SURE THEY'VE GOT ONE NOW.

OKAY.

OKAY.

IS THERE A REASON WHY ONLY THOSE THREE SCHOOLS CONTACTED? I BELIEVE THERE ARE ONLY SO MANY COLLEGES THAT HAVE THOSE PROGRAMS. OKAY.

THOSE, THOSE PROGRAMS ARE OUR WORKFORCE DEVELOPMENT KIND OF, AND THEY'RE, THEY'RE KIND OF HOW'S THAT TWO YEAR SCHOOLS WAS BECAUSE A FOUR YEAR DEGREE IS REALLY NOT REQUIRED FOR THAT.

SO USUALLY THE TWO YEAR SCHOOLS PICK THOSE KINDS OF PROGRAMS UP IN ORDER TO INCREASE ENROLLMENT AND HELP PROVIDE A COMMUNITY SERVICES.

[00:30:05]

I DON'T LIKE THAT TERM EITHER, BUT, AND WHAT'S THE APPROPRIATE, UH, TERMINOLOGY, BUT THEY ARE ALSO CREATING ELIGIBILITY LISTS THOUGH.

SO I THINK WE NEED TO TALK ABOUT THAT BECAUSE THERE, THEY'RE CREATING AN ELIGIBILITY LIST.

THIS, THIS IS ALL ON THE HUBER HEIGHTS WEBSITE.

UM, THERE IS A TECH, A TEST, A CIVIL SERVICE EXAM THAT'S HAPPENING ON DECEMBER THE FIFTH.

AND SO IN THAT SITUATION, I THINK ANYBODY CAN TAKE THE TEST, CORRECT, CORRECT ME IF I'M WRONG, BABY.

UM, WE HAVE IT TO WHERE YOU CAN HAVE ONE OR THE OTHER CERTIFICATIONS, BUT SINCE YOU HAVE TO HAVE, YOU HAVE TO HAVE A LEVEL TWO AND YOU HAVE TO HAVE A PARAMEDIC IN OUR DIVISION BECAUSE IT'S A CAREER DEPARTMENT AND THAT'S WHERE THE PEOPLE THAT WOULD BE COMING IN TO TAKE THE CIVIL SERVICE EXAM, THEY WOULD HAVE TO HAVE THAT REQUIREMENT.

YES.

FOR THE ELIGIBILITY LIST.

CORRECT.

BECAUSE THEY HAVE TO HAVE ONE, THEY HAVE TO HAVE AT LEAST ONE BECAUSE THE PROCESS, THE TRAINING PROGRAM, LIKE I SAID, I'M NOT THE FIRE CHIEF, BUT THE TRAINING PROGRAM IS A LONG PROGRAM.

I DON'T KNOW HOW MANY HOURS IT IS, BUT TO PUT SOMEBODY THROUGH A LEVEL, TWO PROGRAM AND THEN TO PUT THEM THROUGH A PARAMEDIC PROGRAM, YOU'RE TALKING ALMOST PROBABLY TWO YEARS.

SO THE ELIGIBILITY LIST, WE HAVE TO HAVE SOME, SOME SORT OF CRITERIA.

SO WE ARE SO WE CAN HIRE OFF OF THAT LIST AND NOT HAVE TO WAIT FOR TWO YEARS TO HIRE SOMEBODY WHEN WE HAVE A VACANCY.

AND GO AHEAD, RHONDA.

AND SO THEN I GUESS MY NEXT QUESTION WOULD BE, IS AFTER THE ELIGIBILITY LIST IS CREATED, I NOTICED SOMETHING ABOUT INTERVIEWING, UM, WHO, WHO WOULD BE RESPONSIBLE FOR INTERVIEWING THESE CANDIDATES.

I THINK IT SAID THE TOP 25 SCORES WOULD THEN BE, UM, TAKEN, UH, INTERVIEW PANEL OR SOMETHING TO THAT EFFECT.

WHAT, WHAT DOES THAT LOOK LIKE? UM, YOU KNOW, WE PUT TOGETHER IT'S A MIXTURE OF, UM, CITY ADMINISTRATION AND FIRE.

WOULD THERE BE ANY MINORITY CANDIDATES, CANDIDATES THAT WOULD SIT ON THAT PANEL? WHEN YOU SAY CANDIDATES INTERVIEWING MINORITY INTERVIEWERS? WE HAVEN'T SELECTED IT YET, SO POSSIBILITY.

OKAY.

BUT I THOUGHT ERIC, YEAH.

DO YOU HAVE A, SO YOU DON'T HAVE A POLICY WHEN YOU ACTUALLY HIRE FOR CERTAIN POSITIONS, YOU KNOW, WHEN YOU ASSUME FOR, FOR DIFFERENT POSITIONS, RIGHT.

YOU HAVE AN INTERVIEW PANEL THAT YOU PUT TOGETHER.

RIGHT.

DOES THAT INTERVIEW PANEL, UH, DOES IT REQUIRE FOR IT TO BE SOMEWHAT DIVERSE? RIGHT.

YOU KNOW, I HAVE TO AT LEAST ONE FEMALE OR MALE OR WHATEVER THE CASE MAY BE.

IS THERE ANY SORT OF REQUIREMENT THAT IT BE DIVERSE, THE INTERVIEW PANEL ITSELF FOR ANY POSITION? NO, THERE'S NO REQUIREMENT, BUT WILL WE TRY TO DO, IS WE TRY TO BALANCE IT OUT WHERE WE GET LINE PERSONNEL AND MAYBE A MIDDLE MANAGER AND MAYBE A MANAGER.

CAUSE, CAUSE IF POSSIBLE, I DON'T EVEN KNOW IF IT'S POSSIBLE BECAUSE WE DON'T HAVE NUMBERS YET ON LIKE THE, THE DIVERSITY IN TERMS OF CITY EMPLOYMENT.

BUT I WOULD LIKE TO SEE A DIVERSE INTERVIEW PANEL FOR ALL POSITIONS WITHIN THE CITY.

UM, AND ARE THERE ANY POSITIONS THAT WE HAVE COMMUNITY MEMBERS GIVE COMMUNITY MEMBERS THE OPPORTUNITY TO EVEN SIT ON AND INTERVIEWS AS A WAY TO DIVERSIFY OUR PANEL, MEET ANY MEMBERS? NO, WE HAVE NOT.

OKAY.

BECAUSE THAT IS SOMETHING THAT THE CHARTER DOES STATE THAT, UM, WOULD BE A POSSIBILITY.

SO I DO THINK IF YOU GET PEOPLE, UM, FROM STAFF FROM THE COMMUNITY, UM, MAKE SURE THAT YOU HAVE, YOU KNOW, A COUPLE OF MINORITY INTERVIEWERS ON THE PANEL, YOU'RE GOING TO GET A MORE VARIED, UM, DECISION.

UM, AND ONE THAT MAY NOT BE QUITE SO BIASED.

AND THAT'S WHAT WE'RE LOOKING FOR.

WE'RE LOOKING FOR

[00:35:01]

A NON BIAS DECISION.

UM, AND I THINK IF YOU HAVE ALL STAFF, UM, YOU GET A BIAS DECISION, BUT IF YOU BRING IN POSSIBLY SOME DIVERSE CANDIDATES FROM THE COMMUNITY, UM, YOU MAY, YOU MAY GET A DIFFERENT, UM, A DIFFERENT LEVEL OF BUY-IN YOU NEED DIVERSE INTERVIEWERS OR YOU MAKE DIVERSITY, DIVERSE, DIVERSE, DIVERSE INTERVIEWERS.

I THINK THE PANEL, THE PANEL SHOULD BE DIVERSE, BUT NOT JUST DIVERSE THE SENSE OF DIVERSE STAFF, MAYBE SOME COMMUNITY MEMBERS, SOME STAFF, UM, YOU KNOW, AND, AND STAFF AT ALL LEVELS.

OKAY.

SO, YES, I AGREE WITH THAT STATEMENT THAT RON HAD JUST MADE BECAUSE YOU NEVER KNOW, THERE MAY BE DIFFERENT COMMUNITY MEMBERS AND HEBREW HEIGHTS THAT HAD THAT BACKGROUND.

OH.

UM, AFTER I GET THEIR BUY-IN, AS FAR AS RECRUITING, YOU KNOW, MINORITIES FOR THOSE POSITIONS.

SO WHAT IS THE PROCESS TO HELP TO MAKE THAT HAPPEN? KATIE, TO DIVERSIFY OUR INTERVIEWING STAFF, I WOULD DO, DO YOU HAVE A CITY MANAGER? OKAY.

OKAY.

AND MAYBE THAT'S WHERE WE, UH, MADAM CHAIR, AS WE GATHER, YOU KNOW, UH, SOME OF THE CURRENT DOCUMENTATION ON HIRING AND OTHER POLICIES AS WE REVIEW THEM, THAT'S MAYBE, YOU KNOW, AS WE REVIEW THEM AND SEE WHAT'S, UH, WHAT'S INCLUDED, THAT'S WHERE WE CAN START MAKING SOME OF OUR RECOMMENDATIONS RIGHT.

ON WHAT CHANGES AND THINGS THAT WE WOULD WANT TO SEE BE INCORPORATED.

RIGHT.

UM, THAT'S MAYBE WHERE WE START.

SO I THINK THAT WE'VE ALREADY IDENTIFIED A COUPLE AT THIS POINT, THAT'S LOOKING AT THE INTERVIEW PROCESS AND ENSURING THAT WE HAVE A DIVERSE INTERVIEW PANEL AND ALSO LOOKING AT THE, UM, PROMOTE FROM WITHIN POLICY AND HOW THAT MAY PRODUCE SOME DISCRIMINATORY PRACTICES.

SO THOSE ARE TWO THINGS THAT WE'RE LOOKING AT RIGHT NOW FROM AN HR PERSPECTIVE.

SO KATIE, UM, IF YOU CAN PLEASE SPEND, GOT SOME FEEDBACK ON THAT, ON THE INTERVIEW PANEL.

AND ALSO, UM, WE WANT TO BEGIN LOOKING AT THAT, THE POLICY, THE PROMOTE FROM WITHIN POLICY IN WHETHER OR NOT WE NEED TO REVAMP THAT.

AND THEN I DID HAVE ONE OTHER QUESTION I NOTICED ON THE WEBSITE.

IT DID SAY THAT THERE WAS ONE INTERNAL CANDIDATE, UM, OR THE FIRE CHIEF POSITION.

UM, KATIE, DO YOU KNOW HOW LONG THAT POSITION WAS POSTED INTERNALLY BEFORE IT WENT INTO, UH, EXTERNALLY? I DON'T KNOW, SPECIFIC DATES.

I WAS NOT INVOLVED.

OH, OKAY.

SO IS HR ONLY INVOLVED LIKE IN CERTAIN POSITIONS WITH CERTAIN POSITIONS? OR HOW DOES THAT WORK? THIS WAS A CITY MANAGERS.

IT WAS SENTENCED IN AN EXECUTIVE POSITION.

OKAY.

D DOES THAT POSITION FOR INTERNAL CANDIDATES? DO THEY ALSO HAVE TO, DO THEY HAVE TO TEST IF THEY'RE AN INTERNAL CANDIDATE THAT WOULD BE DECIDED ON THE PROCESS AT THE DONE EXECUTIVE POSITIONS TYPICALLY DON'T TEST.

WHEN YOU SAY TYPICALLY, IS, IS THERE NOT A POLICY ON INTERNAL POSTINGS AND INTERNAL CANDIDATES? CAUSE THAT'S REALLY WHAT WE'RE LOOKING FOR IS THEY, IS THERE A CONSISTENT POLICY WITH REGARD TO INTERNAL CANDIDATES AND INTERNAL POSTS THAT ANYONE COULD LOOK AT AND SEE THAT THERE WASN'T A BIAS DECISION MADE? I BELIEVE YOU'RE TALKING ABOUT ARTICLES.

DID SHE CUT OUT OR DOES IT MEAN WHAT HAPPENED? WE LOST VOLUME THERE.

OKAY.

[00:40:02]

THERE WAS SOME ARTICLE I THINK SHE MAY HAVE DROPPED OFF.

CAN YOU HEAR ME? YES.

OKAY.

YEAH.

YOUR ARTICLE THREE.

UM, YES, WE HAVE NON-EXEMPT AND EXEMPT POSITIONS.

SO FOR NON-EXEMPT POSITIONS, THE PROMOTE FROM WITHIN THE, IT GETS POSTED FOR THE SEVEN DAYS, THE EXEMPT POSITION.

IT CAN BE POSTED FOR SEVEN DAYS.

IT COULD BE, UM, SINCE IT EXEMPT POSITIONS OR AN ORANGE EXECUTIVE DISHES DECISION THAT THE CITY MANAGER DECIDES HOW THAT WOULD BE HANDLED.

SO THE CITY MANAGER MAKES THAT DECISION BY HERSELF.

FOR WHEN YOU SAY EXECUTIVE, ARE YOU SAYING, IS YOUR POINTS, HIRES AND FIRES? HE'S THE ONE WHO MAKES ALL THE APPOINTMENTS.

SO IS IT, I GUESS WHEN I THINK OF APPOINTMENT, I THINK THAT YOU DON'T HAVE TO GO THROUGH AN INTERVIEW PROCESS.

SO IS THERE A DIFFERENTIATION BETWEEN NO, WE WOULD STILL GO THROUGH AN INTERVIEW PROCESS, WHICH I BELIEVE IS WHAT HE WAS DOING.

OKAY.

OKAY.

UM, ANY OTHER QUESTIONS I DO, KATIE? YOU MENTIONED THAT IN ORDER TO PREPARE, TO BE LIKE A LEVEL TWO FIRE, THAT IT'S A PROCESS.

AND I KNOW THAT THERE ARE MANY CITIES, UM, THAT HAVE A DIVERSITY RECRUITMENT INITIATIVE TRAINING PROGRAM.

AND THAT'S SOMETHING THAT I'VE BEEN LOOKING AT IN OTHER CITIES.

IS THAT SOMETHING THAT THE CITY HAS LOOKED AT OR CONSIDERED A TRAINING PROGRAM AS FAR AS WHAT RUNNING OUR OWN ACADEMY, SENDING THEM THROUGH IT? I MEAN, WHAT ARE YOU PREPARING A BASICALLY SETTING A DIVERSITY RECRUITMENT PLAN IN ORDER TO DIVERSIFY OUR FORCE, OUR FIRE FIREFIGHTERS.

THIS IS AT THE POLICE LEVEL ALSO.

RIGHT? SO ARE YOU, ARE YOU TALKING ABOUT GOING TO TRAINING AND SENDING SOMEONE WHO'S NOT CERTIFIED SENDING THEM, SENDING THEM THROUGH, THROUGH THE CITY TO GET THOSE CERTIFICATIONS INSTEAD OF RECRUITING THOSE THAT MAY ALREADY HAVE THE CERTIFICATIONS? YES.

YEAH, NO, WE HAVE NOT DONE THAT.

OKAY.

THAT IS SOMETHING THAT, UM, I WOULD LIKE FOR THE CITY TO CONSIDER AND LOOK AT, BECAUSE ONE OF OUR GOALS, AS ONE OF THE GOALS OF THE COMMISSION IS ONE TO HELP TO DIVERSIFY THE WORKFORCE IN THE CITY, WHICH MEANS THAT WE REALLY NEED TO FOCUS ON AVENUES OF DOING THAT.

SO WE REALLY NEED TO LOOK AT THE HIRING PRACTICES.

WE NEED TO LOOK AT THE RECRUITMENT PRACTICES AND HOW WE'RE GOING ABOUT RECRUITING.

SO ONE AVENUE TO DIVERSIFY IT, TO RECRUIT MORE MINORITIES IN OUR CITY IS TO ACTUALLY LOOK AT ESTABLISHING IT DIVERSITY RECRUITMENT PLAN AND TRAINING PLAN.

SO THAT'S, I GUESS THAT'S ONE MORE THING THAT WE'LL ADD TO THE LIST.

SO, KATIE, I DON'T KNOW IF YOU CAN LOOK INTO THAT AT ALL, WITH HR CONNECTIONS, WITH OTHER CITIES OR THINGS, ANYTHING WE CAN ADD IT TO THE LIST.

OKAY.

SO WE'LL ADD, PUT THAT ON THE LIST AND WE'LL ADD THAT TO OUR DISCUSSION FOR NEXT MONTH THAT HOPEFULLY WE'LL HAVE SOME UPDATE ON THAT.

ALL RIGHT.

YOU WANT ME TO GET BACK TO YOU NEXT MONTH REGARDING A PLAN? OKAY.

NOT A PLAN, BUT I I'VE GOT, I'VE GOT A LOT GOING ON.

SO RE JUST WHATEVER YOU FIND, W B SEARCH WISE, BRING THAT BACK.

NOT AN ENTIRE PLAN.

IS THAT DOABLE? WELL, AND THIS IS SOMETHING TOO THAT OBVIOUSLY I'D HAVE TO RUN TO THE CITY MANAGER, SO YEAH, WE WILL, WE WILL DISCUSS IT.

OKAY.

DISCUSS, LOOKING AT OPPORTUNITIES OR OTHER, OTHER CITIES BENCHMARKING OUT FOR OTHER CITIES.

YES.

I CAN MENTION IT TO HIM.

SO KATIE, I, I'M SORRY.

I JUST WANT TO UNDERSTAND SOMETHING.

DO YOU HAVE TO RUN ALL OF YOUR HR DECISIONS THROUGH THE CITY MANAGER WHEN IT COMES TO POLICY? YES.

[00:45:03]

SO WOULD THIS BE CONSIDERED A POLICY IF WE'RE JUST LOOKING AT RECRUITMENT, THIS IS A BREATH OF BEST OF BEST PRACTICE.

I WOULD THINK, YOU KNOW, THAT WE WOULD WANT TO BE A CITY THAT HAD THESE TYPES OF PRACTICES IN PLACE.

UM, I WOULDN'T THINK THE CITY MANAGER WOULD HAVE AN OBJECTION TO THAT.

I'M NOT SAYING YOU WOULD HAVE AN OBJECTION.

I'M SAYING THE POLICY, WHEN WE WRITE POLICY, IT HAS TO BE APPROVED AND IT HAS TO BE VETTED THROUGH COUNSEL, UM, AND LEGAL COUNSEL.

SO THAT'S, THAT'S ALL I'M SAYING.

RIGHT.

BUT WE'RE NOT ASKING FOR A POLICY RIGHT NOW, KATIE, WE'RE JUST ASKING FOR YOU TO, I GUESS BEGIN THE PROCESS OF, AS YOLANDA SAID, BENCHMARKING, MAYBE SOME OTHER CITIES, UM, TO SEE WHAT THEY'RE DOING AROUND, UM, RECRUITMENT AND DIVERSITY RECRUITING AND THINGS OF THAT NATURE.

SO WE'RE NOT AT THE POLICY LEVEL AT THIS POINT.

WE'RE JUST TRYING TO BENCHMARK WHAT SOME OTHER CITIES ARE DOING SUCCESSFULLY.

OKAY.

I WILL GET BACK TO YOU.

THANK YOU.

THANK YOU.

UM, TARA, YOU HAVE YOUR HANDOUT.

I'M SORRY.

I THINK WE'RE GETTING LOST IN LIKE THE POLICY VERBIAGE USE HERE.

I THINK IT'S JUST THAT WHAT WE'RE ASKING OF IS THE CITY TO CONSIDER THE INITIATIVE OR SOMEHOW THE BEGINNINGS OF THE PLAN.

YOU KNOW, THIS IS A NEW COMMISSION, WE'RE ALL TRYING TO DO GRASS WORK, YOU KNOW, FROM THE GROUND UP WORK.

AND, YOU KNOW, WE ARE ASKING FOR THE CITY'S BUY-IN ON THIS.

AND PART OF THAT BUY-IN THAT WE ARE REQUESTING IS THAT INITIATIVES AND THINGS ARE JUST, UM, ABLE TO BE VETTED OUT AS THE COMMISSION AND THEN WITH CITY COUNCIL.

AND ONE OF THOSE THINGS, NOT ONLY FOR POLICE AND FIRE, BUT FOR ALL ASPECTS OF CITY WORKERS SHOULD BE A FOCUS ON DIVERSITY RECRUITMENT AND HIRING PRACTICES.

SO NOT TO, TO SAY KATIE, YOU KNOW, MAKE US POLICY, GET IT DONE.

JUST WHAT IS THE CITY'S BUY-IN WHAT IS THEIR INITIATIVE? WHAT ARE THEY GOING TO DO, UM, IN THEIR OWN RIGHT? TO ASSIST US WITH FOCUSING ON DIVERSITY HIRING AND AS THE CITY WANTS TO ALSO, SO YEAH, I'M NOT SAYING THAT'S ALL WE'RE ASKING IS KIND OF, I GUESS WHAT'S THE CITY'S PLAN.

CAN WE GET TOGETHER WITH WHAT THEIR PLAN OR VISION MIGHT BE IN ALIGNMENT WITH WHAT OUR VISION? MAYBE IF THERE IS ONE ERIC YOU'RE ON MUTE.

SORRY.

ALL RIGHT.

BUT JUST SO THAT I'M CLEAR, RIGHT? I THINK THAT THIS ASK, RIGHT.

I THINK FROM RHONDA AND LONDA IS JUST GATHERING INFORMATION ABOUT WHAT OTHER CITIES ARE DOING AS IT RELATES TO DIVERSITY AND RECRUITMENT, RIGHT.

IT'S JUST GATHERING ARTIFACTS AND INFORMATION ABOUT WHAT OTHER FOLKS ARE DOING AND BRINGING THAT BACK TO THE COMMISSION.

RIGHT? ISN'T THAT SORT OF WHAT THE INITIAL REQUEST IS, IS JUST NOT NECESSARILY THE ONLY ACCIDENT.

CAN YOU JUST REACH OUT TO SOME OF THESE OTHER COMMUNITIES, OTHER HR DEPARTMENTS, SEE WHAT THEY'RE DOING, GATHER IF THEY HAVE A POLICY OR SOMETHING THAT DESCRIBES WHAT THEY'RE DOING AS IT RELATES TO THE VERGE STUDY AND, UH, RECRUITMENT AND WHAT HAVE YOU, RIGHT.

OR WHATEVER POSITIVE THAT THEY HAVE TO, TO TRY AND CREATE A DIVERSE WORKFORCE.

THAT'S ALL I THINK INITIALLY IS BEING REQUESTED OR AT LEAST GATHER THAT RESEARCH OR DO THE RESEARCH TO GATHER THAT INFORMATION.

DID I SUM THAT UP, RIGHT? UM, YES.

IT SOUNDS LIKE IT.

YES.

OKAY.

SO IS THAT CLEAR CLEARER, KATIE? YEAH, LIKE I SAID, I'M NOT, I'M NOT, I MEAN, I'M JUST, THAT'S, I'M NOT SAYING WE'RE NOT GOING TO LOOK AT IT BECAUSE WE'RE ALWAYS LOOKING AT THAT.

I MEAN, ROB'S A BIG PROPONENT OF THAT, SO IT'S NOT LIKE WE HAVEN'T LOOKED AT IT OR WE'RE NOT LOOKING AT IT, BUT I MEAN, WE WILL CERTAINLY, LIKE I SAID, WE'LL TALK ABOUT IT AND TRY TO FIGURE OUT WHAT WE CAN.

OKAY.

YEAH.

CAUSE I THINK THAT THAT'S THAT'S IMPERATIVE.

THAT IS SOMETHING THAT SHOULD BE A PRIORITY FOR OUR CITY, ESPECIALLY RIGHT NOW.

SO I APPRECIATE THAT.

IT'S SOMETHING THAT THE CITY HAS LOOKED AT, OR IT LOOKS AT ONGOING OR WHATEVER, BUT THIS NEEDS TO BE A PRIORITY

[00:50:02]

ITEM AND IT IS A PRIORITY JUST SO I WANT YOU GUYS TO ALL BE AWARE OF THAT.

IT REALLY IS.

OKAY.

SO ALONG WITH THAT, SINCE WE'RE PRIORITIZING DIVERSITY, I ALSO WOULD ASK THAT WE, UM, THAT THE CITY RESEARCH AVENUES FOR RECRUITING DIVERSE APPLICANTS, BECAUSE THERE LOTS OF, OR I DON'T KNOW LOTS, BUT THERE'S QUITE A FEW MINORITY ORGANIZATIONS FOR POLICE, FOR FIREFIGHTERS, FOR ADMINISTRATIVE STAFF.

DO WE ADVERTISE OUR POSITIONS WITH THOSE GROUPS? DO WE KNOW WHO THEY ARE? AGAIN, WE CAN CERTAINLY LOOK INTO MAKE SURE WE'RE GETTING ALL OF THEM.

YEAH.

AND, UM, BECAUSE WAS THE FIRE CHIEF POSITION POSTED ON THE INTERNATIONAL ASSOCIATION OF AFRICAN-AMERICAN FIRE FIGHTERS? WAS THAT POSTED THERE? I DON'T BELIEVE SO.

WHEN DOES THAT POSITION CLOSE? CAN WE POST THAT? UM, I BELIEVE HE HAD A CLOSED DATE OF NOVEMBER 13TH.

SO CAN WE GET THAT POSTED ON THAT SITE? I WILL CERTAINLY ASK AS WELL AS THE, UM, YOU NEVER KNOW THE FIRE FIGHTER POSITIONS AS WELL.

SO DO WE NEED A MOTION? I THINK WE DO.

CAUSE WE'VE, WE'VE TALKED ABOUT A LOT.

UM, SO WE'VE HAD A DISCUSSION ABOUT A COUPLE OF THINGS.

SO WE MAY NEED A MOTION, UM, YOLANDA TO MAKE SURE THAT THESE THINGS GET RECORDED IN THE NOTES AND THE VOTE RECORDED AS WELL IN THE MINUTES.

WELL, LET ME SAY THIS, I GUESS I DON'T KNOW THAT A MOTION'S REQUIRED.

THESE ARE ALL ACTION ITEMS. I THINK IF THEY'RE ACTION ITEMS, WHICH IS DEFINITELY A PRIVILEGE TO BE ASKED TIME, THEY DEFINITELY DID ACTUALLY IN THE MEDICS.

RIGHT.

I DON'T KNOW IF EMOTIONAL NEEDS TO BE MADE, BUT AT LEAST CAPTURE EACH ONE OF THOSE REQUESTS TO ACTION ITEMS AND THEY BE INCLUDED IN THE MINUTES.

RIGHT.

THEY DEFINITELY EAT THE QUARTER.

I AGREE THAT FIVES DON'T KNOW IT FOR EMOTIONS TO MAKE IT.

SO YEAH.

WELL I THINK THE MOTION WOULD BE THAT THE REQUEST BE MADE THAT THE INITIAL PROCESS BE MADE TO LOOK AT BENCHMARKING OF OTHER CITIES AND WHAT THEY'RE DOING AROUND DIVERSITY RECRUITMENT AND THINGS OF THAT NATURE.

UM, THAT'S WHAT I WOULD THINK THE MOTION WOULD BE.

YOU KNOW, NOT THAT WE CAN DO ANYTHING TODAY OR TOMORROW, BUT THAT THE PROCESS HAS STARTED.

UM, THAT'S WHAT I WOULD THINK THE MOTION WOULD BE.

AND I'M FINE WITH MAKING THAT MOTION USED TO MAKE A MOTION THAT THE PROCESS WOULD BEGIN TO BENCHMARK OTHER CITIES TO SEE, UH, WHAT INITIATIVES THEY ARE TAKING AROUND THE AREA OF DIVERSITY RECRUITMENT AS WELL AS TARGETED DIVERSITY RECRUITMENT.

SO DO I NEED TO RESTATE THE MOST THREE DIFFERENT TARGET AREAS? WHERE WERE THOSE THREE BENCHMARK, THE CITIES POSTING IN THE AFRICAN-AMERICAN SITES AND WHAT WAS THE OTHER ONE? KATIE KATIE'S AREN'T MINUTE TAKER.

SO I'LL TAKE, I'LL TAKE THE FIRST ONE.

SO I WOULD LIKE TO MAKE A MOTION THAT, UM, HUMAN RESOURCES BEGAN THE PROCESS OF BENCHMARKING OTHER SURROUNDING CITIES TO SEE ABOUT WHAT THEY'RE DOING AROUND THE TOPIC OF DIVERSITY RECRUITMENT,

[00:55:02]

MADAM CHAIR.

I SECOND THAT MOTION IT'S BEEN PROPERLY MOVED AND SECONDED THAT WE BENCHMARK CITIES OR THAT HUMAN RESOURCES WOULD BENCHMARK CITIES ANY OPPOSED? I HAVE ONE, UNREADINESS NOT AN OPPOSITION.

OKAY.

IT, IT, IT CENTERS AROUND UNDERSTANDING AND KNOWING WHERE, WHERE THE CITY IS AS FAR AS IT'S.

UM, AND I, AND I'M TRYING TO DEMOGRAPHICS ON, ON WHAT THE, THE, THE, THE EMPLOYMENT LEVELS LOOK LIKE FOR DIFFERENT DEMOGRAPHIC GROUPS IN THE CITY.

CAUSE I DON'T KNOW WHAT THAT IS.

UM, AND WE'RE ASKING AS SOON AS LIKE, WE'RE ASKING FOR ACTION TO BE TAKEN ON AN UNKNOWN, IF WE DON'T KNOW IF OUR CITIES, EMPLOYEES MIRROR THAT OF ITS POPULATION.

RIGHT.

AND THAT'S THAT'S, AND MAYBE, YOU KNOW, KATIE MIGHT HAVE THAT INFORMATION, YOU KNOW, WHAT, WHAT DOES THAT EMPLOYMENT LOOK LIKE NOW? UM, BEFORE WE STARTED GOING TO EMULATE OTHER CITIES, LET'S MAKE SURE THAT IF OR NOT MAKE SURE, BUT LET'S SEE IF THAT, IF IT, IF IS, UH, AN IMBALANCE IN, IN, IN WHERE THE CITY STAFFING LEVELS ARE, AS IT RELATES TO MINORITIES.

SO HOW MANY AFRICAN-AMERICANS ARE, HOW MANY HISPANICS WORK, HOW MANY ASIANS DO WE HAVE OR, OR MEN, OR DO WE HAVE, IS AS IT RELATES TO WHAT OUR POPULATION LOOKS LIKE, DOES THAT MAKES SENSE? I'M NOT EXTRA STUFF IN THERE, BUT YEAH.

BEFORE WE START ASKING WHAT OTHER CITIES ARE DOING, I DON'T KNOW WHAT HUBER HEIGHTS IS DOING, BECAUSE I DON'T KNOW WHAT OUR POPULATION OF EMPLOYEES LOOK LIKE RELATED TO THE PEOPLE THAT LIVE HERE.

IT DOES MAKE SENSE, BUT IN MY MIND IT SHOULD ALWAYS BE AN INITIATIVE.

YEAH, ABSOLUTELY.

WELL, I AGREE.

I THINK IT SHOULD BE AN INITIATIVE, BUT I GUESS I I'M AFRAID BECAUSE HOW, IF WE WANT TO CHANGE OR IMPLEMENT SOMETHING, I THINK I NEED TO KNOW WHAT IT IS.

I'M CHANGING FIRST.

SO DO I THINK MORE OF THE TRUE QUESTION IS, OR MORE OF THE ASS FROM THE CITY, IS THAT, IS THERE A POLICY THAT GOES AFTER RECRUITING MINORITIES? THAT'S THE QUESTION? SO IT NEEDS TO BE YES OR NO.

OKAY.

SO IF THE ANSWER IS NO, THEN, OKAY, LET'S GO AFTER FINDING OUT WHAT POLICY WE WANT TO HAVE.

AND JUST, JUST TO CLARIFY, KATIE, I GUESS MY UNDERSTANDING WAS THAT THERE IS NO PROCESS SET FOR TARGETING MINORITIES, MINORITY CANDIDATES.

WHEN YOU SPEAK TO A SPECIFIC PROCESS WRITTEN IN INK, IT DOES NOT MEAN FOR IT TO, IT DOES NOT REFER TO RECRUITING MINORITIES, BUT YOU WILL BE AWARE.

WE ALSO HAVE THE EQUAL OPPORTUNITY THAT WE'RE ALWAYS LOOKING AT THAT.

AND WE'RE ALWAYS ENCOURAGING WOMEN AND MINORITIES TO APPLY.

AND WE TRACK THE NUMBER OF WOMEN AND MINORITY CANDIDATES WHO DO APPLY.

RIGHT.

WE HAVE THE APPLICATIONS WHEN WE'VE DISCUSSED, SENDING OUT A VOLUNTARY SHEET WITH THAT.

SO WE'RE LOOKING AT THAT.

UM, WE CAPTURE IT ONCE THEY'RE HIRED.

SO WE'RE LOOKING AT SENDING IT WITH THE APPLICATION.

THAT'S SOMETHING THAT WE PROBABLY WILL BE ADDING, SORRY, KATIE, WOULD THOSE DEMOGRAPHICS BE SOMETHING THAT YOU WOULD BE ABLE TO RELEASE TO THE COMMISSION, UM, THAT WOULD REFLECT CURRENTLY THOSE STAFF MEMBERS THAT THE CITY HAS? UM, HOW MANY OF THEM FIT INTO THE CATEGORY OF MINORITY EMPLOYEES? IS THAT SOMETHING THAT YOU WOULD PROVIDE TO THE COMMISSION? YES, WE COULD GET WOMEN AND MINORITIES.

OKAY.

DOES YOUR MOTION? YES.

I'M SO RHONDA, WELL, I THINK IT'S A BOTH AND I MEAN, I AGREE THAT WE NEED TO KNOW WHAT THE CITY IS DOING.

UM, BUT I ALSO AGREE THAT, UM, AS A MINORITY, I I'M GOING TO SPEAK AND I'M VERY TRANSPARENT.

I DON'T SEE PEOPLE THAT LOOK LIKE ME THAT ARE A PART OF THE CITY STAFF.

WHEN I GO INTO THE CITY BUILDING, I DON'T SEE PEOPLE THAT REFLECT WHO I AM.

UM, AND SO I THINK THAT'S SOMETHING THAT,

[01:00:01]

YOU KNOW, WE CAN TALK ABOUT ALL KINDS OF THINGS, BUT IN A VERY REALISTIC FASHION, WHEN I WALK INTO THE CITY BUILDING AND I'VE BEEN INTO THE CITY BUILDING, PLENTY OF TIMES, I DON'T SEE PEOPLE THAT LOOK LIKE ME WHEN I'M OUT, YOU KNOW, IN THE PARKS.

I DON'T SEE PEOPLE THAT LOOK LIKE ME THAT ARE WORKING ON THE ROADS THAT ARE WORKING IN THE PARTS.

SO THAT'S VERY REAL TO ME AS AN AFRICAN-AMERICAN WOMAN.

OKAY.

SO WE JUST, THE REQUEST STILL STANDS.

WE'VE MADE THE MOTION AND I BELIEVE THAT WE STILL CAN FOCUS ON LOOKING AT WHAT OTHER CITIES ARE DOING.

UM, ESPECIALLY IN TERMS OF DIVERSITY, RECRUITMENT INITIATIVES AND POSTING OF JOBS.

ALL RIGHT.

IS THERE ANYTHING ELSE TO ADD TO THAT? NO.

OTHERS.

OKAY.

TRAINING OPPORTUNITIES.

I SHARED WITH THE COMMISSION, UH, KATIE SENT TO US SUNSHINE LAW TRAINING THAT'S COMING UP.

SO EVERYONE SHOULD EVER RECEIVE THAT SO THAT YOU CAN REGISTER FOR THAT WEBINAR.

WE CAN READ THEM.

I DON'T THINK WE DID.

WE DID.

WE ASKED HER WHAT WAS THE LAST THING I DID FOR THE BOAT, OR YOU ASKED FOR, YOU KNOW, I GUESS YOU REALLY CAUGHT THE BOAT.

IT WASN'T QUESTIONS, BUT SO WE NEED TO RIGHT.

WE MAYBE SEE ALL THOSE IN FAVOR, SAY, AYE, THOSE MADE DR.

AKINS JUST HAD AN UNEASINESS, RIGHT.

SO KATIE CAN CALL THE ROLE.

AND I MEAN, YOU CAN RECORD, UH, YES, AS A NOSE OR EYES AND OPPOSE.

WELL, WE CAN