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From YouTube: Civil Service Board
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B
Civil
service
board
meeting
to
order
it
is
2
39
and
I
can
call
the
roll
mr
desvarieux.
D
B
Than
the
vote
carries-
and
I
will
take
a
moment
of
personal
privilege
and
safe
with
the
record-
that
we
will
welcome
back
mr
hahn
and
mr
escovitz,
who
were
sworn
in
just
before
the
meeting
was
called
to
order.
So
congratulations
and
welcome
back
gentlemen,
so
we
can
say
so
the
first
order
of
the
minute
they
were
sent
out.
It
was
from
september
second
meeting.
B
B
Hearing
none
we
can
vote
mr
deborah.
C
C
B
B
Okay,
hearing
none!
Well,
I
guess
we
just
had
to
do
the
swearing
in
we
hadn't
done
that.
So
we
did
take
care
of
that
unfinished
business.
We
can
go
down
to
the
new
business
and
that
would
be
the
selection
of
the
fifth
member.
C
B
C
I
will
abstain
from
this
phone.
D
C
B
C
Thank
you.
Thank
you
great
to
be
wanted.
B
And
the
next
will
be
the
asheville
fire
department,
minimum
required
requirements
for
promotional
process,
my
chief
or
net.
I
think
this
will
be.
You
welcome.
E
B
And
the
everything
was
also
emailed
to
us.
So
if
you
can't
see
the
screen,
you
should
have
received
an
email
with
the
the
presentation
that
for
chief
burnett
excellent.
E
Each
of
these
positions
have
been
reviewed
by
our
promotional
criteria,
advisory
committee,
which,
as
a
reminder,
is
an
employee
committee
that
makes
recommendations
on
minimum
requirements
and
they
have
they
have
reviewed
these,
and
what
I
wanted
to
talk
about
was
the
minimum
requirements
that
are
in
red,
so
we
will
start
with
assistant
fire
and
the
requirement
that
has
the
strikethrough
that's
in
red.
That's
the
current
requirement,
as
approved
by
the
civil
service
report.
E
What
the
commercial
criteria
advisory
committee
has
recommended-
and
I
fully
support,
is
to
change
that
requirement
to
current
rank
of
senior
firefighters
so
currently
for
someone
to
participate
in
the
promotion
process
for
assistant
fire
marshal.
They
have
to
already
be
the
rank
of
senior
firefighter
and
they
have
to
be
in
that
position
for
two
years.
E
What
we
have
found
is
those
additional
two
years
of
experience
as
a
firefighter
did
not
give
that
candidate
a
lot
of
additional
experience
in
what
the
work
of
the
assistant
fire
marshal.
What
the
work
of
an
assistant
fire
marshal
does
the
assistant
fire
marshal
primarily
does
fire
inspections
and
those
two
years
as
a
senior
firefighter?
E
These
three
down
here
in
red
technical,
rescuer,
fire
and
life
safety,
educating
one
and
cps
technician
and
make
those
preferred
and
required
after
promotion,
the
benefit
of
that.
If
somebody
doesn't
already
have
that.
First
and
foremost,
those
are
not
essential
to
the
primary
duties
of
an
assistant
firearm.
So
they
can
do
that
job
very
well
without
having
those
additional
certifications.
Just
certain
stress
commits.
D
Chief,
can
you
tell
me
what
our
cps
definition
is?
What
does
cps
stand.
E
For
yes,
sir,
thank
you
for
I
apologize
for
the
jargon
that
that
is
a
child
passenger
safety
technician,
and
so
what
a
cps
technician
does.
Is
it
educates
the
public
into
how
to
safely
restrain
children
in
motor
vehicles?
Thank
you.
E
So
there's
three
certifications
are
important,
but
they're
not
important
to
begin
doing
the
job,
and
so
we
felt
that
we
could
increase
the
applicant
pull
by
making
those
preferred
required
after
promotion,
if
we
did
not
have
that
and
if
it
meets
the
needs
as
a
board
I'll
go
through
each
of
these
changes
because
they
are
very
similar
and
then
asks
the
board
for
for
how
they
would
like
to
proceed
after
that.
That's
okay,.
E
Similarly,
fire
and
life
safety
educator
changing
the
current
requirement.
Four
years,
aft
experience
to
current
like
a
senior
firefighter.
This
other
change
is
mirrors
the
language
for
assistant
fire
marshals.
So,
as
I
said,
the
assistant
fire
marshal
does
fire
inspections
primarily
as
their
job.
The
fire
and
life
safety
educator
does
not
do
fire
inspections
primarily,
but
they
do
fire
inspections
and
particularly
with
the
fire
inspections
that
are
performed
in
school,
because
our
fire
and
life
safety
educator
is
have
has
a
strong
relationship
with
our
school
system,
and
so
so
there.
E
I'm
going
to
skip
over
this
safety
and
training
officer
and
come
back
to
it,
because
it's
slightly
different
than
these
other
four
that
we're
talking
about
and
I'm
gonna
go
down
to
the
senior
deputy
fire
marshal.
So
the
senior
deputy
fire
marshal
is
a
supervisor
within
our
fire.
Marshal's
office
senior
deputy
fire
marshal
supervises
these
other
three
positions
that
we
were
we
were
talking
about,
and
so
the
only
change
there
is,
if
there's
not
enough,
applicants
that
meet
the
minimum
requirements
to
make
that
technical
rescuer,
something
that
they
could
receive
after
they
are
promoted.
E
E
So
the
the
excellent
question,
so
the
the
youth
fire
setter
course
is
training,
that's
offered
by
the
state
of
north
carolina
as
an
actual
certification,
and
so
when
a
a
child
is
involved
in
intentionally
setting
a
fire
there
are.
There
are
some
some
unique
skills
that
are
needed
for
intervention,
and
so
someone
who
is
trained
in
that
youth
fire
center
training-
and
that's
that's
a
probably
not
the
best
name
it.
E
It's
really
youth
fire
center
intervention
training
is
what
what
it
does,
and
so
they
they
work
closely
with
that
child
and
their
parents
in
any
of
that
child's
support
team
that
they
may
have,
including
school
system.
E
They
work
with
the
district
attorney's
office
just
to
make
sure
that
the
the
correct
intervention
takes
place
so
that
that
that
behavior
has
changed.
Thank
you
probably
should
be
a
better
name.
C
If
I
have
a
question
too,
on
the
sort
of
the
deferred
and
by
the
way
it's
rick
deveraux
talking
on
the
deferred
requirements,
the
ones
that
would
be
shifted
until
after
a
promotion,
is
there
like
an
end
date
on
that
like
like
at
what
point
will
they
be
required?
You
know
with
within
a
year
or
two
years
and
then
sort
of
another
question
related
to
that
when
it
says
when
there
are
not
enough
applicants,
does
that
mean
when
there
are
no
applicants
or
not?
Two
applicants
like
what's
enough.
E
So
the
the
criteria,
so
the
first
question
is:
is
yes
so
it
when
that
applicant
is
successful
and
is
promoted,
then
I'm
going
to
use
the
technical
rescue
as
an.
E
You
are
required
to
be
certified
as
a
technical,
rescuer
12
months
from
the
date
of
the
letter
of
offer,
so
it
would
be
a
minimum
of
one
year
for
each
of
these
and
there
would
be
the
exact
day.
So
if,
if,
if
we
were
to
do
that
today,
it
would
say
by
december
2nd
2022,
you
must
be
certified
as
a
technical
rescuer.
E
If
you
are
not,
then
you
will
be
demoted
back
to
the
position
before
the
the
exception
to
that
minimum
of
one
year
would
be
a
certification,
and
none
are
in
this
list
here,
but
certainly
there's
there's
there's
some
certifications
that
if
there's
a
certification,
that's
not
offered,
but
occasionally,
then
that
would
be
extended
to
two
years
or
whatever
appropriate
time.
That's
reasonable
to
make
sure
that
the
person
could
get
that,
but
it
would
be
a
minimum
one
year
for
the
courses
that
are
offered
multiple
times
a
year
here
in
nashville.
C
E
E
Question
is
so
what
what
that
process
has
looked
like
in
the
past
is-
and
of
course,
we've
done
this
in
the
past
by
taking
a
single
position
coming
to
the
civil
service
board
and
just
getting
approval
for
that
one
process
so
going
forward.
This
would
be.
E
This
would
be
automatic
anytime
that
that
we
didn't
have
enough
applicants,
and
so
what
we've
done
in
the
past
and-
and
I
think
it
would
be
good
to
spell
this
out
so
that
it
is
clear
to
our
employees
and
anyone
that
that
might
be
involved
in
the
promotional
process
is
at
the
date
of
the
deadline
where
there's
many
requirements
have
to
be
met,
which
is
the
application
deadline.
E
If
we
have
not
enough
candidates
compared
to
number
of
vacancies,
so
let's
say
we
have
five
vacancies
and
we
only
have
three
candidates
that
would
be
considered
not
enough
of
how
many
current
vacancies
we
have
at
that
time.
So
it
wouldn't
be
a
guess
or
a
projection.
It
would
just
be.
We
have
a
need,
an
operational
need
for
these
five
folks
to
be
in
these
jobs.
We
only
have
three
that
meet
them
in
requirements.
So
now
we're
going
to
go
and
allow
these
other
folks
to
participate.
E
Also,
what
we've
done
in
the
past,
which
we
would
continue,
is
those
who
fully
meet
all
the
minimum
requirements
as
long
as
they
pass
regardless
of
their
scoring,
they
would
be,
they
would
be
placed
at
the
top
of
the
list.
Some
of
them
didn't
meet
those
requirements.
They
may
have
scored
higher,
but
they
would
be.
C
B
B
Okay,
thank
you
so
hearing
no
further
discussion,
we
can
vote
mr
devereaux.
C
D
E
Yes,
ma'am,
so
there's
another
set
of
changes
to
a
couple
of
positions,
and,
and
one
is
the
safety
and
training
officer,
the
safety
training
officer.
We
have
seven
of
those
positions,
total
two
per
shift
that
are
always
on
duty,
and
then
we
also
have
one
that's
assigned
to
our
fire
academy
and
their
responsibilities
are
just
as
they
they
state
for
the
the
safety
of
our
employees
and
also
for
training
our
employees.
E
So
there's
two
two
changes
here
that
only
are
needed
to
match
the
current
requirements
that
the
state
north
carolina
office
of
the
state
fire
marshal
has
for
certification,
so
to
be
a
live
burn
instructor,
which
is
an
instructor
that
that
is
able
to
train
firefighters
within
live
fire.
E
The
the
old
requirement
was
that
person
had
to
be
a
fire
instructor
too.
Now
they
only
have
to
be,
which
is.
This
is
the
same
as
before.
It's
just
tied
a
little
different.
Now
they
have
to
be
five
years
as
a
qualified
firefighter
instructor
to
be
a
fire
instructor
too,
you
had
to
be
five
years
as
a
qualified
firefighter
instructor.
E
They
changed
that
that
terminology,
and
so
we
just
want
to
match
that
and
then
also
we
were
before
requiring
by
november
1st
of
2023,
because
a
couple
of
years
ago
we
made
that
change,
because
we
wanted
everybody
to
have
that
live
burn
instructor.
B
A
hearing
none,
I
will
entertain
a
motion
to
accept
the
proposed
changes
to
the
safety
and
training
officer
position.
C
E
Two
two
more
okay
and
they
are
to
our
division
chief
levels
and
so
division
chief.
We
have
seven
division,
chief
positions
and
there's
not
a
lot
of
vacancies
at
that
level,
because
it's
a
very
high
level
within
the
department,
and
so
we
historically
had
an
eligibility
list
every
every
year
that
would
be
active
for
a
year,
and
so
often
folks
would
would
be
on
that
list
and
there
would
not
be
any
promotions
off
that
list
for
an
entire
year.
So
they
would
do
very
well
in
the
process
and
there
would
be
no
promotion.
E
So
what
what
we
are
recommending
is,
instead
of
having
an
eligibility
list
every
year
to
only
do
a
process
when
we
have
a
vacancy,
and
so
it
would
be,
it
would
be
as
needed
and
then
doing
the
same
for
the
division
chief
that
is
assigned
to
the
fire
marshal's
office
only
rather
than
having
the
many
requirements
by
having
the
list
every
single
year
just
to
do
it
as
needed.
The
the
only
other
change
would
be
currently
to
participate
in
a
process.
You
need
to
be
a
battalion
chief
for
one
year.
E
The
recommendation
is
for
any
any
of
our
chief
officers,
any
of
our
battalion
chiefs
to
be
eligible
to
participate
in
that
process.
And
again
it's
it's.
It's
a
not
a
lot
of
those
positions
and
not
a
lot
of
not
a
very
deep
applicant
pool,
because
it's
coming
from
the
obtained
chief,
brick
and
there's
only
nine
of
those
folks.
C
C
B
Well,
thank
you.
We
appreciate
you
and
all
the
work
that
your
firefighters
do
here
in
our
community
carol.
Yes,.
D
Got
a
quick
question
for
the
chief
chief:
is
the
department
being
challenged
in
any
way
with
oncoming
retirements,
or
are
you
meeting
full
force
right
now
with
your
graduates
through
the
academy
and
your
current
membership
in
the
department.
E
We
are
currently
budgeted
for
292
employees
and
we
currently
have
287
that
that
includes
that
includes
19
that
are
in
the
academy
that
are
being
trained.
So
as
far
as
folks
that
are
are
in
positions
right
now,
we
we
have
24
20
24
vacancies.
E
19
of
those
will
be
filled
by
the
academy,
we're
getting
ready
to
start
another
hiring
process
to
start
another
academy.
So
to
answer
your
question,
we
are
not
fully
staffed
today,
but
we're
only
five
positions
short
and
and
we'll
be
doing
an
academy
soon
to
replace
those
as
well.
D
Are
those
positions
at
senior
levels
or
below
that.
E
Rank
yeah,
so
it
it,
the
majority,
are
non-firefighting
positions
we
have
one
is:
is
a
business
technology
program,
manager,
gis
and
two
are
assistant
fire
marshal
positions
and
one
is
a
fire
investigator
position.
So
there's
there's
only
one
firefighter
position
that
that's
vacant.
If
you
have
the
recruits
here
in
the
academy.
Okay,
that's
all
the.
B
Returning
to
the
agenda
we're
under
new
business
c,
any
updated
city,
city
personnel
policies.
A
Yes,
thank
you
chair,
so
I
wanted
to
just
share
with
the
board
an
update
on
an
interim
policy
that
we
have
in
place.
A
Our
goal
has
been
this
whole
time
to
keep
our
employees
safe
and
do
all
we
can
to
protect
our
residents
as
well
and
in
late
summer
it
became
clear
that
covet
cases
were
increasing
once
again
in
buncombe
county
and
we
continue
to
have
relatively
high
numbers,
the
county
as
a
result,
instituted
new
policies
and
guidelines
for
their
employees,
designed
with
safety
in
mind
and
as
we
have
throughout
the
pandemic,
the
city
followed
suit.
So
we
established
an
interim
covet.
A
Employee
safety
policy
and
the
goal
of
the
policy
is
to
prevent
the
spread
of
covid
and
to
keep
employees
safe
while
working.
So
the
policy
requires
employees
to
comply
with
the
updated
code
protocols
and
guidelines,
while
they're
on
duty
or
representing
themselves
as
city
employees.
So
all
employees
are
required
to
wear
a
mask.
This
follows
the
the
mask
mandate:
that's
still
in
place,
but
they're
required
to
wear
a
mask
while
they're
in
city
buildings
and
vehicles,
they
can
remove
masks
if
they're
inside
a
workplace
or
vehicle
and
at
least
six
feet
from
others.
A
We
have
also
asked
employees
to
provide
vaccination,
verification
and
those
employees
who
are
not
vaccinated.
We
are
requiring
that
they
provide
a
negative
cova
test
weekly.
So
as
a
part
of
this
policy.
The
key
part
that
I
wanted
to
just
highlight
for
you
all
and
share
with
you
all
today
is
there
is
an
accountability
section.
A
So
if
employees
are
found
to
be
in
violation
of
the
interim
coveted
employee
safety
policy
and
the
guidelines
that
go
along
with
that,
they
may
be
subject
to
corrective
action
in
alignment
with
our
established
disciplinary
process,
so
wanted
to
draw
that
to
the
board's
attention.
There's
no
action
you
all
need
to
take
today,
but
since
this
is
a
new
policy
we
have
in
place
wanted
to
make
you
all
aware
of
it.
D
A
F
And
mr
escovitz,
we
we've
been
planning
on
having
this
on
the
agenda
for
some
time.
Just
to
give
you
an
update
and
face,
we
cases
did
come
this
way.
We
want
y'all
to
have
a
little
bit
of
advance
notice.
I
believe,
just
yesterday,
or
maybe
today
we
received
notice
that
someone
has
filed
appeal
to
this
board
on
that
is
related
to
this
policy.
So
we're
not
going
to
say
too
much
more
about
it
here.
F
We
don't
want
to
want
to
try
to
argue
a
case
before
it
gets
to
you,
but
we
did
want
to
give
you
all
some
advances.
This
is
the
city's
policy,
that's
the
very
basic
outline
of
it
and
probably
best
for
us
not
to
say
too
much
further.
Now,
if
that
appeal
has
been
fine.
C
A
So
it
does
apply
to
all
employees
at
this
point
and
the
testing
requirement
is
ongoing,
while
we
are
still
under
our
current
status
and
while
the
interim
policy
is
in
place.
C
F
I
can
answer
that.
Yes,
if
somebody
does
have
a
valid
religious
or
medical
exemption.
That
is
something
that
we
certainly
consider.
F
We
did
have
a
number
of
and
I'll
say
this
broadly,
so
I
must
speak
to
any
specific
employee.
We
did
have
some
requests
for
religious
exemptions.
However,
most
of
those
were
to
being
a
lot
of
the
exemptions
that
we
received
were
for
they
had.
They
took
exception
of
being
required
to
take
a
coded
vaccine,
while
our
policy
doesn't
require
that
anybody
take
a
covered
vaccine,
it
is
that
they'd
be
vaccinated
or
that
they'd
be
tested
on
a
weekly
basis.
C
And
is
that
the
weekly
testing
option
is
that
at
the
employee's
expense
or
the
city's
expense.
A
Yeah,
I
was
gonna
say:
is
that
the
employee's
expense,
however,
we
do
have
a
site
at
harrah's.
That
is
a
free
testing
site
that
employees
are
eligible
to
to
take
advantage
of.
A
I
believe
they're
doing
both
and
we
have
before.
A
We
we've
opened
it:
we've
expanded
the.
What
we
will
you
know
accept
as
an
eligible
test,
so
anything
that
currently
cdc
supports
so
rapid
tests
and
the
the
pcr
test
either
one
okay.
B
Anything
further
on
the
updated
personnel
policy.
B
B
We
don't
have
any
public
comments,
okay
and
then
next
to
last
is
informal
discussion
of
any
future
agenda
items.
Is
there
anything
that
we
need
to
discuss
or
look
at
setting.
B
It's
been
moved
in.
Second,
I
assume
there's
no
discussion
all
in
favor
of
adjourning
until
our
next
schedule
meeting,
which
is
right
now
scheduled
january
6th,
well
wait
a
minute.
Did
I
get
that
right.
B
Yes
january
6
at
2
30.,
all
in
favor,
mr
escovitz.