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From YouTube: Committee on Government Operations on October 3, 2022
Description
Docket #0920 - Ordinance amending COB Code, Salary Categories for Certain Offices, Salary of City Councilors, & Salary of the Mayor
A
A
A
Government
operations
Committee
hearing
is
Monday,
October,
3rd
and
304
PM.
We
are
here
to
discuss
document
number
0920,
an
ordinance
and
mending
city
of
Boston
code
ordinances,
Five,
Section,
5-5.10
regarding
salary
categories
of
certain
offices
and
city
of
Boston
code
ordinances,
chapter
2,
sections,
section,
2-8.1,
salary,
speed,
counselors
and
sections
2-7.11
salary
of
the
mayor,
sponsored
by
mayor
Michelle,
who
this
hearing
is
being
staffed
by
our
wonderful
city,
council,
staffers,
Christine,
O'donnell
and
Ethan
Vera
I'm,
going
to
give
opening
for
Mark.
So
then
turn
it
off
over
to
counselor.
A
Today,
we'll
remember
about
admin,
opening
remarks
and
then
we'll
have
a
time
for
our
pastor
questions.
We
will
also
have
another
panel
and
will
open
up
to
public
testimony.
I
want
to
say
good
afternoon
to
everyone
who's
here.
I
want
to
say
thank
you
to
my
colleagues
for
being
here.
A
In
order
of
our
arrival,
we
have
to
be
council
president
Ed
Flynn,
so
we
counselor
at
large
Aaron
Murphy
city
council
for
District,
8,
Kenzie,
Bach,
City
councilor
at
Mark,
Julie,
Mejia
and
I
will
acknowledge
my
other
colleagues
as
they
entered
this
hearing.
A
We
are
to
become
a
lot
of
the
two
regen,
the
chair
of
the
conventional
government
operations
and
this
docket.
It
was
sponsored
by
mayor
Michelle
Wu
in
accordance
with
chapter
107,
of
the
acts
of
22,
modifying
certain
requirements
of
the
OBD
law
and
will
be
the
public
body
with
certain
requirements,
including
the
requirement
that
public
bodies
conduct
its
meeting
in
a
public
place
that
is
open
and
physically
accessible
to
the
public.
The
city
council
will
be
conducting
this
hearing
remotely.
A
This
enables
the
city
council
to
carry
out
its
responsibility
while
ensuring
public
access
to
its
deliberations
through
adequate
alternative
needs.
The
public
may
watch
this
hearing
via
live
stream
at
www.austin.gov
forward,
slash
city-council.tv
and
on
Xfinity
8
RCN
82
files
964..
It
will
also
be
rebroadcasted
at
a
later
date.
We're
in
comments
may
be
sent
to
the
committee
email
at
ccc.geo
at
boston.gov
and
we'll
be
made
a
part
of
the
record
and
available
to
all
counselors.
A
A
Okay,
so
the
summary
of
this
docket
of
docket
number
zero,
nine
two
zero.
This
ordinance
will
amend.
Current
law
is
regarding
salary
for
certain
officers,
City
councilors
and
the
mayor.
Currently,
the
mayor's
annual
salary
is
207
000.
This
proposal
would
increase
the
mayor's
salary
to
230
000,
see
city
of
Boston
code,
ordinance,
that
is
chapter
two
section
207
111..
The
current
salary
for
City
conference
is
100
200,
300,
100,
103
500.
A
A
The
city
Charter
and
State
Law
chapter
39,
section
16
states
that
the
mayor
shall
be
paid
an
annual
salary
of
a
dispension
by
ordinance
student,
section,
13A
chapter
376
of
the
acts
of
1951,
so
at
2680
chapter
35
exclusively
provides
the
development
of
time,
but
the
command
of
the
city
council
should
I
receive
for
this
Services
good
salary
at
the
city
council
shall
determine
by
ordinance
sections
three
through
seven
of
this
stock
of
the
doctor
increase
the
salary
registered
various
appointed
positions
in
the
administration
in
the
following
categories:
category
1A,
category
1B,
Category,
2,
Category,
3
and
category
4A.
A
According
to
the
minutes
and
middle
letter,
the
administration
review
salary
ranges
of
positions
throughout
the
city
in
order
to
assess
and
analyze
compensation
levels
for
elected
officials
and
key
leadership
positions.
The
compensation
Advisory
Board
is
a
set
of
recommendations
concerning
the
appropriate
salary
ranges
where
the
mayor
of
city
councils
and
Veterans
appointed
positions.
This
proposal
will
adjust
the
level
of
compensation
according
to
the
compensation
advisory
board's
recommendations.
The
changes
to
the
salary
rate
for
elected
officials
will
not
take
us
back
until
after
the
next
relevant
election.
The
changes
to
the
salary
rate
can
go.
A
Pointing
positions
will
take
effect
retroactively
to
August
1st
2022.
The
following
individuals
will
be
joining
us
today
on
behalf
of
the
administration
and
I
want
to
thank
you
all
for
being
here:
Chief
Alex
Lawrence,
the
last
Alex
Lawrence
legal
officer.
You
should
be
a
valley,
Deputy
Chief
of
Staff
mayor's
office,
John
Tobin,
chair
of
the
compensation
advisory
award
and
Joanne
with
noweski
Chief,
Human,
Resources
officer
and
HR
transformation.
Lead
did
I,
get
that
right.
Joanne
just
want
to
make
sure.
Thank
you.
A
Within
e
this
afternoon,
I'm
joined
by
my
colleagues
as
I
mentioned
earlier,
and
so
I
want
to
thank
everyone
for
being
here.
I
wanted
to
just
start
off
by
saying
that
I
am
grateful
for
the
work
that
all
of
our
city,
employees
do
and
I'm
glad
that
we
are
taking
the
time
to
increase
the
salary
for
some
of
our
appointed
positions
and
for
the
city
councils
as
well.
A
We
know
that
to
work
here
for
the
video
Boston
for
cars
that
you
live
here
and
that
is
becoming
an
increasingly
burdensome
mask
because
of
how
expensive
it
is
to
live
in
the
city
of
Boston.
It
become
an
increase
to
the
cost
of
living.
A
If
I
could
and
if
I
know
many
of
my
colleagues
could,
if
we
had
a
wand
and
were
able
to
increase
summarily
that
the
salaries
of
our
workers,
whether
they
be
the
whole
teams,
whether
it
be
a
secretary's
admin
staff,
whether
it
be
our
security
guard
opportunity
to
read
us
every
day,
we
would
do
so
in
an
instant
because
of
just
the
the
cost
of
living
and
what
we
are
prior
of
our
workers.
A
This
is
our
message
loud
and
clear
to
the
administration
and
to
folks
in
ax
and
on
main
floor
I'd,
better
believe
it
on
the
eighth
floor
that
we,
the
council,
support
and
increase
weight
to
our
workers
up
so
that
they
can
live
here
so
that
they
can
arrange
their
families
here
so
that
they
can
realize
either
the
people
from
home
ownership
or
rents
that
are
on
30
of
them
salary,
and
so
I
would
like
to
just
go
on
record.
A
Say
that
and
I
know
many
of
my
colleagues
that
not
all
of
my
colleagues
feel
that
way
as
well.
We've
also
been
joined
by
two
because
we're
at
large
medical
Flaherty,
but
you
know
it's
part
of
my
opening
remarks.
One
of
the
things
that
I
wanted
to
also
to
share
is
in
Vita
that
my
office
has
collected
regarding
City
Council
salaries.
A
We
know
that
we
received
the
report
from
the
conversation
Advisory
Board
and
which
also
included
your
lawyer
before,
and
we
noticed
that
there
was
some
shortcomings
when
it
came
to
really
delving
into
comparisons
based
on
City,
Council
salaries,
so
bottomless
from
the
beginning.
We
are
going
to
share
my
screen
so
that
folks
are
able
to
see
sort
of
we
just
sent
out
this
link
and
this
information,
but
so
that
folks
are
able
to
see
the
the
data
that
my
team
was
able
to
gather
showing
the
different
ranges
section.
A
Two
of
this
ordinance
includes
information
regarding
either
City
Council
salaries,
who
just
wanted
to
share
my
screen
with
show
folks.
Some
of
that.
A
To
everyone
see
awesome,
so
this
is
just.
This
is
a
graph
that
compares
Nationwide
counselor
conversation,
which
includes
part-time
cities,
that
where
the
city
council
performs
their
duties
part-time
and
the
different
sizes
of
bubbles
that
just
as
a
the
size
correlates
with
population.
So
if
anybody
can
guess
which
this
Buffalo
bubble
is,
this
is
New
York
City,
because
it
has
such
a
big
population-
and
this
is
Los
Angeles.
A
We
here
are
here
in
magenta,
the
city
of
Boston
and
if
you'll
notice
on
the
edge
access
is
the
council's
salary,
and
here
on
the
y-axis,
we
have
a
method
for
how
costly
it
is
to
live
in
the
city.
A
We
have
the
average
price
for
a
two
bedroom
to
rent
in
two
bedrooms
in
the
city,
and
what
we
see
here
for
the
city
of
Boston
is,
as
we
know,
it's
Boston
is
in
the
fourth,
the
fourth
largest
threats
around
the
city
and
that's
accepted
by
Hughes
rides
one
of
the
higher
bubble,
one
of
the
highest
circles
here,
but
in
terms
of
the
city
council's
salary,
is
you
know
right
it's
below
the
average
between
the
average
out,
based
on
the
information
that
we
gather
here,
the
average
to
be
around
124,
000.
A
and
so
and
and
that's
the
average
if
you
know
that
our
rent
is
above
average
in
our
cost
of
living
with
above
average.
Here,
if
you
look
at
a
similarly
situated
City
in
terms
of
both
population
and
population
and
council
salary,
you
have
Minneapolis,
which
has
the
problem
is
lower
than
out
of
the
500
000
people
of
an
average
two-bedroom
of
one
thousand
720
and
the
council
salary
right
on
par
with
hours,
lower
cost
of
living
and
average
two-bedroom.
A
Comparatively.
If
you
look
at
a
city
like
DC,
which
I
believe
is
right
here,
which,
where
the
average
two
bedroom
is
probable
to
hours
hours,
3
360.
and
for
Washington
DC,
the
two-bedroom
I
have
two
bedroom
is
three
thousand
two
hundred
dollars
the
popular
the
population
similar
to
ours,
their
account
salaries
around
141
000.,
and
so
everyone
has
a
sleeping
video.
Then
you
can
take
a
look
at
this
and
there
are
different
crops
as
well.
A
This
is
a
conversation
removing
our
time,
I
think,
which
shows
even
even
more
drastic
comparison
of
where
we
stand
in
terms
of
salary,
with
respect
to
hi
how
how
high,
on
average,
too
bad
for
it-
and
this
just
includes
that
information
with
population-
and
this
is
it
if
you
wanted
to
remove
and
just
look
at
them
without
including
population.
A
It
also
shows
you,
council,
salary
is
going
to
get
the
two
bedrooms,
so
I
wanted
to
make
sure
that
I
would
have
this
information
so
when
we
were
able
to
discuss
salaries
in
a
way
that
is
really
data
driven
and
I.
Look
forward
to
conversations
about
this
I
also,
you
know
want
to
make
sure
that
book.
No,
you
know
we
have
a.
We
have
a
diversity
Council
of
folks
who
are
trying
to
do
the
work
of
representing
their
constituents
and
also
representing
the
diversity
of
this
city
oftentimes.
A
That
means
supporting
that
events
from
different
from
different
methods
of
sometimes
including
from
our
own
resources,
which
I
know
folks
do
lovingly.
But
we
also
want
to
make
sure
that
folks,
we
can
attract
good
folks
to
be
here
at
SV
Council,
who
aren't
they're
nervous
about
their
requirements
about
being
able
to
meet
their
needs,
as
is
the
issue
for,
for
so
many
who
work
here
for
the
city
of
Boston,
so
I
just
wanted
to
open
it
up
with
that
I'm.
B
Thank
you.
Thank
you,
madam
chair
and
I,
think
you
highlighted
the
critical
issues.
Madam
chair
on
this
issue
in
I
also
want
to
acknowledge
the
important
role
that
the
that
the
city
employees
play
every
day.
Whether
it's
city
council
is
whether
it's
the
mayor's
staff,
but
also
the
Council
of
luigien.
You
also
mentioned
our
Public
Works.
People
are
what
people
that
street
that
clean
the
streets
are
always
teachers,
our
security
offices,
our
human
services,
so
Boston
works
best
when
we
work
together
and
we're
so
fortunate
to
have
so
many
dedicated
and
professional
city.
B
Employees
and
I
I
think
it's
critical
that
we
pay
people
a
salary
so
that
they
can
support
their
family
that
they
can
live
in
Boston
because
we
all
know
the
they
struggled.
So
many
families
have
especially
young
families
starting
out
seeking
seeking
housing,
and
we
want
to
also
make
sure
we
attract
the
attract
people
to
city
government
that
are
able
to
hey
hey
for
an
apartment
because
removed
itself.
B
I
also
want
to
acknowledge
these
City
officials
that
are
on
this
call
as
well
for
working
with
with
us
during
Wellness
issue,
but
I
also
want
to
acknowledge
former
city
council
of
John
Tobin
in
the
board,
the
commission
that
he
is
on.
They
also
play
a
critical
role
in
providing
needed
and
professional
guidance
that
can
help
help.
All
of
us
make
better
decisions.
So
I
want
to
say
thank
you.
B
Thank
you.
Diploma
City
councilor
John
John
Tolbert.
A
couple
weeks
ago,
I
was
at
a
nationally
cities
conference
in
San.
Francisco
I
was
with
big
city
who
was
with
large
city
council
presidents,
and
one
of
the
issues
we
discussed
was
exactly
in
this
issue.
So
this
the
issue
of
pay
raises,
is
not
just
a
Boston
issue,
since
it
should
have
some
packing,
so
many
large
cities
across
the
country,
because
they're
also
experiencing
some
huge
increases
in
in
the
cost
of
housing,
especially
in
urban
large
urban
areas.
B
So,
having
said
that,
I'm
looking
forward
to
this
discussion
in
the
interest
of
trans
of
being
transparent,
I
came
out
when
the
original
proposal
was
made,
that
it
was
appropriate
that
City
officials,
including
city
council
and
the
city
departments,
received
a
payment
so
I'm
on
a
record
of
of
of
a
pay
raise
for
City
officials.
Again
I
look
forward
to
hearing
from
my
colleagues
And
discussing
this
ordinance.
Thank
you,
madam
chair.
C
Thank
you
chair.
Thank
you,
everyone
for
being
on
the
call
so
looking
forward
to
the
conversation
just
seeing
your
report,
Uncle
louisian
now,
comparing
I,
know,
I've
looked
at
the
ordinance
that
was
brought
forward
to
the
council
back
a
while
back,
but
I
know
that
many
of
the
hearings
that
I
intend
for
pay
raises
a
lot
of
our
city.
C
Workers
are
up
for
new
contracts
and
we
are
approving
one
and
a
half
two
percent
and
one
and
a
half
pay
raises,
and
the
115
to
bring
us
up
from
103
to
115
is
a
12
pay
rate.
So
I
just
want
to
make
sure
that
we're
keeping
the
percentages
and
range
I
would
appear
in
the
city.
My
mom
know
that
it's
very
expensive
to
live
here
as
an
at
large
counselor.
Many
of
the
calls
and
advocacy
we
do
is
around
housing
costs
and
displacement.
C
So
it's
important
that
we
get
our
salaries
right,
but
that
we
also
as
public
servants
when
we
take
this
role.
Many
of
us
have,
if
not
all,
of
the
current
councilors,
probably
all
past
ones,
also
have
many
other
training
and
skills
to
do
other
things.
But
for
me,
I
chose
this
job.
You
know
as
a
servant,
knowing
that
103
is
less
than
what
I
was
making
as
a
school
teacher
in
Boston
with
a
much
different
schedule.
C
But
looking
forward
to
hearing
from
my
colleagues
and
glad
we
had
a
hearing
on
this
so
that
we
can
really
hear
from
the
commission-
and
you
know
the
people
who
brought
forward
these
current
pay
raises
video
where
they
got
those
numbers
and
what
they
think
about
it
and
what
my
other
counselors
think
about
it
before
it
comes
to
the
Council
of
War
for
a
vote.
So
thank
you.
D
Thank
you
so
much
Madam,
chair,
I,
just
really
want
to
strongly
after
a
year
of
comment
about
the
fact
that
I
think
we
all
are
aware
that
it's
our
city
right
now
are
not
keeping
Pace
with
inflation
and
with
the
competitive
market.
And
for
me
that's
really.
D
The
primary
focus
on
I've
been
encourage
and
I'll
be
hearing
from
Chief
Lawrence
in
a
bit,
but
really
encouraged
to
hear
about
conference
class
work
that
we're
doing
and
sort
of,
like
you
know,
putting
putting
salary
increases
on
the
table
in
upcoming
negotiations,
but
I
just
want
to
flag
that.
D
Obviously
we
can't
continue
to
have
as
many
vacancies
as
the
city
as
we
do
right
now
and
we
have
to
be
able
to
be
competitive,
and
so
you
know
I
think
that's
the
number
one
thing
I'm
pretty
close
to
the
accommodation,
Advisory
Board
I'm,
just
open
for
all
materials
that
you
guys
put
together
and
your
work
on
this,
which
is
not
you
know,
obviously,.
D
It
feels
to
me
like
Boston's,
got
to
be
able
to
have
competitive
salaries
so
that
we've
had
the
top
talent
in
the
country
and
I
just
wanted
to
thank
the
chair
as
well
for
about
the
data
that
she
has
put
up
about.
The
city
council
called
comparisons
across
the
country
that
wasn't
data
agency
I
just
wanted
to
apologize
in
advance
for
the
fact
that
I
I
have
a
constituent
office
hours
that
we
scheduled
like
three
weeks
ago.
D
So
I
will
be
foregoing
my
questions
period
on
this
hearing
that
we'll
be
listening
in
at
first
as
much
as
I
can
and
I'll
catch
it
paperwork.
So
thank
you,
madam.
A
Chair,
thank
you.
Councilman
and
I.
Appreciate
you
having
to
be
competitive,
so
we
need
to
be
offering
competitive
salaries
to
employees
and
we
have
a
lot
of
positions
with
them.
They
were
talking
about
today
when
city
council
was
over
at
Long
Island,
and
we
were
thinking
about
how
do
we
really
get
it
up
and
running
again?
We
have
so
many
open
positions
that
we
need
to
make
sure
that
we
get
well
and
so
offering
competitive
sellers
is
definitely
going
to
be
part
of
that
equation.
Thank
you,
councilor
Brock.
E
Thank
you
chairs,
for
bringing
this
to
the
council.
I
am
looking
forward
to
having
the
conversation
and
really
do
appreciate
the
amount
of
time
and
energy
that
is
being
put
to
have
this
discussion,
because
you
know
at
the
end
of
the
day,
we
all
work
hard
and
with
inflation
that
some
of
my
colleagues
have
mentioned
and
point
pointed
to,
but
I
also
wanted
to
uplift
that
our
Municipal
Employees,
as
you
know,
when
we're
having
these
conversations,
making
sure
that
we're
thinking
about
how
we're
going
to
reconcile
with
with
that
as
well.
E
A
You
thank
you
councilman
here,
Braden
Council,
braided,
you
and
I
have
a
boy.
F
Good
afternoon
Madam
chair,
thank
you
for
holding
this
hearing
this
afternoon.
I
I
want
to
Echo
the
sentiments
of
my
colleagues
that
really
we
are
in
a
competitive
job
market
and
that,
in
order
to
attract
talent
and
skills
to
address
are
very,
very
pressing
issues
in
the
city.
We
need
to
have
competitive
compensation
and
I
really
even
thought
to
listening
to
the
conversation
this
afternoon
and
and
finding
a
way
forward
for
this.
F
A
Thank
you
very
much
Council
Braden.
Next
up
we
have
comes
around
large
Michael
Flaherty.
A
Thank
you,
madam
chair,
thank
you
for
leading
us
through
this
process.
A
Intentional
so
I
just
want
to
say
thank
you.
Thank
you
as
well
to
The
Advisory
board
for
their
work,
just
pretty
much.
What
everybody
else
has
been
saying.
I
know
that
we
want
to
prioritize
competitive
salaries
to
keep
up
with
the
cost
of
living
and
inflation.
We're
here
reviewing
salaries
for
our
commissioners,
namely
police
and
fire.
The
the
numbers
that
you
provided
earlier
to
for
the
city
council,
compensation
in
comparisons
for
our
two
other
cities
were
helpful.
I.
Think
in
this
conversation,
I'm
going
to
be
thinking
about
all
Municipal.
H
A
I
Thank
you,
madam
chair.
Thank
you
to
The
Advisory
board
on
do
your
work
on
this.
As
my
colleagues
have
mentioned.
Yes,
we
want
to
make
sure
that
we're
being
competitive
with
our
commission
is,
but
also
with
our
city.
Employees
as
well
and
I,
know
that's
for
further
discussion,
but
with
the
rising
cost
of
cost
of
living
and
inflation.
I
just
want
to
make
sure
that
we
keep
that
a
friend
of
mine
also
when
we're
having
these
discussions.
What
important
discussion!
Thank
you.
A
We
again
have
Chief
Alex
Lawrence
people
officer,
UCB
value,
Deputy,
Chief
of
Staff,
mayor's
office,
John
Tobin,
formerly
City
councilor,
John,
Tillman,
chair
of
the
compensation
Advisory
Board
and
Joanne,
probably
said
it
was
nasty
correct.
Thank
you,
awesome,
Chief,
Human
Resources
officer,
and
he
driven
so
I'm
going
to
now
turn
it
over
to
you
all
to
make
your
presentation.
You
now
have
the
floor.
J
Thank
you
so
much
counselor
illusion,
I'm,
going
to
attempt
to
share
my
screen
for
our
presentation.
So
hopefully
that
is
working
I'll
see
my
screen
now
yep
excellent
thanks.
So
much
so
again,
I'm
Alex,
Lawrence
I'm,
the
chief
people
officer
for
this
city
of
Boston
counselor
lewisham,
has
introduced
the
rest
of
the
folks
on
our
panel.
So
I
don't
go
over
that
a
second
time.
J
Thank
you.
So
much
for
for
all
of
your
remarks
here.
I'm
excited
to
be
here
today
to
talk
about
this.
As
you
sort
of
read
at
the
beginning
here,
councilor
genvies,
these
salaries
for
these
specific
offices
that
we're
here
to
discuss
today
are
dictated
by
ranges
set
in
city
code
and
that,
in
order
for
the
mayor
to
make
sort
of
adjustments
to
to
pay
outside
of
the
contest
of
these
ranges,
we
have
to
change
the
change,
the
city
code
itself
and
so
there's
also
as
part
of
the
city
code.
J
The
compensation
Advisory
Board
is
required
to
issue
recommendations
on
a
bi-annual
basis
based
on
checking
the
market
and
comparing
the
specific
positions
within
the
context
of
these
ranges
against
benchmarks
and
best
practices,
and
thank
you
for
for
all
of
your
remarks
about
city
employees
as
a
whole.
Of
course,
that
is
incredibly
important
to
us.
It's
incredibly
important
to
the
administration
to
think
holistically
about
our
Workforce.
J
The
reason
that
we
did
not
focus
this
this
report
on
that
is
just
because
this
particular
report
that
we
did
the
work
of
the
compensation
Advisory
board
has
set
in
city
code
is
just
the
specific
mechanism
that
we
use
to
advise
on
these
particular
positions
set
in
ordinance.
We
have
many
processes,
as
many
of
you
have
highlighted
throughout
the
context
of
your
remarks,
that
set
salaries
for
other
positions
across
the
organizations
and
mechanisms
that
we
have
to
adjust
those
salaries.
J
So
the
reflection
of
only
talking
about
this
one
set
of
positions
today
is
in
no
way
reflection
of
our
gods
of
the
importance
of
salaries
across
our
entire
city.
Workforce.
We
deeply
care
about
those
things
is
the
bulk
of
the
work
that
we
do
as
an
Administration.
We
have
many
mechanisms
but
I'm
happy
to
review
how
we
do
those
you've
highlighted
Collective
marketing.
J
This
Administration
came
into
office
and
inherited
in
all
of
our
collective
bargaining
contracts
that
expired,
so
we're
working
tirelessly
to
close
those
contracts
and
to
work
with
our
unit
Partners
to
help
them
figure
out
what
their
wages
are
for
all
the
positions
across
our
organization.
We
also
do
very
is
class
and
compensation
reviews,
as
councilor
Buck
highlighted
and
in
addition
to
our
collective
bargaining
agreements
for
those
who
are
not
represented
by
collective
bargaining
unit,
we
did
a
set
of
increases
that
reflected
cost
of
living
increases
for
all
of
the
other
positions.
J
So
just
as
a
sort
of
reminder
in
context
for
this
conversation,
this
is
far
and
array,
not
the
mechanism
that
we
use
to
adjust
other
salaries.
It
is
just
the
way
that
we
are
able
to
talk
about
these
particular
so
I
just
want
to
get
everyone
to
sort
of
be
clear
on
that
and
I'm
going
to
turn
it
over
to
to
use
a
few
Valley.
The
mayor
of
Deputy
Chief
of
Staff,
to
talk
a
little
bit
more
about
why
proposing
why
we're
proposing
these
changes.
K
Thank
you
so
much
Chief
Lawrence,
and
really
thank
you
to
you
and
your
team
to
join
for
all
the
work
that
you've
done,
not
only
on
the
conversation
study,
but
really
having
the
number
of
challenges
that
this
Administration
face
when
we
came
in
from
moving
on
hybrid
work
to
The
Collector,
but
really
making
sure
that
we're
sporting,
our
city,
our
City's
Workforce,
and
thank
you
for
that,
and
thank
you,
madam
chair
fujin,
for
this
hearing
and,
of
course,
council
president
for
just
moving
this
work
before
important
hearing.
K
So
why
do
we
propose
these
changes?
First
and
foremost,
we
propose
these
changes
purely
as
a
matter
of
good
governance,
so
due
to
the
covid-19
pandemic
and
the
multiple
important
had
not
met
since
2018,
and
so
the
mayor
Wu
really
just
wanted
to
make
sure
that
we
lose
very
quickly
on
on
fulfilling
our
obligations
in
this
ordinance
and
so
quickly
constitute
of
the
board
and
in
March
in
particular,
retained
the
Lloyd
Consulting
to
review
job
descriptions
and
solid
arranges
for
senior
level
management
and
took
a
really
complete
the
study.
K
I've
reviewed
the
the
recommendations
in
the
study
and
then
in
in
July,
move
forward
and
improved
those
studies.
So
one
was
a
matter
of
good
governance,
but
the
other
piece
is
each
one
of
you.
As
I've
heard,
the
council
speak
have
kind
of
echoed
the
real
critical
reason
we
wanted
to
move
on
this
from
the
administration
stuff.
It
is
because
we
need
the
best
and
brightest
and
most
diverse
leaders
leading
our
Workforce
and
the
mayor
has
a
big
Vision.
K
Each
of
you
have
a
big
vision
and
you
need
strong
leaders
to
be
able
to
implement
Mayors
in
your
shared
vision
and
at
a
time
and
when
the
labor
market
was
so
tight,
salaries
is
across,
Industries
are
really
increasing.
Cost
of
living
is
going
up.
Increasing
compensation
is
just
a
real
key
ingredient
for
us
to
ensure
we,
the
right
meters,
we've
been
leading
to
17
000
Workforce.
So
that's
the
reason.
I
always
prioritize.
K
L
Thank
you
so
much
to
you,
chair,
Louisiana
and
two
of
the
other
members
of
the
of
the
Boston
city,
council
and
obviously
Alex
has
mentioned.
This
has
been
mentioned
a
number
of
times
for
More
Strangers
of
the
body
having
honorably
served
by
the
city
council
about
the
city
council,
from
January
2002
to
August
of
2010
and
I
can
say
it's
it's
one
of
the
happier
times
in
my
life,
both
personally
and
professionally
and
I.
L
Thank
each
and
every
one
of
you
for
running
for
office
in
the
first
place
and
conserving
the
city
of
Boston,
so
well,
I
know
it's
a
it's
a
challenge,
particularly
in
the
times
that
we've
all
live
in
today.
So
thank
you
very
much.
L
I
was
I
was
appointed
to
this
point
in
the
film
agency
by
the
previous
administration
a
few
years
ago
and
filled
out
the
rest
of
that
term,
and
so
last
time
we
met
him.
The
board
methods
in
2000
tea
in
that
time
and
then
Coleman
comes
along
some
other
transitions
come
along
from
the
board
and
from
the
mayor's
office
at
the
time,
and
then
Coleman
comes
along
and
there's
really
no
appetite
to
talk
about
any
of
this
we're
all
trying
to
get
over.
L
You
know
through
our
lives
we
I
was
when
mayor
Woods
elected
last,
November
kind
of
everybody
was
collapsed
to
the
service.
Well,.
L
Asked
and
I
accepted
his
service
chair.
It
was
born
again
from
the
five-year
term
and
I
was
just
reappointed
back
in
like
in
June
for
another
five-year
term
and
along
with
that,
we'll
obviously
have
you
met
Alex
Lawrence
who's,
the
administrator
for
the
compensation
advisory
for
when
Jeffrey
weed
who's,
a
partner
at
federal
law
came
from
passafaro
I've,
also,
formerly,
of
the
building.
L
The
VP
of
community
government
relations
at
Berkeley,
College
of
Music
and
Selena
Barrios
Miller,
also
known
stranger
in
the
city
of
all
BP
office,
remains
in
equity
research
in
the
Arabic
Institute.
So
that's
the
membership
of
Overwood.
This
board
was
established
back
in
1986,
really
at
the
at
the
urging
of
a
lot
of
folks,
because
at
the
time
of
the
school
committee,
the
elected
school
committee
at
the
time
was
not
compensating,
and
so
there
was
discussions
around
compensating
members
of
that
elected
body
and
that
kind
of
election.
L
The
creation,
by
ordinance
of
this
compensation,
Advisory
Board,
not
just
for
the
salaries
and
among
of
elected
officials
of
the
city
council
and
the
mayor,
but
has
been
pointed
out
for
so
many
of
these
different
positions
along
the
way
and
as
Government
you
know,
becomes
more
complex
and
grows
in
some
areas
to
fit
the
needs
to
suit
the
needs
of
a
growing
population
in
the
city
of
Boston.
So
do
complexities
in
terms
of
reclassifications
in
terms
of
salaries
and
benefits
in
the
times.
L
So
this
this
report
was
was
commissioned
by
the
City
of
Austin,
with
Dwight.
Who's
also
is
a
popular
in
the
city
and
a
couple
of
other
ventures
in
terms
of
Human
Resources.
It
was
submitted
to
this
to
this
board
for
our
review
and
then
in
a
public
meeting.
We
voted
to
approve
the
recommendations
to
go
to
your
body
for
your
discussion,
discussion
and
hopeful
approval.
L
So
with
that
being
said,
that's
that's
my
brief
introduction
and
happy
to
answer
any
questions
and
comments
address
any
comments.
A
couple
of
the
result
of
the
rest
of
the
year.
L
Okay,
so
John
business,
we
do
see
you
you've
met
before
she's
gonna
introduce
herself
and
I
can
talk
about
the
methodology
in
terms
of
every
boy.
M
Thanks
John
and
thank
you,
madam
chair,
and
to
the
city
council
for
having
us
today
and
my
name-
is
always
a
challenge
for
everybody,
so
not
not
to
work
mine.
M
So
I'm
here
representing
the
office
of
human
resources
and
work
with
Chief,
Lawrence
and
I,
came
on
board
the
city
as
part
of
the
nature
transformation
project,
and
this
is
one
of
the
areas
that
we
did
look
at
specifically
to
improve
our
whole
class
and
compensation
work.
So,
as
Alex
said,
a
lot
of
the
work
we
do
every
day
is.
M
Always
across
the
city
and
not
working
for
the
city
of
Boston,
it's
an
awesome
City,
but
it's
also
a
very
challenging
City
when
it
does
come
to
trying
to
recruit,
entertain
people
because
of
compensation.
We've
got
a
lot
of
great
competition
in
the
city,
but
when
we
get
people
excited
about
public
service,
it
does
does
help.
And
often
we
talk
about
total
compensation
and
trying
to
explain
to
them
and
benefit
from
those
things.
M
But
salary
is
the
first,
the
first
thing
that
they
will
look
at
when
they're
looking
at
job
postings
out
there,
thanks
Clay,
so
I'm
just
going
to
review
the
scope
and
our
methodology
of
how
we
we
did
this
work.
As
we
said,
we
did
it
in
collaboration
with
Deloitte.
Deloitte
is
one
of
our
partners
on
the
intro
transformation
and
we
use
their
tools
and
we
didn't
it
wasn't
just
the
25
positions
covered
by
the
ordinance
it.
Actually,
the
full
scope
was
some
60
positions.
M
We
looked
at
all
of
the
leadership
positions
across
the
city
because
they
have
looked
at
and
looked
at
either
in
a
number
of
years,
and
we
wanted
to
make
sure
again
that
in
trying
to
attract
and
retain
people
that
we
were
Equitable
across
and
department,
heads
cabinet,
heads
and
other
key
key
roles.
We
we
looked
at.
M
We
compared
the
the
job
descriptions
to
fiscal
year,
21
and
22,
and
the
actual
salary
ranges
that
people
were
receiving
in
that
time
frame
and
when
we
worked
with
Deloitte,
we
used
two
sources
for
the
data
in
Madam
chair.
You
set
it
in
your
opening
remarks.
Data
is,
is
your
friend
here,
because
we
really
have
to
make
sure
that
we're
looking
at
really
good
Equitable
data.
M
So
with
the
deloitte's
help,
we
looked
at
their
salary
survey,
which
is
a
combination
of
pay
factors
world
at
work,
Eris,
liberal
sources
in
there
with
thousands
and
thousands
of
companies
with
their
compensation
data,
also
not
just
face
compensation,
but
if
they
had
any
other
incentives,
we
made
sure
that
we
only
looked
at
government
industry.
We
did
not
look
at
the
Private
Industry.
M
We
also
did
look
at
Just
for
future
a
reference
for
the
mayor's
consideration,
looking
at
salary
compensation
if
there
were
any
incentives
but
again
rules
or
numbers
that
we're
gonna
that
we've
presented
here
and
in
our
report
to
the
competition
Advisory
Board
role
based
on
Street
compensation,
we've
also,
then,
as
The
Advisory
Board
had
done
in
previous
years,
also
looked
at
comparable
localities.
So
we
really
had
two
surveys:
if
you
will,
we
had
the
the
larger
one
from
the
salary
database
and
then
the
comparable
ones
when
we
will
come
back
just
one
slide
please.
M
So
this
was
the
process
that
we
did.
We
had
to
collect
all
of
the
jobs,
make
sure
that
they
were
updated.
We
went
over
those
with
the
administration.
The
different
cabinet
heads
that
confirmation
on
that.
Then
we
pulled
the
market
data
and
we
looked
in
that
the
market
did-
and
we
say,
age
the
data.
If
somebody's
surveys,
two
or
three
years
old,
we
worked
with
one
two
ages
to
bring
it
closer
to
today's
salary
ranges,
and
then
we
reviewed
with
the
administration
where
we
had
very
large
variances.
M
Was
there
a
difference
in
our
our
scope
and
orthodontal
description
versus
another
municipality?
So
we
clarified
all
of
that.
So
we
had
that
data.
Then
the
second
survey
we
did
the
next
slide.
Please
was
we
then
worked
with
localities.
We
looked
at
the
same
localities.
We
looked
had
looked
at
in
2018.
M
We
made
some
adjustments
and
I'll
address
what
adjustments
those
were
in
the
next
slide,
but
we
actually
sent
out
a
templated
survey
to
these
localities
and
given
everybody's
what's
on
everybody's
plate,
just
we
know
that
many
of
our
folks
in
those
other
cities
are
still
dealing
with
covid
and
short
on
resources.
We
only
got
five
comparable
localities
that
actually
gave
us
their
raw
data
back
based
on
job
descriptions.
So
then
it
took
us
a
little
bit
longer,
but
again
we
wanted
to
make
sure
we
finished
the
work.
M
We
then
went
and
worked
with
the
weight
and
pulled
the
public
data
made
sure
that
we
verified
it
with
some
contacts
that
they
had
and
came
up
with
those
results
and
again
looked
at
the
differences
if
we
had
very
big
variations
next
slide.
M
So
these
are
the
comparable
localities
that
we
looked
at
for
the
16
plus
positions
and,
as
it
says,
up
to
17
14
were
the
same
cities
that
we've
had
they
had
similar
populated
patients
and
the
other
three
jurisdictions
were
from
Mass,
including
Commonwealth
events
to
reflect
the
local
competitive
market.
M
We
had
a
few
that
we
had
to
eliminate
that
were
done
in
17
and
18
because
they
didn't
have
any
data
and
didn't
have
didn't
have
time
to
respond
to
that
us,
including
Brookline,
El,
Paso,
Texas
and
Worcester
Mass,
but
these
are
the
comparable
cities.
So
in
the
report
that
we
presented
to
the
consultation
Advisory
board
that
those
here's,
our
physicians,
here's
how
we
compared
to
the
salary
survey,
the
devoid
salary
survey,
multiple
surveys
in
there
and
then
here's
how
we
compare
to
the
localities.
M
M
Salary
alone,
if
we
looked
at
our
overall
variance
to
the
market,
when
we
looked
at
our
base
salaries,
here's
where
you
see
where
we
had
our
differences
and
if
we
looked
at
just
the
compatible
markets,
six
percent
of
our
positions
were
below
the
25th
percentile,
17
I,
think
maybe
10
and
26
at
the
75th
and
as
we
fund
through
all
of
our
benchmarking,
whether
we've
done
it
other
departments
or
positions
across
the
city
over
the
last
couple
of
years,
as
we
continue
we're
always
looking
at,
we
want
to
get
to
at
least
the
25th,
if
not
the
50
percentile
against
being
a
competitive
market.
M
So
this
is
the
data
that
we
presented
to
The,
Advisory
Board
and
obviously,
as
we
were
going
through
it
working
with
the
more
CFO
and
the
financial
side
of
the
city
of
what's
the
budget
impact.
As
we
look
at
this
one
I'm,
sorry
I,
don't
know
if
I
went
too
fast
on
that
on
the
methodology.
If
anybody
has
any
questions
on
that.
J
I'm
happy
to
finish
up
from
us
here
and
then
it's
certainly
obviously
happy
to
address
any
questions
that
members
of
council
have,
but
thanks
so
much
to
Joanne
and
your
team
for
all
of
the
work
that
you
did.
J
J
Based
on
the
the
findings
that
that
the
report
that
the
city
and
delay
did
together,
the
compensation,
Advisory
Board
met
and
we
created
recommendations
to
the
the
to
salary
range
adjustments
for
the
titles
listed
in
the
ordinance
and
before
those
pages.
When
we
filed
this
amendment
to
council.
J
And
so
you
can
see
across
the
various
categories
that
are
listed
in
the
ordinance
Regis.
We
at
a
high
level
proposed
increases,
but
from
between
30
15
to
30
percent,
which
obviously
those
percentages
were
reflected
in
sort
of
where
we
found
the
position
benchmarked
across
the
the
various
research
that
we
did.
J
Those
that
50
to
30
number
actually
sort
of
neatly
reflects
it
was
based
on
benchmarking,
but
also
is
set
in
precedent.
It's
about
the
same,
but
the
last
round
four
years
ago
was
proposed
to
increases.
So
we
feel
like
these
are
both
incredibly
helpful.
This
will
be
a
helpful,
incredibly
helpful
tool
for
us
for
talent,
traction
retention,
that
sort
of
partners
that,
with
with
the
financial
sustainability
and
sort
of,
is
a
moderate.
J
It
reflects
a
moderate
increase
that
is
similar
to
what
pasta
administrations
have
done
over
a
similar
period
of
time,
and
you
can
so
I
won't
read
these
all
of
the
proposed
ordinance
changes
allowed
and
get
specifically
to
the
numbers
that
you
can
see
in
the
proposed
reaches
all
these
ranges
again
reflect
about
15
to
30
increase
in
the
proposed
categories
and
then,
finally,
as
we
found
this
so
the
process
that
Julian
so
helpfully
explained
pertains
to
those
positions
that
we
did
that
were
listed
in
the
ordinance
that
very
exhaustive
process
that
we
did.
J
In
addition
to
those
changes,
the
compensation
Advisory
Board
did
recommend
that
we
look
at
the
council
and
mayor's
Mayor's
salary
in
association
with
this
and
based
on
changes
to
cost
of
living.
Since
the
last
time
the
Physicians
were
adjusted
in
2018.
That's
where
we
came
up
with
these
figures
to
propose
a
change
by
11.
J
Those
are
were
not
done,
based
on
that
very
specific,
deep
methodological
process
that
you
saw,
comparing
individual
job
descriptions
to
position
titles.
This
is
how
it's
been
done.
Traditionally,
we've
basically
proposed
an
increase
that
reflects
the
changes
in
cost
of
living
to
these
salaries.
These
salaries
again
are
not
a
range,
so
the
things
that
are
different
about
these
than
everything
else
that
you
saw
they're.
They
are
specific
salaries
so
from
the
ordinance
positions,
we're
changing,
making
changes
to
the
entirety
of
the
range
and
then
can
allow
people
to
grow
within
that
range.
J
These
the
salaries
for
the
mayor
and
Council
are
specific
dollar
amounts,
that's
how
it's
structured
in
in
city
code
and
the
other.
The
other
difference
between
this
that
chair,
Legion,
explained
at
the
beginning,
is
these
particular
challenge
will
not
be
effective
until
the
next
Municipal
relevant
election,
whereas
the
other
proposed
changes,
we're
making
will
be
effective
vaccinated
to
others.
First.
A
J
Yes,
absolutely
and
sorry:
I
should
have
been
much
more
specific
when
we
look
at
this
range
right
here
again
that
doesn't
reflect
this
sort
of
deep
methodology.
That's
always
looked
at
this
is
we
wanted
to
just
sort
of
gut
check
that
these
increases
that
we
made
this
proposed
recommendation
are
made
to
increase
the
salaries
by
11,
reflect
reflected
something
reasonable
with
the
Benchmark
data
across
the
country.
J
So
we
did
just
the
sort
of
not
the
Deep
salary
survey,
but
just
the
peer
cities
looked
at
those
ridges
which
do
include
part-time
positions
and
again
my
Council
jobs
and
viral
jobs
across
cities
have
very
different
Scopes
different
sets
of
government,
so
that,
like
very
careful
matching
that
we
did
for
those
earlier
Parts
that
we
spoke
about
those
other
positions
as
well.
If
I
hear
this
recommended
change
was
based
on
cost
of
living,
which
is
also
the
proposed
changes
that
happened
in
2018
the
last
time.
J
So
that
is
our
remarks
and
prepared
Administration
presentation,
but
we're
here
to
answer
any
possible
questions
you
all
have
and
look
forward
to
the
discussion.
Thank
you.
A
Thank
you,
Chief
Lawrence
I
appreciate
that
hesitation
also
thank
you
to
former
counselor
John
Tobin
to
UCB
and
everyone
as
well.
Thank
you
for
your
for
this
presentation.
A
I
just
want
to
know
that
we've
also
been
joined
by
district
16
Nevada,
so
I'm
going
to
first
going
to
start
off
with,
and
that's
a
lot
of
you
can
feel
free
to
give
your
open
your
marketing
to
get
around
for
Q
a
we're
gonna
open
it
up
for
questions,
a
question
that
I
had
I
believe
that
both
Alex
you
mentioned
As
We,
join
as
well,
I'm,
not
sure
who
else,
but
the
idea
that
we
also
check
to
see
how
this
would
affect
sort
of
like
the
city's
making
sure
that
those
being
would
be
able
to
continue
to
have
like
a
a
bounce
budget
grooming
to
think
that's
too
bad,
the
city's
own
personal.
J
Yeah
I'm,
happy
too,
we
don't
have
our
presentation
from
our
finance
candidate
today,
but
they
were
with
us
every
step
with
the
way
to
ensure
that
these
changes
can
be
absorbed
in
this
year's
budget
cycle.
So
we
feel
very
confident
that
these
are
a
reasonable
set
of
increases
and
again
there
are
changes
to
the
regions.
So
we're
not
it's
not
like.
Everyone
will
go
to
the
top
of
that
range.
We
will
set
salaries
that
are
appropriate,
given
the
Benchmark
and
given
the
experience
that
the
individual
folks
in
those
roles
have.
J
A
Budget
all
right,
thank
you
and
just
to
be
clear
there
from
the
way
that
I
read
the
report
and
I
also
have
a
look
at
the
local
report
there.
As
you
know,
increased
salary
proposals
here
that
is
below
where
the
minimum
is
below
I
think
135
300.
Is
that
correct.
A
That
there
is
no
increase
that
is
below
where
the
minimum
is
below.
The
proposing
piece
is
actually
below
140
000.
J
A
M
You
know
the
current
salaries,
one
of
the
current
salaries
being
paid
to
those
folks
today,
their
the
ranges
are
the
original
ranges
from
2018
Council.
A
Okay
and
just
so
that
the
prior,
the
prior
competition
advisory
report,
that
that
also
study,
mayoral
and
Council
salaries,
dependent
studies
in
the
same
way
as
it's
being
sort
of
a
parts
opportunities
looking
at
the
cost
of
living.
L
I
think
the
last
report
May
dealt
mostly
with
the
classifications
of
positions
and
subsequent
salary
changes,
but
I'm
not
sure
on
the
council.
There
was
one
in
2014.
J
18
study,
I
believe,
did
not
look
at
those.
So
that's
we
kept
the
scope
similar
to
that.
Okay,
their
recommendations
were
also
based
on
cost
of
living
that
that
did
not
come
from
the.
J
Advisory
study,
they
did
not
do
that
level
of
detail
on
the
council
on
marital
salaries.
I
believe
I'll
have
to
confirm,
but
that's
true.
A
Okay
and
yeah
I
think
I
know
it
also
I
think
personally,
young
in
the
report
in
2015.
and
so
I'm
I'm
curious
to
see
if
that
also
included,
because
what
we
see
here
is
like
a
more
even
with
this
report,
a
more
in-depth
review
of
sort
of
admin
positions
and
lots
of
a
focus
and
sort
of
like
what
comparable,
which
is
why
you
know
we
did
that.
A
Look
and
sort
of
what
are
other
localities
doing
in
terms
of
City
council's
salary,
because
we
just
found
that
entire
reports
that
information
that
comparison
was
really
lacking
but
it'd
be
curious
to
see
if
the
single
Waters
reporting
included
or
if
there
isn't
young
report
from
25
2015
included.
More
detailed
breakdown
of
those
Scholars.
J
Yeah
so
typically,
my
understanding
is
I
can
confirm
that
is
that
city,
council
and
we're
all
salaries
are
not
part
of
this
process
and
haven't
been
and
that
including
them.
We
included
them
here,
because
there
is
no
alternative
mechanism
as
unfortunate
and
potentially
awkward
as
it
is
to
discuss
those
salaries,
and
so
we
thought
that
it
was
reasonable,
as
we
were
already
having
this
conversation
to,
as
has
happened
in
precedent
to
include
them
as
part
of
this
target.
A
Do
we
know
that
that
is
a
common
practice
of
common
practice
of
ours,
or
is
this
something
that
we're
doing
for
them?
For
the
first
time.
J
So
yes
or
Sergeant,
you
might
be
answered.
You
might
want
to
answer
this,
so
it
is.
It
is
quite
common
and
we
do
this
in
our
Collective
marketing
contracts.
We
do
this
in
our
other
increases,
just
because
the
process
itself
can
administratively
take
a
long
time.
We
do
a
study,
we
file
a
hearing.
We
there's
a
long
sort
of
lag
time
in
the
process,
so
it
is
pretty
common
for
us
to
to
vaccinate
something
just
knowing
that
the
research
is
a
benchmarking
in
all
the
processes.
J
M
A
You
thank
you
and
I
guess.
Just
the
last
thing
to
just
pointing
something
out
is
that
this
is
based
on
cost
of
living,
at
least
for
City
councilors,
it's
based
on
cost
of
living.
You
know
today,
you
know
in
the
high
evaluation
whether
we're
in
in
2022
October
2022,
even
though
this
would
not
take
effect
until
January
2024,
when
the
cost
of
living
could
look
very
different.
A
Okay,
I'm
going
to
move
on
to
to
become
the
president
at
Flynn
for
any
questions
or
comments.
You
might
have
enough.
B
B
My
colleagues
in
the
council
appreciate
it
and,
and
it's
important
that
we
attract
the
best
Workforce
that
we
possibly
can
my
my
question
may
be
to
maybe
to
whoever
would
like
to
answer,
even
if
it's
anecdotally,
but
with
that,
then
I
don't
need
any
names
at
all,
but
were
there
any
cases
where
the
administration
was
looking
to
hire
a
person
as
a
department
head
that
did
not
want
to
accept
the
offer
because
the
salary
was
too
low
or
even
if
the
salary
was
even
if
it
was
a
good
salary,
it
wasn't
enough
for
that
person
to
buy
a
home.
B
Maybe
it
was
a
young
professional
and
it
was
a
young
person
that
had
a
young
family,
but
where
either
of
those
cases
presented
to
the
mayor's
team,
Norman
sale
for
the
last
six
or
seven
months,
just
just
want
to
get
a
flavor
of
what
of
what
some
of
the
issues
are.
K
Counselor
I'll,
look
him
like
I'll
answer
that
question
I
mean
without
a
doubt,
I
mean
there's
been
a
number
of
instances
where
you
know
we've
we've,
you
know
offered
a
clear
disc
salary.
That's
not
been
in
and
often
do
that
to
you
know,
figure
out
a
way
to
go.
Go
higher,
so
yeah.
B
B
I've
I've
heard
from
my
colleagues
but
I
just
wanted
to
highlight
that
issue,
because
you
could
be
a
young
person
that
wants
to
start
out
and
politics
around
for
office
and
maybe
not
not
decide
to
run
at
the
end
of
the
day,
because
the
salary
might
not
be
enough
for
that
person
who
might
have
a
young
family
might
be
single,
but
that
salary
may
not
be
enough
to
buy
a
home.
Certainly,
everybody
wants
to
own
their
home,
their
own
home,
so
I
I,
don't
really
know
if
I
have
a
question
on
that.
B
Let
me
let
me
let
me
ask,
maybe
maybe
Alex
or
or
whoever
else
in
the
city
and
again
thank
you
to
my
my
our
colleague
former
colleague
councilor
Toby
Wentworth
he's
doing.
But
what
would
a?
What
would
a
person
need
to
make
as
a
salary
if
they
wanted
to
buy
a
single
family
home?
B
J
B
I
know
Council
of
Council
Anderson
has
their
hand
up
time,
Fernandez
innocent.
B
Well
well,
I
should
I
should
actually
I
should
actually
go
to
the
gra
I
apologize
Madam
chair,
if
you
want
I,
can
hold
off
for
a
second.
A
I'll
I'll
just
note
that
I
had
something
that
we've
been
doing
by
counselor
at
the
Chicago
Fernand
Anderson
councilman,
Dennis
and
I'll.
Give
you
the
opportunity
for
opening
remarks
going
to
get
to
you
for
a
question
and
answer
unless
to
have
a
response
to
the
council.
President
Flynn's
comment
about
how
much
it
would
require
a
different
Zone.
N
N
N
So
basically
on
my
salary,
I
cannot
afford
the
Bible
to
answer
your
question.
Amen.
A
And
thank
you
Council
Fernandez
and
before
may
I
have
this
chart
that
the
bpda
produces.
So
someone
had
100
Ami
family
of
three.
In
order
to
you
know,
100
Ami
is
recommended.
Three
is
126
000
to
126
thousand
two
hundred
dollars
for
a
free
family
at
100
Ami.
A
H
Thank
you
so
much
Madam,
chair,
I
just
wanted
to
to
read
because
there's
a
report
that
was
just
released
in
June
of
this
year,
a
report
on
the
state
of
housing
in
the
United
States
by
Harvard
University's,
Joint
Center
for
housing
studies,
and
they
found
that
you
need
to
earn
more
than
181
thousand
dollars
per
year
to
afford
a
median
and
priced
home
in
the
Greater
Boston
area.
B
Yeah.
Thank
you,
madam
chair,
that
information
provided
by
my
colleagues
is
very
helpful.
So
thank
you
to
both
of
my
colleagues
for
for
that
to
that
in
information
and
I
guess,
I
guess
my
final
question,
maybe
to
councilor
Obama
Council
of
Tobin
Council
Tobin.
B
In
your
experience,
have
you
had
an
opportunity
to
talk
to
elected
officials
across
the
country
and
get
an
idea
of
some
of
the
challenges
the
the
mayor
has
already
city
council
at
house
that
may
not
be
able
to
stay
in
that
position
due
to
a
salary
that
they
can't
afford
to
be
there
any
longer.
B
You
know
the
cost
of
housing,
the
cost
of
education,
but
do
we
have
a
sense,
even
if
it's
anecdotally,
that
maybe
a
mayor's
salary
or
a
city
council
or
salary
across
the
country
may
not
be
enough,
especially
especially
at
this
time
during
this,
as
we
come
out
of
the
pandemic
of
this
huge
Rising
property
across
the
country,
yeah
thanks.
L
Mr
President
you,
we
probably
talked
to
the
same
amount
of
folks,
you
probably
more
recently
to
you,
know
to
elected
officials.
You
know
around
the
country,
but
certainly
you
know,
salary
is
definitely
that
depends
on
what
part
of
the
country
you're
coming
from
too
right.
Some
places
are
a
lot
more
affordable
than
others.
Boston
is
certainly
been
a
liar
out
there.
L
It's
one
of
the
most
expensive
city
he's
still
living
in
the
country
for
sure,
because
you
know
there's
other
consideration
besides
salary,
it's
you
know
it's
time,
I
think
all
of
us
go
into
this,
but
I've
been
able
to
put
my
names
on
the
ballot,
but
we
gotta
know
what
selfie
I
don't
think.
Once
we
get
elected,
we
understand
probably
the
time
that
goes
into
it
and
you're
always
on
the
clock.
L
If
you
will
and
that's
that's
a
a
fun
aspect
of
the
job
is
that
you
connected
to
community,
you
represent
your
community,
but
salary
I
think
particularly
maybe
depends
on
the
circumstance
in
life.
You
know
you
know,
decide
to
get
married
or
stay
single.
What
what
Avenue
there's
other
different
factors
and
other
you
know,
life
circumstances
that
come
into
play.
You
know,
certainly
not
other
people
who
stay
in
elected
office.
L
The
lesson
that
used
to
be
you
know
back
in
the
day,
I
think
the
body
is
a
perfect
example,
I'm
an
example
that
you
know
stay
for
eight
years
and
you
know
an
opportunity
to
come
up,
and
it
was
good
for
me
and
my
family
and
so
I
chose
to
take
that
and
seeing
a
lot
more
of
that
happening.
But
you
know
certainly
salary
is
the
definitely
consideration.
I.
Think
that's
one
of
the
reasons
why
you
know
the
compensation
Advisory
Board.
L
You
know
we
have
our
ordinance
and
tasks
with
these
different
categories,
but
also
you
know
certainly
wanted
to
look
at
the
city
council
on
the
mayor
as
well
and
try
to
adjust
accordingly,
according
to
the
cost
of
living
in
that
City.
B
Thank
you.
Thank
you.
Council
Tobin,
Madam,
chair
I,
have
no
further
questions
or
comments.
Thank
you
for
giving
me
this
opportunity
to
weigh-in.
C
I,
thank
you
and
thank
you
to
the
administration.
Your
slideshow
in
your
presentation
was
very
informative
and
also
to
the
Compensation
Board
here.
Work
that
you
put
into
this.
Don't
have
any
specific
questions
but
happy
that
I'm
on
listening
to
my
colleagues
and
the
panelists.
Thank
you.
A
E
Thank
you
for
I
do
also
appreciate
the
thought
that
I've
gone
into
the
presentation.
I
guess.
The
only
question
that
I
have
is
in
terms
of
timing.
I
I
heard
that
for
the
General's
department,
heads
and
we'll
go
into
retroactive,
whereas
the
council
and
the
mayor
will
be
for
2024
and
I'm
just
curious
about
timeline,
and
you
know
that
what
was
the
the
thought
behind
that
decision
and
just
curious
about
how
that
lands.
E
And
what
that
looks
like
is
that
for
the
mayor
when
the
mayor
and
Authority,
when
she
wins
again
or
is
it
in
the
next
Municipal
cycle
for
both
Council
and
the
memorial
I'm,
just
curious
about
what
that
looks
like
if
you
could
just
somebody
could
expand
on
that.
That
would
be
great.
J
J
There
was
an
opinion
stopped
by
the
administration
to
the
state
ethics
commission,
specifically
on
the
matter
of
council
and
the
mayor.
Are
the
council
voting
on
their
own
salaries
and
I
believe
after
the
the
ethics
could
the
ethics
State
ethics
commission
at
that
time
recommended
a
that
the
salary
changes
be
effective
in
the
following
municipal
election,
so
we
were
following
Providence
from
that
previous
previous
advisement
from
the
state
commission.
That
I
believe
happened
in
2014
John.
It
correct
me
if
I
had
misdated
any
of
that.
L
That's
my
understanding,
Alex
and
thank
you
councilman.
You
give
a
question
and
if
you
know
the
in
full
transparency,
while
I
was
a
member
of
the
city
council,
the
council
didn't
receive.
You
know
two:
two
salary
increases.
It
was
just
a
timing
thing
as
far
as
I
was
concerned,
but
and
they
they
took
place
immediately,
I
think
there
was
always
somewhat
of
an
uneasiness
position
for
a
while
to
be
in
because
it's
it.
L
L
E
Yeah
no
and
thank
you
former
counselor
Tobin
I,
really
do
appreciate
the
understanding
of
how
comfortable
it
is
for
us
to
be
even
having
this
conversation
with
you
guys
right
now,
so
I
just
want
to
acknowledge
that
I
acknowledge
the
the
level
of
discomfort
here
and
I.
E
Just
I
would
think
that
as
we
continue,
because
this
will
not
be
the
first
and
last
time
that
we
find
ourselves
in
this
I
just
think
that
there
needs
to
be
a
different
mechanism
for
these
sort
of
discussions
that
happen
that
do
not
include
counselors
or
the
mayor.
There
should
be
like
some
third-party
you
know,
mechanism
in
place
so
that
the
conversations
could
be
had
without
any
of
that
type
of
element
to
it.
E
So,
but
here
we
are,
this
is
the
way
we're
going
to
have
to
proceed,
but
I
just
think
we'll
move
forward
in
the
future
that
there
has
to
be
some
other
mechanism
put
in
place
where
the
council
is
not
having
this
conversation,
but
we've
run
the
budget.
So
we
have
to
have
a
conversation.
So
it's
it's
it's
it's
example
for
you
and
same
if
you
don't
so
here
we
are.
Thank
you.
A
Like
to
point
out
that
there
is
some
like
statutory,
you
know
there's
it's
something.
This
is
subject
to
statutory
interpretation,
I'd
like
to
just
say
to
the
fact
that
I've
got
the
opinion
of
the
state.
Ethics
commissions
is
just
that
is
an
opinion
and
those
section
section
6A
of
who
are
going
to
be
a
law
chapter
section
6A
of
npl
chapter
39
on
states
that
no
change,
no
increase
or
reduction
is
a
galleries
out
shall
take
effect
during
the
immune
which
has
increased
or
reduction,
is
voted.
A
So
there
is,
you
know
there
is
an
argument
that
some
folks
have
made
that
that
means.
Okay,
maybe
potentially
it
doesn't
take
effect
in
this
calendar
year,
but
potentially
it
would
take
effect.
It
could
take
us
back
into
the
next
year
in
2023.
That
said,
so,
just
wanted
to
point
out
that
it's
not
necessarily
A
settled
black
and
white
thing
that
there
are
areas
of
gray
in
terms
of
the
deep
on
which
that
this
could
be
effective.
A
Okay,
thank
you.
Counselor
Nikia,
for
your
question.
I
think
that
was
and
your
comment
that
the
bells
were
well
taken
by
myself
and
members
of
the
Boston
city
council
net
against
the
order
right
next
up
is
Brayden.
If
you're
here
before
the
divertic
questions.
A
I,
maybe
choose
I,
won't
go
with
us,
okay,
I'm,
going
to
move
on
to
counselor
Michael
Clarity.
Do
you
know
before.
G
Thank
you,
madam
chair,
and
to
their
compensation
Advisory
Board,
which
three
of
four
cities
were
we
most
compared
to
in
your
analysis
and
go
with
some
of
those
metrics
and
and
I
guess.
G
Where
are
we
different
from
some
of
those
cities
in
terms
of
size
and
scope
of
the
work
and
legislative
powers
Etc
that
we
do
that
they
may
not
do
I
just
want
to
kind
of
get
a
sense
as
to
you
know,
when
you
did,
you
know
when
you
looked
across
the
country,
you
know
who
we
most
align
with
with,
and
you
know
former
Council
token
known
as
I
dropped,
probably
better
than
anybody,
so
I'm
just
curious.
M
When
we
looked
at
when
we
were
asked
to
look
at
the
counselor
positions
at
the
end,
we
looked
at
the
pure
cities
that
were
in
our
presentation
that
we
just
went
over
before,
and
John
I
think
they
varied.
M
There
were
some
that
were
truly
very,
very
much
part-time
compositions,
but,
as
Alex
said,
we
didn't
do
the
deep,
deep
analysis,
as
we
did
on
the
other
ordinance
positions,
but
we
did.
We
did
identify,
which
ones
were
state
capitals
and
had
similar.
We
always
try
to
go
before
when
we
did
anything
with
the
pierced
cities
to
go
with
those
that
had
similar
populations
to
us.
G
Same
form
of
government
as
well
Now
population,
size,
District
size,
all
those
things
where
those
were
those
factored
in
and
it's
in
you
had
referenced
it.
You
just
looked
at
us
at
the
very
end.
What
was
was
that
more,
like
kind
of
an
act
of
thought
throw
in
or
where
was
the
focus
for
the
whole
process.
M
Focus
for
the
compensation
study
was
the
positions
identified
in
the
ordinance,
the
the
25
plus
or
leadership
positions,
and
then,
when
we
were
asked
to
look
at
the
peer
cities
for
the
counselor
and
Mayor's
salary,
we
did
that
and
we
used
the
same
pure
cities.
But
I
can
tell
you
that
the
structure
in
those
cities
are
not
they
weren't
necessarily
the
same
or
we
didn't
do
a
deep
dive
on
those.
So
we
don't
have
all
of
that
information.
G
And
you
list
those
between
your
list:
five
here
cities
for
me.
M
Here
here
are
the
pure
cities
that
we
did
for
both
the
salaries
for
the
other
categories,
and
we
also
did
for
the
mayor's
and
City
councils.
We
looked
at
all
of
these
cities
in
the
case
of
women's
Commonwealth
of
mass.
We
just
looked
at
the
governor's
salary
at
that
case,.
G
G
Which
one
again
they
want
to
sort
of
see,
you
know
which
peer
cities
we
were
aligned
with
in
terms
of
again
size,
12
population
Etc,
but
also
on
the
con
side.
Do
you
know
I
think
which?
What
are
the
you
know?
What
are
the
top
three
highest
salary
city
councils
across
the
country,
I'm.
M
Sorry
I
can't
recall
that
this
was
back
in
in
the
summer
and
that
seems
like
such
a
long
time
ago.
I
will
get
the
information
for
you
of
what
we
found.
G
And,
based
on
your
analysis,
is
it?
Is
it
fair
to
say
that
you
know
we
were
a
sort
of
aligned,
at
least
with
that
to
your
group
in
terms
of
the
recommendation
from
the
compensation
Advisory
board
with
respect
to
Boston
both
mayor
council,
as
well
as
all
of
our
other
categories,
where
we,
in
terms
of
the
competitiveness,
were
we
competitive
with
other
peer
municipalities,.
M
A
Thank
you,
Council
Clarion
I
still
think
that
we
should
get
an
efficient
in
front
of
the
administration,
but
I'm
just
going
to
share
my
screen
again
to
share
that
information
in
my
office,
because
we
didn't
feel
like
there
was
a
deep
dive
done
into.
You
know
what
it
says
that
the
Boston
conversation
advisory
boards
I'll
study,
the
Adams
student
salaries
and
expenses
of
the
measurement
Council,
but
in
actuality,
would
happen.
It
would
happen,
is
really
just
an
adjustment
for
the
cost
of
living
here.
A
If
I
share
my
screen
again,
you'll
see
that
the
New
York
San,
Francisco
and
Los
Angeles
are
three
of
the
cities
with
the
highest
City
Council
salaries
here
on
the
lower
end.
But
this
is
also
where
Boston
is
and
these
every
city
to
the
right
here.
The
city
council
essentially
makes
more
than
the
Boston
the
perfect
boxing
competition,
and
this
is
without
part-time.
A
This
graph
will
include
all
of
the
part-time
student
council,
so
everything
again
to
the
right
on
the
ground,
our
city
councils,
that
make
more
than
the
Boston
city
council.
If
you
want
to
look
at
it
based
on
population
including
part-time.
This
gives
you
a
sense
of
what
that
looks
like,
and
this
is
the
information
that
my
team
send
out
just
right
before
this
started
and
a
link,
and
you
also
have
static
PDFs,
but
this
link
will
also
you
know
if
you
take
a
look,
it'll
be
the
council's
salary.
A
The
average
two
bedrooms
and
the
population
is
very
compare
similar
situations.
It's
similarly
similar
situation,
cities
account
for
population
and
and
cost
so
I
just
wanted
to
point
that
out.
G
Madam
Madam,
you
don't
have
to
jump
your
head
with
Seattle
and
Philadelphia
in
Portland.
With
that
contractor
looks
like
depending
the
exact
numbers
we
could
compare.
Oh.
A
Yeah,
let
me
so
I
I
wanted
to
show
you
something
as
well,
because
I
believe
Julia
mentioned
this
is
so
all
of
our
view
in
the
video
that
my
team
put
together.
Looked
at
all
the
things
that
are
included
in
the
conversation
advisory
report
so
and
I
did
all
dots
circles
included
on
the
graph,
but
this
is
Seattle
right
here
or
the
mayor's
salary.
Is
the
council
salary
again
Washington
DC
is
similarly
similar
population,
Mayor's,
salary,
council,
salary.
A
You
look
at
you
know
the
you
know.
So
there
are
other
cities
here
with
that
information.
Our
ground
includes
more
than
just
the
cities
that
were
looked
at
for
the
cost
of
living.
Difference
about
the
compensation
Advisory
board,
but
I
I'd
be
happy
to
send
this
to
you
as
well.
That'd.
G
Be
great
Madam,
chair
and
just
one
last
question
obviously
is
in
that
comparison.
Can
we
also
get
a
copy
of
what
they
those
City
councils
and
mayor
and
those
other
staff
positions?
What
were
they
making?
The
last
time
there
was
a
salary
adjustment
I'm
trying
to
just
see
what
the
increased
percentage
was
for
again,
the
ones
that
we
were
paired
with.
A
I,
don't
I,
don't
have
anything
I'm,
not
sure
if
the
administration
collected
that
or
the
conversation
competition,
Advisory
Board
collected
that
information
I'll,
let
Joanne
or
or
a
former
city
council
of
children
speak
to
that.
M
Was
going
to
say,
I
think
we
have
a
takeaway
to
look
at
what
was
looked
at
in
14
and
18,
the
previous
ones,
but
I
don't
think
the
previous
studies
included
those
those
details
as
well.
Yeah.
A
Thank
you,
Council
player.
Do
you
have
any
additional
questions.
G
In
those
jurisdictions
were
like
was
the
mayor
of
the
highest
paid
public
officials
or
you
know
superintendents
and
Commissioners
Etc
I
just
want
to
get
a
census.
You
know
whatever,
whatever
city
is
doing,
is
it
uncommon
for
Commissioners
and
superintendents
to
to
to
have
highest
out
I'll,
resent
the
debate
or
the
CEO
of
the
city?
Is
that
the
norm
across
the
country
or
are
we
will
be
different
in
that
aspect?.
I
G
Very
good,
thank
you.
Thank
you.
Get
that
additional
information
that
would
be
very
helpful
to
just
processing
and
dignity
to
the
metrics
in
the
peer
cities.
Etc.
A
All
right,
let's
writing,
that
down.
Thank
you
very
much,
Council
Glady
for
your
question
and
I'll
make
sure
that
we
are
able
to
get
that
information
again.
Just
we
want
to
make
sure
that
we're
able
to
study
the
atoms
suicide
expenses
that
required
under
5-5.10
a.m,
from
the
Boston
conversation
Advisory
board.
So
this
is
just
information.
I
think
that
would
be
helpful.
Next
up,
we
have
counselor
one
one
of
it.
We
had
a
counselor.
Do
you
think
Coletta?
If
you
have
any?
If
you
have
any
questions?
A
Thank
you,
madam
chair.
No,
no
questions
but
would
I
be
able
to
just
provide
a
comment.
You
may
thank
you,
madam
chair,
but
this
this
presentation
was
thorough
and
informative
and
just
a
quick
comment.
Just
I
appreciate
the
line
of
Council
of
Flynn's
questioning
around
the
cost
of
living
and
how
hard
it
is
for
the
average
Bostonian
Council
Laura
mentioned
that
you
need
to
at
least
make
a
hundred
and
eighty.
A
H
A
A
waitress
the
same
during
the
entire
staffer
to
make
anything
so
I
think
that
is
indicative
of
what
the
entire
situation
is
across
the
city
and,
of
course,
now
I
find
myself
in
a
unique
position
where
I've
been
here
for
five
months
and
I'm
already
voting
to
increase
my
salary
itself.
You
know
I,
think
for
me
that
this
is
the
system
in
place
and
with
over
tree
operating.
Obviously
do
I
think
that
we
work
hard
day
in
and
day
after
the
city.
Yes,
but
I
do
want
I.
H
A
The
stories
from
our
city
employees
and
then
where
that
is
not
the
case
where
they're
taking
off
second
and
third
jobs,
and
so
we
want
to
underline
that
call
that
you
know
whether
elected
or
appointed,
whether
a
new
starting,
a
new
job
or
have
you
been
here
for
a
year,
because
we
need
to
make
sure
we're
doing
everything
we
can
that
it
is
not.
It
has
not
become
sacrificial
for
folks
who
want
to
live
and
serve
in
their
City,
but
next
up
we
have
Council
Laurel,
who
doesn't
really.
A
President
next
is
Council
Arata.
A
Anderson
and
next
we
have
District
councilor
from
from
District
s
and
comes
with
an
engine.
O
N
Just
mentioned
about
fairness
to
the
rest
of
city
employees
and
how
we're
paying
people
here
in
the
city,
you
saw
what
we
did
with
the
budget
in
terms
of
you
know
as
just
a
salary
increase
with
admin
staff
for
the
counselors,
and
that
was
a
struggle
and
that
I
think
was
pending
a
couple
of
years
and
focused
on
how
a
couple
years
to
to
wait
just
so
that
they're
not
displaced
right,
I,
I,
looked
at
the
map
and
on
on
average
I.
Think
I.
N
Think
I
can
speak
most
of
us
here.
Our
schedule
is
about
80
to
100
hours
a
week
on
minimum.
My
schedule
was
about
80
hours
a
week
at
80
hours
a
week,
I
earned
we
earn
about
24
dollars
and
75
cents
an
hour
and
then,
when
it's
really
busy
when
we're
going
like
100
hours,
we're
looking
at
just
about
a
little
under
20
an
hour.
N
So
as
counselors
we
get
paid
less
than
chief
of
staffs
that
work
or
any
unless
the
chiefs
of
departments
rather
that
work
in
the
city
of
Boston.
It's
not
a
competition.
I
want
you
to
be
able
to
provide
for
your
family.
N
For
yourself
and
to
Excel
and
to
build
and
to
make
to
lead
productive
lives
to
prosper,
but
when
you
look
at
the
amount
of
work
that
we
do
and
the
amount
of
responsibility
that
we
hold
to
know
that
every
single
chief
of
every
Department
in
the
city
of
Boston
makes
it
more
than
50.
Counselors
is
not
a
laughable
matter,
but
in
the
same
tokens
like
wait.
How
did
we
get
to
this?
N
Because
we
we
work
hard
and
we
hold
a
lot
of
responsibility
and
then
to
add
the
am
I
am
I
as
I
mentioned
earlier.
We
we
barely
reach
it,
and
so
I
can
speak
for
myself.
N
I
know
that
folks,
here
probably
already
know
like
we
can
have
this
conversation
for
the
sake
of
cold
transparency
with
the
community
and
disclose
you
know,
go
line
by
line
and
compare
City
to
city
and
look
at
you
know
what
would
it
take
to
actually
meet
cost
of
living,
but
I
know
that
at
least
it's
a
I
feel
that
it's
a
confesses
and
correctly,
if
I'm
wrong,
that
everyone
here
knows
that
they
should
be
getting
paid
more.
N
The
conversation
is
delicate
because,
for
example,
not
only
one
can
actually
stay
to
openly
hey,
we
get
paid
lower
than
keeping
stops
number
one
number
two.
We
work
weekends
and
nights
and
more
hours
number
three,
that
it
is
a
delicate
topic,
because
it's
money
because
then
the
ritual
that
you
come
from
the
community,
some
folks
may
say:
well,
you
know
they
just
want
money,
they
want
more
money,
they're
politicians-
and
it's
it's
not
about
that.
It's
not
about
that.
Do
we
work
hard
enough.
Are
we
meeting?
N
Are
we
actually
here
doing
the
work
80
to
100
hours
a
week
easily?
Yes,
are
we
holding
a
lot
of
responsibility
in
the
city
of
Boston?
Yes,
should
we
get
paid
at
least
sufficiently
to
me?
Call
living?
Yes?
N
Are
we
meeting
go?
Are
we
reaching
that?
No,
so
I
think
it's
I,
think
it's
pretty
simple
and
I
think
that
hopefully,
my
colleagues
and
I
can
continue
to
have
this
conversation
and
have
the
courage
to
be
able
to
have
a
tough
conversation
with
the
public
and
say
we're
trying
to
do
what
is
fair
for
us,
but
also
for
the
the
rest
of
the
employees.
In
the
city
of
Boston,
it
is
what
it
is,
it's
a
hard
job.
N
We
work
a
lot,
we're
underpaid
and
it's
time
for
a
raise,
and
whatever
was
suggested,
is
not
sufficient
that
that's
my
position,
I
think
it's
just
better
to
be
transparent
and
to
the
point
from
the
get,
and
then
we
can
iron
out
the
Kinks
right.
We
can
talk
about
the
difficulties
that
people
may
have
we're
hearing
that
the
counselors
and
the
mayor
is
getting
a
raise.
N
Lastly,
I'll
say
no,
whose
job
is
easily
over
300
000
a
year
easily,
like
there's
no
way
with
all
that
she
does
in
everything
that
she
has
to
withstand
is
all
of
our
work
that
she's
earning
what
she's
earning.
But
again
it's
about
people
feeling
a
certain
way.
It's
about
having
this
tough
conversation
and
both
not
coming
back
with
a
vigil
in
the
backlash
of
our
the
counselors
or
the
city
of
Boston,
giving
themselves
a
raise.
N
A
Thank
you
very
much
councilman
Dennis,
and
for
your
for
your
comment,
which
I
think
was
well
taken
by
myself
and
many
of
my
colleagues
I.
Don't
have
I'll
do
a
thing
around
Robin
I'm
with
my
colleagues
to
see.
If
anyone
has
a
question
for
the
compensation,
Advisory
Board
I've
seen
folks
straightening
their
head.
No,
so
If.
Anyone
among
my
college,
if
you
have
a
question,
feel
free
to
raise
your
hand.
If
not
okay,
the
council,
president
Flynn,
you
have
the
floor.
B
Yeah.
Thank
you.
Thank
you,
madam
chair
again,
so
the
important
work
that
you're
doing
on
this
issue.
So
it's
it's
greatly
appreciated
by
by
all
of
us,
not
just
on
the
council
but
city,
the
city,
Residence
Inn
city
employees
as
well.
I
I,
just
I,
just
want
to
maybe
ask
the
city
officials
that
are
on
here
and
maybe
John
Council
children.
B
Is
there
something
that
we're
missing
in
this
debate
any
type
of
research
that
we're
waiting
on
that
put
eventual
helpful
that
we
just
weren't
able
to
track
down
that
could
make
and
make
it
a
little
easier
for
us
to
make
a
decision.
But
are
you?
Are
you
confident
that
you
have
all
the
information
that
you
requested
in
providing
us
as
a
body
with
the
with
the
most
with
the
most
appropriate
information
at
this
time?.
L
J
L
The
the
overall
charge
that
was
given
to
Deloitte
our
liquor
machines
under
commission
study
here.
M
Our
scope
for
the
the
work
right
was
Alex
if
I
could
take
that.
So
the
scope
of
the
work
was
the
positions
that
were
in
the
ordinance
in
those
four
categories
and
also
our
senior
leadership
and
department
heads.
It
was
not
including
the
council
and
the
mayor's
salary
or
the
the
Deep
analysis
that
we
that
we
foreign.
B
We
have
the
the
right
information
that
we
need
at
this
time,
but
but
we
could
have
if
we
had
more
time
when
we
had
a
bigger
or
if
this
was
a
a
part
of
the
scope
of
we
could
have
asked
for
more
information.
Is
that
is
that
after
it's
a
cellular?
Yes.
M
And
I
think
with
the
chairperson
has
presented
in
the
analysis
there,
where
you
did
look
at
those
cities
and
you
looked
at
the
comparable
salaries
and
population
and
if
they're
part-time
I
think
that's
giving
you
a
good
deal
of
information.
Now
on
the
counselor
of
the
mayor's
position.
M
I
think
the
one
question
we
asked
the
chairperson
was:
what
were
their?
You
know
increases
the
prior
year
that
would
require
somebody
contacting
those
those
cities
and
and
trying
to
get
that
information
or
looking
out
to
public
sites,
but
I
think
you've
got
the
chair
presenting
you
have
a
lot
more
of
that
information.
Now.
B
Who
has
done
this
before
as
John
after
you've
done
this
process
in
the
past?
Did
you
did
you,
as
a
group?
Go
back
in
you
know
kind
of
do
a
Lessons
Learned.
What
worked
well,
what
didn't
work
well,
how
the
process
could
have
been
some
rhyme,
a
little
smoother
or
or
some
of
the
lessons
that
we
can
take
to
the
next
the
next
few
years,
when
we
do
this
process
again
just
trying
to
get
a
sense
of
you
on
on
what
your
experience
is
in
this
field.
B
That
also,
is
there
something
that
stays
with
you
that
could
help
help
this
process,
as
as
we
make
a
decision,
yeah.
L
Thank
you,
Mr
President.
Well,
you
know,
Anthony
was
on
the
body
for
two
of
them,
so
I
wasn't
involved
with
the
prices
per
se.
That
was
ancient
history
in
2005,
but
in
the
last
time
the
councils
and
the
mayor
were
the
salary
increase
was
given.
Who
was
was
back
in
was
back
in
2014.
L
I,
as
I
mentioned
in
my
opening
remarks.
I
came
on
to
afford
to
film
a
vacancy
Midway
through
a
five-year
term,
and
so
at
that
time
in
2018
the
last
time
we
I
issued
a
report
to
the
city
it
was.
It
was
really
on
reclassifications
in
a
couple
of
bumps
I
think
for
certain
department
heads,
but
there
was
no
increase
given
you
know
for
the
more
often
for
the
city
council
or
for
the
book
of
the
mayor's
office
at
the
time.
L
So
I'd
like
to
question's
a
good
one
in
term.
You
know:
we've
got
a
full
body
now
we're
able
to
meet.
You
know
virtuality
on
this
mechanism
or
in
person,
and
so
I
I
think
you
know
what
we've
had
conversations
with
the
city
about
this
board
meeting
on
a
much
more
regular
basis,
and
only
not
when
you
only
when
you
have
to
so.
We
all
have
that
that
money,
if
you
will
Gathering
you
know
four
or
five
year
terms
of
folk
board,
complemented
and
I.
L
Think
all
of
us
have
an
attention
to
stay
here:
God
willing
over
the
over
the
course
of
this,
this
banking
insurance,
so
to
meet
with
great
great
regularity
to
review
items
as
they
come
up.
I
think
will
help
us
all.
B
B
Do
we
have
a
sense
of
what
other
cities
do
when
they
want
to
increase
the
compensation
of
their
Mass
City
Council
into
a
department
heads?
What
is
the
process
they
do?
What
does
the
process
they
take
to
increase
their
respective
mayor's
mayor
of
city,
council
or
department
head
senior
senior
officials?
What
is
the
process
they
do,
that
that
makes
it
effective
or
efficient
in
what
is
that
communication
process
like.
L
Okay,
guys
that's
a
a
good
question:
Mr
President
I'm,
not
certain
of
that
and
I
just
know
with
Boston.
It's
it's
been
an
audience
on
the
books
since
since
1986,
so
I
think
you
know
you
know
Boston
if
you're
looking
to
change
the
way
it
works
of
moving
forward.
I
think
it
would
be
your
body
as
the
I
think
would
have
the
opportunity
or
the
ability
to
look
at
perspective
changes.
B
Thank
you.
Thank
you.
John
Madam,
chair
right,
no
I
have
no
follow-up
questions.
Thank
you
for
giving
me
the
opportunity
to
ask
a
couple
questions.
A
Of
course,
President
Clinton,
thank
you
for
your
question.
I,
don't
see
any
questions
along
with
my
other
couple
with
my
other
classified
service,
the
the
request
we've
received
for
information-
oh
I,
see
Castro
media
has
been
here
that
sometimes
we
are
talking
to
you.
Sorry.
E
Thank
you,
chair,
I,
I
kind
of
want
to
underscore
counselor
Flynn's
question.
I,
think
that
in
my
question.
E
Where
we
are
the
ones
who
are
voting
on
this
and
and
making
decisions,
I
just
don't
know
about
the
best
practice,
and
while
it's
been
how
we've
done
business
since
1987
I
believe
I
I
do
think
that,
as
we
continue
to
move
forward
that
their
next
there
needs
to
be
another
way.
For
this
to
happen.
That
does
not
put
the
council
on
politics
really
in
in.
E
You
know
I
had
a
question
around
or
making
some
advocacy
around
thinking
of
another
way
to
do
this.
E
And
when
I
do
agree
with
counselor
Anderson,
we
do
work
12
to
16
hours
a
day
at
times,
right
and
so
I
I
do
believe
that
there
is
definitely
something
that
we
can
be
doing
differently
and
I
look
forward
to
exploring
what
that
can
look
like
moving
forward.
A
Thank
you
councilman.
Here
we
lost
a
little
bit
at
some
point
because
I
mean
at
least
I
couldn't
hear
you
somewhere,
but
I
think
the
dental
assistant,
what
you
were
just
saying,
I
think
we
definitely
all
heard
and
Echo.
You
know
what
you
know:
President
Clinton
said
which
was
echoing
your
statements
about
is.
There
are
other
alternatives
to
how
we,
as
the
city
council,
had
to
be
put
in
this
awkward
position
of
a
group
of
you
know
advocating
for
salary
what
the
class
alley
should
be.
A
You
know,
other
cities
use
this
mechanism
and
others
don't
there
have
been
City
councilors
in
the
past
who
have
them
both
rather
than
us,
having
to
put
out
a
figure
pegging
into
something
that
what
if
the
fire
after
citizen
or
not,
that
would
be
what
we
should
be
doing
for
all
of
our
workers
and
making
sure
that
they're
able
to
meet
their
needs
paid
rapid
exit
to
something
other
than
that
you
know
offers
and
listen
or
him
saying
it.
A
It
should
be
this
and
that
so
I
took
that
I
just
want
to
underscope,
and
when
you
stayed
in
you
know
there
are
other.
You
know
the
state
house,
for
example,
doesn't
via
area
leading
incomes,
and
bonuses
are
great
with
your
championships.
You
know
there
are.
There
are
different
structures,
but
I'll
I'll
just
say
that
an
entire
whatever
one
of
the
things
that
I've
been
trying
to
underline
that
there
were
prior
reports
from
2015
that
were
really
expensive
and
really
I.
A
Think
if
you
looked
at
the
requirement
for
the
cab,
you
really
did
the
work
of
studying
to
see
what
those
salaries
are
compared
to
the
2018
and
2022..
A
So
what
one
of
the
requests
that
I
have
is
if
we
can
get
data
from
the
Consultants
that
worked
already,
that
really
undergirded
the
report
here
regarding
City
Council
salaries
and
all
the
salaries
rather
because
I
think
all
this
data
would
would
help
us
understand
how
we
really
got
to
the
numbers
that
we
have.
You
know
my
team
did
what
we
could
by
pulling
together
the
cities
that
were
mentioned
in
additional
cities
and
information,
but
it
would
be
good
to
have
all
the
information
that
was
relied
on
by
Consultants
information.
A
Council
salaries
based
on
you
know
all
of
the
things
that
my
you
know,
colleague
stated.
We
don't
look
like
we're:
keeping
up
with
peer
cities
that
are
have
the
same
population
that,
where
the
cost
where
the
cost
of
a
two-bedroom
apartment
to
rent
is
what
it
is
in
Boston
and
I.
Think
all
of
that
supports
I'm
doing
more
than
just
looking
at
the
cost
of
living
adjustments,
especially
when
past
increases
come
back.
A
So
if
we
can
get
that
information
from
between
22
report-
and
that
would
be
helpful
here-
is
that
a
clear
enough
ask
Chief,
Lawrence.
D
A
Marriage
and
counts
all
the
data
that
we
got
from
Consultants
of
the
undergirded
that
opinion.
If
you
know
as
it
exists,
you
know
I
think
what
council
Clarity
was
asking
for
was
additional
information
that
you
don't
to
tell
me
about
letting.
O
K
Mr
counselor
just
to
be
clear
that
none
of
the
Consultants
focused
on
an
arrow
and
counselor's
salaries.
That
was
really
an
internal
process
through
our
costs
and
comp,
and
so
I
think
the
questions
that
you
want
to
answer
soon.
The
question
that
Council
Clarity
wants
answers
to,
but
certainly
require
a
much
bigger
dive,
and
you
know
I
think
the
challenge
just
to
be
very
transparent
with
everyone
on
this
call
is
because
I
see
it
on
a
daily
basis.
K
Is
there
are
a
number
of
employees
across
the
city
now
where
we
need
to
do
a
compensation
and
come
come
analysis
for
and
I
think
the
priority
is
is
I
know.
A
number
of
you
have
articulated
in
terms
of
our
team's
resource
and
capacity
is
really
trying
to
focus
on
those
common
class
pieces.
First,
you
know
before
doing
some
of
the
higher
levels
I
mean
in
this
particular
case.
K
K
But
some
of
the
questions
that
Council
Clarity
has
asked
is-
and
you've
asked
be
very
hard
for
us
to
turn
that
off
in
a
in
a
quick
emphasis.
Correct
me
if
I'm
wrong,
Chief
Lawrence.
J
Yeah
and
I
will
say
just
unders
for
everything.
Joanne
just
said
we
do
understand,
as
for
all
the
reasons
that
everyone
has
highlighted
on
this
call
that
this
is
going
to
be
an
area
of
concern
across
every
single
position
in
the
city,
so
we
recently
released
a
procurement
to
allow
us
to
have
some
access
to
this
kind
of
benchmarking
data.
So
this
is
all
of
this
to
say,
this
is
a
function
that
we're
working
to
build
out.
So
we're
not
as
relying
on
external
parties
to
do
this
kind
of
benchmarking
work.
A
In
the
city,
amazing,
YouTube,
Learners,
I
appreciate
that
and
I
appreciate
the
you
know
the
earlier
response
as
well
just
want
to
be
clear
about.
It
says
that
the
board,
you
know
what
would
we
have
in
this
audience
about
those
increase
in
the
salary
of
the
mayor,
the
city
council,
and
so
that
the
warrant
will
study
the
adequacy
of
salaries,
the
expense
of
the
mayor,
which
to
me
is
getting
things
doing.
You
know
some
extends
of
research
to
to
justify
and
increase
and
I
think
both.
A
That
is
what
is
behind
my
question
and
question
of
council
Clarity
and
other
than
why
am
I
to
independently
look
at
cities
and
and
did
that
comparison,
because
I
do
think
we
all
I
want
to
make
sure
that
everyone
is
able
to
make.
You
know
that
we
are
able
to
offer
competitive
values
of
everyone
if
they
want
to
work.
Only
one
job
that
we
are
you
know
offering.
You
know
salaries
that
are
deserving
salaries
to
our
security
officers.
So
I
hope
these
two
are
admin
assistants.
A
But
what
is
you
know,
I'm
just
acting
on
what's
before
I
see
and
what
is
before
Sears
in
charge.
That
was
in
five,
that's
5.10,
a
which
you
know
it
talks
about
what
will
be
done
to
study
the
salaries
and
expenses
and
the
mayor
of
the
city
council.
So
I
appreciate
your
time.
A
I
don't
know
if
they're
I
think
I
feel,
like
everyone
has
been
able
to
ask
their
questions,
I'm
going
to
think
the
administration
for
being
here,
you're
more
than
welcome
to
stay
on,
but
if
not
I,
also,
if,
if
you
have
other
opinions,
so
thank
you
for
being
here.
A
A
What
we're
able
to
do
when
we're
able
to
provide
folks
in
the
city
of
the
city
council,
with
salaries
that
are
competitive
and
when
we're
thinking
about
the
details
that
we
have
today
and
how
do
we
maintain
the
city
council
on
Wednesday
first,
and
that
is
able
to
where
we're
coaching
present
to
also
meet
out
whatever
the
students
that
they
may
have
for
themselves?
A
You
know
and
count
one
underscore
what
comes
from
the
heating
Council
Fernandez
Anderson
stated
about.
You
know
this
is
the
job
that
we
all
do
from.
Love
is
because
we
love
all
of
the
work
and
we
love
our
residents,
and
we
show
up.
We
can
answer,
calls
at
all
times
of
the
day
and
we
also
want
to
be
treated
like
piercings
like
applied
our
problems
and
piercing.
So
I
want
to
thank
counselor
former
city
councilman
Judy
Jackson
for
his
Frontier
and
I.
Now
turn
the
floor
with
you.
P
Today,
I
I,
as
well
as
this
opportunity
to
to
come
back
I,
also
see
my
friend,
councilor
John,
Colton,
well,
I
think
just
celebrated
a
birthday,
so
I
won't
I,
won't
teach
him
about
anything,
but
I
I
do
want
to
unders
underscore
What
Mr
Musubi
Valley,
just
brought
up
is
that
this
does
need
to
be
done
across
the
board,
but
in
positions
that
are
collectively
bargained,
but
also
those
that
are
not
not
collectively
bargained.
P
There
are
many
people
who
have
the
same
requirements
as
City
counselors
to
live
in
the
city
in
in
District
counselors.
P
They
have
to
live
in
their
actual
District,
but
they
are
not
making
wages
that
actually
allow
them
to
to
do
that.
So
I
I
again
outside
of
this
conversation
of
the
Boston
city,
council
mayoral,
as
well
as
the
administration,
higher
rocks
and
and
cheese
I
think
this
is
actually
a
a
very
important
kind
of
global
conversation.
To
have
I
will
note.
It
is
important
that
some
of
this
data
is
actually
readily
available.
P
The
Pew
Foundation
in
2016
did
a
report
and
it
is
entitled
salaries
up
and
you're
in
share
of
women
down
on
the
Council,
but
it
changes
reflect
Trends
across
15
major
cities.
It's
actually
a
2016
report,
so
I
think
one
of
the
things
that
I
was
pretty
good
at
when
I
was
on.
The
council
was
actually
copy,
cutting
and
pasting
and
really
looking
at
other
opportunities
to
kind
of
analyze.
P
This
data,
and
a
couple
of
things
that
jump
out
to
me,
is
that
when
you
look
at
cities
that
are
somewhat
comparable
inside
it's
like
a
city
like
Washington
DC,
you
see
about
115
000
salary,
on
average
of
117
000
for
Baltimore,
which
is
actually
the
same
size.
City,
larger
cities,
Chicago
143,
000,
affiliate,
100
team
to
140.
A
P
The
peel
study
was
in
the
2016
bomb
study.
They
did.
They
also
did
one
in
2011-12,
which
is
part
around
the
conversation
that
I
I
was
a
participant
when
we
had
when
we
did.
The
last
raise
one
when
I
was
on
on
the
council,
so
that
that
that
study
was
January,
25th
2016.
P
and
does
a
pretty
good
job.
But
when
you
look
at
the
average
salaries
for
Philly
which
have
gone
up
since
the
study
of
this,
but
the
the
actual
average
I'm
sorry,
the
range
of
118
to
one
148.,
the
DC
city
council
is
about
1,
15.,
I'm,
sorry,
I
apologize
I
actually
got
that
number
wrong.
There
is
one
there's
just
one:
30
.
from
Baltimore
is
117.
P
And
Seattle
was
between
1,
30
and
140.,
and
so
you
know
I
think
it
is,
as
I
heard.
A
couple
of
characters
speak
to
also
significant
that
the
cost
of
living
in
the
city
of
Boston
is
very
high,
and
what
we
should
have
is
a
council
that
does
not
require
any
to
have
a
a
family
or
who
are
transitioning,
who
family
or
are
transitioning
from
other
jobs
or
the
like
to
have
to
participate
really
in
any
additional
job.
P
If
they
choose
to,
then
that's
fine
but
I
think
it's
really
critical
to
have
a
a
full-time,
Council
and
so
I
think
of
a
pay
level
that
is
commensurate
with
the
ability
to
do
that
is
absolutely
critical
and
not
to
be
self-deprecating
but
I.
Think,
as
we
have
seen,
the
council
increased,
pay.
I.
Think
I
would
argue
that
that
we,
you
know,
individuals
who
are
more
and
more
qualified
and
and
more
and
more
diverse
individuals
be
able
to
join
the
council.
P
P
That
will
allow
for
individuals
on
the
city
council
to
continue
to
do
the
very
important
work
of
the
City
of
Austin
and
again,
if
they
choose
to
choose
to
have
additional
work
on
the
side
that
they
can.
The
other
piece
that
has
noted
housing
in
particular
being
able
to
purchase
a
home
is
actually
very,
very
expensive,
and
it
will.
It
does
require
a
great
deal
of
of
resources
to
be
able
to
do
that
and
just
to
close
out
as
I
started.
P
I
think
it's
also
important
that
we
do
this,
not
only
for
the
city
council
on
foot
forward,
individuals
who
work
in
the
Department
of
Public
Works
are
those
individuals
who
are
serving,
who
are
our
children
and
the
traffic
guards,
and
the
like.
This
is
something
that
should
be
an
end
of
both
and
and
and
not
a
but
I.
P
Think
again,
I
am
I
I
believe
it
is
critical
that
we
have
the
council
compensation
that
is
commensurate
with
the
compensation
across
the
country,
so
Madam
chair,
if
you
could,
for
the
record
I
I,
submit
that
peer
report
to
be
placed
on
on
file
as
well
as
the
additional
information,
if
you
like
I,
can
get
that
over
to
you,
but
I
think
it's.
This
is
a
very
important
topic.
P
I
will
note
for
the
those
who
are
watching
this
Council
doesn't
get
to
get
to
this
actual
Council
does
not
actually
directly
benefit,
because,
because
these
individuals
and
rules
and
we'll
have
to
stand
for
re-election,
they
can
change
team
to
our
benefit
from
any
of
the
decisions
that
are
actually
being
made
in
this
concrete.
So
I
just
want
to
be
very
clear
here
that
if
there
is
a
a
vote,
this
Council,
the
individuals
who
are
are
here,
wouldn't
wake
up
and
have
the
next
paycheck
reflect
a
race.
P
P
A
A
000
Chicago
Seattle
is
last
156
000,
you
know,
Boston
is
a
major
city.
We
wanna
we
are.
We
should
be
on
par
with
these
other
major
cities.
We
are
a
major
world-class
City
and
in
a
dimension
this
is
an
end
conversation
right
being
able
to
walk
into
them
at
the
same
time.
So
I
have
so
much
love
for
our
public
works
when
I
need.
You
know
because
and
we're
not
even
the
trash
can
in
the
neighborhood
over
there.
A
You
need
to
make
sure
when
we
release
in
the
snowstorm,
just
like
that,
you
know
reworks
because
nowadays
and
a
lot
of
folks
here
in
the
city
16
hour
day
and
making
sure
that
our
neighborhoods
are
cared
more
and
and
that
and
that
folks
feel
like
they
have
a
city
that
is
looking
out
for
them.
So
I
just
wanted
to
reiterate
that
and
really
reiterate
that
we
are
both
looking.
You
know.
A
We
are
awkwardly
in
the
position
of
having
to
look
at
us
and
a
number
of
us,
but
you
know
with
that
I've
got
the
guy
will
be
walk
of
picket
ride
will
be
supporting
our
brothers
and
sisters
in
labor.
We
will
be
supporting
our
our
city
hall
workers
because
the
new
bands,
you
know
as
they
go
to
Collective
collective
bargaining,
so
one
that
I
wanted
to.
Thank
you.
A
I
I,
wanted
to
know
if
you,
as
a
former
city
councilor,
to
look
at
that,
can
research
understanding
the
cost
of
living
today,
if
you
sort
of
have
an
idea
of
what
you
think
and
especially
because
you
are
a
former
city
councilor,
what
you
believe
a
possible
rating
should
be
your
a
minimum
should
be
for
Boston
city
council.
When
you
look
at
what
others
see,
you
know
what
other
cities
are
are
making
I
just
also
wanted
to
pull
up
again.
A
This
chart
I'm
going
to
share
my
screen
once
more,
so
that
folks
can
see
where
we,
where
the
city
of
Boston
and
compared
to
other
legacies,
that
have
a
cost
of
living
right,
look
at
Chicago.
It
has
a
lot
of
average
two
bedroom
design,
they're,
making
the
books
are
making
116
or
we
looked
at
San
Jose,
which
is
right
on
par
with
Boston
for
a
two-bedroom,
an
average
two-bedroom
of
350,
maybe
their
city
jobs
is
making
131
000.
So
just
wanted
to
get
a
sense
from
you
of
what
you
thought.
P
Would
be
a
range
when
you
look
at
the
data
from
that
that
is
before
us
and
again
as
I
noted
again
and
across
the
board
relative
to
making
sure
that
God
would
also
I
guess.
Lastly,
say
I
would
also
hope
that
some
of
the
individuals
who
we
discussed
from
the
Department
of
Public
Works
of
other
places
also
run
for
office
and
I'll,
have
their
voices
also
heard
and,
and
that
regard
but
I
think
from
from
a
the
data
analysis
side.
P
I
think
that
that
Wings
would
be
arranged
up.
What
that
would
be
appropriate.
A
E
No
more
questions
other
than
just
thankful
counselor.
You
know
Jackson
for
joining
us,
because
I
he's
been
there
done
that
and
knows
what
it
looks
like.
So
we
really
do
appreciate
it.
It's
been
exciting
and
today
thank
you.
A
Okay,
thank
you
councilman
here.
Did
anyone
have
questions
for
counselor
Jackson,
a
former
counselors
a
counselor
get
adapted.
A
All
right,
don't
know
if
any
of
my
Council
colleagues
have
any
form
or
any
additional
questions
or
anything
that
they
like
to
bring
to
the
table.
A
Oh
when
you
stop
sharing
my
screen,
but
I
just
wanted
to
say
again
thank
you
to
everyone
who
is
here.
They
get
everyone
questioning
this
conversation
just
so
that
folks
know
this
has
to
come
to
a
vote
on
Wednesday
or
actually
jump
to
a
meeting
either
in
to
pass
as
it
is
or
to
amend
or
to
take
other
action.
A
Otherwise,
if
the
ordinance
will
just
come
off,
you
know
take
action
on
Wednesday,
so
I
just
want
to
thank
all
of
my
Council
colleagues
for
their
remarks
for
and
their
questions
when
I
think
the
administration
and
I
want
to
thank
and
I
want
to
thank
former
city,
councilor
Tito
Jackson
for
giving
us
his
time
and
his
thoughts
as
well.
A
A
The
issues
that
matter
most
to
our
residents,
which
often
means
that
we
are
both,
is
on
the
ready,
because
your
phone
call
and
to
be
present
to
advocate
for
our
residents
to
make
sure
that
one
job
is
enough,
and
so
I
also
want
to
make
sure
that
we're
able
to
retract
the
most
competitive
candidates
at
all
levels
of
our
Administration
as
we
seek
to
fill
gaps
and
roles
that
will
help
build
and
transform
Boston
into
the
city
that
we
all
deserve,
which
is
the
world-class
transformative,
inclusive,
Equitable
City,
where
everyone
is
prospering
and
so
I.
A
Just
don't
really
talk
about
salaries
both
not
only
for
us
really
but
the
awkward
part,
but
to
talk
about
challenges
for
our
our
Administration
and
how
we
get
folks
in
the
door.
So
thank
you.
Everyone
I'm,
seeing
no
further
questions.
This
meeting
is
adjourned.
It
will
also
be
available
online
for
both
to
watch
afterwards.
So
I
want
to
thank
everyone
for
being
here.
This
meeting
is
now
Richard.
Thank
you.