►
Description
A
Okay,
good
morning,
it's
thursday
march
3rd,
we
got
a
interesting
open
session.
We'll
have
the.
A
First
part
of
the
segal
study,
discussion
and
brief
to
us
from
the
siegel
team.
A
In
just
a
little
bit,
but
as
always,
let's
stand
for
the
pledge
of
allegiance
and
take.
A
Our
thoughts
and
prayers
we're
talking
over
a
million
refugees
at
this
point
and
now
levee.
A
A
It's
just
it's
been
a
tough
week
for
the
world
right
now,
but
but
let's
move
it
into.
B
B
B
And
we
all
also
were
all
there
for
the
meeting
with
the
city
of
westminster
and
their
council
and.
B
So
forth
they
shared
some
projects
that
they
have
upcoming,
I
think,
will
benefit
both
the
county.
B
B
A
Okay,
good
morning,
it's
been
a
while,
since
we've
been
on
this
desk,
so.
D
It's
always
it's
always
a
good
time
to
meet
with
the
leadership
carol
class.
There's
some.
D
Anyway,
it
was
very
good
and
I
appreciate
everything
that
went
on
that
day.
I
had
the.
D
The
owner
of
the
business
had
an
interesting
statement
that
he
said
to
me.
He
said
you
know.
D
We
never
see
him
much
after
that,
so
I
was
kind
of
glad
that
we
re-engaged
with.
D
Fr
conversions
out
of
the
air
park
the
business
park
and
I
guess
my
message
to
everybody-
is.
D
Let's
not
forget
the
businesses
after
we
have
the
elbow
rubbing
ceremonies,
because.
D
They're
doing
some
amazing
things.
I
took
some
staff
out
there
and
fr
conversions.
D
As
you
probably
remember,
started,
building
handicapped
accessible
units
to
put
into.
D
D
D
D
About
them
after
that,
first
day
of
of
ribbon
cutting,
because
you
know
the
biggest
thing.
D
Also
is
the
employment
opportunities
out
there,
man
they,
they
got
some
really
good
employees
out.
D
There
so
it
was
very
interesting,
it
was
an
eye-opening
experience
and
I
appreciate.
D
D
D
Do
we
cheat
em
and
how
that
great
lawyer
firm,
that's
what
everybody
does
I've
seen.
D
D
Taking
place
it's
already
registering
as
a
candidate
has
been
pushed
back
to
march,
the
22nd.
D
And
we'll
see
the
primary
so
we'll
see
what
happens.
That's
just
a
rumor
right
now.
D
But
there
are
a
lot
of
things
going
on
when
it
comes
to
elections.
We
had
a
briefing
by
linda.
D
D
D
D
C
A
little
bit
the
piggybacking,
commissioner,
wants
you
know
the
state
of
the
county.
C
C
At
balkers
this
morning
and
man,
it
was
really
refreshing
to
be
out
with
a
group
out
here
that.
C
Just
wanted
to
know
exactly
what's
going
on
in
the
county
asking
questions,
it
was
kind
of
a
mini.
C
C
Meeting
with
the
city
of
westminster
very
positive
and
communication,
no
matter
what
we
do.
C
C
C
I'm
done
I,
I
appreciate
that
and
it
does
segue
back
into
commissioner.
A
Wants
for
a
minute
really
appreciate
the
selflessness
persistence,
perseverance
of
both.
D
Appreciate
that
ed
and
yeah,
certainly
I
got
I
got
on
a
high
horse
with
the
redistricting
maps.
D
Lawsuits
but
I
want
to
thank
everybody,
my
my
my
theme
here
and
similar
to
what
you
said
ed.
D
Has
been
people
before
politics,
and
I
said
that
when
I
ran
for
this
office,
and
I
continue
that.
D
As
well
so
the
charles
carroll
situation,
I
mean
the
the
three
schools
in
general
were.
D
As
well,
commissioner
weaver's
ed
said,
because
you've
you've
seen
the
hard
times
up.
D
Sha
for
a
while,
as
you
remember
and
and
we
came
out
on
that
side
of
it
really
well
but.
D
I'm
not
going
to
get
on
that.
I
just
you
know
I
it
just
that's
what
occurs,
but
we.
D
Worked
our
way
through
it
and
we're
gonna
have
a
great
13
000
square
foot.
Building
up
there.
D
For
not
only
that
community
but,
as
you
say,
ed
it'll
serve
the
county
and
surrounding
areas.
D
D
I
appreciate
all
you
guys
as
well,
so
thank
you,
okay,
commissioner
boucher.
Thank
you,
mr
lance.
F
F
F
F
F
F
F
F
F
F
F
F
A
Very
big
world
out
there,
but
a
small
community
and
just
keep
ukraine
in
our
thoughts.
Blue.
A
And
gold,
but
just
more
than
that
understanding,
you
know
the
impact
that
it's
gonna
have
because.
A
It
ain't
over
and
it's
gonna
be
a
long
time
before
it
is
over.
So
that's
honestly,
what's.
A
Front
on
my
mind,
what
was
shared
was
the
state
of
the
county.
A
A
Aging
dis
disabilities.
We
take
care
of
carroll
county
because
of
our
impact
that
we
have
from.
A
A
County
commissioners,
on
working
a
path
forward,
it's
definitely
going
to
be
challenging
times.
A
Of
weeks,
where
we'll
really
be
eyes
down
and
figuring
out
how
best
to
resource
the
needs
of
our.
A
That
have
identi
had
that
have
been
identified
that
have
purchased.
I
guess
the
properties
down.
A
You
know
the
developers,
you
know
outreach
and
I
applaud
them
for
wanting
to
do
that,
because.
A
There's
gonna
be
some
tough
questions
I
would
expect,
but
if
you
got
it
I'll
tell
you
it
ain't.
A
The
place
social
media
is
not
the
place
to
do
it.
It's
outreach
to
us,
you
know
if
I
see
something.
A
Vocabulary
is
absurd,
and
does
us
absolutely
no
good
so,
but
what
does
us
good
is
our
liaison.
G
So
40
days
remaining
a
little
over
a
month
halfway
there
more
than
halfway
there,
the.
G
G
G
An
awful
lot
of
moving
parts
on
this
question
remains
whether
they
are
forced
to
do
that
or
not.
G
G
G
As
you
say
absurd,
so
I
thought
I'd
share
with
you.
Basically,
I
thought
that
the
mako
folks.
G
G
G
The
family
medical
leave
act
again.
Another
big
ticket
item.
G
It
may
be
implemented
in
a
in
a
delayed
fashion,
so
we're
we're
keeping
our
eyes
on
that
one.
Our.
G
G
Election
related,
it's
it's
sort
of
like
in
in
limbo,
right
now.
Another
important
bill
that.
G
That
for
a
number
of
years
now,
the
folks
in
your
in
your
land
use
area
have
concerns
about.
G
Ag
land
and
and
ag
assessment
and
and
agritourism,
so
senate
bill
567,
would
say.
G
That
for
accessory
uses
on
ag
property,
they
would
be
assessed
at
the
ag
property
tax
rate.
G
G
But
you
may
have
a
farm
that
has
a
brewery
or
a
tasting
room,
and
is
that
real?
Are
they.
G
G
G
We've
talked
about
the
body
cam
bills
there.
There
are
three
of
them
in
play.
G
G
I'm
not
sure
how
how
that
vote
went
but
but
I'll
certainly
follow
up.
The
other
two
are.
G
That
that
addresses
that
and
as
you've
stated
and
your
colleagues
in
the
other.
G
House
bill
668
related
to
the
removal
of
health
officers.
That's
the
one
that.
G
G
G
In
the
in
the
bill
hearing
for
that
house,
bill
761
is
the
bill.
The
delegate
krebs
put
forward.
G
F
F
You
getting
a
feel
for
it
so
far,
there's
a
meeting
friday
with
all
of
the
stakeholders.
G
In
the
bill
to
talk
through
it,
mako
is,
is
going
to
be
in
that
conversation.
G
A
A
A
A
A
Make
decisions
then
we
should
have
that
ability
to
do
that.
There's
still
a
lot
of
answers.
A
You
know
to
questions
that
haven't
been
asked,
but
I
do
support
this
like.
I
support
a
lot.
A
Of
other
things,
you
know
in
its
in
its
in
its
meaning
the
intent
yeah
in
its
intent.
A
A
A
A
You
know
blindly,
because
I
don't
know
what
that's
gonna
put
us
in
as
far
as
a
bind.
C
Do
and
follow
the
regulations
100.
You
know
whether
it's
a
church
group
selling
baked.
C
G
Yeah,
I
think
your
your
point
is
really
really
well
taken.
I
think
a
lot
of
the
anecdotes
you
hear.
G
Violated
and
there's
nothing
like
that
that
occurs
at
this
point
so
again,
I
think
that
all
the.
A
A
A
Skill
set
or
do
we
have
the
reach
for
that
skill
set
to
make
that
decision,
yeah
and,
and
maybe.
G
G
G
A
B
G
D
D
D
Wants
to
get
an
attorney,
but
it
could
be
as
simple
as
the
person
who
creates
the
violation
has
to.
C
D
D
G
The
destruction
of
the
of
the
material-
and
I
think
you
heard
mr
robinson
express
some
concerns.
G
Reduced
now
to
if
they
sell
that
gear
or
if
they
transfer
it
in
some
way,
they
simply.
G
House
bill
633,
so
this
is
the
issue
that
we
we
spoke
about
a
couple
of
weeks
ago.
The.
G
That
we
would
discuss
the
issue
more
formally
and
then
come
back
with
full
board
support.
A
And
I
think
we
did,
I
know
at
least
three
of
us
wrote
individually
on
this
to
super
support.
Her.
A
B
B
Don't
like
that
idea,
so
just
just
to
make
it
clear
so
that
now
you
have
to
put
forward.
H
G
G
B
B
F
Appeals
and
this
court
of
special
appeals-
don't
they
have
regional
representatives?
Yes,.
B
G
G
A
A
G
D
G
D
G
D
D
D
Together
on
that,
and
then
we
need
to
get
casting
away
to
throw
a
couple
things
into.
G
D
G
That's
going
to
go
over
to
the
senate
now
senate
and
they
also
passed
a
bill
that
would.
G
G
G
G
And
also
cyber
security,
I
would
be
remiss
when
I
mentioned
mark
ripper
participated
in
a
press.
G
G
A
If
I
can
add
a
little
bit
of
anecdotal
on
that
is
the
importance
of
the
government.
A
A
With
either
four,
I
think
it
was
four
on
the
panel
from
the
private
sector
and
three.
A
On
overseas
right
now,
but
I
just
felt
that
was
worth
sharing,
because
that
was
a
pretty.
A
And
I
think
three
out
of
the
four
said
the
exact
same
thing
so
yeah.
I
think
people.
G
I
An
article
in
washington
post
today
with
regard
to
that
press
conference
or
yesterday
and
our.
I
Mr
ripper
is
quoted
in
it,
so
I
forwarded
the
link
to
you
he's
in
in
the
sun's
article
as
well.
A
Compensation
benefits
right,
not
much
more
of
discussion.
It's
through
the
senate
or.
A
The
subcommittee
it's
in
the
senate
committee
and
house
right
here
in
scottsdale,
we
received
a.
A
Letter
from
the
senator
you
know,
reedy,
you
know
and
we've
had
conversations.
A
That's
regardless
they've
been
all
brought
up
to
our
attention
and
and
highlighted
on
our.
A
I
got
the
gist
personally
from
that
letter.
The
parochial
piece
I
kind.
A
A
So
there
is
no
house
committee
scheduled
right
now,
correct,
believe,
don't
know
if
we're
going.
A
A
But
yeah
I
just
wanted
to
kind
of
throw
that
out
there,
because
I've
had
the
conversations.
A
Might
really
appreciate
it
all
right.
Okay,
now
we're
going
to
get
into
the
segal
discussion.
J
On
two
things
that
mike
said,
you
know
he
made
a
comment
about
the
state
surplus
being.
J
J
And
then
the
other
thing
was
he
mentioned
that
the
state
might
pay
for
cameras.
J
For
the
body,
cameras
that'd
be
a
good
thing
if
that
happens,
but
just
a
reminder.
J
J
J
J
J
This
off
to
siegel
we've
been
very
involved
in
in
this
effort
providing
information
context.
J
J
J
J
J
J
J
J
J
Offered
for
that,
but
under
it
it
was
basically
we're.
Okay
with
that,
I
think
my
argument
and.
J
J
J
J
J
J
J
J
J
J
J
Try
not
to
make
about
the
little
stuff
try
and
keep
on
the
big
stuff.
Seagull
is
going.
J
J
The
short
term,
a
lot
of
this
will
have
to
wait
until
we're
actually
into
fiscal
year
23.
and
one.
J
J
J
J
Scott,
we
probably
know
more
about
each
other
in
some
ways
than
we
would
have
expected
when
we.
J
J
Including
that
at
least
some
of
them
live
in
buffalo,
and
we
got
to
see
some.
J
Snow
through
windows
and
fireplaces-
yes,
very
nice
fireplace,
but
I
just
like
to
share
and.
A
You
know
to
our
viewers
and
to
our
community
and
ain't
about
the
emperor,
doesn't
even
close.
A
A
A
And
being
transparent,
is
it
twice
now
to
the
community,
okay
and
that
that's
huge
so.
A
J
F
A
Good
morning
I'll
kick
us
off,
I'm
one
of
the
folks
in
buffalo,
it's
20
degrees,
and
I
think
it's.
K
Dropping
down
to
10
at
some
point
this
evening,
so
we're
we're
yearning
for
for
for
spring.
K
Hopefully,
around
the
corner
somewhere
soon
good
morning,
commissioners,
and
and
and
thank
you
for.
K
Allowing
us
to
appear
before
you
we're
honored
to
be
here
today
and
thank
you
ted
for
for.
K
The
preamble
and
the
good
comments,
I
think,
your
your
comments
frame,
the
the
both
the.
K
Project
and
the
work
and
the
outcomes
really
really
well
and
and
so
one
of
the
things
that.
K
K
K
K
Other
members
that
participated
in
the
in
the
in
the
work
that
aren't
joining
us
today,
but.
K
Spot
on
when
we
started
the
work
we
we
knew
that
we
were
entering
into
an
era
of.
K
Incredible
change
not
only
for
the
county
government
and
commissioner
boucher.
Your
comment.
K
K
That,
when
we
entered
into
our
discussions
and
looking
at
data
and
talking
to
folks.
K
Across
the
many
that
we
spoke
to
in
the
county
government
itself,
we
found
a
very.
K
Common
and
similar
story
that
resonated
throughout
that
is
that
there
are
systemic
challenges.
K
That
are
in
play
here
that
there's
no
single
issue,
there's
no
easy
fix.
There's.
K
If
compensation
were
just
the
issue,
you
could
be
done
with
it
and
resolve
your
issues.
There
are.
K
In
a
in
a
fashion
that
they've
become
used
to
and
even
better
and
improved
in
the
years
to
come,.
K
K
K
County
and
others
are
facing
so
becca.
Let
us
go
through
the
the
beginning,
part
of
our
deck
here.
K
Couple
highlights
of
the
executive
summary
worth
noting
some
of
the
perfect
storms
started.
Maybe.
K
K
The
great
recession,
as
it
was
followed
by
some,
resulted
in
about
a
hundred
positions
that.
K
Were
that
were
reduced
or
were
lost
within
the
county
government
that
have
not
been
replaced.
K
K
Saw
evidence
of
that
and
the
point
that
they
were
making
was
that
reductions
in
positions
over.
K
K
Their
part
of
the
county
government
and
you
have
as
you'll,
see
in
our
story
kind
of.
K
Served
succession
planning,
effort
or
or
knowledge
transfer.
K
The
next
few
slides
the
pandemic
and
all
the
elements
that
that
brought
to
organizations.
K
Like
yours
contributed
to
the
to
this
perfect
storm,
and
so
we
just
make
a
comment
that.
K
You
know
the
ted
used.
The
word
transformational
change,
that's
what
will
be
required
here.
K
K
Important
to
understand
the
market
and
and
the
forces
that
will
be
at
play,
they're
at
play
today.
K
And
they'll
continue
to
be
a
play
across
your
county
government
over
the
next
decade.
K
K
The
story
you'll
understand
why
the
first
is:
you
have
a
changing
demographic
in
the
workforce.
K
You
know
you
have
incredible
increase
across
the
country,
not
just
in
carroll
county,
but.
K
Across
the
country
and
in
retirement
of
the
baby
boomers
10
000
americans
turned
65
every
single.
K
K
Saw
an
acceleration
of
retirement
in
during
the
pandemic,
two
million
americans
retired
in.
K
Million
retired
in
2021,
so
just
in
that
period
alone,
eight
million
americans
no
longer
available.
K
By
2025,
they'll
represent
along
with
gen
z,
they'll
represent
75
percent
of
the
workforce.
K
And
so
that
that
will
apply
to
carroll
county
too
so
by
2025
2026.
The
majority
of
the.
K
And
the
things
that
attract
the
motivations
that
attract
and
people
to
join
organizations.
K
K
We
also
are
experiencing
low
unemployment,
all
right
and
the
labor
shortage.
K
We
were
the
lowest
unemployment
in
the
us,
and
you
know
the
last
50
years
we're
seeing
some.
K
So,
what's
what's
causing
some
of
this
labor
shortage,
so
I've
talked
about
the
accelerated
retirements.
We
also
know
that
in
great
number,
in
2020
and
2021,
women.
K
Have
left
the
workforce
in
great
numbers
about
two
million
two
and
a
half
million
women
left.
K
K
The
workforce
largely
stemming
from
desires
to
return
back
to
the
home,
return
back
to
more.
K
Work-Life
balance
or
opting
for
non-traditional
career
kinds
of
jobs.
So
looking
for.
K
K
K
K
The
next
seven
or
eight
years
between
now
the
end
of
the
decade
by
the
end
of
the
year,
2030
an.
K
K
K
K
On
top
of
that,
you've
read
about
it,
seeing
about
it
and
experienced
during
carol
county.
K
The
great
resignation
or
the
big
quit
we
know
that
three
and
a
half
million
americans
quit.
K
Their
jobs
every
month
in
the
month
of
in
the
year
of
2021,
compounded
by
november
and.
K
K
Other
organizations
have
been
studying
it,
and
so
why
are
people
leaving
war
culture?
You
know.
K
Reasons
number
one
was
a
toxic
war
culture.
If
they
thought
that
they,
you
know,
felt
that.
K
They
worked
in
a
uninspiring
workforce
if
they
had
that
boss
if
they
had
a
bully.
K
That
they
worked
for
they're,
leaving
in
large
numbers.
That
was
number
one.
K
In
the
report
we'll
get
here
in
a
moment,
so
again,
all
of
these
things
are
impacting
will.
K
K
Are
issues
that
are
going
to
permeate
the
workforce
and
the
landscape
for
the
next
decade.
K
Right
there,
so
in
our
report
here
in
our
work
at
carroll
county,
we
focused
on
four
primary.
K
Activities
one
we
requested
from
roberta
and
ted
and
the
team
a
whole
host
of
documents.
K
Gave
us
access
to
anything
and
everything
we
asked
for.
We
reviewed
those
with
policies.
K
To
as
many
people
as
made
sense,
we
did
123
interviews,
including
each
of
you.
We
did
other.
K
Employees
across
the
across
the
organization,
directors,
managers,
employees
themselves
and.
K
Then
another
53
people
added
added
comments.
So
all
in
all,
we
had
perspectives
from.
K
176
individuals
at
that
point
you
get
a
pretty
good
sense
of
how
people
are
feeling
about.
K
Things
where
the,
where
the
issues
are,
we
also
created
a
staffing
model
which
we're
not
going.
K
K
The
the
findings,
the
documentation
review,
even
the
staffing
model.
K
To
develop
our
report
and
then
just
leading
practices
of
things
that
we're.
K
Okay,
so
let
me
go
through
the
findings.
We
found
four
thematic
areas
that
really
sort
of
continued.
K
Your
ability
to
recruit
and
retain
people,
so
the
challenge
is
going
to
only
get
worse.
K
You
just
have
a
significant
risk
of
vulnerability
around
succession
staffing
third
area
was
just.
K
K
Improvements
in
technology
very
low
use
of
technology
across
the
county
today.
K
K
Service
oriented
customer
service,
oriented
jobs
and
then
this
last
point
in
a
thematic
area.
K
Moving
forward,
so
let
me
dive
into
each
of
these
in
in
a
little
more
detail,
go
ahead,
becca.
K
So,
first
of
all,
just
a
few
strengths
that
we
want
to
highlight.
So
these
are
good.
K
A
real
deep
sense
of
commitment
to
the
county
and
the
committee
community:
they
serve
this.
K
Is
an
incredible
strength
that
you
have
and
it's
probably
by
and
large
the
reason
that
you've.
K
Had
a
fairly
good
retention,
you
won't
always
enjoy
that,
particularly
as
your
workforce
changes.
K
But
you
know
what
you
have
in
place
today
is
a
long-term
workforce
that
has
their
heart
and.
K
K
K
Good
knowledgeable,
smart
people
understand
where
the
gaps
are
in
service,
but
also
where
the.
K
K
And
the
value
that
that's
created
and
generated
by
that
going
back
up
all
right.
K
So
let
me
talk
about
some
of
these
strategic
issues,
so,
as
I,
as
I
mentioned
in
the
overview.
K
You
know
there's
a
lack
of
a
shared
vision
and
and
really
strategic
thinking
in
in
many
of
the.
K
And
committed,
and
but
they
don't
always
see
eye
to
eye
on
things
and
they
have
different.
K
Vision
and
priorities
that
you
would
see
in
other
kinds
of
probably
isn't
the
same.
K
We
also
know
that
you
know
you've
been
sort
of
sort
of
challenged
over
the
years,
recognizing
as.
K
Ted
said:
there's
no,
there's
no
mystery
on
where,
where
some
of
the
challenges
are,
but
they
need.
K
K
Pay
or
technology
which
always
has
a
empty
price
tag,
but
I
think
the
recognition
has.
K
Been
that
to
do
that,
there
needs
to
be
more
revenues
into
the
into
the
county
government.
K
And
that
you
know
the
appetite
for
increasing
tax
revenues
or
fees
has
not
been
strong
and
so.
K
You
know
the
county
has
had
a
balance.
They
need
to
maintain
a
low
tax,
a
low
fee
environment.
K
With
a
low
revenue
environment
on
address
some
of
these,
some
of
these
challenges
that
do
require.
K
Some
investment
so
we've
seen
that,
and
we
see
some
of
the
benefit
manifestation
about
that.
We.
K
Know
that
you
know
you've
got
this
new
integration
of
fire
and
ems,
not
clear
on
what
the
long-term.
K
Financial
impact
of
that
we
didn't
study
it
to
the
the
final
letter
in
a
detailed.
K
Facing
the
county,
we
looked
at
the
role
of
the
county
administrator
and
said
what
what,
where
is.
K
Is
that,
by
by
a
large
amount,
the
county
administrator
is
focused
on
day-to-day
operations?.
K
K
K
Address
these
strategic
and
foundational
issues
will
have
you
know,
limit
the
ability
to.
K
Of
come
together
to
address
these,
these
rather
mounting
and
strategic
issues
go
ahead
back
up.
K
The
aging
workforce
I'll
show
chart
in
a
second,
but
you
know
nearly
half
of
the
workforce.
K
K
Plans,
do
you
have
in
place,
there's
a
form
and
there's
a
general.
You
know
sort
of
check
the.
K
K
Jobs
within
within
the
county-
and
so
you
don't
see
training,
you
don't
see,
mentoring.
You
don't
see.
K
The
people
that
are
doing
the
jobs
they're
relying
on
their
knowledge,
what's
the
knowledge.
K
K
It's
what
people
have
learned
over
the
last
two
decades
of
their
job
and
so
that
that
knowledge.
K
Transfer
needs
to
be
something
that
we'll
have
a
recommendation
about
that:
okay,
let's
go
to.
K
The
some
of
the
data,
so,
if
you
look
at
this
chart,
your
average
retirement
age
is
62
and
a
half.
K
And
you
can
see
how
it
starts
to
shape
up
105
people
approaching
that
pretty
quickly.
I
think.
K
About
132
people
on
the
on
the
right
side
of
the
of
the
chart
go
to
the
next
slide.
Okay,.
K
So
here
you'll
see
that
the
top
this
is
where
you're
at
today
2021.
about.
K
30
of
your
current
population
is
either
at
over
or
nearing
the
retirement
age
14
or
at
or
above.
K
We
know
by
2026
four
years
away
that
those
numbers
increased
dramatically.
K
And
so
the
number
of
people
that
will
be
at
or
above
the
retirement
age,
given
just
the.
K
Current
state
almost
half
your
report,
45
of
your
workforce
again,
and
so
when
you
have
a.
K
Department
of
one
or
a
department
of
one
or
two,
that's
a
lot
of
impact
that
that
that
the.
K
You're
not
alone
in
this
regard,
this
isn't
an
issue,
that's
unique
to
carroll
county.
This
is
a.
K
A
problem
that
every
organization
in
the
country
is
experiencing,
if
they're,
not
they've,.
K
Inability
to
fill
the
works,
so
you
know
ted
had
mentioned
it
in
his
comments,
but
you
know
you
do.
K
Have
a
a
low
competitive
compensation
structure
which
makes
it
difficult
to
recruit
people.
K
K
A
second,
but
but
others
are
really
around
this
area
of
two
things.
What
we
would
call.
K
What
it
really
means
is:
what's
the
message
that
you're
really
selling
to
attract
people.
K
To
people
stay
at
the
county
but
to
come
and
work
at
the
county.
What
is
it
good,
why
you
know.
K
Tell
me
why
this
would
be
a
good
place
to
work.
Yeah
compensation
is
part
of
it.
What
are
the
other.
K
Tributes,
and
so
when,
when
you
ask
people
what
what
is
that
employee
value
proposition
today,
what.
K
Are
the
compelling
reasons
why
somebody
would
want
to
come
to
work
here?
That
story
gets
a
little.
K
Blurred
and
people
aren't
able
to
articulate
it,
and
so
I
think,
they're
feeling
the
pain
of.
K
Are
some
other
great
things
about
working
at
the
county,
but
finding
that
that
storyline.
K
Clearly
impacting
recruiting
talent,
I
don't
know
if
you
and
you
saw
the
the
woman
from.
H
Linkedin
was
on
60
minutes
a
few
weeks
ago,
but
to
a
staggering
data
point-
and
you
know
linkedin.
K
K
The
data
point
that
they
gave
was
that
free
pandemic
that
one
in
67
jobs.
K
So
it's
gone
from
one
to
67
down
to
one
and
seven
so
again
hard
to
do
and
challenging
to
do.
K
But
we
know
and
you
look
at
that
data
point
I
give
about
why
millennials
are
leaving
their
job.
K
Other
other,
it's
probably
okay.
In
today's
environment,
some
organizations
are
experiencing.
K
And
about
eight
percent
people
just
resign.
You
have
several
departments
that
are
over.
K
Would
be
another
analysis
of
understanding
that
understanding
kind
of
that
exit
interview.
K
Stuff,
but
you
can
guess
what
some
of
the
issues
are.
Some
of
it
could
be
workload.
K
K
Just
competition
like
they're,
probably
getting
offers
to
to
go
elsewhere,
go
to
the
next
page.
K
So
a
number
of
comments
and
themes
that
we
saw
around
just
how
people
are
feeling
right.
K
Just
kind
of
what's
the
morale,
you
know
we
talked
to
123
people,
so
we
had
it.
We
had.
K
K
Service
quality
service
issues
and
and
creates
to
an
inefficient
organizational
environment.
K
You
know
employee
or
a
robust,
employee
recognition
program.
You
know
how
are
people
recognized.
K
Either
publicly
or
you
know,
in
both
financially
non-financial
ways,
people
like
to
be
told.
K
They're
doing
a
good
job,
and
so
people
are
feeling,
I
think,
a
bit
unappreciated
for
the
work.
K
And
in
particular,
again
in
an
environment
where
they
believe
they're
operating
with
100
fewer.
K
Those
will
be
hard
cells,
harder
self
or
a
younger
generation,
gen
z
and
jim
and.
K
K
Gains
now
we
also
saw
you
know
people
wanted
to
talk
about
morale
and
culture
around.
I
don't.
K
Gen
z
in
particular,
they
want
to
have
defined
career
paths.
They
want
to
know.
K
K
Aligned
investments
to
do
it,
we
heard
about
paid
maternity
and
fraternity
lead
benefits.
K
You
know
interests
among.
We
see
that
again,
you
know
as
more
progressive
organizations
that
are.
K
Are
looking
for
value
out
of
child
care
child
care
support?
Let
me
just
make
a
comment
about
that.
K
I
meant
to
make
this
in
my
opening
remarks:
hats
off
to
you,
commissioners,
for
doing
this
study.
K
I
do
think
that
the
most
progressive
and
the
organizations
that
are
paying
attention.
K
K
As
commissioners
for
doing
it,
many
aren't
doing
it
and
they're
they're
not
burying
their
head
on.
K
The
stand
but
to
some
degree
they
are
and
ignoring
the
reality
so
credit
to
you
for.
K
F
K
You're,
ahead
of
the
curve,
more
more
and
more
organizations
every
day
are
kind
of
waking
up
to.
K
This
and
again
credit
to
you
for
being
ahead
of
the
curve
and
having
a
foreclos
to.
K
Your
ability
to
attract
and
and
retain
people
again,
just
picking
one,
you
know
you
have
a
you.
K
Have
an
interesting
tuition
assistance
policy,
but
it's
got
a
really
low
reimbursement
amount.
K
You've
got
this
policy
in
place
where
you've
got
to
start.
Your
starting
salaries
have
to
be.
K
A
really
low
and
really
limited
flexibility
and
offering
positions
that
are
higher
than
some.
K
Really
minimum
threshold
so
a
whole
host
of
technical
things
here
that
I
don't
spend
a
lot
of.
K
Time
on,
but
all
of
these
are
either
impacting
retention
or
culture
or
the
ability
to
recruit.
K
So,
as
ted
mentioned
a
lot,
a
lot
of
folks
wanted
to
talk
about
hr.
K
Very
rigid,
risk-averse
and
flexible
and
we
get
it.
You
know
governments
tend
to
be
that,
but
you.
K
Have
the
opportunity
to
change
that?
I
think-
and
you
know
the
best
hr
organizations
on
the
planet.
K
You
know
they're
taking
managed
risk
flexibility,
so
you
know
hr's
seen
as
a.
K
So
you
know
just
worth
noting:
we
share
a
lot
of
this
detail
with
ted
roberta.
K
Be
really
working
and
looking
at
the
model
on
the
left,
what
you
call
a
best
practice
model.
K
K
Managing
employee
relations,
recruitment
performance
management
and
administrative.
K
At
carroll
county,
if
you
look
at
all
of
the
things
that
are
going
on
in
hr,
both
in
terms.
K
K
Strategic,
some
consultative
but
largely
administrative
compliance
organization.
K
So,
as
ted
mentioned,
you
know
we
we
did
identify
some
opportunities
for
restructuring.
K
Or
technology
some
could
be
done
with
those
things,
but
look,
but
let
me
run
through
where.
K
K
K
Doing
similar
things
at
times
not
aligning
or
integrating
their
activities,
there's
opportunities.
K
To
improve
that
I
mentioned
you
know:
ems
earlier
public
ems
model,
public
safety.
K
Highly
distributed,
it's
not
decentralized
across
the
county,
they
were,
you
know,
leading
the.
K
Your
administrative
support
function
again
largely
decentralized,
different
responsibilities,
uneven.
K
K
Centralize
and
coordinate
better,
the
technologies
are
in
just
the
roles,
lend
themselves
to
the.
K
K
Are
not
because
so
many
so
much
of
the
work
is
manual
in
nature.
You
know
what
some
of.
K
K
Some
areas
where
you
might
be
understaffed,
we
believe
your
I.t
or
technology
services
area.
K
You
know
I
heard
you
all
talking
about.
You
know
cyber
security,
that's
going
to
continue
to
be
a.
K
Challenge
for
every
entity,
you
know
technology
advances
in
your
ability
to
deploy
technology
to.
K
Transact
with
your
customer
base
with
your
citizens
and
then
it
just
internally,
it's.
K
Going
to
increase
just
naturally
and
so
having
a
good,
solid,
robust
technology
unit
complete.
K
Critical,
I
think,
for
the
future
success
of
the
organization,
fire
and
ems.
We
know
that.
K
There's
under
what
you
know,
200
employees
that
they're
trying
to
hire
and
so
actual
staffing.
K
We
know
there's
17
or
more
positions
that
are
currently
open
and
that's
been
kind
of.
K
Going
on
for
a
while
and
and
then
some
road
roles
and
facilities
and
maintenance
going
back.
K
I
mentioned
technology
can't
underscore
this
enough.
You
know
the
systems
are
really.
K
Dated
your
technology
platforms
are
an
impediment
to
gaining
operational
efficiencies.
K
You
know
leading
again
to
manual
paper
flow
processes,
so
slower
transaction
times,
and
I
can.
K
Imagine
you
know
I
what
I
what
I
always
say
to
my
clients
is
that
you're
you'll
see
it
among
your.
K
We
can
order
our
groceries.
We
can
get
an
uber
all
the
things
that
our
phones
can
do.
K
Higher
staff,
you
need
more
staff
to
do
it,
so
you
have
that
going
on
throughout
the
county.
K
Lot
of
manual
work
again,
creating
quite
frankly,
some
risk
and
vulnerability,
because
the
more.
K
You
know
eliminate
our
need
for
more
staffing
and
so
we'll
go
to
the
next
page.
K
Some
other
comments
on
the
technology
product.
K
So
I
think
the
rest
of
it.
It's
pretty
much
technology
training,
it's
the
last
point
of
page.
K
Workforces
that
have
been
around
a
while,
so
you
have
some
of
that
going
on,
but
another.
K
Okay,
so
those
are
our
our
findings
and
I
think
I'll
just
keep
going
unless
anybody
has.
K
K
Take
take
off
some
questions,
I'm
sure
as
we,
unless
anybody
wants
to
make
a
comment
before.
K
Did
you
hear
anything
about
that?
I
think
you
know
we
heard
mention
of
it,
but
I
think.
A
K
Had
five
thematic
recommendations
and
in
the
same
fashion,
each
of
these
has
a
sufficient.
K
Recommendations,
so
the
first
one
is
is,
is
is
to
engage
in
a
comprehensive
planning
effort.
K
K
Before
you
know
the
end
of
your
terms
this
year,
you
know
it's,
it
would
require
an
effort.
K
K
K
F
K
Next
year,
you're
right,
you
know
a
new
set
of
commissioners
coming
on
board
next
year.
K
K
K
Ensuing
months,
a
second
recommendation
is,
is
to
really
develop
a
plan
to
get
after
this
succession.
K
Recognizing
that,
even
with
a
a
a
clear
vision
plan
to
move
forward,
you're
still
going
to.
K
Four
years
you'll
be
close
to
that,
and
so
that's
a
lot
of
knowledge
and
so
ensuring.
K
Only
gonna
get
you
so
far.
You
know
you're
gonna
have
to
you
know:
you're
gonna
have
to
that.
Might.
K
Get
you
some
knowledge
transfer,
but
you're
gonna
have
to
bring
people
in
and
then
retention.
K
K
K
This
technology
piece
again,
I
think,
you're
behind
the
curve
here-
requires
some
investment.
K
There's
some
things
you
could
do
now,
but
but
really
advancing
accelerating
your
technology.
K
That
we
need
to
implement
the
plan,
so
let
me
talk
about
each
of
these
go
ahead.
K
So,
as
I
mentioned,
you
know
the
first.
The
first
recommendation
is
to
engage
in
this.
K
K
Facilitated
way,
bring
it
all
together
to
do
that,
identify
you
know
what
are
our
imperatives.
K
K
Come
from
how
to
fund
it
and
that
becomes
the
basis
of
a
plan,
but,
along
with
that,
you
know.
K
We
will
we
have
a
roadmap
here
at
the
end
of
the
plan,
the
end
of
our
report,
but
developing
an.
K
K
K
K
K
K
Do
you
do
this,
you
know
how
do
you,
how
do
you
get
that
done?
We
can
give
you
some
advice
and.
K
K
K
Develop
you
know
targeted
plans
for
succession,
recruiting
retention.
You
know
developing
a.
K
K
K
Leaders
we
can
build
succession
and
so
we're
gonna.
You
know
the
new
leader
of
this
organization.
K
K
You
recognize
in
a
formal
way.
Are
we
going
to
start
transferring
knowledge
to
the
leaders.
K
K
Model
looks
like
next
page
becca
knowledge
transfer
very
similar
kind
of
approach
here,
but.
K
K
So
training
and
development
again
another
part
of
the
sort
of
talent
strategy.
How
do
we.
K
K
You
go
remote.
How
do
you
manage
remote
workers
and
hybrid
work
team,
so
that
requires
some
training.
K
Into
the
organization,
so
you'll
need
to
do
that
in
a
new
way.
Your
current
recruiting
strategy
and.
K
Efforts
will
not
be
sufficient,
and
so
thinking
about
how
do
we
build
new
pipelines
for
how
to.
K
Fill
roles:
how
do
we
create
partnerships
with
high
schools
with
carroll
county
community
college.
K
K
K
I
talked
about
that
employee
value
proposition,
but
you'll
want
to
get
that
right.
Why
do
people.
K
Want
to
come
to
work
here
so
starting
to
understand
and
define
that
and
then
marketing
that.
K
And
telling
people
that
so
you
know
bearing
consistent
policies,
effective
leadership,
flexible.
K
Work
options,
career
development,
growth,
some
of
the
things
you
see
on
the
bottom
of
the
page.
K
Could
be
potential
components
of
a
of
a
future
employee
value
proposition
good.
Thank
you.
K
K
Planning
and
recruitment,
probably
some
changes
in
hr
and
so
thinking
about
restructuring
and.
K
Address
some
of
these
compensation
issues,
particularly
as
you
start
to
recruit
in
more.
K
Be
looking
more
astutely
at
compensation,
so
a
number
of
things
you'll
see
here
in
terms
of.
K
We
think
that
you
know
there's
value
and
regularly
doing
an
employee.
K
Baseline,
you
know,
we've
got
this
story
to
tell
we
know
it,
but
even
understanding
on
a.
K
K
K
That
we're
offering
to
our
our
workers,
our
employees
and
our
future
employees
that.
K
K
K
K
K
It's
not
for
everybody,
but
really
thinking
about
what
is
our
remote
hybrid
work
strategy.
We.
K
Or
hybrid
work
option
there's
also
a
sort
of
an
interesting
issue
going
on
around
workers.
K
If
anybody
wants
any
details
about
that,
I
know
jan
or
becca
can
spend
details,
but
we
made.
K
A
recommendations
for
sort
of
improving
that,
if
you
will
go
ahead,
as
I
mentioned
before,
a
new.
K
Generation
of
workers
want
to
see
evidence
that
they'll
have
an
opportunity
to
grow
their
careers.
K
K
Elevate
yourself
through
a
career
will
be
important
in
and
again
telling
that
story
to.
K
Know
that
I
think
you
have
marginal
clients
with
people
really
getting
performance
management.
K
Feedback
on
their
performance,
and
so
you'll
need
to
get
better
at
this,
as
time
goes
on
all
right.
K
I
know
I
won't
go
through
these
again.
A
number
of
sort
of
policy
changes,
all
sort
of.
K
Probably
minor
fixes,
but
things
that
are
probably
impediments
within.
K
K
K
K
K
Grants
management
structure
streamlining
your
administrative
support,
probably
consolidating
it.
K
Might
be
some
outsourcing
opportunities?
We
high
level
talked
about
fire
ems,
didn't
get.
K
K
Your
you
know:
core
functions
to
your
community
need
to
have
it,
and
so
we
think
that
there's.
K
Process
redesign
where
you
map
them
through,
we
use
what
we
call
swimling
process
mapping.
K
Okay,
okay,
then
I
talked
about
you
know
technology
again,
not
an
easy
thing
to
do,
but
what
we
see.
K
Management
grants
management,
online
collections
hr
and
then
some
of
the
just
outdated.
K
Programming
languages
that
have
gone
away.
You
know
in
some
organizations
a
couple
of
decades
ago.
K
Going
back,
you
know,
we
know
that
funding
investment.
You
got.
K
K
You
know
hr
and
I
t
you
know
again.
We
think
they're
sort
of
the
competencies
in
those.
K
K
You
know
all
the
things
we
talked
about
you
you
all
were
bold
enough
to
get
to
this
point.
K
Of
billing
on
each
successive
year
and
so
year,
one
you
see
number
one
items
share
the.
K
Planning
effort,
that's
where
it
starts.
Let's
get
consensus:
let's
get
a
plan
in
place.
K
Which
is
coming
start
some
of
that
process.
Mapping
and
expanding
your
total
rewards
and
benefits.
K
You
know
more
tools
and
so
on
by
year,
three
now
you're
now
you're
fully
implementing.
K
K
Of
materials,
including
the
staffing
plan,
but
let's
talk
sharing
there
becca
and.
K
Address
scott,
I
appreciate
and
your
entire
team
the
effort
so
far.
A
You
know
is
a
good
way
to
package
it,
and
then
we
can
take
a
look
at
this.
It
kind
of
makes
me.
A
You
know
parroting
commercial
lance.
We
do
not
do
this
behind
closed
doors.
A
We
have
to
be
responsible,
mature,
not
to
look
at
one
bullet
point.
I
ask
the
community.
B
B
Appreciate
it,
though,
commissioner,
lance
no
just
to
thank
you
again
great
information,
some
of
this.
D
That's
interesting
too,
and
I
appreciate
that
being
brought
to
the
to
light
because.
D
I
appreciate
it,
we
do
have
a
lot
of
work
to
do.
I
think
it's
going
to
be
something
that's.
D
Can
a
little
challenged
by
the
timing
here
I
wish
we
would
have
done
this
three
years
ago.
D
Little
bit
of
a
challenge
with
that.
So
but
all
in
all
the
information
and.
D
D
Critically
important
so
that
we
can
marry
all
this
together.
But
there's
there's
just.
D
A
C
It
gets
forgotten.
Sometimes
we
forget
about
the
changing
workforce
with
the
change.
C
It
this
way
we
continue
doing
it
this
way,
and
we
forget
about
the,
I
guess
the
mindset
in.
C
C
C
Step
by
step,
we
haven't
done
a
thing,
and
this
is
why
we
did
it
and
I
firmly
convinced
that.
C
We
need
I
don't
care
if
it's
this
board
the
next
board.
Keep
looking
at
this
report,
go
back
to.
C
F
J
If
we
can
improve
our
sorry
I'll
rephrase
that
I
didn't
mean
it
exactly
yeah
again,
no
it's
about.
A
A
Know
as
we
move
forward
really
good
job
from
all
roberto
tim,
anything,
no
okay,
again,
scott.
K
Thank
you
again,
it's
an
honor
to
work
with
all
of
you
and
you
know
any
questions
you
have.
K
About
our
work,
we're
always
available
and
ready
to
meet
with
you
collectively
individually.
K
K
A
lot
of
these
challenges
were
were
brought
to
light
and
exacerbated
by
the
pandemic.
Correct.
A
A
N
Commissioners
good
morning
and
thank
you
very
much
for
for
having
us
in
today
now
we're.
N
N
N
N
N
N
J
So
when
we
talk
about
the
the
increase
in
the
recycling
tipping
fee,
we've
we've
assumed
that.
J
In
the
numbers-
and
we
talked
about
increasing
the
amount
going
into
the
landfill
and
reducing.
J
The
amount
going
to
transfer
that
is
built
into
the
the
operating
plan
now
cliff's
point
about.
J
Plan
on
right
right
now,
I
think
that's
a
a
really
important
point,
I'm
with
him
on
his
concern.
J
J
J
J
So
with
with
this
whole
thing,
I
mean,
if
you're
going
to
consider
changes,
we
have
to
consider
what.
J
B
Cliff
on
your
thing
here,
you
have,
the
the
processing
cost
has
decreased
of
98
dollars.
N
So
it
does
put
us
above
the
regional
rate,
but,
however,
like
you
said
it
would
not
cover.
N
N
Natural
disaster
events
like
that
somewhere
in
the
vicinity
of
25
to
27
000
tons
a
year,
is
a
good.
N
B
N
N
N
J
J
J
Open
another
landfill
yeah,
I
mean
beyond
cell
four.
So
if
we
we
bank,
our
thinking
on
how
long
this.
D
D
D
N
A
Understanding
of
the
engineering
of
the
new
property,
as
far
as
its
ability
to
create.
A
You
know
more
of
a
landfill
capacity,
I
mean.
Have
we
done
the
last
update
that
I
gave
to
the.
N
Board
here,
probably
a
month
or
so
ago,
right
what's
being
done.
Is
the
field
surveying
at
this.
N
Point
and
finalizing
the
rfp
to
go
out
for
the
master
plan,
which
should
be
out
in
a
week
or
two.
N
No,
no,
I
I
get
it
I
you
know,
I
I
appreciate
that
refreshing
me.
Thanks
and
the
follow-up
to.
N
D
D
N
Get
that
first
piece
in
so
we
reserve
our
place
in
line
okay
and
but
again
anything
can
change.
A
A
Is
that
it
would
remain,
you
know
there
is
risk
associated
with
it,
but
that's
the.
N
N
What
do
you
want
from
us
today?
Well,
the
first
is
whether
we've
whether
we
decide
to
continue.
F
B
B
B
A
P
L
Thank
you.
This
work
is
necessary
to
make
repairs,
replacements
and
installations
and
new.
L
L
B
B
A
B
L
A
A
Q
Then
I'll
just
work
from
this,
what
this
is
is
last
year's
letter.
Everything
and
highlighted
is.
Q
New
language
for
this
year,
okay,
the
secretary
yes,
yes,
well,
there's
a
lot
of
things
together.
Q
If
I
missed
anything,
let
us
know,
but
this
came
from
our
discussion
with
you
last
month.
Q
And
we
just
make
the
changes
from
there
so
I'll
just
go
page
by
page
on
the
first
page,
those.
Q
Q
Q
Q
Only
change
made
there
is
the
notation
regarding
warfield
historic
sykesville
and
the
recent.
Q
Q
Q
Remain
remain
the
same.
The
third
priority
remains
maryland
26
from
32
to
the
reservoir.
Q
There
is
no
new
language,
the
breakout
project
for
that
remains
converting
eastbound.
Q
Project
for
which
there
has
been
progress,
so
I
noted
that
we're
pleased
that
it
has
received.
Q
So
you'll
recall
we
added
a
new
fifth
priority,
which
is
the
maryland
27
corridor.
Q
Q
Q
The
county
is
working
on
this
water
and
sewer
upgrades,
and
we
also
pointed
out
that.
Q
A
That
bridge,
okay,
so
it's
it's
got
to
be
a
partnership
between
howard,
county
and
carroll.
Q
Excuse
me
also
on
page
six
regarding
transit
projects.
That's
new
language,
but
it's
reflecting.
Q
Q
From
bmc,
all
the
jurisdictions
are
inserting
this
language
into
their
priority
letters.
We.
Q
If
you're
in
agreement,
we
can
any
take
the
highlighting
out
any
edits.
F
D
That's
the
one
acquisition
pretty
easy
motion
to
approve
those
minutes.
A
D
School
is
the
celebrating
america
history
day
expo
that's
been
kind
of
forgotten
in
the
pandemic.
D
So
was
vivian
daly
she
had
one
category.
I
had
the
other
and
had
a
good
time
looking
at
again.
D
Some
bright
young
people
who
put
some
remarkable
programs
in
front
of
us.
So
if
you
get
a
chance.
I
A
Yeah
no
now
he's
a
tax
collector
yeah.
We
want
a
leader
for
tax
collector
for
tax,
collector
yeah.
I
A
Yeah,
okay
march
7th,
we
have
nothing
scheduled
on
tuesday
march
8th.
It
starts.
A
We
have
the
fy
23
budget
overview
it
it
at
4
30,
rising
with
boys
and
girls
club
at
winners.
A
Mill
commissioner
frazier
is
scheduled
to
attend.
I
am
tentatively
attend
attending
that
as
well.
A
A
Thursday,
we
have
open
session.
Let's
see,
approve
submission,
fy,
23
community.
A
Partnership
agreement
and
accept
the
award
ms
steckel
will
be
presenting,
or
you
know.
E
Actually,
we're
going
to
present
to
you
an
alternative
for
a
possible
noise
ordinance
to.
A
Okay,
I
hear
you
I'm
looking
forward
to
that
what'd,
you
say
no
okay
and
then
we
have
cdl
training.
A
At
the
carroll
community
college
and
workforce
development
board,
mr
lyburn,
I
think,
is
going.
A
I
A
And
the
free
little
pantry,
which
will
be
held
at
eldersburg
library
on
saturday
morning,
10
a.m,.
A
A
A
We
got
nothing
tuesday
march
15th.
We
got
the
local
management
board.
Commissioner
frazier
attending.
A
A
B
F
I
A
When
is
st
patrick's
day
patrick's
day,
oh
date,
night,
you
gotta
come
to
work.
That's
right.
A
Yeah
we'll
talk
about
that
too.
There'll
be
a
proclamation
transit
driver
appreciation
day.