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From YouTube: Pittsburgh City Council Budget Hearing - 12/9/20
Description
Department of Human Resources
A
We
are
good
welcome
everybody
to
the
reconvened
budget
hearings
for
today,
which
is
tuesday
december,
the
ninth
at
1
36
p.m.
Today
we
have
the
department
of
human
resources
and
civil
service.
We
are
joined
by
our
director,
janet
manuel,
but
first
we
have
our
council
budget
director
builder
bannock,
to
give
us
a
brief
overview
so
bill.
You
have
the
floor.
B
Thank
you,
councilman
krauss,
and
welcome
director
manuel
we're
here
to
speak
about
the
department
of
human
resources
and
civil
service.
The
mission
of
the
department
of
human
resources
and
civil
service
is
to
enable
the
city
of
pittsburgh
to
meet
its
employment
initiatives
by
providing
skills
and
expertise
in
the
areas
that
are
imperative
to
successful
business
operation.
B
B
The
first
total
budget
for
the
department
of
human
resources
is
33
million,
306
000,
that's
a
decrease
of
what
was
anticipated
in
last
year's
five
year
plan
of
nine
million
two
hundred
and
thirty
two
dollars,
232
thousand
that's
approximately
a
22
reduction,
the
total
department
budget,
not
including
health
care
benefits
and
summer
youth.
Employment
is
four
million
five
hundred
and
forty
four
thousand
dollars.
B
One
of
six
human
resource
business
partners
eliminated
one
of
two
benefits
and
wellness
coordinator
positions
eliminated,
one
of
two
wellness
gurus
eliminated
and
three
of
six
human
resource
specialists
eliminated
a
senior
hrms
analyst
swapped.
For
a
senior
talent
acquisition,
coordinator
of
5400
savings,
non-salary
and
non-benefit
expenditures
were
reduced
by
629
000
or
19
percent
from
what
was
anticipated
in
that
five-year
plan.
B
Those
items
include:
computer
maintenance
for
ceridian
was
reduced
by
117
medical
fees
for
upmc
drug
tests,
reduced
by
a
hundred
thousand
professional
services
related
to
police,
recruit,
testings
reduced
by
ninety
two
thousand
dollars.
Child
care
services
reduced
by
twenty
five
and
budgeted
to
increase
back
in
2020
funding
levels
in
2022,
in-person
job
fair,
recruiting
was
reduced
by
eighty
thousand
dollars
partially
offset
by
twenty
thousand
dollar
increase
in
job
tuition.
Reimbursement
of
47
000
has
been
eliminated
anticipated
july.
B
1St
2021
workforce
reduction
is
250
365
dollars,
based
on
the
average
salaries
and
benefits
of
31
full-time
positions
that
would
equal
the
elimination
of
approximately
six
employees.
Department
of
human
resources
administers
health
care
benefits
across
all
departments.
Even
those
who
have
health
care
and
benefits
budgeted
within
their
departments.
B
The
city-wide
budget
for
health
care
and
benefits
is
is
down
here.
For
2020
there
was
40
million
443
000
for
health
insurance
2021.
The
budget
decreases
12.5
percent
down
to
35
million.
A
5
million
dollar
decrease,
the
other
highlight
I'll
say
would
be,
let's
see
here.
The
other
highlight
would
be
so
security
with
the
730
93
000
reduction
from
10
million
to
9
million
overall
personnel.
Employee
benefits
total
for
the
year
96
million
948
000
down
to
91
million
55
000
in
2021.
B
There
are
two
capital
budget
line
items
for
human
resources.
The
first
is
the
neighborhood
employment
centers
there's
a
hundred
and
fifty
thousand
dollars
in
community
development
block
grants
it's
the
same
amount
as
is
budgeted
in
prior
years,
also,
the
pittsburgh
employment
program
again
at
150
000
same
as
prior
years.
B
The
department
of
human
resources
also
has
trust
in
agency
funds,
one
of
which
is
the
pittsburgh
partnership.
Beginning
projected
beginning
balance:
four
million
five
hundred
and
fifty
six
thousand
dollars.
That's
anticipated
revenue
would
be
three
million
347
000.
This
trust
fund
houses,
20
employees.
There
is
no
change
from
2020..
B
Also,
there
is
the
workers,
com,
compensation,
commutations
trust
fund,
current
balance,
4.47
million
workers,
compensation,
co-payment
fund,
current
balance,
349
000.
There
are
the
also
the
biba
accounts.
First,
one
for
health
insurance,
current
balance
is
23
million,
311
000
and
also
the
viva
account
for
the
workers,
compensation,
trust
fund
and
that
amount
current
balance,
26
million
196
thousand
dollars.
A
C
D
C
C
So
it
gives
me
great
pleasure
to
sit
before
city
council
to
speak
to
you
about
the
budget
for
this
respective
department.
So
what
can
I
say
about
the
year?
2020
that
you
guys
have
not
already
heard
it
has
been
an
unprecedented
time,
but,
more
importantly,
it's
how
you
respond
during
these
unprecedented
times,
and
so
that
is
exactly
what
we
have
done
in
the
department
of
hr
and
civil
service.
C
We've
responded
by
pivoting.
We
pivoted
to
the
facts,
as
bill
has
accurately
stated,
with
looking
at
our
respective
budgets
and
making
cuts
as
appropriate
as
necessary.
But,
more
importantly,
I'm
pleased
to
say
for
the
moment
we
have
not
had
to
eliminate
any
person
out
of
a
or
out
of
a
position
those
six
respective
positions
that
bill
referenced
earlier.
C
What
I
had
done
was
when
they
became
vacant
in
the
department
of
hr
and
civil
service.
I
purposely
did
not
feel
them
understanding
that
we
were
under
budget
constraints
and
thankfully
we
were
able
to
utilize
those
to
help
us
address
some
of
the
budget
deficit
that
that
we
face
as
a
city
and
as
a
department.
C
We
responded,
but
we
also
pivoted
pivoted
to
the
fact
that
we
really
worked
closely
with
our
department
of
innovation
and
performance
to
help
us
catapult
a
lot
of
things
more
online,
such
as
a
lot
of
our
staff,
are
now
having
to
work
remotely
where
they
can
have
access
to
their
bi-weekly
payroll
report.
That
shows
what
their
what
their
payroll
statement
actually
is.
They
have
the
access
to
that
online.
C
Other
aspects
that
you
will
note
is
that
we
did
some
swapping
of
positions
so
when
individuals
did
leave
and
we
saw
that
there
was
a
need
for
additional
training,
we
just
basically
moved
positions
that
way
it
can
continue
to
meet
the
need.
When
you
look
at
the
respective
non-salary,
non-benefit
expenditures.
C
When
you
look
at
our
child
care
services
that
was
reduced
based
on
the
fact
that
it
was
not
as
needed
as
much
and
then
our
medical
fees
for
upnc
with
our
drug
tests,
that's
related
to
the
police,
recruit,
class
reductions
and
working
with
my
senior
manager
and
my
hr
manager.
Regarding
that
also
for
this
respective
department.
C
We
continue
to
make
strides
in
our
unemployment
compensation,
reducing
that
amount,
as
well
as
our
workers
compensation.
We
again
are
also
self-insured
for
that.
So
we
work
very
closely
with
rules
and
pages,
which
is
the
law
firm
to
help
the
city
of
pittsburgh
identify
what
claims
that
can
be
settled
for
for
a
cost.
C
Madam
president,
kell
smith
on
the
implementation
of
her
neighborhood
employment
center,
as
well
as
maintain
the
opening
of
the
other
neighborhood
employment,
centers
and
all
the
different
districts
under
the
different
council
members
and
then
continue.
You
know,
implementing
the
summer,
learn
and
earn
program
as
we
partner
with
partner
for
work
on
that
as
well.
C
So
again,
it's
been
a
year
that
has
been
challenging,
but
I'm
very
happy
to
say
that
we
were
able
to
respond
appropriately
and
pivot
well
to
still
continue
to
do.
What
we
needed
to
do
to
provide
a
health
and
wellness
festival,
virtually
it,
was
attended
by
over
450
employees
online
and
continue
to
deliver
that
message
to
our
employees,
that
you
know,
wealth
having
a
healthy
lifestyle
is
being
wealthy
as
well.
A
C
Well
actually-
and
I
appreciate
you
asking
that
question
councilman-
that
is
something
that
is
being
discussed
right
now,
right
department
of
labor
on
a
federal
level,
because
then
they
would
disseminate
that
information
out
to
the
state
level,
which
will
hit
a
local
level
right.
Now
we
don't
have
that
information,
but
there
has
been
conversation
of.
Are
there
any
respectable
deductibles
that
an
employee
who
has
been
working
from
home
can
utilize
to
their
advantage
from
a
tax
purpose?
C
A
A
I
mean
so
it's
literally
around
the
corner,
and
if
you
know
every
everyone
has
experienced
some
kind
of
financial
hardship
this
year
that
has
been
based
on
the
covet
19
situation
and
if,
even
if
it's
the
most
minor
of
relief
for
our
employees
when
they
are
filing
their
taxes,
whatever
little
compensation
might
be
entitled
to
them.
I
would
certainly
like
to
offer
them
the
opportunity
to
claim
it
if
possible,.
C
A
I'm
going
to
turn
it
over
to
members.
Now
I'm
going
to
take
you
in
the
order
in
which
you
signed
in
so
we're
going
to
begin
with
councilman
wilson,
then
councilwoman
strasburger,
councilwoman
gross.
Should
she
join
and
then
council
president
there
she
is
and
then
council
president
kale
smith,
so
councilman
wilson,
you
have
the
floor.
A
E
You
chair
and
thank
you
director,
for
you
know,
walking
us
through
what
you
know
the
pivot,
the
pivoting
that
you've
been
doing
and
and
what
we
should
look
to
see
in
this
upcoming
budget.
I
did
have
a
question
about
the
the
12.7
decrease
in
health
insurance.
You
were
talking
about.
There
was
a
decrease
because
of
I
think
you
eluded
the
testing,
though,
so
what
what?
What
is
this?
The
12.7
decrease.
C
Okay,
and
so
on
the
benefit.
The
deduction
one
of
the
good
news
share
is
that
that
deduction
is
lower,
because
our
renewal
premium
was
less
than
what
we
had
anticipated
it
to
be
so
that
tied
in
with
a
reduction
for
the
medical.
Now,
the
other
piece
that
I
was
referencing
were
medical
fees
for
upnc
drug
tests
that
was
reduced
by
25
and
that
related
to
the
police
recruit
class
reductions.
C
So
there's
two
points:
one
is
the
police
recruit
class
for
the
drug
test
reduction
and
then
for
our
general
medical
benefits
that
premium
or
that
dollar
amount
was
decreased
because
the
renewal
premium
was
less
than
what
we
anticipated.
So
that
means
that
our
costs
that
we
had
endured
for
medical
costs
for
in
a
certain
year
when
it
comes
time
for
them
to
look
at
renewing
or
for
the
outlining
what
our
premiums
would
be,
it
was
reduced
due
to
you
know
the
the
amount
of
our
expenditures
were
lower
than
anticipated.
E
C
C
I
know
you
were
a
fan
of
it.
Am
I
able
to.
I
already
said
it,
so
we
are
actually.
We
have
a.
I
have
a
meeting
this
week
with
ceridian
and
some
of
my
staff,
as
well
as
the
I.t
department,
the
imp
department,
to
review
that,
and
we
are
looking
to
implement
that,
hopefully
in
the
first
quarter
of
2021,
and
so
that
should
make
the
processing
of
payroll
a
lot
easier.
So
for
like
exempt
staff
such
as
yourself,
sir.
E
C
Also,
they
will
be
able
to
view
to
what
councilman
crowl
stated
earlier.
They'll
be
able
to
will
still
legally
buy,
irs
regs
have
to
mail,
the
w-2
forms,
but
I
mean
then
you
can
actually
go
online
and
pull
it
up
yourself
and
have
access
to
it.
But
that
is
the
self-service
portal,
and
so
we
hope
that
within
the
next
several
years
that
that
rolled
out
in
its
totality
so
right
now
we're
doing
it
in
increments,
based
on
on
the
respective
budget
constraints,
we're
getting
there.
C
C
Yes-
and
I
remember-
I
remember
our
conversation
when
you
started
earlier
this
year
and
you
met
with
our
department-
that
was
one
of
the
first
things
that
you
made
known,
that
that
was
your
expectation
of
the
department
of
maker
and
civil
service
bring
in
self-service,
and
we
are
working
on
that.
I
promise.
E
Yeah
no,
I
appreciate
that.
I'm
curious
how
that
looks.
You
know,
for
instance,
timekeeping
how
that
looks
in
more
of
the
jobs
that
are
like
our
dpw
jobs
they're.
You
know,
I'm
not
sure
how
that
that
check-in
and
that
process
works
on
that
side.
I
don't
know
if
there
will
be
a
laptop
set
up
where
everyone
would
like
do
their
time
or
would
they
still
be
swiping?
How
does
that?
How
would
how
do
you?
How
do
you
see
that.
C
Sure
for
the
staff
that
work
within
an
office
setting
and
have
access
to
computer,
they
will
be
able
to
log
on
to
their
system
for
our
outward-facing
employees
such
as
dpw.
They
will
actually
because
they
have
to
go
into
the
respective
area
every
day
before
they
start
their
shift.
They
will
actually
have
a
time
clock
and
then
that
is
how
they
will
clock
in
and
out,
but
for
the
rest
of
us,
which
is
majority
of
the
other
staff
we'll
be
able
to
log
online.
C
There's
also
the
capability
that
the
application
can
be
downloaded
on
the
city
cell
phone,
so,
for
example,
one
of
our
inspectors
from
pli
who
might
go
from
home
to
the
actual
field
site
they
will
be
able
to.
If
they
have
a
computer
at
home,
they
can
log
on
or
they
can
actually
log
on
through
their
cell
phone
as
well.
D
C
C
C
Not
specifically
for
hr,
what
would
be
listed
under
hr
is
the
training
module
budget
which
currently
is
postponed,
but
that's
the
one
for
the
online
training
that
you
were
referencing
to
go
and
register
for
different
classes.
That
would
be
listed
under
my
budget
for
the
hr
department
and
then
for
the
benefits
model
that
actually
would
be
under
the
int
department.
I
did.
C
F
I
wanted
to
see
if,
if
there
were
any
lessons
learned
from
the
way
that
we
have
been
approaching
police
recruitment
to
the
rest
of
the
staff
city-wide
from
the
police,
from
public
safety,
directors
and
police
chiefs
determination,
it's
been.
You
know,
there
have
been
some
tweaks
made,
some,
maybe
some
more
than
tweaks
and
major
changes
made,
and
I
wondered
if
there
are
lessons
learned
or
if
that
is
even
if
it's
even
possible,
to
apply
some
of
those
changes
to
the
way
that
we
approach
recruitment
of
other
of
other
positions.
C
C
Historic
is
to
look
at
our
respective
processes
and
just
because
things
have
been
done
the
same
for
quite
some
time.
It
is
incumbent
upon
us
to
challenge
it
appropriately
and
where
changes
can
be
made,
then
for
the
better.
Then,
let's
work
together
to
make
those
improvements.
That
is
a
lesson
learned
for
me.
So
what
I'm
doing
with
my
staff
is
looking
at
the
civil
service
regulations
looking
at
what
the
state
requirements
are
and
then
are
there
opportunities
for
us
to
make
improvements
and
if
there
are
for
the
better,
let's
work
toward
that.
C
That's
my
lesson
learned.
So
I
cannot
articulate
for
you
at
this
moment
councilwoman
straussberger
what
those
changes
could
be.
I
don't
have
any
information
in
front
of
me,
but
I
will
get
back
to
you
to
say
here
are
some
things
that
we
have
and
then
we'll
not
only
share
it
with
you,
but
as
well
as
the
rest
of
the
city
council
members
for
that.
F
Thank
you.
I
appreciate
that
and
that
wasn't
the
answer
I
was
expecting
because
I
had
heard
one
of
the
biggest
changes
was
something
around
a
rolling
recruitment
schedule
versus
what
it
was
previously,
but
that
was
incredibly
helpful
to
know
that
you
were,
you
know,
part
of
those
conversations
and
that
you
are
continuing
to
evolve
in
different
ways
and
in
fact
I
would
love
to
continue
the
conversation.
F
Absolutely
I
have
a
actually
a
you
know,
a
really
interesting
proposal
from
a
grad
student
at
the
at
hinds
college,
at
carnegie
mellon
around
some
of
the
red
flags
that
we
can
look
out
for
in
terms
of
public
safety,
recruitment
and
and
some
other
issues
there.
So
I'd
love
to
continue
that
conversation.
C
Well,
actually,
actually
it
is.
When
I
joined
the
city
in
january
of
2017,
we
implemented
what
is
known
as
a
citywide
recruiting
schedule,
which
means
we
actually
advertise
monthly,
whether
it's
via
social
media.
At
that
time
we
were
intending
in-person
career
fairs,
or
we
would
actually
turn
community
events
into
quasi
career
fairs.
C
C
We
just
had
to
pivot
on
how
we
actually
showcased
everything,
but
the
continual
recruitment
has
always
been
done
and
it
continues
so
in
2021.
We
will
continue
with
that,
even
though
our
recruitment
budget
has
been
decreased,
it's
just
the
fact
that
we
just
have
to
get
a
little
bit
more
creative
and
then
keep
that
keep
our
name
the
city
of
pittsburgh,
name
out
there
in
the
forefront
of
everyone's
mind.
C
C
G
D
G
C
You
know
as
councilwoman
gross
she's
also
we
have
our
separate
family.
It's
called
dec
family,
gender
equity,
commission
families,
both
she
and
I
service
commissioners.
So
I
get
to
work
with
her
in
that
aspect
as
as
well
as
as
this
aspect
of
head
of
hr
and
councilwoman,
but
to
be
a
colleague
with
her
as
a
commissioner.
C
That
continues
to
be
on
the
forefront
for
the
department
of
hr.
As
the
mayor
had
appointed
me,
ceo
and
diversity
and
inclusion
officer,
and
so
there
was
an
article
out,
I
think
it
was
tweeted
just
last
month
as
well,
that
majority
of
the
women,
the
commission
or
board
attendees
or
members
are
females
under
the
city
of
pittsburgh
and
that
we
have
a
high
population
of
females
in
leadership
roles
within
the
city.
G
G
C
My
goal
is
that
it
doesn't
impact
the
service
delivery
for
2021
councilwoman.
You
know,
as
I
stated
earlier,
once
individuals
left.
For
example,
we
had
our
hr,
ms
role,
that
was
the
position
that
actually
had
to
deal
with
jde,
and
so
once
that
person
left-
and
we
were
already
on
the
platform
of
of
ceridian
day
force,
what
I
did
was
just
pivot
that
role
and
create
a
training
and
development
role,
because
the
need
for
training
and
development
for
the
city
of
pittsburgh
is
greatly
needed.
C
So
that's
what
I
did,
and
so
when
I
say
I
hope
and
believe
that
it
doesn't
impact
our
service
that
we
will
deliver
in
2021
is
because
we
are
going
to
be
introducing
more
things
online.
That
will
give
self-service
for
our
employees,
where
right
now
we're
in
the
middle
of
creating
fillable
forms.
So,
instead
of
an
employee
having
to
come
to
the
fourth
floor,
to
ask
for
a
direct
deposit
form,
it
will
actually
be
a
fillable
form
where
they
can
fill
it
online.
C
Make
sure
that
we
are
confirming
that
they
are
who
they
are.
So
there's
nothing
illegitimate
or
wrong
about
it,
and
it
will
save
our
employees
time
from
having
to
try
and
come
to
our
double
doors,
not
that
we
don't
mind
seeing
our
employees.
We
love
it,
but
we
also
there's
some
empowerment
behind
self-service.
C
We
are
still
servicing
them
in
that
aspect,
and
so
that's
why.
I
believe
that
our
service
level
for
our
employees
should
not
decrease
and
I'll
probably
stay
awake
at
night,
making
sure
that
that
we
have,
even
though
our
ftes
are
less
but
to
make
sure
that
the
service
that
we
have
been
providing
since
I
came
in
2017-
not
only
stays
at
that
level,
but
I
would
like
to
see
it
increase.
But
I
think
that
self-service
piece
will
definitely
help
well.
G
C
G
B
G
Easily
able
to
use
like
a
google
form
or
something
similar
right,
so
you
can
collect
information,
but
I
was
just
curious
because
I
didn't
hear
the
dollar
amount
for
the
module
that
you
would
be
able
to
do.
The
things
councilman
wilson
was
asking
for,
because
you
said,
without
the
module
it'll
take
several
years
right
well
with
dashboard.
Is
the
insurance
dashboard
specifically
or
something
like
that?
It
was.
C
G
C
G
It
and
give
it
to
you
absolutely
yeah.
So,
okay,
I
wasn't
really
following
that.
So
thank
you
for
clarity
and
thank
you
to
councilman
wilson
for
asking
about
it,
because
it
we're
all
realizing
that
it's
we're
doing
everything
remotely
yes
ma'am,
and
so
we
should
maybe
weigh
those
costs
and
benefits
of
for
the
convenience
factor.
The
time
factor
to
be
able
to
service
our
own
employees
with
the
those
kinds
of
technology.
G
If
you
don't
know
you're
going
to
use
them,
I
don't
think
that's
what
this
is
like
you're
saying
we
already
use
the
ceridian
platform,
yes
ma'am
and
your
your
employees
by
the
way,
are
some
of
the
essential
workers
that
have
been
having
to
go
down
to
the
city
county
building,
and
I
want
to
acknowledge
that
and
say
thank
you
to
them
because
they,
you
really
had
to
arrange.
I
remember
you
saying
that
you
had
purchased
your
own
masks
and
had
brought
them
in
for
your
employees
at
the
beginning.
F
C
G
C
D
C
But
when,
but
to
your
point
at
that
time,
we're
all
in
the
building
and
some
people
may
not
have
seen
the
benefit
of
it.
But,
as
you
are
hearing
me
explain
based
on
the
questions
asked
by
councilman
wilson,
absolutely
it
would
benefit
us.
Would
it
be
a
cost
that
at
this
time
sure
may
seem
that
we
cannot
afford?
But
I
look
at
what
is
the
cost?
But
what
are
the
benefits
from
the
middle
range
in
the
long
term?
G
Even
on
the
back
end,
let's
say
so:
let's
say
my
staff
person
or
councilman
wilson,
deaf
person
or
a
person
in
dpw.
You
know,
goes
on
to
the
the
module
dashboard
and
changes
something
to
the
benefits.
I'm
assuming
that
it
not
only
is
good
for
the
user
side
of
the
module,
but
I'm
assuming
that,
on
the
back
end,
your
employees
will
be
able
to
accommodate
that
change
remotely
you.
G
Of
having
to
be
downtown
and
to
do
the
actual
paperwork,
to
effect
that
change
for
that
employee,
they
could
be
safely
at
home.
You
are
correct,
making
the
change
for
that
employee
and
and
there
may.
I
would
assume
also
that
there
are
more
employees
really
having
a
lot
of
questions
about
their
insurance
coverage
in
the
middle
of
a
global
pandemic.
G
I
will
that
means.
Does
that
mean
like
right
now
without
it
that
your
employees
are
having
to
come
downtown
to
answer
those
questions
or
make
those
changes
for
our
other
employees?
That
is
correct.
Well,
councilman,
wilson.
This
is
a
really
good
line
of
inquiry.
I
have
to
admit-
and
maybe
we
should
look
and
see
how
much
that
module
was.
C
G
What
is
the
you
know,
it's
not
useful
if
it
takes
a
year
to
deploy.
Probably
is
it
deployed
as
a
module
because
the
technology,
so
you
know
there
are
technology
transitions
that
take
more
than
a
year
right.
You
know
when,
when
a
department's
going
from
entirely
paper
based
like
pli
to
you
know
it
took
many
years
to
get
a
lot
of
the
permitting
online.
We
all
know
right
yeah,
so
how
quickly
so
we.
C
G
C
Yeah
well
now
you're
getting
this
called
the
life
changing
bit.
So
let's
say
someone
gets
married,
but
the
module
is
not
up
and
running
until
september
of
2021.
They
would
not
be
able
to
use
it
until
september,
but
after
september
then
yes,
they
would.
They
would
be
able
to
go
in
an
update
with
their
beneficiary.
C
G
It
would
greatly
help,
especially
I'm
fascinated
by
the
idea
of
the
back
ends,
burden
on
your
department
being
a
good
point
easier,
but
also
being
able
to
be
done
remotely.
We
just
don't
know
yes
ma'am
if
we
just
if
only
if
we'd,
only
known
all
of
these
things
six
seven
months
ago,
right,
we
didn't
know,
we
know
right.
We
first
went
home
in
march,
we
thought
we
were
going
to
be
home
for
a
couple
of
weeks
right.
C
C
I
I
don't
have
to
do
that
and
you
do
abs
absolutely,
and
I
know
that
I
am
essential
and
I
don't
have
any
problem,
because
I
know
that
I
have
3
500
livelihoods
to
make
sure
that
they
are
being
compensated
bi-weekly
and
that
their
benefits
are
still
intact
during
the
pandemic.
And
I
am
thankful
to
the
mayor
to
city
council
to
chief
gilman
for
those
that
have
entrusted
me
with
this
to
make
sure
that
it
continues
and
not
you
know,
stop
in
the
middle.
The
staff
definitely
are
in
good
spirits.
C
We've
been
having
our
own
little
versions
of
holiday
parties
going
on
in
the
office
right
now
and
just
celebrating
our
achievements
that
we're
doing
and
then
what
is
also
being
done
is
that
when
we
have
that
break
from
processing
benefits
or
or
payroll,
then
they
do
get
the
opportunity
to
work
from
home.
So
we're
able
to
reduce
it
even
more
because
we
want
to
make
sure
that
we're
in
compliance
to
what
the
mayor
has
asked
of
us
as
well
as
governor
wolf
as
well.
C
G
I
don't
know
if
anyone
else
has
noticed,
but
the
there's,
this
a
bunch
of
articles
going
around
about
how
our
radiators
that
we
have
in
so
many
pittsburgh
buildings.
I
still
have
radiate
heat
radiator
heat
in
my
house
were
developed
after
the
spanish
flu
right
loaded
or
expanded
because
they
were
meant
to
be
they're,
always
under
windows,
you'll
notice.
And
it's
because
you
were
meant
to
leave
your
windows
open,
mm-hmm
yeah,
because.
C
Ask
questions
find
out
who
they've
got
listed,
who
they
don't
have
listed
as
a
beneficiary
or
or
and
really
understand
about
the?
What
we
call
the
voluntary
benefits,
the
additional
life
insurance
or
hospitalization
insurance
coverage.
But
that
was
also
a
pivot
that
we
did
to
accommodate
everyone
this
year
for
open
enrollment
as
well.
G
A
D
C
D
So
thank
you
all
for
for
attending
so
many
meetings,
but
I
just
want
to
say
I
heard
a
little
bit
about
the
police
recruitment,
which
is
always
of
an
interest
to
me,
because
I
remember
back
when
I
worked
for
pittsburgh
public
schools.
They
had
a
a
recruitment
back
then,
and
it
was
always
that
they
were
going
to.
You
know
help
kids
get
into
this
field
for
police
fire
ems
and
I
actually
think
at
the
time
it
started
off
as
police,
then
it
gradually
increa
included
the
police
and
or
fire
and
ems.
D
So
I
just
want
to
say
that,
and
I
do
think
that
I
know
that
your
department
does
a
lot
of
recruitment
in
that
area,
so
I
I
think
that
there's
a
there's
an
obstacle,
but
I
don't
necessarily
think
it's
with
you
and
your
department
just
want
to
say
that
so
I'd
love
to
sit
down
and
talk
with
you
about
that,
a
little
bit
more
in
depth.
Absolutely
absolutely
I've
worked.
You
know.
D
I've
worked
with
the
school
district
where
the
class
was
right
there
next
to
my
room,
so
I've
seen
both
sides,
but
then
I
also
want
to
thank
you
for
the
employment
center.
I
want
to
acknowledge
deidra
and
her
work
for
getting
the
employment
center
up
and
running
in
sheridan,
and
it's
actually
in
the
jasmine
nyree
center
campus,
which
is
owned
by
christie
and
joey
porter,
and
they
they
were
so
excited
to
have
it
there.
D
But
I
I
want
to
say
that
I
think
that
we
give
such
a
small
amount
to
pay
people
to
run
those
centers,
and
I
know
that
in
comparison,
what
other
centers
are
being
paid
in
partners
for
work
and
what
they
pay
their
people.
I
think
it's
50
000
and
I
think
we
pay
we
offer
25
000
or
something
like
that,
and
so,
if
it's,
if
it
even
gives
a
comparable
type
of
experience
for
someone
seeking
a
job,
the
same
kind
of
skill
levels
and
those
sorts
of
things.
C
Absolutely
so
the
neighborhood
employment
centers
have
existed
well
for
over
20
years
in
greater
pittsburgh,
and
the
beauty
of
them
is
that
we
had
five.
Now
we
have
six
and
they
are
located
within
the
various
districts
of
council
members
and
that
is
to
service
the
communities
and
so
the
whole
purpose
behind
the
neighborhood
employment
centers
is
to
be
an
avenue
and
an
outlet
for
those
community
members
to
go
for
resource
and
the
cool
thing
that
we
made.
C
How
to
interview
how
to
prepare
for
an
interview,
what's
legal,
that
can
be
asked
of
them
during
an
interview
and
what's
not
legal,
what's
illegal,
that
cannot
be
asked
of
them
during
an
interview,
and
so
that
really
kind
of
helps
from
a
community
standpoint
where
they
have
that
access
to
receive
assistance.
So
some
people
may
just
want
to
update
their
resume,
or
some
people
just
may
want
to
get
into
practice
of
interviewing
or
to
the
point
that
I
made
with
council
women
gross
on.
C
How
do
you,
you
know,
negotiate
your
salary
when
you
go
for
an
interview.
The
whole
key
thing
on
the
neighborhood
employment
center
is
to
be
there
as
a
resource
for
them
and
you
are
correct
councilwoman,
madam
president,
kell
smith
regarding
the
amount
of
money
and
it
is
25
000..
What
I
can
do
is
I'm
writing
notes
is
to
go
back.
D
Yeah,
I
would
like
to
say
that
just
because
I'd
like
to
see
because
I
think
that
they're
not
receiving
fear
of
services,
if
you
have
somebody
who's
getting
paid
25
000,
you
may
not
have
somebody
who
can
actually
write
a
resume
or
help.
You
know
and
I've
seen
some
of
the
resumes
coming
from
some
of
the
old
employment
centers
and-
and
I
mean
they
did-
need
some
help.
So
I
don't.
I
just
want
to
make
sure
they're
getting
the
same
quality
help
across
the
man.
D
C
D
D
D
So
I
just
want
to
thank
you
for
that
all
the
work
they
do,
but
I
do
want
to
say
that
I'm
preparing
people
is
an
important
term
and
building
capacity
is
important
to
me
absolutely
and
with
that
said,
the
only
other
thing
I
really
have,
because
I
heard
all
the
other
questions
is:
is
there
a
policy?
Do
we
have
a
discipline
policy
in
place
for
technology
for
like
the
use
of
cameras
at
a
workplace
and
or
a
gps,
and
using
those
to
discipline
employees?
D
Because
I've
heard
over
the
weeks-
and
I
don't
even
know
if
it's
accurate-
that
different
people
have
accused
people
of
disciplining
them
according
to
a
video
or
according
to
you
know,
some
some
cameras
that
they
have
around
or
according
to
their
gps
and
where
they
are,
is
there
a
policy
in
place?
Currently,
that's
that's
widespread
for
the
whole
whole
city
or
all
the
employees.
C
Where
it
you
know,
you
can
see
that
they're
going
to
their
respective
work
sites
that
they
should
and
they're
not
in
place
to
be
a
big
brother,
they're
more
in
place
to
make
sure
that
the
employee
is
doing
the
work
that
they
should.
They
are
going
where
they
should
and
that
there
isn't
any
misuse
of
time
that
so
I
use
that
department
as
an
example
where
there
is
that
understanding
for
those
respective
employees
that
that
gps
is
installed
in
there
and
then
it
does
monitor
for
where
they
are.
C
D
I
want
to
be
honest:
I've
talked
to
a
lot
of
different
employees
in
a
lot
of
different
departments,
and
a
lot
of
them
are
feeling
that
they're
being
watched
and
that
they're,
you
being
you
technology,
is
being
used
to
discipline
them
and
it's
it's
getting.
It's
actually
driving
down
a
lot
of
morale
in
the
workforce,
and
so
it's
a
concern
to
me-
and
I
know
that
other.
If
I'm
getting
calls
other
members
are
getting
calls
or
probably
will
be
if
they
haven't.
D
So
I
just
really
want
us
to
make
sure
that
we
have
some
type
of
policy
in
place
and
how
we're
using
that
in
terms
of
discipline
for
the
employees,
and
because
I
mean,
if
you
can
see
like
somebody
didn't
like
this-
is
one
of
the
conversations
I
have
with
chief
of
staff
gilman.
You
can
see
that
somebody
didn't
follow
a
route.
D
Well,
I
mean
that
was
important
to
me
that
they,
that
that
was
why
something
you
know:
snow
removal
wasn't
done
a
day
or
something
sure
to
me,
but
at
the
same
time
I
don't
want
to.
I
don't
want
to
see
somebody
used
as
to
be
disciplined
for
that,
but
I
want
to
know
how
that
can
be
addressed,
and
I
think
that
there
has
to
be
some
balance
here.
C
Yeah
right
and
I'm
certain
that
there
is-
and
I
will
follow
up
and
you
know
at
times
it
could
just
be
a
refresher.
You
know,
because
we've
got
employees
that
have
been
long-term
employees
with
us
and
they've
worked
with
us
for
quite
some
time,
and
we
can
always
just
use
that
as
a
refresher,
but
I
will
follow
up.
Let's
take
it.
D
D
A
Thank
you.
Thank
you,
council,
president
director,
just
a
a
follow-up
question
on
police
recruitment
or
police
hiring.
I
should
say
I
know
at
the
beginning
of
the
year
the
administration
decided
not
to
put
on
a
new
class
of
officers.
I
wasn't
necessarily
a
fan
of
that
decision.
I
respect
their
right
and
ability
to
make
that
decision,
but
if
we
should
see
substantive
retirements
coming
up
in
the
near
future,
how
quickly
would
we
be
able
to
put
on
a
class?
Do
we
have
sort
of
a
a
prospective
class
in
the
parking
lot?
C
Sure
so
the
question-
and
you
are
correct,
so
there
were
earlier
police,
recruit
classes
scheduled
and
then,
of
course
they
were
canceled.
So
your
question
is:
if
we,
the
city,
are
faced
with
a
influx
of
retirees,
for
example,
what
is
the
capacity
for
the
city
to
implement
a
recruit
class?
So
there
isn't
that
through
deficit?
And
the
answer
is
yes?
Yes,
we
can
work
with
director,
history
and
the
department
of
public
safety
to
make
sure
that
we
from
an
hr
standpoint,
implement
a
respected
class.
C
C
But
I
I
understand
your
question
and
it's
a
ballot
one
and
please
note
that
hr
works
hand
in
hand
with
the
department
of
public
safety,
director,
historic
and
his
group
is
monitoring
the
respective
level
in
amount
of
police
officers
that
are
on
board.
And
then,
if
that
number
decreases,
then
yes,
they
will
work
with
us
and
and
we'll
be
called
in
to
work
with
them
to
create
a
new
class.
But
there
is
that
perspective
that
exists
and
and
then
from
there.
A
F
A
C
A
A
C
C
C
C
A
B
Yes,
tomorrow,
actually
at
10
am,
is
the
department
of
mobility
and
infrastructure
domey,
which
will
be
our
final
department
budget
hearing
the
next
time
that
we
will
meet
through
the
hearing,
which
is
part
of
the
hearing
process,
will
be
monday
at
10
a.m,
which
will
be
the
public
hearing
for
tax
budget
and
citizen
participation.
That's
the
opportunity
for
folks
to
provide
public
comment
that
have
been
waiting
and
have
also
been
given
public
comment
during
summer
meetings
regarding
the
budget,
then
at
1
30
p.m.