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From YouTube: Biloxi City Council budget hearing, Aug 2 2022
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B
B
A
B
With
the
additions
and
corrections.
A
It's
a
pretty
good
task
on
what
we
need
to
do
and
where
we
need
to
be
in
a
position.
You
know
to
move
forward,
but
let
me
let
me
say
a
couple
of
things:
nine
departmental.
We
took
those
suggestions,
everybody
has
the
non-departmental
summary
and
the
bottom
line
is
look
like
you
know
we
actually
a
little
bit
less
than
28
or
28
000
less
than
we
did
in
22..
There
buddy.
A
Oh
increase
yeah,
28,
000
increase,
I'm
sorry
once
I
see
red,
I
think
less,
but
it's
still
5
million
5
million
314
versus
five
million
two
eight
six
last
year
in
fy
22..
So
we
put
all
of
those
suggestions
from
the
last
go
around.
Anybody
have
any
questions
with
that
with
the
non-departmental.
B
A
You
know
pretty
good
number,
but
again
enough
in.
A
So
at
this
point
in
time,
we're
confident
that,
even
though
this
may
change
as
far
as
how
we're
going
to
work
this
stuff
out,
we've
addressed
everybody.
Who's
asked
for
things
as
far
as
non-departmental
world.
When
you
look
at
it
too,
you
know
that
five
million
seems
like
a
lot
of
money,
but
three
million
of
it
is
insurance
and
that's
property
insurance,
and
I
think
we've
we
had
been
guests
that
made
3.1
and,
and
we
lowered
it
a
little
bit
as
far
as
real,
I
mean
as
property
insurance.
A
yeah,
but
it's
still,
I
mean
that's
the
biggest
part
of
the
of
the
ball
game
here
in
apartment
hills
is
that
insurance?
You
know
what
what
can
you
do?
I
mean
you
can
drop
coverage
and
we
still
may
you
know,
be
forced
to
to
cover
some
things,
but
I
mean,
as
far
as
how
we
try
to
make
this.
You
know
round
and
rectangular
pegs
hit
one
another.
That's
a
that's
a
big
part
of
it.
C
A
Suggested
at
the
last
workshop,
we
included
those
those
additional.
So
I
mean
this.
The
bottom
line
is
the
bottom
line,
and
between
now
and
october
I
guess
you
know
it's
our
we're
going
to
make
this
so
there's
a
gap
between
you
know
a
lot
of.
A
We
did
what
was
requested
and
that's
you
know,
that's
why
we
reviewed
it
last
time
and
we
can
revisit
that,
and
you
know
if
you
want
to
suggest
and
again
you
know:
we've
got
a
ways
to
go
before
six
o'clock.
We've
got
a
lot
of
ground
to
cover.
This
is
just
now
departmental.
So
if
you,
if
you're
telling
us
you
want
to,
you,
know,
adjust
that.
B
D
A
I
think
the
adjustment
was
to
utilities
right
power.
A
Think
we
had
cdbg
kind
of
opportunity
there
right.
C
C
A
We
didn't
touch
a
management
contract
left,
something
right
and
then
we
had
they
were
asking
for.
You
know
power
and
those
kinds
of
I
think
utilities,
and
they
were
what
we
put
in.
So
we
put
it
in
the
right
spot
right
here.
C
A
C
C
D
And
go
over
the
next
items
or
the
next
departments.
B
B
Will
give
it
full?
You
know,
scrutiny,
you
know
when
we
get
back
to
it
and
possibly
have
the
other
council
members
here
as
well
with
so
understanding
we're
going
to
focus
on
police
fire
department.
I
mean
if
we
can
get
through
those
two
departments,
we'll
move
on
to
another
department,
but
those
are
the
two.
I
think
we
need
to
focus
on
today
and
see
how
far
we
can
get.
A
A
A
Time
right,
okay,
so
everybody
has
this
this
tab
on
this
paper.
It
says.
A
Now
they've
highlighted
in
you
know
bottom
line
kind
of
figures
on
where
everything
adds
up.
We've
also
make
note
that
when
we
started
this
process
a
while
back,
you
know
we
were
a
number
of
additions
to
positions
and
so
forth,
but
that
those
the
gulf
coast
columns
over
here
called
employee
accounts.
A
You
know
bottom
line,
our
departments
and
our
departments
all
together
and
to
the
general
fund,
looks
like
an
increase
of
about
2.28
million
and
that's
a
summary
of
the
categories
from
personnel
supplies,
services
contractor
and
capital
outlay.
You
can
look
over
in
the
capital
outlet,
there's
still
about
six
million
dollars
of
things
like
trucks
and
and
equipment,
and
pumps
and
roars
and
so
forth.
Again,
we've
whittled
it
down
and
there's
been
a
continual
process
to
see
what
is
needed
when
it's
needed
and
making
sure
that
the
value
is
there
in
the
capital
standpoint.
A
You
know
we're
trying
to
be
competitive
in
all
of
these
areas,
but
public
works,
police
and
fire,
and
I
think
we
looked
at
the
possibility,
at
least
in
police
we've
compared
our
patrolmen
and
making
sure
that
we're
competitive
to
the
rest
of
this
state
and
especially
this
region.
A
So
that's
why
you'll
see
in
total
an
increase
in
personal
salaries
and
wages
and
benefits
to
1.7
million
dollars
so
far,
so
good
right,
but
bottom
line,
most
of
the
2.2
total
increase
was
is
in
the
personal
services
and
that's
your
your
personnel,
your
your
employees,
again.
Capital
is
a
significant
thing,
but
you
know,
if
you
look,
if
you
look
back,
you
know
where
we're
looking
at
as
far
as
bottom
line.
A
From
revenues
to
expenses,
you
know,
there's
a
there's.
A
gap
of
about
six
million
dollars
is
that
right
generally
yeah?
It's
just.
This
is
a
starting
figure,
but
it's
real.
These
are
real
numbers.
We
were
conservative
in
revenues
and
we're
conservative
in
what
we
need
to
do
in
the
expenses
in
the
departmental
operations.
A
You
know
we're
talking
about
about
six
percent
to
patrol
that
about
yeah
and
again
we've
been
trying
to
hire
people,
but
I
think
that's
a
very
significant.
You
know
initiative
to
make
sure
that
we're
you
know
our
patrolmen
are.
Are
you
know
right
up
there
and
we're
competitive
and
people
want
to
work
for
flexi?
I
think
you
know
I
don't
I
don't
put
any
words
in
your
mouth,
but
you
know.
A
You
know-
and
I
think
you
know,
jake
miller
in
the
whole
group
has
been
you
know,
and
everyone's
been
good
job
parents
and
those
kinds
of
things
and
trying
to
explore
and
trying
to
present
our
case
to
work
with
biloxi.
But
it
takes
these
benefits
and
takes
this
this
compensation
to
make
us
once
again.
B
We
have
there's
not
there's
not
a
job
fair
around
that
we
haven't
been
to
we've
even
had
a
couple
of
our
own,
which
were
pretty
successful,
but
young
people
coming
in
that's
what
they're
looking
for
is
the
bottom
line.
What
am
I
going
to
make
right
now?
That's
what
they're
looking
for
that's
the
only
way
we're
going
to
attract
them
is
trying
to
be
right
at
you
know
the
highest
paid
around
very
close
to
it
again,
that's
what
they're
looking
at
people
are.
I
mean
you
know.
B
The
insurance
for
for
the
rest
of
us
is
great,
and
some
of
them
do
enjoy,
but
young
folks
right
out
of
school,
how
much
they
can
make
this
budget
give
you
a
staffing
funding
source
to
fully
staffed
and
run
your
department
to
take
care
of
the
needs
of
the
city
of
blessing,
so
the
budget
does
right
now,
and
the
mayor
has
assured
me
that
that,
if
there's
a
an
instance
where
we
hire
more
policemen
right
now,
we've
got
today.
We
have
three
more
openings
in
in
sworn
officers.
B
31
we've
never
had
that
many
before
we
have
31
and
we're
trying
to
fill
those.
Now
but
if
that
was
filled,
the
mayor
has
has
assured
me
that
he'll
come
back
to
you
and
and
if
there's
policemen
be
hired,
we're
going
to
hire
them.
A
Right
and
again
it's
almost
you
know
we
need
to
look
at
this
every
day
by
day
by
day,
the
challenge
is
30,
you
know,
30
sworn
office
positions
is
unheard
of,
and
the
only
reason
of
course
it's
not.
You
know
very
easy
to
be
a
policeman
or
a
teacher,
or
you
know
a
lot
of
things,
but
especially
in
you
know
the
work
that
you're
doing
and
the
risk
that
you
take.
It
needs
to
be
a
reward,
and
I
think
this
is
probably
the
least
we
can
do
to
go
make
sure.
B
B
A
A
A
Well,
we
can
do
terrific
divided
by
you
know
by
department,
but
I
don't
hear
that
the
whole
thing
is
that
that
that
move
is
a
1.7.
It
probably
was
2
million
2
6
last
year.
I
think
when
we
did
that,
didn't
we
2.6
last
year
to
do
this
5
6
between
everybody.
That
was
around
got
that
so
I
mean
the
bottom
line
is,
is,
as
you
see
it,
there
one
point,
seven
to
personal
services.
That
includes
the
benefits
that
includes
the
the
things
we
pay
match
up
with.
A
As
far
as
bike
run
or
medicare,.
B
A
And
similarly
and
every
department
has
the
same
thing
chief
just
showed
me
a
whole
page:
none
of
them
had
less
than
180
000
miles.
B
B
A
Well,
you
know
diana
was
kind
of
speaking
in
croatian
to
me
just
a
second.
C
A
But
hit
yeah
you'll
see
when
you
compare
bottom
lines
by
our
minds,
I
mean
we
can.
I
agree,
that's
an
important
it's
an
important
thing:
our
people,
our
personnel,
our
employees,
make
us.
You
know
what
we
are
our
success
and
I
don't
mind
putting
it
in
in
there
the
right
way-
and
you
know
our
difference
between
revenues
and
expenses
without
considering
a
lot
of
the
things,
is
still
six
million,
so
we
had
another
eight
hundred
thousand,
that
was
seven
million
plus.
If
we
added
across
the
board
three
percent.
What
can
we?
A
What
can
we
afford
is?
Is
the
purpose
of
these
these
exercises
we're
going
through
in
the
next
few
weeks.
You
know,
I
don't
mind
doing
a
special
meeting
next
week
too,
but
I
just
this
is
the
you
know
the
the
first
rollout
of
bottom
line,
the
bottom
line-
and
you
know
things
that
you
you
know
talked
about
in
the
non-departmental.
A
But
literally
you
know.
If
you
had
paid.
No,
you
know
not
a
departmental
at
all.
It's
still,
you
know
still
gonna
wind
up
with
a
four
million
dollar
difference,
but
I'm
you
know,
I'm
confident.
You
know
we
made.
We
built
up
some
fun
balance
over
the
last
couple
years.
You
know
and
that's
year-to-date
gain
a
loss,
that's
that's
what
they
call
equity
or
they
call
the
fund
balance
right
so
and
we
suspect
yeah.
A
Our
next
step
will
kind
of
give
you
some
projection
of
what
we
will
see
in
cash
as
well
as
fund
balance
in
october
1..
So
I
think
last
year,
in
our
combined
statements,
utilized
1.7
million
in
the
general
fund
to
move
it
forward.
But
that's
you
know
that's
part
of
the
balancing
of
the
of
the
budget.
I
think
it's
true.
That's.
E
B
Yeah
several
things
in
no
particular
order,
so
just
looking
at
the
handout
you
gave
us
mayor,
the
police
department
we're
looking
at
increasing
our
budget
by
a
little
over
half
a
million
dollars,
575
000.
for
next
year.
B
B
Where,
where
the
employee
came
under
fiscal
year,
2023
proposed
we're
looking
at
213.
Is
that
total
people
in
department
chief
or
is
that
just
that's
total
civilians.
B
For
the
police
department
that
includes
that
six
percent
increase
so
that
that
accounts
for
the
bulk
of
that
eight
hundred,
fifty
seven
thousand
okay
below
that
we've
got
five
department,
there's
an
increase
of
986
thousand
dollars.
There.
A
Yeah,
that's
reflective
of
a
safer
grant
too.
As
far
as
some
funding
coming
for
those
additional
employees.
B
F
We
have
not
been
awarded
it,
yet
we
are
not
guaranteed
that
we
we
put
in
for
it
months
back,
and
you
know
the
federal
government's
moving
at
the
same
rate
that
a
lot
of
other
stuff
is
so
we
should
be
hearing
something
before
october
1st,
but
I
cannot
guarantee
that
so
we
have
to.
We
have
to
kind
of
budget
for
it
and
hope
for
the
best,
but
it
will
be
a
fully
funded
salary
for
three
years
for
those
15
personnel.
B
B
A
Metrics
is
you
know:
we've
got
30
something
pieces
of
equipment,
we
want
a
number,
that's
magical,
four
people
per
piece
of
equipment
and
the
safer
grants
gets
us
there,
because
when
we
reach
we're
three
point
something
right
now
we
get
four
that
that
hits
a
a
target
that
we
want
to
be
in
right.
I
got
that.
B
A
good
memory,
sir
yeah
we
are,
we
are
playing
catch-up.
There
was
one
year
we
usually
get
between
10
or
12
vehicles
a
year,
but
there
was
one
year
that
I
I
don't
think
we
got
any
vehicles
that
year
and
it
kind
of
put
us
behind.
That's
really.
It's
really
kind
of
why
we're
down
on
vehicles
now,
so
how
many
vehicles
are
you
looking
at
getting
next
year,
roughly
there's
about
10
or
12
10
or
12?
Okay,
but
we're
really
not
making
up
any
ground
on
what
we
lost
several
years
ago.
A
B
We
maintain
we're
still
going
to
be
using
some
cars
that
are
that
are
pretty
close
to
the
end
of
life.
Yes,
sir,
would
be
great.
B
Generators
and
just
know
those
generators
don't
last
forever.
I
see
schools
that
are
placing
generators.
These
are
you
know,
right
after
katrina,
your
generators
in
good
shape,
they're
they're.
They
are
not
and
they
are
in
the
budget
to
be
replaced.
Okay,
so
they're
budgeted
to
replace.
B
Okay,
so
we're
talking
about
salary
increase
of
six
percent,
those
are
just
for
sworn
officers,
not
for
the
civilians
or
no
sir.
That
is
just
that's
just
sworn
officers.
Okay,
and
let's
look
at
some
other
information
that
I
track
and
how
many
vacancies
do
we
have
in
dispatch
right
now.
B
B
Said
we
have
two
starting
tomorrow,
but
we
just
we
just
lost
a
couple:
the
other
day,
okay,
looking
at
under
personnel
proposed
in
fiscal
year
23
and
revised
for
fiscal
year,
22
that
difference
from
next
year,
46
roughly
46.3
this
year,
it's
44.,
44.5
million.
A
That
no
no
well
the
the
pay
raise
is
in
there.
The
safer
grant
is
figured
in
right.
B
Budget,
whatever
we
budgeted
for
revenue
this
year,
we're
going
to
exceed
that
we're
on
on
on
a
trend
to
exceed
that
by
I'm,
seeing
roughly
a
couple
of
million
dollars
right.
A
B
A
B
But
that's
just
revenue,
but
I'm
looking
at
when
you
look
at
all
the
positions
that
have
not
been
filled
this
year
or
folks
who
who
were
worked
here.
All
the
time
left
in
dotted
position
wasn't
filled
we're
looking
at
what
almost
two
million
dollars
right
there
do.
You
have
a
figure
for
that
I
mean
I'm.
A
Of
that
calculation
too,
in
public
works,
because
some
of
the
things
that
you
know
you
couldn't
fill
some
of
the
vacancies
we
transferred.
Some
of
that
we
had
a
budget
industry
a
couple
of
weeks
ago.
Right
move
some
of
these
contractual
services.
B
A
B
A
B
Okay,
but
if
somebody
would
it
administratively,
if
somebody
would
make
that
note,
because
I'd
like
to
come
back
to
that,
that's
all
I
have
at
the
moment,
mr
glenn.
Thank
you,
mr
anything,
for
police.
E
No,
the
only
the
only
thing
I
really
have
most
of
my
questions
have
been
answers.
I
agree
with
dr
tisdale.
C
F
It's
hard
to
say
with
the
with
the
current
budget:
the
way
it
is,
we
have
a
certain
amount
set,
but
that's
for
minimum
staffing.
If
we
were
to
get
to
that
four
per
truck,
the
15
would
be
getting
close
to
an
ideal
number
where
we
would
have
enough
to
where,
as
we
let
people
off
on
vacation
or
sick
or
anything
along
those
lines,
we
would
able
to
at
least
staff
the
poor
people
on
a
truck
in
the
busier
areas.
F
E
F
Up
in
the
admin
office,
it's
it's
pretty
much
we're
fully
staffed,
except
for
a
front
desk.
We,
we
typically
are
staffing
that
right
now
with
a
a
guy
on
light
duty,
somebody
that's
that's,
had
a
bad
back
or
when
we
don't
have
that
we'll
task
it
to
one
of
our
assistants
and
it
kind
of
rotates
amongst
them.
F
Yes,
sir,
it's
we
applied,
so
we
identified
that
we
needed
15
by
running
some
numbers,
and
so
we
applied
for
the
15
that
we
would
potentially
need
to
get
those
better
numbers
on
the
truck
which
would
work
towards
a
better
class
rating
for
the
city
right
now,
we're
at
2.
two
that,
coupled
with
the
infrastructure
work
that's
going
on.
Those
are
two
big
components
of
that
insurance
rating.
F
So
we
would
be,
I
wouldn't
say,
we'd,
be
a
one,
but
we'd
be
really
close
to
getting
those
those
necessary
numbers
to
get
there,
which
would
impact
our
insurance
rating
for
commercial,
especially
so
when
we
ran
those
numbers
and
then
we
saw
what
the
safer
grant
was
was
offering
this
time
around,
it
is
100
salary
for
three
years,
which
has
never
been
normally
it
tapers
you
off.
F
Normally
you
start
first
years,
100
second
year
might
be
in
the
65
or
75
percent
range,
and
then
it
cuts
you
back
to
about
35
on
the
last.
So
it's
a
significant
amount.
I
think
we
worked
it
out
to
be
about
three
million
close
to
three
million
over
the
three
years,
so
about
a
million
a
year
for
those
personnel.
F
These
would
be
new
hires,
yes,
sir,
these
would
be
in
addition
to
any
any
new
hires
that
we
would
need
to
replace
the
the
retirees
that
are
coming
up
right
now.
We
currently
ran
the
numbers,
and
I
want
to
say
that
our
department
is
about
40
of
our
department
is
capable
of
retiring
right
now,
they've
hit
they've
hit
the
25-year
mark,
whether
it
be
with
us
totally
or
elsewhere,
so
we're
trying
to
to
really
get
ahead
of
that.
Through
you
know,
recruitment
similar
to
the
chief.
F
We
don't
have
31
open
positions
like
the
police
department
does,
but
we're
we're
trying
to
aggressively
recruit
for
that
eventuality
when
these
guys
start
retiring
because
they
were
hired
around
the
annexation
time
of
will
market
area
where
we
started
expanding
rapidly
out
that
way,.
F
This
will
cover
the
the
new
new
personnel.
Laterals
will
come
in
at
a
different
rate
and
they
will
probably
be
the
ones
replacing
retirees
and
that's
what
we're
trying
to
to
just
like
the
chief
is
trying
to
raise
salaries.
We
would
like
to
to
see
something
similar.
F
You
know
raise
the
salaries
that
way
we
can
entice
other
departments,
because,
right
now
our
guys
are
getting
dual
certified.
We
require
not
only
to
be
firefighter
certified,
but
we
also
ask
them
to
be
emt
basic
certified
to
keep
their
job
and
that
all
has
to
happen
in
the
first
year.
If
they
don't
require
that
we
we
release
them
and
they
can
go,
they
can
go
elsewhere
that
doesn't
have
those
requirements
but
to
better
serve
our
citizens.
We
felt
it
necessary
to
to
have
the
dual
certification
and
you
kind
of.
B
F
We're
right
in
line-
you
know,
I
know
moss
point
just
had
on
the
on
the
news
that
they
are
the
highest
paid
starting.
They
are.
They
are
beating
our
salary
right
now
by
about
a
thousand
dollars,
two
thousand
dollars
somewhere
in
that
range.
F
F
Gulfport
is
right
there.
In
line
with
us,
they
offer
some
incentive
pays
for
their
their
paramedics,
their
emt
advance
their
emt
basics.
So
what
we're
trying
to
do
is
potentially
entice
those
departments
like
gulfport
pascagoula,
that
that
require
the
same
dual
certification,
the
emt
and
the
firefighter
to
come
over.
That
way.
We
don't
have
to
spend
the
time
training
them.
All
that
we
do
is
do
a
little
orientation,
they're
right
on
the
trucks
and
they're
they're
out
doing
the
job,
and
that's.
F
Training,
no,
sir.
Currently
you
know
how
the
safer
grant
works
is.
It
is
for
brand
new,
nobody
trained
anything
like
that.
Previous
times
that
we've
been
awarded,
the
saber
grant
they've
done
it
different,
where
sometimes
it
covers
salary
and
the
training,
the
initial
training,
and
maybe
even
their
turnout
gear.
F
This
time
around,
it's
it's
almost
purely
salary,
and
then
we
supply
the
the
gear,
the
uniforms,
the
training
which
here
lately
in
probably
the
past
three
to
five
years,
we've
been
doing
all
in-house
training.
So
it
is
our
training
staff
that
is
doing
it
in
coordination
with
the
state
fire
academy,
and
we
do
our
testing
up
there.
So
it's
a
it's
a
minimal
cost,
so
we
really
don't
hit
too
much
of
our
budget
with
that
aspect
of
it.
F
So
we
are
awarded
the
safer
grant.
We
hire
the
15
that
we're
awarded.
It
will
take
us
approximately
20
weeks
because
of
the
two
requirements,
the
the
firefighter
basic
with
the
hazmat
aspects.
We
we
do
about
a
two
or
three
week:
hazmat
training,
which
is
awareness
and
ops.
F
Once
they've
got
to
pass
out
to
be
eligible
for
the
firefighting,
then
they
do
the
basic
firefighting,
which
is
another
eight
weeks,
and
then
we
roll
them
right
into
a
crash
course
on
emt
basic,
which
is
theoretically
a
semester's
worth
at
mgccc,
and
we
pile
it
into
about
six
to
seven
weeks.
So
it's
extensive,
I
mean
we
we
hit
them.
We
hit
them
hard
with
a
bunch
of
coursework.
B
All
right,
mr
dummy,
thank
you.
I
apologize
for
being
late,
I'm
sure
I
may
have
something
that
you
may
have
covered
earlier.
I
understand
there
was
a
little
discussion
about
the
fire
department
before
I
came
in
on
the
police,
something
you
just
mentioned
a
moment
ago.
You
said:
if
we
did
these
things,
we
would
get
close
to
a
one,
and
we
know
that
if
we
get
to
one
it
does
affect
our
fire.
Ratings
does
getting
close
to
a
one
affect
our
fire
rating.
B
F
B
No,
you
said
if
we
did
the
15
and
something
else
you
suggested
would
get
us
close,
but
not
201..
It's.
F
It's
debatable,
they
don't
give
us.
The
insurance
bureau
doesn't
give
us
basically
the
entire
score
sheet,
so
we've
reached
out
to
them
and
inquired
what
do
we
need
to
do
to
get
our
city
to
that
class?
One
and
they've,
given
us
kind
of
a
template
that
gives
you
where
the
points
kind
of
are
assigned.
F
F
It's
hard
to
say
I
I
don't
want
to
promise
that
it
gets
you
to
a
one
because
it
it
really
is
a
subjective
setup,
and
I'm
going
to
ask.
B
F
So
with
our
water
system,
like
our
the
guy
that
came
down
and
did
our
rating
a
year
or
two
ago
and
got
us
to
the
two,
he
can
actually
tell
us.
If
you
speak
to
him,
he
can
tell
us
certain
mains
that
we
need
to
upgrade
from
like
say
a
10
inch
to
a
16
inch.
He
can
tell
us
where
we
have
deficiencies.
F
So,
yes,
I
think
it's
possible,
especially
with
the
infrastructure
work
once
it's
completed.
That
will
be
a
huge
aspect
of
it.
Once
we
can
show
that
we've
got
everything
to
the
proper
mains
and
then
the
other
part
is
the
personnel
and
that's
why
the
safer
grant
is
a
huge
deal
and
that's
why
I'm
concerned.
If
we
don't
happen
to
get
it,
we
still
need
to
move
towards
that
that
four
person
and
it's
a
safety
factor
the
way
we
fight
fire
and
having
backups
and
partners
and
that
sort
of
thing.
B
Right
he
said
you're
aggressively
recruiting
when
you
recruit
outside
of
being
a
newbie,
a
new
hire
in
a
rookie
or
freshman
other
term.
The
fire
department
uses
for
the
for
a
warming
person
it's
easier
to
get
somewhere
from
the
department,
as
you
said,
a
lateral
transfer,
because
it
reduces
the
amount
of
training
you
have
to
do.
B
At
on
a
three-year
fireman
with
regards
to
being
competitive,
so
sorry.
F
So
three-year
fireman,
we
are
really
right
in
line
with
other
departments,
we're
not
really
exceeding
we're
competitive.
As
far
as
that,
when
we
were
to
bring
if
we
were
to
bring
a
lateral
in,
we
just
made
a
change
where,
instead
of
that
lateral
state
coming
from
gulfport
or
pascagoula
coming
in
with
those
certifications,
instead
of
them
having
to
start
at
that
bottom,
we're
starting
them
at
a
firefighter
two
pay
rate
which
helps
compensate
for
the
drop.
F
So
essentially
they're
going
to
be
a
driver,
engineer
or
firefighter
three
for
us
over
in
that
department,
when
we
bring
them
over,
they
theoretically
are
taking
a
pay
cut,
because
everybody's
kind
of
in
line
with
our
pay
scale
everybody
back
in
the
early
2000s.
We
were
the
top.
You
went
up
to
the
state
and
they
called
us
big
money
biloxi.
F
Since
then,
I
think
several
of
the
northern
cities,
your
olive
branch
and
some
of
those
that
are
around
the
memphis
area
have
had
to
compete
with
memphis.
So
we
are
not.
You
know
we're
probably
in
the
top
10,
maybe
but
we're
not-
that
that
big
money
biloxi.
So
what
we
have
to
compete
with
is
not
just
our
neighboring
cities,
but
I
know
gulfport's
losing
people
to
slidell
and
we
lose
people
to
mobile,
because
they're
they're
way
more
competitive
as
far
as
got
higher
salaries.
When.
F
F
So
it's
a
it's
a
it's
a
huge
deal
when
you're
looking
at
30
years
versus
20-
and
I
know
that's
state
level,
but
that's
another.
That's
another
issue.
That's
hurting
our
both
of
our
recruitment
efforts
is
that
30-year
retirement
at
the.
B
F
F
B
That's
all
I
have
okay,
mr
tisdale,
mr
about
sanity,
check
a
question.
Thank
you,
mr
geyser,
a
question
peter.
This
deals
with
incentives,
hiring
incentives
and
I'm
wondering
is:
is
there
a
legal
way?
B
Is
there
a
lawful
manner
in
which
we
can
offer
incentives
to
first
responders
so
that
it's
not
a
reoccurring
experience.
B
D
It
may
have
to
be
something
by
by
the
salary
schedule.
We
do
that
may
have
come.
D
Looked
at
whether
travel
expenses
were
could
be
added.
We
were
looking
at
that
for
another
position.
There's
an
ag
opinion
that
says
you
can't
just
add
that
on
to
it
right,
but
as
far
as
a
like
a
signing
bonus,
that's
that's
something
we
could
explore
for.
B
So
did
you
set
that
challenge
to
see
what's
out
there
and
how
we
might
approach
that
it'd
just
be
great
if
it
was
a
a
non-reoccurring
experience,
some
sort
of
incentive
to
get
them
over
here
in
the
door
sure
possible.
Thank
you.
Well,.
B
A
B
B
Works
for
you,
oh
yeah,
there's
we
have
I'll,
have
to
look
and
see
what
the
desk
clerks
are
making
and
records
are
making,
but
I
don't
think
they're.
I.
A
Let
me
ask
you,
for
you
know:
every
morning:
every
monday
morning
we
talk
about
calls
for
service,
and
you
know
as
far
as
dispatch
is
that
eighteen
hundred
calls
for
service
or,
like
probably
fifty
percent,
of
the
calls
you
really
get.
I
mean
really
the
action
that
takes
place
in
this
patch.
I
mean
you
know
pretty
much.
You
know
15
to
16.
17
1800
is
what
you
report
on.
So
that
means
somebody
went
to
a
place
to
you
know
pretty
much.
Every
week,
yeah.
B
B
I
think
mr
dilling
has
a
question
and
tisdale
is
next
and
I
may
have
missed
this
too
either
way
I
walked
in
on
suggesting
a
six
percent
raise
for
sworn
officers
and
I'm
assuming
that's
to
help
us
be
more
competitive
in
the
marketplace
to
bring
in
officers.
B
A
A
If
you
know,
where
do
you
need
to
be
in
order
to
you
know,
our
goal
is
to
get
that
one
which
translation
you
know
to
benefit
to
everybody
who
has
to
pay
insurance
right
as
well
as
just
the
safety
of
you
know.
Your
fire
department
always
beats
any
kind
of
amr
every
to
the
place.
So
now
we'll
we
can
recalculate
that
our
next
go
around.
We
can.
I
don't
know
whether
it's
you
know
two
or
three
percent
would
help
on.
B
I
think
earlier
it
was
discussed
with
a
three
percent
for
everyone.
So
could
you
give
me
what
the
cost
would
be
to
make
for
for
our
officers
at
the
fire
department
what
it
would
cost
to
add
three
percent
to
that
small
select
few
as
well.
B
B
I'll
I'll
start,
if
you
don't
mind,
if
you'll
take
a
moment
and
find
there's
a
handout
that
carry
put
together
and
the
only
thing
I'm
thinking
that
we
would
add
to
that-
that's
not
on.
There
is
perhaps
an
additional
three
to
five
thousand
dollars.
I
think
it
may
be
for
travel
or
conferences.
B
Not
always
the
same
lawrence
go
to
the
winter
conference
as
well,
and
so
I
would
just
make
that
suggestion
that
we
increase
that
5
000
just
to
be.
B
E
A
Ask
of
15
000,
I
think
someone
had
mentioned,
but
we've
been
engaged
black
lives
line
is
one
is
examined
and
given
his
proposal
to
integrate
all
these
pieces
of
equipment,
he'll
be
here
tonight,
scott
henson,
who
does
this?
You
know
for
a
lot
of
folks
and
we
spent
some
time
our
you
know.
Kiki
and
and
shane
spend
some
time
together,
looking
at
the
bits
and
pieces
and
the
wires
that
are
old,
we're
going
to
come
up
with
a
plan
and
he's
here
to
participate
on.
A
You
know
the
the
the
balancing
and
some
of
the
equipment
that
knew,
but
we'll
we're
gonna
be
entertaining
what
needs
to
be
done.
B
All
right
we've
talked
about
this
for
quite
a
while,
but
we're
gonna
actually
actively
address
the
poor,
sound
quality
in
this
room.
This.
A
Again,
the
equipment
has
been
bits
and
pieces
and
so
forth
and
I
think
that'll
be
part
of
our
solution.
B
A
Right
next
to
you,
you
see
the
little
black
box
that
that's
pumping
all
of
this,
so
there's
some.
We
may
rechannel
some
of
those
things
that
tie
into
the
the
audio
feed
as
well
as
the
the
other
thing.
So
this
you
have
a
complete
replacement
of
what
what
needs
to
be
done.
B
Just
for
trying
to
follow
people
ask
a
question
about
that.
Watch
on
tv
said
it
sometimes
comes
in
and
out
you
can't
understand
or
like
somebody
sitting
there,
it's
like
totally.
You
know
anything
right.
I
was
just
well.
I
don't
understand
what
I'm
just
saying.
I'm
talking
about
people
watching
on
tv
for
a
reason
everybody
loves
that,
but
they
want
to
know
why
it
just
goes
in
and
out
whether
it's
me
or
the
next
council
or
somebody.
A
B
All
right
we're
gonna
run
out
of
time.
Gentlemen,
mr
guy,
do
you
have
anything
on
the
legislative
business
we'll
be
upset.
B
Legislative
budget
looks
good
with
the
one
note
there
all
right.
We
have
approximately
20
minutes.
You
want
to
tackle
another
department,
mayor
20,
minutes,
yeah.
G
This,
the
last
two
years,
I've
pretty
much
got
the
things
that
I've
needed
to
maintain
and
provide
new
park
equipment
for
the
parks
and
and
give
them
an
uplift.
So
my
only
problem
right
now
jamie
and
you
can
voice
your
opinion-
is-
is
keeping
employees.
B
Yeah,
that's
a
general
theme.
You
know
I
mean
across
the
coast
not
just
for
for
the
city,
but
we're
trying
to
tackle
that
the
best
we
can,
but
as
this
budget
stands,
you've
worked
on
it
obviously
you're
comfortable
with
it.
Is
there
anything?
That's
glowing,
that's
going
to
be
a
huge
challenge
in
this
coming
fiscal
year.
For
you
now.
G
We
just
have
some
more
updates
to
make
to
hilla
park
pops
ferry
complex
in
the
aj
holloway
complex,
but
the
mayor's
mayor
is
aware
of
that
and
he's
working
with
us.
B
B
G
Through
the
end
of
the
first
week
in
november,
and
then
we're
just
going
to
give
the
fields
a
rest.
B
G
G
G
G
B
G
G
Rebar
and
all
that
includes
the
painting
and
and
the
post,
okay.
B
G
G
Asked
one
of
my
workers
to
go
ahead
and
get
me
that
price
today
so
he's
gonna
have
it
for
me.
B
G
Is
a
two-based
swing
set
one's
gonna,
I
call
it
a
grandparent
swinging
bird,
an
adult
and
a
child
can
swing
a
toddler's
swing
and
then
two
just
regular
swings.
They
never
replaced
the
playground.
Mr
george,
after
I'm
hurricane
katrina,
there
was
a
playground
originally
there
and
it
was
never
a
place.
So
we
just
decided
to
come
back
with
a
swing.
B
All
right,
thank
you,
mm-hmm!
Thank
you,
mr
gods.
Yeah.
You
said,
of
course,
you've
been
having
a
problem
keeping
workers.
What
do
you
think
would
be
helpful
to
try
to
keep
them.
G
E
B
That's
is
there
something
you
can
put
together
for
us
before
we
pass
the
budget
to
lease
a
gift
of
mayor
to
see
if
we
can
hold
on,
because
you
know
like
I
said,
I've
been
working
with
the
recreation
department
on
and
off
and
seeing
different
faces
all
the
time,
and
you
know
once
you
get
somebody
running
and
trained
up,
then.
G
G
F
And
if
we
can
get
creative
that
way,
we
can
get
creative
a
way
to
go
ahead
and
hold
them.
Didn't
you
not
have
the
beautification
team
at
one
time
or
how
was
that?
Because.
G
We
had
three
three
beautiful
beautification
teams.
We
we
at
one
point
we
had
18
employees
now,
I'm
down
to
14.,
okay,
okay,
so
in
three
three
of
the
crews
were
beautification
and
we
strictly
went
around
and
and
did
plants
at
the
facilities
and
flowers
at
different
locations
annuals.
So,
but
I
think
we
have
10
employees
right
now
from
the
job
fair.
That
was
great
for
us
that
we're
calling
we
just
got
all
the
backgrounds
back,
so
we're
going
to
call
them
and
say:
okay.
This
is
what
we
have.
This
is
what
the
job
entails.
G
G
B
Norman,
mr
dillon
and
several
things
we
touched
on
beautiful
beautification,
and
I
know
this
was
a
year
ago
we
were
talking
about
just
the
trash
that
accumulates
we're
a
tourist
area,
people
throw
things
out
the
window,
the
wind
blows
it
it's,
it's
always
an
issue,
and
it's
it's
really
bad
now,
as
well
as
the
mowing
and
talk
with
the
more
about
maybe
contractual
services
with
somebody
to
go
ahead
and
get
these
rights
mode
and
everything
we
just.
We
just
don't
have
the
people
to
do
the
work.
B
But
after
that
observation
also,
we
talked
about
fitness
equipment.
Is
that
in
this
for
pennzoil
park?
As
that's
in
this
next
budget-
and
I
had
mentioned
a
couple
of
times
earlier.
B
Of
it,
this
way
think
of
it
as
a
splash
pad
without
the
splash
pad.
You
just
run
a
water
line
out
there
and
put
up
you
know.
The
next
thing
is
that
mr
guys
had
mentioned
earlier.
I
know
lifeguards
has
been
a
constant
struggle
and
I
hear
about
it
because
it's
neither
if
the
natatorium
is
short
a
guard
or
two.
They
pull
them
from
snyder
and
usually
that's
at
the
last
minute,
and
some
of
those
folks
are
still
part-time,
and
maybe
we
can
do
something
to
bump
up
those
salaries
as
well.
G
G
B
B
G
Chiller
got
replaced
and
then
we're
having
some
issues
with
it,
but
what
we
we
put
that
in
our
budget
to
pay
for
people
to
come
out
there
and
repair
it
jamie.
We
sent
star
out
there
to
do
an
inspection
to
see
exactly
what
needed
to
be
done.
B
G
B
Okay,
I
know
that
you
have
vehicles
as
well.
How
are
you
fix
for
vehicles?
Are
you
okay
or
some
of
those
have
to
be?
I
don't
know
how
many
no.
G
Hundreds
of
thousands
worse
catch
up
from
katrina,
because
when
at
katrina
was
my
understanding,
they
put
all
that
money
into
one
lump
sum
and
everybody
kind
of
took
it
and
parks
and
recreation
kind
of
got
what
was
left
so
we're
probably
still
short.
Maybe
four
vehicles-
and
I
put
him
for
two
but
we're
making
it
work.
B
B
I
don't
know
who
coordinated
that
but
sure
whoever
would
whoever
coordinated
that
I.
I
would
hope
that
you
know,
after
a
year's
experience,
no
it's
but
seriously
it's
just
if
somebody
could
do
just
a
little
better
job
coordinating
that
get
the
folks
there.
I
think
we
might
pick
up
some
folks.
Thank
you.
That
concludes.
Thank
you,
tuesday.
G
I
I
bet
you,
but
you
know
we
can
look
at
it,
we'll
we'll
look
at
it.
It's
I'm
not
going
to
say
we
can't
bring
it
back.
It's
just
going
to
cost
more
to
use
the
school
system
and
you
know
a
few
fewer
employees
so
yeah
we
can
look
at
it.
That's
one
reason
I
didn't
bring
it
back
because
you
know
they
duel
and
not
because
of
cobit.
So
let's.