►
From YouTube: City of Charleston Committee on Human Resources 7/13/23
Description
City of Charleston Committee on Human Resources 7/13/23
A
A
C
A
C
All
right,
thank
you.
So
much
thanks
everyone.
Thank
you.
Everyone
for
joining
us
today,
we're
going
to
give
you
our
our
jet,
our
normal,
updated
City,
Staffing
report,
after
which
we're
going
to
focus
today
on
the
recreation
department.
You
know
we
the
last
meeting.
We
talked
about
parks
and
public
service,
so
we
kind
of
want
to
give
you
guys
a
little
snapshot
of
what's
going
on
in
Recreation.
But
let's
start
with
the
city,
Staffing
report
and
Heather
I'm
going
to
turn
it
over
to
you,
and
so
you
can
share
your
screen.
E
Well,
there
we
go
okay,
so
this
is
our
our
slide
that
we
show
you
regarding
our
staffing
levels
and
our
last
meeting
was
held
in
April.
So
this
is
representing
both
May
and
June
numbers.
Since
the
last
meeting
that
Top
Line
represents
our
non-sworn
positions,
so
we
have
21
less
vacant
ftes,
which
is
a
great
thing
since
our
last
meeting
and
then
with
police.
There
is
the
Blue
Line
in
the
center
there's
been
no
change
and
then
with
fire.
E
There
are
eight
positions
that
became
vacant
since
the
last
meeting,
but
we
did
have
a
fire
recruit
class
that
started
this
past
Monday
and
we
had
I
believe
40
people
within
that
class,
so
that
number
will
definitely
look
different
next
time.
We
report
for
42
but
I
believe
two
of
those
were
non-sworn,
we'll
go
to
any
questions
on
that
slide.
Well,.
D
E
C
D
C
C
G
E
C
A
E
Is
good
news,
okay,
so
Neil
we're
going
to
talk
about
Recreation
and
their
Staffing
levels,
so
this
is
a
chart
that
shows
you
department-wide
and
then
the
green,
showing
you
the
field
at
75
percent
and
then
blue
is
the
vacant
at
25.
The
unique
thing
about
the
department
of
recreation
is
that
a
lot
of
these
positions
are
part-time
positions,
so
so
not
all
of
these
are
full-time
positions.
E
Some
some
big
part,
but
this
kind
of
gives
you
a
breakdown
by
the
division
and
we'll
go
into
a
little
bit
more
detail
there.
So
the
vacancies
there
are
the
bacon
after
vacant,
pcns
subtracting
out
anybody
who's
in
progress
in
the
hiring
progress
and
also
not
including
our
temporary
Workforce,
which
they
have
a
number
of
those
right
now
with
it
being
summer
and
those
we
would
expect
to
become
vacant
within
the
next
month.
D
C
C
D
E
C
What
I
was
going
to
say
is
I
did
send
this
information
to
Laurie,
because
I
just
thought
it
would
be
good
information
for
her
to
have
as
well
and
and
she-
and
she
just
mentioned
to
me
that
there's
there's
been
a
pretty
dramatic
decline
in
applications
for
part-time
positions.
It
used
to
seem
to
be
more
popular.
You
know,
especially
with
students.
You
know
going.
C
You
know,
college
students
and
even
some
high
school
students
that
the
recreation
jobs,
the
part-time
jobs
seem
to
kind
of
you
know
help
I
guess
feel
someone
who
needed
more
of
a
flexible
schedule,
but
we're
just
we're
just
not
getting
the
same
applications
for
those
part-time
positions.
So
that's
something
that
we're
kind
of
looking
at
Laurie,
you
know
and
and
her
team
are
they're
looking
at
combining
some
of
the
part-time
positions
and
creating
full-time
positions
where
it's
appropriate,
so
I
think
I
and
I
think
that's
a
I
think
that's
a
good
move.
E
E
E
To
some
degree,
but
I
think
it's
also
just
because
nationally
people
were
having
a
hard
time
recruiting
that
I
think
anywhere
I've
seen
a
lot
of
stories
on
the
national
news,
but
also
when
I've
traveled
to
different
cities.
I
see
it
on
their
news
too,
that
they're
having
a
hard
time
filling
those
those
shops.
E
And
then
so
Aquatics
there
on
this
slide,
this
is
kind
of
mid-level
vacancy,
so
the
20
to
30
percent
Aquatics,
and
the
golf
course
are
the
two
largest
divisions
with
47
and
30
full-time
positions
and
part-time
positions
respectively
and
then
Shaw
Community
Center
is
on
the
opposite
end
of
that
spectrum.
They
are
much
smaller
with
five
total
positions
so
only
having
one
vacancy
there
drives
up
that
rate.
A
E
E
H
E
E
F
E
E
Okay,
so
with
the
lowest
vacancy
rates
there,
James
Island
rec
center
has
a
total
of
10
positions
so
only
having
the
one
position.
Vacant
accounts
for
10,
St,
Julian
Devine
has
six
positions
total,
so
one
one
vacancy
rate,
one
position
becoming
vacant.
There
is
accounting
for
the
17
percent
and
then
Rec
programs
is
the
second
largest
division
within
Recreation,
and
that
has
38
positions.
G
A
E
Get
them
working
with
Recreation
to
get
a
little
bit
more
creative
on
this,
we've
tried
in
some
instances
to
fill
these
voids
with
staffing
agencies,
so
agency
temps.
We
haven't
had
a
lot
of
luck
in
in
those
situations,
but
we've
also
worked
with
them
at
combining
several
part-time
positions
into
a
full-time
position,
because
I
think
sometimes
we
found
over
the
years
where
somebody
might
work
for
us
part-time
and
they
may
work
in
another
job
part-time.
E
If
that
other
job
offers
them
full
hours,
full-time
hours,
then
they're
taking
that
job,
so
we
thought
maybe
full-time
work
might
be
the
answer
to
solving
some
of
these.
So
I
know
that
I
think
can
think
of
at
least
in
two
areas
where
we've
combined
positions,
part-time
positions
to
make
a
full-time
position.
So
we're
kind
of
trying
a
little
bit
of
everything
here.
Do.
A
E
And
I
mean
maybe
like
a
secondary
assignment,
would
be
kind
of
what
we
call
that
right
in
some,
in
some
cases
we
do
and
and
honestly
sometimes,
people
occupy
two
part-time
slots.
In
that
way,
I
can
think
that
particularly
the
tennis
Centers
do
that
they
may
have
somebody
who's
an
instructor,
but
if
they
have
more
hours
to
give
us,
they
may
work
as
a
Rec
specialist
and
help
out
at
the
desk.
E
Also,
and
then
in
some
situations
we
have
tried
where
we
can
kind
of
get
help
and
just
take
whatever
hours
they
can
give
us
and
more
seasonal
or
occasional.
So
sometimes
we
filled
those
voids
with
that
and
just
given
the
department,
the
option
of
you
got
this
much
money
to
work
with.
You
feel
it
how
you
can
on
a
temporary
basis
with
somebody
with
a
number
of
employees,
so
that
seems
to
work
well
at
the
golf
course.
Okay.
G
H
C
E
E
There
councilman
Boyd,
with
a
vacancy
rate
of
36
percent,
with
five
part-time
Rec
Specialists
and
three
part-time
stack
stock,
stat
bar
workers
and
the
SAT
bar
workers
somewhat
fluctuate
as
far
as
need
go
based
on
the
programming
and,
what's
going
on
it,
definitely
more
when
you're
spring
and
fall
sports
are
going
on,
there's
a
higher
need.
There.
G
C
E
I
think
the
other
challenge
too,
with
the
recreation
vacancies
is
the
hours
that
are
needed
with
the
jobs,
whereas
they're
not
a
typical
Monday
through
Friday.
You
know
8
30
to
5
job
like
some
of
our
other
positions
are,
whereas
they
are
nights,
their
weekends,
so
I
think
that
sometimes
also
makes
it
more
more
challenging.
E
Okay,
so
we'll
look
at
the
turnover
rates
next,
with
this,
the
the
numbers
overall
are
going
down.
So
if
you
look
at
2023-
and
this
is
through
June
of
each
year-
is
what
this
graph
represents-
the
the
non-sworn
there
in
the
white
is
is
trending
very
good,
so
the
it's
decreased
significantly
from
14
to
7.07
percent.
So
that's
almost
half
of
June
of
2022's
turnover
rate
FD
there
is
has
gone
from
5.5
to
3.4,
and
then
the
police
department
has
increased
somewhat
from
last
year
up
2.64
percent.
D
D
I
F
I
Apologize,
can
you
hear
me
yeah,
so
council
member
I
know
that
I,
you
know
with
without
looking
at
the
raw
data.
I
can
speak
on
behalf
just
because
I
see
all
the
resignations
we
have
have
had
a
fairly
substantial
amount
of
retirements
recently.
In
addition,
we
have
we've
lost
a
few
people
to
some
other
agencies,
but
a
lot
of
our
federal
federal
partner
agencies,
but
the
majority
has
been
a
lot
of
retirements
recently.
I
E
I
Ma'am,
yes,
ma'am
I
sent
some
some
information
to
the
committee
members
on
that,
but
I
can
pull
the
actual
specifics
on
why
they
were
leaving
too
and
and
what
we're
seeing
is
trending.
We've
got
a
pretty
robust
recruitment
team.
That's
working
on
some
some
fairly
High
initiatives
when
it
comes
to
retention
and
what
that
looks
like
for
the
future
for
us.
I
A
H
C
Well,
Casper
wearing
does
yeah.
This
is
K,
I
I,
don't
know
exactly
where
what
their
overall
numbers
are
right
now
we
can
certainly
get
that
to
you.
I
can
tell
you
that
out
of
the
class
that
started
on
Monday,
we
have
one
female
and
eight
minority
candidates
in
the
class
and
that's
a
combination
of
you
know
African-American
and
Hispanics.
So
so
we
do.
H
C
C
E
All
right,
so
this
is
just
our
projection
through
the
end
of
the
year.
So
so
we
we
seem
to
be
on
the
Fireside
trending
there
at
a
looking
at
a
6.14
turnover,
and
so
that
is
better
definitely
better
than
last
year
and
their
number
last
year
wasn't
wasn't
terrible
on
the
police
side
we're
trending
up
there.
E
C
F
E
So
this
is
our
slide,
that
reviews
the
job
postings
views
and
applications,
so
the
summer
hiring
has
ended
and
the
numbers
are
decreasing
backwards
to
pre-summer
numbers.
We
started
to
see
this
decrease
last
month,
so
the
city-wide
hits
have
decreased
about
20
percent
since
last
month,
going
from
ninety
seven
thousand
eight
one
four
to
seventy.
E
Getting
less
bites
we're
and
this
shows
kind
of
the
the
more
once
they
look
at
the
application,
even
for
the
those
who
who
click
on
it.
How
many
are
actually
applying
and
it's
that
conversion
rate,
so
we're
kind
of
holding
steady
compared
to
or
I
guess,
we've
gone
down
a
little
bit.
April
was
1.6
percent
and
May
and
June
1.3
percent.
So
those
are
the
percent
of
people
who
look
at
the
job
and
apply
for
it.
So
we
would.
We
would
definitely
want
that
number
to
be
higher.
H
E
H
C
H
C
H
H
H
A
H
H
If
we
don't
keep
pace,
see
I
have
this
feeling
like
we're
the
largest
city
in
in
the
state,
which
is
a
fact
and
I
just
don't
think
we
should
be
falling
behind
all
the
municipalities
when
it
comes
to
compensating
our
people.
You
know
we
shouldn't
have
the
this,
isn't
even
the
municipality,
but
we
shouldn't
have
San
Andreas
PSD,
paying
any
of
the
employees,
but
more
than
they
would
make
if
they
were
at
the
City
of
Charleston
and.
A
C
C
H
D
I
Sure
so
I
would
say:
council
member
I
know
that
we
did
have
a
few
that
left
for
some
local
agencies,
but
it
wasn't
for
pay
more
or
less.
It
was
for
just
family
co-location.
One
was
we
had
a
sergeant
leave.
Essentially
he
got
a
promotion
he's
now
a
deputy
chief
of
Moncks
Corner.
So
those
are
some
of
the
examples
of
when
they
do
leave
for
other
agencies.
I
If
they
leave
for
agencies
locally,
it's
for
family
or
promotions
and
then,
if
they
leave
for
agencies
that
are
federal,
it's
normally
for
obviously
advancement.
You
know
rpio
just
left,
she
moved
her
whole
family
left.
You
know
that
was
the
city's
Pio
as
well.
They
moved
up
north
to
be
closer
to
family,
because
they've
got
young
kids.
So
there's
just
there's
various
multipliers
that
we
see
for
our
folks
that
are
leaving
we've
had
a
couple
Cadets
recently
that
that
were
not
able
to
complete
for
training.
I
I
Analysis
on
that
several
turning
through
a
place,
that's
bad
reception.
Yes,
this
better.
Can
you
hear
me
now
sorry,
yeah
yeah,
we've
done
several
analysis
on
the
costs
for
running
our
police
officers
through
training
in
the
past
and
I
can
pull
that,
for
you
all
I'd
be
happy
to
share
that
any
everything
down
from
just
you
know,
employing
them
up
to
training
their
PTO
training
and
then
as
well
as
you
know
what
that
looks
like
after
it's
pretty
pretty
substantial
cost.
I
A
I
Do
yes,
sir
well
I
know
we
had
talked
I
had
talked
to
Kay
in
Prior
years
about
something
similar
that'd,
probably
be
a
question
for
her,
but
I
do
know.
For
us
we
do.
One
thing
that
does
kind
of
cover
us
is
the
South
Carolina
criminal
justice,
the
laws
bylaws.
Essentially.
So,
if
we
bring
a
person
into
our
agency
and
I
actually
did
just
have
this
happen
and
they
don't
complete
their,
they
don't
stay
with
us.
After
a
Year's
worth
of
training.
I
We
we
actually
can
incur
and
request
the
100
of
that
that
person's
salary
from
that
agency
that
they
then
go
to
after
two
it's
between
year,
one
and
year
two
we
can
actually
incur
I
believe
it's
50
and
that's
what
I
just
did
recently
with
one
of
the
persons
that
went
to
another
agency
but
I
know
I
know
I
spoke
to
Kay
in
Prior
years.
It's
been
a
long
time.