►
Description
City of Charleston Committee on Human Resources Meeting 1/12/23
B
B
We
wanted
to
provide
an
update
of
the
2022
year-end
report
on
Staffing
and
recruitment.
As
you
know,
we've
been
we've,
provided
you
we
inundated
you
guys
with
reports
and
graphs
and
charts
so
thought
it
would
be
interesting
for
you
to
see
where
we
landed
at
the
end
of
the
year.
So
at
this
point,
I'm
gonna
turn
it
over
to
Becca
and
she's.
Going
to
review
that
data
with
you
guys
and.
D
B
F
F
They
also
have
an
open
right
now
for
a
class
of
people
who
would
not
require
any
prior
experience
and
so
far
they've
got
I
think
26
applications
for
that
30
spots
in
that
class,
so
that's
kind
of
where
they're
trending,
but
just
to
give
me
an
idea
of
kind
of
where
their
vacancy
stand
and
what
they'll
look
like,
hopefully,
mid-year
and
then
the
police
department.
We
had
orientation
on
July,
sorry
January,
the
9th
and
we
gained
three
police
officers
within
that
class.
F
D
Thanks,
okay,
so
going
off
of
our
previous
slide.
Looking
at
Staffing
levels
again,
we've
stayed
pretty
consistent
and
relatively
stable
when
we're
looking
at
this
month's
numbers
compared
to
last
month's
numbers.
So
we
have
a
fire
in
red
sitting
at
93
percent
and
then
we
have
police
sitting
at
92
percent.
So
this
is
no
change
from
last
month
and
then
we
have
non-sworn
as
well
sitting
at
77,
and
this
also
there's
no
change
from
last
month
as
well.
D
B
A
B
And
I
guess
just
at
least
I
mean
I,
it's
only
you
know
the
12th,
so
we
don't
have
any
solid
numbers,
but
at
least
anecdotally
I
know
I've
heard
from
at
least
one
supervisor,
who
told
me
he's
already
seen
an
uptick
in
the
number
of
applications
he's
receiving,
as
well
as
the
quality
of
the
candidates
and
Heather
I.
Believe
you
told
me:
you've
talked
to
a
few
supervisors.
Who've
shared
the
same.
That's.
F
B
Well,
I
think
I
think
this.
This
increase
is
going
to
make
a
significant
change.
I
received
a
couple
of
phone
calls
from
various
organizations
who
were
quite
impressed
with
what
we've
been
able
to
do
with
our
salaries
for
this
year.
So
I
think
we
are
I,
think
we're
sitting
in
a
good
place.
I
don't
expect
it
all
to
be
solved
in
a
month
or
even
two
months,
but
I
I
think
with
what
we
have
where
our
salaries
are
now
I.
Think
I
think
we
have
a
really
good
opportunity
to
catch
up.
A
B
B
So
again,
not
not
a
great
number
but
but
but
you
know
somewhat
better
than
what
we
had
expected
so
so
I
do
feel
like
there.
That's
some
positive
news
and
I
do
expect
that
number
the
turnover
number
to
go
down
significantly
as
we
go
through
the
year
and
we'll
we'll
report
on
that
to
the
committee
every
month.
So
you
can
see
exactly
what's
happening
and.
D
Are
good
so
when
we
look
at
kind
of
year-end
results
for
this
slide,
when
we
look
at
fire
the
average
for
2022,
they
were
sitting
at
93,
so
the
same
as
last
month,
they're
right
at
their
average
and
then
police
sworn
for
the
year.
Their
average
is
90,
but
we
are
seeing
a
slight
uptick
in
that
number
towards
the
end
of
the
year
and
then
average
for
non-sworn
for
2022
was
70
75.
So
again,
when
we
look
at
December
numbers,
we
do
again
see
that
fight
up
ticket
as
well.
So.
D
But
again,
I
think
something
to
keep
in
mind
when
we're
looking
at
this
is
that
it
is
December
and
we
typically
do
see
less
hits
and
less
applications
just
because
a
lot
of
people
aren't
looking
to
change
jobs
with
the
holidays
and
kind
of
in
the
middle
of
Thanksgiving
and
kind
of
the
later
holidays
in
the
end
of
December,
which
can
kind
of
account
for
some
of
those
like
drop.
So
we
should
see
that
starting
to
pick
back
up
again
in
the
new
year
and
as
we
move
into
spring
hiring
as
well.
A
B
D
So
again
we
are
seeing
us
like
decrease
in
that
in
December,
dropping
a
little
bit
from
that
1.1
down
to
0.8
percent,
so
kind
of
answers,
your
question,
but
again
that's
something
that
if
you
look
to
kind
of
some
of
our
pastures,
we
typically
see
the
trend
of
pick
up
in
kind
of
spring
into
summer
and
then
die
back
down
again
into
the
kind
of
end
of
fall
and
winter.
So,
okay.
F
F
As
far
as
when
we
receive
applications,
we
have
adjusted
in
our
recruitment
system
neoka
for
the
new
rates
and
what
we
went
ahead
and
did
is
we
included
both
the
pay
plan
adjustment
and
in
the
cola,
noting
that
all
of
that
would
be
reflected
for
hires
that
occur
in
February
and
while
we
don't
have
a
full
month's
worth
of
data.
Yet,
as
Kay
mentioned
anecdotally,
we've
heard
from
some
managers
that
they've
gotten
not
only
more
applications
but
a
better
quality.
So
that's
that's
a
great
sign
to
us.
F
The
other
thing
I
wanted
to
share
our
recruitment
team
and
being
able
to
make
offers
within
the
last
week
or
so
with
those
higher
rates
and
letting
people
know
know
if
they're
coming
on
board
in
January
that
that
will
be
nine
percent
higher.
They
said
that
that
has
really
been
helpful
in
selling
those
job
offers
and
and
getting
acceptance
there,
so
that
that's
another
plus
that
we've
seen.
A
A
F
A
Because
I
just
think
that
when
and
at
some
point
you
know
I'd
like
for
us
to
go
over
again,
salary
plus
benefits
and
what
that
is
worth
by
job
category
I
think
you've
done
that
before
at
some
point,
but
it'd
be
great
to
see
it
again:
okay,
okay,
you
can
do
that.
Okay,
because
to
me
it's
a
total
benefit
package
that
could
be
just
as
attractive.
B
A
E
B
Slide
I
was
telling
you
that
I
was
you
know,
I
felt
I
felt
a
little
better
about
it,
because
we
did
end
up
a
little
better
again,
I'm,
certainly
not
going
to
brag
about
24.32
turnover
for
the
year.
That's
not
where
we
want
to
be,
and
that's
not
where
I
expect
to
be
at
the
end
of
this
year,
but
as
we
were
projecting
even
from
you
know
the
beginning
to
the
middle
of
the
year.
You
know
when
Ryan
was
doing
all
his
charts
and
graphs
I
mean
we
looked
like.
A
C
E
B
You're
right
councilmember
Greg,
it
was
a
very
unusual
year
and
and
I
think
there
has
been
a
lot
of
job
shifting
and
so
you're
right,
I
I.
Just
you
know,
I'm
really
hoping
that
we
can
get
that
number
down
this
year.
You
know
I
I,
don't
know
what
that
would
look
like
I
guess.
What
would
make
me
happy
is
if
we
could
get
it
at
least
down
to
between
12
and
15.
I,
think
that
would
be
a
pretty
good
number
for
non-sworn.
B
B
A
B
B
D
D
February
4th
of
this
year
and
again
employees
will
see
the
pay
plan
adjustment
increase
on
their
February
24th
paycheck,
so
the
pay
plan
adjustment,
inclusive
of
the
cola
would
be
a
total
of
13.33
percent
for
an
increase
for
our
non-sborne
employees
and
then
the
pay
plan
adjustment,
inclusive
of
the
cola,
will
become
a
total
of
12
increase
for
our
support.
Employees
and
again
both
of
those
will
be
effective,
February
4th
and
then
they'll
see
those
on
their
February
24th,
paycheck
and
it'll
continue
that
way
until
the
end
of
2023.
B
G
B
B
All
right:
well,
if
you
haven't,
had
any
questions,
I
guess
we'll
move
on.
We
just
wanted
to
give
you
a
brief
update
on
the
the
family
policy
which,
as
you
know,
became
effective
January
1.
We
we
did
have
some
details
to
iron
out
in
the
policy
and
I'm
gonna.
Let
Heather
kind
of
you
know
kind
of
explain
to
you
where
we
are
with
that
sure.
F
So
it'll
be
there
to
be
viewed
by
us,
so
we'll
have
a
record
of
it
in
that
system
and
also
by
the
employee,
but
we're
primarily
going
to
administer
that
internally
and
working
with
payroll
for
the
maternity
leave.
It
will,
as
we
discussed,
be
the
four
weeks
of
continuous
paid
leave
after
the
birth
of
a
child
and
then
that
mother,
giving
birth
will
also
be
eligible
for
the
next
item.
The
parental
leave
two
weeks
of
continuous
paid
leave
for
bonding
with
the
newborn
child
adopted
child
or
child
placed
through
foster
care.
F
Parental
leave
for
the
other
parent
would
just
be
the
two
weeks
and
for
that
that
could
be
taken
anytime
within
the
12-month
period.
Following
the
birth
replacement,
and
we've
also
made
this
the
eligibility
for
the
Paid
Family
Leave
tied
to
FMLA
and
looking
at
it
from
and
looking
at
it
with
a
legal
review,
that
seems
to
be
where
the
federal
government
landed
and
and
where
we
need
to
be
as
far
as
our
eligibility
goes.
A
B
G
I
B
Sure
I
understand
and
and
just
just
to
be
clear
what
the
numbers
we
have
are
year
in,
so
you
know
it
only
being
January
12th
where
we
don't
have
any
really.
You
know
good
information.
As
far
as
what
is
going
to
look
like
once
the
we,
we
feel
the
full
I
guess
force
of
the
pay
plan,
adjustments
and
the
cola.
I.
Think
that
probably
you
know
hopefully
we'll
see
some
movement
in
our
reports
next
month,
as
we
get
into
February,
March
and
April
I.
B
A
D
So
for
non-sworn
we
ended
December
2022
with
265
vacant
ftes,
and
so
that
is
a
three
position
decrease
from
our
numbers
last
month
and
then
for
police
we're
at
35
vacant
ftes
so
again,
similar
to
non-sworn.
That's
also
down
six
positions
from
last
month's
numbers
and
then
for
fire.
We
are
at
26
vacant
ftes,
and
that
is
up
three
since
last
month.
D
I
F
So,
council,
member
Brady,
we
had
noted
with
this
that
police
we
had
a
new
hire
class
on
Monday
actually,
and
we
had
three
police
officers
in
that
class.
And
since
we
went
back
to
this,
I
was
just
going
to
go
back
and
look
at
the
total
number
we
had.
We
had
a
total
of
11.
three
of
those
were
police
officers
that
started
so
even
our
non-sworn
number,
you
know,
obviously
fluctuates
every
two
weeks
as
we
have
people
being
hired
and
we
have
some.
F
Unfortunately,
some
people
that
leave
with
fire
they've
got
a
class
that
will
start
on
February
the
6th
and
it's
going
to
be
a
what
they
call
Fast
Track
class
or
experience
class
people
with
at
least
two
years
of
paid
experience.
They
had
24
spots
in
that
class
and
they
made
18
offers
that
were
accepted,
so
those
18
are
going
through
the
background
check
process.
Pre-Employment
physicals,
not
all
18,
may
end
up
in
the
the
February
class,
but
but
that's
a
good
number
just
start
with
and
hopeful.
F
I
H
H
Mayor
mayor,
thank
you.
I
just
wanted
to
compliment
our
HR
team.
I
think
this
is
the
most
positive
report.
We've
had
in
some
time
and
remind
everybody,
HR,
council
members,
everyone
that
we
are
in
recruit
mode
and
please
spread
the
word
where
you
go
and
on
your
social
media
that
we
are
hiring
at
City
of
Charleston.
We
have
job
opportunities
available,
I,
I,
think
the
more
we
all
talk
about
it,
the
more
successful
a
year.
G
B
Date,
oh
I'm,
sorry,
Heather,
councilman,
Gregory
Heather
had
asked
me
if
I
know
our
meetings
are
normally
on
the
second
Thursday
of
every
month,
and
so
our
next
meeting
would
be
February
the
9th.
That
is
the
day
that
I
guess
they're
going
to
have
the
final
vote
on
the
new
Erp
system,
and
so
Jolene
kind
of.
Has
everybody
pretty
much
locked
down
that
that
day?
Would
it
would?
Would
you
or
any
other
committee
members
have
a
problem
if
we
moved
it
to
the
following
Thursday.
A
B
B
B
So
maybe
that's
something
we
could
consider,
maybe
promoting
at
the
job
fair.
We
haven't
picked
a
date
yet
I'll
need
to
get
with
the
gillyard
and
kind
of
see
what
they
have
available,
but
yeah
that
might
that
might
be
something
that
we
could.
We
could
advertise
and
promote
as
part
of
our
our
Citywide
job,
fair,
okay,.
H
B
Sir
I
do
you
have
to
be
kind
of
careful
as
far
as
with
the
ages,
you
know,
there's
certain.
You
know
certain
age
groups
that
have
limitations
on
how
many
hours
they
can
work,
and
then
you,
you
know
you
have
to
consider
safety
issues
with
some
of
them
too,
but
yeah
I
agree.
Certainly
some
of
our
positions
could
probably
be
staffed
temporarily,
with
with
Summer
help.
B
A
So
I
I
say
that
to
say
to
our
director:
that's
something
that
I
think
that
we
need
we.
We
may
want
to
start
looking
into,
because
it
definitely
seems
to
be
the
trend
in
the
Private
Industry
that
you
sort
of
just
build
the
skills
with
the
the
younger
folks
for
specific
jobs.
It
may
not
be
something
that's
applicable
across
the
board,
but
just
something
for
us
to
think
about.
B
And
we
have,
we
have
taken
position
hard
to
feel
yes
and
we
have
hired
people
who
did
not
meet
the
minimum
requirements,
but
we've
we've
for
lack
of
a
better
term
downgraded
the
position
somewhat.
Maybe
the
pay
and
the
requirements
for
some
period
of
time
to
give
them
an
opportunity
to
come
in
and
learn
the
job
and
then
prove
that
they
can
actually
perform
the
this.
You
know
what
is
required
in
that
position,
so
it's
not
something.
B
That's
really
widespread
I
mean
I,
can't
say:
we've
done
it
in
every
department,
but
we
certainly
have
done
that.
I
do
think.
I
agree
with
you.
I
think
that
we
need
to
be
more
flexible
and
I
have
seen
departments
kind
of
looking.
You
know,
as
a
job
market
is
tightened
up,
I
have
seen
them.
You
know
kind
of
looking
at
even
the
jobs
themselves.
What
kind
of
experience
they
would
like?
B
We've
had
several
requests
from
departments
to
to
lower
the
years
of
experience
required,
because
you
know
you're
right,
I
think
that
you
can't
always
get
someone
with
necessarily
eight
or
twelve
years
of
experience
in
a
position
and
and
and
sometimes
you
know,
you
really
kind
of
think
about-
sometimes.
Is
that
really
necessary?
B
B
F
Can
think
of
where
we've
done
that,
sometimes,
when
they're
trades
related
jobs
too,
where
we
may
have
had
a
higher
level
job,
we
may
have
failed
it.
While
somebody
was
still
there
that
was
retirement
eligible
at
more
of
an
apprentice
like
level
and
then
had
them
work
with
that
person,
train
them
and
and
then
eventually
go
into
that
role.
Let's
say
have
some
experience:
okay,
I
think
we
definitely
could
take
a
look
at
that
in
working
with
some
of
the
departments
on
on
filling
their
harder
to
fill
jobs.