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A
A
B
C
Thank
you
good
afternoon,
so
we're
going
to
give
you
some
updates.
As
far
as
what
the
numbers
look
like
through
the
end
of
March
and
let's
see,
if
it'll
let
me
there,
we
go
okay,
so
and
looking
at
the
numbers
through
the
end
of
March,
on
the
non-sworn
side,
that
is
going
to
be
the
Top
Line
there
in
white.
We
have
got
basically
11
more
positions
filled,
so
our
our
fte's
vacancy
rate
has
gone
down
there
to
277
and
then
with
the
next
line,
which
is
blue
for
FD.
C
They
have
30
vacancies,
that's
up
to
more
vacancies
than
they
had
last
month
and
then
with
sorry.
That's
that's
yeah
FD
is
the
red
and
then
blue,
PD
42
vacancies,
and
they
are
up.
Pd
is
up
to,
and
FD
is
up
one
so
year
to
date,
looking
at
a
decrease
in
the
non-sworn
vacancies
so
decrease
those
by
13
since
the
beginning
of
the
year,
which
is
great
and
then
for
as
well
as
this
one
FD
the
next
one.
D
D
A
A
C
C
Right
are
you
ready
for
the
next
slide?
Okay,
so
this
is
a
slideshow
in
the
Staffing
levels
and
you'll
notice
there
at
March
that
Top
Line
the
red
is
FD
their
Staffing
levels,
they're
at
92
percent.
That
is
down
one
percent
since
last
month,
when
we
reported
in
February
the
blue
line,
this
police
department-
and
they
are
at
91
Staffing,
and
that
is
consistent
with
where
they
were
last
month
and
then
the
bottom
line
is
the
white
line.
C
Turnover
this
is
definitely
trending
in
a
better
way
than
we
have
in
in
months
past.
So
we
are
excited
that
that
through
March
of
this
year,
when
you
compare
us
to
every
other
year,
we
are
looking
much
better
so
compared
to
March
of
2022,
which
was
7.16
on
the
non-sworn
side,
we're
at
3.65
right
now
on
the
police
side
we're
better
there.
C
Last
year,
this
time
we
were
3.44
and
now
we're
2.87
and
then
FD
last
year
was
3.54
and
now
is
at
1.42,
so
we're
definitely
trending
in
the
right
direction
and
and
some
of
these
numbers
like
on
the
non-sborne
side,
we
haven't
seen
that
that
low
of
a
number
since
it
looks
like
about
2016
or
so
where
we
were
3.66
percent.
So
definitely
some
improvements
there
on
the
turnover
side.
C
C
C
So
I'll
give
you
a
quick
recruitment
update
here.
We
know
notice
that
these
numbers
are
going
up
as
far
as
the
postings,
some
of
that's
to
be
attributed
to
our
summer.
Positions
are
now
being
advertised,
so
we've
definitely
seen
an
increase
in
those
postings.
Citywide
hits
have
increased
approximately
38
percent
from
February
to
March,
with
total
hits
at
90,
000,
40.
C
and
then
city-wide
applications
have
also
increased
approximately
60
percent
from
the
last
month,
with
total
applications
at
one
thousand
seven
hundred
seven
and
then
Citywide
postings
have
increased
approximately
12
percent
with
total
postings
now
at
456.,
and
that
also
can
be
attributed
not
just
to
Summer.
But
there
were
a
number
of
new
positions
for
2023.
A
few
of
those
new
positions
were
able
to
be
advertised
filled
starting
in
January,
but
a
number
of
those
were
held
until
March.
C
The
next
one
shows
the
conversion
rate,
and
so
average
applications
per
posting
have
increased
1.11
from
February
going
from
9.63.
Excuse
me,
2.63
to
3.74,
and
the
city-wide
conversion
rate
has
pretty
much
stayed
the
same
at
1.6.
It
is
trending
up
compared
to
where
what
it
was
towards
the
end
of
the
year,
where
you
were
looking
at
kind
of
in
December
November
December
at
1.1
percent.
Now
we're
1.6
good.
C
And
then
we
wanted
to
give
you
an
update
on
the
city
job
fair.
So
we
are
excited
about
having
our
second
annual
City
Job
Fair
and
that's
coming
up
on
April
26th
at
the
gillyard,
so
we're
working
with
our
departments
on
preparations
for
how
they're
going
to
advertise
their
positions
and
having
interactive
booths
and
games.
We're
going
to
have
a
contest
for
I
think
the
top
three
departments,
as
far
as
their
booths
go
and
give
out
Awards.
C
So
a
little
healthy
competition
there
just
for
some
creativity
and
we
had
a
lot
of
a
lot
of
fun
booths
last
year.
So
we're
excited
about
what
this
year
will
bring.
That
will
be
from
12
to
4
on
the
26th
and
we're
working
on
our
advertisements
for
that
as
well
and
and
so
we're
excited,
and
if
you
all
are
you
know,
on-site
or
close
by
feel
feel
free
to
stop
by
on
that
day,
we
would
love
to
have
you.
C
C
E
C
I
was
telling
Kay
that
I
I
feel
like
that.
I
have
seen
a
lot
more
police
officers
when
they
hit
their
25
years.
They
are
leaving
these
days
compared
to
in
years
past.
I
think
sometimes
people
would
have
stayed
on
for
a
number
of
years,
but
I
feel
like
that
right
now
we're
seeing
a
lot
of
people
as
soon
as
they're
eligible
they
are
filing
for
retirement
and
leaving
I
mean
it's
definitely
a
great
benefit
to
be
able
to
retire
from
a
job.
C
E
The
second
question
I
have
is,
is
chairman,
asked
about
obviously
the
P
reason
and
I'm
glad
to
hear
it's
being
effective,
well,
I'm
concerned
about
council
members
resting
on
our
so-called
Laurels.
You
know
we
were
behind
the
eight
ball
and
I
think
we
kind
of
got
caught
on
the
wrong
side
of
you
know.
A
lot
of
people
did
covet.
You
know
people
get
other
jobs,
paying
a
higher
rate
of
pay.
So
as
we
go
into
this
budget
planning
session
for
fiscal
year,
24.
E
I
know
we
had
a
good
pay
increase,
but
I
don't
want
to
become
a
miser,
I
kind
of
want
to
continue
in
the
track
that
we
got
on
last
year.
We
did
a
good
thing
with
the
bonus
that
year
end
and
obviously
with
the
pay
raise
to
come
into
this
year,
but
I
want
to
make
sure
we
have
a
strategy
going
into
24
that
keeps
us
competitive,
as
the
largest
city
in
the
state
of
South
Carolina
should
be
when
it
comes
to
taking
care
of
the
most
important
asset
is
our
people.
E
A
B
B
You
know
looking
at
salaries
and
not
let
ourselves
get
in
a
position
where
we're
behind
I
mean
I
think
we're
actually
pretty
good,
comparatively
right
now
to
our
sister
municipalities,
but
of
course
there
most
of
them
on
a
fiscal
year,
so
they'll
be
I,
don't
know
what
they're
going
to
be
doing
for
July
1..
So
that's
we're
going
to
need
to
be
really.
You
know
watching
that,
and
and
and
also
you
know,
Amy
you
know
budgeted.
You
know
funds.
B
We
are
planning
on
doing
a
comprehensive
compensation
study
this
year,
actually
having
a
an
outside
company,
come
in
and
look
at
our
pay
and
maybe
pay
plans,
job
descriptions,
we've
begun
drafting
the
RFP.
We
haven't
issued
it
yet,
but
I'm
hoping
that
we
can
do
that
soon.
I,
don't
think
the
city's
ever
done
that
before
I
I
will
have
been
here
27
years
in
August
and
I.
Don't
remember
us
ever
hiring
a
consultant
to
come
in
and
look
at
our
compensation
structure
so
I'm
expecting
to
have
some.
E
Let
me
you
know
the
timing
and
when
we
deliberate
the
budget
and
timing
and
getting
that
information
back
from
the
consultant,
I
sure
wish
it
seems
like
right
now.
I
could
be
wrong,
but
I
hope
the
calendar
Works
in
our
favor,
and
you
know
we're
not
getting
results
in
October
when
we
have
to
make
the
first
vote
in.
A
F
Yes,
thank
you
Mr
chairman
and
I
kind
of
wanted
to
piggyback
on
what
councilmember
Waring
had
started
to
allude
to
and
I'm
curious.
If
we've
looked
at
or
or
asked
on
the
the
kind
of
turnover
end
and
knowing
how
many
FTE
vacancies
that
we're
running,
you
know
does
does
kind
of.
The
lack
of
you
know
we're
it's
year
to
year
during
the
budget
season
is
when
we
determine
the
cost
of
living
adjustment.
F
F
Obviously,
as
long
as
our
budget
targets
are
met,
but
it
kind
of
gives
you
the
like,
oh
okay,
well,
I
can
plan
on
that.
Then,
knowing
that
that's
coming
along,
you
know
how
much
does
that
kind
of
play
into
our
retention
on
the
non-sworn
side
that
you
know
people
just
if
if
you
don't
know
that
you're
going
to
be
getting
any
type
of
stable
increase
like
you're
gonna
bolt
and
go
somewhere
else.
C
B
Was
just
going
to
say
that
I
should
have
also
mentioned
that
one
of
the
other
things
we're
going
to
be
asking
you
know
whoever's
selected
to
come
in
and
look
at
our
plans
is
we're
also
going
to
be
asking
them
to
make
recommendations
on
some
kind
of
plan,
whether
it's
a
stat
plan,
that's
similar
to
what
police
and
fire
have
or
some
sort
of
Merit
increase
plan,
there's
a
lot
of
different
ways.
We
could
we
could
do
it,
but
I
I
couldn't
agree
with
you
more
I.
B
Think
we've
got
to
put
something
in
place
for
our
non-sworn
employees
a
way
for
them
to
progress
through
their
their
grade.
You
know
their
pay
plan.
There's
got
to
be
a
way
because
we
we
found
that
out.
You
know
when
and
doing
our
you
know,
exit
interviews
is
you
know,
people
were
leaving
because
of
pay
and
for
lack
of
progression,
I
mean
when
you
know
when
we
interview
people
for
positions
they
want
to
know.
What's
the
next
step,
you
know
where
do
I
go
from
here,
you're,
absolutely
right.
B
They
need
to
know
what
what
can
I
expect
and
I
think
when
it's
just
really
important,
I
I
really
feel
like
that's
the
main
contributor
or
one
of
the
main
contributors
for
I
mean
if
you
look
at
our
turnover
police,
fire,
sworn
and
non-sworn
I
I.
Think
that's
why
we've
had
such
an
issue
much
more
of
an
issue
with
our
non-sworn
employees,
because
the
fire
you
know
and
police
swarm
pay
plans
are
are
great,
I
mean
they
really
are.
B
E
You're
right,
we
actually
lost
some
really
good
people
last
year
before,
as
a
matter
of
fact,
we
lost
one
guy
supervisor
type
guy
that
went
to
believe
it
or
not.
James
Island
PSD
left
the
City
of
Charleston
with
James
Island
PSD
I,
don't
know
for
something
like
a
dollar
fifty
an
hour
and
we
were
trying
to
get
him
to
hang
until
January,
because
when
the
pay
raise
came
in
January
that
they
would
have
gone
above
what
he
was
leaving
to
go
to
PSD
for,
but
we
still
lost
out.
E
This
is
like
around
October,
but
I
think
we
need
to
make
sure
Mr
Fountain,
that's
definitely
in
place.
I
was
about
to
ask
Miss
cross
in
these
figures
is
any
way
we
can
break
our
public
works
because
you
know
we
got
basic.
We
all
know
the
basic
functions.
You
know:
police,
fire,
sanitation
and
probably
Parks
and
Recreation.
You
can't
do
those
things.
You
get
a
lot
of
people
across
the
city,
looking
at
you
sideways
and
when
we
got
to
the
point
because
of
man
pound
where
we
could
not.
E
You
know
pick
up
trash
timely.
You
talked
about
get
people's
attention
and
when
our
answer
was,
and
at
the
time
part
of
our
answer
was
accurately,
we
just
didn't
have
we
didn't,
have
the
people
to
drive
the
trucks
and
stuff?
So
that's
the
side
I
mean
when
you,
when
you
kind
of
average
it
out
it
doesn't
look
that
bad,
but
when
you
get
what
are
some
of
the
apartments?
That
right
now
looks
like
a
hammer
hit
our
thumb
now
that
may
not
reflect
themselves
on
these
averages.
E
B
We
presented
a
report
last
year
and-
and
we
certainly
can
do
it
again
to
where
I
think
we
and
and
mayor
you
correct
me
if
I'm
wrong,
because
I
think
you
had
actually
asked
us
for
it.
You
wanted
to
know
everyone
who
had
I
think
was
it
20
or
25
vacancy
rate,
and
we
provided.
You
know,
information
with
the
Departments
and
what
their
vacancy
rate
was
kind
of
from
the
Department
who
had
the
most.
You
know
down
to
the
least,
and
we
can
certainly
you
know
we
can
do
that
again.
B
B
Would
definitely
help
absolutely
I
mean,
but
I
do
think,
I.
Think
considering
that
it,
you
know
for
three
months,
I
think
we've
made
significant
progress,
but
you're
right.
We
we
don't
I
mean
we
need
to
keep
pushing.
We
need
to
keep
moving,
but
we
we
are
I
mean
in
the
terms
of
you
know.
In
the
mayor,
pointed
this
added
our
department
had
meeting
in
terms
of
actual
you
know
we
give
you
percentages,
but
I
mean,
but
just
to
give
you
a
number
that
might
be
a
little
more
meaningful
for
you.
B
We're
up
44
people
this
year,
I
mean
the
beginning
of
the
year
where
we
we
have.
We
you
know,
because
when
we
look
at
how
many
separations
we've
had
and
how
many
new
hires
we're
in
the
plus
category
of
44.,
so
I
think
I
think
we're
doing
well,
but
we
do
need.
We
do
still
have
some
work
to
do
for
sure
and
I
do
and
I
do
Public
Service
stormwater.
B
B
I
mean
it
really.
It
really
is
very
important
and
I'm
I'm
really
hoping
to
be
able
to
work
through
and
get
something
in
place,
even
if
we
have
to
do
it
in
a
measured
approach,
which
you
know
even
if
we
have
to
start
with,
you
know,
maybe
step
one
step,
two
step
three,
and
maybe
we
don't
like
get
everything
we
want.
Maybe
the
first
year
at
least
get
it
in
place
and
have
a
plan
of
how
we're
going
to
build
on
it
in
subsequent
years
and
I.
Think
it's
I
think
it's
very
doable.
B
I
don't
know
what
percentage
overall
I
know
that
we
provided
a
report
to
the
mayor,
I
think,
maybe
a
month
or
two
ago
mayor
where
they
get
out
the
mayor's
office
had
asked
us
for
looking
at.
You
know,
department
head
deputy
director
level
as
far
as
you
know,
for
secession
planning
who
is
eligible
for
retirement
in
the
next.
You
know
couple
of
years,
but
but
we
can,
we
can
run
a
report
on
what
percentage
of
our
entire
employee
base
I.
C
B
A
A
C
B
The
young
man
has
accepted
our
offer
and
he's
coming
on
board
May
one.
So
that's
very
positive
and
she
and
I
have
another
interview
on
Friday
for
Becca's
position.
So
that's
Friday
afternoon,
but
tomorrow
afternoon,
tomorrow's
Friday.
Isn't
it
yes,
yes,
yeah.
Those
weight
is
getting
away
from
me.
So
we're
we're
making
progress.
We
are
definitely
making
progress,
but
I
appreciate
you
asking
about
us
we're
we're
we're
trying.
Okay.
A
B
Before
we
get
there,
yeah
I
want
you
know.
The
next
item
on
the
agenda
is
Wellness
I
kind
of
wanted
to
take
this
opportunity.
I
know:
we've
we've
focused
on
recruitment,
a
lot,
and
rightly
so,
because
that's
been,
you
know,
really
kind
of
one
of
the
most
important
topics
now
for
months,
but
but
there
are
other
areas
of
HR
and
I,
and
so
I
kind
of
would
like
to
take
an
opportunity
to
Spotlight
some
other
areas
and
I
I
know
you
I,
don't
know
if
you've
all
had
the
opportunity
to
meet
our
Wellness
manager.
B
B
Don't
guess
she's
really
that
new
anymore,
but
but
anyway,
I
I
wanted
her
to
give
a
little
give
you
a
little
overview
of
what
is
going
on
in
the
wellness
world
and
some
of
her
programs
and
see
if
you
guys
had
any
any
questions
about
that,
because
I
think
that's
again
that
that
also
kind
of
dovetails
into
are
been
our
entire
benefits
package
and
what
the
city
has
to
offer.
You
know
new
hires
I
think
it's
I
think
this
is
an
important
component.
B
G
G
If
you
haven't
met
me,
I
know
I've
met
most
of
you
on
here
before,
but
if
not
I
am
Mary
Cummings.
My
background
I'm,
a
registered
nurse
I
worked
at
MUSC
before
I
came
on
board
at
the
city.
I
was
in
the
pacu
posting
that
she's
a
Care
Unit
for
a
number
of
years
and
then
came
here
in
the
lifetime
before
that.
I
was
a
personal
trainer,
yoga
instructor
and
nutrition
consultant.
G
G
You
know
you
would
log
in
and
log
out
and
then
every
quarter
we
would
get
those
reports
and
people
would
get
reimbursed
for
the
for
the
gym
membership,
which
is
a
great
program
and
I
love
that
I.
Do
you
know
I,
like
people
working
out
I,
think
that's
wonderful,
it's
great
for
preventative
health,
but
it's
a
lot
of
you
know
a
little
bit
of
a
dated
program
as
far
as
everything
was
still
on
paper.
G
That's
still,
you
know
resources
in
HR
having
to
input
all
that
information.
So
I
tried
to
find
some
programs
that
were
a
little
more
like
app
based.
That
also
would
give
folks
you
know,
you're
gonna
get
rewarded
for
doing
other
things.
Besides
going
to
the
gym,
not
everyone
has
access
to
the
gym,
not
Everyone
likes
going
to
the
gym.
G
G
and
what
incentive
it
is
is
it
you
know
it's
an
app
and
we
also
when
we
switch
to
our
new
PPO
plan.
This
also
allows
us
to
this
is
where
we
also
reimbursed
for
our
preventative
health
benefits
that
we
offer
so
think
annual
physicals,
Dermatology
exams,
eye
exams,
Dental
Care,
colonoscopies
mammograms.
G
Those
benefits
are
reimbursed
quarterly
they're
coming
over
from
Blue
Cross
Blue
Shield.
The
monthly
reimbursement
for
exercise
is
up
to
twenty
dollars
a
month
and
basically,
if
you're
going
to
a
gym,
if
you're
still
going
to
O2
or
you're
going
to
Crunch
or
something
like
that,
you
log
in
and
out
it
uses
a
Geo
tracking
device
on
your
phone.
You
log
in
you
have
to
stay
for
at
least
30
minutes
log
out,
and
then
you
know
you
receive
those
benefits.
G
You
know,
especially
in
our
building
here
down
at
75
Calhoun.
We
have
we're
in
a
great
spot
to
walk
around
I
know.
There
are
a
number
of
folks
who
walk
around
there's
a
big
group
down
the
hall.
They
walk
the
bridge
so
you're
getting
credit
for
I.
Believe
it's
after
3
000
steps
you
get
50
cents
for
every
1
000
steps,
so
you
can
earn
up
to
a
certain
amount
of
money
per
steps.
G
Biking
swimming
going
to
yoga.
If
you're,
a
member
of
a
boxing
gym
I've
got
a
firefighter
who
just
joined
with
a
Jiu
Jitsu
gym.
So
you
can
get
credit
for
doing
that,
and
so
that
company
has
also
been
really
wonderful
to
work
with.
I
can
call
them.
I
can
email
them
and
I
will
get
a
response
that
day.
G
G
G
If
you
enroll
in
this
program,
you
work
with
a
pharmacist.
You
will
talk
to
that
person
about
once
or
twice
a
month,
just
depending
they're,
going
to
review
your
Labs,
your
A1C
they're,
going
to
help
make
sure
you're
going
to
write
doctor's
appointments.
You're
getting
your
eyes
checked
your
skin
checked
your
feet,
checked
and
then
for
being
enroll
in
that
program.
The
city
covers
the
cost
of
your
medicine
and
that's
that's
a
huge
huge
benefit,
so
I
actually
met
with
the
new
that
company
just
went
through
a
change.
G
It's
called
the
SC
Pharmacy
Association
there's
a
new
CEO,
a
younger
guy
who
seems
pretty
rejuvenated,
has
lots
of
energy,
and
then
we
have
a
new
Pharmacy
lead,
who
will
kind
of
be
my
contact
and
helps
with
all
the
other
pharmacies.
She
is
out
of
Earhart
South
Carolina,
but
she's
got
tons
of
experience
and
we're
going
to
kind
of
revitalize
that
program
moving
forward
and
try
to.
G
We
have
some
lofty
goals
to
grow
up
by
about
honestly
50
of
where
we
are
right
now
and
so
just
in
the
last
couple
of
days,
I've
already
actually
got
three
people
lined
up
next
week
to
meet
with
to
get
them
enrolled,
so
I
think
we're
gonna
do
really
well
with
that.
Getting
the
word
out,
I'm
gonna
try
to
put
a
flyer
on
some
pay
stubs
coming
out
here
in
the
next
couple
of
months,
so
people
actually
have
something
physical
to
look
at.
G
If
you
don't
know
about
that
program,
which
some
people
might
not,
you
know,
another
big
benefit
that
we
also
offer
is
our
EPA
program,
employee
assistance?
So,
as
we
all
know,
you
know,
mental
health
is
a
struggle
right
now
through
the
city
through
signal
you
get
up
to
five
free
sessions
per
issue
and
I've
also
looked
into
because
I
know
that
some
places,
if
you're
going
you
know,
say
you
want
to
go
to
someone
in
Somerville
or
Mount
Pleasant
or
West
Ashley.
A
lot
of
these
folks
now
have
long
long
waiting
lists.
G
So
there
is
an
online
platform
called
Talk
space
that
does
accept
our
insurance
and
there
are
no
wait
lines.
I
just
try
to
match
you
up
with
someone
online.
So
that
is
a
great
benefit.
There's
another
one
called
better
help,
so
I'm
looking
into
that,
I
was
working
with
Wes
on
that
trying
to
see
if
we
can
get
that
added
as
well
just
to
give
people
more
options,
because
not
everybody
can
wait
three
months,
for
you
know
some
mental
health
help
if
they
need
it.
G
We
have
a
tobacco
cessation
program.
So
if
you're
a
smoker
and
you're
trying
to
stop,
you
know
heart
health.
If
you're
on
blood
pressure
meds,
it's
very
similar
to
the
diabetes
program,
those
two
I
generally
go
hand
in
hand
if
you're
on
one
you're
generally,
on
the
other,
not
a
perfect
science,
but
that's
generally
how
it
is
so.
Those
are
kind
of
the
big
big
things.
This
year
we
just
wrapped
up
our
big
all
in
for
10
weight,
loss,
challenge
that
runs
January
through
March.