►
Description
City of Charleston Committee on Human Resources 3/09/2023
B
B
B
Amen
and
I'll
turn
it
over
to
Kane's
staff.
C
All
right
well
good
afternoon,
everyone
we
first
of
all,
we
would
like
to
ask
for
approval
of
the
January
12
20
23
minutes,
move.
B
Second,
moved
in
properly
seconded
any
discussion,
all
in
favor
say:
aye
aye.
C
All
right,
thank
you,
and
next
on
the
agenda
is
any
old
business.
Does
anyone
have
any
anything
from
any
prior
meetings
or
or
any
questions
or
or
issues
I'd
like
to
discuss.
B
The
the
one
thing-
and
it
may
not
be
for
for
this
meeting
and
but
perhaps
on
another
meeting,
I'd
like
to
talk
a
little
more
about
career
ladders,
similar
to
what
they're
doing
in
storm
water
to
see
whether
or
not
there's
something
and
KU
and
I
talked
about
this.
Some
time
ago.
B
C
Okay,
if
not,
let's
move
on
to
new
business
and
Becca
is
going
to
present
our
staffing
and
retention
report,
I.
Think
by
this
time
everyone
should
be
familiar
with
this
report.
We
we
started
doing
this
I
I
think
it
was
sometime,
maybe
beginning
of
last
year,
or
maybe
even
year
before,
when
Ryan
kind
of
put
all
this
together
and
then
Becca
took
it
over,
but
anyway,
with
that
I'm
gonna
turn
it
over
to
Becca
and
let
her
share
the
updated
information
with
all
of
you.
A
Thanks
gay,
so
we
will
jump
right
into
actual
Staffing
levels.
One
thing
to
note
for
these
compared
to
our
last
meeting
is
that
our
last
meeting
was
year
end.
So
we
were
looking
at
positions
in
vacancies
as
of
December
31st,
whereas
now
we're
looking
at
them
from
January
1st
up
until
on
the
last
day
in
February,
and
that's
just
to
account
for
the
new
positions
that
have
all
been
added
in
as
of
January
1st
of
this
year
that
were
budgeted
for
2023..
A
So
with
that
being
said,
as
we
go
into
non-sworn
we're
sitting
at
288,
bacon
FTS-
and
this
is
a
decrease
in
17
bacon,
FTE
positions
since
January
1st
and
then
when
we
look
at
police.
A
B
A
Got
it
yeah,
okay,
so
for
police,
we're
looking
at
40
vacant
ftes
and
that's
an
increase
of
five
vacancies
since
January
1st.
So
one
thing
that
you
can
see
on
this
screen
is
that
non-sworn
and
fire
have
both
decreased
their
vacant
positions,
whereas
police
were
seeing
an
increase
and
that's
mainly
because
they
really
didn't
have
a
whole
lot
of
new
positions
being
added
in
January
1st.
A
So
this
was
really
just
looking
at
any
people
that
they've
that
have
left
versus
positions
that
they
have
filled
and
then,
when
we
look
at
fire,
they
have
29
vacant
ft's,
and
this
is
down
16
from
last
month,
and
this
is
because
they
brought
in
their
fire
recruit
class
in
February.
D
You,
when,
when
is
our
next
recruit
class,
for
both
fire
and
police?
Do
we
know
and
do
we
have
an
anticipated
number?
Are
we
getting
close
to
hitting
that
Mark
I.
F
Believe
the
natural
crisis-
July
Lindsay-
am
I
right
about
that
for
fire
and
then
police.
They
don't
really
have
they
don't
all
start
at
once,
like
fire,
we
end
up
having
three
or
four
people
start
at
a
time,
so
they
are
ongoing
in
our
orientation
classes.
D
G
G
So
how
many
we
had
a
net
decrease
in
17
vacancies
is
that
right?
Is
that
one
way
of
saying
that,
because
you
took
in
account
the
increase
in
positions,
the
loss
to
people
that
left
and
we
obviously
hired
a
lot
more
than
17
if
we
ended
up
with
a
net
17
loss.
B
G
A
Then,
with
that
we'll
move
into
Staffing
levels,
so
this
is
really
just
looking
at
percent
staffed,
so
for
our
fire,
we're
sitting
at
93
staff
and
then
for
police
they're,
sending
it
91
staffed
and
then
our
non-sworn
again
is
sitting
at
76
staff
and
relative
to
kind
of
the
previous
months
that
we've
shown
this
has
seem
to
hold
pretty
steady,
plus
or
minus
a
few
percentage
points.
G
G
Ask
you
a
question
so
I
remember
from
my
commercial
real
estate
days
that
if
you
had
a
shopping
center
for
example,
and
it
was
96
occupied,
you
would
say
in
effect,
you
had
full
occupancy
because
you
always
have
a
little
bit
of
turnover
a
little.
Is
there
some
kind
of
acceptable
standard
or
some
kind
of
standard
percentage
you
get
to
95
percent
and,
and
you
and
HR
officials
can
say
that
we're
in
in
effect,
at
full,
occupancy
or
full
compliment?
Does
that
make
sense.
C
Well,
when,
when
I
look
at
I,
think
it
was
acceptable
generally
for
turnover
would
be
I
I
think
an
eight
to
ten
percent
turnover
rate
would
be
kind
of
normal
in
what
you
would
expect,
but
I
don't
I,
don't
know.
If
there's
any
particular
number
that
you
would
have
to
reach
to
consider
be
considered
full
compliment.
I
I
would
personally
I'd
be
pretty
happy
if
we
could
get
to
90
percent.
C
Police
and
fire
have
actually
been
doing
pretty
well
the
last
few
years
and
so
I
you're
right
and
I
apologize.
I,
probably
am
my
focus-
has
definitely
been
more
on
non-sworn
because
that's
where
we've
had
the
you
know
the
significant
issues
in
recruiting
and
a
significant
turnover
issues,
but
you're
right.
If
you
combine
fire
police
with
non-sworn
I,
don't
know
back
up
your.
Can
you?
Can
you
give
me
a
quick
percentage
overall.
A
Total,
when
we're
looking
at
all
I
think
we're
hovering
right
around
83
82,
83
percent
staffed.
So
again,
obviously
nonsman
brings
that
down
a
little
bit,
but.
B
And
just
so
so
that
I'm
clear,
but
if
I
look
at
non-torn
right
between
January
and
March,
we
had
an
increase,
am
I
looking
at
this
correctly,
the
graph
yes.
A
A
Okay,
so
now
we
will
move
into
turnover,
so
this
slide
is
looking
at
total
turnover
through
February
of
each
year
since
2014..
A
A
And
then,
when
we
look
at
police
sworn
they're
sitting
pretty
much
the
same
as
they
were
in
2022.
So
in
2022
they
were
at
two
point
to
one
percent
and
now
they're
at
2.15,
so
a
slight
decrease
but
holding
relatively
stable
and
then
for
our
city
non-sworn
last
year.
At
this
point,
so
in
February
we
were
at
4.72,
where
we've
seen
a
pretty
significant
decrease
this
year
sitting
at
two
point,
twelve
percent
and.
A
B
A
You're
good
does
anyone
have
any
questions
about
this
slide.
A
I'll
start
off
by
saying
to
this
is
looking
at
annual
turnover
for
2023,
so
we're
looking
at
a
projection
based
on
the
amount
of
turnover
we've
had
this
year.
So
it's
only
based
on
two
months
data
at
this
point.
So
as
we
kind
of
meet
and
get
more
data
month
after
month,
we'll
see
this
become
a
more
accurate
projection
of
what
we're
looking
at
ending
up
that
at
the
end
of
the
year.
A
So
to
start
with,
if
we're
looking
at
fire
sworn,
they
are
projected
to
be
at
6.13
percent,
which,
if
you're
excluding
2020,
because
that
was
again
coveted
an
abnormal
year.
This
would
be
their
lowest
turnover
since
2014
by
a
pretty
significant
amount.
A
And
then,
when
we
look
at
police,
they
have
increased.
So
their
projected
annual
turnover
is
at
14.45.
A
And
again,
this
is
where
we
get
back
to.
This
is
only
based
on
January
and
February's
data,
and
one
thing
that
we
saw
with
police
is
that
we
didn't
have
as
many
people
in
police
leave
in
the
end
of
2022,
so
people
that
would
have
left
in
November
or
December
the
data
kind
of
points
out
that
it
looks
like
they
stuck
around
and
then
chose
to
leave
in
either
January
or
February
and
we're
thinking
that's
attributed
to
them.
A
B
A
B
A
You
look
back
at
the
past
couple
of
years,
so
at
the
end
of
2019,
in
November
and
December,
we
had
six
police
sworn
people
leave
again
in
2020.
We
had
another
six
in
2021
we
had
11.
last
year.
We
only
had
two
in
both
of
those
months
so,
whereas,
when
we're
looking
at
that
kind
of
shift
in
the
path
in
the
first
two
months
of
this
year,
we
had
nine
people
leaving
which
we're
thinking
that's
kind
of
where
that
came
from
so
yeah
of
those
nine.
A
A
So
it's
definitely
something
to
keep
our
eye
on
as
the
upcoming
months,
but
I
think
once
we
have
kind
of
additional
months
of
data,
we'll
see
that
to
Trend
back
to
the
historical
average.
F
One
thing
before
we
leave
this
slide:
I
had
emailed
fire
because
councilmember
Sheila
had
asked
about
the
recruit
class
for
July,
and
the
turnover
made
me
think
about
that.
They
said
that
so
far,
they've
gotten
405
applications,
which
is
really
good.
E
D
I
had
one
more
question
before
we
leave
this
slide.
If
you
don't
mind,
do
we
ever
look
at
at
when,
at
the
at
the
number
of
people
at
fire
and
police
when
they're
eligible
for
retirement
in
our
projections.
F
We
have
a
report
that
can
do
that
that
we
pull
from
Piva
system.
We
have
to
marry
it
up
to
our
system
because
it
just
gives
us
raw
data.
It
doesn't
tell
us
by
department,
but
when
we
saw
this
uptick
with
police,
we
had
this
conversation,
as
we
were
looking
through
this
data
that
it
would
probably
be
helpful
for
us
to
share
that
with
them
about
their
people
who
are,
and
you
can
run
the
report
through
Piva
people
who
are
within
five
years.
F
D
I
know
in
general
conversation
just
out
and
about
sometimes
when
I'm
talking
with
some
of
our
police
officers,
they
may
be
off
duty
or
whatever
I
mean
I'll
get
an
answer.
Back
I
won't
even
ask
them.
They'll,
say:
yep
I
got
two
years
and
three
months
left
then
I
can
retire.
You
know
so
I
think
it
is
important
data
for
us
to
have
because,
just
like
you
said,
I,
think
more
more
retiring
when
they're
eligible
and
then
possibly
going
into
doing
something
else.
So.
F
F
C
I
think
I
think
it
was,
but
that
that
is
that's
that's
not
a
complete
picture,
because
it
is
people
who
are
benefits
eligible
so
so
that
it
wouldn't
be
our
entire
Workforce,
but
I,
don't
think
it
would
I,
don't
think.
Even
if
we
looked
at
the
entire
Workforce,
it
would
be
drastically
different
from
that
number.
C
Think
we
did
look
at
that
last
year
at
some
point
and
of
course
it
could
have
shifted
slightly.
We
can
easily
update
that
number,
but
but
I
want
to
think
it
was
maybe
a
hundred
or
so
employees
that
we
had
that
were
65
or
over.
When
we
looked
at
it
at
some
point
last
year,
councilman
Gregory,
it's
it's
definitely
up.
You
know
a
smaller
percentage
of
our
of
our
employee
base.
The
average
age
is,
you
know
in
the
early
40s,
okay.
B
B
And
the
reason
why
I
asked
that
question
is
okay,
because
it
would
be
relevant
to
our
question
with
the
David
Rosenberg
on
on
supplements,
Medicare
supplements.
We
talked
about
a
little
earlier
right:
okay,
okay,
thank
you
and.
C
C
But
I
am
optimistically
encouraged
by
the
fact
that
our
2023
projector
turnover
for
non-sworn
is
12.43
because,
as
you
all
may
remember,
we
ended
up
close
to
30
turnover
for
2022,
so
I'm
hoping
we
can
I
know
it's
only
two
months
of
data,
but
I'm
kind
of
hoping
that
well
I
am
hoping
that
we
can
stay
closer
to
that
number.
Even
if
we
Rose
a
few
points
to
even
15
that
that
would
be
basically
cutting
our
turnover
numbers
in
half
compared
to
last
year.
C
So
unless
anyone
has
any
other
questions
about
this
slide,
Becca
I
think
you
can
move
on.
C
Update
and
forget,
I,
don't
know
if
all
of
you
have
met
Lindsay
mazzell.
She
is
our
recruitment
coordinator.
We
thought,
since
our
focus
is,
is
you
know
really
we're
so
heavily
focused
on
recruitment
right
now
and
and
trying
to
fill
positions?
We
thought
it
might
be
helpful
for
you
guys
to
meet
her
and
for
her
to
provide
some
additional
data
on
kind
of
what's
going
on
with
recruitment
for
these
two
first
two
months
of
the
year,
so
for
that
I'll
turn
it
over
to
Lindsay.
H
H
Problems,
I'm
not
sure
I
was
not
on
mute,
so
I'm,
sorry
I'm,
not
sure
exactly
what
happened
but
Becca.
If
you
want
to
move
to
the
next
slide,
that'd
be
great.
H
So,
as
you
can
see,
this
is
a
view
of
our
job
posting
views
and
applicants.
If
you
look
first
you'll
see
the
number
of
postings
are
in
the
blue
line
versus
how
many
people
are
have
actually
viewed
the
position
positions
that
we
have
posted
a
lot
of
times.
We
see
people
that
will
look
at
a
job,
but
may
not
actually
actively
apply
to
the
position.
So
number
three
in
Orange
is
how
many
people
actually
did
apply
to
those
job
postings.
H
In
February
we
had
408
jobs,
posted
65.2,
000
people
viewed
those
postings
and
and
a
little
over
a
thousand
sixty
nine
applicants
did
apply.
So
if
you
can
look
at
the
historical
data
here,
you
know
we're
definitely
moving
in
the
right
direction
of
more
clickable
views.
More
applications
for
people
that
are
interested
in
our
positions
through
the
career
fairs
that
I'm
doing
in
the
community
we're
definitely
seeing
a
lot
of
that
is
attributed
to
the
cola
and
the
pay
plan.
Adjustment
for
2023.
B
H
Think
it's
February
there
was
I
know
that
there
was
a
large
adjustment.
H
H
H
Some
other
bonuses
from
last
year
and
I
believe
it
was
in
February
of
that
year.
Additionally,
we
had
updated
the
sign
on
bonuses
for
some
of
our
CDL
positions
that
had
not
previously
had
sign
on
bonuses
or
increased
them
as
such,
but
I
certainly
can
dial
into
that
data.
To
get
some
more
information
for
you,
okay,.
H
So
this
is
looking
at
the
conversion
rates
and
the
average
applications
per
posting.
So
if
you
see
that
the
average
application
for
posting
is
the
orange
line
and
in
January
January,
we
had
an
average
of
2.36
applications
versus
the
posting
since
February,
where
we
increase
an
average
of
2.62
applicants
postings
because
of
the
average
applications
is
a
function
of
how
many
people
we
are
looking
for.
We
also
look
at
a
conversion
rate,
and
this
is
how
many
people
clicked
on
the
click
to
apply.
H
After
looking
at
the
position,
it's
a
percentage
of
the
people
that
ended
up
applying
to
the
job,
as
you
saw
in
the
previous
slide.
This
rate
is
held
relatively
stable
around
one
percent.
We
saw
a
slight
dip
in
the
end
of
2022,
but
again
most
people
aren't
applying
for
jobs
during
that
time
with
the
holidays
and
then,
of
course,
in
January
February.
We
have
seen
that
number
increase
up
to
1.4
percent
and
1.6
percent
respectively.
H
B
C
A
So
a
good
just
Benchmark
to
shoot
for
is
10
I
would
say
we're
kind
of
getting
there
incrementally
so
I
think
a
good
Hallmark
to
shoot
for
for
2023
would
be
sitting
around
three
percent.
H
H
So
now
that
we
have
neogov
which
started
2019
September
of
2019,
we
had
a
whole
year
of
data
last
year
and,
of
course,
going
into
this
year
of
applicant
Source
tracking
that
we
did
not
have
in
previous
systems.
As
you
can
see
on
this
pie,
chart
you've
got
it
broken
out
to
different
ways
that
applications
are
coming
in
through
neogov
neogov,
utilizes,
governmentjobs.com
and
scrubs
those
jobs
onto
indeed
among
some
other
smaller
function
positions,
but
the
majority
of
our
applicants
are
still
been
driven
to
the
city
website,
which
is
wonderful.
H
I
thought
it
was
a
great
increase
to
see
that
we
have
folks
that
are
listing
a
friend
as
a
source.
A
lot
of
that
is
going
to
contribute
to,
and
these
are
people
that
have
applied
not
necessarily
got
the
job.
H
In
January
of
this
year
we
did
have
an
increase
for
the
referral
bonus
where,
in
the
previous
year
we
had
in
January,
we
had
zero
referral
bonuses,
given
where
this
January
we
have
had,
we
had
nine,
and
that
is
also
attributing
to
good
people,
no
good
people.
So
that's
a
great
thing
to
have
as
a
referral
bonus
for
LinkedIn
I've
utilized
LinkedIn
for
some
of
the
higher
level
positions,
but
not
for
all.
H
Linkedin
has
bound
to
be
very
expensive,
I'm
expanding
to
postings
into
other
sites
as
well,
but
just
kind
of
a
nice
overall
glimpse
of
where
our
sources
are
coming
from
any
questions.
D
Yeah
just
wanted
to
ask
all
right,
so
you've
got
892
there
for
City
website,
but
do
you
think
any
of
those
or
how
are
they
getting
to
that
City
website?
I
guess
I
mean?
Are
they?
Are
they
just
Googling?
Something?
Are
they
going
through,
indeed
or
LinkedIn,
and
getting
to
that
site?
Are
we
seeing
a
duplicate
there
or
do
we
do?
We
know
how
they're
getting
to
our
site?
I?
Guess.
H
I
certainly
can
look
into
more
drilled
down
information
but
they're
getting
it
through
any
type
of
link
that
would
go
to
the
city
website.
I.
Think
a
lot
large
portion
of
that
is
because
the
way
that
our
system
is
set
up
Neoga
has
a
career
posting
site
that
is
linked
to
our
website,
so
people
that
are
seeking
out
governmentjobs.com
versus
going
through
an
Avenue
like
you
mentioned,
to
go
to
the
job
posting
site
through
our
website.
H
So
there's
many
avenues
for
sure,
but
I
can
drill
down
into
that
and
get
that
back
to
you
as
well.
Okay,.
D
Great
and
do
you
know
like
when
we
use,
indeed
they
have
enhancements,
that'll
put
you
at
the
top
of
their
page.
Do
we
ever
use
that
or
we
just
do
the
basic
type
ad
or.
H
The
partnership
with
neogov
and
indeed
is
for
the
basic.
Unfortunately,
neogov
has
canceled
their
relationship
with
posting
additional
highlighted
jobs
on
indeed
we're
very
excited
with
the
next
system
that
will
be
able
to
expand
that,
but
for
now
we're
going
on
to
these
sites
and
and
manually
posting
some
of
the
ones
where
we're
seeing
weaker
response
from
applicants
to
make
sure
there's
more
visibility
for
those
positions.
E
D
H
I
mean
alone:
I
know
that
we've
spent
a
lot
of
money
on
LinkedIn
and
other
sites
are
very
comparable,
so
we're
looking
at
and
monitoring
that
with
our
budget
very
closely.
All.
H
So
here's
a
comparison
of
the
same
time
frame
from
2022
to
2023,
looking
at
job
offers.
H
B
I
mean
it
looks
like
storm
water
really
shot
up
in
public
service,
just
shot
right
on
up
there.
Didn't
it.
Yes,.
H
So,
just
kind
of
to
give
you
an
Outlook
of
the
recruitment
plan
so
far,
recruitment
job
fairs
are
very
seasonal
and
so
March
is
a
very
busy
month.
I
attended
the
West
Ashley
High
School
job
fair
yesterday
and
and
really
enjoyed
meeting
with
over
about
200
different
students
that
chose
to
come
to
Career
Fair.
We
had
the
Black
Expo,
that's
this
weekend
that
we're
going
to
have
several
tables
coverages
for
not
only
jobs,
but
I
think
that
police,
fire
and
housing
and
procurement
will
also
be
there
as
well.
H
The
higher
GI
career,
fair,
Tri-County,
job
fairs.
This
is
a
two-day
event.
That's
next
year,
where
the
different
schools
they
actually
bust
in
the
kids
for
a
portion
of
the
job
fair
to
learn
about
what
careers
they
could
go
into.
I
talk
a
lot
about
our
summer
openings
part
of
it
is
a
veterans
Fair
along
with
that.
So
it's
a
really
great
Fair
last
year
was
the
first
year
that
I
participated
with
that
one
that
was
offered
coming
out
of
covid,
and
there
were
several
people
that
came
to
that
colleges.
H
Charleston
job
fairs,
these
the
main
one
is
going
to
be
in
March,
but
then
they
have
ongoing
pop-up
ones
for
internships
summer
and
career
interest
type
job
fairs
to
give
college
kids
an
idea
of
where
they
could
go
next
for
their
first
job
at
a
school
or
some
summer,
part-time
type
positions
and
the
small
business
expo.
H
That's
also
coming
up
Ruth
actually
stopped
by
today
and
she's,
getting
everything
ready
for
it
and
got
a
lot
of
exciting
things
with
that
fair,
but
the
most
exciting
job
fair
is
the
one
that
we're
hosting
our
second
annual
I
can
now
say.
Second
annual
last
year
was
the
first
one
that
we
had
where
all
departments
participated
with
the
table
and
it
was
interactive
and
we
even
had
a
police
car,
a
police
motorcycle
that
was
in
the
gillyard
and
Parks.
H
We
had
Jason
kromsburg
sitting
on
one
of
their
power
mowers,
so
it
was
a
great
event,
so
we
were
gearing
up
for
that.
I've
already
been
sending
out
some
marketing
on
that
and
then
other
recruitment
efforts
kind
of
more
behind
the
scenes.
H
We
are
routinely
meeting
with
departments
to
go
over
their
current
openings
versus
their
PCM
report.
To
find
out,
are
they
sitting
in
requisitions
for
openings
and
making
sure
that
they
are
staying
top
of
that,
so
that
we
can
make
sure
that
positions
are
getting
advertised
and
backfilled
as
quickly
as
possible,
as
well
as
recommendation
for
any
other
job,
title
change
or
any
kind
of
creative
piece?
We
can
talk
about
with
recruitment
efforts.
H
In
addition,
we're,
like
we
mentioned
before
the
job
highlights,
were
you
know
putting
out
through
different
Avenues,
including
Facebook
handshake,
which
is
a
site
that
goes
out
to
all
U.S
colleges
and
then
I've
also
utilized
canva
to
do
a
lot
of
department-specific
recruitment
Flyers
as
well.
So
it's
you
know
it's
ongoing,
but
any
other
questions
about
these
recruitment
efforts.
B
Yeah,
do
you
do
you
measure,
you
know
whether
or
not
there
is
a
bump
in
the
applicant
pool
after
these
job
fairs.
H
Yes,
we've
done
this
before
and
we
did
it
with
a
job
fair,
where
we
were
actually
able
to
see
as
a
referral
source
how
they
found
the
position
and
including
that
as
the
job,
fair
and
so
neogov
is
definitely
affording
us
the
ability
to
track
a
little
bit
more
on
the
source
of
these
candidates
to
see
if
an
event
is
successful
to
us
attend
or
not.
G
And
council
member
shealy
too,
and
I
can't
see
either
oh
Lindy
I
see
you
mentioned
the
higher
GI
career,
fair
and
I
just
wanted
to
share,
and-
and
maybe
you
could
do
a
little
more
research,
but
when
I
went
to
the
U.S
mayor's
meeting
not
too
long
ago,
there
was
a
short
presentation
by
the
Department
of
Labor
in
conjunction
with
the
Veterans
Administration
about
you
know,
hiring
veterans
and
it
sounded
like
they
bring
people
to
you.
G
You
know
like
you,
don't
have
to
go,
go
to
get
them
and
then
also
there's
another
program
that
was
mentioned
for
military
spouses
now
oftentimes
that
they're
only
on
duty
for
two
years,
and
so
you
might
only
get
you
you
might
not
get
a
you
know
a
long-term
career
employee
that
way,
but
oftentimes
the
spouses
of
active
duty
military
personnel
are
are
looking
for
employment
when
they
come
to
Joint,
Base
Charleston,
for
example,
for
two-year
Duty,
and
you
know
that
we
might
have
an
excellent
employee
for
for
two
years
anyway.
G
Both
of
those
kind
of
veterans,
related
programs,
I
think,
would
be
worth
doing
a
little
more
research
on
and
seeing
if
we
can
connect
with
them.
D
Thank
you,
chairman,
I,
wanted
to
mention.
I
know,
I'd
mentioned
this
Decay
about
a
month
ago,
I
had
visited
Trident
and
their
apprenticeship
day
that
they
had
and
they
had
literally
they
had
thousands
of
young
people
there
for
this
apprenticeship
situation,
and
certainly
it's
a
it's
a
part-time
start,
but
they
told
story
after
Story
of
people
who
walked
into
a
full-time
job
after
doing
this
apprenticeship
and
how
much
it
helped
those
companies
and
corporations
so
I
just
thought.
D
It's
a
thought
that
we
may
we
may
want
to
look
at
just
to
see.
I
know
that
the
city
of
North
Charleston
was
there
the
city
of
Goose
Creek
was
there
and
Charleston
County
was
there,
there
may
have
been
other.
There
may
have
been
other
municipalities
as
well,
I'm,
not
sure,
but
they
were
actively
recruiting
the
apprenticeship.
So
you
know
just
just
thought:
I'd
throw
it
out
there
as
an
idea-
and
you
know
and
and
see.
C
C
Have
participated
with
that
in.
F
The
past
and
I
can
think
of
somebody
that
a
similar
story
where
they
were
an
apprenticeship
in
I.T
and
and
we
ended
up
hiring
them
when
they
finished
their
program
and
they
moved
up
through
it
and
were
and
a
good
employee
for
us,
sometimes
We've
Ended
up
with
a
few
people
that
maybe
they
weren't
too
focused
on
the
school
work
and
it
didn't
work
out
because
you
do
have
to
maintain
a
certain
GPA
to
be
an
active
member
and
so
I
know.
We
had
one
of
those
kind
of
hiccups.
F
But
but
it's
certainly
something
we
could
take
a
look
at,
because
we
have
had
some
success
with
that.
In
the
past.
C
And
Casper
shealy
after
you
mentioned
that
to
me:
I
did
reach
out
to
Mindy
Sturm
and
she
she
did.
She
did
send
out
an
email
to
all
departments
asking
if
there
would
be
interest.
C
You
know
so.
I
know
that
she
has
met
with
some
some
people
with
that
program.
I,
don't
I,
just
don't
know
what
kind
of
response
she
got
from
departments
as
far
as
those
that
might
be
willing.
H
Mindy
and
I
had
a
conference
call
with
the
company
as
well.
So
we've
got
some
information
on
that.
Okay,.
D
You
know
attached
to
West
Ashley
High
School
is
the
West
Ashley
center
for
advanced
studies,
and
you
may
have
seen
some
of
those
a
lot
of
the
West
Ashley.
A
lot
of
their
students
are
West,
Ashley
kids,
but
they
also
come
from
a
couple
of
other
high
schools,
but
they
have
certain
things
that
they
I.
Don't
know.
D
If
major
in
is
the
right
word,
but
you
know:
I
have
a
child,
that's
actually
getting
a
medical,
designation
or
whatever,
if,
if
she
completes
all
of
her
classes
but
there's
several
different
things
that
West
Ashley
center
for
advanced
studies
can
several
things
that
they
have.
That
I
want
to
call
Majors.
That
may
not
be
the
right
term,
but
but
there
certainly
have
a
concentration
in
so
that
they
can
walk
straight
into
a
job
with
that.
You
know
with
that
training.
So
so.
H
Absolutely
there
were
a
number
of
the
early
childhood
education
students
that
were
there
I'm,
assuming
it's
from
the
same
program,
but
I
can
look
into
it
and
they
were
very
interested
in
speaking
with
me,
primarily
for
the
summer
camps
to
be
Recreation
leaders,
so
we're
hoping
to
get
some
applications
from
those
efforts.
Great.
D
B
As
as
a
follow-up,
we
have
an
intern
program,
don't
we
earned
internships.
B
Those
internships
can
go
a
year
or
more.
H
Well,
we
have
interns
that
are
budgeted
through
Mindy
sturm's
office
for
the
summer,
but
then
we
also
have
a
number
of
departments
that
take
up
the
opportunity
to
have
an
unpaid
intern.
H
Internally,
we
have,
in
our
department
Paul
for
a
wellness,
has
unpaid
interns
to
get
educational
credits,
but
then
some
departments
that
also
had
paid
interns
if
the
budget
makes
sense
within
the
department.
So
it's
definitely
something
that
a
lot
of
departments
have
embraced,
that
internship
mentality
to
give
exposure
to
young
people
that
are
looking
for
a
career.
B
B
B
Oftentimes
is
a
really
good
way
for
us
to
Shore
up
quote
unquote
our
recruitment
efforts
by
having
internal
folks
who,
who
want
careers
in
engineering
and
storm
water
and
housing
or
whatever,
but
I'm
talking
about
an
actual
program
where
we
set
aside
a
specific
amount
of
dollars
to
formalize
such
a
program,
not
just
a
summer
thing,
not
just
something
that
has
to
be
paid
for
by
another
entity,
but
actually
have
a
dedicated
source
of
funds
specifically
for
us
to
have
our
own
interns
that
we
train
in
our
various
departments
to
take
the
place
of
people
who
are
retiring.
B
It's
just
a
great
way
of
marrying
the
old
experience
with
someone
new
and
younger
who
can
sort
of
carry
things
on
just
something
I'd
like
for
us
to
sort
of
talk
about
a
little
more,
absolutely,
okay,.
C
Well,
Casper
Gregory
I
do
know
that
we,
you
know
it's
not
I.
Guess
it's
not
as
much
a
formal
program
is,
but
but
departments
do
often
budget.
You
know
within
their
budget
for
interns
and
I
can
think
of
a
couple
departments.
You
know
public.
The
public
information
department
has
had
great
success
with
interns.
I
can
think
of
too.
C
Who
came
to
work
in
that
department
as
interns
who
we
ended
up
hiring
and
you
know,
became
you
know
great
employees
and
even
going
back
years
and
years
ago,
and
in
Human
Resources
I
can
think
of
two
employees
who
they
did
their
an
internship
right
after
you
know,
while
they
were
with
the
College
of
Charleston,
you
know
completing
their
master's
degrees,
who
well
I
mean
one
of
them
actually
ended
up
being
you
know
the
director
here,
John
Atkinson
he
and
Greg
McKenzie.
C
Yeah
and
Heather
Heather
was
actually
an
intern
yeah
here
when
she
was
doing
her
master's
program
as
well.
So
it
can
be
very
effective
and
I
think
that
you
know
I
mean
certainly
as
I've
seen,
we've
had
some
great
success
stories,
but
I
I.
As
far
as
having
a
formalized
program
where
it's
all
of
that
money,
we
budgeted
in
one
pot
of
money
as
opposed
to
being
budgeted
in
in
the
individual
Department.
That
would
probably
be
more
of
an
Amy
question
to
see
how
that
might
could
be.
B
We're
in
the
same
place,
I
I
know
it's
going
to
take
a
bit
more
vetting,
but
but
I
definitely
think
it's
something
that
we
need
to
sort
of
just
look
into
because
it
because,
as
you
just
articulated
it
it
it
it
it
it.
It
works.
C
It
does
it
does
and
and
again
I
mean
those
you
know
create
a
very
long-term
employees.
Now
Heather
did
leave
us
for
a
while
and
go
to
work
for
the
state,
but
you
know
she
eventually
came
to
her
senses
and
came
back.
B
B
Do
too,
is
there
anything
what
else
is
on
our
agenda.
C
Other
than
other
business,
if
anyone
had
anything
else.
B
Well,
we've
already
talked
about
you
know
the
possibility,
depending
upon
our
conversation
on
this
Medicare
supplement
issue,
so
we
can
do
that.
We
can
flush
things
out
when
we
have
the
conversation
with
them
to
just
determine.
If
it's
something
that
we
can
do
and.
E
C
D
I
I
just
want
to
say
thank
you
to
you,
know
to
Kay
and
Heather
and
Becca
and
Lindsay
I
mean
this
is
a
great
meeting
vacancies
down
turnover
down,
Staffing's
up,
I,
mean
and
and
everybody's
working
hard
to
continue
to
improve
it
and
I
just
want
to
say
thank
you
for
your
work,
so
appreciate
everything
you
do.
Thank.
C
B
Ditto
ditto,
if
not
do
I,
hear
a
motion
for
adjournment
so
moved
you're.