►
Description
City of Charleston Committee on Human Resources 5/11/2023
C
C
You
Heather
can.
D
C
B
C
You
thank
you.
Thank
you,
councilman
Gregory
Heather.
Can
you
put
the
slide,
go
ahead
and
start
the
slideshow
we've.
We
have
a
slide
that
Isabelle
put
together
for
us.
It's
the
number
of
employees
who
are
eligible
for
retirement
by
Department,
hey.
F
F
C
C
And
this
is
this:
is
the
number
of
employees
who
are
eligible
to
retire
as
of
May,
1,
2023
and
the
difference
in
the
lines.
If
you
look
at
the
key
at
the
bottom,
the
orangish
line
is
all
employees
eligible
to
retire.
The
green
line
is
represents
management
employees
who
are
in
the
management
who
are
eligible
to
retire.
Now
now
we
can,
you
know
we
can
you
know,
drill
down
a
little
further
on
this,
depending
on
you
know
how
you
guys
would
like
to
see
it,
but
I
thought.
C
So
so
that's
what
we
look
like
at
the
moment,
but
again
we
you
know
we
have
the
ability
we
can
forecast
it
out.
You
know
for
a
future
meeting
depending
on
how,
if
you
guys
would
like
to
see
it
in
a
different
format
or
see
it
in
a
different
way.
I.
B
B
C
I
think
Heather
and
Isabelle
had
the
detail
that
are
attached
to
the
actual
slide.
D
This
cross
would
it
be
possible
to
I,
don't
know
what
I'm
asking
here,
but
would
it
be
possible
to
look
at
oh
look
at
this
as
a
percentage
of
the
total
Workforce
in
each
department?
Yes,.
D
Is
that
am
I
asking
you
to
do
a
Herculean
task
or
or
something
not
terribly
difficult,.
C
All
right,
we
will
put
that
on
the
in
our
notes
to
prepare
for
our
next
meeting.
B
It's
pretty
it's
quite
interesting
to
say
the
least.
Okay.
B
And,
and
can
we
forecast
based
on
past
activity,
how
much,
how
many
of
that
184
May
retire
within
the
next
let's
say
year
and
then.
C
B
Well,
well:
I,
I,
guess
what
I'm
asking
is
base
if
we
go
back
and
look
at
the
numbers,
let's
say
last
year
the
same
time.
H
G
I,
don't
think
I
can
pull
the
problem
is
we
have
to
pull
out
of
two
different
systems,
so
the
eligible
comes
out
of
people's
system
and
those
are
set
reports
that
I
can
pick
a
future
date
to
run
it
as
a
I.
Don't
think
I
could
pick
a
pass
date,
but
I'd
have
to
ask
them
if
they
have
that
data
to
share,
and
then
we
marry
it
up
with
our
system,
because
we
have
a
lot
of
people
who
may
have
come
to
us
from
another
government
who
have
prior
service
yeah.
C
We
we
can
look
at
back
house
membrane
and
see
if
we
can,
we
can
come
up
with
some
reasonable
projection.
It's
it's
just
you
know.
Employees
are
are
a
little
hard
to
predict
in
this
area
because,
as
you
as
you
know,
I
think
we
talked
about
our
last
meeting.
You
have
everything
from
you
know:
Miss
Fellers,
who
retired
after
50
years.
H
C
You
have
some
people
the
day
they
hit
that
25
or
28
year,
mark
I
mean
they're
retiring
and
everything
in
between.
So
it's
just
it's
a
little
bit
difficult
to
forecast,
but
we
could
we
could.
We
could
look
in
to
see
if
we
could
would
come
up
with
something
based
on
maybe
who's
retired
in
the
last
year
or
two
yeah.
B
G
Trying-
and
we
also
have
a
number
of
working
retirees
with
us-
they
are
not
included
in
this
number
because
we
have
people
who
may
have
retired
and
continued
to
work
with
us
return
to
work.
Okay,.
D
It
Miss
Pope
on
the
you
mentioned
the
employees
that
so
they've,
they're,
they've,
retired,
meaning
they're,
drawing
State
retirement
and
then
they're
also
working
okay,
I
just
wanted
to
make
sure
I
understood
what
that
meant.
Thank
you.
G
And
they've
changed
the
rules
over
that
several
times
during
yeah
the
last
10
years.
At
one
point
you
could
retire
and
return
after
I
think
it
was
15
days
and
then
it
became
30
days
and
then
they
put
earnings
limits
in
place.
G
There
are
some
people
who
are
exempt
from
those
earnings
limits
because
they
retired
and
they
were
at
age,
62
or
older
and
weren't,
subject
to
those
they've
put
a
new
provision
in
place.
Now
that
says,
if
you
separate
from
State
service
or
from
people
service-
and
you
were
gone
12
months,
you
can
retire
and
return
without
earnings
limits.
So
every
every
time
we
think
we
have
it
straight,
they
make
a
little
tweak
to
it.
D
F
G
Sure
so,
in
looking
at
this
on
the
non-sworn,
which
is
at
the
top,
we
have
basically
filled
19
more
positions,
so
we're
am
I,
saying
that
right
as
well,
now
that
I'm
looking
up,
try
I'm
trying
to
read
off
of
two
screens.
So
anyway,
we
filled
19
sworn
vacancies
since
last
month,
one
additional
fire
vacancy
and
then
seven
additional
police
vacancies
in
the
month
of
April.
G
The
PD
vacancies
earlier
in
the
year
were
due
to
more
retirements.
Were
they
retirements
in
April,
too?.
G
H
G
I
know
that
at
least
one
within
April
that
I
talked
with
was
for
retirement,
so
the
fire
department
has
currently
31
vacancies,
Police
Department
50
vacancies
and
then
not
scoring
258
vacancies
and
looking
at
these
numbers
kind
of
compared
to
where
we
started
the
year
in
January
and
the
fire
department.
Overall,
we
have
filled
12
vacancies
since
January
in
the
police
department.
We
have
15
more
vacancies
since
January
and
then
in
the
non-sworn.
We
filled
47
vacancies
so
that
just
kind
of
gives
you
year
to
date
and
then
looking
at.
G
Staffing
levels
for
the
fire
department,
the
Staffing
level,
is
at
92
percent,
that's
the
same
as
the
prior
month
for
the
police
department.
It's
89
that's
down
three
percent
from
last
month
and
then
on
the
non-sworn
side.
It's
at
78
percent.
That's
up
one
percent
from
last
month.
G
G
Maybe
each
month
highlight
three
to
four
departments
and
and
take
a
deeper
look
at
what
vacancies
they
might
have.
So
here
we've
got
the
and
Lindsay
I
might
be
stepping
on
on
your
toes
here.
G
We've
got
the
parts
department
with
40
vacancies
and
of
those
we've
got
15
requisitions
to
fill
positions
with
the
parks
department.
I,
don't
have
details
on
this,
but
I
know
that
they
have
some
of
their
work.
That's
accomplished
through
contracts,
not
necessarily
temporary
employees
but
contracted
services.
So
so
I
don't
know
that
40
is
necessarily
a
true
reflection.
Some
of
that
work
gets
done
by
it
by
an
outside
contractor.
G
These
numbers
do
take
into
account
people
that
we
have
in
process.
As
far
as
hires
people
who've
got
an
orientation
group,
a
significant
group
starting
on
Monday,
and
then
we
also
have
some
of
these
roles
that
are
filled
through
agency
temps.
They
wouldn't
be
reflected
on
our
payroll,
so
we've
backed
those
numbers
out
the
people
who
are
incoming
hires
and
then
the
roles
that
are
filled
through
agency
Temps.
G
The
stormwater
department
has
26
vacancies,
nine
of
which
have
been
requisitioned
to
Bill
and
then
Public
Service
27
vacancies
with
18
requisitions
requesting
to
fill,
and
then
traffic
and
transportation
22
vacancies
with
12
requested
to
fill
and
we're
going
to
go
forward
in
the
future.
Slides
and
dive
into
each
department,
broken
down
by
division.
G
So
here
what
the
vacancy
writes,
this
is
the
parts
department.
This
shows
you
each
division.
It's
important
to
note
that
and
I
think
that's
maybe
a
note
on
future
slides
some
some
divisions
as
we
go
through.
This
are
pretty
small.
So
when
it
looks
like
a
high
percentage
that
may
be
because
there
are
only
several
people
within
that
division.
G
So
here
we've
got
none
at
the
Ballpark
at
parks
admin
it's
slightly
under
20
percent.
Their
capital
projects
is
showing
a
little
bit
over
20
percent
facilities,
maintenance,
probably
about
16
17
percent
Grounds
Maintenance-
is
about
24
construction,
it's
about
37
percent
and
then
electrical
about
22
percent.
F
I
And
so
you
said
they
were
40
vacancies,
so
among
those
vacancy
rates
there
that
would
represent
40
positions
amongst
those
different
divisions.
That's.
G
I
I
I
G
Know
that
some
of
those
are
I
think
not
in
anticipated
to
be
filled
as
I
mentioned.
I
think
I've
been
told
over
the
years
and
and
Jason
will
definitely
have
more
detail
than
I
would
but
certain
things,
like
maybe
maintenance
of
beds
within
the
medians
in
certain
parts
of
the
city,
might
be
handled
through
an
outside
contract
versus
completed
through
through
our
employees
and
so
I
think
some
of
those
vacancies
go
towards
those
costs,
but
they
would
have
more
details
on
that
than
I.
Would
those.
I
And
I
got
a
share
when
I
went
to
our
job
fair
and
went
around
the
different
departments
and
I
asked
well
how
many
positions
are
y'all
hiring,
for
there
were
a
number
of
Divisions
and
departments
that
that
only
had
like
they
said,
only
got
two
positions:
we're
hiring.
You
know
it
it
impressed.
It
made
an
impression
on
me
that
that
there
were
a
number
of
tables
there,
where
they
weren't,
really
they
claimed
they
didn't,
have
a
lot
of
jobs
available
and
it
seems
contrary
to
our
numbers.
I
When
you
tell
me
we
got
200
and
something
positions
available,
and
you
walked
around
the
table
where
we're
only
hiring
one
person
or
two
people
there.
That
is
a
there's
a
little
disconnect
here
between
our
budgeted
positions
and
what
our
departments
are
seem
to
be
asking
for.
B
While
there
may
be
this
number
of
vacancies
due
to
the
indefinite
quantity
contract
and
some
of
the
money
for
those
vacancies
are
going
to
pay
for
the
indefinite
quantity
contracts
to
take
care
of
certain
things
that
that
need
to
be
done
in
these
areas,
I
mean
that's.
How
I
would
explain
it
and.
I
B
I
Jason's
not
on
the
call
but
okay
I'm,
just
using
that,
as
example,
I
mean
you,
you
could
pick
any
of
these
and
ask
the
same
question
really:
storm
water.
We
got
26
vacancies,
we
got
budgeted
positions
while
we
only
have
requisitions
out
for
nine.
Why
don't
we
trying
to
hire
more
of
those
positions?
You
follow
me?
Oh.
C
Mayor
I
think
that
you
know
for
like,
for
example,
for
construction
workers.
We
have,
you
know
a
good
me
vacant
vacant
construction
workers
and
I
think
that
they,
you
know
as
they
get
the
applications
in
and
fill
them.
You
know
they
they
quickly.
You
know
it's
not
that
it's
not
a
very
difficult
process
for
them.
To
call
us
and
say:
oh
I've
got
some.
You
know,
I
know
some
more
applicants.
I
want
to
open
another
requisition,
I
mean
so
I
think
they
just
kind
of
process
them
and
work
through
them
as
they
have
them.
C
So
you
know
we're
we're
just
kind
of
showing
what
we
have
in
the
approval
system
right
now,
but
again
they
are
budgeted
positions
it
just
it's
a
little
bit
of
a
time
consuming
process
to
go
through
and
to
get
the
apps,
and
you
know
to
interview
and
go
through.
So
you
know,
Lindsay
shared
with
me
that
that
happens.
You
know
fairly
often
is
where
she'll
get
a
call
from
an
apartment
and
say:
okay,
I
got
a
little
influx
of
applications.
I
think
I
need
to
open
up
another
one
or
two
racks.
So
that's
that's!
G
Do
you,
but
I
will
say
that
when
we
started
looking
at
that
there
were
several
things
that
came
up
and
I'm
trying
to
remember
Isabel
there
there's
some
where
they
complete
that
work
through
agency
temps.
So
it
looks
a
little
bit
off.
It
may
look
like
they're,
not
100,
stabbed
but
they're
getting
the
work
done
in
another
way.
G
If
you
look
at
the
percentages
by
division
and
it's
a
two-person
Division
and
one
person
isn't
there,
it
looks
50
vacant,
but
we'll
we'll
show
you
kind
of
in
more
detail
for
these
departments,
and
then
we
were
planning
on
featuring
Recreation
and
several
other
departments
at
next
month's
meeting,
particularly
since
Recreation
would
have
done
a
lot
of
their
summer,
hiring
by
then
now.
B
This
question
may
be
set
up
off,
but
I
need
to
ask
here
anyway,
when
we
offer
positions-
and
let's
say
they
say
no,
even
though
they
apply,
do
we
ever
find
out
any
follow-up
as
to
the
reason
why
they
may
not
have
accepted
the
offer.
G
J
Yes,
we
we
do.
Indeed,
you
can
ask
that
information
and
we
have
gotten
a
variety
of
reasons
that
we
have
tried
to
keep
up
with,
but
nine
times
out
of
ten
the
candidate
bows
if
they
bow
out
of
the
position
they're
not
willing
to
share
why?
J
But
we
certainly
do
ask
to
see
if
we
can
still
try
to
retain
that
recruit.
Okay,.
B
G
We
also
try
to
make
sure
that
we
kind
of
keep
that
I
guess
relationship
going
with
that
candidate
to
say
you
know
if
something
doesn't
work
out.
Please
continue
to
think
of
us
as
a
future
employer,
and
we
had
that
happen
a
few
weeks
ago,
where
somebody
who'd
rescinded
our
offer
accepted
another
job
and
then
started
that
job
and
said
this
is
not
for
me
and
they
said,
have
you
filled
my
role
yet
and
we
were
able?
We
had
not
filled
their
role
yet
and
we
were
able
to
onboard
them.
G
J
C
B
I
just
think,
that's
that's
interesting
information,
because
it's
ought
to
help.
It
could
help
us
in
terms
of
addressing
quote-unquote,
a
potential
shortcomings
as
to
why
they
didn't
take
it
and
I'm.
What
I'm
getting
at
is
more
affordability
than
anything
else.
Whether
or
not
they
say
it's
housing
costs
something
of
that
sort.
C
I
suspect
that
in
in
a
lot
of
cases,
councilmer
Gregory,
it's
pay
a
lot
of
times
when
employees
apply
with
us,
they
they're
they're,
not
just
applying
with
us
they're
they're,
applying
several
different
organizations,
and
sometimes
they
wait
to
see
either,
which
one
comes
through.
First,
which
offer
comes
through
first
or
which
one
you
know
is
gonna,
is
gonna,
pay
the
highest
so
and
they
and
then
they
make
those
decisions
based
on
that,
which
is
another
reason
why
it's
so
important,
for
you
know
the
applications
we
do
get
for.
C
You
know
hiring
managers
to
look
at
them
quickly.
You
know
to
you
know,
to
look
at
them
review
them,
while
they're,
you
know
pretty
fresh
in
the
pipeline,
because
again
it's
not
it's
rare
that
someone's
just
going
to
put
an
application
in
with
the
City
of
Charleston.
If
you're
looking
for
a
job
and
you're,
especially
if
you're,
unemployed,
you're
you're,
going
to
probably
putting
in
five
or
six
applications.
G
All
right,
then,
we've
got
stormwater,
so
we've
got
about
a
10
vacancy
rate
and
the
project
flood
floodplain
management
division
in
the
stormwater
division
itself.
We've
got
no
vacancies.
That
would
be
mainly
administration
department,
head
admin,
support
and
then
in
stormwater
management
system
maintenance,
you've
got.
It
looks
like
that's
about
what
42
percent
as
well.
G
Now,
with
those
I
know
that
they
have
received
some
applications
and
looking
at
the
postings
that
we
have,
for
example,
for
the
construction
workers,
they've
got
candidates
there
and,
and
some
are
awaiting
review
at
this
point.
H
G
Vacancy
there
Fleet
Management
is
it's
about
12,
and
then
engineering
is
a
little
bit
over
20..
Keep
in
mind
there
that
those
some
of
those
are
smaller
divisions.
For
example,
engineering
has.
H
G
And
environmental
services
is
also
small,
so
that
drives
those
percentages
up
garbage
collection
has
a
vacancy
rating
there
of
about.
It
looks
like
about
16,
17
I,
believe
that's
more
on
the
collector
side
than
the
drivers
themselves.
Streets
and
sidewalks
is
about
12.
Trash
collection
is
about
25,
and
street.
Sweeping
is
about
23
percent.
G
And
then
traffic
and
transportation,
their
numbers
are
largely
being
driven
by
parking
management
and
and
vacancies
with
the
peos
I
think
they're,
probably
a
good
example
of
what
we
talked
about
earlier,
where
they
might
have
a
number
of
vacancies
and
and
they
open
up
requisitions
for
maybe
10
of
those
try
to
get
those
filled
and
then
try
to
to
move
on
to
fill.
Others
I
know
that
Lindsay's
gotten
a
meeting
set
up
with
the
manager
Tyrone
to
take
a
look
at
some
of
those
candidates
and
and
help
him
in
reviewing
those
applications.
E
E
G
Wouldn't
reflect
that
that
would
reflect
the
the
parking
enforcement
officers.
E
E
All
right
and
certainly
I
know
we've
we
have.
You
know
we
have
contractors
doing
that.
Do
you
know
how
we
compare
to
our
contractors
that
that
we
have
do
you
know
what
their
vacancy
would
be?
Any
idea,
I.
G
Know
that
they're
always
hiring,
because
we
also
are
always
going
on
their
site
to
see
what
they're
paying
and
try
to
do
a
little
invest
work
there,
but
they
always
seem
to
be
higher.
I,
don't
know
what
sort
of
vacancy
rate
they
run.
I
C
It's
just
just
it's
just
interesting
because
most
of
the
time
I've
been
with
the
city,
we've
we've
had
more
trouble,
filling
the
garbage
division
positions
as
opposed
to
trash,
and
it's
somehow
it's
sort
of
flipped
on
us
a
little
bit,
and
now
we
have
a
higher
vacancy
rate
and
trash
I'm,
not
sure
why
that
is
Matt
all
top
might
be
able.
He
could
probably
give
us
a
little
more.
Maybe
you
know
information
on
that
I,
just
it's
just.
It
seems
like
that.
I,
don't
know,
I,
don't
really
understand
exactly.
C
Why
that
that
has
shifted
seems
like
in
the
past,
like
I'd,
say
a
year
to
two
years
Heather,
would
you
say
we've
sort
of
seen
that
trend.
G
And
we
do
pay
the
garbage
a
little
bit
higher
because
of
the
the
difference
in
those
two
jobs,
so
that
may
account
for
it
I'm
not
not
100,
sure,
okay,.
G
Right
or
we
will
move
on
to
turnover,
hang
on
total
turnover.
This
is
through
April
of
each
year.
So
going
back
and
looking
from
2014
to
present
and
looking
compared
to
last
month,
FD
had
a
decrease
from
three
point
to
3.28
from
4.97
and
then
sorry,
that's
from
2022
and
right
now
they
are.
They
are
trending
at
1.69
with
the
police
department.
G
They
they
show
an
increase
from
well
last
year
to
this
year,
0.91
from
0.91
to
3.69
in
2022
right
now
at
4.60,
and
then
we're
reflecting
on
the
non-sworn
side
4.83
and
that's
a
decrease
from
the
prior
year.
That
was
9.49.
E
Any
idea
on
the
with
the
police
going
up
like
that,
any
idea
how
many
of
those
people
were
hitting
their
retirement
or
what
percentage
of
the
ones
after.
G
Our
last
meeting
Cassandra
explained
what
the
police
departments
of
the
administrative
services
manager,
working
with
their
team,
to
pull
some
data
and
she's
going
to
be
sending
you
all
some
more
details
that
show
I
think
her
data
was
going
to
look
at
2021-22
and
then
first
quarter
of
23..
Okay,
give
you
a
breakdown
of
separations
and
retirements,
or
reasons
that
they
provided
for
separation.
G
And
then
this
is
a
projection
so
far
for
annual
turnover,
so
the
fire
department
is
at
4.58
looking
annually.
If
we
look
at
the
Historical
projection
on
that
and
that's
down
point
six
percent
from
last
month
and
they're
also
making
great
progress
with
the
July
class
they've
got
good
numbers
as
far
as
applicants
go
and
so
I'm
so
looking
to
to
have
a
good
size
class
start
in
July
and
then
but
the
police
department
that
15.15
percent
is
up
from
last
month.
They
also
in
looking
at
2023
separations
January
has
been
a
high
month.
G
I
think
some
of
that
we
talked
about
earlier
was
attributed
to
people
that
may
have
usually
decided
to
retire
in
December,
but
with
the
upcoming
increase
they
may
have
stayed
on
board
till
January,
so
we
had
I
think
about
seven
to
eight
leave
in
January
and
then
seven
leave
last
month.
Typically,
the
months
in
between
February
and
March
were
four,
so
so
I
think
both
April's
numbers
and
January
numbers
are
what's
driving
that
so
we'll
see
what
what
may
looks
like
and
and
how
that
affects
the
trend
and
then
with
the
non-sworn
I'm.
G
J
All
right,
hello,
everyone,
so
we're
looking
at
the
job
posting
views
application
Citywide
the
hits
have
increased
about
nine
percent
from
last
month.
The
total
hit
of
98
142.
J
Applications
have
also
city-wide
applications
have
decreased
approximately
7.5
percent,
with
a
total
applications
of
one
thousand
five.
Seventy
nine
and
then
Citywide
postings
have
increased
approximately
3.2
percent
for
the
total
postings
now
up
to
471.
A
J
Right
moving
on
to
the
next
one,
I'm,
looking
at
conversion
rates
and
average
applications
per
posting,
the
average
application
proposing
has
decreased
by
10.4
percent.
From
last
month
going
from
3.7.
3.74
to
3.35,
the
city-wide
conversion
rate
has
decreased
by
0.2
percent.
J
J
J
We
had
a
great
job
fair
for
the
city.
We've
had
over
138
job
Seekers
that
we
were
able
to
track
through
Eventbrite,
which
is
the
analytics
that
I
used
for
tickets.
If
you
will
for
people
coming
in
even
the
day
of
the
job,
fair
I
recall
several
departments,
especially
Public
Service,
mentioning
that
there
was
a
increase
that
day
upticks
in
terms
of
applications
that
were
coming
through,
just
from
the
buzz
of
the
job
fair.
J
J
On
the
left
hand,
side
you
can
kind
of
see
a
list
of
the
different
areas
in
which
we
do
try
to
advertise
ongoing,
especially
for
the
job,
fair
and
then
a
full
list
of
the
spring
job
fairs
that
have
been
attended
up
the
below
the
last
one.
That's
up
up
and
coming
will
be
on
the
23rd
for
the
North
Charleston
business
expo
where
there's
over
400
booths
from
around
the
Tri-County
area,
it's
one
of
the
largest
in
the
area.
So
we're
excited
to
be
a
part
of
that
and
then
the
next
slide.
J
I
just
wanted
to
highlight
some
of
the
creativity
and
engagement.
We
had
there
at
the
city
throughout
the
the
different
booths
that
were
present.
J
And
the
last
slide
that
I
wanted
to
talk
about
is
something
that's
been
an
initiative,
since
the
federal
government
has
applied
additional
rulings
for
Studio
drivers
for
companies
and
I
have
to
give
a
lot
of
praise
to
Rick,
Markowitz
and
safety
for
putting
together
this
comprehensive
program
to
make
sure
that
as
a
city,
we
are
compliant
for
the
commercial
driver's
license
process
prior
to
February
of
2022.
J
Applicants
could
take
the
CDL
permit
test
and
there
was
a
lot
of
best
practice
of
them,
riding
with
another
CDL
driver
and
practicing
their
post
and
pre-trip
inspections,
and
now
we're
able
to
now
the
the
FMCSA
is
requiring
upgrading
the
CDL
holders
to
go
through
an
entry-level
driver
training
class.
That's
going
to
cover
different
areas,
the
theory
which
is,
of
course,
the
online
learning
all
the
things
on
how
to
be
a
CDL
driver
range
in
and
behind
the
wheel
training.
J
All
of
this
can
be
done
of
several
different
ways,
but
if
we
looked
into
private
companies
where
the
cost
was
approximately
six
thousand
dollars
or
implementing
your
own
program,
there's
a
very
expensive
way
to
do
it,
and
so
Rick
did
a
great
job,
along
with
the
safety
team,
to
look
through
some
other
options
and
we've
chosen
to
create
our
own
eldt
program
and
we
were
able
to
get
signed
up
with
the
FMCSA
as
a
registered
training
provider
and,
basically
how
it
works.
J
Is
we
work
through
the
truck
driving
school
on
the
west
coast?
It's
25
per
CDL
driver
to
go
and
take
the
training
test.
They
also
have
access
to
a
variety
of
software
to
identify
the
training
needs.
They
need
for
the
certification
and
then
they'll
work
through
the
program
and
work
with
a
licensed
supervisor
which
all
can
be
done
on
their
own
time,
and
some
of
it
can
be
done
on
the
job.
So
there's
no
days
away
from
work,
which
was
what
we
were
partially
concerned
about
as
well.
J
We're
able
to
retain
employees
and
give
them
additional
skill
sets
by
also
getting
the
compliant
so
fingers
crossed.
We
have
our
first
employee,
that's
scheduled
to
take
the
test
on
the
16th
out
of
urban
forestry,
so
at
all,
that's
going
to
go
well
and
then
once
we
kind.
J
G
Any
questions
I
think
another
good
thing,
Lindsey
too,
that
that
we
were
able
to
do
with
this
program
versus
sending
somebody
to
to
a
a
Trident,
Tech
or
a
Miller.
Mott
program
is
obviously
the
cost
savings
and
having
them
on
the
job,
but
also
training
them
for
a
cdlb,
primarily,
which
is
what
we
need.
You
know
these
other
programs
only
offer
cdla
training,
so
we
can
customize
the
training
more
to
the
equipment
that
they'll
be
using
versus
having
them
spend
extra
weeks,
training
on
equipment
that
they
would
not
need
exactly
good.
J
Great
question
these
are
for
our
current
employees
and
another
Point
too
councilman
Chile
is
that
if
we
have
someone,
that's
in
a
construction
worker
position
and
whatnot
they're
looking
for
a
succession
planning,
this
is
also
an
opportunity
to
offer
that
for
people
moving
into
these
type
of
roles,
but
it
is
for
current
employees.
That's
correct.
Okay,.
E
C
All
right
all
right
so
anyway,
we
we
are
very
hopeful.
This
is
going
to
help
help
solve
our
CDL
that
you
know
licensed
employees.
We
either
have
we've
been
kind
of
struggling
with
this
for
several
years,
so
I
think
it's
a
really
great
opportunity.
I
think
it's
a
great
opportunity
for
us
to
fill
some
positions
that
require
CDLs
but,
as
Lindsay
mentioned,
also
a
great
opportunity
to
offer
some
advancement,
for
you
know
some
of
our
employees
who
may
want
to
move
up
in
the
organization,
so
we're
we're
very
excited
about
it.
C
No,
sir,
if
if
there
are
no
more
questions,
I
think
that
we
can
move
on
to
the
the
Medicare
proposal.
Although
it
has
been
suggested
to
me
that,
since
we're
discussing
legal
opinions
that
we
consider
going
into
executive
session.
E
B
B
H
Oh
hi,
great
hi,
councilman,
Gregory,
I'm
I'm,
actually
I'm,
not
sure
how
you
guys
would
go
into.
B
A
Okay,
I
just
joined
I'll.
Put
you
into
I'll,
put
you
into
a
breakout
room,
thank
you
and
then
we
need
to
stop
councilman.
We
need
to
start
the
Donna.
This
is
Jennifer.
A
I
just
joined
I'll
put
you
into
to
a
breakout
room.
A
I
I
actually
Donna.
If
you
can
make
me
host
because
I
need
to
stop
our
live
stream.