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From YouTube: City of Charleston Committee on Human Resources 8/3/2023
Description
City of Charleston Committee on Human Resources 8/3/2023
C
B
The
August
3rd
2023
City
of
Charleston
Human
Resources
committee,
is
now
called
to
order.
Let's
take
a
moment
of
silence.
B
E
B
Go
here
a
six
second
moved
in
property.
Second,
any
discussion
all
in
favor
say
aye
aye
aye
eyes.
Have
it
old
business
Staffing
update
I'll
turn
it
over
to
you,
Heather
you're,
doing
it.
F
E
C
F
B
C
Okay,
all
right,
these
are
our
foreign
Staffing
levels
and
we
are
trying
something
a
little
bit
different
and
trying
to
give
an
easier
way
on
on
reporting
these.
So
we've
carved
out
the
sworn
Staffing
levels
and
then
I'll
show
you
a
slide
for
the
non-sworn.
That
gives
a
little
bit
more
detail
by
department,
and
this
is
mainly
because
of
the
way
that
we
report
ftes
on
the
sworn
side
of
things,
there's
not
a
lot
of
fluctuation
with
seasonal
positions,
temp
positions
Etc.
C
So
it's
a
little
bit
more
clear-cut
here,
but
on
the
empty
side
there
in
red
you'll
see
there
at
99
Staffing,
that's
up
from
the
last
meeting
when
they
gained
the
37
new
recruits,
and
that
only
leaves
them
two
positions
until
they're
100
staffed.
So
to
that
is
definitely
moved
in
the
right
direction,
with
the
police
department
there
at
89
staff.
So
no
real
change
from
the
last
meeting.
C
There
they've
got
53
vacant
ftes
and
there
are
three
more
since
the
last
month,
but
because
of
the
size
of
their
Department,
that
did
not
cause
a
change
in
the
percentage
there
on
the
non-sworn
side
of
things.
This
is
where
we're
trying
to
give
you
a
little
bit
more
detail
and
thought
it
might
be
more
meaningful
than
having
them
show
on
that
other
slide.
C
This
just
gives
you
a
list
by
department
and
shows
these
are
just
full-time
and
part-time
positions,
so
not
we've
carved
out
seasonal,
because
we
would
expect
those
people
to
be
leaving
those
positions.
This
shows
you
whether
they
that
department
has
gained
or
lost
employees
since
the
last
meeting
so
and
then
the
total
number
there
on
the
right
is
the
vacant.
Fuller
part-time
positions
I
wanted
to
note
that
some
of
these
are
filled
by
agency
temps,
for
instance,
at
vfrc,
while
they've
gained
two
employees
there
they've
got
22
vacancies.
C
Five
of
those
27
vacancies
are
filled
by
employees
working
on
the
ditch
Cruise
I'm,
leaving
just
22
openings
there,
so
just
wanted
to
make
sure
that
we
accounted
for
those
a
true
representation
of
what
could
be
filled
so
in
the
city
non-sword
side.
The
change
since
the
last
meeting
has
been
an
overall
increase
in
employees
by
five.
B
Yeah
on
the
Public
Services
side
sure
so
they
still
have
32
vacancies
and.
C
A
C
For
any
of
the
FTE
roles,
actually
you
know
Lindsay
or
you
on.
F
Not
at
this
time
and
Matt,
alltop
and
I
are
working
on
revising
what
that
all
looks
like
to
try
to
provide
some
more
full-time
roles
in
that
role
that
are
floaters
and
then
second
shift
so
right
now
there
are
no
temps
in
that
division,
but.
B
Dude,
do
we
ever
do
a
comparison
of
vacancy,
for
instance,
using
public
services,
the
complaint
level
from
our
customers.
B
B
C
C
B
G
Casper
Gregory
and
council
members
do
you,
like?
Does
that?
Do
you
like
seeing
the
report
that
way
I
mean?
Is
that
more
meaningful
to
you
to
kind
of
see
it
by
Department,
because
before
I
think
we
were
all
just
kind
of
we
had
fire
police
and
then
kind
of
everybody
else?
Did
you
do
you
find
that,
in
that
level
of
information
to
be
helpful,
much.
E
For
me,
yeah
I
found
it
very
helpful.
It
might
be
good
to
know
more
of
a
percentage
or
total
number,
both
together
to
percent,
so
that
we
know
that's
32
out
of
how
many
ever
the
whole
number
is,
whether
that's
a
percentage
or
or
what
would
be
a
full
staff,
but.
D
C
And
then
looking
at
at
the
turnover
numbers,
this
is
the
the
first
slide
shows
just
through
July
of
each
year,
and
so
with
the
fire
department.
There
there's
been
a
decrease
of
1.4
percent.
C
When
you
look
at
2022
to
to
this
year
and
then
with
the
police
department,
there
has
been
a
slight
increase
of
2.17
percent
from
2022
to
2023
and
then
on
the
non-sworn
side.
There
has
been
a
decrease
of
8.23
from
this
time
last
year
to
this
year,.
D
C
That
included
one
of
the
new
recruits
who
dropped
out
of
the
class
very
early
on
in
the
process
there
Police
Department
is
12.94,
so
that's
down
from
last
month,
which
was
at
14.68
and
then
on
the
non-sworn
side,
13.32
down
from
last
month,
which
was
13.87
percent,
so
definitely
trending
in
the
right
direction.
There,
a
recruitment
update,
city-wide
hits,
have
increased.
Approximately
four
percent,
with
total
hits
at
81
000
to
20.
C
C
This
is
that
conversion
rate
that
we
look
at
those
are
the
people
who,
once
they
click
on
the
position
they
apply
for
it.
So
the
average
applications
per
posting
have
increased
approximately
18.
Since
last
month,
and
then
the
conversion
rate
is
up
just
a
little
0.2
percent
since
last
month,
I'm
going
from
1.3
to
1.5.
E
C
That
we've
done
necessarily
in
the
last
month,
we
have
had
a
strong
Presence
at
Career
Fairs
we've
taken
every
opportunity
we
can
to
get
out
in
a
an
arena
where
you've
got
job
applicants.
We
also
participated
in
the
west
rock
career,
fair
for
their
employees.
That
will
be
pleasing
their
jobs
and,
at
the
end
of
this
month,
Lindsey
anything
else
that
that
you
might
want
to
add
that
I
might
have
overlooked.
F
F
E
Thank
you
is
it.
This
may
not
even
be
possible
in
city
government
I,
don't
know,
but
is
there
a
possibility
of
a
referral
fee
for
current
employees
working
in
a
position
to
find
somebody
else.
C
So
we
do
have
that
in
place
and
we've
actually
increased
that
I
think
originally.
When
we
started
that
program
we
had
a
referral
fee
of
a
hundred
dollars,
then
we
increased
it
to
150,
and
now
it's
300
we've
also
tried
to
move
up
when
that
award
is
given.
So
it's
given
initially
when
the
person
comes
on
board.
Half
of
that
said,
the
referring
employee
gets
150
and
then
it's
given
once
they
complete
their
six-month
introductory
period
and
we
have
seen
an
uptick
definitely
in
the
employees
who
have
been
referring.
People.
B
If
there
are
any
more
questions
for
them,
Heather,
why
don't
we
move
to
new
business?
Unless
hey
did
you
have
anything
to
add
or.
G
B
Yes,
and
and
and
and
just
just
for
clarity,
while
we're
going
to
go
through
the
overview,
we
won't
really
do
anything
until
after
the
executive
session
am
I
correct.
Yes,.
G
For
item
a
under
new
business,
we're
just
we're
going
to
go
over
the
2024
proposed
Health
Care
budget,
which
is
you
know,
all
the
numbers
and
as
as
we
do
every
year,
we're
going
to
I'm
going
to
turn
it
over
to
Jolene
Dean's
and
let
her
go
through
these
and
she'll
share
her
screen
with
you.
G
So
we
can.
We
can't
we
can
go
over
at
line
item
by
line
item
and
after
that
we
will
then
go
into
executive
session.
So
with
that
join
turning
it
over
to
you.
H
So
this,
this
year's
Health
Care
budget
is
based
on
WE,
the
city
issued
and
RFP,
and
we
selected
Cigna,
Delta,
Dental
and
iMed
to
provide
our
health,
dental
and
vision
benefits
and
the
the
you
know.
The
biggest
costs
are
our
claims
as
we're
self-insured.
So
and
our
estimates
this
year
are
calculated
by
aeon
as
we
switch
over
to
a
different
provider.
H
They
have
the
ability
to
calculate
our
claims,
cost
based
on
some
Actuarial
analysis,
their
discount
analysis
and
based
on
that
information,
we
provide
they've,
provided
us
on
these
numbers
that
were
going
to
budget
for
our
medical,
dental
and
rebates
and
then
the
vision
we're
fully
insured.
So
that's
a
flat
rate,
but
the
medical
costs
that
those
include
a
mature
mature
claims.
H
They
include
I
increase
those
a
little
bit
based
on
the
number
of
participants
that
we
have,
as
well
as
a
small
amount
for
to
pay
the
run
out,
claims
to
our
old
provider
or
potentially
old
provider
of
Blue,
Cross,
Blue
Shield,
and
then
the
one
plan
design
change
is
worse.
The
generic
copay
for
pharmacy
will
be
reduced
from
750
to
seven
dollars
and
then
you
can
see
the
admin
costs
which
Sigma
is
giving
us
a
300
000
Credit
in
our
first
year,
and
the
stop
loss
fees
are
deferred.
H
So
we
do
not
have
those
contracts
for
approval
right
now,
so
aeon
will
help
us
Market
that
information
in
October
or
November
and
then
the
HSA
contributions
are
based
on
our
estimate
of
our
enrollees
in
the
HSA
plan,
and
you
know
we
eliminated
the
HRA,
so
we
don't
have
any
contributions.
The
flexible
spending
account
is
we're.
H
Estimating
500
people
are
going
to
enroll
in
the
FSA
accounts
and
Cigna
is
going
to
be
providing
a
hundred
thousand
dollars
of
women
and
minority
owned
business
credit
money,
and
so
that
will
be
covering
our
Cobra
and
our
retiree
Administration
and
then
basically,
the
rest
of
the
the
items
are
very
consistent
to
what
we
usually
always
budget
for,
except
for
the
incent
fit
the
incent
fit.
H
Is
our
our
app
that
you
that
we're
the
city's
using
to
reimburse
employees
for
exercise
and
wellness
based
on
how
much
exercise
you
do
and
based
on
getting
your
preventative
health
screenings?
And
so
we've
had
some
excellent
participation
in
this
program
and
it's
starting
to
get
an
uptick,
so
it
seems
like
more
and
more
people
are
using
it,
which
is
great
because
you
know
we
want
all
of
our
employees.
H
We,
the
the
point
of
the
incentive,
is
to
in
to
encourage
our
employees
to
exercise
and
to
get
their
their
health
screenings
so
because
of
that
we're
we're
going
to
increase
the
budget
for
that
from
210
to
250
000.
So,
overall,
it's
it's
about
it's
a
560
000
decrease
which
about
2.3
percent.
But
when
you
look
at
it
by
enrollee,
it's
like
a
five
percent,
because
we
do
weeks
since
HR
has
been
hiring
a
good
bit.
We
we
have
more
enrollees,
so
does
it?
H
Well,
Signet
came
in
with
a
lower
dollar
amount
per
employee
per
month,
and
so
that
their
amount
is
lower
and
a
lot
of
their
that
some
of
the
things
that
we
are
paying
for
with
Blue
Cross,
Blue,
Shield
or
extra
fees,
and
this
theirs
was
included
in
there
and
then
also
you
could
see
on
the
side.
They
gave
us
a
300
000
credit
for
our
first
year.
I.
H
It
this
is
yeah,
the
contract
is
a
one-year
contract
like
we
always
do
with
four
options
to
renew
and
so
and
I
know
in
years.
Two
and
three
they
also
give
us
a
credit
as
well.
H
Well,
the
three
hundred
thousand
dollars
is
for
this
year,
and
some
of
the
other
details
are
in
the
contracts
that
you've
received
in
a
separate
cover.
H
And
they've
offered
so,
and
the
Cobra
and
the
retiree
Administration
I
think
is
around
25
27
000
and
then
the
the
remainder
of
that
hundred
thousand
dollars
will
part
of
it
will
be
spent
on
enrollment
for
materials
and
also
then,
some
Wellness
coaching.
D
H
I
mean
I,
don't
know
that
every
what
everything
they
presented
was
Apples
to
Apples,
but
we
believe
that
this
is
the
best
proposal
that
we
got.
A
Yes,
sir,
and
if,
if
I
can,
if
you
want
to
carry
the
vote
on
the
executive
session,
then
I'll
pit
everyone
into
a
breakout
room.