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A
All
right,
thank
you
mayor.
We
will
head
on
down
the
business
agenda
here.
The
first
item
I'm
going
to
call
up
is
the
second
reading
of
the
pay
plan.
It's
been
discussed
at
length
we're
going
to
have
some
more
discussion
today.
I
know
the
city
manager
and
mrs
hollowell
h.r.
I
want
to
make
some
comments
and
we
may
have
some
other
questions
and
perhaps
another
amendment
offered,
but
we'll
do
all
that
today
and
see
where
we
head
next
mississippi
manager.
B
I
want
to
share
with
you
that,
of
course,
we've
spent
a
lot
of
time
on
this
classification
compensation
study.
I
think
it
was
maybe
two
and
a
half
hours
at
the
last
meeting.
The
meeting
before
that
maybe
three
hours
and
we've
spent
many
hours
and-
and
I
know
that
we
have
talked
about
those
who
you
have
heard
from
with
concerns,
and
so
I
had
a
long-term
employee-
and
I
shared
this
with
the
mayor
mayor
pro
tem-
had
a
long-term
employee
come
to
my
office
because
she
learned
what
her
internal
external
market
study.
B
13
000
and
she
cried,
and
she
said
the
city
is
finally
gonna
treat
us
right
and
but
then,
after
the
last
meeting,
the
same
employee
and
she'll
tell
you
that
god
fixed
it
that
she
would
get
on
the
elevator,
and
it
would
just
be
the
two
of
us
she
got
on
the
elevator
with
me
and
she
said
she
asked
the
question
she
said.
Mr
hughley,
I
watched
the
last
council
meeting.
B
B
B
B
B
B
Councillor
davis,
we
honored
that
request
and
we're
pulling
a
million
dollars
from
reserve
and
there
would
be
no
garbage
rate
increase
related
to
pay
adjustment
in
the
next
budget
year.
We
aren't
at
your
request
in
recent
emails
in
a
recent
email
received
from
council
crayo
requested
that
council
members
be
emailed
the
same
compensation
classification,
spreadsheet
data
that
was
sent
to
each
and
every
department
here
within
the
city
government,
though
we
had
concerns
that
information
was
emailed
to
all
members
of
city
council.
B
B
B
B
B
B
He
drove
up
from
tallahassee
and
he's
here
this
morning
to
answer
any
questions
that
you
have
and
so
evergreen
solutions,
as
you
know,
is
a
professional
firm.
They
have
conducted
more
than
600
of
these
studies,
classification,
compensation
studies.
They
have
performed
more
than
600
studies
in
46
states
across
this
nation
classification.
Compensation
studies
is
what
they
do.
B
B
B
B
The
eight
percent,
as
of
yesterday
of
our
2500
full-time
employees,
to
address
their
concerns,
and
so
the
two
of
them
hr
director
and
mark
holcomb
will
work
with
these
employees.
The
eight
percent,
through
their
deportment
heads
by
using
the
process
for
corrections
that
has
been
outlined
and
she
will
further
outland
today
but
hr
director,
rita,
hollowell
and
evergreen
solutions-
will
be
charged
with
reviewing
each
concern
documenting
the
concern.
B
B
B
C
C
C
They
may
compare
one
position
versus
another
positions
or
if
they
have
something
else,
that's
not
listed
here
that
they
want
to
appeal
and
that
letter
of
a
invitation
to
appeal
that
they
receive
gives
them
the
option
to
do.
Just
that-
and
I
presented
and
supported
to
counsel
a
copy
of
that
letter,
and
I
believe
you
have
a
hard
copy
of
it-
the
employees
receive
their
invitation
to
appeal
letter
that
was
sent
out
on
september
6
and
we're
still
sending
those
out
a
couple
of
those
where
employees
said.
C
However,
this
deadline,
as
the
city
manager
is
already
described,
will
be
extended
as
needed
to
make
sure
that
we
respond
to
each
and
every
request
for
full
correction
from
every
employee.
Now
what
I
have
before
you
now
is
just
the
example
of
the
letter.
I
know
you
can't
read
this
that's
on
the
screen,
but
you
have
a
hard
copy
of
it.
That's
been
distributed
to
you
and
you
received
an
email
copy
of
it
last
year.
Last
week
and
again
it
it
thanks
the
employee
for
participating
in
the
process.
C
It
provides
their
name,
their
hive
power
date,
their
current
classification
date,
their
original
job,
title
and
pay
grade,
and
then
the
recommended
job
title
and
pay
grade.
So
every
employee
would
have
received
that
for
receive
that
for
any
employee
that
has
not
received
and
I'll
say
this
to
any
employee.
That's
listening!
Now!
If
you
have
not
spoken
with
your
department
director,
if
you
have
not
received
it,
there's
an
opportunity
for
you
to
contact
human
resources.
We
will
make
sure
that
you
get
it.
C
There's
an
email
address
for
evergreen
solutions,
there's
also
a
telephone
number
for
evergreen
solutions
either
of
those
contact.
Outreach
informations
will
be
able
to
assist
you
in
making
sure
that
you
receive
your
appeal
limitation
letter
and
lastly,
I
just
want
to
remind
counsel
of
the
timeline
for
adoption
and
implementation
of
the
classification
and
comp
study.
We
started
this
process
in
early
july,
with
council
approval
to
contract
with
a
vendor,
and
we
contracted
with
evergreen
solutions.
C
Since
that
time,
we've
had
numerous
meetings
with
employees
with
department,
heads
with
council
members
and
certainly
we've
met
with
the
private
sector,
business
community
with
the
chamber
of
commerce
and,
of
course,
we've
been
before
council
a
couple
of
times.
We've
got
this
initially
on
first
reading
and
er
in
mid
august,
first
reading
again
on
august
30th
and
today's
second
reading
and
these
timelines
are
extremely
important
in
terms
of
our
ability
to
be
able
to
implement.
C
The
pay
plan
in
a
timely
manner
is
just
a
huge
task,
and
so
much
related
to
it
is
unknown
and
the
one
thing
we
don't
want
to
do
is
have
an
error
and,
as
an
employee
is
expecting
to
receive
one
thing
and
they
receive
something
else.
So
you
know
we'll
be
taking
just
meticulous
efforts
to
make
sure
that
we
get
this
aligned
right
for
the
employees
because
they
deliver.
They
deserve
no
less
than
that,
and
we
want
to
make
sure.
But
the
timeliness
is
extremely
important.
C
E
C
F
Good
morning,
council,
thank
you
so
much
for
having
me
so
to
get
to
through
all
of
the
appeals.
It
will
take
a
couple
weeks,
we're
not
anticipating
it
to
be
in
the
realm
of
months,
but
we've
already
started
that
process
and
when
I
say
that
we
took
a
look
over
the
weekend,
we
sampled
out
all
the
appeals
that
have
been
sent
up
to
that
point
and
we've
started
looking
I
sent
over
to
hr
the
appeals
that
were
based
on
incorrect
classification,
titles
or
classification
dates
or
promotion
dates.
F
F
F
F
That's
going
to
explain
to
them
exactly
what
we
selected
and
exactly
why
to
those
appeals.
So
some
of
the
appeals,
I
believe,
will
be
a
little
bit
quicker
to
address.
Some
will
require
a
little
bit
more
review,
but
we
would
anticipate
my
best
guess
would
be
two
to
three
weeks
is
my
guess,
and
then
again,
if
there's
one
or
two
that
would
require
longer
we'll
follow
up
as
needed.
Okay,.
E
G
I've
got
a
couple
couple
questions
here:
to
try
to
look
forward
to
try
to
look
into
this
a
little
bit
deeper,
maybe
add
some
clarification
to
some
of
the
concerns
of
the
employees
and
just
and
just
let
me
say,
there's
been
some
of
us
around
this
table
have
been
fighting
for
years
to
try
to
create
a
more
equitable
pay
for
our
employees.
We've
been
trying
to
get
them
to
that
point
and
I'm
proud
to
say
that
we're
getting
there
and
we're
able
to
do
it.
G
Our
city
has
been
the
beneficiary
of
a
new
revenue
stream.
That's
come
in
and
now
we're
able
to
concentrate
and
focus
on
that,
and
I
think
that's
what
this
council
is
trying
to
do.
We're
trying
to
create
a
equitable
adjust,
an
equal
pay
scale
that
our
employees
can
build.
Trust
in
there
were
many
many
concerns
about
the
implement
implementation
of
a
new
pay
plan.
Many
many
years
ago
that
has
got
us
to
today.
G
We've
learned
a
lot
and
we
want
to
make
sure
that
nobody's
left
behind
and
I'm
proud
of
this
council
for
taking
a
stand
and
trying
to
get
that
done.
We
are
moving
forward
with
this,
but
let
there
be
no
illusion
that
this
is
not
gonna
happen.
Okay,
it's
gonna
happen.
We're
just
gonna
make
sure
that
everybody
feels
that
they've
been
treated
justly
as
we
go,
and
if
it
takes
the
time
to
ask
extra
questions
or
to
put
more
information
on
the
table,
I
don't
mind
doing
that.
G
We,
I
really
appreciate
the
spreadsheet
coming
in,
because
that
gives
us
an
idea
and
maybe
look
at
some
things
that
you
know
to
see
some
consistencies
and
maybe
some
in
in
irregularities
in
discrepancies,
and
I
think
that
you
know
even
looking
through
that
I
saw
some
things
with
the
quote:
the
25
cap
it
looked
like
there
were
a
lot
of
salaries
that
were
above
that
25.
So
I'm
sure
that
during
this
correction
process,
you'll
be
looking
at
that
making
that
correction.
G
I
believe
that's
the
starting
point
of
everybody
having
a
fair
start,
almost
like
you're
running
a
race
everybody's
starting
at
the
starting
blocks,
every
employee
nobody's
getting
left
behind
you're
on
equal
ground
and
you're
starting
to
race
at
the
same
time.
So
that's
the
minimum
salary.
The
way
I
look
at
it
is
the
minimum
salary
that
recommended
salary
that
you
propose
that
evergreen's
proposed.
G
G
So
you
got
your
minimum,
you
got
your
minimum
recommended
salary,
then
you
take
tenure
or
the
time
that
all
employees
based
on
that.
Then
you
start
from
that
pay
grade,
which
is
the
minimum
recommended
salary.
Then
you
start
going
out
steps
based
on
their
time
or
their
tenure.
Am
I
right
that's
correct.
G
G
I
think
a
lot
of
the
confusion
is
around
there's
another
formula
that
you're
using
based
on
reclassification
there's
reclassifications
if
you've
been
reclassified
in
the
last
year
or
so
or
two
years.
I
I
don't
know
where
your
that
stopping
point
is
three
years
four
years,
but
you've
been
reclassified
and
you've
been
promoted.
You
have
a
new
salary.
G
G
Adding
tenure
so
if
it
was
two
years
ago,
you
would
start
at
that
reclassification
to
get
that
minimum
recommended
salary
and
then
they
own
they've
been
after.
That
point
is
two
years
you
had
two
years,
even
though
the
employee
has
been
here
for
30
years,
you're,
counting
two
years,
meaning
you'd
move
out
two
steps
or
how
many
steps
that
two
years
would
equate
to.
Am
I
right
that's
correct.
G
G
F
That
is
correct,
yes,
the
one
thing
I'll
also
mention,
because
you
asked
a
question
about
people
going
over
the
25
cap.
There
are
many
examples
of
employees,
particularly,
but
not
exclusively,
in
the
cdl
positions
that
had
to
exceed
the
25
cap
in
order
to
make
the
minimum
of
their
new
pay
grade.
So,
if
they're
currently
making
14
an
hour,
for
example-
and
they
have
to
get
up
to
the
21
dollars
an
hour
again,
I
don't
know
if
anyone
can
understand.
G
G
So
during
this
process
that
you
know
you're
getting
the
correction
process
as
we
go
before
this
system
is
turned
on,
the
switch
is
turned
on.
You
start
printing
checks,
you're
going
to
make
those
corrections
and
make
sure
everybody
is
being
treated
fairly
and
equal.
Equally,
that
is
based
on
what
I
just
described.
That's.
G
The
one
thing
I'm
I
I
would
like
and-
and
I'm
not
sure,
counselor
house
has
an
amendment
on
the
table.
I'm
you
know
I
yield
to
you
if
you're
gonna
call
for
it
and
I
don't
mind
supporting
it,
but
I
I
think
it's
important
to
add
another
step
in
here,
so
to
speak,
and
I'm
going
to
use
my
words
a
little
loosely
okay,
but
I
just
said
about
turning
the
system
on.
I
know
it's
very,
very
important.
G
I
think
that
what
the
city
listen
to
the
city
manager,
I
think
it's
wise
in
what
he
was
saying
that
during
this
process,
in
order
to
create
another
stat
of
trust
and
building
trust
with
the
employees,
that
they
feel
good,
that
everybody's
had
a
chance
to
be
heard
and
they
had
an
opportunity
and
everybody's
looked
at
the
corrections,
and
they
can
feel
good
about
it.
That
you
guys,
I
feel
like
you
want
to
go
ahead.
G
We
already
give
you
an
opportunity
to
go
ahead
and
do
your
work
and
start
working
on
and
get
it
getting
it
where
it
needs
to
be,
but
at
some
point
you're
going
to
turn
that
switch
on,
and
I
think
that
what
we
need
in
this
ordinance
is
another
opportunity
kind
of
a
checkpoint
security
gate
whatever
before
we
all.
So
we
make
sure
everybody's
on
the
same
page,
we're
still
working
on
the
system
moving
forward.
G
G
I
feel
like
it's
doable,
it's
an
easy
thing
that
when
we
get
to
that
point,
we're
ready
to
turn
it
on
print
checks,
you
come
back
to
council
and
get
that
approval
to
move
forward
and
that
that
point
we'll
be
able
to
know.
Meanwhile
we're
all
working
together
on
this.
If
anybody's
got
any
concerns
as
we
go,
if
there's
any
discrepancies
or
whatever
we
can
work
through
it.
G
G
A
Yeah,
it's
around
the
table
in
front
of
you
at
section
16.
The
next
to
last
page
of
the
ordinance
would
be
adding
the
underlying
sentence.
Counselor
house
can
certainly
comment
on
it,
but
it
would
add
an
additional
step.
You'd
have
to
adopt
another
resolution
for
implementation
prior
to
the
implementation
date,
as
it's
defined
in
the
ordinance
mayor.
B
B
B
B
They
brought
us
back
a
pace,
study
classification,
compensation,
study
based
on
internal
external
market
that
would
cost
7.8
million
dollars,
7.8
million
dollars
and
that's
paying
everyone
based
on
internal
external
market,
and
then
this
body
decided
that
we
wanted
to
go
above
and
beyond.
As
we
refer
to
it,
for
public
safety
and
for
cdo
drivers
for
public
safety,
a
police
officer
would
be
in
the
door
at
50
000,
with
a
high
school
education
and
for
cdl
drivers.
B
B
F
It
is
correct,
there
are
decisions
that
we
have
had
to
made,
such
as
the
the
class
classification
date
being
selected
that
that's
a
number
of
concerns
that
employees
have
brought
up
where
they
say
well.
I've
been
here
for
20
years
and
I'd
like
that
time
credited
we
could
very
very
easily
credit
for
that
time,
but
the
costs
would
significantly
increase,
and
so,
if
we'd
like
to
model
anything
else,
we're
very
very
happy
to
do
that.
But
this
is
a
as
the
city
manager
shared.
F
B
B
B
B
B
B
The
old
pay
structure
and
records
will
need
to
be
expired
and
the
new
ones
start.
We
would
only
want
to
make
a
mass
change
of
this
type
one
time
and
she
says
angelica
finance
director.
Please
provide
any
additional
comments
and
it's
my
understanding.
You've
had
a
conversation
with
someone,
and
this
is
not
correct.
H
B
H
D
Yeah-
and
I
I
don't
disagree
you
and
I
had
a
conversation.
I
think
the
where
I
get
confused
is
with
the
written
commitment
that
there's
a
two-year
window
right
for
every
employee
to
be
addressed.
I
I
just
can't
even
wonder
what
what
the
difference,
what
the
difference
is
in
anyway,
counselor
thomas.
I
Quite
frankly,
mr
city
manager,
I
don't
care
if
there
are
202
employees
who
have
a
question
or
if
there
are
2002
employees
who
have
a
question
or
if
there
are
two
employees
that
have
a
question.
If
our
employees
have
a
question
about
their
placement
on
this
new
schedule,
we
must
address
their
question.
I
What
I
think
this
council
is
trying
to
do
is
to,
as
my
mother
used
to
say,
make
haste
slowly,
so
that
we
can
make
sure
that
whatever
comes
out
of
all
of
this
is
what
is
best
for
the
employee,
for
the
citizens
of
columbus
and
for
the
city
of
columbus,
and
I
think
we
can
do
that.
I
think
we
can
slow
this
train
down
just
a
little
so
that
we
can
do
that.
If
we
can't
I'm
not
an
I.t
specialist,
I'm
not
a
accountant
specialist.
I
am
an
hr
specialist.
I
If
we
can't
do
what
we're
asking
to
do
for
those
all
of
those
employees
who
are
not
having
a
question-
okay,
let's
let's
just
hold
it,
but
let's
make
it
right
the
first
time,
let's
don't
adopt
a
plan
that
we
know
has
issues
and
then
sometime
later
have
to
come
back
and
correct
them.
I'm
not
willing
to
do
that.
I
I'm
sorry
if
we
have
to
slow
it
down
and
you
don't
get
paid
your
new
salary
schedule
for
a
couple
of
months.
I'm
sorry,
but
I
want
it
to
be
right
so
that
in
the
coming
months
and
the
coming
years,
we
are
not
sitting
here
saying.
Well,
you
know
we
screwed
up.
We
didn't
do
it
right,
the
first
time,
but
we'll
we'll
try
to
correct
it.
B
I
I
And
that's
that's
just
I'm
I
am.
I
do
have
a
resolution
later
on
the
agenda
that
says
we
throw
the
whole
thing
out,
I'm
I
I
don't
want
that.
I
don't
want
us
to
have
to
do
that.
I
want
us
to
have.
I
want
us
to
be
able
to
do
what
is
necessary
for
our
employees
and,
as
I
said,
if
it's
two
employees
or
200
employees
or
2
000
employees,
I
don't
care.
I
want
those
employees
to
be
treated
correctly.
F
B
B
There
were
people
who
had
appeals,
but
we
did
not
stop
moving
the
pay
plan
forward
because
of
eight
percent
of
the
population
wanting
to
appeal.
We
were
diligently
a
diligent
and
we
work
hard
to
resolve
every
appeal,
but
you
didn't
have
to
stop
the
implementation
to
deal
with
eight
percent
appeals.
You
approve
the
plan
and
then
you
we
focus
only
at
that
point
on
those
who
have
concerns
and
want
to
appeal
and
that's
what
we
are
prepared
to
do
to
make
sure
that
every
person
gets
heard
and
we
do
it
right.
B
B
I
said
how
many
appeals
do
we
have
on
an
annual
basis?
She
says
800
to
12
100
appeals,
but
we
had
1600
this
year
because
of
reveals-
and
she
said
that's
about
2.2
percent-
and
but
we
don't,
we
don't
tell
people
hold
your
check,
don't
send
it
october.
1St,
don't
send
it
december
1st
because
we
got
some
people
who
are
appealing
and
we
got
to
satisfy
those
who
are
appealing
before
we
collect
your
taxes.
B
B
Check
send
your
taxes
in
and
we're
going
to
deal
with
the
appeals
and
make
sure
on
their
property.
Everybody
gets
treated
fairly
and
correctly,
and
then
I
thought
again,
I'm
like
on
the
arp
grants.
We've
got
people
appealing,
we
didn't
stop
giving
small
business
grants
to
people
and
say
we're
not
giving
out
one
dime
to
small
business
for
grants
until
all
of
the
appeals
are
satisfied,
we're
going
to
take
care
of
the
appeals,
and
so
in
this
case,
with
the
eight
percent.
Thus
far,
we
are
going
to
take
care
of
those
appeals.
B
J
B
I
I
I
I
B
I
I
I
2
000
employees
know
that
this
council
wants
to
do
the
right
thing
by
them.
We
just
want
to
make
sure
that
it
is
the
right
thing
and
that
it's
done
correctly
and
I
don't
think
you're
going
to
have
any
kind
of
a
train
wreck
if
we
slow
this
train
down
and
get
it
corrected
and
get
it
done
in
the
proper
manner.
I.
F
D
Unless
council
wants
the
opportunity
to
make
any
individual
changes,
I
I
mean
to
me
what
what
is
the
outcome
I
mean
is
the
difference,
the
difference
between
having
a
second
vote
or
putting
in
writing
that
exactly
what
you
said.
What
we
talked
about,
that
is,
that
everybody
gets
a
fair
process
to
appeal
done
right.
I
D
D
D
G
G
G
It's
it's
an
effort,
because
we
had
just
learned
that
if
we
don't
pass
something,
we've
got
30
days,
it
just
automatically
goes
into
effect,
and
we
have
no
say
after
that.
It
just
goes
in
effect,
and
then
we
have
to
trust
the
administration
and
the
employees
that
everybody's
going
to
be
taking
care
of
equally
and
fair.
Okay,
we
get,
we
don't
get
a
chance.
Somebody
calls
ma'am,
I'm
sorry,
it's
it's
all
done.
It's
all
done.
G
You
have
to
go
talk
to
city
manager
and
that's
just
not
a
good
position
for
people
to
be
in
all
counselor
thomas
is
doing
is
just
saying:
okay,
if
we
can't
find
a
path
forward
today,
we'll
just
come
back
at
the
next
council
meeting
and
start
on
first
reading
and
try
to
work
through
it.
It
gives
us
enough
time
to
have
a
continued
working
session
is
really
what
it
is.
It's
not
a
resolution
to
dissolve
this
process.
G
G
This
council
asked
to
expedite
the
process,
not
the
executive
management,
so
keep
that
in
mind
now
counselor
house.
His
ordinance
is
perfect
for
this.
We're
giving
you
a
path
forward
to
go
ahead
and
start.
Do
everything
that
you're
saying
that
you're
telling
everybody
today
that
you
want
to
do
you
can
do
that,
get
it
done.
Put
it
in
the
system,
get
it
going.
If
you
need
two
more,
your
timeline
you're,
exactly
correct,
you're
going
off
your
timeline.
You've
got
a
scheduled
date
that
you
want
to
turn
it
over
all
right.
G
If
you
want
to
move
that
two
weeks
or
a
month
to
be
able
to
come
back
to
us
and
say,
we've
got
everything
taken,
care
of
everybody
was
heard,
we're
confident
it's
all
in
good
shape.
Council
we've
got
a
good
process.
Let's
move
forward
boom,
we
give
you
the
approval
and
you
move
forward.
That's
all
the
council's
asking
for
that
date.
G
Look
if
you
want
to
get
it
done
quicker,
you
can
get
it
done
and
still
keep
that
date
that
you're
working
off
of
to
turn
the
system
on.
That's
all
council's
asking.
So
I
understand
what
you're
saying,
but
it's
not
that
complicated.
It's
just.
You
can
delay
it
on
the
front
end
or
you
can
delay
it
on
the
back
end,
but
counsel
is
just
trying
to
say
simply.
G
G
By
the
employees
I've
heard
from
people
I've
heard
from
that's
the
right
path
to
take
yeah
I
mean
it's
just
human
nature.
I
want
my
check
as
quick
as
I
can
get
it.
You
know-
and
you
know
give
it
to
me
tomorrow,
but
we've
got
to
get
this
thing
done
for
everybody
and
do
it
right
and
I
want
them
to
feel.
I
don't
want
to
make
the
mistakes
of
the
past
the
uga
plan
that
everybody
talks
about.
I
don't
want
to
make
those
mistakes
in
the
past.
We
don't
need
to
do
that.
B
G
G
No,
no,
no
do
what
you
got
to
do.
I
mean
counselor
house's
ordinance
or
his
amendment
sure
the
current
ordinance
allows
you
to
do
that
sure
you
can
get
it
done
and
when
you're
ready
come
to
us
and
just
say
we're
ready
to
turn.
This
thing
on
everybody's
been
heard
gives
us
an
opportunity
to
work
on
this
as
we
go,
we're
on
equal
footing.
It's
progress.
A
Let's,
let
me
read
the
sentence
into
the
record:
maya,
okay,
that
we're
going
to
add
to
section
16
of
the
ordinance
this.
This
is
the
added
sentence.
The
city
manager
and
hr
director
are
authorized
to
proceed
with
all
necessary
steps
to
implement
the
pay
plan,
as
set
forth
herein
subject
to
the
adoption
of
an
additional
implementation
resolution
of
this
council
prior
to
the
implementation
date.
K
K
K
K
We
want
to
see
that
the
methodology
that's
described
in
the
plan
is
being
shown
in
the
data
that
has
been
input,
and
so
I
think
that
that
standard
should
be
that
the
internal
auditor
is
able
to
review
the
the
inputted
data
and
report
back
that
she.
What
her
findings
are
is
that
it
is
consistent
with
the
plan
it
there's
the
20
all
the
25
percent
cap
is
being
followed.
K
It
was
not
the
current
data,
it
is
not
the
same
data
that's
going
into
the
system,
so
we
have
not
seen
the
data
that's
going
into
the
system,
so
we
wanted
that
data
up
front
so
that
we
could
see
that
it
that
the
plan
is
being
implemented
according
to
the
plan,
and
so
we
want
one
more
chance
to
look
at
the
data
before
we
say
flip
the
switch
so
do
we
I
mean
I
want
that
laid
out
too.
I
want
us
to
all
you
know.
Let's
have
that
discussion.
K
A
K
A
K
It's
my
understanding
that
that's
her
job
and
that's
what
she's
supposed
to
do.
She
goes
into
departments
all
the
time
and
she
she
analyzes
procedures
of
a
department.
This
is
a
procedure
of
a
plan
that
we're
implementing
we
need
to
have.
We
need
to
have
something.
You
know
just
checks
and
balances
in
some
way.
If
it's
not
her,
then
what
do
you
propose.
A
A
D
The
aretha
does
not
have
any
input
on
whether
or
not
it's
implemented.
That's
why
the
appeals
go
straight
to
evergreen.
I
think
that
we've
I'll
just
point
out.
We
hired.
We
used
the
same
system
we've
used
before
to
make
sure
we
had
a
buffer,
because
we
didn't
want
anybody
to
think
that
the
mayor
and
city
manager
or
or
the
council
had
any
input
on
this,
because
then
the
employees
don't
have
any
confidence
in
the
integrity
of
the
plan.
D
D
Now
that
we've
got
them
to
a
certain
point
I
to
me
it
just
seems
I
don't
know
how
mark
feels,
but
to
me
it'd
be
almost
insulting
that
we
had
done
this
professional
analysis
and
and
now
we
want
an
internal
auditor.
If
you
want
to
hire
somebody
externally,
I
mean
I
think
that
makes
more
sense.
Although
it
to
me
it
seems
like
a
waste
of
waste
of
money,
and
I,
but
I
do
think
counselor
you
hit
on
the
key
issue-
is
even
with
an
internal
auditor.
D
K
Having
the
methodol
the
methodology
is
here,
then
you,
you
input
the
information
into
the
system.
Does
that
input
reflect
the
methodology
that
the
plan
says
because
in
the
sheet
spreadsheets
that
I
was
given
when
you
look
at
them,
you
can
see
that
the
methodology
there
was
some,
and
I
know
that
this
was
a
working
spreadsheet,
but
it
there
were
some
things
out
of
whack
there
that
there
was
things
that
were
over
25
cap
and
you
explained
it
with
the
cdl.
K
K
I
think
we
need
to
make
sure
that
we
even
wreath
or
said
that
we
need
to
take
the
time
to
do
it
right,
because
you
don't
want
to
come
up
to
an
employee
after
the
fact
and
say
you
have
to
fix,
you
know
fix
the
glitch
that
was
in.
That
was
input
into
the
system.
I
mean
I
know
enough
about
computer
programming
that
garbage
in
garbage
out
so
we're
making
sure
that
we
take
care
of
the
garbage
before
we
flip
the
switch.
So
we
have
less
appeals.
K
K
That
is
something
that
I'd
like
us,
I'm
ready
to
to
vote
for
this
amendment
and
and
pass
this
amendment,
but
I
I
want
to
put
that
out
on
the
table.
That
is
something
that
we
need
to
be
talking
about
in
the
next
90
to
110
days,
while
they're
putting
information
into
the
system.
How
are
we
going
to
confirm
that
that
information
that
was
put
into
the
system
matches
the
methodology
and
the
pay
plan
that
we
had
that
we
are
agreeing
to
right
here.
B
B
B
K
D
K
It
builds
trust
within
our
employees.
It
builds
trust
within
this
council.
There
is
nothing
wrong
with
verifying
it
somehow
just.
I
would
think
that
they
would
welcome
that
too,
because
everybody
in
this
situation
is
human.
There
is
a
human
error
factor,
so
the
more
eyes
that
get
put
on
this
prior
to
us
flipping
the
switch
better
for
all
of
us
better
for
all
of
us.
D
D
L
I'm
in
favor
for
voting
for
the
amendment,
but
I
do
want
to
put
this
in
record
the
the
the
timeline
january.
Yes,
we
did
start
this
pay
plan.
We
requested
this
play
plan
because
we
were
concerned
about
general
employees
and
public
safety.
However
february
23rd,
the
initial
meeting
to
discuss
what
we
would
like
to
see
in
the
playpen
was
actually
had
on
march
7th.
L
The
employees
did
the
job
analysis
tool
and
they
had
up
until
march
25th
department
heads
from
march
29th
to
april
11th
review
this
process.
This
j-a-t,
then
evergreen
would
use
the
info
to
draft
accurate
job
descriptions
the
to
create
appropriate
job
titles,
recommend
appropriate
play
levels
and
ranges
and
make
recommendations.
L
L
On
august
8th,
we
went
into
first
read
where
we
were
first
provided
the
full
100
108
page
report
to
analyze
exactly
what
we're
talking
about
right
now,
august
8th.
Yes,
we
started
in
january,
but
it
wasn't
until
august
8th
that
we
received
these
documents
to
look
over
during
first
read
at
a
council
meeting.
L
L
What
you
have
heard
from
the
counselors
across
around
the
table
is
that
we
wanted
to
slow
it
down
and
actually,
on
august,
before
august
8th,
it
was
requested
that
we
not
put
this
on
first
read
that
we
actually
go
over
this
for
a
report.
First,
that
way
we
would
be
able
to
iron
out
whatever
issues
that
we
needed.
That
did
not
happen,
so
this
train
started
moving
extremely
fast,
which
is
important
and
we
want
to
make
sure
everybody
gets
paid.
L
However,
we
want
to
do
it
in
in
an
accurate
way,
so,
whatever
we
have
to
do
to
slow
it
down,
and
I
understand
some
of
the
things
that
was
presented
today
in
reference
to
individuals
only,
I
think
you
said
202
have
submitted
appeals.
I
began
the
text
messages.
The
entire
time
been
sent
up
here,
saying
that
people
are
actually
waiting
until
this
meeting
is
over
and
listening
to
what
we
say
as
counsel
before
they
provide
their
appeal.
L
That's
number
one
number:
two:
I've
received
multiple
text
messages
saying
that,
no
matter
what
they
do
based
on
a
mess,
something
that
was
just
said
that
even
if
they
submit
the
appeal,
it
does
not
actually
indicate
that
it
will
be
approved
right.
So
just
because
202
people
have
presented
an
appeal.
That
does
not
mean
that
we
don't
have
202
more
people
that
may
submit
an
appeal
or
that
we
don't
have
multiple
other
people.
That
probably
would
submit
appeal
but
feel
like
why?
L
These
are
the
issues
that
we've
been
dealing
with
as
counsel
because
they
are
watching
and
they
are
looking
at
who's
advocating
for
them,
so
they're
sending
the
emails
they're,
sending
the
texts
and
they're
calling
the
ones
that
are
listening.
Yes,
we
care
about
every
counselor.
As
a
matter
of
fact,
when
you
came
on
february
23rd,
my
my
first
thing
was
ensuring
that
people
get
at
least
fifteen
dollars
out.
That's
what
I
said
to
you.
L
So
we
were
extremely
concerned
because
we
showed
up
here
in
this
council
chamber
to
present
those
facts
to
you.
However,
the
individuals
that
are
are
submitting
this
information
in
reference
to
the
concerns
that
we
had
those
are
part
of
those
200
to
202
individuals,
they're,
saying
that
they're
not
being
heard
they're
not
being
valued
and
we're
not
adequately
paying
them.
L
J
Yes,
I'm
not
gonna
prolong
it
on
has
stated,
and
consular
tucker
went
down
the
timeline
and
so
forth,
but
we
might
have
not
been
officially
in
this
room,
but
we
were
part
of
this
process.
Y'all
two
aren't
the
only
ones
you
know
concerned
about
this
because,
as
you
can
see
around
this
table,
everyone
is
in
support
of
this
section
16.,
but
I
do
not
agree
with
using
the
our
own
auditor.
J
I
do
not
because
I
believe
that's
a
conflict
of
interest,
so
that
is
a
no
no.
If
we
decide
that
we
want
to
have
an
auditor
when
we
develop
the
process
that
one
we
want
to
come
up
with
to
continue
this,
it
should
be
an
outside
auditor.
If
we
were
going
to
do
that,
I
will
not
support
our
auditor
to
do
it.
J
I
will
not
because
the
same
amount
of
phone
calls
we're
getting
right
now,
we're
gonna
get,
because
if
that
auditor
don't
do
what
somebody
like
guess
what
we're
gonna
be
right
back
in
here,
so
it
doesn't
matter,
a
perception
becomes
a
reality.
That's
the
problem.
We
have
today
right
now
with
this
study
a.
J
Becomes
a
reality
and
we
don't
need
no
more,
and
I
think
that
all
the
citizens
of
columbus
georgia
everybody's
seeing
sitting
here
and
all
the
consistents
watching
it
and
all
those
watching
us
on
youtube
can
see
that
we
are
in
support
of
doing
the
right
thing.
But
if
we're
gonna
do
the
right
thing,
why
are
we
gonna
use
our
own
auditor?
That's
not
the
right
thing!
J
E
Mayor
I
mean
we're.
The
motion
is
to
vote
for
the
amendment.
Yes,
sir,
and
and
I
think
if
mr
holcomb
can
in
fact
review
the
202
appeals
in
three
weeks
or
so
that
we'll
have
no
trouble.
You
know
getting
inside
that
90
to
100
day
120-day
window
to
be
able
to
say
yeah
but
colbert.
That's
all
I
want
to
say:
okay.
G
One
of
the
things
I
like
about
this
amendment
is
that
it
does
give
us
a
time
to
all
of
us
to
work
together
through
this
as
a
team
that
we
can
still
communicate
with
everybody
and
as
the
process
is
moving
forward,
that's
a
good
thing,
and
I
don't
it's
not.
I
don't
look
at
it
as
a
conflict
of
interest
as
the
internal
auditor
getting
involved.
G
The
way
I
look
at
that
is
this
is
a
team
effort,
there's
no
conflict
of
interest
you're,
just
taking
somebody,
that's
highly
trained
and
professional
and
you're
putting
another
set
of
eyes
on
there's.
No.
That
department
has
no
control
over
the
approval
of
the
implementation
of
this
plan,
nor
will
they
tell
you
than
not
to
approve
it.
Okay,
they're,
just
looking
at
everybody
having
more
sets
of
eyes
to
check
the
numbers
to
make
sure
everybody's
being
treated
fairly,
and
equally
I
mean
what's
wrong
with
that.
G
I
mean
when
you
got
professionals
that
work
with
numbers
every
day
I
don't
see
any
conflict,
but
I
don't
think
it
needs
to
be
part
of
this
motion.
I
think
that
a
council
member
has
every
right
every
right
to
as
we
work
through
this
to
go.
If
you
want
to
consult
with
the
internal
auditor,
you
can
that
internal
auditor
works
for
us.
Okay
works
for
us.
If
you
want
to
go
and
sit
down
and
cross-check
and
look
at
it,
it
does
not
hurt
matter
of
fact.
G
G
I'm
not
I'm
not
recommending
that
today,
but
if
a
council
member
would
like
to
make
sure
that
everybody
there's
no
actually
what
you're
looking
for
is
indiscrepancies
and
just
and
discrepancies
with
the
numbers
just
to
make
sure
that
everybody's
equally
paid
the
caps
are
in
place.
The
minimums
are
right,
the
tenure
is
right.
The
steps
are
right.
I
trust
our
people,
the
city
manager,
we.
D
G
Mr
mayor,
I'm
talking
about
the
time
that
this
motion
allows
these
kind
of
things
to
happen.
That
is
to
the
motion
and
what
it
I
trust
our
people,
like
you
said
in
the
conference.
I
trust
them
and
they'll
get
it
right,
but
I
mean
it
never
hurts
having
an
extra
set
of
eyes
in
a
situation
like
this.
When
you
do,
let's
just
get
it
right.
G
I
do
have
another
question
mr
mayor
evolved
around.
It
could
be
an
amendment
to
an
additional
amendment,
but
we
have
not
talked
about.
We
have
not
talked
about
if
there's
another
step
after
everything's
been
implemented,
checks
are
going
out
if
there's
another
step
that
employees
could
still
appeal
if
they're
not
totally
accepting.
G
E
D
G
Well,
good,
it's
two
years
good,
so,
let's
just
make
sure
the
employees
know
that
even
after
this,
if
they
missed,
I
would
ask
the
question:
do
you
feel
confident,
mr
city
manager,
that
every
employee
has
been
notified
and
has
been
given
the
information
that
they
should
get
their
corrections
in
before
the
16th?
Are
you
confident
that
every
employee
has
been
notified.
B
G
Good
well,
counselor
house's
amendment
allows
the
opportunity
for
us
to
move
forward.
We
can
still
communicate
work
with
employees
any
indifferences.
We
can
still
work
on
it
while
the
correction
process
is
being
taken
place.
Yes,
it
could
be
turned
on,
depending
on
how
fast
the
executive
management
can
work
to
get
this
thing
done.
G
I
Mr
mayor,
I
want
to
speak
to
the
amendment.
It
says
that
the
manage
city
manager
and
hr
director
are
authorized
to
proceed
with
all
necessary
steps,
all
necessary
steps
to
implement
the
pay
plan
with
subject
to
the
adoption
of
a
an
additional
implementation
resolution
by
this
council.
And
so,
if
this
amendment
passes
into
this
ordinance,
then
that
means
you
guys
can
get
started
and
then
the
ordinance
passes
you
guys
can
get
started
on
making,
whatever
whatever
you
need
to
do,
to
make
sure
that
the
plan
is
implemented,
all
necessary
steps.
I
That
may
mean
hire
somebody
else
to
take
a
look
at
it.
That
may
not
mean
hire
somebody
else
to
take
a
look
at
it,
but
with
given
the
hr
and
the
hr
director's
knowledge
of
all
of
this,
I
am
satisfied
that
she
will
do
whatever
is
necessary
to
make
sure
that
all
necessary
steps
are
taken
to
implement
this.
She
has
heard
this
conversation
she's
been
involved
in
all
of
these
discussions,
and
I
think
she
knows
where
we're
coming
from.
If
she
doesn't,
let's
have
lunch.
I
D
A
All
right,
I've
got
a
request
to
read
it
one
more
time.
Okay,
this
will
add
the
following
sentence:
to
section
16.,
the
city
manager
and
hr
director
are
authorized
to
proceed
with
all
necessary
steps
to
implement
the
pay
plan,
as
set
forth
herein
subject
to
the
adoption
of
an
additional
implementation
resolution
of
this
council
prior
to
the
implementation
date.