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From YouTube: Columbus GA City Council Meeting 08 23 2022
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A
Mayor
skip
henderson
city
manager,
isaiah
hughley
pops,
barnes
district,
one
glenn
davis,
district
2,
bruce
huff
district
3.,
toya
tucker
district
4,
charmaine,
crabbe
district
5.,
gary
allen,
mayor
pro
tem
and
district
6.
mimi
woodson
district
7
walker,
garrett,
district
8,
judy
thomas
post
9
at
large
counselor
john
house
post
10
at
large
counselor
sandra
davis,
clerk
of
council
and
city
attorney;
clifton
fay,
columbus,
georgia.
This
is
your
city
council.
C
C
C
B
Amen:
pastor
dave,
please
share
with
your
church
family
and
that
we
are
proud
you're
here
and
thank
you
thank
them
for
sharing
you
with
us.
I
will
thank.
C
B
B
B
G
F
F
We
would
move
to
a
uniform
where
we
would
actually
change
the
color
of
the
uniform,
but
even
more
importantly,
we
would
change
the
the
style
of
wearing
the
equipment
and
this
way
of
wearing
the
equipment
is
designed
to
address
our
wellness
pillar
that
we
focus
on,
and
so
this
out
of
duty
carrier
are
also
referred
to
as
odc.
F
It's
designed
to
be
able
to
transition
the
officer's
equipment
from
the
hips
to
the
upper
torso
on
the
odc
that
they
are
wearing
and
we're
getting
more
in.
So
as
more
officers
receive
their
their
issue,
they
will
be
done
in
that
equipment
as
well.
So
here
today
we
have
corporate
guardian
officer
chen
that
they
are
wearing
this
uniform
and
you
see
that
they
have
the
equipment
distributed
along
the
torso
upper
torso
on
the
odc
and
as
I've
communicated
with
them,
as
well
as
several
other
officers
who
are
wearing
this
equipment.
F
They've
explained
to
me
or
informed
me
that
there's
a
noticeable
difference
from
wearing
the
equipment
on
their
hips
and
they
notice
the
lightweightness
of
not
having
it
on
the
hips
and
relieves
pressure
from
the
hips
lower
back
as
well
as
knees,
which
should
in
turn
be
certainly
something
that
will
have
hopefully
lower
health
care,
related
costs
for
injuries
in
that
area,
and
so
I
just
wanted
to
just
bring
this
to
your
attention.
I
know
council
members
mentioned
even
asked
to
sample
the
odc,
so
I
did
bring
one
that's
outfitted.
I
F
And
so
we
certainly
appreciate
the
support
of
council
and
allowing
us
to
be
able
to
purchase
equipment.
That's
is
more
beneficial
for
our
officers
and
that
will,
in
the
long
term
be
able
to
prevent
or
reduce
injuries
that
are
related
to
lower
back
knees
or
around
the
hips
area.
And
so
are
there
any
questions
for
these
officers.
B
G
Health,
yes,
chief,
thank
you
and
officers
for
coming.
If
we
could
hear
from
the
two
officers
how
you
feel,
how
does
it
feel.
J
J
K
K
L
G
L
Thank
you,
and
let
me
also
mention
that
the
rezoning
on
this
property
would
be
with
10
conditions
that
have
been
designed
to
protect
the
neighboring
property
owners,
and
at
this
point,
if
counselors
have
no
questions,
I
will
ask
if
the
applicant
is
here.
M
Yes,
thank
you.
Scott
peters,
professional
address
1100
peachtree
street
in
atlanta,
and
I
represent
vulcan
materials.
L
Thank
you,
you
don't
need
to
make
a
presentation
unless
anyone
from
the
public
wants
to
be
heard,
and
then
you
wish
to
respond.
Yes,.
L
B
Madame
seat
attorney,
we
have
a
couple
of
counselors
that
want
to
be
heard.
Let
me
ask:
do
the
conditions
need
to
be
of
a
motion,
a
second
from
council
to
be
amended,
or
is
it
already.
L
You
all
right.
The
first
one
is
that
there
will
be
a
200
foot,
natural
vegetative,
buffer
undisturbed,
maintained
by
applicant
or
any
successor
in
interest
along
the
eastern
boundary
of
the
subject,
property
and
along
the
entire
frontage
of
the
subject:
property
along
woodridge
road
second
condition,
the
sole
industrial
use
of
the
subject.
Property
shall
be
for
the
transportation,
deposit
and
storage
of
overburden
the
subject.
Property
shall
not
be
utilized
for
mining
or
aggregate
processing,
third
condition
the
hours
of
operation
for
the
transportation
and
deposit
of
overburden
on
the
subject.
L
Property
shall
be
limited
to
the
hours
of
8
am
through
5
p.m.
Monday,
through
friday,
neither
applicant
nor
any
successor
in
interest
shall
operate
on
weekends
and
vulcan
recognized
holidays
on
the
subject
property
four
vehicular
access
to
the
subject,
property
from
wooldridge
road
shall
be
limited
to
access
associated
with
the
existing
residents.
On
the
subject
property
there
shall
be
no
industrial
or
commercial
use
of
the
entrances
to
the
subject:
property
from
the
adjoining
public
right-of-way
five
overburdened
materials
shall
be
transported
to
the
subject:
property
upon
internal
roads.
L
The
trees
located
to
the
north
of
the
existing
homes
shall
not
be
removed
until
such
time
as
vulcan
needs
to
extend
the
overburdened
storage
area
north
of
the
existing
home
vulcan
will
provide
a
minimum
of
30
days,
advanced,
written
notice
to
wooldridge
heights
and
wooldridge
road
residents
prior
to
the
commencement
of
clearing
trees
and
prior
to
the
commencement
of
transporting
overburden
north
of
the
former
best
home.
On
the
subject,
property,
seven
water
shall
be
applied
to
haul
roads
and
disturbed
areas
as
needed
to
prevent
fugitive
emissions
in
accordance
with
georgia,
epd
requirements.
L
The
maximum
elevation
of
overburden
stored
on
the
subject
property
shall
not
exceed
650
feet
above
main
sea
level.
Along
that
line
established
by
connecting
the
following
two
points
and
which
is
depicted
in
red
on
the
attached
site
plan
for
domestic
purposes
and
the
starting
points
are
they
give
the
latitude
and
longitude
for
the
starting
point?
L
The
ending
point
and
further
describe
in
great
detail
the
various
levels
on
various
parts
of
the
property
for
the
overburden
and
then
in
item
nine
applicant
agrees
to
diligently
pursue
the
permitting
and
installation
of
erosion
and
sediment
best
management
practices
on
the
subject,
property
upon
completion
of
permitting
and
installation
of
erosion
and
sediment
best
management
practices
of
the
subject?
Property.
L
Neither
vulcan
materials
company
nor
any
successor
in
interest
shall
increase
the
height
of
the
overburdened
storage,
pile
just
south
of
the
subject:
property
and
finally,
item
10,
the
retired
employee
of
vulcan
and
his
immediate
family
who
currently
occupy
the
existing
house
on
the
subject.
Property
may
continue
to
reside
at
such
house
for
a
period
not
to
exceed
three
years
from
the
date
of
the
approval
of
this
rezoning.
O
Thanks
mayor
pro
tem,
when
I
finish
my
comments,
I
would
like
to
make
an
amendment
to
item
number
one
of
the
conditions
number
10..
O
Let
me
just
say
I
I
think
from
the
beginning.
Just
so
council
knows,
and
just
so
the
general
public
knows
there
was
a
lot
of
concern
about
quarian
in
general,
okay,
and
what
I
wanted
to
try
to
explain.
This
was
never
really
about
quarry
and
the
corian
operation
is
what
it
is
and
there's
land
that's
already
zoned
out
there,
which
will
continue
to
be
quarried.
This
was
all
about
finding
an
option.
O
There
were
a
few
options,
but
finding
the
best
option
suitable
to
move
what
they
call
overburden,
which
would
be
seoul
which
would
basically
fill
in
a
valley
out
there
and
ultimately
be
reforested.
So
it
was
never
really
about
corian.
It
was
finding
a
way
to
to
mitigate
matters
of
what
we've
seen
through
the
corian
over
the
years
in
that
area.
O
You've
seen
some
of
the
mounds
that
have
been
built
up
over
time
and
it
was
a
way
to
try
to
mitigate
and
find
a
way
to
for
that
to
be
a
a
less
slightly
type
issue
and
matter
to
the
residents
out
there,
and
the
gentleman
that
came
up
and
spoke
for
vulcan
a
minute
ago
mentioned
the
neighbors
out
there.
O
One
of
the
things
I
wanted
to
say
today
was
this
was
probably
since
I've
been
on
council
one
of
the
most
pleasant,
not
saying
there
was
work
involved,
but
really
I
was
truly
the
the
the
the
person
in
the
middle,
the
the
heroes
in
this
and
making
this
all
work
were
the
neighbors
and
vulcan,
but
mainly,
I,
mr
owe
so
much
credit
to
mr
bruce
bacon.
Bruce
racherhan.
O
Mr
mccullers
is
right
here.
He
did
a
lot
of
help
in
in
engineering
aspect
to
the
civil
side
of
things.
There
were
other
people
that
were
involved
too.
The
the
neighbors
out
there
were
really
concerned
in
the
beginning
and
formed
a
coalition
and
came
together
with
very,
very
valid
concerns,
and
mr
bicken
was
able
to
help
guide
and
and
be
an
instrument
of
leadership
to
try
to
express
those
concerns
out
there.
O
Personally,
I've
never
seen
a
process
like
this,
since
I've
been
on
council,
which
I
define
as
true
democracy,
where
everybody
got
together
and
they
listened
and
they
were
willing
to
come
to
the
table
and
and
in
the
beginning.
Let
me
tell
you
what
there
was
a
lot
of
concerns,
but
watching
both
sides
work
through
this
and
having
the
willingness
to
to
meet
and
find
some
common
ground.
O
I
think
what
has
happened
now
is
that
there's
been
a
relationship
established
where
I
would
call
it
an
open
door
policy
now
that
hopefully
there's
a
an
opportunity
for
the
neighbors
to
get
to
know
each
other
because
they
are,
they
have
to
they
kind
of
coexist
together,
but
now
they
can
work
together
and-
and
that's
a
good
thing-
that's
always
a
good
thing
when
you
can
find
a
way
to
look,
not
everybody
got
everything
they
wanted,
but
I
think
that
I
was
really
impressed
with
how
vulcan
industries,
how
far
they
went.
O
They
didn't
have
to
a
lot
of
these
things
here.
They
did
not
have
to
do
as
a
as
a
corporation,
but
they
were
willing
to
do
it
to
make
a
statement
that
that
represents
their
company
and
the
character
of
their
company,
and
I
I
expressed
some
concerns
to
them
early
on
of
what
I
would
do
about
going
and
getting
out
in
touch
with
the
neighbors
and
established
relationships
and
make
friends
they
were
willing
to
do
that.
They
went
the
extra
mile
and
you
know
I
commend
them
for
doing
that.
O
That's
you
know
when,
when
a
when
a
company
is
willing
to
go
that
far
it
does,
it
does
create
a
positive
atmosphere
and
then
the
neighbors
at
the
same
time,
I
think
over
time
in
working
through
it,
they
were
able
to
see
that
these
conditions
that
we
have
here
the
work
that
was
placed
in
it
established
an
opportunity
to
to
find
some
common
ground
with
each
other,
and
that's
where
we're
at
today-
and
I
really
I
just
can't
thank
the
neighbors
they're
my
constituents,
but
I
didn't
have
to
do
a
lot.
O
You
know
I
was
just
kind
of
a
messenger
carrying
the
information
back
and
forth
and
giving
it
to
the
city
and
producing
it
for
everybody,
but
the
neighbors,
the
coalition,
mr
bacon,
mr
mccullers
and
others.
I
mean
they.
They
worked.
I've
never
seen
citizens
work
like
that
to
establish
some
common
good
and
that's
just
a
testament
to
our
community
to
the
people
in
our
community
because
they
did,
I
mean
everything
that
was
put
on
the
table
was
very
valid,
very
valid
concern.
O
O
I
know
you
deal
with
a
lot
of
people
all
over
the
world
actually
all
over
the
world
in
your
your
operations,
but
I
think
that
you'll
you've
come
to
realize
that
our
people
are
they're
they're,
not
that
difficult
to
work
with,
but
they're
good
people
at
the
end
of
the
day.
So
I
I
just
wanted
to
make
that
statement
about
two
parties
coming
together
and
making
this
work,
and
I
was
just
one
you
know
kind
of
watching
it
from
a
distance.
O
I
would
like
to
say
that
to
further
provide
some
assurances
and
some
confidence
to
the
community
out
there,
the
vulcan
is
now
willing
willing
to
go
a
little
bit
further
they're
willing
to
go
the
further
further
down
wool
ridge,
road,
all
the
way
to
fortson
road
and
all
the
way
up,
fortson
road
to
establish
another.
What
I
would
call
a
green
curtain,
another
100
foot
undisturbed
buffer
and
no
entrances
in
excess.
So
that
way,
the
citizens
in
the
area
would
be
able
to
have
some
assurance
that
they're
protected.
O
They
don't
have
to
see
trucks
coming
in
and
out
or
or
the
operation
you
know
from
their
from
their
distant
yards
or
or
their
front
yards.
For
that
sake,
so
that's
a
good
thing:
they
they
intend
to
continue
to
use
exactly.
What's
there
today,
the
entrances
and
exits
and
and
even
they've
expressed
the
willingness
to
do
some
public-private
partnerships
and
working
together
with
the
city
and
some
issues
that
have
been
brought
up
by
the
by
the
residents
out
there.
O
So
I
I
can't
I
can't
do
anything
but
share
my
appreciation
and
what
you
know
in
the
so
many
words.
I've
said
tonight
that
for
these
two
parties
getting
together,
I
really
appreciate
that
I
did
item
number
10.
It
talks
about
the.
O
Subject:
property
making
the
the
house
on
the
subject
property
may
continue
to
reside
in
the
house
for
a
period
of
three
years.
I'd
like
to
change
that
make
an
amendment
a
motion
to
amend
that
to
five
years
and
the
reason
I'm
doing
that
is
in
the
conversation
with
some
of
these
other
aspects
that
are
to
come.
You
got
an
employee,
that's
been
very
loyal
to
the
company.
That's
been
working
there
for
many
many
years.
He
lives
there.
Actually
he
lives
there
and
I'm
it's
my
understanding.
O
He'll
be
retiring
soon,
but
he
kind
of
watches
things
and
keeps
an
eye
on
things,
and
I
just
want
to
give
them
the
flexibility,
a
little
more
flexibility
over
time
to
to
just
to
be
able
to
to
make
decisions
or
accommodate
this
person
that
has
been
so
loyal
to
the
company.
I
think
that's
the
right
thing
to
do:
there's
no
harm
in
it.
O
It's
just
extending
it
just
a
little
bit
further
but
to
five
years,
and
they
know
by
five
years
that
nobody
will
be
able
to
to
live
on
on
the
property.
So
that's
a
motion.
I'd
like
to.
P
O
Look
just
in
case,
I
didn't
get
it
right,
mr
bacon,
would
you
do
you
want
to
talk
a
little
bit
because
you
were
such
a
a
force
and
an
instrument
and
and
working
through
this
thing,
and
you
know
like
I
said
I
can't
I
I
can't
thank
you
enough,
but
if
you'd
like
to
just
share
some
words
from
your
perspective,
you
know
you
don't
have
to,
but
I
certainly
would
like
to
because
you
deserve
a
lot
of
credit.
Q
I'd
certainly
be
remiss
if
I
didn't
thank
them
for
all
of
their
work.
Rachel
is
here.
I
think
I'm
not
sure
if
anyone
else
is
is
here.
Other
than
doug
has
already
been
recognized,
but
I
wouldn't
want
to
leave
any
of
those
members
out.
Those
were
basically
leaders
of
the
respective
committee,
sorry
communities
that
were
in
the
area
with
at-large
members
as
well,
but
they
worked
very
very
well
together.
Q
We
wanted
to
be
educated
first
and
get
all
the
facts
in
place
and
in
writing
as
much
as
we
could.
We
did
that.
Vulcan
was
open
to
those
discussions
with
us
and
agreed
to
delay
a
few
of
the
meetings
in
order
for
us
to
get
more
information.
We
were
very
grateful
for
that.
We
appreciate
that
as
well.
I
really
have
no
other
remarks
other
than
thank
you
for
listening
to
us
tonight,
thanks
for
the
work
that
you
all
did
leading
up
to
this
as
well.
Thank.
O
You
bruce,
mr
mccullers,
thank
you.
We're
going
to
watch
your
lake
real,
close
and
we'll
make
sure
and
give
a
confidence
insurance
that
the
city
will
do
all
in
their
part
to
make
sure
that
everything's
in
compliance
and
that
all
the
your
concerns
are
taken
care
of
that's
a
beautiful
lake.
You
got
and
you
keep
telling
me
about
those
fish
there.
O
I
want
to
see
them
one
day
and
I
I
got
to
say
too
carol.
Landrum
is
a
spokesperson
for
bulk
and
I
I
would
really
love
her
if
she
would
like
to
say
a
couple
words
as
well,
because
you've
you've
gone
above
and
beyond
and
truly
represent
the
character
of
the
company.
I
just
can't
commend.
O
Commend
you
enough
for
being
willing
to
do
it.
I
know
you
had
to
go
to
many
many
people
to
get
the
approval
to
do
that,
but
I
I
think
it's
been
well
worth
it.
R
It
was
many
a
trip
from
atlanta
and
back
down
to
columbus,
but
enjoyed
meeting
with
with
bruce
and
rachel
and
dan,
so
will
retired's
place
in
the
country,
almond
plantation
ivy
park.
You
know
that
collaboration
of
neighborhoods
we
came
together
and
worked
through
it.
R
We
a
lot
of
a
lot
of
emails
from
bruce
and
we
had
some
meetings
at
a
local
church
and
meetings
with
mr
mccullar
and
some
tours,
and
you
know
just
this
is
kind
of
the
model
of
how
you
need
to
do
things
and
work
with
your
neighbors
and
so
that's
real
important
for
vulcan,
and
we
want
to
continue
to
keep
that
open
dialogue
with
our
neighbors
and
we
have
our
new
plant
manager
here,
keith
griggs
tonight,
and
I
look
forward
to
introducing
him
to
those
neighborhoods
and
just
continuing
the
partnership
and
this
relationship
that
we've
started.
O
Thank
you
and
mayor
pro
tem.
Last
thing
I
want
to
say
is
in
the
beginning:
there
were
a
lot
of
concerns.
That's
happened
in
the
past
from
some
of
the
quarry
operations
and
keep
in
mind.
There's
several
quarry
operations
out
there.
Different
companies
and
vulcan
is
a
different
company.
They
heard
some
of
the
issues
that
were
very
valid
about
things.
That's
happened
in
the
past,
mainly
with
some
of
the
quarries
right
next
to
some
of
these
neighborhoods
and
vulcan
told
me
that
they
did
not
want
to
be.
O
They
want
to
be
different,
they
don't
want
to
be
like
the
other
ones,
and
they
don't
want
to
have
some
of
those
problems,
and
that
was
one
of
the
reasons
that
they've
been
willing
to
listen
to
the
citizens
and
the
residents
and
trying
to
find
ways
that
would
that
would
help
to
do
something,
positive
and
create
relationships.
So
again
you
know
having
that
open
door.
Policy
now
is
is
a
tangible,
that's
that's
positive
and,
I
think,
will
produce
good
results
for
years
to
come.
So
thanks
thanks
to
all
y'all.
B
Thank
you
counselor,
mr
peters,
thank
you
for
your
working
together
and
council
davis.
Thank
you
for
your
leadership
through
this,
madam
attorney.
L
L
There
are
about
14
properties
that
need
to
be
rezoned
from
residential
estate,
one
to
single
family
residential
two
because
of
the
size
of
the
lots
in
the
subdivision,
and
both
the
planning
department
is
the
applicant
in
this
case,
and
pac
also
recommends
approval.
Mr
renfro,
do
you
have
any
additional
comments
on
this?
One.
S
Good
evening
this
is
this
was
triggered
when
one
of
the
homeowners
tried
to
sell
their
house.
The
bank
would
not
give
the
the
person
a
loan
to
purchase
the
house.
So
we're
just
correcting
this,
because
these
were
incorrectly
zoned
in
2004
and
13
has
already
won,
and
this
is
just
bringing
them
into
conformance
is
sfr2.
B
B
Well,
just
to
give
a
little
context,
this
was
a
contentious
rezoning
which
we
went
through
council
went
through
years
ago
and
on
the
outside
we
had
one
acre
lots
and
then
it
gradually
went
smaller
internally
and
that's
how
the
confusion
occurred.
So
anyway,
that's
what's
going
on
we're
making
that
correction
now,
so
we
can
allow
the
homeowners
to
move
on
with
their
lives,
buy
and
sell
that
kind
of
thing.
So
that's
what's
going
on
and
we'll
be
on
second
reading
next.
L
Next,
we
have
the
ordinance
adopting
a
new
classification
and
compensation
plan
for
the
consolidated
government
and
making
other
specifications
pertaining
to
pay
provisions
throughout
the
code
and
making
necessary
amendments
to
the
fiscal
year
2023
budget.
I
am
going
to
turn
it
over
to
the
city
manager
at
this
point
to
present
the
plan
for
the
public
to
consider.
P
I
still
want
to
hear
the
presentation-
and
I
want
to
hear
from
everyone
in
this
audience,
but
I've
gotten
a
lot
of
calls
and
concerns
from
people
within
departments
from
people
who
are
involved
with
city
boards
from
folks
that
were
that
are
involved
with
public
safety
concerning
this
plan
and
that
we
didn't
really
get
it
until
it
was
released
with
the
agenda
I
would
make.
I
want.
P
Made
their
time
to
come
out
here,
but
I
also
want
the
public
to
have
an
opportunity
to
come
back
for
a
second
first
reading
of
this.
So
I
would
make
a
motion
that
we
go
and
hear
the
commentaries
tonight,
but
that
we
delay
the
first
reading
to
the
next
council
meeting
and,
as
you'll
note,
it
says
other
paper
provisions,
including
section
16b
of
columbus
code
providing
for
delayed
effective
date.
So
we
have
some
time
before
this
goes
into
effect.
If
this
is
approved.
P
But
I
just
have
heard
concerns
from
quite
a
few
people
that
people
under
them
might
make
more
than
the
supervisor
and
we
only
get
one
shot
at
fixing.
This
pay
plan
and
I've
had
too
many
people
reach
out
to
me
not
to
throw
it
out
that
we
need
to
wait
another
week
for
that
one
shot
for
other
people
to
comment,
but
that.
L
I
Thank
you,
madam
assistant
city
attorney.
Let
me
just
say
that
we've
got
some
people
who
have
really
worked
hard.
B
Well,
I'm
sorry,
I'm
city
manager,
councillor
thomas,
wanted
to
be
heard.
T
About
the
ordinance
and
about
the
process
and
about
all
of
that
it
might
be
better.
Mr
city,
mr
mayor
bro
tim,
if
we
let
the
city
manager
do
his
and
then
I
can
go
through
and
ask
my
questions.
T
I
So
again,
mayor
approach,
him
I've
got
some
people
several
who
will
speak
tonight,
but
first
one.
It
would
like
to
at
least
thank
them
for
their
hard
work.
I
This
process
has
been
going
since
january
of
this
year,
but
we've
had
obviously
the
mayor
involved
in
the
process,
and
I
really
want
to
thank
mr
gerald
mitchell.
President,
ceo
of
the
chamber
of
commerce.
I
They
were
involved
private
sector
in
the
rfp
process
and
then
they've
been
brief,
updated
throughout
this
process
and
again
it
dates
back
to
january
of
this
year,
and
so
I
am
going
to
have
mark
holcomb,
an
executive
with
evergreen
solutions.
I
I
That
classification,
compensation
study,
you'll,
hear
numbers,
but
it's
based
on
internal
market
analysis
and
then
external
market
analysis,
and
there
were
similar
size,
light
canned
cities
that
mr
holcomb
and
evergreen
solutions
looked
at.
But
what
you'll
hear
when
you
hear
her,
how
we
pay
for
it
and
how
we
sustain
it.
I
You'll
hear
first,
that
we
commission
them
to
do
a
market
analysis
and
she's
going
to
share
with
you
the
cost
to
do
a
market
analysis
or
excuse
me
the
cost
to
fund
and
sustain
at
market
rate.
Only
and
then
we
talked
to
the
council
in
multiple
sessions,
and
we
asked
do
you
want
to
go
above
and
beyond,
for
public
safety
and
for
cdl
drivers,
because
those
are
critical
positions
that
we've
not
been
able
to
feel
at
the
rate
that
we'd
like
to
and
and
then
based
on
information
from
the
mayor
and
council.
I
I
Above
and
beyond,
for
public
safety
and
cdl
drivers
only,
and
so
that's
what
you're
going
to
hear
tonight,
but
I
do
know
that
gerald
mitchell
presidency
over
the
chamber-
and
I
see
audrey
hollingsworth
here
from
the
private
sector,
and
I
would
like
to
see
if
you
want
to
come
in
because
you
assembled
these
private
sector
leaders
for
us
and
you've
been
involved
in
the
process.
And
so,
mr
mitchell,
would
you
like
to
make
a
comment.
U
Good
evening,
council
mayor
pro
tem
the
biggest
comment
that
we
have
is
related
to
what
we're
experiencing
or
what
we're
seeing
as
we
interact
with
various
businesses
around
the
community
and
that
really
is
related
to
workforce.
It
is
issue
number
one:
our
ability
to
deliver
service
your
ability
to
deliver
service
all
of
those
things
matter
as
it
relates
to
keeping
the
business
environment
and
the
businesses
of
columbus
healthy.
U
What
I'd
like
to
say
with
regard
to
this
this
process
is
that
it
is
definitely
in
my
assessment
step
in
the
in
the
right
direction.
We
have
to
keep
doing
these
things.
We
have
to
continue
to
evaluate.
We
have
to
continue
to
make
adjustments
in
order
to
move
columbus
forward,
and
I
know
that
nobody
knows
that
better
than
this
council.
U
So
again,
we're
happy
to
be
partnering
in
this.
We're
happy
to
be
a
sounding
board
for
this
we're
happy
to
let
everyone
know
what
we're
hearing-
and
I
say
all
of
this,
certainly
with
the
caveat
that
we
understand
that
there's
more
work
to
be
done.
U
We
certainly
respect
that
and
again
as
the
chamber
of
commerce.
We
want
to
be
as
much
of
a
partner
and
as
as
big
or
small
part
of
this
as
as
is
required,
but
I
can
say
that
from
what
we
see
this
process,
this
process
has
been
professional
and
it's
been
very
data,
driven
as
it
relates
to
how
this
shakes
out.
In
the
end
again,
there
there's
work
to
be
done.
Obviously,
there's
communication
loops
that
have
to
be
closed,
but
I'm,
I
feel
confident
that
that
is
going
to
happen.
U
V
V
While
we
didn't
have
the
the
ability
to
look
at
the
details,
because
we
were
obviously
looking
at
it
from
a
high
level
perspective.
From
our
point
of
view,
it
was
intended
to
do
a
couple
of
things.
One
it
was
intended
to
address.
V
But
we
are,
you
know
comparable,
if
not,
I'm
sorry,
that
we're
not
a
lagging
community
that
we're
the
comparable
or
a
leading
community,
and
so
that
was
those
were
some
of
the
outcomes
that
that
we
were
hoping
that
this
study
would
achieve,
and
we
felt
that
we
were
at
least
making
some
strides
to
do
that
work.
I
do
want
to
follow
up
with
the
comment
that
gerald
made.
V
I
Well,
thank
you.
Thank
you.
We
appreciate
your
service,
your
work,
what
she
said
yes,
and
so
with
that
mayor
pro
tem
and
council,
I
will
go
ahead
and
ask
mark
holcomb
with
evergreen
solutions
to
come
to
the
mic.
I
You've
met
him
he's
presented
several
times,
so
you
know,
mark
miss
hogan.
P
It's
it's
fine,
y'all
and,
and
mr
mitchell
and
mrs
onwards,
y'all
can
answer
this
from
from
over
there.
That's
fine
with
me
do
y'all
see
any
problem
having
been
a
part
of
this
process.
If
we
were
to
delay
this
a
week,
so
the
public
has
a
chance
to
actually
read
through
the
study
since
it
was
just
released.
You
know,
within
the
last
few.
H
H
A
lot
of
this
has
already
been
shared
in
in
a
public
setting
like
this,
so
I'm
not
going
to
go
through
every
single
step
that
we
did
previously
in
these
other
meetings,
but
I
did
think
it
was
important
since
I
know
the
visibility
on
on
this
meeting,
certainly
to
give
everybody
that
high
level
overview
again
from
the
beginning.
So
we'll
talk
a
little
bit
about
evergreen,
just
who
we
are
just
an
introduction
for,
for
those
who
have
not,
you
know,
had
several
meetings
with
us
throughout
the
process.
H
H
What
we
heard
in
the
employee
meetings
when
we
actually
came
out
met
with
employees
and
supervisors,
managers
and
department
directors
in
person,
we'll
talk
about
your
current
pay
structure
and
the
findings
that
we
have
on
that
current
system,
then
we'll
talk
about
the
market
and,
finally,
the
recommendations,
cost
and
methodology
at
the
end.
So
I
know
that'll
be
a
point
of
focus
for
sure
tonight,
so
evergreen
solutions
again
just
for
a
short
introduction
on
us.
H
We
are
a
national
public
sector,
consulting
company,
so
we
are
based
in
tallahassee
florida,
though,
so
only
a
couple
hours
down
the
road,
certainly
we've.
You
know
driven
up
here
a
few
different
times
during
the
engagement
just
to
meet
and
engage
in
person
with
your
different
employees
and
groups.
Here
we
do
work
across
the
country
doing
this
exact
same
type
of
study,
so
those
600
in
compensation
and
classification
studies.
That's
the
same
scope
of
work
that
we
do
that
we
did
with
this
engagement
here.
H
H
So
with
this
engagement,
then
again,
as
as
we
said,
a
compensation
and
classification
study,
there
were
a
couple
main
goals
right
from
the
beginning
and
to
echo
what
the
city
manager
already
shared.
It
really
was
to
look
at
the
internal
equity
of
the
system,
as
well
as
the
external
equity
of
the
system,
and
so
when
I
mention
those
two
items
again
when
we
say
internal
equity
that
refers
to
how
positions
within
the
city
relate
to
one
another.
H
So
if
a
particular
position
is
working
at
a
higher
level,
with
more
complex
duties,
more
leadership,
etc,
we
would
expect
that
position
to
come
in
and
receive
a
higher
pay.
You
know
to
start
and
a
higher
pay
at
the
end
of
their
career
as
well.
When
we
talk
about
the
market,
the
external
equity,
again,
it's
it's
a
similar
comparison.
H
If
you're
looking
at
a
position
here
within
the
city
and
comparing
it
to
a
position
in
another
city,
if
it's
working
at
the
same
level,
if
it's
an
overlap
of
duties,
you
would
expect
it
to
be
compensated.
Similarly,
and
if
it
is
more
complex
and
has
more
leadership
and
would
require
an
individual
at
a
higher
level,
you
would
expect
that
pay
to
be
a
little
bit
more.
H
H
So
we
divide
the
project
up
at
a
high
level
into
four
different
phases:
phase.
One
is
all
about
data
collection,
so
that's
collecting
data
from
the
city
from
from
hr,
your
compensation
data,
your
pay
scales,
your
job
descriptions
etc,
but
also
those
employee
meetings.
We
talked
about
so
coming
out
meeting
with
employees
giving
employees
a
job
survey
to
fill
out,
which
was
the
first
opportunity
employees
had
to
engage
in
the
process,
but
also
focus
group
meetings,
so
they
could
share
their
concerns
with
us.
H
They
could
tell
us
what
they
thought
we
should
be
looking
at
throughout
the
process
during
that
process
of
data
collection,
as
well
again
after
the
employee
surveys
were
sent
out,
they
were
reviewed
by
managers
all
the
way
up
to
department
heads.
So
again,
there
was
an
opportunity
for
everybody
in
the
organization
to
engage
from
the
front
line
all
the
way
up
to
the
top
phase.
Two,
the
internal
analysis
is
really
about
studying
all
the
data
that
we
just
collected
so
before
we
ever
go
out
to
the
market.
H
Again,
we've
got
all
this
data,
that's
coming
from
the
city.
We
want
to
make
sure
we
understand
again,
what's
going
on
what
what
the
the
pay
system
is
like
right
now
what
jobs
you
know,
what
duties
jobs
are
performing,
reading
those
job
surveys
etc,
and
so
that
internal
analysis
is
phase
two,
but
right
there
on
the
heels
of
phase.
Two
is
phase.
Three,
the
market
analysis,
so
in
phase
three,
we
go
out
to
the
market
and
compare
what
we
learned
in
phase
two
to
how
your
peers
are
doing
things.
H
You
know
in
the
external
market
we'll
share
exactly
which
peers
responded,
who
we
got
data
from
you
know
later
in
the
presentation,
but
again
that
that
external
analysis
really
builds
on
the
internal
analysis
that
we've
already
done
to
see.
Okay,
now
that
we
know
how
columbus
is
doing
things,
what
are
they
doing
in
the
market
as
well
phase?
Four,
the
solution?
H
Again,
that's
what
we're
wrapping
up
right
now,
so
we've
come
forward
with
a
number
of
different
options,
as
was
alluded
to
before
we
came
back
originally
and
said:
hey
here's
what
the
market
is
doing
and
and
if
you're
going
to
just
match
the
market.
Here's
where
you're
going
to
come
back,
but
we've
also
looked
at
some
additional
options.
Above
and
beyond,
we've
looked
at
some
some
more
aggressive
options.
That
again,
we
believe
will
help
to
address
the
concerns
that
we're
seeing
in
particular
positions
in
particular
areas.
H
The
benefits,
of
course,
were
one
of
the
main
things
mentioned
that
employees
like
the
culture
which
includes
both
the
people
that
employees
work
with,
as
well
as
the
service
oriented
mission.
So
people
said
hey,
I
like
working
at
this
organization
because
I
can
serve
others,
I'm
not
just
working,
you
know
for
a
dollar,
it's
it's
actually
has
a
cause
behind
it
and
then
the
schedule
as
well
employees.
I
think
we're
aware
that
hey,
I
do
choose
to
work.
H
H
The
concerns,
however,
are
some
of
the
things
that
we
were
directly
going
to
focus
on
anyway,
but
but
employees
certainly
shared
they
did
have
concerns
with
external
equity.
They
felt,
like
you,
know,
I'm
not
being
paid
the
same
amount
as
I
would.
If
I
worked
at
you
know,
example
other
city
or
county,
they
said
hey,
they
get
paid
more
there.
I
want
to
have
an
analysis
that
I
know
my
pay
is
fair
versus
the
market.
H
The
internal
equity
again
was
a
big
concern.
The
the
main
thing
that
we
heard
was
employees
not
advancing
not
moving
through
the
ranges
and
the
compression
that
actually
comes
as
a
result
of
not
getting
those
step
increases.
You
know
year
over
year,
so
employees
saying
hey
I've
been
here,
for
you
know
10
or
15
years.
Why
am
I
making
the
same
amount
as
somebody
who
started
last
year?
I'm
training
them
I'm
doing
the
job
at
a
higher
level,
but
I'm
getting
paid
the
same
amount.
H
H
But
that
being
said,
as
I
already
mentioned,
as
employees
were
certainly
quick
to
point
out
when
we
met
with
them
on
the
concerns
the
weaknesses,
the
city
has
not
advanced
employees
through
the
ranges.
So
if
you
come
in
and
you're
on
step,
you
know
a
or
b
or
c
or
d,
there
is
no
expectation,
or
there
has
not
been
in
the
past,
the
ability
for
employees
to
move
through
the
ranges
and
get
closer
towards
their
maximum.
H
That
has
resulted
in
a
lot
of
compression
in
the
organization,
so
this
table
here
discusses
and
shows
shows
rather
illustrates
the
compression
that
we
identified
as
a
big
concern
that
we
wanted
to
address.
So
with
this
expected
pay
analysis
here.
What
this
is
showing
with
the
different
colors,
is
it
showing
where
an
employee
would
expect
to
be
in
their
pay
range
relative
to
the
amount
of
time
that
they
have
spent
in
the
classification,
and
so
what
you
have
here
is
the
employees
represented
by
the
orange
and
the
blue.
Those
employees
are
experiencing
compression,
they.
E
H
Below
their
expected
pay,
when
you
look
at
the
internal
analysis
so
again
important
to
note
this
does
not
get
into
the
market.
This
doesn't
say
whether
you're
comparable
to
your
peers,
but
it
does
show
this
an
example
of
somebody
that
orange
or
blue
would
be
somebody.
Who's
worked
for
the
city
for
10
or
15
years,
and
they
have
not
moved
up.
You
know,
with
with
step
increases,
they're
close
to
the
minimum
of
their
pay
grade.
H
The
green
does
represent
people
who
are
appropriately
placed
the
purple,
and
gold
are
people
who
are
a
little
bit
above
their
placement,
but
again
keeping
in
mind
a
brand
new
hire
or
somebody
who's
been
here.
One
or
two
years
might
expect
to
be
closer
to
the
minimum,
but
we
know
based
on
history
again,
it's
unlikely
they'll
be
advancing
through,
so
we
would
expect
if
nothing
changes
the
amount
of
orange
or
blue
to
grow.
H
So
when
we
look
at
the
external
market,
so
everything
we've
talked
about
before
was
internal.
All
the
data
that
we
shared
was
the
internal
analysis
or
employee.
You
know
comments,
but
as
we
look
at
the
external
market,
these
were
the
organizations
who
responded
and
provided
data
so
that
we
could
analyze
that
you
know
in
comparison
to
your
pay
ranges.
Of
course,
the
the
number
one
or
the
main
point
of
comparison
was
other
cities
and
counties
throughout
the
state
of
georgia.
We
have
cities
some
of
the
largest
cities.
H
We've
got
counties
either
from
the
immediate
area
or
that
you
would
be
competitive
with
for
employees.
We've
also
got
some
other
consolidated
governments
as
well.
We
did
compare
to
a
couple
organizations
from
alabama
so
right
across
the
river
and
then
others
throughout
the
southeast
that
again
would
have
similar
characteristics
or
service
offerings,
understanding
the
the
wide
net
that
we
cast
and
looking
at
other
organizations,
we
certainly
wanted
to
address
cost
of
living
as
well.
H
We
know
that
the
cost
of
living
can
vary
and
it
can
be
very,
very
expensive
to
live
in
some
of
these
locations,
but
we
know
some
can
be
relatively
more
inexpensive
as
well,
so
we
did
adjust
for
cost
of
living.
We'll
show
you
the
impact
that
had,
I
believe,
on
the
next
slide,
we'll
get
into
more
detail
on
the
cost
of
living,
and
we
did
look
at
more
than
125
positions
directly
versus
the
market.
H
We
did
return,
an
average
match
count
above
seven,
and
so
what
that
means
is
each
of
the
positions
compared
on
average
returned
about
seven
different
responses.
Some
were
much
higher.
You
know
in
the
15
to
20
range.
Some,
of
course,
were
a
little
bit
lower.
You
know
the
more
unique
positions
didn't
have
quite
as
many
matches,
but
when
we
look
at
the
results
of
the
market.
I
So
before
you
clarify,
you
said
more
than
125
positions,
so
would
one
metro
bus
driver
be
considered
one
position
correct.
H
So
when
we
refer
to
positions,
that's
a
great
point.
Thank
you
for
for
asking
what
I
really
mean
to
say
is
job
titles,
so
one
metro,
bus
driver
to
use
that
example
would
represent
all
bus
drivers
because
we're
looking
at
the
pay
range.
So
when
I
say
positions,
excuse
me
for
being
imprecise
that
really
refers
to
the
job
classification,
so.
H
So,
with
the
results
from
the
market
again,
the
results
of
that
comparison,
the
the
numbers
shown
here
are
the
average
is
the
averages
across
the
125
different
classifications,
and
so
what
we
found
is,
if
you
look
directly
at
pay,
if
we
just
look
at
what
is
the
pay
that
employees
receive
here
versus
what
is
the
pay
that
they
receive
elsewhere
with
no
adjustments,
it
is
a
little
bit.
You
know
less,
not
not
quite
ten
percent
below
market,
but
about
eight
percent
below
market
at
the
minimum
of
the
range.
H
So
that's
making
just
a
direct
comparison
with
no
adjustment
if
we
do
adjust
for
cost
of
living,
it's
closer
to
five
percent
below
market
again
keeping
in
mind.
This
is
a
comparison
versus
the
public
sector
market
that
we
just
showed.
So
these
numbers
here
do
not
include
private,
but
this
is
the
public
sector
market
we
just
displayed-
and
this
is
your
average
position,
so
your
average
position
starts
about
five
percent
below
some
of
them
quite
a
bit
more
than
that,
and
some
of
the
positions
are
in
a
much
better
position.
H
H
You
know
percentage
points
this
year,
and
so
again
we
do
think
it's
important
to
note
that
this
is
your
current
comparison,
but
your
peers
will
be
moving.
Their
salary
ranges
this
year
as
well,
and
we
did
take
into
account
what
the
recommendations
we
have
so
with
the
key
recommendations
at
a
very
high
level.
The
first
recommendation
we
had
is
to
adopt
an
adjusted
reformatted
step
system
that
will
govern
compensation
to
the
future.
H
This
directly
responds
to
the
concern
that
we
identified
as
one
of
the
major
concerns
that
employees
were
not
getting
step
increases
each
year.
We
understand
now
that
the
two
and
a
half
percent
step
increases
that
employees
are,
you
know,
prospective
you
know
could
receive
right
now
have
been
too
expensive.
H
The
the
city
has
not
been
able
to
fund
those
year
over
year
and
again,
looking
back
into
the
past
almost
if,
if
not
ever,
you
know
where
the
step
increase
is
funded,
so
we
did
recommend
an
adjustment
to
go
to
one
percent
steps
instead
of
the
two
and
a
half
percent
steps.
H
With
that
being
said,
keeping
in
mind,
the
recommendation
is
that
you
would
look
to
grant
two
steps
per
year
if
possible
in
extra
competitive
years.
You
may
grant
three
steps
in
a
very
tight
year
where
the
budget
is
not
coming
in.
You
know,
in
a
way
that
would
look
to
you
know,
allow
for
two
steps.
We
would
ask
and
recommend
that
you
would
still
look
to
grant
a
step
increase.
Every
single
year
and
again,
of
course,
a
year
like
the
first
coveted
year,
it
may
be
a
zero
step
year.
H
H
We
have
recommended
reassigning
positions
to
the
new
system
based
on
both
internal
equity
and
the
market,
and
so
what
this
did
is
it
allowed
us
to
target
where
a
position
should
be
based
on
their
market
response,
but
also
based
on
the
job
surveys
that
employees
submitted.
We
looked
at
which
positions
are
exhibiting
the
highest
level
of
leadership
which
positions
are
responsible
for
the
most
complex
duties
and
which
positions
are
are
responsible
for
making
decisions
that
carry
weight.
H
You
know
that
affect
multiple
employees
or
departments
or
even
the
citizens,
and
so
those
reassigning
of
pay
grades
again
were
based
on
both
internal
and
external
analysis.
Number
three:
we
are
recommending
placing
employees
within
those
recommended
pay
grades.
By
means
of
a
class
parity
approach
for
general
employees
and
a
longevity
approach
for
public
safety
with
a
25
cap
on
pay
increases
so
I'll
get
a
lot
deeper
into
the
methodology
in
the
next
few
slides.
But
what
these
approaches
do
both
of
them
in
slightly
different
ways.
H
These
approaches
do
look
at
addressing
the
concerns
again
that
we
identified
that
compression
chart
that
I
showed
this
will
directly
combat
with
these
two
options
here,
so
to
go
further
into
detail
with
the
methodologies
we
are
recommending
a
zone-based
approach
for
adjusting
employees,
so
the
class
parity
zone
approach.
The
way
that
works
is
it
divides
up
the
pay
range
for
general
employees
into
30,
different
segments
and
says
hey:
where
should
an
employee
be
based
on
the
time
they
have
in
their
current
classification?
H
No
salaries
are
reduced
as
part
of
this
recommendation,
so
it
is
important
to
note
we
did
see
some
employees
who
were
already
making
more
than
their
projected
placement.
Sometimes
it
was
a
result
of
a
recent
promotion.
It
could
have
been
a
result
of
somebody
being
hired
in
above
the
minimum
et
cetera,
but
for
whatever
the
reason,
if
we
found
that
you
were
making
more
than
your
projection,
you
would
keep
your
current
salary
and
then
you
would
round
up
to
the
next
step.
H
H
It
is
using
the
same
zones
listed
above,
but
the
way
we
increase
salaries
in
the
longevity
system
is
that
we
grant
a
year
or
excuse
me
a
step
based
on
each
year
in
your
position.
We
also
then
look
at
administering
salaries
into
the
future
by
granting
longevity
increases,
which
would
be
an
additional
step
each
milestone
year
and
those
milestone
years
are
years.
Three
five,
seven,
ten
fifteen
twenty.
You
know
etcetera
in
the
ordinance
that
will
be
shared
later
again.
H
I
believe
it
goes
out
beyond
the
year
twenty,
but
each
five
year
period
after
that,
and
so
with
those
longevity
based
increases,
a
public
safety
individual
would
receive
a
step
or
two
when
council
grants
a
step
each
year
and
when
they've
hit
their
longevity
years
so
after
year,
three,
for
example,
they
would
receive
an
additional
step
and
we're
calling
that
a
longevity
increase
there.
H
The
public
safety
positions
as
we
referenced
are
being
recommended
to
go
to
an
above
and
beyond
projected
market
placement,
and
so
what
that
means
is
the
market
rate
that
we
returned
the
first
time
we
showed
the
the
ranges
and
said:
hey:
here's
market,
we
moved
the
ranges
even
up
an
additional
five
percent
to
account
for
projected
movement
of
the
market,
and
we
determined
and
in
conversations
again
with
council
that
we've
presented
that
we
wanted
to
go
above
and
beyond
that
rate,
we
wanted
to
address
the
recruiting
and
retention
concerns
that
the
organization
has
had
and
the
number
of
vacancies
that
you've
had.
H
We
wanted
to
go
above
and
beyond
to
address
that
concern.
We
do
talk
about
that
on
the
next
slide
and
show
some
example.
Salaries
on
that
next
slide.
Classifications
requiring
a
cdl
would
also
be
recommended
in
this
system
to
go
to
an
above
and
beyond
rate.
The
way
we
recommended
moving
those
salaries
again
is
we
took
a
look
at
a
particular
set
via
internal
equity
of
those
cdl
positions.
So
some
examples
would
be
the
bus
drivers,
fleet
tech,
2
motor
equipment
operator
3s.
H
You
know
et
cetera
any
position
at
that
level
would
be
recommended
to
a
pay
grade
with
a
starting
rate
of
21
per
hour.
Of
course,
then
we
move
the
rest
of
the
structure
along
with
them
for
those
cdl
positions
and
so,
for
example,
a
fleet
tech
1,
would
be
slightly
below
the
21
an
hour.
A
fleet
tech
3
would
be
slightly
above
and
again
we
moved
the
the
rest
of
those
cdl
positions
along
with
them,
but
pegging
that
level
at
21
per
hour
there.
H
Because
of
these
substantial
increases
that
would
come
along
with
those
increases
for
cdl
positions.
In
particular,
I
did
want
to
flag,
because
this
is
something
again
that
that
you
know
with
the
25
cap.
H
Rather,
they
would
see
some
of
that
capping
happening
to
those
positions,
so
they
would
still
receive
the
class
parity
approach
where
appropriate,
but
in
some
cases
where
they
may
have
been
recommended
in
zone
three,
the
cap
would
actually
pull
them
down.
Some,
so
just
wanted
to
point
that
out
to
everybody
make
sure
it
was
clear
with
the
public
safety
above
and
beyond.
H
The
recommended
starting
pay
grade
or
pay
range
placement
for
the
police
officer
sheriff
deputy
and
firefighter
classification
would
be
forty
five
thousand
dollars
once
the
olaf
supplement
is
added
in
the
police
officers
would
start
above
fifty
thousand
dollars
the
others
referenced
above,
so
the
deputies
and
firefighters
would
start
above
forty
eight
thousand
dollars
that
is
coming
in
the
door
with
a
high
school
diploma,
and
so
it
does
not
include
the
you
know,
any
other
supplemental
or
additional
pays
as
well.
That
is
the
base,
the
lowest
that
the
pay
would
be
for
an
entry-level
officer.
H
Once
again,
with
that
longevity
approach,
your
current
officers,
many
of
them
would
be
moved.
You
know
up
and
above
and
beyond
that
rate,
as
well,
depending
on
their
particular
qualifications
and
then
again
the
educational
supplement
would
go
above
and
beyond
that
and
for
fire
positions,
paramedic,
etc
would
be
above
and
beyond
the
rates
as
well.
H
So
the
pay
reform
is
factored
into
the
new
structure,
and
so
what
that
means
is
nobody
loses
the
pay
reform
that
they're
receiving.
Currently
it
is
absorbed
into
their
current
salary.
So
if
your
pay
reform
salary
is
putting
you
up
again,
above
and
beyond,
you
know
where
your
zone
placement
would
be,
you
would
keep
that
salary,
but
going
forward
the
longevity
adjustment
would
govern
salaries
and
salary
increases
from
this
point
forward,
and
so
once
again
that
is
referenced
further
in
the
ordinance
that
hr
will
share.
H
But
this
is
is
just
taking
a
quick
look
again
at
the
lower
on
the
entry
level
positions.
For
some
of
these,
you
know
classifications
at
that
forty
five
thousand
dollar
starting
rate
here,
with
the
costs
that
that
we're
looking
at
with
these
implementation
options,
as
described
in
the
previous
slides,
we
are
looking
at
a
total
salary,
only
cost
again
of
more
than
13
million
dollars
about
13.4.
H
Slightly
higher
percentage
increases
for
the
public
safety
again
because
of
that,
above
and
beyond
market
position
that
they're
going
to
those
increases
were
slightly
larger.
The
cdl
positions
as
well
did
drive
up
the
general
government
costs,
certainly
when
we
added
those
costs
in,
and
so
the
last
thing
I
want
to
share
is
just
some
context
again
to
help
everybody
understand
exactly
what's
happening
to
individual
salaries.
So
we've
got
a
couple
exhibits
here
that
I
want
to
talk
through
in
a
little
bit
of
detail.
On
the
left
hand
side.
H
H
Two-Thirds
of
the
organization
would
see
increases
that
size
about
half
of
the
organization
would
receive
increases
above
15
percent
more
than
a
third
above
20
percent,
and
then
again
that
top
number
that
22
percent
those
are
the
employees
who
would
be
capped,
some
of
them
getting
slightly
larger
than
25
again,
because
the
cap
applies
and
then
you
are
rounded
up
to
the
next
closest
step.
So
some
people
get
26,
some
people
get
25
and
a
half,
but
those
employees
about
a
fifth
of
the
organization
slightly
less
than
you
know,
quarter
22
and
a
half
percent.
H
They
would
receive
that
25
increase
this
year,
broken
down
a
little
bit
further.
On
the
right
hand,
side
again,
we
show
the
same
numbers,
but
here
instead
of
you
know
showing
an
all-inclusive
you
know
percentage
of
the
organization.
Above
you
can
see.
15
percent
of
employees
receive
between
zero
and
five
percent,
so
some
were
above
their
projection.
They
only
received
about
a
one
percent
increase
from
rounding
up
to
the
next
closest
step.
H
Some
received
three
percent
some
received.
Four
percent
about
18
of
the
organization
receives
between
five
and
ten
percent
of
an
increase
about
17,
receives
again
between
10
and
15,
so
people
receiving
12
13
increases
there
about
13
each
would
receive
between
15
and
20
percent
and
between
20
and
25
percent,
and
then
again.
E
H
Same
percentage
there,
as
as
we
saw
on
the
left
about
22
percent,
would
would
be
capped
at
that
25
percent
increase.
So
again
I
wanted
to
put
specific
numbers
to
this.
I
know
we
had.
The
question
has
had
been
asked
and
I
certainly
wanted
to
give
a
very
clear
picture
here.
The
vast
majority
of
employees
would
receive
a
market
or,
above
you
know,
percentage
increase
because
we
are
seeing
typical
public
sector
increases
this
year
about
five
percent.
H
That's
that's
what
we're
seeing
across
the
country
certainly
higher
in
some
areas
and
some
job
families
lower
in
others,
but
the
average
increase
of
about
five
percent.
You
got
about
85
percent
of
the
organization.
You
know
getting
beyond
that,
so
absent
going
to
a
flat
increase
which
would
not
be
recommended
because
it
would
not
do
anything
to
address
the
compression
we've
identified.
H
I
No,
but
if
it's
okay
with
american
council,
I
would
like
to
go
to
aretha,
hollowell
and
then
to
angelica
and
then
the
questions.
Okay,
that's
okay!.
W
So
I
want
to
share
a
overview
of
what
is
going
to
be
what
is
recommended
in
the
pay
plan
ordinance
and
just
as
an
overview
and
in
addition
to
what
the
mark
holcomb
consultant
has
already
shared.
I
just
wanted
to
point
out
a
couple
things
here,
just
to
refresh
our
memory,
as
it
relates
to
the
classification
and
comp
plan
in
terms
of
what
we're
trying
to
accomplish
the
current
uga
plan
that
we
have
in
place
was
implemented
some
16
years
ago,
individual
positions
have
been
reviewed
and
they've
been
reclassified
over
those
16
years.
W
The
pay
scale
itself
has
been
adjusted
when
the
budget
allowed
for
it
and
when
council
approved
it
other
pay.
Adjustments
for
public
safety
have
included
pay
reform,
recruitment
and
retention
adjustments
and
an
enhanced
sign
on
bonuses,
so
the
classification
and
compensation
plan,
among
many
things,
some
of
the
key
goals
of
this
plan
was
to
address
changes
in
the
city's
operations
over
the
last
16
years.
W
Now
this
slide
here,
I
don't
expect
you
all
to
be
able
to
read
in
detail,
but
I
do
want.
I
put
it
here
because
I
wanted
to
at
least
give
some
indication
of
the
meetings,
the
sessions
that
we've
had
with
council
with
department
heads
with
employees
and
certainly
with
the
chamber
who
you've
already
heard
from
so
I
did
want
to
start
as
it
already
had
been
stated
in
january.
W
Shortly
after
that,
in
february,
the
consultant
met
with
department
heads
as
well
as
employees,
2022
february
of
2022.
E
W
Sure
that
we
kept
counsel
involved
and
abreast
of
what
was
going
on
so
we've
had
numerous
meetings,
small
group
meetings
with
council
and
in
july
we
wrap
things
up
a
little
bit
and
the
consultant
met
with
employees
again
met
with
department.
Heads
again
met
with
council
again
to
provide
high-level
briefings
to
give
you
an
update.
This
is
where
we
are.
This
is
what
we're
looking
at.
This
is
what
we're
thinking.
W
So
we
have
those
meetings
in
july
and
in
in
july,
and
so
for
those
employees
that
were
not
able
to
attend
some
of
the
orientation
sessions.
We
recorded
the
sessions
and
they
were
emailed
out
to
our
employees
and
pasted
posted
on
our
website
and
then
on
july
26.
The
consultant
was
here
just
like
he's
here
today.
He
was
here
on
july
26
and
provided
a
presentation
very
much
similar
to
the
presentation
that
you've
just
heard.
The
presentation
he's
provided
provided
today
adds
a
little
bit
more
meat
to
the
bone.
W
If
you
will
and
he's
added
more
details,
but
essentially
the
presentation
that
you've
just
heard
today
was
given
on
july
26
and
then
after
that
meeting
on
july
26,
we
again
met
with
every
department
head
that
wanted
to
meet
with
the
consultant
and
wanted
to
meet
with
hr.
We
met
with
every
one
of
them
and
provided
with
them
a
spreadsheet
that
showed
all
of
their
employees
and
what
the
recommended
salary
was
going
to
be
for
every
employee
in
every
department.
W
So
we
did
that
in
july
we
responded
to
questions
that
they
had
came
back
again
on
july
3rd
and
4th
for
every
department
that
wanted
to
meet
with
a
consultant.
Have
questions
have
comments?
Ask
about
ask
for
clarification.
We
did
that
on
august
3
and
4
and
had
a
number
of
meetings
with
department
heads.
W
And
then,
on
august,
the
2nd
we
again
met
with
the
chamber
team,
the
private
sector
community,
to
keep
them
in
the
loop
and
abreast
of
what
we
were
doing
had
a
did
not
take
any
formal
action,
but
just
noted
a
council
meeting
on
august,
the
9th
and
today
well
august
22nd.
I
want
to
say
that
we
sent
the
final
spreadsheets
to
departments
again
after
having
those
numerous
meetings.
W
It
is
not
a.
It
is
not
the
end
of
the
process.
There
are
avenues,
there
are
avenues,
and
I've
talked
to
department
heads
about
this
in
terms
of
if
they
still
have
questions
and
concerns
about
their
employees.
There's
a
process
for
corrections
and
I've
shared
that
with
departments,
so
that
opportunity
is
certainly
still
there
in
place
for
any
department
that
has
questions
about
the
information.
That's
been
shared
with
them
and,
of
course,
that
brings
us
to
today.
W
First
reading,
in
terms
of
the
pay
plan,
ordinance
that's
on
the
city
attorney's
agenda,
and
I
want
to
share
a
little
bit
about
that.
But,
lastly,
in
terms
of
the
timeline,
once
council
approves
this
ordinance,
as
we
expect
will
happen,
then
this
this
will
be
handed
to
human
resources
to
finance
into
I.t.
To
get
this
information,
this
new
pay
system
into
our
hrm
payroll
system
in
a
timely
manner,
so
that
employees
can
begin
to
receive
this
in
their
first
paycheck.
Now
it's
hard
to
say
exactly
when
that's
going
to
happen,
you
know.
W
W
That
is
december
or
january.
Okay,
yes,
absolutely
so
I
wanted
to
share
then
these
a
summary
of
what
is
before
you
today.
That's
in
the
ordinance-
and
this
is
a
at
a
high
level,
but
it
is
going
to
speak
to
all
of
the
high
points
that
are
in
this
ordinance
that
I
think
you
would
be
interested
in.
W
So
the
first
point
there
is
the
adoption
of
a
new
classification
and
compensation
plan,
which
is
what
has
been
presented
here
by
our
consultant
and
is
a
as
an
attachment,
a
I
believe,
on
to
the
ordinance
that
you
all
have
received,
and
then
this
ordinance
will
also
amend
ordinance
number
22-107,
the
operating
budget
for
fiscal
year
2023
in
this
ordinance.
W
It's
also
included
for
all
full-time
classified
ccg
employees
that
they
will
receive
an
annual
increase
of
at
least
one
step
in
grade,
as
approved
by
council
during
the
budget
review
process,
beginning
in
fy,
24
or
beginning
in
july.
1
2023,
also
included
in
this
ordinance,
is
a
sign-on
bonus
for
five
thousand
dollars
for
public
safety
departments
that
spread
over
a
two-year
period.
It
replaces
the
current
two
thousand
two
thousand
dollar
sign-on
bonus.
W
It
includes
police
share,
fire
ems
and
muskogee
county
prison
included
in
this
ordinance
is
a
repeal
of
a
six
thousand
dollar
retention
bonus
for
public
safety.
The
idea
of
this
retention
bonus
when
it
started
when
council
adopted
and
approved
it
in
january
of
this
year,
council
stated
that
when
the
pay
plan,
the
new
pay
plan
is
implemented.
W
The
six
thousand
dollar
retention
bonus
will
sunset.
So
once
the
plan
is
implemented,
then
the
six
thousand
dollar
which
is
given
over
fifteen
hundred
dollars
every
quarter
to
public
safety
employees,
it
was
sunset
and
then
included
in
this
ordinance,
is
a
repeal
of
pay
reform
for
all
public
safety
departments
and
that's
been
described
how
it
will
work
going
forward
by
our
consultant
public
safety.
W
Sworn
personnel
will
receive
a
one-step
increase
on
their
milestone
anniversary,
those
milestone,
anniversaries
being
3
5
7,
10,
15,
20,
25
and
30
years
of
service
they're,
currently
receiving
that
now
in
a
different
format.
But
in
this
new
pay
plan
they
will
receive
a
one-step
increase
on
those
milestone.
Anniversaries
now
extended
in
these
milestone
years,
is
and
we've
added
year
35,
because
what
we've
learned
statistically,
is
a
large
percentage
of
public
safety
personnel
do
not
necessarily
retire
after
30
years
of
service.
They
will
continue
in
service
so
extended.
W
We
extended
the
milestone
years
by
one
five-year
increment
to
35
years.
The
promotion
process
for
public
safety
and
general
government
employees
is
very
much
similar
to
the
current
promotion
process,
but
we
included
it
here
because
we
needed
to
make
changes
into
in
terms
of
how
it
would
work.
Given
the
new
pay
plan
that
we
have
in
place
and
then
the
demotion
process
is
added
in
this
ordinance,
which
is
just
codified.
W
We
already
have
a
demotions
process
in
place,
but
it
was
not
in
the
previous
ordinance,
so
it's
placed
in
this
ordinance
career
ladders
will
continue
to
be
in
place
just
as
they
are
in
the
current
pay
plan.
So
in
the
new
pay
plan,
those
same
career
or
career
ladders
that
are
in
place
will
continue
to
be
in
place
and,
lastly,
in
terms
of
what's
in,
this
ordinance
has
to
do
with
education
incentives
for
the
current
public
safety
employees.
W
For
those
public
safety
employees
that
are
receiving
an
education
incentive,
they
will
continue
to
receive
the
same
education
incentive
that
they
have.
However,
in
this
new
ordinance
education
incentives
for
a
new
higher
public
safety
employee
in
the
new
plan
they
will
receive
and
fifty
dollars
for
an
associate's
degree
and
they'll
receive
twenty
five
hundred
dollars.
W
For
a
bachelor's
degree,
there
will
be
no
education
incentive
for
a
master's
degree
now
to
what's
not
included
in
this
ordinance-
and
I
mentioned
these
things,
because
these
were
some
of
the
things
that
council
had
asked
us
to
look
at
as
we
went
about
the
study
and
analysis
for
this
new
pay
plan.
So
the
things
that
are
not
included
in
this
ordinance
is
differential,
pay
and
specialty.
Pay.
We've
discussed
that
with
some
of
the
departments
who
are
interested
in
differential
pay
and
specialty
pay
and
based
upon
our
assessment.
W
We
believe
that
those
two
issues
can
best
be
addressed
during
the
budget
review
process
and
the
departments
that
I've
spoken
to
have
agreed
to
do
just
that
who
are
who
continue
to
be
interested
in
providing
some
differential
pay
for
their
employees,
and
this
specifically
speaks
to
using
the
police
department
as
an
example,
especially
pay
for
somebody,
the
bomb
squad
or
someone
that
does
specialty
type
work
on
an
infrequent
basis.
The
other
thing
that's
not
included
in
this
ordinance
is
an
old
law
supplement
to
bring
sheriff
employees
paid
to
match
police
department,
pay.
W
This
is
an
ordinance
on
implementation
of
cost
adjustment,
and
the
consultant
consultant
has
already
gone
over
this,
so
I
won't
belabor
that
a
point
is
really
just
speaks
to
the
25
cap
for
individual
increases
being
implemented
in
order
to
ensure
financial
stability
for
the
pay
plan,
that's
being
proposed.
I
I
X
So
as
the
city
manager
mentioned
and
as
you
all
know,
a
10
million
dollars
was
set
aside
for
implementation
of
the
new
pay
plan,
and
you
know
the
cost
to
help
address
our
paid
compression
issues
and
to
pay
for,
above
and
beyond
the
market
rate
for
the
cdl
drivers
as
well
as
public
safety
is
just
over
13
million
dollars.
So
what
we've
had
to
do?
X
You
know
it's
come
up
with
some
creative
approaches
to
sustain
these
pay
adjustments
long
term,
but
before
I
get
into
that,
I
really
just
wanted
to
show
what
the
plan
and
implementation
costs
are
for
the
market
plan
with
no
above
and
beyond.
I
think
this
is
a
slide
that
was
shown
by
the
consultant.
X
I
believe
this
is
a
slide
that
was
shown
by
the
consultant
for
both
general
government
and
public
safety
employees.
The
combined
total
here
is
7.8
million
dollars
and
again
we
set
aside
10
million
dollars
for
implementation
of
the
new
pay
plan,
so
with
no
above
and
beyond,
you
know.
Obviously,
we
can
fund
the
market
plan
with
no.
I
No
issues
so
so
I
just
want
to
repeat
that,
so
in
the
rfp
we
commissioned
evergreen
solutions
to
do
a
market
study,
internal
external
market
analysis.
I
I
X
And
so
again
you
know
we
have
to
implement
creative
approaches
to
be
able
to
fund
and
sustain
the
above
and
beyond,
and
so
for
the
general
fund
when
we're
talking
about
implementing
and
sustaining
above
and
beyond.
What
that
means
for
the
general
fund
is
the
use
of
annual
salary
savings
of
about
50
public
safety
positions
in
various
departments.
X
One
example
of
that
being
our
sales
tax
revenue
from
a
budgeting
standpoint,
we
use
a
three-year
blended
average
when
we
are
looking
at
revenues
to
facilitate
our
revenue
projections
for
the
upcoming
fiscal
year
and
in
terms
of
sales
taxes.
For
us
that
has
shown
to
be
about
a
three
about
a
seven
and
a
half
percent
increase
in
revenue,
so
that
amounts
to
about
three
million
dollars.
X
That
is
the
recommendation
for
those
tax
supported
funds,
as
opposed
to
increasing
the
tax
village.
So
more
specifically
in
the
paving
fund
again
there's
20
million
dollars
included
in
the
splost
over
the
next
10
years.
I
So,
just
just
to
be
clear
so
with
stormwater
and
with
paving
we're
not
talking
about
a
millage
increase,
because
you've
got
to
increase
your
revenue
or
reduce
your
expenses.
So
we
don't
want
to
deal
with
a
millage
increase.
I
N
Thank
you
in
the
ordinance
it
says
we
must
raise,
raise
pay
by
one
percent
each
year.
So
what
is
that
tying
our
hands
so
that?
What
about
in
years?
Where
we're
in
fiscal
distress
I
mean,
is
that
tying
our
hands
to
where
we
have
to
raise
it?
One
percent,
even
during
those
years.
I
N
W
Of
them
that's
correct
for
all
employees,
general
government
and
public
safety
that
is
what's
recommended,
a
the
minimum
of
a
one-step
increase
for
all
employees,
full-time
and
part-time.
That
is
recommended,
but
keep
in
mind,
council
approves
the
budget.
You
have
to
approve
it
each
year.
N
I
Well,
let
me
say
this
and
madam
assistant
city
attorney,
if,
in
the
ordinance,
the
verbiage.
I
B
N
In
I
think,
was
rether's
presentation.
She
had
a
slide
that
also
said
at
the
bottom.
It
said
add
and
then
it
said
the
supplement
for
the
sheriff
to
match
cpd.
I
E
W
I
I
And
I
shared
that
with
the
sheriff.
In
fact,
I
had
a
conversation
with
him
this
morning
and
and
I've
shared
it
with
council
woodson
as
well.
I
I
N
X
Okay,
yes,
sir,
so
for
the
integrated
waste
fund
that
you
see
here,
a
minimum
1.50
monthly
increase
in
the
garbage
fee.
Beginning
july,
1st,
2023
or
fy24
keep
in
mind
this.
He
increase
only
covers
pay
adjustments
related
to
the
implementation
of
the
pay
study.
X
X
You
know
due
to
driver
shortages.
As
you
all
know,
we
have
solicited
the
services
of
a
private
contractor
amways
for
our
yard
waste
collections
and
the
amount
that
we
paid
to
amways
today,
and
this
is
as
of
the
check
the
last
payment
that
we
made
to
them,
which
was
friday,
it's
a
little
more
than
3.6
million
dollars
that
we've
paid
to
amways
for
their
services,
which
began
june
21st
of
2021..
X
So
you
know
as
part
of
the
budget
for
fy23
a
new
contract
or
a
amended
contract
with
amways
was
put
in
place
effective,
the
first
of
august
for
them
to
collect
the
yard
waste
on
all
of
our
routes.
The
initial
services
that
they've
provided
to
us
prior
to
august
1st
was
only
for
most
of
the
routes.
X
Now
they
are
responsible
for
all
the
routes
as
of
august
1st,
and
that
amount
per
month
per
route
is
a
little
more
than
31
000
for
an
annual
total
of
about
5.2
million,
and
that
is
included
in
the
fy23
budget.
Utilizing
integrated
waste
fund
reserves
because
that
contract
was
not
effective
july
1,
but
august
1
august
1st
they're,
due
based
on
that
contract.
X
You
know
the
cost
of
fuel
has
impacted,
you
know
every
industry,
and
so
that
is
something
that
is
still
being
negotiated
with
am
waste
at
this
time
is
the
fuel
surcharges,
and
so
that
we
can
hopefully
cap
those
expenses
that
are,
in
addition
to
the
base,
amount
that
they're
charging
us
per
month
per
rep.
I
We
would
not
have
this
contract
the
3.6,
the
four
point
that
we're
going
to
5.2
and
we
haven't
negotiated
fewer
surcharges,
and
I
can
imagine
it's
going
to
continue
to
grow
as
long
as
we
are
short
in
cdl
drivers
and
so
the
as
we
extend
the
period
of
time
that
we
cannot
recruit
and
retain
cdl
drivers.
I
X
I
Finance
director,
we
want
to
go
back
for
a
second
and
make
clear
that
to
pay
for
and
sustain
above
and
beyond,
for
cdl
drivers
and
that's
going
to
21
an
hour.
But
there's
a
25
cap.
I
To
pay
for
and
sustain
into
the
future
july
1st
of
2023
next
year
july,
1st
of
2023
next
year,
which
is
our
fiscal
year
24,
we
would
propose
a
rate
increase
of
a
dollar
fifty
per
month
in
order
to
pay
cdl
drivers
21
an
hour
to
recruit
and
retain
next
year
july.
1
20
23,
not
now
but
next
year,
and
so
1.50
a
month
would
be
18
per
year.
I
O
I
We
just
want
to
hire
the
for
the
positions
we
have
which,
if
we've
got
she'll,
have
to
answer
how
many
vacancies,
I
think
we've
got
about
50,
plus
vacancies.
O
O
O
I
End
the
first
year,
if
the
fact
they
answered
the
question
and
and
finance
director
you
you
may
be
able
to
chime
in,
but
obviously
at
1.50
a
month,
we
need
about
a
million
dollars.
A
finance
director.
X
O
K
E
O
I
Finance
director
you've
indicated
that
a
dollar
fifty
will
pay
for
and
sustain
the
the
pay
for
the
cdl
drivers.
The
pay
only
we're
not
talking
about
any
additional
cost
of
as
inflation
sets
in
of
providing
service
is
that
correct.
O
O
That's
what
I'm
I'm
looking
to,
but
I
I
just
want
to
make
what
what
I
hear
you
saying
is
that
in
order
to
put
this
plan
together
that
the
option
that's
on
the
table,
right
now
is
to
increase
the
integrated
waste
fund
and
we
would
be
approving
an
integrated
waste
fund
increase
of
1.50
to
pay
drivers
to
cover
that
amount
and
then,
in
the
future,
you're
going
to
raise
it
again
to
cover
the
services
that
need
to
be
provided.
I
We've
done
a
a
rate
study
and
I'm
happy
to
bring
it
forward.
I
don't
know
the
exact
numbers,
but
we've
hired
an
outside
consultant
and
they've
done.
A
rate
study
no.
I
Is
is
short
here
she
can
probably
remember
better
than
I
can
the
numbers,
but
it's
over
a
number
of
years,
and
it
tells
you
where
we
need
to.
Y
I
Y
O
B
B
O
Right
with
all
due
respect,
that's
mayor
pro
tem.
If
you
read
that
right
there,
what
it's
telling
you
is
that
you're
gonna
raise
a
dollar
fifty
to
cover
the
cost
next
year.
That's
what
we're
agreeing
on,
but
they're,
also
gonna
raise
the
services
included
even
more.
No,
that's
not
what
that
says.
Well
it.
I
I
said
to
you
is
1.50
is
what
we're
saying
to
you
july
1
of
2023,
to
sustain
to
to
pay
for
and
sustain
in
the
coming
years
we
have
not
talked
about
any
garbage
rate
increase
outside
of
paying
for
okay,
going
to
21.
O
Now
and
let
me
be
clear
to
the
public
and
to
the
employees
that
are
watching,
we've
been
working
through
this
as
they
stated
and
given
feedback,
but
the
last
meeting
that
we
had
the
proposals
for
funding
came
out,
in
other
words,
trying
to
find
the
revenue
to
generate
revenue
to
cover
the
study
we
had
never
talked
about
that
before.
O
So
I
think
the
concern
of
council
members
is
that
we
look
at
this
closely
to
find
out
what
kind
of
taxation
burden
we're
going
to
be
pushing
over
ultimately
to
the
citizenry
and
that's
what
we're
trying
to
understand
now:
we've
we
don't
have
the
answer
to
that,
so
we're
kind
of
working
it
out
right
here
and
it's
just
convenient
because
that's
the
recommendation.
My
my
next
question
was
mr
city
manager.
This
is
just
this.
Is
the
executive
management's
recommendation
right
for
the
funding
plan.
O
I'm
working
on
that
the
second.
My
second
question
is
to
sustain
and
maintain
the
plan
which
that's
what
we're
trying
to
accomplish.
That's
what
the
council
wants
to
do
that.
If
we
implement
a
pay
plan,
we
want
to
make
sure
that
we
can
sustain
it
and
maintain
it
absolutely
those
pay
grades.
Absolutely
we
want
to
know
that
yeah.
I
O
O
I
O
What
I
see
here
is
what
you've
said
is
you
can
sustain
and
maintain
this
plan
without
increasing
the
millage
for
the
next
10
years?
That's
what
I
that's!
What
I'm
hearing
on
the
plan,
the
dollar
fifty
well,
that's
included
in
your
recommendation
that
whole
your
recommendation
to
finance
to
sustain
and
maintain
the
pay
plan,
meaning
that
employees
would
be
assured
that
they're
going
to
get
a
step
grade
every
year
for
the
next
10
years
is
what
you're
recommending.
O
O
O
I
I
O
I
I
Manager,
if
there
are
no
other
questions
being
approaching,
we'll
allow
the
finance
director
to
continue.
B
I
X
Yes,
sir,
I
believe
we
were
only
9-1-1.
I
think
we
discussed
e-9-1-1.
That's
just
you
know
that
may
require
a
small
subsidy,
we'll
just
have
to
see
in
terms
of
the
metric
transportation
fund,
again
leveraging
those
transportation
dollars
that
have
been
invested
in
our
community.
X
Transferring
you
know
some
bus
operator
positions
from
metra's
general
operating
budget,
which
is
covered,
which
is
made
up
of
passenger
revenues
and
property,
small
property
tax
allocation
to
t
splash
to
really
maximize
our
utilization
of
the
t,
splost
funds,
and
that
in
all
likelihood,
would
be
a
recommendation
that
I
would
have
regardless
of
the
above
and
beyond,
and
I
believe,
mr
manager.
That
concludes
my
presentation.
I
Well,
thank
you
and
then
let
me
just
make
one
point
and
of
course
we're
going
to
continue
to
pay
amways
as
long
as
we
need
to,
because
we've
got
to
get
it
off
the
curb
and,
and
so
just
want
to
make
that
clear,
and
so
with
that
mayor
pro
tim,
we're
ready
for
questions.
B
W
H
H
T
H
You
know
in
the
job
market
that
you're
in
beyond
that
beyond
the
competitors
for
talent,
we
also
looked
at
comparator
organizations,
so
the
comparators
would
be
the
organizations
that
provide
similar
services
at
a
similar
scope
or
scale
that
have
to
deal
with
similar
challenges
that
would
have
included
some
of
the
other
cities
across
the
state
that
have
similar
population
sizes,
some
of
the
counties
and
consolidated
governments
that
also
again
provide
similar
services,
as
well
as
the
cities
in
the
southeast.
H
H
W
I'm
not
sure,
but
let's
go
with
what
regions
in
the
country.
H
H
I
believe
we
had
one
pier
from
florida,
one
or
maybe
two
from
north
carolina
and
then
one
from
tennessee
as
well.
I
believe
so
again,
all
from
this
local
southeast
area
and
and
we
did
adjust
for
cost
of
living
as
appropriate.
Okay.
W
Thank
you,
one
more.
What
factors
were
used
in
determining
the
minimum,
the
mid-range
or
maximum
salary.
H
We
think
the
minimum
needs
to
be
close
to
forty
thousand
dollars
a
year
where
the
internal
analysis
comes
into
play
is.
If
we
look
at
this
position
as
compared
to
other
similar
positions
within
the
city.
Maybe
all
of
those
positions
are
starting
at
42
000,
and
so
we
might
decide
hey.
I
think,
starting
this
position
at
40
000
would
actually
be
detrimental
to
the
position
from
an
internal
equity
standpoint.
We
may
recommend
it
start
slightly
higher
than
the
market
says
that
wouldn't
be
considered
above
and
beyond.
H
H
If
you
have
a
particular
position,
that's
maybe
utilized
a
little
bit
differently
here
in
the
city
if
the
duties
and
responsibilities
do
not
quite
rise
to
the
level
that
that's
you
know
asked
of
the
market
peers,
we
may
say
hey
based
on
the
analysis
we
did.
The
market
starts
at
40,
but
we
think
this
position
is
just
slightly
less
complex
or
you
know,
whatever
other
factor
and
may
be
recommended
slightly
below,
but
the
main
drivers
of
placement
for
all
positional
ranges
were
the
internal
and
external
comparisons.
T
T
One
of
the
things
that
I
do
want
to
say,
though,
as
I
begin
is
that
we
have
been
told
numerous
times
that
this
process
began
in
january,
and
I
want
to
be
sure
that
the
employees
and
the
public
know
that,
even
though
this
process
began
in
january,
it
was
not
until
july
that
the
council
heard
the
first
report
and
it
was
not
until
august
until
our
employees
heard
the
first
report.
So
this
is
not
something
that's
been
going
on
for
eight
months
with
information
out
to
the
public.
I
understand
why
you
didn't
do
that.
T
T
It
says
that
the
pay
plan,
the
the
classification
and
compensation
play
plan
report,
is
hereby
adopted.
That's
the
wording
of
the
ordinance.
Does
that
mean
that
everything
in
this
104
page
classification
and
compensation,
study
and
analysis
is
is
adopted
and
that
we're
going
to
have
to
do
that.
W
The
full
report
is
an
analysis
of
what
the
consultant
has
done
the
study
and
then
the
recommendations.
That's
what's
in
the
report
from
the
consultant.
It
is
recommendations
which
is
what
I
would
you
would
expect
that
would
come
forward,
so
you
would
know,
what's
being
recommended
as
a
result
of
having
done
this
stuff.
Well,.
T
Miss
hollywood.
Let
me
let
me
just
read
you
this
and
you
tell
me
it
says
the
classification
and
compensation
plan
report
designated
as
exhibit
a
submitted
by
evergreen
solutions
and
dated
august,
the
23rd
2022.
T
T
It
says
the
the
this
and
I
know
that
in
this
document
there
are
recommendations
from
evergreen
that
we
are
not
considering
as
part
of
our
ordinance
as
part
of
our
concern
about
what's
going
on.
It
says
it
will
be
adopted,
and
so
I
have
that
question
so
we'll
need
to
get
that
cleared
up.
I
do
also
want
to
say
I
want
to
stop
right
here
and
say
to
you
employees
who
have
come
out
here
tonight.
We
appreciate
you
being
here.
T
We
appreciate
you
coming
to
listen
to
what
has
to
be
has
been
presented
and
the
questions
that
have
been
asked.
I
know
that
most
of
you
have
already
worked
all
day
long
today
and
you're
tired
and
worn
out
and
ready
to
go
home,
but
I
appreciate
it,
and
I
know
that
my
fellow
counselors
appreciate
your
coming
out
to
take
part
in
this,
and
particularly
because
for
many
of
you
this
is
the
first
time
you
have
heard
this
plan.
T
I
have
been
told
that,
on
more
than
one
occasion,
both
department,
heads
and
employees
have
been
told.
I
can't
answer
that
question
for
you
right
now
come
to
the
council
meeting
on
tuesday.
Well
that
doesn't
give
you
any
information
about
what
you
need
to
know
about.
What's
going
on.
I
also
would
like
to
know
it
says
in
this
104
page
report
that
the
department
heads
talk
to
all
the
employees.
I
T
I
want
to
ask
about
section
six
that
talks
about
the
public
safety
officers,
the
five
thousand
dollars
that
that
the
police
department
get.
I
know
that
the
three
thousand
dollar
olaf
supplement
that
our
public
safety
people
get
is
subject
to
retirement.
T
T
It
says
that
each
public
safety
department
shall
develop
written
criteria
for
receipt
of
the
bonus,
and
such
written
criteria
shall
be
approved
in
advance
by
the
city
manager.
T
I
have
a
problem
with
that:
the
city
these
people
do
not
report
to
the
city
manager
they
report
to
the
director
of
public
safety.
So
I
don't
know,
mr
mr
mayor
pro
tem.
If
you
want
to
go
through
each
one
of
these
and
take
a
motion
by,
but
that's
one
of
the
required
one
of
the
changes
that
I
would
propose,
it's
not
the
city
manager
that
does
this.
It's
the
department,
it's
the
director
of
public
safety,
these.
I
L
They
must
certainly
make
a
motion
to
change
that
word
in
the
ordinance
if
they're
so
choosing,
we
can
make
an
amendment
appropriately.
I
would
think
maybe
we
want
to
get
through
the
initial
discussions
and
talk
about
it.
You
know
more
efficient
way
of
sort
of
collecting
amendments,
possibly
into
one
motion
and
taking
care
of
them.
That
way,
but
you
know
I
certainly
can
make
note
of
individual
note
motions
that
are.
B
Well,
we
have
a
motion
in
a
second,
so
let's
let's
go
ahead
and
take
care
of
this
one
and,
as
I
understand
the
motion
you
want
to
take
out
the
word
city
manager,
input,
public
safety.
B
B
It's
in
section
six
line
line
four.
T
T
Now,
let's
move
to
section
11
demotion:
this
says
that
the
current
demotion
policy
is
to
be
repealed
and
this
new
one
goes
in.
T
T
This
says
the
the
employee's
pay
will
be
decreased
by
the
six
or
six
steps.
So
if
it's
for
cause,
it's
decreased
by
six
percent.
T
The
next
paragraph
I
mean
the
next
sentence
says
if
the
if
it's
a
voluntary
demotion,
another
set
of
criteria
apply,
but
if
it's
for
cause,
I
want
to
be
clear
that
we're
be
sure
that
we're
clear
on
that
so
make
that
motion
to
insert
for
cause.
B
Okay!
Well,
next,
stone
is.
Is
it
to
the
motion
yeah?
It's
an
emotion,
I'm
not
I'm
talking
to
counselor
walker.
B
Z
Yeah-
and
I
was
going
to
say,
I
see-
judge
the
antonio
over
there-
that's
been
waiting
to
speak,
so
that
would
be
good
if
we
can
allow
him
to
speak.
But
when
you
say
it
for
calls,
are
we
going
to
kind
of
go
in
detail
in
reference
to
what
four
calls
mean.
T
This
particular
portion
of
the
ordinance
is
speaking
to
how
do
you
treat
an
employee
who
is
devoted
for
cause?
I
mean.
Z
T
E
W
And
that's
captured
in
our
in
the
layout
guidelines
of
the
other
separate
ordinance.
Okay,.
X
Z
B
T
On
section
12,
the
final
sentence
of
that
says
the
human
resources
director
shall
determine
whether
the
employee
is
qualified
to
perform
the
duties
and
responsibilities
of
the
lower
class
position.
This
is
the
voluntary
demotion.
I
would
like
to
insert
that
the
the
human
resources
director
shall
determine
whether
the
employee
is
qualified.
T
The
human
resources
director,
in
conjunction
with
the
department
head,
I
would
like
for
the
department
head
to
have
some
say
so
in
whether
or
not
that
employee
is
qualified
to
perform
those
duties.
B
B
T
I
T
Well
this
this
particular
act.
Article
refers
to
if
the.
If
there's
a
voluntary
demotion
and
the
employee
says,
I
want
to
go
to
another
department
and
do
such
and
such
then
the
human
resources
director
and
that
department
head
decide
whether
or
not
that
employee
can
fulfill
those
duties.
That's
that's
what
I'm
after.
B
B
I
Just
go
ahead,
just
just
foresee,
I'm
just
telling
you
that's
not
how
it's
done.
Okay,
I
understand.
B
That's
I
agree
for
a
second
time.
That's
what
I'm,
where
I
mean
all
in
favor,
say
aye
all
opposed
and.
T
It
passes,
then,
paragraph
e
in
that
same
section,
talks
about
the
educational
equivalent
of
an
associate's
degree
and
a
master's
degree
has
to
be
from
a
college
or
university
accredited
by
the
southern
association
of
colleges
and
schools,
national
student
clearing
house
or
its
equivalent.
I'm
not
sure
why
we
are
limiting
this
to
the
south
southeast
conference.
I
think
if
we
change
that
to
say
that.
T
The
council
for
higher
education
accreditation
is
the
council
that
deals
with
this
nationwide
under
this
language.
If
you
had
somebody
apply
for
a
job
who
has
a
degree
from
ucla.
T
And
international,
I
I
understand
that,
but
it's
also
a
60-day
process
and
it
costs
money,
and
so
I
I
would
just
like
to
change
from
the
southern
association
of
colleges
and
schools
to
the
council
for
higher
education
accreditation.
That's
the
national
body
that
that
a
credit
is
handles.
The
accreditation
of
all
schools.
T
E
T
I
And
amir
will,
whatever
questions
from
the
audience
we'll
we'll
take
those,
but
I
saw
the
response
from
fire
ems.
I
don't
know
why
or
you
know
there
are
a
lot
of
public
works
people
here.
Were
you
told
what
you
might
earn
under
the
new
plan
in
public
works?
I
L
And
I
think
it's
a
point
of
privilege.
Council
tucker
had
asked
for
judge
d'antonio
to
be
able
to
make
his
comments.
Okay,.
B
While
he's
coming
up
counselor
bruce
rousseff.
G
Yeah,
if
there's
anyone
in
the
audience
tonight
that
fell
into
the
situation
of
being
an
employee
for
20
25
30
years,
and
you
got
a
promotion
a
couple
of
years
ago
and
this
is
affected.
I
just
want
to
hear
from
you
if
you're
here,
because
the
the
question
put
before
me
was
I've
served
25
years
and
if
I
had
not
been
promoted,
I
would
have
made
more
money,
I'm
still
trying
to
understand,
but
they
were
telling
me
this
was
done
in
such
a
way
that
it
puts
you
into
a
category.
G
H
In
response
to
the
comment
that
was
just
made,
that
that
is
correct,
there
is
the
possibility-
and
we
do
know-
of
a
few
individual
cases
where
that
did
happen
with
employees.
Here
it
is
a
result
of
the
class
parity
option
that
was
selected
and
one
of
the
reasons
I
wanted
to
show
what
happens
to
all
2200
employees
to
sort
of
show
the
different
tiers
of
movement.
Is
we
understand
when
selecting
one
methodology
for
2200
plus
employees?
H
There
absolutely
will
be
some
methodologies
that
would
benefit
this
group
of
employees
and
some
would
benefit
that
group
of
employees
and
to
your
point
again,
if
the
city
wishes
to
undertake,
you
know
some
sort
of
a
additional
change
after
the
implementation
of
the
study
for
those
employees,
we
are
still
on.
You
know,
retainer,
for
a
year
to
assist
with
with
issues
and
questions
and
situations
just
like
that.
I
would
just
certainly
want
to
get
away
in
from
the
finance
director
as
well,
because
we
know
there
is
a
budget
consideration.
H
We
looked
at
a
number
of
different
options,
some
of
it,
which
would
have
had
different
implementation
methodologies
that
would
have
affected
those
employees
differently.
H
I
would
just
add
again
there:
there
is
a
cost
associated
with
that,
but
we're
very,
very
happy
to
assist
if,
if
we'd
like
to
see
those
situations
looked
at
or
dealt
with,
you
know
after
the
class
parity
goes
into
into
place.
G
I
Again,
as
the
consultant
said,
if,
if
there's
an
order
from
the
the
council
that
you
want
to
deal
with
that,
all
we
gotta
do
is
pay
for
it.
I
You
know,
but
but
there
may
be
a
situation
where
a
person
has
been
in
a
single
job
for
30
years
and
and
so,
and
I
know
that
of
one
that
came
to
my
attention
where
a
person
has
been
in
a
job
for
30
years
and
and
and
if
you
do
what
you're
talking
about
that
person
is
going
to
make
more
than
the
person
over
the
whole
division.
G
To
do
whatever
you
want,
no,
the
situation
was
the
person
was
in
place
for
25
plus
years
and
promoted
in
the
last
couple
of
years.
So
he
is
the
manager
supervisor
director,
whatever
you
want
to
call
whatever
his
title
is,
but
there
there
there
are
people
under
him
that
are
getting
more.
I
guess
a
larger
increase
in
pay,
so
it's
closing
the
gap,
but
he
was
saying
if
he
had
stayed
in
his
previous
job
and
not
taking
the
promotion
yeah,
he
would
have
been
better
off
so.
AA
AA
No,
no.
Thank
you
all
very
much.
This
is
important,
in
fact,
I
I
appreciate
you
council
person
tucker,
but
I
I
don't
mind
going
last.
I
I'm
going
to
be
really
brief.
Mr
mayor
pro
tem
council
members
said
mr
city
manager.
Thank
you
for
this
opportunity
to
speak
in
favor
of
the
proposed
pay
plan
ordinance
before
I
got
started.
I
did
want
to
recognize,
and
I've
now
dismissed
any
students
that
I
dragged
here
to
learn
how
local
laws
are
made.
AA
This
is,
I
think
this
is
actually
an
excellent
learning
experience
for
everyone
sitting
through
this
anyway,
when
I
do
teach
my
business
law
class,
I
I
teach
about.
I
have
a
discussion
about
how
law
is
made
and
we
discuss
the
different
how
different
government
entities
make
laws
through
different
processes.
I
point
out
that
it's
not
just
the
legislature
that
makes
processes.
What
you
all
are
seeing
here
today
is
a
process
in
which
ordinances,
a
type
of
law
are
being
made.
AA
Understanding
due
process
is
an
important
part
of
understanding,
the
making
of
laws
and
policy,
and
it's
a
key
principle
that
I
teach
as
to
why
I'm
here
today
and
to
well
that's
why
I'm
here
today
to
support
this
is
independent
pay
plan,
and
I
do
enthusiastically
support
this.
I
think
it's
about
time
that
a
lot
of
folks
that
have
been
suffering
through
compression
and
other
things
do
get
recognized
for
this.
AA
AA
AA
I
actually
did
have
the
opportunity
to
discuss
with
mr
holcomb
about
the
about
my
concerns
and
understanding
the
rationale
for
their
final
recommendations
yesterday,
and
I'm
satisfied
that
mr
holcomb
did.
We
did
engage,
but
I
am
concerned
for
other
department
heads
that,
for
various
reasons
might
not
be
here
speaking
tonight,
that
some
of
them
do
not
feel
like
they've
been
afforded
that
due
process.
AA
AA
I
didn't
get
everything
I
wanted
from
the
pace
study,
but
because
I
did
have
that
due
process
and
understanding
to
and
an
ability
to,
dialogue
with
hr
and
with
with
mr
holcomb.
Actually
specifically,
I
do
have
an
understanding
of
what
they're
doing
and
I'm
willing
to
accept
where
the
letting
the
chips
fall
where
they
may.
I
do
have
a
quibble
related
to
my
associate
judge,
but
that's
really
a
unique
situation.
AA
So
that's
a
very
unique
situation.
I
think
it
makes
much
more
sense
with
judges
to
tag
them
to
a
percentage
of
the
elected
official
judge's
salary.
I
have
no,
you
all
have
a
lot
to
deal
with
tonight.
I
do
not
want
to
quibble
about
that
particular
issue
here
tonight.
AA
Next
year
I
mean
there
might
be
a
few
other
individuals
that,
for
because
of
the
uniqueness
of
their
position,
the
uniqueness
of
that
situation,
a
pace
study
doesn't
make
sense
for
them.
As
I
said,
I
think
it
makes
sense
if
I
don't
get
a
raise.
My
associate
judge
shouldn't
either,
but
but
that's
but
that's
really
sort
of
a
different
situation
than
here.
I
really
didn't
want
to
just
say
that
I
I
am
concerned
about
the
process.
I
think
that
the
process
has
moved
forward.
AA
So
that
was
really
my
main.
My
main
concern
was
about
giving
everyone
an
opportunity
to
have
that
time
to
digest.
I
have
probably
to
be
honest
with
you,
because
I
made
a
big
fuss
have
had
the
opportunity
to
communicate
with
with
evergreen
and
I'm
satisfied.
As
I
said,
I
don't
have
to
I
don't
no
one's
gonna
like
everything
that
comes
out
of
one
of
these
pay
plans
and
as
long
as
I
think
everyone
understands
the
process
fully.
I
think
that
it's
a
fair,
reasonable
thing.
AA
I
actually
think
that
evergreen
has
done
a
very
good
job.
As
I
said,
I
think,
there's
just
a
little
bit
at
the
at
the
final
end
here
to
give
to
give
all
department,
heads
and
stakeholders
an
opportunity
to
fully
have
an
understanding
of
how
this
is
going
to
work,
and
I
I
don't
know
that
we're
fully
there
tonight
for
every
other
department,
I'm
fully
there,
because,
as
I
said,
I
I
took
this
very
seriously.
AA
I
You
and
may
approach
him
in
sunday,
director
holloway.
Would
you
now,
according
to
your
timeline,
and
I
kept
calling
you
a
couple
of
weeks
ago
after
we
came
to
council
after
we
talked
to
council
and
I
called
you
and
you
had
department
head
meetings
set
up
just
throughout
the
day
all
day.
This
has
been
about
two
weeks
ago
and
you
gave
them
the
initial
report.
I
I
Department
heads
yes
briefing,
department
heads,
you
gave
them
a
printout
correct
that
they
could
share
with
their
employees
right
and
that's
how
firefighters
and
police
officers
and
public
works
folk.
I
see
some
heads
back
there
bobbing.
Yes,
that's
how
they
got
it
not
yesterday,
right
but
several
weeks
ago,
and
yesterday
you
emailed
me
a
document
for
my
office,
but
that
wasn't
the
first
one
next
time.
Okay,
I
just
want
to
be
clear.
AA
And
actually
well
to
that
point,
then,
if
I
had
released
the
information
from
the
initial
recommendations
and
they
did
consider
my
recommendations,
mr
holcomb
did
take
it
seriously
and
did
change
those
recommendations.
I
would
have
lost
all
my
employees
that
day
so
really
what
I'm
talking
about
is
for
those
that
did
ask
for
reconsiderations.
AA
At
the
time
I
met
with
miss
hallwell
and
mr
and
mr
holcomb
initially
I
threw
a
lot
more
information
at
them
and
I
completely
understood
that
they
did
not
have
an
opportunity
to
read
my
2400
words
within
from
the
day.
I
gave
it
to
him
it's
that
last
little
bit
of
feedback
related
to
the
final
recommendations
is
where
I
think
the
due
process
has
fallen
down.
AA
I
AA
U
L
Thank
you
at
this
point.
Why
don't
we
have
everyone,
the
employees
who
would
like
to
speak
to
formal
line,
come
forward
and
give
your
name
and
address
state?
Okay,
your.
Z
However,
I
think
about
I'm
not
gonna,
say
every
counselor,
but
most
of
us
have
received
phone
calls
from
directors
and
other
individuals
who
have
not
been
told
how
much
they
are
getting,
and
and
not
only
that
you
have
directors-
and
I
just
thank
judge
d'antonio
for
the
work
that
he
did
in
actually
coming
to
speak
out.
But
you
have
directors
right
now
that
are
not
in
this
building,
because
they
are
afraid
to
step
up
to
that
mic.
Z
You
have
directors
that
are
not
not
in
this
building
because
they
are
afraid
to
step
up
to
that
might
and
we
should
not
be
in
the
environment
and
I
and
in
my
case
being
military,
I
feel
like
that's
a
hostile
working
environment
if
you're
not
comfortable
to
come
up
to
the
might
and
and
advocate
for
your
citizens,
your
your
employees
and
then
you
send
us
information
and
say:
please
don't
expose
expose
me,
don't
tell
them,
because
I
don't
want
to
be
retaliated
on.
We
should
not.
Z
We
should
not,
as
counselors
get
those
type
of
messages.
I
shouldn't
be
going
to
my
door
to
school,
to
drop
her
off
and
somebody's
saying
toya.
Can
you
help?
Can
you
help?
I
can't
I
feel,
like
my
hands
are
tired
because
they
truly
are
saying
that
they
can't
come
here
because
they
feel
like
it's
going
to
be
some
type
of
retaliation.
Z
So,
of
course,
public
safety.
We
notice
you're
going
to
get
a
raise
because
that's
what
we
were
advocating
for
in
above
and
beyond
cdl
workers.
We
know
that
you're
gonna
get
a
raise
because
that's
what
we
advocated
for
in
this
pay
plan,
people
that
made
under
fifteen
dollars
an
hour.
I
know
you're
gonna
get
it
because
I
asked
for
it
when
I
first
got
elected.
Z
We
know
what
we
know,
but
we
don't
know
what
we
don't
know
and
that's
the
problem,
and
it's
too
many
people,
even
in
this
audience
right
now
that
don't
know
exactly
what
they're
gonna
get
paid,
even
though
they
saying
they
do
they.
Don't
they
don't
so
that
the
court?
The
comment
is
we
want
to
ensure
that
we
do
this
right.
We
do
have
some
people
that
did
that
that
are
getting
some
amazing
pay
raises
in
this
place
in
this
case
study.
Z
But
then
we
have
people-
that's
been
here
since
91
is
getting
130
dollars
added
to
their
salary.
Now
is
that
right
at
130
dollars
total
you
have
people,
that's
getting
a
305
dollars
total
to
the
annual
salary.
You
got
inflation,
gas
prices
going
up
food,
going
up
housing
going
up
and
you
got
somebody
305.
Z
Z
Total
that
mean
that
lower
tier
worker,
that's
making
30
thousand
dollars
that
they
can
actually
get
a
raise
of
fair
wage.
Some
equity
we're
not
doing
it
totally
we're
not,
and
if
those
individuals
that
we
say
meaning
those
directors,
they
will
be
here.
Standing
in
this
office
in
this
chamber
and
they're,
not.
I
So
now
let
me
just
understand
how,
because
I
didn't
get
involved
in
this
process
to
that
extent,
so
you
met
with
department
heads
you
gave
them
a
printout
and
their
responsibility
was
to
go
through
it
and
tell
you
what
they
agreed
with
and
what
they
didn't
agree
with
and
then
when
they
gave
that
to
you,
I
don't
know
who
they
were.
I
don't
know
what
it
was.
I
W
Absolutely
okay!
Absolutely
if
I
can
just
comment
just
maybe
in
part
but
maybe
not
fully
to
council
tucker's
comments
with
regard
to
you
know
who
who
may
have
gotten
in
a
significant
increase
versus
someone
who
may
not
have
received
a
significant
increase.
I
do
hope
that
what
the
consultant
has
shared
with
you
tonight
the
presentation
of
how
this
works
in
terms
of
the
the
analysis
that
was
done
over
the
last
several
months.
W
W
We
contracted
with
a
consultant
to
do
a
pay
study
and
what
we
said
as
from
an
administration
standpoint
is
and
that,
whatever
the
consultant
brought
back,
we
gave
the
consultant
data
on
every
employee.
With
the
city.
We
gave
them
their
job
title
their
position
description,
how
much
they
were
paying,
how
much
they
were
making.
We
gave
that
to
them.
They
did
an
analysis,
they
a
study
and
they
brought
it
back
to
us
with
recommendations
and
said.
W
This
is
what
we've
looked
at
all
your
positions,
and
this
is
what
we're
recommending
for
your
employees
now
to
so
so
that's
important
because
I'm
not
deciding
who
got
anything
in
terms
of
the
amount,
whether
it
was
high
or
low,
but
I
do
think
it's
extremely
important
council
tucker
for
anyone
that
suggested
to
you
that,
however
much
they
may
have
made
305
or
how
much
the
money
was.
I
can't
speak
to
that.
You
know
why,
because
I
don't
know
who
it
is.
W
I
have
no
idea
who
it
is.
I
have
no
idea
whether
they
were
their
position
was
reclassified.
I
have
no
idea
whether
they
was
promoted.
I
don't
know
how
long
they've
been
here,
but
I
can
find
that
information
out
and
I
can
provide
you
a
response
or
I
can
provide
that
person.
More
importantly,
a
response
in
terms
of
where
they
are,
especially,
if
somebody's
been
here
since
1991.
W
W
That's
costing
13,
almost
14
million
dollars
is
extremely
rich,
extremely
rich.
Another
thing
that
that's
been
shared,
no
matter
what
pay
plan
that
we
presented
to
you
all
tonight
unless
in
terms
of
something
that
we
can
afford
and
sustain
implementing
sustain,
is
not
going
to
satisfy
everybody
100
and
that's
just
something
you
have
to
accept
from
the
beginning
that
not
everybody
is
going
to
get
100
of
what
they
want.
But
I
will
I
do
want.
I
don't.
W
I
don't
want
these
employees
to
leave
here
tonight
and
think
that
they
got
colleagues,
that's
been
here
since
1991,
making
305
added
to
their
annual
salary
or
something
less,
and
then
us
not
be
given
an
opportunity
to
respond
to
that
because
see
that'll
permeate
and
then
those
98
of
employees
that
are
getting
significant
pay
increases.
Who
know
who
they
are.
You
know
they're
going
to
be
happy.
I
just
don't
want
to
leave
that.
I
I
just
don't
want
to
leave
that,
and
I
would
like
to
be
able
to
address
that
at
some
point.
I
I
I
I
got
it
yesterday
because
it
was
the
final
and
we're
coming
to
council,
but
but
I
just
want
to
say
that
so
I've
not
met
with
any
director
on
pay.
I've
not
had
a
conversation
with
any
director
because
and
the
thing
that
we
do
during
budget
process
even
after
we
bring
budget
forward.
As
you
know,
we
we
ask
department
here
to
sign
up
to
get
on
the
list
to
address
counsel.
If
you
didn't
get
something
you
want.
So
we
encourage
that.
Z
That's
right
hold
on
just
a
second,
so
I
sit
around
here
and
I
mention
to
all
of
my
colleagues
that
we
needed
this
information
in
a
timely
manner
and
we
needed
the
complete
information
in
a
timely
manner
and
the
reason
why
I
did
that
because
a
lack
of
communication
will
open
up
a
lot
of
chaos
and
that's
exactly
what
we
have
right
now.
If
we
would
have
had
this
information
when
I
brought
it
up
and
when
I
brought
it
up,
it
was
saying:
oh
well,
we'll
present
we'll
do
a
executive
session
after
we
vote.
Z
That's
not
how
you
do
business
you
do
it
beforehand
and
not
the
day,
not
friday
at
5
00
p.m.
In
the
meeting
on
tuesday,
it's
actually
weeks
prior
or
even
a
month
to
like
judge
the
antonio
said
he
got
his
information
yesterday.
You.
Z
But
it
was
a
lot
of
comm
and
it's
not
just
him.
It's
other
people,
that's
that
was
one
of
the
things
things
that
I
had
a
question
was:
what
is
the
process
for
people
to
address
the
new
pay
plan,
because
judge
de
antonio
sent
us
an
email
individually
and
then
he
came
back
and
was
like?
Well,
I'm
gonna
send
it
to
all
y'all
at
the
same
time,
because
he
felt
like
he
was
not
getting
the
response
that
he
needed
he's.
Z
I
I
say
to
you:
I
I
think
hr
director
you
provide,
I
think
you
work
late
friday
night,
you
and
the
city
city
attorney.
You
got
it
to
them
as
soon
as
possible.
It's
in
your
hands
now
take
your
time,
take
your
time
and
make
you
and
get
comfortable
with
it,
and
you
know,
and
when
you're
ready,
we'll
be
ready.
Z
But
you
know
what
it
does,
though,
and
and-
and
this
is
nothing
against
you
know
the
process
if
it
makes
it
makes
us
look
bad
because
it
makes
us
seem
like
we
don't
care
about
our
employees
and
we're
not
trying
to
give
them
this
pay
raise,
but
in
fact
we
care
about
them
the
most.
That's
the
reason
why
we
requested
this
pay
plan,
but
what
it's
making
it
look
like.
Is
that
we're
going
back
and
forth,
but
the
only
reason.
Why
is
because
the
communication
has
not
been
there?
Z
It
hasn't
friday
at
5
pm
is,
and
it
did
not
come
out
at
5
pm
on
friday.
It
wasn't
on
on
the
website.
It
wasn't.
Z
B
Thank
you
counselor.
If
I
could
remind
everybody
that
wants
to
talk,
if
you
would
just
give
your
name
and
address
and
we'd
appreciate
that,
thank
you.
AB
AB
I
figure
that's
probably
why
most
of
the
room
is
here.
I
understand
that
public
works
and
the
fire
department
claimed
that
they
were
very
well
briefed
on
how
they
stood
to
fair.
In
this
pace
study,
the
police
department
was
not
so
much
to
achieve
blackman's
credit.
He
did
present
us
with
a
letter
about
two
to
three
weeks
ago
that
had
our
current
pay
and
our
proposed
pay
on
it.
AB
In
those
meetings,
I
asked
chief
blackman
he's
in
the
back
of
the
room
and
couldn't
attest
to
this.
I
said
gee
blackman.
What
else
is
going
to
be
added
to
this?
AB
Is
this
the
final
number-
and
he
said
I
don't
know-
I
said
chief
blackman-
have
you
been
given
a
pay
scale
so
that
a
new
patrolman
will
be
making
between
here
and
here
a
sergeant
here
and
here
a
lieutenant
here
and
here
he
said
I
have
not
been
given
that
I
asked
him
if
you
promote
a
new
sergeant
under
this
proposed
case
study,
what
percentage
pay
increase
will
they
get
because
currently
they
get
a
5
increase?
He
said
I
have
not
been
given
that
so
those
questions
were
not
answered.
AB
He
said
he's
he
stood
in
that
room
and
he
said
I've
looked
at
this
and,
as
my
secretary
and
I
were
putting
this
together,
your
individual
letters,
he
said
I
cannot
stand
here
and
tell
you
that
I
can
go
to
council
and
say
that
this
is
a
good
plan.
He
said
I'm
seeing
holes
in
this
as
I'm
going
through
this.
This
is
not
a
good
plan.
I
can't
in
good
conscience,
say
that
and
he's
in
the
back
of
the
room,
and
I
think
will
verify
what
I'm
telling
you
so
I
got
my
letter.
AB
I've
been
with
the
department
33
a
little
over
33
years.
I've
been
in
my
current
grade
nine
and
a
half
years.
I
am
the
senior
lieutenant
in
the
columbus
police
department.
There
are
19
lieutenants.
When
I
got
my
letter,
it
cost
for
me
getting
a
472
pay
increase,
which
is
about
six
tenths
of
one
percent.
AB
So
out
of
all
the
lieutenants
in
the
department,
like
I
said,
I'm
the
senior
lieutenant
in
grade,
I
think
the
pace
study
a
lot
of
work
was
done
in
it.
I
think
it's
probably
has
some
good
ranges
in
it.
I
think
the
failure
is
with
the
implementation,
where
we're
being
plugged
into
that
pay
study,
and
I
say
that
because
you
talk
about
groups
of
zero
to
three
years,
three
to
six
three
to
nine,
where
you're
being
plugged
in
and
nobody
will
lose
money.
AB
I
looked
at
the
pay
study
today,
like
you
said
it
wasn't
out
there
until
friday,
night
late,
I
talked
to
counter
crab
on
friday.
She
said
it
would
post
up
on
the
agenda
on
friday
night.
So
that's
when
I
pulled
and
looked
at
it.
I've
looked
across
all
of
the
lines
I
found
where
I
was
plugged
in
now.
Lieutenants
are
graded.
This
is
just
one
error
in
the
system.
Lieutenants
are
great
at
a
ps5.
AB
It
is
on
the
live
for
ps4,
so
I
talked
to
five
other
lieutenants
today
and
they
checked
their
proposed
pay
compared
it
to
the
pay
scale
and
they
also
were
plugged
in
online
ps4.
It's
like
whoever
went
down
said
officer
1,
corporal
2,
sergeant
three
lieutenant
four
when
actually
ps4
is
for
command
sergeant.
Lieutenant
is
ps5,
so
that's
one
area
right
there.
The
next
thing
is
out
of
19
lieutenants
in
the
department
with
me
being
the
senior
lieutenant.
I
should
be
at
the
upper
end
of
that
range.
AB
I
know
there's
one
lieutenant
in
cpd
that
makes
more
money
than
I
do
and
he's
been
with
the
department
three
years
longer,
but
he's
been
engraved
a
year
or
so
less,
where
I'm
being
plugged
in
into
this
new
skill.
What
I'm
being
told
right
now,
where
I'm
plugged
in
based
on
the
letter
I
received
I'm
at
about
the
25
mark
of
the
range,
so
I'm
in
the
lower
the
the
bottom
quartile
of
the
range
this
one
other
person
is
a
couple
thousand
dollars
ahead
of
me.
So
he's
probably
about
to
thirty
thirty
five
percent
more.
AB
How
can
you
implement
a
study
and
say
that
the
study
says
that
police
lieutenants
were
about,
I
think,
is
it
twenty-five
percent
behind
market
overall
we're
being
plugged
into
this
study,
and
those
of
us
that
have
been
here
a
long
time
and
in
great
a
long
time
are
barely
ahead
of
the
newly
promoted
lieutenants
because
of
the
way
we're
being
plugged
in.
We
will
be.
AB
AC
Tommy
beauchamp
3614
kelly
court,
I'm
a
manager
in
rainwater
division
for
public
works
and
out
of
all
my
employees,
some
life-changing
money
in
this
playpen,
oh
pay
plan.
Pardon
me,
however,
there's
some
oversights
and
you're
correct.
We
got
the
paperwork
two
two
and
a
half
weeks
ago.
The
initial
plan
director
short
brought
us
all
in
explained
it
to
us,
went
over.
It
went
over
with
my
employees
and
even
at
that
point
in
time
I
identified
some
problems
with
the
methodology
here.
AC
My
complete
career
progression
track
within
my
division,
was
completely
changed
by
evergreen.
That
being
said,
a
maintenance
worker
was
a,
I
believe,
a
115..
AC
My
crew
leaders
who
are
currently
my
third
most
senior
employees,
were
one
pay
step
above
a
maintenance
worker
right,
so
that
right
there
it's
a
fundamental
problem
with
how
they
captured
my
division.
AC
His
pay
grade
is
two
weeks
ago,
with
four
pay
steps
below
a
heavy
equipment
super
supervisor
which
he
has
three
underneath
him.
So
his
starting
base
pay
for
assistant
manager
was
three
steps
or
three
pay
grades,
or
four
pay
grades
below
the
people
that
he
would
oversee.
So
we
gave
our
recommendations
or
we
brought
up
our
discrepancies
with
the
plan
and
as
of
today,
I
saw
it
on
the
council
agenda's
website
the
new
changes
and
they
did
address
some
of
those,
but
is
all
they
did.
AC
Is
they
moved
my
main
or
my
crew
leaders
rather
up
three
pay
scales,
which
they're
still
towards
the
bottom
end
of
the
hierarchy?
In
my
my
division
and
my
assistant
manager,
he
did
get
bumped
up
one
spot,
but
he's
still
two
or
three
pay
scales
below
the
supervisors
in
which
he's
overseas.
AC
As
you're
looking
at
this
big
document
and
be
able
to
capture
those
kind
of
discrepancies,
it's
going
to
be
a
challenge
and
I
really
do
hope
we
can
catch
these
because
I'm
going
to
lose
employees
to
go,
drive,
trash
trucks
and
they
have
class
a's.
Their
job
requires
that
they
have
class
a's.
Unfortunately,
the
predecessor
to
me
did
not
have
that
on
their
their
job
description.
So
I
put
it
in
my
jet
my
management
thing.
What
I
wanted.
AC
I
wanted
job
description
changed
for
them
to
for
that
to
be
captured,
because
I
was
told
we
couldn't
do
it
in
last
year's
budget
because
we're
doing
this
and
now
these
guys
are
going
to
be
sort
of
way
behind
the
power
curve.
Because
now
maybe
I
can
try
to
address
it
in
one
of
the
upcoming
budget
cycles,
probably
not
in
24,
because
this
is
just
got
to
get
implemented
and
we'll
be
told
to
wait
until
it's
25.
AC
so
that
that's
gonna
be
a
problem
in
my
division
and
I
know
with
a
lot
of
the
people.
I
work
my
peers
they're
having
that
same
problem
as
well.
Their
assistant
managers
place
up
underneath
the
supervisors
in
which
work
underneath
them
on
the
pay
grade.
So
unless
there's
any
questions,
that's
all
I
have.
AD
Good
evening,
everyone
I'm
representing
the
trade
center's
executive
director,
haley
tillery,
and
I
just
want
to
say
first.
I
am
glad
that
this
has
taken
place.
I'm
glad
that
we
are
having
a
payroll
reform
for
our
employees
that
work
so
hard
to
represent
our
city
and
tonight
I
just
want
to
talk
about
a
few
things
to
take
into
consideration.
AD
I'm
grateful
for
all
the
many
people
in
this
room
that
have
heard
these
opinions,
but
when
I
did
get
the
email
last
night,
I
didn't
really
see
any
changes,
and
so
there's
two
things
I
want
to
bring
to
the
table.
First,
trade
center
doesn't
work
off
general
fund.
We
all
know
that
so
I'm
a
little
bit
different.
When
I
ask
some
of
these
requests,
I'm
not
up
here
advocating
for
myself
my
job's
not
even
being
reclassified.
My
job's
not
gonna,
be
looked
at
I'm
on
a
different
area.
AD
So
please
know
this
is
all
coming
for
my
love
for
my
employees.
What
I've
seen
them
do
this
past
year
past
couple
years
during
a
pandemic
hosting
657
events
this
past
year,
during
a
recovery
year,
making
a
banner
year
breaking
records
than
we've
ever
done
before,
I'm
a
voice
for
them
tonight.
When
I
come
up
with
just
a
few
short
things,
one,
the
number
one
thing
that
the
study
keeps
saying
and
every
one
of
my
trade
center
employees
saw
this
in
the
presentation.
AD
One
of
the
greatest
thing
about
being
a
city
employee
is
work-life
balance,
having
you
know
most
time,
weekends
off
holidays
off,
but
I
want
y'all
to
remember
hospitality
workers.
We
have
very
irregular
hours,
my
teammates,
they
probably
couldn't
even
be
here
tonight,
because
we're
working
literally
seven
days
a
week.
We
have
events
seven
days
a
week.
We
have
access
time
at
six
a.m,
clients
have
until
midnight
of
their
contract
and
then
we're
flipping
for
the
next
event
for
the
client
to
come
in
for
the
next
client
at
six
a.m.
AD
So
I
do
want
to
take
in
consideration
in
hospitality
and
there's
other
departments
that
fall
under
that
category
to
take
in
consideration
that
those
city
employees
have
it
a
little
bit
different
they're
working
hard,
and
I
will
say,
the
hospitality
industry
got
hit
very
very
hard
during
the
pandemic.
There's
numbers
and
research
that
show
that,
and
it's
one
of
the
most
hardest,
recruiting
positions
right
now
to
get
people
to
come
work
in
hospitality.
AD
The
other
thing
I
want
to
recognize
is
that
many
of
these
positions
did
not
take
into
consideration
anything
that
was
on
the
job
description
form,
as
mentioned
by
others.
I
have
one
position:
that's
not
been
reclassified
in
many
many
years,
1979
and
those
individuals
all
have
educations
college
degrees,
but
it's
still
not
being
considered
and
they're
a
manager
for
that
position.
They
serve
as
the
manager
when
the
executive,
director
or
the
assistant
director
is
not
there
and
has
those
responsibilities.
AD
AD
AD
All
the
things
that
I
sent
to
the
consultant,
the
many
conversations
that
we
had
together,
where
I've
been
expressing
some
of
these
concerns.
There's
only
two
small
things
that
got
changed
and
I'm
just
asking
that
we
get
feedback
as
department
heads.
If
we're
going
to
have
this
conversation
with
our
employees
to
why
some
of
those
things
did
not
get
changed,
so
we
know
how
we
can
move
forward.
AD
The
next
thing
I
want
to
bring
to
attention
is
that
some
of
these
manager
positions-
I
will
have
crew
leaders
similar
to
what
was
mentioned
up
here,
that
will
be
making
less
than
their
subordinates,
and
I
just
know
once
this
goes
public.
I
want
to
be
ready
to
prepare
my
team
on
the
answers.
Why?
Because
we
know
when
everything
goes
public,
I
want
to
keep
a
culture
of
help.
AD
AD
I
just
want
to
make
sure
that
the
things
that
I'm
seeing
there's
answers
and
clarity
to
how
we
can
respond
when
we
have
these
conversations
and,
most
importantly,
to
be
able
to
make
sure
that
we
are
shaping
that
for
the
future,
because
right
now,
I'm
concerned
once
this
goes
public.
I'm
going
to
lose
a
lot
of
great
staff,
and
I'm
trying
to
prepare
for
that,
because
we
are
on
such
a
great
momentum
for
columbus.
AD
We
are
bringing
people
to
this
town
from
all
over
to
showcase
what
our
employees
work
hard,
what
our
citizens
do
here
and
why
columbus
is
so
amazing,
but
without
these
hard-working
employees
getting
that
recognition,
I'm
gonna
lose
them,
and
not
just
to
other
cities
for
other
private
sectors
in
hospitality
right
now,
whose
pay
is
a
lot
higher.
So
my
main
thing
today
is
just
to
consider
that
these
workers,
who
I
fall
into
category
hospitality,
is
not
getting
the
luxury
of
having
a
work-life
balance.
AD
F
F
Did
they
include
the
o-lost,
the
supplement,
the
education
reform
paid,
and
so
that's
information
that
I
know
that
will
be
provided
by
hr
and
the
consultant
in
addition
to
that,
the
pay
scale
that
officers
will
be
able
to
see
to
receive.
I
did
make
a
request
for
my
follow-up
meeting
and
the
consultant
informed
me
that
I
will
be
able
to
receive
a
paid
skill,
as
I
request
it,
based
on
the
ranks
that
are
involved
within
the
police
department,
so
that
each
individual
will
be
able
to
see
exactly
what
their
pay
would
be
for.
F
What's
the
recommended
pay
for
years
on
out
the
pay
scale,
and
so
with
that,
then
individuals
will
be
able
to
see
if
they
just
like
now,
with
the
current
pay
scale
we're
using.
F
E
Q
H
AE
Brown
actress
1928
santa
fe
court.
I
just
want
to
say
that
I
would
be
remiss
if
I
didn't
recognize
my
command
staff,
our
command
staff.
I
think
that
they
did
a
tremendous
job
in
making
sure
that
the
information
was
disseminated
in
the
timely
manner
from
the
time
that
it
began.
The
process
began
during
the
process
all
the
way
throughout
to
the
end,
they
were
able
to
make
sure
that
we
get
the
information
via
bright
sign,
which
is
a
monitor
that
is
displayed
throughout
the
14
stations,
24
7.
AE
emails,
battalion
meetings.
I
have
personally
seen
the
whole
entire
command
staff
on
a
saturday
when
they
supposed
to
be
home
with
their
family,
so
they
was
up
at
the
station
on
a
saturday
making
sure
that
they
got
the
information
out
and
also
making
sure
that
if
there
was
any
concerns
or
issues
that
needed
to
be
addressed,
that
they
could
you
know
answer
those.
Those
concerns
are
issues
for
us.
AE
In
addition
that
mr
holcomb
miss
hollow,
we
knew
of
different
meetings
that
our
chief
had
with
them,
because
he
also
he
voluntarily
told
us.
You
know
that
we
that
he
had
those
those
discussions
or
those
meeting
without
really
going
into
detail,
so
that
meant
a
lot
to
us
just
to
see
the
process
still
taking
place
so,
like
I
said,
I
just
wanted
to
make
sure
that
I
recognize
them
for
doing
a
great
job.
AE
I
know
you
all
have
y'all
y'all
y'all
hands
full
with
the
decision,
but
I
definitely
think
that
that
we
are
worth
it
and
I
ask
that
you
all
take
everything
into
consideration
and
making
the
right
decision.
Thank
you.
Thank.
Y
You
all
know
me,
I'm
darrell
short,
I'm
the
director
of
public
works,
and
I
stand
here
with
my
employees
who
some
of
them
came
to
me
and
inquired
on
the
spreadsheets
that
we
received
from
hr.
We
received
both.
We
received
the
second
one.
Yesterday
the
majority
of
my
staff
are
on
the
lower
end
of
the
pay
scale.
It
is
what
it
is.
What
concerned
me?
Was
the
cap
we're
looking
at
343?
Y
I
believe
it
is
general
government
employees
that
are
going
to
be
affected
by
the
cap.
The
25
cap,
195
of
those
employees
all
are
in
public
works.
That's
over
50,
that's
what's
concerning
to
me.
These
are
your
long-term
employees.
Who've
been
working
for
the
city
for
20,
25
30
years
and
now
we're
going
to
say
we're
going
to
captain.
So
that's
one
of
the
concerns
that
I
had,
but
we
did
have
a
lot
of
supervisors
and
division
managers
that
were
being
paid
less
than
their
employees,
but
hr
is
working
very
closely
with
us.
L
Y
Because
she's
so
busy,
but
she
does
make
that
call
back
or
sends
me
an
email
so
right
now,
public
works
is
going
through
our
final
report
to
make
sure
that
we
can
identify
all
of
those
discrepancies
that
we
have
we'll
be
returning
them
back
to
hr,
with
the
hopes
that
we
will
get
that
answer
of.
Why,
as
my
colleagues
have
said
prior
to
me,
but
overall,
I
have
to
say
that
I
am
very
pleased
to
see
it.
This
is
my
third
case
study.
Y
Me
correctly,
and
you
correct
me
if
I'm
wrong
either,
the
first
two
were
not
implemented
fully
and
that's
why
we're
where
we
are
now.
So
I
have
a
lot
of
employees
that
are
very
excited
about
what
they
are
getting
because
they
need
it
not
because
they
want
it,
but
because
they
honestly
need
it
to
take
care
of
their
families.
So
I
do
stand
here
in
support,
but
I
do
ask
that
you
take
all
of
the
considerations
that
everyone
has
brought
forward.
Y
The
considerations
that
will
be
sent
to
read
their
from
my
department,
hopefully
by
tomorrow,
because
we've
got
a
lot
that
we're
going
through,
but
I
just
ask
that
you
do
take
them
into
consideration
and
know
that
your
employees
appreciate
everything
that
you
do
for
them
and
we
just
need
that
appreciation
back.
Thank
you.
I
I
So,
if
not,
I
may
approach
him.
You
know,
of
course,
will
be
guided
by
the
direction
of
council,
we'll
bring
it
back
on
first
reading
next
week.
If
that's
a
desire
and
any
other
things
that
you
want
to
see,
will
be
certain
to
to
do
that,
and-
and
I
will
say
that,
as
I
talked
to
colleagues
and
and
they
know
that
you
we
were
going
through
a
pastry-
they
all
said
we'll
pray
for
you,
because
you
know.
I
Manager,
you
know,
and
a
consolidated
government
said
if
I
had
to
go
through
another
pay
study.
I
I
just
leave
you
know
I
mean
it's
tough,
because
you're
not
gonna,
please
everybody
and-
and
I
mean
it's
just
tough
and
so
we're
going
through
what
others
go
through
when
they've
done
pay
studies.
We
went
through
this
in
2005
when
the
pay
study
was
done.
Those
of
you
who
were
here
will
remember
so
it's
you
know.
This
is
what
you
go
through
when
you
do
a
classification
compensation
study.
I
So
that
includes
any
remarks
I'll
make
mayor
pro
tem.
Okay,.
N
This
is
just
she
doesn't
need
to
say
anything.
This
is
just
I'm
listening
to
this,
and
these
directors
are
assessing
what
they
received
from
evergreen
and
so
now
rether.
You
know
evergreen
and
hr
are
going
to
look
into
this
and
and
if
they
see
that
they
need
to
make
changes
that
is
going
to
affect
what
the
amount
that
we're
voting
on
it's
going
to
affect,
it's,
it
can
change.
The
total
dollar
amount
that
we're
voting
on
so.
E
W
That
that
is
correct
if
we
make
changes
now.
I
will
say
this
this:
what
departments
received
as
their
final
recommendation
yesterday,
that
is
from
evergreen,
with
human
resources,
input
looking
and
making
sure
so
that
that
is
the
that
was
the
final
recommendation,
recognizing
that
we
could
have
made
an
error.
W
We
could
have
missed
something,
and
so
we
give
it
back
to
the
departments
again,
just
like
director
short
said
here,
I'm
looking
at
it
with
the
find
I'm
going
through
it
and
I'm
checking.
So
if
she
comes
back
with
something
or
any
other
department,
director
comes
back
with
something
that
makes
sense,
because
we've
missed
something
that
the
consultant
looks
at
and
said:
yeah
they're
jet
we
looked
at
their
job
assessment
survey.
They
looked
at
that
and
maybe
this
position
does
need
to
be
adjusted
now,
that's
something
that
process
has
already
happened.
W
W
O
Based
on
what
you
presented
us,
it
is
the
figures,
the
cost
everything
in
the
pay
plan
that
you
presented
was
based
on
100
employment
of
this
government.
Every
position
field
correct.
O
O
O
O
Now
maybe
I
shouldn't
ask
you
that
question:
okay,
the
city
manager,
the
on
the
cost
of
this
plan
was
being
presented
to
us-
is
that
presented
on
100
of
this
government
being
filled
all
positions
well,.
O
O
You
do
you
presented
us
the
plan
that,
and
just
so
people
understand.
Look
I
I'm
what
I've
heard
tonight
from
the
employees
is
they
want
to
make
sure
that
everybody
is
looked
at
equally
fairly
and
justly
that
they
want
to
make
sure
that
if
it's
done,
it's
done
right.
If
it
takes
a
little
time,
it
takes
a
little
time
to
get
it
right.
It's
due
diligence,
that's
what
I'm
hearing.
I
hope
I'm
hearing
that
right.
I
think
I've
heard
that
from
some
of
my
counselors.
O
I
Yeah
well
and
council
managers
have
one
clarification.
There
will
be,
as
in
other
pay
plans
a
corrections
process
from
the
time
the
ordinance
is
passed
up
until
it's
implemented,
and
so,
if
they
find
something
it'll
go
through
a
process
and
they'll
correct
it.
So.
I
O
That's
okay:
it
helps
solve
a
lot
of
these
concerns
that
were
expressed
tonight
I
mean
that's,
that's
what
was
expressed
tonight,
the
city
manager
and
that's
good,
that
you're
saying
this,
because
they
need
to
hear
that.
Well,
if
I'm
telling
you
I
didn't,
hear
it,
but
some
of
my
other
colleagues
hear
it.
I
don't
know
they're
hearing
it,
they
think
they're
going
to
get
left
out.
Well,
they
shouldn't
have
to
think
that.
I
I
O
O
Too
we
gotta,
we
gotta
put
that
in
the
mix
somewhere.
You
know
another
thing:
I've
heard
from
day
and
I've
started
from
day
one
asking
about
implementing
this
plan:
can
we
sustain
it
and
maintain
it?
Can
we
sustain
it,
maintain
it?
I've
asked
that
several
times
without
having
to
go
back
and
raise
property
taxes,
okay,
that
we
can
do
it
within
our
government.
Every
time
matter
of
fact-
and
I
quote
that
I
was
told
that
we
are
doing
this
ultra
conservatively
and
that
we
have
enough
funds
to
sustain
it.
O
O
O
There's
2.2
left
funding
public
safety
out
of
positions
that
you're
moving
around
that
basically
are
the
ones
that
are
funded
positions
that
we
haven't
filled
that
we're
going
to
utilize,
I
just
and
then
with
the
services
of
am
waste
and
the
people
that
you
won't
hire
in
the
salary
savings.
I
I
think
there's
a
building
cushion.
I
think
you
can
cover
it.
I
don't
think
we
have
to
go
back
to
citizens
and
ask.
I
O
And
pull
the
with
all
due
respect.
I
don't
want
this
to
look
like
a
convenience
without
solving
the
service
problem
out
in
the
community.
This
is
looking
more
like
a
convenience
to
do
that.
I've
heard
it
over
the
years
whether
it's
recycling,
whether
it's
trucks,
whether
it's
issues,
closing
the
landfills,
I've
heard
it
our.
O
Just
do
a
transaction
move
it
over
to
integrate.
Well,
it's
fun,
you
can
do
it
until
we
get
the
services
where
they
need
to
be
and
we
can
re-look
at
it.
I'm
just
saying
that
to
include
this
into
this
pay
plan,
I
think,
is
not
a
good
thing
on
the
citizens
side.
Well,
everything
else
to
me
is
great.
I
want
to
implement
it
well
tell
me
about
and
beyond.
I
O
O
I
O
O
I
O
B
B
And
there's
some
legalities
you
have
to
you-
have
to
entertain
regarding
waste
fund,
entertainment
and
integrated
funds.
It's
not
just
moving
money.
I
B
Okay,
any
further
discussion,
all
in
favor,
say
aye
aye,
all
opposed
so
be
continued
till
the
30th
okay,
good.
L
You
we
will
continue
with
the
rest
of
the
agenda
and
the
first
reading
will
come
back
on
the
30th.
Since,
on
the
clerk's
agenda,
there
will
be
an
action
to
make
that
a
regular
business
meeting.
L
Okay,
I
have
one
more
ordinance:
it's
an
ordinance
to
authorize
recorders,
court
of
columbus
georgia
to
hear
evidence
and
enforce
civil
penalties
for
violations
of
40-14-17
and
40-14-18
under
state
law.
These
relate
to
the
use
of
speed
detection
devices,
including
cameras
and
lasers,
to
detect
speeding
in
school
zones
and
fine
appropriately.
B
B
L
L
All
right
that
will
come
back
on
second
reading
again
on
the
30th.
I
Thank
you
mayor
pro
tem,
so
number
two
on
my
agenda
is
acquisition
of
property
for
sheriff's
administration
and
we
briefed
you
on
this.
With
brief
you
a
couple
of
times
and
at
the
last
meeting
we
did
so
deputy
manager.
Pam
may
have
a
couple
of
slides
that
you
want.
Did
you
want
to
or
just.
AF
AF
We
will
be
coming
back
to
you
with
a
full
proposal
on
the
bonds
we're
looking
at
issuing
those
bonds
later
on
this
year,
but
the
acquisition
would
take
place
once
we've
finished
all
of
our
due
diligence
before
november
1st.
So
there
really
two
items
related
one
on
the
city,
manager's
agenda
and
one
on
the
city
attorney's
agenda
for
this
transaction.
L
And
then,
mr
mayor
pro
10
we'd
like
approval
to
take
preliminary
steps
to
issue
revenue,
bond
columbus
building
authority,
revenue,
bonds,
series,
2022
c
in
the
amount
of
13
million
dollars.
B
Okay,
thank
you,
madam
city
attorney,
and
now
we'll
go
to
the
public
agenda.
B
Let
me
call
up
mr
howard
turner
and
for
all
of
those
that
are
here
for
the
public
agenda.
Let
me
just
ask
that
you
we'll
give
you
we'll
give
you
start
the
clock
at
five
minutes
once
you
give
us
your
name
and
address
the
clock
will
start
and
if
you
do
not
complete
your
comments,
you
can
come
back
at
the
end
of
the
meeting
for
additional
three
minutes.
B
AG
Ulysses
rayford,
a
retired
soldier
returning
home
to
columbus
georgia
this
month,
I'd
like
to
do
a
little
context
before
I
go
to
my
concern.
It's
kind
of
rough
now
after
that
that
long
very
important
meeting
I
don't
want
to
put
any
of
the
the
public
works
people
down.
When
I
make
my
comments,
but
I
joined
army
in
1992
and
over
30
years
now,
I'm
gonna
return
this
month
and
my
last
job
I
worked
in
the
pentagon.
AG
I
was
in
charge
of
installations
as
far
as
the
procurement
programming
and
budgeting
for
all
7-8
army
installations
across
the
world.
So
that's
what
kind
of
come.
In
my
background
with
during
those
30
years,
I
come
home
all
the
time
I
work
at
my
former
high
school
spencer
high
school
as
a
volunteer.
AG
I
also
volunteered
in
kabul
in
the
community
on
the
south
side,
I
grew
up
on
st
mary's.
Road
exists,
four
and
that's
kind
of
where
my
concern
starts.
When
I
come
home,
I
fly
into
atlanta,
it
was
cheaper.
I
get
to
rent
a
car
and
I
took
that
drive
from
185
and
85
coming
towards
st
mary's
road
and
being
transparent,
and
let
me
go
back
so
having
worked
in
the
pentagon,
I
fully
understand
the
budgetary
restraints
to
running
installation
oil
city
fully
get
it,
and
I
appreciate
everyone's
effort.
I
really
do
especially
everyone.
AG
AG
It's
been
a
long
time,
but
as
I
get
closer
to
to
my
exit,
the
the
overpass,
the
over
brush
the
overgrown
trees,
the
containment
balls
falling
down
the
infrastructure,
all
the
tournament
buildings,
the
abandoned
buildings-
I
mean
growing
up
here.
That
was
my
main
reason
for
leaving
I
hated
to
be
here
because
everything
looked
like
you
do
not
care
like.
AG
We
got
two
cities
and
we
do
have
two
cities:
they're,
not
throwing
stones,
but
the
whole
north
side
from
the
from
the
dirt
grew
up
in
15
years
and
surpassed
the
south
side
in
every
way
possible.
And
it's
like
it's
hard
to
understand
that
you
know
having
grew
up
here,
but
that's
you
know.
I
digress.
As
I
keep
going,
I
get
to
st
marriage
road.
I
go
and
see
my
father
who
lives
down
the
street
been
there
his
whole
life
and
the
road
there.
It
is
terrible.
AG
You
cannot
drive
down
that
road
towards
the
old
fort
bend
exit
without
hitting
potholes,
and
I
mean
they've
been
there
forever
and
I'm
like
who
who
fixes
this
and
once
again
this
is
years
but
probably
started.
My
last
trip
here
I
was
going
to
a
volunteer
project
and
I
was
coming
down
being
a
visceral
and,
as
you
know,
beverage
role
is
probably
the
worst
road
in
columbus.
I'm
traveling
down
that
road
and
I
get
to
that
railroad
crossing.
Did
I
when
I
was
in
high
school.
AG
I
know
what
it
does
from
back
in
the
day
with
coca-cola
toms,
the
plants,
the
meals,
it's
probably
doing
the
paper
meal
now
and
probably
coal
or
something,
but
it
is
inconvenience,
and
I
I
got
it
I
think,
on
the
budget,
it
said:
2023,
there's
gonna
be
a
bridge,
but
that
doesn't
fix
the
problem.
I
mean
the
train
tracks
throughout
the
south
side.
You
know
some
of
them
are
not
being
used,
but
they're
left
there
in
the
streets
and
it's
like
just
pull
them
up.
AG
Don't
just
leave
them
now,
and
I
say
this
as
an
engineer
in
the
army:
it's
like
dropping
a
rock
into
some
water.
It's
it's
ripple
effects.
You
know
the
streets
will
never
get
repaired.
Rightly
if
you
allow
the
train
tracks
not
being
used
just
sit
there,
you
know
and
then
why
can't
we
just
reroute
the
train.
A
bridge
is
not
going
to
fix
anything
it
all.
Those
train
tracks
go
through
the
whole
south
side.
AG
AG
It's
just
frustrating
I'm
moving
back
here
because
I
want
to
have
the
city
out,
but
at
the
same
time,
like
many
people
said
earlier
today,
I
can
make
way
more
money
just
staying
up
in
dc,
which
is
kind
of
what
I
might
do
anyway,
but
I
want
to
see
it
to
to
get
better.
You
know,
like
I
said
the
kids
grow
up
now
we
keep
talking
about
crime
and
all
these
things
I
can't
see
how
they
grow
up
in
the
environment
like
when
you
walk
at
your
front
door,
it's
just
horrible,
so
that's
my
man.
AG
They
had
a
lot
more
to
say,
but
you
know
I
know
everybody's
tired
tonight,
I'm
going
to
readdress
this
at
another
date
because
I
just
feel
like
it's.
Some
abandonment
issues
going
over
there
and
y'all
talk
a
lot
about
a
lot
of
stuff
today,
but
I
just
don't
see
no
engagement
and
I'm
just
being
transparent
and
honest
because
I'm
a
leader
in
the
army,
where
I
was
before
I
retired.
G
Yes,
sir,
thank
you
for
being
here.
I
can't
speak
to
all
of
your
problems.
Yes,
but
saint
mary's
has
been
redone
needs
to
be
redone
again,
since
the
time
you
were
here,
we've
addressed
with
deputy
city
manager,
pam
hodge,
some
of
the
concerns
and
there's
a
grading
situation
going
on
checking
roads
and
trying
to
make
sure
what's
what
they're
doing
what
they
call
hot
patches
and
things
trying
to
find
spots
and
feel
those
spots
until
we
get
to
the
point
of
doing
the
road.
G
There
have
been
a
few
people
complaining
about
the
trains
and
everything
I
was
a
person
that
was
grounded
back
in
the
day
as
a
high
school
student,
because
I
couldn't
get
through
there
there's
a
44
to
48
million
dollar
project.
It
looks
a
mess
down
there
right
now,
because
that's
what
it
takes
to
get
there.
So,
while
everybody's
complaining
about
that,
the
bridge
is
going
to
make
a
world
of
difference
to
access
from
one
point
to
the
other.
G
I
can't
speak
of
the
railroad
throughout
the
city,
but
just
on
the
buena
vista
roadside
once
that
is
completed,
traffic
will
move
all
day,
long
back
and
forth.
So
before
you
leave,
I
want
deputy
city
manager,
pam
hodge,
if
you
don't
mind
to
come
to
the
mic
and
just
walk
you
through.
What's
going
on
with
the
spotlight.
G
AG
AF
So
for
the
spiderweb
project
it
is
under
construction
phase.
One
is
almost
complete,
which
is
the
roundabout
on
martin
luther
king
boulevard.
That
is
phase
one
phase
two
is
out
for
bid
right
now.
We
anticipate
that
to
come
back
in
by
the
end
of
september
and
so
that
project
construction
should
probably
start
sometime
the
first
quarter
of
next
year,
so
it
is
going
to
be
once
we
get.
The
bids
back.
We'll
know
a
better
idea
the
length
of
that
project,
but
it
is
going
to
be
a
significant
inconvenience
for
that
particular
area.
AF
AF
So
it
will
eliminate
that
issue,
but
it
is
going
to
be
an
inconvenience
for
the
next
two
to
three
years
and
while
that's
under
construction-
and
we,
you
know
fully
hope
that
people
will
try
to
take
a
different
route
during
that
time,
but
but
it
is
being
addressed.
It
was
one
of
the
t-sploss
projects
that
was
approved
in
2012,
and
so
this
is
one
of
those
final
projects,
that's
underway
at
this
time,.
I
I
know
it's
getting
late,
but
you
know
I
was
going
to
have
staff
get
mr
rayford's
contact
information
and
and
I'd
like
to
just
sit
with
him
and
share
with
him.
What's
going
on
citywide
and
and-
and
I
want
him
to
know
that
I
live
off
steaming
road
in
south
columbus.
You
know
my
wife's
office
state
farm
insurance
is
on
saint
mary's,
so
I
travel
that
area
back
and
forth
every
day.
I
I'm
familiar
with
the
train,
but
but
but
you
know,
and
I-185
is
a
georgia
d.o.t
as
you've
indicated
state
route,
but-
and
you
heard
briefly
from
the
deputy
city
manager
that
there
is
a
lot
of
money
being
spent
on
the
south
side
and
in
repair
and
improvement,
but
but
without
just
gonna
share,
I
pulled
up
some
numbers.
I
I
234
million
250
000
of
those
projects
are
in
south
columbus
of
the
300
million
and
you've
got
and
it's
just
a
little
over
300,
but
you've
got.
I
So
if
you
put
the
234
into
21.8
in
east
columbus,
together
you're
looking
at
more
than
250
million
dollars
in
uptown
52.8
million
dollars,
I'm
talking
about
right
now,
money
being
spent
and
north
columbus
15.7
million
and
the
panhandle
96
million.
I
I
G
B
G
Z
Yes,
sir,
I
also
live
for
that
same
reason:
I'm
retired
air
force.
I
live
in
1996
headed
for
the
air
force
because
of
the
despair
and
not
wanting
to
get
trapped
and
just
being
transparent.
Z
The
the
same
thing
that
you
were
talking
about
and
when
I
would
come
home
I
would
feel
the
same
way
and
I
think
it
got
worse
and
worse
and
I
paid
attention
and
somehow
I
ended
up
here
because
I
got
involved.
So
when
you
feel
that
passionate,
I
would
say,
get
involved
and
I'm
going
to
invite
you
out,
because
we
are
having
a
district
4
town
hall,
which
is
the
east
side
off
that
exit
4.
To
talk
about
the
t
splice
to
talk
about
the
splits,
because
shirley
b
winston
pool
has
been
closed
since
2007.
Z
So
to
talk
about
you
know
what
the
next
steps
are
to
talk
about
a
steam
mill,
road
improvement,
that's
with
our
new
t-slots
that
we
just
passed
and
some
other
issues
as
well,
so
and
also
I'm
partnering
with
naomi
buckner
and
we're
gonna
bring
the
school
board
for
the
first
time
to
have
a
connection
with.
What's
going
on
in
the
school
and
what's
going
on
in
the
city
because
we
do
coincide
so
we'll
talk
about
the
dawson
saint
mary's
road
project
and
we'll
have
a
project
manager
to
talk
about
the
construction.
Z
G
And
after
you
finish
attending
her
event
on
thursday,
since
we
you
want
to
be
involved,
deputy
city
manager,
lisa
goodwin,
will
be
at
frank,
just
direct
center
from
five,
it's
five
to
seven
5
30
to
7.
AG
I've
been
involved,
I
come
here
four
times
a
month.
I
mean
I
come
from
germany,
so
I've
been
involved
with
a
lot
of
stuff.
I've
been
here
for
the
last
30
years,
but
so
I
do
understand
certain
things
like.
I
don't
want
to
dismiss
any
efforts
of
what's
been
going
on,
I'm
just
saying
it's
not
transparent,
you
can't
see
it.
The
communication
is
not
there.
You
know
from
a
regular
citizen,
because
I'm
I'm
retired,
so
I
can
walk
over
here
and
come
to
meetings.
You
know
all
that
stuff.
AG
O
Yeah,
sir
thanks
for
coming
up
and
sharing-
and
I
just
I'll
remind
you-
and
you
probably
already
know
this,
but
I
I
tend
to
have
good
luck
with
it
and
a
lot
of
my
constituents
too.
Usually
when
you
call
3-1-1,
if
you
see
a
pothole
out
there-
and
this
is
for
anybody-
but
if
you
see
a
pothole
out
there,
they
are
usually
there
within
48
hours.
O
I
mean
I've,
no
more
than
72
and
they're
they're
taking
care
of
it.
They've
been
really
good.
That's
one
thing
I
think
the
city
does
well,
but
they
got
to
know
where
it
is
and
not
everybody
you
know
is
riding
around
calling
it
in
or
looking
to
call
it
in
depending
on
who
it
is.
If
you
know
you
know
what
I
mean,
sometimes
you
just
gotta.
I
do
it
all
the
time
it
works.
It
helps
but
they're
still
the
potholes
are
out
there.
O
I
just
wanted
to
throw
that
out
there,
but
I
I
know
what
you're
talking
about
and
I
think
the
the
scenery
part
that
you
were
talking
about
going
up
and
down
185
councillor
huff
and
I've
talked
about
that
many
times
about
the
the
buildings
on
the
derelict
buildings
and
on
the
on
the
side
of
the
road
and
what
we
can
do
to
to
handle
that.
O
I
They
pay
us
for
limited
maintenance
on
on
certain
state
roads,
but
sound
barriers.
We
don't
that's,
not
our
our
job
and.
O
O
Well,
you
know
listening
to
a
gentleman.
I
think
those
are
some
valid
concerns,
but
you
know
and-
and
I
I
spend
a
lot
of
time-
traveling-
that
highway
my
family
lives
in
south
columbus.
So
I
go
over
there
all
the
time,
but
you
know
those
sound
barriers.
A
lot
of
them
haven't
been
touched
in
a
long
time,
and
you
know
you
just
see
one
after
another,
all
the
way
up
and
down
the
road.
O
It
does
reflect
on
the
character,
as
the
gentleman
talked
about
I
did
see
for
the
first
time
it
looked
like
there
was
a
contractor
out
there
fixing
some
guard
rails
right
up
right
up
here
and
I
guess
they're
going
to
keep
going,
but
you've
got
so
many
segments,
like
you,
said
along
that
highway
there
that
it
just
looks
like
nobody's
paying
them
any
attention.
Yeah,
I
mean
I
know
what
you're
talking
about.
O
I
think
I'm
we're
on
the
same
page
there
right
yeah-
and
you
know
I
just
I
don't
know
if
there's
anything
we
can
do
to
to
help
get
somebody
encouraged
to
you
know
to
move
on
that.
I
don't
know,
I
don't
know
what
it
takes
to
do
that,
but
it
is,
you
know,
just
drive
down
there
and
take
a
look.
I
mean,
don't
take
my
word
for
it.
Just
just
take
a
look
and
you'll
you'll
see
what
I'm
talking
about.
O
B
I
So
let
me
just
say
to
historic
columbus.
I
know
it's
been
a
long
night,
but
we're
finally
here
and
you
got
to
get
on
the
right
agenda
you're
on
the
wrong
agenda.
But
we've
got
real
estate
agreement
with
historic.
I
Did
you
I
mean
if
you
really
want
to
say
something
you
can
you're
good,
okay
well
and
and
of
course
you
guys
have
briefed
the
american
council
and
the
public,
and
so
they
are
familiar
with
what's
going
on
down
there.
But
let
me
just
say:
for
those
who
are
listening,
who
perhaps
have
not
but
we're
entering
into
an
agreement
with
historic
columbus
foundation,
they're
going
to
redevelop
heritage
park
and
the
promenade
on
front
avenue,
they
will
provide
all
of
the
funding
required
for
the
project.
I
It's
estimated
that
the
heritage
park
is
the
value
is
500
000
and
they
will
invest
at
least
2
million
dollars
on
this
project
and
then
we'll
continue
to
provide
the
maintenance,
and
we
really
do
appreciate
them
for
stepping
up
and
doing
this
project.
So
thank
you
for
being
here
and
thank
you
for
what
you're
doing.
B
I
I
And
so
we've
already
dealt
with
number
two
on
the
agenda
and
then
we've
got
do
we
do
we
vote.
I
Okay,
so
let
me
go
through
these
go
ahead:
we've
got
acquisition
of
property
at
1546,
9th
avenue
from
all.
I
Opposed,
and
so
this
is
vacant
property-
that's
sitting
there
and
metra
is
able
to
use
some
tia
t-splots
funding
to
acquire
this
property
and
create
a
multi-modal
it'll,
be
a
parking
rate,
ride,
share,
biking
and
so
forth.
With
this
funding,
that's
tia
t-spots
money.
As
you
know,
they've
got
a
lot
of
t-spots
money
going
on
over
there.
B
B
Motion
in
a
second
for
five
through
nine,
all
in
mr
manager,
if
you
would
read
those
out
but
all
in
favor,
say
aye
all
opposed.
I
Okay,
number
five
is
ng
salon.
They
are
requesting
a
variance
excusing
the
requirement
of
installing
sidewalks
on
fortune
road.
There
are
no
sidewalks
out
there
and
it
wouldn't
make
sense
for
them
to
put
us
out,
walk
in
and
with
no
connecting
sidewalk
number.
I
You
know:
donation
of
three
marked
chevrolet
tahoes
from
from
from
cpd
and
they'll
be
going
to
columbus
state.
These
are
2012
tahoes
that
are
we're
about
to
dispose
of.
I've
got
a
metra
5303
grant
application
for
planning
assistance,
and
all
this
is
doing
is
they're
correcting
some
language
in
lines.
Six
and
seven
of
the
resolution
of
the
resolution
that
we
passed
and
just
line
six
provides
assurances
and
line.
Seven
says
that
they
have
matched
so
no
problem.
I
There
number
nine
georgia
statewide
after
school
network
boost
grant
is
238
000
or
the
amount
awarded,
and
then
I'm
going
to
go
to
purchases
mayor
pro
tem.
I've
got
trees
for
planting
on
city.
I
I
I
We've
got
practice
ammunition
for
the
sheriff's
department.
We've
got
10
utility
police
interceptors
for
cpd
replacement
vehicles,
we've
got
geotechnical
environmental
materials,
testing
services
with
building
and
earth
sciences,
inc,
mc
squatted
inc
and
terracon
consultants
and
we've
got
side.
Loader,
refuse
trucks,
truck
bodies
for
public
works,
it's
40
of
them,
6.3
million
dollars
and
you're
familiar
with
this
because
we've
briefed
you
on
it.
I
Those
are
the
purchases
that
you
approved,
on
updates,
you've
already
heard
on
the
compensation
pay
plan
and
we've
got
one
update
but
we'll
yield
to
you.
Councillor,
davis,.
O
O
City
manager
for
reminding
me
mayor
pro
tem,
the
I
would
like
to
ask
council
to
reconsider.
Last
week
there
was
a
presentation
that
was
given
from
community
reinvestment
and
it
it
was
a
broad,
long
presentation
and
talked
about
funding,
but
it
grouped
a
lot
of
entities
in
it
at
once
and
it
just
slipped
right
by,
but
I
have
a
family
member,
that's
involved
in
one
the
entity,
so
I
want
to
recuse.
I
just
want
the
transparency
there
and
I'm
not
involved
in
that.
L
B
Okay,
all
in
favor,
say
aye
aye,
okay,
now
we'll
vote.
Somebody
make
the
motion
to
yes,
we
have
a
motion
in
a
second
miss,
madam
clerk
you're,
keeping
up
with
this
okay.
I
It
passed,
and
the
final
thing
I
have
on
my
agenda-
was
just
a
brief
civic
center
update
from
rob
landers.
I
saw
this
news
story
from
one
of
the
television
stations
and
keeps
talking
about
construction
at
the
civic
center
for
a
lounge
for
the
columbus
airport,
and
I
think
I
was
unclear
because
I
heard
the
news
story,
and
so
I
emailed
director
landers
and
the
deputy
city
manager-
and
I
wanted
him
here
because
you
probably
heard
the
same
news
story
and
I
thought
you
needed
to
hear
firsthand.
D
Mr
city
manager
and
deputy
city
managers
and
city
council,
my
audience
isn't
here
anymore,
but
definitely
wanted
just
to
take
this
time
to
kind
of
go
through
some
civic
center
updates.
My
day
has
did
have
some
of
my
staff
members
here.
D
D
One
of
the
key
things
that
we
wanted
to
look
at
in
a
part
of
our
some
of
the
updates
that
we're
looking
at
is
just
what's
going
on
in
our
state
right
right
now
we
are
in
a
what
I'm
calling
a
21st
century
arms
race
as
it
relates
to
event
venues
within
the
state
of
georgia.
So
I
pulled
out
some
news,
clippings
and
articles
of
what's
taking
place
in
our
own
backyard.
D
You
look
at
athens's
breaking
ground
on
a
new
arena
augustus
breaking
ground
on
the
new
james
brown
arena.
Atlanta,
mercedes-benz
stadium
is
a
staple
across
the
world
and
it's
continuing
that
process
of
being
innovative,
and
when
I
worked
at
mercedes-benz
stadiums,
our
ceo
told
us.
We
want
to
keep
continue
to
keep
people
in
our
rear
view
mirror.
So
that
is,
you
know,
unveiling
of
some
new
field,
terraces
the
new
inmark
arena.
Some
of
you
guys
have
seen
it
in
savannah.
D
It
is
a
sight
to
be
seen,
but
what,
with
the
build
out
of
this
facility,
it's
going
to
generate
close
to
100
million
dollars
in
economic
impact
within
the
city
of
savannah,
and
we
look
at
the
gas
south.
You
look
at
their
how
their
news
is
reporting
it.
The
gas
south
district
gets
bigger
and
better
so
they're
reporting
how
proud
they
are
from
a
county
standpoint
of
the
investments
that
they
are
taking
place
in
their
facilities.
Now
these
are
not
all
old
news
clippings.
D
These
are
all
relatively
within
the
last
six
to
12
months.
So
if
we
look
at
savannah's
just
opening
up
their
building
continued
progress
in
mercedes-benz
stadium
and
and
looking
at
augusta
and,
of
course,
athens
going
to
be
breaking
ground
on
their
new
building
next
year,
so
with
all
the
glitz
and
glamour,
I
still
feel
like.
The
civic
center
is
one
of
the
georgia's
best
kept
secrets.
These
are
some
numbers
that
you
all
might
not
be
familiar
with
or
that
the
community
might
be
familiar
with.
We
are
projecting
over
150
000
visitors
in
2022.
D
We
are
number
three
in
the
state
in
concert:
ticket
sales,
only
behind
state
farm
arena
and
the
gas
south
district,
which
is
reinvesting
to
try
to
get
bigger
and
better.
We
are
rated
as
one
of
the
top
200
venues
in
pole,
star
national
ratings.
We
have
already
raised
two
hundred
thousand
dollars
in
year
date
and
local
sales
tax.
We
are
one
of
the
only
cities
in
the
state
that
have
two
of
the
longest
running
fares,
the
spring
fling
and
fall
fair
and
with
our
social
engagement
from
social
media
within
the
last
two
years.
D
So
when
you
look
at
what's
taking
place,
not
just
only
in
our
state
there's
research
that
backs
all
of
this
data
up
right,
so
some
four
of
the
main
points
that
I
look
at
as
an
industry
professional
is
is
basically
from
ginza
research.
So
how
do
you
keep
stadiums
viable?
Well,
I'm
gonna
go
through
those
four
points
you
invest
in
the
fan
experience
you
don't
do
what
you
feel
like
it
needs
to
be
done.
You
do.
It
was
based
upon
the
people
that
come
into
your
building,
what
they
want.
D
D
You
have
to
have
those
business
engagements
and
partnerships
provide
space
that
are
varied
and
flexible,
utilizing
the
full
venue
to
this
maximum
capacity,
doing
different
events,
doing
things
that
are
different,
that
are
reaching
out
to
the
community
that
are
business
related,
that
provide
return
on
investment
and-
and
one
of
the
last
points
is
just
focusing
on
connections
within
the
surrounding
community,
so
focusing
more
on
just
getting
people
into
your
building,
because
you're
selling
tickets
to
them,
but
creating
a
community
connection
based
upon
your
venue
and
its
importance
and
its
significance
to
the
community.
D
So
taking
all
those
factors
in,
we
have
created
like
almost
an
internal
strategy-
and
I
just
created
this
doing
this
update
of
creating
a
home
field
advantage.
We've
got
sports
fans
in
every
one
of
our
council
members
and
in
the
community.
So
what
is
home
field
advantage
home
field
advantage?
Is
that
you
feel
confident
playing
in
your
field
against
your
competitors?
So
I
just
highlighted
who
our
competitors
are.
These
venues
are
looked
at
as
beacons
for
the
community
because
they
provide
economic
impact.
D
D
So
we
do
this
by
trying
to
enhance
the
guest
experience,
drive
new
revenue
streams
by
being
creative,
doing
amphitheater
events
doing
courtyard
events,
doing
hospitality,
suites
we're
going
to
be
putting
out
ads
throughout
the
city
that
our
hospitality
suite
is
suites
is
one
of
columbus,
best
kept
secrets.
It's
an
immaculate,
2
000
square
foot
facility,
that's
up
to
date
with
state-of-the-art
projection,
sound
system,
the
whole
nine
maintain
competitiveness
in
the
entertainment
arms
race.
D
So,
if
you're
planning
on
coming
to
georgia
for
an
event
or
a
festival,
let's
say
a
tour
comes
through
the
south
and
they're
coming
to
georgia
and
they're,
going
to
three
locations
in
the
state
of
georgia
and
you're
deciding
on
where
to
go.
You're
gonna
either
choose
atlanta,
augusta,
macon,
savannah
or
columbus.
So
how
do
we
can
be
competitive
and
get
those
folks
to
come
into
our
building?
Where
research
has
already
shown
us
that
65
of
the
people
that
come
into
our
building,
don't
even
live
in
the
city
limits.
D
So
how
do
we
attract
those
folks
and
continue
to
come
and
take
advantage
of
the
opportunity
when
they're
in
our
city
drive
economic
impact
to
our
local
community?
What
you
will
notice
about
what
we've
done
on
the
last
two
years
that
we're
working
with
all
local
community
partners
we're
not
going
out
to
national
brands
we're
keeping
business
local,
whether
it's
food
trucks,
whether
service
vendors,
whether
it's
our
carpet
vendors?
That
is
a
conscious
effort
to
make
sure
that
we're
putting
money
back
into
our
local
economy.
D
So
these
are
projects
that
we
currently
have
going
on
place
right
now.
In
order
for
us
to
be
competitive
in
this
arms
race,
we
have
enhanced
wi-fi,
that's
going
to
help
with
parking.
That's
going
to
provide
us
an
opportunity
to
do
mobile,
ordering
it's
going
to
open
up
the
opportunity
to
do
new
events,
upgrading
food
and
beverage.
So
when
you
come
into
our
facility,
we
want
you
to
feel
like
you
are
marking
into
a
market,
and
you
have
a
choice
of
different.
Culinary
options
we
want
to
make
the
columbus
civic
center
an
entertainment
destination.
D
I'm
missing
my
sound,
but
on
this
slide
I
had
that
song
first
class
up
in
the
sky-
and
I
know
it's
late,
so
I'm
trying
to
make
sure
that
y'all
paying
attention.
So
we
are
partnering
with
columbus
airport
right.
They
have
over
50
000
annual
visitors
that
come
through
our
airport,
they've
created
over
700
700
jobs
and
have
a
94
and
a
half
million
dollar
economic
impact
to
the
community.
So
it
only
makes
sense
for
us
to
partner
with
them
with
our
hometown
airport,
to
create
our
hometown
advantage.
D
So
when
you
come
to
the
building,
what
we
have
done
is
we've
created.
We
are
in
the
midst
of
creating
a
a
vip
first
class
lounge.
So
when
you
come
into
the
building
for
anybody
that
has
floor
seats
that
you
are
vip
experience
or
your
season
ticket
holder,
you
are
now
going
to
walk
into
a
premium
space
to
make
it
feel
like
you're
in
a
whole
another
destination.
D
These
are
the
things
that
we
have
to
do
in
order
to
stay
competitive
within
our
within
our
market,
because
if
we
don't,
then
we're
going
to
start
potentially
losing
events
losing
interest,
and
now
we
have
a
decrease
in
our
economic
impact.
The
stats
show
at
the
industry
store.
This
is
what
I
do
every
day
all
day.
So
I
research
this
and
I
put
in
strategies
in
order
to
basically
attract
more
folks
to
our
building
or
when
they
come
to
our
building
is
called
net
promoter
score.
D
D
Those
sponsors
also
play
a
role
in
our
impact
for
our
community.
It
allows
us
to
do
all
of
these
free
events.
I
just
put
up
some
of
the
events
that
we've
done
in
the
last
16
months
that
we've
been
able
to
do
for
free,
well
we're
able
to
do
these
for
free,
because
our
partnership
and
our
alliances
with
local
business.
This
is
marketing
and
and
sponsorship
one-on-one.
D
So
in
order
for
us
to
be
able
to
have
the
juneteenth
events
to
have
the
gaming
events
to
have
the
biker
rally,
that's
coming
up
next
month
on
september,
9th
through
11th
shameless
plug
the
events
that
we
do
for
during
single
demaio.
The
events
that
we
do
with
boys
and
girls
club
the
car
shows
the
bike
rides.
Those
partnerships
with
those
sponsors
play
a
role
in
those
community
partnerships.
So
when
we
create
a
sponsorship
and
we're
doing
a
package
with
a
sponsor,
it
entails
a
commitment
to
the
community.
D
That
is
one
of
my
most
important
part
parts
of
me
working
with
a
sponsor.
If
they
don't
have
a
commitment
to
the
community,
then
it's
not
good
business
for
me,
so
some
of
the
concepts
that
we
are
looking
at
for
the
future,
with
these
engagement
with
local
partners
and
sponsors,
potentially
adding
floor,
suites
mobile
stage
for
outdoor
entertainment,
premium
courtyard
and
esports
lounge.
D
So
these
are
some
of
pictures
of
just
concepts
that
are
taking
place
in
different
different
facilities,
so
cooking
in
the
kitchen,
let's
get
down
to
the
bottom
dollar
the
bottom
dollar
of
it
is.
If
you
look
at
what
we've
been
able
to
do,
we
are
looking
at
almost
100k
and
projected
sponsorships
in
2022
alone.
I
can
flip
that
100
000
into
a
into
a
million
dollar
economic
impact,
5
million
splash
allocation
for
capital,
enhancements
that
we
already
have
approved.
That's
the
roof.
That's
hvac
that
sound
system.
D
D
Those
requests
are
going
to
be
an
opportunity
to
put
us
really
on
the
map
from
creating
a
mobile
outdoor
stage
that
we
can
put
in
our
amphitheater
that
we
can
put
in
our
that
we
can
put
in
our
parking
lot
that
if
those
the
mayor
wants
to
do
a
a
special
event
off-site,
all
we
got
to
do
is
hook
it
up
to
a
trailer
and
we'll
be
able
to
take
it
to
that
site
and
open
up
this
fold
out
mobile
trailer,
I'm
staging
you,
you
know,
and
then
1.5
million
funding
requests
for
repayment
of
safe
parking
measures.
D
Everybody
that's
been
to
our
parking
lot.
I
think
that
speaks
for
itself.
So
when
you
add
all
these
requests
up
that
we're
looking
at
in
these
investments,
we're
talking
about
7.8
million
dollars
right.
So
what
does
that
translate
to
with
these
partnerships
and
sponsorships
that
translates
into
saving
the
city
over
88
million
dollars?
So
where
does
that
come
from?
How
do
you
get
to
the
88
million
dollars
because,
on
average
to
build
a
tier
2
facility
that
athens
is
doing
savannah
is
doing
augusta
is
doing?
D
Gwinnett
is
doing
you're
looking
at
90
to
100
million
dollars.
So
with
these
sponsorships
and
these
facial
upgrades,
this
is
going
to
add
a
lot
of
value
to
the
building
that
we
as
it
currently
stands,
and
it's
going
to
reinforce
the
infrastructure
so
that
it
lasts
another
10
to
15
more
years.
So
essentially,
through
these
partnerships,
which
is
this
yes,
it
is
strategic
and
it
is
conscious
we
are
actually
being
able
to
save
the
city
almost
almost
80
to
90
million
dollars
today.
D
So
these
are
things
that
are
part
of
our
strategic
plan
as
part
of
our
marketing.
Partnership
is
what's
going
to
help
the
civic
center
to
be
viable,
and
it's
also
going
to
help
to
put
us
on
the
map
as
it
complete
as
it
compares
to
the
rest
of
the
venues
that
are
taking
place
right
here
in
our
backyard.
I
D
It
costs
the
city,
nothing
because
these
are
part
of
the
partnerships
and
sponsorships
that
we
have
so
essentially
what
we've
done
is
we've
taken
a
look
at
enhancement
and
upgrades
within
the
building.
We've
set
aside
funding
for
those
enhancement
and
upgrades.
D
So
when
I
say
enhancements
and
upgrades
we're
talking
about
new
flooring
and
when
I
say
new
flooring,
we're
talking
about
carpet
we're
talking
about
tile,
we're
talking
about
light
fixtures,
so
we
have
a
way
of
saying
as
they
say
you
got
to
fake
it
till
you
make
it
so
when
we
put
it
out
from
a
marketing
standpoint,
we
want
it
to
sound,
very
grand
and
robust
when
the
reality
of
it
is
we're
just
changing
out
the
tile
and
our
carpet
and
adding
some
seating.
D
But
it
gives
somebody
the
experience
that
we
are
creating
a
premium
atmosphere.
So
when
we
talk
about
construction,
we're
not
doing
any
kind
of
major
construction,
no
drilling
anything
we're
talking
about
putting
up
new
baseboards
and
new
tile
and
new
light
fixtures
and
tv
monitors
so
yeah.
D
That's
my
problem
yeah,
but
I
think
you
know
going
forward.
I
think
you
know
we're
already
going
to
work
together
and
me
coming
down
and
expressing
and
showing
you
all
the
concepts
that
we're
looking
at,
because
a
lot
of
these
things
are
not
they're,
not
anything
that
requires
permitting
they're,
not
anything
that
cries
any
kind
of
drilling
or
anything
of
that
nature.
These
are
all
cosmetic
upgrades.
Okay,
thank
you
for
the
update.
Z
Yes,
guy
richter
landers,
I
wanted
to
tell
you
thank
you.
I
actually
went
over
to
the
civic
center
on
friday
because
I
was
going
to
the
kendrick
football
game
and
I
said
I
was
going
to
stop
by
the
esport
event
that
they
had
at
the
civic
center
and
honestly,
I
had
not
walked
the
stairs
like
when
you
come
in
and
make
a
left.
I
always
go
to
the
right
because
that's
where
our
seating
is,
but
I
saw
some
upgrades
and
you
are
correct
small
upgrades
it
made.
Z
It
seem
like
a
whole
different
facility
with
the
artwork,
and
I
mean
just
everything
that
you
are
doing,
and
I
just
want
to
commend
you
for
being
innovative
and
thinking
thinking
outside
the
box,
because
it's
making
a
difference
and
I
thoroughly
enjoyed
hanging
out
with
the
kids,
especially
seeing
young
teenage
girls
interested
in
esports,
and
I
was
telling
megan
you
need
to
get
involved
in
it.
So
you
get
your
little
money
on
the
side,
but
but
it
was
very
interesting
and
just
seeing
the
updates.
D
B
B
Thank
you,
mr
manager.
Madam
clerk,
I
apologize.
T
Mr
city
manager,
a
couple
of
months
ago,
I
spoke
with
a
couple
of
people
on
your
staff
about
the
fact
that
our
flagpole
out
here
in
front
of
the
citizen
service
center
should
have
a
light
on
it.
If
we
are
going
to
fly
our
flag
at
night,
it
does
not
have
the
light
yet.
W
W
Next,
we
have
board
appointments,
we
have
the
mayor's
appointments.
I
will
defer
the
columbus
on
works
convention
and
trade
center
authority.
Next
we
have
the
crime
prevention
board.
Mayor
henderson
is
nominating
dr
rocky
marsh.
To
succeed,
joseph
lebron.
W
W
W
Any
nominations
may
be
confirmed
for
this
meeting
for
the
public
safety
advisory
commission,
byron
hickey.
This
is
district
one
friar
noel
denzowitz,
that
is
council
district.
Three
donald
watkins
says:
council
district,
five
lisa
brockham,
that's
council,
district,
seven
and
scott
taft,
that's
council
district,
nine,
we
counselor
thomas!
We
have
not
heard
back
from
scott
taft
and
we'll
continue
to
reach
out
to
him
to
see
if
he's
interested
in
continuing
to
serve.
If
you
would
like
for
us
to
do
that
next,
we
have
council
appointments.
W
W
Okay,
councilor
thomas
is
nominating
julie,
fryer
and
did
I
hear
counselor
tucker
nominating
miss
emory
also
for
dr
jeanne
walker
spock.
The
veterinary
association
is
recommending
reappointment
if
a
member
of
council
want
to
go
ahead
and
confirm.
W
W
We
also
have
open
for
nominations
the
seat
of
the
late
bob
heydrich
for
the
commission
on
international
relations
and
cultural
liaison
encounters
council
barnes
is
nominating
natasha
banks
to
succeed,
rose
spencer,
and
we
will
bring
this
back
for
the
next
meeting
for
confirmation
for
the
land
bank
authority,
deidra
tilley
she's
interested
in
serving
another
term.
If
a
member
of
council
want
to
place
her
name
and
nomination.
W
Thank
you.
Councillor
huff
has
placed
her
name
and
nomination
for
the
seat
of
patrick
coleman.
Councillor
crabb
is
nominating
mr
christopher
phillips,
and
we
will
bring
these
back
at
the
next
meeting
for
confirmation.