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From YouTube: City Managers Ad Hoc Committee Meeting 011520
Description
City Managers Ad Hoc Committee Meeting 011520
A
You
very
much
as
a
reminder
of
we
do
have
a
period
of
general
citizen
communication.
Citizens
are
required
to
fill
out
a
witness
card.
It's
a
Benetton
chair,
pull
their
that
toll.
Fifteen
of
today's
date
identified
themselves
before
the
meeting,
and
also
they
these
cameras
will
be
limited
to
three
minutes
per
speaker.
Speakers
may
not
pass
their
minutes
to
any
other
speaker.
Comments
should
be
relevant
to
the
committee
business.
They
were
in
a
professional
manner.
You
know
it
derogatory
remarks
be
permitted,
so
everybody's
here
president,
wants
two
different
cards,
also
wrong.
We
need
to.
A
E
A
I
want
to
make
some
Corrections
I
look
at
my
notes,
place
in
particular.
I
want
to
cite
things
in
that
particular
meeting.
There's
reference
made
by
my
mr.
got
CS
that
none
of
the
candidates
were
qualified
candidates
in
his
opinion
and
committee
member
also
agreed,
but
I
want
the
minister
of
fact
that
there
were
also
committee
members
who
dis
respectfully
disagree
with
that
and
I
was
one
of
them
and
I
want
that
to
be
noted
in
the
minutes.
It
was.
A
October,
the
October
be
the
October
meeting
that
the
ministers
you
have
there
make
reference,
as
you
read
the
first
item,
just
talking
about
the
the
common
bite
by
Mike
mr.
Garcia,
but
I
want
so
the
record
to
show
that
there
was
discussion
and
other
members
of
the
committee
respectfully
disagree,
and
so
that's
one
addition
to
the
minutes
that
I
wanted
to
be
sure
to
be
reflected.
I
also.
A
Yeah
they
all
have
pages
in
the
minutes.
So
that's
what
critical
path
is
here,
it
would
be
in
the
minutes
you
go
to
peach
makes
it
a
third
page.
In
the
first
paragraph,
it
makes
reference
to
comment
that
mr.
Garcia's
court
is
has
been
made
I
in
that
particular
paragraph
I,
or
in
that
discussion.
I
wanted
to
reflect
that
there
was
also
you
know
to
people
other
comments.
E
A
C
E
A
A
In
the
paragraph
a
it
makes
reference
to
the
binders,
and
it
makes
reference
of
the
first
days
of
show
that
if
I,
the
white
binder
that
was
made
available
to
all
committee,
members
of
which
contained
all
relevant
data
in
regard
to
the
Kennison
include
the
resident.
You
recap
that
that
the
application
time
period
had
been
extended
to
the
end
of
the
year
and
the
decision
to
not
interview
anyone
until
after
that
time,
I
would
like
to
request
that
after
the
after
the
word,
he
recap
that
be
at
the
obstructions
of
the
City
Council.
A
E
E
B
A
D
A
A
F
A
D
F
D
E
A
D
F
A
I'm
just
trying
to
make
sure
that
everybody
understands
clearly
that
the
way
that
it's
written
it's
the
way
it
was
intended
and
the
most
was
made,
and
that
was
intended.
There's
no
question
about
it
because
there's
one
key
point
here
that
mr.
luff
has
made
in
that
paragraph.
There
was
another
noted
that
the
Chairman
would
be
the
control.
Okay
and
I
want
to
make
sure
there's
no
interpretation
of
what
that.
What
that
meant
right.
A
A
F
F
A
All
in
favor
of
that
motion,
fine
by
saying
aye,
all
right
all
opposed.
Thank
you
us
with
us.
Thank
you,
sir
all
right,
so
we
we
are
continuing
our
process
again
reviewing
where
we
stand.
We
have
I
think
in
the
agenda
that
we
have
before
you,
where
a
point
right
now
that
we
were
the
last
request
that
we
had
was
what's
seriously
of
rankings
that
everyone
was
so
submitted
to
staff
by
yesterday
by
noon.
I
like
to
have
staff
work
with
all
nine
committee
members
did
you
receive
my
committee
rankings?
Yes,.
F
We
received
them
all
before
noon.
There
was
one
I
want
to
be
able
to
say
that
there
was
one
additional
change
early
this
morning
on
which
miss
Christie
held
it
city
attorney
and
I
a
spoke
to
a
committee
member.
He
wanted
to
change
his
rankings,
his
number
his
timing.
This
was
meant
at
noon
yesterday,
but
he
wanted
to
make
sure
that
he
would
change
something
based
on
some
information.
He
researched,
and
we
did.
A
So
before
you
in
your
packet
is
the
actual
scoring
based
on
what
was
submitted,
I'd
like
for
you
to
look
at
that,
because
I
in
in
the
left
hand
side
of
that
page,
you
will
see
that
there's
a
reference
made
by
applicant
in
the
form
of
letters,
a
b
c
d,
as
you
can
see
there,
so
there's
any
any
any
discussion
that
any
issue
that
we
want
to
discuss.
We
would
like
for
the
committee
members
to
refer
to
them
as
applicant
a
b
c
d
or
so
forth,
rather
than
by
a
name
yeah.
A
A
F
F
A
G
I
just
have
a
comment
on
the
this
is
one
way
of
ranking
them,
but
I'm
not
sure
the
intended
way.
I
was
in
depression
that
the
person
who
got
the
most
number
ones
would
be
number
one.
The
person
who
got
the
most
number
twos
would
be
number
two
and
so
on
and
so
forth,
because
that
it
is
a
difference,
this
ranking
versus
what
I
just
stated.
So
I
just
want
clarification.
How
the
what
many
wants
is
for
anything
the.
F
Most
the
people
that
got
the
most
number
ones
are
at
the
higher
end
of
your
listing,
and
so
there's,
like
you,
said
many
ways
to
be
able
to
open.
This
is
how
we
felt
was
the
easiest
for
all
of
us,
for
you,
obviously
the
weight.
If
you
want
to
go
back
to
one
one,
one,
it's
going
to
be
the
same
result.
G
Different
but
again
I'm
just
bringing
that
up.
What
was
the
intention
of
the
committee
how
to
rank
it
and
if
we're
gonna
be
interviewing
all
or
a
smaller
group,
it
may
not
make
any
big
differences.
That's
not!
Okay.
We
still
have
to
go
through
the
interview
process.
I'm.
Just
saying
this
is
one
method.
D
I
C
I
A
Why
that's
why
the
methodology
becomes
important,
because
you
know
if
we're
already,
the
list
was
power
down
to
ten,
so
we
had
11
candidates
now
when
you
have
10.
So
therefore
the
question
is,
you
know
we
there
was
discussion
whether
we
cut
off
at
a
certain
number
you-
and
that
would
you
know
if,
if
this
bit
of
this
process,
this
methodology
eliminates
commonly
those
at
the
bottom
tier
then
yeah.
A
They
may
not
be
a
point
that
smoke
is
the
same
but
it,
but
if
it
impacts
that
we
won't
know
unless
we
sit
down
and
spend
some
time
trying
to
figure
this
thing
out
right
now,
but
the
main
the
main
issues
that
we're
trying
to
determine
the
individual
we
want
to
pursue
continue
with
with
interview,
and
this
system
is
adequate
to
the
committee,
and
this
you
feel
comfortable
is
a
system
that
we
want
to
move
forward.
That's
what
we
need
to
do.
Karen.
C
I
didn't
looking
at
the
numbers.
My
opinion
is
I
think
we
should
interview
the
top
six,
because
in
top
six,
after
that,
none
of
them
have
a
one.
None
of
them
have
a
no,
no
in
the
top
four
or
three
so
you're
you're
at
least
interviewing
everybody,
even
if
they
got
one
one,
they
should
I
think
there
should
be
interview.
And
if
you
look
at
it
it
probably
it's
it's
probably
the
top
six
ABS
absurd.
C
F
F
J
J
C
I
C
I
A
E
F
A
A
B
Once
once
you
narrow
it
down,
then
that's
when
they'll
do
their
in-person
visits
to
their
locations
of
those
individuals
to
get
a
more
field
as
to
how
they
are
talked
to
you
know.
Their
employer
is
not
specifically
their
boss,
but
people
that
they
work
with
people
in
their
community
and
I
get
a
more
feel
to
bring
that
back.
H
That
we're
going
to
look
at
the
top
six
and
then,
as
a
group,
discuss
any
others
that
other
that
the
individuals
would
absolutely
want
to
interview
and
make
if
there
was
a
case
strong
enough
to
interview
that
seventh
person,
eighth
person,
then
we'd
all
agree.
Okay,
well,
this,
let's
interview
them
so
right
now,
I
believe.
H
If
we
hit,
we
have
a
solid
top
six
like
the
question
right
now,
Vegas
itself,
as
does
anybody
want
to
absolutely
interview
the
bottom
four,
and
if
anybody
really
has
a
strong
case
say
you
know
what
I
really
think
we
got
interviewed,
let's
just
say
II,
then
we
all
can
agree
or
disagree
or
we
can
discuss.
Let's
the
interview,
you're,
not
interviewing,
but
I
think
it
just
makes
it
really
simple:
we're
all
ready
we're
anywhere.
We
need
to
be
I.
A
H
A
A
Wasn't
sure
it
clear
on
that
because,
yes,
that's
that's,
that's
been
one
of
my
concerns
that
we
have
not
been
able
to
amongst
ourselves
to
discuss.
Some
of
us
may
be
privy
to
some
information
that
needs
to
be
just.
It
may
be
helpful,
that
is
public
information
yeah
okay,
that
that
could
be
shared,
should
be
shared
with
all
that
may
have
an
impact
in
our
decision,
including
the
decision
on
the
ranking.
G
A
Don't
want
them
discussing
yeah,
because
that's
that's
that's
why
it's
important
that
we
come
up
with
that
final
list
that
we
want
to
interview
there
is.
There
is
anything
out
there
that
Warner
was
a
jewelers
or
fearless
may
find
negative
about,
especially
someone
that
that
may
be
in
the
top
tier
I.
Think
I
would
want
to
know
somebody
new
that
I.
H
A
H
G
H
A
And
and
and
I
will
say
because
one
of
the
one
of
the
candidates,
the
candidate
that
I'm
that
I'm
referencing
and
is,
is
among
the
top
six
okay,
so
I
would
I
would
like
you
know
it's
it's
important
that
information
that
it's
public
had
you
know
you
have
access
to
it,
but
also
it's
information
that
I
have
that
I
may
have
it
then
only
one
has
any
information
any
other
candidates,
but
it
is.
This
is
what
involves
one
of
the
top
six
candidates
based
on
the
scorecard,
as
as
it
reads
right
now,
mr.
A
There's
public
information
about
because
this
is
Canada's
had
experiences
current
experience
in
the
city
that
he's
had
that
that
they've
been
it's
more
beyond.
What's
been
reported
in
the
media,
regards
to
his
character
of
the
integrity
and
that
I
I
have
by
virtue
that
I
have
experience
in
that
city
and
I've
sought
just
on
my
own,
any
anything
out
there
that
that
beyond
this,
you
know
his
what
has
been
is
there
anything
out
there
in
the
public
realm
other
than
and
what
I
am
read
and
there's
an
article
there's,
an
there's.
A
A
series
of
articles
that
revolve
is
to
to
submission
is
related
to
his
character
and
then,
as
a
follow
up
with
some
discussion,
with
some
of
the
leadership
of
that
community
I
have
received
word
and
I
have
been
told
that
we
should
that
we
will
inherit
a
problem
based
on
past
experience
of
what
we
had
and
and
and
and
the
number
of
life
advantages
I
would
be
concerned
about
bring
it
out
of
a
problem
knowing
right
now
that
I've
got
people
that
that
I
consider
you
know
so.
The.
H
H
But
if
the
consensus
is
he
is
in
the
top
six,
the
interviewing,
regardless
of
what
the
conditions
may
be,
because
we
don't
know
all
the
conditions
I
mean
you
know
you
may
be
privy
to
some
stuff,
but
we
we
don't.
We
may
not
be
privy
to
all
the
information
from
all
the
different
candidates.
So
if
you
would
like
for
candidate
II,
which
would
replace,
if
you
didn't
want
him
interview,
they
would
replace
the
D.
But
if
you
want
e
interview
well,
then
let's
have
the
discussion
to
interview
e
leave.
J
G
D
I
concur
with
committee
members
hallo,
and
why
would
we
want
to
move
backwards?
We've
already
decided
that
those
four
on
the
bottom
tier
don't
meet
our
standard
for
what
we
want.
Then,
let's
exclude
those
four.
Let's
talk
about
the
six
and
if
one
within
those
six
doesn't
meet
our
standard
people
down
the
side,
that's
surface
all
right.
We
okay
go
down
to
five.
That
buys
us
more
time
to
interview
those
that
we
feel
are
qualified,
that
we
all
voted
for
or
or
ranked
high
enough
to
bring
it
for
an
interview
that
works.
A
L
Any
candidates
that
you
know
somebody
feels
very
very
strongly,
and
you
know
just
echo
in
with
this
yeah,
but
it's
that
in
previous
meetings.
You
know
we
should
interview
all
eleven,
because
you
never
know
one
one
could
get
away
that.
It's
really
the
one
that,
for
some
reason
we're
not
familiar.
You
know
real
familiar
with
their
qualities
or
our
priorities.
L
You
know
a
city
manager
may
have
ten
responsibilities
and
if,
as
a
committee
member
you're
focusing
on
these
three
because
that's
what
you
feel
is
the
most
important,
the
other
seven
are
going
to
kind
of
go
by
the
wayside
and
stuff.
So
we
could
potentially
miss
somebody
and
that
candidate
E,
if
you
recall,
has
had
experience
in
the
state
of
New
Jersey,
the
state
of
New
York.
You
know
in
numerous
locations
that
to
me
could
be
very,
very
valuable
in
you
know,
carrying
out
the
duties
of
a
city
manager.
L
J
L
I'm
not
sure
what
he
was
doing
in
Austin,
but
but
but
you
know
the
towns
where
he
were
were
like
40,000
people
and
like
17,000
people,
or
something
like
that
so
and
I'm
just
saying
going
on
the
flip
side
of
that
spectrum,
you've
got
an
individual.
You
know
that
was
rated
and
so
forth,
ranked
who
has
a
tremendous
amount
of
experience
in
large?
You
know
you
know
large
areas
and
stuff.
You
know
so.
I
just
wanted
to
mention
that
I
would.
A
Just
know
that
I
think
there
is,
there
is
a
substantial
I
say
substantial.
Yes,
you
know
mobile
difference
in
the
bottom,
three
for
the
rest
of
the
group.
Okay
and
I,
don't
know
if
anybody
would
have
any
and
the
committee
members
would
have
any
major
objection
of
moving.
It
is
bottom
three
for
consideration
for
interview
and
then
not
only
continue
the
discussion
to
the
top.
Whatever
that
number
is
my
questions
you
all
would
be.
You
know
if
narrowing
down,
because
that's
the
purpose
of
we're
trying
to
do
here,
how
many
people
we
want
to
interview.
A
Why
do
you
only
want
to
bring
in
for
interview
based
on
information?
We
have
right
now,
and
hopefully
there
may
not
be
other
information
regarding
to
the
interview
date
that
may
pop
up,
but
does
anybody
with
any
of
the
committee
members
look
at
Canada's,
KF
and
eight
and
say
I
absolutely
think
they
should
be
considered
to
be
funny.
C
C
But
that's
it
has
to
do
with
that
question.
Why?
Why
don't
we?
That
way?
It's
fair
is
that
you
make
we
make
a
motion,
you
know
what
to
go.
Can
it
by
candidate
safe?
Do
we
want
to
interview
this
person?
Yes
or
no,
so
we
can
all
say
yes
or
no,
and
the
majority
go
so
revote
and
we
come
out
with
just
five
whether
it's
five,
it
is,
if
we
vote
and
say
you
know
what
I
ladled
and
then
all
eight
of
them,
but
that
wait.
It's
not
five!
Six,
five,
it's
an
individual
to
vote.
C
C
C
F
C
A
L
F
Obviously,
our
Texas
candidates
will
be
fairly
easy
Jews
to
bring
in,
provided
that
they
also
the
schedules
we
can
work
with
our
schedules.
If
a
worst-case
scenario
we
can
do
a
teleconference
I
would
not
like
that,
but
that
would
be
the
worst-case
scenario
for
them.
The
out-of-state
I'd
like
at
least
seven
days
to
be
able
to
book
a
decent
flight
fair,
but
by
all
means
price
is
not
the
issue
here.
It's
getting
the
best
candidate,
sure.
D
A
A
F
A
E
A
L
E
A
A
I
A
I
I
I
A
I'll
be
glad
to
answer
your
question
can
be
reliable
woman
and
of
this
particular
candidate,
as
I
said:
there's
current
leadership
in
that
particular
city
and
another
cities,
and
where
he's
had
experience
and
and
respected
the
leadership
of
vocals
Kurt
I'm
a
value,
their
opinion,
people
that
I
know
you
know
and
they're
people
that
know
us
know
even
our
history.
You
know
that
I
that
I've
added
ever
figure
that
have
told
me
Jerry
you.
Should
you
don't
want
it
here
at
the
problem?
A
F
I
Feel
like
there
are
a
lot
of
people
on
this
committee.
That
knows
something
about
him
that
others
of
us
don't
and
I
looked
him
up.
Online
I
saw
in
his
Q&A.
He
talked
about
a
situation
where
he
was
accused
of
something
by
the
sister
of
the
ex-wife,
but
he
was
cleared
of
that
and
I
see.
Also.
He
was
at
in
pharr
texas,
from
2007
to
2008
eeen.
He
seemed
to
over
a
turn
around
our
finance
department
and
was
in
Edinburgh
and
ran
into
our
political
problems
with
the
police.
I
Chief,
as
many
of
these
candidates
have
also
experienced
I'm,
not
really
interested
in
the
politics
that
they
encounter
with
their
mayor
or
there
were
there
police
chief
I'm
interested
in
their
experience
and
what
they
can
do
to
run
municipalities,
so
I'm,
just
kind
of
stunned,
I
think
at
the
block.
That's
doesn't
even
want
to
give
them
an
interview,
because
I
don't
have
information
and
I,
don't
feel
comfortable,
saying
and
with
all
due
respect
chairman,
you
have
extensive
experience,
knowing
lots
of
people
along
the
border
and
you
value
their
ex
their
their
their
words
but
I.
I
Think,
as
a
committee
member
I
cannot
say
well,
I'm,
then
a
value,
a
third
party
person
whom
I
don't
even
know
that
spoke
with
you
about
this
person
and
say
I'm,
not
gonna,
give
this
guy
even
an
interview.
I,
don't
feel
comfortable
doing
that
yeah
and
I.
Don't
feel
comfortable,
saying
well,
I'll
go
ahead
and
not
give
him
an
interview
and
just
read
articles
about
him
later
after
the
fact.
C
It's
just
not
one
opinion,
I
think
if
you
actually
look,
if
you
had
six
people
or
five
people,
I'm,
not
basing
myself
I
based
myself
with
some
information
that
he
gave
but
I
paid
myself
on
under
this
stuff,
so
I
think
it's
the
will
of
the
board.
I
wish
we
can
get
everybody
in,
but
we
decided
that
would
vote
on
the
individual
and
he
didn't
make
it
in
and
I.
Don't
think,
there's
a
way
to
put
him
back
in,
because
if
it
was
a
closer
tied,
everything.
A
All
have
our
opinions,
we
all
have
our
opinions
that
we
all
have
access
surgical
sources.
You
know
and
that's
why
I
began
this
discussion
saying
or
references
verified
or
did
anything
submitted,
they're
being
done.
Some
of
us
have
had
if
you
have
the
ability
to
have
either
that
access
to
information,
whether
some
of
you
for
us
Google,
something
that
may
be
in
the
public
domain
or
they
may
be
something
in
the
private
domain.
That
you're,
also
privy
to
all
I'm
saying,
is
that
you
know
you
have
your
vote.
Don't
have
my
vote.
A
Is
that
I
based
my
decision
on
what
I've
received
the
first
atomic
share
with
you
all
you?
Could
you
have
every
likely
to
agree
with
agree
or
not
agree
that
you're
what
you
want
now?
That's
that's
your
prerogative
I
just
you
know,
knowing
that
we
have
some
candidates
right
now,
then
we're
played
at
the
time
who
come
in
for
an
interview
and
we're
talking
about.
You
know
moving
quickly
and
time
elements
and
we
want
to
narrow
down
from
11
to
6,
to
5
to
40,
and
we
want
to
get
to
that
point.
You
know
that's.
E
I
What
we
I
understand,
the
pad
mr.
Chairman
I,
think
boy
I
feel
surprised
at
the
block
against
him
is
because
this
was
due
yesterday
and
we
met
last
week
and,
as
of
yesterday,
the
rankings
on
him
had
come
in,
although
we
met
last
week.
The
majority
of
people
here
had
him
in
their
top
six,
with
the
exception
of
two
of
the
nine
of
us.
He
he
ranked
somebody
ranked
him
six
first,
first,
six,
fourth,
seventh,
second
third
and
then
there's
like
this
dramatic
shift.
I
I
think
I'm,
just
probably
naive
to
the
whole
game
here,
but
I
am
surprised
at
this
dramatic
shift
based
on
how
he
was
ranked
by
the
majority
of
us,
and
now
the
majority
has
shifted
and
there
seems
to
be
information
that
has
been
shared
with
some
and
not
all
or
discussed
among
some
and
not
all
and
I.
Just
feel
that
that's
wrong.
Well,.
A
That's
why
this
is
this
committee
is
committing
work
and,
as
a
committee,
we're
sharing
with
each
other
the
information
that
we
have
at
our
disposal
as
of
today.
Okay,
as
a
matter
of
fact,
I,
you
know
I
in
my
own
ranking
and
I
submitted
I
did
my
own
check
in
as
well
and
with
those
with
with
my
own
verification,
so
whether
everyone
else
did
that
you
know
or
not,
they
have
every
right
to
do
so
and
I
did
it
upon
upon
myself
and
I
thought
it
was
very
relevant.
A
Put
it
on
the
table
today
discussing
would
stop
that
I
would
think
you
would
be
a
shortfall
of
my
responsibilities
not
to
share
that
with
everyone,
even
though
I
found
out
about
it
I
found
out
of
mine
against
it.
What
I
know
the
same
thing
can
happen
next
to
the
next
tomorrow,
if
any
of
these
candidates
that
we
choose
for
interview,
okay
or
whatever,
that
prior
to
that
interview
that
we
find
out,
you
know
anything
that
would
be
substantially.
A
You
know
negative
for
us
to
go
through
that
process,
because
we
don't
want
to
you
know
I
always
say
waste
anybody's
time.
We
want
to
make
sure
we
have
the
right
candidates,
because
the
responsibilities
that
we
have
we've
been
charged
with
you
know
when
someone
tells
me
I,
think
that
it
now,
if
you
want,
if
you
want
it
for
my
opinion,
that's
why
I
say
we're
going
to
this
process
or
bode
you
have
your
right
like
I
have
my
vote
and
that's.
J
Actually,
my
number
one
and
number
two
I
found
out
something
and
I
moved
them
to
the
middle
and
I
got
in
and
I
and
I
changed
and
I
submitted
a
changed,
ranking
and
then
at
night
I
had
a
panic
and
then
I
did
find
something
out
about
this
candidate
last
night
after
and
it's
very
recent,
so
it
wouldn't
be
in
our
packet.
So
that
is
why
I'm
not
comfortable
people.
H
And
in
my
case,
I
I
made
the
change
I.
Have
this
candidate
ranked
hi
I
found
out
information
I
made
the
change
to
rank
them.
Ranking
6
I
still
think
he
deserves
an
interview.
But
if
the
committee,
as
a
vote,
decides
that
he
shouldn't
be
interviewed,
I
accept
the
decision
of
the
committee.
That's
what
we're
here
for
it
may
not
go
my
way
all
the
time.
C
F
I
F
A
F
E
D
F
D
F
A
F
A
D
I
A
Of
the
name
to
allow
editor
D
to
be
to
be
bought
it
for
an
interview.
Is
there
a
second?
Yes,
sir
Karen
was
the
second
okay,
so
let
us
know
of
all
the
hands.
How
many
would
like
for
this
candidate,
yay
or
nay
yay?
How
many
gays
for
him
to
come
in
for
an
interview?
Raise
your
hand,
one
two:
three:
how
many
no
1
2
3
4
5
6.
A
E
D
D
C
A
A
G
A
E
A
E
A
A
A
A
A
F
A
F
A
So
that
will
cover
this
item.
Thank
you
all
very
much.
I
know
this.
Is
this
required
a
lot
of
work
and
a
lot
of
thinking
in
them
and
that's
one
of
the
I
think
I
commend
a
committee
for
for
their
time
and
energy,
because
this
is
what
we're
trying
to
do
here.
We're
coming
down
to
the
wire
try
to
make.
You
know
the
best
recommendation
to
this
to
the
City
Council.
You
have
to
consider
doubt
yeah.
It
opens
regards
to
the
the
order
of
which
applicants
will
be
interviews.
Okay,
okay,.
F
So
mr.
chairman,
come
up
with
a
method.
Leather
and
diamonds
were
open
to
any
other
method,
so
listing
the
candidates
in
alphabetical
order,
putting
them
into
a
box
or
a
bag,
mixing
them
all
up,
and
then
you
all
can
select
a
name
out
of
the
bag,
and
that's
not
the
order
that
we
will
do
the
interviews.
Is
that
an
acceptable
method?
If
you
have
another
method,
we
are
certainly
open
to
it.
G
F
So
we
put
all
the
needs
that
were
selected.
It
means
now
we
can
release
the
names
right
now,
who's
going
to
be
interviewed
in
no
specific
order.
We
put
the
names
in
a
bag,
we
mix
up
the
bag
and
we
pull
out
the
names,
and
that
would
be
the
order
of
who
would
be
first
to
be
interviewed.
Second,
third,
fourth,
fifth,
to
not
give
anyone
a
preference
on.
We
know
the
last
of
the.
A
A
I
F
A
D
F
D
G
I
I
L
E
I
F
G
D
J
E
F
A
A
J
C
A
J
E
J
A
G
A
A
F
A
F
A
L
A
I
A
I
A
We
choose,
if
you
choose
to
go
before
the
City
Council
will
make
of
you
I,
don't
know
we
even
have
to
know
we
just
share
with
with
the
council,
but
candidates
today
normally,
and
then
we're
scheduled
the
interview.
That's
what
that's
what
you
all
want-
or
you
all
want
to
consider
here
with
that
blue
basically
mind
can't
do
anything
for
the
41st,
which
is
next
week
right.
A
F
I
G
I
F
E
E
F
F
D
A
I
F
E
A
I
I
do
want
to
make
sure
that
there
is
there
any
information.
We
have
five
candidates
game
folks.
You
know
my
fellow
committee
members,
if
there's
anything
that
that
that
anyone
becomes
aware
of
before
the
interview
date
that
we
could
share
with
everyone
on
any
of
these
candidates
know
that
you
know
substantial
another,
no
I,
don't
want
to
say
nothing.
A
A
So
the
enemy
dates
that
set
right.
So
we
vote
on
that.
Mr.
so
January,
the
29th,
you
know,
is
the
primary
date,
looking
at
alternate
alternate
date
as
well,
what
we
recover
okay,
so
that
would
be
emotions
their
emotions.
We
set
that
day
for
the
symbols,
but
you
hear
me
second,
most
of
the
main
second,
all
in
favor
aye
opposed.
A
Thank
you
very
much.
We
have
not
only
selected
not
only
that
we
scored
with
selected
candidates
and
we've
set
dates
for
the
interview.
Congratulations
to
the
committee
one
step
further
rules.
The
challenge
will
be
now
will
be
when
we
get
closer
to
the
interview
date.
What
what
ago,
how
we're
going
to
conduct
those
interviews?
Okay
and
that's
in
itself-
is
a
discussion.
H
A
But
there's
also
the
question
is
you
know,
then?
We
also
ask
other
questions
and
I.
Think
staff
has
informed
us
that
you
want
to
limit
the
number
of
questions
and
the
plush's
be
kept
in
general
terms
of
all
the
candidates.
That's
what
I've
heard
staff
before
so
I'm.
You
know
there
should
be
some
discussion
about
that.
I've
got
some
questions
that
I
that
I've
come
up
with.
A
Living
to
deserts
question
that
we
did
set
up
a
at
the
discussion
where
they
would
have
a
20
minute
period
of
time.
It
could
be
excited
to
30
minutes
of
presentation.
You
know
and
then
have
an
hour
of
questions
well
that
basically
limited
it
to
an
hour
and
a
half
to
an
hour
20
up
well
I
would
have
four
candidates,
that's
the
time
that
had
been
discussed.
A
That's
why
the
question
of
controlled
by
the
chair,
you
know,
if
there's
you
know,
chambers
of
the
questions
you
know
need
to
continue
will
continue.
Yes,
you
know
I,
don't
want
to
live
in
ourselves.
We
see
that
we
have
some
critical
questions
of
the
character.
We
want
to
continue
to
do
so.
I,
don't
want
to
tell
you
I
cut
it
off
exactly
on
one
and
they
have
no
more
questions.
I
have
not
prepared
to
do
that.
C
A
A
A
Think
I
just
wanted
what
I
just
want
to
make
sure
that
everybody
understands
and
yes,
we've
got
one
day
to
do
it
all
you
know.
So
if
you
want
to
set
a
time
you
know
limitation,
you
know
I'm
all
put
to
that.
I
just
want
to
make
sure
that
everybody
understands
that
you
know
the
best
questions.
Perhaps
if
it
wasn't
I'm
never
gonna
be
asked.
You
know
so.
A
J
I
J
A
There's
a
not
to
exceed
the
theater
of
you
can
either
exceed
two
hours
of
the
interview.
No
second,
second,
most
has
been
made
and
seconded
all
in
favor,
aye
aye
opposed
all
right.
You
know
we're
still
parent
and
now
we
have.
We
still
have
the
issue
of
the
questions.
The
events
will
wrap,
not
everybody.
Does
anybody
have
any
questions
they
want
to
submit.
F
H
A
Minutes
of
the
presentation
for
the
president,
a
20
minute
presentation
that
was
discussion
to
extend
into
30
minutes:
okay,
that's
where
again
again
to
the
minutes.
I
am
I
open
it
up
and
they
say
if
someone
goes
beyond
20
minutes,
I,
don't
cut
them
off.
He
go
25
minutes
and
we
bill
its
relevant
if
I
feel.
C
You're
coming
from,
but
the
only
thing
that
we
have
to
vote
on
it,
so
it's
in
the
record
a
record
what
they
there
was
a
recommendation
and
we're
gonna
go
back
and
look
at
it
who
we
said.
If
there's
seven
candidates,
then
it's
less
time
if
five
carry
we
have
more
time
to
give,
but
right
now
we're
at
that
state
that
you
know
yeah.
That
was
just
a
recommendation.
Now
we
have
more
time,
so
we
can
give
you
a
30
minutes
of
25
minutes
whatever
you
want.
This.
C
G
G
A
J
A
I
I
Everybody
has
two
questions.
That's
18
questions.
If
five
minutes,
that's
you
know,
can
be
rather
lengthy,
that's
90
minutes
already,
let's
go
so
all
I'm
saying
is
that
it
I
mean
assuming
they
take
all
five
minutes.
If
we,
if
there's
some
pressing
follow-up
question
based
on
what
they
said
or
what
was
revealed
or
some
new
information
comes
out,
you
know
that,
they're
being
that
we
give
herself
some
wiggle
room,
follow.
A
Again,
my
question
is
I.
Do
not
want
I
would
not
want
us
to
share
something.
That's
already
the
question.
They're
just
gonna
be
repetitive
or
you
don't
want
to
get
a
clarification.
I
may
not
was
not
clear.
That's
it
before
we
requested
that's
one
of
your
question,
but
but
that,
but
not,
but
not
not
to
be
repetitive.
You
know
I
well,.
J
J
D
G
H
A
And
the
firm
has
will
revise
each
candidate
in
regards
to
the
press,
the
value
of
the
importance
of
their
presentation.
Now,
what
we're
saying
is
that
look
you
got
to
cover
as
much
as
what
you
got
in
this
period
of
time.
You
know
not
it
may
you
know
you
may
be.
There
may
be
an
issue
there.
That
won't
be
asked
that,
may
you
know
that
help.
H
I
would
suggest
at
least
one
question
is
similar
to
each
candidate,
and
that
way
you
get
that
same
question
respondent
each
candidate.
If
we
have
nine
similar
questions
for
each
candidate
and
then
a
totally
different
question,
however,
you
want
to
do
it.
That's
in
at
your
discretion,
but
at
least
we
have
nine,
like
you,
have
nine
of
your
same
questions
that
I
get
to
hear
from
every
candidate.
So
I
would
like
to
have
that
opportunity.
H
F
C
Wouldn't
want
to
turn
in
my
question
to
anybody,
because
in
meek,
yeah
and
somebody
might
have
an
advantage,
I
want
to
be
able
to
bring
my
question
that
day
and
present
my
question
that
day
on
the
topic
and
the
Chairman
can
design.
You
know
what
your
first
question
is
based
on
downtown
or
whatever
it
is.
The
second
question
could
be
whatever
question
you
want
to
ask
I.
Think.
H
K
As
far
as
a
human
resources
perspective
and
to
make
sure
that
everything
is
fair,
we
would
advise
that
the
questions
that
are
asked
are
the
same
to
ensure
that
each
candidate
has
the
opportunity
to
address
whatever
issue
it
may
be.
So
if
the
topic
is
economic
development,
a
question
you
know
is
tell
me
about
this,
about
whatever
the
topic
may
be
right.
So
that's
one
thing
as
far
as
the
follow-up
questions,
if
it
is
related
to
something
that
they
said,
you
can
ask
for
clarification
or
for
them
to
add
more
about
that
specific
scenario.
I
L
Think,
if
you,
you
know,
if
you
want
to
give
us
some
guidelines
on
that,
but
I
would
really
you
know.
I
I,
don't
know
about
asking
the
same
question
to
every
candidate
because
based
on
the
information
as
they
submit
it
and
based
on
that
20-minute
presentation,
each
candidate
has
an
opportunity
to
tell
us
them
as
much
about
themselves
and
then
based
on
that
presentation,
it
may
trigger
a
question
at
that
point.
For
that
particular
candidate
or
a
clarification
and
I.
K
Only
response
in
certainly
up
to
you
what
you'd
like
to
do.
My
only
response
is
that
any
candidate
can
say
that
was
a
loaded
question.
You
didn't
ask
this
of
your
top
pick,
let's
say,
and
so
therefore
the
process
was
unfair.
It's
not
to
say
that
it
will
happen.
It's
just
something
for
you
to
be
mindful
of.
If
you
do
decide
to
ask
different
questions,
I
certainly
see
you
know,
as
I
mentioned
before,
if
it's
something
that
they
do
mention
that
comes
out
in
their
presentation,
that
is
fair
game
because
they
did
state.
K
This
is
what
I
want
to
be
known,
for
this
is
my
legacy,
or
these
are
my
accomplishments
or
anything
like
that,
and
you
should
be
able
to
ask
those.
There
are
certain
questions
if
you're
going
to
ask
trade
immigration,
community
health,
anything
like
that,
those
should
be
these
same
questions
that
is
just
from
a
Human
Resources
perspective
right.
I
Mr.
chairman,
so
I
agree
having
served
on
the
search
committee
for
the
second
position
that
Laredo
college
everybody
got
the
same
questions
and
you
really
learned
a
lot.
You
learnt
we
learned
more
from
that
candidate
from
the
questions
than
their
upfront
presentation,
just
their
character
and
temperament
and
how
they
think
on
their
feet
and
but
I
so,
but
I
do
think.
We
need
to
make
some
because
there
will
be
follow-up
questions
based
on
what
we've
read
and
they're
in
their
packets
and
what
they're
gonna
say.
J
A
Why
I'm
saying
by
Mike
one
my
point
earlier
as
I
say:
staff
we
have
you
know
it's
important
that
each
one
of
the
candidates
we'll
be
told
look.
This
is
the
trendy
cat,
so
you've
got
to
take
advantage
of
the
talent.
You've
got
it.
You
know
the
more
clear
you
are
based
on
what
you
want
to
present.
You
know
it.
May
it
may
reduce
the
number
of
quizzes
doesn't
mean
it's
gonna
happen,
but
you
know
it
made
a
void,
any
nine.
A
You
know
having
to
worry
about
nine
bitter
questions,
even
that
already
in
there.
So
that's
all
I'm
saying
that's
all
I'm
saying
is:
if
we
are,
if
we
want
to
do
everything
to
one
take,
you
know
we
are
going
to
be
pressed,
it's
gonna
be
a
long
day
and
but
I
do
believe.
Also
that
that
we
should
we
should
have
our
own
ability
to
ask
a
question
that
may
be
prompted
as
a
result
of
that
presentation
or
over
there
or
the
way
the
person
answered
answered
the
question.
A
You
know
anyone
so
I
think
well,
I!
Guess
you
know
from
the
standpoint.
We
have
a
motion
right
now
to
look
at
the
questions,
one
general
question
to
an
individual
question
that
would
not
be
accomplished
with
and
the
following
what
at
a
follow-up
question
if
necessary
that
that
correct-
and
there
was
a
second
today
second.
D
I
A
Well,
that
was
made
by
mr.
plague
was
yes,
we
will
have
one
general
questions
that
would
be
asked
of
all
the
candidates.
There'll
be
one
question
that
you
would
select
to
make
based
on
the
presentation
or
whatever,
and
they
would
be
possible.
A
possible
follow-up
question
if
necessary.
Correct,
yes,
well,.
H
A
L
Know
the
fact
that
we
have
our
interim
city
manager
is
one
of
the
candidates
to
me.
There's
in
my
book
there's
going
to
be
a
difference
in
the
questions
that
he's
you
know
going
to
be
asked
versus
the
other
candidates,
because
he's
in
the
office
right
now
he's
responsible
for
performing.
He
put
his
resume
together
and
said:
I've
done
this
and
a
lot
of
the
questions
are
going
to
be.
Can
you
elaborate
on
that
versus
the
other
candidates?
We
want
to
find
out
more
about
them,
not
only
through
the
presentation
but
there's
a
question.
L
Is
almost
going
to
be
held
to
a
higher
standard
because
he's
performing
the
job
and
and
there's
going
to
be
questions
about
the
performance
of
the
job,
because
you
know
there's
a
decision
gonna
be
made
about
other
people
who
have
not
had
that
opportunity
to
be
in
the
position.
So
what
we're
going
to
ask
of
them
versus
what
we're
going
to
ask
of
the
person
who's
already
in
Mayberry
I.
A
Know
that's
understandable
because
this
particular
case
he,
you
know
he
is
a
known
commodity
here
versus
other
other
other
for
their
non
commodities
to
us,
and
that's
always
there
that
understandable
that
there
may
be.
You
know,
questions
that
be
more
relevant.
You
know
what
his
answers
would
be,
but
that's
just
that's.
What
we
have
you
haven't.
You'll
have
an
opportunity
to
ask
that:
let's
do
that!
I
know
nine!
Nine
of
us.
Nine
of
us
will
have
the
opportunity,
that's
the
case,
so
it
it's
right
now.
A
A
That's
that's
all
we're
trying
to
be
fair,
you're,
fully
transparent,
I
know
that
as
we
speak
right
now
and
you
all
have
seen
you
know,
I've
been
privy
to
all
the
news,
there's
so
much
up
there
in
the
public
arena
that
people
already
made
a
finger.
We
made
up
our
mind.
We
have
not
made
up
our
mind.
There
is
no
hidden
agenda.
This
committee,
we
try
to
be
as
transparent
and
follow
a
process
that
each
one
and
the
integrity
of
our
community
is.
It
is
definitely
you
know
we're
important
to
all
of
us.
A
You
know
we've
taken
our
time.
Volunteers.
We've
worked
very
well
with
staff
to
come
up
with
a
series
of
best
candidates
that
we
consider
it
that,
based
on
the
parameters
that
we
have
been
given,
and
we
can
have
a
separate
debate
about
that.
But
that's
what
we
were
hearing,
that's
what
we
have
to
work
on,
and
we
will
do
so
now.
Let's
move
forward
and
see
where
it
takes
us.
A
F
Chairman
there
was
also
recommendation
by
Miss
galo
at
the
last
meeting.
There
was
no
motion
made,
but
in
case
you
interview
all
of
them
all
the
same.
You
can
always
come
back
for
Senate
second
interview
at
a
later
date
and
continue
to
ask
additional
questions,
so
you
can
really
determine
that.
So
that's
still
something
y'all
can
do
in
the
feature
of
you're
concerned
about
you
didn't
ask
all
the
questions
to
any
one
candidate.
A
And
there's
anything
else
out
there,
where
even
the
even
the
City
Council
can
choose
to
say,
I
want
to
interview
those
those
individuals
to
myself
and
whatever
conditions
are
set
for
them.
We,
as
a
committee,
were
charged
to
come
up
with
us
with
a
series
of
candidates
that
we
felt
that
we
would
review
and
recommend
and
I
think
once
we
go
to
this
interview
process,
and
hopefully
you
know
we
come
up
with.
As
you
know,
we
want
to
recommend
to
the
council.
A
That's
right,
I
think
you
know
our
committee
work
is
over
whatever
chair
away,
to
have
some
juice
to
go
vote
on
it.
They
don't
like
directly.
We
name
the
world,
you
know.
If
they
choose
to
go
a
different
direction,
they
don't
like
any
of
them
and
they
may
be
another
committee
for
this
whole
scenario.
You
know
we've
done
I,
think
we've
done
our
charge
and
I
think
and
I
really
commend
each
and
every
one
of
you
for
really
taking
the
time
and
the
energy.
Mr.
G
A
F
Weren't
sure,
if
I
mean
recommend
also
something
before
we
make
a
motion,
we'd
like
to
also
give
you
maybe
a
one
through
five
scoring
sheet
based
on
knowledge,
experience
a
couple
of
other
categories.
So,
while
you're
interviewing,
if
you
love,
if
you
so
wish,
start
circling
them
for
you
can
remember
making
notes
of
them.
And
then
you
are
talking
with.
A
I
think
we've
given
can't
example
time,
there's
a
better
resume.
It's
a
bit
of
question
there.
Okay
and
in
the
questionnaire
there's
424
questions.
I,
don't
want
to
go
back,
give
anybody
any
any
any
and
he
any
thought
that
we're
you
know
we're
providing
hits
up
or
any
other
information
will
influence.
Our
I
think
I
think
it's
very
clear
right
now,
in
my
opinion,
that
we've
had
plenty
of
time
to
review
the
candidates
and
the
information
that
provided
we're
at
the
stage
right
now,.
F
A
A
I
C
A
I
I
see
I,
see
what
you're
saying
well
I.
Well,
first
I
think
we
need
a
scorecard
I
know.
Somebody
like
me.
It's
very
helpful
during
the
process
like
I.
Think
that's
one
thing
so
then
your
question
is
at
the
end
of
that
day.
Is
that
when
we're
gonna
amongst
each
other
say
here,
it
is,
or
are
we
gonna
meet
later
to
do
that
rate?
That's.
A
Question,
that's!
That's!
That's
that's
what
point
my
point
is
that
you
know
it
all
it
all.
French
one
thing
is
to
say:
hey:
we've
met
these
are
the
you
know,
guess
what
now
these
these
five?
You
know
these
two
really
stood
out.
We
all
agreed
to
that
you
know.
Or
do
you
want
to
have
a
discussion
about
dose?
C
D
H
Two
or
three
yeah
words:
if
there's
maybe
a
possibility,
we
all
can
submit
a
similar
question
to
the
candidates.
Maybe
we
can
rank
them
based
on
that
similar
question
and
then
you
have
an
overall
rank
based
on
alternate
questions
or
something
just
in
general,
and
then
that
way
you
can
at
least
have
some
kind
of
scorecard
that
the
council
can
follow
that.
We
all
we
all
ask
one
question.
So
there'll
be
nine.
We
ranked
one
through
ten
or
whatever,
for
the
nine
different
sections.
I.
H
J
F
A
Question
about
it,
a
number
of
Canada
want
us
to
do
scored.
There
was
discussion
in
the
minute
and
so
noted
in
the
minutes
by
council,
member
or
Salas
asked
that
the
score
sheets
and
grading
criteria
used
by
the
committee
also
be
used
by
counsel
during
interviews
and
the
mr.
Torres
amended
his
motion
to
reflect
counsel
both
side
of
this
request,
because
mister
because
of
what
Otis
had
initiated
the
motion
to
direct
a
committee
to
commits
interviewing
after
the
closing
date.
H
Know
that
that
gives
us
an
opportunity
to
allow
us
to
to
score
nine
questions,
and
then
we
can
also
score
some
other
categories
that
we
feel
they're
necessary
on
how
they
respond
to
general
questions
there
their
appearance.
Well,
however,
you
want
to
we
come
up
with
some
other
say
five
other
questions.
We
have
nine,
we
come
up
with,
say
five
others.
Then
we
tell
council,
we
support
these
nine
questions.
A
They
may
go
with
our
recommend
issues.
They
may
go
with
their
own.
There
you
make
it
used
to
do
it,
they
do
bring
it
all.
Finally,
they
want
to
well,
they
go
bring
in
for
that
matter.
Yeah
I
will
say
well
the
other
catters,
but
but
I
would
you
would
think
that
yeah
they
they
they're
the
ones
they're
gonna
do
the
selection
are.
L
J
A
Correct
well,
let's
say,
for
example,
that
we
out
of
the
five
candidates
I
want
to
be
very
you
know.
This
is
something
I
don't
know.
Five
candidates
and
I'm
I
would
hope
that
this
time
does
that's
it
does
that
happen.
You
know
these
are
our
top
three,
but
we,
the
committee,
you
know,
and
that
the
council
says
no,
these
other
two
of
the
ones
that
I
want
I.
I
I
I'm,
saying
is
I
know.
Mr.
Puig
has
talked
a
lot
a
lot
about
in
all
of
these
meetings,
like
our
job,
is
to
reduce
the
workload
and
carry
on
the
workload
for
the
council
and
saying
this
is
our
recommendation.
We
have
met
them,
we've
read
about
them.
We
rank
them,
and
here
you
go
and
and
not
not,
keep
this
process
going
and
going
to
where
they're
gonna
bring
them
in
and
interview
them.
Like
just
we're
saying
this
is
our
recommendation
to
you.
I
A
I
can't
tell
you
what
the
City
Council
members
City
Council
would
want
to
do,
except
already
with
that.
Through
that
experience,
you
know
in
October
you
know
and
we're
it
changed.
A
major
change
of
deadlines
and
all
that
happened
so
I
can
only
tell
you
what
we.
What
we've
got
so
far
will
be
a
good
charge
to
do
that,
the
end
of
they're
going
to
make
the
decision
they
can
accept
our
recommendation
or
not
I.
I
I
C
D
C
Top
it's
the
others,
like
you
said
this
is
their
choice.
We
can
rent
a
number
of
one.
They
might
make
a
recommendation
to
pick
number
four.
Yes,
but
we're
gonna,
be
fine.
I
think
that
I
think
they
should
get
the
score
from
the
five-year
interview.
This
is
an
overall,
the
overall
sport.
As
a
committee
to
you
all.
Now
you
make
the
decision.
So
your.
A
A
A
H
Do
now
I
support
that
I
think
that's
the
right
way
to
do.
It
I
think
y'all
they're,
making
a
suggestion
that
our
job
is
to
develop
a
scorecard
rank
them
and
provide
that
ranking
to
the
council,
and
then
they
have
our
scorecard
in
front
of
them
and
then
that
helps
them
make
their
decision,
whether
they
choose
to
interview
or
do
the
process
that
they
they
should
follow
is
up
to
them,
but
we
rank
them.
We
support
them
and
here's
the
number
let.
A
A
Not
say
all
over
the
radar,
but
we
haven't,
we
have
we.
We
we
had
to
narrow
it
down
as
a
discussion,
we're
down
we're
down
to
the
five
candidates.
You
know,
I,
don't
want
to
influence
anybody.
I,
don't
want
any
telson
to
be
influenced
by
us.
Let's
say:
hey
they're
kind
of
highly
your
opinion
more
that
they're
going
to
have
you
my
opinion.
Okay
and
I
want
to
here's
a
picture
more
than
your
opinion.
I
would
rather
say
look.
These
are
all
of
us.
A
This
is
where
all
of
us
and
what
do
we
think
these
are
the
best
candidates.
You
know,
I'll
give
you
the
choice,
you're,
the
decision-making
of
counsel.
You
know
we're
comfortable
with
any
one
of
these
three,
but
they,
but
maybe
you
go
in
there.
You
say
we
believe
you
know
what
the
majority
of
us
believe
this
should
be
number
one.
The
majority
of
us
believe
this
should
be
coverage
two
and
then
they're
gonna
want
well.
How
did
you
vote?
How
did
you
vote
and
maybe
they'll
have
an
influence?
A
J
Case
I
mr.
chair,
I,
agree
with
you.
We
were
all
over
the
place
with
our
rankings.
Just
at
these
individuals
and
so
I
early
on.
We
as
a
committee
talked
about
just
sending
them
and
not
ranking
them.
I
mean
you
can
use
a
scorecard,
but
at
the
end
of
the
day,
maybe
we
should
follow
up
the
next
day
with
a
meeting
and
discuss
and
say
these
are
our
top
two,
our
top
three.
Whatever
it
is.
Oh,
you
know
what
we
can't
decide.
J
They're
all
great,
let's
send
all
five
of
them
to
the
council,
and
so
after
a
long
10-hour
day
to
be,
you
know,
turned
this
in
and
make
your
decision
right
now.
I
think
is
a
little
hasty,
because
sometimes
you
go
home
and
you
rest
and
then
you
say
you
know
what
I
would
like
to
discuss
this
or
I
would
like
to
point
this
out
to
the
committee,
but
we
were
all
over
the
place
with
our
rankings.
So
I
I
I,
agree
with
the
chairman
and
maybe
at
the
council
meeting
Oh
declare
clarification.
I
Process,
mr.
chairman
I
just
want
to
say,
like
I
mean
our
job
is
to
vet
out
candidates
for
our
next
city
manager,
ranked
them
for
our
councilmembers
and
I.
Think
that
tally
at
the
end
shows
the
culmination
of
all
of
our
work.
Here
you
go
all
of
these
months
and
in
the
spirit
of
transparency
and
accountability.
This
is
how
we
came
out
in
the
end
with
all
of
these
candidates,
and
here
you
go.
I
This
is
how
these
five
people
ranked
based
on
our
two-hour
interviews
and
our
review
of
their
packets
and
I,
think
that
our
job
is
to
give
them
a
recommendation,
whether
they
take
it
or
not,
whether
they
choose
to
do
interviews
whether
they
choose
to
go
back
to
the
drawing
board.
I
believe
that
our
job
is
to
give
our
recommendation
in
the
end
to
them
and
show
them
how
they
rank.
L
F
L
In
the
past,
our
City
Council
has
hired
consultants
that
have
been
paid
big
money
and
then,
for
some
reason
or
other.
The
council
ends
up
doing
the
opposite
of
what
that
consultant.
Who
supposedly
is
an
expert
in
that
favor
field
recommended?
Why
does
that
happen?
Have
no
idea,
so
that
could
potentially
happen
here.
If
we
give
them
scorecard,
they
could
potentially
agree
disagree.
L
E
L
Were
we
were
given
a
big
responsibility,
and
we've
been
looking
at
this
for
months
and
months
now
and
to
just
turn
it
over
the
council
with
a
certainly
ranking?
They
may
turn
around
and
say
yeah
or
no
or
or
change
it
their
perceived
ideas
and
and
then
not
value
at
all,
a
home
of
work
that
we've
done.
So
that's
why
I'm
saying
about
giving
them
a
little
more
information
as
to
why
we
feel
the
way
we
feel
you
know.
L
These
are
the
top
three
candidates
and
here
are
their
strengths,
because
we
have
had
a
lot
of
time
to
review
all
this
stuff
and
look
at
resumes
and
look
at
the
questionnaires
and
and
and
the
reason
they
came
up
with
this
committee
was
so
that
the
council
wouldn't
make
the
decision
and
the
council
didn't
have
the
time.
Maybe
to
do
this
process
so
I'm
I'm
kind
of
torn
between
you
know
these
old
ways
you
know
giving
her
a
ranking
and
not
give
them
a
ranking
the
pros
and
cons
what
you
know.
Mr.
G
Have
any
clarification
on
the
procedure
once
we
interview?
That's
where
we
are
right
now?
What
is
the
procedure
so
that
we
can
submit
the
candidates
to
counsel
week?
We
are
all
confused
here,
so
I
I
wouldn't
go
with
that
recommendation.
We
need
clarification
from
counsel
how
they
wishes
to
proceed
once
we
interview,
because
we
don't
know
what
do
you
want
from
us
six
do
they
want?
Do
they
want
a
ranking
one
two,
three
or
Billy
want
to
out
of
the
five
or
they
want
all
five
with
a
rank,
because
that's
we
have
the
rent.
G
D
D
A
D
H
Together,
we're
going
to
rank
them
via
the
scorecard
just
like
we
did,
but
it's
going
to
determine
of
three
names
and
those
three
names
are
going
to
go
forward,
but
they're
going
to
get
to
look
at
the
scorecard.
They
can
use
it
as
they
were
on
to
that's
the
whole
point.
But
it's
it
doesn't
matter
because
here
we've
come
up
with
three
because
it
weird
to
come
up
with
the
five.
Then
we
came
up
with
everybody
was
all
over
the
place
right
so,
but
we
did
come
up
with
five
right.
So
I.
D
Do
the
very
same
thing
for
the
council
come
up
with
the
consensus
as
to
you
know
if
we
rank
them
sending
the
scorecards
they're
gonna
want
to
know
how
we
came
up
to
that
conclusion,
so
they
can
go
ahead
and
follow
up
with
their
own
questions
with
those
that
they
want
to
interview.
If
the
one
interview,
all
three
we'll
just
take
the
top
four
okay
and
begin
I'm
I'm
not
opposed
to
getting
clarification
from
the
council.
G
D
F
G
C
F
J
J
F
F
F
J
A
J
The
motion
is
to
create
a
scorecard
based
on
these
categories
that
you
have
presented
to
us
and
that
we
have
reviewed.
And
how
did
you
say
to
you
to
do
as
a
scoring
one
through
five
when
being
a
strength
and
and
five
mean
a
weakness
and
then
based
on
the
scoring
that
we
will
produce
a
ranking
from
their.
C
D
A
L
J
L
Like
so
we're
not
telling
them
ahead
of
time
in
your
presentation
be
sure
to
include
all
of
these
items.
Yes,
you
are
okay,
we
are
so
what
I'm
saying
is
I
would
just
like
to
see
it
experience
and
successes,
because
I
can
tell
you
about
the
hundred
meter
dash
all
day
long,
but
have
I
ever
won
that
race.
F
L
E
L
Expectations
of
the
constituents
you
know
of
the
citizens
of
Laredo
I,
just
you
know
this
is
the
job
pays.
Well,
the
benefits
are,
you
know,
really
good
and
with
any
corporation
across
America,
when
you're
paid
that
kind
of
money
and
when
you're,
given
those
kind
of
benefits,
the
expectation
the
bar
is
way
up
here
and
you're
gone.
If
you
don't
perform,
that's
why
I'm
saying
I
I,
you
know
we
were
charged
with
this
responsibility
and
and
I
I
want
to
see
us
make
the
best
decision
possible.
I
A
A
A
What
benefit?
Did
it
break
to
that
community
that
you
were
that
you
were
representing
that's
what
I
want
to
know.
I
want
accomplishments
of.
Tell
me
what
you're
supposed
you
know
what
you
were
with
your
job
description
for
you
to
do
and
that's
why
it'll
either
come
up
in
the
form
of
a
question
during
the
interview
you
know
or
in
the
form
of
our
presentation,
on
what
they've
achieved
and
I'm
I'll
share
my
questions
with
staffs
that
they
know
my
expectations,
I,
don't
a
problem
with
that.
A
You
know
and
that's
just
four
of
which
I
may
come
up
with,
may
have
more.
Some
of
you
may
have
to
say
the
same.
The
same
things
but
I'm.
Looking
for
the
same
thing
as
you
are
mr.
Lee
is
that
we
want
to
make
sure
we
get
we
get.
We
have
feedback
from
these
candidates
as
to
what
they
have
accomplished.
You
know
this
is
not
a
business.
That's
critical.
A
J
J
A
J
J
D
F
F
C
J
L
J
C
C
A
G
H
H
D
A
J
J
L
D
A
A
I
J
E
A
J
J
F
J
A
J
I
C
J
D
C
Thing,
that's
the
only
thing
is
that
hit
or
miss
Rodriguez
wants
to
talk
about.
You
know
what
they
put
it,
what
they
put
there
as
their
their
experience
to
own
the
resume.
This
is
we
just
tell
me
resume?
Well,
what
have
you
actually
done,
or
is
that
their
resume?
What
you
say,
or
did
you
finish
things
like
that,
but.
J
I
think
this
is
just
for
you
to
do
your
first
question
and
if
someone
wants
to
change
one
of
their
questions
right,
they
think
they
can
touch.
Only
oh
good,
I'm,
not
gonna,
be
limited
just
to
what
I'm
doing
if
I
hear
something
I
want.
My
second
question
to
be
totally
unrelated
in
my
category
I'm
gonna
ask
it
where
I'm
going
to
ask
it.
We
just
have
to
develop
one
more
question:
that's
gonna
be
standardized
for
everyone
right,
I'm,
just
making
this
it'll.
A
F
J
J
A
D
J
G
L
J
J
J
A
And
I
mean
one
or
two
you
know
regard
so
that
makes
if
they
wanted
to
people
busy
is
spanking
them.
You
know,
I
think
we
I
think
if
the
consensus
is
there,
if
I'm
not
here
I,
don't
your
schedule
is
sure
it's
here,
but
you
know
that
the
idea
is
just
to
have
a
breakfast,
be
the
discussion
of
knowing
what
the
supporters
don't
look
at
Poli
before
we
walk
into
them.
I
A
Say
they're
gonna
come
up
with
the
scorecard
of
these
knobblies.
Well,
they
want
to
recommend
for
us
okay
and
get
it
to
us
next
couple
of
eggs.
Whatever
you
know
whatever
it
is,
you
know
not
that
method.
You
know
that
we've
got
a
week
to
look
at
it.
You
know
we
can
have
it.
You
know
and
everybody
have
any
problems
with
it.
We
can
talk
about
it
among
ourselves,
but
we're
trying
to
determine
to
make
sure
how
are
we
gonna?
A
What
is
it
going
to
look
like
for
the
purpose
of
where
we
go
into
the
interview?
You
know
we
don't
really.
What
is
the
total
that
he
use?
I,
don't
think
I
know,
is
doing
really
require
that
much
discussion
I'd
like
just
to
like
I'd
like
to
know
what
I'm
getting
into
what
I
want
to
have
in
my
hands
in
order
for
what.
A
A
Revisions,
although
excellence
a
week
from
this
Friday,
is
a
24th.
What
you
put
is
a
week
with
photos
of
days
before
the
interview
date.
So
what
oh,
by
the
24th
everybody
submit
their
comments?
Would
that
be
acceptable?
Okay,
so
we'll
get
it
this
week
here,
but
have
any
comments
are
in
go
back
and
forth
for
the
week
that
the
deadline
would
be
the
24th?
The
big
final
documents
look
like
I
think
we'll
have
that
tool
with
us
on
the
29th.
If
the
most
every
discussion
who
the
people.