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From YouTube: July 29, 2015 Executive
Description
Minneapolis Executive Committee Meeting
A
Good
morning
and
welcome
to
this
regularly
scheduled
meeting
of
the
executive
committee
for
July
29
2015
I
am
mayor.
Betsy
Hodges,
chair
of
the
committee
joined
this
morning
by
councilmember
Reich,
Council,
President,
Johnson
and
council
vice-president
glidden.
We
are
quorum
of
the
committee.
We
can
conduct
the
city's
business.
We
have
four
items
on
the
agenda
today,
plus
a
potential
closed
session
for
appointed
positions.
The
first
appointed
position
discussion
is
director
of
complaint
investigations
for
civil
rights
good
morning.
B
Also,
we
request
that
you
authorize
the
annual
step
increases
to
an
incumbent
once
hired
provided
satisfactory
or
better
performance
in
the
job
and
last
that
you
refer
to
ways
and
means.
This
is
essentially
a
reclassification
of
a
vacant
appointed
position.
Titled
assistant
director
civil
rights
complaint
investigation
that
job
is
a
grade
level.
Ten
job
valued
at
483
points.
The
director.
B
Rights
department
has
requested
a
review
of
the
vacant
position.
Director
assistant
director
civil
rights
complaint
investigation.
The
position
provides
leadership
to
the
complaint
investigation
division,
where
the
mission
to
is
to
enforce
the
Minneapolis
civil
rights
ordinance
and
to
promote
understanding
of
civil
rights
among
residents,
business
and
government.
The
new
job
has
higher
expectations
for
leadership
and
greater
responsibility
for
the
results
of
the
complaint
investigation
unit.
To
tell
you
more
about,
what's
expected
of
this
future
position
is
director
of
civil
rights
of
Elmet
coral.
D
Morning
near
Hodges
and
committee
members,
I
think
I.
Miss
nelms
has
just
done
a
great
job
of
summarizing
what
the
reclassification
is
about,
but
it
really
was
an
opportunity
for
me
when
the
position
became
vacant
as
a
result
of
the
resignation
of
the
incumbent
to
do
a
scan
really
of
a
quick
scan
of
the
environment.
Based
on
my
desire
to
bring
a
high
quality
leader
into
that
position
and
in
just
looking
around
the
region
at
who
might
be
available
to
fill
that
position.
D
It
was
quickly
apparent
to
me
that
we
might
need
to
do
some
sort
of
market
quick
market
survey
and
of
the
job
and
I
talked
to
the
human
resources
department.
About
doing
that.
In
addition
to
the
market
survey,
they
thought
it
might
be
a
good
idea
to
really
look
at
how
the
job
had
evolved
over
the
last
several
years
and
do
a
precision
reclassification.
D
So
I
then
made
the
request,
but
the
job
has
evolved
significantly
into
one
where
the
disposition
is
really
the
main
leader
of
the
Civil
Rights
Commission
and
as
the
work
of
the
Civil
Rights
Commission
has
become
enhanced.
So
as
the
leadership
requirement
of
disposition,
so
my
my
first
thought
when
we
started
to
reclassify
this
was
to
turn
the
position
into
one
that
required
a
law
degree
and
that
the
person
would
have
to
be
at
least
have
experience
as
a
practicing
attorney.
D
Because
a
lot
of
the
Civil
Rights
Commission
work
now
has
started
to
go
into
doing
contesta.
Case
hearings,
which
is
a
lot
different
than
the
work
that
that
Civil
Rights
Commission
has
done
in
the
in
the
past.
And
so
the
this
person
is
going
to
be
really
acting.
A
sort
of
the
senior
legal
person
for
the
Civil
Rights
Commission's
day-to-day
work,
not
to
say
that
we
still
won't
need
the
City
Attorney's
resources
in
the
work
that
we
do,
but
there's
a
higher
level
require
and
now
for
the
person
to
have
more
of
the
legal
background.
D
The
administrative
hearing
background
the
ability
to
be
able
to
to
really
understand
and
converse
with
other
lawyers,
who
really
are
the
ones
that
we
deal
directly
with
in
the
complaint
investigations
work
that
we
do.
So.
That
really
was
the
reason
for
the
request
for
the
reclassification
so
just
needing
a
high-level
leader
in
the
job
and
really
looking
at
the
work.
The
way
the
work
is
involved
in
the
department
and
their
need
for
a
different
kind
of
leader
in
the
role.
C
A
B
You
your
heart,
just
members
of
the
executive
committee,
next
we're
going
to
consider
this
is
again
a
reclassification
of
an
existing
vacant
appointed
position
title
director
budget.
Currently
the
director
budget
is
evaluated
a
little
bit
higher.
This
is
actually
a
downgrade
if
you
will
of
an
existing
appointed
position.
The
current
position.
B
The
current
position
is
overseeing
some
additional
responsibilities
that
have
been
moved
to
other
positions
and
that's
the
main
change
of
the
position.
We're
going
to
have
the
Deputy
Finance
Officer
sandy
Christensen
speak
to
those
specific
changes,
but
I
would
like
to
formally
request
that
you
approve
the
proposed
position,
which
has
been
now
evaluated
at
588
total
points
allocated
to
grade
14.
The
previous
job
was
a
great
fort
grade.
13
this
job
is
a
grade
I'm.
Sorry,
let
me
say
it
again:
the
new
position
is
a
grade
13.
Previously
it
was
a
grade
14.
B
E
Good
morning,
mayor
Hodges
and
members
of
the
committee,
the
action
that
we're
bringing
before
you
today
is
essentially
a
housekeeping
action
in
terms
of
reclassification.
Are
we
looking
at
the
budget
director
position
in
the
previous
iteration
of
this
position,
or,
I
should
say
the
current
iteration
of
this
position.
A
number
of
the
responsibilities
that
were
that
are
included
in
the
existing
description
of
the
position
were
actually
incorporated
into
the
deputy
finance
officer
position,
which
is
mine
when
it
was
created
several
years
ago,
so
yeah.
A
Questions
from
his
Christensen,
seeing
none
I
will
move
approval
of
the
staff
recommendation
and
the
referral
to
ways
and
means
any
discussion,
seeing
none
all
an
approval,
please
signify
by
saying
aye,
aye
opposed
abstentions.
That
carries.
Thank
you
very
much.
It's
need.
Surprise.
Item
number
three
appointed
position:
deputy
director
information
technology
services,
mayor.
B
Hodges
members
of
the
executive
committee
I'm
going
to
discuss
the
next
two
positions
rather
together,
because
they
are
both
in
the
information
technology
department
and
the
reasons
for
their
the
action
here
today.
The
request
for
action
here
today
are
related.
The
first
title
is
deputy
director
information
technology
services.
B
It
is
existing
title
in
use
in
the
department
here
we
are
asking
you
that
you
find
that,
rather
than
a
new
position
being
created,
our
new
job
title
being
created
that
you
rather
approve
new
positions
within
an
existing
title
and
that
evaluation
of
this
job
has
been
relooked
at
its
603
points.
It
remains
in
a
grade
13
as
it
currently
is.
We
approved
that
you
recommend
the
salary
schedule
for
the
new
positions,
a
new
additional
positions
within
the
title,
which
currently
has
a
range
of
112,000
604
to
135
33,000
485.
B
Thus
we
are
not
requesting
any
change
to
the
salary
for
this
title.
There
is
currently
one
position
in
the
appointed
title:
deputy
director
information
technology
services
and
it
is
in
use
in
the
managed
services
unit.
The
title
has
authority
to
direct
aspects
of
work
across
divisions
in
the
department
operating
under
the
level
of
director
information
technology
services.
B
B
The
current
range
of
pay
for
this
title
is
120
4434
to
147,000
509
in
2001,
the
director
of
information
and
technology
service
was
established
as
a
common
title,
director-level
title
to
oversee
work
performed
within
various
major
business
lines
of
the
department.
Currently,
there
are
three
such
positions:
the
areas
that
the
existing
positions
oversee
include
business
services,
which
includes
project
management,
application,
support
and
lifestyle,
lifecycle
management,
infrastructure
services,
Enterprise
Solution
services.
The
two
proposed
positions
that
will
be
added
to
the
title
will
oversee
information,
technology,
security
services
and
business
intelligence
and
data
services.
C
F
The
committee
I'll
start
with
the
deputy
director
of
the
service
desk.
As
you
know,
we
are
changing
our
service
provider
for
managed
services
are
outsourcer
this
coming
year
and
we
are
taking
on
two
new
functions,
one
of
which
is
the
service
desk,
or
if
you
will
the
help
desk-
and
we
are
looking
to
create
this
unit
which
we're
in
the
process
of
standing
up
now
to
be
ready
for
the
first
of
the
year,
which
is
not
only
going
to
do.
F
The
traditional
break
fix
help
people
get
things
taken
care
of
as
well
as
answering
questions,
but
we're
we're
looking
for
this
area,
this
team
to
be
much
more
engaging
with
the
workforce
and
their
needs
with
technology.
In
particular.
What
we're
seeing
is,
there's
a
change
to
the
workforce,
their
expectations
of
how
they
interact
with
technology.
The
sort
of
questions
start
to
span
different
types
of
technologies
with
the
event
of
smartphones,
and
what
have
you?
The
ability
to
just
get
your
smartphone
out
and
drop
down?
F
An
application
has
really
changed
the
service
mechanisms
that
we
have
to
provide
our
workforce
because
they
are
evolving
their
use
of
technology
and
we're
going
to
have
to
keep
up
with
that,
and
so
this
area
is
challenged
with
more
than
just
traditionally
taking
care
of
desktops.
It's
all
these
devices,
tablets,
etc
and
other
types
of
applications
that
people
are
bringing
to
bear
in
their
work.
F
In
the
second
deputy
director
area
of
collaboration
services,
we
are
evolving
our
tools
and
strategies
for
helping
the
workforce,
collaborate
amongst
themselves
with
their
partners,
as
well
as
with
the
public
as
appropriate.
In
particular,
this
group
is
responsible
for,
if
you
will
the
face
the
digital
face
of
the
city
to
the
public,
they
are
working
towards
redesigning
our
website.
F
There
are
now
tools
available
for
people
to
do
the
much
like
we
make
use
of
email
and
other
sorts
of
capabilities
that
we
have
I'm
at
our
ability,
and
so
this
is
another
area
of
collaboration
that
this
group
will
be
working
on,
also
they're
responsible
for
creating
in
electronic
environments
that
match
the
collaboration
efforts
of
the
various
work
groups
that
get
established
in
the
city.
So
you
will
hear.
D
F
Like
well
that's
on
SharePoint
as
a
tool
that
the
city
makes
you
said
to
allow
people
to
share
documents,
electronic
documents
just
as
much
as
they
share
information,
whether
it's
in
person
over
the
phone
or
etc,
and
so
that's
what
the
collaboration
services
arena
is
involved.
With.
Moving
to
the
two
Directorate
positions,
the
first
being
security
services,
it
really
doesn't
take
too
much
to
see
what's
going
on,
as
that,
we
see
it
in
the
press
about
the
challenges
of
increasing
and
actually
continually
changing,
threat,
vectors
to
the
city.
F
Confidential
when
necessary,
or
to
make
it
of
available
appropriately
to
whomever
for
various
purposes,
the
threats
are
numerous.
They
can
occur
from
anywhere
and
they
can
occur
whether
it
is
trying
to
convince
unwitting
employees
to
do
something
that
compromises
us
electronically
to
actually
people
ensuring
that
just
the
appropriate
folks
have
access
to
information
and
electronic
resources
within
the
department's
themselves.
F
So
there's
a
multitude
of
things
that
the
security
services
arena
has
to
address
and
unfortunately,
the
bad
actors
are
very
prolific
in
this
area
and
it's
just
an
arena
that
we're
needing
to
continually
increase
our
posture.
The
tool
sets
that
we
make
use
of
again
with
the
new
outsourcing
arrangement.
With
our
new
service
provider
coming,
we
will
be
employing
more
tools,
better
tools,
better
processes
than
we've
had
in
currently
and
we're
looking
forward
to
taking
advantage
of
those
tools
to
protect
the
city's
information
and
then
finally,
there's
the
business
intelligence
and
data
services
area.
F
The
director
there
is
needing
to
deal
with
the
increased
demand
for
analytics
from
the
departments
as
well
as
ultimately
supporting
people
trying
to
get
evidence-based
decision-making
done
in
the
department's
folks
are
out
there
trying
to
really
do
this
analysis
and
often
it's
a
self-service
sort
of
thing.
They
want
to
be
able
to
analyze
information
through
the
tools
themselves
and
they
are
moving.
If
you
will
up
a
spectrum
of
analytics
that
are
available
to
folks.
F
C
F
We
need
to
do
that.
This
ultimately
requires
us
to
have
more
in
the
way
of
data
governance.
There's
always
lots
of
questions
around
the
level
of
integrity
of
our
information,
the
processes
of
not
only
who
may
have
access
to
that
information
but,
more
importantly,
an
understanding
of
what
that
information
actually
represents,
and
so
you'll
see
more
orientation
towards
potential
policies
and
other
activities
to
help
the
department's
ensure
that
we
have
the
the
highest
integrity
information
that
we
have
a
pure.
The
best
end.
F
Understanding
of
what
information
is
really
about
it.
I
can't
say
enough
about
the
ability
of
people
to
truly
understand
what
data
truly
represents.
Interpretation
of
information
is
critical
and
so
between
the
integrity
of
information
being
accurate
to
understanding
what
it
really
represents,
our
key
ultimately
to
an
effective
data,
governance
strategy
and
that's
what
this
area
is
dealing.
And
so
those
are
the
four
positions
that
we
seek
overall
to
be
able
to
keep
up
with
how
technology
is
evolving
and,
what's
being
made
available
to
folks
through
the
IT
industry.
A
F
B
Within
each
job
title
there
would
be
a
designation.
I
usually
it's
shown
just
in
parenthesis,
because
the
title
itself
would
be
the
same
for
the
positions
within
the
common
title,
but
the
relationship
to
the
work
that's
being
performed
would
be
designated
by
a
parental
nomenclature
in
a
chart
or
in
another
reference,
but
in
terms
of
what
the
evaluation
has
been
and
what
it
would
show.
As
in
the
salary
schedule
or
such
it
would
just
be.
The
single
common
title
got
it.
A
Questions
seeing
none
I
will
move
the
staff
recommendation
on
both
items
three
and
four,
including
referral
to
the
Ways
and
Means
Committee
discussion,
seeing
none
all
in
approval,
please
signify
by
saying
aye,
aye
opposed
abstentions.
That
carries
the
next
item
on
our
agenda
is
regarding
labor
negotiations
to
receive
an
update
on
labor
issues,
so
we
will
repair
to
room
315
for
potential
closed
meeting.
So
we
will
adjourn
to
room
315.