►
Description
Minneapolis Ways & Means Budget Hearing(morning)_1-1
B
B
Morning,
Thank
You,
chair,
Quincy,
council
members.
My
name
is
Bridget
Bernstein
I'm,
the
deputy
communications
director
here
at
the
city
of
Minneapolis.
As
you
may
know,
the
Minneapolis
telecommunications
network,
also
known
as
MTN,
is
an
item
that
falls
technically
falls
under
the
communications
department.
We
manage
the
annual
contract
for
public
access
television
services
with
MTN,
so
the
funding
for
MTN
is
so
to
speak,
a
pass-through
in
our
own
budget,
but
to
give
the
budget
presentation
for
MTN
this
morning
is
MTN's
a
fairly
new
executive
director
10,
a
wealth
good.
D
Well,
thank
you
committee,
chair
Quincy
and
members
of
the
council
later
here.
We
are
honored
I'm
here
with
a
couple
members
of
our
board,
possibly
joined
by
two
members
of
our
staff,
and
we
really
want
to
thank
you
for
this
opportunity
to
present
our
2017
funding
request.
As
you
know,
the
mission
of
MTN
is
to
operate
a
media
center
that
helps
the
residents,
develop
the
skills
to
increase
social
Civic
and
economic
equity
and
freedom
of
expression
in
our
community
via
the
transformation
and
the
creative
act
create
and
creating
and
broadcasting
media.
D
We
are
greatly
appreciative
of
the
investment
that
the
City
Council
in
the
city
of
Minneapolis
has
given
us
for
all
of
these
years
and
really
supports
the
rights
of
all
of
our
citizens
to
freely
exercise
the
freedom
of
speech
to
to
the
press
and
the
rights
were
people
to
peacefully
to
assemble
and
petition
the
government
for
the
regress
of
their
grievances,
but
also,
we
believe
much
more
importantly,
for
what
creates
our
democracy
I.
Think
we
predicated
on
the
freedom
of
speech
and
the
expression
that
our
citizens
need
space.
D
They
need
a
place
and
tools
that
give
them
the
ability
to
be
able
to
connect
and
to
engage
with
each
other,
as
well
as
with
our
government
on
to
that
end,
we
provide
the
following
services:
we
have
three
channels,
I
hope,
you're
watching
them,
16,
17
and
75.
We
produce
and
disseminate
over
2500
hours
of
media
on
these
three
channels.
A
lot
of
new
media
words
like
unique
and
unconventional
I'm
have
been
used
to
describe
our
programs.
D
However,
I
hope
you
familiar
with
the
Viva
and
Jerry
show
and
also
jutsu
Carrera.
Some
of
you
have
been
on
Mary
Hansen's
program,
also
Ron,
Edwards
and
Somali.
We
also
have
a
small
en
la
familiar
programming
that
we
create.
We
do
the
Northeast
parade,
Family
Day
for
the
urban
league,
as
well
as
the
University
of
Minnesota
and
Fairview's
turtle
parades,
and
so
we
do
quite
a
bit
of
what
I
would
call
very
unique,
but
also
I
think
very
necessary
local
media.
D
That
really
tells
the
stories
of
the
people
of
them
are
our
great
city,
fifty-five
percent,
and
this
is
something
that
I
just
recently
found
out
and
I'm
really
proud
of
representatives
that
fifty
five
percent
of
the
content
on
our
stations
is
created
by
people
of
African,
descent,
other
african-americans
or
African,
or
people
or
immigrants
from
Africa,
and
so
I
think
is
you
think
about
our
programming
currently
I.
Think
it's
the
unique
and
the
diverse
appeal
that
we
have.
That
makes
this
kind
of
a
unique
opportunity
for
everybody
to
tell
their
story.
D
We
are
requesting
four
hundred
and
seventy
two
thousand
dollars
in
the
general
fund.
What
I'd
like
to
say
is
that
we
want
to
leverage
your
investment
to
upgrade
and
increase
the
amount
of
access
and
programming
to
fully
represent
the
diversity
of
one
Minneapolis,
I.
Think
to
reach
some
of
those
goals
to
help
you
reach
your
living.
Well,
golds,
1,
Minneapolis,
tell
me
I
think
we
obviously
is
a
television
station
and
producer
were
certainly
innovative
and
creative.
D
D
So
we
think
we
give
a
good
return
in
terms
of
the
investment
that
the
city
makes
in
2017
and
we've
got
a
lot
of
new
goals
as
a
new
executive
director,
I
prefer
to
call
myself
a
chief
of
imagination,
but
what
I
really
like
to
say
is
that
we've
got
some
pretty
ambitious
goals
that
I
think
are
quite
doable.
First
and
foremost,
we
have
a
very
competent
and
dedicated
staff
and
volunteers.
D
We've
got
over
300
producers
currently
that
are
working
with
us
and
we're
hoping
to
expand
that
one
of
the
things
that
I
did
in
my
first
40
days
was
to
really
look
around
the
country
and
to
see
what
excellent
media
community
media
looks
like
and
and
how
we
as
the
station
to
produce
that
I'm,
proud
to
say
that
the
board
just
completed
a
strategic
plan
for
2017.
It
really
gives
us,
I
think,
the
guidelines
to
be
able
to
move
forward
and
I'd
like
to
just
highlight
a
few
of
those
goals.
D
A1,
we
want
to
reinstate
our
ability
to
be
able
to
serve
you
as
a
city
council.
In
previous
years
we
have
on
provided
and
I
want
to
say
that
that
is
available
to
you
again
an
opportunity
to
film.
What's
going
on
in
your
ward
and
disseminate
that
information
on
one
of
our
three
channels,
we
also
really
want
to
expand
our
programming
to
be
able
to
reach
more
senior
citizens.
D
D
So
we're
looking
for
partnerships
to
be
able
to
do
that.
We
also
really
think
that
our
local
media
is
not
doing
very
much
local
coverage
and
when
we
looked
at
cities
like
Boston
on,
they
use
their
community
radio
stations
to
actually
produce
local
news
programs
and
our
even
local
news
programs
only
produce
about
two
to
three
minutes
of
local
news.
And
it
really
is
all
the
horrible
things
that
are
having
inner
city
as
opposed
to
some
of
the
great
things.
D
So
we
want
to
create
that
content
and
hopefully
have
that
content
streamed
and
disseminated
on
other
platforms,
both
video
on
demand
platforms,
but
also
possibly,
hopefully
to
be
able
to
use
by
the
media
that
we
could
create
what
we're
bringing
stories
of
communities
of
every
community
on
to
the
attention
of
cities.
Finally,
I
think
we
want
inform
and
educate
with
the
health
disparities
that
I
know
exist
in
my
own
community
I'm,
fifty-five
percent
of
the
content
that
we
create
and
a
majority
of
our
viewers
being
african-american.
D
We
found
things
like
a
woman
who
does
vegan
on
soul,
food
vegan,
raw
soul,
food,
if
you
believe
it.
Mom
and
she's
got
some
television
programs
and
we
want
to
put
her
on
the
air
and
we
think
that
we
can
get
those
programs
sponsored
and
underwritten
by
some
of
our
healthcare
providers
like
they've
done
in
other
cities.
So
we've
got
big
plans.
D
I
think
I
think
the
big
message
that
I
would
say
is
that
you
know
that
we
really
want
to
leverage
the
resources
that
you've
given
us
the
opportunity
to
be
able
to
have
a
space.
A
majority
of
our
funding
comes
currently
from
the
city
and
we
want
to
expand
that,
but
that
what
you've
given
us
has
given
us
the
space
and
it's
given
us
the
equipment.
D
C
Good,
thank
you
so
much.
It
was
it's
always
important
to
hear
from
Minneapolis
television
network,
because
it
is
for
many
ways,
a
voice
of
the
city.
So
it's
terrific
to
see
you
here
and
and
participating
in
doing
so
well
as
an
organization
and
the
the
budget
is
basically
flat
from
last
year's
allocation.
C
But
as
you
you
emphasized,
a
lot
was
about
partnerships,
you're,
looking
for
other
additional
revenue
sources
and
those
those
are
coming
through
underwriting
of
programming,
as
well
as
costs
passed
through
for
editing,
training
and
expanding
other
opportunities
for
other
people
to
come
in
and
learn
how
to
use
the
equipment.
Can
you
just
speak
real
quickly?
You
mentioned
a
biology.
C
My
fault,
okay,
the
office
space
we
recently
made
that
transition
you're
over
in
the
Thorpe
building
now
in
northeast.
How
is
that
going,
and
what
are
you
able
to
do
in
terms
of
budgetary
savings
as
well
as
what
you're
able
to
do
with
that
space?
That's
different
than
you
were
in
your
previous
location,.
D
Well,
thank
you
for
that.
For
the
question
chair
on
Quincy
I
am
yes,
the
amount
has
not
and
we're
really
hoping
to
leverage
that
we've
done
just
a
Titch
with
our
501
C
3,
and
we
know,
and
my
experience
and
one
of
the
reasons
that
I
think
that
the
board
I'm
hired
me
is
I'm.
A
great
fundraiser
I
ran
lots
of
organizations
and
increase
their
budgets
and
those
kinds
of
things
with
diversifying
their
streams
of
Revenue
and
so
I
think
we've
got
a
great
asset.
D
The
space
that
we're
currently
in
is
working
really
well.
For
us.
We
just
put
a
big
new
sign
up
with
some
facade
grant
money
and
a
partnership
with
the
northeast
community.
So
people
can
now
find
us
kind
of
tucked
away
around
the
corner
of
18th
in
central
I'm,
big,
highly
lit
ensign,
we're
also
going
out
in
the
community
and
bringing
people
in.
As
matter
of
fact,
if
somebody
wants
to
Halloween
we're
going
to
show
night
of
the
living
dead
and
and
serve
popcorn
to
the
community,
so
just
getting
a
lot
more
visible
in
that
space.
D
I'll
give
candy
out
to
the
people
in
the
community,
but
the
space
is
really
working
well
for
us.
I
think
we've
also
brought
in
some
partners
and
so
and
we
looking
to
do
more
partnership
and
working
with
other
organizations
in
the
arts
and
film
arts,
photography
and
those
kinds
of
things
to
to
leverage
the
use
of
the
space
really
well.
D
C
D
I
could
I
would
commend
a
board
of
directors
that
really
recognize
that
we
were
not
living
up
to
what
we
could
be
and
we
could
be
a
much
better
organization
and
so
I'm
really
pleased
if
they
really
as
a
social
entrepreneur,
I'm
really
pleased
that
they
really
see
the
assets
that
we
can
leverage
to
really
be
a
true
asset
to
the
city.
Well,.
C
E
You
mr.
chair,
not
so
much
a
question,
but
just
a
comment:
you're,
you
are
great
neighbors
in
Ward,
1
I
am
really
salary.
We
great
just
a
couple
of
comments:
great
neighbors
in
Ward,
1,
Northeast
Minneapolis
in
the
third
building
I.
Think
it's
a
real
good
fit
as
you
articulated
it's
a
very
creative
eclectic
building
and,
of
course,
MTN
is
very
creative,
a
collect
a
broadcaster.
You
know,
as
you
mentioned,
everything
from
bread
and
butter,
PSAs
and
and
civic
meetings
to
I.
E
Don't
think
you
do
freaky
deaky
anymore,
but
an
extreme
example
of
how
fun
and
creative
and
unique
other
programming
can
be
so
very
unique,
stuff,
very
necessary
stuff
for
the
civic
discourse,
as
you
will
articulate
it,
and
so
I
think
there
is
some
always
some
conversation
of
it
was
TV
out.
You
know
where
its
Facebook
and
everything,
but
no
TV
is
still
a
very
vital
way
to
communicate
and
have
a
community
conversation
so
I.
I
I've
al
you,
your
service,
thank.
D
A
D
A
D
Thank
you
again,
a
consummate
of
her
passing
I'm.
Sorry,
I
can't
hardly
hear
and
I
speak
worse,
but
I
really
see
a
couple
of
areas
that
we
can
go
in
I
think,
first
and
foremost,
I
think
where
I
tell
the
board
all
the
time
the
low-hanging
fruit
is
is
the
uses
of
our
501
C
3.
When
I
look
at
the
st.
Paul
network,
you
know
and
look
at
how
they
diversified
their
funding.
D
I
mean
it
was
just
a
model
across
the
river
to
look
at
that's
what
they
leveraged
at
first
I.
Think
young
we're
talking
strategically
right
now
with
some
foundations
about
work
that
we
can
do
in
youth
and
youth
development.
North
High
School
is
a
journalism
and
media
magnet
for
the
city
and
those
kids
are
producing
content
all
the
time.
We
could
get
that
content
I
mean
in
every
kid
that
we
know
and
create
content
on
their
telephone,
but
we
want
to
get
that
content
ready
for
YouTube.
D
We
want
to
get
that
ready
for
for
all
kinds
of
things.
We've
been
talking
to
some
kids
about
doing
the
youth,
TED
talks
and
those
kinds
of
things.
Would
you
be
kind
of
cool
but
anyways?
Those
would
be
funded
and
we've
been
in
conversation
with
the
foundation,
corporate
foundation,
community
and
family
foundation
community?
For
that
the
other
area
that
I
think
that
we
can
tap
into.
Is
this
whole
thing
of
us
as
a
connector
and
an
engagement
and
a
place
for
people
to
practice.
D
D
And
we
can
do
that
much
better
than
you
know.
Some
marketing
company
excuse
me
John,
but
we
can
do
that
really
a
whole
lot
cheaper
than
you
know.
Anybody
else
can
do
it
and
I
think
that
there
is
a
great
need
for
media
out
there
and
a
lot
of
different
venues,
and
so
I
think
that
the
revenue
stream
and,
if
you
know
my
work,
that
I
did
with
women
venture
thirty-three
percent
of
our
budget,
was
self-generated
super.
C
You
thank
you
very
much.
That
concludes
that
presentation
appreciate
that
very
much
and
we're
a
little
bit
ahead
of
schedule.
So
we're
very
happy
then
miss
Ferguson
is
here
to
join
us,
we're
going
to
do
the
budget
presentation
for
human
resources
department
and
allow
for
a
few
moments
of
transition
to
the
different
slide
deck.
C
F
Working
together
in
a
spirit
of
continuous
improvement,
the
human
resources
department
provides
leadership
and
guidance
that
fosters
a
work
environment
dedicated
to
meet
the
needs
and
challenges
of
a
world-class
City.
We
have
four
functional
areas:
one
is
HR
administration.
The
next
one
is
employee
services.
The
third
area
is
HR
technology
solutions
and
the
fourth
area
is
strategic,
Workforce
Solutions
of
the
slide
in
front
of
you.
The
budget
slide,
represents
the
overall
budget
summary
for
the
department,
including
the
mayor's
recommended
funding
and
change
items.
I.
F
Will
briefly
describe
an
overview
of
the
human
resources
departments
for
functional
areas?
First
is
HR
administration.
The
HR
administration
area
ensures
that
the
HR
direction
aligns
with
city's
values
and
goals.
The
focus
is
on
ensuring
equity
and
fairness
in
the
workplace.
In
addition,
through
the
administration
of
the
star
employee
recognition
program,
we
provide
an
enterprise-wide
employee,
driven
program
designed
to
celebrate
and
recognize
the
great
work
that
city
employees
do
on
a
daily
basis.
F
This
slide
refers
to
a
number
of
key
policies
this
year
that
have
been
created,
implemented
and
improved,
and
also
approved
by
the
City
Council
I,
briefly
like
to
highlight
a
few
of
the
key
policies,
as
well
as
the
formance
measures.
First
of
all,
the
paid
parental
leave
policy,
since
its
exception,
194
employees
have
received
paid
parental
leave,
we've
also
reallocated
staff
time.
So
we
have
a
dedicated
staff
time.
A
staff
person
who
administers
a
program
we've
also
developed
training
for
managers
and,
as
a
result,
40
managers
have
participated
in
the
training
sessions.
F
We've
also
incorporated
this
information
into
our
new
onboarding
programs
for
managers
and
supervisors
number
two:
the
classified
service
ordinance,
which
recently
was
approved
by
the
City
Council
and
repealed
the
rule
of
33,
replaces
the
rule
of
three.
We
have
already
are
working
to
establish
a
Labour
HR
committee.
We've
had
an
initial
discussion
and
we've
also
scheduled
some
subsequent
discussions
with
our
labor
partners
within
the
next
few
weeks.
Another
area
that
you
approve
this
year.
We
thank
you
for
this
was
approving
and
establishing
our
enterprise-wide
workforce
goals
around
women
and
people
of
color.
F
We
have
also,
as
a
result
of
that
met
with
a
hundred
percent
of
the
hour
22
departments
and
they
have
their
goals.
And
now
what
we're
doing
is
finalizing
the
reports
of
those
goals.
We've
already
met
with
City
coordinator
product,
and
then
we
will
be
finalizing
those
reports
for
publishing
and
distribution.
F
Lastly,
a
few
years
ago,
the
City
Council
approved
an
investment
in
the
Star
Wars
program
and
I'm
happy
to
report
that
the
program
is
continuing
to
increase
in
the
level
of
nominations
as
well
as
participation
the
first
year,
which
was
a
pilot
year.
We
had
34
individuals
who
will
recognize
and
we've
more
than
doubled
in
the
second
year,
the
number
of
people
who
have
been
recognized
for
the
great
work
that
they're
doing
in
the
city
of
Minneapolis.
F
F
So,
as
a
result
of
that,
and
in
addition
to
aligning
with
our
overall
workforce
goals
around
hiring
employees,
hiring
new
employees
to
the
city
will
really
have
embarked
on
taking
a
variety
of
recruitment
and
retention
strategies
and
I'd
like
to
just
give
you
a
couple
of
examples
of
some
things
that
we're
doing.
We
are
taking
a
deliberate
and
intentional
approach
that
is
designed
to
deepen
our
efforts
in
creating
a
workforce
environment.
We
have
recognized
that
we
cannot
just
look
at
the
hiring
part.
F
We
also
need
to
look
at
the
retention
of
employees
once
they
get
here.
So
with
that
in
mind,
we've
also
are
working
to
even
deepen
an
environment
that
supports
an
engaging
and
inclusive
environment
for
all
of
our
employees.
This
year,
we've
taken
a
very
strong
focus
on
orienting
training
and
developing
leaders
and
supervisors.
We
have
created
a
new
onboarding
program
for
appointed
leaders.
F
We're
in
the
process
of
rolling
out
an
additional
onboarding
program
for
supervisors,
we
have
created
another
workshop,
called
managing
a
diverse
workforce
and
we
have
finalized
and
are
implementing
a
new
employee
engagement
survey.
In
addition,
as
we've
mentioned
in
previous
presentations,
we've
also
rolled
out
a
cultural
intelligence
training
for
supervisors,
which
is
focusing
on
reducing
and
minimizing
unconscious
bias
in
the
in
the
selection
process.
I'm
happy
to
report
that
today,
230
supervisors
and
managers
have
completed
the
course.
F
So
with
that
in
mind,
what
we
are
requesting
is
additional
funding
to
accelerate
the
design
and
delivery
of
programs
with
a
particular
focus
on
interview
panels,
as
well
as
for
those
employees
who
do
direct
service
and
how
we
will
monitor
the
work
that
we're
doing
is
to
is
to
look
at
a
couple
of
areas,
not
only
our
analytics,
but
our
Workforce
Planning
and
equity
efforts
through
our
planning
process
and
then
we'll
also
be
using
the
data
from
the
my
Minneapolis
employee
engagement
survey.
And
this
is
a
one-time
request
from
the
mayor.
Yeah.
C
F
We
will
do
that.
Will
we
thank
you,
council,
chair
Quincy,
that
money
will
be
used
to
hire
a
consultant
to
actually
design
to
help
design
the
program,
and
if
I
may
I'd
like
to
share
with
you
what
our
approach
is
around
any
trainings
that
we
do,
we
feel
it
is
very
important
not
to
just
take
something
off
the
shelf.
So
what
we
our
process
and
human
resources
is-
and
it
will
be
the
same
with
this-
we
actually
were
piloted,
and
so
we
have
focus
group
with
employees
will
be
impacted
by
that
particular
training.
F
C
F
F
I'd
like
to
just
briefly
talk
about
a
few
of
the
key
performance
measures
in
that
area.
One
is
this
year
we
were
able
to
automate
and
streamline
the
hiring
process
for
over
2300
election
judges.
Prior
to
this
year,
that
information
was
manually
coded
into
the
system
and
I'm
happy
to
report.
We
did
achieve
our
goal.
We
have
eliminated
the
manual
entry
of
the
which
has
also
freed
up
valuable
staff
time.
It
is
also
helped
to
improve
efficiency
and
effectiveness.
F
Another
example
of
performance
measures
in
that
particular
area
is
that
we
have
completed
compliance
training
for
city
representatives
who
process
mandatory
hiring
forms.
We've
had
a
hundred
percent
completion
rate,
and
these
are
our
I
9
representatives
and
in
addition,
we
have
also
delivered
15
different
microsoft
office
classes
to
employees
in
the
city
of
Minneapolis.
F
The
mayor
is
recommending
that
we
establish
that
in
the
budget
there
is
an
establishment
of
one
additional
position
in
the
classification
and
compensation
unit.
This
additional
food
FTE
will
increase
the
overall
effectiveness
and
efficiency
of
the
unit
improved
service
time,
maintain
job
data
accuracy
and
also
maintain
competitive,
competitive
and
affordable
salary
rates.
F
It
will
also
allow
for
the
addition
of
important
equity
work
that
that
we
have
been
asked
to
do
based
on
the
direction
of
the
City
Council
help
us
to
create
some
redundancy
for
both
of
our
classification
and
compensation
unit
and
will
allow
the
unit
to
incorporate
the
new
work
that
has
been
driven
by
the
city's
equity
and
inclusion
goals,
while
it
changes
needed
is
because,
quite
frankly,
work
is
being
done
differently
doing
due
to
changing
needs.
If
this
year
alone,
we've
done
more
reclassification
studies,
then
then
we've
done
in
in
a
very
very
long
time.
F
We've
also
had
different
jobs.
The
way
the
jobs
are
being
done
every
single
time.
That
happens.
We
have
to
do
another
reclassification
study
and
then
there's
just
an
also
an
increase
in
the
work
being
done
you
due
to
changing
permits.
So
with
that
in
mind,
we
are
the
mayor's
budget
is
requesting
that
resource
to
help
us
do
the
work
that
we
need
to
do
in
a
much
more
effective
and
efficient
way.
F
The
next
area
is
employee
services,
and
this
is
a
one-time
request
and
it's
in
the
benefits
and
wellness
area,
and
this
is
a
to
help
us
being
compliant
with
some
of
the
regulations
associated
with
the
Affordable
Care
Act.
The
mayor
is
recommending
to
outsource
production
mailing
and
filing
with
the
IRS
of
the
2016
health
information
returns,
so
that
we
can
demonstrate
compliance
with
the
Affordable
Care
Act,
the
employees.
Also,
we
use
this
information
to
prove
that
they
have
health
care
coverage
to
avoid
income
tax
penalties
associated
with
the
lack
of
health
care
coverage.
F
We
are
still
working
to
with
the
Oracle
the
vendor
that
we
have
to
get
the
the
system
up
and
running
and
we're
not
confident
that
that
will
happen
before
the
end
of
the
year
and
there
are
severe
penalties.
If
we
do
not
do
the
work
that
we
need
to
do,
there
are
severe
penalties
that
could
be
incurred
by
the
city
of
Minneapolis
and
again
this
is
a
one-time.
This
would
be
a
one-time
funding
for
this
particular
request.
I.
F
Just
like
to
highlight
some
performance
measures
in
the
employee
services
area
that
I
feel
are
very
noteworthy.
First
of
all,
we
continue
to
have
successful
implementation
of
our
collective
bargaining
processes.
In
addition,
we
have
very
strong
labor
management
partnerships
and
I've
just
highlighted
a
few
examples
of
that.
Labor
was
involved
in
the
revisions
of
our
civil
service
rules.
They
were
very
much
involved
in
our
rule
of
three
discussions
as
a
result
of
that,
as
I've
mentioned
earlier,
we
have
a
brand-new
we're
working
on
a
brand
new
labor
HR
committee.
F
That's
modeled
off
the
very
successful
labor
management
benefits
committee.
They've
also
been
very
helpful.
Our
labor
relations
team
has
really
worked
with
labor
to
look
at
work
differently
and
a
great
example
of
that
most
recently
is
the
fire
departments
EMS
academy
and
in
the
benefits
area,
I'm
very
pleased
to
report
that
we
started
a
new
initiative.
This
year
was
a
benefit
summit
and
we
had
80
participants
to
really
help
employees
understand
the
full
opportunities
that
they
can
take
advantage
of.
With
our
benefits.
We
have
a
great
benefits
program.
F
In
addition,
with
our
wellness
program,
I'm
pleased
to
report
that
eighty
percent
of
our
employees
have
participated
in
the
wellness
program
this
year
we
started
out
with
forty-five
percent
in
2009
and
each
year
it
continues
to
grow,
which
is
great,
because
not
only
does
that
show
that
employees
want
to
take
charge
of
they
have,
but
it
also
has
resulted
in
reduced
health
care
premiums,
and
so
we
will
continue
to
look
at
those
numbers.
This
is
also
well
above
industry
standard.
Oh,
that's,
great
good,
I'm
available
to
stand
for
questions
well,.
C
Thank
you
very
much.
Miss
Ferguson.
It's
been
an
outstanding
last
several
years
as
you've
been
incorporating
new
systems
and
having
some
significant
changes
and
how
we're
recruiting
and
retaining
employees
in
the
in
the
survey.
Work
and
we've
listened
to
employees
and
we've
enacted
things,
including
the
stars
program.
It's
just
tremendous
activity,
that's
been
happening
in
our
HR
department
and
it's
not
just
keeping
the
HR
department
functioning.
Well,
your
supports
department
for
the
rest
of
the
city,
so
all
of
our
departments
function
better
when
HR
is
doing
well.
So
thank
you
so
much
for
your
contributions.
A
B
A
F
F
Councilmember
palmisano,
yes,
we
did
not.
We
have
not
anticipated
any
cost
associated
with
that.
As
a
matter
of
fact,
just
today
I
was
reviewing
Theresa
nestler,
who
was
the
director
of
HR
TS.
We
have
set
a
goal
of
having
that
completed
by
the
end
of
the
year.
The
work
that
you
were
referring
to
and
so
I
don't
anticipate
any
cost
as
far
as
I
know
of,
but
we
could.
We
are
able
to
absorb
that
in
our
existing
budget
without
any
additional
cost.
So.
F
C
Helpful
good
good
reminder
on
that
project.
It
was
important
finding
that
we
learned
okay,
well,
not
seeing
anything
further.
Thank
you
very
much
for
Ferguson
Thank
You.
Mr.
Cronk
for
the
first
half
will
be
reconvening
at
one-thirty,
where
with
where
we
will
be
having
the
budget
presentation
from
the
internal
audit
department,
department
of
information
technology
department
and
the
Minneapolis
Convention
Center,
as
well
as
Target
Center,
and
meet
Minneapolis,
followed
by
the
finance
and
property
services
department
budget
presentation.
So
thank
you
very
much.
We'll
see
you
back
at
one-thirty.