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From YouTube: November 29, 2017 Executive Committee
Description
Minneapolis Executive Committee Meeting
A
Good
morning,
I
will
call
is
regularly
scheduled
meeting
of
the
executive
committee
for
November
29
2017
I'm
mayor
Betsy,
Hodges,
chair
of
the
committee
joined
this
morning
by
council
member
cam
Gordon
a
council
vice
president
Elizabeth
Glidden
Council,
President,
Johnson
and
council
member
Reich.
We
are
the
entire
complement
of
the
committee
and
can
conduct
the
city's
business.
We
have.
B
A
Items
on
our
agenda
today,
five
for
discussion
here
and
one
potential
close
meeting.
The
first
item
on
the
agenda
is
the
appointed
position
in
the
human
resources
department.
Director
of
Human
Resources
business
operations
that
will
be
presented
by
misny
looks
like
good
morning.
Miss
Downes
welcome.
Thank
you
good.
A
C
And
compensation
team
I
have
mr.
Rick
Bo's
here
director
comes
to
us
with
extensive
experience
in
both
the
private
and
public
sector
in
classification
and
compensation
systems.
He's
been
with
us
for
about
three
months
now
he's
doing
a
fabulous
job
already,
and
we
are
very
excited
to
have
him
on
our
team.
Great
and.
C
Get
to
hear
more
from
him
in
just
a
minute
as
he'll
be
presenting
the
third
agenda
item
again
a
good
morning,
mayor
of
projects,
council,
members
of
the
executive
committee,
we're
here
today
to
consider
two
appointed
positions
in
the
human
resources
department
for
both
of
these
positions.
We
would
like
you
to
adopt
the
findings
that
they
meet
the
criteria
and
section
twenty
point:
one:
zero
one:
zero
excuse
me
a
Council
to
establish
appointed
positions.
C
C
The
first
position
that
I
want
to
talk
about
is
the
director
Human
Resources
business
operations.
This
position
has
been
evaluated
at
548
points
and
is
allocated
degree
12.
The
salary
rain
coming
from
that
would
be
98
thousand
seven
hundred
to
one
hundred
seventeen
thousand
and
three
dollars
reporting
directly
to
the
chief
human
resources
officer.
The
proposed
position
will
manage
and
lead
the
administration
and
internal
operations
of
the
human
resources
department.
A
C
You
the
second
position
under
consideration
today
is
the
director
of
human
resources,
business
partnerships.
This
position
has
also
been
evaluated
and,
in
this
case
its
evaluated
at
603
total
points
allocated
degree
13.
The
salary
range
for
this
position,
in
accordance
with
the
adopted
compensation
plan,
is
one
hundred
eight
thousand
eight
hundred
and
forty
five
dollars
to
one
hundred
and
twenty
nine
thousand
and
twenty
eight
dollars.
C
The
human
resources
department
is
creating
a
new
Human
Resources
business
partners,
solutions,
division
in
order
to
better
support
city
goals
by
ensuring
effective
value
added,
Human,
Resources
services
that
align
with
and
support
city
goals
and
business
objectives,
reporting
directly
to
the
chief
human
resources
officer.
The
proposed
position
will
manage
and
leave
this
division.
C
Just
as
an
aside,
the
positions
that
will
be
used
to
create
these
positions
have
very
similar
salaries,
combining
the
two
positions
with
the
two
positions
that
would
be
then
going
offline.
The
difference
in
cost
is
about
six
thousand
dollars
annually,
to
tell
you
more
about
these
positions
and
how
they
will
impact
the
city
of
Minneapolis
and
the
human
resources
departments.
Effectiveness
is
our
chief
human
resources
officer,
patient
person,
Thank
You.
Mr.
E
Morning,
mayor
Hodges
and
members
of
the
executive
committee,
I
want
to
take
a
moment
to
put
the
organizational
chart
on
Hanson
I
had
some
hard
copies.
If
you'd
like
over
the
course
of
the
year,
the
human
resources
department
has
really
worked
to
align
a
service
delivery
model
due
to
the
following
changes
in
our
own
internal
HR
leadership
with
mr.
Giles
retiring
and
also
there
have
been
quite
a
few
changes
and
expectations
with
regard
to
the
human
resources
department.
There
has
been
more
calls
for
us
to
be
not
only
transactional
but
much
more
strategic.
E
There
have
been
many
directions:
staff
directions,
around
equity,
around
risk
mitigation,
those
kinds
of
activities
and
also
just
more
of
a
need
for
us
to
be
more
of
a
strategic
business
partner,
and
so,
with
that
in
mind,
we,
the
first
phase
of
this
process,
was
that
we
looked
at
the
employee
services
division
and
made
a
decision
if
you
recall,
to
create
the
total
compensation
division
and
the
labor
relations
division.
And
so,
with
that
in
mind,
we
then
took
another
step
back
and
looked
at
the
other
areas
of
service
delivery.
E
It
also
gives
us
the
opportunity
to
strengthen
the
areas
of
risk
mitigation
around
compliance,
and
it
also,
we
believe,
will
help
provide
a
much
user,
greater
user
experience
for
the
city
of
Minneapolis,
for
the
departments
for
the
employees
and
also
to
respond
to
some
of
the
external
factors
that
we
see.
We
do
not
anticipate,
as
these
names
indicated,
we're
taking
existing
positions
that
we
already
had
and
we're
just
taking
those
positions
and
repurpose
the
purposing
them
to
align
with
where
we
believe
our
service
delivery
model
needs
to
go
and
I'm
available
to
stand
for
questions.
A
A
Appreciate
the
thorough
care
you've
given
to
making
sure
that
the
you
know
the
human
resources
department
is
structured
in
a
way
that
will
serve
the
city.
Well,
especially
in
light
of
some
changes
that
have
happened
in
the
last
couple
years
and
I
appreciate
it.
Seeing
no
discussion
all
an
approval,
please
signify
by
saying
aye,
aye
opposed
abstentions.
Those
two
items
carry
we
will
move
to.
A
D
Morning,
thank
you,
mayor
hodges
and
members
of
the
executive
committee,
we're
here
to
ask
you
to
please
consider
the
approval
of
a
new
appointed
position
in
the
finance
and
property
services
department.
With
the
title
of
director
major
real
estate
projects
reporting
directly
to
the
city's
chief
financial
officer.
D
We
ask
that
you
please
adopt
the
findings
that
the
position
meets
the
criteria
in
section
220
point
101,
o
of
the
minneapolis
cluding
ordinances,
City
Council,
to
establish
appointed
positions.
We
ask
that
you,
please
approve
the
appointed
position,
title
director,
major
real
estate
projects,
which
has
been
evaluated
at
643
total
points
and
allocated
to
grade
14.
D
We
ask
that
you,
please
approve
the
corresponding
salary
schedule
for
the
position,
which
has
a
Saturday
range
of
one
hundred,
sixteen
thousand
two
hundred
twenty
three
dollars
to
137
thousand
seven
hundred
and
seventy
four
dollars.
In
accordance
with
the
adopted
compensation
plan
for
appointed
officials,
effective
November,
29
2007.
D
D
F
So
we
are
again
utilizing
that
position
for
this
new
real
estate
position,
and
then
we
anticipate
hiring
a
new
property
services
director
who
will
be
overseeing
major
projects
also
that
exists
like
the
impound
lot,
that
is
some
underway
in
terms
of
that
finalization
of
the
bidding
and
construction
of
that
building.
We
also
have
its
councils,
aware
to
major
public
works
projects
that
are
planned
over
the
next
several
years,
that
the
new
property
services
director
would
be
overseeing.
F
So
this
is
a
great
problem
to
have
within
the
city
with
that
we
have
more
projects
than
we
have
staff
at
this
time
on
we're
happy
to
be
able
to
accommodate
that
within
existing
resources.
At
this
time
we
didn't
create
this
position.
As
I
mentioned,
we
would
need
to
then
hire
additional
consulting
staff,
which
we
think
would
cost
at
least
twice
as
much
for
the
city
over
the
long
term
and
not
have.
F
A
Seeing
none
thank
you.
Mr.
Roth
and
mr.
Bose
I
will
move
the
staff
recommendation
for
item
three
regarding
the
appointed
position
in
the
finance
and
property
services
department.
Any
discussion
on
that
motion
seeing
none
all
an
approval,
please
signify
by
saying
aye,
aye
opposed
abstentions
that
carries
Thank
You.
Mr.
offering
congratulations
item
four
appointed
positions
in
the
police
department,
police,
commander
of
juvenile
police,
commander
of
administrative,
certain
administration
services,
Quality
Assurance,
Police,
Commander
of
community
and
collaborative
advancement
and
police
commander
of
technology
and
support
services,
MS
Ferguson
and
chief
Arredondo
good
morning.
E
Morning,
mayor
hodges
and
members
of
the
executive
committee
we're
requesting
council
approval
for
additional
Police
Commander
positions
as
follows:
commander
juvenile
police,
commander
of
administration
services,
Quality
Assurance,
Police,
Commander
of
community
and
collaborative
advancement
and
police
commander
of
technology
and
support
services.
Just
a
bit
of
background
on
these
positions
in
2012,
the
City
Council
approved
six
appointed
positions
in
the
NPT
with
the
job
title
of
police
commander.
Since
2012
the
MPD
has
identified
a
need
for
and
has
established
the
field
for
additional
police
commander
positions.
E
The
job
classification
unit
has
reviewed
the
duties
and
scope
of
the
four
additional
positions
who
confirmed
the
title
of
commanders.
Appropriate
the
human
resources
department
is
committed
to
ensuring
proper
approval
is
received
for
all
appointed
positions.
Now
I
will
turn
this
over
with
your
permission
to
chief
arredondo,
who
can
provide
you
with
some
additional
information.
Thank.
H
I
first
want
to
say
thank
you
for
allowing
me
the
opportunity
to
come
before
you
to
present
the
request
here
today
regarding
the
commander's
positions,
as
many
of
you
are
probably
aware
of
the
history
behind
this,
these
commander
positions
were
created
back
when
our
former
civil
service
rank
of
captain
was
no
longer
in
play,
and
we,
through
discussions
with
both
I'm
sure,
the
chief
pleased
at
the
time
as
well
as
elected
officials.
The
commander's
position
was
in
created,
as
you
can
see,
from
the
org
chart,
what
these
commanders
positions
do.
H
First
and
foremost,
these
are
critical
leadership
positions
within
the
organization
and,
as
certainly
my
vision
statement
as
it
relates
to
trust,
accountability
and
professional
services.
You
will
see
that
the
commander's
position
for
collaborative
community
advancement,
which
is
really
the
umbrella
of
all
of
our
outreach
efforts
in
terms
of
our
community,
that
includes
everything
from
our
Community
Engagement
Team
officers.
Your
police
activity
leads
folks
to
our
procedural
justice
work.
H
It
was
important
for
us
to
make
sure
that
this
was
a
standalone,
not
associated
so
much
with
our
our
Crimes
Division,
but
this
really
is
also
about
building
bridges
and
relationships
with
their
youth,
as
it
relates
to
our
SROs
as
it
relates
to
even
our
public
health
lens
and
some
of
the
issues
that
our
youth
are
dealing
with.
So
the
juvenile
division
commander
is
very
important
to
the
work
that
we
look
at.
You
will
also
see
the
quality
assurance
commander
that
had
also
been
established
back
then.
H
This
is
also
very
important
to
work
that
we're
doing,
because
this
commander's
position
and
the
team
behind
it
really
looks
at
our
best
practices,
our
policies,
our
procedures,
conducts
audits.
We
know
that,
as
we
continue
to
evolve
as
an
organization,
everything
from
body
camera
policies
to
our
new
technologies.
H
This
is
a
very
vital,
important
commander's
positions
to
make
that
make
sure
that
we're
we're
serving
the
needs
of
our
community,
providing
that
professional
service
that
I
want
our
men
and
women
to
be
doing,
but
also
making
sure
we're
staying
ahead
of
what
we
need
to
be
doing
in
terms
of
our
public
safety
efforts.
And,
lastly,
you
will
see
the
technology
commander.
H
That
also
includes
everything
from
our
property
and
evidence
unit
to
our
records
transcription
and
it's
important
to
have
a
leader
in
place
to
make
sure
that
we
are
being
as
efficient
and
effective
as
we
possibly
can
in
those
positions.
So
I
wanted
to
give
you
an
idea
of
how
those
are
looked
at
in
terms
of
our
org
chart
and
for
me,
as
chief,
they
really
all
complement
the
trust,
accountability
and
professional
service.
If
we
need
to
continue
to
move
the
work
forward
of
the
Minneapolis
Police
Department.
H
B
Also
I
am
concerned
with
our
911
and
I
want
to
make
sure
that
over
Thanksgiving
on
social
media
there
was
a
picture
of
one
of
our
patrol
cars
with
a
person
with
a
gun
call
pending
for
an
hour
on
the
north
side,
because
all
of
our
officers
were
tied
up
at
a
shooting,
and
that
is
unacceptable.
That
is
unacceptable.
It
is
unacceptable
to
watch
our
response
times
climb.
The
number
of
911
the
city
has
not
declined.
B
I
don't
see
if
declining
at
anytime
in
the
future
and
I
really
want
to
see
some
assurance
that
we
use,
chief
with
your
with
your
new
administration,
look
under
every
desk
to
make
sure
that
we
have
the
appropriate
staffing
in
the
areas
that
citizens
find
important
and
911
response.
I
think
is
the
ultimate
responsibility
of
the
police
department.
That's
how
people
access
almost
everyone
accesses
a.
B
It
is
it's
out
of
I,
don't
say
out
of
control
because
it's
not
out
of
control,
but
it
is
our
responsibility
to
address
that
and
I
hope
that
I,
you
know,
I,
remember
I've
been
here
a
long
time
and
everybody
knows
that
I.
Remember:
chief
Rosa,
talking
about
the
downtown.
What
did
you
remember
what
he
called
this
place?
The
Chocolate
Factory.
B
Do
you
remember
that
you
remember
that
that's
what
he
called
it
and
so
I
want
to
make
sure
that
we
have
adequate
staffing
in
the
immediate
response
that
people
call
to
with
life-threatening
emergencies,
and
all
of
this
other
stuff
is
important.
Don't
get
me
wrong?
It's
very,
very
important
and
policing
has
changed,
but
when
somebody
calls
911,
they
deserve
to
get
a
response
in
a
timely
fashion
when
they
call-
and
it's
not
even
a
priority
one.
B
H
Mayor
that
calls
President,
Johnson
I,
absolutely
truly
appreciate
your
comments
regarding
that
I'll
just
make
mention
that
the
commanders
who
are
currently
serving
those
positions
if
they
were
not
commanders
today,
the
lowest-ranked
would
be
sergeant.
So
we
were
not
utilizing
any
patrol
officers
where
that
would
be
their
normal
duties
if
they
weren't
commanders.
H
I
will
also
say
that
I
am
absolutely
with
our
leadership
team
intentionally
looking
at
ways
that
we
can
make
sure
that
we
have
the
appropriate
response
to
the
911
calls
that
you're
mentioning
even
to
looking
at
everything
in
terms
of
the
role
of
our
csos
and
if
they
can
be
utilized
more
in
terms
of
report.
Writing,
if
we're
taking
reports
to
free
up
those
officers
so
that
they
can't
have
the
timely
response
to
our
community
when
they're
calling,
if
it's
a
man
person
with
a
gun
and
what-have-you
so
we'll
continue.
I
Have
you
done
so
that
this,
but
other
than
your,
when
you
have
that
title
assistant
chief
and
then
deputy
chief
of
staff,
and
then
the
inspectors
are
kind
of
their
own
category,
but
can
all
this
other
leadership
structured?
Those
are
all
under
this
category,
commanders
right
make
kind
of
understanding
that.
H
I
Know
it's
about.
Let's
draw
that
everybody's,
like
shaking
their
heads,
maybe
an
offline
question,
but
the
question
I
didn't
want
to
ask:
is
today
in
the
commander
position,
how
many
civilians
do
you
have
versus
sworn
staff
and
how
do
you
make
the
determination
on
whether
civilians
are
perhaps
best
to
fill
those
positions
versus
sworn
staff?
Madam.
H
H
So
that
is
something
that
we
need
to
continue
to
make
sure
that
we're
doing
I've
already
there's
there's
areas
within
the
organization
as
we
move
forward
the
whether
it's
under
our
technology
division,
certainly
as
it
relates
to
our
strategic
analysts
teams,
our
data
folks.
Those
are
areas
that
I
want
to
continue
to
have
civilians
in
those
positions,
as
opposed
to
sworn.
We
have
a
there's,
a
great
pool
of
civilians
out
there
who
have
great
expertise
in
that.
H
It
also
saves
me,
as
chief
the
the
having
to
retrain
every
time
we
have
an
officer
or
sworn
who
decided
to
take
the
next
promotional
test
it
just
it
makes
better
sense,
and
so
I
will
tell
you
culturally.
As
an
organization,
we
have
always
just
tried
to
utilize
sworn
that
has
been
there
forever,
as
some
of
you
may
remember,
even
our
911.
Once
again
when
it
was
under
the
police
umbrella,
we
had
sworn
where
I
remember.
H
C
I
H
H
I
Okay
and
thank
you
for
that
and
and
I
do
understand,
there's
you
know,
and
this
is
I
think
the
the
challenge
with
Department:
it's
not
just
police,
you
know,
but
fire
and
others
where
there
is.
You
know
these
are
career
positions
and
there's
a
particular
culture.
I
think
that
develops
that's
partly
about
trust
and
in
knowledge
of
the
industry,
and
you
know
who
brings
that
versus.
I
You
know,
and
also
to
I
mean
when
I,
when
I
heard
Council
President
Johnson's
the
question
I
did
honestly.
That's
like
one
of
the
things.
That's
on
my
mind
to
which
is:
how
are
we
utilizing
that
expertise
in
ways
that
people
who
aren't
from
the
profession
could
not
do
that
they
can't
direct
Patrol?
They
can't
you
know
oversee
investigation,
and
you
know
that
kind
of
thing.
So
so
anyway,
thank
you
for
listening
to
my
point.
I
know
we
discuss
personally
as
well.
I
just
I
do
think
it's
important
to
the
department
further.
A
Discussion
or
questions
for
the
chief,
then
I
will
move
item.
Four
appointed
positions
in
the
police
department.
I
will
move
the
staff
recommendation
there.
Any
discussion
on
that
motion,
Thank,
You
chief
and
thank
you
to
the
team
who
helps
make
sure
that
we
were
on
point
with
the
process
here.
All
those
in
favor,
please
signify
by
saying
aye,
aye,
aye
opposed
abstentions.
That
carries
thank
you
very
much
chief
and
we
will
move
on
to
item
5,
which
is
the
last
item
before
a
potential
close
meeting,
which
is
security
designations
policy.
Good
morning,
mr.
crunk
mayor.
G
Hodges
committee
members
sponsor
Chronicle
city
coordinator,
we
are
requesting
your
approval
of
the
security
designation
policy
today
and
referral
the
City,
Council
and
I'll
just
give
a
little
bit
of
background
on
this
policy
itself.
The
purpose
is
really
to
establish
and
maintain
a
safe
and
secure
working
environment
for
our
elected
officials
or
employees
or
contractors
and
visiting
members
of
the
public.
G
The
policy
established
the
requirements
for
conducting
risk
assessments
to
identify
vulnerabilities
to
employees
and
valued
city
property,
to
assign
security
designations,
to
identify,
controlled
and
restricted
areas
within
facilities
and
applying
the
appropriate
safeguards
and
to
grant
access
privileges
and
managing
access
for
employees,
contractors
and
visitors.
Historically,
City
departments
have
developed
and
implemented
security
policies
and
procedures
that
address
the
needs
of
their
unique
sites
and
business
operations,
but
there's
no
overarching
Enterprise
policy
that
the
numerous
department
policies
together
with
a
common
format
or
standard
practice,
and
so
over
time.
G
So
we
believe
that
a
single
security
policy
that
promotes
industry
best
practices
should
be
approved
and
recognized
as
a
standard
or
baseline
from
which
department,
level
policies
and
procedures
are
derived,
and
this
policy,
as
we
do
with
all
our
policies
that
are
brought
before
the
executive
committee,
has
been
reviewed
by
department
heads
and
by
our
labor
management
committee.
So
we're
crossing
your
approval
and
referral
to
City
Council
I'm
how'd
I
stand
for
questions,
and
we
also
have
our
Thomas
our
security
manager.
Further
questions
from
any
questions.
A
Seeing
no
questions,
I
will
move
the
staff
direct.
The
staff
recommendation
on
the
security
designations
policy
and
I
should
be
clear.
With
referral
to
City
Council,
which,
when
I
say
this
staff
recommendation,
includes
the
referral
to
City
Council
any
discussion
on
that
motion,
seeing
none
all
in
approval,
please
signify
by
saying
aye,
aye
aye
opposed
abstentions
that
carries
Thank
You
mr.
Thomas
mr.
Crocker,
for
your
work
on
that
issue.
A
The
next
item
on
the
agenda
is
item
6,
collective
bargaining
agreement,
many
Minnesota
Public,
Employees,
Association,
911
dispatchers
unit,
and
because
that's
a
labor
issue
that
we
will
have
the
opportunity
to
discuss
whether
or
not
to
close
the
meeting.
So
in
deference
to
that,
I
will
adjourn
this
meeting
to
room
315
for
potential
closed
meeting
regarding
labor
negotiations.