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From YouTube: January 23, 2018 Executive Committee
Description
Minneapolis Executive Committee Meeting
A
Good
morning
the
date
is
January
23rd.
This
is
the
regularly
scheduled
executive
committee
meeting
in
the
first
of
the
new
term.
Here
I
am
joined
today
by
council
members,
gordon
council,
president
vendor
council,
vice-president
jenkins
and
council
member
Johnson.
We
do
have
a
quorum.
We
have
four
items
on
the
agenda
for
today
or
designations
and
then
or
presentations
from
HR.
The
first
item
on
the
agenda
is
designating
Maria
Rivera
van
der
Meyde
as
interim
city
coordinator,
beginning
February,
12
2018
for
a
period
not
to
exceed
90
days.
A
Seeing
none
all
those
in
favor,
please
say:
aye
aye,
all
those
opposed
say.
No.
That
item
carries
item.
Number
two
is
extending
the
interim
designation.
If
david
frank
is
director
of
Department
of
Community
Planning
and
Economic
Development,
beginning
January,
29th
2018
for
a
period
not
to
exceed
90
days,
I
will
go
ahead
and
make
that
motion
as
well
any
discussion
on
this
item.
A
No,
all
those
in
favor,
please
say
aye
aye,
all
those
opposed
say.
No.
That
item
passes
item
number
3
is
appointing
a
position
in
the
health
department.
Is
the
deputy
commissioner
of
health
also
will
be
adopting
some
findings
that
the
proposed
position
meets
the
criteria
in
Section
21,000
10
of
the
Minneapolis
Code
of
Ordinances,
and
then
approving
the
appointed
position
of
the
deputy
commissioner
of
health
evaluated
at
590.
Total
points
is
allocated
in
grade
13.
B
Good
morning,
mayor
Frye
and
members
of
the
executive
committee,
my
name
is
Rick
Bo's
I'm,
a
senior
compensation
classification
analyst
for
the
city's
Human
Resources
Department
I'm
here
with
his
Pam
Nell's,
who
is
also
a
senior
compensation
consultant
in
the
HR
department.
We're
here
to
ask
your
approval
to
for
an
appointed
position
in
the
health
department
called
Commissioner.
B
It
meets
the
criteria
and
we
please
request
you
to
adopt
the
findings
that
this
position
meets
the
criteria
outlined
in
section
2,
0.10
100
of
the
Minneapolis
Code
of
Ordinances
City
Council,
to
establish
positions.
We
ask
that
you.
Please
approve
the
position.
Title
deputy
commissioner
of
health,
which
has
have
been
evaluated
at
590,
total
points
and
allocated
to
grade
13.
We
ask
that
he
please
approve
the
corresponding
salary
schedule
for
the
position,
which
has
a
salary
range
of
one
hundred,
six
thousand
four,
four
seven
to
a
maximum
of
120
6186.
B
B
C
Thank
You
mr.
chair
members
of
the
committee,
so
the
department
is
going
to
experience
two
major
retirements
this
year,
our
director
of
administration
and
our
director
of
research,
and
so
in
the
name
of
succession
planning.
I've
been
thinking
about
this
for
a
couple
years
have
consulted
with
HR
over
the
years
and
in
proposing
to
create
a
deputy
director,
which
would
then
combine
the
functions
of
the
two
retiring
directors
and
would
create
two
manager
positions,
a
manager
of
administration
and
a
manager
of
research.
That
would
support
the
work
of
that
deputy
commissioner.
C
As
Mr
Bowles
said,
the
focus
of
the
division
would
be
internal
customers,
both
city,
internal
customers
and
department
customers,
and
it
would
create
a
clear
backup
for
me
when
I
am
out
of
town
or
are
not
able
to
be
immediately,
responsive
and
I.
Think
it
also
sets
the
department
up
for
the
future,
with
more
system
and
strategic
orientation
to
that
work
relative
to
our
internal
services,
such
as
our
grant
applications,
which
are
very
important
to
our
department,
our
budget,
which
is
fairly
complex
because
of
all
of
our
funding
sources.
C
C
This
is
a
another
org
chart
which
is
not
laid
out
the
way
we
lay
it
out,
usually
across
the
page,
but
you
can
see
that
the
Deputy
Commissioner
and
the
areas
of
responsibility
under
that
that
position
and
then
the
other
remaining
directors
that
I
will
have
are
down
below
the
director
of
environmental,
health,
environmental
programs,
policy
and
community
programs
and
adolescent
health
and
youth
development.
So
stand
for
any
questions.
E
Well,
first
I
just
want
to
say
that
I'm
I
know
that
we've
discussed
this
as
former
chair
of
the
Health
Committee.
We
looked
at
this
and
planning
ahead
and
I.
Appreciate
you
coming
forward
with
this
some
thoughtful
review.
My
little
question
is:
it
says
that
we
will
refer
this
matter
to
the
City,
Council
and
typically
Executive
Committee
will
refer
something
to
ways
and
means
and
I'm
just
wondering
if
you
would
have
a
preference
of
where
it
goes
in
the
council
and
I'm,
not
quite
sure.
C
F
E
Probably
did
sometimes
try
to
sneak
stuff
in
on
us
with
those
new
rules,
approvals
that
I'm
not
aware
of
so
I'm,
not
sure.
If
that
makes
a
lot
of
sense.
That
means
everything
we
do
is
going
to
take
an
additional
cycle
from
now
on
and
we'll
have
labor
settlement
we'll
have
contract,
you
know,
settlements
for
legal
matters
and
I
mean
I,
don't
know
we.
F
E
A
C
A
F
C
D
D
D
C
Cherrick
councilmember
Jen
Jennings
Jenkins
I
just
made
up
an
end
to
your
name.
Sorry
I
have
done
some
quiet
recruiting
just
to
make
sure
there
are
people
that
might
be
interested
in
the
position,
but
I
also
expect
that
I
will
make
it
known
that
the
position
is
available
and
will
take
other
interested
applicants.
A
F
Thank
you.
Mr.
chair
I'd
be
happy
to
move
this
and
just
speak
briefly
about
it.
Thank
you.
I,
remember
talking
with
you
director
about
this,
as
I
said
during
last
year's
budget
and
I
think
it
is
a
very
strategic
move
for
the
department.
As
you
said,
we
have
a
lot
of
different
funding
sources
coming
into
the
health
department.
Much
of
it
is
really
leveraging
a
small
amount
of
city
dollars
to
help
us
receive
grants
or
federal
funding
or
state
funding.
We
hope
those
things
continue
in
the
future.
A
B
You,
mayor
Frye
and
committee
members,
as
we
mentioned,
the
local
government
pay
equity,
Act
was
enacted
back
in
1984
and
we,
it
requires
jurisdictions,
political
subdivisions
to
submit
a
report
once
every
three
years
to
the
minnesota
department
of
management
and
budget.
It's
our
turn
to
submit
our
report
and
we
have
prepared
the
report
and
are
ready
to
submit
that
there
are
three
tests
that
we
must
pass
on
the
report.
The
first
test
is
called
the
underpayment
ratio
that
determines
if
males
and
females
are
paid
comparable
II
for
the
work
they
do.
That's
of
similar
value.
B
We
use
a
job
analysis
system
to
fairly
align
the
values
for
those
positions,
so
we
can
count
and
analyze
the
data
to
make
sure
we
are
in
compliance.
We
are
confident
we
will
pass
that
test.
The
next
test
is
the
salary
range
test
which
compares
the
number
of
years
it
takes
for
females
versus
males
to
reach
the
maximum
salary
for
a
particular
position.
We
must
have
at
least
80%
to
pass
that
test
and
we
are
confident
when
you
also
pass
that
test.
B
The
third
test
is
the
exceptional
service
pay
test,
which
compares
the
number
of
female
classifications
receiving
exceptional
service
pay,
which
is
called
longevity,
pay
or
mayor
pay
to
the
number
of
male
classes
that
receive
that
same
pay
again.
We
must
pass
at
least
80%
to
pass
that
particular
test,
and
we
are
confident
we
will
also
pass
that
third
test.
B
As
indicated
above,
we
expect
the
Minnesota
Department
of
Management
and
Budget
to
find
that
we
also
have
passed
that
these
three
tests
and
to
notice
notify
us
of
our
compliance
later
this
year,
around
May
or
June
pay
occur,
rules
require
the
governing
body
of
our
jurisdiction
review
and
approve
the
submission
of
the
pay
equity
implementation
report.
Therefore,
with
your
permission,
we
would
like
to
submit
that
report
next
week,
Thank.
A
B
A
comparison
males
to
females
reaching
the
maximum
of
the
position,
so
that's
the
salary
range
test,
so
we
analyzed
the
number
of
males
and
the
number
of
females
and
then
take
into
consideration
how
many
steps
are
in
each
bargaining
unit
and
union
contract
and
for
the
position,
and
then
we
compare
how
long
it
takes
so
the
female
classes
must
achieve
the
range
match
within
80%
of
when
the
males
achieve
done.
Okay,
thank.
D
B
Vice
president
and
mayor
Frey,
it
is
job
classifications,
so
we
have
about
550
job
classifications
that
are
active
and
we
analyzed
the
number
of
men
versus
women
in
each
job
classification,
and
then
we
also
take
into
account
the
number
of
steps
it
takes
to
get
to
the
salary
range
maximum.
The
job
evaluation
points
from
our
job
classification
system,
and
then
we
analyze
the
data
to
make
sure
we're
in
compliance,
and
we
don't
have
any
issues
when
we
provide
the
final
report
here
in
January.
E
B
E
E
B
Mayor
Frye
and
councilmember
Gordon,
we
periodically
update
the
information
to
get
a
snapshot,
make
sure
we're
in
compliance
like
I
mentioned,
to
avoid
any
issues.
If
we
do
identify
issues,
we
take
steps
to
make
changes,
and
this
time
we
have
all
of
our
union
contracts
settled.
So
that's
one
of
the
differences
between
three
years
ago
and
now,
and
we've
also
made
some
equity
changes
to
the
apps
we
general
unit
and
that's
improved
our
scores
as
well.
Okay,.
B
Thank
You
councilmember
Gordon
to
my
knowledge,
about,
have
any
issues.
We've
been
proactive
and
doing
a
a
very
thorough
job
in
evaluating
our
positions
here
at
the
city
and
accurately
assigning
them
job
evaluation
points
like
the
Deputy
Commissioner
of
Health's
position.
So
this
time
we're
very,
very
confident
we're
gonna
pass
with
flying
colors,
of
course,
and
the
other
two
tests
just
so
you
have
the
information
we
are
at
87%
for
the
salary
range
test
and
eighty
nine
point,
six
two
for
the
third
test:
the
exceptional
service
pay.
E
So
we
often
hear
things
like
women
make
71
cents
to
the
dollar
compared
to
men.
Would
these
numbers
give
us
any
indication
about
how
the
city
is
doing,
or
would
this
potentially
cover
up
something
that
it
could
be
worse
or
do
we?
How
does
this
relate
to
that
kind
of
more
Universal
comparison
about
pay
equity?
It
was.
B
B
Commissioner,
councilman
garden,
the
underpayment
ratio
test
is
the
one
that's
applicable
to
the
the
topic
you're
mentioning
and
our
female
job
classifications
are
very
close
to
what
we
pay
the
male
job
classifications
in
general,
there's
some
job
classifications
that
are
balanced,
meaning
there's
about
the
same
number
of
men
and
female
in
those
job
classes.
Those
are
moved
out
of
the
equation
because
they're
balanced
this
zooms
in
and
focuses
on
the
male-dominated
class
versus
the
female
dominated
class
and
we're
right
at
90
percent.
B
A
general
way
based
on
job
classifications,
I
mean
this
isn't
incumbent
to
income
a
comparisons.
It's
a
general
I
mean
we
got,
as
we
all
know,
there's
4,500
employees
here
at
the
city
of
Minneapolis.
So
there's
a
lot
of
data,
a
lot
of
numbers,
but
it's
a
it's
a
way
to
measure.
In
one
way,
are
we
generally
compensating
female
job
classes,
at
least
close
to
what
the
male-dominated
job
classes
are
compensated?
Well,.
E
I
won't,
I
won't.
I
won't
say
that
that
necessarily,
but
if
that
helps
me
get
a
handle
on
where
we're
at,
and
I
think
we
have
a
little
more
work
to
do,
but
I'm
glad
that
there's
progress
and,
of
course,
I'm
always
glad
when
we
pass
the
test,
but
maybe
they
could
raise
the
bar.
You
know
miss
Pam
Mills,
damn
lighthouse.
D
E
G
Good
morning,
mayor
Frey,
councilmember
Gordon.
This
is
my
sixth
submission
of
this
report
and
I'd
like
to
take
an
opportunity
to
explain
to
your
question
a
little
bit
more
about
the
ratio
of
the
first
test,
the
first
test
and-
and
that
was
the
one
that
we
talked
about
last
time-
I-
think
a
little
more
extensively
where
it
was
close
to
80
percent.
It
was
it
was
passing,
and
that
was
that
is
the
test,
and
that
is
what
we
were
happy
about
at
that
time.
G
As
as
a
matter
of
fact,
this
test
is
not
a
percentage
base.
When
you
talk
about
the
90
or
the
close
to
90
score
that
we
have
now,
it's
actually
a
ratio
and
the
ratio
is
the
number
of
male-dominated
jobs.
Above
the
line
that's
made
of
just
male-dominated
jobs
versus
the
number
of
female,
dominated
jobs
that
are
above
or
below
the
line.
Whichever
were
you
able
to
look
at
it?
G
We
find
that
the
compensation
is
really
close
and
you'll
see
just
a
like
a
fat
marker
line
over
the
heavy
line,
with
just
a
few
exceptions
of
particular
jobs
such
as
perhaps
IT
jobs,
some
of
the
building
trade
jobs,
where
we
have
to
go
directly
to
the
external
external
market,
to
get
people
to
work
for
us
in
some
of
those
types
of
jobs.
So
we
have
by
and
large
a
very
small
magnitude,
a
difference
of
the
jobs
and
really
the
bread
and
butter
is
for
us
in
terms
of
pay.
G
G
Our
goal
is
to
pass
this
test,
that
to
use
our
own
internal
planning
mechanism
in
order
to
achieve
our
internal
equity
goals,
which
is
part
of
our
compensation
philosophy,
is
to
be
internally
equitable,
and
we
look
to
that
and
we
do
a
number
of
different
things
to
make
sure
that
we
achieve
that.
The
internal
equity
is
achieved
by
using,
as
I
was
talking
about
that
kress
applying
as
a
planning
document,
not
referencing
a
document
that
literally
throws
out
half
of
our
classifications
in
terms
of
its
analysis.
So
that
line
as
I
said.
G
That's
like
the
fat
marker
line.
It
looks
good.
Our
bread
and
butter
is
really
in
how
we
hire
people
hiring
people
into
jobs
that
were
traditionally
male-dominated,
like
engineering
and
police
officers,
etc.
Once
we
achieve
that
balance,
which
I
would
say,
is
very
good
work
on
the
HR
department
side.
That
means
we're
doing
some
things,
we're
making
a
difference
in
terms
of
our
hires
and
as
soon
as
we
achieve
that
boom.
That
job
just
drops
out
of
the
equation
doesn't
help
us
doesn't
hurt.
G
Us
has
just
gone
as
far
as
the
analysis,
so
personally,
I
think
that,
as
we
continue
to
recruit
and
develop
our
workforce,
that's
where
we
need
to
look
it's
not
so
much
tweaking
and
and
worrying
about
whether
or
not
this
this
particular
test,
that's
required
by
statute.
What
those
numbers
are
the
importance
is
that,
where
you
have
an
internal
equity
line,
do
we
value
internal
equity
and
that
we're
achieving
our
goals
using
our
own
planning
processes?
To
do
that.
G
Fry
counselor
Gordon,
we
we've
done
analysis
like
that,
with
classifications
and
as
you've
just
seen
with
our
earlier
presentation,
we
end
up
moving
jobs
around
a
lot
combining
jobs
taking
jobs
apart.
There
are
certain
industries
that
tend
to
have
a
higher
proportion
of
men
to
women
in
the
hiring
pool.
G
Our
goal
is
to
get
the
best
talent
we
can,
but
where
we
use
the
classification
system
to
evaluate
all
of
our
jobs,
that's
a
it's
a
consistent
system,
no
matter
what
the
job
is,
if
it's
police
officer
or
it's
a
health
commissioner
or
it's
an
office,
Support
Specialists,
2
or
whatever
it
is,
we
use
the
same
criteria
to
evaluate
all
the
jobs
and
based
on
that
criteria.
There's
a
predictability
about
what
the
compensation
area
might
be
layer.
G
It
doesn't
take
much
just
a
very
small
amount
of
difference
of
dollars
or
percentage
similar
to
what
a
collective
bargaining
difference
might
be
if
it's
2%
or
whatever
from
year
over
year,
maybe
the
difference
between
a
job
being,
above
that
male-dominated
line
or
below
that
male-dominated
line.
So
while
we
are
required
to
pass
this
test
every
year,
this
isn't
anything
more
than
a
celebration
that
we're
in
compliance
with
the
pay
equity
act.
G
Where
we
get
this
report,
we
would
be
happy
to
talk
with
you
about
our
strategy
and
structure
and
other
things
to
talk
about
how
we
value
jobs.
That's
our
classification
system
and
more
about
how
we
made
target
market
kinds
of
comparisons
that
would
include
internal
equity
and
where
it's
required
external
market
studies,
so
that
we
can
attract
people
and
retain
people
after
we
get
them
here
and
then
last
the
influence
and
the
effect
that
collective
bargaining
has
on
all
of
our
systems
pertaining
to
compensation.
Here
in
the
city,
I.
E
Appreciate
that
and
I
know
that
this
is
just
one
side
off
test
and
I
was
more
just
curious
about.
Are
there
still
the
traditional
male
dominated
and
female,
dominated
jobs
in
the
city?
I
think
that
we
will
see
a
trend
line
where
there's
less
of
that
than
there
was
10
20
30
years
ago,
but
I
was
just
curious
about
how
many
were
left
and
if
99
percent
of
our
housing
inspectors
are
male,
you
know
just
for
my
information.
E
We
don't
have
to
talk
about
it
more
here,
but
that
was
kind
of
what
I
was
was
looking
for.
I
think
we
all
think
that
we're
seeing
some
changes
in
some
of
those
areas,
but
we
also
know
that
in
some
of
the
public
works
departments,
they're
probably
areas
and
jobs,
they're
still
very
male-dominated,
and
if
you
looked
even
in
the
clerk's
office
down
the
hall
or
something
like
that,
you
might
say.
E
Oh,
this
is
definitely
a
female
dominated
area,
so
probably
HR
might
even
be
you
know,
I
see
a
pretty
good
mix,
but
I'm
not
sure,
and
so
it's
just
more
curious,
not
saying
you
know
bad
division
or
Department
do
something
different
but
kind
of
trying
to
keep
track
of
those
things.
So
we
don't
have
to
belabor
this
I've
dominated
the
conversation
too
thanks.
G
G
Fry
councilmember
Gordon
the
the
report,
that's
in
front
of
you
or
on
your
monitor
available
on
your
monitor
by
link
the
trying
to
get
the
exact
title
of
it.
The
job
class
data
entry
verification
list
has
some
of
that
information
that
you're
asking
about.
If
you'd
have
any
other
questions,
I'd
be
happy
to
receive
a
call
from
you
and
I'd
be
happy
to
talk
with
you
further
about
it.
F
You
mr.
chair
I
was
actually
just
looking
through
this
list,
so
in
part
of
our
packet
we
have
this
long
list
of
job
class.
It's
called
the
job
class
data
entry
verification
list,
so
you
can
see
the
number
of
males
in
each
job
classification
of
females
and
then
you've
coded
them
female
male
or
balanced.
Is
that
right?
So
I
don't
want
to
belabor
the
math,
because
I
think
you
know
what
you're
hearing
from
the
committee
is.
F
We
understand
that
we
have
a
state
test,
that
we
need
to
meet
statutorily
right
and
that's
the
way
you're
presenting
about,
but
also,
of
course,
as
policymakers,
we're
interested
in
actually
achieving
gender
parity
and
pay
equity
and,
of
course,
race,
equity
as
well,
and
our
hiring
and
we've
heard
many
times
over
the
years
from
HR
about
how
our
making
progress
or
not
toward
those
goals
but
and
I.
Guess
it's
important
to
also
note
that
only
29
percent
of
our
workforce
is
female,
and
so
we're
already
starting
out
with
that.
F
You
know
right
about
a
third
of
people
who
work
here
or
female,
but
so
you're
saying
when
you
look
through
this
whole
list,
you're
taking
out
all
of
the
balanced
job
classifications
that
correct
and
then
you're
you're,
trying
to
see
if
the
female
and
male
dominated
job
classifications
are
within
a
certain
pay
range
of
each
other
that
meets
eighty
percent
right.
G
Me
or
my
council
president
vendor
that's
correct
and
point
of
clarification.
It's
not
our
tool.
We
provide
the
data
and
the
data
that
we
will
submit
is
in
the
list
that
you
see
we
were
able
to
put
a
upload
Excel
document
to
that
system.
That's
actually
owned
and
operated
by
the
Minnesota
Management
and
Budget
Office,
and
it
nicely
handed
back
to
the
report
that
you
see
there.
That's
our
verification
report.
It's
that
system,
statistical
model
and
process
that
determines
the
class
designation.
G
So
we
don't
have
to
do
that
math,
it
does
it
for
us.
We
merely
have
to
count
the
number
of
employees
in
each
class
and
provide
the
minimum
and
maximum
compensation
and
the
points
for
the
job,
and
that's
that's
our
role
in
terms
of
submission.
So
the
report
that
you
see
where
we
were
certifying
that
it's
accurate,
we're
certifying
that
it's
complete
and
by
using
that
information
we
were
able
to
by
looking
at
the
systems.
They
have
an
opportunity
to
run
it
like
a
test
drive
on
that
results
were
confident
as
mr.
D
F
D
G
Mayor
Frank
council,
vice-president
Jenkins,
this
particular
instrument
was
never
designed
to
take
a
measurement
of
anything
other
than
male
and
female
comparisons.
So,
to
the
extent
that
I've
been
involved
in
doing
compensation,
evaluation
for
pay
equity
I
have
not
done
any
comparisons.
For
that.
I
think
that
would
be
a
question
for
our
CHR
Oh
about
what
kinds
of
studies
and
evaluations
are
on
there.
But
I
can
tell
you
that,
with
our
classification
system,
it
looks
that
the
jobs
looks
at
the
content
of
jobs.
It
looks
at
the
six
compensable
factors
of
the
work
that's
performed.
G
This
is
for
all
of
our
jobs
and
those
six
compensable
factors
are
the
knowledge,
that's
required
to
get
into
the
job
the
decisions
and
actions
of
job.
What
supervision
they
may
or
might
not
have
the
relationships
that
they
have
to
have
in
order
to
be
successful
in
their
job,
the
effort
and
the
working
conditions,
and
we
use
those
very
specific
compensable
factors
for
all
of
our
jobs,
to
determine
the
internal
backup
value
and
based
on
that
fat.
A
Any
further
questions
on
this
topic
I.
Thank
you
so
much
seeing
no
further
questions.
We
have
a
motion
to
move
this
council.
Member
Johnson
has
has
moved
this
item
any
further
discussion,
all
those
in
favor,
please
say:
aye
aye,
all
those
opposed
say.
No
that
completes
our
agenda
and
seeing
no
further
business
before
us.
We
are
adjourned.
Thank
you
very
much.
Thank
you.