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From YouTube: March 14, 2019 Executive Committee
Description
Minneapolis Executive Committee Meeting
A
Morning-
and
this
is
the
regularly
scheduled
executive
committee
meeting,
the
date
is
March
14th.
My
name
is
Jacob
Frye
I'm,
the
chair
of
this
committee
and
I'm
joined
by
council
members,
Gordon,
Jenkins
and
Johnson.
Let
the
record
reflect
that
we
do
have
a
quorum
of
this
committee
and
are
able
to
do
business.
We
have
three
items
on
the
agenda
for
today.
Items
number
two
and
three
are
going
to
be
taken
as
one
item
and
the
first
item
is
appointed
position
in
the
police
department
and
I
believe
that
mr.
C
B
Members
of
the
executive
committee,
my
name
is
rick
boson,
the
interim
compensation
classification
and
HR
is
manager
in
the
human
resources
department.
We
are
here
today
to
ask
that
you
please
consider
approving
a
new
appointed
position
in
the
Minneapolis
Police
Department
chief
of
staff,
MPD
reporting
to
the
police
chief.
B
The
proposed
position
will
work
directly
with
the
police
chief
in
managing
the
operations
of
the
assigned
divisions,
taking
responsibility
for
special
assignments,
involving
command
duties
and
directing
resources
to
achieve
goals
and
objectives
consistent
with
the
objectives
of
the
police
chief,
we
ask
that
you
please
adopt
the
findings
that
the
proposed
position
meets
the
criteria
in
Section
2
0.10
100
of
the
Minneapolis
Code
of
Ordinances
City
Council,
to
establish
appointed
positions.
We
ask
that
you,
please
approve
the
appointed
position
of
chief
of
staff,
MPD
evaluated
at
705
total
points
and
allocated
to
grade
at
15.
B
We
ask
that
you,
please
approve
the
salary
schedule
for
the
position,
which
has
a
salary
range
of
130
thousand
eight
hundred
fifty
dollars,
two
hundred
one
hundred
fifty
five
thousand
one
hundred
I'm.
Sorry,
one
hundred
fifty
five
thousand
one
hundred
fourteen
dollars
in
accordance
with
the
adopted
compensation
plan
for
appointed
officials,
effective
March,
14
2019.
B
We
ask
that
you,
please
refer
this
matter
to
the
City
Council
for
consideration.
With
your
permission,
I
would
like
to
turn
the
presentation
over
to
the
Chief
of
Police
midoriya
arredondo,
to
expand
on
the
role
of
the
position
and
answer
any
questions
you
may
have.
Thank
you
mister.
Thank
you.
Thank
you.
D
Good
morning
there
Frank
council
members,
as
mr.
burrows
has
stated,
this
position,
which
currently,
under
our
structures,
titled
deputy
chief
chief
of
staff,
this
chief
of
staff
title
would
would
encompass
under
our
current
organizational
structure,
the
important
community
outreaching
or
out
facing
bureaus,
which
include
our
homeless
and
vulnerable
populations,
initiative,
our
procedural
justice
lens
and
framework
recruitment
and
hiring
division.
D
Our
strategic
analysis,
special
projects-
are:
u
visa
work,
as
well
as
our
community
engagement,
our
Cedar
Riverside,
Safety,
Center,
Chaplaincy
program,
the
procedural
justice
unit,
community,
navigator
program
backgrounds,
court
liaison
CSO
program,
recruitment
and
I'm
sure,
there's
probably
a
couple.
Others
I've
probably
missed
there,
but
this
has
certainly,
as
I
took
over
as
chief.
D
This
position
has
certainly
been
one
that
has
been
very
important
in
terms
of
of
really
making
sure
that
every
area
within
the
Minneapolis
Police
organization,
as
I'm,
trying
to
change
culture
and
transform
the
organization
it
has
the
touch
point
from
a
procedural
justice
lens
that
we're
acting
upon
our
values
of
trust,
accountability
and
professional
service,
and
so
this
is
a
very
important
in
terms
of
the
organization
structure.
For
me,
thank
you.
C
D
While
it
focuses
on
making
sure
that
we're
giving
everyone-
including
our
not
only
our
internal
colleagues
but
also
our
community
voice,
treating
those
with
respect
building
spaces
of
trust
and
having
neutral
engagements
that
is
very
important
and
that
is
also
have
been-
has
been
researched
through
the
national
initiative
and
it's
evidence-based
a
policing
model.
It
shows
that,
when
police
agencies
center
their
framework
in
a
procedural
justice
lens
employees
are
well
they're
better,
they
feel
better
coming
to
work.
Communities
are
more
likely
to
see.
The
police
agency
is
someone
that
they
trust
and
is
legitimate.
D
So
in
that
terms,
communities
are
more
likely
to
cooperate
with
us
when
harm
is
being
done
in
their
communities,
we're
better
able
to
foster
those
collaborative
relationships
so
that
and
I
look
at
it
as
kind
of
the
golden
rule.
Treating
others
is
how
we'd
like
to
be
treated
ourselves.
So
that
is
very
important
that
we
do
that
in
all
aspects
of
the
Minneapolis
Police
Department
using.
D
Model
myrfor
I
council
vice
president
Jenkins
that
as
well
as
yeah,
there's
the
academia
portion
of
that.
But
it's
actually
it
has
to
be
something:
that's
lived
practice
and
breathed
every
day.
So
I
like
to
look
at
it
as
our
actions
every
day
in
every
encounter
that
we
have
with
our
community
and
our
colleagues
as
well.
Yes,
mayor
council,
vice
president
Jenkins,
how
that
is
being
delivered
every
day
within
the
meaning
of
sweets.
Department.
D
This
chief
of
staff
position
is
making
sure
that
everything
from
hire
to
retire
that
when
I've
been
interviewing
or
community
service
officer
candidates,
the
last
couple
of
days
making
sure
that
they
know
that.
That's
if
they're
going
to
eventually
be
employees
with
the
Minneapolis
Police
Department.
That
is
the
framework
that
they
must
carry.
That
mission
out.
D
It's
making
sure
that
our
records
and
information
folks
have
that
understanding
that,
when
community
paternity
members
come
down
to
get
a
police
copy
of
police
report,
that
they're
also
practicing
in
a
procedural
justice
lens
making
sure
that
there
are
respectful
engagements
that
they're,
giving
community
members
voice
promotions,
making
sure
that
those
candidates
who
are
coming
in
and
wanting
to
take
that
next
level.
Leadership
that
they
not
only
are
just
saying
procedural
justice,
but
that
there
body
of
work
throughout
their
career
has
exemplified
and
showed
procedural
justice.
D
And
so
it
was
important
for
me
to
make
sure
that
we
instituted
a
procedural
justice
unit,
full-time
and
since
I
came
into
this
role
of
chief
Knight
has
been
responsible
for
that
and
making
sure
that
it
covers
all
areas:
training,
community
outreach
are
homeless
and
vulnerable
population,
all
of
those
things
and
and
so
long
after
I'm
gone.
The
goal
is
to
make
sure
that
this
is
our
North
compass,
that
this
is
really
what's
going
to
be
guiding
this
Police
Department
moving
forward.
A
Any
further
questions
for
chief
are
done:
Thank,
You
chief,
so
this
is
item
1
on
the
docket
I'll
go
ahead
and
move
it
forward.
Any
further
discussion
on
the
motion,
all
those
an
approval,
please
say:
aye
aye,
all
those
opposed
say.
No,
that
item
passes
and
I'm
gonna,
combine
items,
number
2,
&,
3
for
purposes
of
presentation
and
I
believe
for
purposes
of
the
vote
as
well.
If
that's
all
right,
mister,
mr.
Bose,
if
you
want
to
come
forward,
thank
you.
B
Good
morning
again,
mayor
Frye
and
members
of
the
executive
committee,
these
two
items
before
you
today
are
recurring
items
that
we
have
done
in
the
past
for
annual
pay
adjustments.
The
first
group
is
the
non-represented
employees,
with
the
total
population
of
249
individuals
and
a
total
expenditure.
At
the
beginning
of
20-19
of
approximately
19
million
$500,000,
we
are
recommending
a
2.35
percent
increase
for
this
particular
wage
schedule:
effective
February,
3rd
2019,
the
overall
cost
recommendation
for
this
group
for
2019
is
approximately
447
thousand
or
2.5%.
B
The
second
group
before
you
today
is
the
annual
increase
for
the
politically
appointed
population,
which
has
a
total
headcount
of
39
employees
and
a
total
expenditure
at
the
beginning
of
2019
of
2.8
million
dollars.
We
think
it
is
important
that
we
treat
the
politically
appointed
employees
similarly
through
the
non-represented
employees,
so
we
are
making
the
same
recommendation
for
the
politically
appointed
employees
as
we
are
for
the
non
reps.
As
with
the
non
rep
group,
a
2.35
percent
increase
on
february
30
2019
is
the
recommendation.
B
We
make
this
recommendation
for
continuity
and
consistency.
The
overall
cost
of
the
recommendation
for
2019
is
approximately
$70,000
or
2.5
percent.
This
recommendation
is
also
within
the
salary
increase
budget
for
2019,
and
we
ask
that
you
please
refer
this
matter
to
the
City
Council,
for
consideration.
E
Thank
you,
I
appreciate
the
report
and
I'm
supportive
of
doing
this.
I
suppose
make
it
a
little
bit,
but
I
did
want
to
get
a
little
more
clarity
because
I
have
to
say
the
RCA's
were
pretty
concise
and
I
want
to
understand,
or
at
least
help
the
public
understand
who
these
two
groups
of
people
are
and
I.
My
understanding
is
that
the
politically
appointed
are
also
non
represented,
so
it
could
be.
They
could
be
part
of
a
bigger
group,
but
it's
a
politically
appointed
group
than
just
those
staff
of
the
council
in
the
mayor's
office.
B
Mayor
fraim,
council
member
Gordon,
that's
correct,
they
are
a
small
subset
of
the
unrepresented
group.
The
non
represented
group
is
I'm,
not
in
a
collective
bargaining
agreement,
as
you
say,
and
the
the
main
difference
is
the
non
represented
group
are
supervisors
that
are
typically
do
not
supervise
field
staff
and
therefore
do
not
belong
in
a
bargaining
union
or
bargaining
unit.
So
they
are
non
represented
and.
E
B
Mayor
fried
council
mental
Gordon,
the
department
heads
are
not
in
the
non
represented
group
per
se.
They
are
in
the
appointed
officials
group,
which
is
a
different
group.
It's
the
city,
senior
leadership,
typically
department.
Heads,
of
course,
are
in
that
group.
They're
deputies
they're
assistants
are
all
in
that
politically
or
I'm.
Sorry,
we
have
put
the
pointed
the
appointed
officials
group,
which
is
a
separate
group.
That
group
has
a
similar
recommendation,
but
the
authority
to
approve
up
to
2.5%
resides
with
the
city
coordinator.
Anything
above
2.5%
does
require
City
Council
approval.
E
E
B
E
That-
and
it
just
has
a
note,
sometimes
putting
in
more
information
in
the
RCA's
is
more
helpful
to
not
only
council
member.
Like
me,
who's
wondering
who
does
this
actually
include
and
I've
been
here
a
while
and
I
pretty
much
knew
the
answers
you
were
gonna
say,
but
wasn't
quite
sure
and
I'm
still
a
little
bit
hazy
on
when
the
division
heads
are
gonna
bump
up
against
the
non-represented.
C
You
mr.
mayor
and
thank
you
mr.
bows
for
the
presentation,
I
had
similar
questions
as
customer
Gordon.
So
thank
you
for
answering.
Those
I
am
curious,
however,
and
I'm
still
kind
of
foggy
around,
because
there
seems
to
be
appointed
positions
and
I.
Guess
you
called
them.
Appointed
officials
versus
politically
appointed,
so
I
think
there's
some
clarity
around
that,
but
there
seems
to
be
just
in
my
estimation,
a
disparity
between
some
appointed
politically
appointed
employees,
for
example
in
the
mayor's
office
versus
on
the
council
and
I'm
wondering.
C
Is
this
going
to
bring
parity
to
those
appointed
positions
they
seem.
You
know
when
you
read
the
job
descriptions,
they
have
the
same
sort
of
responsibilities,
but
there
is
a
pretty
significant
disparity,
and
so
is
this
intended
to
address
that
or
but
if
it's
a
2.35
percent
increase
across
the
board,
I,
don't
think
it's
going
to,
but
I'm
wondering
is
that
part
of
any
conversations
or.
B
For
a
vice
president,
Jenkins,
these
two
items
are
basically
to
keep
up
with
inflation
and
cost
of
living.
These
are
the
annual
increases,
as
you
mentioned,
that
are
across
the
board.
This
will
not
move
one
group
up
or
one
group
closer
to
another
group.
That
would
be
a
separate
analysis
that
we
could
perform.
If
you
wants
to
do
that,.
C
B
Now,
mayor
fraim,
vice
president
Jenkins
I
think
you're,
referring
to
the
planned
a
study
to
review
and
evaluate
the
department,
heads
and
deputies
in
those
appointed
official
positions.
That
study
will
be
taking
place
during
this
year.
We
have
a
consultant
identified
to
assist
us
with
it
and
that
will
be
validating
the
12
points
that
are
assigned
to
each
position
under
our
job
classification
system.
That
then,
will
lead
to
possible
adjustments
to
increase
the
internal
equity
for
the
two
groups,
so
that
process
will
be
beginning
soon.
C
Yeah
I
was
actually
referring
to
the
proposed
study
for
council
staff,
which
I
based
on
this
nomenclature
would
be
politically
appointed
positions.
I
wasn't
aware
that
there
was
a
similar
study
happening
with
the
appointed
issues,
but
I
think
that
is
very
important
because
again
these
the
job
descriptions
seem
to
be
very
similar,
and
you
know,
having
worked
as
politically
appointed
as
well.
As
you
know,
having
staff
who
are
politically
appointed
I
know
that
their
workloads
are
very
similar,
but
there
is
a
pretty
significant
pay
disparity
and
with
that
I
won't
I
mean.
C
B
Frank
vice
president
Jenkins
I
am
aware
of
this
study.
It's
a
new
initiative
that
we
started
just
two
weeks
ago,
so
I
apologize
for
not
mentioning
that
we
are
working
with
the
HR
generalist
to
get
updated
job
questionnaires
for
each
individual
in
that
group.
So
we're
expecting
that
to
really
make
some
progress
here
in
the
next
few
weeks
to
get
those
jobs
re-evaluated
to
make
sure
the
job
points
are
appropriate.
A
Any
further
discussions
on
items
2,
&
3
mr.
pose
you
presented
both
correct.
Yes,
okay,
seeing
none
all
those
in
approval,
please
say:
aye
aye,
all
those
opposed
say
no
on
that
item
passes.
So
there
is
no
further
business
on
our
agenda.
However,
we're
going
to
adjourn
to
room
315
for
a
potential
closed
session.
Mr.
chair,
you
should
make
a
motion
to
object
to
that.