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From YouTube: October 22, 2019 Executive Committee
Description
Minneapolis Executive Committee Meeting
https://lims.minneapolismn.gov
A
Good
morning,
this
is
the
regularly
scheduled
executive
committee
meeting.
The
date
is
October
22nd
2019.
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
in
fact
have
a
quorum.
We
have
one
item
on
the
agenda
for
today,
which
is
the
appointed
position
in
the
Civil
Rights
Department
for
labor
standards.
B
Mayor
Frye
and
members
of
the
committee,
my
name
is
Brenda
Miller
I'm,
the
new
compensation
analyst
for
the
city
with
me
today
to
help
answer.
Questions
are
Mike
Hebner,
who
is
the
comp
analyst
who
wrote
the
classification
report
for
the
position
we're
about
to
review
as
well
as
Velma
Korbel
from
the
Civil
Rights
Department?
Who
this
position
will
report
to
we're
here
to
request
approval
from
this
committee
to
send
the
proposed
appointed
position
of
the
director
of
labor
standards
to
the
City
Council
for
approval.
B
This
position
will
manage
the
labor
standards
enforcement
division
of
Minneapolis
Civil
Rights
Division.
The
duties
include
the
enforcement
of
the
Minneapolis
workforce
regulations
and
ordinances,
including
sick
and
safe
time,
minimum
wage
and
wage
theft.
It
will
also
promote
understanding
of
the
rights
and
obligations
to
residents
and
employers
in
the
city.
B
The
director
of
labor
standards
meets
the
appointed
criteria
put
forth
in
the
Minneapolis
Code
of
Ordinances,
section
20,
1010
City
Council,
to
establish
positions.
The
job
has
been
assigned
540
points,
resulting
in
a
grade
11
of
the
appointed
salary
schedule.
The
resulting
salary
schedule
ranges
from
102
point
1
K
at
step,
1
to
121
point
1
K
at
step.
8.
Please
note
that
this
is
a
revision
to
the
RCA
that
had
been
previously
submitted.
B
D
Morning
morning,
airfryer
and
community
members
I'm
Velma
coral
I'm,
the
director
in
the
Department
of
Civil
Rights.
Currently
there
are
three
full-time
equivalent
positions,
reporting
into
this
position
and
our
will
be
and
the-
and
we
supplement
the
staffing
in
that
division
with
urban
scholars
and
interns
when
we
need
the
additional
help.
Thank.
C
D
Might
be
better
able
to
answer
that
I!
Don't
want
not
ready
so
new
mr.
chair
and
council
member
Johnson.
This
is
an
opportunity
that
we
have
to
formalize
the
classification
of
this
position
commensurate
with
the
level
of
the
other
division
leaders
inside
the
civil
rights
department.
Not
only
do
we
look
at
the
civil
rights
department
and
its
organizational
structure,
we
have
to
look
at
the
positions
and
how
they're
classified
based
on
scope
of
work,
Authority
relationships,
pay,
etc
with
other
positions
inside
the
city,
and
this
is
an
opportunity
for
us
to
do
that.
E
C
To
every
Johnson
yeah,
because
you're,
mayor
and
I
guess
just
more
of
a
comment
on
this
and
I:
don't
think
it's
necessarily
really
something
if
it's
more
just
reflective
and
kind
of
future
thinking
on
this,
but
and
I'm
less
concerned
or
I'm
not
really
concerned
about
that
salary
range,
because
I
think
that
that
level
of
compensation
probably
is
pretty
commensurate
with
roles
and
responsibilities
in
the
outside
world.
But
more
so
just
on
the
this
idea
of
three
individuals
reporting
to
a
director
and
how
many
directors
we
have
thinking
from
an
HR
standpoint.
F
F
F
F
Their
directors
would
be
at
a
higher
level
in
a
public
works
department,
because
it's
much
bigger
with
a
thousand
employees,
so
you
would
have
managers
at
10
and
11
and
12.
That
would
be
in
the
certified
service,
as
opposed
to
being
appointed,
because
they
do
not
directly
report
to
the
director
of
the
Public
Works
Department,
which
is
part
of
the
ordinance.
So
it
has.
It
has
to
do
with
a
lot
of
different
factors,
but
this
is
a
proper
place
when,
according
to
the
ordinance
has
published
it.
C
C
Does
but
they
just
get
some
follow-up
offline
because
again,
I
don't
want
to
make
that
about
this
position.
That's
not
in
my
mind
what
that
is.
It's
just
more,
so
understanding
the
nuance
of
that
across
the
enterprise
and
really
you
know,
understanding
kind
of
the
differences
in
those
roles
and
how
that
structure.
So
that
would
be
a
good
pop
line,
one
with
HR,
that's
not
related
specifically
to
civil
rights,
but
enterprise-wide
I'd
like
to
better
understand
the
differences
between
departments.
C
On
that,
because
I
know,
there's
even
active
discussions
about
that
when
department
has
our
thinking
about
reorg
and
things
like
that,
and
if,
if
some
of
those
positions
are
are
classified
in
one
way
or
another,
and
so
it's
it's
something
I'd
like
to
better
understand.
So
we
should
have
a
meeting
outside
of
this
I
mean.
A
Thank
you
so
I'll
go
ahead
and
move
approval
of
this
item,
which
is
adopting
the
findings
of
proving
that
pointed
position
and
then
approving
the
salary
schedule.
To
be
clear,
the
motion
will
fall
under
to
Council
vice
president's
point
between
the
range
of
I
believe
it's
102
and
121,
okay,
starting
at
step,
1
102
1:47.
A
Any
further
discussion
on
that
motion,
seeing
none
all
those
in
favor,
please
say:
aye
aye,
all
those
opposed
say
no,
and
that
item
passes,
seeing
there
are
no
further
items
on
this
agenda.
I
move
to
adjourn
to
room
315
to
a
partial,
closed
session
to
a
potential
closed
session.
All
those
in
favor
say
aye
aye,
all
those
opposed
say
no.
On
that
item
passes,
we
are
adjourned
to
room
315.