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From YouTube: September 30, 2020 Policy & Government Oversight
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B
Good
afternoon
my
name
is
andrea
jenkins
and
I
am
the
chair
of
the
government
oversight
committee,
the
policy
in
government
oversight
committee,
sorry-
and
I
will
call
this
regular
committee
meeting
for
wednesday
september
30th
to
order
I'd
like
to
note
for
the
record
that
this
meeting
has
remote
participation
by
council
members
and
city
staff
as
authorized
under
the
minnesota
open
meeting
law.
Section
13
d
point:
zero:
two
one
due
to
the
declared
state
of
local
public
health
emergency.
A
C
A
A
B
Thank
you
clark
and
let
the
record
reflect
that
we
do
have
a
quorum.
Colleagues
today
we
have.
B
11
items
on
the
we
actually
have
12
items
on
today's
agenda
and
11
of
them
are
on
our
consent
agenda
items
one
through
eleven
item
number
one
is
an
update
to
the
2021
city
council
and
committee's
calendar
to
reflect
the
council's
current
organization.
B
B
A
B
I
will
take
that
as
a
no
and
I
will
move
approval
of
the
consent
agenda.
Is
there
any
discussion.
B
C
A
B
B
That
carries
and
the
consent
agenda
is
approved.
Colleagues,
our
last
item
on
our
agenda
item
number
12,
is
related
to
the
retirement
incentive
plans
for
2020
and
2021.
B
B
Okay,
before
you
begin
miss
krueger,
I
do
want
to
know
that
colleagues,
we
will
just
receive
this
presentation
today
and
table
the
vote
on
this
item
until
the
next
cycle,
as
there
is
still
more
work
and
consideration
to
be
done
by
the
human
resources
department
and
other
city
departments.
But
I
wanted
to
note
that
and
I'll
turn
the
floor
back
over
to
miss
cooler.
D
A
D
D
One
of
the
so
a
quick
overview,
one
of
the
proposed
programs
that
was
included
in
the
2020
amended
budget
was
an
early
retirement
incentive
program.
Over
the
last
month.
D
Human
resources
and
finance
staff
have
worked
closely
with
city
leadership
and
and
staff
from
the
mayor's
office
to
do
to
draft
three
resolutions
which
are
being
proposed
for
adoption.
That
would
offer
a
citywide
retirement
incentive
plan
to
eligible
employees
in
2020
next
slide.
Please.
D
D
While
a
retirement
incentive
is
not
required
to
have
a
balanced,
2021
city
budget,
we're
not
depending
upon
a
retirement
incentive
to
get
there,
it
does
present
an
opportunity
to
realize
additional
salary
cost
savings
that
can
be
used
to
do
a
number
of
other
things,
with
the
cost
savings,
such
as
less
than
lesson
levies
or
increasing
investments.
D
D
Next
slide
and
then
the
second
purpose
really
was
around.
You
know
allowing
some
additional
workforce,
flexibility
for
city
departments
to
strategically
reorganize,
restructure,
continue,
continuous
improvement
efforts
for
efficiency
and
effectiveness
of
city
operations,
minimize
any
potential
need
for
future
layoffs.
Should
we
need
to
go
that
route
again
through
having
vacant
positions
through
the
number
of
employees
who
opt
in
to
take
the
retirement
incentive
and
where
vacancies
need
to
be
replaced.
It
offers
the
opportunity
to
further
the
city's
commitment
to
diversifying
the
workforce
next
slide,
the
scope
of
the
retirement
incentive.
D
The
purpose
of
the
retirement
plan,
while
minimizing
those
unintended
consequences,
and
in
doing
that
we
did
speak
with
leaders
in
the
departments
that
had
those
high
eligibility
numbers,
they
were
consulted.
We
talked
through
plan
options,
plan
designs
and
their
concerns
and
feedback
are
reflected
in
the
recommended
plans
that
we'll
be
going
through
in
just
a
moment
from
a
workforce
equity
impact
perspective.
D
I
have
four
pie
charts
the
first
row,
so
upper
left
quadrant
shows
the
demographics
of
the
city's
current
workforce.
The
total
population
at
the
city
by
race,
70
of
the
cities
workforce
currently
are
white
employees
and
30
percent
are
buyback.
D
And
from
a
gender
perspective,
currently
in
the
workforce,
our
workforce
is
made
up
of
70,
males
and
30
female
and
then
the
smaller
pie
charts
underneath
those
current
demographic
numbers
would
be
the
a
percent
of
those
employee
populations
who
would
be
eligible
to
take
a
retirement
incentive,
the
demographics
of
the
retirement
eligibility
for
it
would
be.
Oh,
I
can't
see
my
numbers
here
through
the
screen.
Let
me
pull
up
my
own
powerpoint
presentation.
Excuse
me.
D
D
Sixty-Eight
percent
of
male
employees
are
of
the
male
employee.
I'm
sorry.
Sixty-Eight
percent
of
the
employees
who
are
eligible
under
the
retirement
plan
recommendation
are
male
and
32
percent
are
female.
D
And
then
going
into
the
planned
design
and
the
three
specific
specific
plans
that
are
being
recommended
for
adoption.
The
common
plan
at
the
moment
across
three
plans
that
we
are
recommending.
D
The
first
common
plan
element
is
that
charter
department
has
would
be
excluded
from
all
retirement
plans
and
that
eligibility
is
based
on
the
following
factors
for
employees
if
effectively
as
of
october.
First,
as
of
october
1st,
you
could
be
an
eligible
employee
if
you
have
a
combination
of
age
plus
years,
full
time,
city
of
minneapolis
service
that
is
equal
to
or
greater
the
plan
amount
which
we
will
go
into
next
must
be
have
an
employment
status
as
of
october
1st
as
a
regular
or
seasonal
employee.
D
The
retirement
separation
date
for
most
of
the
eligible
eligible
employees
would
be
no
later
than
december
31st,
except
for
a
small
section
of
public
works
employees
who
support
primarily
winter
operations
in
the
city
and
we'll
talk
about
that,
and
when
we
get
to
plan
three
so
plan.
One
again
to
have
this
balanced
approach
to
offering
you
know
having
the
the
largest
most
robust
plan
for
employees
at
the
city.
D
While
balancing
that,
with
the
operational
needs
of
departments,
we
designed
two
rules
of
eligibility
plan,
one
would
be
a
rule
of
75,
so
that
would
be
any
employee
whose
age
plus
years
of
time
city
service
is
equal
to
or
greater
than
75,
and
would
be
available
to
those
eligible
employees.
In
most
of
the
city
departments.
There
are
a
few
exceptions.
D
Plan
two,
we
call
rule
of
80
and
this
would
be
age
plus
years
of
full-time
city
service
that
is
equal
to
or
greater
than
80.,
and
it
would
be
available
to
the
following
eligible
employees.
D
The
sworn
employees
in
the
minneapolis
police
department,
sworn
employees
in
the
minneapolis
fire
department,
all
employees
in
the
911
emergency
communications
department
and
all
employees
in
the
public
works
department
who
are
not
specifically
identified
in
the
next
plan
and
that
would
encompass
an
eligibility
of
approximately
140
employees.
D
And
then
rule
plan
three
is
that
it's
a
small
subsection
again
rule
of
80,
specifically
for
a
section
of
an
employee
grouping
in
the
public
works
department.
So
again
it
would
be
age
plus
years
of
full-time
city
service
that
is
equal
to
or
greater
than
80.,
and
it's
available
only
to
the
following
eligible
public
works
employees
who
work
in
specific
divisions
or
job
classifications.
D
As
of
november
29th.
It
would
be
all
employees
in
the
division
of
transportation,
maintenance
and
repair
all
employees
in
the
division
of
fleet
services,
all
employees
in
the
traffic
and
parking
services
area
of
the
towing
and
impound
lot,
and
then
all
employees
who
are
in
the
job
title
of
either
public
works
service
worker,
one
or
public
service
worker
too,
and
that
would
encompass
approximately
270
employees,
who
would
be
eligible
the
retirement
date,
and
this
is
really
the
reason
why
we
separated
this
one
out.
It
would
have
a
different
retirement
date.
D
Separation
date
would
be
no
earlier
than
april
14th
and
no
later
than
april
30th,
and
the
reason
for
that
later
separation
date
is
to
ensure
that
the
city
has
adequate
staffing
levels
during
the
winter
snow
and
ice
removal
operation.
Time
frame,
the
employees
who
work
in
those
public
works
divisions
primarily
support
winter
operations.
D
In
terms
of
communications
and
timeline,
if
this
were
so,
this
will
change
slightly.
I'm
sorry,
but
the
this
has
changed
a
little
bit
since,
since
madam
chair
has
has
talked
about
what
will
will
defer
this
another
cycle,
although
I
said,
would
have
gone
to
council
friday
for
adoption.
D
D
We
will
also,
then
shortly
thereafter
plan
to
mail
retirement
plan
documents
to
all
eligible
plan,
one
and
plan
two
employees
home
addresses
via
us
mail.
That
will
be
our
formal
notification
is
via
us
mail
and
then,
in
october
november,
we
plan
to
hold
a
number
of
informational
sessions
with
eligible
employees
and
again
we'll
have
to
push
these
dates
out
two
weeks.
If
we're
going
to
delay
approval
so
now,
we'd
be
looking
at.
D
Early
descent,
early
to
mid-december
that
we
have
to.
We
have
to
allow
employees
45
days
by
federal
law,
to
consider
the
plan,
consult
an
attorney
and
then
at
that
point
we
can
allow
them
to
to
fill
out
and
and
send
in
their
participation
form
again.
D
That
would
be
for
plans
one
and
two
and
then,
of
course,
we'd
have
a
separation
date
again,
two
weeks
out
so
now
we'd
be
looking
at
mid-december
through
the
first
week
of
january
for
separation
date
and
then
really
the
this
next
set
of,
and-
and
I
believe
that
this
set
of
the
timeline
which
is
specific
to
plan
three
with
that
later
separation
date
would
still
follow
the
same
timeline.
D
No
later
than
february
8.
We
would
be
sending
planned
documents
to
all
eligible
plan,
3
employees,
homes
via
us
mail
and
then
in
february
and
march
again,
holding
those
informational
sessions
with
eligible
employees
to
answer
whatever
questions
they
may
have
and
then
between
the
dates
of
march
29th
and
april
9
april
9th,
they
would
can
submit
the
participation
form
to
human
resources
with
the
separation
time
period
between
no
earlier
than
april,
14th
no
later
than
april.
30Th.
D
B
Colleagues,
councilmember
pamasano
and
then
gordon
and
I
will
put
myself
in
queue
as
well
so
councilmember
or
you're
here.
First.
E
Thank
you,
madam
chair.
I
just
I
was
gonna
kind
of
take
it
for
others
that
maybe
are
are
listening
to
this
too,
and
just
express
appreciation
for
this
work.
I
think
that
retirement
incentives
are
extremely
complex,
particularly
in
our
government
environment,
and
I
just
I
really
wanted
to
appreciate
hr
in
in
working
on
these
and
considering
different
aspects
of
them
and
trying
to
tailor
some
kind
of
a
program
as
to
what
that
would
suit
our
needs
and
also
do
right
by
our
city
employees.
E
So
thank
you
for
this
work
effort.
That's
all
I
wanted
to
say.
B
Thank
you,
councilmember
councilmember,
gordon.
F
Thank
you
much.
I
also
appreciate
the
efforts
and
it's
challenging
to
predict
what
might
happen
with
certain
incentives.
When
I
was
looking
at
this
the
first
time
I
kind
of
panicked
a
little
bit,
I'm
thinking
about
the
potential
for
so
many
people
with
so
much
experience
to
be
leaving
the
city,
but
I
don't.
I
don't
know
that
that
would
necessarily
happen,
especially
as
if
we
look
at
who's
taking
advantage
of
incentives
in
the
past.
F
The
one
thing
I
think
might
be
nice
that
we
can
get
a
little
more
information
out
of
in
the
weeks
ahead.
B
Thank
you,
councilmember
gordon
councilmember
cunningham.
Do
you
have
a
question
or
a
comment.
C
E
G
Thank
you,
madam
chair.
I
just
wasn't
clear
what
will
be
happening
between
now
and
when
this
comes
back
for
approval
and
were
there
concerns
expressed
by
any
stakeholders
or
policy
makers
or
what
is
the
additional
work
that's
happening
just
so
we
can
track.
You
know
what
what's
happening
between
now
and
approval.
D
Sorry
about
that,
I
had
to
find
my
my
mute,
my
damn
chair
council
member
bender.
It
it's
twofold.
I
think
the
well.
The
first
and
primary
reason
was.
It
came
to
our
attention
fairly
late
that
there
was
some
conflicting
collective
bargaining
agreement
language
in
one
of
our
collective
argument,
agreements
that
already
had
a
return
retirement
incentive
in
there
that
we
hadn't
taken
into
account
and
we're
working
through
a
resolution
with
the
with
the
labor
rep,
I'm
actually
working
on
a
letter
of
agreement
right
now,.
B
And
thank
you,
madam
president.
That
was
my
exact
question,
but
I
will
add
my
own
gratitude
for
for
this
work.
It's
really
challenging
work
and
it's
complex
and
complicated
as
well
as
challenging.
In
that
you
know,
we
are
asking
our
valued
employees
to
consider
these
incentives
as
a
means
to
help
us
address
some
of
our
deep
and
significant
budget
shortfalls.
B
So
I
just
want
to
appreciate
everybody
for
their
for
their
efforts
here
and
thank
you,
miss
cougar
for
that
presentation
and
we
will
and
I'm
not
sure
if
we
need
a
council
action
to
table
this
item
till
the
next
cycle
clerk.
B
Thank
you
so
much
so
I
will
move
that
we
table
this
item
until
our
next
regularly
scheduled
polo
meeting,
which
is
october
14th.
Is
there
any
discussion.
B
C
F
A
A
C
A
B
B
And
that
item
passes
and
this
this
this
item
will
be
taken
up
at
our
next
pogo
meeting.
B
Colleagues,
before
we
adjourn
this
meeting,
I
did
want
to
announce
that
you
should
have
received
in
your
inboxes
a
resolution
honoring
the
service
of
senator
jeffrey
hayden,
former
city
council
policy,
aide
former
state
representative
and
currently
state
senator,
who
will
be
leaving
his
post
in
january
as
a
new
senator
will
be
elected
and
sworn
in,
and
so
we
want
to
honor
his
contributions
to
the
city
of
minneapolis
and
the
state
of
minnesota
with
the
resolution,
so
that
will
be
coming
before
us
on
friday's
council
agenda
also
wanted
to
and
that
we
had
hoped
to
bring
a
resolution
today.
B
That
would
recognize
a
truth
and
reconciliation
initiative
at
the
city
of
minneapolis
and
and
we
will
be
bringing
that
forward
at
the
next
polo
meeting.
The
objective
of
the
reconciliation
and
transformational
racing
healing
process
is
to
really
begin
implementing
specific
solutions
to
the
specific
harms
that
created
and
perpetuate
racial
disparities
in
our
community,
with
a
prioritized
focus
on
healing,
with
historically
black
american
descendants
of
slavery
and
american
indian
indigenous
communities.
B
We
anticipate
that
the
recompense
and
reconciliation
to
result
in
policy,
programmatic
and
resource
changes
that
have
the
long-term
probability
of
facilitating
economic
inclusion
and
reducing
or
eliminating
racial
disparities
for
the
aforementioned
identified
groups,
while
the
reconciliation
and
transformational
racial
healing
process
will
strive
to
engage
all
minneapolis
residents
and
staff
of
the
city
of
minneapolis.
Priority
will
be
given
to
those
individuals
who
experience
the
most
significant
disparities
as
a
result
of
historic
and
pervasive
city
policies
and
practices.
B
These
groups
are
disproportionately
historically
black
american
descendants
of
slavery
and
american,
indian
and
indigenous
peoples
as
the
truth
and
reconciliation
process
focuses
on
the
racial
injustices
that
stem
from
structural
and
institutional
racism.
This
process
will
be
ongoing
and
therefore
not
tied
to
decision-making.
B
B
B
So
you
know
I
I
wanted
to
bring
that
up.
We
will
be
having
the
the
resolution
presented
at
our
next
pogo
meeting
and
and
can
engage
in
deep
and
substantive
conversation
once
that
is
presented,
but
really
wanted
to
make
sure
that
my
colleagues
were
aware
of
this,
as
well
as
the
public
in
in
a
in
a
manner
in
which
we
can
all
get
together
in
this
regularly
schedule
and
notice
meeting
and
look
forward
to
any
to
really
deepened
conversation
next
week.
B
But
if
there
are
any
questions
or
comments
today,
we
can
certainly
try
to
to
address
those
as
well
and
if
not,
we
have
no
further
business
on
our
agenda
and
I
will
call
this
meeting
adjourned.