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From YouTube: October 20, 2020 Executive
Description
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B
Good
morning
and
welcome
to
the
regular
meeting
of
the
executive
committee
for
october
20th
2020.,
my
name
is
jacob
fry
and
I
am
chair
of
this
committee
as
we
begin
I'll
note
for
the
record
that
this
meeting
has
remote
participation
by
committee.
Members
and
city
staff
is
authorized
under
minnesota
statute.
Section
13d
.021
due
to
the
declared
local
public
health
emergency
at
this
time,
I'll
ask
the
clerk
to
call
the
role,
so
we
can
verify
a
quorum
for
the
meeting.
C
D
C
D
B
D
E
B
And
I
apologize,
although
we
just
adopted
the
agenda,
it
has
come
to
my
attention
that
discussion
item
number
four
may
not
necessarily
be
ready
today,
so
we
may
need
to
amend
to
remove
that
particular
item.
Mr
mr
ruff
is
that
the
case.
A
B
Is
so
I
guess
I'll
with
it
without
knowing
sort
of
the
full
context
on
this
particular
issue,
but
I'm
certainly
if
it's
not
prepared
for
a
presentation
today
that
that
works
with
me.
I
will
go
ahead
and
make
that
motion
to
amend
the
agenda
to
take
out
item
number
four,
which
is
that
the
leadership,
development
and
performance
evaluation
process
proposal
is
there
any
discussion
on
that
particular.
C
Amendment
fry
considering
that
the
body's
already
adopted
the
agenda-
you
know
it
would
simply
be.
You
could
just
make
a
motion
to
refer
this
item
to
staff.
Once
you
get
to
the
item
on
the
agenda.
B
B
The
second
item,
which
is
the
acceptance
of
the
minutes
from
a
regular
meeting
on
october
6
and
I'll
move
acceptance
of
those
minutes?
Is
there
any
discussion.
E
B
Great
sorry,
nope
no
worries
thanks
for
calling
my
attention
any
discussion
on
the
minutes.
D
C
D
C
B
That
carries
and
those
minutes
are
adopted,
and
that
brings
us
to
the
discussion
items.
The
first
item,
which
is
number
three
on
our
agenda,
is
an
agenda,
is
the
as
an
update
from
the
human
resources
department
regarding
waivers
granted
since
the
implementation
of
the
city's
hiring
freeze,
and
this
is
a
report
scheduled
to
be
received
at
each
one
of
these
executive
committee
meetings.
F
22Nd
since
september
22nd
there
have
been
an
additional
seven.
No
I'm
so
sorry,
my
numbers
are
wrong.
Yes,
there
have
been
an
additional
seven
hiring
waivers
submitted
and
approved,
so
the
process
is
finalized,
encompassing
12
total
positions,
nine
of
which
are
permanent,
we'll
talk.
I
can
talk
a
little
bit
more
about
that
in
just
a
second,
when
I
get
to
the
department
breakdown
for
a
total,
since
the
hiring
freeze
was
implemented
on
march
31st
of
84.
F
F
F
B
F
Then
the
next
column
to
the
right
is
the
number
of
permanent
ftes
that
have
been
approved,
which
is
a
subset
of
the
total
number
of
approved
highers
and
then
by
each
department,
the
number
of
waivers
that
have
been
denied
and
the
number
of
positions
that
correlate
to
those
number
of
waivers
that
have
been
denied.
F
Since
the
last
report
on
september
22nd,
again,
we
have
had
seven
hiring
waivers
finished
finalized
through
the
process
which
it
has
encompassed.
An
additional
12
positions
set,
nine
of
which
have
been
permanent.
F
F
The
total
number
again
of
approved
waivers
84,
I'm
sorry,
73
359
positions
have
been
approved
for
hiring
the
vast
majority
of
those
have
either
been
for
seasonal
positions
in
the
elections
area,
election
judges,
seasonal
interns
and
seasonal
construction
project
assistance.
F
F
Thank
you.
Oh,
it
comes
out
a
lot
different
on
the
screen
and
and
at
the
request
of
council.
Vice
president
jenkins,
at
the
september
22nd
executive
committee
meeting,
she
requested
that
for
the
positions
that
had
been
hired,
that
there
be
a
report
out
on
the
workforce,
diversity
impact
of
those
hires
and
to
date
I
have
been
able
to
pull
the
data
for
the
permanent
positions
that
have
been
hired
through
yesterday.
F
It's
a
little
bit
more
difficult
to
get
the
diversity
breakdown
for
some
of
the
temporary
hires.
Some
of
them
haven't
gone
through
our
systems
and,
and
while
I
will
pull
that
data
for
all
3559,
it
will
that
will
probably
come
on
the
next
cycle.
In
november
of
the
48
positions
have
48,
positions
have
been
filled
to
date
and
the
demographic
breakdown
of
new
hires
and
promotions
by
gender,
also
by
race
and
ethnicity,
and
by
higher
type,
are
shown.
So
actually
I'm
going
to
go
to
the
upper
right
hand
quadrant
by
gender.
F
Again
there
have
been
49,
48,
hires
and
promotions
of
approved
waivers
done
to
date
of
those
48.
My
numbers
are
missing:
oh,
they
came
across
they're
coming
across
differently
in
this
format.
In
a
landscape
versus
a
portrait
view,
I'm
gonna
pull
up
my
own
sheet
and
and
read
the
numbers
off
to
you.
F
And
then
the
higher
the
48,
hires
and
promotions
by
rate,
that
is
ethnicity
breakdown,
approximately
36
of
those
about
75
percent,
have
been
white,
employee,
hires
and
then
in
individually
broke
down.
The
remaining
25
have
been
bypack,
employee,
hires
or
promotions,
one
one,
employee
of
asian
race
and
ethnicity,
seven,
black
three
hispanic
and
one
who's,
two
or
more
races.
F
I
think
the
next
slide
chart
is
is
interesting.
It
relates
very
directly,
I
think,
to
some
of
the
numbers
that
you're
seeing
in
terms
of
gender
diversity
in
hires
and
promotions,
as
well
as
the
recent
ethnicity.
You
know
75
percent
of
hires,
being
you
know
for
white
employees.
It
tends
to
be
high,
but
the
I
also
broke
it
down
by
higher
type.
So
out
of
the
48
positions
that
have
been
hired,
20
of
them
have
been
new
hires
where
we've
gone
outside
of
the
city
and
hired.
F
You
know,
folks
from
the
outside
and
28
have
been
promotional
hires.
So
inside
the
city
you
know
promoting
a
current
employee
to
a
higher
level
position
and
you'll
see
of
the
20
new
hires.
45
percent
of
those
new
hires
have
been
female,
and
35
percent
of
those
hires
have
been
for
buy
pack
in
terms
of
the
promotions.
There's
have
been
28
and
21
percent
of
those
promotions
have
been
a
female
employees
and
14
have
been
of
by
poc
employees.
F
You'll
see
a
that.
You
know.
More
than
half
of
the
hires
conducted
to
date
have
been
internal
promotions
and
restricted
to
the
city.
About
60
of
these
promotional
hires
were
in
the
fire
department,
promotional,
15
promotions
to
fire
motor
operators,
as
well
as
to
promotions
in
the
police
department,
which,
as
you
know,
are,
are
fairly
white
male
dominated
job
titles,
so
excuse
the
numbers
slightly.
We
typically
don't
have.
I
think
this
is
unusual
this
year
that
we
have
the
vast
number
of
hires
being
internal
promotions.
F
It
tends
to
be
in
in
in
a
regular
year
about
a
40-60
split
about
60
of
our
hires
are
new
hires
and
40
our
promotions,
so
we're
seeing
it
be
a
little
bit
different,
since
the
hiring
freeze
has
gone
into
effect
for
a
couple
of
reasons,
number
one.
I
think
departments
have
been
doing
a
lot
more
promotions.
F
They
get
a
position
filled
with
a
qualified
candidate
and
it's
it
does
save
money
and
you've
got
that
delta
difference
between
their
promotional
salary
and
then
many
in
many
of
these
cases.
They
have
chosen
not
to
backfill
that
pre-promotion
position.
F
What
it
does
do,
of
course,
and
you
can
see
by
the
numbers
that
it
also
narrows
your
your
pool
in
terms
of
diversity
of
gender
and
race
and
ethnicity,
and,
as
you
can
see
when
we,
when
we
recruit
externally,
we've
got
we.
We
still
conduct
very
intensive
recruitment
campaigns.
F
F
That
and
then
I
we
typically
will
also
have
a
budget
financial
report
in
speaking
with
the
budget
office
last
thursday,
they
did
not
have
the
september
budget
numbers
finalized,
yet
so
they
will
present
the
september
finance
financial
and
budget
for
2020,
with
the
hiring
freeze
at
the
next
executive
committee
meeting
in
november.
B
D
Thank
you,
mayor,
frye
and
yeah.
I
just
want
to
say
thanks
to
miss
cougar,
for
aggregating
that
data
appreciate
it.
I
mean
it
kind
of
confirms
what
I
was
thinking.
I
mean
we're
just
continuously
perpetuating
the
the
really
deep
inequities
in
our
system
and
our
hiring
and
our
waivers.
B
Thank
you,
council.
Vice
president,
any
council
president
bender.
E
Thank
you,
mr
chair.
I
I
just
wanted
to
also
thank
staff
for
making
this
available
and
for
the
council-based
president
for
requesting
it.
We
we
do
have
a
policy
that
asks
for
aggregated
data
by
race
generally,
and
I
think,
there's
a
few
examples
of
where
we
are
seeing
the
need
to
remind
ourselves
of
that
kind
of
broad
policy
request.
E
So
I
just
wanted
to
thank
council
vice
president
who's,
always
very
vigilant
in
requesting
this
information
and
agree
that
it's
you
know,
it
is
demonstrating
that
you
know
that
we're
not
making
progress
on
some
of
those
gender
and
race
equity
goals
and
hiring
through
this
hiring
freeze
process
so
worth
following
up
and
continuing
to
see
how
we
can
continue
to
try
to
improve.
F
Mr
mayor
and
and
council
president
bender,
if
I
may,
I
I
too
found
I
wasn't
startled
with
the
new
higher
numbers.
Those
are
actually
and
they're
slightly
down,
but
they're
they're,
absolutely
within
scope
of
the
last
couple
of
years,
although
hiring
has
been
down
but
from
a
percentage
perspective.
That's
that's
about
on
point.
I
I
too
am
a
little
troubled
with
the
promotional
numbers.
I
mean.
F
I
understand
that
you
know,
with
60
of
them
being
in
historically
male
dominated
roles
like
you
know,
fire
motor
operator
and
the
police
and
fire
department,
but
it
it
it.
It
raises
the
question
in
human
resources
that
will
also
be
having
conversations
with
departments
specifically
around
their
internal
hiring
processes
as
well.
So
it's
a
great
you
know.
The
data
is
the
data
and
it
tells
the
story
and
it's
an
important
story
to
tell.
B
That's
right,
I
couldn't
agree
more
and
thank
you,
council
vice
president
for
bringing
this
matter
up
and
and
thank
you,
miss
kruger
and
and
your
whole
team
for
bringing
this
information
forward.
Are
there
any
further
questions
or
comments
before
we
file?
This
report.
B
So
item
number
four
on
our
agenda
is
the
report
relating
to
leadership,
development
and
performance
evaluation
process
proposals
that
hold
leaders
accountable
to
promoting
an
anti-racist
and
inclusive
welcoming
workplace
cult,
culture
and
our
city
coordinator.
Mark
ruff,
who
I
called
on
previously,
can
kind
of
give
a
rundown
as
to
what's
perhaps
to
come.
Is
is
my
understanding
that
we're
not
prepared
at
this
moment
to
present
mr
ruff.
A
Mr
mayor
members
of
the
committee
mark
robertson
coordinator,
I
think
there's
a
couple
of
issues
that
we
need
to
refine
and
that's
much
more
around
time
frames,
and
just
this
issue
of
coaching
for
leadership,
as
you
could
tell
the
powerpoint
that
was
loaded
with
the
rca
was
an
earlier
version.
It
was
dated
september
and
there
were
some
updates
that
were
necessary.
It's
my
fault
for
the
wrong
version
being
on
here,
and
so
I
apologize
for
that.
A
We
will
bring
this
forward
again.
It's
been
a
staff
effort
among
leaders
to
really
make
an
emphasis
around
this
anti-racist
leadership
model
that
is
led,
then
by
council
goals
and
in
particular,
want
to
have
a
conversation
with
you,
as
the
executive
committee
as
to
what
your
expectations
are,
in
addition
to
the
staff
leadership
that
I'm
very
grateful
for
around
the
enterprise.
A
In
terms
of
bringing
this
to
my
attention
and
hr's
focus,
I
would
say
that,
generally
on
the
time
frames,
we
are
an
expectation
that
there
is
a
specific
individual
development
plan,
in
particular
for
charter
department,
heads
that
which
the
executive
committee
has
direct
oversight
for,
but
certainly
within
each
of
the
coordinator
departments.
We
would
follow
that
same
model
and
have
had
already
already
have
discussions
around
expectations
around
an
individual
development
plan
and
then
for
other
charter
departments
for
their
divisions
also
to
be
adopting
this
on
an
annual
basis.
A
We
do
expect
that
the
full
review
process,
similar
to
what
we
followed
last
year
for
charter
department
heads
will
occur
in
approximately
january
of
2021,
so
we
will
utilize
both
the
individual
development
plan
and
also
the
review
process
and
that
simpler
form
that
we
used
in
writing,
and
I
think
one
of
the
discussions
we
want
to
have
with
the
committee
is,
if
the
format
that
worked
last
year
in
terms
of
having
a
mayor's
office
representative
a
leadership
and
then
a
committee
chair
council,
leadership
and
then
a
committee
chair
also
present
during
those
reviews,
is
something
that
you
find
acceptable.
A
So
those
would
be
the
discussions
at
the
next
at
the
next
committee
meeting,
but
we
just
want
to
refine
this
powerpoint
and
refine
the
expectations
around.
In
particular,
time
frames
and
the
aspect
of
individual
development
plans,
so
thank
you
mayor
happy
to
answer
any
questions.
B
Thank
you,
mr
ruff
council.
President
bender,
I
know
had
a
question
from
earlier.
I'm
not
sure
it
still
applies.
E
Yeah.
Thank
you
thanks,
mr
for
that
background
information
is
helpful.
I
just
wondered,
could
you
could
you
let
us
know
which
which
staff
are
working
on
this,
and
I
know
you
mentioned
department,
heads
and
hr.
A
A
It's
a
pretty
broad
group,
but
it
but
includes
kim
keller,
includes
daniel
shelton
in
my
office,
includes
andrea
larson
in
the
coordinator's
office
includes
velma
corbell
as
well
from
the
department
of
civil
rights,
and
so
that's
that's
a
a
core
group
that
has
been
talking
about
this
for
several
months
at
this
point
in
time.
But
it's
a
much
broader
group,
I
think
of
efforts
that
have
been
ongoing.
A
Certainly
our
division
of
race
and
equity
and
the
work
that
they
have
been
doing
around
gatherings
and
trainings
and
communities
of
practice
that
have
been
ongoing
have
been
have
been
really
leading
us
in
a
number
of
ways,
and
so
I
don't
want
to
limit
it
just
to
the
department
of
division
leaders.
A
This
is
clearly
an
area
also
that
we
are
being
led
by
our
black
employees
through
m-ben
and
have
been
having
significant
conversations
on
a
regular
basis
about
how
do
we
imbue
anti-racist
behavior
through
all
of
our
actions
as
a
city
that
is
not
just
about
setting
individual
development
plans
and
having
reviews
once
a
year,
but
that
permeates
through
actions
which
may
even
be
more
less
about
legislative
actions
and
more
about
managerial
actions.
So
those
are
conversations
that
happen
at
all
levels
that
contribute
to.
A
I
think
this
healthy
conversation
that
we
all
need
and
and
are
obligated
to
have,
but
also
makes
for
a
better
organization,
both
just
generally
for
again
leadership,
but
also
in
terms
of
our
recruitment
and
our
retention
of
employees,
which
we
can
continue
to
see
as
an
issue
and
certainly
that
you
just
addressed
in
terms
of
the
hiring
freeze
as
well.
B
So
since
there
is
no
action
on
this
particular
report,
we'll
be
waiting
until
next
executive
committee
meeting,
I
will
not
ask
the
clerk
to
to
file
and
instead
we'll
just
proceed
to
item
number
five,
which
is
the
final
item
on
our
agenda,
which
is
the
consideration
of
my
appointment
of
brian
tyner
to
the
appointed
position
of
fire
chief
for
a
two-year
term
and
I'll
move
approval
of
this
item.
Is
there
any
discussion.
G
Thank
you,
mr
mayor.
I
appreciate
you
bringing
chief
tyner
forward
his
nomination
and
I
look
forward
to
chatting
with
the
chief.
I
know
that
there's
just
so
much
of
importance
with
this
department,
everything
from
all
the
fires
that
we
saw
during
the
civil
unrest
and
the
importance
of
this
role
to
the
pandemic
and
the
critical
role
that
firefighters
play
in
assisting
so
many
as
well
as
the
vulnerability
that
they
face
to
covet
19..
G
We
have
revenue
opportunities
around
the
department
and,
as
we
increasingly
see
the
workload
shift
more
towards
medical
work,
we
also
know
we
have
an
aging
population
of
seniors
that
increasingly
increasingly
rely
on
these
services.
So
it's
a
very
important
role.
We
also
see
a
stability
in
this
role
where
chiefs
have
been
in
historically
for
longer
periods
of
time
than
some
of
our
other
departments,
and
so
I
am
looking
forward
to
getting
a
chance
to
know
chief
tyner
better.
I
have
to
admit
I
don't.
G
I
haven't,
had
a
an
in-depth
conversation
with
him
ever
before,
and
I
know
when
you
called
me,
mr
mayor
on
thursday,
about
this
appointment.
One
of
the
things
I
was
interested
in
is
speaking
with
chief
tyner.
You
know
I
haven't
had
that
opportunity
yet,
and
so
this
makes
me
think
of
some
past
examples
with
this
committee,
where
I
moved
to
delay
for
former
director,
frank
and
for
and
current
director
hutcheson,
so
that
I
could
have
those
conversations
from
a
process
standpoint.
G
G
I
did
ask
for
our
city
attorney,
for
instance,
to
give
me
a
call
when
you
made
that
nomination.
He
did.
We
had
a
great
conversation
and
it
really
made
me
confident
in
supporting
his
nomination
in
voting
at
this
committee
to
move
that
to
council.
So,
since
I
haven't
been
able
to
have
that
conversation
with
chief
tyner,
I
would
be
in
favor
of
either
postponing
this
today
or
if
the
committee's
interest
is
in
moving
the
sport,
I
would
just
simply
abstain.
G
I
do,
regardless
of
the
outcome,
want
to
have
a
conversation
with
chief
tyner,
so
I
would
ask
chief
please
let's
work
together
to
sit
down
and
chat,
I'd
love
to
hear
your
vision,
I
think
you're
an
exciting
nominee.
G
I
want
to
be
able
to
support
you
in
this,
and
I
think
that
starts
with
me
just
getting
to
know
you
and
to
hear
your
vision
and
I'm
very
excited
for
that
conversation.
G
I
know
also
just
given
when
mr
mayor,
when
you
called
me,
it
didn't
really
offer
much
of
an
opportunity,
because
that
call
was
on
thursday
and
only
a
few
business
days,
and
so
I
know
it
was
a
tight
turnaround
time
as
well.
So
that's
where
I'm
at
with
it.
I'm
not
sure
how
other
committee
members
feel
on
it
but
appreciate
the
nomination
and
am
open
to
either
postponing
or
can
abstain
today.
But
looking
forward
to
the
conversation
with
the
chief.
E
Thank
you,
mr
chair.
I'm
in
a
similar
vote,
as
as
my
colleague
and
and
having
some
questions
for
the
chief
before
I
would
vote
for
this
appointment.
The
ones
I
voiced
to
you
when
you
called
late
last
week
as
well,
specifically
related
to
diversity
and
hiring,
as
well
as
a
transition
around.
So
many
of
the
calls
coming
into
mpd,
being
medical
in
nature
and
just
understanding
that
transition
plan
for
the
department
and
the
kind
of
vision
of
leadership
that
he
would
bring.
E
I'm
comfortable
myself
moving
this
forward
now
and
having
the
chance
to
meet
and
talk
between
now
and
when
this
would
move
through
the
council
process,
and
I
imagine
that
every
member
of
the
executive
committee
would
like
the
chance
to
have
that
meeting
in
conversation
before
we
would
approve
the
new
fire
chief.
B
And
I'm
thank
you
both
and
I'm
sure,
assistant
chief
tyner
would
be
more
than
happy
to
have
a
conversation
with
you
and
and
provide
his
vision
for
where
he'd
like
to
take
the
department.
Part
of
the
reason
for
the
quick
turnaround
was
the
nature
of
transitioning,
from
chief
friedel
to
chief
tyner,
as
was
noted
in
a
executive
committee
a
few
times
ago.
B
What
we
were
looking
to
do
was
to
appoint
chief
friedel
to
a
term
but
would
be
voluntarily
cut
off
at
in
december.
Given
that
that
was
there,
there
was
some
some.
Some
did
not
want
to
see
a
that
style
of
process
move
forward.
B
Rather
the
chief
lady,
the
president
chief
freedle,
laid
out
when
his
end
date
would
be,
and
we're
trying
to
get
as
close
to
it
as
possible,
noting
that
we're
very
appreciative
of
his
service
and
continuance
as
as
chief
during
the
interim
here,
so
that
that
was
the
reason
we
had.
We
had
to
operate
in
sort
of
expeditious
fashion.
Here
and
again,
I'm
sure
assistant
chief
tyner
would
be
more
than
happy
to
speak
with
all
of
you,
council,
member,
gordon.
H
B
Up
so
I'll
speak
now
to
the
underlying
appointment.
I'm
really
proud
this
morning
to
join
you
all
here
in
in
the
nomination
of
assistant
chief
brian
tyner,
to
the
position
of
fire
chief
and
I've
already
had
the
chance
to
share
this
news
with
you
all
individually
last
week
in
advance
of
today's
meeting.
But
it's
I'm
just
excited
to
make
this
news
more
more
public,
at
least
through
this
formal
action,
and
it
goes.
B
That
the
position
of
fire
chief
is
a
an
exceedingly
critical
role
in
the
city
of
minneapolis,
and
so
we
took
the
the
search
process
very
very
seriously
and
received
applicants
both
internal
and
external.
That
were
excellent
and
in
this
case
I'm
so
proud
of
someone
that
has
has
risen
through
our
ranks
rose
to
the
top.
To
take
on
this
very
important
role
and
assistant
chief
tyner
is
a
son
of
the
north
side
and
has
served
the
city
of
minneapolis
for
25
years
steadily
working
his
way
up
through
the
ranks.
B
B
So
I
know
he's
going
to
leave
this
department
and
and
protect
it
with
great
integrity
and
the
kind
of
spirit
that
you'd
expect
out
of
someone
that
I
grew
up
here
in
minneapolis,
and
with
that.
I
really
like
to
thank
you
assistant
chief
tyner,
for
your
willingness
to
serve
in
the
past
and
well
into
the
future,
we're
honored
to
work
and
partner
with
you
and
very
much
look
forward
to
seeing
this
nomination
through
council.
Vice
president
jenkins.
D
Thank
you,
mayor
frye,
and
thank
you
for
bringing
forward
this
nomination.
I've.
I've
known
the
assistant
chief
tyner
for
my
entirety,
of
working
for
the
city
of
minneapolis
and
have
had
an
opportunity
to
to
see
his
leadership
not
only
here
locally
in
the
fire
department,
but
nationally
and
and
throughout
the
enterprise
chief
deputy
chief
tyner
is
deeply
involved
in
mbin
the
minneapolis
black
employee
network,
the
black
firefighters
association
across
the
country
and
so
really
just
happy
to
support
this
nomination.
Today.
D
I
absolutely
understand
and
respect
my
colleagues
desire
to
to
to
speak
with
mr
china
on
a
on
a
personal
basis,
and
I
I
agree
that
that
should
happen,
but
I
am
I'm
happy
to
move
this
forward
today,
so
that
the
rest
of
our
colleagues
can
have
that
same
opportunity
as
well.
Thank
you.
G
Thank
you,
mr
mayor,
and
I
appreciate
hearing
from
my
colleagues
and
them
weighing
in
on
this
as
well
and.
D
G
It's
really
helpful
to
hear
that,
and
just
to
reiterate,
I'm
very
excited
to
see
this
nomination
and
I'm
excited
to
get
a
chance
to
sit
down
and
really
hear
your
vision.
Chief
tyner
and
all
my
concerns
are
purely
from
a
process
standpoint.
It's
really
just
a
reflection
on
as
a
council
member
on
this
committee.
What
is
my
personal
role
on
this
committee?
If
I'm
not
doing
that
work
before
these
votes,
and
so
I
feel
like
I
would
be
inconsistent
with
my
past
votes
on
this
committee.
G
If
I
didn't
raise
that
concern
and
if
I
didn't
abstain
in
in
this
way
today,
just
reflecting
that
consistency
from
past
votes
around
this,
because
I
I
do
really
take
this
process
seriously
but,
like
I
said,
I'm
very
excited
to
get
a
chance
to
hear
your
vision
chief
and
talk
about
that
and
please
right
after
the
committee.
Let's
get
something
on
the
calendar,
because
I
I'm
really
looking
forward
to
that
and
I'm
excited
about
the
nomination.
Thank
you.
E
There
we
go
sorry
about
that.
Thank
you,
mr
chair
yeah.
I
wanted
to
weigh
in
earlier
on
the
idea
of
delay
or
not,
but
just
mr
tyner
look
forward
to
our
meeting
to
talk
more
about
the
specifics.
You
have.
You
have
a
vote
of
confidence
from
my
kids.
As
you
know,
you
know,
we've
all
gotten
to
know
you
over
the
years
and
my
oldest
has
wanted
to
be
a
firefighter
in
the
past,
so
we
gotta
have
some
great
conversations
with
you
about
her
career
aspirations
far
into
the
future.
E
So
it's
been
a
joy
to
work
with
you
in
the
role
that
you
have.
I
look
forward
to
talking
with
you
about
this
new
role
in
the
specifics
and
your
vision
for
leading
the
department
forward.
Thanks.
D
B
That
motion
carries
and
item
number
five
is
approved
and
referred
to
the
city
council
for
the
setting
of
a
public
hearing
again
thank
you,
assistant,
chief
tyner,
for
your
willingness
to
step.
In
with
that.
We
have
concluded
all
items
on
our
agenda
today
and
without
objection.
I'll
declare
this
meeting
adjourned.
B
E
Did
just
want
to
check
in
on
item
four,
so
I
know
we
we
didn't
take
action
on
item
four,
so
I
just
want
to
clarify
that
being
postponed
back
to
this
committee.
Was
it
being
referred
back
to
staff
to
come
back
at
a
later
date,
and
then
we
didn't.
We
didn't
vote
on
that
item.
B
C
Mr
mr
chair,
I
I
think
for
clarity's
purposes
for
clarity's
purpose.
I
think
it
it
wouldn't
be
a
bad
idea
if,
if
a
motion
was
made
to
refer
the
item
to
staff,
as
was
requested
by
the
city
coordinator
and
then
it
it
would
be
clear
that
act
that
you
know.
That
was
what
the
committee
had
recommended.
C
B
B
Any
discussion
on
that
motion.
B
Thank
you
that
motion
passes
and
are
there
any
further
items
seeing
none?
I
will
declare
this
meeting
adjourn.
Thank
you.