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From YouTube: August 18, 2020 Executive Committee
Description
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B
Good
morning
and
welcome
welcome
to
the
regularly
scheduled
executive
committee
meeting
for
august
18th,
my
name
is
jacob
fry.
I'm
the
chair
of
this
committee.
As
we
begin,
I
will
note
for
the
record
that
this
meeting
has
remote
participation
by
committee
members
and
staff
as
authorized
by
minnesota
statute.
Section
13d
.021
due
to
the
declared
local
public
health
emergency
and
at
this
time
I'll
ask
the
clerk
to
call
the
role.
So
we
can
confirm
a
quorum
for
the
meeting.
D
C
D
B
Let
the
record
reflect
that
we
have
a
quorum
and
can
therefore
proceed
with
business
before
us
today.
Colleagues,
our
agenda
is
before
us
I'll
move
to
adopt
an
agenda
as
presented.
Is
there
any
discussion
on
this
item.
D
C
B
Next
we
have
acceptance
of
the
minutes
from
our
regular
meeting
on
july
21st
and
I'll
move
acceptance
of
these
minutes.
Is
there
any
discussion
seeing
none
I'll
ask
the
clerk
to
call
the
role.
C
B
That
carries
and
the
minutes
are
adopted.
That
brings
us
to
our
discussion
items.
The
first
item,
which
is
number
three
on
the
agenda,
is
an
update
from
a
human
resources
department
regarding
waivers
granted
since
the
implementation
of
the
city's
hiring
freeze.
This
is
a
report
scheduled
to
be
received
at
every
executive
committee
meeting,
while
the
hiring
freeze
is
in
effect
and
I'll
recognize.
E
E
There
has
been
so
this
this
report.
E
It
goes
through
hiring,
freeze,
waivers
that
have
gone
through
the
full
process
and
been
completed
as
of
july
16th,
which
is
the
last
time
the
last
waiver
was
approved.
There
has
been
one
change
since
the
last
report
given
on
july
21st,
so
the
number
of
waivers
received
has
gone
from
65
to
66,
with
one
approval
that
one
addition
was
for
a
position
in
the
city
council
offices,
which
was
approved,
and
I'm
going
to
go
down
to
page
two,
which
gives
a
breakdown
of
city
departments.
E
66
individual
waivers
approved,
submitted
55
approved,
total
number
of
hires
approved
to
date,
as
well
as
of
july.
16Th
was
3503
again
that
large
number
had
to
do
almost
primarily
with
seasonal
staff
in
elections
and
capital,
construction
projects
and
internships
that
were
paid
through
a
grant
the
column.
I
think,
that's
probably
most
pertinent.
The
number
of
permanent
ftes
approved
since
the
hiring
waiver
began
march
or
since
the
higher
increase
began
on
march
31st
68
for
just
shy
of
six
million
dollars.
E
Since
then,
I
do
have
one
major
change
to
this
report.
Unfortunately,
the
decision
wasn't
made
in
time
for
me
to
reflect
it
in
this
report
when
it
was
due,
there
has
been
a
change
in
the
numbers
for
the
the
role
for
the
police
department,
a
number
of
permanent
ftes.
The
36
was
to
hire
36
police
recruits
that
were
that
were
to
have
started
early
august.
E
As
you
may
be
aware,
those
that
decision
was
changed
and
job
offers
were
rescinded
and
they
have
decided
not
to
hire
that
police
recruit
at
class
at
this
time,
so
that
I
actually
would
reduce
those
number
of
ftes
by
36,
so
that
we
would
have
now
32
permanent
positions
approved
through
the
hiring
waiver
process,
and
then
the
subsequent
budgetary
amount,
instead
of
5.9
million
without
those
36
police
recruits,
would
be
3.2
million
and
what's
not
reflected
in
here,
you
know.
So
we
started
out
with
the
phase.
E
One
budget
rejections
for
the
2020
modified
budget
was
taking
into
account
275
vacant
positions.
As
of
june
1st.
E
E
I
know
that
finance
has
prepared
a
financial
statement.
Unfortunately,
again
I
didn't
get
that
information
prior
to
this
report
needing
to
be
submitted.
I
know
council,
member
gordon
was
interested
in
you
know
is
this:
has
the
hiring
freeze
been
affected
and
are
we
hitting
our
goals
and
the
answer
to
that
is:
yes,
I
just
don't
have
the
actual
breakdown
in
numbers
and
unfortunately,
the
no
one
from
the
budget
office
was
able
to
attend.
Today,
I'd
be
more
than
happy
to
answer
any
questions
you
may
have.
B
Thank
you,
ms
kruger.
Any
questions.
D
E
Yes,
it
was
for
council
office
associate
and
council
member
fletcher's
office.
Thank.
D
E
B
F
Yeah
I
just
I
really
appreciate
the
report
and
the
details.
I
think
it
will
be
important
for
us
to
get
the
finance
here
and
see
the
numbers
it's
great,
that
we
are
actually
saving
more
than
we
expected.
F
It
sounds
like,
and
some
of
that
I
think
I'm
hearing
is
also
due
to
attrition
that
we're
even
having
some
more
savings
because
of
some
retirements,
the
decision
not
to
hire
that
36
for
the
police
department
was
that
made
by
the
police
chief
and
was
that
in
response
to
the
amendments
that
we
made
to
the
2020
budget,
do
you
happen
to
know.
F
B
B
Okay
and
given
the
sentiment
of
the
council
and
several
members
talking
about
cutting
a
significant
amount
from
the
police
department,
the
chief
didn't
want
to
have
them
go
all
the
way
through
training
only
to
be
cut,
and
so
the
chief
decided
not
to
move
forward
with
that
recruiting
class.
However,
the
three
recruiting
classes
next
year
are
scheduled
to
go
as
planned
as
by
that
time
we
will
have
a
feeling
for
what
the
council
will,
what
strategy
they
will
take.
B
B
The
main
impetus
there
was
to
not
have
all
these
recruits
go
through
all
the
work
only
to
be
cut,
but
but
it
is
those
many
of
those
same
individuals
that
will
start
up
in
early
next
year
for
the
one
of
three
recruiting
classes
of
2021.
B
The
final
item
on
our
agenda
is
a
salary
adjustment
related
to
the
2020
state,
gender
pay,
equity
test
and
I'll
recognize
ms
brenda
miller
with
the
human
resources
department.
To
give
that
presentation.
Ms.
B
A
A
So
we
last
submitted
a
report
in
early
2018
for
2017
data
and
we're
due
to
submit
a
file
in
2021
for
2020
data.
So,
as
I
mentioned,
we
recently
submitted
data
to
get
some
preliminary
test
results
just
to
get
an
idea
of
where
we
were
at
with
the
tests.
A
A
A
Unfortunately,
the
city
doesn't
pass
the
salary
range
tests
and
this
compares
the
average
number
of
years
to
reach
the
top
step.
The
calculation
for
the
test
is
the
average
number
of
years
for
male
jobs,
divided
by
the
average
number
of
years
for
female
jobs
to
reach
that
top
step.
80
percent
is
passing
per
this
state
and
the
city
is
at
76
percent,
so
unfortunately
we
fail
that
test.
A
So
in
order
to
fix
this,
we
had
three
goals.
One
was
to
make
sure
we
passed
the
state
mandated
gender
pay
equity
tests.
The
next
one
was
to
minimize
the
cost
to
the
city,
and
the
last
one
was
to
minimize
negative
impact
on
employees
and
I'm
proud
to
say:
we've
met
all
three
of
those
goals.
There
is
pretty
minimal
cost
to
the
city.
As
I
noted,
there's
no
negative
impact
on
employees
nobody's
getting
a
pay
decrease
and
we
do
pass
all
the
mandated
gender
pay
equity
tests.
A
So,
as
I
mentioned,
the
solution
was
to
reduce
the
number
of
steps
for
cnr
jobs,
female-dominated
jobs
by
eliminating
the
bottom
steps
and
then
reallocating
the
remaining
steps
in
the
graphic
down.
Below
short,
it
gives
you
an
idea
of
what
that
looked
like
so
basically,
step
seven
in
the
old
schedule,
or
the
top
step
in
the
old
schedule
is
equivalent
to
the
new
step,
five
or
the
top
step
in
the
new,
the
new
schedule,
so
for
those
employees
moving
from
step,
seven
to
step
five
or
from
the
top
step
to
step
five.
A
So
we've
reduced
35
jobs
by
one
step.
Each
the
city
passes
the
salary
range
test
at
80.3
percent.
Note
that
that's
a
pretty
slim
margin
of
passing.
So
I
would
note
that
when
we
extract
data
in
december
of
2020
for
the
final
results
or
the
final
pace
submission,
we
may
not
pass
that
test
and
if
that's
the
case,
I
may
have
to
come
back
and
ask
for
some
additional
funds.
A
Although
I
anticipate
it
would
be
relatively
small
again,
eight
employees
would
receive
an
average
additional
pay
increase
of
about
thirty
five
hundred
dollars
as
a
result
of
the
changes
and
the
implementation
date
that
we've
identified
is
november
8th
of
2020,
and
that
was
chosen
so
that
we
could
have
the
data
into
the
system.
So
we
could
extract
the
data
on
december
1st,
with
the
new
changes
reflected
in
the
data.
A
A
So
the
affected
employees
include
anybody
that
has
on
a
salary
schedule
that
is
changing.
Those
that
have
the
cost
are
those
where
they're
moving
from
the
first
or
second
step
to
the
first
step.
Otherwise,
if
there's
no
cost
associated,
that
means
the
employee
or
employees
moved
from
the
top
step
to
the
news
top
step
next
slide.
A
So
we
also
wanted
to
talk
a
little
bit
about
our
2021
pay
equity
goals.
As
you
can
tell,
this
was
pretty
narrowly
focused
on
gender
pay,
equity
and,
to
be
honest,
it
was
just
focused
on
passing
our
our
gender
pay
equity
tests
for
the
state.
We
want
to
take
a
broader
look
at
gender
pay
equity.
We
also
want
to
look
at
race-based
pay
equity,
so
we
want.
We
don't
currently
have
a
way
to
measure
and
evaluate
that.
So
we
want
to
develop
that
for
2021
and
then
address
any
issues
as
needed.
F
F
I
know
it's
the
minimum
and
the
80.3
percent
that
we're
going
to
make
you're
right,
that's
putting
us
right
on
the
edge
and
I'm
wondering
how
difficult
it
would
be
to
come
back
in
december
or
whenever
you're
talking
about
making
next
report,
and
let
us
know
what
might
be
a
strategy
so
we
could
get
to
100
and
what
the
cost
might
be
to
get
to
100..
F
I
think
obviously
we're
starting
folks
in
these
women-dominated
fields
at
a
lower
rate
or
have
been
than
men
at
least
that's
what
it's
looking
like
to
me
in
those
first
two
steps,
or
so
we
may
find
that
to
get
to
100
it's
another
five
thousand
dollars
or
a
small
amount,
I'm
not
quite
sure
but
useful
to
have
that
information.
F
Maybe
you
even
have
it
now?
No,
but
I
just
emphasize
that
oh
thank
you.
A
Mayor
councilmember,
gordon
I
I
don't
have
that
data
today
it
will
be
a
little
bit
well,
it
would
be
easy
to
figure
out
what
that
amount
would
be.
I
think
the
challenge
will
be
that
then
we'll
be
delving
into
some
of
the
union
schedules,
and
so
we
would
be
needing
to
negotiate
with
the
unions
on
any
changes.
F
Well,
I'll
just
note
that
that
would,
from
our
perspective
as
policymakers,
that
would
be
good
information
to
have
so
we
can
then
understand
better,
especially
what
unions
or
jobs
that
that
impacts
as
we're
going
through
that
process
and
maybe
set
some
some
longer-term
goals
or
aspirations.
Please
have
that
mind,
so
I'd
appreciate
that
when
it,
when
you're
able
to
provide
it.
D
Thank
you,
mayor,
frye
and
ms
miller
for
that
report,
and
you
know
we.
We
had
conversation
earlier
as
well,
and
I
expressed
some
of
the
same
sentiments
as
councilmember
gordon
and
just
wanted
to
reiterate
that
you
know
we.
We
need
to
go
beyond
just
meeting
the
minimum
and
and
really
try
to
work
towards
achieving
true
gender
equity
moving
forward,
because
the
fix
kind
of
just
keeps
us
at
the
same
level.
D
F
I
can
move
the
recommendation.
B
Council,
member
gordon,
has
moved
the
item
number
four,
which
is
approving
an
increase
to
the
salary
schedules
and
referring
that
matter
to
the
city
council
for
final
action,
and
I
don't
believe,
there's
any
further
discussion
on
the
item.
But
just
checking
to
make
sure
and
seeing
no
discussion
I'll.
Ask
the
clerk
to
call
the
role.