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From YouTube: May 25, 2021 Executive Committee
Description
B
Begin
good
morning
and
welcome
to
the
regular
meeting
of
the
executive
committee
for
may
25
2021,
my
name
is
jacob
fry
and
I'm
the
chair
of
this
committee.
As
we
begin
I'll
note
for
the
record
that
this
meeting
has
remote
participation
by
members
of
the
city,
council
and
city
staff
is
authorized
under
minnesota
statute.
Section
13d
.021
due
to
the
declared
local
public
health
emergency.
I'll,
also
note
that
the
city
will
be
recording
and
posting
this
meeting
to
the
city's
website
and
youtube
channel.
B
B
D
B
C
C
C
B
C
B
That
carries
and
the
minutes
are
adopted.
That
brings
us
to
the
one
discussion
item
we
have
on
our
agenda
for
today,
which
is
the
proposed
position
in
the
human
resources
department
of
director
of
hr,
internal
workplace
investigations
and
I'll
invite
brenda
miller
our
compensation
and
classic
classifications
manager.
To
give
that
presentation,
miss
miller.
E
E
This
position
will
report
to
ms
ferguson
and
the
city's
human
resources
department
and
will
be
responsible
for
managing
and
leading
the
city's
internal
workforce,
fraud,
ethics
and
protected
class
investigations
program.
It
will
also
work
to
ensure
an
enterprise-wide
work
environment
that
is
ethical,
respectful
and
free
of
discrimination
and
harassment.
E
E
E
In
this
case,
the
director
h.r
internal
workplace
investigations
will
report
to
the
chief
human
resources
officer
and
the
human
resources
department
criteria.
Two
the
person
occupying
the
position
must
be
part
of
the
designated
department.
Heads
management
team,
the
director
hr
internal
workplace
investigations
will
be
part
of
the
human
resources
department
management
team
criteria.
3
the
duties
of
the
position
must
involve
significant
discretion
and
substantial
involvement
in
the
development,
interpretation
or
implementation
of
city
or
department
policy.
E
The
duties
of
this
position
require
general
knowledge
of
investigations
into
discrimination,
ethics
violations
and
fraud
and,
finally,
criteria
number
five.
There
is
need
for
the
person
occupying
the
position
to
be
accountable
to
loyal
to
and
compatible
with
the
mayor
city
council
and
the
department
head.
The
individual
hired
will
be
loyal
to
and
compatible
with
the
city
leadership,
including
the
mayor
city,
council,
city
coordinator
and
the
head
of
human
resources,
and
with
that
I'm
available
for
questions.
B
C
E
F
When
we
looked
at
this,
we
actually
reached
out
to
both
the
city
attorney's
office,
as
well
as
the
internal
auditor
to
see
number
one.
Would
they
be
an
agreement
to
this
and
number
two?
Would
they
see
us
deepening
the
partnership
and
in
both
cases,
both
leaders
felt
very
strongly
that
they
could
support
this?
So
this
is
just
elevating
it.
G
Thanks,
mr
chair,
that
was
very
helpful.
This
is
the
third
position
change
we've
had
in
the
coordinator's
office
recently,
the
last
two
at
the
last
meeting,
and
I
just
wondered
if,
if
there
are
more
to
come,
that
we
should
expect,
and
then
I
wondered
if
anyone
could
comment
on
on
these
changes
in
the
context
of
our
our
overall
enterprise
staffing
situation.
I
know
that
we've
been
talking
a
lot
about
the
furloughs
and
the
hiring
freezes
and
their
impact
on
our
workforce,
and
maybe
one
way
to
say
it
is.
G
So
when,
when
things
come
through
like
this,
I
think
that
explanation
sounds
reasonable
and
it
certainly
seems
like
an
important
function
and
position,
and
I
have
no
doubt
that
you
have
accurately
assessed
its.
You
know.
The
the
hr
process
has
been
accurate
and
accurately
assessed
the
scope
of
this
position,
but
it
would
be
helpful
to
have
more
of
that
context
if
possible.
F
Council
president
bender,
I
can
speak
specifically
to
this
and
how
it
fits
in.
So
I
started
on
this
journey
about
two
years
ago.
We
brought
in
a
consultant
to
look
at
the
function,
and
this
was
right.
After
many
of
you
may
remember,
former
director
tim
giles,
this
function
used
to
be
under
his
leadership
and
once
he
retired,
I
took
a
step
back
and
said.
I
think
it
would
be
best
for
this
particular
function.
F
We
did
some
quantitative
analysis
around
this
and
we
had
three
different
business
case
scenarios,
of
which
this
was
the,
I
believe
the
second
scenario,
so
we've
been
doing
quite
a
bit
of
work
on
this
as
an
enterprise.
In
addition,
last
year,
we
also
redid
all
of
our
internal
processes
as
it
pertains
to
investigations
we
built
out
and
worked
specifically
with
the
communications
department,
to
lift
the
work
up
and
give
it
much
more
of
a
concerted
approach.
We
redid
everything
in
the
the
function
and
even
to
the
letters,
the
processes
etc.
F
F
E
G
G
I
believe
council
vice
president
brought
it
up,
then
just
just
continuing
to
remember
just
all
that
the
full
workforce
has
been
through
this
past
year
and
making
sure
that
there
is
equity
and
parity
and
how
we're
thinking
through
supporting
our
whole
workforce
financially
and
in
all
the
other
ways.
Thank
you.
Thank
you.