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From YouTube: January 26, 2021 Executive Committee
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A
The
broadcast
of
the
regular
meeting
of
the
executive
committee
will
now
begin
good
morning
and
welcome
to
the
regularly
scheduled
executive
committee
meeting.
The
date
is
january:
26
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
committee,
members
and
city
staff
is
authorized
under
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
verify
a
quorum
for
this
meeting.
C
A
A
That
carries
and
the
agenda
is
adopted.
Next
we
have
acceptance
of
minutes
from
our
regularly
regular
meeting
on
january,
12,
2021
and
I'll
move
acceptance
of
those
minutes.
Is
there
any
discussion
seeing
none
the
clerical
hall
rule.
D
A
That
carries
and
the
minutes
are
adopted.
That
brings
us
to
the
discussion
portion
of
our
agenda
and
there
are
three
items
for
today.
The
first
is
item
number
three,
which
is
an
update
from
the
human
resources
department
regarding
waivers
granted,
since
the
implementation
of
the
city's
hiring,
freeze
and
I'll
represent
I'll
recognize
deb
kruger
from
the
city's
hr
department
to
give
the
update
ms
krueger.
E
Good
morning,
thank
you,
mayor
frye,
members
of
the
executive
committee.
I
am
deb
kruger
human
resources
manager,
an
update
on
the
hiring
freeze
waiver
exemptions
that
have
been
granted.
This
report
will
take
us
through
all
waivers
that
were
submitted
and
completed
in
2020.,
so
this
is
a
wrap
up
of
2020..
E
The
next
slide.
Please,
these
this
report
will
cover
all
the
waivers
that
were
submitted
and
completed
between
march
31st
and
december
28th
again.
This
concludes
all
waivers
submitted
in
2020.
E
Next
next
slide,
please
we
had
a
total
of
152
waivers
submitted
in
that
time
frame
march
31st
to
december
28th
of
2020,
of
which
133
were
fully
approved.
Eight
were
partially
approved
and
11
were
denied.
That
is
from
the
last
report
on
january
12th,
that's
an
additional
10
waivers
that
were
completed
through
the
end
of
the
year.
E
Again,
an
additional
10,
which
represented
15
total
positions
that
were
approved
all
of
the
waivers
at
the
end
of
december,
were
approved
for
a
total
of
15
positions.
Out
of
those
15
positions,
14
were
for
permanent
hires,
as
you
can
see
in
the
fourth
column
over
to
the
right,
the
number
of
approved
tires
total
for
the
end
of
the
year
was
3787
and
a
half
again
by
far
the
majority
of
those
were
for
seasonal
elections,
construction.
E
The
next
slide.
Oh,
and
actually
you
know-
let
me
I
can
give
you
a
quick
breakdown.
Sorry
about
that.
A
quick
breakdown
of
the
ten
additional
waivers
that
were
submitted
14
again
were
for
permanent
positions.
There
were
an
additional
three
positions
added
in
3-1-1
for
taking
on
parking
complaints
and
also
some
attrition.
E
There
were
two
positions
approved
in
the
finance
department,
one
for
a
payroll
manager
and
one
for
a
payroll
technician.
There
were
four
positions
in
the
health
department:
three
for
health
inspectors
and
one
for
a
public
health,
mental
health,
counselor
and
then
three
positions
in
human
resources
for
human
resources,
representatives.
E
When
we
before
I
move
on
to
the
diversity
slides,
as
stated
on
the
very
first
slide,
when
we
kind
of
looked
at
the
cost
savings
in
for
2020
and
the
goal
being
23
million
dollars
in
savings
through
the
hiring
freeze
process,
at
that
time,
we
sort
of
frozen
the
number
of
positions
that
were
vacant
which
was
275
as
of
june
1st
kind
of
taking
a
look
of
you
know
how
was
the
hiring
three
successful
in
terms
of
keeping
the
number
of
hires
down
and
that
and
and
achieving
that
23
million
dollars
in
cost
savings.
E
E
So
I
believe
that
we
kind
of
help
line
on
on
hiring,
and
I
amelia
kruver,
who
is
the
interim
budget
director
at
the
end
of
my
slides,
will
also
be
giving
a
end
of
year
budget
presentation
on
whether
how
much
personnel
dollars
were
saved
in
2020,
with
the
goal
being
23
million
dollars
on
the
next
slide
is
around
diversity
in
the
diversity
impact
and
hiring
those
193.5
permanent
positions
that
were
approved
in
2020.
E
E
The
next
slide
shows
the
gender
breakdown
the
additional
21
higher.
Since
the
last
report,
where
hires
were
reported
out
through
january
6,
there
were
10
males,
hired
and
11
females
on
the
left-hand
chart.
You'll
see
the
diversity
numbers
by
gender
from
january
6th
were
at
65
mail,
hires
35
overall
female
hires.
The
chart
on
the
right
shows
the
most
current
data
through
january
20th,
but
the
additional
21
hires
it
did
go
down
slightly
in
mail
hires
to
61
percent
and
up
to
39
so
up
four
percent
in
female
highers.
Overall.
E
E
Employees
and
33
were
bypack
employees
and
the
chart
on
the
right-hand
side,
showing
the
updated
numbers
with
those
additional
21
hires
did
go
up
a
percent
hires
of
white
employees
and
down
one
percent
overall
for
my
pocket
employees
hires
the
next
slide
shows
hires
by
hire
type
again
21
additional
higher
16
of
those
21
were
new
hires
employees
who
had
not
worked
at
the
city
before,
and
five
of
them
were
promotional
internal
hires.
E
The
two
charts
on
the
left-hand
side
represent
the
previous
data
and
the
new
data
around
the
new
hires.
Specifically,
we
stayed
on
the
same
50
percent
of
the
new
hires,
which
was
a
total
of
50
as
of
january
20th.
50
of
those
hires
were
females
and
36
percent
through
january
20th
were
bypack
hires
for
new
hires
outside
of
the
city
and
then
the
two
charts
on
the
right
again.
E
Previous
data
and
new
data
around
promotional
hires
internally,
pretty
much
stayed
pretty
much
pretty
even
pretty
stable
28
over
all
of
those
promotional
hires
were
for
females
up.
Three
percent
from
the
previous
data
and
28
percent
were
by
promotions
of
buy
pocket
employees
up.
One
percent.
E
I
believe
that
is
my
last
slide
and
then
I
just
wanted
to
give
you
a
quick
update
on
the
hiring
freeze
process
again.
This
concludes
this
report
concludes
all
of
the
hiring
waivers
in
2020
and
moving
into
2021.
E
While
there
is
still
hiring
freeze
at
the
city,
it
is
changing
slightly
not
slightly
actually
pretty
significantly
where,
during
the
2021
budgeting
process
and
adoption
by
city
council
in
december
departments
had
identified
positions
very
specific
positions
that
they
would
leave
unfilled
throughout
2021,
both
positions
that
were
vacant
in
2020
morphing
over
to
2021,
as
well
as
leaving
30
percent
of
vacancies
that
are
due
to
employees
taking
the
early
retirement
incentive
freezing
30
of
those
vacant
positions.
Those
positions
have
all
been
identified
in
schedule.
E
Five
of
the
city
council
adopted
2021
budget
and
so
moving
forward.
There
won't
be
a
hiring,
a
freeze,
waiver
committee
review.
We
have
tagged
those
positions
that
need
to
be
left
unfilled
in
2021,
and
then
we
are
monitoring
that
those
positions
continue
to
be
unfilled
throughout
2021,
so
that
departments
meet
their
2021
budgetary
goals.
A
Thank
you,
ms
kruger.
Any
questions
for
ms
kruger.
F
All
right
thanks
so
much
mayor
fry,
so
I'm
just
going
to
provide
a
brief
update
on
how
we're
doing
budget-wise
and
achieving
those
target
hiring
freeze
savings.
F
So
if
you
go
to
the
next
slide,
so
just
a
reminder
that
in
2020
we
had
targeted
23
million
dollars
across
all
funds
to
save
as
a
result
of
the
hiring
freeze,
the
wage
freeze
was
an
additional
6.1
million
dollars,
and
so
right
now
we're
going
to
show
progress
to
date.
Through
november.
F
We
actually
haven't
finished
up
the
books
on
2020
just
yet
so
we're
going
to
show
progress
through
november
and
right
now,
we're
about
2.9
million
dollars
off
of
the
budget
for
personnel
related
savings
and
I'll
talk
a
little
bit
more
about
some
things
in
the
data.
That's
that's
making
that
number
a
little
bit
inflated,
but
go
ahead
and
go
to
the
next
slide.
F
So
this
is
the
graph
that
you're
used
to
seeing
from
mike
intermil
the
second
to
last
bar
on
the
right
shows
you
our
budget
prorated.
So
if
you
take
everything
besides
the
last
12th
of
the
year,
that's
what
our
budget
shows
just
for
salary
and
fringe
amounts,
and
then
the
last
bar
shows
you
where
we
are
so
far
so
enterprise-wide
across
all
funds,
we're
about
2.9
million
over
that
budget.
F
There's
a
couple
things
in
the
data
I
want
to
talk
about
those
and
that
if
you
can
go
to
the
next
slide,
thank
you.
So
in
elections
in
the
general
fund,
that's
showing
a
big
overrun
from
budget,
that's
because
elections
hires
a
lot
of
folks
in
a
temporary
way.
So
we
budget
for
those
dollars
in
non-personnel
accounts
and
then,
when
we
spend
them,
they
show
up
as
salary
savings,
so
that's
showing
over
over
budget
spending
and
salary
amounts,
but
really
that's
accounted
for
elsewhere
in
the
budget.
F
There's
a
couple:
reimbursable
personnel
expenses
and
public
works
that
also
show
higher
spending.
That's
due
to
higher
receipts
to
the
general
fund.
So,
though,
that
data
needs
to
be
sorted
out
a
bit
at
the
end
of
the
year.
F
So,
given
those
two
factors,
the
city
is
generally
on
track
to
meet
our
targets
for
savings
related
to
the
hiring
and
wage
freeze
that
we
imposed
in
2020
and
right
now,
our
controller's
office
is
working
on
closing
the
books
on
2020.
After
that
happens,
we'll
be
able
to
compare
our
original
budget
to
actuals
and
determine
how
much
we
saved
related
to
the
hiring
and
wage
freeze.
A
A
A
So
that
would
be
for
both
items.
Three
and
then
item
number
four
was:
is
there
additional
presentation
from
ms
stennerson
or
or
is
that
concluded
through
this
group.
A
Great,
so
item
number
three
has
been
file
discussion
item
number
four,
ms
stennerson.
G
G
G
We
tried
to
make
it
very
specific
so
that
there
wouldn't
be
any
loopholes
to
you
know,
provide
increased
wages
at
the
time
of
the
budget
crisis,
and
so,
as
a
result
of
that,
the
across
the
board
increases
step
movements,
longevity
pay
and
all
job
classification
studies
with
effective
dates
between
april
29th
and
december
31st
of
2021
have
been
frozen
next
slide.
Please.
G
So
the
impact
of
that
resolution
has
been-
I
guess
somewhat,
you
know
unexpected,
not
knowing
the
kind
of
staff
turnover
that
we'd
have
or
the
early
retirements
they
were
not
in
place.
Yet
so
we've
had
the
turnover,
early,
retirements
department,
reorganizations
and
delays
in
filling
some
positions,
and
that's
resulted
in
some
of
our
employees
in
that
group
being
asked
to
do
significantly
more
than
their
regular
job
duties,
either
on
a
temporary
basis,
or
you
know,
trying
to
fill
critical
work
positions.
G
G
I
know
that
everybody
recognizes
as
an
employer,
it's
important
for
the
city
to
compensate
our
employees
fairly
and
equitably
for
the
work
they
perform
and
that's
why
we're
bringing
this
proposal
forward.
We
want
to
be
able
to
have
the
flexibility
in
hr
to
look
at
these
situations
on
a
case-by-case
basis
and
be
able
to
adjust
compensation
as
appropriate
and
needed
for
employees
to
be
able
to
fill
some
of
these
critical
job
functions.
G
G
G
So
the
result
of
amending
the
freeze
resolution
would
allow
us
to
implement
2021
step
increases
for
this
group
of
non-represented
appointed
and
politically
appointed
employees
effective
april
29
2021
that's
one
year
after
the
initial
resolution,
and
then
it
would
allow
human
resources
to
adjust
compensation
as
needed
for
this
group
of
employees
if
increased
duties,
merit
and
increase,
and
the
other
piece
is
that
the
across-the-board
increases
and
longevity
pay
would
continue
to
be
frozen
through
december
31st
of
2021
for
this
group
next
slide
funding
for
the
proposed
changes
so
amelia's
here
and
can
answer
any
specific
questions,
but
she
has
confirmed
that
the
step
increases
were
included
in
the
2021
budget
for
this
group.
G
So
we
should
be
able
to
implement
this
with
no
impact
on
the
budget.
If
departments
have
other
positions
outside
of
step
increases.
That
would
that
we
need
to
look
at
and
adjust
compensation
or
complete
job
studies.
We
would
be
working
with
finance
and
the
department
to
figure
out
how
that
can
be
paid
for
one
possibility
could
be
departments
may
be
able
to
apply
savings
that
they
have
received
from
budgetary
leaves
in
their
department.
G
A
Thank
you,
ms
stennerson.
I
see
council
vice
president
with
her
hand,
raised.
C
Thank
you,
mayor
frye,
I'm
just
trying
to
figure
out
because
there
seems
to
be
a
lot
of
subjectivity
in
this.
So
I
I
guess
my
first
question
is
this:
are
the
step
increases
automatic
or
are
they
dependent
on
if
the
department
has
realized
some
kind
of
budget
savings
and
or
or
are,
and
or
are
they
subject
to
whether
or
not
that
employee
is
doing
extra
work?
I
I'm
just
trying
to
figure
out.
I
mean
the
step.
C
Increases
should
be
available
to
people
beyond
those
sort
of
subjective
measures
and-
and
I'm
not
sure
if
I
heard
that
that
is
the
case.
G
Council
vice
president
jenkins,
yes,
the
step
increases
are
automatic.
They
are
based
on
your
date
of
higher
and
the
supervisor
does
approve
them,
but
they
happen
automatically.
So
you
know
we
do.
We
run
queries
every
month
to
see
who's
eligible
for
the
step
increase.
So
this
this
amendment
would
allow
employees
in
those
specific
groups
to
automatically
get
their
step
increase
for
2021.
C
So
then
that
brings
me
to
my
next
question:
that's
good!
I'm
glad
to
hear
that
are
the
the
employees
that
have
been
taking
on
extra
duties,
more
work,
extra
projects,
etc.
G
Council
vice
president
jenkins,
we
have
established
job
criteria
where
we
look
at
the
percentage
of
their
duties
that
have
changed,
and
if
it's
a
temporary
assignment,
you
know,
there's
different
tools
we
can
use,
including
the
merit,
merit,
increase
or
a
detailed
assignment,
but
there's
specific
criteria
on
the
level
of
the
work
that
changes
and
then
there's
options.
We
can
look
at
to
work
with
the
hr
business
partner
in
that
department
and
the
department
management
to
see
how
the
compensation
can
work
for
them.
So
it's
just
you
know.
G
With
this
language,
that's
been
in
place,
it's
been
very
difficult
for
departments
to
navigate
some
of
the
changes
that
they've
had
to
make
and
for
us
to
be
able
to
work
with
them
to
appropriately
compensate
so
just
having
that
ability
for
the
exceptions
for
us
to
be
able
to
review
those
situations
would
allow
us
to
work
with
them
and
make
sure
that
we
can
accommodate
their
department
needs
to
get
the
work
done
and
to
appropriately
compensate
people
for
doing
that.
Work.
C
All
right,
thank
you.
I
I'm
just
really
concerned
about.
You
know
the
the
level
of
subjectivity.
That
is
a
part
of
this
process,
but
I
appreciate
your
response.
Thank
you.
D
C
D
We
already
have
a
specific
definable
criteria
and
process
that
we
use
all.
You
know
all
the
time
so
and
that's
why
we
have
a
specific
total
compensation
division
to
ensure
that
we
are
being
number
one
consistent,
we're
being
fair
and
it's
based
on
a
concrete
set
of
criteria
and
that's
been
in
place
all
along.
I
hope
that
helps
to
clarify
that.
C
No,
I
appreciate
that
director,
ferguson
and
and
it
you
know
it
provides
a
little
more
assurance.
I
I
do
know
that,
and-
and
this
is
probably
you
know-
certainly
anecdotal
anecdotal,
but
but
you
know
several
employees
feel
like
they
are
meeting
the
criteria
and
then
learn
that
that
they
are
not
so
you
know
it
becomes
a
really.
I
don't
know
sort
of
sticky
situation
to
be
to
be
in.
D
I
also
want
to
add,
if
I
may,
council
vice
president
jenkins.
We
also
have
a
process
and
again
this
process
is
already
in
place
for
employees
to
appeal,
and
that
is
the
civil
service
commission.
So
if
an
employee
feels
that
they
were
not
evaluated
fairly,
they
we
have
a
system
in
place
that
has
been
in
existence
where
they
can
actually
appeal
that
decision,
and
it
goes
through
to
our
three-member
civil
service
commission,
and
so
we
do
have
that
appeal
process
that
is
in
place.
If
any
employee
feels
that
they
haven't
been
compensated
fairly.
C
A
Dennison
any
further
questions
seeing
none.
I
will
move
to
approve
the
amendments
outlined
in
item
number
four
and
refer
that
matter
to
the
city
council.
Is
there
any
discussion
I'll
I'll
ask
the
clerk
to
call
the
role
on
item
number
four.
B
A
That
motion
carries
and
item
number
four
is
adopted.
The
final
item
on
our
agenda
is
to
extend
the
interim
designation
of
frank
reed
as
director
of
civil
rights.
I'll
move
approval
of
this
item
is
there
any.
C
Yeah.
Thank
you
mayor
brian,
I'm
just
how
what's
the
how
what's
the
length
of
time
on
the
extension.
A
This
is
this
would
be
for
a
full
additional
extension.
Mr
dollar,
I'm
looking
forward
here
on
the
report.
Do
you
have
the
answer
to
that.
B
A
Any
further
discussion
seeing
none
and
before
we
we'll
call
the
role.
I
just
want
to
thank
mr
reed
for
his
willingness
to
step
up
into
the
position.
It
is
is
greatly
appreciated
and
I
deeply
appreciate
his
work.
Mr
clerk,
you
can
call
the
roll.
A
That
motion
carries
an
item,
number
five
is
adopted
and
with
that
we
have
concluded
our
items
on
our
agenda
for
today
and
without
objection.
I
will
declare
this
meeting
adjourned.
Thank
you.
Everyone.