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From YouTube: October 19, 2021 Executive Committee
Description
Additional information at
https://lims.minneapolismn.gov
B
Good
morning
and
welcome
to
the
regular
meeting
of
the
executive
committee
for
october
19
2021,
my
name
is
jacob
fry
and
I'm
the
chair
of
this
committee.
As
we
begin,
I
will
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
13.021
due
to
the
declared
local
public
health
emergency.
B
B
B
E
B
F
F
F
The
met
council
was
based
on
our
estimate
was
195
741
and
ramsey
county
was
172
740
for
an
overall
average
of
180
000,
for
so
the
way
that
the
appointed
salary
schedule
is
set
up.
The
second
step
of
the
salary
schedule
should
align
with
the
market
average,
so
it
should
align
with
that
180
409,
however,
as
you
can
see,
from
the
ranges
below
the
current
range
step,
two
is
at
171
305,
which
is
below
our
market
rate
of
1.8409.
F
Next
slide,
so
I'm
sorry,
I
we're
requesting
that
you
adopt
the
the
new
salary
schedule
for
the
cfo,
we're
also
requesting
the
cfo
market
adjustment.
So
the
current
cfo
is
paid
on
step.
Four
at
178
225
and
the
proposed
cfo
salary
is
that
she
remain
on
step
four,
but
her
new
salary
would
be
187
698
based
on
the
new
salary
schedule,
and
that
would
be
an
increase
of
9,
473
or
5.3
percent,
and
with
that
I'm
available
for
any
questions.
F
G
B
B
H
Thank
you
very
much.
I
am
I'm
curious,
but
first
of
all
I
want
to
make
sure
that
the
department
has
the
funding
and
the
current
budget
to
pay
this
and
on
an
ongoing
basis,
and
secondly,
I'm
wondering
if
we
have
plans
to
be
checking
on
other
positions,
because
it
sounded
like
we
just
kind
of
learned
some
information,
and
so
we
thought
we'd
do
a
market
analysis
of
this
position,
which
worries
me
a
little
bit
that
we
may
be
behind
in
other
area.
Other
positions
that
we're
not
keeping
up.
H
F
I
We
we
started
doing
these
analyses
of
these
positions
over
a
year
and
a
half
ago,
almost
two
years
ago,
and
then
with
covet
everything
sort
of
stopped,
and
I
think
what
we
started
to
notice
is
that
there
were
a
number
of
these
types
of
positions
that
were
open
and
we,
the
urgency
was,
I
think,
increased,
quite
a
bit
as
a
result
of
that,
and
so
I
don't
know
director
ferguson
if
you'd
like
to
add.
Thank
you.
A
E
You
know
some
detailed
background
on
it,
both
here
and
before
the
committee
meeting.
I
do.
I
think
my
colleagues
were
asking
really
good
questions
about
kind
of
the
overall
status
of
department
and
division
director
salaries-
and
you
know,
even
if
this
analysis
is
completed
in
the
next
few
months,
you
know.
What's
the
levia
set
in
the
budget
is
written
for
next
year.
E
It
it
constrains
our
flexibility,
so
I
think
it
would
be
helpful
to
follow
up
and
and
just
kind
of
see
if
we
can
get
a
bit
of
a
timeline
for
how
that
analysis
is
going
and
what
things
might
need
to
be
adjusted
next
year
kind
of
out
of
the
budget
cycle.
And
then
what
might
be
a
good
strategy
to
think
about
the
longer
term.
E
A
B
B
You
know
that
she's
extremely
intelligent,
she's,
confident
she's,
compassionate
she's,
an
excellent
leader
all
together
and
we've
also
seen
her
leadership,
show
up
as
a
very
active
member
of
women
with
the
acronym
and
mben,
perhaps
most
important.
She
has
always
really
prioritized
our
residence
in
the
work.
E
E
You
know
they're
enforcing
rules
and
regulations
and
in
some
ways
it
could
be
thought
of
as
a
very
straightforward
activity.
But
we
know
from
our
work
that
this
department
touches
the
public
so
frequently
and
so
deeply,
and
that
there
is
a
really
big
opportunity
there
to
think
about
how
we
can
make
sure
our
values
are
guiding
that
work
and
that
this
department
is
a
full
partner
in
getting
the
outcomes
that
we
want
around
public
safety
and
housing
stability
around
racial
equity.
E
And
then
I
also
you
know,
regulatory
services
has
been
doing
some
of
the
most.
I
think
innovative
and
impactful
work
in
supporting
its
own
employees,
both
through
the
transition
to
the
pandemic,
as
well
as
dealing
with
the
aftermath
of
george
floyd's
murder,
and
all
of
the
you
know,
impacts
that
that
had
on
our
workforce,
and
I
think
it's
really
a
model
for
how
we
can
think
about
supporting
staff
emotionally
and
professionally.
E
G
G
There
is
a
lot
of
I
think,
equity
concerns
that
the
regulatory
services
department
can
help
us
to
rectify,
as
well
as
being
a
part
of
the
reimagining
public
safety
and
how
that
is
going
to
play
out
or
is
playing
out
in
in
our
city
and
and
then
internally.
As
the
council
president
spoke
about,
you
know
supporting
the
workforce
in
regulatory
services
serving
as
a
model
for
how
to
incorporate
equity
into
our
workplace
as
an
ongoing.
B
J
J
J
I'm
going
to
continue
to
support
well-established
pathways
for
employees
to
develop
and
grow
and
advance
within
the
city
and
stay
to
retain
specifically
our
bypac
employees,
so
they're
thriving.
That's
why
we
have
really
leveled
up
and
doubled
down
on
our
equity
and
inclusion,
and
it
has
become
the
way
we
do
work
here
in
reg
services.