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From YouTube: January 12, 2021 Executive Committee
Description
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B
Good
morning
and
welcome
to
the
regularly
scheduled
executive
committee
meeting
for
january
12
2021,
my
name
is
jacob
fry
and
I
am
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
as
authorized
under
minnesota
statutes,
13d
.021
due
to
the
declared
local
public
health
emergency,
and
at
this
time
I
will
ask
the
clerk
to
call
the
role.
So
we
can
verify
quorum
for
the
meeting.
B
There
are
five
members
present.
Let
the
record
reflect
that.
We
have
a
corpsman
can
therefore
proceed
to
the
business
before
us
today.
Colleagues,
our
agendas
before
us
and
I'll
move
to
adopt
the
agenda
as
presented.
Is
there
any
discussion.
B
Seeing
none
I'll
ask
the
clerk
to
call
the
roll.
D
B
That
carries
and
the
agenda
is
adopted.
Next
we
have
acceptance
of
the
minutes
or
the
regular
meeting
of
december
8th
2020
and
I
move
acceptance
of
those
minutes.
Is
there
any
discussion.
B
C
B
There
are
five
eyes
that
carries
and
the
minutes
have
been
adopted.
That
brings
us
to
the
discussion
portion
of
our
agenda
and
there
are
three
items
today.
The
first
item
is
the
number
three
on
the
agenda
is
an
update
from
the
human
resources
department
waivers
granted
since
the
implementation
of
the
city's
hiring,
freeze
and
I'll
recognize
ms
kruger
from
the
city's
hr
department
to
give
the
update
ms
krueger.
E
E
Please
you
we'll
cover
hiring
waiver
exemptions
through
december
8th.
E
Next
slide,
so
the
number
of
waivers
that
were
received
since
the
last
report.
Again,
they
would
be
waivers
that
were
fully
executed
through
december
8th
were
142,
of
which
123
were
approved.
Eight
were
partially
approved
where
the
department
asked
for
a
number
of
vacancies
and
they
were
granted
a
a
smaller
number
than
they
requested
and
11
waivers
to
date
have
been
denied.
E
This
is
a
36
additional
waivers
that
have
gone
finished,
going
through
the
process
and
have
been
completed
since
the
last
report.
On
december
8th,
I
know
36
sounds
like
a
lot.
We
had
a
bit
of
a
backlog
in
waivers
that
go
all
the
way
back
through
the
beginning
of
october.
That
did
get
cleared
out.
So
it
includes
two
months
worth
of
waivers
plus.
I
think
we
saw
some
additional
departments
sort
of
an
increase
in
the
number
of
waivers
submitted,
as
we
got
very
close
to
budget
adoption.
E
2021
budget
adoption
in
december
and
departments
knew
that
some
of
their
long-held
positions
were
going
to
be
funded
and
wanted
to
get
kind
of
a
leg
up
on
on
beginning
the
hiring
process
for
those
positions
that
they've
been
been
holding.
E
So
an
additional
38
waivers
again
were
submitted
and
approved
it
that
encompassed
a
total
of
97
positions,
of
which
78
were
permanent
positions
and,
as
you
can
see,
the
next
slide
is
the
department
breakdown
summary
of
the
number
of
waivers
approved
by
the
department,
how
many
hires
that
included
the
cost
of
those
hires
through
2020
and
then
the
really
kind
of
the
next
one
that
I
really
sort
of
highlight
is
the
number
of
those
positions
that
were
inclusive
of
permanent
fte
hires,
of
which
there
are
through
december
8.
E
There
were
100,
almost
180,
encompassing
about
just
shy
of
13
million
dollars
again
for
the
for
the
year
of
2020.,
of
the
of
the
78
newly
approved
permanent
positions,
it
includes
a
little
more
than
half
were
in
the
police
department,
two
waivers
one
for
police
sergeant,
so
that
was
inclusive
of
15
promotions
to
police
sergeant,
as
well
as
32
police,
recruit,
hires,
so
just
kind
of
do
a
real
brief
update
on
the
permanent
positions
since
the
last
report
on
december
8th.
E
In
addition,
some
of
the
other
larger
waivers
that
included
multiple
positions
like
six
new
positions
in
3-1-1
for
taking
on
the
theft
reporting
property
damage,
parking
complaints.
Six
new
positions
were
approved
in
the
2021
budget.
E
There
were
two
promotional
waivers
in
the
fire
department
that
was
kind
of
a
trickle
down
effect
from
the
appointment
of
chief
tyner,
so
backfilling
his
position
as
well
as
a
deputy
chief
of
training.
There
were
a
number
of
positions
added
in
the
finance
department
they've
had
and
and
by
the
way.
None
of
these
were
inclusive
of
the
of
any
vacancies
due
to
people
taking
the
early
retirement
incentive.
These
were
resignations
or
longer
held
positions
that
were
included
then
in
the
2021
budget
is
funded.
B
F
Thank
you
mayor.
I
did
take
down
my
hand,
but
I
my
question
for
ms
cougar:
can
you
just
please
remind
me
what
a
partial
approval
is.
E
Councilman
jacob,
yes,
that
was
where
the
department
asked
requested
in
their
hiring
waiver,
multiple
positions
and
it
was
granted
an
approval
for
less
than
what
they
were
asking
for.
So,
for
instance,
there
was
one
in
regulatory
services
where
they
asked
requested
two
animal
control
wardens
and
one
one
was
granted
for
hire
instead
of
the
two.
So
it's
just
a
partial
grant.
E
So
again
of
the
142
waivers
received,
131
have
been
approved
of
those
you
know:
30
3,
700
positions.
By
far
the
more
the
majority
of
those
were
non-permanent,
hires
like
in
the
elections
area,
seasonal
construction,
help
in
public
works
of
that
180
were
for
permanent
positions,
and
I
usually
give
an
update
as
well
on
before
I
run
into
going
to
the
workforce
diversity
around.
You
know
how
many
vacant
positions
we
have
to
date.
I
know
one
of
the
goals
in
in
the
budget.
E
Savings
in
2020
with
the
hiring
freeze
was
that
you
know
we.
We
save
a
certain
number
of
dollars,
which
means
that
we
kind
of
keep
hiring
to
the
level
that
it
had
been
at
the
time
that
the
budget
savings
goal
was
established
in
on
june
1st.
At
that
time
we
had
275
vacancies.
E
B
Sorry,
well,
why
don't
we
just
stop
there,
as
I
believe
that's
are
you
talking
about
the
pay
equity
you're
talking
about
workforce
diversity
for
purposes
of
the
the
new
hires.
E
And
pull
pull
the
slides
up
on
my
screen
so
slide.
Number
five
for
whoever's,
driving
the
slides
of
the
179
and
a
half
positions
that
were
a
permanent
positions
that
were
approved
to
be
hired,
84
had
been
filled
through
january
6th
and
then
just
as
a
side.
I
thought
this
was
a
kind
of
a
nice
point.
You
know,
as
you
also
know,
we
had
a
number
of
positions
eliminated
due
to
2021
budget
cuts
in
departments,
and
there
were
24
employees
throughout
the
city
who
were
impacted
by
those
position.
E
Eliminations,
we
were
able
to
place
nine
of
those
employees
into
vacant
positions
that
were
approved
through
this
waiver
approval
process.
So
we
were
able
to
keep
nine
nine
city,
employees
employed
in
other
positions
through
this
process,
and
we
also
had
an
additional
six
employees
who
had
been
on
layoff
at
the
convention
center
and
a
community
service
officer
who
were
recalled
from
layoff
and
placed
into
a
vacant
position.
So
I
think
that
that
was
a
kind
of
a
good
news
story.
E
I
just
wanted
to
be
able
to
share
that
with
you,
so
the
next
three
slides
are
around
the
diversity
of
hires.
Through
the
hiring
waiver
process,
the
first
slide
is
by
gender.
Since
the
last
report
on
december,
8th,
which
included
hires
through
november
30th,
there
were
33
additional
hires,
20,
males,
13,
females
and
sorry.
My
date
on
the
bottom
of
the
first
chart
is
incorrect.
It
says
10
28
and
it
should
say
11
30.
the
chart
on
the
left-hand
side
again
is
from
11
30.
E
the
last
time
the
the
numbers
from
the
report
on
december
8th
and
then
the
chart
on
the
right
is
the
hires
by
gender.
As
of
january
6.,
the
last
report
we
had
had
68
percent
of
those
100
and
I'm
sorry,
80
80,
some
hires
were
male
and
that
did
drop
a
little
bit
on
january.
6
65
of
the
highers
overall
were
male
32
previously
for
female
hires
up
a
little
bit
to
35
percent
as
of
january
6th
and
then
hires
by
race
and
ethnicity,
again,
33
additional
hires.
E
Since
november
30th
16
of
those
hires
were
for
white
employees
and
17
bypoc,
and
you
can
see
on
the
right
hand,
chart
as
of
january.
6
of
those
82
higher
67
percent
were
white
employees,
which
is
a
decrease
from
on
november
30th
when
it
was
72
percent
and
an
increase
to
33
percent
highers
of
bypoc
employees
as
compared
to
28
on
november
30th,
and
then
the
last
diversity
chart
hires
by
hire
type
and
again.
I
think
this
is
an
important
slide.
E
It
shows
really
kind
of
a
big
distinction
between
diversity
of
hires,
whether
it's
new
hires
coming
into
the
city
brand
new
as
compared
to
the
promotional
hires.
There
have
been
more
promotional
hires
at
the
city
since
the
beginning
of
the
higher
hiring
freeze
as
compared
to
new
hires
outside
of
the
city
again
33
additional
higher
since
november
30th
17
of
those
were
new
hires
and
16
were
promotional
hires
on
the
left-hand
side
of
the
charts.
That
is
the
comparison
of
the
new
hires
from
november
30th
to
january
6th.
E
On
january
6th
we
had
an
increase
of
female
highers
from
50
up
to
50
percent
from
45
percent
and
the
last
reporting
and
a
continued
stable
41
of
the
new
hires
were
black
indigenous
or
people
of
color
hires,
and
then
on
the
right-hand
side
of
the
chart.
The
two
comparisons
for
promotional
hires.
E
We
did
have
an
increase
in
both
promotion
of
female
and
by
poc
employees
over
that
month,
time
period,
25
percent,
female
promotions
as
compared
to
21
percent
about
a
month
ago
and
25
percent
promotion
of
bypoc
employees
as
compared
to
14
the
last
reporting
cycle.
E
I
do
have
one
additional
slide
on
the
early
retirement
incentive
and
employees
who
are
opting
in
chief
human
resource
officer
patients.
Ferguson
did
ask
me
to
include
this,
as
there
might
be
some
interest
on
the
council,
so
we
will
be
having
a
replacement
planning
process
and
approval
process
coming
up
here
shortly
when
I
had
to
turn
this
report
and
it
was
prior
to
the
deadline
to
for
employees
to
submit
their
participation
form
to
opt
into
the
early
retirement
incentive.
E
If
you
remember,
we
had
three
plans
approved
to
be
offered
to
city
employees.
Two
of
the
three
plans
have
been
implemented
and
we're
done
as
of
yesterday.
The
third
plan,
which
is
for
public,
works,
the
winter
operations
group,
their
separation
date
and
process,
is
in
march
and
april
of
this
year.
E
So
this
one
that
that
third
plan
is
not
complete
yet,
but
the
first
two
plans
we
had
618
employees
eligible
to
take
early
retirement
and
actually
yesterday
was
the
last
day
for
them
to
opt
in
so
I
do
have
updated
numbers.
We
ended
up
with
123
employees
opting
in
which
is
about
20
of
the
eligibility
pool
and,
as
you
can
see,
then
I
have
a
bit
of
a
breakdown
on
my
department.
The
number
of
employees
who
are
taking
the
early
retirement
incentive
and
then
the
third
column
in
the
chart
shows
the
percent.
E
Of
those
who
are
eligible
in
each
department-
and
so
it's
a
percent
of
eligibility,
so,
for
instance,
in
9-1-1
they
had
one
employee,
take
it
which
was
13
of
their
total
eligibility,
as
you
can
see
just
kind
of
had
a
high
level
summary.
You
know
the
largest
numbers
were
basically
in
in
some
of
the
largest
departments,
which
isn't
surprising.
Public
works,
19
employees,
I'm
sorry.
Actually
those
numbers
are
up,
because
this
was
the
104.,
but
still
it's
I
think
public
works
is
around
24.
E
If
I
remember
the
last
numbers
police,
I
didn't
break
that
out
by
civilian
and
sworn
there
were
25
and
I
believe
we've
had
an
additional
seven
since
then
so
we're
at
about
32
total
finance
has
had,
I
believe,
a
total
of
18
and
they
were.
It
was
14.
A
couple
of
days
ago
we
had
a
lot
come
in
yesterday,
which
was
the
last
day
in
the
convention
center,
and
then
we
have
a
bit
of
a
breakdown.
And
again
I
can.
E
I
can
update
these
numbers
through
everybody
who
the
additional
28
who
have
opted
in
since
this
report
was
created
about
35
percent
of
the
employees
who
opted
in
to
take
their
early
retirement
incentive
about
35
percent
were
females
and
20
percent
were
by
poc.
B
Group,
I'm
just
making
sure
I've
got
my
messaging
up:
okay,
seeing
no
questions
I'll
direct
the
clerk
to
file
that
report
item
number
four
on
our
agenda
is
a
report
on
the
2021
state,
pay,
equity
implementation
policy,
and
I
understand
that
the
presentation
will
be
given
by
brenda
miller
from
our
human
resources
department.
Ms
miller.
G
Thank
you,
mayor
frye
and
members
of
the
committee,
as
I'm
brenda
miller,
I'm
the
compensation
and
classification
manager
within
the
hr,
total
compensation
department,
and
I'm
here
today
to
give
you
an
update
on
the
gender
pay
equity
tests
that
we
submit
to
the
state
each
year
and
ask
for
permission
to
submit
the
final
results.
Next
slide.
Please,
as
you
may
recall,
state
statute
requires
that
we
submit
to
the
gender
pay
equity
test
every
three
years
and
we'll
be
submitting
our
final
data
for
2020
and
on
february,
2nd
of
2021.
G
So
the
good
news
is,
is
that
this
time
around
the
city
passes
all
three
tests
and
remember
80
is
passing
so
on
the
underpayment
test,
or
I
think
I
called
it.
The
statistical
analysis
test
the
last
time
we
reviewed
this
just
quickly.
It's
a
predicted
pay
line,
that's
created
using
linear
regression
based
on
points
for
points
and
pay
for
male
jobs.
G
The
calculation
is
the
percent
of
male
jobs
below
the
predicted
pay
line
divided
by
the
percent
of
females
below
the
predicted
pay
line,
and
we
pass
at
93
percent.
Just
as
a
side
note,
we
were
at
92
percent
the
last
time.
We
did
this
analysis
or
presented
the
analysis
to
you.
So
we've
made
some
a
small
improvement
in
that
regard.
G
G
So
the
third
test
is
the
one
that
we
had
trouble
with,
so
this
compares
the
average
number
of
years
to
reach
the
top
step.
It
compares
the
number
of
females
to
the
average
number
of
excuse
me,
the
number
of
males
divided
by
the
number
of
females
jobs
and
the
earlier
tests
we
didn't
pass.
So
again.
If
you
recall,
with
your
approval,
we
reduced
the
number
of
steps
for
select
female
dominated
jobs,
and
some
individuals
saw
pay
increases.
G
The
city
is
now
at
81
percent.
We
were
at
76,
so
the
good
news
is
that
we
pass
next
slide.
So
our
next
steps
is
that
the
pay
equity
rules
require
that
the
governing
body
of
each
jurisdiction.
So
the
city
council
in
our
case,
must
review
and
approve
the
submission
of
the
pay
equity
implementation
report
and
therefore
we're
requesting
your
approval
to
submit
the
city's
data.
G
G
Our
2021
pay
equity
goals.
We
want,
as
I
mentioned
before,
we
want
to
focus
on
race
based
pay
equity.
G
Some
preliminary
analysis
that
we've
done
found
no
significant
correlation
between
race
and
pay
for
the
city,
and
we
also
looked
at
at
gender
pay
equity
and
about
and
found
through
preliminary
analysis
that
there
was
no
significant
correlation
between
gender
and
pay.
Now
we're
going
to
do
some
more
analysis
on
that,
so
stay
tuned,
stay
tuned
to
hear
more
on
that.
D
G
President
ben
I'm
sorry
it
it,
it
looks
at
the
annual
pay,
so
it
wouldn't
have
included
furloughs.
D
To
me
it
seems
you
know
you
know
so
I
I
repeatedly
raised
questions
and
concerns
about
the
gender
impact
of
the
furlough
policy
that
we
enacted
and,
of
course,
was
told
many
times
that
it
was
really
kind
of
based
on
the
negotiations
that
the
coordinator's
office
would
be
leading
with
the
bargaining
units.
I
understand
that
that's
the
reality.
D
D
Yeah
I
mean
that
seems
important,
at
least
for
our
own
information.
I'm
not
sure
what
the
state's
requirements
are,
but
it
certainly
seems
in
the
spirit
of
meeting
the
requirements
to
understand
the
actual
pay
that
people
received
in
in
2020
sure
I.
H
D
What
do
you
think
is
the
situation
if
that
furlough
impact
makes
it
so
that
we're
not
meeting
the
state's
pay
equity
goals.
G
It
it
shouldn't
impact
our
pay
equity
analysis,
because
we
look
at
their
their
compensation
as
it
states
on
the
hres
system,
which
is
what
their
target
base
salaries
are.
So
their
target-based
salaries
wouldn't
have
been
impacted
by
the
furlough,
although
in
reality
they
will
make
less
than
what
their
salary
in
our
hres
system
states.
B
F
Just
wanted
to
echo
the
council
president's
concerns,
and
we
know
that
nationally,
the
pandemic
has
widely
disproportionately
impacted
women
in
the
workplace
from
from
losing
their
jobs
to
being
more
more
susceptible
to
furloughs.
F
You
know
the
the
union
negotiations,
I
I
I'm
still
confused
about
how
all
of
that
went
down
and
how
you
know.
Different
departments
can
participate
in
others,
it
seems
like
the
the
departments
with
the
heaviest
male
representation
declined
and
consequently,
really
impacting
women,
and
so
I
I'd
like
to
see
both
of
those
those
reports
and-
and
we
need
to
be
trying
to
figure
out
ways
to
to
overcome
and
to
write
this
situation.
F
I
mean
the
pandemic
itself
is
bad
enough,
but
then
women
are
losing
income
losing
their
jobs.
It
really
is
deeply
disturbing.
G
B
Also
I'll
move
to
authorize
the
submission
of
this
report
and
refer
the
matter
to
the
city
council.
Is
there
any
other
discussion.
G
D
Think
that
the
report
should
be
reflecting
the
reality
of
salaries,
but
I
just
wanted
to
clarify
my
my
comments
and
questions,
and
that
vote
was
certainly
not
directed
at
the
women
who
just
presented
this
report.
I
appreciate
so
much
your
work
and
that
and
the
willingness
to
come
back
with
that
information
that
you
just
offered.
So
thank
you
very
much.
B
Thank
you.
Apologies,
I'm
looking
off
of
both
the
hand
raise
as
well
as
the
the
messages,
and
I
must
have
missed
the
message
there.
So
the
final
item
on
our
agenda
today
is
the
interim
designation
of
brett
jelly
as
the
director
of
public
works
and
I'll
move.
The
approval
of
this
item
is
there
any
discussion.
B
I
will
start
out
anyway
and,
as
you
know,
our
amazing
public
works
director.
Robin
hutchison
is
leaving
the
city
of
minneapolis
and
we
have
been
so
extraordinarily
lucky
to
have
her
she's.
Such
a
talented
leader
here
in
the
city
has
inspired
some
amazing
work
and
and
I'll
save
my
time
to
really
gush
about
robin
for
this
friday's
council
meeting.
B
But
during
her
time
here
in
minneapolis,
she's
led
what
is
the
largest
department
with
with
confidence
and
grace,
and
that's
from
day-to-day
activities
like
waste
collection,
snow
removal,
sewer,
pothole,
filling
that's
ensuring
that
our
residents
have
a
safe
drinking
water
and
she's,
really
never
shied
away
from
digging
into
the
really
hard
challenges
our
city
faces,
supporting
homeless
encampments
with
with
barriers
or
trash
pickup
or
additional
amenities,
and
digging
into
areas
that
traditionally
anyway,
public
works
directors
have
not
been
as
involved
in
and
and
all
of
this,
with
with
a
mind
for
full
accessibility
into
our
transportation
system
for
all,
as
well
as
sustainability,
and
so
robin
we're
really
going
to
miss
you
with
director
hutchinson's
departure.
B
I'm
I'm
very
proud
to
nominate
brett
jelly
to
serve
in
this
interim
role
as
as
public
works
director,
he
has
done
a
an
exceptional
job
throughout
he's
he's
been
a
mainstay
in
this
department
and
someone
that
you
can
really
go
to
when
you
need
great
work
done
he's
his
current
role
as
director.
A
deputy
director
he's
overseeing
the
solid
waste
and
recycling
fleet
administration
he's
served
18
years
now
in
the
city,
and
I
know
he'll
be
very
well
supported
by
an
incredible
staff
in
public
works,
so
brett.
B
Thank
you
so
much
for
your
willingness
to
take
the
lead
here.
We
greatly
appreciate
it
any
questions
or
or
or
further
comments.
F
Thank
you,
mayor
frye.
I
you
know,
I
will
speak
to
the
departure
of
director
hutchinson
a
little
bit
today
and
more
so
on
friday,
but
she
has
been
one
of
my
closest
partners
in
really
trying
to
address
this
really
challenging
issue
at
38th
and
chicago,
and
so
I
am
going
to
sorely
miss
her
partnership
and
and
outside
of
the
box.
Thinking
around
this
issue
and
and
so
many
other
innovations
that
director
hutchinson
has
brought
to
the
city
of
minneapolis,
she
will
be
sorely
missed.
F
I'm
I'm
happy
that
you
are
nominating
mr
jelly
for
this
interim
role.
We
we
worked
together
as
as
policy
aides,
and
he
was
you
know
the
council
member
that
he
worked
with
councilmember
coleman.
Roy
was
chair
of
the
public
works.
F
Department,
I
mean
committee,
and
so
mr
jelly
has
been
just
deeply
ingrained
in
in
the
mechanisms
of
public
works,
for
as
you
noted,
18
years.
So
I
I
think
it's
a
great
choice
and
I'm
happy
to
support
this
interim
designation.
D
Thank
you,
mayor
I'll,
save
my
comments
about
dr
hutchinson
as
well,
but
I
was
involved
in
recruiting
her
and
the
search
process
that
led
to
really
looking
for
someone
with
a
very
specific
set
of
leadership,
skills
and
values,
and
she
will
be
missed.
Of
course,
that
was
in
the
last
administration.
D
I
just
wondered
if
you
or
mr
jelly
could
talk
about
kind
of
the
direction
of
the
department
from
here.
I've
gotten
a
lot
of
questions,
of
course,
because
we
just
adopted
the
transportation
action
plan
and
we're
at
a
pretty
pivotal
moment
for
really
making
good
on
the
promises
of
that
plan,
which
thousands
of
residents
of
our
city
and
stakeholders
participated
in
shaping.
That
is,
of
course,
just
one
of
the
things
that
public
works
leads
from
our
store
water
and
sewer
system
to
the
fleet.
D
All
of
these
things
that
have
been
really
focused
with
the
lens
on
racial
equity
and
environmental
sustainability.
So
I
wonder,
mr
jelly.
I
know
that
this
has
moved
very
quickly,
but
I
wondered
if
we
could
hear
from
you
a
little
bit
about
how
you
are
thinking
about
these
things.
As
you
step
into
the
interim
role.
A
Thank
you,
mayor
frye,
council,
president
bender.
First,
since
I
have
a
moment,
I
also
want
to
acknowledge
and
thank
director
hutcheson
robin
has
been.
A
It's
just
been
a
joy
to
work
with
her.
She
came
into
the
department
and
set
and
articulated
a
vision
from
the
start,
and
it's
been
able
to
work
alongside
her
for
the
last
four
and
a
half
years,
and
you
know
just
on
a
personal
note,
I'm
going
to
miss
her
and
look
forward
to
and
wish
her
the
best
of
luck.
Council,
president
bender
to
your
your
question.
A
You're
right,
there's
a
lot
of
of
great
work
that
is
moving
forward
and
I
think
in
my
role
as
the
as
an
interim
director.
Really
I
want
to
keep
the
operations
moving
forward.
The
department's
full
of
of
employees
who
take
pride
in
making
the
city
better
we're
doing
the
work
every
day
and.
A
They're,
there
is
just
such
a
great
team
between
deputy
director
and
city
engineer,
brian
dodds
and
the
rest
of
the
directors
who
have
really
been
leading
this.
This
work
alongside
robin
that
my
hope
and
goal
would
be
to
keep
everything
moving
forward
as
it
is
today.
B
Seeing
none
and
please
speak
up
if
I've
missed
you
somehow,
but
seeing
none.
I
will
ask
the
clerk
to
call
the
role
on
item
number
five.