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From YouTube: Budget Review Subcommittee on General Government, Finance, Personnel and Public Protection (8-2-23)
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B
A
Good
morning,
let's
we
can
go
ahead
and
get
started.
We
are
short
one
in
terms
of
setting
Quorum,
so
we
are
going
to
pass
over
the
approval
of
the
minutes
until
we
get
one
more
person
in
here
and
so
so
we're
gonna
we'll
do
that
for,
but
right
now
I'm
going
to
go
ahead
and
call
the
roll.
Thank
you.
A
Good
morning
go
ahead,
my
mic
was
not
on
so
I
apologize,
so
go
ahead
and
introduce
yourself
to
the
committee
and
you
hit
the
floor
for
that.
Yes,
sir
yeah,
that's
what
I
had
to
do
too
yeah.
A
E
Not
so,
anyway,
the
map
in
front
of
you,
it's
the
map
that
we've
used
for
years
since
the
project
began
generally
represents
the
network
and
where
it's
at,
as
you
can
see,
it's
in
all
120
counties,
the
red
lines
that
you
see
that's
the
backbone,
and
that
shows
the
six
rings
that
that
we
did
Construction
in
that's
the
numbers:
1A
1B,
2,
3,
4
and
5..
E
The
blue
lines
are
the
laterals
where
it
extends
into
each
County,
and
the
shaded
areas
is
the
geographic
areas
that
our
local
Partners,
who
constructed
and
then
maintain
the
network,
the
areas
that
they
operate
in
you
go
to
the
next
slide.
E
So
the
thing
to
remember
about
us
is
we
provide
service
to
state
government
agencies,
executive
branch
agencies,
the
kctcs
system
and
the
public
universities.
Eventually
we
haven't
connected
them
yet,
but
we
will
we're
the
First
Nation
to
build
a
network
of
first
state
in
the
nation
to
build
a
network
like
this
construction
is
I,
mean
we're
literally
on
the
one
inch
line,
there's
a
small
Gap
in
Far
Western,
Kentucky
and
Lyon
County
that
they're
finishing
up
right
now.
E
We
think
all
the
fiber
is
done,
and
so
we
got
a
couple
weeks
to
do
the
splicing
and
testing
of
the
fiber
in
that
area.
Right
now
we
have
427
sites
online
that
we've
connected
388
of
those
are
executive
branch
agencies.
39
of
them
are
kctcs
campuses.
We've
also
reached
an
agreement
with
the
administrative
office
of
the
courts
to
add
them
to
the
network.
E
That's
another
118
sites
that
will
begin
migrating
soon
and
when
everything
is
done,
we'll
have
764
sites
connected
to
the
network,
most
of
the
ones
that
we've
connected
all
the
ones
we've
connected
have
been
in
rings:
1A,
1B,
2,
3
and
5
ring
four.
Since
construction
is
finally
finishing
up,
we'll
then
begin
to
move
those
in
that
area.
E
F
Let
me
walk
through
availability
payments,
what
they
are
and
try
to
explain
why
currently
we're
facing
a
challenge
with
regard
to
estimating
them
they're
our
primary
budget
driver,
as
it's
been
the
case
since
the
project
began,
the
project
and
the
deal
are
very
document
driven
by
that
I
mean
the
deal
construct,
tells
us
what
we
need
to
do
and
what
we
have
to
do
for
a
portion
of
availability
payments
or
APS
the
Commonwealth
Bears,
the
inflation
risk.
F
Now
we
can
debate
the
wisdom
of
that
all
day
long,
but
the
fact
is
that
that's
what
the
documents
say.
You
know
what
was
agreed
to
when
the
deal
was
put
together.
Excuse
me
for
the
eight
years
we've
paid
availability
payments.
This
hasn't
been
a
problem.
Inflation
was
benign
and
they
easily
managed
within
the
nominal
increase
every
year.
F
That's
currently
not
the
case.
As
everyone
knows,
inflation's
raised
its
head
for
a
while
was
accelerating,
which
increases
our
challenge,
but
it
seems
like
it's
abating
a
bit,
which
is
a
good
thing.
There's
two
primary
components
to
the
AP
there's
the
capital
component,
which
is
fixed
at
a
2.5
percent
growth
rate.
Now
what
that
means
is
the
bondholders
and
other
creditors
have
taken
the
inflation
risk
on
that
piece.
F
The
remainder
is
escalated
with
inflation,
there's
two
components
to
the
inflation
escalation:
one
is
labor
and
one
is
materials
and,
in
addition
to
to
the
rate
risk
that
the
inflation
rate
of
labor
materials
poses
the
deal
construct,
presents
timing
and
data
challenges
that
impact
the
AP
budget
and
the
AP
budget
estimation
we're
reliant
on
federal
BLS
data
as
Bureau
of
Labor
Statistics,
and
the
deal
documents
require
us
to
use
the
March
that
precedes
the
upcoming
fiscal
year
to
set
the
rate.
It's
a
blended
rate.
F
F
F
24
to
27
months,
fiscal
26.,
we're
currently
working
on
the
data
for
the
estimate
for
25
and
26,
and
we
should
have
something
soon.
They
were
all
comfortable
with.
As
I
mentioned,
the
good
news
is,
inflation
is
abating,
so
we're
not
dealing
with
accelerating
inflation,
which
would
make
the
estimating
even
more
challenging.
F
As
I
said,
the
capital
component
is
fixed.
That
mitigates
the
impact
and
then
the
labor
rate
of
inflation
has
historically
always
been
below
the
material
rate.
For
instance,
recent
numbers
are
about
50
percent,
labor
is
50
lower
than
materials,
and
since
we
take
a
blend
that
softens
the
impact
a
little
bit
also
we're
working
through
the
data.
Now
my
best
estimate
right
now,
where
we'll
come
out,
because
again
it's
only
a
third
and
part
is
materials.
F
G
Thanks
I
also
want
to
share
with
the
committee,
in
addition
to
our
biennium
budget,
that
we're
working
through.
We
have
submitted
two
capital
budget
plans.
We
presented
those
to
the
capital
Advisory
Board
in
may.
We
have
a
system
refresh
or
an
infrastructure,
upgrade
that
we
have
placed
12.9
million
in
capital
funding
requests
in
for
the
next
biennium.
That
is
a
a
10-year
marker
in
the
project
agreement.
G
So
it's
a
30-year
agreement
signed
a
2015.,
so
in
2025
at
the
10-year
mark
we
have
a
process
where
we
need
to
assess
the
equipment
in
the
network,
any
equipment,
that's
you
know
going
out
of
service
or
past
its
maintenance
State.
You
know
we
will
look
at
replacing
or
referring
we
do
not.
We
are
currently
doing
that
exercise
now
to
identify
all
that
equipment
and
what
expires
on
which
dates
would.
G
We're
currently
going
through
the
exercise
of
looking
at
all
the
equipment
and
and
the
exact
dates
that
equipment
will
need
to
be
replaced.
So
we'll
refine
these
numbers,
as
we
have
the
exact
equipment
that
needs
to
be
replaced
in
26.,
but
right
now
we're
estimating
12.9
million
in
equipment
in
the
next
biennium
and
then
the
other
one
is
an
infrastructure
purchase
for
the
Telecommunications
shelters.
We've
got
12.4
million
in
a
capital
plan
that
we
presented
to
purchase
the
Telecommunications
shelters
that
house
the
core
node
equipment
around
the
Commonwealth.
E
H
H
Equally
important
Mr
Hendricks.
This
is
my
second
comment.
We
don't
talk,
you
know
in
this
body.
We
don't
talk
about
this
a
lot,
but
we
probably
should
talk
about
this
more
because
if
Kentucky
is
truly
going
to
be
a
competitive,
State
and
a
great
state
in
the
century,
we've
got
to
get
everybody
to
have
Broadband
access
as
soon
as
possible.
H
I've
been
a
proponent
of
this
project
ever
since
the
first
governor
Brashear
proposed
this,
you
know
back
in
2014.,
I've
been
totally
behind
this
and
been
an
advocate
for
this
from
the
very
beginning,
and-
and
we
have
got
to
get
this
done
as
a
state
I
mean
this-
is
as
important
as
anything
else.
We
do
in
this
day,
I'm
sure
you
would
agree
with
that.
E
H
E
H
So
I'm
glad
we're
leaving
off
with
this
today,
because
we
don't
talk
about
this
a
lot
in
the
legislature,
but
but
it
is
as
important
as
anything
we
we
do
it
it's
certainly
in
the
top
three
of
anything
we
do
in
this
state.
Yes,.
E
A
You're
welcome
Senator,
quick
question.
If
I
recall,
schools
were
supposed
to
be
included
in
this
and
then
could
you
give
me
a
quick
update
on
how
that's
unraveling.
E
Originally
they
had
talked
about
adding
them,
but
they
we
dropped
those
out
back
in
2015.
that
was
175
sites.
That's
if
you
look
back
historically
you'll
see
that
our
number
of
sites
it
moves
and
truthfully
it's
always
going
to
do
that.
This.
It's
an
organic
network
is
the
way
I
like
to
describe
it.
Sites
come
on
sites
move
state
agencies,
move
from
one
part
of
the
street
to
another
part
of
the
street.
We
add
agencies
and
then
offices
get
shut
down.
So
you'll
see
that.
A
I
Yes,
thanks
Mr
chairman
just
a
question
for
you:
I
am
a
just
like
Senator,
said:
I'm
proponent
of
Wi-Fi
access
and
getting
everybody
online
throughout
our
state.
But
the
issue
I
have
with
the
organization
is
that
you
know
you
just
stated:
it
serves
only
public
agencies.
Is
that
correct?
Yes,
so
you
really
don't
have
any.
E
E
I
Can
two
then
two
questions:
can
you
give
us
an
update
on
that
part
of
the
project
as
far
as
I
may
have
missed
it?
But
if
you
can
update
us
on
that
and
then
how
do
you,
if
you
were
in
our
position,
how
do
how
do
you
justify
the
hundreds
of
millions
of
dollars
that
we
spent
Commonwealth
spent
to
connect
public
agencies
in
a
project
like
this,
where
the
public
agencies
could
probably
be
covered
by
a
commercial.
E
I
E
So
in
case
I
forget
it
so
the
first
question
there
is
there
was
I
said
there
was
a
revenue
share.
We
were
supposed
to
get
from
open
fiber.
It
depended
upon
the
type
of
service
that
they
provided.
If
it
was
a
dark,
Five
release,
it
was
90.
If
it's
lit,
Fiber
service
is
75
percent,
the
only
date
we
have
that
they
will.
We
will
begin
to
receive
that
Revenue
share
is
2032..
That's
a
date
that
open
fiber
told
the
legislative
research
commission's
oversight
committee
in
their
Broadband
report
in
20
summer
2022..
E
E
Frankly,
the
speeds
and
where
we're
at
we
an
interstate
highway
and
I,
think
that's
how
you
would
heard
representative
you
know,
Hal
Rogers
describe
it.
I
think
he
called
it
the
the
highway
at
one
point,
but
so
we
have
a
network.
That's
down
into
all
those
areas.
E
All
120
counties
from
the
smallest
counties
like
Robertson
County
to
the
largest
counties,
so
I
think,
rather
than
seeing
this
as
as
a
waste
of
money,
we
built
an
asset
that
the
state
owns,
that
we
can
give
access
to
the
public
through
our
vendor
and
that
they
can
get
the
benefit
of
it
and
at
the
same
time
you
know
we've
we're
paid.
We
are,
we've
shifted
the
money
that
we
were
paying
those
private
carriers
and
we're
providing
five
times
the
speed
that
they
were
receiving
under
those
private
previous
contracts.
E
So
we've
gotten
faster
speed
for
customers
for
our
customers
being
state
agencies.
We
have
better
access,
hopefully
for
the
cust
for
the
people
Statewide,
and
that's
really
what
this
is
about
right.
How
do
we
benefit
the
citizens
by
improving
economies?
You
know
bringing
jobs,
Better,
Health,
Care,
all
those
kinds
of
things
add
up.
E
Somebody
went
and
interviewed
them
and
said
how's
how's
it
working
for
you
and
what
that
person
told
us
was
in
the
afternoons.
They
would
just
get
the
blue
Circle
of
Death.
You
know
we
all
get
that
when
you're
sitting
on
your
computer
and
it
just
sits
there
and
Spins
right
and
you're
like
oh,
oh,
no
I
got
to
call
cot
now,
but
anyway
they
they
said
that
they,
essentially
you
know
it
cut
into
their
ability
to
do
their
work.
E
I
Chairman
just
a
couple
more
statements,
the
yeah
I
would
just
say
that
you
know
nine
years
from
now
you're
saying
when
your
first
guarantee
is
for
your
vendor.
I
would
say
that's
way
too
long
to
be
waiting
around
for
the
vendor
to
to
start
generating
cash
for
the
Commonwealth
and
I.
Can
I
can
appreciate
better
service
for
state
government
and
the
bureaucracy.
But
you
know
the
amount
of
money
that
we
have
put
into
this
program
is
just
unbelievable,
and
it's
it's
too
much
for
me.
I
I
believe
we
probably
could
have
been
served
in
by
a
commercial
vendor
in
much
better
fashion,
but
I
know
y'all
are
working
on
it.
It
sounds
like
you're
trying
trying
hard
but
I
believe
we
need
to
continue
to
press
forward
on
this.
The
availability
payments
and
the
things
that
are
stressing
our
budget
are
just
incredibly
hard
to
understand
at
this
point.
So.
E
F
Senator
one
additional
answer
to
one
of
your
questions.
You
said
that
agencies
could
get
better
pricing
today
in
the
marketplace.
That's
absolutely
true,
but
that
was
not
true
back
in
2013
and
14.
when
this,
when
this
I
was
not
here
yet
when
this
deal
was
envisioned,
it
was
we
had
reams
of
data
that
showed
that,
within
the
Commonwealth,
the
price
gouging
that
was
going
on
because
of
limited
competition
severely
limited
competition
was
more
than
two
times
surrounding
states.
What
pricing
at
competitions
increase
now
I,
don't
want
to
be
too
self-serving.
F
D
E
D
D
F
Yes
dollars:
don't
leave
the
Commonwealth
Kentucky
white
operations,
company
expenses,
Debt
Service
and
Equity
return
series,
a
b,
subordinate
debt
and
Equity
return.
If
I
had
to
estimate
54
55
of
the
budget
and
then
there's
the
maintenance
of
the
organization,
which
is
another
20
25
percent.
D
D
Louisville's
has
got
some
serious
good
5G,
so
you
guys
would
take
it
over
take
over
what
they
have
now
say.
E
Flow
into
our
there's,
a
it's
reserved
funds,
I
believe
is
it
that's
called
restricted
funds
that
flows
into
us
that
well,
essentially,
what
we
do
is
the
money
that
agencies
were
paying
for
their
internet
before
is
just
repurposed
and
sent
to
us.
So
it's
unplugged
Revenue.
That's
one
way
to
think
about
it.
D
Yes,
the
universities
will
they'll
be
a
term,
and
just
two
more
so
you
mentioned
Owen
County.
Let's
say
that.
E
D
E
The
original
plan
had
approximately
a
thousand
sites
that
were
going
to
be
connected
and
cot,
Finance
Administration
cabinet
was
part
of
that
decision.
So
it's
if
cot
calls
us
and
says
we
want
you
to
add
this
maintenance
garage
in
Marion
County.
We
add
it,
so
we
work
with
them
to
decide
who's
going
to
be
on
and
who's
not
going
to
be.
D
Voted
for
this
operation
and
initiated
it
and
I
consider
it
one
of
the
worst
decisions
Kentucky
has
ever
made
because
it
has
been
every
time
I
talk
about
it,
I
go
on
a
slow
burn
because
it's
it's,
there
were
so
many
loose
ends
and
you
know
I,
don't
think
we're
getting
the
bang
for
our
buck.
Maybe
in
the
future
we
will.
You
say
in
2032.
The
whole
state
will
be
served
right.
D
A
Representative
Johnson
hit
the
floor.
B
Thank
you
Mr
chairman,
so
the
inflation
which
is
very
real
and
maybe
I'm
missing
if
I
did
I
apologize,
but
was
there
a
funding
request
in
there
somewhere
did
I
hear
a
number
a
number
I
missed,
or
is
that
going
to
be
cot?
That's
going
to
come
to
us
and
say
they
want
more
money
or
be
all
good
or.
E
J
And
the
versus
the
original
cost
and
could
y'all
put
together
some
numbers
if
everything
had
worked
as
it
was
supposed
to
where
we'd
be
today
and
then
were
we
the
actuary
numbers
of
where
we
are
today
and
then
I
think
what
I
heard
you
say,
the
inflationary
cost
is
only
based
on
about
a
third
of
it,
because
other
two-thirds
are
already
figured
in
by
the
subcontractors
on
their
liability.
Well,.
F
That's
correct:
the
capital
portion
is
fixed
right
and
that's
a
risk
that
the
investors
and
and
bondholders
took
now
as
it
turns
out.
They
took
the
wrong
side
right.
A
2.5
increase
annually
back
in
2013,
looked
pretty
good.
Inflation
was
one
percent
zero
one
point
one
percent,
so
they
were
growing
at
2.5
percent
a
year,
which
means
Debt
Service
Grows
by
that
much
and
payments
to
equity
Etc.
F
Now
that
doesn't
look
like
such
a
good
decision
correct,
but
that's,
but
that
is
a
blessing
to
us,
because
that's
two-thirds
of
the
APA
give
or
take
the
other
third.
What
was
negotiated
back
in
1314.
F
does
move
with
inflation,
so
their
annual
change
up
until
now
has
been
less
than
2.5
percent.
So
relative
to
what
the
investors
got,
you
would
look
as
a
as
another
vendor.
F
F
It's
it's
also
fortunate
that
we
have
the
labor
piece
in
there,
because
an
unfortunate
fact
in
the
United
States
is
that
labor
growth,
labor
payments
grow
slower
than
materials.
Do
and
it's
a
big
difference.
It's
50,
plus
I.
J
J
So
if
you
could
get
us
some
numbers
like
that,
if
it,
if
you
don't
mind
if
that's
possible,
so
that
we
can
get
a
grasp
of
the
overall
cost,
the
overall
additional
cost
and
where
we're
at
so
and
for
me
personally,
this
is
more
as
a
learning
experience
so
that
we
we
don't
enter
into
another
contextual
agreement,
such
as
what
we've
got
now
that
just
goes
beyond
anything.
We
could
have
ever
asked
or
imagined
as
far
as
overruns
and
things.
E
We'll
work
on
Gathering
that
information
and
to
kind
of
briefly
answer
one
of
your
questions
or
your
comments,
the
the
refresh
or
the
refurbishment
of
equipment.
That
was
always
at
the
Commonwealth's
risk
that
was
not
built
into
the
project
it
could
have
been.
It
would
have
just
increased
the
cost,
the
amount
that
we
presented
to
Capital
Advisory
Board,
that's
the
amount.
E
So
that's
why
we
press
so
hard
on
that
Bender
to
your
second
question
about
the
Huts.
That
was
not
a
part
of
it.
They
just
started.
J
J
A
K
E
G
And
purchase
with
2015
we
did
use
that
equipment,
but
because
of
the
project
delays
again,
the
network
turned
up.
You
know
in
2020
for
most
of
the
nodes.
You
know
the
equipment
was
five
years
old
when
we
were
installing
it
and
with
a
usually
an
approximate
10-year
life
on
this
equipment.
It's
pretty
standard
in
the
industry
about
every
10
years.
This
equipment
will
need
to
be
refreshed
or
upgraded.
K
G
Yes,
and
in
the
project
agreement,
you
know
that
we
we
implemented
in
2015
that
goes
through
2045.
they're
every
10
years,
so
20,
25
and
2035.
That
was
contemplated,
that
there
would
need
to
be
an
inventory
of
all
the
equipment,
and
you
know,
equipment
refreshed
as
needed
to
Doug's
comments
earlier.
The
funding
for
that
was,
you
know,
left
as
a
commonwealth
obligation.
A
A
Representative
I'm
sorry
we're
having
technical
issues
with
our
speakers.
So
if
you
don't
mind
just
up
the
volume
a
little
bit
you're
doing,
fine
I
know
you
have
it
on,
but
just
up
the
volume.
So
we
can
hear
it
back.
K
G
So
so
the
entire
Capital
plan
for
the
equipment
refresh
the
total-
is
44
million
over
the
six
years.
So
it's
spread
over
the
next
three
by
India
for.
G
And
it
was
16
points
we're
going
by
memory
and
then
the
last
biennium
was
13,
some
change,
but
the
total
cost
we
requested
was
44
million,
and
that
is
what
was
listed
in
the
project
agreement
as
the
estimate
at
the
10-year
refresh
and
to
Doug's
comments
earlier
we're
currently
going
through
that
identifying
specifically
what
needs
to
be
replaced.
What
does
not
need
to
be-
and
we
do
not
have
that
final
number
today,
but
the
44
million
is-
is
directly
out
of
the
project
agreement
as
the
estimate
for
the
10-year
refresh.
E
A
Thank
you
next,
on.
A
And
her
crew,
if
you
don't
mind
coming
up
when
you
do
come
up
just
introduce
yourself
for
the
record
and
you
have
the
floor.
Okay,
we
do
actually.
M
Okay,
thank
you
Mr
chairman.
Thank
you,
members
of
the
committee.
We
are
pleased
to
be
here
today.
My
name
is
Mary
Elizabeth
Bailey
I
am
the
secretary
of
the
Personnel
cabinet.
O
M
Okay,
it's
on
all
right.
The
Personnel
cabinet
is
the
centralized
human
resource
Agency
for
the
executive
branch.
We
are
charged
with
administration
of
primarily
KRS
chapter
18a,
which
is
the
Merit
system.
In
addition
to
that,
we
also
provide
programs
and
services
to
executive
branch
agencies,
along
with
policy
procedures,
guidance
in
all
areas
of
Human
Resources.
In
addition
to
that,
you
know,
I
think
a
lot
of
you
know
the
public
or
the
perception
is
that
we
only
handle
you
know
foreign.
M
Much
more
than
just
the
executive
branch,
we,
you
know
serve
all
of
your
employees,
lrc
we
take
care
of
lrc
and
the
judicial
branch.
We
also
take
care
of
many
several
County
offices,
County,
clerks
and
sheriffs.
In
addition
to
that,
our
health
plan
today
has
over
250
members
in
the
health
plan
addition
and
also
in
our
workers,
compensation
plan
as
well.
We
have
over
60
000
members
in
that
as
well
citizens,
and
with
that
said,
we
are
going
to
provide
an
overview
today
of
the
Personnel
cabinet
and
each
of
our
organizational
units.
M
We
have
five
I
mean
nine
organizational
units
in
the
Personnel
cabinet.
I
have
today
are
two
commissioners
of
our
largest
departments
and
you'll,
see
on
the
slides
that
there
is
a
lot
of
information.
That's
going
to
be
provided,
but
I
wanted
to
make
sure
as
you
to
take
back
that
information
and
absorb
that,
and.
M
O
Okay,
so
the
department
of
employee
insurance
at
the
Personnel
cabinet,
we
administer
insurance
benefits
for
approximately
295
000
members
across
the
state
of
Kentucky
and
every
County.
O
Physic
cdhp
plan
the
remainder
of
individuals
who
choose
to
waive
coverage.
We
also
administer
the
waiver
general
purpose
HRA
and
the
waiver
dental
vision
HRA
for
members
who
waive
coverage.
We
also
administer
dental
vision,
life,
Healthcare,
FSA,
flexible
spending,
accounts
and
dependent
Care
flexible
spending
accounts
for
our
members.
So,
switching
to
claims
a
little
bit.
The
Kentucky
employee
health
plan
pays
8.2
or
paid
8.2
million
claims
in
2022,
which
translates
to
1.8
billion
dollars,
going
to
Doctors
Hospitals
pharmacies
and
claim
payments
across
the
state
to
say
it.
O
Another
way,
that's
4.9
million
dollars
a
day
that
kehpe
pays
out
in
claims
to
Providers.
If
you
translate
that
on
a
per
employee
basis,
we're
paying
out
6278
dollars
per
member
in
claims
those
numbers
translate
into,
we
pay
out
95
of
the
premiums
we
receive,
either
from
employers
or
from
employees
and
claims
payment.
The
remainder
5
goes
to
administration
of
the
plan,
either
payments
to
our
vendors
or
to
pay
the
salaries
of
our
department
of
employee
employees,
employee
Insurance
employees.
O
O
So,
most
recently
we've
implemented
cast
light.
You
may
be
familiar
with
that.
It's
a
it's
an
app
or
you
can
access
it
through
your
computer,
where
you
can,
where
you
can
access
all
your
benefits
in
one
place,
as
opposed
to
going
to
Health
Equity,
to
see
your
HRA
amounts
and
Anthem
to
see
your
claim
amounts,
you
can
access
it
all
in
one
place.
O
At
all
of
most
all
of
our
programs,
we
want
to
see
what's
the
money,
we're
investing
in
our
programs
and
what
are
we
getting
back
and
if,
if
we're
not
getting
a
return
on
investment,
we
have
to
consider
you
know,
eliminating
those
programs
and
I'll
make
one
more
point
and
then
I'll
pass
it
along.
But
each
year
we
are
aggressively
negotiating
contracts
with
our
vendors
and
ensuring
that
we
have
proper
performance
guarantees
in
place
and
we
oversee
those.
We
have
regular
meetings
with
our
vendors
to
see
how
things
are
going.
O
A
Thank
you
can
I
ask
a
quick
question:
do
you
is
the
the
the
health
plan
in
a
profitable
situation,
or
are
you
going
to
be
upside
down
in
this
fiscal
year?.
O
We
are
are
looking
at
projections.
One
thing
we
don't
have
our
June
projections
in
yet
you
know
we
had
been
going
along
pretty
well,
we
expected
the
covid
rebound
to
occur
in
2022.
It
looks
like
that.
Rebound
is
occurring
in
2020.
A
N
Okay,
to
talk
to
you
a
little
bit
about
the
Department
of
Human
Resources
Administration,
with
the
exception
of
benefits
that
commissioner
Burton
just
gave
you
an
overview
of
this
department
actually
provides
core
human
resources
for
state
employees,
and
the
department
is
comprised
of
two
divisions.
We
have
a
division
of
career
opportunities
and
a
division
of
employee
management
and
the
division
of
career
opportunities
administers
are
re,
Recruitment
and
Outreach
programs
that
we
are
extending
our
route
to
make
sure
we're
extending.
N
What's
that
you
see
on
your
slide
and
we
also
do
a
lot
of
in-person
recruitment
events.
Those
include
things
like
Career
Fairs,
with
colleges
and
universities
across
the
state,
both
private
and
public.
We
also
promote
internship
and
Co-op
opportunities.
We
want
to
make
sure
that
we
reach
both
post-secondary
institutions,
educational
institutions
as
well
as
high
school
students.
N
We
want
to
make
sure
they're
aware
early
of
what
state
government
has
to
offer
We've
developed
and
continued
to
build
on
our
Community
Partnerships
with
organizations
like
Kentucky
Chamber
of
Commerce,
the
Kentucky
career
course,
and
the
Job
Corps.
We
are
out
in
the
community
speaking
to
every
group
that
we
can
connect
with
everything
from
our
Kiwanis
groups
to
Goodwill
Industries.
N
So
we
have
a
lot.
We've
built
a
lot
of
great
connections
and
we
continue
to
do
so
daily
and
the
department
has
a
diversity,
Outreach
and
recruitment
program
in
which
we
meet
with
organizations
to
discuss
and
promote
employment
with
the
Commonwealth.
We
also
have
an
active
presence
on
our
tube
and
Military
institution.
Yes,.
N
All
the
services
we
offer
and
provide
assistance
when
applying
to
jobs
if
they
need
it,
we
have
provided
assistance
to
almost
7
000
veterans,
which
we're
really
proud
of.
We
manage
the
hiring
process
with
our
talent
management
program,
which
we
call
my
purpose
today.
All.
N
Government
that
could
be
anything
from
their
initial
appointment
to
a
promotion
transfers
to
other
agencies
or
within
their
same
agencies,
disciplinary
actions
and
retirement,
and
within
the
last
year
we
have
reviewed
and
effectuated
114
400
Personnel
actions,
and
we
do
this
not
just
for
executive
branch
but
for
also
AOC
and
lrc
as
well,
and
the
department
also
administers
the
classification
and
compensation
plan
for
the
executive
branch,
job
classifications
that
represent
the
wide
range
of
jobs
that
the
Commonwealth
performs,
whether
that
is
a
chemist
or
a
social
worker
or
maybe
a
chef
at
one
of
our
Parks.
N
Our
goal
is
to
make
sure
that
we
have
a
job
classification
that
represents
the
job
duties
that
they
need,
performed
and
also
minimum
requirements
that
represent
the
candidates
that
they
need
to
have
the
qualified
candidates
that
they
need
to
have
to
perform.
Those
tasks
see
as
I'm
sure,
you're
aware
we're
currently
working
in
conjunction
with
our
classification,
Consulting
form
corn,
ferry
to
finalize
a
very
large
Job
review
project.
N
That
project
will
include
the
detailed
review
and
Analysis
of
over
1200
job
classifications
and,
as
a
part
of
this
comprehensive
review,
we
work
with
all
agencies
that
employ
a
specific
job
classification.
We
solicit
their
feedback
require
that
they
provide
us
feedback
on
what
things
are
working
on
that
job,
what
things
that
maybe
they
struggle
with.
We
take
that
and
we
do
a
very
detailed
analysis
of
every
aspect
of
the
job
we
check
the
job
title.
Does
the
title
still
reflect
what
the
industry
you
know
calls
a
certain
task.
N
We
make
sure
that
the
minimum
requirements
reflect
current
child
state
and
federal
labor
laws.
Would
that
job
be
operating
a
piece
of
equipment
that
requires
a
specific
age
requirement.
We
look
at
licensures
and
certifications
to
make
sure
that
those
reflect
industry
standards
and
we
want
to
produce
the
very
best
product
at
the
end
for
agencies
to
be
able
to
employ
the
people
that
they
need
to
do
the
jobs
and
meet
the
needs.
N
We
constantly
analyze
the
data
our
job
postings
may
be
having
zero
or
very
few
applicants,
and
when
that
happens,
we
check
we
look
at
the
job
and
try
to
identify
what
may
cause
that
is
it
because
the
minimum
requirements
are
too
stringent
or
we
need
to
make
other
adjustments
that
will
really
attract
when
someone
goes
out
and
searches
for
a
job
that
they
will
find
that
job
that
they
qualify
for.
N
Sometimes
we
have
to
be
very
responsive
to
an
agency's
immediate
need.
We
may
receive
a
request
this
week
or
next
for
an
agency
that
has
a
new
programmatic.
N
We
of
course
ensure
that
employee
pay
is
issued
and
recorded
in
compliance
with
state
and
federal
laws,
including
tax
laws,
which
is
very
important,
as
we
have
employees
in
all
120
counties
across
the
state,
and
we
also,
of
course,
work
to
prepare
and
ensure
issuance
of
all
tax
documents
W-2s
for
anyone
that
was
employed
the
prior
year
and
then
lastly,
I
wanted
to
just
make
you
aware
that
we
have
an
excellent
Performance
Management
program,
which
is
important
for
employees,
advancement
and
professional
growth.
M
Thank
you
very
much.
Okay,
our
next
organizational
structure
within
the
cabinet
is
our
Kentucky
Deferred
Compensation
Authority.
This
program
is
the
supplemental
retirement
system
for
employees
at
the
Commonwealth.
Our
public,
Educators
and
in
local
entities
also
participate
in
this
program.
It
is
self-funded
through
participant
fees
and
it
receives
no
general
fund
and
the
authority
manages
over
over
3.6
billion
in
assets.
M
We
right
now
currently
have,
as
you
see,
82
000
participants
in
the
program,
which
is
fantastic
in
July
of
20,
I,
believe
2019
and
legislation
was
passed
that
required
Auto
enrollment
of
all
new
hires,
and
this
has
been
received
very
well.
What
what
is
really
good
about
this
is
that,
even
though
they
are
automatically
enrolled
upon
hire,
they
can
choose
at
any
time
during
their
career
after
that
to
unenroll.
M
But
at
this
point
we
have
enrolled
13
000
new
hires
and
we
have
retained
94
of
those
in
the
program
so
that
that's
fantastic
the
in
the
last
couple
of
years,
we
have
also
began
to
provide
a
free,
a
no
fee
financial
planning
service
to
plan
participants.
That
is
a
new
initiative
that
we
have
rolled
out.
We
also,
you
know,
provide
consultation
and
financial
webinars,
often
to
employees.
I
know
this
year,
we
are,
are
one
of
our
required
trainings
for
all
employees.
M
Typically,
it's
our
annual
trainings
are
compliance
based
for
employees,
but
this
year
we
added
a
course
on
financial
and
mental
health.
Wellness
I
think
those
are
two
very
important
components
to
to
an
individual,
and
so
we
are,
we
rolled
out
training
on
that
this,
and
they
also
provide
input
and
we'll.
M
For
individuals
that
we
cover
are
our
volunteer
firefighters
in
emergency
firefighters
across
the
state,
so
this
this
program
is
definitely
vast.
In
addition
to
that,
this
office
is
also
charged
with
employee
recognition
programs.
We
we
oversee
and
administer
the
employee
suggestion
system
and
our
nationally
recognized
adoption
benefit
program
and
also
the
Kentucky
employees
police
charitable
campaign.
M
We
often
off,
we
also
offer
and
have
an
ombudsman
on
staff
that
is
available
to
work
with
employees
and
through
our
mediation
program,
to
resolve
any
type
of
employee
manager,
maybe
conflict
or
issue
that
has
occurred
on
the
workplace.
M
Of
you
know
mental
health
throughout
our.
M
And
our
office
of
diversity,
equality
and
Ada
consultation
to
agencies.
In
addition
to
that,
we
put
on
or
host
annually
the
governor's
leadership,
equality,
accessibility
and
diversity
difference.
We
typically
have
around
a
to
you
know
any
any.
You
know
All
State
agencies,
the
private
sector
as
well.
Anyone
that
would
like
to
attend
that
and
then
we
also
have
the
governor's
minor
minority
Management
training
program.
This
is
a
one-year
program
that
we
recruit
and
provide
professional
development
for
those
employees
that
are
minorities
that
are
interested
in
in
one
day
becoming
a
manager,
foreign.
M
Our
last
organizational
structure
is
the
office
of
the
secretary,
and
it's
comprised,
of
course,
with
administrative
Services.
You
know
the
core
office
within
the
cabinet.
You
know,
although
we
are
providing
Human
Resources
services
to
all
agencies
for
state
employees.
We
also
have
our
internal
HR
office
that
takes
care
of
our
employees
and
provide.
M
Ensuring
compliance
of
KRS
chapter
18a,
we
have
our
office
of
public
affairs
and
they
are
instrumental
in
ensuring
that
all
of
our
marketing
and
our
media
services
are
that
we
are
out
there
and
the
communities
and
that
we
we
are.
You
know
ensuring
that
when
you,
when
you
come,
we
recently
updated
our
public
facing
website.
So
it
is
fresh
and
more
attractive
and
appealing
and
easy
to
navigate
and
they
are
responsible
for
that.
All
foreign.
M
Are
charged
with
they
are
the
training
arm
for
the
executive
brain
Services
as,
along
with
specific,
any
type
of
specific.
A
Narrative
and
so
forth
and
I
know
you
just
got
the
instructions
and
you're
going
to
be
going
through
that
process
and
so
forth.
Do
you
have
any
rough
count?
Basically
a
number
of
personnel
by
department
at
this
point
other
than
which
the
other
than
what's
in
the
narrative
for
this
current
fiscal
year,
not.
A
Okay,
you
know
just
curiosity
how
many
personality
you
have
in
the
in
the
Dei
section
or
and
then
what
the
expenditures
are.
M
Many
employees
that
we
currently
have,
we
have
three
employees
and
we
are
currently
hiring
one
more,
so
it
will
be
four
shortly.
Okay,.
A
As
far
as
do
you
have
like
a
five-year
trend
on
a
number
of
employees
that
the
state
has
employed
over
the
past,
like
I,
said
past
five
years,.
M
We
do
and
we
can
provide
you,
those
exact
counts.
We
are
around
27
000
right
now
and
over
the
last
five
years
we
have
stayed
26
7
to
28
000,
so
I
can
provide
you.
Those
exact
counts,
though
sure
we
were
staying
pretty
consistent.
Over
the
last
five
years.
We
have
had
a
little
increase,
we've
increased
around
a
thousand
over
the
last
year
and
but
we're
pretty
consistent
over
the
last.
L
M
A
Is
the
is
the
Personnel
across
the
board,
reflective
of
Kentucky.
M
Yeah,
yes,
it
is,
you
know
there
is
obviously
opportunities
for
growth
in
some.
M
A
Like
okay,
I
appreciate
that
I'll
hold
off
for
a
second
and
follow
some
other
questions,
but
Senator
Thomas
had
a
question.
I
believe.
H
H
During
this
year-
and
let
me
preface
by
saying
I
recognize
that
every
government
employee
is
important,
every
position
is
important.
Yes,
but
during
this
year
the
two
important
positions,
two
impositions-
that
the
legislative
had
the
legislature
is
really
focused
on-
has
been
an
area
of
juvenile
correction
workers.
L
I
H
Received
more
attention
than
other
state
government
employees,
and
particularly
with
regard
to
salaries.
Okay,
this
year
we've
increased
juvenile
Corrections
Officers
to
fifty
thousand
dollars
a
year.
Correct
and
school
resource
officers
get
about
38
thousand
dollars.
H
L
H
There
a
way
is
it
possible
that
we
can
have
differential
salaries
in
certain
markets,
because
that
makes
inherit
system
that
you
look
at
ow,
no
people
what
might
be
a
good
salary
in
Chicago.
L
M
H
M
D
Quickly,
did
you
did
you
I,
don't
know
you
may
have
mentioned
it,
I
don't
know,
do
you
have
tuition
reimbursement?
Does
the
state
have
that.
M
M
D
M
M
Absolutely
we
have
as
far
as
right
now
in
the
workforce,
our
last
numbers
from.
M
100
that
are
full-time
work
from
home
and
that
can
range
from
anything
we
have
right
now.
We've
got
some
building
construction
that
are
go
that
is
going
on,
so
employees
cannot
be
in
the
office
at
the
moment.
We
obviously
have
some
Ada
FMLA
issues,
and
so
we
have
some
employees
at
home
because
of
that,
and
then
we
just
have
a
few
classifications
in
some
agencies
that
are
purely
a
work
from
home
situation,
and
so
but
it's
very
few
employees
we
have
around
a
majority
of
our.
M
D
M
Then,
and
your
job
is
one
that
is
suitable,
that
can
be
a
work
from
home,
hybrid
situation.
Then
we
do
allow
two
days
that
the
agency
can
choose
to
work
from
home.
One
of
the
days
in
the
office
must
be
a
core
day
where
everyone
is
in
at
the
same
time.
So
that
way,
you
know
we
can
do.
D
M
Effect-
and
so
it
is
very
lengthy,
very
extensive,
it
is
time
consuming,
and
so
so
it
has
taken
some
time,
but
that's
typical.
It
usually
takes
three
to
five.
A
Thank
you.
We
have
two
more.
B
Thank
you
Mr
chairman,
and
thank
you
for
the
presentation.
I
suspect
most
people
will
not
not
inside
the
Personnel
cabinet,
understands
the
breadth
of.
B
This
is
very
informative,
okay
and
keeping
with
the
fact
that
this
is
the
budget
review
subcommittee.
Yes,
sir,
my
question
goes
in
a
different
direction:
do
you
does,
does
the
cabinet
have
a
program
to
review
positions
and
and
I
don't
know
a
better
way
to
put
it,
but.
B
Maybe
reduced
positions
that
are
no
longer
effective,
is
there
a
program
ongoing
process
for
that,
and
if
so,
can
you
tell
me
any
any
results
out
of
it?
Have
we
actually
seen
some
cost
savings
where
we
could
maybe
eliminate
positions.
M
You
know
that
that
is
a
that
is
an
ongoing
task
that
that
we
perform
constantly,
and
you
know,
agencies
are
required
to
you
know
when
when
before
they
fill
a
position,
they're
required
to
review
you
know,
do
they
have
the
budget
for
it
or
you
know,
do
they
still
have
the
duties
you
know?
Are
the
tasks
still
there?
Can
they
be
assumed
by
another
position
or
or
is
does
take?
Is
technology,
something
that
is
going
to
assume?
That
is,
it
still
needed
is
the
positioned.
M
B
B
I
I
B
So
if,
if,
if
you
get
something,
if
you
could
present
I'd
appreciate.
L
P
P
M
You've
been
there,
yes,
you
know
obviously
they're
you
know
when
a
position
is
budgeted,
you
might
not.
You
know
you
might
need
to
keep
it
to
use
those
funds
in
another
way
and
for
another
position
per
se.
But
yes
have
that
to
answer
your
question.
Have
we
you
know
reviewed
positions
and.
M
A
Thank
you,
Senator
secretary.
If
people
are
coming
into
the
system
or
moving
within
the
system,
are
there
any
supplemental
assessments
and
looking
at
evaluating
and
and
trying
to
achieve
diversity,
equity
and
inclusion?
Like
you,
the
people,
have
you
provide
a
written
statement
or
or
any
other
typical
type
of
support
of
what
the
administration
is
trying
to
accomplish
with
when
it
comes
to
Dei,
I'm,
not
sure
I
understand.
A
Sorry
well,
there
are
universities
and
there's
other
organizations
out
there
that
that
will
go
through
looking
at
transferring
people
within
the
system,
their
company
or
organization,
and
they
want
to
make
sure
they
want
to
try
to
achieve
some
goals
and
so
forth.
When
it
comes
to.
You
know,
understanding
diversity,
inclusion
and
equity
and.
A
M
Little
bit,
yes,
you
know
our
diversity,
equity
and
equal.
Our
diversity,
inequality
and
inclusion
office
has,
you
know,
ensured
that
they
have
provided
our
goals
and
met
with
each
leader,
each
cabinet
secretary
and
the
HR
office
as
well.
You
know
with
the
Merit
system.
M
We
have
to
ensure
that,
regardless
of
anything
that
we
are
hiring
the
best
qualified
candidate
out
there,
but
you
know
we
have
various
programs
and
initiatives
that
we're
doing
as
far
as
employee
resource
groups
and
diversity
councils
within
the
cabinets
to
promote
to
promote
diversity.
A
It
somewhat
does
but
I
just
I
didn't
know
like
I,
said
I
know,
there's
some
universities,
that's
that's
my
back
process
where
a
applicant
or
somebody
transferring
or
somebody
who's
currently
in
the
employee
goes
through
and
say,
Yes.
Here's,
my
objectives
and
goals
and.
L
L
M
A
Thank
you.
We've
got
a
Monumental
task.
Oh
we
did.
We
did
the
minutes.
I
know
you
have
a
Monumental
task
ahead
in
and
so
forth.
So.
A
A
More
item
we
have
the
ladies
and
gentlemen,
the
committee
we
need
to
approve
the
minutes.
Is
this
June,
7th
and
July
19th
all
right,
so
we
need
to
approve.
Is
there
a
motion
to
approve.