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From YouTube: Budget Review Subcommittee on General Government, Finance, personnel, and Public Retirement (7-6-22)
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A
B
C
A
D
Good
morning,
I'm
a
little
hoarse
this
morning,
so
I
apologize
for
the
voice.
We'll
do
the
best
I
can,
but
I'm
mary
elizabeth
bailey,
I'm
the
commissioner
of
the
department
of
human
resources,
administration
for
the
personnel
cabinet.
C
C
C
We
want
to
continue
our
conversation
as
we
started
with
representative
petrie
in
february
and
working
through
the
processes
of
making
sure
that
we
get
what
you
need
and,
as
was
as
was
requested
through
this
compensation
report,
so
we're
going
to
start
with
the
first
slide
and
just
want
to
share
with
you
the
overview
we're
going
to
do
just
an
overview
of
just
kentucky
state
government
in
the
workforce.
There's
been
a
lot
of
changes,
as
you
will
know,.
A
Madam
secretary,
before
you
begin,
I
just
want
to
let
the
committee
members
know
that
you
are
seeing
this
information
first
right
now.
The
cabinet
asked
us
when
they
sent
this
over
friday
for
us
to
hold
this
until
today.
So
that's
the
reason
it's
not
in
your
packet.
Thank
you,
madam
chair.
C
So
we
wanted
to
kind
of
break
down
a
little
bit
about
the
classification
compensation
system,
understanding
the
basis
of
it
how
it
started
where,
where
we
were
and
why
we
are
here
today,
we'll
also
talk
about
some
recommendations.
Those
are
just
merely
recommendations,
but
the
first
part
of
those
recommendations
is
going
to
be
based
on
the
budget
in
the
budget
that
was
there
at
200
million
dollars.
That's
given
by
the
general
assembly
and
we'll
talk
a
little
bit
about
that.
C
C
The
second
part
of
recommendations
would
be
recommendations
for
the
future,
so
we
want
to
do
as
much
as
we
possibly
can
to
share
with
you
where
we
are
in
this
space
in
2022
and
where
we
might
be
in
this
in
the
next
several
years,
and
of
course
this
is
fluid.
This
will
be
a
continuum
as
with
any
information
as
far
as
compensation
as
it
relates
to
where
we've
been
for
the
past
two
to
three
years.
C
It's
different,
the
workforce
is
different
and
what
we're
trying
to
do
is
try
to
get
ahead
of
it
work
through
it.
We
don't
have
all
the
answers,
but
we
want
to
share
with
you
what
we
have
today
and
without
further
ado.
I
want
to
share
with
you
our
commissioner
of
the
department
of
human
resource
administration,
mary
elizabeth
bailey.
I
guess
between
the
two
of
us.
C
It
would
be
give
or
take
about
close
to
50
years
here
in
state
government,
but
I
do
want
to
share
with
you
that
very
humbled
to
work
with
the
team
that
I
have
at
the
personnel
cabinet,
especially
with
human
resources.
They
have
put
a
lot
of
hard
work
in
this,
and
we've
worked
through
it
this
together.
So
it's
it's
really
quite
exciting
to
at
least
share
with
you
don't
have
to
agree
on
everything,
but
we
do
want
to
share
with
you
what
we
have
and
without
further
ado,
commissioner
bailey.
D
Thank
you.
Thank
you
very
much.
It
is
an
honor
to
be
here
today.
This
is
actually
my
27th
year
in
state
government,
so
I'm
a
proud
state,
employee
and
and
very
excited
very
pleased
to
be
able
to
present
to
you
all
an
overview
of
state
government
and
some
needed
recommendations
for
a
compensation
system.
So
I'm
I'm
very
glad
that
there
has
been
a
highlight
or
a
spotlight
on
compensation
for
state
employees.
It's
needed
and
we'll
just
get
right
into
it.
D
First
of
all,
krs
chapter
18a
established
the
commonwealth
of
kentucky
a
state
merit
system.
18A
does
not
list
in
detail
the
principles
upon
which
our
merit
compensation
system
was
based.
However,
18a
requires
the
personnel
board
and
the
personal
cabinet
secretary
to
comply
with
federal
merit
system
standards
which
are
prerequisites
to
our
federal
grants
and
aid.
So
this
is
very
important.
The
merit
system
as
a
foundation
for
state
government
is
very
important.
It's
very
important
to
our
federal
funding.
D
D
It's
very
important
to
understand
that
our
compensation
system
is
set
forth
in
statute
krs-18a
in
1997
required
the
personnel
cabinet
to
create
a
system
proposed
by
the
commissioner
and
shall
be
developed
using
a
nationally
recognized
system
for
evaluating
job
requirements.
The
proposed
system
shall
determine
the
requirements
of
each
job
classification
by
using
factors
such
as
knowledge,
skills,
effort,
responsibility,
accountability,
problem
solving
discretion,
challenge
and
working
conditions
to
ensure
pay
equity.
D
How
have
we
done
that
since
1997
we
have
contracted
with
the
globally
recognized
consulting
firm,
called
corn
ferry?
It
was
previously
the
hay
group
and
although
we
have
used
their
services
since
1997
and
utilized
their
methodology
for
our
compensation
system,
which
is
a
point
factoring
system,
they
are
still
the
leader
in
total
compensation
rewards
for
the
nation
they
are
currently
in
34
states.
D
34
states
use
our
same
point,
factoring
methodology,
and
just
because
we
have
contracted
with
them
since
1997
does
not
mean
that
our
system
is
archaic
or
that
it
does
not
work,
it
does
work,
it
has
not
been
funded,
it
has
not
been
able
to
be
used
to
to
the
full
ability
that
it
can't.
D
So
I
think,
once
you
see
these
recommendations
and
once
we're
able
to
talk
about
it,
a
little
more
you'll
understand
why
it
is
so
important
for
the
foundation
of
state
government
and
to
our
employees
that
there's
there's
three
main
factors
that
have
to
go
into
this.
We
must,
we
must
receive
annual
increases,
whether
it's
an
annual
increment
or
across
the
board.
It
is
extremely
important
every
year
that
an
state
employee
at
least
receives
the
minimum
of
a
cost
of
living
increase.
D
Second
of
all,
we
must
continue
to
update
and
adjust
our
salary
schedule
for
our
minimum
salary
schedule
for
the
minimum
entry
to
bring
employees
into
state
government
right
now.
Our
the
minimum
has
not
been
adjusted
since
2007,
it's
very
important.
We
can
no
longer,
we
can't
compensate,
we
can't
be
competitive,
we
can't
recruit.
We
can't
retain
on
a
salary
schedule
that
has
a
minimum
entry
from
dated
back
to
2007..
D
Those
are
two
huge
factors.
Third,
we
must
put
focus
on
our
retirement
benefits,
our
retirement
plan
right
now,
new
employees
are
coming
into
the
system
in
in
the
tier
three
plan,
which
is
very
hard
to
retain
employees
under
that
plan.
So
those
are
the
three
main
factors
that
are
going
into
this
report.
D
Next,
I
want
to
talk
about
understanding
disparities
in
the
merit
compensation
system.
We
hear
this
a
lot.
You
all
hear
this.
You
have
constituents
that
contact
you.
That
say
you
know
I've
been
here
10
years
and
they
just
hired
somebody
we're
doing
the
same
job
and
they're
making
as
much
as
me.
That's
correct
that
is
happening.
D
D
C
A
C
C
F
I
do
have
a
copy
and
received
friday
have
reviewed
it.
I
think
maybe
co-chairs
mcdaniel
nope.
I
thought
maybe
you
had
received
it
very
few
of
us
have
been
able
to
look
through
it,
so
that
piece
is
not
there
now.
I
have
comments
on
that.
F
That
may
help
that
may
help
move
everything
along,
but
I
do
have
that.
Yes,.
D
Sounds
good,
so
I
apologize
that
you
cannot
see
the
illustrations,
but
there
are
illustrations
that
we
have
provided
in
the
report
that
show
certain
job
classifications
that
are
typically
that
you
know
are
more
public,
your
correctional
officers,
your
social
workers,
your
family
support
specialists
that
are
in
every
county.
That
shows
that
if
they
had
received
at
least
a
minimum
of
a
cost
of
living
increase,
you
know
how
much
their
salary
would
be
now
and
what
the
difference
that
would
make
just
receiving
that
minimum.
So
that's
that's
very
important,
commissioner.
E
Chairman
petry
kind
of
touched
upon
it,
but
I
guess
because
I
I
represent
a
lot
of
state
employees,
I'm
a
little
bit
upset
at
the
fact
that
the
committee
all
the
committee
members,
because
this
is
an
important
issue.
I
think
it
goes
across.
E
Party
lines,
I
think
all
of
us
are
concerned
about
our
state
employees
and
the
direction
in
which
it's
going,
and
I
think
I
give
the
chairman
I
mean
he's,
worked
and
tried
and
talked
to
us
about.
We
need
to
change
the
system.
E
So
I'm
just
a
little
bit
upset
that
the
cabinet
did
not
reach
out
to,
or
maybe
it's
on
our
side.
But
I
wish
that
you
all
had
at
least
talked
with
with
some
of
us,
particularly
those
of
us
who
have
a
lot
and
there's
several
members
on
this
committee
who
have
a
lot
of
state
government
employees
for
you
all
to
at
least
had
a
one-on-one
with
us.
A
possibility
or
providing
some
information
as
to
where
you
were
going
with
this
report
and
I'm
looking
forward
to
hearing
about
the
report.
E
But
I'm
a
little
bit
upset
that
the
the
report
was
not
at
least
provided
to
us
as
well
in
communications,
obviously
between
the
chairman
and
you
and
and
him
taking
it
from
from
what
it
was.
So
I'm
just
giving
off
a
little
bit
of
steam.
Because
I
wish
that
you
all
had
provided
that
with
the
members,
particularly
who
have
state
a
lot
of
state
government
employees
and.
C
I
completely
understand
that
representative,
graham,
and
I
will
apologize
on
behalf
of
the
cabinet.
I
did
not
realize
that
there
was
any
concerns
at
all.
What
was
asked
of
us
is
that
this
actual
report
that
we've
been
working
on
to
make
sure
that
we
get
it
to
the
committee
by
friday
by
closing
business,
and
we
did
that.
Not
only
did
we,
we
give
it
to
the
committee,
the
chairs,
but
we
also
hand
delivered
now.
The
next
email
apparently
was
from
commissioner
bailey,
who
said
we
did
not
want
to
make
it
public.
A
We
we
do
have
copies
coming.
They
are
printing
those
off
of
the
reports,
so
they're
coming
straight
to
us,
but
thank
you
go
right
ahead.
I'm
sorry.
C
C
I
have
been
personally
working
on
it
and
what
we
have
been
trying
to
do
for
the
past
eight
months
is
to
make
sure
that
we
actually
produce
a
copy
and
produce
a
product
that
we
can
actually
work
through.
So
this
was
not
the
intent.
I
want
to
make
sure
that
that
you
understand
it
was
not
the
intent
and
we've
been
actually
lucky
to
actually
talk
with
representative
petry,
so
we've
we
we've
talked
about
these
processes.
C
The
reason
why
representative,
graham
that
we
have
not
come
to
you
personally,
is
that
first,
we
want
to
share
with
you
what
we
have.
That
was
the
process
that
we
thought
through
that
it's
just
like.
With
the
you
know,
preparing
for
trial,
I
guess
you
could
say
is
that
we
represent
the
information
to
you
and
then
we
can
meet
with
you
after
that.
So
we
can
go
through
these
processes,
but
we
also
want
to
hear
from
the
committee
about
your
thoughts
and
what
you
think
about
what
we
have
given
first.
C
So
it
was
not
any
intent.
I've
talked
with
you,
representative,
graham
in
the
past,
I'm
very
available
that
that
was
not
the
intent
of
the
cabinet.
So
I
just
want
to
make
sure
that
we
put
that
on
record.
I
don't
know
if
we
need
to
wait
for
a
few
minutes
until
everyone
gets
a
copy
or
what
we
need
to
do.
A
Madam
secretary,
we
do
have
some
questions.
Chairman
petrie,
you
have
some
questions.
F
A
F
Thank
you,
mr
chairman.
First
off
there's
a
lot
of
work
that
goes
into
salary,
compensation,
pay
scales,
comp
packages
comparing
internally
and
externally
it's
an
ongoing
process,
and-
and
thank
you
for
doing
the
work.
Okay,
it's
I
can
only
imagine
the
detail,
that's
involved
the
issue
that
we're
dealing
with
and
why
you
have
members
present
in
this
committee
is
because
state
government
compensation
is
an
important
issue.
As
you
know,
and
you
work
on
every
day,
it's
an
important
issue.
F
The
problems
are,
and
at
that
time
on
july
the
7th
I
was
to
you're
right
and
I
said:
can
we
work
on
this?
We
identified
the
issues
we're
going
to
get
a
report
agreed
date
of
september
1.
september
1
comes
and
goes,
and
look
in
hindsight,
I
don't
think
it
was
even
possible
for
that
to
happen
under
best
set
of
circumstances,
probably
just
a
misguess,
whatever
okay,
we
were
trying
to
get
ready
for
this
upcoming
session.
F
Okay,
we
talked
back
on
july
7th
in
that
br
sub,
then
last
year
about
a
one
percent
of
four
percent
of
six
percent.
A
percent
increase
does
not
help
address
the
issue
current
now,
but
for
woulda
shoulda
coulda
over
the
last
decade
or
better.
Had
those
annual
increments
been
given
compression
and
compaction
wouldn't
be
an
issue,
but
that's
our
history.
I
wasn't
a
part
of
that
most
of
us
weren't.
Where
are
we
now?
We
have
compaction
and
compression
issues
which
skew
our
scales
horribly.
F
So
how
do
we
address
the
issue?
Okay?
Well,
I
heard
one
and
I
read
through
the
report
and
I'll
get
to
that
in
a
second
annual
increment,
probably
on
most
people's
minds,
especially
given
your
explanation.
Last
interim
annual
increments
are
going
to
be
an
effective
tool
to
deal
with
possible
compression
and
compactions
cause
and
effect.
You
don't
have
an
increment.
You
don't
have
adjustments
over
time
fairly.
Frequently
you
end
up
with
the
skewing
of
the
scales
and
that's
where
we
are
so
as
a
recommendation
going
forward.
F
Okay,
I
think
that's
kind
of
a
given
that's
going
to
be
baseline
discussion
wherever
we
go
good,
update,
salary
schedule.
I
thought
that's
what
we
were
getting
last
september.
I
thought
that's
what
we
were
getting
today.
I've
gone
through
this
report,
that's
not
in
there
and
in
fact,
I
think
it
says
at
times
we've
reviewed
41
percent
we're
getting
along
and
I
think
there's
a
hopeful
that
we
can
hire
outside
services
that
we've
used
before
and
that
by
july,
of
2024.
We'll
have
a
product
ready.
F
I
go
back
to
what
the
issue
is,
because
at
root,
what
we're
dealing
with
is
this
kentucky
government
exists
for
exists
for
what
purpose
not
for
itself.
It
exists
to
render
services
to
kentuckians,
effectively
and
efficiently
and
meaningfully.
We
can't
do
that
without
good
state
employees.
We
can't
do.
We
can't
have
good
employees
without
good
compensation
packages.
F
So
it's
a
very
important
issue.
I'm
looking
forward
to
those
pay
scales.
You
mentioned
retirement,
there's
other
there's
other
fringe
issues
in
here.
But
when
I
look
at
this
report,
there's
26
27
pages
in
the
report,
and
this
is
what
I'm
not
going
to
say.
F
F
Recommendations
are
great,
but
if
you
don't
have
anything
in
it,
it's
bullet
points
talking
points
and
they're
worthless
to
me.
So
I'm
looking
forward
to
the
analysis
and
the
data,
and
what
I
would
ask
is
this:
the
committee's
not
had
an
opportunity
to
look
through
what
is
termed
a
report,
and
it
is
a
report
of
sorts
not
had
the
opportunity
to
do
that.
This
is
one
of
the
more,
if
not
most,
important
issues
we
deal
with
that
has
been
not
addressed
for
a
long
time.
F
I'm
not
sure
we
just
shouldn't
shut
the
committee
down,
get
the
reports
out
to
everybody
in
14
days.
I
would
really
like
to
sit
down
if
senator
mcdaniel
wants
to
chairman
of
this
committee.
Great
sit
down
and
talk
with
him
make
sure
we're
extraordinarily
clear
what
we're
looking
for
and
make
sure
that
what
we're
looking
for
is
something
that
can
be
delivered.
F
C
F
C
We
met
in
july.
You
did
ask
for
us
to
have
some
information
available.
We
shared
with
you
that
it
was
going
to
take
some
time
for
whatever
you
that
you
needed.
We
met
with
you
personally
february
in
february
of
this
year
myself,
commissioner
bailey
and
our
deputy
lindy
kasper.
We
asked
specifically
exactly
what
you
were
looking
for
and
the
reason
why
I
share
that
is
this.
C
It
is
a
very
detailed
and
incred
a
comprehensive
data
display
that
that
might
be
requested.
That
may
not
be
able
that
we
can
do
within
a
year.
That's
why
we're
on
a
10-year
program
with
corn
ferry
who's,
one
of
the
national
programs
in
the
country,
and
what
we
do
is
that
we
go
through
these
10-year
programs
and
at
seven
years
we
do
these
updates.
So
in
order
to
be
able
to
get
you
what
you
need
in
a
due
time,
that
may
not
be
possible.
C
That's
why
we
asked
you
specifically
in
february
in
your
office,
are
over
here.
What
exactly
that
you
needed!
You
asked
for
us
a
one-pager,
at
least
to
start.
Give
me
a
one-page,
so
we
can
go
through
this
a
one-pager
and
I
need
it
by
whenever
that
date
was
we
sent
that
to
you,
and
then
we
emailed
you
again
the
second
time
to
make
sure
that
you
received
it
and
we
contacted
the
office.
We
are
trying
in
our
best
ability
to
follow
through
exactly
of
what
this
committee
needs.
C
We're
not
trying
to
skew
the
facts,
we're
not
trying
to
ignore
what
you
need
we're
trying
to
get
what
we
are
capable
of
giving
in
the
personnel
cabinet.
This
is
a
huge
task
that
we
were
absolutely
open
to
do,
but
we
have
we
have
these
timetables
and
that
we
have
been
trying
to
share
that
with
you.
Somehow
there
is
still
a
miscommunication.
C
I
want
to
make
sure
that
we
put
this
on
record
that
if
there's
something
that
we
need
to
do
to
meet
with
you
and
other
representatives
on
this
committee,
we're
more
than
happy
to
do
that,
we're
not
trying
to
skew
the
work.
So
I
just
want.
F
F
F
F
F
We've
got
the
issues
we
talked
about
them
last
year,
I'm
just
trying
to
get
closer.
Mr
chairman,
I
don't
know
if
there's
anything
else
for
us
to
do
today
or
not
that's
your
call,
but.
A
I
do
appreciate
it.
I
agree
with
chairman
petrie
that
I
think
it's
best
for
the
committee
members
to
be
able
to
have
time
to
review
this
document.
The
the
report
that's
been
put
together,
chairman
petry,
is
that
a
form
of
emotion,
it's
in
a
form
of
emotion?
Do
we
have
a
second?