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From YouTube: 2/3/2021 - Assembly Committee on Government Affairs
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A
D
A
Present,
thank
you
secretary.
All
members
are
present
for
those
of
you
following
virtually.
I
wanted
to
thank
you
for
for
joining
our
meeting
this
morning.
Members
thank
you
for
all
being
logged
in
prompt
and
ready
to
go
and
get
to
stay
going
for
those
of
you
following
virtually.
I
want
to
remind
you,
because
we
are
in
unprecedented
times
sometimes
you'll
see
a
lot
of
us
looking
down
or
to
the
left
or
to
the
right,
and
it
may
give
the
appearance
that
we're
not
paying
attention
to
the
meeting
or
the
monitor
itself.
A
That's
just
because
some
of
us
have
a
weird
setup.
Some
of
us
have
printed
documents
that
we're
looking
down
at
others
have
different
monitors
that
they're
looking
at.
So
I
just
want
you
to
be
aware
that
if
you
may
see
us
looking
in
different
directions
or
down
we're
still
paying
attention,
it's
just
that
it's
kind
of
whatever
structure
we
have
in
our
offices.
A
A
If
you
do
have
a
question,
please
make
sure
that
you
send
me
a
message
or
to
vice
chair,
so
that
we
can
make
sure
that
you
get
an
opportunity
to
ask
questions
this
morning.
We're
going
to
follow
the
agenda
in
the
order.
It
appears
for
those
of
you
who
haven't
had
an
opportunity
virtually
to
see
the
agenda.
A
We
have
three
presentations
scheduled
for
today.
We
will
not
be
hearing
any
bills.
The
first
presentation
is
from
the
division
of
human
resource
management
department
of
administration,
the
second
from
purchasing
division
and
the
state,
and
the
last
is
from
the
state.
A
If
we
could,
please
go
to
division
of
human
resource
management,
department
of
administration
presentation-
and
I
believe
we
have
two
folk
who
will
be
presenting
for
today.
E
E
Do
power
death
by
powerpoint,
but
to
just
provide
you
this
information
to
look
at
at
your
leisure
and
give
an
overview
of
each
slide
so
slide.
Two
is
our
org
chart
and
notes
the
various
sections
within
dhrm
and
we
have
approximately
77
allocated
positions?
They
they're
not
all
filled
at
this
time,
but
that's
that's
where
we're
budgeting.
E
Moving
on
to
slide
three,
the
divisions
within
the
sections
within
the
division
of
human
resource
management
include
equal
employment,
opportunity,
employee
and
management
services,
central
payroll
and
employee
records,
compensation,
classification
and
recruitment
agency,
human
resource
services,
labor
relations
unit
and
office
of
employee
development.
E
We
provide
oversight
for
the
state's
affirmative
action
plan
and
reports
develop
and
deliver
online.
During
today's
pandemic
protocols.
Anti-Discrimination
and
sexual
harassment,
prevention,
training
for
employees,
supervisors
and
managers
manage
the
discrimination
and
harassment
complaints
through
our
sexual
harassment
discrimination
unit
and
develop
and
administer
the
state
mediation
program
on
the
next
slide.
The
sexual
harassment
discrimination
investigation
unit
was
established
july,
1st
of
2003
by
governor
gwen,
and
that
was
established
to
an
impartial,
consistent,
independent
investigative
process
to
evaluate
allegations
contained
in
a
complaint
of
harassment
or
discrimination.
E
E
The
next
slide
is
a
quick
breakdown
of
the
types
of
complaints
we
received
and
the
percentages.
I
won't
go
into
each
one,
but
you
can
see
that
that
the
majority
are
are
sexual
harassment
and
and
racial
discriminations
with
with
smaller
breakdowns.
Among
the
rest,
I
would
point
out
that
it's
not
on
the
slide,
but
in
fiscal
year
19
the
number
of
complaints
the
division
received
were
155
of
those
48.
We
rose
to
the
level
of
requiring
an
investigation
and
of
those
48
23
had
findings
that
that
some
type
of
infraction
had
occurred
in
fiscal
year.
E
We
do
a
review
and
make
sure
that
the
complaint
fits
within
the
the
areas
that
we're
responsible
for
sometimes
it's
just
an
employee
who
doesn't
like
their
supervisor,
or
it
may
be
a
a
hostile
work
environment,
but
not
to
the
level
of
a
title,
seven
complaints.
So
that's
the
explanation
of
complaints
versus
investigations.
E
We
also
have
a
mediation
program
within
the
division
and
this
is
to
mediate
between
employees
and
their
supervisors,
and
managers,
hopefully
before
it
re
rises
to
a
grievance
level,
and
we
see
this
as
a
win-win
for
both
employees
and
management
a
lot
of
times.
Employees
just
want
the
opportunity
to
be
heard,
and
they
don't
feel
that
they've
had
that.
So
we
offer
an
informal
mediation
process
and
that
allows
employees
to
discuss
the
issues
raised
and
clear
up
misunderstandings,
and
it's
been
very
successful.
E
Suspended
employee
evaluations,
family
and
medical
leave,
leaving
attendance
issues,
organizational
climate
studies,
safety,
whistleblowers,
etc,
and
the
four
top
things
that
we've
dealt
with
are
alcohol
and
drugs,
fmla,
eap
and
grievances.
E
E
E
Workplace
climate
study
program-
this
is
where
we
at
the
request
of
an
agency
we'll
go
out
and
we
survey
employees.
We
we
meet
with
employees,
we
we
get
their
concerns
and
then
we
develop
a
report
for
management
to
hopefully
address
those
those
concerns
that
have
been
raised
in
an
agency.
This
is,
I
believe,
been
a
very
successful
program
and
there
is
a
wait
list
for
agencies
to
to
use
it.
So.
E
E
The
title
of
the
section
is
is
obvious
of
what
they
do.
They
oversee
compensation
that
that
person
does
maintains
the
salary
schedules
for
the
state,
conducts
wage
and
benefits
surveys,
develops
policies
and
compliance
with
state
and
federal
requirements
and
serves
participates
in
the
ameri
award
board
program.
Good
government,
great
employees,
classification
unit
is
responsible
for
classifying
existing
and
new
positions
within
the
current
classification
plan,
maintains
that
plan
and
also
conducts
individual
studies.
E
Recruitment,
the
recruitment
section
is
responsible
for
developing
and
managing
recruitment
strategies
and
processes.
Conducts
job
fairs
provide
agencies
with
with
system
training
it
oversees
the
layoff
process.
E
And
gather
statistics
regarding
layoffs.
The
total
number
of
recruitments
conducted
in
fiscal
year
20
was
almost
2500,
with
applications
received
of
a
little
over
66
000.,
that's
a
little
below
the
average
over
the
past
five
years,
which
has
been
at
about
85
000..
We
have
a
veterans
program
that
was
brought
on
board.
I
think
three
sessions
ago,
that
is
specific
to
veteran
career,
counseling
job
and
application
assistance,
continued
mentoring,
connecting
veterans
with
various
programs
throughout
the
state.
E
We
do
have
a
peer
mentor
program
where
employees
within
the
agencies
serve
as
mentors
to
other
veterans
in
in
that
agency.
We
have
an
employee
veteran
of
the
month
program
and
we
do
have
a
mandatory
interviewing
program
for
veterans
where
agencies
have
to
interview
if
available
on
a
hiring
list.
At
least
22
percent
of
the
veterans
that
are
on
the
list.
E
The
agency
human
resource
services
section
provides
day-to-day
full
full
hr
support
to
45
state
agencies.
This
includes
onboarding
grievances,
disciplinary
actions,
fmla
and
ada
interpretation.
Anything
that
you
can
think
of
that
would
be
in
the
the
normal
personnel
issues
for
the
agencies
that
we
serve
on
page
21.
You
can
see
a
list
of
agencies
that
agency
human
resource
services
sections
serves
and
they
serve
as
that
employees
hr
shop.
I
mean
that
agency's
hr
shop.
There
are,
there
are
no
hr
personnel
within
these
agencies.
E
The
labor
relations
unit
as
a
result
of
sb
135
that
was
enacted
last
session.
E
E
E
E
E
E
The
next
few
slides
are
the
agency
budget.
I
just
included
in
here
for
your
overview.
I
know
this
is
not
your
your
primary
emphasis,
but
I
did
want
to
go
over
a
couple
things
simply
that
we're
asking
for
in
this
session,
as
an
enhancement,
an
increase
of
five
percent
for
our
payroll
manager
for
years
they've.
They
they're
one
grade
above
their
closest
subordinate
and
typically
in
state
service.
So
we
have
a
two
grade
differential
and
then
the
collective
bargaining
assessment.
E
This
is
this
is
a
a
net
zero
cost,
but
we're
reducing
the
assessment,
the
overall
assessment
to
all
agencies
and
moving
that
part
to
to
the
labor
relations
section
so
that
that
unit
can
be
funded
appropriately,
so
we're
just
taking
from
one
bucket
into
another.
But
the
bucket
still
holds
the
same
amount.
E
And
finally,
senate
bill,
51,
which
I'm
sure
I'll
be
presenting
in
front
of
this
committee,
is
to,
as
I
said,
the
labor
the
sexual
harassment
discrimination
investigation
has
been
in
place
since
2004,
but
that
was
governor
gwen
that
implemented
that.
But
it's
it's
never
been
in
statute
and,
although
I
think
we've
done
a
great
job
every
time,
unfortunately,
that
there's
a
a
budget
shortfall,
we
have
to
look
at
things
that
are
statutorily
mandated
to
keep
and
things
that
aren't.
We
have
to
look
at
potentially
reducing
and.
E
This
bill
was
a
result
of
not
wanting
to
eliminate
that
those
those
positions
or
that
responsibility,
as
well
as
governor
sistel
act
in
his
first
day
in
office,
put
together
the
the
sexual
harassment
discrimination
task
force,
which
included
representatives
from
state
agencies,
including
department
of
administration,
the
attorney
general's
office,
equal
employment,
opportunity,
office,
the
university
system,
etc,
and
this
bill
is
a
result
of
the
recommendations
that
came
out
of
that
task
force.
E
A
Thank
you
for
that
presentation,
mr
long,
I'm
impressed
that
you
went
through
what
was
it
33
slides
that
quickly?
I
think
that's
probably
a
record
here
members
before
we
move
into
questions.
I
I
want
to
remind
everybody
that,
specifically,
regarding
the
the
last
slide
senate
bill
51.
Was
it
yeah
senate
bill
51
we're
gonna
have
an
opportunity
to
fully
vet
that
bill
during
a
presentation,
but
to
really
dive
into
just
any
any
detailed
questions
you
may
have.
A
So
I
ask
that
at
this
time
we
focus
on
the
broader
conversation
and
that
we
allow
for
questions
specific
to
that
bill
to
be
reserved
for
whenever
we
have
that
presentation
before
this
committee.
A
With
that
I
do
have
some
folk
who
have
indicated
now
that
they
wish
to
speak
and
ask
some
questions.
I'm
gonna
take
them
in
the
order.
I've
received
them
and
remember
if
members,
if
you
have
a
question,
if
you
could,
please
send
it
to
me
via
vice
chair
via
the
chat
if
we
could
start
off
with
assembly
woman
anderson,
please.
F
E
Mainly
at
this
point
was
due
to
budget
concerns
and
budget
uncertainties
and
trying
to
hold
those
until
the
the
governor's
budget
had
come
out
and
we
kind
of
knew
where
we
stood.
So
our
intent
is
to
to
fill
those
now.
We've.
G
F
Thank
you
chair
and
thank
you
so
much
for
your
presentation.
I
really
appreciate
you
taking
the
time
this
morning
to
join
us,
but
I
I
was
just
looking
at
slide.
Eight,
where
we
look
at
the
complaints
and
the
eeo
complaints
by
investigation
type.
It
seems
that
there's
a
large
amount
of
racial
discrimination
and
disability
discrimination.
F
So
I
was
wondering
because
you
addressed
that
the
investigation
committee
right
now
is
predominantly
meant
to
address
gender
discrimination,
sexual
harassment,
but
I
was
just
wondering
if
there's
been
any
measures
to
kind
of
address
the
other
forms
of
discrimination
that
are
prevalent.
E
We
peter
long
for
the
record.
Sorry,
I
didn't
do
that.
The
first
time
we
do
our
best
to
address
all
of
these,
and
hopefully
the
the
lower
number
means
where
we
we
are
doing
a
decent
job
on
addressing
those.
These
are
all
included
in
our
training
and
the
different
types
of
offenses
that
may
occur
under
under
title
vii
or
state
law.
So
we
could
take
another
look,
but
I
I,
the
training,
does
include
all
of
these
various
areas.
B
F
Thank
you.
So
if
you
could
just
kind
of
walk
through
what
that
training
currently
looks
like
for
state
and
police.
E
I
I
I'd
be
happy
to
to
get
that
to
the
committee.
I
don't
want
to
say
something
off
the
top
of
my
head
that
I
may
be
wrong
about.
We
will
provide
a
full
breakdown
of
what
the
training
occurs
to
the
to
the
committee
secretary.
What
the
training
includes
to
the
committee
secretary
for
for
your
review,
if
that's
okay,.
B
Thank
you,
mr
speaker,
thank
you
for
the
presentation.
I
was
wondering
how
many
positions
are
not
currently.
B
E
The
majority
of
the
positions
are
rotating
senior
management
is
here
on
a
daily
basis,
but
we've
been
fortunate
enough
to
to
allow
people
to
telecommute.
So
we
have
a
minimal
staff
in
the
office,
typically
five
to
ten
people
a
day
between
the
offices,
so
that
they're
able
to
do
most
of
their
work,
if
not
all,
of
their
work
from
their
computers
at
home
and
in
order
to
ensure
the
safety
of
all
staff.
We
have
been
implementing
that
telecommunity
as
much
as
possible.
A
You
assemblywoman
next,
if
we
could
have
assemblywoman
duran,
please.
B
Thank
you,
mr
long
for
your
presentation.
Thank
you,
chair
for
your
for
the
question
on
the
mediation
process.
You
basically
stated
that
you
have
like
a
win-win
solution
for
the
lo
trying
to
resolve
at
the
lowest
levels.
Can
you
let
me
or
tell
this
committee
how
many
resolutions
you've
had
with
committee
being
resolved
on
the
lowest
level
possible
and
if
what
happens,
if
it
doesn't
get
resolved
there,
does
it
go
to
the
grievance
process
through
who
maybe
your
process
that
you
have
on
that.
E
Certainly
peter
long
for
the
record.
If,
if
you'll
allow
me
I
I
will
provide
that
information
to
to
the
committee,
I
don't
have
it
off
the
top
of
my
head,
how
many,
how
many
mediations
we
conducted
but
I'll,
provide
for
the
the
last
couple
of
fiscal
years
as
well
as
the
the
results
of
those
mediations.
E
If
a
mediation
is
not
successful,
the
employee
has
the
right
to
continue
with
the
grievance
process,
which
mediation
can
start
at
any
level.
I
mean
the
the
current
grievance
process
starts
with
the
agreements
being
filed
with
the
supervisor,
and
then
we
go
up
to
the
manager
and
then
the
department
director
and
ultimately
the
employee
management
committee,
it
kind
of
depends
on
which
level
the
mediation
is
requested
and
implemented.
So
it
could
be
at
any
of
those
levels
or
it
could
actually
start
before.
E
Grievance
is
actually
filed,
and
hopefully
that
is
the
case
so
agreements
isn't
filed.
But
ultimately,
if
if
mediation
is
unsuccessful,
then
the
employee
has
the
right
to
go
all
the
way
up
to
the
employee
management
committee
for
for
a
resolution.
B
So,
for
example,
if
the
the
complaint
is
with
their
immediate
supervisor,
do
you
do
anything
to
try
to
defuse
a
situation
by
moving
the
employee
to
a
different
area?
Or
can
you
explain
on
how
you
did
that?
Because
I
know
now,
with
the
collective
bargaining
agree
agreements
in
full
force?
It's
I'm
not
sure.
If
yours
they,
they
cannot
just
bump
into
another
position
without
being
open.
I'm
sure.
E
Without
the
agreements
have
not
been
ratified,
yet
we're
still
working
on
them
so,
but
I
would
and
without
going
into
any
detail.
Yes,
there
may
be
a
separate
grievance
process
through
the
collective
bargaining,
but
we
will
still
have
state
employees
that
that
aren't
represented,
or
at
least
aren't
represented.
Yet
that
would
follow
our
current
process.
So
but
yes,
those
would
all
be
things
that
we
would
discuss
as
far
as
potentially
if
it
was
possible,
move
an
employee
to
a
different
section,
move
to
a
different
supervisor.
E
F
Thank
you
and
again,
I'm
sorry
that
I'm
I
I
like
questions
so
very
quick
question.
What
form
of
bargaining
are
you
using
at
this
time?
Is
it
like?
E
It
does
thank
you
along
for
the
record
interest-based,
but
we
we
set
ground
rules
at
the
beginning,
and
you
know
there
there
is
some
consistency.
A
fair
amount
of
consistency
across
the
various
bargaining
units,
but
obviously
there
are
going
to
be
difference,
is
between
each
each
each
bargaining
unit.
So
but
basically,
we
started
out
with
with,
what's
currently
in
effect,
in
rules
for
personal
administration
and
that's
where
we
started,
and
so
current
current
personnel
rules.
B
B
Thank
you,
mr
chair.
My
question
is
actually
with
the
stats
for
eel
e-o-I-e-o
in
2019,
you
said
the
findings
were
were
23
and
20-20.
The
findings
were
17..
My
question
is
with
those
findings.
What
was
the
solution.
E
Dhrm
doesn't
always
know
the
resolution.
We
provide
the
report
to
the
agency
and
it's
it's
their
responsibility
to
follow
up
on
any
disciplinary
action
that,
if
they
feel
that's
appropriate
and
sheriff,
flora
has
asked
that
we
not
get
into
great
detail
on
sb
51,
but
part
of
that
lack
of
knowledge
of
the
end
result
by
dhrm
will
hopefully
be
addressed
in
that
bill.
A
F
Good
company
believe
I
was
next
thank
you
chair
and
thank
you
once
again,
so
just
to
change
gears
a
little
bit,
I'm
looking
at
slide,
17,
which
focuses
on
the
recruitment
strategies,
the
recruitment
through
this
department,
and
I
was
just
wondering
what
strategies
have
been
used
or
what
effort
has
been
made
to
recruit
diverse
applicants
and
what
the
diversity
of
the
applicants
look
like.
F
A
Seeing
none
at
this
time,
mr
long
and
for
all
presenters
for
today
and
as
we
move
forward
anytime,
we
have
a
follow-up
question:
it
it's
my
intention
to
make
sure
that
not
just
the
particular
member
asking
that
question
gets
the
info,
but
rather
all
members
of
the
committee.
So
we
ask
that
you
please
forward
that
either
to
our
committee
manager,
ms
bishop
or
mr
jared
mcdonald
and
then
they'll
be
sure
to
distribute
that
information
to
all
members
so
that
we
all
get
that.
A
Thank
you,
mr
long,
for
your
presentation,
members.
I
appreciate
you
being
attentive
and
asking
questions
with
that.
We're
going
to
go
ahead
and
close
out
the
presentation
and
next
and
thank
you
again,
mr
long
stay
safe
next.
If
we
can
go
to
the
presentation
from
purchasing
division
broadcasting,
please.
H
I
B
I
Administrator
for
state
purchasing,
I
think
I
have
the
slides
up
on
the
screen
cindy
and
the
wonderful
staff
of
lcb
have
helped
me
through
this,
since
I'm
not
very
good
with
technology,
but
I
I
think
we'll
get
through
this
this
morning.
A
B
Mr
dottie
hi,
this
is
cindy
with
broadcast.
Okay,
we
are
seeing
your
sides
now.
I
As
I
said,
I
am
kevin
dude
administrator
for
state
purchasing
and
we
are
a
division
of
the
department
of
administration.
Just
like
human
resources.
You
just
presented.
I
We
are
governed
by
nrs
chapter
333,
which
is
where
all
the
purchasing
power
for
the
executive
branch
of
the
state
of
nevada
is
resides.
Basically,
if
it's
a
road
project,
indot
handles
it.
If
it's
a
construction
project,
then
public
works
handles
it
and
ward
patrick.
The
administrator
of
public
works
will
be
the
next
person
to
present
this
morning.
I
So
whenever
a
state
employee
buys
a
box
of
pens,
they're
buying
that
box
of
pins
from
a
contract
that
we
put
in
place
with
staples
or
some
other
company,
whenever
health
and
human
services
needs
a
managed
care
organization
for
medicaid
a
contract,
that's
probably
worth
more
than
a
billion
dollars.
We
put
that
contract
in
place
as
well.
I
We
have
25
approved
full-time
positions.
22
are
currently
filled
as
peter
long.
The
administrator
of
human
resources
just
said
before
me:
there
are
almost
20
000
state
and
nevada
employees.
I
I
We
have
an
online
procurement
system
nevadaypro.com
and
thankfully
this
committee
and
the
nevada
legislature
in
2017
approved
ab480
that
allowed
purchasing
to
apply
a
one
percent
administrative
fee
to
some
of
our
contracts
and
that
funded
an
e-procurement
system.
I
Because
of
that
e-procurement
system,
we've
been
able
to
continue
to
do
our
work.
Even
through
the
pandemic,
we've
been
able
to
run
rfps
request
for
proposals
and
put
in
place
contracts
for
important
services.
We've
been
able
to
purchase
goods,
including
personal
protective
equipment,
and
we've
run
our
solicitations
all
online
with
vendors
who
are
registered
online.
I
That
has
made
it
possible
for
our
employees
to
work
mostly
remotely
come
into
the
office.
Only
when
needed-
and
so
I
just
wanted
to
say
a
special
thank
you
to
this
committee
and
the
nevada
legislature
for
passing
ab480
in
2017,
because
that's
that
is
what
has
enabled
us
to
to
continue
working
as
we've
been
working
during
these
difficult
times.
I
Our
core
responsibilities,
procurement
support,
obviously
buying
goods
and
services,
managing
all
aspects
of
statewide
contracts.
These
are
contracts
we
put
in
place
that
are
are
used
by
we
don't.
I
I
I
When
goods
are
no
longer
needed
by
state
agencies,
it
is
our
responsibility
to
take
care
of
those
and
and
hopefully
get
as
much
money
for
them
as
we
can,
if
we
can't
put
them
to
use
for
another
agency,
a
state
p
card
program,
that's
procurement
cards.
These
are
the
credit
cards
used
by
state
employees
to
purchase
things
on
behalf
of
the
state,
and
we
oversee
the
management
of
that
program
and
the
first
dollar
value
that
I
want
to
show.
I
In
my
presentation,
because
it's
the
one
that
I'm
happiest
about
is
our
preferred
purchase
program,
we
have
a
program
that
allows
us
to
use
a
vendor
that
does
work
with
people
with
disabilities
and
we
have
opportunity
village
signed
up
as
a
vendor.
So
for
fiscal
year
20
we
spent
2.3
million
dollars
on
janitorial
services,
shredding
services
and
other
services
with
opportunity
village.
I
I
To
dive
a
little
bit
more
into
our
numbers,
whenever
we
do
a,
we
need
to
put
in
a
place
a
contract
for
services,
that's
usually
done
through
an
rfp
or
request
for
proposals.
I
I
The
same
is
true
for
an
invitation
to
bid
for
a
commodities
purchase
if
it's
more
than
fifty
thousand
state
purchasing
has
to
do
it
less
than
fifty
thousand
the
agency
does
it
with
with
oversight
from
state
purchasing,
and
our
numbers
can
vary
through
fiscal
year
depending
on
what
contracts
come.
Our
way
like,
I
said,
we're
currently
working
on
something
for
medicaid
that
will
be
a
billion
dollar
contract,
which
would
you
know,
distort
our
yearly
numbers
if
you
notice
so
far
in
fiscal
year,
21,
under
the
invitation
to
bid
for
commodities
we've
already
purchased.
I
I
To
dive
into
some
more
of
the
numbers
and
our
core
responsibilities,
the
these
are
the
numbers
for
the
number
of
people
we've
trained
for
our
certified
contract
managers.
Course
you
see
245
so
far
this
year,
that's
and
that's
all
online,
the
good
of
the
state
contracts.
I
I
You
see
the
fiscal
year,
20
spending
there
was
22
million
and
we
do
get
a
rebate
on
those
cards,
and
that
was
a
310
thousand
dollars
in
fiscal
year.
20.,
as
you
might
imagine,
the
the
travel
card
portion
of
that
has
dropped
to
basically
zero
with
the
pandemic.
I
I
mentioned
earlier
the
state
surplus
property
program
we've
continued
to
take
in
property
that
is
unused
by
state
agencies
and
distribute
it
to
other
agencies.
When
we
can,
we
have
continued
with
holding
auctions
through
our
vendor,
that
does
the
auctions
and
in
fiscal
year
20.
We
return
760
000
to
state
agencies
through
the
auctions
of
excess
state
property.
I
Our
legislative
initiatives
for
the
upcoming
session
ab28
restores
the
inverse
preference.
It
is
a
that
is
something
that
was
individual
nevada
law
from
2003
to
2009.
I
It's
a
way
of
trying
to
help
nevada
vendors,
win,
more
contract
rewards
and-
and
I
can
discuss
that
more
when
that
bill
comes
before
this
committee
as
it
will,
and
there
is
a
bdr
in
the
works
that
will
do
various
things
to
our
purchasing
code
to
modernize
it,
including
creating
a
debarred
vendor
list,
which
is
was
recommended
by
the
executive
branch
audit
committee
committee
as
a
way
to
help
better
manage
our
vendors
and
that's
the
presentation.
I
have
I'm
happy
to
answer.
A
Questions
and
thank
you,
mr
doty,
for
that
presentation
with
that
we're
going
to
go
open
it
up
to
members
and
I
believe,
assemblywoman
assemblywoman
anderson
wanted
to
go
first.
Please.
F
Thank
you,
mr
chair,
and
thank
you,
mr
doty,
for
all
that
information.
I
have
so
many
questions,
but
I
will
only
stick
to
one
at
this
time
from
slide.
Three,
you
talked
about
the
different
businesses
and,
and
the
number
of
nevada
businesses
seem
to
be
a
little
bit
low
or
just
a
little
bit
off.
So
I
was
just
wondering
about
your
bidding
process,
especially
when
it
comes
to
our
smaller
businesses
and
our.
I
Thank
you
for
the
question
kevin
doty
for
the
record.
For
the
most
part
we
handle
bigger,
solicitations
and-
and
don't
do
many
of
the
things
that
the
small
businesses
would
would
qualify
for.
We
we
make
an
effort
to
try
to
get
as
many
nevada
vendors
registered
as
possible.
I
Unfortunately,
we
can't
legally
just
award
to
nevada-based
vendors
as
opposed
to
a
vendor
base
in
another
state.
That
would
be
illegal.
We
do
apply
the
five
percent
nevada
preference
so
that
when,
when
it's
close
between
a
nevada
vendor
and
a
non-nevada
vendor,
hopefully
that
does
move
some
awards
to
to
nevada
vendors.
I
The
we
have
a
vendor
outreach
person,
the
person
we
hired
when
that
position
became
open
a
year
ago,
ray
sanchez
is,
is
great,
he's
he's
bilingual
and
used
to
serve
in
the
peace
corps
where
he
had
experience,
teaching
computer
skills
to
people
in
the
dominican
republic,
so
he's
a
great
person
to
to
act
as
a
resource
for
nevada
vendors
and,
if
you
know
of
any
nevada
based
vendors
who
are
interested
in
doing
business
with
the
state,
please
send
them
our
way.
F
Thank
you,
and-
and
thank
you,
mr
doty,
for
for
that
answer.
I
could
tell
that
you
didn't
like
having
to
give
it
and
I
can
understand
why,
but
I
would
just
so.
How
long
has
that
outreach
for
our
smaller
businesses
and-
and
I
respect
that
the
amount
of
things
you're
trying
to
buy
is
not
always
smart
or
best
for
the
smaller
businesses,
but
how
it
is
it
just
the
one
person
that's
doing
the
outreach
for
our
smaller
businesses
and
our
minority
owned
businesses
that
are
here
in
nevada.
It's
only
one
person.
I
I
Goed
has
people
who
who
do
that
for
a
living,
and
I
know
a
few
months
ago,
goed
hired
two
people
whose
job
is
to
get
help.
Nevada
vendors
get
government
contracts,
so
it's
it's
more
of
their
full-time
job
to
help
them
help.
Nevada
vendors
get
contracts,
we're
in
a
position
where
we
have
to
officially
remain
neutral
in
how
we
award
contracts,
but
we're
still
very
happy
to
sign
up
as
many
nevada
vendors
as
we
can
in
the
hopes
that
we
can
award
to
them.
B
Thank
you,
mr
chairman,
mr
doty.
Thank
you
so
much
for
that
presentation.
I
just
had
a
question
regarding
the
surplus
property
program.
You
know
that
in
fiscal
year
20
760
000
return
to
state
agencies.
I'm
just
wondering
if
this
committee
might
be
able
to
get
a
breakdown
of
that
information
based
on
an
agency
by
agency.
I
Basis,
kevin
doty
for
the
record.
Thank
you
for
the
question.
Assemblyman
matthews,
I
don't
have
the
breakdown.
I
can
ask
the
governor's
finance
office
for
that.
The
governor's
finance
office
has
the
very
difficult
task
of
trying
to
assign
that
money
back
to
the
agency
that
it
made
the
initial
purchase
of
whatever
it
is.
We
we
surplused,
but
I
I
can.
I
can
ask
for
that
information
and
provide
it
to
the
committee
and
and
see
you
know
where
it
came
from
and
and
do
the
best
we
can.
C
Thank
you,
mr
chairman.
I
I've
got
a
question
and
I
think
you
kind
of
answered
it,
but
we've
got
a
lot
of
businesses
that
are
struggling
in
nevada
right
now,
and
is
there
a
preferential
that
they
give
the
people
in
nevada?
You
know
like
some
of
the
contracts.
They
give
them
a
one
to
five
percent
bidding,
but
what
about
purchasing
is
we're
trying
to
keep
the
people
in
nevada
working
so
is
there
any
way
that
they
they
take
them
ahead
of
the
people
like
say
new
york
or
wherever
california
or
wherever?
So?
I
Certainly
kevin
doty
for
the
record.
Thank
you
for
the
question.
Assemblyman
ellison.
Legally,
what
we're
allowed
to
do
is
grant
a
5
preference
to
nevada-based
companies
when
we
can.
I
It
gets
a
little
complicated
but
and
I
will
explain
how
it
works
and
there's
a
lot
of
math
involved,
but
what
it
basically
does.
Is
it
in
addition
to
a
nevada
vendor
getting
a
five
percent
preference,
it
would
in
effect,
penalize
out-of-state
vendors
if
they're
receiving
preferences
in
their
home
states.
C
Follow-Up,
mr
chair
follow-up,
please
thank
you,
mr
chair,
could
you
tell
us,
do
you
have
any
idea
how
many
vendors
in
the
state
of
nevada
does
get
this
preferential?
I
mean,
I
know
if
you're
using
government
federal
funds,
that's
that's
an
issue,
but
but
what
about
some
of
the
state
purchasing?
Do
we
have
any
idea
how
many
people
qualify
in
the
state
for
this?
C
Is
it
at
like
10
percent
20
percent,
because
what
we
want
to
do
is
we
want
to
get
these
people
back
to
work
and,
and
we
want
them
to
be
able
to
hire
and
there's
a
lot
of
of
companies
in
nevada.
That
is
really
good,
but
they're
struggling.
So
could
you
give
us
an
idea
what
the
percentage
is
and
thank
you.
I
Kevin
doty
for
the
record.
Thank
you
for
the
question.
Assemblyman
ellison,
as
as
I
put
in
my
slide.
We
we
currently
have
two
thousand
seven
hundred
vendors
in
our
system,
who
have
marked
that
they
are
nevada
based
and
based
upon
the
terms
of
the
the
five
percent
preference
which
wasn't
enacted
by
the
2017
legislature.
I
That
is
based
upon
a
company's
headquarters
because
it
goes
to
it's
based
on
where
a
company's
principal
place
of
business
is
and
that's
a
principal
place
of
business
as
a
term
of
art
that
has
been
interpreted
by
the
united
states,
supreme
court
return
in
terms
of
asserting
personal
jurisdiction
over
a
corporation
and
and
so
we
followed
that
same
nerve
center
approach
and
it's
based
on
a
company
headquarters.
I
Unfortunately,
I
see
many
solicitations
for
things
like
highly
specialized
software
and
for
that
has
healthcare
or
education
applications
where
there
simply
aren't
any
nevada
based
vendors
in
that
space
who
who
are
who
are
bidding
on
those
contracts,
so
a
lot
of
what
we
we
buy
goods
and
services-wise.
There
aren't
nevada
vendors
for
and-
and
I
wish
there
were
when
there
are
no
database
vendors-
we
we
do
what
we
can
to
get
them
into
our
system
and
and
help
them
through
the
process.
A
C
B
I
Yes,
we
are
bound
to
follow
nevada
law,
which
means
that,
of
course,
minimum
wage
is
is
required
for
all
our
contracts
and
standard
in
all
of
our
contracts,
that
the
vendor
agrees
to
comply
with
all
state
and
federal
laws,
and
it
is
grounds
for
breach
of
a
contract
and
us
canceling
the
contract,
if
they're,
not
in
compliance
with
state
and
federal
laws
and
and
if
the
dabard
vendor
proposal
that
will
be
coming,
presumably
to
this
committee
once
that
gets
finalized
is
approved.
I
B
Are
there
any
additional
points
is
probably
the
wrong
word,
but
are
there
any
additional
benefits
if
there
are
specific
working
conditions
for
any
of
the
vendors,
let's
say
that
they
are
environmentally
friendly
or
any
additional
things
for
any
of
those
vendors
that
gives
them
a
little
bit
extra.
I
Kevin
doty
for
the
record.
Thank
you
for
the
question.
Assemblywoman
considine.
We
don't
have
anything
currently
in
our
law
that
gives
a
preference
to
a
vendor
based
upon
being
environmentally
friendly.
We
have
provisions
in
our
law
regarding
how
we
go
out
to
bid
for
contracts
how
we
can
favor
environmentally
friendly
products
we
can
put
in
requirements
that
they
be
certain
energy
saver
efficient.
I
We
can
favor
something
we
may
be
doing
in
the
future.
One
of
the
one
of
the
contracts
we
put
in
place
is
buying
vehicles
for
the
state
of
nevada
and,
as
we
replace
vehicles
in
the
state
fleet,
I
imagine
we
currently
have
the
option
of
electric
vehicles
and
and
alternative
fuel
vehicles
and
have
had
those
in
our
contract
for
years,
but
I
imagine
we
will
be
doing
more
of
that
a
bit
like
I
said,
none
of
that's
currently
based
upon
a
vendor
and
what
they
claim
to
be
their
environmentally
friendly
practices.
F
Thank
you
chair
and
thank
you
once
again
for
the
presentation.
I
really
do
appreciate
it,
and
I
know
that
a
number
of
my
colleagues
have
touched
base
on
their
commitments
to
just
getting
hard-working
nevadans
back
to
work,
and
I'm
just
wondering
what
tools
and
resources
we're
currently
providing
our
vendors
with,
so
that
they
under
are
individuals
that
are
not
yet
businesses
that
are
not
yet
vendors.
What
tools
and
resources
are
currently
being
provided
to
the
community
so
that
they
can
learn
the
steps
to
the
bidding
process
and
becoming
a
vendor.
I
Kevin
doty
for
the
record.
Thank
you
for
the
the
question
vice
chair
torres.
I
I
agree
completely
that
that's
that's
where
the
the
emphasis
should
be
like,
I
said,
legally
we're
restrained
in
how
we
award
the
contracts.
I
We
can,
you
know,
provide
the
five
percent,
nevada
preference
and
that's
that's
pretty
much
pretty
much
it,
but
as
far
as
getting
people
into
the
system
and
getting
them
registered
and
helping
them
draft
good
proposals
and
and
bids,
and
that
kind
of
thing
that
is
really
where
the
state
can
can
do
more,
and
that's
why
I
was
really
happy
to
see
that
go
ahead.
Hired
those
hired
two
people
last
fall
to
do
exactly
that,
and
I
I
know
some
of
what
goed
is
doing
in.
In
that
respect.
I
We
work
with
goed
and
attending
vendor
fairs
in
the
state.
That's
been
a
little
restricted
due
to
the
pandemic,
we've
attended
some
virtual
vendor
fairs,
and
so
so
we
try
to
get
people
registered
in
our
system
and
anytime
go
ed,
find
someone
who
we
don't
have
our
system.
We
we
try
to
get
them
in
there
and
help
them
through
the
process
which,
which
can
be
a
little
intimidating,
the
first
time
to
go
through
the
process
of
getting
trying
to
get
awarded
a
government
contract.
I
F
And
a
follow-up:
what
if
any
outreach
has
been
done
specifically
to
black
and
brown
businesses
or
businesses,
where
maybe
the
primary
language
is
not
english,.
I
Kevin
doty
for
the
record.
Thank
you
for
the
the
question
vice
chair
torres.
Like
I
said
when
we
had
the
the
our
vendor
outreach
position,
we
were
able
to
fill
a
year
ago.
One
of
our
considerations
in
in
hiring
ray
sanchez
is
that
he
that
he
is
bilingual
and
that
he
can
help
us
reach
vendors
that
we
haven't
reached
in
the
past.
I
We've
also
made
it
an
effort
to
to
work
through
goed
with
this,
because
this
is
this
is
really
what
what
they
do
for
a
living
and
and
in
in
trying
to
reach
communities
that
we
haven't
reached
before,
like
I
said
it's
a
little
bit
difficult,
because
when
we
do
higher
dollar
value
contracts,
it's
it's
tougher
for
small
businesses
to
apply
for
those
to
qualify.
For
those,
and
often
one
of
the
the
determining
factors
in
a
request
for
proposals
is
experience,
so
it
is,
it
is
harder
for
new
businesses
to
break
in.
B
Thank
you
chair,
mr
doty.
My
question
is
once
these
businesses
put
in
for
a
bid,
how
long
is
the
process?
How
long
is
the
process
for
them
to
get
get
a
bid
put
in?
Is
it
like
a
year?
How
long
does
it
take
out.
I
I
If
we
do
a
request
or
proposal
for
a
complicated
service
like
something
in
the
healthcare
space
that
takes
us,
it
can
take
a
year
to
put
the
rfp
together
before
we
even
release
it
and
put
it
on
the
street
and
then
once
we
do,
we
have
to
give
vendors
a
significant
amount
of
time
to
respond,
sometimes
a
couple
of
months
to
respond
because
there's
a
lot
that
goes
into
their
proposal
at
that
point
and
a
lot
a
lot
for
our
evaluators
to
score
and
so
that
that
process
of
from
the
time
it's
on
the
street
to
the
time
it's
evaluated
and
eventually
awarded,
can
take
several
months.
I
A
Members
do
we
have
any
additional
questions?
I
don't
speak
in
the
chat,
but
I
want
to
make
sure
I'm
not
inadvertently
overlooking
somebody
here
by
accident.
I
don't
believe
I
see
anybody
else.
A
Thank
you
for
your
presentation
and
members.
I
appreciate
the
spirit
of
your
questions,
the
desire
to
make
sure
that
we're
getting
more
locally
owned
businesses
to
come
into
what
could
be
a
very
intimidating
and
complex
process
of
bidding
for
a
government
contract,
but
I
think
collectively
we're
all
in
the
same
place.
We
want
to
make
sure
that
we're
helping,
educating
and
encouraging
local
businesses
to
apply
mr
doty,
thank
you
and
please,
whatever
questions
you
were
not
able
to
answer
now.
A
If
you
could
send
that
information
to
our
committee
manager
or
analyst
and
they'll
be
sure
to
send
it
out
to
all
the
members
with
that.
Mr
doty,
thank
you
again
and
we'll
go
ahead
and
close
out
the
hearing
on
the
presentation
from
the
purchasing
division
and
broadcasting.
If
we
could
next
move
on
to
the
presentation
for
the
state,
public
works.
J
Good
morning,
chair
floors
and
members
of
the
committee,
I'm
a
ward,
patrick
administrator
of
the
public
works
division.
Presenting
with
me
is
kent:
lefevre,
deputy
administrator
for
professional
services,
rick
cabelly,
deputy
administrator
for
compliance
and
code
enforcement,
he's
the
building
official
of
the
state
ron,
cothran,
deputy
administrator
of
billings
grounds
and
brian
walker.
Our
chief
of.
J
It
involves
the
expenditure
of
large
amounts
of
public
money
and
involves
public
trust.
The
application
by
state
agencies
with
conflicting
standards
or
performance
results
in
wasteful
delays
and
increased
costs.
Therefore,
planning
maintenance
and
construction
of
buildings
for
the
state
shall
be
performed
by
the
division.
J
J
J
D
D
First,
that
state
agencies
will
occupy
exemplary
facilities,
I'll
be
showing
a
few
examples
of
that.
Throughout
my
presentation,
our
mission
is
to
provide
well-planned,
efficient
and
safe
facilities
to
state
agencies
so
that
they
can
effectively
administer
their
programs,
and
our
philosophy
is
that
we
work
as
a
team.
B
D
D
D
This
project
is
fast
becoming
a
flagship
of
the
engineering
program
at
unr.
The
characteristic
red
brick
can
still
capture
the
architectural
vernacular
of
the
campus
state.
Public
works
is
proud
to
add
this
structure
to
a
long
list
of
projects
that
not
only
meet
the
programmatic
needs
of
the
department,
but
are
consistent
with
our
vision,
and
that
is
that
state
agencies
will
occupy
exemplary
facilities.
D
First,
we
receive
agency
requests
by
april
1st
of
even
numbered
years
last
spring
the
division
received
over
900
initial
requests.
Second,
the
division
staff
members
are
just
assigned
a
host
of
projects
to
vet.
Our
division
employs
seasoned
industry
professionals,
including
architects,
engineers
and
other
credentialed
staff
who
oversee
the
day-to-day
operations
and
implementation
of
the
projects.
D
Once
the
individual
staff
members
have
prepared
a
project
estimate,
they
present
their
findings
to
a
jury
of
peers
to
ensure
project
accuracy,
projects
are
reviewed
by
management
and
with
the
agencies,
as
they
prepare
presentations
to
our
board.
Excuse
me,
the
public
works
board
makes
recommendation
to
the
governor
by
the
first
of
october
of
each
evenly
numbered
year,
and
then
our
staff
supports
the
governor's
recommendation
through
the
legislative
session.
D
D
D
For
example,
culinary
permits
and
healthcare
facilities,
the
nevada
department
of
environmental
protection
for
wastewater
permits
and
the
like.
The
division
of
state
lands
and
the
state
historical
preservation
office.
D
D
D
D
J
J
J
J
This
project
had
a
nationally
competitive
grant
that
fema
has
selected
for
nevadans
10
million
dollars
of
fema
funding
again
nationally
competitive
the
project
below
it
is
a
project
hobart
reservoir
dam,
and
this
is
a
planning
project,
an
advanced
assistance
project
that
we've
received
fema
funds
for.
J
B
J
So
we're
pretty
hopeful
in
receiving
that
second
schema.
J
J
J
We
conduct
weekly
meetings
to
discuss
the
plan
for
application
of
federal
grants.
The
emergency
management
division
trains
potential
applicants
that
this
is
important,
which
they're
pointing
out
that
what
the
division
has
been
doing
is
what
creates
success.
J
We
actively
collaborate
with
using
and
regulatory
agencies,
we
solicit
early
feedback
and
collaboration
from
reviewers
on
both
the
marlette
and
hobart
hobart
applications.
Fema
visited
the
earthen
dams
and
provided
guidance.
Developing
these
relationships
is
key
to
getting
selected
for
these
various
competitive.
J
Grants
federal
grant
requests
in
the
current
cip
include
for
the
department
of
administration,
the
hobart
dam
rehab
project,
approximately
10
million
dollars
for
the
office
of
the
military.
There's
22
projects
in
the
current
cip
for
40.7
million
department
of
veterans
services
has
three
projects
in
the
cip
for
6.4
million
and
state
parks
projects
there's
three
of
them:
the
total
of
1.8
million
of
federal
funding.
J
G
Good
morning,
good
morning,
committee
members,
for
the
record,
my
name
is
brian
walker
and
I'm,
the
chief
of
planning
for
the
public
works
division.
I'm
going
to
present
a
brief
overview
of
the
facility
condition
analysis
program,
also
known
as
the
fca
program,
the
facility
condition
analysis
program,
fulfills
statutory
requirements
to
inspect
and
assess
state
buildings.
G
G
G
G
If
you
include
the
buildings
from
those
departments,
the
total
would
be
approximately
4
000
buildings
and
30
million
square
feet
of
building
area.
The
facility
condition
analysis
program
estimates
the
replacement,
cost
and
repairs
needed
for
each
building.
The
replacement
cost
of
the
10.3
million
square
feet
is
approximately
3
billion
dollars.
G
G
K
K
K
Good
morning,
chairman
flores
and
members
of
the
committee
for
the
record,
I
am
rick
cable,
deputy
administrator
for
co
compliance
and
enforcement
and
building
official
for
the
state
of
nevada.
Our
authority
for
enforcement
of
the
building
codes
adopted
by
the
state
legislature
comes
through
nrs,
341.145
and
section
2..
K
K
The
next
vital
step
in
our
work
is
the
review
of
all
construction
plans
and
submittals
for
code
compliance
and,
ultimately
approval
of
those
documents
and
the
issuance
of
a
building
permit
to
the
applicant
as
a
project
progresses
from
the
con
into
the
construction
phase.
We
respond
to
inspection
requests
that
are
submitted
through
a
client
portal
to
our
permit
management
system
and
conduct
those
inspections,
as
requested
by
the
client
inspectors.
K
K
K
K
K
H
H
Maximo
is
bng's
work
order
system,
it
holds
the
equipment
data
and
automatically
generates
work
orders
to
let
the
team
know
when
to
conduct
preventative
maintenance,
maintenance
and
equipment
replacement
by
performing
preventative
maintenance
on
equipment.
The
dng
team
can
save
energy
and
prevent
premature
failure.
H
H
H
H
H
A
A
A
C
Thank
you,
mr
chairman,
and
and
I
think,
for
the
presentation
I
I've
seen
a
lot
of
this
before,
but
one
of
the
questions
I
had
in
my
head
before
also
we've
got
a
lot
of
public
lands
out
there
in
buildings
that
are
just
sitting
there.
Why
isn't
some
of
these
buildings
set
up
for
for
disposal
and
sale
to
create
businesses
to
grow
and
and
instead
of
just
sitting
there,
we
should
be
moving
these
buildings
to
help
some
of
these
smaller
industries
or
private
businesses
to
get
started
moving
on.
C
J
J
We
supervise
the
1.8
million
square
feet
and
largely
the
buildings
that
are
unoccupied
are
those
that
are
historic
in
nature
and
are
being
held
in
a
state
of
arrested
decay
and
do
not
meet
the
needs
of
the
of
this
of
the
state,
and
so
some
of
those
buildings
include
part
of
the
stuart
for
the
former
stuart
indian
school.
J
J
Warehouse
building,
and
so
these
buildings
were
funded
for
demolition
back
in
2007
and
where
that
was
removed
due
to
the
budgetary
issues
from
the
cip,
then,
and
so
those
projects
are
under
cons.
Those
buildings
are
under
consideration
for
demolition.
J
Another
building
in
southern
nevada
is
the
bradley
building.
It's
the
bradley
building
down
on
east
sahara,
and
so
that's
approximately
30
000
square
foot
building,
and
it
is,
I
think
it
was
built
in
the
1950s,
and
this
building
would
require
significant
structural
upgrades
in
order
to
be
brought
back
into
use,
and
so
we
have
very
few
vacancies
in
in
the
other
buildings,
and
the
mantra
for
operations
in
our
program
is
that
we
fill
state-owned
buildings
first.
J
So
as
as
ron
mentioned,
there's
329
active
leases,
and
these
are
continuing
to
come
up.
There's
usually
three
to
five
to
even
10
leases
on
the
boe
agenda
and
when
we
before
we
act
a
new
lease,
we
look
for
those
spaces
in
our
state-owned
space,
and
so
we
see
that
the
amount
of
lease
base
is
decreasing
because
we
are
maintaining
the
use
of
state-owned
space.
C
Follow-Up,
mr
chair,
please
follow
up
okay,
you
know.
I
know
that
the
the
state
public
works
had
a
lot
of
public
land.
Little
lots
all
over
the
place
down
by
clark
county.
C
So
I
just
think
it'd
be
pro-business
to
get
rid
of
some
of
these
and
and
let's
get
tax
dollars
off
of
them
and
get
them
back
into
the
state
and
also
the
helps
the
counties
whatever
where
they're
ever
at.
So
I
just
hope
you
guys
consider
that
if
I
hit
a
bill
available,
I'd
put
one
in
for
that,
but
I
don't
so.
I
hope
somebody
will
do
that
in
the
future,
because
you
know
you
want
business
as
a
state
to
grow,
get
rid
of
some
of
this
stuff.
C
A
F
A
Members,
thank
you
for
your
questions
and
thank
you
for
the
presentation.
A
I'm
sure
folk
will
reach
out
as
questions
arise
during
the
session.
With
that
I'd
like
to
close
out
the
hearing
from
the
state
public
works
division
members.
I
want
to
remind
all
of
you
to
give
yourselves
an
opportunity
to
familiarize
yourself
with
all
the
folk
that
are
going
to
be
presenting
before
you
and
that
you
consistently
give
yourself
an
opportunity
to
reach
out
to
them,
use
them
as
a
as
a
resource.
A
A
Thank
you
broadcasting
with
that
members.
Before
we
adjourn,
does
anybody
have
any
final
thoughts,
questions.
A
Seeing
none
we'll
be
back
here
tomorrow
morning
at
9
00
a.m.
Thank
you
all
for
your
insightful
questions
and
this
productive
meeting
for
today.
Congratulations
to
our
new
elected
members
who
had
an
opportunity
to
ask
the
very
first
question
again.
Thank
you
all
for
your
attentiveness
and
I'll
see
you
back
tomorrow
morning
at
9am.
This
meeting
is.