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A
B
D
Please
call
the
role:
okay,
Commissioners
Ramen
mom
here,
how
old.
B
B
And
we
can
start
and
let's
have
our
Pledge
of
Allegiance.
I
B
Okay,
so
the
way
this
works
is,
we've
asked
each
of
the
Departments
to
come
and
give
us
a
presentation
on
their
staff
and
their
operations
and
I
think
we
gave
everybody
20
minutes.
Is
that
correct,
Mike
and
then
each
commissioner
will
get
time
to
ask
a
question
and
if
there's
more
time
enough
time,
maybe
a
follow-up.
But
with
that
welcome.
J
I
J
So
we're
gonna
try
to
cover
a
lot
of
things
in
our
short
period,
because
we
also
have
our
sustainability
staff
here,
because
they're
within
the
executive
office
as
a
major
priority
and
Dei
within
the
executive
office
budget
as
a
major
priority,
but
I
still
like
to
start
with
since
we're
the
first
presentation
that
you
have
I
still
like
to
start
with
this
chart,
because
this
symbolizes,
the
eight
strategic
goals
that
we
have
and
when
our
departments
under
the
county
executive
come
before,
you
they've
been
asked
to
kind
of
review
for
you,
the
performance
management
system
that
impacts
them.
J
So
you
know
they.
Each
of
those
departments
have
what
we
call
five
headline
or
Department
level,
all
key
performance
indicators
and
they
all
have
service
level
key
performance
indicators.
So
among
the
Departments
you
know
for
the
executive
office
they
would
all
have
five
and
then
there
would
be
500
Total
Service
level
kpis.
J
But
we
are
really,
you
know
very
active
about
this
and
increasingly
getting
more
and
more
active.
So
what
we?
J
We
have
what
we
call
Oak
staff
meetings
so
twice
a
month
or
for
one
Department
twice
a
year
they
come
in
and
to
the
leadership
team
report
out
on
their
kpis
and
how
it's
going
and
we
talk
about
whether
there's
Improvement,
you
know
what
we
could
all
do
collectively,
to
make
some
progress
and
I
know
you
heard
Dave
talk
about
some
of
those
changes
that
we've
seen
you
know
in
animal
control
and
other
things
and
medical
examiner's
office
was
an
example
he
gave,
but
really.
D
J
Hope
that
you
will
press
them
on
those,
you
know
when
they
tell
you
what
their
Department
level
kpis
are,
because
this
this
whole
system
of
Performance
Management
is
important
to
us
as
we
settle
into
it.
It's
now
been
like
two
years,
and
so
we
have
a
you
know.
We
still
have
work
to
do
to
kind
of
make
sure
that
we're
utilizing
the
data
as
effectively
and
as
actively
as
we
can.
So.
We
hope
that
you
will
you'll
help
do
that.
J
So
as
it
relates
to
the
county
executive
office
budget,
you
know
just
to
stay
focused
on
the
changes,
the
key
change
that
you'll
see
in
our
budget,
and
it's
something
that
we've
talked
to
several
of
you
really
over
the
last
nine
months,
but
really
as
part
of
the
work
day,
implementation
where
Finance
fiscal
Services
really
had
to
kind
of
from
top
to
bottom
review
their
organization
and
review
all
of
their
accounting
practices
and
all
the
systems
that
they
have
in
place.
It
really
became
clear
that
we
needed
to
do
a
couple
of
things.
E
J
Role
of
the
previous
director
of
management
and
budget,
because
that
person
in
that
role
in
our
organization
and
in
competitive
organizations
around
you
know
in
in
the
private
sector
and
other
government
sectors.
You
know
it
really
is
more
of
a
Chief
Financial
Officer.
So
we
wanted
to
make
sure
that
we
we
have
a
top-notch
director
of
management
budget
now
in
Kyle,
gen
and
CFO.
J
You
know
he
has
tremendous
experience,
but
for
the
for
the
longevity
of
the
County
and
in
this
position
we
wanted
to
elevate
the
role
of
that
position,
make
it
report
to
the
county
executive,
because
the
financial
work
that
we're
doing
whether
it
was
guiding
ARP,
whether
it's
the
finances
around
the
CIP,
the
Pontiac
Redevelopment
so
much
the
transit
funds.
J
So
much
that
we're
doing
in
the
financial
world
is
strategic,
and
so
we
wanted
to
make
sure
and
so
much
of
the
time
that
that
person
spends
is
strategic,
that
we
wanted
to
elevate
this
role
and
at
the
same
time,
we've
realized
that
we
have
to
make
sure
that
the
day-to-day
in
fiscal
Services
is
operating.
The
way
that
we
wanted.
There
was
really
two
positions
there.
So
what
this
budget
does
and
I'll
go
to
the
next
slide,
I
think
it
will
be
a
little
bit
more
oh
wait,
so
I
can
go
backwards
more
clear.
J
It
delineates
kind
of
the
way
that
you'll
see
that
that
we
now
Envision
this
whole
financial
area
operating
in
the
county.
So
the
Chief
Financial
Officer,
which
is
really
the
new
position
that
we're
creating
here,
fully
paid
for
by
elimination
of
other
positions
and
other
savings
that
we
have.
We
have
identified
maintaining
a
director
of
M
B,
who
will
call
a
deputy
CFO
again
to
the
for
the
importance
of
the
position,
but
that
will
really
run
the
day-to-day
operations.
You
know
lead
the
budget
process,
coordinate
all
the
budget
requests.
L
J
Just
so
that
you
know,
and
these
next
positions
are
filled
right-
we
have
the
division
of
fiscal
Services,
which
you
would
know
as
Cheryl
when
she
comes
before
you
and
then
the
chief,
the
fiscal
Services
chief
that
reports
to
Cheryl
who
is
Kim.
She
may
come
before
you
as
well
Kim's
here
sorry.
J
You
know
that
these
are
the
rules
that
they
said.
We
wanted
you
to
see
how
the
cascading
of
responsibilities
will
flow,
but
the
only
thing
that's
in
this
budget
is
the
Chief
Financial
Officer.
We
moved
it
to
the
county
executive
budget,
so
you'll
see
the
some
of
the
money
for
that
position
in
our
budget
and
the
Savings
in
fiscal
services.
So
we
just
shifted
the
money
from
one
to
the
other
two
other
initiatives
that
I
wanted
to
mention
the
acorn
to
Oak
program.
Thank
you
for
the
support
of
that
resolution.
J
Several
months
ago.
Leadership
Oakland
is
the
entity
that
is
implementing
the
acorn
to
Oak
program.
The
resolution
created
that
at
250
000
a
year.
We
thought
that
made
sense
for
the
first
year
because
they'll
have
you
know
the
startup
costs
of
a
website,
creating
the
processes
and
those
types
of
things
in
the
out
years,
and
what's
in
this
budget,
is
a
hundred
thousand
dollars.
So
just
so
you
know,
that's
that's!
J
What's
in
the
budget
also
another
issue
that
we've
talked
about
at
this
table
and
many
of
you
have
championed
this
it
and
it's
it's
had
several
different
names
over
the
years.
I
think
commissioner
Smith
Charles,
you
often
referred
to
it
as
an
innovation
office,
so
you
had
placed
in
the
budget
I
think
three
hundred
thousand
dollars
about
a
year
ago,
because
you
thought
it
made
sense
to
have
sometimes
we
called
it
a
Grant's
office.
You
know
someone
who
was
focused
on
grants
or
philanthropic
efforts.
J
You
know
foundation
work
and
while
we
were
in
the
middle
of
chairs
and
ARP
and
the
money
that
was
coming
into
the
federal
government,
we
didn't
move
on
that
right
away
because
we
had
so
much
grant
money
coming
in.
But
now
that
we
see
the
light
at
the
end
of
the
tunnel
in
terms
of
ARP
funding
we've
given
a
lot
of
thought
in
terms
of
how
we
can
manage
that,
and
we
agree
that
we
do
need
someone
over
the
long
term
focused
on
that's.
J
Why
I
refer
to
it
as
strategic
partnership
director,
because
not
only
are
they
going
to
kind
of
oversee
grants,
they
would
have
someone
helping
them
with
grant
writing
and
making
sure
that
we're
pursuing
as
much
federal
and
state
money
as
possible,
but
more
importantly
than
that
it
would
be
the
relationships
with
the
philanthropic
Community,
the
foundations.
J
You
know
really
making
sure
that
we've
seen
or
we
see
the
alignment
in
terms
of
what
the
private
non-governmental
sector
is
doing
and
what
we're
doing
we
do
this
now,
not
as
effectively
as
we
could
but
like
with
the
Balmer
foundation
and
their
work
on
Community
Schools,
we're
engaged
with
them,
but
this
person,
using
the
money
that
you
all
had
put
in
the
budget,
would
really
you
know,
really
build
out
that
effort
and
so
by
the
end
of
September.
You
know
the
money
is
in
there.
J
We
just
wanted
you
to
know
as
part
of
this
that
will
bring
a
job
description
over
to
you.
You
have
to
you
have
to
you,
have
to
vote
to
create
the
position,
but
we're
going
to
use
the
three
hundred
thousand
dollars
to
create
the
lead
position
and
then
a
secondary
position.
That
is
more
of
a
grant
writer
position,
so
you'll
see
that
over
the
next
two
months
before
the
budget's
finalized,
that's
the
EO
part
and
then
Aaron
will
join
me
and
she'll.
J
M
Okay,
sorry
about
that,
so
I
always
like
to
start
with
these
slides
to
just
reiterate
what
is
sustainability,
and
so
it's
the
intersection
between
the
environmental
sustainability,
economic
sustainability
and
and
our
environment
and
environment,
social
and
social.
So
we
have
Equity,
environment
and,
and
financial
and
economics
I
always
bring
this
up
too.
This
is
a
un
sustainable
development
goals
and
Justice
Hillary
was
mentioning
you'll,
see
an
overly
onto
our
strategic
goals
here
at
a
moment.
M
So
we're
talking
about
environmental
sustainability
and
it's
Oakland
County
seeks
to
protect
the
environment,
reduce
carbon
pollution,
keep
Water
and
Lake
safe
and
conserve
natural
resources,
and
this
is
that
overlay
that
I'd
mentioned
and
the
reason
I
bring.
This
up
is
to
show
what
we're
doing
here
in
a
global
context.
M
So,
as
Hillary
mentioned,
one
of
the
things
that
they
had
requested
was
to
report
out
on
all
of
our
kpis,
and
so
we
have
protect
our
drinking
water,
which
is
a
metric
of
number
of
water
service
lines
that
may
contain
lead,
reduce
County,
government,
Admissions
and
energy
use
by
the
measurement
of
CO2
emissions
from
energy
consumption
on
campus
and
promote
cleaner
Transportation
Alternatives,
which
is
the
percent
of
residents
commuting
to
work
other
than
a
single
occupancy
vehicle,
and
you
can
find
these
metrics
and
everything
on
our
website.
M
This
is
just
a
snapshot
of
the
graph
to
kind
of
show.
I
have
been
following
up
with
the
Water
Resources
Commissioners
Office,
to
make
sure
that
we
have
the
most
up-to-date
lead
service
line
information
as
possible
and
I
believe
this
is
from
2019
and
we
don't
have
anything
updated.
This
is
really
regulated
from
this
by
the
state
and
so
we're
workshopping
internally.
How
we
can
support
this
very
important
goal
with
all
the
state
requirements,
but
how
we
can
impact
it
more
on
an
open
county
level.
M
The
next
one
which
I
really
love,
is
the
reduced
greenhouse
gas
emissions.
This
was
the
Baseline
greenhouse
gas
inventory,
Baseline
2018..
You
can
see
that
our
greatest
submissions
are
not
surprisingly
our
buildings,
followed
by
our
Fleet
and
then
and
then
coming
to
us
from
there,
but
those
are
our
two
greatest
ones.
I
will
note
that
in
we
were
able
to
I,
think
I
might
have
this
on
here.
M
So
in
order
to
reduce
our
greenhouse
gas
inventory
and
to
reach
our
goals,
we
engage
in
a
program
this
past
year
to
have
75
of
our
electricity
come
from
solar,
which
will
be
an
overall
reduction
of
40
of
our
greenhouse
gas
emissions
and,
and
that
starts
in
2026
once
our
energy
contract
is
up
this
next
one
is
just
transportation
data
related
to
how
folks
are
commuting
to
and
from
work
and
again
we
don't
have
any
updated
data,
but
working
with
our
planners
to
make
sure
that
we
have
that
and
I'm
assuming
that
through
our
Transit
work
that
we're
doing
at
the
county
tube
we'll
be
able
to
kind
of
see
what
that
does
for
this
as
well.
M
Some
highlights,
as
I
mentioned
from
this
past
year,
I
mentioned
the
75
solar
procurements.
We
were
Michigan
green
communities,
challenge
silver
certification
this
year,
hopefully
we'll
make
it
to
Gold
next
year
and
that's
a
Statewide
certification
program
that
folks
can
engage
in
sponsored
by
the
Michigan
Municipal
league
as
well
as
Eagle.
So
this
year
were
silver.
Thank
you
Julie
and
her
it's
nasty
and
getting
all
that
data
together.
M
So
I
really
appreciate
that
we're
also
doing
our
lead
for
cities
and
Community
certification
that
should
be
completed
or
we're
actually
hoping
to
do
some
submissions
later
in
September,
but
it's
technically
not
due
until
March
and
then
we'll
be
able
to
go
back
and
forth
and
see
where
we're
at
we're
just
on
the
cusp
of
between
certified
and
silver,
for
a
lead
for
cities
and
communities,
and
this
is
very
similar
to
the
lead
for
buildings
process,
but
they
developed
a
criteria
for
communities
and
so
Oakland
county
is
part
of
that
and
then
finally,
we
have
EV
infrastructure,
planning
and
installation
we
've
received
through
the
Michigan
enhancement
Grant,
which
I'll
talk
to
a
little
bit
about
later.
M
So
this
is
the
funding.
This
was
for
Julie
Alliance
record
and
record
recommendation
to
include
our
funding
that
we've
been
able
to
secure
for
through
sustainability,
and
so
in
total
over
this
past
year
it
was
just
over
1.3
million,
which
is
really
awesome.
M
You
know
some
of
it
is
smell
like
the
tree
grants
and
then
some
is
large,
like
the
medc
Michigan
enhancement
Grant.
So
you
can
just
kind
of
see
what
we've
done
today.
M
So
the
other
things
that
we're
working
on
to
improve
is
great,
writing
and
support.
You
know,
similarly
to
what
Hillary
had
mentioned,
there's
a
ton
of
funding
coming
through
the
federal
and
state
government.
We
want
to
make
sure
that
we're
being
very
proactive
on
that
and
so
working
with
Julian
the
variety
of
resources
that
we
have
available
to
us
to
understand
what
funding
is
available
and
be
able
to
go
after
that
and
assign
it
to
different
opportunities
within
the
county.
The.
M
Cities
I
had
mentioned,
and
then
certainly
professional
development.
So
you
know
over
this
last
year
we've
been.
We
have
I,
think
six
people
that
have
gone
through
the
equity
foundations,
which
is
part
of
our
Urban
sustainability,
directors,
Network
membership,
it's
free
to
us
and
so
working
with
Harry
and
figuring
out
a
way
to
give
that
to
all
of
our
other
staff
as
well
for
an
equity
training,
in
addition
to
everything
that
Harry
is
doing
as
well.
And
similarly,
you
know
because
there
has
been
a
lot
of
Engagement
with
the
electric
vehicle
space.
M
For
example
me
and
my
colleagues
have
been
able
to
speak
about,
have
a
lot
of
speaking
engagements
and
as
opportunities
with
some
of
the
professional
development
that
we've
been
able
to
do,
and
then
the
biggest
change
for
2024
is
not
surprisingly
staff,
and
this
was
a
really
just
reorganizing.
The
budget
I
already
have
and
that
it
was
already
approved
previously
and
just
rearranging
those
budget
numbers
to
figure
out
the
way
to
get
another
full-time
staff
person.
M
M
An
update
of
other
things
that
we're
working
on
over
the
next
year,
so
kind
of
a
new
slash,
ongoing
initiatives
is
continuing.
The
Electric
Vehicle
Regional
study
we're
now
moving
into
that
phase.
Two
part
of
that
again,
that
was
an
medc
funded
opportunity
in
partnership
with
semcog
to
develop
a
interactive
toolkit
and
interactive
map
for
all
the
city's
villagers
and
townships
to
use
in
the
Tri-County
area.
M
Now
that
we
have
an
additional
growth
in
partnership
with
semcog
that
has
reached
out
to
all
of
the
semcog
counties,
and
so
this
next
round
is
going
to
be
a
engagement
process
where
we
have
I
think
quarterly
sessions
that
we're
going
to
start
here
soon.
We
just
kicked
off
this
phase
two
and
is
to
educate
them
on.
You
know
various
Municipal
leaders
on
what
these
tools
entail,
what
the
new
funding
is
for
electric
vehicle
and
alternative
fuel
corridors
Etc.
M
So
really
we
want
to
make
sure
that
our
communities
here
in
Oakland
County
have
the
most
updated
information
as
possible.
A
lot
of
Engagement
later
on.
In
November,
we
have
a
little
bit
of
a
save
the
date
for
November
17th.
We
have
an
upcoming
event
where,
similar
to
last
year,
where
we
did
the
Oakland
62
engaging
folks
around
mobility
and
transportation.
We're
doing
that
again,
but
the
focus
is
going
to
be
on
sustainability
so
more
to
come
on
that,
but
that's
only
bad
I
mentioned
the
grant.
M
Writing
additional
Community
engagement,
making
sure
that
our
facilities
are
efficient.
You
know
with
a
large,
you
know
potential
development
in
Pontiac,
wanting
to
make
sure
that
we
are
understanding
all
everything
in
our
built
environment
and
then
it's
not
surprising.
It
projects
are
just
additional
GIS
and
data
manipulation,
as
well
as
new
charging
infrastructure
that
making
sure
we
have
the
debt.
That's
all
I
have
and
I.
N
O
P
P
I
have
not
met,
formerly
Chief
diversity
at
the
inclusion
officer,
and
here
is
our
presentation,
so
2023
key
accomplishments
partner
with
leaders
in
departments
across
the
county,
assist
with
the
customized
Dei
training,
Health
Equity
committee,
so
just
to
expound
a
little
bit
on
that
part
of
my
vision
for
the
Dei
Department
here
at
the
county
is
to
be
a
resource
for
other
municipalities
within
the
county
that
don't
have
the
capacity
or
resources
to
do
Dei
work
on
their
own
and
we've
been
able
to
do
a
little
bit
of
that
with
Novi,
and
actually,
we've
got
some
things
coming
up
in
Rochester
again
some
space
that
don't
necessarily
have
the
capacity
to
do
something
themselves
quote
their
needs
are
not
so
large
that
it
stresses
our
capacity
to
do
what
has
to
be
done
here.
P
Our
release,
county-wide
cultural
assessment
findings.
For
those
of
you
familiar
with
that
document,
it
was
a
bit
of
a
thorn
on
our
side
for
a
while
in
terms
of
analyzing
and
releasing
the
results.
We
got
that
taken
care
of
in
Terms
of
of
the
analysis
and
release.
We
are
in
the
process
now
a
deep
briefing
with
department
leaders
on
the
results
of
their
individual
I'm.
P
Sorry,
thank
you
on
the
results
of
their
individual
Department
results
to
be
done
about
half
of
that
with
a
second
half
coming
in
the
next
couple
of
weeks
to
get
that
completed
and
so
that
we
can
get
some
action
items
on
that
as
well.
Equity
Council
accomplishment,
so
we've
completed
over
800
hours
of
training
as
of
August
2023.
P
Each
of
our
meetings
typically
contains
some
sort
of
training.
Our
most
recent
one
was
a
training
on
ADA
rules,
as
we
just
celebrated
the
33rd
year,
33rd
anniversary
of
the
Ada
passing,
and
so
we
use
that
opportunity
for
Martin
Luther
to
be
trained
on
that
from
one
of
our
Resources
with
the
with
Michigan
Rehabilitation
Services
added
20
new
members,
All
County
departments
are
now
represented.
P
This
was
a
goal
of
mine
coming
through
the
door
with
regard
to
the
equity
Council
I
wanted
to
make
sure
that
we
had
at
least
one
representative
from
every
Department
as
a
part
of
this
Council
and
right
now
we
have.
We
have
that
representation
also
coordinate
and
participated
in
local,
wide
and
county-wide.
P
Excuse
me,
inaugural
Martin,
Luther
King,
Day
of
Service,
so
one
of
the
things
that
I
also
wanted
to
do
with
the
equity
Council
was
make
it
more
active
and
make
it
more
visible
within
the
community,
so
that
people
know
that
we
exist
and
what
kind
of
work
we're
doing.
And
so
the
inaugural
Martin
Luther
King
Day
of
Service
was
spearheaded
by
the
equity
Council.
P
Several
employees
throughout
the
county
participate
as
well
incredible
turnout
for
our
first
time
and
I
expect
for
it
to
get
larger,
we'll
have
a
couple
of
other
days
of
service
throughout
the
year
and
then
you
know
soon
sooner
than
I'd
like
to
think,
because
every
the
time
is
moving
so
fast,
we'll
be
back
to
the
next
Martin
Luther
King
Day
of
Service
held
the
Community
Wide
Juneteenth
event
to
celebrate
the
holiday
and
unveil
the
Elizabeth
Denison
Ford
historical
marker.
P
That
was
a
really
great
event,
partnered
in
a
lot
of
ways
with
the
Board
of
Commissioners.
So
thank
you
all
for
your
input
with
that.
It
was
a
lot
of
moving
Parts.
Many
a
lot
of
departments
came
together
to
make
that
happen.
P
In
terms
of
the
historical
marker,
there
are
a
number
of
other
historical
markers
that
moving
forward
that
we'll
be
unveiling
and
so
they'll
be
different
ceremonies
attached
to
those
things.
The
hope
is
to
keep
the
Juneteenth
celebration
as
something
as
a
as
a
regular
you've
been
here,
I've
partnered,
with
multiple
departments
across
the
county.
P
Almost
500
people
attended,
which
I
mean
we
ordered
souvenirs
for
about
300
people
and
they
were
gone
within
the
first
45
minutes
of
the
event,
which
is
a
good
problem
to
have
created
protocol
to
support
employees
and
departments
during
gender
transition,
and
so
this
is
something
that
that
I'm,
particularly
proud
of.
P
We
have
a
number
of
colleagues
here
of
our
colleagues
here
who
have
or
are
in
the
process
of
going
through
gender
reassignment
and
a
lot
of
times
what
comes
with
that
are
things
that
they
don't
necessarily
know
that
they
need
and
I
certainly
don't
know
that
they
need,
and
so
I
was
able
to
pull
together
a
team
of
individuals
who
are
much
smarter
than
me
in
there
in
their
particular
disciplines,
and
we
were
able
to
pull
together
some
protocols
and
and
support
services
so
that
now,
when
this
arises,
we
have
kind
of
a
go-to
road
map
for
resources
and
places
to
go
in
people
to
go
to
quarterly
County
hiring
demographic
report.
P
That's
something
that
we
are
keeping
a
very
close
eye
on.
It's
our.
Obviously,
it's
our
our
goal
to
have
a
more
diverse
Workforce
here
in
Oakland
County,
and
that's
not
something
that
just
happens-
we're
very
intentional
about
this,
and
there
are
some
steps,
some
very
intentional
steps
and
and
that
we're
taking
to
do
this-
and
this
is
one
of
them.
So
without
that
demographic
report,
we
don't
know
where
we
stand.
So
again,
it's
a
step
in
the
process
and
we've
got
many
more
steps
coming
coming
up.
P
You
know
headline
kpis
number
of
Department
Equity
teams
across
the
county.
So
again
the
Dei
Department.
What
we
want
to
do
is
create
capacity
for
individual
departments
to
be
able
to
apply
Dei
as
AC
fit
and
how
they
can
operationalize
it
based
on
what
they
do
in
their
department.
So
you've
got
a
number
of
Department
Equity
teams
across
the
County
Health
Department
Equalization
has
their
own
Equity
Team.
So
we've
got
a
number
of
other
teams
that
are
in
development.
P
So
soon
sooner
than
later,
each
department
in
the
county
will
have
some
sort
of
Dei
Council
representation
and
again
be
able
to
operationalize
equity
specific
to
what
their
department
does
number
of
community
members
who
participated,
participated
in
annual
Equity
events
again.
So
right
now
we're
looking
at
500
plus
people
for
the
Juneteenth
event,
which
is
the
only
measurable
we
have
for
this
year.
P
But
as
we
move
forward,
we'll
have
several
events
throughout
the
year,
where
we'll
be
able
to
give
some
more
numbers
for
that
percent
of
employees
who
support
Dei
principles
is
measured
by
the
employee
service.
That
is,
data
that
we're
collecting
or
will
be
collecting
with
pulse
surveys.
So
for
those
not
familiar
with
the
with
our
survey
all
right,
our
initial
survey,
this
alarm
survey.
It
was
37
questions
and
really
took
a
lot
of
time
for
employees
to
fill
out.
P
It
won't
be
the
last
survey
that
we
do
here,
but
it'll
be
the
last
survey,
that
is,
that
March
moving
forward
we'll
do
periodic
what
we
call
Pulse
surveys,
which
are
much
smaller
but
much
more
targeted.
Asking
7
to
10
very
pointed
questions
to
look
to
to
various
things
that
we're
looking
to
improve
so
as
we
get
those
post
surveys
out,
we'll
be
able
to
have
some
better
determinants
in
response
to
kpi
number
three
percent
of
employees
who
report
a
change
in
thinking,
Behavior
or
leadership
as
a
result
of
Dei
training.
P
That
will
be
something
that
we
can
gather
through
our
evaluations.
We
are
in
the
in
the
process
now
of
bringing
in
newbie
facilitation
vendors
that
we
had.
We
felt
like
there
was
some
room
for
improvement
there.
So
we're
still
in
the
interview
process
we
how
to
RFQ
go
out.
We
received
nine
bids
of
those
nine
we've
decided
to
interview
five,
so
we'll
have
some
people
on
board
very
soon
to
do
more
of
the
Dei
training.
P
In
the
meantime,
myself
and
Jim
persons
have
been
doing
that
work
for
departments
who
need
work
immediately
or
not
not
wanting
to
shelve
people's
needs.
While
we
wait,
you
know
to
get
these
Dei
contractors
in
place.
The
central
County
Employees
excuse
me
review
for
Equity
impact.
We
will
partner
with
eight
with
the
HR
Equity
Council,
to
review
policies
with
Equity
events.
P
So
when
we
talk
about
an
equity
lens,
when
people
ask
me
what
I
do
my
elevator
pitch
is
that
I
see
to
it
that
everything
in
the
county,
from
accounting
to
the
zoo
and
everything
in
between
is
looked
at
through
an
equity
manage?
So
that's
what
we
talk
about
here
when
we
look
at
policies
and
procedures
and
making
sure
that
we
are
doing
what
we
we're
being?
Who
that
who
we
say
we
are
with
regard
to
equity
and
making
sure
all
of
those
considerations
are
in
place
when
it
comes
to
policy.
P
Key
budget
items
go
to
increased
capacity
for
more
expansive
work
and
diversity,
equity
and
inclusion.
Continuing
current
budget
items
will
support
the
County's
strategic
goals
around
organizational
exit,
excellence
and
diversity,
equity
and
inclusion
field,
budgeted
Dei
coordinator
position
to
support
County
efforts
with
Dei
programs.
P
So
in
the
next
couple
of
months,
I'll
I'll
have
a
very
detailed
idea
of
what
I
want
this
position
to
look
like
and
will
look
to
fill
it
in
this
coming
budget,
utilize,
special
events
line
items
to
support,
Dei
efforts
to
include,
but
not
limited
to
equity,
Council
initiatives,
Department
Equity
team,
Equity
events,
speakers
and
other
programs
as
necessary,
including
our
ERG
programming.
P
So
as
we
move
forward
we're
going
to
be
developing
employee
resource
groups,
I
could
probably
do
another
presentation
just
about
ergs,
but
for
those
that
aren't
familiar,
these
employee
resource
groups
are
for
County
employees,
who
have
particular
things
in
common,
so
you
might
have
a
resource
Group
for
black
employees,
for
women
employees
for
employees
that
are
veterans.
So
all
of
these
subsets
that
have
specific
needs
based
on
their
demographic
will
have
organized
teams
and
groups,
and
so
there's
some
intricacies
to
setting
those
up.
P
So
that's
that's
the
next
major
piece
coming
out
of
the
Dei
Department
utilize
training
line
item
to
roll
out
roll
out
Dei
training
across
the
county
in
final
stages
of
selecting
the
training
vendors,
so
I
already
spoke
about
that
and
major
initiatives.
Implementation
of
equity
action
plan
based
on
county-wide
cultural
assessments,
so
again
just
action
items
based
on
our
findings
from
that
which
is
something
that
we're
continuously
working
for
condos
conduct
post
check
surveys
to
assess
where
we
are
now
compared
to
the
initial
cultural
survey.
P
So
again,
that
goes
back
to
those
whole
surveys
that
I
mentioned
continuing
to
establish
Department
Equity
teams
to
keep
building
Dei
capacity,
established,
employee
resource
groups,
Implement
county-wide,
Dei
training,
to
build
aware
awareness,
Bank
capacity
in
all
employees.
P
The
eye
training
will
be
offered
to
cities
Villages
and
townships
Partners
at
cost.
So
when
we
say
at
cost,
it
literally
means
just
that
we're
not
trying
to
make
a
profit
off
of
any
of
our
municipalities
whatever
they
need.
We
can
simply
just
ask
for
reimbursement
based
on
that
parcel,
so
if
they
need
two
hours
of
service
whatever
that
two
hours
of
service
is,
we
simply
will
request
a
reimbursement
for
that
specific
charge.
P
Nothing
more
expanded,
DVD
the
Dei
website
to
provide
a
hub
of
Dei,
related
information
and
resources
to
employees
so
again,
that'll
be
the
DI
office
itself
will
be
a
hub
and
a
resource
for
employees
and
for
colleagues,
immediate
colleagues
and
even
for
the
community
for
that
matter
to
find
resources
related
to
the
Department.
B
D
Q
B
Information
executive
office,
all
right
so
I
at
this
time,
I'm
going
to
open
the
floor
up
to
the
Commissioners
I'll
start
with
commissioner
long,
followed
by
commissioner
Rahman.
All.
F
F
So
this
is
a
good
thing
here
so
on
if
anyone's
on
that
page
from
so
it
went
from
1.4
million
to
535
000
for
next
year
and
then
I'm
looking
in
my
small
book,
I
just
want
to
make
sure
that
I'm
doing
this
right
now,
because
this
is
good,
the
decrease
is
due
to
the
law
case
of
Bulls
versus
Oakland
County.
So
it's
the
900
000
decreases
from
outside
Corporation
Council.
Is
that
correct.
F
F
S
F
So
it's
on
the
small
on
the
small
book,
it's
on
page
40,
and
it
explains
it
so
I'm,
just
kind
of
wanting
to
point
out
to
the
colleagues
too
that
if
you
have
questions
at
home
too,
you
can
then
follow
with
a
little
book
and
it
kind
of
explains
it
so
just
wanted
to
point
that
out,
but
I
wanted
to
make
sure.
I
was
right
that
that
was
the
900
000
decrease.
So
thank
you.
Thank
you,
commissioner.
A
Next
up,
commissioner
Ramen,
thank
you
manager,
it's
exciting
to
be
here
first,
one
of
these
so
I'm
new
to
all
of
this,
but
you
know
at
least
the
short
time
I've
been
here.
I
just
want
to
say
how
much
I
appreciate
everything
you're
doing
from
a
priority
standpoint.
Your
kpis
looks
like
you
have
everything
in
line,
and
it's
it's
really
refreshing
to
see
a
couple
of
quick
questions.
One
is
I
noticed
that
there
was
a
Personnel
increase.
A
If
I
saw
this
correctly
that
went
from
61
to
75
overall
as
far
as
what's
recommended
for
next
year,
so
that
increase
of
14
is
largely
from
doubling
the
Indigent
defense
Services
Personnel
right
from
10
to
20..
If
I
saw,
that
correctly
was
that
something
you
touched
upon
or
I
just
want
to
get
a
little
bit
clearer.
J
And
again
it
falls
under
our
budget,
but
Pete
Mena
who's,
the
chief
over
the
midc,
the
engine
defense
office.
He
will
come.
He
has
his
own
separate
20
minutes
along
with
Paulette
lofkin
who's,
our
new
Chief
public
defender,
so
they
will
come
and
make
a
separate
presentation
to
you
on
that
on
that
office,
but
that's
also
a
state
grant
that
we
receive.
So
it's
also
a
little
bit
different,
but
you'll
hear
from
Pete
I
think
yeah.
It's.
F
A
J
T
Smith
Charles,
thank
you,
madam
chair.
First
I
just
want
to
ask
if
any
people
on
your
teams
are
in
the
room
right
now,
so
we
can
acknowledge,
acknowledge
them.
Yeah,
Julie
Weinberg
is
here
Julie
nice
to
see
you.
Thank
you.
T
Everyone
else
is
with
other
reports,
I
guess:
okay,
so
well,
HR
department's
here,
a
couple
things
for
me
just
looking
at
sorry,
I'm,
not
more
organized
and
how
I'm
thinking
this
through,
but
on
page
314
in
the
bigger
book
under
account
numbers
and
descriptions,
I'm
just
curious,
it
has
personal
mileage
and
special
projects.
T
Also
printing
is
under
that
special
designation.
I'm
just
curious.
You
know
Commodities.
It
talks
about
Postage
and
computers
and
office
supplies.
Why
printing
wouldn't
necessarily
fall
under
Commodities?
These
are
not
questions.
I
need
today.
I
just
want
to
elevate
them
to
your
ear.
So
that's
just
one.
The
other
one
is
with
regards
to
travel
and
conferences.
It
says
it's
about
53,
5
through
2025
and
that
the
recommendation
recommendation
is
80.
000.
T
part
of
me,
I
have
found
it
incredibly
challenging
to
go
to
any
travel
and
do
any
conferences
here
and
I
earn
a
salary
from
this.
From
this
County
I
can't
imagine,
you
know
like
I
used
to
be
on
the
school
board.
There
was
no
salary
and,
and
people
had
lots
of
trouble,
sometimes
traveling
for
conferences
that
you
know
we
assume
people
want
to
put
stuff
on
credit
cards
of
their
own.
T
You
know
for
things
like
that,
so
I'm,
just
curious
and
again
I
don't
have
to
have
the
answer
today.
I
just
want
to
lift
it
that
you
know
again.
We
seem
to
clamp
down
on
things
that
just
seem
to
be
hinders
the
the
ease
of
of
doing
business
I
work
for
HR
when
it
comes
to
dental.
So
I
put
a
note
there.
You
know
it
just
seems
like
we
pay
pennies.
T
We
want
people
to
smile
and
be
friendly
at
these
various
desks
around
the
county,
but
we
don't
pay
enough
for
rental
and
I'm
really
concerned
about
that.
The
other
thing,
and
again,
that's
not
under
this
particular
piece,
but
just
I'd
liken
it
to
some
of
these
pieces
with
regards
to
travel
personal
mileage.
That
number
is
quite
low,
I,
don't
know
if
this
is
outside
of
the
parks
budget,
you
know.
Sometimes
we
get
travel
reimbursements,
I
just
don't
want
us
to
be
hampered
in
what
I
like
to
call
professional
development
and
as
we
grow.
T
So
that's
just
a
couple
things.
You
asked
a
question
about
the
the
staff.
I
was
curious.
Have
you
done
a
SWOT
analysis
on
how
easily
you'll
be
able
to
fill
those
those
14
spots,
but
I
guess
most
of
that
will
go
to
the
indigenous
ended.
You
know
I'm
trying
to
say
defense
group.
J
Yeah,
that's
the
public
defender's
office.
So
that's
the
assistant,
you
know
the
assistant
process
and
they've
hired
an
assistant,
public
defender
and
I.
Think
two
or
three
lawyers
so
I
think
the
first
Year's
budget
is
like
six
lawyers
and
an
investigator
Candice
admin
person.
So
they
are,
they
are
making
some
progress.
T
And
it
sounds
like
you'll
probably
be
able
to
successfully
fill
those
it's
just.
What
do
we
pay
these
people?
Is
it
pennies
you
know?
Are
we
giving
them
a
good
wage
that
they
want
to
come
to
the
county?
All
of
those
things
I'm
sure
you
all
are
constantly
trying
to
vet
out,
and
my
closing
question
is,
as
relates
to
the
UAW
in
terms
of
their
potential
pending.
T
Possibly
striking,
has
the
county
put
any
contingencies
in
place
to
kind
of
think
about
that
in
terms
of
Labor
through
the
lens
of
operations
as
as
as
a
whole
and
again,
if
that
question
is
something
you
got
to
chew
on
a
bit
I
think
this
body
is
welcome,
we'll
welcome
that.
U
So,
as
everybody
should
know,
a
lot
of
the
directors
or
deputies
know
that
I'm
real
big
about
the
minority
accounts
and
every
every
department
so
I
know
HR
is
coming
up
next.
U
I
just
want
to
put
it
on
the
radar
and
request
staff
that,
if
I
could
get
minority
counts,
per
department
and
overall,
just
I
want
to
know,
because
we
were
at
14
when
I
became
a
14
when
I
became
a
commissioner,
and
now
it's
in
it's
decreased
to
nine
and
I
know
that
HR
in
our
diversity,
the
EI
representative
is
working
on
strategies
to
try
to
explore
that
space
But.
U
Everybody
know
I
always
ask
for
the
minority
Council
during
budget
time
all
the
time
so
that
we
can
keep
track
of
that
because
two
we
are
and
we
have
Midway
HR.
Thank
you
April
and
the
other
Mr.
What's
your
name
again,
thank
you
for
that
meeting.
We
have
been
talking,
but
everybody
know
I'm
real
big
on
the
minority
numbers
so
I
just
I
know
everybody
may
not
be
prepared
today,
which
is
fine,
but
if
I
can
have
that
bad
department
and
that's
including
executive's
office
too.
Thank
you.
Thank.
S
It
was
a
great
report,
really
excited
about
the
work
that
both
of
you
are
doing,
and
one
of
my
areas
of
interest
is
when
you
go
out
into
the
communities,
because
that's
what
we
kept
hearing
when
you
were
first
hired.
So
when
that
actually
happens,
it
would
be
great
if
you
would
let
the
Commissioners
know
when
you
go
into
your
system.
J
V
J
V
J
Well,
those
conversations
are
ongoing,
but
there
is
a
conversation
going
on
about
what
what
percentage
of
it
will
specifically
be
devoted
to
revenue
loss.
So
as
soon
as
those
conclude,
those
discussions
conclude
we'll
have
a
final
number,
but
definitely
there
is
agreement
that
led
a
large
portion
of
it
should
go
towards.
You
know
Revenue
loss,
which
is
basically
the
the
amount
of
money
that
the
county
has
spent
to
to
survive
the
drive
from
the
pandemic,
but
that
will
be
a
portion
of
the
remaining
80
million
dollars.
Thank.
B
U
So
last
question
I
have
is:
according
to
the
recent
U
of
M
study,
the
state
of
Michigan
is
experiencing
Mass
Exodus
of
Highly
skilled
young
professionals
and
college
graduates,
while
the
Oakland
80
initiative
is
a
great
achievement.
How
is
the
budget
addressing
the
phenomenon
known
as
brain
drain
or
human
capital
flight?
U
J
You
did
mention
Oakland
80,
and
you
know
we're
going
to
give
the
board
a
presentation
at
the
August
17th
meeting
and
I
and
I
will
not
to
preview
all
the
good
data
that
HR
has
available
for
for
you.
But
you
know
we
share
your
concern
about
hiring
and
we
are
really
focused
in
on
also
keeping
track
of
our
the
recruitment
that
we're
doing
and
trying
to
increase
the
how
we
improve
their
recruitment,
improve
the
purchasing
and
Harry's
been
involved
in
that
I'm.
J
Sure
you'll
you'll
talk
to
purchasing
about
that
as
well,
but
you
know
we're
we're
doing
a
so.
It's
right
attracting
the
people
that
come
work
for
us
and
then
retaining
them
as
well.
So
it's
we're
working
on
both
ends
of
it
and
also
exploring
in
Sunil,
can
talk
endlessly
about
this
other
opportunities
in
terms
of
H-1B
visa
folks
that
hold
those
and
and
recruiting
folks
that
have
degrees
coming
to
Oakland
County,
making
Oakland
County
their
home.
So
we're
trying
to
do
all
of
the
above.
Okay.
B
Okay,
I
just
have
a
couple
of
comments:
I
love
the
idea
of
the
Strategic
partnership
director
we've
talked
since
I
got
here
about
we're,
leaving
so
much
money
on
the
table
in
terms
of
federal
grants.
State
grants
that
we
don't
have
time
to
have
somebody
do
the
paperwork
to
actually
apply
for
them
and
that's
really
true
across
the
county,
whether
it's
the
sheriff's
department,
Dei
environmental,
sustain
sustainability,
really,
there's
20
different
categories
that
we
could
be
drawing
down.
B
Grant
money
that
were,
we
need
to
be
better
at
it,
so
I'm
glad
to
see
that
you're
going
to
really
have
a
department.
That's
focused
on
that
and
then
the
other
is
I
love
the
idea
of
kpis
and
watching
them
and
making
adjustments
based
on
what
they're
telling
us
we
weren't
doing
this
until
a
couple
of
years
ago,
and
it
really,
you
know,
I'm
a
scientist
by
training,
and
so
it
really
informs
our
actions
and
I
appreciate
that
we
are
moving
Based
on
data
and
with
that,
if
nobody
else
has
any
other
questions.
B
Oh
one
other
thing,
I
got
a
little
note
on
my
text
from
somebody
who's
watching
who
said
it's.
Elizabeth
Dennison.
Fourth,
it
is
Ford,
so
you
might
want
to
make
that
little
adjustment.
We're
really
glad
that
you
know
she
was
part
of
the
whole
commemoration
of
Juneteenth,
because
she's
an
important
historical
figure
to
Oakland,
County
and
I,
don't
think
most
people
knew
who
she
was
until
we
really
started
to
elevate
her
yes,
Oakland,
County,
Historical
and
so
on.
So
that
was
really
cool
one
last
round.
B
K
B
Right
and
please
feel
free
to
help
yourself
to
the
refreshments
which
these
meetings
really
stretch
and
your
brain's
supposed
to
be
working
the
whole
time.
So,
let's
you
know
that's
why
we
have
a
few
snacks
for
folks
all
right.
Next
up
we
have
the
budget
presentation
from
Human
Resources
Department.
G
Sure
thank
you
good
afternoon.
Commissioners.
Thank
you
for
letting
us
speak
a
little
bit
as
you
can
see.
I
brought
my
my
reinforcements
sorry,
my
HR
team,
so
I
thought.
We've
had
a
lot
of
changes
through
the
through
this
past
year
and
I
wanted
to
make
sure
that
I
did
some
introductions
to
everybody.
G
So
I'll
start
off
with
me
and
then
we'll
pass
it
along
to
make
sure
you
know
who
our
HR
department
is,
and
then
from
that
point
after
that
we
will
kind
of
get
into
a
little
bit
of
the
meat
of
the
the
meeting
and
then
when
you
guys
are
ready
for
the
question.
So
let's
kick
it
off.
My
name
is
Sunil
CJ
I
am
the
HR
Director
here
passing
it
over
to
I'm.
O
Marketing
Communications
officer
I
was
so
overseeing
Employee
Engagement.
E
K
G
I'm
on
this
side,
so
I
just
want
to
kick
it
off.
As
you
know,
I've
been
here
probably
about
six
seven
months,
and
what
we're
really
trying
to
do
is
make
a
change
and
try
to
change
HR
and
trying
to
change
what
we're
trying
to
do,
and
my
team
has
done
such
a
great
job
that
we
wanted
to
highlight
it
today.
So
I'm
going
to
kick
it
off
and
then
we're
going
to
bring
in
a
couple
other
folks
on
my
team
to
help
talk
a
little
bit
more
in
detail
on
some
of
the
things.
W
We're
happy
to
be
here
today
to
share
some
information
on
progress
that
we've
made
over
the
last
year
and
our
plans
to
really
build
on
that
momentum
for
a
future
that
we
think
will
look
quite
a
bit
different
in
terms
of
how
we
deliver
and
deploy
our
HR
Services
throughout
the
county.
Our
key
performance
indicators
really
focus
on
two
primary
buckets,
I'd
say,
and
we
had
a
great
segue
from
Hillary
before
she
left.
Really
it's
it's
about.
How
do
we
bring
in
and
create
and
develop
a
workflow
Workforce?
W
That's
reflective
of
the
public
that
we
serve
and
then
how
do
we
keep
and
retain
people
and
make
sure
that
we
create
space
for
people
to
flourish
and
Thrive
throughout
their
entire
careers
here
or
even
if
for
them,
the
right
choices
to
move
on
to
something
bigger,
better
and
different.
So
our
kpis
are
really
built
around
those
two
buckets.
W
We're
looking
at
the
number
of
employees
with
those
post-secondary
degrees
or
industry,
certifications
that
kind
of
links
to
the
open,
80
piece,
and
we
also
want
to
know
how
satisfied
people
are
being
here.
Are
they
do?
They
feel
that
this
is
a
good
or
great
place
to
work?
We
really
want
to
be
an
employer
of
choice
that
offers
opportunity
throughout
a
career
for
our
employees.
W
So
those
are
our
key
kpis
and,
let's
drill
into
the
numbers
here,
I
hope
that
yeah
I
hope
you
can
read
them.
They
were
really
teeny
tiny
on
my
screen,
but
we
wanted
to
show
you
on
the
workforce
side
how
we're
comparing
to
the
communities
that
we
serve
so
overall.
If
Oakland
County
has
just
over
29
non-white
population,
we
have
some
work
to
do.
Our
Workforce
is
just
over
16
percent
on
a
non-white
comparison.
W
If
you
drill
down
and
look
at
the
African-American
population,
Oakland
County
has
almost
14
of
people
that
identify
as
African-American
and
our
Workforce
is
at
10
and
a
half
percent.
So
we
have
a
gap
there
that
we
need
to
to
continue
to
work
toward.
When
we
look
at
our
non-white,
supervisors
and
managers
we're
seeing
that
a
almost
12
percent
Under
12
are
identifying
as
non-white
within
Oakland
County,
so
we've
got
some
work
to
do
there.
W
The
good
news
is
I'm
proud
to
share
the
last
bar,
because
it
does
show
that,
while
we're
not
there
yet
we
have
made
some
progress
on
how
we're
hiring
and
we
are
seeing
the
percent
of
non-white
new
hires,
as
at
25
percent,
so
work
to
do.
But
progress
made
and
I
think
how
we're
driving
that
change
is
really
through
how
robust
those
applicant
pools
are
and
the
Excellence
of
our
recruitment
team
and
the
work
that
they've
done
and
so
on.
W
L
I
just
want
to
talk
to
you
a
little
bit.
First
about
our
recruitment
team.
Our
recruitment
team
is
very
diverse.
It
consists
of
again
our
manager
Susan
lock.
We
have
two
recruiters
two
associate
recruiters
one
employee
record
specialist
one
student,
and
then
we
also
have
a
intern
that
was
working
with
us
currently
as
well.
L
L
Oh
yeah.
We
did
a
good
job,
we
did.
We
did
our
recruitment
efforts.
They
include
sourcing
on
two
different
platforms.
One
of
them
would
be
handshake,
and
then
the
other
would
be
indeed
handshake
is
more
geared
towards
recent
graduates
and
then,
of
course,
we
have
the
platform
of
indeed
now,
when
we
source
for
applicants
that
pretty
much
consists
of
identifying,
contacting
and
engaging
with
candidates
based
on
their
resume
profile.
So
when
we
Source,
we
have
the
ability
to
review
their.
D
L
Compared
to
the
job
postings
and
the
qualifications
that
we
have
and
then
we
have
the
ability
to
reach
out
directly
to
them
and
send
them
a
message
and
invite
them
to
apply
for
different
job
postings
on
our
website.
So
we
yeah,
we
just
started
doing
that,
which
we've
been
getting
positive,
results
from
that
and
we
also
attend
virtual
job
fairs,
as
well
as
in-person
job
fairs
in
diverse
areas.
L
Right
now,
we're
on
topic
or
we're
on
track
or
Target
rather
to
attend
about
25
job
fairs
this
year,
which
that's
a
lot
for
us
to
go
around
Oakland
County
but
Ron's
harder
to
attend
about
25
job
fairs
this
year.
So
we
are
continues
continuously
working
diligently
to
continue
to
improve
our
diverse
pool
of
applicants
for
our
departments
and
our
hiring
managers.
But
we
have
definitely
made
an
impact
since
2017
and
I'm
extremely
proud
of
that.
Thank
you.
U
L
W
Well,
we're
nowhere
near
the
finish
line,
but
we're
making
progress,
and
we
think
a
next
step
in
really
helping
us
to
you
know
keep
that
momentum
building
is
really
to
rethink
how
we're
deploying
and
delivering
HR
services
to
the
Departments
that
we
work
with
and
we're
excited
to
be
launching
a
human
resources,
business
partner
model,
where
we
can
actually
embed
an
HR
BP
we're
calling
them
because
initials
are
fun
and
government
and
hrbp
can
be
assigned
to
and
work
directly
with
hand
and
glove
a
department
that
they're
serving
and
we're
hoping
that
this
will
build
the
way
that
we
collaborate
the
way
that
we
strategize
the
way
that
we
really
serve
people
at
a
more
strategic
level.
W
Helping
them
understand
why
it's
so
important
why
these
numbers
matter
number
one
number,
two.
What
are
ways
that
we
can
deliver
on
the
objective
and
how
do
we
educate
managers
supervisors
from
the
inside
and
up
so
really
working
with
people
rather
than
a
centralized
kind
of
process,
oriented
good
old-fashioned
government
version
of
HR?
We
want
to
reimagine
that
into
more
of
those
hrbp
model,
and
so
we're
piloting
it
now
we're
proceeding
with
adding
a
second
and
the
budget
before
you
reflects
that
shift.
W
We're
doing
that
by
eliminating
currently
vacant
positions
that
are
not
being
utilized
and
repurposing
those
in
the
hrvp
role
and
we're
really
hopeful
that
it'll
that'll
just
build
a
bridge
between
HR
and
the
Departments
that
we're
working
with
and
help
us
engage
at
that
more
strategic
level.
Rather
than
just
be
a
process.
Oriented
paper
focused
function
of
HR.
We
want
to
elevate
kind
of
the
The
Core
Business
purpose,
that
HR
is
meant
to
deliver
and
make
sure
that
we
can
do
that
really
effectively.
W
We
really
hope
that
we'll
be
key
in
you
know
continuing
that
momentum
around
Dei
as
well
we're
working
very
closely
with
Harry
and
his
group
and
how
we
educate
and
inform
and
promote
the
value
of
Dei
and
what
it
can
mean
for
your
business
operation
and
the
quality
of
your
services
and
your
staff
and
just
the
overall
health
of
an
organization.
So
this
hrbp
model,
we
think
it
will
pair
nicely
with
Ariana
and
her
group
delivering
great
pulls
the
applicants
and
maybe,
on
the
hrbp
side,
us
really
working
more
strategically
with
the
Departments.
W
A
real
key
piece
to
that,
though,
in
addition
to
the
hrbp
is
going
to
be
continuing
and
Learning
and
Development,
we
really
see
an
investment.
Learning
and
Development
will
be
critical
to
pushing
forward
and
keeping
the
momentum
building.
And
so
I
would
like
to
ask
Melva
to
maybe
come
and
highlight
for
us
some
of
the
exciting
things
that
are
happening
in
Learning
and
Development
and
how
our
budget
proposal
with
investments
in
these
key
areas,
we
think,
will
really
help
keep
the
momentum
going.
G
H
So
hi
everyone
again,
my
name
is
Melvin
Alice
in
development
and,
first
and
foremost
I'll.
Just
let
you
know
as
we're
moving
forward
our
department
or
our
unit
is
really
working
to
be
a
strategic
partner
with
both
employees
and
their
departments.
So
you've
been
doing
a
really
good
job
of
increasing
our
customized
training.
We're
very
agile.
We're
part
of
the
department
wants
to
request.
H
So
one
of
the
things
we've
been
working
on
is
an
internship
cohort
and
that's
where
we
have
gathered
all
the
interns
that
are
working
here
in
the
county
brought
them
together
to
meet
some
of
our
leaders.
Tour,
some
of
our
facilities
around
here,
the
around
the
County
Campus,
as
well
as
provide
opportunities,
find
Opportunities
so
that
they
can
grow
in
their
careers.
And
hopefully
this
will
be
their
choice
when
they
start
their
permanent
career
and
also
we've
been
increasing
the
amount
of
disabled
workers
that
we've
been
placing.
H
We
have
a
program
that
we've
rebranded
called
diverse
abilities,
and
so
we
now
have
14
disabled
workers
that
are
placed
throughout
different
departments
throughout
the
county,
and
this
will
be
opportunities
for
those
who
don't
would
not
normally
get
an
opportunity
to
work
here
and
by
giving
them
the
opportunity
to
help
them
one
day,
they'll
be
offered
at
full
time
or
be
able
to
compete
for
a
full-time
position
here.
So
that's
been
very
successful
as
well.
H
We
also
have
an
apprenticeship
program
and
that's
a
great
opportunity
to
upskill
and
reskill
both
current
employees
and
to
go
outside
as
well
and
bring
in
workers
who
would
not
have
the
traditional
education
needed
for
a
particular
position.
So,
for
example,
we
have
our
newest
Department
who's
going
to
be
in
our
apprenticeship
program
from
with
the
IT
department,
and
we
had
a
worker
that
went
from
Equalization
to
I.T,
with
no
experience
and
through
this
program
it
provides
both
on-the-job
learning
and
educate
educational
or
classroom
training
and
at
an
accelerated
pace.
H
So
within
a
year
they
will
be
able
to
compete
for
that
position.
It
user,
Specialists
versus
having
you
know,
meeting
the
full
qualifications
that
they
don't
wouldn't
that
meet
today
and
I'm
also
excited
to
talk
about
in
the
future
a
very
near
future.
We
hope
to
offer
career
counseling
and
that's
going
to
be
offered
to
current
employees
who
would
like
to
move
throughout
the
county.
So.
D
H
Providing
the
educational
support
through
tuition,
reimbursement
and
service
training,
we
would
also
just
work
with
them
and
see.
You
know
they
will
work
with
their
Leaders
with
an
IDP
or
individual
performance
plan,
and
we
would
expose
them
to
opportunities
that
the
counties
have
available
what's
needed
and
again
support
them
if
education
is
required
as
well,
so
that
should
be
coming
soon.
H
W
Thank
you,
so
the
key
budget
changes
that
I
would
just
highlight
before
we
open
it
up.
A
couple
slides
is
again
this
HR
business
partner
model,
really
rethinking
reshaping
how
we
deliver
and
deploy
our
HR
services
at
a
different
strategic
level
and
more
on
site
and
directly
with
our
departments.
We
think,
is
an
exciting
shift
in
the
way
that
we're
looking
at
HR.
W
We
really
think
our
investments
in
Learning
and
Development
will
be
key
in
how
we
develop
retail
grow
people
that
we
already
have
here
with
us
and
then
streamlining
and
building
capacity
around
HR
systems,
because
we,
we
must
admit
that
we
do
have
some
good
old-fashioned
systems
like
job
descriptions
that
are
currently
managed
through
word
and
PDF,
for
example,
within
the
proposed
budget
requests
that
you
have
before
you.
We
hope
to
have
some
software-based
job
description
management
pieces
that
will
help
us.
It
can
link
into
Performance
Management.
W
It
can
link
into
you
know,
based
on
the,
for
example,
the
the
job
tasks
and
job
duties
that
will
suggest
appropriate
interview,
questions,
for
example,
so
the
software
products
that
are
available
now
to
build
and
manage
and
be
a
little
more
Nimble
in
how
we
manage
our
classifications
and
our
job
descriptions
is
just
phenomenal,
and
so
we're
really
excited
and
hopeful
that,
with
this
approved
budget,
we
can
bring
that
new
software
on
board
and
modernize
our
classification
structure
and
supporting
child
prescriptions
that
are
within
those
and
that
will
trickle
through
and
impact
other
HR
units
and
the
departments
at
large
as
well
also
we're
going
to
continue
implementation
of
a
new
applicant
tracking
system
that
was
done
under
this
year's
budget.
W
But
we'll
continue
with
the
implementation
piece
of
next
year's.
Similarly,
employee
and
Labor
Relations
will
be
continuing
to
implement
a
case
management
system,
so
you
know
we're
kind
of
working
with.
We
need
more
modern
Nimble
systems
and
the
budget
requests
before
you
addresses
those
three
key
areas.
We
also
are
going
to
continue
our
new
efforts
with
engagement.
W
We've
got
bucket
list
coming
out,
I
didn't
pop
it
on
here,
because
it's
already
in
implementation,
but
it's
a
great
new
way
that
we
can
do
our
Service
Awards
and
some
of
our
recognition
work
and
we
do
have
some
major
contracts
upcoming
in
terms
of
the
labor
contract
with
UAW
and
then
some
other
contracts
are
here
to
say,
Dental.
We
are
going
to
go
out
to
market
for
dental
and
vision
in
the
coming
year,
as
well
as
Bright
Horizons,
who
runs
our
daycare
piece
and
then
Trustmark
is
the
retiree
Healthcare.
G
As
you
can
see,
we've
doing
a
lot,
we're
really
trying
to
change
it,
trying
to
make
HR
a
better
place,
and
it's
really
come
together,
I'm
very
proud
of
what
my
team
has
done.
But
again,
this
is
just
the
tip
of
the
iceberg.
We
still
have
a
lot
to
overcome
and
to
do
and
we're
willing
to
another
challenge
to
have
so
with.
F
The
little
things
in
life
right
so
just
a
comment,
I'm
glad
to
see
career,
counseling
I
think
that's
great.
That's
great
I
am
a
huge
proponent
of
within
a
current
employee.
You
have
an
opportunity
to
have
a
advancement
in
their
career
here,
so
that
is
good
I'm,
like
a
report,
if
that
go,
you
know
start
when
that
starts
and
how
many
people
bumped
up
and
stuff,
but
I'm
really
glad
to
see
that,
because
there's
a
lot
of
employers
that
do
not
do
that
at
certain
firms
and
different
things.
So
I
I
appreciate
that.
F
So
I
was
glad
to
see
that
and
I
just
have
one
line
item
question
which
I
might
have
asked
this
every
year:
I
don't
know
but
page
343,
it's
just
it's
simple.
Just
the
sixty
thousand
I'm,
not
questioning
the
amount.
It's
60
000
psychological
testing
is
that
for
our
deputies,
okay,
I
might
ask
that
last
year,
I
was
thinking.
It
was
deputies
only
right.
We
don't
do
any
for
any
other
employees,
any
psychological
testing,
any
other
departments.
Your
support.
F
B
Next
up,
we
have
commissioner
Smith
Charles.
Thank
you,
madam.
T
T
My
colleague
here
might
be
the
squeakier
of
the
wheel,
but
trust
I
have
receipts
in
my
inbox
on
these
very
types
of
questions,
because,
let's
just
say
word
on
the
street,
is
you
can't
get
a
job
at
Oakland,
County,
so
I
and
I
feel
that
way
in
my
own
City
that
I
live
in?
So
it's
not.
You
know
it's
not
lost
on
me,
but
so
thank
you.
I
feel
heard.
Keep
up
the
good
work.
T
Ladies
and
gentlemen,
I
wanted
to
ask
about
the
applicant
tracking
system,
which
is
also
a
nice
easy
way
for
technology
to
throw
a
wrench
in
everything.
You
guys
are
doing
just
curious.
If
at
some
point
we
could
test
drive
it
just
to,
you
know,
see
how
it
would
work
for
for
us
and
then
I'll
land
with
overtime
issues
at
the
Oakland
County
Sheriff's
Office.
Can
we
hear
about
like
I
just
talked
to
a
sheriff
member
today?
Well,
won't
say
who
but
he's
like
yeah
I
work
later
long
day.
T
H
G
B
Okay,
commissioner
Powell,
as.
U
April
knows
before
you
came,
I
asked
a
lot
of
questions
and
just
to
see
the
work
of
you
all
and
everything
that
you
all
are
trying
to
do
is
amazing,
because
I
think
seeing
the
process
and
what
you're
trying
to
work
on
I
can
kind
of
feel
because
I
know
just
so
y'all
know
too
some
of
these
employees.
They
do
calls.
They
do
call
me
they
give
me
updates
so.
D
U
Am
going
to
be
transparent
and
let
y'all
know
I'm
going
to
follow
up
with
them,
employees
just
to
see
how
things
are
going,
but
I
will
tell
them,
even
if
they
try
to
talk
left
just
pack,
your
patience,
because
I
think
HR
is
on
the
journey.
Okay
and
it
looks
like
it's
a
good
journey,
so
I
just
want
to
say
thank
you
for
that.
Thank
you
and
the
team.
Thank
all
y'all.
U
Thank
you
because
it
does
take
a
team
to
make
the
transition
and
we,
it
is
a
lot
of
years
of
transitioning
that
we're
doing
so.
Thank
you.
The
other
question
I
have
is
as
a
recommended.
As
is
recommended
through
the
budget,
the
department
will
feel
65
increase
in
operating
expenditure
category.
What
was
the
rationale
for
that.
U
Just
looking
at
it
like
for
2000
and
two
no
three,
it's
like
565
grand
for
your
operating
and
then
it
jumps
to
for
next.
J
U
Now
yeah,
if
you
came
for
time,
it's
fine,
but
I
just
wanted
to
know
what
is
it
probably
is
a
big
switch
because
you
all
are
bringing
on
you
know
y'all.
B
Next
up,
we
have
commissioner
Rahman
followed
by
commissioner
wiper.
Thank.
A
You
Personnel
is
always
kind
of
my
big
thing
right
within
the
department
and
I
noticed
with
all
the
great
changes
you've
made
you
took
a
it
was
almost
25
increase
between
22
and
23,
went
from
61
to
76
people.
Is
that
all
right
and
then
we're
coming
back
down
we're
losing
another
six
people
so
just
make
sure
I
want
to
understand
kind
of
what
the
thought
process
is
between
ramping
up
so
quickly
and
then
dropping
back
down.
Are
we
overstaffed?
Are
we
finding
that
there's
redundant,
seen
some
of
the
positions
or?
W
A
number
of
the
eliminated
positions
are
currently
vacant
part-time
and
not
being
utilized,
and
so
I
would
say,
we're
more
repurposing
some
to
get
those
hrbp
models
up,
running
piloted
proof
of
concept
Don
and
then
we'll
continue
to
implement.
So
you
may
see
some
additional
growth
over
time
as
we
kind
of
build
out
that
model
and
deploy
it
in
more
and
more
departments.
G
A
W
In
large,
that's
a
big
statement:
I
I
do
think
our
compensation
and
benefits
package
in
total
is
pretty
competitive.
I
think
we're
not
telling
our
story
very
well
about
how
those
come
together
into
a
total
compensation
package.
So
we
may
have
some
people
looking
at
like
a
salary
and
they
may
feel
like.
Well,
that's
not
enough
to
make
me
move,
but
what
they're
not
considering
is
such
a
lower
cost
of
contribution
to
benefits
a
richer
retirement
contributions,
some
on
the
benefit
side.
W
By
the
time
you
take
those
together,
it
actually
actually
can
look
a
little
more
enticing,
so
I
think
we
need
to
do
a
better
story
of
telling
our
story
about
how
the
total
package
might
come
here.
Sure
and
then
also
things
like
the
quality
of
life
here
as
an
employee
at
the
county
and
really
selling
what
a
great
place
this
is
to
be,
and
we
want
to.
You
know,
make
good
on
that
promise
to
be
an
employer
of
choice
and
make
sure
that
people
feel
great
about
being
here.
V
K
W
No
so
so
this
will
be
a
very
easy
implementation
they
can
scan
in
and
utilize
the
existing
job
descriptions.
What
it
will
do
is
be
able
to
automate
the
way
that
we
report
and
the
way
that
we
can
use
comparisons
across
job
descriptions
and
like
I
mentioned
it
will
also
help
create
other
things
like
based
on
the
job
duties.
It
will
suggest
interview
questions.
One
of
the
other
neat
features
is
it
has
an
anti-bias
language
Checker.
So
it
can,
you
know,
run
like
you
would
do
a
spell
check.
W
It
can
run
through
a
job
description
to
make
sure
that
we
don't
have
any
inadvertent,
biased
language.
So
it's
not
that
we
lose
or
don't
utilize
what
we've
already
done
and
paid
for
it's
that
we're
now
automating
how
we're
going
to
maintain
that
over
time,
it'll
be
much
more
Nimble.
We
can
keep
it
more
modern
and
then
we
can
build
on
it
for
other
capacities
and.
V
W
Are
ways
that
these
systems
work
with
workday
and
we'll
complement.
S
And
just
coincidentally
I
had
a
meeting
this
morning
with
several
of
our
employees
and
they
were
all
talking
about
the
change
in
perception
of
employees
of
our
chair
department
and
some
of
the
programs.
You're
doing
of
Outreach
sounded
amazing
they're,
focusing
on
being
kind
to
one
another
and
I
mean
the
the
humanity
that's
been
used
in
the
work
that
you
do
is
impressed,
so
I
wanted
to
come.
S
She
particularly
mentioned
you
in
April,
as
I,
wanted
to
pass
that
on,
but
it's
it's
very
exciting
to
see
the
progress,
that's
happening
and
also
I
love.
When
you
bring
everyone
because
I've
talked.
S
B
Okay,
so
next
up
for
the
first
question,
we
have
commissioner
Cavell
and
then
I
have
commissioner
long
and
commissioner
Smith
Charles
for
a
second
question.
If
we
have
time
so,
commissioner
Cavell
the
floor
is.
Q
Yours,
sorry,
for
being
late,
so
if
you
already
covered
all
these
things,
let
me
know
the
equity
Council
how's
that
going
what's.
A
U
Q
And
you
mentioned
not
so
many
words,
but
upskilling
right,
helping
people
find
a
career
pad,
there's
I,
remember,
hearing
we
have
something
like
300
or
so
employees
at
Oakland
County
that
make
fifty
thousand
dollars
a
year
or
less.
How
does
this
upskilling
that
you're
talking
about
affect
them?
Is
that
part
of
your
thinking.
G
That's
part
of
our
thinking,
that's
what
we're
looking
at.
We
want
to
make
it
as
beneficial
for
everybody,
we're
just
starting
the
process
of
upscaling
and
trying
to
figure
out.
What's
out
there,
the
team's
looking
at
opportunities
out
there
and
education
and
what
we
can
do
to
support
it
so
yeah,
that's
the
beginning
of
it,
so
we're
working
on
it.
Okay,.
Q
With
the
Ben
the
Bennett's
Administration,
how
much
do
we
expect
health
care
costs
to
go
up
because
I
remember
when
we
were
talking
last
year
about
health,
raising
the
health
care,
ten
dollars
a
pay
period,
There
Was,
You,
Know
Healthcare
goes
up
by
whatever
every
year,
and
so
we've
been
getting
that
cost,
but
now
we're
gonna.
So
what
our.
W
Okay
well,
but
we've
proposed
actually
a
reduction
on
the
HMO
piece.
Okay,
so
for
just
for
the
HMO,
so
I
think
we
budgeted
eight
percent
on
the
increase.
W
P
W
So
that
introduces
a
really
nice
affordable
option
for
people
in
that
HMO
plan
and
then
we're
going
to
roll
out
a
high
deductible
health
plan
which
may
be
a
fit
for
some,
but
perhaps
not
for
others,
but
that
will
have
the
lowest
employee
contribution
and
the
county
will
also
see
that
the
health
savings
account
to
help
cover
part
of
the
deductible
and
the
high
deduction
plan.
So,
okay,
how.
W
For
the
family
plan,
I
believe
it's
3200
and
the
county
is
seating.
A
thousand
two
thousand
of
that
per
family
and
I
could
I
can.
G
Q
Have
what
is
the
deductible
for
like
the
PPO
one
or
two?
So
then
this
would
be
twelve
hundred
dollars
or
something
that
you
wouldn't
have
to
stay
out
of.
AB
Q
W
Q
W
AA
W
I
B
Interested
in
that
okay,
do
you
have
a
couple
more
just
two,
more
okay,
so
we're
supposed
to
end
at
2
30.
So,
okay
with
this
one,
all.
Q
Right
thanks,
it's
really
fast!
Well,
so
I'm
boarding
still
do
the
blind
application
process.
Q
Okay
and
then
for
the
retirement,
some
people
get
like
a
14
and
6
and
I
know
that
this
is
like
negotiated
Collective.
You
know
CCA
things
right,
but
is
there
a
thinking
up
and
forgive
me
if
I
you
already
talked
about
this
or
I'm
misunderstanding,
but
that
there
will
be
a
14
and
6
for
all
CBA
represented
employees,
because
there's
the
me
two
Claws
and
all
that
so
that
you
know
one
Union
got
it.
So
then
everyone
else
that's
I'm
gonna
get
it
I
mean.
Is
that
what
the
thinking
is
in
this
budget?
Q
F
Not
budgeted
for
other
people
to
get
it,
so
you
have
to
negotiate
that.
Okay,
thank
you.
Okay,
yeah,
okay,
commissioner
long
mine's,
really
quick
just
want
to
confirm,
or
it
in
the
budget
is
a
three
percent
raise
across
the
board
for
everyone
for
2024.
What's
for
2025.
F
T
I
T
Just
to
say
that
I
wasn't
even
I
thought
diversibility
was
a
misspelling,
but
I
did
go
and
look
it
up,
and
you
know
it
actually
very
much
expounded
on
how
I,
how
I
understand
things.
The
one
thing
that
I
didn't
mention
under
I
think
when,
when
you
were
speaking
Madam
recruiter
was
that
I've
talked
to
some
people
on
the
opposite
side
of
that
Spectrum,
who
you
know,
aren't
fresh
out
of
college
more,
like
you
know,
not
as
the
as
the
people
will
say,
not
buying
green
bananas.
T
If
you
understand
me,
they're
saying
that
they
can't
find
any
opportunities
is
here
because
of
their
age,
and
me
I
am
anti-ageism
whether
you're
young
buck
or
you
know
oh
hey,
like
me,
there
there's
just
no
room
for
that.
I
feel
like
and
I
I
know
some
real
well-meaning
people
over
62..
Why
they
want
to
work
here,
I,
don't
know,
but
they're
like
oh
I,
would
be
so
great
here.
T
So
I
just
want
us
to
make
space
for
that
side
of
the
spectrum,
because
I
know
we
always
talk
for
you
know
out
of
college
and
what
have
you
but
there's
some
some
able
folks
out
there
who
people
are
a
little
bit
on
the
other
side,
so
I
just
wanted
to
make
sure
I
made
time
for
them.
D
E
B
So
my
question
or
comment
relates
to
the
hiring
process
which
maybe
has
improved,
but
in
the
time
that
I've
been
here,
which
is
I'm
now
in
my
fifth
year,
I
have
yet
to
have
someone
I
know
who
applied
for
a
job
here,
get
a
job
here,
it's
very
difficult
or
has
been
very
difficult
to
get
through
as
I
understand
it.
Hr
I've
heard
from
the
department
heads
that
they're
not
seeing
the
applicants
okay
and
I.
B
First
of
all,
have
you
heard
that
or
are
you
aware
of
that
because
I'm,
not
the
only
commissioner,
those
I'm,
not
the
only
one
who
has
had
this
experience?
And
secondly,
if
you
know
that
that's
happening,
are
we
changing
the
process?
I
know
somebody
right
now
who
is
has
applied
but
has
not
had
a
response
back
Beyond.
Oh,
we
got
your
application.
I
know,
there's
a
department
that
wants
to
talk
to
them,
but
they
haven't
been
notified
by
HR,
yet
that
this
person
is
a
qualified
applicant.
B
So
how
do
we
make
it
that
that
the
department
sees
all
the
applicants
that
are
available,
whether
they're,
perfect
or
not?
Because
some
of
these,
you
know
are
not,
there
may
be
older,
or
maybe
they
are
in
a
job
change
kind
of
thing,
so
maybe
they
don't
exactly
fit.
How
are
we
making
sure
that
a
the
applicants
are
being
considered
and
B
that
the
Departments
are
seeing
everybody
that's
available
to
be
looked
at
and
that
you're
not
weeding
out
Folks
at
a
department
might
actually
be
interested
in
true.
L
This
so
we're
running
to
it
we're
running
into
an
issue
to
where
applicants
are
not
completing
the
application
to
its
entirety.
So
if
the
applicant,
if
they
don't
complete
the
application
to
its
entirety,
then
we're
unable
and
the
recruitment
unit
we're
unable
to
screen
their
application
properly
to
see
if
their
meet
the
minimum
qualifications
So.
Currently
right
now
the
higher
end
departments,
they
just
receive
the
applications
of
the
qualified
applicants
that
indeed
and
completed
their
application
into
its
entirety.
L
L
Either
if
their
application
was
received
and
sent
to
the
hiring
department
and
then
or
if
it
was
rejected,
and
then
we
list
the
reason
of
why
it
can
be
lack
of
experience,
it
can
be
lack
of
certification
whatever
that
may
be,
but
we
typically
try
to
respond
to
them
by
email
within
a
week
to
a
week
and
a
half
now
with
our
new
applicant
tracking
system.
That
will
allow
us
to
maybe
reply
back
and
respond
by
text
messages,
because
we
know
a
lot
of
people
don't
check
their
email
addresses
their
email
addresses.
L
Rather,
so
our
new
system
will
allow
us
to
contact
them
in
another
way,
but
typically
after
they
apply,
they
do
get
that
initial
response
through
emails
saying
whether
the
application
was
received
or
not.
But
then
from
the
other
caveat
to
that
is
once
their
application
is
sent
to
the
hiring
department
they
may
or
may
not
receive
the
call,
because
the
hiring
Department
the
hiring
managers
they
review
those
applications
based
on
experience
so
one
particular
department.
They
may
have
one
application
or
one
job
to
fill,
and
then
they
may
receive
40
applications.
L
So
out
of
those
40,
they
may
only
select
10
to
interview.
So
that's
where
you
know
the
issue
is
where
the
issue
is
I
believe
because
the
application
are
sent
to
the
hiring
department,
but
they
may
not
be
contacted
once
they've
been
screened
through
the
process
yeah
and
then
the
applications
they
are
blind.
So
the
high
thank
you,
the
hiring
department.
They
just
received
their
education
and
then
their
experience
only
they
do
not
receive
their
name
address
phone
number
Etc.
B
L
L
Didn't
add
that
and
that's
perfectly
fine
once
they
explain
that
to
us,
then
we
will
pass
their
application
through,
but
but
on
the
other
hand,
with
that
the
higher
end
department,
they
will
not
see
those
additional
qualifications
because
we're
not
allowed
to
edit
their
application
but
we'll
still
Supply
and
pass
them
through
to
the
hybrid
Department.
Okay.
K
B
Right
well,
I'm
glad
you're,
aware
I'm
glad
you're
trying
to
make
it
better
but
I
I.
My
experience
has
been
that
up
until
now,
I've
known
qualified
people
who
finally
went
heck
with
it,
you
know-
and
at
least
one
of
them
was
minority
and
so
on
so
anyway,
I'm
glad
you're
working
on
it.
We
are
five
minutes
over.
Does
anybody
have
anything
they
really
feel
like
they
want
to
ask
this
department
before
we
let
everybody
go.
L
B
Your
presentation
first
and
then
each
of
the
Commissioners
will
ask
a
question:
we'll
try
and
do
this
in
45
minutes.
So
the
floor
is
yours.
Y
Thank
you
very
much.
Commissioners
I
appreciate
it.
I'm
Deputy
County
Executive,
Walter
Herzig,
the
public
Communications
Department,
does
report
up
to
me.
We
currently
don't
have
a
director,
which
is
why
you're
seeing
me
and
not
a
doctor,
so
I
would
love
to
introduce
the
members
of
my
team,
who
are
here
today,
starting
with
Caitlin
Keeler,
who
oversees
our
planning
and
project
management
team.
Y
So
this
these
are
the
team
that
does
the
intake
of
when
departments
have
projects
marketing
projects
they
fit
that
in
they
work
with
with
other
members
of
our
team
to
deliver
on
those
they
plan.
All
of
our
events.
They
help
to
measure
the
success
that
the
department
has
Pam
tremble
heads
up
our
creative
operations.
Team
I
know
I'm
like
bouncing
around
here.
Y
If
you
think
about
creative
operations,
think
about
design
right
graphic,
all
of
our
graphic
design
photos
video
projects
Etc.
What's
that
site
exactly
exactly
sorry,
so
anyways
pants
are
writing
me
so
anyway.
So
her
team
heads
up
all
of
our
Korean
operations,
Kathy
gray
heads
up
our
strategic
Communications
team,
so
strategic
Communications,
mostly
our
written
content,
whether
that's
for
social
media,
whether
that's
for
the
website,
whether
that's
printed
materials,
am
I
missing.
Anything.
Y
Are
maybe
they
are
to
the
point?
And,
and
so
bills
are
public
information
officer
heads
up
our
media
relations,
which
is
all
of
our
earned
media
efforts
with
within
the
Press
and
Jim
Ellison
who's,
our
chief
of
Older
Adult
Services,
who
heads
up
our
Outreach
to
seniors
throughout
the
county
and
Tiffany
Luke,
who
is
representing
and
she'll,
come
to
the
table
shortly
as
representing
representing
our
community
engagement
team
I
know
many
of
you
who
knew
Ashley
Ashley,
who
left
us
for
Atlanta
and
we're.
You
know
in
the
process
of
figuring.
D
Y
D
Y
So
thank
we
appreciate
the
opportunity
to
give
you
an
over
an
overview
of
the
Department's
work
as
you're
considering
the
the
County's
budget
for
fiscal
year,
24.
I
want
to
start
with
our
key
performance
indicators
and
how
we're
measuring
our
performance.
Well,
it
was
worth
a
second
all
right.
We're
gonna
wait
till
the
cover
works
here.
Let.
Y
Right
here
we
go
okay,
great
thank
you.
So
DPC
is
in
a
we're,
we're
in
kind
of
an
earlier
phase
on
the
kpi
process
than
some
of
our
other
departments.
So
many
of
them
you're,
going
to
hear
from
have
had
two
of
those
oak
staff
meetings
where
they've
presented
to
the
executive
team
and
are
tracking
their
project,
their
their
performance.
Y
So
we
have
a
just
a
few
Graphics
to
illustrate
what
our
headline
kpis
are
Tracking,
not
all
of
them,
but
a
few
so
on
media
relations
build
you
want
to
speak
to
this
chart
sure.
AA
And
so
on,
the
media
relations
chart
we're
essentially
measuring
our
proactive
efforts
for
earned
media,
and
this
represents
a
January
1st
through
July
31st
of
this
year
and
so
for
the
first
seven
months
of
this
year,
the
Department
of
Public
Communications
produced
and
sent
out
46
press
releases,
which
is
an
average
of
one
and
a
half
per
week.
AA
These
46
press
releases
earned
coverage
from
114
media
Outlets
or
two
to
three
media
outlets
for
press
release
and
the
news
from
these
46
press
releases
generated
494
total
news
mentions,
which
is
about
11
News,
mentions
per
press
release
and
there's
and
and
so
that's
kind
of
how
we
take
a
look
at
our
performance
on
that
there
is
going
to
be
a
service
level
kpi,
which
is
the
other
enough
of
the
job
of
the
job
which
is
fulfilled.
Media
requests.
But
that's
what
you
see
there
on
the
chart.
AA
Y
X
So
with
the
bar
graph
was
how
we're
using
to
track
our
website
and
we're
looking
at
new
users
per
month
and
we've
gone
back
years
actually,
and
you
can
see
in
the
bars-
is
how
many
new
users
come
each
month
and
that
number
resets
every
month
and
then
the
red
line
represents
the
average.
So
you
can
see
we
kind
of
expect
some
seasonality
in
the
summer.
We're
usually
high.
It's
really
driven
a
lot
by
parks
and
their
offerings
that
they
have.
X
You
could
see
like
a
bump
on
their
state
of
the
county
and
then
what
we
use
is
headline
kpi
for
is
to
see
if
we're
keeping
up
with
our
Baseline
and
if
it
differs,
then
we
dig
into
what's
changed.
So
a
lot
of
times,
you'll
see
a
spike,
obviously
covet
spiked
it.
When
there's
a
boil
water,
it
spikes
we'll
take
that
information
and
know
we
need
to
get
that
web
part
of
the
web
more
prevalent
and
faster
to
people
or
you
might
see
dips.
X
You
can
see
here
in
April
it's
when
we
launched
our
new
website,
which
Pam's
going
to
be
talking
about
in
a
little
bit
later
and
also
at
the
same
time,
the
way
we
track
our
analytics,
Google
Google
analytics
changed
a
whole
new
platform,
also
in
April,
so
we're
keeping
an
eye
on
that
difference.
There
line
with
the
bar
graph.
So
that's
just
one
way
of
keeping
the
pulse
on
our
website.
C
C
Yeah
and
we
track
followers,
we
track
The
Impressions.
We
track
all
sorts
of
different
things.
Our
followers
have
been
steadily
going
up
on
all
of
our
platforms
and
our
our
Oak
gov
social
media
platforms
cover
everything
we
get
a
lot
of
hits
on
on
perks
on
Emergency,
Management
and
all
the
different
departments.
So
those
are
going
up
the
Impressions
and
that's
the
people
who
are
seeing
our
things
kind
of
fluctuates
right.
Now,
it's
a
little
bit
slow
and
you'll
see
on
Twitter.
C
It's
been
going
down
and
Twitter's
a
little
weird
right
now
and
we
don't
know
if
it's
X
or
Twitter
or
whatever
it
is,
but
they
have
limited
the
amount
of
things
that
people
can
see.
So
those
that
has
gone
down
I
I
haven't
I'm,
not
particularly
worried
about
that.
C
The
videos
we've
been
doing
a
lot
more
videos
and
we've
been
getting
really
good
engagement
on
that.
How
people
watching
it
we
had
2
000
video
views
on
some
on
in
the
past.
I
think
it
was
in
the
in
the
past
month,
because.
C
Different
videos
so
and
we're
tracking
we're
tracking
this
every
month
and
have
been
tracking
it,
so
it's
2019
I
believe
going
back.
You
know,
we've
got
some
different
things
about
that.
Are
that
have
gotten
really
good,
really
good
engagement
if
you're
interested
I
can
go
through
some
of
those,
but
LinkedIn
is
good.
Youtube
we've
had
over
300
000
YouTube
views
and
that's
up
like
some
25
000
this
year.
C
Y
C
I'm
talking
about
that.
Well,
the
the
transit
question
got
put
on
the
ballot
is,
and
so
we
had
basically
eight
weeks
to
create
a
campaign,
an
educational
campaign,
not
advocacy
just
educational
campaign
on
the
transit
Village,
and
we
did
a
ton.
We
got
Flyers
out
to
all
the
cbts
to
organizations
to
all
the
local
providers.
C
That
was
basically
a
flyer
that
was
frequently
asked
questions
in
a
lot
of
educational
information
about
the
transit
Village.
We
partnered
with
you
guys
and
Community
organizations
to
distribute
this
information.
We
produced
14
video
testimonials
from
people
who
are
Transit
Riders
and
the
benefit
that
they
find
for
it,
and
these
are
evergreen
videos
that
we
can
use
all
the
time
and
still
live
on.
C
Our
YouTube
channel
of
people
who,
you
know,
are
getting
to
jobs
who
are
getting
to
doctor's
appointments,
who
are
getting
all
over
the
all
over
their
areas
in
the
county
with
and
the
county
with,
some
of
the
smart
ridership.
C
We
did
Community
tool
kits
that
they
could
use
to
get
the
information
out
to
their
to
their
communities.
We
did
Billboards
radio
ads
tv
ads
newspaper
ads
on
that.
You
know
was
all
over
the
county
and
all
over
up.
Frankly,
all
over
the
region,
because
with
radio
you
know
it's
going
to
go
more
than
just
Oakland
County,
we
maintained
a
website.
We
created
and
maintained
the
website.
C
We
hosted
telephone
town
halls
and
in-person
town
halls
and
we
supported
our
partners,
educational
efforts
with
smart
with
wodo
with
NoDa
and
OPC,
and
we
hosted
several
press
events
too.
So
it
was
all
hands
on
deck
and
DPC.
For
that
eight
weeks
and
I
think
the
result
was
the
result
was
a
good
one.
Y
Thanks
Kathy:
let's
go
to
the
launch
of
the
oak
gov
website,
which
was
a
massive.
N
Yes,
so
this
slide
is
actually
a
summary
of
a
30
slide
deck
that
I
usually
give
when
I'm
talking
about
the
website,
so
we're
gonna
just
pair
it
down
to
the
very
Essentials.
But
this
project
was
the
result,
result
of
working
shoulder
to
shoulder
DPC
it
the
executive
office,
along
with
about
170,
individual
stakeholders
and
content
editors
across
the
county.
So
it
was
definitely
a
collaborative
effort
from
start
to
finish.
N
N
A
million
years
ago,
but
it
is
a
continual
work
in
progress.
We
did
learn
a
lot
of
things
throughout
the
entire
process,
especially
during
the
discovery
phase
of
the
website.
Redevelopment.
When
we
were
looking
at,
you
know,
Community
surveys
asking
people
what
they
thought
or
what
they
liked
about
the
website,
what
things
that
they
thought
we
needed
to
incorporate.
N
As
we
were,
creating
this
website.
We
knew
that
we
needed
to
focus
on
mobile
first,
because
we
discovered
that
about
54
of
our
website.
Visitors
are
seeing
the
website
from
a
mobile
device
which
is
actually
higher
than
the
national
average.
So
we
needed
to
make
sure
that
everything
was
mobile,
friendly
but
also
accessible
for
those
who
might
not
have
the
ability
to
read
the
words
on
a
page
and
would
use
a
screen
reader
instead
or
assistive
tools
to
view
or
navigate
our
website.
N
So
accessibility
was
one
of
the
very
important
things
that
we
we
built
into
the
website,
but
then
also
all
of
those
170
or
so
individual
employees
across
the
county
received
a
two-part
accessibility,
training
Workshop,
where
we
taught
them
about
how
to
write
content
that
is
accessible
as
well
as
using
the
tools
inside
the
website
to
make
it
accessible
for
all
and
Caitlin
will
talk
about
accessibility,
you're
training
a
little
bit
more,
but
if
you're
interested
in
that
30,
page
or
30
slide
presentation
feel
free
to.
N
T
Y
Y
X
Absolutely
so
I
know,
as
you
heard
earlier
today,
on
some
other
presentations.
Juneteenth
is
something
we
worked
on
really
collaboratively
with
a
lot
of
departments.
Elected
officials
I
think
it's
a
really
shiny
example
of
how
DPC
is
a
convener
convener
and
a
coordinator
amongst
all
the
Departments,
so
working
with
Harry
the
Dei
office
on
the
idea
of
Juneteenth
and
what
we
wanted
to
do
to
bring
that
to
life
and
really
partnering
with
HR
and
the
event
Logistics
and
the
program.
X
Do
you
want
to
incorporate
also
the
board's
historical
marker
that
the
parks
had
a
free
day?
We
had
facilities
and
all
sorts
of
different
departments
elected.
X
X
Y
J
G
D
K
Y
Okay,
let's
we
have
one
more
one
more
to
highlight,
which
is
our
Veterans
Day
observance
that
we
did
last
year
that
I'm
sure
we're
gonna
want
to
do
again.
I
think
you
want
to
talk.
C
About
sure
so,
Tony
installed
the
lights
on
the
on
top
of
the
1200
building
to
Mark
certain
occasions,
I
think
we
started
out
with
support
for
Ukraine
when
that
first
started
happening
and
we
decided
we
wanted
to
do
something
for
veterans
and
Naco
sponsors,
something
called
operation,
green
light,
which
shines
a
light
on
the
service,
the
the
service
that
veterans
do
for
us
and
the
services
that
are
offered
for
veterans
and
it's
so
we
let
the
let
the
county
Tower
in
green
and
invited
all
the
leaders
of
like
the
vfws,
the
American
Legions,
all
those
types
of
things
to
come
into
the
executive
office,
building
to
watch
the
light,
get
aluminum
or
the
tower
get
illuminated.
C
It
was
a
really.
It
was
a
super
nice
reception.
We
had
several
dozen
veterans
there
who
came
for
it.
You
know
snacks
and
we
had
a
cake.
D
C
Celebrate
the
Marines
birthday
because
it
was
on
the
same
day
as
the
Marines
birthday,
and
it
also
gave
us
the
opportunity
to
let
the
veterans
know
about
the
great
things
that
our
veterans
department
is
doing
with
the
veterans
resource
fairs
and
that
are
happening
throughout
the
county.
C
We
handed
out
green
light
bulbs
because
Naco
was
suggesting
that
people
change
their
porch
lights
out
for
it,
and
so
everybody
got
one
of
those
and
the
Veterans
Services
Department
has
the
the
rest
of
the
light
bulbs
that
they're
handing
out
to
their
veterans.
It
was
just
a
really
nice
reception.
It
was
a
way
for
us
to
honor
veterans
and
to
show
them
that
you
know
Oakland
County
is
there
for
them
for
all
the
types
of
services
that
they
need.
Y
C
Y
Okay,
so
key
budget
changes
for
2024
there's
really
only
one.
Y
We're
going
to
be
seeking
the
creation
of
a
new
position,
the
communications
and
marketing
assistant
to
help,
as
we
scale
up
our
Communications
to
seniors
in
the
coming
year,
which
we'll
talk
about
in
just
a
minute
here
on
the
next
slide
and
so
and
we
would
offset
that
from
funds
within
the
department
from
the
Department's
Mission
projects
line
would
be
our
proposal
to
do
that.
So
we
just
kind
of
add
that
additional
capacity
both
for
seniors
and
that
person
can
also
help
provide
some.
Y
Some
support
services
is
needed
for
Community
engagement,
but
the
focus
of
that
person
would
be
to
help
develop
content
and,
and
that
sort
of
thing
for
our
seniors
Communications,
that
we
intend
to
do
in
fiscal
year
2024.
So
so
key
budget
initiatives
for
2024
scaling,
Up,
Older,
Adult
Services,
so
Jim
has
been
on
board
as
our
chief
of
Older
Adult
Services
since
January
getting
around
the
county
to
senior
centers
meeting
with
different
organizations
and
groups.
Y
And
you
know
we
want
to
kind
of
kick
into
gear
the
community,
our
communication
with
seniors
in
a
couple
of
different
ways.
So
one
we've
talked
to
an
organization
called
The.
Gazette
Media
Group
that
hosts
senior
expos
in
about
16
States,
including
they
tend
to
do
I,
think
six
or
eight
in
Oakland
County
each
year,
which
I
don't
think
the
county
located
in
it
before
so.
We've
been
asked
if
we
would
be
a
presenting
sponsor
of
the
county,
be
a
presenting
sponsor
at
their
upcoming
Expo.
So
there
are
two
in
September
and
October.
Y
We're
kind
of
finalizing
agreement
won't
cost
us
money,
we'll
actually
agree
to
promote
the
event
and
in
return,
we'll
we'll
receive
visibility
and
we'll
share
that
with
all
of
you
and
with
our
with
so
you
can
share
with
your
constituents
when
we've
finalized
that
agreement,
but
so
those
are
coming
up
in
September
and
October
and
we'll
kind
of
Kick
the
tires
on
them
and
see
because
they
do
they'll
do
a
bunch
in
the
next
calendar
year
and
see
if
the
those
are
worthwhile
things
for
us
to
continue
to
participate
in.
Y
Secondly,
we
want
to
roll
out
a
newsletter
to
two
seniors
throughout
the
county.
The
number
of
times
we
send
it
is
going
to
depend
on
the
universe
and
how
we
Define,
who
a
senior
is,
which
I
know,
is
sometimes
a
a
question
of
where
you
know
kind
of
what
that
age
cutoff
is,
but
Pam
is
kind
of
working
on
different
scenarios
for
US
based
on
age
range
to
see
what
makes
the
most
sense
for
us
to
be
able
to
do
within
the
context
of
our.
Y
So
we
could
do
that
two
three
or
four
times
a
year,
depending
again
on
on
the
universe,
size
and
mailing
costs,
we're
also,
as
commissioner
Gerson
knows,
and
anybody
else
here
goes
on.
The
healthyaging
ad
hoc
committee
we've
had
conversations
about
funding
that
the
board
has
assigned
I,
don't
believe
they've
appropriated
for
communication
with
older
adults
in
Oakland
County
about
programs
available
as
senior
centers.
Y
Now
that
you
know
we're
kind
of
post-coveted
and
you
know
trying
to
get
people
back
in
so
we
are
partnering
with
board
staff
and
with
the
with
the
ad
hoc
committee,
to
develop
a
mailing
plan
and
program
separately,
not
within
the
confines
of
our
budget.
But
it's
one
of
the
things
that
we'll
be
doing
to
help
support
support
this
effort,
so
those
are
three
ways
that
we're
looking
to
kind
of
scale
up
our
communication
with
seniors
next
year,
two
other
budget
initiatives
or
three
other
budget
Innovations
or
other
budget
initiatives.
Y
Z
So
we
received
you
call
from
our
hotline
hotline
phone
number
and
they
actually
go
to
our
emails
and
other
bills
of
communication
within
IQ,
we'll
be
able
to
actually
send
responses
directly
to
our
constituents
that
have
it
be
returned
to
them,
hopefully
within
48
hours.
Another
way
is
for
us
to
track
our
community
interactions
as
we're
going
out
to
different
communities.
We
can
make
sure
that
we
have
the
tracking
system
in
real
time.
So
that
way,
when
we
create
these
relationships,
we
don't
have
to
worry
about,
like,
for
example,
Ashley
leaving.
Z
So,
instead
of
always
having
an
invite,
go
through,
Eventbrite
will
actually
behavioral
to
have
go
out
and
then,
if
an
individual
hasn't
opened
that
yet
it
will
actually
go
back
to
them
in
real
time.
So
that
way,
we're
not
duplicating
and
having
Communications
get
tracked
and
misused.
So
those
are
some
of
the
things
that
we're
doing
and
actually
we're
going
to
have
a
training
session,
this
Friday
to
start
the
hotline
conversation.
So
we're
excited
about
that.
Y
Right,
yeah
so
similar
to
things
we've
used
in
Congressional
offices
that
I've
worked
in
that
we
don't
have,
and
you
know
here
you
know
it's
so
often.
People
work
from
somebody's
got
a
spreadsheet
of
their
contacts
and
somebody's
got
a
spreadsheet
of
their
contacts
and
there's
this
old
invitation
list
for
this,
and
it's
not
all
in
one
place.
Y
This
is
an
easy
way
for
us
to
kind
of
keep
that
information
in
one
place
for
the
proactive
Outreach
that
we
do
and
then,
as
as
Tiffany
said,
as
our
residents
and
constituents
reach
out
to
us,
it
allows
us
to
kind
of
track
our
interaction
with
them.
Yes,
so
a
couple
other
key
initiatives.
The
next
two
are
Pam.
N
Yes,
so
a
digital
press
or
an
in-house
printing
capability,
so
we
are
working
with
the
new
vendor
who
has
just
brought
on
board
for
the
copiers
across
the
county,
copiers
and
printers
to
identify
a
basically
a
fancy
copier
that
does
more
high-end
printing,
that
we
would
be
able
to
bring
some
of
our
smaller,
easy
jobs
that
we
usually
send
out
to
an
outside
print
vendor
bringing
that
in-house
so
that
we
can
realize
cost
savings.
N
So,
for
instance,
you
know
a
print
job,
might
cost
500
at
a
little
print
shop
and
take
you
know
five
to
seven
days
to
get
it
back
in
so
that
we
can
use.
You
know
a
stack
of
Flyers,
whereas
in-house
that
per
that
print
job
might
actually
only
cost
around.
You
know
60
or
70
dollars,
and
we
would
be
able
to
produce
something
in
a
single
day,
so
kind
of
making
a
little
mini
print
shop
in-house.
N
That
would
help
serve
all
departments
across
the
county
and
so
right
now
we're
in
from
information
gathering
building
the
business
plan.
So
hopefully,
within
the
next
few
months,
we'll
see
a
little
bit
more
action
and
then
the
next
one.
On
the
list
is
implementing
an
updated
digital
asset
management
system,
we
do
have
a
system
right
now.
It
is
also
at
end
of
life
and
the
contract
is
ending
and
so
we're
in
the
process
of
writing
the
RFP
and
getting
bids.
This
is
this
type
of
system
that
is
used
to
store.
N
You
know
our
200
000
photos
that
we
have
in
our
library
and
all
of
our
video
files
and
be
able
to
more
easily
search
for
those
tools,
resize
automatically
and
then
share
out
easily.
So
individual
employees
would
be
able
to
do
those
searches
without
tapping
into
the
creative
team
to
stop
what
they're
doing
and
find
them
a
photo
of
this
one
specific
thing
then
resize
it
and
send
it
out.
The
system
would
actually
help
with.
X
Sure
so
one
thing
we're
looking
to
do
in
the
next
year
is
to
expand
our
accessibility
training
across
all
platforms
and
county-wide.
So
as
communicators,
we
know
how
important
languages
accesses
and
we've
been
doing
a
lot
of
that
already
through
an
equity
lens
being
on
the
equity
Council,
doing
a
government,
social
media,
accessibility,
training,
the
website,
accessibility,
training,
Pam's,
also
working
to
create
a
graphics
training
and
what
we
want
to
do
from
there
is
not
just
have
our
teams
trained,
but
then
also
work
with
all
the
different
kind
of
white
departments
and
elected
officials.
X
Teams
who
are
creating
this
content
as
well,
so
that
when
they're,
creating
content,
they're
making
sure
it's
accessible,
whether
it's
from
a
technology
perspective
where
it's
a
digital
and
ALT
text,
or
maybe
it's
an
access
perspective.
So
you
know
think
about
our
the
people
who
are
trying
to
reach,
and
maybe
they
don't
have
access
to
the
internet
or
mobile
phones
or
how
are
they
getting
that
information?
Where
are
we
staying
at
Community
engagement?
Are
we
physically
going
there
in
person?
Y
Okay,
so
I'm
not
quite
sure
if
we
helped
you
catch
up
time
or
not
catch
up
time,
but
okay,
so
anyway,
with
that
we'd
be
happy
to
take
yeah,
you
want
to
hear
all
the
information
so.
B
A
I
D
D
T
Thank
you
again
for
introducing
everyone
and
I
was
like.
Why
is
Wally
speaking
and
so
now,
I
guess,
I
understand
it
better.
I,
guess
I'm
gonna
be
a
little
devil
advocated
a
little
bit
here.
So
do
forgive
me
I'm
sure.
My
colleagues
have
nice
fuzzy
warm
fuzzy
questions
and
things
like
that.
T
I
do
feel
that
the
board
often
is
the
last
to
find
out
about
stuff.
I
got
a
couple
examples
where
I
opened
up
my
local
paper,
the
Southfield
sun
and
I
see
the
health
department
and
the
Board
of
Commissioners
are
urging
people
to
get
lead
testing
or
things
like
that
and
I'm
like
well.
We've
never
even.
L
T
A
conversation
about
that
that's
one
example:
another
example:
Water
Resource,
commissioner
Boyle
water
advisory
in
the
dead
of
winter.
This
year,
I'm
getting
Facebook,
beat
up,
and
you
know
phone
calls
and
the
whole
like
because
they're
like
you're,
you
know
you
didn't
give
us
enough
notice
about
the
water
and
I'm
like
I,
have
no
idea
what
you're
talking
about
we
as
I,
say
all
the
time
are.
T
The
public-facing
portion
of
this
whole
thing,
whether
it's
at
the
public
comment,
Podium
or
whatever
the
case
may
be,
and
it's
just
really
helpful
when
we
can
be
made
abreast
of
things.
Early
I
even
made
a
little
note
here.
The
telegraph
I
think
we
get
from
the
county.
It's
it's
almost
now
like
I,
don't
even
see
it
anymore
in
my
inbox,
because
it's
just
it's
noise.
It's
noise,
now
Pio
nice
to
meet.
T
You
I
see
that
it's
noise,
not
sure
you
know
oftentimes
I,
just
don't
have
time
to
siphon
through
these
things,
but
we
have
meetings
twice
a
month.
At
the
very
least,
the
Committees
do,
where
many
of
the
the
Departments
and
the
units
report
to
us
being
able
to
just
allow
us
to
be
your
communication
arm
in
the
community.
It
just
seems
like
such
low-hanging.
T
Fruit,
econ
I
will
shout
out
because
I'm,
a
I
live
a
for-profit
life,
and
so
I
do
sign
up
to
the
econ
Mill
list
serve
I,
give
stuff
it's
it's
timely.
It's
relevant,
I
appreciate
it,
so
I
do
want
to
give
them
a
shout
out.
The
other
thing
is
about
this
website.
T
There
was
a
lot
of
talk
about
it
being
awesome
and
I.
Just
wonder
of
the
170
employees.
Were
there
any
board
members
included
in
in
that
vetting
of
how
the
system
is
going
to
work?
Because,
honestly,
when
I
go
to
the
website,
I
didn't
even
know
there
was
a
board
I
thought
it
was
just
an
executive
and-
and
that's
not
good
enough
for
me-
I,
don't
know
how
my
colleagues
feel,
but
we
are
the
purse.
T
This
is
a
unified
governmental
body
and
I
do
feel
like
we
should
get
equal
if
not
top
billing
and
but
again
I,
don't
speak
for
them.
I
just
speak
for
me,
printing
I'm,
so
glad
commissioner
Gerson
had
that
right.
There
I
struggle
with
why
we
even
do
that
I
struggle
with.
Why
is
it
in
our
inbox?
T
Am
I
supposed
to
post
this
in
my
house
in
the
break
room
somewhere,
and
it
just
seems
wasteful,
so
I
don't
know
if
this
is
coming
from
your
your
department,
but
I
heard
that
that
these
end
up
in
our
mailbox
because
of
the
overages,
so
maybe
they
print
so
many
and
there's
extra,
so
they
put
them
in
the
in
the
boards
box.
So
I
just
think
you
know,
I,
don't
know
the
purpose
of
that.
It's
not
I,
don't
know
so.
T
I
would
love
you
all
to
consider
that
it
might
buy
you
some
more
money
for
your
for
some
of
your
line
items
but
again
as
the
board
and
as
the
purse
I
would
have
liked
to
have
been
included,
especially
with
EDI
infrastructure
included
in
that
website.
Redesign
because
it's
it
went
from
good
to
to
good
I
can't
say
it
went
from
good
to
great
I,
haven't
tested
the
search
feature,
but
in
the
past,
as
you
said,
it
wasn't
really
really
working
so
I.
T
Don't
even
use
it
now
to
even
tell
you
if
I
think
it's
improved,
but
we
want
to
be
your
Advocate.
We
want
to
be
your
ally,
I
know,
I,
do
and
I
can't
when
we
don't
know
or
we're
last
to
find
out
so
there's
last
thing,
I'll
say
chair,
I,
apologize
for
being
a
little
lengthy
is
just
simply
we
passed
resolutions.
We
vote
on
stuff
here.
That's
the
only
thing
that
the
public
has
to
say.
Well,
what
are
the
ordinances
I
had
someone
reach
out
last
year
about
ordinances?
T
Where
do
they
go
on
our
website
to
know
what
ordinances
are
in
place
or
what
restrictions
are
in
place
for
environmental
concerns?
I
did
a
deep
dive
throughout
our
whole
website.
I
feel
myself
to
be
pretty
technically
sophisticated.
I
couldn't
find
anything,
and
then
that
makes
me
look
bad
as
the
representative
of
a
portion
of
our
County.
So
when
we
vote
and
we
have
minutes
and
resolutions,
it
shouldn't-
be
buried
in
a
bunch
of
search
engines,
it
should
literally
be
really
prominently
focused
because
nothing
else.
T
The
things
that
matter
are
the
things
we
voted
on
appropriated
funds
to
so
yay
parks
and
yay,
the
rest
of
them,
but
I
do
think
that
was
an
oversight,
because
even
when
I
go
to
the
website
today,
I'm
still
struggling
to
find
where
the
board
section
is.
Unless
I
scroll
super
super
down
to
the
bottom
and
I
see
Dave
culture
prominently
displayed
everywhere
and
I
can't
find
the
Board
of
Commissioners
it
just
doesn't
I,
don't
know
who
who
thought
that
was
good
and
I'll
land
there
I
agree.
B
Okay,
then
I
agree.
Thank
you,
commissioner
Smith
Charles,
but
I
will
say
to
find
the
Board
of
Commissioners.
You
have
to
go
on
the
front
page.
Then
you
go
down
to
public
officials
and
you
click
on
that
and
then
you
it
takes.
You
can
find
get
rid
of
Commissioners
there.
So.
F
I
F
F
Okay,
so
mine
is
an
actual
blind
item
budget
question:
I'm
Paige.
If
someone
can
over
there
on
the
over
there
look
396
line
item
advertising,
I
think
it's
7
30072.
F
On
amended,
budget
for
23
was
238
903
and
then
I
see
that
we're
amending
for
24
we're
just
putting
with
the
150
again
is
that
was
that
the
transit
ads
or
what
did
that
Spike
of
that
cost
go
up.
You
know,
because
that's
big
compared
to
150
I
mean
it's
off,
but
I
I'm
thinking.
Maybe
we
did
the
transit
stuff
like
she
said
so,
I'm
kind
of
contributing
the
extra
it
was
200
adopted,
and
then
we
went
to
238
but
I'm
just
thinking
the
timing
was
at
the
transit.
It's.
O
Going
to
be
partially
due
to
the
transit
and
I'll,
it's
other
types
of
carry
forwards
that
came
in
from
fiscal
22.
F
Okay
and
then
budget
amended
our
that
will
be
enough
for
you,
folks
150,
you
think
Amendment,
it
will
I
mean
unless
something
can't.
Obviously,
if
covet
or
something
happened
or
there's
more
I
get
a
you
know,
there's
more
advertising
needed
and
communication.
So
all
right,
the
150
looks
good
for
your
line
item,
though
it
does.
Y
Yeah
it
had
been
200
000..
We
actually
asked
to
cut
it
to
150,
so
that
could
create
some
additional
positions
earlier
this
year
which
which
this
committee
helped
us
to
do,
and
we
appreciate
that
okay.
F
Q
Actually,
yeah
what
you
were
saying
so,
if
I
get
it
right,
the
advertising
and
the
education
doesn't
happen
through
advertising
line.
I
mean
it
happens
through
contracted
services
right
because
that
went
down
whatever
850.
That's
I
didn't
look
at.
Y
F
About
you're
saying
the
280
Charles
you're.
Y
F
Q
It's
already
coming
here.
We
already
got
this
staff
guys.
We
could
do
it.
That's
just
one
thing
to
say:
we
could
do
a
senior
millage
where
the
fastest
aging
state
in
the
country
aging
faster
than
Florida.
You
heard
it
here.
First,
okay,
we
can
do
this
all
right,
yeah
that
wasn't
real
quick,
but
we
can
do
this
okay,
so
the
arpa
this
department
was
made
using
artbook
right
I,
don't
know
if
you
all
weren't
here
for
that,
because.
Y
It's
like
780
000..
It
was
at
least
something
to
start,
but
three
positions
currently
funded
by
our
for
this
year
that
had
been
done
prior
and
are
baked
into
the
general
fund
budget
for
20
for
2025
moving
forward
is
my
understanding.
That's.
H
Y
Then
from
the
Department
is
that
that's
been
baked
into
the
general
fund
budget
for
2025
moving
forward,
okay
yeah!
So
that's.
Q
Four
dollars
so
we'll
stop
using
Urban
fiscal
year
2025.
To
for
this,
that's
my
understanding
and
I'll
go
check
that,
but
that's
right!
Okay,
because
I
was
going
to
ask.
What,
then,
is
the
12
increase
expected
between
your
24
and
year
25?
If
based
on
your
guys's
goals
and
the
you
know
the
three
percent
and
then
two
percent
free
staff?
Q
Is
convener
so
I
love
that
you
guys
are
conveners,
you
showed
it
well,
that's
cool!
Are
there
other
ways
in
addition
to
what
you're
shown
as
your
2024
goals,
with
seniors,
to
convene
externally
right,
there's
a
lot
of
things
going
on
at
the
county?
Q
You
know
I
mean
I,
think
in
our
committee,
or
maybe
it's
not
sort
of
this
committee
yeah.
But
you
know
conversations
on
school
safety
are
super
pertinent
conversations
around
affordable
housing
conversations
around
aging
right
here.
How
do
we?
What
can
we
do
to
support
you
in
being,
as
you
say,
being
a
convener
thinking,
external.
Y
Of
that
sure
will
I
mean
I,
think
really
that's
incumbent
on
us
to
work
with
all
of
you
around
those
issues
that
are
of
you
know
shared
importance.
So
I
know
that
there
are
some
each
commissioner
has
issues
that
they're
particularly
focused
on,
and
maybe
there's
a
lot
of
General
here,
but
I
know
there
are
a
lot
of
Specialists
here
and
we'd
be
happy
to
do
that
through
our
community
engagement
team
in
park.
Sometimes
it's
with
our
departments.
Y
You
know
where
the
expertise
is
in
the
health
department,
for
example,
and
so
we
may
you
know
our
community
team
may
work
with,
could
work
with
the
commission
and
the
health
department
to
be
conveners
around
a
particular
issue
or
set
of
issues
so
anyway,
we'd
be
happy
to
to
do
that,
and
we
have
done
that.
I
know
we
partnered
in
with
Pastor
Jones
and
Pontiac
when
he
was
convening
mental
health
Roundtable.
Q
O
Q
Y
Be
that
kind
of
Matchmaker,
with
the
with
the
non-profit,
immunity
and
with
foundation,
so
there
would
be
two
positions
there,
so
somebody
would
kind
of
lead
that
and
somebody
who
would
support
that
perhaps
and
actually
doing
some
grant
writing,
though
We're
Not
Gonna,
it's
gonna
be
hard
to
have
some
I
mean
the
volume
of
Grants
I
mean
you
saw
Aaron,
quetel's,
presentation
alone,
yeah
sustainability.
You
know
one
person
can't
Crank.
B
Y
See
great
writing
a
matchmaking,
you
know,
I
mean
really
part
of
it.
Yeah,
certainly
the
federal
and
that
state
stuff.
It's
some
of
it's
pure,
especially
Federal,
haven't
come
out
of
that
world.
I
know
it's.
You
know
just
kind
of
cranking
out
Grant
applications,
but
with
some
of
the
non-profit
stuff
a
little
bit
it's
going
to
be,
you
know
finding
someone
who
can
work
where
to
where
do
our
priorities
align
with
priorities
in
the
nonprofit
Community,
where
we
can
find
ways
to
you
know
leverage
dollars
from
them
with
dollars
that
we
invest.
Q
Y
I
N
U
Was
just
wondering
because
Gwen
didn't
make
a
big,
you
know
she
pointed
out
something
with
the
the
air
event.
I
mean
with
the
every
event.
The
air
show
reason
why
I'm
saying
is
because
and
I
know,
I
didn't
go
looking
for
it
or
anything,
but
I
just
think
and
from
a
honestly
a
cultural
perspective.
That
is
something
that
our
culture
is
not
shared.
We
don't
see
that
and
I
will
just
know
moving
forward
for
next
year.
U
I
would
love
to
try
to
do
some
coordination
effort
to
get
some
kids
bust
out
there
on
that
day,
yeah
of
course,
I
work
on
the
sponsorship.
I
could
do
all
that,
but
I
just
think
from
kids
and
Pontiac,
don't
see
stuff
like
that
and
I
think
if
I
may
have
been
aware,
which
I
know
we
do
a
lot
of
marketing
and
I
know
it's
a
lot
of
ways
to
market
now,
so
it
can
get
kind
of
conflictual.
U
So
just
if
y'all
can
keep
that
on
their
radar
to
just
let
us
Commissioners
kind
of
know
for
our
districts
but
I
know
personally.
For
me,
I
want
to
try
to
coordinate
something
and
get
some
kids
out
there
to
kind
of
see,
especially
the
ones
that
may
be
interested
in
this
this
space.
You
know
this
area,
but
I
just
know
even
growing
up
as
a
kid
I
ain't
even
know
we
had
an
airport
out
there,
so
I
kind
of
got
grown.
U
So
it's
just
stuff
that
we
don't
hear
about
or
steal
about,
and
it's
right
here
right,
so
I'm
always
trying
to
connect
these
resources
and
give
this
exposure
to
the
kids
from
a
culture
from
as
an
African-American,
but
at
the
same
time
is
to
help
all
my
kids
in
my
city,
they
just
they
only
that
21
Mile
City
is
all
they
see.
Some
of
them
don't
even
get
out
on
a
travel,
so
I
would
love
to
try
to
get
the
kids
to
go
there.
So,
thank
you.
That's
all
I
want
to
say.
A
My
comments
really
Echo
a
lot
of
what
commissioner
Smith
Charles
has
already.
You
know
her
sentiments,
I
guess
one
of
the
frustrations
for
me,
you
know,
being
new
to
this
whole
thing
is
I'm
trying
to
learn
this
job
and
be
the
face
of
my
district
and
a
lot
of
the
times.
I
feel
like
I.
Learn
things
the
same
way
the
community.
Does
you
guys
do
a
great
job
with
Public
Communication
I
know?
A
Obviously
that's
what
you're
here
to
talk
about
is
Public
Communication,
but
as
a
Board
of
Commissioners
I
feel
like
sometimes
I'm
the
last
to
find
things
out.
So
when
the
community
is
asking
me
about
things-
or
you
know
to
just
been
to
commissioner
Smith
Charles's
voice,
it's
frustrating
right
and
I
know,
and
this
may
be
a
question
for
Patty
and
our
own
Board
of
Commissioners
I
know
we
have
a
Communications
Department
of
like
four
or
five
people.
A
You
know
how
that
interplays,
with
all
of
you
to
this
day,
I'm
still
not
really
sure,
because
with
all
of
you
and
all
of
them,
I
still
don't
know.
What's
going
on
so
I'm,
not
sure
if
the
onus
is
on
me
or
somebody
needs
to
be
doing
a
better
job
of
communicating,
you
know,
I
need
to
get
some
clarification
on
that
and
I
feel
like
that's
a
really
big
area
of
opportunity,
because
you
have
19
Representatives
here
of
Oakland
County
that
could
do
a
great
job
getting
out
of
the
communities.
A
A
Those
big
flyers
I
mean
I,
get
them
every
week
in
my
mailbox
and
I'm,
not
sure
some
did
communicate
that
they're
just
overages
from
what
you've
distributed
elsewhere
and
if
it
turns
out,
you
only
have
a
dozen
sitting
around
and
we
get
them.
That's
fine,
but
I
certainly
hope
they're,
not
wasting
the
time
and
money
to
print
those.
You
know
at
least
for
us.
So
my
only
comments.
Y
Y
A
Exactly
sorry,
I
was
just
gonna.
Real
quick
I
actually
do
go
on
every
day
to
the
website
and
that's
the
website,
but
your
social
media
yeah
just
so
that
I'm
on
par
with
the
constituents
who
are
following
you
right
and
I'm,
hoping
that
I'm
ahead
of
the
curve.
You
know
compared
to
the
residents,
but
at
least
right
now,
I'm
happy
to
be
on
the
same
playing
field
with
that.
Okay.
U
E
Z
X
Perspective
I
lead
a
monthly
I'm,
not
a
monthly
I'm.
Sorry,
a
weekly
meeting
with
Sarah
Moreau
sits
on
and
members
of
her
staff
too.
So
we're
talking
weekly
trying
to
get
ahead
of
things,
but
taking
notes.
You
know
if
you
are
the
the
first
line
of
people
in
your
communities,
so
one
thing
we've
been
doing
with
CUNY
engagement.
Our
departments
is
creating
like
these
Advocate
kids,
so
maybe
that's
something
Sarah
and
I
can
work
on
offline
is
maybe
thinking
like
Advocate,
kids
and
then
also
with
Vault
set
for
other
things.
X
C
B
X
C
B
E
B
It
so
that
was
that's
one
little
and
and
related
to
that
is
the
road
commission
information
the
what
roads
are
closed
and
why
I
mean,
let
me
tell
you:
I,
live
and
so
does
Dr
Rahman
live
in
the
community
right
now.
You
cannot
get
there
from
here
and
it's
the
single
biggest
thing
I'm
contacted
about
all
the
time
and
it
would
be
really
good.
If
there
was
some
sort
of
communication
they
do
communicate.
Cindy,
Dingle
I
think
that's
her
name.
B
B
I
think
it's
complicated,
so
you're
not
going
to
be
able
to
solve
it
by
next
Thursday,
but
it
is
a
conversation.
I
think
needs
to
be
had
with
your
Road
Commission,
because
that
is
something
people
are
looking
to
us
for
the
information
on
and
it's
not
intuitive
to
be
able
to
provide
a
result.
There's.
Y
Certainly
this
I
mean
there
are
some
departments
have
their
own
kind
of
right,
Communications
teams
right
that
we
try
to
coordinate
with,
but
they're,
not
right
us
proactively
doing
it,
and
then
there's.
We
may
be
able
to
help
with
that
and
then
there's
the
stuff
that
we
can
do
that
we
can
do
better,
which.
F
Commission
along
here
all
right,
real
quick
just
because
we
talked
about
printing,
sometimes
obsolete,
but
I
gotta
say
that
the
border
commissioner
mailing
about
the
senior
programs
that
you
guys
did
last
year.
It
was
green
and
white.
It
had
our
commissioned
face
on
their
contact
number.
Maybe
before
you
got
here
that
was
very
well
received
because
I
was
working
down
at
the
Cider
Mill
and
people
got
that
mailing
older
people.
F
So
I
don't
want
to
like,
say,
don't
print
stuff
because
Cider
Mill
yeah
I
do
say
there
was
an
accent,
but
anyway
everyone
said:
oh
I
love.
You
know
and
I
said
what
wasn't
my
mailing
and
they
said
well.
I
had
so
much
information
about
Senior
Center
that
we
didn't
know
so.
I
really
I
I
mean
whether
there's
a
cost.
I
know
there's
a
cost,
but
you
know
some
seniors
aren't
on
the
internet.
F
F
This
year,
okay,
I
I,
think
we
really
should
do
that
and
as
far
as
you
know,
your
folk,
you
know
you
guys
saying,
but
when
you
put
the
commissioner
on
there
with
their
phone
number,
if
you
can
like
you
did
last
time,
it
just
makes
people
aware
hey.
We
can
help
you
if
you
can't
find
the
senior
stuff
will
help
you
and
I
had
so
many
compliments
and
I
would
hate
to
see
that
goal
that
printed
version
for
seniors
on
that.
So
it
works
closely.
F
That
was
a
really
good
one,
so
I
don't
want
to,
like
you
know,
say,
don't
print
stuff
yeah.
All
you
guys
gotten
with
your.
You
know
like
our.
It
was
green
and
white
and
had
the
face
of
the
commissioner
went
to
your
district
and
then
it
looked
like
it
was
personalized,
but
it
was
a
really
good
mailing.
So
I
hope
that
it's.
F
And
then
people
like
yeah
I
was
in
the
midst
of
covet
I.
Think
and
it
had.
You
know
some
good
information
on
so
I
don't
want
to
not
not
print
anything.
You
know,
I,
don't
want
you
to
get
that
idea,
because
I
think
if
everyone
saw
that
one,
if
they
didn't
remember
it,
it
was
a
very
good
mailing.
So
thank
you.
J
Y
B
D
AC
Thank
you.
I
did
not
make
a
PowerPoint
presentation,
because
I.
AC
AC
I
will
look
forward
in
just
a
minute
to
clearing
up
a
few
things
that
you
know
I
did
here
today.
First
of
all,
you
know
I've
been
in
the
County
government
business
for
a
long
long
time,
such
as
the
same
as
many
of
you
and
nobody
knows
what
County
government
does.
They
only
know
when
it's
not
there.
So
it's
like
oxygen,
you
don't
know
you
need
it
until
you
don't
have
it,
and
so
this
is
it's
difficult
to
explain
to
people.
AC
You
could
ever
hope
to
work
with.
So
just
as
we
appreciate
you
and
all
your
efforts
and
what
you're
trying
to
do
out
in
the
world
and
in
the
communities,
I
have
to
say
that
I
appreciate
our
team,
because
we
are
really
we've
really
coalesced.
We've
come
together.
Everybody
knows
what
we
need
to
do
and
everybody's
willing
to
pitch
in
just
a
small
example.
AC
When
we
have
the
community
conversation
last
night,
we
Sarah
and
I
asked
for
some
volunteers
to
come
and
help,
and
within
five
minutes
we
had
six
people,
so
they
just
you
know
without
hesitation.
They
volunteer
to
help
out.
They
always
want
to
learn
new
things.
They
work
so
well
together.
As
you
know,
we
have
the
three
different
teams
within
the
T,
our
overall
team.
AC
We
have
the
communications
team,
the
analyst
team
and
the
operations
team,
and
the
fact
that
you
might
know
not
know
who
works
for
what
team
is
great,
because
all
you
need
to
know
is
that
everything
that
you
need
is
being
done
and
it
will.
It
will
get
done
and
we'll
always
make
sure
that
you
have
what
you
need.
AC
So
that
was
my
little
intro.
You
have
an
attachment
to
your
item,
listing
the
goals,
and
so
it's
always
our
goal
to
provide
streamlined
and
efficient
service
so
that
you
can
do
what
you
need
to
do
and
do
it
better
and
quicker
and
faster
and
with
more
reach
into
your
communities.
So
we
continue
to
rev,
refine
and
train
everyone
with
our
agenda
management
system.
Try
to
I
mean
you
didn't
even
have
this
and
look
at
you
now
you're,
just
like
oh
yeah,
you
know
I
mean
what
did
you
do
without
it?
B
AC
Of
paper,
so
ours,
so
that's
our
first
goal,
obviously,
to
always
provide
streamlined
and
efficient
service
to
help
you
do
what
you
need
to
do.
Another
goal
is
to
increase
transparency,
and
this
goes
into
some
of
the
conversation
that
was
earlier
so
that
the
public
knows
what
you're
doing,
because
they
need
to
know
and
to
raise
awareness
of
what
you
do
and
and
how
you
do
it
and
how
it
impacts
the
residence
lives
and
a
third
goal
is
to
encourage
additional
training
opportunities
and
personal
and
professional
growth
for
our
staff.
AC
As
I
mentioned,
we
have
the
three
teams
and
we
have
to
find
an
updated
job
descriptions
from
within
each
team
and
so
there's
opportunities
for
growth
both
within
the
teams,
and
everybody
knows
what
the
other
teams
involve
as
well.
If
they're
interested
in
learning,
you
know
how
to
do
something
else
within
our
own
department
will
always
help
with
that.
So
we
have
encouraged
memberships
in
professional
organizations
as
well
as
training.
We
have
people
who
are
getting
their
master's
degree,
taking
advantage
of
the
tuition
reimbursement
and
then
also
the
county.
AC
Hr
department
does
offer
a
lot
of
training
opportunities.
You
know
just
on
an
everyday
basis,
even
with
you
know,
Word
and
Excel,
and
things
like
that,
as
well
as
professional
development
and
soft
skills.
So
we
encourage
to
you
know
our
staff
to
take
advantage
of
those
things
as
well
as
outside
trainings.
That
would
be
helpful.
B
You
know
I'm
going
to
stop
you
there,
because
I
don't
ever
notice
that
I'm
looking
for
somebody-
oh
they're,
not
here
they're
in
training,
but
that's
good-
that
this
much
training
is
available
to
our
staff.
I
mean
I.
Just
think
it's
really
wonderful
and
it
does
not
seem
to
impact
us
in
a
negative
way
at
all.
No.
AC
We've
got
it
handled
and
yeah
everybody
supports
one
another
and
we're
cross-trained
so
that
you
know
if
and
when
unfortunate
things
do
happen.
We've
got
a
good
safety
net.
AC
Yeah
so
or
somebody
can't
let
it
go
for
six
weeks.
AC
The
off
time
as
well,
so
you
have
before
you
our
budget
as
well.
It
did
not
really
change
from
last
year.
We
kept
it
pretty
much
the
same.
The
only
additional
requests
that
we
did
get
is
from
the
historical
Commission
because
they
do
fall
under
our
line
on
a
budget,
and
they
have
requested
1915
extra
dollars
to
support
educational
and
community
outreach
and
I.
Think
commissioner
Markham
will
probably
sponsor
a
motion
to
amend
the
boc
budget
to
include
an
extra
1,
915
I,
don't
know
if
you
wanted.
B
Could
we
get
another
thousand
dollars?
Do
you
think
so?
What
they're
doing
is
they're
creating
this,
these
historical
posters
with
the
theme
of
Oakland
County's
role
in
history,
and
they
started
out
with
Oakland
County's
role
in
World,
War,
II
and
us
as
the
arsenal
of
democracy
and
they
made
there
I
think
we
have
one
of
the
picture,
one
of
the
posters
here
or
we
did
but
they're
placing
them
all
in
libraries
and
senior
centers
and
stuff
all
over
the
county
and
they're
intended
to
be
changeable.
B
So,
three
months
from
now
or
six
months
from
now,
there
will
be
a
new
poster
and
you
know
I
think
it's
a
it's
always
good
to
share
our
history
with
the
public.
I.
Don't
think
everybody
knows
you
know
especially
Oakland
County's
role,
you
you
look
at
Elizabeth,
Dennison,
fourth
and
what
she
did
and
how
important
she
was
to
the
development
of
this
whole
place,
and
yet
nobody
ever
heard
of
her
right
and
until
the
Historical
Society
really
were
the
ones.
B
AC
Okay,
so
that's
the
only
change
in
terms
of
our
actual
budget.
We
have
been
involved
in
a
lot
of
you
know,
extra
activities,
but
those
all
fall
within
our
budget
of
black
excellence
awards
expanding
those
and
creating
the
plaque
and
we're
expanding
youth
in
government
day
a
little
bit,
and
maybe
looking
for
a
youth
in
government
program
that
commissioner
gavel
is
interested
in
starting
the
outstanding
senior
Awards
and
on
the
horizon.
AC
We
have
the
Oakland
County
green
schools
program
that
we've
been
asked
to
collaborate
with
from
the
executive
office
and
I
have
a
lot
of
experience
from
a
previous
situation.
So
I
can
tell
you
that
that's
an
excellent
way
for
you
all
to
get
involved
in
Outreach
within
your
districts,
because
you
can
get
into
every
single
School
in
the
whole
County
so
and
so
you'll
see
that
we
have
a
really
made
more
progress
toward
getting
you
out
there
we're
doing
the
ads
for
the
Broadband
survey.
AC
We
have
a
tri-fold
brochure
that
you
can
hand
out
when
you're
at
your
your
meetings.
We
have
the
VOC
bulletin,
which
is
a
newsletter
that
goes
out
and
an
annual
report
we're
going
to
look
to
use
more
functions
within
the
Civic
clerk
system.
Now
that
everybody's
comfortable
with
it,
where
there's
more
things
that
we
can
do
within
that
system
and
it
doesn't
cost
anything
else,
it's
just
a
matter
of
utilizing
it
and
we
are
getting
documents
on
demand
which
is
going
to
be
great
it'll,
be
accessible
from
the
board
of
commissioner's
website.
AC
AC
AC
Meeting
to
see
like
did
they
approve
this,
and
did
they
approve
that
and
if
you
weren't
watching
the
meeting
and
you
don't
know
how
to
really
access
the
the
Civic
clerk
system
very
well,
we've
got
documents
on
demand
which
you'll
click
on
it.
You'll
see
everything
that
was
approved
and
then
once
those
signatures
are
executed,
we
replace
what's
on
the
website,
with
the
executed
copy.
So
that
is
a
really
great
system.
It
only
costs
one
thousand
five
hundred
dollars,
so
fifteen
hundred
dollars
budgeted
for
that
last
year.
We've
got
it
in
there.
AC
It's
750
a
year
maintenance,
and
that
is,
you
know,
just
cost
it's
cloud-based
accessible
from
everywhere.
So
does
anyone
have
any
questions?
Yeah.
F
A
I
saw
him
down
actually,
but
thank
you.
My
real
question
is
I'm
just
trying
to
understand
so
I'm
a
page,
308
and
crossed
into
34
in
this
London.
Just
help
me
understand
so:
contractional
Services,
overall
decrease
of
1.129
million
and
it
says
permanently
due
to
you-
know:
X
Y
and
Z
I'm.
Just
trying
to
understand
so
special
projects
came
down.
You
know
for
almost
408
000
Professional
Services,
another
208
I
mean
obviously
bigger
numbers
and
just
help
me
understand
what
exactly
it
is
we're
talking
about
and
why
the
overall
decrease.
O
Be
it's
basically
going
to
be
coming
again
from
carry
forwards
that
were
reappropriated
for
fiscal
22
and
to
fiscal
23,
to
wrap
up
any
type
of
special
projects
that
the
Florida
Commissioners
had
okay
to
complete
the
projects
and
then
that's
why
you've
seen
a
large
decrease.
So.
A
O
Majority
of
yes,
I
would
say
the
majority
of
it
is
coming
because
of
the
carry
forwards
that
were
reappropriated
into
The
23's
budget,
and
then
I
mean
we
can
provide
you
a
list
of
the
carry
forwards
that
were
included
in
the
year-end
Report
with
from
fiscal
22.
To
show
you
sure
those
Carry
forwards.
AC
O
You
know
if
you
go
into
the
open,
Oakland
search
and
then
just
the
resolution
numbers
referenced
in
the
in
the
narrative
and
the
little
book
the
support
of
Commissioners
right
and
you
can
see
the
list
of
carry
forwards
that
were
approved
to
be
carried
forward
into
the
board
of
commissioner's
budget.
So.
R
And
so
the
Commissioners.
At
that
point,
commissioner
Raymond
would
have
passed
the
resolution
saying
what
they
wanted,
the
money
to
go
towards
and
we
would
have
gone
through
the
process
of
getting
contracts
signed
and
the
contract
D
is
an
approved
vendor,
but
that
may
not
have
happened
before
the
end
of
the
the
budget
cycle
and
so
that
just
gets
carried
over
and
then
Andrea
myself,
Michael
Andrews
trapped
to
make
sure
that
those
individuals
are
paid.
You
know
given
as
much
time
as
we
need
to
under
contract,
so.
A
R
I
think
a
good
example
is,
you
know:
Commissioners
have
come
to
me
already
and
said:
I
have
three
special
project
requests
that
I
want
to
get
in
right
before
the
budget.
Well,
we
have
I
think
at
the
at
last
year's
budget.
We
had
about
six
at
the
budget,
wrap
up
that
we
passed
so
those
projects
that
will
be
approved,
probably
at
budget
wrap
up
those
will
be
carried
over
to
the
next
year.
R
I,
don't
Envision,
we'll
have
many
more
than
that,
because
Andrea
has
been
doing
a
really
good
job
of
trying
to
track
those
and
make
sure
that
they're
getting
paid
out
as
soon
as
possible.
Thank
you.
B
Okay,
next
up,
we
have
commissioner
Smith
Charles.
T
Excuse
me
to
start
by
saying:
I
really
appreciate
your
department.
You're,
probably
one
of
my
favorites
and
I
think
where
I
was
going.
Was
stocks
on
demand,
if
that's
a
site
directly
or
if
that's
a
link
somewhere,
because
I'm
not
familiar
with
docs
on
demand,
I
would
love
to
know
where
to
go
for.
AC
T
B
And
going
forward
yeah,
they
would
like
it
to
be
they're
still
under
ten
thousand
dollars
a
year
for
a
long
time.
They
were
at
four
thousand
dollars
a
year
and
we've
kind
of
bumped
them
up
over
the
last
couple
of
years
and
I've
told
them.
Personally,
you
know
as
long
as
you
guys
stay
under
ten
thousand
people
are
probably
going
to
be
supportive,
so
that's
sort
of
what
they're
looking
at
is
trying
to
stay
with.
T
AC
Changes
will
let
you
let
you
I
will
say
that
the
big
sheets
that
are
in
your
boxes,
it
did
get
your
attention
so.
F
Q
Thanks
I
just
wanted
to
say,
since
Patty
did
a
great
shout
out
about
the
youth
and
government,
I
would
love
to
pitch
each
and
every
one
of
you
about
how
awesome
it
is,
and
it
won't
cost
any
money
and
it'll
be
great,
and
you
could
all
nominate
a
young
person
to
be
part
of
this,
like
youth
Council
and
talk
to
me.
If
you
want
to
learn
more
about,
it,
is.
Q
AC
Amy
has
put
a
lot
of
work
into
it.
It
exists
elsewhere
as
well.
So
we've
got
some
information
to
present
to
you,
commissioner,
for
you
before
we
talk
to
everybody
so.
Q
Oh
wait:
one
more
thing:
no
I
wanted
to
say
also
to
the
the
benefit
we
get
it
from
HR
and
just
Oak
in
general
about
the
training
tuition
tuition,
reimbursement
I'm,
doing
that
to
become
a
certified
Finance
government
financial
professional
through
the
National
Association
of
like
government.
Q
Like
that,
and
so
because
they'll
you
know,
I
paid
for
it
up
front,
but
don't
give
you
money
back
so
just
look
out
for
better
questions
from
finance.
I
Q
U
Yep,
okay,
commissioner
Powell
so
I,
seen
on
the
back
of
this
and
major
issues
right,
you
said
Administration.
So
what
meaning
just
trying
to
break
that
down?
Do
we
need
more
staff?
We
need
more
funding
like
what
is
going
on
because
it's
listed
and
then
the
legislative
side
y'all
said
something
with
the
yeah,
so
I
just
want
to
bring
more
like.
What's
going
on,
there.
O
AB
Issues
I
I
would
probably
say
one
of
the
major
issues
is
we've
taken
on
more
of
a
program
manager
role
and
as
a
legislative
branch
of
government.
That's
typically
viewed
upon
is
you
know
not
necessarily
their
purview,
so
Administration
would
be
propping
up
those
specific
projects
that
or
programs
that
some
Commissioners
undertake
or
don't
look
to
kind
of.
Have
the
administration
take
on
and
then
oversee
that,
but
mainly
be
the
the
front
facing
of
it.
A
perfect
example
is
like
what
local
load
Improvement
program.
AB
AC
N
B
U
Now
but
I
just
want
to
okay
I'm
support
staff.
First
always
so,
with
that
being
said,
more
work
means
we
gotta
look
at
pays
and
appropriately
taking
care
of
our
staff,
and
all
of
that
so
I
just
want
to
make
sure
Commissioners
don't
hold
out
I
mean
not,
commissioner
and
staff.
If
y'all
need
what
y'all
need.
Please
let
us
know
so
we
can
try
to
make
whatever
necessary
adjustments,
be
it
that
we
are
taking
on
a.
AC
Lot
more
stuff
and
something
that
we
did
was
we
sent
two
of
our
staffs
to
project
management:
training,
oh
good,
okay,
so
they
went
to
a
two-day
conference
two
of
them
and
then
they
came
back
and
shared
with
the
team.
You
know
some
of
the
strategies
and
and
methods
and
things
like
that.
Okay,
all
right.
U
And
I
always
I
love
our
staff.
Thank
you.
Y'all
do
a
great
job.
They
take
care
of
me.
So
I
don't
know
about
everybody
else.
Hopefully.
AC
U
B
U
So
one
I
want
to
say
our
staff
is
phenomenal.
They
jumped
right
on
to
assist,
especially
because
I
could
I
expressed
how
things
can
get
very
miscommunicated
in
the
communication
I
mean
in
the
city
like
mine,
I
know
it
can
happen
everywhere,
but
Pontiac
team
seems
to
miscommunicate
things
and
I
wanted
to
make
sure
we
control
The
Narrative
of
what
we're
doing
on
the
county
side.
So
I
want
to
thank
our
staff
because,
as
always
I
love
it
because
I
could
have
just
you
know,
I
used
to
do
all
the
support
staff
stuff.
U
So
I
love
it
when
I
see
it's
done
professionally
and
so
on
it
and
it
just
the
process
was
so
smooth.
So
I
just
want
to
thank
our
staff.
They
did
an
amazing
job
now
to
talk
about
the
just
give
a
brief.
The
meeting
went
very
well
executive
project.
The
executive
side
project,
as
first
gave
the
presentation
we
shuffle
through
questions
is
to
make
sure
there's
no
duplication.
All
questions
was
answered.
It
was
mic
drop
at
the
end
and
you
can
hear
pandra
to
wear
everybody
left.
U
It
was
fine,
it
was
no
additional
explanations
or
it
just
went
very
well
so
I
want
to
thank
our
staff
for
stepping
in
I
want
to
thank
executive
staff
for
stepping
in
to
answer
me
and
commissioner
Nelson's
demand
just
to
make
sure
we
control
this.
We
are
planning
to
do
more,
as
this
project
goes
to
just
keep
the
community
engaged
and
us
as
Commissioners,
engage
in
the
process.
So
thank
you.
It
went
very,
very
well
very
well.
U
We
did
talk
about
the
live
streaming
it,
but
I
I
think
moving
forward.
We
probably
will
once
we
get
to
the
this
is
what
the
project
is
right.
We
don't
want
to
live
stream
the
this
and
that
definite.
It
was
not
definite
answers
because
we're
still
in
litigation
with
them.
You
didn't
know
how
the
crowd
was
going.
No,
we
don't
know-
and
you
know
live-
is
different
beats
right
now
when
we
go
live.
U
B
Anything
else
have
anything
I
want
I
just
want
to
say
thank
you
again,
my
Mike
and
all
the
support
staff,
for
you
know
the
analysis
and
the
questions
and
everything
the
charts
everything
you
do
to
support
us.
It's
I'm
not
afraid
to
come
here
and
leave
these
meetings
best.
U
Staff
ever
yeah
and
I
want
to
let
our
commissioners
know.
You
know
we
go
to
the
Naco
conferences,
I
can
say
for
us
and
to
our
horns
and
pet
our
backs.
We
are
like
either
there
or
ahead
of
them,
or
it's
almost
like
a
check-in
just
to
make
sure
our
programs
is
doing
or
whatever
what
work
we're
doing
is
not
going
in
vain.
So
that's
a
confirmation
from
Naco.
We
are
on
the
team.
We
on
it
for
all
y'all
good
work.
Commissioners.
B
R
R
Keep
in
mind
tomorrow,
maybe
check
out
that
finance
committee
agenda.
There
are
a
lot
of
items.
We've
got
about
11
items
before
we
even
get
into
budget
hearings
that
includes
a
closed
session,
so
chair,
Marco
and
I
have
been
working
hard
to
make
sure
we
can
try
to
consolidate
as
much
as
possible
and
I
think
we're
going
to
have
success
in
that
I
think
we'll
have
a
quick
lunch
right
after
the
finance
activity
meeting
items,
then
the
have
our
lunch
and
then
we'll
go
into
the
hearing.