►
Description
No description was provided for this meeting.
If this is YOUR meeting, an easy way to fix this is to add a description to your video, wherever mtngs.io found it (probably YouTube).
D
Is
there
a
motion
to
approve
the
agenda,
move
move
by
Spitz
and
supported
by
Joliet
any
discussion
on
the
agenda
hearing
none
call
in
favor
signify
by
saying
aye,
aye
aye,
like
sign
for
those
opposed
motion,
carries
next
item.
Has
a
public
comment.
We
ask
that
you
keep
your
your
talk
to
three
minutes
and
is
there
anybody
in
the
audience
that
would
like
to
address
this
committee
hearing
none
we'll
move
on
public
comma
is
closed.
Next
up
is
Communications
Parks
and
Recreation,
quarterly
report,
Healthy
Communities
parks
and
outdoor
recreation
and
investment
plan.
D
E
Thank
you,
Mr
chair
members
of
the
committee
I'm
going
to
be
relatively
brief
on
this,
so
we're
asked
to
provide
a
quarterly
report,
as
was
I,
think
one
of
the
requirements
of
the
board's
passage
of
our
arpa
spending
program
back
in
October.
If
you
recall,
we,
you
approved
15
million
dollars
from
arpa
to
spend
on
Park
and
outdoor
recreation
Investments,
which
will
be
matched
by
Oakland,
County,
Parks
and
Recreation.
The
five
million
dollar
investment.
At
least
we
have
passed
the
guide
house
eligibility
process,
and
this
is
a
rather
complex
plan.
D
E
Yes,
Mr
Ward
all
right
thanks
again,
Mr
chair
just
a
little
bit
of
background
back
in
2020,
the
Board
of
Commissioners
approves
the
ballot
language
that
gave
us
an
opportunity
to
have
a
0.10
increase
in
our
millage
in
the
ballot
language.
We're
included
several
new
commitments,
which
we
now
provide
free
vehicle.
E
All
that's
detailed
in
this
schedule.
That's
attached
to
your
resolution.
With
the
parking
Trail
grant
program,
we
were
able
to
support
14
communities
through
that
that
grant
program
and
FY
22
and
then,
after
the
grant
program
period
was
over.
We
did
three
additional
projects
that
were
matching
grants
that
were
all
of
which
the
board
had
some
involvement
in.
We
provided
some
Gap
funding
for
a
Clinton
River
extension
that
the
board
funded
with
arpa
funds,
The
Waterford,
Township,
Riverwalk
project
that
commissioner
Joliet
initiated.
E
We
were
able
to
support
one-third
funding,
matching
the
boards
one-third
and
the
Township's
one-third
and
then
supporting
a
semca
grant.
That
was
provided
to
do
some
preliminary
engineering
and
studying
for
a
Nine,
Mile
Recreation
Corridor
study
that
will
go
from
Farmington
Hills
Eastward
through
Hazel
Park,
that's
all
underway.
E
The
reason
I'm
here
before
you
today
is
we
were
in
the
process
of
launching
these
programs
again
for
FY
23
I'm,
reviewing
our
policies
and
procedures.
We
did
we
expanded
about
one
point:
two:
nine
million
on
those
two
Grant
programs;
I'm,
sorry
yeah,
the
Park
and
trail
Grant
programs
and
another
255
million
or
255
000
on
the
natural
resources
programs.
E
That
was
a
two
years
accumulation.
So
it
will
be
reducing
it
down
to
half
those
amounts
for
this
coming
year.
But
we
were
reviewing
the
policies
and
procedures
of
the
program
and
it's
a
little
bit
rare
that
we
outside
as
a
county
outside
of
cares
in
arpa,
provide
grant
funding,
distribute,
grant
funding
you're,
often
in
the
place
of
accepting
grant
funding,
but
the
statutory
provisions
and
the
rules
and
regulations
as
it
relates
to
a
County
government
or
Parks
and
Recreation
Commission
Distributing
Grant
funds.
It's
a
little
unclear
and
conflicting
in
the
statute.
E
So
in
discussing
this
with
chairman
Woodward,
he
had
suggested
that
he
thought
the
board
should
play
a
larger
role
in
this
process
and
we
certainly
support
that.
So
what
you
have
before
you
is
a
resolution
accepting
a
report
on
all
of
those
grants
and
projects
that
were
awarded
in
FY
22
and
just
confirming
that
our
chair
of
our
Parks
and
Recreation
Commission
can
sign
any
contractual
agreements
and
then,
when
we
come
back
in
April
or
May,
with
our
recommendations
for
the
next
FY
23
projects,
you
know
we'll
bring
those
to
you
at
that
time.
F
C
C
E
Does
it
comes
out
of
a
portion
of
the
proceeds
from
the
millage
we
did
reach
out
and
provide
an
opportunity
to
all
the
local
governments
in
the
county
to
apply
last
year
and
we'll
be
going
through
that
process
again
really
right
now,
the
our
Parks
Commission
is
to
prove
the
program
for
this
coming
year.
So
get
that
out
to
all
of
you
and
if
you'd
like
to
remind
your
your
local
governments
and
prompt
them
and
be
happy
to.
C
H
Thank
you
exciting.
As
far
as
my
knowledge
of
the
history
of
parks
and
what
we've
done
locally
and
locally
in
conjunction
with
this
many
municipalities
at
one
time,
how
are
we
promoting
this
and
letting
our
public
know
about
all
this
kind
of
similar
to
Marshall's
question
about
the
senior
access
passes.
E
You
know
in
our
normal
channels
we're
pushing
out,
through
social
media
press
releases,
if
there's
anything
that
we
could
partner
with
the
board
to
with
all
of
you.
If
you'd
like
to
push
that
information
out,
we
recently
changed
that
pre-permanent
process
to
give
them
a
full
six-year
permit,
since
it's
an
annual
administrative
burden
in
order
to
get
these
permits
out
that
don't
cost
any
money,
so
we'd
be
happy
to.
If
you
have
any
ideas
on
how
you'd
like
to
promote
that,
we
would
love
to
work
with
you
on
that
I.
E
H
Us
a
summary
of
each
City's
development
or
project,
maybe
if
it
could
be
a
pamphlet
or
something
and
I
know,
written
communication
isn't
as
useful
as
it
used
to
be
in
the
past,
or
maybe
even
this
schedule
for
us
to
sit
down
as
commissioners.
E
Absolutely
when
they
were
originally
announced,
we
asked
all
the
Commissioners
from
those
districts
to
add
quotes
for
a
press
release
that
went
out
and
as
part
of
our
agreement
with
the
communities,
there
has
to
be
a
certain
amount
of
promotion
of
Oakland,
County,
Parks
and
Oakland
County
in
general.
So
when
there
are
ribbon
cuttings
and
that
sort
of
thing
we
will
definitely
include
the
Commissioners
from
the
area
as
well.
H
D
I
Good
morning
Happy
New
Year,
so
we
wanted
to
kick
off
2023
with
our
one
of
our
first
appointments
here
at
the
executive
office
before
you
as
a
request
to
confirm
the
appointment
of
Sunil
asija
as
our
director
of
Human
Resources,
he's
actually
been
with
us
for
about
a
year
as
our
deputy
director
of
Human
Resources
he's
done
a
fantastic
job
supporting
our
team
helping
to
build
our
HR
team.
He
comes
with
us
with
extensive
experience
in
organizational
development
change,
management,
Learning
and
Development
he's
been
a
great
great
asset
here
to
Human
Resources.
G
I
just
have
one
question
looking
through
your
background,
I
think
you've
done
a
great
job
in
development
and
training
skills.
My
only
one
question
is
from
an
overall
HR
perspective
becoming
director.
You
know
you
take
on
a
lot
more
different
roles.
Is
that
something
that
you
feel
comfortable
with
for
one
two?
Do
you
have
any
other
experiences
in
those
areas
because
I
know
I'm
in
by
nowhere?
G
J
First
and
foremost,
I
feel
very
comfortable.
I
have
a
great
leader
ahead
of
me.
That's
kind
of
helping
me
through
it,
of
course,
but
I
do
have
experience
with
craft
foods
for
20
years,
where
I
did
a
lot
of
the
hiring
a
lot
of
the
compensation.
A
lot
of
the
wellness
and
a
lot
of
information
there.
J
So
I
grew
within
that
organization
and
then
included
that
with
during
my
Master's
Degree
I
also
started
teaching
so
I
taught
a
lot
of
Human
Resources
classes,
which
included
ethics,
which
included
all
the
human
resources
from
name
it
from
hiring
to
compensation
to
recruiting
so
yeah
I
do
have
experience,
but
again,
as
usual,
there's
a
lot
to
learn
and
just
really
excited
about
the
opportunity,
speed
of
learning
and
really
being
part
of
the
organization.
Further
in
my
career.
F
K
J
First
and
foremost,
again,
I
am
a
badger
all
the
way.
So
please
don't
hate
me
already.
Honestly.
I
worked
for
the
state
of
Wisconsin
for
a
couple
years,
as
you
noticed
on
my
my
background,
and
it
wasn't
going
where
I
wanted
to
go
and
I
happened
to
see
this
position
and
fell
in
love
with
it.
I
thought
it
was
a
great
opportunity
again
for
me
to
grow,
and
then
my
friend
my
college
roommate,
who
went
to
University
of
Wisconsin
also
is
from
Milford
Wisconsin,
and
he
convinced
me.
D
C
I
F
C
J
H
Just
looking
at
your
resume
and
and
your
background,
you
spent
a
lot
of
time
like
20
years
of
craft
in
Corporate
America
one
year
for
a
government
for
the
state
of
Wisconsin.
Two.
H
Sorry
I
went
it's
the
same
2020
2020.,
but
just
to
ask
you
as
far
as
the
difference
in
organizational
change
and
management
and
instituting
new
thinking,
government
versus
Corporate
I
mean
you've
been
here
to
see
the.
H
J
Great
question
loaded
question,
of
course,
but
yeah
I
think
it
is
it's
just
because
and
again
no
disrespect
to
anybody.
It's
just.
We
run
a
little
slower
in
the
government
area
and
it's
adjusting
to
that.
Adjusting
to
that
theme
and
again
growing
up
I
was
there
for
20
years.
We
were
running
yesterday,
so
we
were
always
so
quick.
This
is
actually
a
pleasant
Retreat
for
me,
I'll
say
because
now
we
can
walk
through
a
process
correctly
and
help
people
through
it.
J
So
my
goal
always
has
been
to
help
people
through
it
and
that's
what
change
management
is
about.
100
is
to
help
my
folks
through
it
help
the
community
through
it
help
the
organization
through
that
change,
and
it
goes
with
communication.
It
walks
with
leading
by
example.
So
there's
a
lot
to
it,
but
my
biggest
difference
is
the
speed,
and
it's
a
lot
better
here
than
it
is
there,
because
some
you
can't
bring
all
the
time
here.
We
have
the
opportunity
to
bring
as
many
as
we
can.
H
J
J
D
Experience
with
Union
negotiations.
J
Very
little
but
learning
through
it.
It
is
a
new
learning
experience
for
me
as
well,
but
again
I'm
sitting
with
April
and
our
chief
of
Labor
to
really
get
a
full
understanding
and
we're
not
going
to
separate
until
we
get
that
full
comfort
zone.
So
I
do
have
a
little
bit
of
experience
just
through
the
state
of
Wisconsin,
but
not
intensely,
but
really
looking
forward
to
the
opportunity.
K
I
You
know
you
can't
have
a
start
of
a
presentation
without
that
comment.
So
no
we'll
get
you
out
of
here,
pretty
quick.
One
of
the
things
that
we
wanted
to
do
is
we
have
a
lot
of
new
faces
here
in
Human
Resources
over
the
last
couple
of
years,
as
well
as
it's
been
a
little
bit
of
a
slow
couple,
a
slow
last
two
years
because
of
covid,
but
I
can
see
our
team
starting
to
ramp
up
and
start
moving.
I
That's
a
little
bit
different
as
well
is
we
have
really
we've
had
a
lot
of
new
faces
here
in
human
resources
that
have
been
have
brought
to
the
table
a
lot
of
subject
matter,
expertise
as
well,
which
will
also
support
Sunil
and
myself
in
this
role.
So
I
thought
we
would
do
some
introductions
of
each
of
our
new
of
our
team
members,
especially
for
those
of
you
who
are
new
to
the
board
and
then
also
talk
a
little
bit
about
why
we
come
in
front
of
the
board.
I
So
you
are
our
committee,
and
so
there
are
many
things
that
are
one-offs
that
we
bring.
But
then
there
are
some
many
consistent
things
that
we
also
bring
to
the
table
quarterly
report,
a
lot
of
things
in
compensation,
miscellaneous
resolutions
and
things
of
that
nature.
So
we
have
a
short
orientation
from
Heather
Mason
as
well
on
the
quarterly
reports
that
you'll
be
getting
for
the
first
time
at
them
at
the
next
meeting.
Just
so,
you
have
a
flavor
and
understanding
of
what
those
are
that
we
bring
before
you
so
that
we
can
help.
I
You
understand
those.
So
if
you're
comfortable
with
that
I'm
going
to
do
some
introductions,
rather
than
have
everybody
kind
of
keep
coming
to
the
table
and
out
of
the
table,
I
mean
as
I
do
introductions
I,
just
ask
you
to
stand
and
I'll
just
say
a
couple
words
about
you,
because
otherwise
the
audience
can't
hear
that
that's
okay,
so
we'll
get
started
here.
As
you
know,
I
am
the
chief
or
I.
Am
the
deputy
County
Executive
at
oversees
Human
Resources
facilities
and
environmental
sustainability.
I
If
you
look
at,
there
should
be
a
chart
organizational
chart
just
to
kind
of
give
you
an
idea
of
who's
all
here.
Also
there
is
their
emails
and
their
phone
numbers
on
this
org
chart
that
should
help
you
as
well.
If
you
have
any
questions,
you
can
always
reach
out
to
me
Sunil
or
all
of
our
our
team
members
individually,
starting
on
the
left
side
of
the
paper
is
employee
and
Labor
Relations.
Our
chief
of
Labor
Relations,
is
Dan
clepner.
I
He
actually
couldn't
be
at
this
meeting
today,
because
he's
actually
meeting
with
some
employees
right
now,
but
he
will
be
at
the
next
meeting.
We
have
a
couple
of
Union
contracts,
we'll
be
bringing.
He
is
new.
He
has
been
here
for
about
six
months
and
he
is
helping
to
support
in
leading
all
of
our
employee
and
Labor
Relations.
He.
I
His
previous
experience
is
in
employee
law,
so
he's
very
familiar
with
all
of
all
things
that
are
human
resources
as
well
as
he
was
at
Corporation
Council
for
two
years
before
I
stole
them,
and
so
he
has
really
been
integral
in
our
Labor
Relations
and
employee
relations
department
and
helping
to
support
our
employees
in
our
departments
through
issues
that
affect
legal
issues
within
Human
Resources,
but
also
making
sure
that
our
employees
get
the
support
that
they
need.
So
we'll
introduce
him
the
next
time
that
he
is
here.
I
Julie
Fisher
is
his
manager,
and
she
had
she
has
been
here
for
35
years,
so
she
again,
they
had
an
employee
meeting
that
we
didn't
want
to
to
move.
When
you
look
under
when
you
workforce
management
is
Susan
Locke.
She
is
on
our
on
our
screen
right
here.
She
is
our
manager
of
talent
acquisition,
she's
been
with
just
with
us
just
over
a
year.
She
brings
30
years
of
experience
in
recruiting.
I
She
actually
has
a
significant
experience
in
the
hospital
setting,
which
has
been
very
similar
here
to
government,
so
she
has
been
really
working
through
recruiting
and
really
helping
to
support
the
needs
of
our
Depart
of
our
organization,
which,
as
you
know,
has
we've
been
seeing
the
same
challenges
that
America
has
all
the
way
across
the
board
of
getting
good
candidates.
Aryan
Fountain.
I
If
you
would
stand,
please,
she
is
our
new
supervisor
in
recruiting
and
we're
really
excited
to
have
her
here
and
she's
actually
going
to
speak
in
a
little
bit
when
we're
done
with
introductions
on
eligibility
lists,
and
she
is
not
new
to
Oakland
County
but
newer
in
this
role
here
as
a
supervisor
than
anybody
that
I
ever
talked
to
in
any
departments,
who've
had
her
as
a
recruiter.
Are
they
just
sing
praises
about
her
all
day
long?
I
I
So
she
comes
to
us
as
well
with
extensive
experience
in
local
government.
She
spent
20
years
with
the
Michigan
Municipal
league
and
their
in
their
particular
area
in
the
Consulting
side,
and
helped
and
supported
a
lot
of
local
units
of
government
throughout
all
of
Michigan
with
their
compensation
and
their
benefits,
so
she's
a
really
good
fit
over
here
to
help
support
our
team.
In
that
way.
What
we've
done
also
this
year
is
we've
moved
compensation
under
benefits
to
look
at
more
of
a
total
rewards
scope
of
reference.
I
So
now,
underneath
her
is
compensation,
benefits,
retirement
and
wellness,
so
you'll
probably
see
her
a
lot
over
the
course
of
the
next
year
as
well,
but
underneath
her
she
has
also
some
amazing
supervisors,
Heather
Mason.
If
you
could
please
stand
many
of
you
are
familiar
with
her.
She
is
the
one
that
has
been
bringing
forward.
She
helped
us
lead
the
comp
study
that
happened
back
in
in
2008
and
delivered
in
2020.
I
You
see
her
a
lot
in
the
quarterly
reports,
as
it
relates
to
compensation
adjustments,
salary
grade
reviews,
things
of
that
nature
of
what
she
will
actually
go
over
in
a
little
more
detail
today
and
she
has
been
with
us
for
over
20
years
six
years.
Yes,
so
she
brings
a
lot
of
familiarity
here
with
HR,
so
you'll
be
seeing
her
quite
a
bit
I'm
Stephanie
badricki
is
our
manager
or
supervisor
over
employee
benefits.
I
She's
been
leading
our
employees
benefits
task
force,
helping
to
support
all
of
our
employees
as
we
go
through
open,
enrollment,
open
enrollment
as
well
as,
as
you
may
know,
we
are
out
to
bid
for
all
of
our
major
services
this
year,
so
she
has
been
leading
that
charge
as
well
with
all
of
our
Blue
Cross
ASR.
All
of
that
was
re.
We
were
out
of
time
for
our
contract,
so
she
has
been
leading
that
and
has
been
integral
to
that
so
very
happy
to
have
Stephanie
and
her
team
as
well
Carly
Webster.
I
Many
of
you
may
know
her.
If
you
go
to
the
retirement
board
meeting,
she
is
the
Retirement
Board
administrator.
She
helps
support
the
Retirement
Board
she's
been
with
Oakland
County
for
a
bit,
but
with
with
us
about
five
years
right
or
seven
yeah,
yep,
five,
okay,
so
yeah
I
was
so
close,
so
she
has
been
helping
and
supporting
the
board.
The
Retirement
Board,
as
well
as
supporting
all
of
our
retirees,
so
really
happy
to
have
her
here
on
our
team
as
well
and
I.
I
I
So
we
can
start
getting
some
people
excited
about
working
for
government,
so
she's
been
working
on
a
huge
cohort
for
that
and
really
creating
space
for
a
really
solid
program
that
will
get
people
excited
about
working
for
Oakland,
County,
so
more
to
come
from
Melba.
So
thank
you
so
much.
J
And
just
if
I
may
add,
a
little
bit
is
Learning
and
Development
part
of
it.
She's
been
really
a
big
part
of
bringing
courses
back
out
to
our
County
employees
and
really
developing
our
leadership
program
and
a
supervisor
program.
So
she's
been
a
really
big
part
of
that
as
well
and
looking
at
more
future
leadership
programs
for
our
community.
I
Part
of
that
team,
as
well
has
been
doing
Lauren
is
not
here,
but
both
Melva
and
are
all
three
Lauren
and
Melba
and
Sunil
have
done
a
lot
of
specialized
training
for
our
teams
as
well.
So
not
only
are
we
bringing
back
some
training
that
was
there
before
they're
actually
doing
a
lot
of
custom
work
depending
on
what
a
team
might
need,
so
one
team
might
need
something
more
than
another,
so
they
continue
to
do
some
of
those
as
well.
I
She
has
also
been
with
Oakland
County,
for
over
am
I
allowed
to
say
30
30
years
I
think
she
got
flowers
last
year,
so
she
has
been
on
and
she's
and
moved
into
a
newer
role
still
in
alignment
with
what
she
what
she
has
been
doing
in
Rutgers,
but
she's
most
recently
moved
into
what
we
call
an
Erp
administrator,
highly
focused
in
workday.
I
She
has
been
instrumental
in
really
moving
HR
into
the
realm
of
what
we
call
now
hris
system,
getting
her
sleeves
rolled
up
in
workday,
really
getting
us
to
the
point
where
we
can
maximize
workday
to
help
support
our
departments
and
our
employees
as
well.
We
officially
I
believe
a
couple
months
ago
have
all
of
our
records
are
now
online
all
of
everybody's
Personnel
files,
so
that
has
been
a
project
that
has
been
in
play
for,
like
probably
three
or
four
years.
I
think
so.
I
Huge
kudos
to
Angie's
team
and
just
also
just
the
embracing
and
really
getting
dirty
with
work
day
has
been
really
incredible
for
our
team.
So
we're
really
excited
to
have
her
leading
records
for
us.
So
that's
Angie
and
then
I
think
oh
Stephanie.
Howe
is
one
of
our
also
our
newer
additions
to
the
team.
So,
as
you
know,
we
have
5
000
employees
and
a
little
under
3
000
retirees.
So
we
decided,
with
the
help
of
the
Department
of
Public
Communications,
that
human
resources
needed
somebody
dedicated
to
internal
Communications.
I
Excited
so
with
that
built,
that
is
our
team
that
you
would
see
most
often
here
at
a
meeting
depending
on
what
we
have
before
you
to
be
approved,
and
then
I
wanted
to
bring
up
Heather
Mason.
Actually
you
know
what
how
am
I
do
Heather
I'm
going
to
do
Arianne
first
because
she's
shorter
and
then
we'll
end
with
you
so
Ariane.
If
you
want
to
come
on
over
here
and
just
kind
of
go
over
eligibility,
what
an
eligibility
list
is
and
like
why
you
would
maybe
bring
that
to
extend.
F
M
Fountain
the
supervisor
of
human
resources
and
recruitment.
So
what
our
eligibility
list
is
once
the
applicants
apply
for
a
job
they
and
meet
the
minimum
qualifications,
then
then
they
will
be
sent
on
a
list.
The
eligibility
list
per
the
Merit
rules
is
good
for
six
months,
so
they
have
to
be
with
that.
They
have
to
be
hired
and
onboarded
within
those
six
months
now,
at
times
due
to
hiring
constraints,
there
I
should
say
challenges
that
we're
having
right
now.
Sometimes
you
know
that
doesn't
happen.
M
So
we
may
come
to
the
board
to
extend
the
list
more
than
six
months
to
possibly
a
year.
Just
over
the
past.
The
past
few
months,
I've
noticed
that
the
deputy
one
and
Deputy
two
we've
had
challenges
hiring
those
two
positions.
So
we
may
ask
for
extensions
past
the
six
months
to
12
months,
particularly
for
those
two
classifications
that
could
be
upcoming
within
the
next
few
months,
but
due
to
hiring
challenges,
we
may
ask
to
extend
the
eligibility
list
past
six
months
to
year.
I
So
part
of
that
too,
one
of
the
things
that
we
can
send
you
is
a
link
to
the
Merit
rules.
For
those
of
you
who
are
newer.
Many
of
you
are
familiar.
We
have
we,
we
abide
by
the
Merit
rule,
so
HR
is
responsible
for
administering
HR
rules.
So
part
of
that
rule
that
she's
talking
about
is
that
the
way
that
Ruby
recruit
is
very
there's
a
lot
of
boundaries,
rules.
N
I
We
that
we
need
to
follow
and
part
of
that
is
making
sure
that
we
create
what's
called
eligibilities
of
minimum
qualified,
in
particular
the
mostly
the
ones
that
get
extended
are
in
the
sheriff's
department
because
of
the
length
of
background
checks
and
all
of
all
of
the
things
that
they
have
to
go
through
to
in
order
to
get
hired.
So
that
is
part
of
the
Merit
rules
and
how
we
hike
higher
and
if
any
time
we
do
anything
like
that.
You
have
more
questions
about
any
particular
Merit
rules.
N
I
Exactly
for
sure,
thank
you
so
a
couple
other
things
before
I
bring
Heather
up.
I
guess
I
should
have
done.
It
is
other
things
that
you'll
see
come
before.
You
are
a
collective
bargaining
agreements
so
anytime
that
we
have
new
collective
bargaining
agreements
for
those
of
you
who
are
new
you've
just
missed
two
years
of
constant
negotiation,
so
we're
moving
into
a
little
bit
more
of
a
Cadence
of
maybe
one
a
year.
I
We
just
have
a
couple
more
to
finish
out
this
last
season
and
then
we'll
move
into
it
to
not
so
many
I
think
we
over
the
time
probably
think
we're
up
to
like
20
different
groups
that
we've
we've
brought
forward
to
this
team
anytime.
We
do
need
to
do
a
revision
to
the
Merit
rule.
We
would
bring
here
for
approval
first,
before
going
to
the
board
any
county-wide
policies.
We
just
talked
about
the
extension
of
the
eligibility
list.
We
have
certain
requirements
under
benefits
that
we
bring
once
a
year
for
exemptions.
I
The
salary
Administration
plan
is
what
we're
going
to
talk
about
here
with
Heather
and
then,
of
course,
to
we
always
anything
that
has
to
do
with
employees
I.E
anything
to
do
in
particular
with
I,
don't
know
non.
What
they
call
non-union
or
non-represented
would
come
here
as
well,
so
you'll
see
us
throughout
the
year
I'm
in
different
places,
but
those
are
the
most
common
reasons
why
you
would
see
HR
here
at
a
board
at
a
committee
meeting.
I
So
with
that
I
am
going
to
turn
the
floor
over
to
Heather
Mason
for
a
little
bit.
She's
just
gonna
go
over
some
of
the
more
regular
occurrence,
which
is
the
quarterly
salary
report.
Just
because
it's
a
little
more
complex
and
then
that's
all.
We
have
so
I
told
you
to
be
under
two
hours
so
Heather.
If
you
want
to
come
back
up
and
then
we
can
kind
of,
you
can
go
walk
them
through.
What
that
looks
like
that
would
be
great.
H
Thank
you,
heather
I,
just
know,
I,
just
I.
Guess
we'll
wait
until
after
the
oh.
H
From
constituents
in
regards
to
the
hiring
process
here
at
the
county,
you're
welcome.
Thank
you.
I
get
notification
from
folks
that
they
are
notified,
that
they
are
successful
candidate
for
a
position
and
then
critics.
F
H
Then
they
might
see
the
position
we
posted
or
they
might
be
told
they're
on
the
eligibility
and
then
how
can
we
communicate
to
our
public
more
succinctly
about
our
process
and
where,
where
they
are,
because
you
know
we
know,
we
all
know
around
this
table
that
Recruitment
and
hiring
is
difficult.
It's
very
difficult!
So
then,
when
we
let
canvas
kind
of
slip
through
the
cracks,
it's
not
a
good
thing.
H
So
are
you
going
to
be
addressing
that
a
little
bit
as
far
as
how
we
keep
our
public
up
to
date
on
the
point
where
they
are
in
the
process.
M
Yes,
so
being
within
being
in
this
position
within
the
last
30
days,
that
is
the
one
of
the
things
that
I've
been
working
on
with
our
departments.
So
I'll
tell
you
a
little
bit
of
how
the
process
goes
so
once
the
applicant
applies,
and
then
they
meet
the
minimum
qualifications
and
that's
when
they
get
notification
that
they
are
on
the
eligibility
list
from
there.
The
list
of
applications
are
sent
to
the
hiring
department,
so
that
may
be
where
they
don't.
They
don't
hear
anything
because
the
hiring
departments
they
in
Turn
review
the
applications
from
there.
M
But
what
we're
doing
is
we're
working
with
our
hiring
managers
and
departments
to
come
up
with
a
better
system
to
contact
those
individuals
again,
like
I,
said
within
two
weeks
of
us
we're
sending
them
the
eligibility
list
so
right
now
it
is
a
little
bit
of
a
challenge.
It's
because
it's
something
new
that
we're
presenting
to
our
departments.
But
that
is
one
thing
that
we
are
working
on
to
have
our
hiring
managers
contact
those
individuals
within
two
weeks
of
receiving
the
eligibility
list,
yeah.
H
Okay,
well,
that's
good
to
hear
that
you're,
aware
of
that
that
disconnect
and
with
samill
here
coming
in
as
a
director
who
is
or
development
type
person,
those
kind
of
disconnects
can
be
identified
and
addressed
more
succinctly.
H
I
I
H
C
Well,
thank
you
April
for
this
organizational
chart.
This
was
very
helpful.
I
can't
tell
you
how
many
times
I
called
Joanne
and
say
who,
who
do
I
talk
to
and
then
she
refers
me
and
I
always
am
treated,
and
my
questions
are
always
answered
very
quickly,
but
that
was
an
issue
for
me
that
eligibility
list
as
well,
because
we
get
calls
from
constituents.
We
encourage
them
to
apply
and
then,
as
Janet
said
crickets,
so
maybe
in
that
first
letter
that
you
send
them
that
they
qualify.
C
C
I
Well,
that
was
voted
on
by
the
people
back
in
19..
Thank
you,
1965
I
believe
it's
in
the
60s
somewhere
I
think
it
was
voted
as
a
as
part
of
a
the
charter.
I
believe
is
the
word.
So
there
is
a
a
portion
of
of
some
of
the
rules
that
were
voted
on
by
the
public
of
Oakland
County
and
then
what
HR
does
is
not
only
are
we
responsible
for
interpreting
those
rules,
but
we
may
need
other
rules
on
top
of
that
to
help
with
other
areas
within
the
county.
I
So
there
are
a
core
group
that
we
actually
can't
modify.
Your
board
can't
modify
without
a
vote
of
the
people
and
then
there's
a
significant
portion
of
Merit
rules
that
we
provide
that
help
clarify
things
like
it
could
be
special
benefits.
Really.
What
it
was
designed
to
do
as
well
is
to
it's.
We
actually,
it
was
kind
of
a
simple
way
of
using
it.
I
I
use
it
as
an
employee
handbook
if
you
will-
and
so
it's
a
little
bit
like
policy,
if
that
makes
sense,
and
back
in
the
in
the
early
60s
when
that
happened
it
really.
I
It
was
very
much
mirrored
or
is
what
you
call
civil
service
if
that
makes
sense,
and
so,
as
time
has
gone
on,
we
need
to
modernize
what
we
can
still
keeping
the
core
value
and
the
Integrity
of
the
original
group,
but
then
also
adding
on,
as
you
know,
especially
for
the
non-representative
there's
no
bargaining
contract,
it
kind
of
leads
the
way
to
like
what
their
benefits
are.
Rules
on
family
leave
or
anything
like
that
that
you
just
need
more
clarity
around
it.
There
may
not
be
anything
in
the
Merit
rules
if
they're
silent.
I
So
if
there's
nothing
there
that
says
anything
about
a
particular
benefit
or
whatnot,
we
could
create
a
mirror
Rule
and
then,
when
you
throw
and
I'm
going
to
add
another
layer
to
your
question
of
the
benefit,
the
collective
bargaining
agreements,
how
we
won
with
the
collective
bargaining
agreements
is,
many
of
them
will
have
in
there
that
they
improve
the
Merit
rules
or
follow
the
Merit
rules,
but
they
term
as
by
right,
and
so
if
the
collective
bargaining
agreement
is
silent,
let's
just
say:
I'll
use
something
simple,
like
tuition
reimbursement.
I
If,
if
a
Union
contract
doesn't
have
anything
in
there
about
tuition
reimbursement,
it
would
then
fall
in
line
with
the
Merit
rule.
If
they
have
something
different,
then
you
follow
the
so
the
CBA
trumps,
the
Merit
rule,
but
if
there
is
no
Clarity
or
something
assigned,
we
use
the
Merit
rule
to
follow
those
guidelines.
So
a
lot
of
times
you'll
see
in
a
collective
bargaining
agreement
that
says
we'll
follow
the
Merit
rule
for
tuition
reimbursement.
N
Thank
you,
and
just
to
piggyback
on
commissioner
Jackson's
comment,
I'm
glad
to
hear
that
the
the
applicant
process
will
they'll
be
notified
in
the
days
of
it's
so
hard
to
recruit
people
and
then
to
lose
people.
When
they
hear
there
be
a
six-month
period.
They
can't
wait
that
long
and
then
April
you
mentioned
that
the
system
we're
getting
a
new
system
which
we
are
all
very
aware
of,
it's
challenges
so
for
applicant
tracking.
What
about
the
application
process
itself
when
people
go
to
apply
online?
Will
that
change
then
too?
Okay?
N
F
J
Okay,
so
they
had
a
little
bit,
also
Commissioners.
So
that's
why
we
brought
Stephanie
Howlin
as
well
as
to
work
on
our
website.
So
it's
going
to
be
user
friendly,
it's
a
little
adequated
as
well,
so
we're
trying
to
look
at
the
the
younger
generation
a
little
bit
and
be
a
little
modernized
in
our
website.
So
a
lot
of
the
communication
will
also
be
on
there
a
little
easier
to
find
for
everybody
as
well.
O
I
I
You
can't
modify
anything
and
the
core
piece
that
that
was
originally
updated
in
2009,
without
the
vote
of
Oklahoma.
So.
P
I
believe
it
was
miscellaneous
resolution
4606
set
to
the
Merit
system
in
place
and
anything
that
modifies
that
initial
resolution.
It
has
to
go
before
the
board
of
or
the
the
voters
for
approval.
As
far
as
modifying
the
Merit
rules,
I
mean
we
haven't
done
a
a
full
Merit
rule-wide
revisioned,
but
as
things
have
changed,
we've
we
bring
Merit
rule
changes
forward.
Sure.
O
Do
you
see,
do
you
foresee
any
revisions
being
brought
forward
to
the
Merit
rules,
given
it's
been
almost.
I
O
I
The
amount
of
the
actual
ones
that
have
to
be
voted
on,
or
are
you
talking
about
any
the
re,
the
last
revision,
the
two
yeah,
so
that
I,
don't
I,
don't
think
so.
I
think
the
last
revision
was
very
helpful
in
clarifying
I.
Think
the
big
piece
if
I
recall
on
that
one
was
that,
especially
when
it
related
to
the
sheriff
deputies
coming
on
boards,
we
had
to
modify
there
were
some
modifications
there
to
allow
for
that.
I
So
as
it
relates
to
actually
going
to
ask
for
a
vote,
I
don't
see
that
happening
because
it
was
a
little
bit.
It
was
a
little
bit
more
open
at
that
time,
but
the
other
we
have
numbers
and
numbers
and
numbers
of
mirror
rules
that
we
are
looking
at
right
now
as
it
relates
to
as
dating
right
now,
we've
been
doing
them
as
needed,
but
yeah
you'll
see
some
revisions
over
this
course,
especially
as
we
look
Ed
but
then
also
updating
some
older,
like
systems,
if
that
makes
sense.
P
So
elected
officials
and
certain
appointed
officials
are
not
covered
by
a
merit
system
covered
by
the
Merit
system.
Angie.
You
might
be
able
to
help
me
with
this
one
too.
If
you.
I
Courts
do
the
four
district
courts
we
do
have
are
not
considered
mere
employees
and
then
what
happens
too
is
once
you.
If
you
are
in
a
union,
then
again
you
you're,
essentially
not
a
mere
employee
anymore.
You
just
need
follow
those
rules,
but
you
are
now
deemed
under
the
collective
bargaining
agreement,
but
the
largest
chunk
of
folks
that
are
not
that
are
unrepresented
that
are
not
considered
mere
employees
is
District.
The
four
district
courts
that
we
have.
It
gets
really
fun
and
complicated.
I
Okay,
so
if
there's
no
further
questions,
thus
far
I'm
going
to
give
it
to
Heather
who's
going
to
go
over
the
salaries,
if
you
call
it
the
salary.
P
So
the
salary
Administration
plan,
so
on
Merit
rule
2
governs
the
County's
salary
Administration
plan,
which
is
the
process
by
which
we
evaluate
compensable
factors
for
classifications
that
are
non-represented
non-elected,
not
appointed.
P
A
change
to
that
salary.
Administration
plan
requires
the
approval
of
this
committee
and
the
Board
of
Commissioners,
because
it
actually
changes
the
the
structure
so
the
process
of
a
we
call
that
a
salary
grade
review
internally,
so
the
process
of
that
an
employee
or
a
department
can
request
a
salary
grade
review
on
a
classification.
P
It
could
be
that
they
feel
the
title
is
acceptable,
but
out
in
the
market
or
something's
changed
about
the
job
that
would
warrant
an
increase
in
salary
grade
or
a
look
again
on
what
the
salary
grade
should
be,
or
they
feel
that
the
title
is
inappropriate.
The
salary
grade
isn't
appropriate.
It's
an
entirely
new
function
that
the
department
hasn't
had
before,
and
so
they
will
send
a
request
to
my
team
with
justification
on
why
they
feel
this
change
is
warranted
to
look
at.
We
evaluate
whether
there
is
enough
justification
to
make
the
change.
P
The
county
currently
has
15
now
that
we
with
the
implementation
of
the
comp
study
and
then
that
determination
goes
on
a
quarterly
report
to
this
committee,
so
that
report's
broken
down
into
multiple
sections.
We
list
what
classifications
are
being
created,
the
salary
grade,
the
flsa
status,
weed
list.
If
it's
just
changes
in
factors
that
adjust
the
salary
grade,
we
list
what
those
changes
are
and
why
we
list
how
many
positions
are
being
impacted
by
this.
P
Changes
to
the
salary
Administration
plan
are
effective
upon
approval
by
the
Board
of
Commissioners.
They
do
not
go
retroactive
back,
so
it's
just
moving
forward
from
that
point
in
the
fiscal
year
and
then,
if
a
department
or
employee
wishes
to
appeal
the
determination.
P
Typically,
the
HR
department
is
able
to
resolve
most
of
these
just
explaining
to
them
how
we
came
out
where
we
did
or
getting
more
information
from
them
changes
our
determination.
But
if
we
can't
come
to
the
agreement,
it
will
come
to
this
committee
to
refer
it
to
the
job
evaluation
review
panel,
which
I
believe
was
set
at
the
beginning
of
the
year
by
the
board
we're
still
waiting
on
okay
yeah.
P
We
don't
have
any
appeals
coming
up,
so
we
haven't
actually
had
an
appeal
in
several
years
now
so,
but
it
would
come
to
this
this
panel
to
determine
if
it
should
be
forwarded
to
the
job
evaluation
review
panel.
H
I
Leading
departments
are
really
readjusting
how
they
do
things
not
to
mention
bringing
on
new
programs
new
software
new
whatever
it
is
that
we
need
to
do
sometimes
can
change
the
what
kind
of
certifications
an
employee
might
need,
or
more
training
or
a
higher
level
of
functionality.
So
this
is
something
too
that
I
wouldn't
be
surprised
if
continues
to
ramp
up,
especially
as
we
do
have
people
leaving
and
they're.
You
know
merging
positions
or
readjusting
as
as
they
see
fit.
So
that's
a
lot
of
what
is
happening
right
now,.
D
Any
pretty
questions:
okay,
we
need
a
motion
to
receive
the
file.
Do
we
have
moved
by
Jackson,
supported
by
loaves
in
principal?
Please.
K
A
I
I
believe
at
the
next
meeting
will
be
the
first
official.
M
D
D
And
supported
there
were
points
of
three
that
are
requesting
reappointment.
L
Two,
do
we
need
to
accept
resignation
of
thirst
for
arena.
L
Comment
on
previously
on
the
board,
with
Sarah
Guadalupe,
who
left
taking
another
job
position,
she
moved
out
of
state
she's
back
in
Michigan
now,
prior
to
the
previous
appointment.
At
the
end
of
last
year,
Sarah
expressed
interest
in
returning
to
the
ochn
board.
I
did
talk
to
Dana
and
other
ochm
staff,
who
would
be
greatly
delighted
to
have
Sarah
return,
so
I
have
checked
with
Sarah,
so.
F
L
D
We
have
a
motion,
we
have
a
motion
on
the
three
reappointments.
Is
there
any
discussion
on
those
three
hearing?
None
can
we
have
prompt
a
vote
sure.
A
L
A
Sorry,
it
took
a
while
to
get
them
in
nine
years
and
xeronase.
D
O
I
was
just
going
to
piggyback
off
a
commissioner
Loops
I
know.
We
talked
had
some
conversations
last
term
in
regards
to
Sarah
Guadalupe
and
from
what
I
recollect
a
very
great
candidate
who
comes
with
great
experiences
in
the
field
as
a
provider,
so
I'm
in
support
of
looking
at
Sarah
Guadalupe
as
well.
D
I
guess
I
have
a
question
and
that
would
be.
Is
there
going
to
be
a
problem
with
ochn,
not
appointing
somebody
and
I
mean
if
we
let
this
go
out
a
while?
Is
that
going
to
create
a
problem.
L
Let's
talk
about
Quorum,
there
are
12
people
on
the
board
effective
April.
First,
without
an
appointment,
there
would
be
11
people
on
the
board.
Okay,.
N
Okay,
I'll
support
that
I
was
piggybacking.
To
answer
my
question:
okay,
just.
O
For
clarification,
the
appointments
that
we're
discussing
a
filling
it
does
expire
on
the
13th
of
March,
so
I
just
wanted
to
clarify
that
that's.
They
still
have
a
full
active
board,
but
this
expiration
of
the
appointment
that
we're
discussing
is
March
31st.
D
C
Well,
I
wanted
to
speak
against
that
only
because
when
you
have
an
internal
candidate
and
you
put
out
your
applications
but
you've
already
got
someone
you're,
leaning
towards
I,
think
it's
very
misleading
to
the
public.
Why
couldn't
we
wait
on
posting
to
see
what
happens
with
Sarah
and
then
she
Sarah
has
support.
She's
always
had
support
so
I'm,
just
saying
if
you
put
it
out
and
Sarah
wants
it
and
then
you've
taken
all
that
time
from
all
the
applicants.
When
you
really
had
an
internal
candidate.
G
C
G
Just
like
Sunil
mentioned,
we
move
at
the
pace
of
government.
There's
a
glacial
speed
things
take
a
long
time
to
get
things
done
personally.
I
would
rather
be
in
put
the
carton
from
Matt.
Put
the
cart
in
front
of
the
horse.
I'd
rather
have
the
Horse
lead
the
cart,
let's
get
the
ball
moving
and
we
can
always
stop
it
if
we
need
to
so.
If
we
know
by
the
next
meeting
you
want
to
do
that,
we'll
just
pull
it.
That's
my
opinion.
Mr
Ogman.
B
Because
there
is
no
sense
of
urgency
and
there's
still
a
Quorum
and
a
large
group
of
people.
I
don't
have
any
problem
waiting
and
maybe
what
the
motion
should
say
is
if
we
don't
hear
something
positive
from
the
person
who
might
want
to
reapply
and
say
one
week,
then
automatically
send
out
requests
for.
L
L
C
G
F
L
B
Yeah
I
think
that'd
be
simple.
We
don't
have
to
revisit
it.
We're
already
moving
along
I,
think
that'd
be
better,
so
I
mean
it
could
be
almost
same
motion
but
just
amend
it.
That
is
so
applying
to
say
this
person
has
seven
days
or
to
the
15th
of
February.
However,
you
want
to
do
it
and
if
she
doesn't.
G
K
G
B
F
O
In
German
and
I
just
wanted
to
say,
I
know
that
we've
got
four
new
members
to
the
Lago
committee
and
I.
You
know
I'm
pulling
myself
self
back
just
listening
to
some
of
the
new
views
and
I
can
understand
that,
because
those
of
us
who
sat
on
Lago
last
term,
we
did
have
a
lot
of
conversations
about
Sarah
and
she's,
a
really
great
and
amazing
person
and
I
in
good
faith
of
also
a
new
additional
members
that
don't
know
much
about
Sarah.
O
So
I
think
it's
great
that
we're
moving
forwards
with
a
contingency
put
in
place,
but
also
just
realizing
that
there
are
members
that
have
not
been
privy
to
a
lot
of
the
conversations
that
we've
had
in
the
past
with
Sarah,
so
I
think
it's
a
good
win-win.
A
Mr
chair,
you
have
nine
A's
or
o'nace.
Thank
you.
D
D
Q
Good
morning,
so
this
is:
we've
been
in
negotiations
until
late
yesterday
with
Rochester
Hills
Public
Library.
We
came
to
an
agreement.
So
that's
the
item
before
you.
This
is
to
continue
the
library
for
the
visually
and
physically
impaired,
also
known
as
the
Oakland
talking
book
service.
It's
a
five-year
agreement
and
I
can
answer
any
questions.
D
C
I
am
thrilled.
This
has
been
resolved
and
I
want
to.
Thank
you,
Amy
and
I
know.
Patty
was
involved
in
the
negotiation
and
Andrea
as
well
and
Andrea.
Thank
you
all,
because
this
is
a
vital
service.
We've
had
people
come
to
public
comment,
talk
about
how
important
it
it
means
to
them,
and
I
also
want
to
say
just
for
the
record.
C
The
delay
was
that
it
was
a
10-year
contract
and
it's
appropriate
for
us
to
look
at
renegotiating
that
contract,
because
it
was
misunderstood
by
a
lot
of
the
users
that
we
were
stalling
and
but
the
truth
is
we
were
reviewing
the
contract,
seeing
if
there
were
any
other
libraries
that
were
interested
and
that's
what
brought
most
of
the
delay
in,
but
most
of
the
board
is
completely
supportive
of
this
Library
existing
and
I
just
wanted
to.
Thank
you
all
for
the
due
diligence
you
had
to
put
into
bringing
this
across
the
finish
line.
C
D
Q
We
put
the
service
out
to
bid
in
I,
believe
September
Rochester
Hills
Public
Library
was
the
only
respondent
we
met
with
them
to
go
over
any
cost,
saving
measures
that
we
could
do
negotiated
term
as
well
as
we
had
our
our
attorney
and
their
attorney
meet
just
to
go
over
standard
contract
language
as
well
to
work
out
everything
we
did
have
to
do
an
extension
to
guarantee
continuation
of
services,
because
negotiations
were
taking
a
little
bit
longer
between
as
Commissioners
business
said,
government
works
at
a
glacial
speed.
Q
We
were
not
just
working
with
our
body,
but
Rochester
Hills
had
to
work
with
their
Library
board
as
well.
So
there
was
a
lot
of
back
and
forth
between
everybody
involved.
So
we
did
come
to
the
agreement
like
I
said
yesterday
for
an
agreement
that
that
were
comfortable
moving
forward
with.