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B
Nelson
here
man,
I'm
sure
you
have
a
quorum
excellent
next
up
we'll
move
on
to
the
approval
of
the
agenda.
If
there
aren't
any
corrections,
do
we
have
a
motion
to
approve
our
agenda
motion
by
commissioner
lubes
support
by
commissioner
jackson,
all
those
in
favor
signify
by
saying
aye,
aye,
aye
opposed
minutes
approved
or
I'm
sorry
agenda's
approved
next
up,
we'll
move
on
to
public
comment.
As
a
reminder,
this
first
public
comment
is
related
to
items
that
are
on
our
agenda.
B
Alrighty
scene,
none,
I
will
close
public
comment,
given
that
we
have
no
communications,
we
will
move
on
down
to
a
regular
item.
We've
got
one
item:
the
parks
and
recreation
budget
amendment
to
increase
the
salary
grade
for
the
classifications
of
lifeguards
and
parks
and
recreation
program.
Leader.
Do
we
have
a
motion
motion
or
do
we
have
support
support
by
commissioner
lubes
motion
by
commissioner
lewis,
support
by
commissioner
joliet?
I
believe
we
have
mr
ward
here
with
us
and
I
also
believe
we've
got
mr
matt
and
mr
tom
with
him.
So
welcome.
C
C
C
We
had
a
you
know:
significant
cut
back
in
the
days
of
operation.
Some
of
the
amenities
and
features
had
to
be
cut
back
pleased
to
have
with
me
two
gentlemen.
That
know
more
much
more
about
this
than
I
do
who
are
on
the
ground
operating
the
facilities,
tom
hughes,
who
runs
our
south
district
park
operations
and
matt
party,
who
runs
the
red
oaks
park
and
be
happy
to
answer
any
questions
you
specifically
have.
C
This
resolution
would
raise
the
pay
grade
for
the
position
of
lifeguard
from
grade
203
to
205
and
then
there's
another
classification
of
rec
program
leader
that
had
already
been
processed
through
hr
and
was
going
to
come
to
you
in
perhaps
the
next
month
or
so,
and
we
just
while
we
had
this
opportunity,
we'd
like
to
to
move
it
through
from
you
know
the
fiscal
impact
standpoint
we
we're
recruiting
right
now
at
well.
You'll
see
the
chart
on
the
back
of
the
resolution
here,
we're
recruiting
at
step
36
at
13
93
an
hour.
C
C
Lifeguard
and
the
current
the
rec
program
leader,
is
in
grade
202..
I'm
not
sure
if
it's
probably
the
same
step
right
and
the
end
result
here
would
be
move
it
to
grade
205,
and
that
gives
us
the
flexibility
essentially
to
work
with
hr.
As
you
know,
market
conditions
dictate
what
our
you
know.
Our
ability
is
to
hire
people
in
in
the
next
few
months.
C
So
you
know
it
starts
at
1396,
so
we
could
go
anywhere
from
1396
to
1628,
but
rather
than
having
to
come
to
the
board
of
commissioners
and
ask
for
this
all
over
again
it's
a
simple
phone
call
to
hr.
To
say:
hey,
we
can.
We
start
onboarding
people
at
a
higher
step
so
that
we
can
adjust
to
things
that
are
happening
out
there
and
in
the
market
and
difficulties
that
we're
having
with
recruitment.
D
D
Many
of
these
double
degreed
university
applicants
have
been
rejected,
and
so
I
have
talked
in
the
past
to
hr
because
I
think
the
system
is
very
antiquated
and
I
certainly
hope
it's
brought
up
to
date,
but
starting
at
13
an
hour
just
doesn't
sound
positive
to
me
I
mean
I
would
have
expected
at
least
starting
at
15
an
hour.
D
I
think
we
really
need
to
do
everything
we
can
to
ensure
that
we
attract
young
people,
and
so
I
think
wage
was
has
always
been
an
issue.
So
I'm
very
happy
you're
approaching
that-
and
I
just
want
to
be
reassured
that
the
application
process
is
is
being
looked
at
because
very
often
you
have
a
objective
person
reviewing
and
throwing
out
not
moving
applications
forward
where
sometimes
the
application
process
is
really
a
subjective
process,
but
having
to
go
through
the
hr
mechanism,
sometimes
that
intangible
of
a
recommendation
doesn't
get
acknowledged.
So
there
are.
C
C
It
is
a
very
poor
fit
for
you
know
an
organization
like
parks
that
is
hiring
on
an
annual
basis,
a
very
large
number
of
seasonal
employees
and
turning
over
in
the
day
and
age,
when
you
can,
you
know,
get
a
job
and
get
paid
today
in
some
instances,
and
those
are
often
the
people
that
we're
trying
to
compete
with
our
system
can
take
upwards
of
six
weeks
from
you
know,
application
to
paycheck
right
and
just
the
I
told
these
guys
earlier
today,
I
sat
through
a
meeting
we
had
and
we
went
through
the
whole
process
of
what
it
takes
to
onboard
and
the
things
they
have
to
do
to
do
the
interviews
and
run
all
the
checks
and
fill
out
the
paperwork,
and
I
am
frankly
amazed.
C
We
may
be
back
to
you
to
see
what
kind
of
additional
flexibility
or
autonomy
we
could
be
provided
at
park
so
that
we
can,
you
know
reasonably
operate
in
in
the
market
and
for
the
people
that
we're
trying
to
attract
to
work
for
us.
So
that's
all
I
got
to
say
we.
We
appreciate
it
as
far
as
tom.
What
is
the
step
we're
looking
at
turn,
starting
them
at
it's,
not
the
first
step.
C
B
Excellent.
Thank
you,
commissioner
jackson,
followed
by
commissioner
juliet
thank
you,
chair.
F
Knowing
nowadays
is
so
much
different
than
it
was
back
in
history,
when
I
got
my
driver's
license
at
16
these
young
people,
they
take
drivers
training
at
a
graduated
level.
Some
of
them
don't
even
get
their
licenses.
C
F
18
and
so
transportation
have
you
guys
looked
at
transportation
issues
in
a
way?
Maybe
we
could
help
them
get.
C
F
Here
or
down
the
waterfront
because
well
waterford
or
red
oaks
is,
you
know
one
end
and
the
waterfront
is
on
the
other
end
of
the
county.
So
all
the
folks
in
the
middle
they
might
not
be
able
to
drive
there.
C
100
we
have
talked
about
that.
We've
been
doing
a
lot
of
brainstorming
in
the
last
couple
of
months
of
everything.
There's
no
one
single
thing:
that's
going
to
solve
this
problem,
and
this
is
a
nice
help.
Transportation
is
a
barrier.
We've
talked
about
reaching
out
to
smart
about
extending
the
bus
line
to
waterford
oaks.
C
You
know
which
not
that
far,
but
it's
it's
pretty
far.
If
you
had
to
walk
for
the
you
know
the
farthest:
bus
stop
for
smart
we've
talked
about
uber
and
lyft
as
a
possibility,
just
as
a
testament
to
what
you're
stating
you
know,
we
did
before
the
decision
was
made
that
we
couldn't
open
waterford
wave
pool.
Last
year
we
had
some
students
recruited
and
we
ended
up
having
to
drive
them
down
to
the
red
oaks
in
order
to
get
them
to
work
because
they
had
those
transportation
issues.
C
C
G
Thank
you.
I
fully
support
this.
I
think
it's
important
that
our
millage
passed
and
that
we
show
the
residents
that
our
parks
are
open
and
able
to
use
so-
and
I
know
other
kids
that
have
become
lifeguards
and
like
at
lifetime.
They
offer
a
free
membership.
You
know
you're,
offering
with
a
lot
of
or
you're
competing
with
a
lot
of
places
that
are
offering
different
perks,
and
I
also
echo
commissioner
gershenson's
thoughts
are
on
the
application
process.
C
Going
to
bring
it
into
our
meeting
me
bring
you
to
our
meeting
with
human
resources.
Okay-
and
I
don't
want-
I
I
do
want
to
say-
they've-
been
very
helpful,
we're
just
working
within
the
system
and
the
policies
we
have,
and
we
just,
I
think
we
have
to
figure
out.
Where
is
the
limit
of
where
we
can
go
okay,
to
have
additional
flexibility
and
some
autonomy
and
all
of
the
policies
we
have
there's
a
reason
behind
them,
and
many
of
them
are
very
well
intentioned.
C
A
Thank
you,
commissioner
lups.
I
love
the
idea
of
revisiting
the
application
process
and
raising
the
wages
when
we
raised
when
we
have
the
movement
to
raise
wages
to
15
dollars
an
hour
throughout
the
county.
This
was
a
group
that
whoever
decided
not
to
include-
and
we
can
see
now
you
can
see
how
this
turned
out.
So
I'm
glad
the
finances
worked
out.
A
Prices
are
rising
everywhere,
even
for
our
teenagers,
who
want
the
payoff
of
being
able
to
buy
something
with
their
with
their
salary,
so
it
works
very
well.
I
have
I've,
also
known
lifeguards
at
red
oaks
who
truly
enjoyed
their
job.
So
thank
you
very
much
for
making
that
a
positive
experience
for
them,
one
one
fellow
enjoyed
it
so
much
in
the
association
of
water.
He
went
on
to
join
the
navy,
so
you
did
affect
us.
C
Yeah
we
have
a
tremendous
amount
of
great
people
that
started
their
careers
at
parks
and
are
still
with
us
years
later.
Man.
I
don't
know
if
you
wanted
to
share
some
through
your
experiences
from
the
last
season,
with
the
lifeguard
challenges
and
how
that
played
out
and
yeah
things
they
had
to
cut
back
yeah
and.
E
E
A
great
job-
and
it
teaches
you
so
many
great
life
skills
and
develops
your
career,
so
you
know
we
really
enjoyed
bringing
on
these
young
people
and
getting
to
coach
them
and
mentor
them,
but
we
had
some
major
struggles.
E
As
mr
ward
said
last
year,
you
know
we
wanted
more
than
anything
to
open
that
waterpark
fully
being
closed
for
2020
was
one
of
the
honest
experiences
of
my
life
walking
in
that
water
park
in
the
middle
of
july,
and
just
seeing
it
empty
so
wanting
to
get
it
reopened,
but
not
having
the
staff.
Just
you
know,
killed
all
of
us
that
we
really
wanted
it
to
be
functioning,
and
you
know
we
were
able
to
get
enough
lifeguards
to
operate
in
a
limited
capacity,
but
you
know
we're
looking
at
this
year.
E
The
amount
we
have
to
kind
of
climb
is
insurmountable
right
now
we
have
to
hire
about
40
lifeguards
at
red
oaks
and
about
25
at
waterford
to
open
that
facility,
which
is
way
more
than
we've
ever
done.
Even
before
the
pandemic,
I
mean
lifeguarding
as
a
as
a
job
is
declining.
E
There's
there's
a
national
shortage,
and
this
was
before
the
pandemic
in
in
2019,
we
had
major
issues
opening
the
parks
me
to
do
a
lot
of
last-minute
trainings
and
scaling
back
and
going
even
18,
17
16
there's
a
lot
of
discussion
and
and
stories
out
there
in
parks
and
recreation
across
the
country
where
people
are
not
going
the
life
grade.
E
The
way
they
used
to
so
for
us
to
be
able
to
increase
the
wage
and
make
it
more
appealing
we're
doing
on
our
and
everything
we
can
to
make
the
the
trainings
accessible
to
bring
in
people
get
them
on
board
as
quickly
as
we
can
and
get
them
in
the
job.
But,
as
you've
also
aptly
said,
you
know
we're
competing
with
a
whole
bunch
of
different
areas
and
there's
a
lot
of
other
places
that
pay
very
well
that
we're
competing
with.
So.
A
I
think
I'm
sorry
do
we
have
one
more
comment
not
to
do
anything
with
this.
My
neighbor
is
mike
pearson
and
he
truly
enjoys
being
there
early
in
the
morning
and
making
sure
the
pool
is
safe
for
everybody.
Yeah.
B
Excellent.
Thank
you,
commissioner
luke's
commissioner
gershwin
yeah.
D
Come
mr
ward,
I'd
like
to
thank
you
for
bringing
some
staff
with
you,
because
we
don't
often
get
to
interact
and
to
hear
your
perspective,
and
I
think
it's
it's
critical
for
us
to
to
meet
you
and
along
those
lines.
I've
had
the
pleasure
of
working
with
jeremy
brown
at
the
farmer's
market
and
I'm
very
excited
about
his
new
position.
So
I
just
wanted
to
pass
on
great
guy
great
work
ethic
and
I
I
hope
it's
a
good
fit.
D
He's
been
amazing,
he's
been
a
great
partner
with
healthy
oakland
partnership,
which
is
a
a
county-wide
group
that
focuses
on
getting
fresh
fruits
and
vegetables
to
seniors
and
low-income
residents.
So
he
he
played
an
integral
role,
and
so
I
look
forward
to
what
he
can
do
in
his
new
position.
B
Thank
you,
commissioner
gerstensen.
I
too
certainly
support
this
resolution.
I've
shared
many
of
happy
memories
with
my
family
and
friends,
growing
up
and
even
as
an
adult,
so
I
most
certainly
would
like
to
avoid
another
closure,
as
we
did
last
year.
So
again,
as
other
commissioners
said,
I
do
appreciate
you
being
proactive
and
taking
these
measures
now,
rather
than
waiting
when
it's
probably
too
late.
So
thank
you
and
I
also
want
to
say
in
regard
to
the
application
process
and
hr
issues.
B
I
welcome
near
future
conversations
here
at
the
ligo
committee
to
further
discuss
and
take
a
look
at
the
things
that
we
could
do
to
help
maybe
smooth
out
that
process
and
get
back
on
track
with
a
quicker
form
of
applications
and
getting
people
on
the
job
and
getting
them
paid
sooner.
So
I
do
appreciate
that
commissioners
is
there
any
other
questions
or
comments
in
regards
to
this
item.