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From YouTube: Committee on Labor and Civil Service 2-18-2020
Description
City of Philadelphia
Public Hearing Notice
February 11, 2020
The Committee on Labor and Civil Service of the Council of the City of Philadelphia will hold a Public Hearing on Tuesday, February 18, 2020, at 1:00 PM, in Room 400, City Hall, to hear testimony on the following item:
200007 An Ordinance amending Chapter 20 1100 of The Philadelphia Code, entitled “Civil Service Preferences,” to provide for a civil service preference for qualified graduates of Career Technical Education Programs in the School District of Philadelphia, under certain terms and conditions.
Immediately following the public hearing, a meeting of the Committee on Labor and Civil Service, open to the public, will be held to consider the action to be taken on the above listed item.
Copies of the foregoing item are available in the Office of the Chief Clerk of the Council, Room 402, City Hall.
Michael A. Decker
Chief Clerk
A
Good
afternoon
this
hearing
is
called
to
order.
This
is
the
public
hearing
of
the
City
Council
Committee
on
labor
and
civil
service.
The
purpose
of
this
public
hearing
is
to
hear
testimony
on
bill
number
two:
zero:
zero,
zero,
zero
seven
I
recognize
the
presence
of
a
quorum
of
committee
members.
Members
of
the
committee
in
attendance
are
to
my
left
council
member
DOM
on
Councilwoman
Gilmore
Richardson,
and
to
my
right,
councilman
Derrick
green
I,
wanted
to
ask
any
of
my
colleagues
if
they
have
any
opening
remarks.
B
Good
morning,
committee
chair
Parker
vice
Cheryl
Neal
fellow
members
of
the
committee
and
members
of
the
public
who
are
in
attendance
today.
I
want
to
especially
thank
the
citizens
of
Philadelphia
that
came
here
today
to
have
their
voices
heard.
The
CTE
preference
charter
change
is
a
jobs
bill
meant
to
encourage
some
of
the
roughly
5,000
Philadelphia
CTE
students
who
go
through
1080
hours
of
rigorous
industry
level,
training
and
leave
with
certifications
to
work
here
in
the
great
city
of
Philadelphia.
B
This
bill
is
just
one
part
of
an
ongoing
effort
to
change
what
has
been
referred
to
as
a
school
to
Prison
Pipeline
into
a
school
to
employment
pipeline.
As
mayor
Kenny
stated
in
his
recent
address
to
the
chamber
of
commerce,
there
is
no
one
single
policy
that
will
even
begin
to
turn
the
ship
to
make
a
meaningful
change
over
the
next
four
years,
we'll
have
to
employ
a
multi-prong
strategic
effort
that
invests
in
our
young
children,
our
k-12
students
and
the
communities
in
which
they
live.
This
is
just
a
single
piece
of
that
effort.
B
My
staff
and
I
have
met
with
many
organizations,
stakeholders
and
groups
to
determine
what
the
impact
of
this
legislation
would
be,
and
we
have
worked
hard
to
dispel
some
of
the
misinformation
that
has
appeared
regarding
this
bill.
Please
allow
me
to
share
with
you
some
facts
to
dispel
this
information.
First
to
our
wonderful
veteran
community.
I
want
to
thank
you
all
so
much
for
taking
the
opportunity
to
meet
with
us
this
afternoon
into
my
colleague,
councilmember
Dom.
Thank
you.
So
much
for
sharing
your
concerns.
B
So
this
bill
and
some
of
the
misinformation
we've
received,
is
that
this
bill
would
hurt
veterans
or
that
it
would
put
high
school
graduates
on
the
same
level
as
veterans
or
legacy
children.
We
listen
to
your
concerns,
which
is
why
we
amended
the
bill
to
allow
a
five-point
preference
for
our
CTE
graduates,
which
will
last
only
up
to
36
months
after
graduation.
Initially
it
was
10.
We
heard
you
veterans
and
we
lowered
it
to
5.
B
Meanwhile,
the
preference
for
veterans
and
legacy
children
and
grandchildren
remains
at
10
points
and
there
is
no
time
limit
to
win.
You
can
use
the
benefit
last
year
out
of
nearly
74,000
civil
service
applications.
Only
about
1.3
percent
of
those
applicants
actually
use
the
veterans
preference.
The
legacy
preference
was
only
used
by
four
of
those
74,000
applicants.
The
fear
that
this
legislation
would
cause
unfair
hardship
on
veterans
and
legacy
applicants
is
unwarranted.
B
Moreover,
we
do
not
believe
it
is
likely
that
veterans
that
use
the
civil
service
preference
and
the
CTE
students
that
will
use
this
lesser
preference
going
forward
will
overlap,
often
the
CTE
school
graduates
less
than
2,000
students
per
year,
and
the
preference
only
lasts
for
three
years
after
graduation
compared
to
veterans
and
legacy
applicants
whose
preference
lasts
for
a
lifetime.
We
met
with
stakeholders
from
our
first
responders.
B
The
amendment
before
you
today
is
designed
to
exclude
police
and
fire
departments
from
this
legislation,
since
they
have
the
explorers
and
the
cadets
program
where
they
already
receive
a
preference
while
leaving
intact
the
preference
already
afforded
the
specific
preference
programs
already
connected
to
those
two
departments.
In
addition,
no
one
expects
that
every
graduate
of
a
CTE
program
will
use
this
preference
or
apply
for
civil
service
positions.
Many
will
find
employment
in
the
private
sector
apply
to
be
apprentices
with
the
building
trades
move
on
to
college
or
undergraduate
technical
school.
B
This
bill
is
meant
to
serve
the
remaining
students
that
wish
to
remain
in
the
city
of
Philadelphia
and
join
the
municipal
workforce
to
fill
some
of
the
city's
skilled
labor
deficiencies.
The
CTE
programs
in
Philadelphia,
better
resemble
Philadelphia's
makeup
and
therefore
encouraging
them
to
apply
would
have
an
added
benefit
while
dc47
was
not
able
to
attend.
We
thanked
them
for
sending
a
letter
of
support.
B
They
represent
over
six
thousand
employees
in
the
city
of
Philadelphia,
and
we
have
also
been
in
contact
with
dc33
representing
a
larger
number
of
employees
in
our
city,
and
we
thank
them
for
their
support.
I
ask
my
colleagues
to
vote
YES
on
this
legislation.
That
would
put
the
question
before
the
qualified
electors
in
the
city
of
Philadelphia.
It
is
just
one
part
of
a
larger
effort
to
give
our
graduating
students,
options
and
employment
and
to
move
forward
the
city's
goal
of
reducing
poverty
and
being
serious
about
workforce
development
in
the
city
of
Philadelphia.
A
You
Councilwoman
Gilmore
Richardson
for
the
record,
the
chair,
notes,
the
presents
to
my
life
of
Councilwoman
Brooks
I
want
to
thank
the
Councilwoman
for
joining
us
here
today.
Although
she
is
not
a
voting
member
of
this
committee,
she
is
a
co-sponsor
of
the
bill
and
because
of
her
interests
and
workforce
development
in
this
issue,
she
is
joining
us
today
and
I
want
to
say
Thank
You
Councilwoman
Brooks
for
the
record.
The
clerk
will
now
read
the
title
of
the
bill
being
considered
today.
C
Bill
number:
two:
zero:
zero;
zero;
zero;
seven;
an
ordinance
amending
chapter
xx,
1100
at
the
Philadelphia
code
entitled
civil
service
preferences
to
provide
for
civil
service
preference
for
qualified
graduates
of
career,
technical
education
programs
in
the
School
District
of
Philadelphia
under
certain
terms
and
conditions.
The.
A
As
our
first
panel
approaches,
I
just
went
to
in
the
spirit
of
our
Vice
Chair
and
veteran
member
councilman
Brian
O'neill,
once
you
just
remind
all
of
our
panels
that
we
do
have
your
testimony
in
writing.
If
you
feel
free
to
summarize,
it
know
that
we
accept
that.
But
if
you
read
it,
that's
okay
too,
but
Brian
O'neill
Elizaveta
remember
he
is.
He
is
in
my
mind
and
always
making
sure
that
we
communicate
that
message
to
those
who
are
testifying
good
afternoon
and
please
state
your
name
for
the
record
and
proceed
with
your
testimony.
Michael's.
D
Okay,
I
guess
I
will
go
first
and
I'm
going
to
choose
the
path
of
summarizing.
As
we
talked
about
last
time
and
I
know
some
of
the
council.
People
may
not
have
been
here.
We
support
the
goals
of
this
program.
Creating
opportunities
for
high
school
students
throughout
the
city
is
something
that
we
support
wholeheartedly.
D
We'd
look
to
do
this
in
many
of
the
aspects
of
work
that
we
do
within
the
office
of
human
resources,
and
we
feel
that
creating
pipelines
and
programs
to
give
those
opportunities
to
high
school
students
is
an
important
activity
that
we
have
to
do.
I.
Think,
as
we
talked
about
last
time,
our
only
challenge
is
the
way
we
do
it.
So
we
do
a
lot
of
programming.
We
think
we
can
create
better
and
more
programming.
D
D
The
vast
majority
of
them
are
done
through
regulation,
and
we
also
have
programs
that
we
work
with
with
the
school
district
and
continues
to
work
with
them,
as
does
workforce
development,
and
the
mayor's
office
of
Education
I
did
see
the
changes
in
the
ordinance
that
address
some
actually,
the
concerns
there
were
some
questions
around
what
the
preference
would
be,
whether
it
would
be
a
complete
preference
or
not.
That
has
been
identified
and
also
has
been
clarified.
D
We
also
had
some
concerns
on
the
broad
nature
of
the
preference
that
it
would
also
apply
in
two
of
the
positions
have
also
been
addressed
here
to
sort
of
police
fire
recruits
that
we
could
have
somebody
coming
out
of
a
program,
so
I
see
that
that's
also
addressed
within
the
context
of
the
ordinance
and
also
the
the
reason
I
just
wanted
to
explain.
The
reason
we
had
put
this
at
24
years
is
sort
of
aligns
with
our
eligible
lists
lasting
24
years
24
months.
24
years
would
have
been
a
very.
G
D
There
for
24
months
so
when
we're
looking
at
this
I
think
the
bottom
line
is,
we
are
really
supportive
of
making
things
happen
for
the
high
school
students.
The
only
hesitation
that
we
have
is
really
doing
is
through
a
charter
chain,
as
opposed
to
developing
programming
and
regulations,
to
sort
of
implement
the
same
type
of
thing.
F
So
I'm
getting
older
good
afternoon,
members
of
City
Council,
Iowa's,
Hackney,
chief
Education
Officer
of
the
city
of
Philadelphia
and
the
mayor's
office
of
Education
I'm
here
to
address
bill,
two:
zero:
zero,
zero,
zero,
seven
regarding
a
hiring
preference
for
all
civil
service
positions
for
career
technical
CTE,
students
of
the
School
District
of
Philadelphia,
well,
I
agree
with
the
spirit
of
the
bill.
I
have
concerns
regarding
how
its
current
form
a
impacts
on
students
that
attend
Philadelphia
schools
that
are
not
part
of
the
school
district
within
our
city.
F
Students
attend
attend
district
charter
and
some
private
or
parochial
schools
that
have
programs
of
study
that
are
considered
work
ready
pathways,
which
could
lead
to
employment
upon
graduation
and
program
specific
certification,
while
the
majority
of
students
attend
district
schools,
many
of
those
who
do
not
still
live
in
the
same
neighborhood
as
District
as
District
students.
No
one
wants
to
see
a
newly
graduated
student
wear
credentials
not
afforded
the
same
opportunity
as
a
district
student
simply
because
of
a
choice
made,
perhaps
not
even
of
their
own,
while
in
eighth
grade
during
the
high
school
selection
process.
F
As
a
former
high
school
principal
with
CTE
programs,
I
know
firsthand
Opportunity
students
have
before
them
and
I'm
aware
of
the
barriers
that
prevent
them
from
transitioning
into
careers
with
meaningful
salaries.
This
is
the
start
of
a
great
conversation,
but
we
need
to
consider
all
credential
students
to
cast
a
wider
net
to
attract
talent,
to
the
city
of
Philadelphia
as
an
employer
and
to
encourage
more
students
and
caregivers
to
enroll
their
C
enroll
into
CTE
programs,
so
they
can
graduate
with
marketable
skills.
F
I
know
that
there
already
exist
some
opportunities
for
such
students
with
the
city,
but
we
must
ensure
the
preference,
our
industry-specific
and
one
students
to
follow
their
passion,
but
as
an
employer,
we,
the
city,
won
a
workforce
that
has
the
prerequisite
present
credentials
for
the
positions
of
highest
need
for
a
diverse
workforce.
Therefore,
let's
continue
have
this
discussion
to
identify
the
best
policy
which
will
have
the
most
impact
and
provide
the
city
as
an
employer,
the
most
flexibility
to
be
nimble
as
needs
change
as
written.
F
This
bill
might
create
some
winners
and
losers,
but
with
a
couple
of
strategic
changes
such
as,
including
all
CTE
students
and
aligning
the
preference
with
a
field
of
study
with
specific
job
opening,
the
bill
can
create
a
win-win
situation
for
all
stakeholders.
The
administration
has
proposed
an
amendment
to
this
effect
and
request
that
you
know
we
consider
it
or
be
adopted.
Thank
you
for
allowing
me
time
to
test
afford
to
testify
and
I'm
happy
to
answer
any
questions.
E
Good
afternoon
City
Council
members
again,
my
name
is
akia
Ali
and
I'm.
The
director
of
workforce
programs
with
the
office
of
workforce
development,
so,
on
behalf
of
our
office,
I
want
to
thank
City,
Council's
Committee
on
labor
and
civil
service.
For
considering
our
perspective
on
this
important
topic,
we
also
commend
Councilwoman
Gilmour
Richardson
for
the
interest
and
urgency
you've
brought
to
the
issue
of
strengthening
pathways
from
the
School
District's
CTE
programs
to
city
employment.
E
We
believe
the
issues
raised
in
bill
to
zero
zero
zero
seven
have
the
potential
to
inspire
work
directly
tied
to
the
following
critical
important
objectives
related
to
meeting
the
city's
current
and
projected
talent,
shortages,
addressing
equity
issues
related
to
gender
and
racial
diversity,
and
impacting
poverty
by
ensuring
that
Philadelphia
residents
can
compete
for
good
jobs
that
the
city
provides
specifically
those
that
pay
a
living
wage,
offer
benefits
and
are
tied
to
a
career
ladder.
From
our
perspective,
to
achieve
these
objectives
requires
more
than
just
civil
service
preference
points.
E
It
also
requires
that
we
ensure
that
district
CTE
students
have
the
right
combination
of
education,
training
and
on-the-job
experiences
to
be
eligible
for
civil
service
exams
in
their
field
of
study,
as
well
as
receive
the
information
and
support
needed
to
complete
the
civil
service
application
process.
In
short,
we
believe
that,
while
points
on
the
civil
service,
exam
may
indeed
be
helpful,
we
can
more
effectively
connect
CTE
graduates
to
city
employment
through
a
dedicated
and
sustained
focus
on
strengthening
the
ways
that
we
work
together
on
a
regular
basis.
E
Specifically,
it
is
my
pleasure
to
lead
the
city
of
Philadelphia's.
First,
ever
municipal
focused
workforce
development
program,
titled
city
is
model
employer.
This
groundbreaking
initiative
was
launched
in
fiscal
year,
2018
to
create
viable
pathways
to
permanent
employment,
for
seasonal
and
temporary
city
workers
and
under
unemployed
philadelphians.
This
initiative
addresses
and
works
to
eliminate
the
unique
barriers
these
populations
face
when
attempting
to
secure
employment
with
the
city
of
Philadelphia
as
a
public
sector
employer
city's
model
employer
does
three
things
prepares
program
participants
to
qualify
for,
attain
and
retain
city
and
private
sector
positions.
E
Additionally,
city
departments
also
benefit
in
that
they
have
access
to
a
direct
pipeline
of
trained
qualified
candidates
to
fill
their
open
vacancies
and
make
meaningful
contributions
as
public
servants
city
is
model.
Employer
ministers,
eight
career
pathway
programs,
a
few
notable
ones
include
the
office
of
fleet
management,
automotive
internship,
an
apprenticeship
program
which
has
been
in
existence
for
25
years
for
over
25
years,
and
it
recruits
solely
from
CTE
high
schools
in
the
Philadelphia
School
District.
The
water
department's
internship
apprenticeship
program
focuses
directly
on
the
skilled
trades
and
they
also
recruit
from
CTE
high
schools.
E
E
In
a
time
when
too
many
adult
job
seekers
lack
the
requisite
level
of
education
and
training
essential
to
a
state
to
attaining
life,
sustaining
employment
that
pays
a
living
wage,
provides
benefits
and
offers
opportunities
for
career
development
and
advancement,
structured
and
comprehensive
career
pathway.
Programs
serve
as
a
practical
solution
to
address
this
skills
gap
and
talent
shortage.
So
programs,
like
City,
is
model
employer,
provide
our
participants
with
opportunities
to
develop
those
in-demand
technical
skills
and
interpersonal
skills.
E
It's
important
to
note
that
for
the
programs
that
we
actively
manage,
our
participants
receive
personalized,
resume,
building,
support,
appropriate
workplace
and
interview,
attire
and
professional
development.
Coaching.
All
of
these
things
prepare
our
graduates
to
compete
for
quality
jobs,
exceed
and
excel
in
the
workplace
and
advance
along
a
career
pathway
where
they
can
earn
higher
wages
and
compensation
and
become
viewed
as
valued
assets
by
their
employers.
The
Career
Pathways
approach
is
a
proven
workforce
solution
that
assists
job
seekers,
who
are
not
college,
bound
absent
a
structured
career
pathway
or
workforce
program.
E
So
sidious
model
employer
has
laid
the
foundation
upon
which
the
city
as
a
public
sector
employer,
can
build
upon
to
ensure
we
have
a
pipeline
of
tree
trained
workers
to
fill
our
vacancies.
Presently,
the
median
age
of
city
employee
is
45
years
old.
Accordingly,
it's
critical
that
we
have
the
resources
to
increase
our
capacity
to
continue
preparing
a
workforce
to
fill
positions
that
will
become
vacant
as
those
older
workers
retire.
E
We
plan
to
strengthen
our
partnership
with
the
school
district
so
that
recent
graduates
are
able
to
connect
to
our
programs
and
receive
the
necessary
training
to
qualify
for
and
attain
civil
service
employment.
In
closing,
we
reiterate
our
commitment
to
serving
young
adult
jobseekers
from
CTE
and
other
Philadelphia
high
schools
by
preparing
and
connecting
them
to
employment.
We
applaud
Councilwoman
Gilmour
Richardson
for
advancing
the
conversation
around
how
we
can
better
support
Philadelphia
students
in
this
effort.
Thank
you
for
the
opportunity
to
testify
today
and
we're
happy
to
answer
any
questions
you
may
have.
A
B
Thank
you
all
so
much
for
your
testimony,
I
think,
philosophically
and
from
a
values
perspective
we
do
align
with
the
intended
goal
of
what
we're
all
trying
to
accomplish
so
I
just
wanted
to
say
thank
you
for
that.
I
just
had
a
few
quick
questions
that
I
wanted
to
ex
relative
to
some
of
the
questions
and
statements
you've
made
in
your
testimony
so
out
of
all
of
our
city
employees.
How
many
are
currently
eligible
to
retire
I.
D
B
As
we
move
forward,
the
other
question
was
relative
to
the
testimony
of
mr.
Hackney
regarding
increasing
the
preference
to
all
CTE
programs,
not
just
School
District
of
Philadelphia
programs,
but
private,
parochial
CTE
programs.
How
many
additional
students
would
that
be?
How
many
programs,
because,
right
now,
from
the
district
perspective,
I
think
we
have
like
around
5,000
students.
F
F
Know
Michelle
could
give
you
probably
more
accurate
numbers
sure,
but
and
that's
why
I
was
very
particular
in
terms
of
using
the
language
around
program
of
study,
sorry
for
being
very
particular
around
CTE
programs
and
programs
of
study,
because
there
are
some
programs
that
lead
to
credentials
that
would
produce.
You
know,
students
who
are
ready
to
go
directly
into
the
workforce.
So
what
I'm?
Thinking
about
it
and
like
a
you
know
when
I
lead
was
the
spirit
of
what
you're
trying
to
do
totally
in
agreement.
F
So
thank
you
for
that,
but
making
sure
that,
as
we
look
at
the
needs
of
the
city
as
an
employer
that
we're
not
eliminating
students
who
have
made
choices
to
attend
different
types
of
schools,
but
they
still
entered
in
to
some
type
of
credit-bearing
industry
ready
program.
So
we
can
see
if
we
can
work
together
with
the
district
to
see
how
many
students
that
would
encompass
but
I
would
hate
for
students.
F
You
know,
as
I
said
in
my
testimony
that
would
live
in
the
same
neighborhood
or
same
block
and
because
they
went
to
a
different
school
and
they're
in
a
program
of
study.
They're
not
eligible
for
that,
and
they
would,
you
know,
have
the
same
basic
needs
that
any
other
Philadelphia
student
would
have.
How.
F
B
And
then
the
other
question
relative
to
city
positions
in
aligning
the
actual
programs
with
the
positions
and
that
I
do
understand.
But
we
were
able
to
pull
directly
from
the
city's
Office
of
Human
Resources
applicant
portal.
Some
examples
of
jobs
that
you
know
would
be
open,
typically
in
the
city,
and
you
see
under
the
exam
announcement
details
and
after
the
title
and
the
number,
the
specific
Department,
the
competitive
nature
of
the
program
that
there
are
also
a
set
of
minimum
requirements
relative
to
training,
education
and
experience.
B
So
it
is
of
my
belief
that,
even
if
we
have
the
preference
for
a
young
person
who's
graduating
from
a
CTE
program,
they
would
still
need
to
actually
be
able
to
apply
for
the
position
with
all
the
minimum
training
education
and
experience
required
to
apply
for
the
position
correct.
So
just
because
they
receive
the
CTE
preference
doesn't
mean
that
they're
qualified
for
the
position
that
they
are
applying
to
correct.
No.
D
And
the
one
thing
I
do
want
to
also
add
is
we're
actually
looking
at
other
positions
where
we
can
build
in
language
that
better
guarantees
that
students
coming
out
of
the
CTE
programs
will
qualify
with
the
years
of
experience
or
with
the
experience
that
they
have
in
the
technical
certifications.
So
we're
currently
going
through
those
positions
trying
to
align
that
also
from
the
standpoint
of
building
those
pipelines.
If
you
want
to
say
sure.
B
So
that
would
be
something
that
could
happen,
though,
relative
to
your
office,
working
with
civil
service
around
ensuring
that
the
specs
and
the
experience
needed
for
these
positions
align
with
the
curriculum
available
at
the
School
District
correct.
That's
something
that
you
all
can
do,
no
matter
what
happens
with
this
legislation.
Correct!
Yes,.
D
We
can
certainly
look
at
that
and
that's
part
of
I
think
the
position
that
we
take
from
a
standpoint
that
a
lot
of
this
can
be
done
through
programming
through
re-evaluating,
where
our
job
descriptions
are
and
really
aligning
it
from
those
pathways,
as
opposed
to
basically
a
charter
change.
So
there's
a
lot
of
things
that
we
can
do
to
create
better
opportunities
and
I
think
that
we
can
also,
from
a
workforce
development
standpoint,
guarantee
that
they'll
be
more
successful
and.
E
And
if
I
could
add
again
psyche
alley,
if
I
could
add
again
that
our
pathway
programs,
in
addition
to
providing
a
technical
training,
also
provide
the
on-the-job
work,
experience
that's
required
to
qualify
for
those
positions.
So
it's
a
combination
both
of
what
an
individual
can
learn
in
the
classroom,
the
credentials
they
can
attain
and
then
having
the
experience
of
learning
and
doing
the
work
under
senior
professionals
and
supervisors.
So
that's
what
the
pathway
programs
provide
that
sometimes
the
Career
and
Technical
Education
programs
can't,
which
is
the
only
job,
hands-on
work
experience
in.
B
B
E
City
is
model.
Employer
was
created
under
this
current
administration,
specifically
by
design
to
set
us
up
both
as
the
hiring
employer
and
the
workforce
development
provider.
So
we
serve
both
entities
in
our
office.
We
view
those
jobseekers
as
well
as
the
city
departments
as
our
client,
so
we're
trying
to
make
both
ends
happen,
and
so
we
hope
that
the
office
of
Workforce
Development
does
become
a
permanent
Department,
so
that
this
work
can
continue
on
beyond
the
president.
Ministration.
B
Which
is
the
reason
why
we
suggest
that
a
charter
change
for
the
CTE
practice
so
that
it
can
continue
beyond
this
administration?
Mr.
Zach
acne
relative
to
the
list
of
vacancies
that
could
be
aligned
to
the
CTE
programs
under
trade.
There
was
other
in
various
which
totaled
28
positions.
What
are
they?
Could
you
just
detail
those
positions
more?
They
account
for
28
out
of
the
204
total
open
positions.
D
B
No
I
think
it
just
speaks
to
the
fact
that
that
your
office
working
with
civil
service
will
be
able
to
determine
how
we
do
the
alignment
that
we
should
not
entertain
the
amendment
that
was
presented
at
10
o'clock
this
morning.
If
it's
hard
for
us,
even
in
this
trade
list
of
open
positions,
to
determine
where
those
positions
should
be
aligned
to
relative
to
the
CTE
program.
So.
D
D
Think
one
of
our
concerns
is
if
the
preference
is
for
all
CTE
students
coming
out,
so
you
could
have
an
administrator
for
clerical
position
and
someone
would
get
that
preference,
no
matter
what
CTE
program
that
they
would
come
out
of.
It
may
not
be
aligned
with
those
skill
sets,
but
they
would
still
by
as
I
understand
if
I'm
misunderstanding
the
ordinance
as
I
understand
the
ordinance.
They
would
still
get
that
preference
yeah.
D
D
B
D
The
entry-level
positions
are
obviously
less
than
all
the
positions
within
the
city,
but
they
are
significant,
for
example,
with
the
office
clerk
or
declare
one,
which
would
is
what
it
used
to
call.
We've
hired,
probably
well
over
150
applicants
over
the
last
several
years
from
the
standpoint
of
that
and
what
were,
what
we
will
be
doing
is
giving
preference
to
no
matter
what
area
you
come
out
of
in
the
CTE
programs.
D
You'll
be
getting
that
extra
five
points,
whether
it
aligns
with
your
experience
as
long
as
that
position
is
general
enough
from
the
standpoint
of
the
requirements.
The
couple
positions
that
you
as
I
mentioned,
highlighted
our
positions
that
have
experience
requirements
to
them,
so
equipment
operator
cream.
All
of
those
would
be
promotional
opportunities
from
internal
within
the
city.
I
can't
remember
a
time
where
we
ever
actually
hired
one
of
those
positions
external
to
the
city
and
a
lot
of
them
within
streets,
department,
water
department
and
so
forth.
D
So
what
we're
looking
at
is
entry-level
positions
that
may
have
a
general
enough
classification
and,
as
I
said,
are
all
are
two
of
those
you've
addressed
with
the
police
recruit
and
the
firefighter
that
this
would
have
given
those
preferences
to
those,
we
probably
still
have
a
couple
other
positions
to
like
that.
I
understand
your
position
that
it's
not
a
tremendous
mount,
but
what
we're
really
trying
to
do
here
is
align
the
skillsets
coming
out
of
the
programs
with
the
positions
just
to
make
sure
that
they
align.
D
So
if
we're
able
to
look
at
that-
and
that
was
part
of
the
thought
behind
why
we
were
looking
at
doing
some
type
of
amendment
there,
if
we're
able
to
align
them
more
closely
from
an
employer
standpoint,
we
get
somebody
who
skillsets
align
more
closely
with
the
positions
that
we
want
and
making
those
changes
within
the
class
specifications.
We
can
certainly
do
that
as
part
of
the
reason
why
I
think
a
lot
of
what
we're
talking
about
here,
we
can
certainly
do
by
expanding
programming
either
in
workforce
development.
D
I
B
Register
to
clarify
the
amendments
that
we
received
at
10:00
a.m.
this
morning
was
relative
to
the
administration,
asking
us
to
further
amend
the
legislation
from
three
years
down
to
two
and
for
us
to
try
to
align
the
positions
with
the
job
classifications,
that's
something
that
can
be
done
administratively.
They
don't
need
an
amendment
to
do
that,
and
that's
what
I
asked
mrs.
the
cagney
just
now.
They
don't
need
an
amendment
to
do
that.
If
that
was
something
we
wanted
to
do
relative
to
workforce
development,
we
could
have
done
that
last
year.
I
I
D
They
can't
expire
before
then,
where
they
can
be
exhausted
as
many
especially
in
the
trades
classes
to
do
our
trades
positions
very
seldom
exists
very
long
because
we
usually
run
through
those
positions.
We
pretty
much
a
point,
everyone
who
is
born
the
Trey's
class
position
during
that
life
of
that
list,
if
not
shorter.
It's
usually
shorter.
I
F
That
was
just
to
address
students
like
I
said
that
who
may
not
attend
a
school
district
as
it's
written.
It
states
the
School
District
of
Philadelphia
CTE
program.
So
that
way,
the
students
who
are
who
don't
attend
a
School
District
of
Philadelphia
school,
but
are
in
a
CTE
program
that
they
are
not
excluded
from
that,
because
you
do
have
like
a
particular
charter
school
that
is
technically
not
part
of
the
school
district.
That
has
a
CTE
program
and
they
would
not
qualify
for
this
preference.
F
F
A
J
You
so
I
think
these
are
all
important
conversations
to
have
I
think
this
administration,
particularly
as
as
as
the
budget
documents
have
evolved,
there's
been
a
real
commitment
to
really
look
at
hiring
and
getting
the
city
workforce
to
better
reflect.
Not
only
the
city,
demographics
would
really
Philadelphia
base
folks
and
create
a
pipeline.
So
I
think
that
this
conversation
has
been
going
on
for
for
quite
a
bit
of
time.
J
At
least
the
12
years
I've
been
here,
but
this
administration
through
fast-track
and
other
programs
has
have
tried
to
create
that
to
count
to
the
councilman's
point.
You
know
one
of
the
things
that
we've
learned
from
the
studies
that
have
been
done
by
Nolan
åkesson,
both
on
the
exempt
side
as
in
the
non-exempt
employees,
that,
despite
all
of
the
efforts,
we're
nowhere
close
to
where
we
need
to
be
right,
demographically
inclusion,
like
by
every
statistical
data,
because
we're
sitting
here
talking
about
all
the
things
we
can't
do
right
again,
creating
obstacles
and
I.
J
Think
yes,
I
was
talking
to
the
HR
director
last
week.
There's
a
lot
of
reform
that
your
office
could
evolve
to
doing
the
question
for
for
this.
Here
is
what
of
this
law
limits
your
ability
as
you're,
developing
and
promulgating
regulations
and
application?
Does
this
legislation
limit
you
to
do
so
that
you
can
do
exactly
what
you're
talking
about
around
the
alignment?
What
of
this
bill
does
not
allow
you
to
align?
J
D
An
accident
question:
it's
one
that
I've
actually
wrestled
with
from
the
standpoint
of
the
position
that
I'm
taking
on
this,
and
the
only
thing
I
can
say
is
that
I've
been
around
quite
a
while,
and
one
of
the
things
that
we
are
get
beat
up
about
is
the
fact
that
we're
not
flexible
enough
and
part
of
that
is
within
regulation.
Quite
frankly,
very
little
of
it
is
within
charter.
There's
not
a
lot
within
the
Charter
that
limits
things
that
we
can
do.
I.
D
We're
don't
update
when
I
say
our
regulations,
I'm,
saying
the
city's
regulations
right
as
a
city
that
we
view
our
regulations,
sometimes
as
a
set
in
stone.
My
hesitation
is
because
that's
the
perspective
I
have
is
that
we
have
to
be
more
flexible
that
anything
that
we
build
today.
We
want
to
be
agile
to
be
able
to
change
it
tomorrow,
because
I
don't
know.
D
What's
coming
tomorrow,
we
talked
last
last
meeting
about
the
fact
there's
many
businesses
and
organizations
starting
to
move
away
from
requiring
college
degrees
for
mid
and
upper
level
managers
who
would
have
thought
that
10
or
15
years
ago
I
certainly
was
enough,
because
I
was
pushing
my
children
to
go
to
college
and
get
a
degree
pushing
my
chosen
to
go,
get
their
master's
degree
and
then
finally,
my
children
pushed
back
and
said
why
nobody's
looking
for
it?
So
that's
really
my
hesitation.
D
It's
I
truly
believe
that
building
programs
that
will
get
the
youth
in
from
the
high
schools
is
the
best
way
of
doing
it.
Doing
regulations
that
next
year,
two
years
from
now
that
we
can
actually
change
and
have
flexibility
with,
is
the
best
way
of
doing
it.
We
can
have
an
honest
disagreement
about
that,
but
that's
truly
what
I
believe,
but
it's
an
excellent
question.
Counselor
well.
J
I
guess
to
that's:
that's
the
point,
I
think
the
Councilwoman
tool
for
something
that
that
addresses
the
conversation
that's
been
going
on
for
12
years
as
long
as
I've
been
in
council
and
then
more
specifically
under
this
administration.
That
really
has
try
to
move
to
create
pipelines
to
city
employment.
J
That
my
frustration
is
the
fact
that
you
don't
want
to
embrace
this
as
opposed
to
using
this
to
say
we
got
to
go
back
and
we
got
a
align,
what
the
Councilwoman
is
proposing,
so
that
we
meet
the
goals
that
the
numbers
say
to
us:
nearly
we
don't
meet
around
pipelines,
diversity
and
offering
opportunities
to
Philadelphia
base
Philadelphia
citizens,
so
so
that
is
again,
I
think
this
is
a
semantic
issue.
I
know
part
of
it
is
an
optics
issue.
You
know,
I
think
the
Councilwoman
is
saying,
create
this
process.
J
You
have
all
of
the
regulatory
powers
to
redesign
every
single
Job
Description
without
coming
to
this
body,
going
to
your
Civil
Service,
Commission
folks,
and
work
through
the
collective
bargaining
agreements
that
exist
and
others
and
implement
something.
That's
what
she's
saying
there's
nothing
here
that
ties
your
hands
other
than
her
saying
this
has
to
be
prioritised,
come
back
to
us
and
tell
us
how
you're
going
to
do
it,
and
so
you
know
I
feel
like
we're
getting
caught
up
in
a
bunch
of
stuff
that
everybody
agrees
on
the
spirit
everybody
agrees
on
the
intent.
J
Everybody
understands
the
need,
because
the
numbers
speak
for
the
numbers,
I
mean
no
one
can
sit
in
this
room
and
say
we're
inclusive
at
all.
Right
I
think,
there's
a
lot
of
goodwill,
and
so
so
it's
really
complicated
because
there's
nothing
in
this
bill
that
prohibits
you
from
doing
your
job
and
coming
back
and
giving
us
something
that
is
more
seamless
and
that
reaches
the
spirit
of
it.
So
unless
you
guys
can
give
me
this
I
think
we're
just
talking
around
in
semantics
and
circles.
J
D
Giving
someone
a
preference,
certainly
does
it
and
we
have
preferences
for
other
types
of
positions.
The
one
thing
I
do
want
to
emphasize.
I,
don't
want
to
give
the
impression
that
we're
not
doing
things
I
mentioned
about
trade
sulfur
and
the
team
is
working
right
now
and
has
been
working
with
a
school.
They
should
to
reevaluate
not
to
reevaluate
to
actually
just
change
the
specification
of
trade
silver
so
that
it
better
reflects
the
students
coming
out
of
CTE
programs.
D
J
Think
this
is
way
too
slow.
Last
session
there
might
have
been
a
dozen
bills
related
to
this
I
think
our
chairwoman
had
something
around
the
rule
of
two
and
other
things.
I
think
there
there
is
a
sentiment
that
what
we're
doing
is
not
enough.
This
is
a
priority
and
I
would
hope
that
you
would
be
willing
to
work
with
the
bill
sponsor
around
how
you
use
this
bill
to
open
up
those
discussions
and
everything.
But
you
tell
us
one
Job
Description.
At
a
time
we
will
be
here
to
2050
trying
to
get
this
done.
J
You
know,
septa
has
a
good
program
that
works.
Fast-Tracked
worked.
You
know
we
have
some
stuff
going
on
at
the
water
department,
so
this
is
about
doing
that
and
that
and
that
and
that,
and
that
and
this
in
a
way
that
that
moves
us
forward
so
again,
I
I
know
that
that
this
conversation
will
keep
going
I.
Just
unless
you
can
tell
me
there's
something
here
that
limits
your
ability
to
do
your
job
I
think
you
should
just
move
forward.
Thank
you,
madam
chair.
Thank.
A
A
Is
you
know
not
something
that
they
want
to
do
and
they
want
to
go
into
another
direction
and
I'm
not
asking
for
you
to
come
in
I'm,
just
telling
you
when
I
think,
if
you
talk
about
the
spirit
and
intent
of
our
legislation,
that
is
what
we
have
to
contend
with.
What
happens
when
you
know
this
administration
is,
is
no
longer
here,
so
we're
just
talking
about
a
level
of
consistency
and
institutionalizing.
A
What
it
is
that
that
is
of
being
proposed
and
in
to
me
for
the
record
in
no
way
shape
or
form,
not
attempting
to
say
that
this
administration,
no
one,
cannot
say
I,
mean
you
just
laid
out
very
thoroughly
from
Fleet
to
the
water
department
of
futuretrack
I
know
I've
been
talking
with
the
streets
department
about
that
the
hospitality
program
over
at
the
airport
and
the
parks
and
recs
pathways
program.
So
there's
no
one
who
can
say
that
we
don't
have
a
track
record.
E
The
program's
provide
that
so
it's
written
into
the
spec.
So
even
if
another
administration
comes
on,
it's
still
required
that
that
programming
happens
through
the
office
of
workforce
development.
So
that's
one
of
our
ways
of
putting
that
into
regulations
that
are
not
going
to
change.
So
we
need
to
keep
the
office
in
one
way
or
another,
because
those
programs
and
those
titles
are
predicated
on
it
being
there
providing
that
pipe.
E
The
great
work
that
we've
done
under
the
leadership
of
Sheila
Ireland.
We
feel
confident
that
they
will
be
able
to
prove
our
meaningfulness.
Even
if
the
department
name
changes
or
anything
else,
our
work
is
vital.
We
can't
stop
working
because
we
have
a
poverty
rate
in
the
city
that
is
way
too
high
and
one
of
the
key
ways
of
bringing
that
down
is
connecting
people
to
high
quality
jobs.
So
we
have
work
to
institutionalize
it
and
it's
written
into
those
specs
that
have
been
changed
under
this
program
and
I.
A
A
We
have
predatory,
linden
rulings
that
they
had
come
up
with
and
all
of
that
great
work
through
the
executive
has
just
been
rolled
back
because
they
have
the
power
to
put
folks
in
place
who
don't
share
the
same
value.
So
I
just
want
I'm,
not
asking
for
you
to
comment
on
that.
I
just
want
you
to
know
when
we're
the
the
manner
in
which
we're
thinking
those
are
the
kinds
of
things
that
we
have
to
think
about.
A
chair
recognizes
councilman,
DOM
and
then
councilman
green
in
that
order.
Thank.
C
D
Really
varies
by
the
job.
I
know
what
we're
referring
to
from
the
conversations.
Last
year
around
the
Pew
report,
we're
working
on
that
I've
been
working
on
that
trying
to
get
those
positions
down.
I've
asked
my
staff
actually
to
do
analysis
that
when
we
come,
we
can
talk
about
what
that
looks
like
for
a
number
of
the
positions,
because
we
have
to
be
able
to
explain
and
also
to
demonstrate
that
it's
not
365
days
on
average
and
it's
not
so
what
we're
looking
at
is.
How
do
we
improve
that
time?
D
We've
been
doing
some
things
around
that,
but
it
really
does.
It
depends
on
what
you're
looking
at
into
the
pen
zones
position.
For
example,
we
established
the
labor
or
list
I
believe
in
three
to
four
weeks
from
the
time
that
that
position
closed
to
the
positions
list
got
established
now
that
doesn't
require
an
examination
process,
but
there's
a
lot
of
applications
that
we
have
to
go
through.
Sometimes
it's
not
always
able
to
do
everything
with
our
applicant
tracking
systems,
our
rec
leader
or
trainee.
D
I
think
we
did
in
about
two
and
a
half
to
three
months.
So
what
we're
trying
to
do
is
these
pilot
programs
and
really
then
institutionalize
that
across
the
process.
So
it's
something
that
is
a
major
focus
for
us
within
city
government
to
make
sure
that
we're
getting
that
to
a
point
that
is
reasonable
for
city
government,
because
it's
sort
of
a
bifurcated
system.
We
have
to
do
something
in
the
office
of
Human
Resources
and
then
the
departments
also
have
to
go
through
an
interviewing
process.
C
Most
people
could
not
go
through
the
process
and
not
have
a
job
for
that
amount
of
time,
so
we're
eliminating
a
tremendous
amount
of
people.
First,
these
jobs
and
I
applaud
you
for
trying
to
get
that
down,
but
if
we
can
get
it
down
to
two
to
four
weeks,
that
would
be
ideal
because
I
don't
think
people
can
wait
that
kind
of
let
the
time
for
employment.
It's.
D
I
You,
madam
chair
I,
just
wanted
to
follow
up
because
I'm
listening
to
the
conversation
and
this
tension
between
some
traditional
tensions
between
the
executive
legislative
branch
between
putting
things
into
the
Charter
and
code,
where
it's
doing
things
like
regulation
and
mitches
Academy.
You
made
some
statements
in
your
testimony
earlier
about
the
need
for
flexibility
and
I'm
trying
to
get
a
sense,
and
you
also
made
reference
to
children
and
their
going
to
college
and
also
not
going
training
programs
and
we're
technical
experiences
and
I
can
know
from
my
experience
in
a
number
different
capacities.
I
But
more
principally,
as
the
labor
chair
of
a
democratic
initial
officials.
I've
visited
17
different
apprentice,
training
facilities
around
the
Greater
Phillip
region,
and
many
of
them
are
seeing
college
graduates
come
as
apprentices
at
26
27
28,
because
they
went
to
college
and
could
not
find
a
job.
So
I'm
trying
to
get
some
an
understanding
of
how
this
legislation
would
make
things
not
flexible
I'm
trying
to
get
that
sense
because
I
don't
see
how
the
legislation
inhibits
the
flexibility
that
that
you've
been
trying
to
implement
in
your
position
as.
D
I
said
to
the
Councilwoman:
it's
a
really
good
question
and
I
have
wrestled
with
this
and
I.
Don't
have
the
perfect
answer
for
you
my
perspective,
my
perception
is
I,
guess,
biased
to
some
extent
about
the
few
things
that
we
do
have
in
the
Charter
I.
Think
someone
mentioned
about
the
rule
to
that
once
something
is
in
the
Charter,
it
does
become
much
more
difficult
to
make
a
change.
D
An
ordinance
can
change
more
easily
a
regulation
even
more
easily.
So
when
we're
looking
at
that-
and
that's
from
my
perspective
is
that
when
we've
and
I've
been
here
a
long
time
and
we've
worked
with
the
rule
2
for
just
as
long
as
I've
been
here-
and
it
predates
me
which
not
much
predates
me,
unfortunately,
but
that's
where
I
think
that
my
perspective
Zen
is
that
when
we
put
this
into
a
charter,
I
may
not
be
able
to
anticipate
what
change
I
would
need
today.
D
But
if
I
go
down
the
road
two
three
or
four
years
and
something
comes
up
now-
you'll
go
back
and
change
it
in
the
Charter,
as
opposed
to
some
other,
more
flexible
change.
That
I
could
make
within
the
context
of
HR
and
I'm,
looking
at
through
a
lens
of
HR,
there's
very
few
organizations
and
we're
unique
we're
not
like
other
organizations,
even
though
we
want
to
align
with
some
of
the
best
practices.
D
I
But
the
the
chart
questions
more
asking
what
our
prevalence
should
be
given
versus
this
legislation,
which
is
in
a
code
and
gives
what
that
amount
should
be,
which
we
amend
things
in
the
code
all
the
time.
So
are
you
saying
that
the
fact
that
were
amend
the
Charter
saying
that
a
preference
should
be
given
a
CT
graduates,
causes
some
future
flexible
inflexibility?
Yes,.
D
It
could,
and
if
you
put
it
into
the
Charter,
it's
a
much
more
difficult
process
to
go
through,
as
opposed
to
an
ordinance
or
in
the
code
which
you
can
change
more
easily
or
from
my
perspective
within
regulation
that
you
can
certainly
change
but
I
own.
There
also
understand
the
concerns
from
the
legislative
perspective
that,
but
one
of
the
reasons
that
we
want
to
do
this
as
someone
comes
along
and
says:
hey,
no,
we
don't
want
to
do
this
and
we're
just
gonna
make
a
change
here.
So
it's
a
balance
between
the
two.
A
A
K
Okay,
it
is
with
great
honor
that
I
present
to
the
mayor
city,
council
and
our
great
citizens
of
Philadelphia
a
snapshot
of
the
added
pre
and
post
educational
benefits
of
this
powerful
legislation.
The
timing
could
not
be
greater
as
February
of
CTE
month.
The
legislation
has
the
ability
to
impact
CTE
students
on
the
social
and
economical
platforms
and
it's
powerful
leverage
for
parents
looking
for
the
best
educational
and
successful
options
for
their
students.
K
This
legislation
mirrors
the
articulation
agreements
where
students
receive
college
credits
for
completion
of
CTE
programs
of
study,
soar,
students,
occupationally
and
academically
ready.
These
agreements
vary
across
the
state,
but
impact
CTE
students
in
a
positive
value-added
method,
reminding
students
of
how
valuable
industry
and
21st
century
skills
are
to
the
individual
and
our
society.
K
Students
and
CTE
programs
across
the
city
understand
the
value
of
this
industry
level,
training
and
skills.
They
learn
over
a
3-year
program.
Commitment
having
the
opportunity
to
receive
bonus
points
added
to
a
civil
service
exam
score
will
encourage
CTE
students
to
stay
in
Philadelphia
after
high
school
and
build
our
workforce
capacity.
It
has
been
my
experience
over
my
teaching
career
under
the
CTE
umbrella
that
Philadelphia
students
overall
need
the
opportunity
to
demonstrate
their
greatness
and
passion
when
these
opportunities
exist.
Our
students
grow
socially
and
academically.
K
Cte
programs
build
skill
leaders
that
are
college
and
career
ready.
We
as
educators
understand
that
the
educate
that
stood
educated
students
have
choices.
This
legislation
brings
an
additional
opportunity
to
earn
a
life-sustaining
wage
to
our
students,
opening
doors
to
career
options
and
growth
within
our
City
of
Brotherly
Love
and
sisterly
affection.
The
School
District
of
Philadelphia
Philadelphia
currently
has
approximately
5,200
CTE
students
enrolled
in
113
CTE
programs
of
study
over
ten
of
the
16
national
career
clusters.
Our
CTE
students
receive
over
1080
hours
of
training.
K
The
data
reveals
that
CTE
students
graduate
on
time
and
ready
for
college
and
career.
The
CTE
programs
provide
industry
driven
real
world
experience
for
all
participants.
My
students
will
give
you
some
example
of
that
as
I
leave
you
with
this
powerful
data
point
the
US
Department
of
Education
States,
eight
years
after
their
expected
graduation
date,
students
who
focus
on
Career
and
Technical
Education
courses,
while
in
high
school,
had
a
higher
median
annual
earnings
than
students
who
did
not
focus
on
CTE.
K
L
My
name
is
Nadia
Johns
and
I
am
a
current
senior
at
West,
Philadelphia,
High,
School,
AP,
student
and
speaker.
Yes,
I
am
an
athlete.
Oh
I've
been
in
my
school
CTE
program
since
10th
grade
after
being
in
this
program
for
three
years,
I
recognized
the
viable
skills
and
opportunities
that
I
have
gained
due
to
this
program.
For
this
reason,
I
feel
compelled
to
inform
you
of
the
many
aspects
of
CTE
programs
that
makes
it
worthwhile
for
students
and
was
in
hopes
that
you
will
seek
just
and
equitable
legislation
for
our
future
workforce
and
students.
L
Completing
CTE
programs
across
the
city
listed
below
are
examples
of
skills
and
opportunities
that
I
have
gained
since
being
a
part
of
the
Career
and
Technical
Education
program
in
this
program.
I
gain
leadership
skills.
By
being
the
project
manager,
Chromebooks
battery
replacement
I
was
able
to
teach
other
students
how
to
replace
batteries
and
use
different
tools.
We
have
a
class
called
the
makerspace
and
in
this
class
we
are
able
to
participate
in
different
stem
activities.
Cte
provides
a
social,
economical
boost
for
students
and
it
will
build
a
skill
workforce
of
the
city
of
Philadelphia.
L
I
was
able
to
observe
students
from
my
school
come
competing
and
competitions
against
students
from
all
over
in
the
STEM
industry,
as
SkillsUSA
conference
and
her
GPA
and
11th
grade,
we
had
a
project
called
genes.
Our
wares,
though
we
had
a
choice,
to
do
something
on
a
career
interest
of
something
we
learned
in
class
Marta
was
on
cybersecurity.
L
I
actually
took
an
online
class
on
this
because
of
my
career
interests
and
being
the
FBI
agent
mi
CTE
program.
We
are
able
to
earn
up
to
13
college
credits
as
completers,
and
we
leave
with
an
industry
certification.
I
am
currently
interning
at
Drexel
University
with
dr.
Karim
our
and
the
CSEA
stem
lab
I
will
graduate
college
and
career-ready.
A
M
Also,
just
wanted
to
express
my
thanks
to
miss
Wilkins
Walker
for
your
tremendous
work,
especially
in
in
the
area
that
you
are
in
for
CTE.
You
know,
I've
had
the
chance
to
visit
a
number,
the
programs
across
the
district
and
when
we
go
into
the
schools
where
there
they've
actually
been
modernized
and
developed
with
the
work
of
our
tremendous
CTE
school
district
director.
Thank
you
so
much.
We
appreciate
you
as
well.
You
know
there
are
extraordinarily
places.
M
Dobyns
computer
programs
and
graphic
design
programs
are
cutting
edge
and
they
remind
us
of
what's
really
not
even
what
as
much
as
what's
possible
is
what
our
students
actually
deserve
and
what
this
country
needs.
We
are
not.
We
are
in
desperate
need
to
show
our
young
people
that
this
is
more
than
just
exposure.
They
need
that
pipeline
into
opportunity.
M
So
it's
one
thing
to
have
state
of
the
art
programs
in
our
schools
and
then
to
pretend
that
when
they
graduate
or
anything,
the
door
suddenly
closes
that
door
should
continue
to
open
for
young
people
and
in
part,
I
want
to
thank
my
council
sponsor
for
thinking
about
how
the
door
continues
to
open.
For
young
people
and
I
also
want
to
say
Nadira.
It
is
such
a
pleasure
to
listen
to
you
and
to
hear
from
you
on
a
personal
level
how
much
it
means
to
be
at
West.
I
visited
your
school
many
times.
M
B
Richardson,
thank
you,
madam
chair
I,
just
wanted
to
echo
the
sentiments
of
my
colleague
and
say
thank
you,
my
dear,
for
coming
the
City
Council.
My
first
experience
with
City
Council
was
while
I
was
in
high
school,
so
to
have
you
here
and
to
see
you
in
this
building
and
know
that
your
future
is
so
bright.
It's
just
truly
encouraging
for
all
of
us.
So
thank
you
so
much
for
your
work.
Thank
you.
B
A
One
with
good
mor
Richardson:
we
have
flashbacks
watching
her
right
yeah
because
you
we
don't
know
where
you're
gonna
come
back.
You
know
when
you're
ten
years
up
from
them
all
right.
There
are
any
more
questions
or
comments
from
members
of
the
committee
for
these
witnesses.
Hearing
none.
Thank
you.
So
very
much
for
your
testimony.
A
Yeah
we
do
I
just
want
to
note,
for
the
record
have
written
testimony
that
we
will
provide
to
the
stenographer
a1
from
Jonathan
Jacobs,
the
career
awareness
specialist
for
the
School
District
of
Philadelphia
and
a
letter
that
was
referenced
by
the
sponsor
earlier
from
Cathy
Scott,
who
was
the
president
of
the
American
Federation
of
State
County
and
Municipal
Employees
and
District
Council
of
47?
Is
that
is
there
any
one
else
here
to
testify
on
bill
number
two:
zero:
zero,
zero,
zero,
seven.
A
Yes,
would
you
please
all
come
up
and
sit
at
the
table
and
state
your
name
for
the
record
and
proceed
with
your
testimony?
I
will
say
to
you
what
we've
said
to
both
of
the
other
panels
in
the
spirit
of
our
veteran
member
councilman,
Brian
O'neill,
that
you
can
feel
free
to
summarize
on
your
testimony,
but
you
also
can
read
it
if
you.
H
Gotta
go
first
good
afternoon.
My
name
is
Joe
Eastman,
I'm,
retired
Navy
officer
and
I
just
like
to
say
that
young
lady,
that
would
be
somebody
we'd
love
to
get
in
military
with
her
credentials.
I'll
be
honest
with
you.
The
the
military
I
joined
back
in
1971.
If
you
had
a
strong
back,
you
could
you
could
survive,
have
a
good
career.
H
H
Many
of
you
may
know
the
greater
was
then
called
the
Greater
Philadelphia
band
affairs
coalition
as
a
job
developer
then
became
job
development
manager
for
two
or
three
I
can't
remember,
which
funded
grant
programs
and
I've
kind
of
kept
my
hand
in
that
over
the
last
20
years,
working
with
veterans
a
few
years
back,
I
would
say
it
was
the
it
wasn't
in
this
administration,
but
we
were
approached
by
a
recruiter
for
Philadelphia
Police
Department
about
getting
having
veterans,
maybe
apply
etcetera,
etc.
Well,
we
met
with
this
person.
H
We
found
a
venue
wouldn't
cost
the
city.
A
dime
veterans
were
even
going
to
put
up
some
money
and
pay
for
the
food
again
wouldn't
cost
the
city.
A
dime
didn't
hear
back
for
a
couple
of
weeks.
Then
we
got
the
word
back.
Well,
perhaps
the
place
we
selected,
it
was
meeting
with
some
opposition
because
it
wasn't
very
diverse,
is
what
we
were
told,
and
we
couldn't
understand
that
because
this
was
a
place
right
square
in
the
middle
of
Center,
City
well
known
to
a
lot
of
people.
H
Diverse
groups
of
people
had
parking
close
to
public
transportation
and
that's
what
we
were
told.
Second
instance:
Philadelphia
Police
Department
again
I
said
on
a
police
district
Advisory
Council
for
11
years
recruiters
came
in
talked
to
the
Advisory
Council
somebody
told
them.
I
was
that
cruisers
came
to
me.
They
said
we
need
to
get
veterans.
We
need
to
get
veterans,
so
I
sent
out
the
emails
they
asked
to
have
sent
out
nothing
ever
ever
heard
back
meantime.
H
During
these
two
times
we
were
telling
veterans,
hey,
get
your
resumes,
ready,
bla
bla,
bla,
bla,
bla,
bla
bla,
and
now,
when
the
city
comes
out
and
says
well,
we
felt
short
I'm
just
about
Police.
Department
now
fell
short
of
our
recruiting
numbers.
Our
veterans,
don't
even
answer
emails
anymore,
because
they've
heard
it
all
before
another
time,
but
I
have
been
big
about
jobs
for
everybody
on
that
market,
East
development
from
City
Hall,
all
the
way
down
to
the
river
and
I
approach.
H
It
the
wrong
way
that
I
used
to
talk
about
our
veterans,
perhaps
getting
Union
Building
Trades
jobs,
but
that
necessarily
wasn't
the
way
to
go
about
it,
because
those
jobs
are
finite.
Once
that
buildings
built
that's
it,
they
move
on
to
something
else,
but
somebody
has
to
get
employed
inside
that
building
in
that
office
in
that
store,
etc,
etc.
H
I
had
a
discussion
with
the
general
counsel
of
a
large
real
estate
organization,
wasn't
councilman
Dom
that
had
overheard
me
or
somebody
overheard
me
saying
that
you
know
this
hasn't
been
very
veteran-friendly,
and
this
guy
called
me
and
made
a
whole
bunch
of
promises.
I
that
same
day,
I
talked
to
an
elected
official
in
this
building,
who
told
me
the
exact
opposite
of
what
was
happening.
So
somebody
misled
me
misled
our
veterans.
The
other
thing
I
want
you
to
think
about
is
relative
to
hiring
veterans
and
we'll
pick
up.
H
Let's
just
pick
police
department
again,
if
I'm
a
veteran,
especially
if
I
spent
some
time
in
uniform
I,
probably
have
an
idea
of
what
say
a
police
or
firefighter
job
was
or
a
carpenter's
job.
I
was
a
ship
veteran
Navy
welder
pipe
fitter
plumber.
That
was
my
trade
in
the
Navy
for
25
years,
till
I
got
commissioned
I
pretty
much
have
an
idea
of
what
that
job
entails
and
before
I
apply,
as
a
veteran
I
am
probably
going
to
do
some
research
on
that
job.
I'm,
not
gonna,
be
like,
say
somebody,
that's
younger.
H
If
somebody
says
hey,
is
a
job
over
here
go
over
and
apply.
So
when
you
hire
me
your
products,
probably
a
one-time
hire,
you
know,
you're
gonna
probably
have
to
pay
for
my
training
costs
the
cost
to
hire
me
and
set,
but
I'm,
probably
gonna,
be
around
for
20
years,
maybe
even
longer
you're
not
to
have
to
reach
you
don't
think
I
have
to
spend
that
amount
of
money
on
me
again,
maybe
not
so
with
somebody.
That's
younger
that
okay,
oh,
this
is
too
hard.
H
I,
don't
want
to
be
a
cop,
a
cop
firefighter
plumber
or
whatever.
So
now
you
got
to
go
out
and
hire
somebody
else
again.
So
I
just
would
like
to
keep
that
in
mind
and
I
was
just
kind
of
close
with
that.
There's
more
that
I
think
this
committee
could
do
relative
to
to
hiring
veterans
we've.
We
hear
a
lot,
but
we
don't
necessarily
see
it.
I,
like
the
council
woman's
idea
about
maybe
a
citywide
job,
fair
for
veterans
for
listen.
H
N
Hello,
my
name
is
Jo
furry
my
fold-up,
a
Democrat
born
and
raised
President
Johnson
crafted
me
and
I
volunteer
for
Vietnam.
Now
we
come
home.
The
only
good
thing
we
had
was
the
veterans
preference
so
was
10%,
so
that
was
great
as
far
as
the
Councilwoman
I
met
her
she's,
she
seems
well
educated
and
very
intelligent.
N
N
A
M
A
point
of
decorum,
sure,
sure
and
I
know:
you'll
you'll
you'll
be
clear,
so
we
all
welcome
all
testimony
in
this
building.
Absolutely
but
and
I
think
it's
important
that
we
are
gonna,
look
at
things
and
it's
possible
that
we
look
at
things
very
differently,
but
I
would
ask
madam
chair
and
just
for
the
people
in
the
audience
that
there's
a
large
difference
between
disagreement
and
discussing
intelligence
or
any
other
types
of
factors
that
comes
across
as
being
very,
very
in
areas
that
are
not
necessary
within
this
body.
M
We
absolutely
support
your
right
to
speak,
to
speak
to
the
issues
that
you
choose
to
and
to
say
very
clearly
that
you
disagree
with
them
and
that
you
can
offer
any
alternative
or
urge
us
to
seek
alternatives,
but
I
think
when
we
get
into
areas
where
people
are
disparaged
based
on
things
that
you
know
we
we
don't
all
know
each
other
in
this
room.
It
makes
it
very
hard
for
us
to
hear
stuff,
and
so
I
would
encourage
you
to
continue
with
your
testimony.
M
M
A
A
Smart
prepare
to
experience,
having
worked
in
government
and
in
public
service
since
are
very
useful
years.
I,
don't
want
to
say
you're,
not
useful,
anymore
Councilwoman,
but
you've
definitely
been
around
the
block
and
are
more
experienced
than
others.
In
addition
to
that,
I
want
to
note
for
the
record
that.
A
A
O
Hello,
everyone
counts
people,
my
name
is
George
Gander
I'm,
a
combat
food
wounded,
veteran
I'm,
a
US,
Army
retiree,
suffice
to
say:
I
belong
to
many
veteran
organizations,
but
I'm
here
today
to
speak
to
you
and
urge
you
to
postpone
any
kind
of
a
vote
on
this
amendment.
Excuse
me
this
amendment
today
and
the
reason
I
ask
you
to
do
so.
This
amendment
has
far-reaching
impact
on
everyone
involved
today.
It's
specifically
it's
for
a
high
school
student
who
completes
a
program
tomorrow
next
month.
O
It
could
be
another
group
or
organization
it
feels
as
though
they
should
have
preference
points
also,
so
it's
kind
of
opening
up
a
door
we've
seen
here
this
afternoon.
Many
questions
that
were
asked
that
could
not
be
answered
specifically
and
what
I'm
saying
is
there's
this
should
be
worked
out
to
a
point
where
everyone's
in
agreement,
we
admit
that
it
it's
kind
of
up
in
the
air
right
now
it
was
mentioned
prior
to
this
meeting.
Well,
there
are
things
that
still
need
to
be
worked
out.
O
O
My
math
and
I'm
a
graduate
of
a
Technical
Program
myself
prior
to
entering
the
military,
but
my
math
says
to
me
and
everything
that
I
see
that
if
currently
today,
as
a
veteran
I
received
ten
preference
points,
that
means
I
will
receive
ten
points
more
than
any
other
person
taking
the
test
who
doesn't
meet
the
same
qualifications
as
I.
Do.
However,
if
you
give
five
points
to
another
group
of
people
that
erodes
my
10-point
preference
now,
I
only
have
a
five-point
preference.
O
That's
my
math
III,
don't
know
is
that
well,
I,
don't
want
to
ask
you
a
question,
but
that's
the
way
I
see
it
today.
I
would
urge
all
council
members
who
have
a
vote
on
us
to
please
consider
that
look
in
your
heart
and
let's
postpone
this
till
we
can
get
this
right.
It
seems
like
there's
some
kind
of
urge
rush
to
vote
to
get
this
through
I
learned
about
this
program.
O
As
a
veteran
and
as
a
member
of
your
advisory
group
I've
learned
about
this
program
three
weeks
ago,
I
don't
know
how
long
it's
been
in
existence.
I
didn't
know
anything
about
it
until
I
said
three
weeks
ago
and
it
seems
like
there
was
just
some
kind
of
rush
to
get
it
through
last
week.
It
was
ten
preference
points
now
that
it's,
let's
compromise,
we'll
make
it
five
preference
points.
O
We're
not
bartering
here,
let's,
let's
take
the
time
to
get
this
program
right,
get
this
amendment
right,
because
we're
going
to
be
putting
it
to
a
vote
and
the
people
here
field
off.
We
were
going
to
vote
on
this
amendment,
so
I
urge
you
for
that
reason.
I
urge
you
to
please
postpone
any
type
of
vote.
Let's
take
a
better
look
at
this
and
get
it
right
right
from
the
start.
Thank
you
for
your
time.
She.
B
I
Reason
I
asked
the
question
because
it
would
seem
that
and
I've
heard
this
conversation
and
breakfast
to
the
five
point
takes
away
from
the
ten
points.
But
if
the
at
most
high
school
graduates-
and
you
may
be
able
to
get
this
information
from
district
at
most
high
school
graduates
are
coming
out
of
high
school
at
the
age
of
let's
say,
18
or
19.
C
I
B
B
N
H
B
Yeah,
so
if
the
enlistment
is
four
years
or
six
years
at
that
point,
the
graduate
of
the
CTE
program
would
no
longer
be
eligible
to
claim
the
preference,
so
the
the
CTE
graduate
and
the
veteran
would
not
be
on
the
same
list
at
all
because
of
the
years
of
service
based
on
your
military
service.
That's.
O
True
and
you're
identifying
someone
who's
starting
out
at
the
same
time,
yeah
we're
talking
about
veterans
who
have
already
served
their
time
or
getting
out
of
service
today,
where
were
they
at
their
their
fight?
They're,
going
to
be
losing
five
points,
and
let
me
add
it
at
this
juncture.
You
know
the.
If
I
can
the
the
intent
of
this
program
for
veterans
and
first
responders
was
to
honor
these
people?
O
With
this
preference
point,
ten
preference
points
because
veterans
they
have
in
one
way
shape
or
form
put
their
life's
on
the
line
or
agreed
to
put
their
life's
on
the
line
first
responders.
They
do
it
all
the
time
firefighters,
rush
into
burning
fires,
the
police
are
our
honored
police
they're.
There
they're
in
danger
every
day,
they're
putting
advice
on
the
line
and
a.
O
O
B
I
just
wanted
to
be
clear
that
there's
already
preferences
on
the
books
in
the
city
of
Philadelphia.
This
would
just
be
codify
that
forever
going
forward.
We
would
have
a
preference
for
graduates
of
CTE
programs
and
schools
up
to
three
years
after
they
graduate,
but
a
lot
of
these
programs
are
already
on
the
books,
and
you
heard
them
from
the
office
of
Workforce
Development
and
from
the
office
of
HR
preferences
already
exist
throughout
government
already.
M
M
Advisory
Committee,
is
that
we
do
have
an
abysmal
hiring
rate
for
civil
service
1.5
1.4
percent
of
all
hires
are
veterans,
I
mean
that
is
also
a
disservice,
and
so
I
think
one
of
the
things
that
I
have
been
working
and
talking
with
the
executive
director
about
is
especially
for
returning
folks
who
are
coming
back.
You
know
feeding
them
into
a
pipeline
into
a
teaching
program
to
go
into
teaching
into
our
public
schools,
for
example
we're
in
desperate
need
of
educators
and
teachers
and
people
with
experience
and
background,
especially
like.
M
But
you
know
I
wanted
to
let
you
know
that
that
part
of
it
part
of
this
conversation
has
to
be
about
how
we
can
not
just
honor
people
but
actually
honor
them
by
getting
them
jobs
when
they
come
back
for
an
service.
That
is
the
biggest
honor
that
we
can
do
and
show
more
than
just
anything.
Symbolic
and
I
will
certainly
make
a
commitment
to
that
and
continue
the
conversations
that
I've
had
with
our
with
your
executive
director
on
Carla
our
on
go
steelo.
So
thank
you,
madam
chair,
chair,.
B
Recognizes
councilman
Gilmore
register
and
thank
you,
madam
chair
and
I,
just
wanted
to
echo
the
sentiments
of
my
colleague
and
talk
about
our
commitment
to
ensuring
that
we
are
working
with
veterans
so
that
you
have
increased
employment
opportunities
and
I.
Just
want
you
to
know
from
me
to
you
that
my
commitment
has
been
to
do
the
same.
The
legislative
aide,
who
actually
an
attorney
who
drafted
this
legislation
in
my
office,
Sean
Baldwin,
is
also
a
Army
veteran
and
has
served
three
tours
in
Iraq
and
Afghanistan
so
internally
in
my
office.
B
A
P
I
was
young
man
trying
to
find
a
job
to
support
my
family
and
just
thinking
about
what
you
said.
Councilwoman
about
the
dismal
hiring
practices
currently
now
for
veterans,
now
keep
in
mind.
We
currently
have
good
veterans,
a
10-point
preference.
So
really
it
please
to
what
the
spot
bill
sponsor
said,
miss
Richardson,
councilman
Richardson
about
you
still
have
to
qualify.
P
You
still
have
the
other
metrics
that
you
have
to
make
to
become
a
member
of
the
police
department,
any
other
civil
service
exam
when
it
when
the
previous
testimony
was
I'd,
take
no
offense
that
you're,
given
a
young
person,
a
five-point
preference
if
it's
a
test,
I'm
still
gonna,
be
qualified
10
points
I've
had
at
that
person.
If
it
was
one
point
you
win,
elections
based
on
one
vote,
I'm
still
going
to
qualify
because
I'm
I'm,
whatever
that
number
was
I,
think
that
this
is
a
step
in
the
right
direction.
P
You
know
listening
to
the
testimony
of
the
administration,
we
had
the
we
had
the
office
of
Workforce
Development,
the
chief
Education
Officer
human
resource
director
speak.
It's
no
wonder
why
young
people
are
in
the
problems
that
they
have
we're
they've
advocated
doing
the
same
thing.
This
is
the
same
problems
they've
been
addressed
in
the
same
manner
for
years.
Look
at
the
results
when
they
talked
about
this
model
program,
a
model
employer,
workforce
development
program,
262
people
that
they
place
its
150,000
young
people
under
the
ADA
18
between
18
and
18
and
15.
P
So
we
said
well,
if
they're
coming
through
the
CTE
program
and
they
have
1,000
over
a
thousand
hours
of
training.
Why
aren't
they
given
a
preference
for
at
least
a
two-year
a
print,
a
practice
program,
at
least
a
new
apprentices
at
the
second
year
apprentice?
Why
aren't
they
admitted
and
the
question
kept
coming
back?
Well,
the
unions
just
wouldn't
go
for
it,
but
when
you
really
think
about
it,
they've
been
in
training
every
year
they
I
think
they
started
the
temp
grade.
P
They
advanced
the
level
most
of
the
former
instructors
of
the
CTE
program
are
people
that
help
occupations
for
30
years
and
they
are
the
testers
they
advanced
our
tests.
They
move
up
to
the
next
level
they
test
out.
They
move
up
to
the
next
level
and
finally,
they
get
out
they're,
given
a
accreditation
by
the
National
National
Organization
on
an
advanced
yet
they're
not
able
to
get
into
the
building
trades.
One
of
the
positions
I've
had
is
to
be
on
the
oversight
board
of
the
new
patient
pavilion
project.
P
It's
a
1.2
billion
dollar
hospital
under
construction
right
now
at
the
University
of
Pennsylvania,
and
this
question
came
up
to
CTE
a
CTE
and
there
was
another
there's
another
program
called
the
Penn
first
program
and
then
Penn
first
program
I,
think
we
placed
15
students
in
the
Penn
first
program
and
of
the
15.
That's
roughly
like
181,000
man
out
at
the
at
the
construction
site.
We
built
a
million
man-hours.
P
So
when
you
look
at
the
dent
that
it
made,
it
really
makes
no
dent,
but
I
do
think
that
this
is
a
step
in
the
right
direction.
I
think
that
this
gives
a
helping
hand
to
young
people
who
are
facing
the
pipeline
of
prison,
and
if
we
look
back
over
all
the
years
and
see
what
happened
to
these
young
people,
it's
either
a
job
or
they
going
to
prison.
P
Most
of
these
young
people
will
face
the
same
challenges
that
I
faced
as
a
young
man
coming
from
the
Marine
Corps,
and
that
was
seeking
employment
to
provide
for
my
family.
So
this
is
a
step
in
the
right
direction.
I'd
like
to
quote
dr.,
King
and
and
I
only
want
to
quote
where
he
his
famous
work
was.
P
Let
me
remind
you
and
I
like
to
remind
you
all
that
you're
all
here
as
members
that
were
elected
by
1
million
three
hundred
and
twelve
thousand
people
in
the
city
of
Philadelphia,
that
elected
you
to
do
just
what
you're
doing
you
can't
look
at
the
administration.
They
have
appointed
people.
You
are
the
people's
representative
and
I
would
like
to
remind
you,
you're,
carrying
out
the
sound
duty
that
we
gave
you.
We.
P
What
people
want
to
see
change
we're
tired
I
turn
on
a
new
seeing
young
black
men
and
women
and
other
races
killed
out
in
the
street
lives,
throwing
away
at
14
13
15
17,
just
throwing
away
forever.
So
this
is
a
step
in
the
right
direction
because
we
got
to
keep
changing.
We
have
to
keep
evolving
and
I
just
wanted
to
say
for
the
record.
We
all
there's
many
veterans
of
here,
there's
a
Vietnam
veteran
over
there
sitting
alone
along
the
side
that
I
know
he
served
in
time
of
war.
P
We
don't
have
any
problem
with
this,
and
the
fact
of
the
matter
is
that
these
people
deserve
a
chance
they're
in
a
similar
program,
they're
serving
as
CID
as
citizens
they're
going
through
a
program
just
like
we
as
veterans,
we
come
out
I.
Don't
it's
not
my
opinion
that
I
feel
slighted
because
they're,
honest
they're,
given
a
preference
with
me,
I
know
what
I
did
I'd
know
my
service
I
know:
I
got
that
discharge.
I
know
that
my
name
is
down
in
history
as
a
veteran
in
United
States
government.
P
G
Good
afternoon,
council
members,
madam
chairman,
for
the
record,
I'm
anthony,
f,
boyle
bo
y
le
I'm
a
member
of
the
of
council's
veteran
advisory
council,
and
I'm
also
a
member
of
the
police
department
and
have
been
for
a
number
of
years.
I'm
here
as
a
the
commissioner
on
the
veterans.
Advisory
Council,
but
I
also
have
a
stake
in
this
as
a
Philadelphia
police
officer
as
well
and
I
have
a
couple
of
reservations
with
this
legislation
with
the
Charter
change
attempt
as
well.
G
That
I
would
like
again
to
put
on
the
record,
and
the
one
thing
I
would
like
that.
I
want
to
point
out
is
that
with
preferences,
preferences
that
are
given
for
almost
anything,
but
particularly
for
hiring,
should
be
under
very
exceptional
circumstances
and
shouldn't
be
something
that
is
done,
except
in
those
exceptional
circumstances.
G
These
are
competitive
in
many
cases
a
competitive
process.
They're
ten
points
is
diluted
by
five
by
competing
with
someone
who
I,
don't
believe
exception
meets
the
bar
that
theirs
does
and
yet
they're
ten
points
is
now
diluted
by
those
five
points,
and
it's
not
a
matter
of
there
might
be
a
low
number
of
survivor
families
who
apply
or
a
low
number
of
veterans
the
the
number
of
people
applying
for
that
has
nothing
to
do
with
it.
It
is
still
just
a
one
to
one
effect
and
ratio,
so
I
I
have
a
problem
with
that.
G
Also
with
the
what
I
believe
is
confusion
over
the
argument
of
age
and
that
you
know
a
veteran
who
comes
out
in
his
20s
is
not
competing
against
the
CTE
graduates
because
they
were
18
when
they
graduated
etc.
It
has
nothing
to
do
with
the
age
of
the
veteran.
It
has
to
do
with
the
time
that
both
of
them
are
taking
the
test.
It
is
a
clear
competition
in
those
respects.
I
myself,
I
was
to
start
the
police
academy
in
October
of
1972
and
Uncle.
G
G
G
If,
if
we
have
vacancies
that
aren't
being
filled,
all
the
preferences
in
the
world
aren't
going
to
help
you
with
that,
because,
except
for
the
exceptional
positions
that
have
specialized
requirements
out
of
the
ordinary,
if
you
can't
fill
the
vacancies,
then
you
don't
have
enough
applicants
in
the
first
place.
You
don't
have
enough
people
competing.
You
could
give
them
a
hundred
points,
preference
and
if
you
don't
have
them
coming
up
for
the
job,
then
no
legislation
is
going
to
help
you
fill
these
vacancies.
G
I've
been
directly
involved
in
the
filling
of
vacancies
in
the
police
department,
both
with
sworn
personnel
as
well
as
civilian
personnel,
says
police
communications,
dispatchers
and
every
single
obstacle
that
we've
encountered
in
hiring
people
both
sworn
and
civilian.
Our
city
lament
'add
obstacles,
not
the
fact
that
we
don't
have
enough
people
applying
for
the
job
that
we
don't
have
enough
qualified
people
that
want
it.
G
The
and
I
do
agree
that,
if,
if
preferences
are
given
to
CTE
students
that
they
should
be
for
the
jobs
relative
to
their
training,
that,
if
you
give
a
preference
to
a
CTE
graduate
for
the
police
communication,
dispatcher
position,
which
has
no
equivalence
to
what
their
CT
training
was,
but
yet
now
they're,
they
have
a
five-point
advantage
over
every
other
student
from
a
public
school
from
a
charter
school
from
every
school
in
the
city.
Yet
their
preference,
their
training
in
CTE,
has
nothing
to
do
with
the
test
that
they
are
getting.
G
G
In
communication
with
the
committee,
the
hiring
of
veterans
by
the
city
of
Philadelphia
is
hampered
by
the
city
and
not
by
the
veterans
desire
to
be
hired.
The
process
of
hiring
in
this
city
is
shameful
and
veteran
or
non
veteran
applicants
that
that
sign
up
and
want
to
become
a
police
officer,
the
the
length
of
time
that
they
have
to
wait
to
be
hired
from
the
city
for
the
police
department
and
the
lack
of
communication
months
and
months
and
months
of
hearing.
G
Nothing
is
as
discouraging
as
it
could
be,
and
it
has
it
had
nothing
to
do
with
any
preference
on
on
the
test.
New
York
City
comes
down
to
our
city
and
has
for
years
and
years
and
recruited
at
all
of
our
colleges
and
hire
people
so
quickly,
and
yet
we
lag
behind.
Council
has
done
a
great
favor
for
the
veteran
community
in
the
police
department
by
getting
rid
of
the
requirement
to
have
been
a
resident
for
a
year
prior
to
getting
on.
G
The
change
in
the
residency
requirement
has
been
terrific,
with
our
ability
to
recruit
at
colleges
not
only
local
ones,
but
also
colleges
and
bases
military
bases
away
from
the
city,
because
now
we
can
take
the
one
before
we.
We
couldn't
even
go
to
the
colleges
here
and
be
successful
in
our
recruiting
because
most
of
the
students,
if
they
weren't
city
residents,
we
couldn't
even
they'd,
have
to
move
in
for
a
year
before
we
could
hire
them.
G
That's
changed,
but
it
is
still
an
unbelievable
process
for
somebody
to
go
to
and
stay
encouraged
about
becoming
a
Philadelphia
police
officer
when
they
wait
for
a
year
or
more
before
they're.
Before
there's
even
any
interaction
to
get
them
hired
and
we
would
love
to
see
that
changed,
I'm
speaking
not
for
the
department
but
for
myself.
A
Again,
just
for
the
record
want
to
thank
both
of
you
for
your
testimony
and
the
sincere
thank
you
for
your
service
to
our
great
nation.
I,
don't
want
you
to
know
that
that
is
not
lost,
particularly
for
the
others,
even
who
were
on
the
previous
panel.
We
want
you
to
know
that
we
don't
take
your
service
lightly
and
we
appreciate
you
adding
your
voice
to
this
debate.
Is
there
any?
Are
there
any
other
questions?
A
Is
there
anyone
else
here
to
testify
on
bill
number
two:
zero:
zero,
zero,
zero,
seven
there
being
no
one
else
here
to
testify
on
the
bill
before
this
committee.
This
concludes
the
public
hearing.
We
will
now
go
into
the
public
meeting
to
consider
the
action
to
be
taken
on
the
legislation
I
heard
today.
The
chair
recognizes
Councilwoman
Gilmore
Richardson
for
a
motion
on
the
amendment
to
build
number
two:
zero:
zero,
zero,
zero,
seven.
B
A
Has
been
moved
and
properly
seconded
that
the
amendments
of
bill
number
to
zero,
zero,
zero,
zero,
seven
be
approved.
All
those
in
favor
of
the
motion
will
signify
by
saying
aye
aye
those
opposed
the
eyes
have
it
into
motion
carries
and
the
amendment
to
bill
number
two:
zero:
zero,
zero,
zero
seven
has
been
approved.
The
chair
recognizes
councilmember
Gilmore
Richardson
for
motion
on
build
number:
two:
zero:
zero,
zero,
zero,
seven
as
amended.
B
A
Been
moving
properly
seconded
that
bill
number
two:
zero:
zero,
zero,
zero.
Seven,
as
amended,
be
reported
from
this
committee
with
a
favorable
recommendation
and
further
move
that
the
rules
of
council
be
suspended
to
permit
first
reading
of
this
bill
at
the
next
session
of
council.
All
those
in
favor
of
the
motion
will
signify
by
saying
aye
those
opposed
one.
A
No,
the
eyes
have
it
in
the
motion
carries
bill
number
two:
zero,
zero,
zero,
zero,
seven
as
amend
it
will
be
reported
from
this
committee
with
a
favorable
recommendation,
with
a
request
that
the
rules
of
council
be
suspended
to
permit
first
reading
at
the
next
session
of
council.
This
concludes
the
business
of
the
Committee
on
labor
and
civil
service.
For
today
we
want
to
thank
each
and
every
one
of
you
for
your
patience
and
attendance
have
a
good
day.
Thank
you
all
to
my
colleagues.