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From YouTube: Joint Committee on Public Property and Public Works; Labor and Civil Service 4-12-2021
Description
The Joint Committees on Public Property and Public Works & Labor and Civil Service of the Council of the City of Philadelphia held a Public Hearing on Monday, April 12, 2021, at 10:00 AM, in a remote manner using Microsoft® Teams to hear testimony on the following items:
200521 Resolution authorizing the Committee on Public Property and Public Works and the Committee on Labor and Civil Service to hold joint hearings to evaluate the impact, effectiveness, experience and outcomes of remote work during the COVID 19 pandemic on the City of Philadelphia’s citizens and workforce and calling on the City of Philadelphia to produce an action plan to guide future remote work of City employees.
B
B
B
We
are
using
microsoft
themes
to
make
these
remote
hearings
possible
instructions
for
how
the
public
may
view
and
other
public
testimony
and
at
public
hearings
of
council
committees
are
included
in
the
public
hearing,
notices
that
are
published
in
the
daily
news,
inquire
and
legal
intelligence
prior
to
the
hearings
and
can
also
be
found
on
phl
council
dot
com.
I
note
that
the
hour
has
come.
B
Our
clerk
is
mr
presell.
Would
you
please
call
the
roll
and
take
attendance
members
that
are
in
attendance?
Will
please
indicate
that
you
were
present
when
your
name
is
called
also,
please
say
brief,
a
few
brief
words
and
responding
so
that
your
image
will
be
displayed
on
the
screen
when
you
speak,
mr
presell.
D
C
B
I
am
present.
Thank
you,
a
quorum
of
the
committee
of
both
committees,
the
president
appearing
in
the
hearing
is
now
called
to
order
again.
This
is
a
public
hearing
of
the
joint
committees
on
labor
and
civil
service
and
public
property
and
public
works
regarding
resolution
number
two:
zero
zero,
two
five
one
and
I
wanna
thank
our
joint
committee,
chair
council
member
majority,
leader
parker,
and
your
committee
for
joining
us
here
today
on
this
resolution.
C
Bill
number
200521
authorizing
the
committee
on
public
property
and
public
works,
and
the
committee
on
labor
and
civil
service
to
hold
joint
hearings
to
evaluate
the
impact,
effectiveness,
experience
and
outcomes
of
remote
work
during
the
19
pandemic
on
the
city
of
philadelphia's
citizens
workforce
and
calling
on
the
city
of
philadelphia
to
produce
an
action
plan
to
guide
future
remote.
Remote
work
of
city
employees.
B
Thank
you.
I
want
to
make
a
a
correction
for
clarification.
It
is
a
resolution
resolution
number
two:
zero,
zero,
five,
two
one
before
we
begin
hearing
testimony
from
the
witnesses
we
have
for
today.
Everyone
who
has
been
invited
to
the
meeting
to
testify
should
be
aware
that
this
is
a
public
hearing,
and
this
public
hearing
is
being
recorded
because
the
hearing
is
a
public
is
public
that
participants
and
viewers
have
no
reasonable
expectation
of
privacy.
B
By
continuing
to
be
in
the
meeting,
you
are
consenting
to
being
reported
additionally
prior
to
recognizing
members
for
questions
or
comments
they
may
have
for
witnesses.
I
will
note
for
the
record
that
we
will
be
using
the
chat
feature
available
in
microsoft
teams
to
allow
members
to
signify
that
they
wish
to
be
recognized
in
order
to
comply
with
the
sunshine
act.
The
chat
feature
must
only
be
used
for
this
purpose
before
we
call
the
first
witness
for
resolution
number
two:
zero
zero.
B
F
G
B
F
To
give
you
some
background
on
my
office,
the
group
administrative
officer
or
cao
is
charged
with
the
oversight
of
the
city's
core
administrative
departments
and
functions,
including
the
office
of
innovation
and
technology,
human
resources
and
talent,
records,
department,
office
of
administrative
review,
procurement
department
and
contact
unit.
Our
goal
is
to
ensure
that
city
services
are
efficient
and
effective,
inclusive
and
equitable,
transparent
and
conducted
with
integrity.
F
The
board
supporting
the
city's
workforce
during
an
unprecedented
crisis
by
providing
resources
for
employee
well-being
and
enacting
policies
to
promote
social,
distancing
and
employee
and
family
health
and
safety,
and
leading
the
city's
reopening
efforts.
Presently,
there
are
approximately
five
thousand
eight
hundred
and
thirty
three
employees
throughout
city
government
working
from
home,
which
represents
almost
twenty
thousand
twenty
percent
of
the
city's
workforce.
F
Throughout
this
transition
to
remote
work,
we've
been
able
to
identify
areas
of
opportunity
to
improve
the
way
we
do
business,
while
also
keeping
a
keen
focus
on
digital
inclusion
and
access
for
both
employees
and
those
accessing
city
services.
These
pages
and
insights
will
become
part
of
our
new
normal
I'd
like
to
thank
council
member
cnn
for
sponsoring
the
resolution
and
providing
a
forum
to
discuss
both
the
opportunities
and
challenges
of
remote
work.
The
cio
and
the
administration
as
a
whole
is
committed
to
working
together
with
members
of
city
council.
F
B
B
B
We
we
saw
at
least
from
my
experience.
We
saw
some
challenges
immediately.
Just
like
you
know,
the
world
sold
challenges
last
march,
when
everything
you
know
shut
down
instantly,
but
then
we
we
adjusted
and
people
were
were
given
the
opportunity
or
actually
you
know,
some
were
given
tools
to
work
from
home
and
the
the
every
year
the
oit,
the
office
of
information
and
technology
submits
its
budget
and
its
budget
is
reflect
into
the
capital
budget
for
our
infrastructure
projects
have
those
priority
infrastructure
projects
changed
due
to
the
past
year
and
a
half.
F
F
So
you
know
a
good
example
is
our
oval
project,
which
is
the
replacement
of
some
of
our
legacy
financial
and
procurement
systems.
As
you
might
imagine,
a
lot
of
that
is
very
manual.
We
have
already
put
money
in
the
budget,
both
capital
and
operating,
to
begin
that
project,
which
we
began
last
fiscal
year.
F
Obviously,
due
to
some
impacts
on
the
budget,
this
fiscal
year,
we
had
to
pull
back
some
of
the
timeline
for
the
implementation
of
those
things,
but
that
is
definitely
something
that
was
already
contemplated
and
already
budgeted
and
is
continuing
to
move
forward.
I
think,
if
anything,
the
pandemic
highlighted
how
critical
replacing
some
of
our
legacy
technology.
C
F
And
even
though
we
had
to
push
back
the
timeline
for
that
large
project,
we
did
identify
some
areas
again
that
we
had
already
been
exploring
and
looking
at
pre-pandemic
ways
that
we
might
be
able
to
move
from
more
manual
paper-based
processes
to
a
more
automated
or
digital
process.
So
one
example,
I
guess,
last
month
we
we
had
an
explaining
practice.
The
last
month
we
had
piloted
with
some
departments
sort
of
the
the
automated
or
online
submission
of.
F
F
Let's
do
that
because
someone
having
to
come
on
site
just
through
pickup
mail
and
process,
an
invoice
there's
a
way
that
we
can
address
that
it
seemed
like
it
would
be
a
win-win
for
everybody,
and
so
we
really
very
quickly
expanded
upon
the
pilot
that
we
had
started
prior
to
the
pandemic,
and
I
would
say
about
a
month
or
so
ago
we
we
rolled
out
a
fully
automated
tool
for
vendors
to
submit
invoices
electronically
and
for
us
to
process
them
electronically.
So
that
was
something
you
know
again.
F
I
think
just
to
give
you
one
example.
You
know
we
had
already
been
working
on
and,
if
anything
that
the
pandemic,
really,
you
know,
pushed
that
that
effort
forward
much
much
quickly,
and
that
was
something
that
we
had
in
the
cio's
budget
money
for,
and
that
was
money
that
we
we
tried
to
retain
to
ensure
that
we
could
get
that
technology.
Long.
F
B
F
F
You
know,
probably
95
of
those
requests
have
been
fulfilled
at
this
point,
and
that
is
something
that
will
continue
to
ensure
is
is
budgeted
as
part
of
our
budget
moving
forward.
You
know
another
piece
that
you
know
we
had
to
invest
in
a
little
bit
more
and
that's
reflected
in
our
budget
as
well
are
some
of
the
telecommunication
tools
that
we
use.
So
you
know
pre-pandemic.
F
F
So
I
would
say
if
anything,
the
pandemic
asserted
sort
of
the
direction
we
were
already
going
in
in
terms
of
the
investments
we
were
making
with
not
only
sort
of
some
of
the
equipment,
but
also
the
infrastructure
that
we
had
already
planned
to
invest
in.
So
I
wouldn't
say
that
that
investment
has,
if
anything,
it's
pretty
much
been
sustained
and
in
some
ways
we've
had
to
adjust
to
enable
providing
more
equipment
to
employees,
and
I'm
hoping
I
can
also
get
you
more
information.
B
That
answer
and
then
when
we
can
continue
to
have
this
conversation,
you
know
offline
and
I
think
other
members
might
want
to
do
the
same.
You
know
it
it's
not
changing
as
much
as
prioritizing
and
funding
these
investments
and
systems
that
you
know
might
have
been
talked
about
for
for
years
and
it's
become
more
of
a
necessity.
I
believe
at
at
this
point.
B
You
know
from
you
know:
bloomberg
brookings,
america,
psychology,
association
harvard
and
many
more,
and
that
is
you
know,
and
it
pertains
to
the
private
sector
and
not
much
on
and
in
in
government
all
right,
because
we
have
the
very
deliberate,
systematic
cinch.
You
know
for
progress
this
way
you
know
drastic
change
that
doesn't
have
a
drastic
impact
but
working
towards
it.
I
think
we
have
a
lot
of
I
I
think
you
know.
B
If,
if
the
city
can
do
a
performing
comprehensive
study
and
integrating
you
know,
the
talent
pool-
and
I
know
next
up
in
in
on
the
line
of
question-
is
as
councilmember
thom,
who
always
is
always
talking
about
data.
Who
was
always
talking
about
the
talent
in
the
I.t
world,
which
is
a
growing
sector.
F
I
can
certainly
provide
more
information
to
you
on
some
of
the
open,
ic
positions
and
where
we
might
have
some
difficulty
or
challenges
in
filling
them.
I
will
say
that
you
know
probably
where
we,
where
I
think,
we'll
see
a
benefit
with
having
more
robust
remote
remote
work
policies
is
in
recruitment.
F
F
I
don't
think
it's
going
to
diminish
some
of
the
challenges
we
have
in
filling
some
of
our
our
positions.
You
know
we
still
have
a
residency
requirement
which
can
be
balancing,
especially
for
folks
who
might
be
mid,
or
you
know
far
along
in
their
careers,
and
they
have
families
that
they
might
be
sort
of
moving
into
the
city
and
that's
not
to
say
that
we
don't
have
a
pool
of
talent
here
too,
but
that
sometimes
can
pose
some
of
the
challenges
that
we
see
with
some
of
our
tech
positions.
B
Right-
and
you
know
I
want
to
be
clear-
I'm
not
suggesting
that
we,
you
know-
have
20
or
50
of
our
workforce
work
from
home
right.
You
know
the
the
world
changed
and
we're
in
the
service
kind
of
complaint
driven
industry,
but
we
can
be
proactive
about
things
with
a
little
bit
of
flexibility,
but
we
can't
do
any
of
that.
B
E
E
F
E
F
We
do
so
for
exempt
employees,
they
have
to
move
into
the
city
within
six
months
of
their
their
hiring
for
all
other
employees.
You'll
know
that
council
did
pass
an
ordinance
which
has
been
implemented.
That
requires
that
applicants,
the
city
exams,
have
a
residency
of
one
year
before
they
can
apply.
So
yes,
I
mean
there
are
definitely
residency
requirements
for
all
of
our
employees.
G
E
F
So
we've
always
had
I
couldn't
say
always,
but
for
a
few
years,
pre
pandemic,
we
did
have
a
work
from
home
policy
that,
I
would
say,
was
very
advanced,
so
it
was
very
limited
to
exempt
employees.
It
was
you
know
for
sort
of
emergent
things
that
might
happen.
You
know
I
have
a
contractor
coming
to
my
house,
so
I
need
to
stay
at
home,
so
it
was.
F
We
had
already
started
to
have
conversations
about
revising
the
work
from
home
policy,
as
well
as
adjusting
some
of
our
hr
policies
around
that,
and
so
probably
within
the
first.
I
want
to
say,
like
the
first
week
that
we
actually
sort
of
shut
down
city.
You
know
city
offices
and
really
just
focus
on
essential
services
and
send
a
lot
of
our
workforce
home.
We
did
issue
a
more
expansive
work
from
home
policy
to
adjust
some
of
the
requirements
in
response
to
the
pandemic,
so
it
obviously
became
much
more
expansive.
F
It
applied
to
any
type
of
employee
so
long
as
it
was
determined
that
their
job
could
be
done
sufficiently
from
home
and
that
you
know
we
enabled
them
with
the
technology.
To
do
that,
I
would
say
that,
probably
after
I
probably
after
a
month
or
two
of
us
being
in
the
pandemic,
we
realized
that
you
know
hey
we're
we're
going
to
be
working
from
home
for
for
quite
some
time
and
b.
F
G
F
Is
some
benefit
either
to
employee
satisfaction,
recruitment
or
even
just
productivity,
and
so
we
did
adjust
the
policy
and
made
it
our
permanent
work
from
home
policy.
So
it's
much
more
expansive
like
I
said
it
applies
to
any
type
of
employee
whose
jobs
can
be
done
remotely
and
it
allows
it
allows
departments
once
we
get
through
sort
of
this
pandemic
to
have
work
from
home
as
a
regular
part
of
an
employee's
schedule
based
on
the
operation
of
the
department
and
what
makes
sense
for
both
the
employee
and
and
the
department
itself.
F
F
So
we
have
about
5
800
employees
right
now
who
are
working
from
home.
This
is
just
based
on
the
most
recent.
You
know
time
time.
Food
data
from
one
philly,
so
you
know-
that's,
like
I
said,
is
about
it's
been
like
19.4
percent
of
the
entire
workforce.
So
I
would
say
that
you
know
that's.
The
delta
has
obviously
seemed
between
beginning
of
the
pandemic
canal.
F
G
F
Not
jobs
that
can
be
done
from
home.
That
was
probably
nearly
half
of
our
workforce.
From
the
very
beginning
that
we're
working
on
site,
I
would
say
that
we
probably
had
initially
more
employees
who
were
on
excuse
time
initially,
and
so
we
were
able
to
sort
of
test
up
with
the
technology
and
getting
them
the
equipment
we
the
equipment
they
needed.
F
So
you
know
at
the
beginning
of
the
pandemic,
there
were
supplies
and
supplies
even
with
technology,
and
so
it
took
us
a
little
time
to
get
all
the
orders
in,
but
I
would
say,
probably
by
you
know
the
fourth
fifth
month
we
were
able
to
really
get
out
and
provision
the
technology
necessary
to
employees.
Who
could
you
know,
do
the
work
from
home
once
they
have
the
technology
to
do
it.
F
I
wouldn't
say
that
we
have,
you
know
exact
measures
on
the
productivity.
I
can
probably
provide
you
with
some
anecdotal.
You
know
anecdotal
stories
around
where
I
think
we
did
see
improvements
in
productivity
or
just
the
overall
performance.
You
know,
for
example,
you
know
one
of
the
functions
that
falls
under
the
chief
administrative
officer
is
our
office
of
administrative
review.
F
That's
part
of
that
is
the
the
bureau
of
administrative
adjudication,
our
tax
review
board,
et
cetera,
and
so,
if
you're
appealing
a
parking
ticket-
or
you
know
you
have
some
other
code
violation
that
needs
to
be
appealed.
You
know
we
after
we
got
through
sort
of
the
first
few
months
of
the
pandemic
and
getting
sort
of
our
feet
underneath
us,
we
weren't
able
we're
able
to
enable
many
of
those
employees
to
do
some
work
from
home.
F
We
still
had
to
ensure,
though,
that
residents
that
may
not
have
as
much
access
to
online
tools
or
equipment
or
wi-fi
was
still
able
to
do
some
of
their
their
hearings
in
person,
and
so
we
enabled
sort
of
a
hybrid
approach,
and
I
can
say
that
you
know
they
have
been
able
to
get
through
an
incredible
backlog
that
they
had.
I
mean
now
they're
here
they're
doing
hearings
within
a
week
of
someone
asking
to
be
heard,
which
is
I
mean,
we've
never
had.
F
That
kind
of
turnaround
I
mean
part
of
it
is-
is
also
a
reduced
volume,
but
part
of
it
is
we've.
Just
we've
seen
that
this
is
a
model
that
provides
a
lot
more
productivity
and
we
can
improve
our
performance,
so
we
probably
won't
go
back
to
the
way
that
we
were
doing
things
based
on
that
I
mean
we
can
hear.
We
can
hear,
have
hearings
much
faster
with
folks
and
and
get
the
appeals
heard
in
a
much
faster
way.
So
that's
just
one
example.
E
F
Yeah,
certainly,
you
know
with
the
performance
measure
measures
that
are
collected
as
part
of
the
budget
on
a
quarterly
basis.
I
think
we
could
do
that.
So
I
mean
I
can
follow
up
with
our
budget
office.
That
really
holds
all
of
those
performance
measures
to
see
what
kind
of
information
we
might
be
able
to
provide.
E
I
definitely
think
we're
going
to
find
areas
where
we're
way
more
productive
and
we
should
duplicate
what
we're
doing
there
in
other
areas.
So
that's
the
reason
for
that.
The
other
question
is
around
cost.
You
have
you
done
any
analysis
as
to
what
potential
costs
were
for
the
additional
technology
versus
what
the
savings
might
be
on
the
real
estate
side
as
far
as
office
space
so
and
other
expenses.
E
I
just
think
if
we're
gonna,
if
we're
gonna,
get
to
some
more
remote
workers
than
we
had
before,
we
might
have
some
office
spaces.
We
can
save
money
on
and
that
might
be
helpful
and
also
I
don't
know
if
it's
possible
that
7.6
million-
let's
just
say
that's
coveted,
related
technology
expenses-
would
and
then
you
may
not
have.
The
answer
maybe
we
could
find
out
is
that
reimbursable
from
the
federal
government.
F
B
Thank
you,
council
member,
and
I
think
your
line
of
questionings,
along
with
other
members
who
will
be
asking
questions,
will
be.
You
know
totally
appropriate
as
well
to
continue
during
the
budget
process.
Chair
recognizes
council
member
parker,
who
is
also
the
chair
of
the
label,
labor
and
civil
service
committee
council
member
partner.
D
Thank
you,
chairman,
heenan
and
good
morning,
stephanie
and
stephanie.
Before
I
even
speak,
you
already
know
where
I'm
going.
I
just
need
to
get
this
on
the
record.
Okay,
I
need
to
clarify
on
the
record
that
the
bill
that
I
introduced
on
behalf
of
our
council
president,
that
was
passed
by
this
council
bill
number
200363.
D
It
does
not,
I
want
to
repeat
it-
does
not
in
any
way
shape
or
form
preclude
people
from
applying
applying
for
a
job
if
they
haven't
lived
in
the
city
for
a
year,
specifically,
the
language
says
that
no
person
shall
be
appointed
unless
they
live
here
for
one
year.
In
addition
to
that,
I
need
to
put
on
a
record
that
there
is
a
waiver.
We
have
a
waiver
process
that
anyone
can
get
any
department
head.
D
The
one
year
residency
requirement
was
also
the
law
of
the
land
for
55
years
here
in
philadelphia,
and
so
I
really
don't
even
understand
you
know
why
we
can't
figure
this
to
figure
out
the
waiver
process.
That's
that's
a
little
trying
for
me.
There
are
people
who
work
for
city
government
now
who
were
here
before
2008
when
the
one-year
residency
requirement
was
in
place,
so
so
stephanie,
I
you
know
I
just
again.
You
know,
I'm
I'm
not
asking
you
to
respond.
D
I
I
I
am
researching
that
over
prescription
of
the
law,
particularly
as
it
relates
to
even
allowing
people
to
apply,
you
know
not
even
allowing
people
to
take
the
tests,
I
would
say
in
the
police
department
as
soon
as
I
get
some
concrete
information
I'll
make
sure
that
I'm
back
in
touch
with
you
stephanie.
But
I
just
wanted
to
note
that
for
the
record,
because
stephanie
referenced
that
in
one
of
her
responses
to
member
heenan
or
either
council
member
dom's
question.
B
B
Are
there
any
other
members
that
have
any
questions
chair
recognizes
one
we
are
joined
here
in
in
today's
joint
hearing
by
council
member
with
along
with
council
member,
oh,
and
he
just
indicated
that
he
is
going
to
leave
and
return
momentarily.
So
if
he
comes
back,
he
has
any
questions
we
will
certainly
be
here.
I
have
a
couple
other
questions.
B
F
Yeah,
that's
okay,
so
we
spent
we
spent
about
7.6
million
on
the
provisioning
of
technology
with
communication
tools,
so
different
licenses
for
things
like
teams
or
webex
or
zoom,
as
well
as
some
of
our
bolstered
security
that
we
need
to
put
we
needed
to
put
into
place
to
enable
more
employees
to
take
technology
home.
In
terms
of
the
steps
that
we
took
so
at
the
very
beginning
of
the
pandemic,
we
actually
met
with
most
of
most
of
our
large
operating
departments.
F
To
talk
through
sort
of
you
know
what
services
were
were
necessary
to
sort
of
for
lack
of
a
better
term
bring
back
online.
So
if
there
were
things
that
you
know
at
the
beginning
of
the
pandemic,
you
know
we
did
a
very,
very
pretty
significant
shutdown
of
pretty
much
everything
except
those
things
that
were
just
completely
essential
and
critical.
F
F
F
We
then
also,
probably
a
few
months
into
the
pandemic
when
we
were
starting
to
reopen
a
little
bit
more.
We
have
additional
meetings
with
departments
to
talk
with
them
more
about
you
know.
If
you
are
going
to
bring
some
employees
back
on,
you
know
safety
protocols.
What
do
you
need
for
your
space
etc
and
then
also
reassess
some
of
the
technology
that
they
were
still
meeting
and
and
also
talking
through?
You
know
other
things
that
they
might
need
to
purchase
from
ppe
to
cleaning
supplies,
etc.
B
Okay,
thank
you
before
I
recognize
another
council
member,
just
a
couple
of
follow-up
questions
on
on
my
end
and
it
was
discussed
earlier
in
in
the
hearing.
So
you
have
mentioned
20,
roughly
20
of
our
workforce
is
working
remotely.
You
know
with
the
tools
necessary
which,
which
is
which
is
you
know,
I'm
glad
to
hear,
which
means
you
know.
Roughly
80
75
are
working
either
out
in
the
field
or
or
touch
down
in
some
office
space
somewhere.
B
I
I
ask,
I
ask
public
property
as
chair
of
public
property,
for
you
know
nearly
10
years
now,
every
budget,
every
budget
hearing,
I
asked:
what
do
we
as
public
property?
What
does
the
city
own?
What
do
we
lease?
What
are
those
costs?
What
are
the?
What
is
the
square
footage
of
our
of
our
buildings
and
our
lease
space?
How
many
employees
are
in
that
space?
What
is
storage
space
or
the
part-time
or
the
atmosphere?
B
So
I
I
think
in
lieu
of
not
getting
a
very
comprehensive
asset
evaluation
in
in
the
past
years.
This
it's
it's
more
fitting
to
have
this
conversation
now
during
this
budget
hearing
and
than
ever
before,
and
it's
not
just
because
of
kovacova
just
made
us,
you
know
recognize
you
know
certain
things
and
how
we
and
how
we
operate,
and
you
know
what
what
can
we
do
to
help
support
our
employees,
full-time
and
part-time,
for
better
services?
B
So
so
I'm
gonna
be
asking
those
questions
again
as
always
every
year,
and
I
think
emma
dom
council
member
thom
had
asked-
and
if
you
don't
know
the
answer
or
you
know
we'll
get
it
prior
to
the
budget,
80
or
75
percent
of
our
workforce.
That's
you
know,
roughly
you
know,
23
000
and
some
change
employees
full
and
part-time.
B
What
amount
of
space
are
they
working
in
in
all
our
buildings
and
and
are
our
buildings
fully
operating
to
accommodate
them
safely?
So
you
can
you
can
if
you
know
the
answer
to
that,
that's
great!
If
you
don't,
you
know
we
can
you
know
you
can
provide
it
to
to
the
chair
and
I'll
make
sure
it
gets
out.
F
Sure
I
mean
we
can.
I
can
follow
up
with
public
property.
On
that
I
will
say
that
we
will
be
meeting
with
the
departments
that
have
the
highest
number
of
employees
who
are
working
from
home,
similar
to
what
we
did
at
the
beginning
of
the
pandemic,
to
talk
through
sort
of
their
needs,
what
their
sort
of
new
normal,
if
you
will
is
going
to
look
like
and
that's
both
in
terms
of
you-
know,
technology,
the
scheduling
of
employees
and
you
know,
and
also
space.
F
So
you
know
for
departments
that
might
have
a
lot
of
employees
still
working
from
home
and
may
want
to
continue
to
have
some
portion
of
their
employees
working
from
home.
What
does
that
mean
for
your
space?
Do
you
need
all
the
space
you
just
need,
hoteling,
space,
etc
touchdown
space?
If
you
will
so
those
are
going
to
be
part
of
the
the
discussions
that
we're
going
to
have
with
those
departments
specifically
because
I
think
it's,
I
think
it's
the
right
questions.
Those
are
the
right
questions
to
ask
when
we
do
have.
B
And
that'll
be
great
and
if
you
could
also
add
to
that,
as
as
you
do
your
due
diligence,
which
I
know
you
you
will,
when
you
have
those
who
are
working
out
in
the
field,
you
know
such
as
dhs
workers
and
those
who
were
visiting
homes
all
right,
put
themselves
in
in
danger,
you
know
during
the
pandemic,
do
they
have
the
tools
and
technology
all
right
to
come?
You
know
constantly
to
communicate
so
they
can
assay
asset
or
assess
children.
B
All
right
in
you
know
potentially
dangerous
or
complaint
driven
situations
to
you
know
visiting.
You
know
making
house
calls
you
know,
for
you
know
whatever
reason
they
do,
but
you
know
they
they're
doing
a
lot
of
hard
work
and
they're
they're
putting
themselves
it
at
health
risk
at
times,
but
take
the
the
health
risk
out.
F
E
E
They
can
work
remotely,
I'm
just
as
a
general
comment,
but
it's
very
important
for
us
as
a
city
to
understand
that
we
need
to
be
very
competitive
across
the
board,
whether
it's
in
lifestyle,
taxation
policies.
You
know,
I
introduced
three
bills
last
week,
one
was
around
wage
tax
reduction
and
overall
you
know
when
you
think
about
the
homicide
rate
in
the
city
and
the
crime
we
need
to.
E
This
all
connects,
and
it's
really
important
for
us
all
to
like
work
together,
because
we
need
golf
to
be
really
strong
and
I'm
just
mentioning
this
because
over
the
weekend
I
had
four
or
five
people
who
I
know
who
live
in
new
york
city.
Tell
me
they're,
leaving
telling
me
they're
not
coming
back,
I'm
telling
you
how
many
companies
are
leaving
and
you
know
that'll
affects
all
of
us,
so
I
just
want
to
make
sure
that
we
are
really
focused
on
quality
of
life,
lifestyle,
economic
benefits
for
our
residents
to
make
sure
they
come
back.
E
B
Thank
you
councilmember,
and
I
think
you
know
I
agree.
We
went
through
you
know
unprecedented
times,
but
times
that
we
can
plan
smartly
for
for
the
future.
My
last
question
and
then
we'll
move
on
to
our
next
panel,
is:
do
you
have
the
demographics
of
the
employees
working
at
homes
working
at
home,
remotely.
F
I
do
because,
if
you
want,
you
want
me
to
share
those
with
the
chair
following
the
the
hearing,
but
we
do
have
the
demographics
based
on
the
most
recent
time
card
data,
so
about
almost
50
percent
or
flat.
49
are
black
or
african-american
employees
and
36
are
white,
and
then
the
remaining
are
sort
of
divided
amongst
asian
as
the
next
category
and
then
helps
them
for
latinos,
and
I
can
provide
all
the
data
if
that's
helpful,
to
the
fair.
B
Okay,
great
when,
when
you
know,
council
members
and
our
committees
debrief
we'll
we'll
do
some
follow-up
on
on
in-depth.
You
know
questions
for
for
data,
so
thank
you
for
having
that
available
and
and
ready
for
for
the
members
and
the
viewers
is.
Are
there
any
other
members
of
the
committees
that
have
any
questions
for
stephanie,
and
I
want
to
thank
you
for
being
prepared
for
today's
hearing
and
thank
you
for
attending.
That
is
that's
all
we
have
for
our
committee
for
you.
B
B
H
H
My
local
represents
the
non-supervisory
administrative,
professional
and
technical
employees
of
the
city.
Thank
you
for
the
opportunity
to
provide
testimony
today
concerning
resolution.
Two
zero,
zero.
Five,
two
one
alternative
work
schedules,
including
remote
work,
has
long
been
an
area
of
interest
for
the
members
of
local
2187
and
for
multiple
collective
bargaining
agreements.
We
have
obtained
agreements
with
the
city
to
develop
a
process
to
address
various
alternative
work
schedules
on
behalf
of
our
members.
H
Unfortunately,
the
city
was
very
slow
in
addressing
these
issues.
Delegating
the
discussions
to
each
individual
department,
the
pandemic
forced
both
the
private
and
public
sector
to
be
creative.
Concerning
work
schedules,
local
2187
was
able
to
negotiate
many
varying
schedules
that
accommodated
both
departmental
operational
needs
and
the
health
and
safety
of
my
members.
H
Some
commissioners
or
department
heads
were
flexible
even
when
the
challenges
were
crying
laptops
when
demand
was
high
without
a
citywide
policy
on
working
from
homes
and
how
that
is
determined
negotiating
was
daunted,
especially
when
some
commissioners
were
not
cooperative
prisons.
As
an
example.
Still
to
this
day
will
not
allow
members
doing
primarily
administrative
work
to
work
from
home.
H
H
H
H
H
I
will
request
that
ashby
district
council,
47
and
local
2187
be
included
in
any
assessment
of
the
impact
of
remote
work
during
the
covet
19
pandemic
and
any
action
plan
that
would
be
developed
to
guide
future
remote
work.
Thank
you
for
the
opportunity
to
find
to
provide
testimony
today
and
after
any
questions
the
committees
may
have.
Thank
you.
I
Good
morning
my
name
is
janae
hawthorne.
I
would
like
to
say
good
morning
to
chairs
hanan
and
parker
members
of
the
committee,
as
well
as
all
other
parties
here
today,
like
I
said
before,
my
name
is
janae
hawthorne
and
I'm
a
member
of
smee
dc47
local
2187
working
health
program
management.
Analyst
within
dbh
ids.
I
I'm
here
today
to
provide
testimony
concerning
resolution,
two
zero,
zero,
five,
two
one
and
my
remotely
since
the
onset
of
the
covet
19
pandemic.
As
we
all
know,
culver
19
up
ended
life
as
we
knew
it.
As
a
current
johns
hopkins
public
health
doctoral
student,
I
knew
that
a
two-week
shutdown
was
unrealistic,
despite
all
of
the
loss
that
everyone
has
experienced
because
of
this
non-discriminatory
virus.
I
G
C
G
Good
morning,
I'm
lena
huey,
without
leaving
anyone
out
I'm
saying
good
morning
to
all
it's
an
honor
to
be
able
to
testify
this
morning
and
for
me
to
share
my
experience
with
working
from
home
since
working
from
home
and
being
a
mother
of
three
small
children
once
which
so
happens
to
be
a
toddler.
Their
ages
range
from
three
years
old,
8
years
old
and
12
years
old.
This
has
allowed
me
the
flexibility
not
only
to
work,
but
also
to
be
able
to
teach
and
assist.
My
children
on
a
daily
basis.
G
J
Good
morning,
everyone,
my
name,
is
david
harris.
I
work
out
of
philadelphia
water
department
as
a
service
rep,
and
I
wanted
to
be
clear.
You
know
I
was
listening,
everybody
testify
and
that
made
me
realize
even
more
the
importance
of
just
saying.
Thank
you
for
the
opportunity
to
be
included.
You
know,
oftentimes
decisions
are
made
and
maybe
management
is
included,
but
a
lot
of
the
rank
and
file
isn't
so.
I
just
want
to
say
thank
you
and
I'm
grateful
for
this
opportunity
to
participate
now
with
regard
to
working
from
home.
J
You
know
this
pandemic,
it
hit
the
country
like
a
bomb
and
no
one
could
have
been
prepared
for
it,
and
there
are
so
many
additional
benefits
that
come
from
working
from
home.
You
know
as
someone
with
an
elderly
parent
who
requires
care,
you
know
the
versatility
of
being
able
to
take
them
to
doctor's
appointments,
be
there
when
they
need
you,
as
well
as
continue
to
get
the
work
done.
You
know
we
have
situations
where
there's
a
computer
problem
or
an
issue
of
any
kind
we
can
reach
out
to
it.
J
They
immediately
respond.
They
immediately
assist
us
with
what
needs
to
be
done.
We
don't
deal
in
our
unit
specifically
face
to
face
with
the
public,
which
means
there's
really
not
a
necessity
for
us
to
be
in
the
office
if
the
work
is
being
completed
and
it's
completed
in
a
timely
fashion,
then
working
from
home
is
a
benefit
not
just
to
the
staff
but
to
the
city
as
well,
because
all
success
should
be
circular.
If
everyone
in
the
relationship
benefits,
then
the
relationship
is
a
beneficial
relationship.
G
G
Thank
you.
Thank
you.
So
kindly
you
know,
as
my
colleague
stated,
I
am
also
an
employee
with
the
philadelphia
water
department
and
working
from
home
has
definitely
served
me
and
my
family
very
well.
Of
course,
with
this
novel
coronavirus,
no
one
was
prepared
for
this
at
all,
and
I
find
that
it
provided
me
a
better
work
life
balance
in
the
sense
of,
as
I
stated
before
I
went
out.
I
am
the
mother
of
three
children
school
aged
children,
at
that
no
one
was
prepared.
G
At
least
I
was
not
to
become
a
teacher
to
become
a
daycare
provider
and
to
become
a
middle
school
teacher
as
well
and
also
working
a
full-time
job,
I'm
an
essential
employee
with
the
water
department,
so
I've
never
stopped
working
since
the
virus.
My
husband
is
also
an
essential
employee
and
he
has
to
be
in
the
field.
G
So
this
I
was
left
alone
to
man,
the
forces
at
home,
the
responsibility
the
bar
was
raised
when
it
came
to
being
a
teacher
for
the
children
there
were
no,
if
ands
or
buts
about
it,
school
had
to
continue
on
as
well
as
work.
So
you
know
this
allowed
for
me
to
be
able
to
be
very
productive
and
scheduling
my
work
and
as
far
as
making
sure
that
the
children
understood
what
they
needed
to
do
and
provided
them
with
the
tools
that
they
needed
working
from
home
in
our
department.
G
Again,
my
children
attend
school
and
daycare
in
the
center
city
area.
Where
I
work
and
it
has
saved
hours
of
commuting,
it
has
saved
money
on
gas
and
also
stress,
you
know,
community
as
a
downsize
is
you
know
it's
wasted
time,
so
working
at
home
has
allowed.
For
me,
it's
a
benefit
because
it's
also
allowed
for
me
to
dive
into
work,
and
I
don't
have
to
worry
about
spending
that
money
and
utilizing
now
that
money
in
terms
of
not
spending
the
money
on
commuting
or
daycare.
G
We
have
been
able
to
put
that
money
in
a
account
for
our
children
for
college,
so
all
the
money
that
we
would
normally
spend
on
child
care,
aftercare
and
commute
along
with
lunch
and
wardrobe.
We
have
now
created
three
separate
accounts
for
children
for
our
children
for
their
college
fund,
so
that
has
definitely
been
an
asset.
G
G
It's
important
for
me
to
see
our
deadlines
through
and
the
bottom
line
is
to
get
the
job
done.
So
working
from
home
has
not
only
allowed
for
me
to
have
a
greater
loyalty,
I
should
say
to
the
city
of
philadelphia
in
my
department,
but
this
has
also
helped
me
with
my
my
self-esteem
and
being
proud
of
being
in
that
department,
because
with
all
departments
in
the
city
of
philadelphia,
there
is
some
politics.
G
Of
course,
there's
chatter,
so
working
from
home
allows
for
me
to
work
very
independently
and
not
having
to
be
face
to
face,
but
it
has
also
developed
a
greater
line
of
communication
with
my
supervisor
and
also
with
my
management
team,
and
I
don't
think
that
I
would
have
had
that
opportunity
if
we
didn't
have
this
novel
fluid
virus,
that's
going
on
also
I'm
very
interested
and
have
always
been
concerned
about
global
warming.
You
know,
since
we've
been
home,
pollution
has
been
reduced.
We
don't
have
to
worry
about.
G
You
know
the
can
traffic
and
so
forth,
and
that
has
been
a
definitely
win-win
for
the
city
as
well,
and
I
did
make
mention
that
you
know
I
am
taking
care
of
my
parent.
I
have
a
mother
who's
in
her
90s
now,
she's
still
able
to
live
alone
and
just
the
work
stress
balance
has
also
been
reduced
because
now
by
me,
being
home,
I
don't
have
to
so
so
to
speak,
really
worry
about.
You
know.
B
A
Hi,
council,
councilman,
heenan
and
councilwoman
parker
thanks
for
calling
this
hearing
about
remote
work,
I
submitted
written
testimony
but
I'll
keep
it
really
short,
because
I
think
we've
heard
from
voices
from
the
city.
You
know
city
workforce
that
really
echo
some
of
the
points
that
I've
made
again.
My
name
is
ann
gimmel.
A
I
used
to
work
for
the
office
of
workforce
development
under
the
kennedy
administration,
but
recently
founded
futureworks
alliance
philadelphia,
which
is
a
non-profit
that
is
working
to
strengthen
our
talent
pool
and
do
more
long-term
collective
equity
driven
plan
scenario
planning
for
the
future
of
work.
We
all
know
what
has
happened
with
the
pandemic.
A
A
A
You
know,
I
would
hope
that
the
commerce
department
and
the
revenue
department
and
city
council,
for
instance,
are
teaming
up
to
you,
know,
survey
our
major
employers
and
find
out
exactly
what
is
going
to
be
their
policy
so
that
we
have
a
talent
pool
and
a
market
that
is
somewhat
consistent
and
understands.
You
know
where
the
trends
are
going
regionally.
A
This
has
impact
on
our
city
revenues.
It
has
impact
on
how
many
people
are
riding
septa.
It
has
impact
on
our
sales
tax
foot
traffic
in
center
city.
The
list
goes
on
so
constantly
bringing
in
new
information
setting
up
trusted
pipelines
of
data
trusted
pipelines
of
information
to
inform
this
and
and
the
city
of
philadelphia
as
an
employer
is
no
different.
Most
companies
right
now
are
busy
surveying
their
employers
to
find
out.
How
is
their
well-being?
A
A
A
In
my
view,
productivity
and
performance
management,
equity,
sorry,
there's
a
parrot
in
the
background,
equity
and
talent
attraction.
So
all
occupations
are
not
the
same.
Some
occupations
are
in
higher
demand
than
others,
but
the
biggest
factor
really
is
productivity.
We
heard
from
some
great
workers
that
obviously
have
you
know.
Well,
you
know
they
have
good
situations.
This
is
working
well
for
them,
but
the
question
really
has
to
be
from
a
taxpayer
perspective.
A
You
know
what
what
is
happening
to
productivity
as
the
workforce
shifts
to
remote
work.
So,
given
the
fact
that
the
office
of
performance
management
was
eliminated
not
too
long
ago,
you
know
exactly
what
are
the
productivity
measures
department
by
department.
In
my
experience
inside
of
city
government,
I
worked
in
three
different
departments
over
the
course
of
four
years.
It
varies
very
widely
how
performance
is
managed.
You
know
my
most
recent
position.
I
wrote
my
own
performance
management
review,
which
you
know
didn't
feel
very
authentic,
so
you
know
exactly
how
is
performance
being
managed?
A
That's
how
we
will
know
you
know
what
is
happening
to
productivity
and
that's
how
we
will
really
know
if
remote
work
is
working.
So
employee
preference
is
certainly
one
thing
and
a
really
important
thing.
The
well-being
you
know
long-term
of
workers
ultimately
affects
the
service
we
give
to
citizens.
A
A
Every
company,
as
we
enter
this
age
in
this
age
of
known
as
the
future
of
work
of
rapid
technological
change,
knows
that
people
are
the
most
important
thing.
The
talent
that
you
have
and
the
skills
that
make
us
uniquely
human,
are
the
highest
value
skills,
and
so,
if
your
employees
prefer
working
from
home
and
that's
going
to
retain
top
talent,
that
certainly
is
a
bigger
factor.
A
So
you
know,
in
closing,
I
think
the
biggest
thing
is
that
we
really
need
data
on
a
regular
basis
from
departments
about
how
they're
retaining
and
you
know,
attracting
and
retaining
talent.
How
are
they
making?
You
know
how
is
work
from
home
affecting
equity?
You
know
many
departments,
let's
be
honest,
are
stuck
in
a
you
know,
culture
of
like
it's
who
you
know
to
get
promotions.
It's
who
you
know
about.
A
I
couldn't
agree
more
one
of
the
collective
strategic
collaborations
that
the
future
of
work-
future
works
alliance
will
be
doing
in
the
next
month
or
so
is
developing
a
branding
strategy
for
philadelphia
to
attract
and
retain
to
retain
our
skilled,
independent
contractors.
The
people
who
can
work
from
anywhere
and
to
attract
more
people
who
are
tired
of
paying
new
york
city
and
washington
dc
rents.
You
know
philly,
is
a
great
place
for
them.
A
We
have
a
lot
to
offer
to
a
work
from
home,
a
worker
you
know
with
our
city
of
neighborhoods
and
pedestrian
culture
parks
et
cetera.
The
list
goes
on,
I'm
a
big
fan
of
the
city,
as
many
of
you
know
so.
To
echo
that
I
agree,
it
is
all
about
quality
of
life,
and
you
know
the
wage
tax
and
the
the
climate
for
independent,
the
tax
climate
for
independent
contractors
and
other
employees
who
can
work
for
employers
anywhere
is
is
a
real
detriment.
We
need
to
address
that.
B
B
Okay,
thank
you
before
before
I
open
it
up
for
any
questions
of
the
committee
and
or
if
there
is
anyone
else
that
has
joined
this
public
hearing
joint
hearing
today,
if
they
still
wish
to
have
any
kind
of
public
comment
or
testify.
I
want
to
I
want
to
thank
you
know
this
panel,
especially
the
employees
in
april.
You
know,
I
know
you
have
been
representing
members
for
a
long
time
and
just
know.
B
So
I
think
there's
a
lot
to
discuss
at
the
bargaining
table
as
as
we
as
you
move
forward
and
as
we
move
forward
with
the
city
and
our
essential
employees
and
and
having
the
tools
that
we
can
utilize
safely.
But
people
need
to
be
included.
You
know
listening
to
members
of
of
47
and
and
33
here
and
something
you
know
and
gamma.
You
know
it
reminds
me
of
you
know
we.
B
This
is
not
a
one
size
fit
all
kind
of
new
normal
all
right
when
we're
trying
to
figure
out
what
the
new
normal
is
all
right.
So,
if
everybody's
included
all
right,
if
the
city
can
conduct
a
comprehensive
plan
and
and
start
having
these
conversations
suited,
then
later
all
right,
then
we
will
be
inclusive.
B
B
I
guess
that's
more
of
a
statement
than
any
questions,
so
I
won't
for
being
here.
Any
members
of
the
committees
wish
to
have
any
parting
comments
or
questions
before
we
conclude
any
anybody
else
here
who
has
not
been
recognized
in
today's
hearing
wish
to
be
recognized
all
right
with
that.
I
want
to
thank
again
all
my
members
of
the
kim
of
the
committees,
and
today
these
years
I'm
going
to
thank
all
of
you
all
the
panelists
and
the
city
for
being
prepared
and
being
here
for
that.
B
This
will
conclude
the
hearing
of
joint
hearing
of
labor
and
civil
service.
Public
property
public
works.
This
resolution
two
zero
zero.
Five
two
one
will
be
be
held
at
the
call
of
the
chair
and
will
re
will
reconvene
at
a
further
date.
So
I
want
to
thank
you
all
for
your
attendance
today
and
have
a
blessed
and
safe
day.
Thank
you.