►
Description
Meeting of Council's Committee of the Whole to hear testimony on the following bills/resolutions: Bill Nos. 160170, 160171, and 160172 & Resolution No. 160180 regarding the FY2017 Capital Budget.
Testimony from:
Marsha Greene-Jones, Acting Director of Human Resources
http://phlcouncil.com/FY17-council-budget-center
A
B
Good
afternoon
good
afternoon,
president
Clark
and
members
of
City
Council,
my
name
is
Marsha
green
Jones
and
I'm,
the
Acting
Deputy
for
Human
Resources
with
me
today.
Can
everyone
hear
me
with
me
today
our
deputy
human
resources,
director
Brian
Albert
Maria,
galactus,
Cecilia,
Leary,
Sheila
pate
and
dr.
George
Hayes,
our
director
of
medical
services
and
other
members
of
my
senior
management
team,
I'm
pleased
to
provide
you
with
a
testimony
on
the
office
of
Human
Resources
fiscal
year.
B
Twenty
seventeen
operating
budget
so
I'll
start
off
with
a
few
initiatives
supporting
the
business
needs
of
the
city
of
Philadelphia.
Ohr
has
initiated
a
number
of
programs
which
are
customer,
focused,
focused
and
also
focused
upon
improving
efficiencies
in
FY,
15
and
16.
The
Benefits
Office
was
a
successful
in
meeting
the
federally
mandated
deadline
of
March
31st
for
a
distribution
of
over
30,000
1095
ceased
to
active,
retiree
and
terminated
associates.
B
We
initiated
a
wellness
newsletter
to
encourage
employees
to
improve
their
wellness
participation,
as
well
as
to
address
wellness
questions
and
issues,
we're
conducting
monthly
lunch
and
learns,
which
thus
far
have
actually
focused
upon
employees
knowing
their
numbers.
As
we
all
know.
Well,
employees
also
mean
presenteeism
in
the
workplace,
also
in
2016,
we've
actually
initiated
IVF
as
a
benefit
which
introduced
a
twenty-thousand-dollar
life
cap.
B
A
15,000
of
those
dollars
were
distributed
to
medical
and
5000k
was
distributed
to
RX
prescription
benefits,
the
percentage
of
civil
service
exams
held
for
FY
11,
actually
has
improved
in
20
and
FY
11.
We
actually
only
proceeded
and
made
thirty
percent
of
these
on
time.
We've
moved
thus
are
in
FY
17
to
ninety-five
point
seven
percent
of
those
exams
being
arranged
on
time,
the
average
time
of
establishment
of
Lists
compared
to
the
closure
date
and
FY
08.
It
was
85
days
from
the
date
of
announcement
today
in
fy15.
B
It
was
forty
five
point
three
days
and
for
the
first
half
of
FY
16
that
decreased
to
42
days
we
meet
annually
we
meet
twice
a
year
with
departments
to
plan,
workforce,
hiring
and
planning
needs
and
fy15
we
receive
63,000
applications
and
tested
twenty
thousand
applicants.
Civil
service
regulations
are
on
a
regular
basis
reviewed
this
year.
B
We
included
five
new
regulations
to
improve
bilingual
testing,
awarded
additional
points
to
Peace
Corps
volunteers,
to
encourage
people
to
complete
volunteer
service,
because
that's
somewhat
similar
to
what
we
do
here
when
you
work
for
the
city
of
Philadelphia
you're,
actually
volunteer
you're,
actually
giving
service
to
people.
There
were
23
civil
service
regulations
that
were
revised
in
fy16,
we've
streamlined,
streamlined
the
classification
process,
reducing
over
reducing
specialized
classes,
which
allowed
us
to
create
eligibility,
eligibility
list
more
quickly,
reducing
the
time
to
hire
FY
16.
B
There
were
a
hundred
and
fifty
four
classifications
and
pay
items
have
been
approved
by
the
Civil
Service
Commission
and
the
ad
board
recruitment
has
continued
to
be
a
challenge
for
us
and
that
we
have
not
had
a
budget
since
1990s.
Despite
this
issue,
we've
been
able
to
participate
in
15
job
fairs
and
FY
16.
We
expect
this
number
to
double:
we've
actually
been
to
churches,
colleges,
universities,
technical
schools,
diverse
groups,
including
LGBT
veterans,
at
veterans
programs.
B
We
have
monthly
postings
in
terms
of
job
in
terms
of
LinkedIn,
Facebook,
Twitter
media
postings
in
Russian,
Chinese,
French
and
FY
16.
We've
established
45
jobs
that
require
bilingual
training.
Year-To-Date
for
FY
16
and
civil
service,
we
actually
have
recruited
821
minorities
or
61.6.
Four
percent
of
those
hard
and
FY
16
have
been
minorities
for
exempt
employees,
FY,
16,
we've,
actually
hired
160
minority
exempts
or
thirty
four
point.
Six
percent
of
those
that
are
hired.
B
So
one
of
the
things
that
I'd
like
to
also
make
mention
of
is
join
the
testimony
earlier
this
morning,
a
chief
administrative
officer
actually
in
we
talked
about
the
open
competitive
test,
and
there
were
some
questions
about
it
from
Councilwoman.
Keyonna
is
relative
to
it
was
an
open,
competitive
exam
and
I
wanted
to
make
a
couple
points
of
clarification
relative
to
that
exam
to
ensure
that
everyone
to
lie
people's
fears
in
terms
of
the
actual
testing
process.
So
I'm
going
to
call
on
Maria,
agile
actus
to
speak.
To
that
point,
good.
A
C
Afternoon
earlier
this
afternoon
there
was
a
question
about
an
open
competitive
test
for
the
utility
maintenance
training
class
and
I
believe
the
individuals
who
were
asked
we're
not
really
familiar
with
the
exam
announcement.
So
I'm
going
to
provide
some
information
on
that
particular
exam
announcement
and
the
type
of
candidates
that
qualify
for
this
exam.
So
the
exam
was
announced
for
the
water
department
and,
although
is
it
is
open
competitive.
C
The
water
department
has
a
very
diverse
program
where
they
recruit
high
school
interns
and
provide
the
training
to
them
and
then,
when
they,
when
those
individuals
have
received
the
450
hours
of
training,
then
they
asked
us
to
announce
the
exam
it
needs
to
be
announced
open
competitive
because
these
high
school
interns
are
not
permanent
civil
service
employees.
So
in
this
instance,
the
exam
was
announced
for
candidates,
we're
qualified
to
sit
for
the
exam
and
they
are
currently
on
the
list.
Three
of
those
have
been
certified
out
to
the
department.
C
The
water
department's
program
is
actually
on
a
diversity
recruitment
program,
so
they
go
to
local
area.
High
schools
and
increase
diverse
minh
tinh
their
department
through
the
use
of
this
class
specification
on.
Currently
there
are
16
employees
in
the
water
department
and,
as
of
I
believe,
last
month,
the
department
of
public
property
also
asked
if
they
can
use
this
class
specification
for
their
department
as
well.
So
this
class
is
actually
going
to
be
appearing
on
the
Masonville
service
agenda,
with
with
other
requirements
for
the
department
of
public
property,
which
their
training
program
is
390
hours.
A
Thank
You
Councilwoman
is
obviously
not
here.
You
do
me
a
favor.
Can
you
get
to
her
office,
but
she
asked
that
specific
question.
You're
just
kind
of
give
her
down
he'll
be
helpful.
Thank
you
Oh
couple
quickly.
During
the
over
the
last
couple
of
month,
it
was
some
discussion
about
possibly
changing
some
of
the
civil
service
regulations
to
give
broader
opportunities
as
an
example
in
the
Department
of
Recreation.
A
There
was
this
concern
about
the
requirements
for
rec
leaders,
rectly
to
123
and
our
inability
to
have
people
who
actually
literally
have
been
members
of
the
advisory
councils
for
ages,
and
they
actually
a
lot
of
instances
do
more
work
at
the
rec
center
than
the
person
that
gets
paid,
and
it
was
always
you
know.
By
mon.
We
had
these
wrecks
that
person
couldn't
gain
access.
Are
you
a
part
of
those
discussions
as
release
HR
and
changing
some
of
the
civil
service
breaks
your
office
or
so.
B
C
B
Well,
in
the
instance
that
Maria
reported
upon,
we
are
the
actual
department,
the
Commission
is
actually
working
with
the
school
district.
They
I
helped
them.
They
assisted
them
in
identifying
three
specific
schools
in
the
city
of
Philadelphia
that
actually
could
be
feeders
for
their
apprenticeship
program.
So.
D
B
D
Mr.
president,
let
me
say
good
afternoon
to
each
of
you
and
thank
you
so
very
much
for
being
here
before
I
get
started
with
my
budget
related
questions.
I
did
want
to
just
State
for
the
record
I
wanted
to
thank
you,
Miss
green
Jones,
for
communicating
with
my
office
relative
to
an
issue
that
I
won't
get
into
today,
because
we're
going
to
specifically
talk
about
it.
D
We
are
going
to
introduce
a
resolution
and
City
Council
as
it
relates
to
calling
for
public
hearings
regarding
the
the
cancellation
of
the
real
property,
evaluate
a
three
examination
that
was
administered
on
August
26
2015,
and
it
was
canceled
pursuant
to
civil
service
regulation,
9017
and
so
I
know.
We
have
some
more
dialogue
that
we're
going
to
continue
to
have
and
we're
going
to
get
as
many
questions
answered.
D
The
way
I
think
we
should
respectfully
attempt
to
between
my
office
and
yours,
but
I
do
want
you
to
know
that
you
ventually
and
pretty
soon
after
we've
answered
those
questions.
We're
going
to
have
a
public
hearing
about
that
issue
here
so,
but
but
I
promised
that
I
wouldn't
blindsight
you,
like
some
people,
do
for
the
for
the
sake
of
20
minutes
or
five
minutes
or
whatever
you
call
it
so,
but
we
are
going
to
have
a
public
hearing
on
it.
We.
D
In
it,
so
with
this
in
mind,
let
me
go
to
my
budget
related
questions
and
start
with
one
I'm
very
near
and
dear
to
my
heart.
We
heard
from
the
police
department
and
both
L&I
the
challenge
that
they
have
in
terms
of
timing,
as
it
relates
to
getting
employees
hired
in
civil
service
positions
and
I
in
particular,
as
it
relates
to
the
police
department.
You
know,
am
constantly
advocating
for
beat
cops
and
and
bike
patrol.
So
we
know
this
is
this
is
not
new
in
terms
of
the
length
of
time.
D
B
B
We
actually
it's
been
a
very
good
discussion
in
terms
of
a
way
forward
in
terms
of
trying
to
understand
what
their
needs
were
and
and
actually
listening
to
them.
Our
most
recent
meeting
was
a
week
before
last
in
terms
of
talking
about
a
way
forward
in
terms
of
some
initiatives
that
they
like
to
put
into
place.
That
has
dramatically
changed
so
now
we're
on
a
different,
Road
and
I'd
like
Maria.
To
actually
talk
about
that
good.
C
Afternoon
so
as
Marsh
I
mentioned,
we
have
met
with
the
police
department
several
times.
A
lot
of
the
things
we
were
looking
at
is
is
to
look
at
the
requirements
and
where
people
are
falling
short,
so
we
did
provide
an
analysis
to
them
at
the
time
they
were
considering
adding
some
requirements.
That
would
provide
some
flexibility
but
I'm
happy
to
report.
C
As
of
this
morning,
the
Civil
Commission
approved
the
police
officer
recruit
changes
that
were
announced
in
the
media
and
the
new
requirements
are
high
school
education
only
as
well
as
22
years
of
age
at
time
of
appointment.
So
those
changes
were
approved
this
morning
and
hopefully
they
will
be
approved
by
ad
board
next
month
and
in
June
we
will
be
announcing.
A
new
police
officer
recruit
examination
with
those
new
requirements.
What.
C
C
So
actually,
the
initiative
for
the
broadband
classes
started
last
fall.
We
had
some
setbacks
and
with
continued
talks
with
the
Union
as
well
as
the
department-
and
you
know,
our
new
leadership
Marsha
has
has
been
very
active
in
in
the
resurgence
of
these
of
these
classes,
but
we
have
established
two
classes
this
morning
for
the
inspector
levels,
data
broadband
classes.
C
So
for
the
first
time
these
classes
require
certifications
within
a
certain
period
of
time,
18
months
and
24
months
of
appointment
to
the
class
and
we've
expanded
the
the
pay
range
in
the
class,
so
that
these
individuals
in
the
class
will
be
able
to
progress
through
the
pace.
Eps
earn
additional
money
if
they
secure
additional
certifications
beyond
what
sinqua
required.
Please.
D
Make
sure
that
you
give
a
timely
update
to
to
the
office
of
the
president
to
distribute
to
all
of
my
colleagues,
particularly
on
all
of
them,
but
the
district
council
members
in
particular,
who
are
constantly
advocating
for
those
beat
and
bike
patrol
officers
and
neighborhoods
and
more
patrols
in
our
local
districts.
The
hiring
has
been
a
challenge,
and
so
please
keep
us
updated
so
that
when
we
are
out
in
the
community,
we
ultimately
have
to
answer
to
our
constituency
about
why
we
can't
have
more
officers
aside.
D
The
overall
financial
constraints,
and
that
relates
to
of
the
L&I
employees
also,
my
next
question-
is
in
regards
to
the
number
of
days
and
I
think
you
briefly
referenced
this
earlier
about
the
days
for
producing
civil
service
eligible
list
at
65,
and
let
me
is
this:
is
this
business
days
or
calendar
days
like
one
of
your
main
goals
that
I
think
you
list
it
was
that
you
wanted
two
days
for
producing
civil
service
eligible
listed
at
65?
Is
that
business
calendar?
How
does
that
go
these.
D
C
I'm
I
can
go
through
the
process.
I
can
tell
you
that
we
have
improved
on
this
target
and
I.
Don't
know
if
you
recorded
the
numbers,
but
Marsha
stated
them
earlier.
So
the
days
to
produce
a
list
in
FY
08
were
85
days
back
then
we
were
still
paper-based
and
since
then
we
have
implemented
online
application,
which
has
assisted
with
improving
the
eligible
list.
Dates
we've
also
improved.
The
processes
internally
streamlines
a
lot
of
things.
C
Okay,
so
currently
we're
at
42
days
for
the
fy16
period.
One
of
the
factors
that
drives
on
number
up
is
the
the
public
safety
exams
by
contract.
We
have
to
wait
a
period
of
time
before
we
can
test
candidates
for
promotional
exams,
so,
for
instance,
for
the
written
exam.
If
the
bibliography
is
not
change,
we
have
to
wait
90
days
from
the
time
that
we
announce
the
exam
to
give
the
test.
If
we
change
the
bibliography
from
the
last
time
we
give
the
exam.
C
We
have
to
wait
120
days,
so
that
number
is
going
to
drive
it's
going
to
be
higher
because
of
the
public
safety
exams
that
we
give
in
general.
The
the
process
is,
we
are
required
to
have
a
job
announcements
open
for
two
weeks
for
applications
to
accept
applications.
Following
those
two
weeks
we
evaluate
the
applications
and,
depending
on
the
volume
of
applications,
we
chief
that
could
take
a
little
bit
longer
than
usual.
C
Following
the
review
of
those
applications,
we
are
required
to
send
it
candidates
who
are
not
approved
for
the
exam,
a
disapproval
notice.
We
also
allow
them
a
two-week
period
to
respond
to
that
disapproval
if
they
want
to
submit
additional
documentation
on
supplement
their
information
on
their
application.
We
need
a
verb.
You
know
verbal,
but
eventually
we
need
a
written
explanation
of
their
requirements,
meaning
education
or
experience
so
that
we
can
make
a
redetermination
on
their
application,
while
this
is
all
happening,
we're
still
developing
the
exam.
F
C
D
Of
the
seniors
and
I
think
you
understand
where
I
was
going
in
essence,
what
I
want
to
say
to
you
is
that
I
appreciate
and
value
the
improvement
85
to
42
in
in
fy16,
but
cities,
municipalities
go
state.
Governments
across
the
nation
are
doing
their
best
to
implement
efficiencies.
To
improve
this
process,
not
you
know
and
I
always
get
frustrated.
D
When
I
hear
people
say
that
the
private
sector
always
does
it
better,
but
as
we
begin
to
streamline
our
process
so
that
we
can
make
municipal
government
more
effective,
I
don't
want
us
to
even
look
at
the
fy16
number
that's
eight
years
and
we're
down
to
42.
So
in
essence,
we've
almost
cut
it
in
half
and
that's
great,
but
we
should
not
rest
on
our
laurels
as
if
we've
done
something
more
oculus,
we
should
be.
You
know
trying
to
figure
out.
D
How
do
we
get
it
to
30
right
30
days
and
continuing
to
reduce
it,
but
I
applaud
the
work
that
that
has
already
been
done
now.
My
next
question
and
Councilwoman
I'll
see
a
whole
bunch
of
people
lined
up
so
I.
Thank
you
of
Adam,
a
whip
for
giving
me
the
great
immediate
latitude.
Absolutely
you
know
it.
Councilwoman
rentals
brown
and
she's
going
to
talk
I'm
certain
about
the
issue.
D
She
is
taking
a
lead
on
long
before
I
arrived
regarding
the
issue
of
the
rule
of
two,
but
I
do
want
you
to
answer
for
me.
If
you
will,
particularly
just
from
an
HR
perspective,
why
are
the
full
staff
salaries
for
women
and
minorities
so
much
lower
than
they
are
for
whites,
and
what
can
we
do
as
a
municipal
government
to
change
that
dynamic
and
bring
some
parently
as
it
relates
to
a
salary?
D
B
I
think
a
couple
things,
one
of
the
things
that
you
see
is
we
need
to
look
over
all
one
of
the
in
the
city
of
Philadelphia.
Most
employees
join
the
city
as
a
career,
so
there's
very
little
turnover
and
what
ultimately
happens
is
employees
stay
in
a
particular
area?
Sometimes
people
are
limited
as
a
consequence
of
educational
requirements
for
some
of
the
jobs.
I
think
because
people
see
this
as
a
career
people
who
started
earlier
on
and
their
careers
actually
progress
further.
B
One
of
the
things
that
we
could
encourage
employees
to
do
is
to
take
advantage
of
the
educational
opportunities
we
oftentimes
in
the
city
send
out
announcements
about
the
opportunity
for
people
to
go
to
the
universities
that
we've
identified
that
have
a
reduced
tuition.
We
should
perhaps
engage
in
some
mentoring
programs
because
I
think
one
of
the
things
that
is
clear
is
that
things
are
changing.
B
D
D
Sorry
to
interrupt
you,
but
you
just
hit
all
exactly
where
I
wanted
to
go.
You
just
mentioned
two
things:
educational
opportunities
for
me,
professional
growth
and
development.
Right
and
then
you
mentioned
mentoring.
Programs
I
mean
you
talked
about
each
of
these.
From
a
perspective.
Let
me
ask
you
this
in
this
similar
to
a
question
that
I
just
asked
procurement.
D
If
you
are
an
employee
in
a
particular
department,
if
you
don't
have
a
special
relationship
with
the
right
people,
you
may
not
necessarily
get
access
to
the
opportunity.
What
are
we
doing
to
level
to
play?
You
feel
to
ensure
that
all
employees,
no
matter
what
their
rank,
no
matter,
what
their
level
if
they
work
for
the
city
and
their
particular
department,
has
access
to
any
kind
of
educational
advancement,
opportunity
or
other
programs?
Are
we
documenting
those
or
putting
them
together
or
has
HR
recommended
to
departments
that
they
submit
to?
D
B
You
asked
a
couple
of
different
things
in
that
question.
I
think.
The
first
thing
is
that,
from
a
global
perspective,
the
answer
is
no,
that's
the
first
answer,
I
think
from
a
departmental
perspective,
you
will
find
I
think
and
that's
this
is
across
the
city.
Some
departments
are
better
than
others.
Some
departments
clearly
have
a
distinctive
career
progression,
a
career
path
that
employees
can
identify
with
I
know
what
they
need
to
get
from
point
A
to
point
B
from
a
global
perspective.
B
Is
this
an
opportunity
for
ohr
absolutely,
but
it
also
it's
an
opportunity
for
a
chief
administrative
officer
as
well.
We
could
certainly
work
with
them
because,
as
you
are
aware
from
this
morning's
testimony,
one
of
the
things
that
they're
responsible
for
is
training
and
development,
so
working
together
as
a
group,
certainly
we
can
identify
opportunities.
B
We
can
certainly
learn
from
some
of
the
other
departments
that
are
put
together.
Programs
I,
don't
know
of
a
mentoring
program
within
the
city
of
Philadelphia.
To
be
quite
honest
within
our
structure.
I,
don't
know
of
one
I
was
speaking
actually
with
someone
here
today
about
a
mentoring
program
a
couple
weeks
ago.
At
another
meeting,
but
there
is
an
opportunity,
I
think
for
us
to
look
at
it
from
a
global
perspective.
B
D
So
all
of
those
who
do
it
extremely
well,
why
don't
we
ask
them
to
serve
as
leaders
for
those
who
are
not
doing
as
well
see
if
we
can
get
it
and
compile
it
and
work
in
a
collaborative
manner
to
get
that
done
and
I
would
really
greatly
appreciate
that,
and
in
addition
to
that,
the
the
last
issue
that
I
wanted
to
make
mention
of
today.
The
testimony
states
that
only
fifty
four
percent
of
employees
citywide
received
an
evaluation
in
2015.
D
B
Metric
is
something
that
is
unfortunately
ohr.
Does
we
own
the
data?
That's
probably
a
better
way
to
state
this.
We
own
the
data.
However,
we
don't
have
the
we
can
influence
Commission's
to
actually
perform
to
write
performance
evaluations
for
their
employees.
We
don't
hold
them
accountable
for
that.
Certainly,
the
performance
evaluations
are
used
for
a
lot
of
different
things
there
at
all
your
school
that
we
use
for
promotions
for
career
opportunities,
etc.
B
So,
look
the
question
is
about
getting
I,
think
the
entire
city
on
board,
and
it
has
to
start
from
the
top
in
terms
of
people
being
committed
to
writing
a
performance
evaluation
for
their
people,
for
delivering
it
on
time
to
ensure
that
people
are
evaluated.
So
they
know
where
they
stand.
This
a
performance
evaluation
is
a
tool
that
we
can
use
to
give
people
feedback
for
developmental
purposes
for
training
purposes.
So
it's
a
very
valuable
tool,
but
I
think
we
need
assistance.
B
We
need
commitment
from
the
top,
because
that's
what
has
to
start
so
if
you're
Commissioner
is
not
evaluating
the
deputies
and
the
deputies
aren't
going
to
evaluate
their
managers,
the
managers
aren't
going
to
evaluate
the
supervisors,
and
so
on.
Every
single
person
should
have
a
fair
opportunity
to
be
evaluated
based
upon
their
performance,
because
it
is
a
tool
that
we
use
on
a
regular
basis
to
determine
transfer,
not
transfers
but
promotions.
Certainly
so.
D
If
the
employee
ever
decided
that
it
wanted
to
go
work
in
another
department
to
apply
for
a
promotion,
if
you
know
or
on
many
occasions
which
we
don't
hear
about,
often
if
they're
attracted
to
the
private
sector
and
they're
interested
in
moving
there,
that
evaluation
serves
as
an
important
tool
for
them.
The
only
thing
I
would
disagree
with
you
on
is
the
idea
that
I
won't
wait
for
this
to
sort
of
happen
from
the
top
down.
D
I
would
dare
say
to
you
that
I
believe
that
as
HR
for
the
city
of
Philadelphia,
if
HR
determined
that
you
know
only
fifty
four
percent
of
employees
city
while
to
receiving
an
evaluation
in
2015,
we
need
to
increase
that
goal.
X
percentage
and
and
as
the
department
H
are
the
sort
of
sends
the
recommendation
to
the
administration
or
at
CA
o
that
we
we
just
talked
about
you
potentially
collaborating
with
I,
don't
think
that
it
just
has
to
come
from
top
down.
D
I
think
when
we're
collaborating
I
think
the
top
of
the
pyramid,
cuz
I,
see
I'm
one
I,
don't
believe
in
the
top-down
strategy.
Right
cuz
with
me
all
all
the
great
ideas,
particularly
in
government.
You
know
politicians
get
it
wrong
all
the
time
we
usually
don't
do
anything
right
until
we
get
pressure
from
the
outside
to
get
it
done
so
I
believe
in
a
bottom-up
strategy.
D
To
get
those
done.
You
you
all
have
perhaps
one
of
the
most
important
jobs
in
this
in
the
city
of
Philadelphia.
You
know
the
city
of
philadelphia,
university
of
pennsylvania,
right
our
top
employers
and-
and
we
rely
on
you
to
help,
keep
our
system
moving.
We
want
to
be
supportive
of
you,
but
we
also
don't
want
you
to
feel
so
limited
and
constrained
that
we
are
not
trying
to
be
innovative
and
be
public
administrators
who
view
themselves
as
public
entrepreneurs
and
I
want
our
legislative
branch
to
be
us.
D
You
know
as
helpful
as
we
possibly
can
so,
while
I'm
making
these
recommendations,
you
all
may
say.
Well,
you
know
these
are
some
things
that
we
could
do,
but
it
would
be
great
if
council
could
assist
us
by
doing
x,
y&z
I'm
saying
we're
here
to
be
part
of
the
process.
Also,
so
please
feel
free
to.
Let
us
know
how
we
can
be
helpful.
Actually.
B
We
will
take
that
on.
We
will
take
that
on
board
with
our
recommendation,
because
you
know,
half
of
a
half
of
the
success
is
based
upon
your
ability
to
influence
people
to
get
the
job
done.
So
at
the
end
of
the
day,
if
we
can
you,
if
we
can
utilize
you
to
help
us
influence,
the
process
will
be
glad
to
take
you
up
on
that,
but.
E
Welcomed
attitude
she
comes
lady
very
well
stated,
so
let
me
underscore
and
punctuate
a
couple
of
suggestions.
She's
made
I
have
interns
in
my
office
at
five
hundred
days
a
year
and
they're
really
only
365,
but
because
it's
a
unique
opportunity
for
a
middle
school
and
high
school
students
and
college
students
to
see
government
up
close
and
personal
for
all
the
reasons
that
we
understand.
What
does
the
city
have
a
policy
with
regards
to
allowing
interns
to
be
in
the
midst
of
professionals
at
all
a
written
policy
around
interns
I'm
not.
B
F
Name
is
Brian
Albert
I'm,
a
deputy
human
resources
director.
There
is
a
mayor's
internship
program
where
they
actually
place
in
turns
throughout
various
departments,
and
they
work
on
various
projects
for
the
department's
I.
Think
it's
a
great
program,
I
think
we've
had
a
fair
number
of
interns
become
employees
because.
D
E
B
Actually,
we
I
can
speak
to
that,
because
we've
had
interns
for
the
last
four
years
in
my
department,
I'm
generally
the
deputy
for
benefits,
but
him
wearing
a
different
hat.
But
we've
had
an
intern
for
the
past
two
years,
they've
been
high
school
students
that
were
juniors
or
seniors,
and
they
actually
have
worked
in
the
human
resources
department
and
they
are
paid
interns.
We
have
them
across
the
city.
The
program
is
handled
by
I,
think
it
its
final
by
finance.
Is
it
yes.
E
And
you
get
that
information
to
all
to
the
president,
so
that
council
members
can
be
made
aware
of
that.
That
would
be
terrific.
You
mentioned
that
there
are
a
few
universities
that
the
city
has
a
relationship
with
whereby
city
employees
can
seize
the
opportunity
for
a
professional
growth.
What
are
those
universities
or
who
are
they
Brian.
E
F
A
E
F
F
E
B
The
leak
and
bridge
in
terms
of
what
we
do
on
a
day-to-day
basis
is
when
there
are
initiatives
that
there
could
be
a
collaborative
opportunity
we
liaised
with
them.
The
CAF
see
80
function
is
somewhat
new.
We've
collaborated
on
the
recoupment
for
the
police
department.
We've
collaborated
on
to
what
fleet
management
we
had
a
meeting
with
them
regarding
some
opportunities
there
there's
Ella
demographics.
E
F
E
F
F
E
Absolutely
you
mentioned
that
some
departments
are
doing
better
than
others
and
we're
going
to
save
the
rule
of
two
discussion,
dialogue
and
debate
for
the
hearing.
We
won't
use
that
time
now,
but
you
say
that
some
departments
are
better
than
others
when
it
comes
to
having
departments
that
look
like
the
city
of
Philadelphia,
which
is
the
prevailing
wish
for
members
of
council
and
so
for
those
departments
that
don't
meet
that
test
in
a
way
that
we
would
like
what
type
of
incentives.
E
B
Well,
there
is
an
opportunity
to
do
to
have
more
dialogue
with
the
Department.
Certainly
one
of
the
things
that
we
are
aware.
One
of
the
things
that
we
know
is
there's
an
opportunity
also
to
work
more
closely
with
the
HR
departments
in
terms
of
there's
a
report
in
Oracle.
They
can
go
on
to
Oracle
to
pull
up
a
report
that
has
EEO
information
on
a
regular
basis,
so
when
they
get
ready
to
hire
that
next
candidate,
the
HR
manager
can
influence
that
hiring
manager
and
say
these
are
our
statistics.
B
These
are
the
people
we
have
on
board
and
let's
plan
a
way
forward
in
terms
of
what
we're
planning
to
do,
because
today,
in
today's
times,
I'm
not
sure
that
this
is
used
as
a
tool.
We're
certainly
able
to
pull
up
this
information,
and
we
have
statistics
that
tell
us
by
Department
how
many
minorities
there
are
women
not
from
a
civil
service
perspective
and
also
from
an
exempt
respect.
Is
that
right.
So
these
same
tools
could
also
be
utilized
by
a
department
on
a
departmental
basis.
So
that's
certainly
a
starting
point
to
have
that
dialogue.
B
To
begin
to
talk
about
it,
Maria
has
twice
yearly,
has
planning
meetings
for
hiring
with
each
of
the
departments.
That's
also
an
opportunity
to
talk
to
employees
about,
to
talk
to
departments
about
their
hiring
needs
because
they're
planning
it
for
the
future.
So
armed
with
that
document,
as
well
as
talking
about
their
hiring
plans,
that
can
certainly
talk
what
their
plans
are
for
the
future
and
trout
meeting
that
diversity
a
criterion.
Okay,
so.
E
Here's
me
for
cutting
you
off.
How
much
better
is
the
water
department
doing
and
I
asked
that
question,
because
about
three
years
ago
I
asked
for
demographic
breakdown
of
the
water
department
and
and
I
saw
what
I
I
expected.
So
what
what
improvement
were
changes
had?
Has
there
been
over
there,
the
water
department
when
it
comes
to
I.